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All Journal Jurnal Administrasi Bisnis Jurnal Manajemen & Keuangan JKBM (JURNAL KONSEP BISNIS DAN MANAJEMEN) Jurnal Masharif al-Syariah: Jurnal Ekonomi dan Perbankan Syariah Journal of Economic, Bussines and Accounting (COSTING) Management and Economics Journal (MEC-J) JURNAL PENELITIAN PENDIDIKAN SOSIAL HUMANIORA Primanomics : Jurnal Ekonomi & Bisnis Mimbar Ilmu Journal on Education AMALIAH: JURNAL PENGABDIAN KEPADA MASYARAKAT JURNAL MUTIARA MANAJEMEN Syntax Idea RESLAJ: RELIGION EDUCATION SOCIAL LAA ROIBA JOURNAL EKONOMI, KEUANGAN, INVESTASI DAN SYARIAH (EKUITAS) JURNAL PENELITIAN PENDIDIKAN SOSIAL HUMANIORA Jurnal Inovasi Penelitian Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (JASMIEN) JPM: JURNAL PENGABDIAN MASYARAKAT Bisnis Net : Jurnal Ekonomi dan Bisnis ARBITRASE: JOURNAL OF ECONOMICS AND ACCOUNTING El-Mujtama: Jurnal Pengabdian Masyarakat Journal of Social Responsibility Projects by Higher Education Forum Jurnal Muhammadiyah Manajemen Bisnis (JMMB) International Journal of Educational Review, Law And Social Sciences (IJERLAS) International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Jurnal Bisnis Mahasiswa Jurnal Akutansi Manajemen Ekonomi Kewirausahaan (JAMEK) PERWIRA - Jurnal Pendidikan Kewirausahaan Indonesia Jurnal ABDIMAS Budi Darma Journal of Trends Economics and Accounting Research Journal Online Manajemen ELPEI (JOMEL) Journal of Management Analytical and Solution International Review of Practical Innovation, Technology and Green Energy (IRPITAGE) Jurnal Ekonomi Bisnis, Manajemen dan Akuntansi (JEBMAK) International Conference on Health Science, Green Economics, Educational Review and Technology (IHERT) Jurnal Ilmu Manajemen Dan Kewirausahaan (JIMK) Journal Economic Management and Business Journal of Community Empowerment Journal Of Management Analytical and Solution (JoMAS) Manajemen : Jurnal Ekonomi Multidisciplinary Indonesian Center Journal Jurnal Cendekia Ilmiah Harmony Management: International Journal of Management Science and Business Management Dynamics: International Journal of Management and Digital Sciences Global Management: International Journal of Management Science and Entrepreneurship Fundamental and Applied Management Journal MUQADDIMAH: Jurnal Ekonomi, Manajemen, Akuntansi dan Bisnis Optimal: Jurnal Ekonomi dan Manajemen All Fields of Science Journal Liaison Academia and Sosiety Jurnal Pemberdayaan Pariwisata
Anggia Sari Lubis
Universitas Sumatera Utara, Medan, Indonesia
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FINANCIAL MANAGEMENT FOR BUSINESS PLAYERS AND EMPLOYEES OF BERYL’S CHOCOLATE AND CONFECTIONERY SDN BHD (SERI KEMBANGAN) Junita Putri Rajana Harahap; Anggia Sari Lubis; Mesrawati; Juliana Br Sitompul; Tarishah Hatim Faqih; Nurul Syakirah binti Nazri
International Review of Practical Innovation, Technology and Green Energy (IRPITAGE) Vol. 5 No. 1 (2025): March-June 2025
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/irpitage.v5i1.2759

