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All Journal JAM : Jurnal Aplikasi Manajemen Jurnal EMT KITA Jurnal Ekonomi Pembangunan STIE Muhammadiyah Palopo YUME : Journal of Management JURNAL MANAJEMEN BISNIS Journal I La Galigo : Public Administration Journal Jurnal Ilmiah Edunomika (JIE) Jurnal Informasi dan Teknologi International Journal of Economics Development Research (IJEDR) Economics and Digital Business Review Jurnal Pengabdian kepada Masyarakat JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) ProBisnis : Jurnal Manajemen Golden Ratio of Mapping Idea and Literature Format Indonesian Journal Economic Review (IJER) TONGKONAN: Jurnal Pengabdian Masyarakat Lajagoe Pustaka Jurnal Ilmiah Manajemen Dan Kewirausahaan Jurnal Manajemen, Bisnis dan Kewirausahaan PIMS: Paser Institute Journal of Management and Business
Ris Akril Nurimansjah
Universitas Andi Djemma
Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Library & Information Science Public Health Social Sciences Transportation Other

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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

Abstract

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
Dynamics of Human Resource Management: Integrating Technology, Sustainability, and Adaptability in the Modern Organizational Landscape Nurimansjah, Ris Akril
Golden Ratio of Mapping Idea and Literature Format Vol. 3 No. 2 (2023): February - June
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grmilf.v3i2.324

Abstract

This research explores the dynamics of Human Resource Management (HRM) in facing the challenges of the contemporary era characterized by technological integration, environmental sustainability, and organizational adaptability. Through a review of scholarly articles, this research explores the relationship between innovative HRM practices and their impact on organizational performance, employees, and response to change. Technology integration in HRM is a focus of attention. The integration of Artificial Intelligence (AI) and Advanced Analytics is changing the paradigm of HRM processes by improving efficiency, decision-making, and employee experience. The review showed that technology enables personalization of HRM and has a positive impact on organizational performance. The importance of environmental sustainability is also reflected in the practice of Green Human Resource Management (GHRM). The integration of environmentally sound transformational leadership components, environmentally sound social capital, and environmentally sound values in GHRM has a positive correlation with pro-environmental behavior in the workplace. These findings encourage a sustainable organizational culture and support employee performance. The era of the Fourth Industrial Revolution (Industry 4.0) presents new challenges for HRM. The integration of advanced technologies shapes organizational dynamics and employee behavior. This research highlights the importance of adaptability in HRM to deal with rapid contextual changes. Supply chain resilience is becoming an important aspect of HRM, especially in the face of unexpected disruptions. HRM practices that encourage employee participation in supply chain resilience development have a positive impact on organizational resilience and operational performance. The COVID-19 pandemic crisis demands adaptive and innovative HRM practices. This research shows that adaptable HRM practices contribute to organizational readiness in the face of challenges and sudden changes. The results of this review provide a foundation for further research in understanding the relationship between HRM practices and organizational and employee performance. In-depth quantitative research is expected to test the hypotheses formulated and provide guidance for effective HRM strategies in the face of modern organizational dynamics.
THE ROLE OF WORK-LIFE BALANCE AND HUMAN RESOURCE DEVELOPMENT ON EMPLOYEE PERFORMANCE Erwina, Erwina; Nurjannah, Nurjannah; Nurimansjah, Ris Akril; Amri, Amri
Jurnal Ekonomi Pembangunan STIE Muhammadiyah Palopo Vol 10, No 1 (2024)
Publisher : Lembaga Penerbitan dan Publikasi Ilmiah (LPPI) Universitas Muhammadiyah Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35906/jep.v10i1.1994

