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Resonant Leadership Style As A Moderating Variable Of The Influence Of Human Resource Information System On Employee Performance Muhammad Risal Tawil; Teguh Setiawan Wibowo; Rasty Yulia; Dikky Mooy; Muhammad Syafri
Jurnal Teknologi dan Manajemen Industri Terapan Vol. 4 No. I (2025): Jurnal Teknologi dan Manajemen Industri Terapan
Publisher : Yayasan Inovasi Kemajuan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55826/jtmit.v4iI.763

This study is a quantitative study with an explanatory approach, namely an approach that relies on research to the nineteenth, twentieth, and twenty-first as the main material for building research foundations, building hypotheses, and proving hypotheses in this study. The data used in this study is quantitative data that researchers obtain directly or are also commonly referred to as primary data obtained from Zuri Group hotel employees spread throughout Indonesia as many as two hundred and fifty employees. The data obtained by the researcher were distributed through an online questionnaire containing ten questions with five choices including the choice of strongly agree, the choice of agree, the choice of so-so, the choice of disagree, and the choice of strongly disagree. The data obtained by the researcher were analyzed using the smart PLS 4.0 analysis tool. The result in this article show that the Human Resource Information System variable can have a positive relationship direction and significant influence on Employee Performance and the Resonant Leadership Style variable can strengthen the influence of the Human Resource Information System variable on Employee Performance. The results of the second row of the third table above show that the Human Resource Information System variable can have a positive relationship direction and significant influence on Employee Performance can be accepted because the P-Values are positive and below the significance level of 0.05, namely 0.004. Based on these results, it can be concluded that the higher the Human Resource Information System, the higher the Employee Performance. In the next row, the Resonant Leadership Style variable can also moderate the influence of the Human Resource Information System variable on Employee Performance because the P-Values are positive and below the significance level of 0.05, namely 0.000, more significant than direct testing of 0.004. Thus it can be concluded that the first and second hypotheses in this article can be accepted.

Human Resource Development in Increasing Work Productivity Husain, Fransiska; Yulia, Rasty; Syaifudin, Arif; Karyadi, Sugeng; Alatas, Abd. Rahman
International Journal Of Education, Social Studies, And Management (IJESSM) Vol. 5 No. 2 (2025): The International Journal of Education, Social Studies, and Management (IJESSM)
Publisher : LPPPIPublishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52121/ijessm.v5i2.794

Human resources have a major role in every organizational activity. As the main key, human resources will determine the success of the implementation of organizational activities. Human resources always play an active and dominant role in every organization, because human resources are planners, actors and determinants of the realization of organizational goals. A productive person describes the potential, perception and creativity of a person who always wants to contribute his abilities to benefit himself and his environment. The aim of this research is to explain human resource development in increasing work productivity. To help answer questions about human resource development in increasing work productivity, the type of research is theoretical research with the help of secondary sources such as books or journals.

Human Resource Development in Increasing Work Productivity Husain, Fransiska; Yulia, Rasty; Syaifudin, Arif; Karyadi, Sugeng; Alatas, Abd. Rahman
International Journal Of Education, Social Studies, And Management (IJESSM) Vol. 5 No. 2 (2025): The International Journal of Education, Social Studies, and Management (IJESSM)
Publisher : LPPPIPublishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52121/ijessm.v5i2.794

Human resources have a major role in every organizational activity. As the main key, human resources will determine the success of the implementation of organizational activities. Human resources always play an active and dominant role in every organization, because human resources are planners, actors and determinants of the realization of organizational goals. A productive person describes the potential, perception and creativity of a person who always wants to contribute his abilities to benefit himself and his environment. The aim of this research is to explain human resource development in increasing work productivity. To help answer questions about human resource development in increasing work productivity, the type of research is theoretical research with the help of secondary sources such as books or journals.

Employee Performance And Motivation Harun Samsuddin; Rasty Yulia; Soni Suharmono; Syamsu Rijal; Arief Yanto Rukmana
International Journal of Management Research and Economics Vol. 1 No. 4 (2023): November : International Journal of Management Research and Economics
Publisher : Institut Teknologi dan Bisnis (ITB) Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54066/ijmre-itb.v1i4.932

This research approach is quantitative. The types of data used in this research are primary data and secondary data. Employees of PT Lotus Lingga Pratama receive questionnaires to collect primary data. Secondary data are collected indirectly, except from others or documents and journals related to this researcher. The population in this study is the entire permanent employee base of PT Lotus Lingga Pratama, which totals 153 employees. Motivation has a positive and significant influence on the performance of employees at PT. Lotus Lingga Pratama. Motivation is crucial and serves as a driving force for effort and goal achievement. Someone's doing something because of motivation. It can be understood that the higher the motivation, the higher the employee's performance.

