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All Journal INFORMASI Media Bina Ilmiah Journal of Commerce Management and Tourism Studies Journal of Education, Social & Communication Studies JIMEK
Kasiani Kasiani
Politeknik Negeri Bali
Arts Humanities Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Library & Information Science Social Sciences Other

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IMPLEMENTASI KEBIJAKAN PELATIHAN DALAM UPAYA MENINGKATKAN KINERJA KARYAWAN PADA HUMAN RESOURCES DEPARTMENT DI THE APURVA KEMPINSKI BALI Nyoman Omy Trisna Dewi; I Ketut Pasek; Kasiani Kasiani; I Made Sarjana; Cokorda Gede Putra Yudistira; AA Ayu Mirah Kencanawati; Lily Marheni
Media Bina Ilmiah Vol. 17 No. 9: April 2023
Publisher : LPSDI Bina Patria

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33578/mbi.v17i9.361

Abstract

The purpose of this research is to determine the implementation of training policies in an effort to improve employee performance in the human resources department at The Apurva Kempinski Bali, along with the obstacles that occur. This research uses descriptive qualitative method with technique of collecting data such as observation, interviews, and documentation. The Apurva Kempinski Bali focuses on the training policy program as one of the right policies to instill a work spirit that is in line with company values. Training is not only given to new employees as an orientation step, but also given to old employees as long as there is a gap between the abilities or expertise of the employees concerned by the needs of the organization. The process of implementation training policies in an effort to improve employee performance starts from analyzing training needs and, this becomes the basis for determining the material and duration of time to be provided. Then determine the training objectives, followed by determining the training methods, namely Role Playing, Case Study Method, and Job Rotation. After determine the methods, the implementation of the training policy is in accordance with the predetermined schedule, and the final process is the evaluating of the training policy program. Obstacles in implementing training policies in an effort to improve employee performance are the absence of a Training and Development Manager who focuses on supervising, coaching and reporting on any developments that occur during the implementation of the training policy program, and limited funds provided to conduct training.
The influence of work experience and communication on secretary performance in five star hotels in Bali Kasiani Kasiani; I Made Sarjana; Anak Agung Ayu Mirah Kencanawati; Lily Marheni; Upayana Wiguna Eka Saputra
Informasi Vol 53, No 1 (2023): Informasi
Publisher : Universitas Negeri Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21831/informasi.v53i1.56629

Abstract

The purpose of this study was to examine the impact of work experience and communication on the performance of secretaries at Bali's Five-Star Hotels. This study was quantitative in nature. In this study, the population consisted of 98 secretaries from 50 five-star hotels in Bali that had been registered since 2021. This study's sample consisted of 98 Executive Secretaries and Departmental Secretaries selected using the side saturation or “Sampling Jenuh” technique. The data used were primary data derived from respondents' responses, which were then analyzed using multiple linear regression analysis techniques. The strategy for collecting data consisted of a Google Form questionnaire. In this study, it was found that 1) work experience has a positive and substantial influence on secretary performance, 2) communication has a positive and significant influence on secretary performance, and 3) both work experience and communication have a positive and significant influence on secretary performance. As for the guidance that may be given to Five Star Hotels in Bali, particularly the secretarial division, it is suggested that the secretary's excellent performance must be supported by a high level of commitment to performing responsibilities in line with the job description.
Chapter review of "Fundamental techniques in handling people" from Dale Carnegie's "How to win friends and influence people" Nazula Silma; Cokorda Gede Putra Yudistira; Kasiani Kasiani; Waelan Waelan; Abdurrahim Abdurrahim; Rahma B Sari
Journal of Education, Social & Communication Studies Vol. 1 No. 1 (2024): January 2024
Publisher : PT. MAWAMEDIA JAYAMUSTA BUANASIHA

