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Suhardoyo

Fakultas Ekonomi Dan Bisnis,Universitas Bina Sarana Informatika

Author-ID : 5881952

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Umpan Balik Sistem Pakar Sebagai Penilaian Kinerja Karyawan Pada PT. Multistrada Arah Sarana, Tbk Rahayu, Suhardoyo, Iwan, Eneng Iviq Hairo
Business Management Analysis Journal (BMAJ) Vol 2, No 1 (2019): Business Management Analysis Journal (BMAJ)
Publisher : Universitas Muria Kudus

In this study the researcher described the expert system-based feedback as performance assessment for the employees at PT Multistrada Arah Sarana, Tbk. By using descriptive qualitative research, purposive sampling technique is used in this research to determine the people who will be used as resource persons. The data analysis technique used in this study is the interactive model. The variables used in this study were feedback and performance assessmentOne important factor is giving feedback or review in the production process. The aim is to keep the production process running well and smoothly to produce number of targeted items to meet market needs. Evidence-based performance management relies on feedback that relies on facts rather than opinions. Giving the type of feedback must be tailored to the needs of employees. Employee needs are related to the level of psychosocial development of employees.Feedback can be delivered by the competent facilitator so that recipients of feedback can find out their strengths and weaknesses. Using the feedback employee can then set future goals and improvement targets so that their leadership performance becomes more effective. In order to record feedback and follow up on the implementation of objectives that have been made related to the feedback provided, it is better if the manager of the talent management program provides a book that specifically records the track record of the participants

PROSEDUR PELAKSANAAN PENYELENGGARAAN EVENT PADA MARKETING DEPARTEMENT PT. INDOVICKERS FURNITAMA Kurniawan, Andrie; Susilawati, Ani; Syarief, Faroman; Suhardoyo, Suhardoyo
Jurnal Akrab Juara Vol 5 No 1 (2020)
Publisher : Yayasan Akrab Pekanbaru

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

Pada penelitian ini membahas proses penyelenggaraan Acara khusus sebelum terlaksananya Sebuah acara ada beberapa proses yang harus dilakukan adalah Pembuatan Proposal acara, acara Anggaran, Acara Rundown, Daftar peserta acara. PT. Indovickers Furnitama adalah Perusahaan swasta, yang bergerak dalam bidang Perabotan dan memiliki 12 divisi operasional yang didukung divisi Pemasaran. Metode penelitian dilakukan dengan metode observasi, wawancara, studi pustaka (Penelitian Perpustakaan. Dan sesuai dengan SOP perusahaan seperti yang harus dipertimbangkan. Haruskah ini dalam hal ini bagian pemasaran tidak menjadi masalah karena acara golf ini sudah menjadi acara rutin PT Indovickers Furnitama Jakarta. muncul beberapa tantangan terkait dengan partisipasi yang terlibat dan kurangnya koordinasi dan komunikasi antar tim panitia, dan juga kedisiplinan waktu yang dipertanyakan tidak sesuai dengan susunan acara.

Pengaruh Team Work Dan Disiplin Kerja Pada Multi National Company (MNC) Terhadap Kinerja Karyawan Suhardoyo
Majalah Ekonomi Vol 26 No 2 (2021): Desember
Publisher : Fakultas Ekonomi Universitas PGRI Adi Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36456/majeko.vol27.no2.a4736

Companies in achieving optimal performance require team work and work discipline from employees to support their achievements. So this study aims to test and prove empirically: the effect of team work directly on employee performance, the effect of work discipline on employee performance directly and team work and discipline together have a direct effect on performance. This study is an explanatory research with a population of 150 respondents, this study was analyzed through Linear Regression Analysis with the help of SPSS 23 software. The results showed a constant value of -0.77 stating that if the independent variables of team work and work discipline did not exist, then employee performance will decrease by -0.77 units. While the team work coefficient value of 0.617 states that the team work variable has a positive and significant impact on employee performance, or in other words, every 1 increase in team work scores will be followed by employee performance of 0.617 units. The work discipline coefficient value of 0.721 states that the work discipline variable has a positive and significant effect on employee productivity, or in other words, every 1 increase in team work score will be followed by an increase in employee productivity of 0.721 units. So that team work and employee work discipline need to be continuously improved so as to improve employee performance at the multi-national company PT. DS Global to maintain the company's survival.

