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All Journal Jurnal Bahana Manajemen Pendidikan Jurnal Ilmiah Teknik Elektro Komputer dan Informatika (JITEKI) JURNAL IQRA´ International Journal of Artificial Intelligence Research AFRE Accounting Financial Review JMKSP (Jurnal Manajemen, Kepemimpinan, dan Supervisi Pendidikan) Etika Demokrasi AL-TANZIM : JURNAL MANAJEMEN PENDIDIKAN ISLAM JURISMA: Jurnal Riset Bisnis & Manajemen Gorontalo Development Review IJoASER (International Journal on Advanced Science, Education, and Religion) Bilancia : Jurnal Ilmiah Akuntansi Jurnal Mantik Syntax Idea Journal of Robotics and Control (JRC) Jurnal Ilmiah Manajemen Kesatuan Community Development Journal: Jurnal Pengabdian Masyarakat Edunesia : jurnal Ilmiah Pendidikan Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences AgriHealth: Journal of Agri-food, Nutrition and Public Health Al-Mubin: Islamic Scientific Journal Jurnal Revolusi Indonesia ICTEE (Engineering Journals of Information, control, telecommunication and electrical) Literacy : Jurnal Ilmiah Sosial International Journal of Economics, Management, Business, and Social Science Literacy: Jurnal Ilmiah Sosial SMBJ: Strategic Management Business Journal Journal Competency of Business Jurnal Al-Qiyam Jurnal Tana Mana Islamic Economics and Finance Journal International Journal Of Economics Social And Technology Indonesian Journal of Applied Accounting and Finance Jurnal Pengabdian Masyarakat Waradin Safari : Jurnal Pengabdian Masyarakat Indonesia Jurnal Indonesia Sosial Teknologi Indonesian Red Crescent Humanitarian Journal Innovative: Journal Of Social Science Research Priviet Social Sciences Journal Jurnal Multidisiplin Sahombu An Nuqud: Journal of Islamic Economics Dharma Ekonomi International Journal of Multidisciplinary Approach Research and Science JPNM : Jurnal Pustaka Nusantara Multidisiplin PPSDP International Journal of Education Empowering Humanity Hut Publication Business and Management Journal Of Humanity Dedication BIMA Jurnal Bisnis dan Manajemen Jurnal Penelitian Pendidikan Indonesia Mimbar Administrasi Journal of Social Work and Science Education Journal of Scientific Interdisciplinary Jurnal Riset Multidisiplin Edukasi AT-TAKLIM: Jurnal Pendidikan Multidisiplin Jejak digital: Jurnal Ilmiah Multidisiplin Jurnal Penelitian Teknik Journal of Management Branding Indonesia Economic Journal Sinergi : Jurnal Ilmiah Multidisiplin Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah Jurnal Indovisi KREATIF: Jurnal Pengabdian Masyarakat Nusantara RAGAM: Journal of Statistics and Its Application
Syahrial Shaddiq
Universitas Lambung Mangkurat (ULM)
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INOVASI STRATEGI EVALUASI SUMBER DAYA MANUSIA UNTUK PENINGKATAN PRODUKTIVITAS APARATUR DISHUB KOTA BANJARMASIN Mia Della; Zakky Zamrudi; Syahrial Shaddiq
AT-TAKLIM: Jurnal Pendidikan Multidisiplin Vol. 2 No. 12 (2025): At-Taklim: Jurnal Pendidikan Multidisiplin (Edisi Desember)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/at-taklim.v2i12.1165

Abstract

The purpose of this study is to examine the most effective form of Human Resource Management (HRM) evaluation strategy innovation and analyze its impact on apparatus productivity improvement at the Banjarmasin City Transportation Agency (Dishub). The study employed a qualitative method with a case study approach. Data was collected through in-depth interviews with the Head of Agency, Head of HRM Management Division, and Apparatus Implementers, and analyzed using an interactive model.The results indicate that the most effective form of evaluation innovation is a Hybrid and Continuous Development-Oriented Evaluation System. This innovation is based on three pillars: (1) Strategic Integration (linking assessment to innovative project contributions and using simple 360-degree feedback), (2) Development Focus (transforming feedback into coaching sessions based on agile individual KPIs), and (3) Fairness and Motivation (utilizing frequent non-financial rewards and self-assessment mechanisms).The implementation of this innovation significantly improves apparatus productivity. The productivity increase is achieved through enhanced strategic focus and alignment (shifting from routine output to service outcome), improved technical competence via a fast learning culture, and increased internal motivation and work morale resulting from fair and prompt recognition. Overall, the HRM evaluation innovation serves as a catalyst for realizing a High-Performance Culture within Dishub Kota Banjarmasin..
ANALISIS KUALITAS LAYANAN DAN KEPUASAN ORANG TUA TERHADAP PROGRAM TERAPI WICARA DI KLINIK TUMBUH KEMBANG ANAK Utamie, Anggriyani; Zakky Zamrudi; Syahrial Shaddiq
AT-TAKLIM: Jurnal Pendidikan Multidisiplin Vol. 2 No. 12 (2025): At-Taklim: Jurnal Pendidikan Multidisiplin (Edisi Desember)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/at-taklim.v2i12.1198

