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All Journal Tadbir: Jurnal Manajemen Pendidikan Islam Potensia Islam Futura JURNAL IQRA´ JURNAL KEPEMIMPINAN DAN PENGURUSAN SEKOLAH Jurnal Manajemen Pendidikan Al Ishlah Jurnal Pendidikan AL-IDARAH: JURNAL KEPENDIDIKAN ISLAM Indonesian Journal of Islamic Educational Management al-Afkar, Journal For Islamic Studies Pendas : Jurnah Ilmiah Pendidikan Dasar Islamic Management: Jurnal Manajemen Pendidikan Islam JURNAL PENDIDIKAN TAMBUSAI AT-TA`DIB Journal on Education Jambura Journal of Educational Management Darajat: Jurnal Pendidikan Agama Islam Jurnal Review Pendidikan dan Pengajaran (JRPP) Jurnal Justitia : Jurnal Ilmu Hukum dan Humaniora Jurnal Kridatama Sains dan Teknologi Jurnal Pendidikan dan Konseling Islamika : Jurnal Agama, Pendidikan dan Sosial Budaya Jurnal Sosial Humaniora Sigli Attadib: Journal of Elementary Education Jurnal Ilmiah Profesi Pendidikan Attractive : Innovative Education Journal Community Development Journal: Jurnal Pengabdian Masyarakat Didaktik : Jurnal Ilmiah PGSD STKIP Subang Jurnal Mu'allim JURNAL ILMIAH EDUKATIF DIMAR: Jurnal Pendidikan Islam An-Nidhom : Jurnal Manajemen Pendidikan Islam CENDEKIA : Jurnal Ilmu Pengetahuan Jurnal Ilmiah Wahana Pendidikan SOCIAL : Jurnal Inovasi Pendidikan IPS Daengku: Journal of Humanities and Social Sciences Innovation Dharmas Education Journal (DE_Journal) MANAJERIAL: Jurnal Inovasi Manajemen dan Supervisi Pendidikan Literatify : Trends in Library Development Ma'alim: Jurnal Pendidikan Islam Arus Jurnal Sosial dan Humaniora Manajemen dan Kewirausahaan JIPMukjt:Jurnal Ilmu Pendidikan Muhammadiyah Kramat Djati Jurnal Multidisiplin Madani (MUDIMA) AKADEMIK: Jurnal Mahasiswa Humanis Journal Of Human And Education (JAHE) Jurnal Ekonomi, Manajemen, Bisnis dan Akuntansi (JEMBA) Jurnal Kependidikan Formosa Journal of Science and Technology (FJST) Jurnal Paris Langkis Takuana: Jurnal Pendidikan, Sains, dan Humaniora Arus Jurnal Psikologi dan Pendidikan Journal of Scientific Research, Education, and Technology Journal of Artificial Intelligence and Digital Business AKSI: Jurnal Manajemen Pendidikan Islam Indonesian Journal of Multidisciplinary on Social and Technology Jurnal Konseling Pendidikan Islam AGILITY: Jurnal Lentera Manajemen Sumberdaya Manusia Al-Zayn: Jurnal Ilmu Sosial & Hukum Atthiflah: Journal of Early Childhood Islamic Education INDOPEDIA (Inovasi Pembelajaran dan Pendidikan) El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam RESLAJ: Religion Education Social Laa Roiba Journal Jurnal Penelitian Pendidikan Indonesia (JPPI) J-STAF: Siddiq, Tabligh, Amanah, Fathonah Indonesian Journal of Islamic Educational Review REFORM : JURNAL PENDIDIKAN, SOSIAL DAN BUDAYA Indonesian Journal of Education and Learning Journal of Ekonomics, Finance, and Management Studies Indonesian Journal of Humanities and Social Sciences Educompassion: Jurnal Integrasi Pendidikan Islam Dan Global Tarbiyah Darussalam : Jurnal Ilmiah Kependidikan dan Keagamaan Indonesian Journal of Islamic Studies Variable Research Journal Manthiq : Jurnal Filsafat Agama dan Pemikiran Islam International Journal of Teaching and Learning (INJOTEL)
Machdum Bachtiar
Universitas Islam Negeri Sultan Maulana Hasanuddin Banten
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Medicine & Pharmacology Physics Public Health Social Sciences Other