Abstract

This study is the result of community service activities carried out in Beryl’s Chocolate and Confectionery Sdn. Bhd. The focus of this service activity is employees and business players. Financial issues are often become a big problem for employees and business players. Doing business is not only a matter of getting money, but also controlling and spending it. The methods used in implementing the service are socialization, mentoring with an individual approach, training and evaluation regarding mastery of financial management and budgeting. The aim of this service activity is to implement good financial management in order to be able to manage finances well and to review sources of income and expenditure in the business. Employees and business players actors must have financial literacy regarding budgets in order to help employees and business players’s manage financial funding sources well. Financial management and is a must for employees and business players to be able to manage finances well and healthily so that long-term business sustainability. Therefore, the solution offered to solve this problem is training on how to make a budget and financial management by financial statement.
IMPROVING THE CAPACITY OF MSMES THROUGH OPTIMIZING THE IMPLEMENTATION OF INSTITUTIONAL MANAGEMENT TOWARDS GLOBAL COMPETITIVENESS OF MSMES Anggia Sari Lubis; Yuni Shara; Maria Kristina Situmorang; Putri Yunizars
International Review of Practical Innovation, Technology and Green Energy (IRPITAGE) Vol. 3 No. 3 (2023): November 2023 - February 2024
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/irpitage.v3i3.1739

Abstract

The aim of this paper is to look at increasing the capacity of MSMEs through optimizing the implementation of institutional management towards global competitiveness of MSMEs. Globalization makes competition increasingly fierce among business people throughout the world. The influence of globalization has an impact on domestic entrepreneurs, this condition makes the products they sell compete with foreign products entering the country. Globalization has positive and negative impacts, entrepreneurs are able to adapt in the era of globalization by maximizing its positive impacts. In order to compete with business products from abroad, MSME players must increase their capacity and capabilities. MSMEs play an important role in improving the performance of the Indonesian economy. Increasing the capacity and capability of MSMEs is important for the Indonesian Government in maintaining the existence and increasing the scale of MSME businesses. In order for MSMEs to advance in class, it is hoped that there will be good cooperation between the government, MSME owners and related stakeholders. By increasing the capability and capacity of MSMEs in Indonesia, there is a big possibility that MSME products will be successfully exported. Exports of MSME products will encourage an increase in the scale of MSME businesses which will of course increase income and employment. One of the factors that makes MSMEs successful in moving up a class is the existence of a well-defined organizational structure in their management. Apart from supporting the efficiency and effectiveness of achieving MSME goals, this structure also clarifies job descriptions. Then, to increase the professionalism of business management, institutional management is the implementation of management functions consisting of planning, organizing, directing and controlling in all areas of management. These areas include human resource management, financial management, operational and production management, and finally financial management.
COMMUNITY SERVICE : ENTREPRENEURSHIP POTENTIAL THROUGH COOPERATIVES IN INDONESIA AND MALAYSIA Toni Hidayat; Abu Bakar Bin Busmah; Anggia Sari Lubis; Ratna Sari Dewi; Debby Cyntia Ovami; M. Rasyid Sidik; Camelya Adelyani
International Review of Practical Innovation, Technology and Green Energy (IRPITAGE) Vol. 3 No. 2 (2023): July-October 2023
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/irpitage.v3i2.1996

Abstract

Objective from devotion This is For build awareness for entrepreneurs in to move economy through cooperatives in Indonesia and Malaysia. MEA 2025 is continuation from MEA 2015 and aiming For make ASEAN economy is growing integrated And cohesive ; empowered competition And dynamic ; improvement connectivity And Work The same sectoral ; resilient , inclusive , oriented as well as centered on public ; and global ASEAN. Coverage Work The same economy ASEAN : Work The same ASEAN economy covers field industry , trade , investment , services And transportation , telecommunications , tourism , and finance . Besides that , work The same This covers field agriculture And forestry , energy and minerals, as well as business micro small And medium (SMEs). Since 2016, the Ministry of Cooperatives and SMEs has acted as a focal point in the ASEAN Coordinating Committee on Micro, Small, and Medium Enterprises (ACCMSME) cooperation . The cooperation forum bridges the synergy and integration of work programs at the ASEAN level with national work programs, especially in the development of MSMEs. The participation of the Ministry of Cooperatives and SMEs in ACCMSME is realized through involvement in MSME development activities and programs implemented in ASEAN member countries, which refer to the ASEAN Strategic Action Plan for MSME Development (Strategic Action Plan on SMEs Development) . Opportunities economy This can of course be utilized by cooperatives whose business units are included in micro, small and medium enterprises (MSMEs). The approach that can be done in diversifying products and increasing competitiveness through the development of Cooperative Business. This approach is very appropriate because cooperatives can be done en masse based on the potential of UMKM actors.
Pengaruh Beban Kerja, Kualitas Kerja, dan Pengembangan Karir Terhadap Kinerja Karyawan Pada PT. RPN Pusat Penelitian Kelapa Sawit Medan Innayah; Yayuk, Yuliana; Anggia Sari, Lubis; Julianto, Hutasuhut
Jurnal Akutansi Manajemen Ekonomi Kewirausahaan (JAMEK) Vol 5 No 3 (2025): Edisi September 2025
Publisher : Forum Kerjasama Pendidikan Tinggi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47065/jamek.v3i1.2148