Abstract

Speech impairments in Children with Special Needs (CSN) necessitate professional, high-quality intervention. This study aims to analyze the service quality gap (SERVQUAL), identify the dominant factors determining parental satisfaction, and measure the overall satisfaction level with the speech therapy program.Method: This research employed a quantitative descriptive approach using a cross-sectional survey design. The population consisted of parents with children actively undergoing speech therapy at Clinic X, selected through purposive sampling. Data were collected using structured questionnaires measuring five service quality dimensions. Data analysis included gap analysis, descriptive statistics, and multiple regression analysis.Results: Gap analysis revealed that perceived service quality did not fully meet parental expectations, evidenced by a negative gap in almost all dimensions. The most severe gaps were found in the Empathy and Reliability dimensions. Multiple regression analysis confirmed that Reliability (administrative consistency) and Empathy (emotional support) were the two most dominant and significant factors influencing overall parental satisfaction ($\text{p} < 0.05$). However, the overall parental satisfaction level (aggregate) was categorized as High (90% Satisfied/Very Satisfied).Conclusion: The high overall satisfaction, despite process shortcomings, is explained by the Expectation Disconfirmation Theory, where the positive clinical outcomes observed in the child's development outweigh the deficiencies perceived in the service process. The main recommendation for the clinic is to prioritize improving Reliability through procedural standardization and strengthening Empathy via supportive communication training to achieve Service Quality Excellence.
PERAN EVALUASI KARYAWAN DALAM PERENCANAAN SUMBER DAYA MANUSIA STRATEGIS PADA KLINIK TUMBUH KEMBANG ANAK DI ERA DIGITAL KOTA BANJARMASIN Putri, Marella Indira; Zakky Zamrudi; Syahrial Shaddiq
AT-TAKLIM: Jurnal Pendidikan Multidisiplin Vol. 2 No. 12 (2025): At-Taklim: Jurnal Pendidikan Multidisiplin (Edisi Desember)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/at-taklim.v2i12.1261

Abstract

This study aims to analyze the role of employee evaluation in supporting strategic Human Resource (HR) planning at the Child Development Clinic in the digital era and to examine the implementation of digital-based evaluation systems in improving HR management effectiveness. As a therapy service provider for children with special needs, the clinic requires professional and consistent human resources capable of delivering services aligned with each child’s developmental needs. This research employs a descriptive qualitative approach involving key informants such as the clinic director, therapy coordinator, therapists, HR administrative staff, and parents of patients. Data were collected through in-depth interviews and analyzed using thematic analysis. The findings reveal that employee evaluation plays a crucial role in competency mapping, identifying training needs, and developing relevant HR strategies. Performance evaluation also enhances service quality, strengthens objectivity, and promotes therapist professionalism. Moreover, the implementation of a digital evaluation system is perceived to improve data management effectiveness, accelerate assessment processes, and enhance accuracy and transparency. Digital transformation in employee evaluation contributes significantly to long-term HR planning and the improvement of therapy service quality. Therefore, the digitalization of performance evaluation serves as a strategic measure for the clinic to establish a more adaptive, modern, and quality-oriented HR management system.
Analisis Efektivitas dan Strategi Pengembangan Sistem Evaluasi Kinerja Karyawan sebagai Instrumen Strategis untuk Peningkatan Produktivitas SDM di Bank Indonesia Kalimantan Tengah Delima, Nor; Zakky Zamrudi; Syahrial Shaddiq
AT-TAKLIM: Jurnal Pendidikan Multidisiplin Vol. 2 No. 12 (2025): At-Taklim: Jurnal Pendidikan Multidisiplin (Edisi Desember)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/at-taklim.v2i12.1270