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Isu-Isu Kontemporer Dalam Dunia Kerja Ridwan Nugraha; Nia Pratiwi; Machdum Bachtiar
Manajemen dan Kewirausahaan Vol. 7 No. 1 (2026): Manajemen dan Kewirausahaan
Publisher : Manajemen FEB Unima

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53682/v7i1.13383

Abstract

Perubahan dunia kerja modern ditandai oleh perkembangan teknologi digital, globalisasi ekonomi, serta dinamika hubungan industrial yang semakin kompleks. Berbagai isu kontemporer seperti outsourcing, kecerdasan buatan, otomatisasi, model kerja fleksibel dan hybrid, pemutusan hubungan kerja (PHK), serta sistem kompensasi menjadi faktor penting dalam pengelolaan sumber daya manusia. Penelitian ini bertujuan untuk menganalisis berbagai isu kontemporer dalam dunia kerja serta dampaknya terhadap organisasi dan tenaga kerja. Metode penelitian yang digunakan adalah studi literatur dengan mengkaji berbagai jurnal ilmiah, regulasi ketenagakerjaan, serta hasil penelitian terdahulu yang relevan. Hasil kajian menunjukkan bahwa outsourcing memberikan efisiensi operasional bagi perusahaan namun berpotensi menimbulkan ketidakpastian kerja bagi pekerja. Perkembangan kecerdasan buatan dan otomatisasi meningkatkan produktivitas sekaligus memunculkan tantangan baru berupa perubahan struktur pekerjaan. Model kerja fleksibel dan hybrid memberikan keseimbangan kerja dan kehidupan pribadi, tetapi membutuhkan adaptasi kepemimpinan dan komunikasi organisasi. Selain itu, meningkatnya kasus pemutusan hubungan kerja berdampak pada kesejahteraan ekonomi dan mental pekerja, sementara sistem kompensasi yang adil menjadi faktor penting dalam meningkatkan motivasi dan produktivitas kerja. Oleh karena itu, diperlukan kebijakan organisasi dan regulasi pemerintah yang adaptif untuk menciptakan keseimbangan antara efisiensi bisnis dan perlindungan tenaga kerja. Changes in the modern workplace are characterized by the development of digital technology, economic globalization, and increasingly complex industrial relations dynamics. Contemporary issues such as outsourcing, artificial intelligence, automation, flexible and hybrid work models, layoffs, and compensation systems are becoming crucial factors in human resource management. This study aims to analyze contemporary issues in the workplace and their impact on organizations and the workforce. The research method used is a literature review, reviewing various scientific journals, labor regulations, and relevant previous research. The study's findings indicate that outsourcing provides operational efficiency for companies but has the potential to create job insecurity for workers. Developments in artificial intelligence and automation increase productivity while simultaneously presenting new challenges in the form of changes in job structures. Flexible and hybrid work models provide work-life balance but require adaptations in leadership and organizational communication. Furthermore, the increasing number of layoffs impacts workers' economic and mental well-being, while a fair compensation system is a crucial factor in increasing motivation and productivity. Therefore, adaptive organizational policies and government regulations are needed to strike a balance between business efficiency and employee protection.  
Pengembangan Kepemimpinan Ummu Salamah; Adhika Abdu Nuryanditra; Firda Hidayah; Machdum Bachtiar
Manajemen dan Kewirausahaan Vol. 7 No. 1 (2026): Manajemen dan Kewirausahaan
Publisher : Manajemen FEB Unima