Abstract

ABSTRACTIn the current era of globalization, competition in the business world is getting tighter, organizations are also required to keep up with the times that are increasingly changing in order to be able to compete and survive. The purpose of this study is to analyze the role of work-life balance and human resource development on employee performance. Research conducted at PT. Masmindo Dwi Area in Luwu Regency. The study was carried out for two months. This type of research is quantitative research. Data sources through primary data and secondary data. The main data collection technique in this study was through questionnaires distributed to employees at PT. Masmindo Dwi Area and through observation and interviews. The sample size was 75 employees. The data analysis technique used is to use SEM-PLS with the SMART PLS tool version 3. The results of the study found that work-life balance did not have a significant effect on employee performance. Human resource development does not have a significant effect on employee performance. While work life balanced has a significant effect on the development of human resources at PT. Masmindo Dwi Area in Luwu Regency. Keywords: Employee Performance; HR Development; Work Life BalanceABSTRAKDi era globalisasi saat ini, persaingan dalam dunia bisnis semakin ketat, organisasi juga dituntut untuk mengikuti perkembangan zaman yang semakin hari semakin berubah agar mampu bersaing dan bertahan. Tujuan dari penelitian ini adalah untuk menganalisis peran work-life balance dan pengembangan sumber daya manusia terhadap kinerja karyawan. Penelitian dilakukan di PT. Masmindo Dwi Area di Kabupaten Luwu. Penelitian dilakukan selama dua bulan. Jenis penelitian ini adalah penelitian kuantitatif. Sumber data melalui data primer dan data sekunder. Teknik pengumpulan data utama dalam penelitian ini adalah melalui kuesioner yang disebarkan kepada karyawan di PT. Masmindo Dwi Area dan melalui observasi dan wawancara. Jumlah sampel sebanyak 75 orang karyawan. Teknik analisis data yang digunakan adalah dengan menggunakan SEM-PLS dengan alat bantu SMART PLS versi 3. Hasil penelitian menemukan bahwa work-life balance tidak berpengaruh signifikan terhadap kinerja karyawan. Pengembangan sumber daya manusia tidak berpengaruh signifikan terhadap kinerja karyawan. Sedangkan work life balance berpengaruh signifikan terhadap pengembangan sumber daya manusia pada PT. Masmindo Dwi Area di Kabupaten Luwu. Kata kunci: Kinerja Karyawan; Pengembangan SDM; Keseimbangan Kehidupan Kerja
Pengaruh Budaya Organisasi, Pelatihan, dan Gaya Kepemimpinan terhadap Kinerja Karyawan Wulandari, Wulandari; Nurimansjah, Ris Akril; Azis, Nur; Yuliana, Rachma; Chandra, Dharnita
Jurnal EMT KITA Vol 10 No 1 (2026): JANUARY 2026
Publisher : Lembaga Otonom Lembaga Informasi dan Riset Indonesia (KITA INFO dan RISET) - Lembaga KITA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/emt.v10i1.5659

Abstract

This study aims to investigate how organizational culture, training, and leadership style influence employee performance at PT PS in Solo City. This study uses a causal associative approach and quantitative methods. Employees working at PT PS in Solo City served as the population. The sample consisted of 89 employees selected using a census. A survey method was used for data collection, with employees given questionnaires to complete. SmartPLS was used for data analysis, which employed partial least squares-structural equation modeling (PLS-SEM). Based on the research findings, organizational culture, training, and leadership style partially influence employee performance at PT PS in Solo City. Simultaneously, organizational culture, training, and leadership style significantly influence employee performance at PT PS in Solo City.
Pengaruh Kompetensi, Pengembangan Karir, dan Pemberian Reward terhadap Produktivitas Kerja Karyawan pada PT Megahputra Sejahtera Cabang Palopo Ramdani Ramdani; Tanti Tanti; Fani Nahda Widayah; Erwina Erwina; Ris Akril Nurmansjah
Jurnal Manajemen, Bisnis dan Kewirausahaan Vol. 5 No. 2 (2025): Agustus : Jurnal Manajemen, Bisnis dan Kewirausahaan (JUMBIKU)
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jumbiku.v5i2.5611

Abstract

This study aims to analyze the influence of competence, career development, and rewards on employee productivity at PT Megahputra Sejahtera, Palopo Branch. A quantitative approach was employed using a survey method. The data used included both primary data, collected through questionnaires, and secondary data from company documentation. The sampling technique used was saturated sampling, involving a total of 30 employee respondents. The data analysis methods consisted of descriptive analysis to describe the respondent profiles, validity and reliability tests to ensure the quality of the research instrument, and classical assumption tests such as normality, multicollinearity, and heteroscedasticity tests to confirm data suitability. The main analytical tool used was multiple linear regression to examine the effect of the independent variables on the dependent variable, namely employee productivity. The research findings indicate that simultaneously, competence, career development, and rewards have a significant effect on employee productivity. This is supported by the F-test results, which show a significance level below 0.05. However, when tested partially, only the reward variable showed a positive and significant effect on employee productivity. The competence and career development variables did not have a statistically significant effect when assessed individually. These results suggest that the company’s reward system plays a key role in motivating employees and enhancing their performance. On the other hand, the existing competence and career development programs may not be effectively implemented or aligned with employees' actual needs and expectations, hence failing to significantly impact productivity. Based on these findings, it is recommended that PT Megahputra Sejahtera continues to strengthen its reward system by ensuring it is fair, motivating, and performance-based. Furthermore, the company should improve its career development strategies and competence-building initiatives to be more structured, goal-oriented, and relevant to employee development pathways. This dual approach can help foster a more productive and engaged workforce.
Analisi Pengaruh Knowledge Management pada pengaruh Konflik Peran Ganda terhadap Kinerja Wirausaha Wanita Ris Akril Nurimansjah; Mursida Mursida; Muhammad Zadli Syahdi
Paser Institute Management and Busines Vol 1 No 2 (2023): Desember, 2023
Publisher : PIRSAP (Paser Institute for Scientific Research and Publications)