Abstract

ObjectiveThis study aims to analyze the effectiveness of the employee evaluation system as a strategic instrument in enhancing Human Resource (HR) productivity at Bank Indonesia, Central Kalimantan (BI Kalteng), and to formulate necessary improvement strategies.Method: This descriptive-evaluative research employed a qualitative approach. Primary data was collected through in-depth interviews with the Head of the HR Division, Unit Managers, and executing Employees, utilizing a purposive sampling technique. Data analysis used an interactive model (data reduction, data display, and conclusion drawing) supported by source triangulation.Findings and Discussion: The findings indicate that the performance evaluation system at BI Kalteng has significantly succeeded as a strategic instrument. This success is confirmed by three factors: Strategic Alignment through the implementation of Management by Objectives (MBO), which directs employee energy towards organizational goals; Increased Performance Focus due to the clarity of work objectives and proactive coaching practices; and a Motivational Mechanism that utilizes evaluation results to close competency gaps and design development programs. This success validates the relevance of Strategic Human Resource Management (SHRM) in the context of a regional central bank.Conclusion and Recommendation: Although successful, the system faces operational constraints (limited managerial time for quality feedback) and objectivity challenges. Therefore, the improvement strategy must shift towards a Developmental Performance Management model. Crucial strategies include: Transition to Continuous Coaching, Enhancing Objectivity through Limited Multisource Feedback, and Explicit Integration of evaluation results with Career Paths and Mandatory Individual Development Plans (IDP). These improvements will make the evaluation system a more potent and sustainable accelerator of HR output.    
EVALUASI KINERJA KARYAWAN DI ERA INDUSTRI 4.0 DAN SOCIETY 5.0 : STUDI KASUS PADA PERUSAHAAN MANUFAKTUR DI JAKARTA Wanti, Rosi Idia; Shaddiq, Syahrial; Zamrudi, Zakky
AT-TAKLIM: Jurnal Pendidikan Multidisiplin Vol. 2 No. 12 (2025): At-Taklim: Jurnal Pendidikan Multidisiplin (Edisi Desember)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/at-taklim.v2i12.1298

Abstract

Era Industri 4.0 dan Society 5.0 membawa perubahan signifikan dalam dunia kerja, menuntut perusahaan untuk beradaptasi dalam pengelolaan sumber daya manusia (SDM), khususnya dalam evaluasi kinerja karyawan. Penelitian ini bertujuan untuk menganalisis efektivitas sistem evaluasi kinerja karyawan yang diterapkan di perusahaan manufaktur di Jakarta dalam menghadapi tantangan dan peluang di era digital ini. Metode penelitian yang digunakan adalah studi kasus dengan pendekatan kualitatif dan kuantitatif. Data dikumpulkan melalui wawancara mendalam dengan manajemen SDM dan karyawan, serta kuesioner untuk mengukur persepsi karyawan terhadap sistem evaluasi yang ada. Hasil penelitian menunjukkan bahwa integrasi teknologi dalam evaluasi kinerja, seperti penggunaan big data dan artificial intelligence (AI), dapat meningkatkan objektivitas dan efisiensi proses evaluasi. Namun, tantangan seperti resistensi terhadap perubahan dan kurangnya keterampilan digital pada karyawan perlu diatasi agar implementasi sistem evaluasi berbasis teknologi dapat berjalan optimal. Penelitian ini memberikan rekomendasi praktis bagi perusahaan untuk mengembangkan sistem evaluasi kinerja yang adaptif, transparan, dan berorientasi pada pengembangan kompetensi karyawan di era Industri 4.0 dan Society 5.0.
Tantangan dan Strategi Evaluasi Kinerja Berbasis Teknologi pada Organisasi Publik Menuju Society 5.0 Linda; Syahrial Shaddiq; Zakky Zamrudi
AT-TAKLIM: Jurnal Pendidikan Multidisiplin Vol. 2 No. 12 (2025): At-Taklim: Jurnal Pendidikan Multidisiplin (Edisi Desember)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/at-taklim.v2i12.1321