Abstract

This study aims to analyze the influence of workload, work quality, and career development on employee performance at PT.RPN Medan Palm Oil Research Center. The method used is a quantitative approach with an associative research type. Primary data was obtained through distributing questionnaires to 71 respondents, which were analyzed using multiple linear regression with the help of SPSS version 29. The results of the partial test (t test) showed that workload did not have a significant effect on employee performance (t = 0.347; sig. = 0.730 > 0.05). In contrast, work quality (t = 3.213; sig. = 0.002 < 0.05) and career development (t = 6.550; sig. < 0.001) had a positive and significant effect on employee performance. Simultaneously, the three independent variables together had a significant effect on employee performance (F = 50.143 > F table 2.74; sig. < 0.001). The coefficient of determination (R Square) value of 0.692 indicates that 69.2% of the variation in employee erformance can be explained by the variables of workload, work quality, and career development, while theremaining 30.8% is influenced by other factors outside this research model. This finding emphasizes the importance of work quality and career development in improving employee performance.
ANTECEDENTS OF WOMEN'S INNOVATION CAPABILITY IN MEDAN: THE MEDIATION ROLE OF KNOWLEDGE MANAGEMENT CAPABILITY Anggia Sari Lubis; Debbi Chyntia Ovami; Arif Qaedi Hutagalung; Fairuz Shofie Nasution; Azzahra Adelia
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 4 No. 5 (2024): October
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v4i5.2197

Abstract

The role of Small Micro Entreprises (SMEs) in supporting the country's economy means that SMEs are increasingly being paid attention and really important by the government. As many as 64.5 percent of the total small, micro and medium enterprises MSMEs) in Indonesia are women. The innovation capability of micro, small and medium enterprises MSMEs) is a major factor in business sustainability. However, in reality, women entrepreneur only focus on product and service creation activities without providing any innovation. Most MSMEs produce products that suit their production capabilities without paying attention to the needs and wants of consumers who of course expect innovation and something in the products produced. The purpose of this paper is to analyze the influence of factors that affect knowledge management capability (KMC) as well as analyzing the mediating factors that influence the relationship of factors such as information technology relatedness, knowledge sharing and human resource management capability on innovation capabiity. This research is a quantitative research with descriptive statistics. The analytical tool used is a structural equation model of partial least squares (PLS). This research was conducted on women entrepreneur in Medan Using a proportional random sampling technique, 200 respondents of employees were selected. The results of this study are as follows: (1) information technology relatedness, knowledge sharing and human resource management capability have a significant effect on knowledge management capabilty; (2) knowledge management capability, information technology relatedness and human resource management capability have a significant effect on innovation capability; (3) knowledge management capability have a significant effect on innovation capability; (4) information technology relatedness has a significant effect on innovation capability through knowledge management capability; (5) knowledge sharing has a significant effect on innovation capability through knowledge management capability; (6) human resource management capability has a significant effect on innovation capability through knowledge management capability.
INCREASING ECONOMIC CAPABILITY: ECONOMIC PERFORMANCE STRATEGY IN UYGHUR Ratna Sari Dewi; Anggia Sari Lubis; Shita Tiara; Hardi Mulyono; Firmansyah
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 3 No. 4 (2023): August
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v3i4.2245