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53682/v7.i1.13392

Abstract

Penelitian ini bertujuan untuk menganalisis strategi pengembangan kepemimpinan berbasis self-awareness, integritas, dan soft skills dalam meningkatkan kualitas sumber daya manusia (SDM). Penelitian ini menggunakan metode studi kepustakaan (library research) dengan menelaah berbagai sumber literatur ilmiah yang relevan, seperti buku, jurnal ilmiah, serta publikasi akademik yang berkaitan dengan pengembangan kepemimpinan dan manajemen sumber daya manusia. Hasil kajian menunjukkan bahwa self-awareness dan self-esteem menjadi fondasi psikologis yang penting dalam membentuk karakter pemimpin yang reflektif, percaya diri, dan bertanggung jawab. Pemimpin yang memiliki kesadaran diri yang baik mampu memahami kekuatan dan keterbatasan dirinya serta menjalankan peran kepemimpinan secara lebih efektif. Selain itu, etika dan integritas memiliki peran penting dalam membangun kepercayaan, meningkatkan kredibilitas pemimpin, serta menciptakan budaya organisasi yang sehat dan berkelanjutan. Penguatan soft skills yang meliputi kecerdasan intelektual (IQ), kecerdasan emosional (EQ), kecerdasan spiritual (SQ), kecerdasan menghadapi kesulitan (AQ), serta kemampuan interpersonal turut mendukung efektivitas kepemimpinan secara holistik. Selain itu, strategi seperti coaching, mentoring, adaptabilitas, dan pembelajaran berkelanjutan menjadi faktor penting dalam memastikan keberlanjutan pengembangan kepemimpinan di tengah dinamika organisasi. Integrasi aspek-aspek tersebut berkontribusi signifikan dalam meningkatkan kualitas SDM yang tangguh, inovatif, dan berdaya saing.   This study aims to analyze leadership development strategies based on self-awareness, integrity, and soft skills in improving the quality of human resources (HR). The study uses a library research method by reviewing various relevant academic sources, including books, scholarly journals, and other scientific publications related to leadership development and human resource management. The findings reveal that self-awareness and self-esteem function as essential psychological foundations in developing reflective, confident, and responsible leaders. Leaders who possess strong self-awareness are better able to understand their strengths, limitations, and leadership roles within an organization. In addition, ethics and integrity play a crucial role in fostering trust, strengthening credibility, and creating a healthy organizational culture. The development of soft skills, which include intellectual intelligence (IQ), emotional intelligence (EQ), spiritual intelligence (SQ), adversity intelligence (AQ), and interpersonal competence, contributes to holistic leadership effectiveness. Furthermore, strategies such as coaching, mentoring, adaptability, and continuous learning are vital for sustaining leadership development in a dynamic organizational environment. These strategies support leaders in responding effectively to organizational challenges and changes. Overall, the integration of self-awareness, integrity, and soft skills significantly contributes to strengthening the capacity of human resources to become resilient, innovative, and competitive in achieving organizational goals.  
MANAJEMEN KINERJA Berliana Putri; Najmudin; Machdum Bachtiar
Didaktik : Jurnal Ilmiah PGSD STKIP Subang Vol. 12 No. 02 (2026): Volume 12 Nomor 02, Juni 2026 Published
Publisher : STKIP Subang

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

Abstract

This study aims to comprehensively analyze the performance management system, including performance planning, organizing, monitoring, evaluation, and performance development within organizations. The research employs a library research approach by reviewing relevant scientific literature related to performance management concepts and practices. The findings indicate that organizational performance effectiveness is strongly influenced by clear goal setting, structured task allocation, systematic monitoring mechanisms, and objective and continuous evaluation systems. Furthermore, performance development through training, coaching, and constructive feedback plays a crucial role in enhancing human resource competencies. The integration of all stages of performance management in a coherent and systematic manner contributes to the creation of a productive, accountable, and adaptive work culture in response to environmental changes. Therefore, the implementation of a well-structured performance management system becomes a key strategy for improving organizational competitiveness and long-term sustainability
PERENCANAAN SUMBER DAYA MANUSIA STRATEGIS Alvin Faiz Adzikra; Siti Maysarah; Najwa Anisa Fitri; Machdum Bachtiar
JUSTITIA : Jurnal Ilmu Hukum dan Humaniora Vol 9, No 1 (2026): 2026
Publisher : Universitas Muhammadiyah Tapanuli Selatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31604/justitia.v9i1.%p

