Article Per Year (5 Year)
p-Index From 2021 - 2026
0.751
P-Index
This Author published in this journals
All Journal JMD: Jurnal Riset Manajemen & Bisnis Dewantara Jurnal Manajemen Maranatha Jurnal Ilmu Manajemen
Wendra Wendra
Program Studi Magister Manajemen, Sekolah Tinggi Manajemen PPM
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

Published : 4 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 4 Documents
Search

 1 
Work flexibility dan nonfinancial compensation sebagai prediktor employee retention generasi milenial di DKI Jakarta Anggun Rahmawati; Wendra Wendra
Jurnal Manajemen Maranatha Vol 24 No 2 (2025): Jurnal Manajemen Maranatha
Publisher : Universitas Kristen Maranatha

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.28932/jmm.v24i2.10209

Abstract

Data shows that millennial generation workers in Indonesia are ranked second in the Asia Pacific region who plan to resign from their jobs in the future, so organizations need to understand the variables that influence the retention of these millennial employees. This research aims to identify the influence of work flexibility and non-financial compensation on employee retention of millennial generation employees in DKI Jakarta. Data collection was carried out at convenience for 145 respondents. The analytical method used in this research was descriptive statistic and multilinear regression using JASP software. The results of this research show that there is a positive and significant influence of work flexibility and non-financial compensation on employee retention of the millennial generation in DKI Jakarta. Thus, organizations should provide opportunities for employees to arrange the time and location for completing work if they are unable to attend the office, as well as providing an allowance to work outside the office every week. Apart from that, it is also necessary to consider providing non-financial compensation to employees in the form of social support, recognition for achievements, providing work challenges, and giving trust as an effort to retain their millennial generation employees.
Development Plan for Enhancing PT XYZ Corporate University Kartika Chandra Dewi; Wendra Wendra
Jurnal Ilmu Manajemen Vol. 14 No. 2 (2025): Jurnal Ilmu Manajemen
Publisher : Universitas Muhammadiyah Palembang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32502/jim.v14i2.720

Abstract

The corporate university serves as a strategic solution for companies seeking to implement structured learning programs aligned with their business strategies. The purpose of this study is to assess the readiness level of the corporate university at PT XYZ and to develop an improvement plan to address existing gaps. This research adopted a qualitative approach, utilizing observation and in-depth interviews with internal stakeholders directly involved in the transformation of the conventional training unit into a corporate university. Data analysis methods included observational checklist analysis, data reduction from interview transcripts, keyword identification, coding, and drawing conclusions based on the data. The findings reveal that out of twenty-six identified corporate university functions and activities, four have not yet been fulfilled by PT XYZ’s corporate university. These unmet areas broadly relate to the corporate university’s roles in employee career planning, strategic recruitment, succession planning, and the provision of library and electronic information resources. Based on these findings, this study proposes a development plan to enhance the corporate university at PT XYZ.
Employer Branding as a Strategic Differentiation for Key Positions in the Telecommunications Industry Nofita Ningsih; Wendra; Kamisah Supian
Jurnal Ilmu Manajemen Vol. 15 No. 1 (2025): Jurnal Ilmu Manajemen
Publisher : Universitas Muhammadiyah Palembang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32502/jim.v15i1.883

Abstract

In the competitive talent war, employer branding has become an important strategy to attract and retain talent for key positions, especially in the highly dynamic and competitive telecommunications industry. This research aims to design an employer branding strategy for key positions in PT XYZ, focusing on how employer branding influences the decision of talents in key positions to be interested in joining and staying in the company. Using a descriptive qualitative method, data was collected through interviews, document analysis, surveys to employees and candidates for key positions. This research utilizes Moesly & Schimdt's employer branding framework in the steps of building a strong employer branding. The research findings show that employer branding efforts, especially those that emphasize career development opportunities, building authentic EVP values, developing talent communities, digital recruitment platforms and increasing employee engagement in employer branding programs play an important role in attracting and retaining talent in key positions. The proposed strategies include EVP internalization, cross-unit collaboration, talent community development and strengthening the employer branding platform. This study contributes to the academic discourse on strategic human resource management especially employer branding and offers practical recommendations for companies that want to become employers of choice in the telecommunications industry.
GAMBARAN UMUM KONDISI PEKERJA ONLINE DI JABODETABEK Joseph Haryo Tejo; Wendra Wendra
JMD : Jurnal Riset Manajemen & Bisnis Dewantara Vol. 5 No. 1 (2022): Januari (2022) - Juni (2022)
Publisher : STIE PGRI Dewantara Jombang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26533/jmd.v5i1.986

Abstract

Kondisi pandemi Covid-19 membuat perubahan pada kehidupan masyarakat, termasuk dalam hal bekerja. Model bekerja yang awalnya dilakukan secara konvensional berubah menjadi kombinasi online (bekerja dari rumah) dan bekerja dari kantor, bahkan ada yang full online. Perubahan ini menuntut meningkatkan kemampuan (soft skill dan hard skill) serta berpengaruh terhadap psikologis seseorang baik dari segi kepuasan kerja, kelelahan kerja, dan rasa keterikatan karyawan. Tujuan penelitian ini adalah untuk mengidentifikasi pengaruh tuntutan kerja terhadap kepuasan kerja dan keterikatan karyawan dengan menyisipkan variabel kelelahan kerja sebagai mediasi. Penelitian yang dilakukan bersifat kuantitatif dengan menyebarkan kuesioner secara purposive terhadap 100 responden yang bekerja secara online di daerah Jabodetabek. Hasil penelitian menemukan bahwa tuntutan kerja memiliki pengaruh negatif dan signifikan pada kepuasan kerja. Tuntutan kerja ini memiliki pengaruh negatif dan signifikan pada keterikatan karyawan. Kelelehan kerja mampu memediasi hubungan antara tuntutan kerja dengan keterikatan karyawan. Namun, kelelahan kerja tidak dapat memediasi hubungan antara tuntutan kerja terhadap kepuasan kerja.
Co-Authors Anggun Rahmawati Joseph Haryo Tejo Kamisah Supian Kartika Chandra Dewi Nofita Ningsih