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All Journal EQUILIBIRIA Journal of Economic, Bussines and Accounting (COSTING) YUME : Journal of Management Jurnal Informatika Ekonomi Bisnis Jurnal Multidisiplin Madani (MUDIMA) Journal of Innovation Research and Knowledge Jurnal Pengabdian Mandiri Jurnal Informatika Ekonomi Bisnis Nusantara Journal Of Management Business (NUMABI) Escalate : Economics and Business Journal Jurnal Pengabdian Masyarakat Mandira Cendikia (JPKM-MC) Jurnal Pengabdian kepada Masyarakat Multidisiplin (JUPENGEN) Multidisciplinary Indonesian Center Journal
Ridwan Hakiki
Sekolah Tinggi Ilmu Ekonomi Latifah Mubarokiyah
Religion Agriculture, Biological Sciences & Forestry Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Engineering Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences Other

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Pelatihan Manajemen Sumber Daya Manusia Untuk Meningkatkan Kinerja UMKM Di Desa Sindangmukti Ridwan Hakiki
Jurnal Pengabdian Masyarakat Mandira Cendikia Vol. 3 No. 12 (2024)
Publisher : YAYASAN PENDIDIKAN MANDIRA CENDIKIA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70570/jpkmmc.v3i12.1521

Abstract

Kegiatan pengabdian masyarakat ini bertujuan untuk meningkatkan kapasitas pelaku Usaha Mikro, Kecil, dan Menengah (UMKM) di Desa Sindangmukti dalam pengelolaan sumber daya manusia (SDM) sebagai upaya mendukung peningkatan produktivitas dan efisiensi kerja. UMKM memiliki peran strategis dalam perekonomian nasional, namun banyak di antaranya menghadapi tantangan dalam manajemen SDM, termasuk di Desa Sindangmukti. Permasalahan yang sering dihadapi antara lain kurangnya pengetahuan tentang perencanaan kebutuhan tenaga kerja, pembagian tugas yang tidak efektif, dan ketiadaan sistem evaluasi kinerja yang jelas. Program ini dilaksanakan melalui tiga tahapan utama. Tahap pertama adalah edukasi dasar mengenai konsep dan prinsip-prinsip manajemen SDM, termasuk pentingnya pengelolaan tenaga kerja yang baik dalam meningkatkan produktivitas usaha. Tahap kedua adalah pelatihan teknis pengelolaan kinerja yang mencakup penyusunan rencana kerja dan indikator kinerja utama (KPI) yang sederhana dan dapat diimplementasikan oleh pelaku usaha. Tahap terakhir adalah pendampingan implementasi, di mana peserta didampingi dalam menerapkan pengetahuan dan keterampilan yang telah diperoleh selama pelatihan dalam usaha mereka masing-masing. Hasil dari kegiatan ini menunjukkan peningkatan yang signifikan dalam pemahaman peserta terhadap manajemen SDM. Berdasarkan hasil pre-test dan post-test, terdapat peningkatan pemahaman sebesar 85%. Selain itu, sekitar 70% peserta berhasil menyusun rencana kerja sederhana serta menetapkan indikator kinerja utama (KPI) sebagai acuan dalam mengevaluasi kinerja usaha mereka. Hal ini menunjukkan bahwa pelatihan yang diberikan mampu memberikan dampak positif dan nyata terhadap peningkatan efisiensi dan produktivitas usaha mikro. Dengan adanya program ini, pelaku UMKM di Desa Sindangmukti memperoleh pengetahuan dasar dan keterampilan praktis dalam manajemen SDM yang dapat diimplementasikan secara langsung dalam kegiatan operasional usaha mereka. Keberhasilan program ini diharapkan dapat menjadi langkah awal dalam mendorong keberlanjutan usaha mikro di desa tersebut dan menjadi contoh bagi program serupa di wilayah lain.
The THE ORGANIZATIONAL OF CULTURE AND INTEGRITY THAT IMPACT TO THE WORK EFFECTIVENESS OF STATE CIVIL EMPLOYEES (ASN) OFFICE OF FOOD SECURITY AND AGRICULTURE (DISKANTAN) KUNINGAN DISTRICT Renaldi Mahmud, Renaldi Mahmud; Erna Rusmiwati Sukandar; Ridwan Hakiki
Nusantara Journal Of Management Business (NUMABI) Vol. 2 No. 1 (2025): Nusantara Journal Of Management Business
Publisher : LKP DCI