Abstract

Perencanaan Sumber Daya Manusia (PSDM) yang efektif merupakan pilar strategis bagi keberlanjutan organisasi di era global yang kompetitif. Penelitian ini bertujuan untuk menganalisis proses PSDM strategis, mengintegrasikan analisis lingkungan dan teknik peramalan untuk mengoptimalkan modal manusia. Penelitian ini menggunakan metode studi kepustakaan kualitatif, menyintesis data dari jurnal akademik dan literatur manajemen strategis yang diterbitkan antara tahun 2014 dan 2024. Hasil penelitian menunjukkan bahwa integrasi analisis SWOT dengan peramalan permintaan dan penawaran tenaga kerja yang akurat secara signifikan meningkatkan efisiensi organisasi dan komitmen karyawan. Selain itu, pendekatan holistik yang menyelaraskan strategi SDM dengan tujuan organisasi sangat penting untuk menjembatani kesenjangan antara perencanaan dan pelaksanaan. Penelitian ini menyimpulkan bahwa PSDM strategis bukan sekadar fungsi administratif, melainkan instrumen manajemen proaktif yang diperlukan untuk mencapai keunggulan kompetitif yang berkelanjutan.
THE CONCEPT OF EDUCATIONAL LEADERSHIP KI HAJAR DEWANTARA Asri Yuni Vika Sari; Machdum Bachtiar, Anis Fauzi
International Journal of Teaching and Learning Vol. 1 No. 4 (2023): International Journal of Teaching and Learning (INJOTEL)
Publisher : Adisam Publisher

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Abstract

The success of an organization is determined by the leader of that organization. The leader becomes the driving force of the organization in order to develop and achieve the goals that have been set. The purpose of writing this article is to explain the implementation of the Ki Hajar Dewantara leadership model through the concept of education of the Ki Hajar Dewantara Trilogy which contains three important principles: Ing ngarsa sung tuladha, ing madya mangun karsa, tut wuri handayani. The method used in this article is qualitative, while the approach is literature study. The author obtained information about the leadership model of Ki Hajar Dewantara through searching for articles in national and international journals with the keyword "trilogy Ki Hajar Dewantara, leadership and the leadership of Ki Hajar Dewantara". The application of the concept of the Ki Hajar Dewantara Leadership Trilogy is one of the most fundamental answers in creating a constructive climate in leadership at the Education unit level.
Desain Program Pelatihan Zahratunnisa, Najwa; Septiani, Ira; Ikhsan, Eka Anwaril; Bachtiar, Machdum
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 5 No. 1 (2026): Februari - April
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v5i1.8181

Abstract

Rapid changes in the workplace, technological advancements, and increasing demands for human resource competencies require organizations to design training programs systematically and based on actual needs. However, many training programs are still implemented without a clear needs analysis, measurable objectives, and continuous evaluation, resulting in suboptimal impacts on performance improvement. This study aims to analyze the concept of effective training program design based on a literature review and to identify the key components that must be considered in its development, including training objectives and goals, materials and curriculum, learning methods and strategies, media and resources, as well as evaluation and follow-up. This research employs a qualitative approach using library research. Data were collected through the review of relevant books, scientific journal articles, and other academic sources, which were then analyzed systematically to identify principles for developing effective training programs. The findings indicate that the success of a training program is largely determined by an appropriate needs analysis, clearly defined and measurable objectives, relevant materials that integrate theory and practice, interactive and technology-adaptive learning methods, and adequate media and resources. Furthermore, continuous evaluation and follow-up are essential to ensure that training produces tangible improvements in competence and performance. Therefore, a systematic, well-planned, and needs-based training program design is proven to be more effective in supporting human resource development and organizational sustainability
IMPLEMENTASI PROGRAM PELATIHAN Mori, Riffati Hikmi; Amelia, Leni; Eisyah Agisti, Neyza Nur; Bachtiar, Machdum
Didaktik : Jurnal Ilmiah PGSD STKIP Subang Vol. 12 No. 02 (2026): Volume 12 Nomor 02, Juni 2026 Published
Publisher : STKIP Subang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36989/didaktik.v12i02.12824

