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Analisa Kebijakan Pemerintah Terkait Ancaman Pengangguran Pasca Kenaikan Inflasi Alif ananda pratama; Hardianto Hardianto; Gilbert Chryshologus; Aason Prisco; Ricky Novendo; Ivander Ivander; Charles Tjan7
YUME : Journal of Management Vol 5, No 3 (2022)
Publisher : Pascasarjana STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/yum.v5i3.3300

Penelitian angka kasus pengangguran di Batam bertujuan untuk mengetahui angka pengangguran di Batam,Badan Pusat Statistik.mengatakan Angka pengangguran di Batam meningkat pada saat awal pandemi Covid- 19 melonjak tinggi, karena banyak karyawan yang terkena PHK dikarenakan sebuah perusahaan tidak mampu untuk membayar upah atau gaji karyawan karena perusahaan tidak berjalan atau seperti toko-toko lainnya mulai sedikitnya pembeli sehingga sebuah toko atau perusahaan tidak balik modal. Bahkan angka pengangguran naik hingga 100 %,. Tetapi seiring berjalannya waktu, penyebaran virus covid pun terus menurun sehingga banyak perusahaan- perusahaan yang membuka lowongan kerja kembali dan banyak diadakan pelatihan- pelatihan. Peristiwa pandemi Covid-19 menimbulkan ketidakpastian di masa depan. Hal ini berdampak sangat luas dalam pengurangan kapitalisasi dan juga dalam masalah sosial seperti pengangguran dan peningkatan kriminalitas. Tujuan dari penelitian ini adalah untuk menganalisis kebijakan pemerintah terhadap pengangguran terkait inflasi khususnya di Indonesia. Inflasi memiliki efek negatif pada populasi pengangguran. Inflasi mempengaruhi pengangguran karena ketika pengangguran meningkat, inflasi rendah dan sebaliknya. Pemerintah menempuh beberapa kebijakan untuk menghilangkan inflasi pengangguran, yaitu penciptaan lapangan kerja, perubahan iklim investasi, penyebaran berbagai insentif ekonomi dan peningkatan kualitas sumber daya manusia melalui pendidikan.Â Kata Kunci: Tujuan penelitian, Metode penelitian, Angka pengangguran, Pandemi Covid-19, Hasil penelitian,Inflasi

Menggali Peran Penerapan GHRM dan CSR Pada Apotek Ananda Farma Alif Ananda P; Calvin Owen; Fikra Terisha A; Gilbert Chryshologus; Antony Sentoso
PPIMAN Pusat Publikasi Ilmu Manajemen Vol. 2 No. 1 (2024): Januari : Pusat Publikasi Ilmu Manajemen
Publisher : Fakultas Ekonomi & Bisnis, Universitas Nusa Nipa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59603/ppiman.v2i1.311

In developing business management, it is committed to exploring Green Human Resource Management (GHRM) as a way to improve Corporate Social Responsibility (CSR) practices, both internally such as company employees and external parties such as stakeholders and the wider community. Recent research focuses on the impact of corporate social responsibility (CSR), green human resource management (GHRM), and green innovation on corporate sustainability. The aim of this research is to determine the extent of the implementation of GHRM and CSR for corporate sustainability which refers to strategies and practices designed by a company to provide long-term benefits for all stakeholders, including shareholders, employees, customers and the community around the company's business activities. as well as marketing mix combinations in the business world. The method used in this research is descriptive qualitative. Researchers obtained the information needed by conducting direct interviews with the management of the Ananda Farma pharmacy. The process of collecting information in this study went through the first stage, by conducting a literature audit related to studies on GHRM and CSR. This study reveals that companies that invest in CSR activities in developing countries can significantly improve their performance and contribute to the overall welfare of society. In conclusion, this research also highlights the importance of CSR in meeting the needs of vulnerable communities in developing countries and highlights the importance of business practices in increasing customer satisfaction, loyalty and corporate social responsibility.

Analisa Cross Cultural Pada Perusahaan Microsoft Alif Ananda P; Calvin Owen; Fikra Terisha A; Gilbert Chryshologus; Antony Sentoso
CiDEA Journal Vol. 2 No. 2 (2023): Desember : CiDEA Journal
Publisher : Universitas 17 Agustus 1945 Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56444/cideajournal.v2i2.1313

In the era of globalization, effective cross-cultural management is crucial for organizations operating in diverse environments. This study examines the cross-cultural dynamics within Microsoft, a multinational technology company with a global workforce. Utilizing the frameworks of Hofstede and Trompenaars, along with insights into corporate culture types and organizational structures, the analysis delves into the cultural dimensions influencing Microsoft's operations. The study aims to provide a comprehensive understanding of how Microsoft navigates cultural diversity in its global business environment, shedding light on the formation of core values and organizational behaviors. Through an in-depth examination, the analysis explores the implications of cross-cultural aspects on human resource management strategies, such as recruitment, performance management, and career development. Insights gained from this study can contribute to Microsoft's sustained global success by informing strategies related to cultural training, onboarding programs, and global rotations. Ultimately, understanding and managing cross-cultural nuances within Microsoft are imperative for fostering integration, collaboration, and optimal productivity among employees from diverse backgrounds and for guiding successful expansions and acquisitions in culturally distinct regions.

Analisa Cross Cultural Pada Perusahaan Microsoft Alif Ananda P; Calvin Owen; Fikra Terisha A; Gilbert Chryshologus; Antony Sentoso
CiDEA Journal Vol. 2 No. 2 (2023): CiDEA Journal
Publisher : Universitas 17 Agustus 1945 Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56444/cideajournal.v2i2.1313

In the era of globalization, effective cross-cultural management is crucial for organizations operating in diverse environments. This study examines the cross-cultural dynamics within Microsoft, a multinational technology company with a global workforce. Utilizing the frameworks of Hofstede and Trompenaars, along with insights into corporate culture types and organizational structures, the analysis delves into the cultural dimensions influencing Microsoft's operations. The study aims to provide a comprehensive understanding of how Microsoft navigates cultural diversity in its global business environment, shedding light on the formation of core values and organizational behaviors. Through an in-depth examination, the analysis explores the implications of cross-cultural aspects on human resource management strategies, such as recruitment, performance management, and career development. Insights gained from this study can contribute to Microsoft's sustained global success by informing strategies related to cultural training, onboarding programs, and global rotations. Ultimately, understanding and managing cross-cultural nuances within Microsoft are imperative for fostering integration, collaboration, and optimal productivity among employees from diverse backgrounds and for guiding successful expansions and acquisitions in culturally distinct regions.

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