PELATIHAN PERENCANAAN KARIER DAN PENGEMBANGAN PROFESIONAL DARI PEMANFAATAN PENGGUNAAN PLATFORM LINKEDIN Roy Setiawan; Indra Rustiawan; Rasty Yulia; Ris Akril Nurimansjah; Muhammad Iqbal Fajri
J-ABDI: Jurnal Pengabdian kepada Masyarakat Vol. 5 No. 6 (2025): Nopember 2025
Publisher : Bajang Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53625/jabdi.v5i6.11576

Pengabdian kepada masyarakat ini bertujuan untuk memberikan tidak hanya pengetahuan tetapi juga kesiapan perencanaan karier dan pengembangan profesional dari pemanfaatan penggunaan platform LinkedIn. Pengabdian kepada masyarakat ini diberikan dalam bentuk pelatihan. Pelatihan diberikan dengan metode pedagogi yang meliputi metode ceramah, demonstrasi, dan diskusi mengenai perencanaan karier dan pengembangan profesional dari pemanfaatan penggunaan platform LinkedIn. Hasil kegiatan menunjukkan bahwa pelatihan perencanaan karier dan pengembangan profesional dari pemanfaatan penggunaan platform LinkedIn di mulai dari membangun profil LinkedIn yang optimal, strategi membangun jaringan profesional, memaksimalkan fitur LinkedIn untuk peluang karier, pengembangan keterampilan dengan LinkedIn Learning, dan menjadi pemimpin opini

Analisis Tingkat Kesiapan Sumberdaya Masyarakat Dan Pengaruh Produk Kredit Usaha Rakyat (KUR) Terhadap Perkembangan Usaha Mikro Kecil Menengah (UMKM) Nasution, Thawap; Yulia, Rasty; Ningsih Puji Rahayu, Eka
Jurnal Bisnis Darmajaya Vol. 10 No. 2 (2024): Jurnal Bisnis Darmajaya
Publisher : Lembaga Penelitian dan Pengabdian kepada Masyarakat (LPPM)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30873/jurnalbisnis.v10i2.678

The development of the sharia economy in Indonesia continues to show a positive trend, with Indonesia ranked third in the Global Islamic Economy Indicator (GIEI) 2023. In Lampung Province, economic growth in the first quarter of 2023 of 4.96% also encouraged the strengthening of the small business sector, including MSMEs. This study aims to analyze the readiness of the community in accessing capital, as well as the impact of the People's Business Credit (KUR) product of Bank Syariah Indonesia on the growth of MSMEs. The study used a qualitative descriptive approach with a survey of 70 KUR customers of Bank Syariah Indonesia at the Bandar Lampung Tanjung Karang KCP for the period 2021–2023. The snowball sampling technique was applied in data collection, which was then analyzed using multiple regression with SPSS Version 22. The results of the study showed that community readiness had a significant influence on MSME growth, with increasing community readiness increasing the capacity of MSME businesses. In addition, the KUR product of Bank Syariah Indonesia has proven to be significant in supporting business development and access to capital for MSME actors.

Resonant Leadership Style As A Moderating Variable Of The Influence Of Human Resource Information System On Employee Performance Muhammad Risal Tawil; Teguh Setiawan Wibowo; Rasty Yulia; Dikky Mooy; Muhammad Syafri
Jurnal Teknologi dan Manajemen Industri Terapan Vol. 4 No. I (2025): Jurnal Teknologi dan Manajemen Industri Terapan
Publisher : Yayasan Inovasi Kemajuan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55826/jtmit.v4iI.763

This study is a quantitative study with an explanatory approach, namely an approach that relies on research to the nineteenth, twentieth, and twenty-first as the main material for building research foundations, building hypotheses, and proving hypotheses in this study. The data used in this study is quantitative data that researchers obtain directly or are also commonly referred to as primary data obtained from Zuri Group hotel employees spread throughout Indonesia as many as two hundred and fifty employees. The data obtained by the researcher were distributed through an online questionnaire containing ten questions with five choices including the choice of strongly agree, the choice of agree, the choice of so-so, the choice of disagree, and the choice of strongly disagree. The data obtained by the researcher were analyzed using the smart PLS 4.0 analysis tool. The result in this article show that the Human Resource Information System variable can have a positive relationship direction and significant influence on Employee Performance and the Resonant Leadership Style variable can strengthen the influence of the Human Resource Information System variable on Employee Performance. The results of the second row of the third table above show that the Human Resource Information System variable can have a positive relationship direction and significant influence on Employee Performance can be accepted because the P-Values are positive and below the significance level of 0.05, namely 0.004. Based on these results, it can be concluded that the higher the Human Resource Information System, the higher the Employee Performance. In the next row, the Resonant Leadership Style variable can also moderate the influence of the Human Resource Information System variable on Employee Performance because the P-Values are positive and below the significance level of 0.05, namely 0.000, more significant than direct testing of 0.004. Thus it can be concluded that the first and second hypotheses in this article can be accepted.