Abstract

This study aims to examine the implementation of a training program designed to enhance human resource competencies and organizational performance. The analysis focuses on the stages of preparation, execution, evaluation, as well as monitoring and supervision within the training management cycle. A qualitative approach was employed, utilizing observation, interviews, and documentation as data collection techniques. The findings indicate that the training implementation began with a systematic identification of competency gaps, followed by program design based on Training Need Analysis (TNA) and Developmental Need Analysis (DNA). The implementation phase was carried out in a structured manner through a combination of lectures, discussions, and practical sessions accompanied by intensive mentoring. Evaluation activities were conducted to measure the effectiveness of the program in improving participants’ skills, while continuous monitoring ensured alignment with organizational standards and objectives. Although several technical challenges and limitations in internal trainer availability were identified, the overall training program contributed positively to competency development and supported the achievement of organizational strategic goals.
Pengembangan Karir dan Manajemen Talenta di Era Modern Humairoh, Hasna; Suryaningtias, Nafisa Dwi; Nufus, Mufidah Hayati; Bachtiar, Machdum
Manajemen dan Kewirausahaan Vol. 7 No. 2 (2026): Manajemen dan Kewirausahaan
Publisher : Manajemen FEB Unima

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53682/pt72fm62

Abstract

Penelitian ini bertujuan untuk menganalisis peran pengembangan karier dan manajemen talenta dalam meningkatkan kinerja serta retensi karyawan dalam organisasi. Pengelolaan sumber daya manusia yang efektif menjadi faktor kunci dalam menghadapi dinamika lingkungan kerja yang semakin kompleks dan kompetitif. Metode yang digunakan dalam penelitian ini adalah pendekatan kualitatif dengan teknik studi literatur dari berbagai sumber ilmiah yang relevan, seperti jurnal, buku, dan hasil penelitian terdahulu. Hasil kajian menunjukkan bahwa manajemen talenta memiliki pengaruh signifikan terhadap peningkatan kinerja karyawan, pengembangan kompetensi, serta keberlanjutan organisasi. Selain itu, perencanaan jalur karier dan suksesi yang sistematis mampu meningkatkan motivasi kerja dan keterlibatan karyawan. Program pengembangan kompetensi melalui pelatihan, mentoring, dan coaching terbukti efektif dalam meningkatkan kemampuan individu. Di sisi lain, strategi retensi yang tepat, seperti pemberian penghargaan dan lingkungan kerja yang kondusif, mampu mempertahankan talenta terbaik dalam organisasi. Dengan demikian, integrasi antara pengembangan karier dan manajemen talenta menjadi strategi penting dalam menciptakan organisasi yang adaptif, produktif, dan berdaya saing tinggi di era modern.   This study aims to analyze the role of career development and talent management in improving employee performance and retention within organizations. Effective human resource management has become a crucial factor in addressing increasingly complex and competitive work environments. The research employs a qualitative approach, utilizing a literature review method that draws from various relevant scientific sources, including journals, books, and previous studies. The findings indicate that talent management significantly influences employee performance, competency development, and organizational sustainability. Furthermore, a systematic career path and succession planning enhance employee motivation and engagement. Competency development programs, including training, mentoring, and coaching, are proven to be effective in improving individual capabilities. On the other hand, appropriate retention strategies, such as fair compensation and a supportive work environment, play an essential role in retaining top talent. Therefore, the integration of career development and talent management is a key strategy in building adaptive, productive, and competitive organizations in the modern era.
Strategi Pengembangan SDM Berbasis Digital Learning dalam Meningkatkan Daya Saing Organisasi Qoulan Sadida; Siti Khofifah; Machdum Bachtiar
Al-Zayn: Jurnal Ilmu Sosial, Hukum & Politik Vol 4 No 2 (2026): 2026
Publisher : Yayasan pendidikan dzurriyatul Quran