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Abstract

The problem in this study is related to the Work Effectiveness of ASN Employees in the Office of Food Security and Agriculture which is influenced by Organizational Culture and Integrity. This study aims to determine the influence of Organizational Culture and Integrity on the Work Effectiveness of ASN Office Employees in 2023. The method used in this study is quantitative descriptive. This study used primary data by distributing questionnaires measured by Likert scale research instruments. The samples in this study amounted to 60 samples, namely all ASN employees of the Office of Food Security and Agriculture of Kuningan Regency. The analysis tool used is multiple linear regression analysis. The results of this study showed that the influence of Organizational Culture and Integrity on employee performance was 43.1% while the remaining 56.9% was influenced by other factors that were not examined in this study.
Program Pemberdayaan Perempuan Melalui Pelatihan Manajemen Bisnis Dan Kepemimpinan Di Desa Sindangmukti Ridwan Hakiki
Jurnal Pengabdian Masyarakat Mandira Cendikia Vol. 4 No. 3 (2025)
Publisher : YAYASAN PENDIDIKAN MANDIRA CENDIKIA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70570/jpkmmc.v4i3.1651

Abstract

Program pemberdayaan perempuan merupakan langkah strategis dalam meningkatkan kesejahteraan masyarakat melalui peningkatan keterampilan dan kapasitas kepemimpinan. Desa Sindangmukti memiliki potensi ekonomi yang besar, terutama dalam sektor usaha mikro, kecil, dan menengah (UMKM), namun keterbatasan dalam manajemen bisnis dan kepemimpinan masih menjadi kendala utama. Banyak perempuan di desa ini memiliki usaha kecil yang belum berkembang secara optimal akibat kurangnya pemahaman dalam pengelolaan keuangan, strategi pemasaran, dan kepemimpinan dalam bisnis. Oleh karena itu, program ini dirancang untuk meningkatkan kemampuan perempuan di Desa Sindangmukti dalam mengelola usaha dan mengambil peran kepemimpinan dalam komunitasnya. Metode yang digunakan dalam program ini meliputi identifikasi kebutuhan melalui survei awal, pelatihan manajemen bisnis dan kepemimpinan, workshop, mentoring oleh akademisi dan praktisi bisnis, serta evaluasi efektivitas program. Hasil dari pelaksanaan program ini menunjukkan peningkatan signifikan dalam keterampilan peserta, terutama dalam aspek perencanaan bisnis, pemasaran digital, dan pengambilan keputusan strategis. Sebanyak 70% peserta mengalami peningkatan pemahaman dalam pengelolaan keuangan, dan 60% mulai menerapkan strategi pemasaran digital. Dengan adanya pelatihan ini, diharapkan perempuan di Desa Sindangmukti lebih berdaya dan mampu berkontribusi lebih besar dalam pembangunan ekonomi desa. Program ini juga memberikan rekomendasi untuk mengembangkan sistem pelatihan berbasis digital guna menjangkau lebih banyak peserta serta menyesuaikan jadwal pelatihan agar lebih fleksibel bagi perempuan dengan tanggung jawab domestik.
INNOVATION IN HUMAN RESOURCE DEVELOPMENT: CHALLENGES AND DETERMINING FACTORS Hakiki, Ridwan; Adi Robith Setiana; Asep Saeful Falah
Multidisciplinary Indonesian Center Journal (MICJO) Vol. 2 No. 2 (2025): Vol. 2 No. 2 Edisi April 2025
Publisher : PT. Jurnal Center Indonesia Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62567/micjo.v2i2.638