PENGELOLAAN LOYALITAS KERJA, STRES KERJA DAN SUPERVISOR SUPPORT DALAM MENINGKATKAN PRODUKTIVITAS KERJA KARYAWAN PADA MASA PANDEMI COVID 19 Suhardoyo Suhardoyo
Procuratio : Jurnal Ilmiah Manajemen Vol 10 No 1 (2022): Procuratio : Jurnal Ilmiah Manajemen
Publisher : Institut Bisnis dan Teknologi Pelita Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35145/procuratio.v10i1.1889

Every organization and company that manages employees needs to be carried out properly, especially in increasing employee productivity so that the company's survival can be maintained. However, not a few companies ignore this, as a result, employee work productivity decreases which results in company losses. Based on the results of research on the garment industry PT. Jinny Young Indonesia in Jakarta with a sample of 66 employees. Based on the results of data processing with the SPSS 23 program to see the effect of work loyalty variables, work stress and supervisor support on employee work productivity, which is obtained after the calculation shows that partially the work loyalty variable has a positive and significant effect on employee work productivity. which is negative and significant on employee work productivity and Supervisor support has a positive and significant effect on employee work productivity. Meanwhile, simultaneously the influence of work loyalty, work stress and supervisor support variables together has a significant and strong influence on employee work productivity. Furthermore, if good management is carried out on work loyalty, work stress and increasing supervisor support, it will be able to increase employee work productivity according to predetermined organizational goals. Setiap organisasi dan perushaan pengelolaan karyawan perlu dilakukan secara baik terutama dalam meningkatkan produktivitas kerja karyawan sehingga keberlangsungan hidup perusahaan dapat dipertahankan. Namun tidak sedikit perusahaan mengabaikan hal ini, akibatnya produktivitas kerja karyawan turun yang mengakibatkan kerugian perusahan. Berdasarkan hasil penelitian pada industri garmen PT. Jinny Young Indonesia di Jakarta dengan sampel 66 karyawan . Berdasarkan hasil olah data dengan program SPSS 23 untuk melihat pengaruh variabel loyalitas kerja stres kerja dan supervisor support terhadap produktivitas kerja karyawan yang peroleh setelah dilakukan perhitungan menunjukkan bahwa secara parisal variabel loyalitas kerja memiliki pengaruh yang positif dan signifikan terhadapterhadap produktivitas kerja karyawan.Stress kerja memiliki pengaruh yang negatif dan signifikan terhadap produktivtas kerja karyawan dan Supervisor support memiliki pengaruh positif dan signifikan terhadap produktivitas kerja karyawan. Sedangkan secara simultan pengaruh variabel loyalitas kerja, stress kerja dan supervisor support bersama-sama memiliki pengaruh yang signifikan dan kuat terhadap produktivitas kerja karyawan. Selanjutnya apabila dilakukan pengelolan yang baik terhadap loyalitas kerja, stress kerja dan meningkatkan supervisor support maka akan mampu meningkatkan produktivitas kerja karyawan sesuai tujuan organisasi yang telah ditetapkan.

OPTIMALISASI POTENSI DAN EFEKTIVITAS PENERIMAAN RETRIBUSI PASAR DI PASAR WAGE PURWOKERTO KABUPATEN DATI II BANYUMAS suhardoyo suhardoyo
Widya Cipta - Jurnal Sekretari dan Manajemen Vol 2, No 1 (2018): Maret 2018
Publisher : Universitas Bina Sarana Informatika

ABSTRACT To maximize regional autonomy and promote development, as well as to reduce donations from the central government, local governments must increase local revenue (PAD). One of them is by increasing the revenue from the market retribution.Sehingga if managed optimally in pungutannyanya it will be able to contribute large enough for the opinion of the Original Region. To achieve optimal results, it is necessary to collect efficiently and effectively by the officers. For this reason we conduct research related to the optimization of retribution revenue in terms of efficiency and effectiveness of retribution pengutan in Purwokerto wage market. The result of research indicate that the acceptance of Levy in Purwokerto wage market still not optimally show the acceptance equal to Rp 180,565,500,00 whereas according to the calculation with linear programming to achieve optimal result show the acceptance equal to Rp 196.662.000,00 with combination of merchant type average per day stalls 73 people, traders losing 389 people and traders lesehan amounted to 350 people. So there is a difference of retribution income per year Rp 16.096.500,00. While the withdrawal of retribution levies Kiosk traders and merchants lesehan been implemented Effectively because based on the calculation of effectiveness has value = 1, While the execution of retribution market retribution Los merchants show results that have not been effective with a value of 0.86 <1 Keywords: Potency and Effectiveness, Market retribution