Abstract

A comprehensive economic performance strategy to address the dual hurdles of countries such as Uyghur, encompassing structural transformations and market imperfections. Upon scrutinizing the conditions that slow development in Uyghur, we can make a series of fundamental changes with regards to the local value chain as well the overall economy. The outcome of this study is the recommendations on how to increase the economic capability as well as formulating economic performance strategy in Uyghur. The recommendations are: (1) Improving government efficiency by improving decision making, (2) Regulating an open and favorable trade environment which enhances capabilities in international markets, (3) improving productivity, (4) Improving educational systems to offer quality education, (5) Encouraging human development strategies by reducing poverty and inequality, reduces unemployment rates, fostering growth through domestic entrepreneurship, Hence, transforming economies in Uyghur must involve the improvement of local capabilities throughout international value chains, institutional reforms, innovations in human capital formation, also well as effective redistribution of resources.
HUMAN RESOURCE MANAGEMENT FOR SUSTAINABLE DEVELOPMENT GOALS (SDGS): A SYSTEMATIC LITERATURE REVIEW Yasadani; Zulpaini Tanjung; Ihsanul Anhar; Ahmad; Fachrurrozi; Rakesh Sitepu; Anggia Sari Lubis
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 5 No. 6 (2025): December
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v5i6.4807

Abstract

The Sustainable Development Goals (SDGs) mandated by the United Nations demand a global commitment, including from the corporate sector, to achieve social, economic, and environmental targets by 2030. Human Resource Management (HRM) plays a crucial role as the main agent of change in integrating sustainability principles into organizational operations. This research aims to analyze the strategic role of HRM functions ranging from recruitment, training and development, to performance management and compensation in supporting the achievement of the SDGs, particularly SDG 4 (Quality Education), SDG 5 (Gender Equality), and SDG 8 (Decent Work and Economic Growth). The strategies discussed include the implementation of green skills training programs, equal pay policies, and performance measurement based on social impact. The research findings conclude that the transformation of HRM towards sustainability-focused practices not only enhances corporate image and employee engagement but also directly contributes to the achievement of global sustainable development goals.
THE ROLE OF SUSTAINABLE HUMAN RESOURCE MANAGEMENT IN ACHIEVING ORGANIZATIONAL SUSTAINABILITY Misrokiah Husni Batubara; Kiki Aulia Paramita; Himi Agustina Daulay; Fauziah Nur Lubis; Sri Afrida Wahyuni; Rakesh Sitepu; Anggia Sari Lubis
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 7 No. 2 (2025): 10th IHERT (2025): IHERT (2025) SECOND ISSUE: International Conference on Healt
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v7i2.530

Abstract

The global awareness of sustainability encompassing economic, social, and environmental aspects has fundamentally shifted corporate paradigms. Organizational sustainability is no longer seen as achievable through business strategy and technology alone but is critically dependent on how human resources are managed. This study aims to analyze the role of Sustainable Human Resource Management (Sustainable HRM) in realizing organizational sustainability. Using a descriptive analysis method, this research synthesizes and examines the theoretical foundations and practical applications of Sustainable HRM. The results indicate that Sustainable HRM, which integrates the principles of the Triple Bottom Line into HR practices, acts as a key facilitator for a sustainability culture, develops sustainable leadership, and aligns employee values with long-term organizational goals. Key practices distinguishing it from conventional HRM include Green HRM initiatives, promoting employee well-being and diversity, and fostering competency development for long-term employability. However, implementation faces challenges such as a lack of top management awareness and resistance to change. Conversely, it offers significant opportunities, including enhanced corporate reputation, increased employee engagement, and long-term resilience. The study concludes that Sustainable HRM is a strategic imperative for organizations seeking comprehensive and enduring sustainability.
THE RELATIONSHIP BETWEEN SUSTAINABLE LEADERSHIP AND SUSTAINABLE HUMAN RESOURCE MANAGEMENT PRACTICES Nabhani; Mansur Anakampun; Sunardi Siregar; Rakesh Sitepu; Anggia Sari Lubis
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 7 No. 2 (2025): 10th IHERT (2025): IHERT (2025) SECOND ISSUE: International Conference on Healt
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v7i2.531