Abstract

Innovation in human resource development (HRD) is a key factor in enhancing organizational competitiveness in the digital era. This study discusses various trends in HRD innovation, key success factors, implementation challenges, and recommendations to improve the effectiveness of these innovations. The findings indicate that the utilization of digital technology, flexibility in workforce management, data-driven talent management, and gamification in training are the main trends in HRD innovation. The success of these innovations is influenced by management support, an innovative organizational culture, the use of technology, and employee engagement. However, several challenges remain, including resistance to change, skill gaps, and budget constraints. Therefore, organizations need to increase investment in HR technology, adopt digital-based training models, build an adaptive organizational culture, and develop flexible career development programs. By implementing these strategies, HRD innovation can be more effective in supporting organizational growth and preparing the workforce for the ever-evolving industry dynamics. Keywords: HRD Innovation, Digital Technology, Talent Management, Employee Training, Career Development
DISIPLIN KERJA DAN PENGARUHNYA TERHADAP PRODUKTIVITAS KERJA KARYAWAN DI PD. DS PUTRA SUKAKERTA KABUPATEN CIAMIS Hanna Diana Azizzah; Yayan Rudianto; Ridwan Hakiki; Erna Rusmiwati Sukandar
Journal of Innovation Research and Knowledge Vol. 4 No. 7: Desember 2024
Publisher : Bajang Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53625/jirk.v4i7.9081

Abstract

The work productivity of employees at PD. DS Putra Sukakerta has not achieved production results according to the set target. This is thought to be due to the application of work discipline that is not maximized so that in the production process there are still employees who have not obeyed the company's work rules. This research was conducted to determine the magnitude of the influence of work discipline to employee work productivity at PD. DS Putra Sukakerta, Ciamis Regency. The approach used in this research is quantitative descriptive with the nature of the research being replicative. The sample in this research amounted to 55 people. The analysis tool used is simple linear regression analysis. The results of this study indicate that employee work discipline at PD. DS Putra Sukakerta, Ciamis Regency is considered good as well as the employees work productivity at PD. DS Putra Sukakerta Ciamis Regency also shows result that is considered good. Based on the simple linear regression analysis calculation, the results shown that work discipline has a positive and significant influence to employee work productivity at PD. DS Putra Sukakerta, Ciamis Regency by 37,6%.
Optimalisasi Pengelolaan Sumber Daya Manusia Dalam Mendukung Peningkatan Kinerja Pelayanan Hakiki, Ridwan; Syarif, Endang; Falah, Asep Saeful; Wibawa, Wiby; Guliva, Firgie
Jurnal Pengabdian Kepada Masyarakat Multi Disiplin Vol. 2 No. 4 (2025): JUPENGEN - November
Publisher : CV. SINAR HOWUHOWU

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70134/jupengen.v2i4.1035

Abstract

Human resource management plays a crucial role in improving service performance at the village level. Sindangmukti Village, Panumbangan District, Ciamis Regency, has considerable human resource potential; however, its management has not yet been fully implemented based on systematic human resource management principles. Several challenges are identified, including unclear division of tasks and responsibilities, weak work coordination, and low levels of discipline and accountability among village officials and activity implementers. This community service activity aims to optimize human resource management to support the improvement of service performance in Sindangmukti Village. The methods employed include human resource needs assessment, human resource management training, mentoring in the implementation of work systems, and evaluation of service performance. The expected outcomes of this activity are improved understanding and skills of village human resources in managing their duties, enhanced service performance, and the establishment of more effective and sustainable village governance.
Peningkatan Kompetensi Sdm Umkm Melalui Pelatihan Manajemen Kinerja Nugraha, Bambang Kurnia; Hakiki, Ridwan
Jurnal Pengabdian Kepada Masyarakat Multi Disiplin Vol. 2 No. 4 (2025): JUPENGEN - November
Publisher : CV. SINAR HOWUHOWU