Pengelolaan Talent Manajemen Human Resource Dalam Mencapai Keunggulan Kompetitif Di Era Globalisasi Pada PT. Dalim Fideta Kornesia Jakarta Suhardoyo Suhardoyo
Cakrawala - Jurnal Humaniora Vol 19, No 1 (2019): Maret 2019
Publisher : Universitas Bina Sarana Informatika

In the current era of globalization competition in the business world is increasingly competitive, so that each company is required to be able to compete by preparing competent human resources. The challenges of demographic trends and talent crises make companies must be able to deal with it by implementing an effective strategy in managing human capital. One effective human capital management strategy implemented in the challenges of demographic trends and talent crises is to implement talent management. If a company or organization manages to get better employees than pesiang, it will get an organization that will be better than other competitors. The application of Talent management will not succeed if it is not supported by the existence of a selection system, which is a system in identifying performance results that can be achieved. PT. Dalim Fideta Kornesia is a labor-intensive manufacturing company located in the Cakung Jakarta Bonded Zone with its main activity being the fake hair industry with export orientation. Difficulties in finding employees who have skills that are in line with company activities are the main obstacles facing the company. With the application of talent management that has been implemented by the company has been able to overcome these obstacles or difficulties. So that the success of achieving organizational goals in achieving productivity can always be achieved with quality products in accordance with market demand in the era of globalization. For this reason, PT. Dalim Fideta Kornesia must be able to ensure the availability of talents needed in a timely manner, in the amount and variation that is in accordance with existing demands, and to have qualifications capable of being manifested in competitive advantage parameters for the organization. The survival of the organization can be said to be very dependent on the success of this process in realizing the company's vision and mission and strategic objectives.

STRATEGI HRM DALAM MENCIPTAKAN KOMITMEN DAN RETENSI MENUJU GOING CONCERN PERUSAHAAN Suhardoyo Suhardoyo
Cakrawala - Jurnal Humaniora Vol 20, No 2 (2020): September 2020
Publisher : Universitas Bina Sarana Informatika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31294/jc.v20i2.8973

Currently, employee commitment and retention have become an important strategic aspect for the organization. It is not only important to have the best and talented employees and have the commitment to need to maintain it for long-term benefits for both the organization and society in general. Sehinnga needs to be explored various factors that can increase retention and commitment for employees as a strategy that can be pursued by HRM that needs to be implemented. Based on the results of the study can be examined findings as factors that influence employee commitment and retention in the work environment that affect the going concern of the organization. This study examines the following factors career development opportunities, talent management strategies, recruitment, onboarding and orientation, investment in training and development, compensation and benefits, work-life balance, leadership, career development path. There is no fixed practice by a company that shows important things to an organization. But essentially every different organization will give different emphasis depending on compliance with organizational conditions that can foster retention and commitment. It is hoped that organizational understanding can be taken which provides a holistic view of the various practices that the organization must adapt to maintain high levels of employee retention and commitment to maintaining the organization's life

PENGELOLAAN SOCIAL CAPITAL KARYAWAN DALAM MENDUKUNG PENCAPAIAN TUJUAN DAN COMPETITIVE ADVANTAGE ORGANISASI Suhardoyo suhardoyo
Jurnal Ilmiah Manajemen Ubhara Vol 3, No 1 (2021): Jurnal Ilmiah Manajemen Ubhara
Publisher : Prodi Magister Manajemen Fakultas Ekonomi dan Bisnis Universitas Bhayangkara Jakarta Raya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31599/jmu.v3i1.844