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61104/alz.v4i2.4877

Abstract

TPenelitian ini bertujuan untuk menganalisis strategi pengembangan sumber daya manusia (SDM) berbasis digital learning dalam meningkatkan daya saing organisasi di era transformasi digital. Perubahan teknologi yang cepat menuntut organisasi untuk memiliki SDM yang adaptif, kompeten, dan inovatif agar mampu bersaing secara berkelanjutan. Penelitian ini menggunakan pendekatan kualitatif dengan metode deskriptif melalui studi literatur dan analisis berbagai strategi digital learning seperti Learning Management System (LMS), microlearning, blended learning, gamifikasi, talent mapping, serta learning analytics. Hasil penelitian menunjukkan bahwa implementasi digital learning yang terintegrasi mampu meningkatkan kompetensi digital, produktivitas kerja, serta efektivitas pengambilan keputusan berbasis data. Namun demikian, tantangan seperti kesenjangan kompetensi, resistensi terhadap perubahan, dan keterbatasan infrastruktur perlu dikelola secara strategis. Oleh karena itu, komitmen manajemen, budaya organisasi yang adaptif, serta evaluasi berbasis kinerja menjadi faktor kunci keberhasilan dalam meningkatkan daya saing organisasi secara berkelanjutan.
Pengembangan Organisasi Qoulan Sadida; Siti Khofifah; Machdum Bachtiar
Al-Zayn: Jurnal Ilmu Sosial, Hukum & Politik Vol 4 No 2 (2026): 2026
Publisher : Yayasan pendidikan dzurriyatul Quran