Abstract

Sustainable leadership has gained increasing attention as organizations seek to balance economic performance with social and environmental responsibilities. This study examines the relationship between sustainable leadership and sustainable human resource management (HRM) practices. Drawing on the sustainability and leadership literature, this research investigates how leaders who emphasize long-term value creation, ethical behavior, and stakeholder engagement influence the adoption of sustainable HRM practices, including employee development, well-being, fairness, and environmental responsibility. Using a quantitative research design, data were collected from employees across various organizations and analyzed using statistical techniques to test the proposed relationships. The findings indicate that sustainable leadership has a significant and positive effect on sustainable HRM practices. Leaders who demonstrate sustainability-oriented values and behaviors are more likely to foster HRM practices that support employee sustainability and organizational resilience. This study contributes to the growing body of literature on sustainability by highlighting the critical role of leadership in promoting sustainable HRM practices. Practically, the results suggest that organizations should develop sustainable leadership competencies to strengthen their human resource strategies and achieve long-term sustainability goals..
OPTIMIZING THE ROLE OF SHARED VISION AND HUMAN CAPITAL IN THE ERA OF CHANGE Anggia Sari Lubis; Hardi Mulyono; Khalid Abdul Wahid; Mohd Nasir Ismail; Debbi Chyntia Ovami; Kartika
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 4 No. 5 (2024)
Publisher : CV. RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v4i5.1994