Abstrak- Modal sosial mengacu pada sumber daya yang berasal dari hubungan sosial. Meskipun konsep modal sosial telah diterapkan pada tingkat analisis individu, kelompok dan organisasi, banyak peneliti yang belum sepenuhnya merangkul potensi modal sosial, hanya memahami fenomena manajemen dan organisasi. Bagi organisasi, pengetahuan memiliki peran penting untuk keberhasilan dalam mencapai tujuan dalam lingkungan yang kompetitif dalam globalisasi ini, organisasi perlu memberdayakan sumber daya manusianya sehingga karyawan perlu didorong untuk berbagi pengetahuan guna meningkatkan dan mempertahankan keunggulan kompetitif organisasi yang dimilikinya. tercapai. Niat karyawan untuk berbagi pengetahuan adalah salah satu prediktor kuat dari perilaku berbagi pengetahuan karyawan yang sebenarnya. Maka untuk mengetahuinya dilakukan studi referensi melalui penelitian kualitatif deskriptif. Pendekatan yang digunakan dalam penelitian ini adalah analisis isi. isi yang digunakan untuk meneliti isi dokumen yang berkaitan dengan masalah penelitian. Sehingga diharapkan dapat memberikan gambaran bagi pengelola organisasi sumber daya manusia untuk memanfaatkan modal sosial yang dimiliki karyawan sehingga mampu mendorong sharing knowledge antar karyawan. Dengan demikian, kondisi organisasi akan semakin kuat dan tangguh dalam persaingan global.Kata Kunci : Sosial Capital, Tujuan Organisasi, Competitive Advantage OrganisasiAbstract- Social capital refers to resources that come from social relationships. Although the concept of social capital has been applied at the level of the individual, group, and organizational analysis, many researchers have not fully embraced the potential of social capital, only understanding the phenomena of management and organization. For organizations, knowledge has an important role for success in achieving goals in a competitive environment in this globalization, an organization needs to empower their human resources so that employees need to be encouraged to share knowledge in order to increase and maintain the organizational competitive advantage that has been achieved. Employee intention to share knowledge is one of the strong predictors of actual employee knowledge-sharing behavior. So to find out this, conduct a reference study through descriptive qualitative research. The approach used in this research is content analysis. the content used to examine the contents of a document related to the research problem. So it is hoped that it will provide an overview for the manager of the human resource organization to take advantage of the social capital owned by employees so that they are able to encourage knowledge sharing among employees. Thus, organizational conditions will be stronger and more resilient in global competition.Keywords: Social Capital, Organizational Goals, Organizational Competitive Advantage

ANALISIS IMPLEMENTASI MODEL MANAJEMEN KINERJA KARYAWAN PADA INDUSTRI MANUFACTURE GARMENT (STUDI KASUS : PT. TAE YOUNG INDAH) Suhardoyo Suhardoyo
Cakrawala - Jurnal Humaniora Vol 18, No 2 (2018): SEPTEMBER 2018
Publisher : Universitas Bina Sarana Informatika

Abstrak -Tanpa adanya kinerja karyawan yang baik dalam perusahaan maka perusahaan tersebut akan mengalami kondisi yang sangat memprihatinkan sehingga akan mengganggu kestabilan keuangan perusahaan . Menimbulkan kondisi ketidak tenangan karyawan dalam melakukan kerja, serta adanya dorongan karyawan untuk pindah (Turn Over ) yang tinggi. Namun demikian pengelolan kinerja karyawan adalah hal yang sangat sulit dilakukan apabila perusahaan tersebut tidak mempunyai manajemen yang baik dalam mengelola kinerja. PT. Tae Young Indah yang merupakan salah satu perusahaan yang bergerak dibidang indusutri garment.dan merupakan perusahaan yang menghasil produk berupa pakaian jadi dengan orientasai eksport. Sehingga untuk menghasilkan sejumlah produk perlu dilakukan pengelolaan terhadap karyawan dengan memacu kinerja karyawan untuk mencapai target yang telah ditentukan. Dengan memberikan umpan balik kompensasi berupa gaji, tunjangan, bonus dan insetif yang disesuaikan dengan kinerja yang telah dilakukan.Sehingga diharapkan dengan penerapan manjemen kinerja yang baik dalam perusahaan akan mampu menciptakan lingkungan kerja yang dinamis dengan kemampuan menghasilkan produk yang mampu bersaing dalam era globalisasai yang akhirnya akan mampu mencapai kelangsungan hidup organisasi atau perusahaan.Kata Kunci : Analisis Implementasi ,Model Manajemen, Kinerja Karyawan Abstract - Good employee performance in the company, the company will experience very apprehensive conditions so that it will disrupt the financial stability of the company. Increase the condition of unemployment of employees in doing work, and the incentive of employees to move (turn Over) is high. However, management of employee performance is a very difficult thing to do if the company does not have good management in managing performance. PT. Tae Young Indah which is one of the companies engaged in garment industry and is a company that produces products in the form of apparel with export orientasai. So to produce a number of products management needs to be done to employees by spurring employee performance to achieve targets that have been determined. By providing compensation feedback in the form of salaries, allowances, bonuses and incentives that are tailored to the performance that has been done. So that it is expected that the application of good performance management in the company will be able to create a dynamic work environment with the ability to produce products that are able to compete in the globalisasai era which ultimately will be able to achieve the survival of the organization or company.Keywords: Implementation of Management Models, Employee Performance