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70134/jupengen.v2i4.1040

Abstract

Micro, Small, and Medium Enterprises (MSMEs) play a strategic role in driving local economic development, including in Puteran Village, Pagerageung Subdistrict, Tasikmalaya Regency. However, many MSME actors in this area still face challenges related to human resource quality, particularly in performance management. Identified problems include the absence of systematic performance management practices, unclear performance indicators, and limited understanding of the importance of performance evaluation. This Community Service Student Creativity Program (PKM-PM) aims to enhance MSME human resource competencies through structured and practical performance management training. The implementation method includes identifying the needs of MSME partners in Puteran Village, developing training modules, conducting participatory training sessions, and providing post-training assistance and evaluation. The training materials cover goal setting, development of simple performance indicators, performance evaluation, and feedback mechanisms. The results indicate improved understanding of performance management concepts and positive changes toward more directed and measurable work practices. This program is expected to increase productivity and support the sustainability of MSMEs in Puteran Village.
Program Pelatihan Sumber Daya Manusia Unggul Untuk Meningkatkan Mutu Lulusan Di Stie Latifah Mubarokiyah Tasikmalaya Setiana, Adi Robith; Hakiki, Ridwan; Pujiati, Elsa Syukriani
Jurnal Pengabdian Kepada Masyarakat Multi Disiplin Vol. 2 No. 4 (2025): JUPENGEN - November
Publisher : CV. SINAR HOWUHOWU

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70134/jupengen.v2i4.1045

Abstract

Higher education institutions play a strategic role in producing excellent human resources (HR) who are ready to compete in the job market. However, there is still a gap between graduates’ competencies and industry needs. This community service program aims to improve the quality of graduates at STIE Latifah Mubarokiyah Tasikmalaya through superior HR training focused on developing soft skills (communication, leadership, problem solving) and hard skills (data analysis, digital marketing, financial management). The implementation method includes training needs analysis, workshops, case study simulations, mentoring, and evaluation through pre-test and post-test. The results show a 25–30% increase in students’ competencies, greater confidence in facing the job market, and positive feedback from industry stakeholders who assessed that graduates are more adaptable to workplace challenges. This program produced a training module that can be used sustainably and strengthened the relationship between higher education and industry through internship and recruitment collaborations. Therefore, superior HR training has proven effective in enhancing graduate quality and supporting the vision of higher education institutions to produce competitive human resources at local, national, and international levels.
PENGARUH BUDAYA KERJA DAN GAYA KEPEMIMPINAN TERHADAP KINERJA GURU SEKOLAH MENENGAH KEJURUAN PLUS YAYASAN SERBA BAKTI SURYALAYA Hakiki, Ridwan; Endang Syarif
Journal of Innovation Research and Knowledge Vol. 5 No. 9 (2026): Februari 2026
Publisher : Bajang Institute

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Abstract

Kinerja guru di SMK Plus YSB Suryalaya menjadi fokus kajian yang dipengaruhi oleh budaya kerja dan gaya kepemimpinan. Tujuan penelitian ini adalah untuk mengetahui: (1) pengaruh budaya kerja terhadap kinerja guru SMK Plus YSB Suryalaya, (2) pengaruh gaya kepemimpinan terhadap kinerja guru SMK Plus YSB Suryalaya, dan (3) pengaruh budaya kerja dan gaya kepemimpinan secara simultan terhadap kinerja guru SMK Plus YSB Suryalaya. Penelitian ini menggunakan metode deskriptif kuantitatif. Data dikumpulkan melalui penyebaran kuesioner kepada 77 guru SMK Plus YSB Suryalaya. Data yang digunakan dalam penelitian ini yaitu data primer dan data sekunder. Analisis data menggunakan regresi linier berganda. Hasil penelitian menunjukkan bahwa secara parsial, budaya kerja berpengaruh signifikan terhadap kinerja guru sebesar 58%, sedangkan gaya kepemimpinan berpengaruh signifikan sebesar 42%. Koefisien determinasi menunjukkan bahwa budaya kerja dan gaya kepemimpinan secara bersama-sama memberikan kontribusi sebesar 50,7% terhadap kinerja guru, sedangkan sisanya sebesar 49,3% dipengaruhi oleh variabel lain yang tidak diteliti.
Co-Authors Abaharis, Henryanto Adi Robith Setiana Agoes Hari Edy Wibowo Dendi Zainuddin Hamidi Desi Permata Sari Desi Permata Sari Endang Syarif Erna Rusmiwati Sukandar Fitriani Guliva, Firgie Hanna Diana Azizzah Hendrik Pandiangan Nugraha, Bambang Kurnia Pandiangan, Hendrik Pujiati, Elsa Syukriani Renaldi Mahmud, Renaldi Mahmud Sitti Aisyah Sjahruddin, Herman Syarif, Endang Wibawa, Wiby Yayan Rudianto Zainuddin Hamidi, Dendi