Abstract

The sustainability and competitiveness of the company is supported by good human capital management. Human capital plays an important role in achieving the company's vision, mission and goals. The expression human capital was established to increase productivity and maintain competitive advantage as an important factor in expanding business and employee assets. Attention to human resources or human capital as one of the main production factors for most companies is often put second compared to other production factors such as capital, technology, and money. Many company leaders are less aware that the profits obtained by the company actually come from human capital. Human capital supported by a well-built shared vision will increase the company's ability to achieve its goals. Shared vision is a development tool to build organizational learning capabilities. This study examines the strategy for optimizing the role of shared vision and human capital in companies in an era of change. This type of research is a systematic literature review that will provide benefits in the implementation of shared vision and human capital in companies.
Co-Authors Abu Bakar Bin Busmah Adelia Rizky Adinda, Uci Adrial Falahi Adrial Falahi Ahmad Ahmad Fuadi Ahmad Prayendi Dasopang Akhmad Soleh Rowandi Siregar Ali Djamhuri Ananda Anugrah Nasution Ananda Aprilia Ananda Putri Mawaddah Andri Soemitra Aprilia, Ananda Arif Qaedi Hutagalung Ashari Ariandi Nasution Ayu Melati Ningsih Ayu Wulan Dari Ayunda Mayyona Azwansyah Habibie, Azwansyah Azzahra Adelia Bagus Tarfiko Winata Bayu Mega Nanta Bitri Agung Syah Putri Camelya Adelyani Chalifa Luthfiyya Nadhifa Cindy Claudya Vaglyn Ismon Cindy Rahayu Rangkuti Clarissa Tarigan Daulay, Waiz Al Qorni Dea Ananda Dea Laila Puspita Deksa Imam Suhada Dessy Rahmadani Rahmadani Devia Syahfitri Purba Dewi Nurmala Dwi Indah Lestari Eka Purnama Sari Harahap Elisa Fitri Emelia Rahmadany Putri Gami Fachrurrozi Fairuz Shofie Nasution Fatmawati Fatmawati Fatona Naibaho, Yuki Fauzan Zulfikar Fauziah Nur Lubis Firmansyah Firmansyah, Ananda Gusty Fismarini Fismarini Gami, Emelia Rahmadany Putri Ginie Aulia Rawani Habra, Mhd Dani Hadian, Arief Hafiz Yazid Tanjung Hairul Hanafi Purba Harahap, Eka Purnama Sari Harahap, M. Guffar harahap, nur'ain Hasibuan, Melisa Zuriani Hidayat, Toni Himi Agustina Daulay Idzni Hasfizetty Iga Wahyuni Ihsanul Anhar Ika Puspa Satriany Ikhwan Abidin Ilham Ramadhan Nasution Indra Utama Indriani Adha Innayah Ira Hairani Br Damanik Irma Raudhatul Jannah Pasaribu Irranda Putra Syahna Irwadi Iskandar Zulkarnaen Jihan Fatya Juliana Br Sitompul Julianto Hutasuhut Julianto, Julianto Hutasuhut Junita Putri Rajana Harahap Junita Putri Rajana Harahap Juwita Sari Pohan Kartika Khairina Maulida Paramitha Khairunnisa Fanjava Khalid Abdul Wahid Khalid Abdul Wahid Khopifah Indah Daulay Kiki Amalia Harahap Kiki Aulia Paramita Lisdayani Lisdayani Lisdayani Lisdayani, Lisdayani Lubis, Abdul Rahman Lubis, Elya Puspita Lukman Nasution Lutvi Noviyanti M. Dani Habra M. Dani Habra M. Rasyid Sidik Mahyani Mahyani Malik Syahputra Purba Manda Dwipayani Bhastary Mansur Anakampun MARIA KRISTINA SITUMORANG Masinta Junaidah Masnum Rambe Maulana Abdul Fattah Fattah Maya Nur Aini Maysarah, Jihan Maysaroh Hasibuan Mela Anjani Melisa Syafitri Mesrawati, Mesrawati Mhd Rasyid Siddiq Mhd. Dani Habra Misrokiah Husni Batubara Mohd Nasir Ismail Mohd Nasir Ismail Muhammad Akmal Parlindungan Ritonga Muhammad Al Hudawi Muhammad Al Qodri Muhammad Arif Muhammad Nelson Pinem Muhammad Rahmat Muhammad Yunus Sofian Mulyono, Hardi Mulyono, Hardi Munawaroh . Murniati Arinda Saragih Nabhani Nabila Arsyi Lubis Neni Sri Wahyuni Nevy Saskia Fitri Novilia, Rina Nur Azizah Juliyanti Nur Hafni Maulida Nasution Nur&#039;ain Harahap Nur'ain Harahap Nurbaiti Tanjung Nurul Fadhillah Nurul Hidayah Nurul Syakirah binti Nazri Ova Novi Irama Ovami, Debbi Chyntia Pratiwi Pranadita Putri Dwi Permatasari Putri Fadillah Hasibuan Putri Rahayu Putri Yunizars Rahmad Gunawan Rakesh Sitepu Ratna Sari Dewi Ratna Sari Dewi Ratna Sari Dewi Reni Dwijaya Retno Prihandayani Rewi Fitriani Riadil Jannah Sahri Rina Novilia Riza Nabila Rizki Adha Rizki Ramadhan Tanjung Rukmini Rukmini Rukmini Rukmini Rukmini Sabrina Dita Sandria Safina, Wan Dian Salsabilla Siagian Sari Wulandari Sari Wulandari Sari Wulandari Selfia Rachmalija Semangat Juang Lahagu Sembiring, Zamalludin Sembiring, Zamaluddin Shita Tiara Sinar Lia Pohan Siregar, Horia Siti Khairunisa Siti Nurhaliza Sri Afrida Wahyuni SRI RAHAYU Sri Rahayu Suginam Suhaila Husna Samosir Sunardi Siregar Surya Wardani Tarishah Hatim Faqih Toni Hidayat Toni Hidayat Toni Hidayat Toni Hidayat Tringgani, Effina Vera Maytara Vivi Amelia Dabariba Wahyu Dwi Sulindra Wahyudi Maherza wahyuni savitrinehe Wan Rizca Amelia Wandian Safina Wardah Hannifa Yasadani Yayuk Yuliana Yayuk Yenti Anita Harahap Yuni Shara Zamzami Zamzami Zulmi Syahputra Zulpaini Tanjung