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

Abstract

This research aims to determine the influence of dual role conflict and knowledge management on the performance of women entrepreneurs in Palopo City. This type of research is survey research using a multiple liner regression model. the population in this study are women entrepreneurs, especially the MSME sector in the city of Padang. This study used a purposive sampling technique with random sampling. Secondary data in this research was obtained from the Department of Cooperatives and UMKM of Palopo City, while primary data in this research was obtained from a questionnaire distributed to the research sample which contained questions about indicators that influence dual role conflict and knowledge management on the performance of women entrepreneurs. The results of this study indicate that multiple role conflict has an effect and is significant on the performance of women entrepreneurs. Knowledge management has no significant effect on the performance of women entrepreneurs. Multiple role conflict and knowledge management on the performance of women entrepreneurs.
Human Resource Resilience in Developing Creative Capabilities to Optimize Digital Transformation Umi Zunaidah; Rianti Setyawasih; Sitti Usmia; Ris Akril Nurimansjah; Hartanto
Indonesian Journal Economic Review (IJER) Vol. 6 No. 2 (2026): June
Publisher : Divisi Riset, Lembaga Mitra Solusi Teknologi Informasi (L-MSTI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59431/ijer.v6i2.845

Abstract

The purpose of this research is to explain how human resource resilience in developing creative capabilities to optimize digital transformation. The approach taken in this study uses a qualitative approach with the assistance of secondary data as part of the explanatory support within the qualitative approach, which includes relevant books and journal articles. Research results show that human resource resilience is no longer simply the ability to withstand work stress, but rather the primary foundation that drives the ability to optimize digital transformation. In the midst of digital transformation, technology is merely a tool; humans are the driving force behind innovation. To foster this creativity-oriented resilience, management must shift the traditional leadership paradigm toward inclusive and supportive leadership. Leaders need to create a psychologically safe space where every individual feels valued and is not afraid to make mistakes when experimenting with new digital tools. This sense of safety is the primary fuel for the emergence of innovative and out-of-the-box ideas, as true creativity can only thrive in an environment free from the pressure of rigid judgment.
PENGARUH KEPUASAN KERJA DAN IKLIM ORGANISASI TERHADAP KINERJA PEGAWAI PADA DINAS TRANSMIGRASI DAN TENAGA KERJA KABUPATEN LUWU TIMUR Nely Haryati Batara; Ris Akril Nurimansjah; Bakhtiar
JURNAL ILMIAH EDUNOMIKA Vol. 10 No. 1 (2026): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v9i4.18884

Abstract

Employee performance is a cornerstone of effective local government administration, including at the Office of Transmigration and Manpower of East Luwu Regency. However, bureaucratic dynamics often influenced by non-technical factors such as personal favoritism in promotions and low transparency in human resource policies pose significant challenges to sustaining optimal performance. This study aims to examine both the simultaneous and partial effects of job satisfaction and organizational climate on employee performance. Employing a quantitative approach, the research surveyed the entire population of 45 civil servants (census sampling) using a Likert-scale questionnaire. Data were analyzed through multiple linear regression. The results indicate that organizational climate has a positive and statistically significant effect on employee performance, whereas job satisfaction exerts a negative and statistically insignificant effect. Collectively, the two variables explain 36.4% of the variance in employee performance. This finding reveals a paradox: high levels of social comfort (hygiene factors) alone are insufficient to enhance performance without a fair, merit-based reward and promotion system (motivator factors). The study concludes that human resource management reform should prioritize strengthening organizational climate and implementing meritocratic promotion practices, rather than focusing solely on conventional job satisfaction initiatives. Keywords : job satisfaction, organizational climate, employee performance, local bureaucracy, Herzberg’s Two-Factor Theory,]
Co-Authors , Andi Tenri Uleng Akal Abdurohim Abdurohim Aga Sekamdo, Muhammad Agus umar Gazali, Agus umar Gazali Aisya Aisya, Aisya Amri Amri Amri Andi Aris Mattunruang Andi Muhammad Irwan, Andi Muhammad Irwan Anggoro KR, M. Yusuf Alfian Rendra Ardhana, Nadya Dwi Azis, Nur Bakhtiar Chandra, Dharnita Darnawati, Darnawati Deva Deva Donny Dharmawan Erwina Erwina Erwina Erwina, Erwina Fani Nahda Widayah G. Gunawan Gaffar, Samsu Haeril Haeril Hartanto Indra Rustiawan Juniarmita, Andi Sartika Kasmad Kamal Loso Judijanto Makmur, Hernanda Malini Lubis, Fatimah Mansoor Abdul Hamid Mansyur Ramly Mega Fatimah Rosana Megawati - Misrah Misrah Muhammad Iqbal Fajri Muhammad Zadli Syahdi Mulyadi Munawir Munawir Munawir Mursida Mursida Mustafa, Mustafa Napan, Yunita Nely Haryati Batara Ni Luh Kardini Nurjannah Nurjannah Nurjannah Nurlaela, Nurlaela Pagirik, Elvi Patrizia, Patrizia Rachmawaty Ramdani Ramdani Rasty Yulia Rasyd, Suliani Ratnawita Ratnawita Rianti Setyawasih Roslina Alam Sarnawiah, Sarnawiah Sugeng Karyadi Sulia, Vin Suryati Syaharuddin, Zainab Azzahro Syahrir Mallongi Syamsul Bakhtiar Ass. Syech Idrus Tanti Tanti Umi Zunaidah Usmia, Sitti Wulandari Wulandari Yuliana, Rachma