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61104/alz.v4i2.4901

Abstract

Penelitian ini bertujuan untuk menganalisis strategi pengembangan sumber daya manusia (SDM) berbasis digital learning dalam meningkatkan daya saing organisasi di era transformasi digital. Perubahan teknologi yang cepat menuntut organisasi untuk memiliki SDM yang adaptif, kompeten, dan inovatif agar mampu bersaing secara berkelanjutan. Penelitian ini menggunakan pendekatan kualitatif dengan metode deskriptif melalui studi literatur dan analisis berbagai strategi digital learning seperti Learning Management System (LMS), microlearning, blended learning, gamifikasi, talent mapping, serta learning analytics. Hasil penelitian menunjukkan bahwa implementasi digital learning yang terintegrasi mampu meningkatkan kompetensi digital, produktivitas kerja, serta efektivitas pengambilan keputusan berbasis data. Namun demikian, tantangan seperti kesenjangan kompetensi, resistensi terhadap perubahan, dan keterbatasan infrastruktur perlu dikelola secara strategis. Oleh karena itu, komitmen manajemen, budaya organisasi yang adaptif, serta evaluasi berbasis kinerja menjadi faktor kunci keberhasilan dalam meningkatkan daya saing organisasi secara berkelanjutan.
Co-Authors Abd.Rahman Abdillah Assyakur Abdul Malik Romadhon ABDUL MUIN Abdul Muin Abdullah Abida, Syifa Fauziah El Ade Ika Adhika Abdu Nuryanditra Adinda Zahro Melati Agus Gunawan Agus Gunawan Agus Gunawan Agus Gunawan Agus Novi Wahyudi Ahmad Ahmad Lathif Ahmad Fatoni Ahmad Fauzi Ahmad Hujaeri Ahmad Jubaedi Ahmad Lughowi, Rifyal Ahmad Nu’man Farisi Ahmad Qurtubi Ahmed, Mahmoud Tmsah Aida Abdilah Al Faqih, Saad Al-Amini, Muhammad Faruq Alifiyah, Nur Alkafi, Kurnia Alkhusyaeri, Abdul Azis Alsri Nurcahya Alvin Faiz Adzikra Amalia Nabilah Amarullah, Mohammad Syarifuddin Amelia, Leni Anas Nasrudin Ani Sahadatina Sahadatina Anilah Sari Anis Fauzi Anis Fauzi Anis Fauzi Anis Fauzi Anis Fauzi, Anis Anis Fuad Anis Zahroh Anis Zohriah Anis Zohriah Anis Zohriah anis zohriah Anis Zohriah ANIS ZOHRIAH Anis Zohroah Annisa Ainurrohmah Apriani Sri Mulyani Arifin, M. Nur Arip Suhaemi Ariska Manggarani Asa Aulia Nuril Najla Asdrayany, Dessi Ashpandi Asih Purnama Aslihah Aslihah Aspandi Aspandi, Aspandi Asri Yuni Vika Sari Asri Yuni vikasari asyiah, Euis Asyibli, Basri Atiqoh Atiqoh Aulia Java Insani Ayang Aji Putra Azzah Kamila Azzahra Oktaviani Badrudin Berliana Putri Cece Sudrajat Chandra Nuruliana Dea Upera Amzaeni Dede Ridho Firdaus Desi Dahliani Dessi Asdrayany Destia Nurlia Desy Ayu Refiani devia Devia Dewi Murtasia Zulha Dewi Sri Dewi Sri Haryani Diah Robiatul Adawiah Dian Kartika Diana Nurafrilianty Dimas Zuhri Ahmad Dimas Zuhri Ahmad Dinda Ayu Dini Dini Handayani Dita Durotun Nufus Dwi rachmi Ramadhani Eisyah Agisti, Neyza Nur Eka Dalilah Putri EMAN SULAEMAN Encep Syarifudin Eneng Muslihah Eneng Muslihah Eneng Siti Suherni Erah Juraerah Erna Winarti Fajar Shihab Falah, Fakhriy Fandy Adpen Lazzavietamsi Fania Halisa Lisbeth Fardan Rabani Farha Auliya Az – Zahra Fatimah Tur Rizqi Fatma Sari Fatmariyanti, Yanti Fatmatu Haerunnisa Fatya Alifatunnissa Fauzan, Moch.FikriF Fauziah, Siti Syifa Fauzul Adzim Fina Najha Aini Firda Hidayah Firdaus, Arif Fakih Firdaus, M. Arie Fitriyani Fitriyani Hadijah Hadijah Haikal Haikal Asyraf Hailala Najwa Isba Hailala Najwa Najwa Isba Hanifara Dyasti Rahayu HAYATIN NUFUS Heni Susanti, Heni Heriansyah, M Arie Firdaus Hidayatullah Hilda Asihatul Afiyah Hilyatun