Membangun Internet Desa dan Sosialisasi Penggunaan Media Sosial dalam Mendukung Peningkatan Ekonomi Masyarakat Desa Suhardoyo Suhardoyo; Cepi Cahyadi; Vito Triantori
Jurnal Pengabdian Dharma Wacana Vol 3, No 1 (2022): Jurnal Pengabdian Dharma Wacana
Publisher : Yayasan Pendidikan dan Kebudayaan Dharma Wacana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37295/jpdw.v3i1.266

Desa Balekambang Kecamatan Jonggol kabupaten Bogor provinsi Jawa Barat, merupakan desa yang memiliki cukup banyak pelaku usaha dengan komidi hasil pertanian dari kalangan warga dan pemuda tetapi hasil pendapatan mereka belum bisa meningkat dari waktu ke waktu. Keinginan untuk penggunaan teknologi informasi sangat tinggi , namun terjadi adanya kesulitan dalam akses jaringan internet diwilayah desa tersebut. sehingga berpengaruh dalam usaha bisnis yang dijalani dengan mengunakan sarana internet baik sebagai sarana untuk menjual maupun promosi produk. Serta belum mampu memanfaatkan sarana komunikasi atau smartphone yang dimiliki untuk meningkatkan usaha tersebut. Kegiatan pengabdian masyarakat ini membantu memberikan solusi dalam bentuk membangun penguat akses Internet dengan memberikan hotspot desa dengan router modem hotspot, memberikan sosialisasi dan pelatihan pemanfaatan media internet dengan media sosial seperti instagram, facebook, wa group, dan sejenisnya untuk digunakan sebagai sarana promosi, dengan tujuan untuk meningkatkan pengetahuan pelaku bisnis dan pemuda dengan pemanfaatan jaringan internet yang kuat sehingga kepemilikan smartphone dapat dimanfaatkan sebagai alat promosi untuk meningkatkan pendapatan ekonomi masyarakt desa Balekambang kecamatan Jonggol, Bogor Jawa Barat.Pelaksanaan kegiatan ini memberikan dampak positif bagi peserta khusunya dan masyarakat umumnya, hal ini dilihat dari respon saat evaluasi dan monitoring peserta memberikan respon puas sebesar 40 % dan sangat puas 60%.

Co-Authors A Sudrajat A.Sudrajat Ajat Sudrajat Akbar, Dudi Duta Akmaludin Akmaludin Andi Arfian Andrie Kurniawan Ani Susilawati Ani Yoerani Ani Yoraeni Ati Candrasari Cepi Cahyadi Cepi Cahyadi Della Apriliani Devy Sofyanty Eneng Iviq Hairo Rahayu Faif Yusuf faizal roni Farhansyah, M. Rafy Faroman Syarief Faroman Syarief, Faroman Feliona Astika Hairo Rahayu, Eneng Iviq Hardandrito, Awan Gumilang Heri Kuswara Ike Devi Sulistyaningtyas Instianti Elyana Isyana Emita Iwan Iwan Juarmi Siregar Juhana, Fahrani Lela Elvira Maemunah Maemunah Meithiana Indrasari Nabilah, Jihan Nurul Sabrina Fuadah Popon Rabia Adawia Rahayu Ningsih Ratna Puspita Rohani Lestari Rohani Lestari Napitupulu Roydawary Bunga Roydawati Bunga Sihol Roydawaty Bunga Sihol Safutra Rantona Sinta Rukiastiandari Stanlay Stanlay Stanley Stanley Sudrajat, A. Syafrianto Syafrianto Tito Rachmanto Vito Triantori Zahra

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