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Abstract

This study aims to examine Dale Carnegie's "Fundamental Techniques in Handling People," the first chapter of his seminal work "How to Win Friends and Influence People", Through document analysis, we will closely read the chapter, identifying key arguments, practical strategies, and underlying assumptions about human behaviour. We also review relevant secondary literature that provides context and critical analysis of Carnegie's work. We explore Carnegie's three core principles: avoiding criticism, expressing genuine appreciation, and arousing a "deep yearning desire" in others. We analyse the effectiveness of each principle, explore potential limitations, and consider cultural or historical specificities that might influence their application. Conclusion: We synthesize our analysis to evaluate the overall effectiveness of Carnegie's techniques in building positive relationships and achieving personal goals. We also consider the enduring relevance of his advice in the contemporary world. Pedagogical Impact: Finally, we explore the chapter's potential application in educational settings. We consider how its principles can be adapted to enhance interpersonal communication, conflict resolution, and leadership skills in students.
Human resource development strategy in empowering the employees Waelan Waelan; I Ketut Santra; Luh Made Wijayati; Kasiani Kasiani; Asrumi Asrumi
Journal of Commerce, Management, and Tourism Studies Vol. 2 No. 1 (2023): Apr 2023
Publisher : YAYASAN MITRA PERSADA NUSANTARA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58881/jcmts.v2i1.20

Abstract

Implementing human resource development strategy in empowering senior and junior employees for the training of the labor force in order improve discipline, work attitude and work ethic in order to achieve more than theory. The aim of this research is to know how the company execute the strategies for implementing strategy management theories. Several obstacles have been found that they can influence the performance of job training. So, it takes research back to minimize existing problems through. The assessment indicator used in this study is 4 (four) strategic management phases with the following indicators 1) environmental analysis, 2) formulation of strategies, 3) implementation of strategy and 4) evaluation and control. The humanitarian approach in developing human resources is more effective than the theoretical approach. In other words, the theoretical approach plus the humanitarian approach is harmoniously applied
Analisis Pengaruh Pemberian Reward dan Punishment terhadap Kinerja Karyawan di Sanctoo Suites & Villas Ni Kadek Ningrum Pratiwi; Anak Agung Ayu Mirah Kencanawati; Kasiani Kasiani
Jurnal Ilmu Manajemen, Ekonomi dan Kewirausahaan Vol. 6 No. 2 (2026): Juli : Jurnal Ilmu Manajemen, Ekonomi dan Kewirausahaan (JIMEK)
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jimek.v6i2.12579

Abstract

This study aims to analyze the influence of reward and punishment on employee performance at Sanctoo Suites & Villas, both individually and simultaneously. A quantitative research approach was employed using a survey method involving 57 employees selected according to predetermined criteria. Data were collected through structured questionnaires developed based on the indicators of each research variable and were analyzed using multiple linear regression with the assistance of the Statistical Package for the Social Sciences (SPSS). The findings indicate that reward has a positive and significant effect on employee performance (Sig. = 0.000 < 0.05), suggesting that providing rewards can enhance employees' motivation and work productivity. Meanwhile, punishment has a positive but statistically insignificant effect on employee performance (Sig. = 0.087 > 0.05), indicating that disciplinary measures have not significantly improved employee performance. Simultaneously, reward and punishment have a positive and significant effect on employee performance (Sig. = 0.000 < 0.05). The coefficient of determination (R Square) of 0.342 indicates that these two variables explain 34.2% of the variation in employee performance, while the remaining 65.8% is influenced by other factors outside the research model that were not examined in this study, including leadership, the work environment, intrinsic motivation, and organizational culture.
Co-Authors AA Ayu Mirah Kencanawati Abdurrahim Abdurrahim Anak Agung Ayu Mirah Kencanawati Asrumi Asrumi I Ketut Pasek I Ketut Santra I Made Sarjana Lily Marheni Luh Made Wijayati Nazula Silma Ni Kadek Ningrum Pratiwi Nyoman Omy Trisna Dewi Putra Yudistira, Cokorda Gede Rahma B Sari Saputra, Upayana Wiguna Eka Waelan Waelan