Nisa Hujaeri, Ahmad Humairoh, Hasna Hunainah Hunainah, Hunainah Ibadullah Ibtihal, Aqila Azharrani Ida Parwati Idris, Ahmad Ihda Wihdatul Mursyidah Ihya, Syahidul Iis Sholihat Ika septiani Ikhsan, Eka Anwaril Ikram Barman Maulana Sya'ban Imam Maulana Hidayat Imam Syafei Irfan Anshori Irfan Khaeruji Isak Iskandar Ita Anita Iwan Setiawan Iyu ibda Amaria I`annatul Uyun Jihadudin Akbar Auladi JUNAEDI Karomi, Hafidz Keiza Madinatuz Az-Zahra Keysa Olivia Ramadanti Khairul Rizki Khoirul Annisa Khoriroh, Fitri Kurnia Alkafi Latifah Fitria Lazzavietamsi, Fandy Adpen Lestari Lia Awalia Lia Eviyanti Lia Lailatul Fijriah Lugowi, Rifyal Ahmad Lutfi Aprilia Lu’lu Taqiyah Sabarina M. Khotibul Umam Mada Indramawan Maharani Salsabilla Irawan Marhamatu Saadiah Marwan Abdul Basit Maryati Maulida, Ratna Siti Maulidi, Akrom Miftahudin . Moh Suhri Rohmansyah Moh. Soleh Moh. Soleh Mori, Riffati Hikmi Muahammad Azka Nabhan Mughni, Subhan Mugni, Subhan Muhamad Wildan Septiana Muhamad Wildan Wildan Septiana Muhammad Hilman Fratama Muhammad Ilham Fani Muhammad Miqdad Arromy Muhammad Mursal Rafsanjani Muhammad Rezky Musfiroh Nadia Tsalitsa Az’zahra Nadiatu Rahmah Naf’an Tarihoran Nailah Dhafiyah Widyatmaka Nailah Dwi Kirana Nailla Rahmaniyah Najmudin Najwa Anisa Fitri Nasywa Khairunisa Nazwa Ayu Ramadanti Nazwa Ramadhani Fitrie Neneng Aminah Neng Julia Neng Lia Setiawati Nia Pratiwi Nida Nida Ghaida Nabilah Noviyani Noviyani Nufus Tahfidzi Nufus, Mufidah Hayati Nur Fadhilah Zahrah Nur Laelalistiani Nur Muhammad Najmi Muhajir Nurelizah nurfitroh, fitriyani Nurhayati, Neng Nurkarim, Ridwan Nuroniyah, Mila Nurul Fika Ohib Muhibburrohman Oktaviana, Fadilla Pitriani, Pipit Puji Ambarwati Puji Lestari Puput Sri Sukmana Putri Nurhaliza Putri, Rizky Ananda Qoulan Sadida Qurtubi Qurtubi, Qurtubi Raffi Alfiyandi Rahma Aulia Rahma Maulida Fitri Rahmah, Fatiyatur Rahman, Zaky Dhiaulhaq Raih Islamiah Raihan Raihan Rizky Ramadhan Rani Rani Wulandari Ratna Siti Maulida Ratu Vina Rohmatika Revalya Rahma Putri Reza Dwi Rahmah Ria Fajriya Riana Pratiwi Ridwan Nugraha Ridwan Setiawan Rifal Saefudin Rifyal Ahmad Lugowi Rifyal Ahmad Lugowi Rijal Firdaos Rika Linuih Amsa Rizqi Nurlaili Muiz Rohaemi Rohaemi Rohaemi Rohimat, Sonny Rohman Rohmansyah, Moh Suhri Rosi Rosifah Royani, A Rumbang Sirojudin Sabila Khaeriani Putri Sabila Sofiannisa Salimah Salimah Salimah Salimah Sarmain, Sarmain Seliyana Heryani Selvi Marlina Septiani, Ira Septiyani shihab, fajar Sifa Silvia Silahuddin Silahuddin Siti Adlatul Ummah Siti Apipah Siti Habibatul Muspiah Siti Khofifah Siti Maysarah Siti Muasaroh Siti Nur Ufudiah Siti Patimah Siti Rohati Siti Ruhiyati Jannah Siti salsabila kamilia Siti Sulha Nurhalifah SITI SYAFIQOH DIYANA Siti Ulyani, Aap Soimah, Sri Sonny Rohimat Sri Hartati Suadi Saad Subhan Subhan Mugni Subhan Subhan Subhan Subhan Suhada Sulthan Maulana Al-muhtadin Supardi Supardi Supardi Supian, Sopwan Suryaningtias, Nafisa Dwi Suryapermana, Nana Syakib, Najmi Syarif Budiman Syarifudin, Encep Syifa Nur Fadilah Thalia Salsabilla Tihami, M.A Ummu Salamah Unes Syafitri Uswatun Hasanah Uyuni, Yuyun R. VikaSari, Asri Yuni Vivi Riyani Magfiroh Wahyu Wahyudin Wahyudin Wahyudin Wajdi, Muh Barid Nizarudin Wasehudin Wasehudin Wasehudin Wasehudin, Wasehudin Wasehudin, Wasehudin Wawan Wahyuddin Yanti Fatmariyanti Yeni Yuningsih Yusi Safitri Yuyun Rohmatul Uyuni Yuyun Rohmatul Uyuni Zahra Kusuma Wardana Zahratunnisa, Najwa Zaitun Zaitun Zaky Dhiaulhaq Rahman Zohriah, Anis