THE INFLUENCE OF EMPLOYEE CREATIVITY ON EMPLOYEE PERFORMANCE WITH COMMITMENT AS A MODERATING VARIABLE Erwanto, Erwanto; Yulia, Rasty; Andriani, Hertya; Herlinda, Herlinda; Rasyid, Abdul
JURNAL ILMIAH EDUNOMIKA Vol. 8 No. 3 (2024): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v8i3.15130

This research is a quantitative study with an explanatory approach, namely an approach that relies on previous studies as the main formula for finding new variations/novelty in the research being conducted. The data used in this study are primary data obtained from 400 employees of Private Islamic Universities spread throughout Indonesia. The data were analyzed using the smart PLS 4.0 analysis tool. The result in this article show concluded that the Employee Creativity variable can have a positive relationship direction and a significant influence on Employee Performance because the P-Values point positively and are below the significance level of 0.05, namely 0.007. This is because the more creative employees can make work easily completed, problems can be overcome easily, and company targets can be achieved to improve Employee Performance. In line with the results of the first hypothesis, in the next row as a result of the second hypothesis also shows that the Commitment variable can strengthen the influence of the Work Creativity variable on Employee Performance because the P-Values are positive and below the significance level of 0.05, which is 0.000 more significant than direct testing of 0.007. Thus, the first and second hypotheses in this article can be accepted. Keywords: Employee Creativity, Employee Performance , Commitment

Analysis of Factor Affecting Milenial Generation Employee Luh Kardini, Ni; Yulia, Rasty; Andriani, Hertya
Journal of Management Vol. 3 No. 2 (2024): July - December
Publisher : Yayasan Pendidikan Belajar Berdikari

Show Abstract | Download Original | Original Source | Check in Google Scholar

Millennial Generation Engagement, Organizational Commitment, and Job Satisfaction are significant elements in the industrial work area. This study aims to investigate the influence of different motivational factors on the collaboration and communication bonds between leaders and employees, and the effects of non-financial incentives and Millennial Generation engagement on Organizational Commitment and employee job satisfaction at PT. Kahatex Indonesia. This study used a purposive sampling method to select 87 respondents from employees of the electronics manufacturing industry in Indonesia. The collected information was analyzed using Structural Equation Modeling with the support of SmartPLS 3.0 analysis tools. The results of the study show that non-financial incentives have a significant effect on employee work motivation. That is, the provision of non-financial incentives by industry leaders contributes to increasing employee Organizational Commitment. However, the findings of the study also show that Millennial Generation engagement does not have a significant effect on employee work motivation. This means that the Millennial Generation engagement between leaders and employees and between employees does not directly affect their level of Organizational Commitment. Furthermore, this study also found that Organizational Commitment has a significant effect on employee job satisfaction.

ANALISIS PENGARUH MOTIVASI KERJA DAN KERJASAMA TIM TERHADAP KINERJA DIVISI PEMASARAN PT. SARANA BHUANA JAYA BANDUNG Rasty Yulia; Heny Herawati
Jurnal Akuntansi, Ekonomi dan Manajemen Bisnis Vol. 2 No. 3 (2022): November : Jurnal Akuntansi, Ekonomi dan Manajemen Bisnis
Publisher : Pusat Riset dan Inovasi Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jaem.v2i3.361

This research was conducted to determine the effect of work motivation and teamwork on the performance of the marketing division of PT. Facilities Bhuana Jaya Bandung. In this study, questionnaires were distributed to 20 respondents. This research was conducted at PT. Sarana Bhuana Jaya Jl. Northern Mars III No. 36 Bandung. The research method used is the census method and the analytical tool used is quantitative analysis (multiple regression) using the SPSS version 26.0 program. The results of this study indicate that the magnitude of the simultaneous influence between work motivation and teamwork on the performance of the marketing division of PT. Sarana Bhuana Jaya Bandung This research is expected to provide benefits to the management of PT. Sarana Bhuana Jaya Bandung to keep implementing teamwork, and trying to generate initiative in each team member in carrying out their duties by giving them the freedom to take initiative, to be innovative and to be rewarded.

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