Abstract

Transformasi menuju Society 5.0 menuntut penguatan evaluasi kinerja berbasis teknologi dalam organisasi publik untuk meningkatkan efisiensi, transparansi, dan akuntabilitas. Teknologi digital seperti big data, kecerdasan buatan (AI), dan Internet of Things (IoT) memberikan peluang besar dalam pengambilan keputusan berbasis data yang lebih cepat dan akurat. Namun, penerapan evaluasi kinerja berbasis teknologi menghadapi tantangan, seperti integrasi data antarinstansi, literasi digital aparatur, dan keamanan data, yang menghambat optimalisasi teknologi dalam pelayanan publik. Penelitian ini bertujuan untuk mengidentifikasi tantangan dan strategi yang diperlukan dalam memperkuat evaluasi kinerja berbasis teknologi menuju Society 5.0. Metode yang digunakan adalah studi literatur (library research), dengan analisis isi terhadap sumber-sumber yang relevan mengenai evaluasi kinerja berbasis teknologi di sektor publik. Hasil penelitian menunjukkan bahwa penguatan kapasitas SDM, pembangunan infrastruktur digital, dan penguatan regulasi keamanan siber adalah langkah utama untuk mengatasi tantangan tersebut. Selain itu, standarisasi indikator dan penggunaan open metrics untuk pengukuran kinerja yang lebih objektif juga diperlukan. Keterlibatan masyarakat dalam proses evaluasi akan memperkuat legitimasi kebijakan dan kepercayaan publik. Kesimpulannya, evaluasi kinerja berbasis teknologi menuju Society 5.0 membutuhkan integrasi data, peningkatan literasi digital, dan penerapan teknologi yang transparan dan aman.
Evaluasi Penerapan Prinsip Manajemen Sumber Daya Manusia Islam (MSDI) dalam Meningkatkan Kinerja Karyawan di Polres Tapin Polda Kalimantan Selatan Dody Irianto; Zakky Zamrudi; Syahrial Shaddiq
Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah Vol. 1 No. 5 (2025): Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah (Bulan November 2025)
Publisher : PT. Saha Kreasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.64788/ar-rasyid.v1i5.77

Abstract

Human resource management (HRM) is crucial for any organization, enabling it to achieve work effectiveness and efficiency. Islamic Human Resource Management (HRM) is an alternative human resource management approach that emphasizes professionalism alongside spirituality and morality. The Tapin Police Department, as an agency with significant responsibilities for the territory of the Republic of Indonesia (NKRI), requires human resources who are technically and professionally competent, possessing strong moral and spiritual qualities. However, several challenges remain in integrating HRM principles into the existing management system. Therefore, the author aims to evaluate the extent to which the implementation of HRM principles at the Tapin Police Department contributes to improving personnel performance. This study employed a descriptive qualitative research method, an approach that focuses in-depth on the natural conditions of the object, namely the implementation of HRM within the Tapin Police Department, with the researcher as the key instrument. Data collection used triangulation, a combined method. Data were collected through observation, interviews, and documentation. The research results indicate that the implementation of MSDI principles such as trustworthiness, justice, ihsan, and deliberation has been integrated into human resource management practices at the Tapin Police, although not yet fully optimal. Supporting factors for MSDI implementation include religious leadership and a family-like organizational culture, while inhibiting factors are the lack of training and a deep understanding of MSDI values. Overall, the implementation of Islamic values has been shown to have a positive effect on increasing employee motivation, discipline, and performance.
PENGARUH PENERAPAN ELECTRONIC HUMAN RESOURCE MANAGEMENT (e-HRM) TERHADAP KINERJA KARYAWAN DI ERA SOCIETY 5.0 Khairunnisa Rahmi; Khuzaini; Syahrial Shaddiq
Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah Vol. 1 No. 5 (2025): Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah (Bulan November 2025)
Publisher : PT. Saha Kreasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.64788/ar-rasyid.v1i5.81

Abstract

The development of digital technology in the Society 5.0 era has changed the paradigm of human resource (HR) management in modern organizations. One form of innovation that is growing rapidly is the implementation of Electronic Human Resource Management (e-HRM), namely the use of information technology to support key HR functions such as recruitment, training, performance appraisal, and employee administration. This study uses a descriptive qualitative approach with a literature review method to explore and describe the influence of e-HRM on employee performance based on the results of previous research. The results of the study indicate that e-HRM plays a significant role in increasing the efficiency, transparency, and accuracy of HR processes and encourages improved employee performance through automation, data-based decision making, and strengthening digital communication. However, the success of e-HRM implementation is greatly influenced by organizational readiness, HR digital competence, and support for a work culture that is adaptive to technological change.
INTEGERASI HOLISTIK INDUSTRY 4.0 DAN HUMAN RESOURCE INFORMATION SYSTEM (HRIS) MENUJU STRATEGIC HUMAN RESOURCE MANAGEMENT (SHRM) BERBASIS NILAI: ANALISIS KOMPARATIF DAMPAK DIGITALISASI PADA EFEKTIVITAS FUNGSI SDM STRATEGIS Muhammad Gajali; Khuzaini; Syahrial Shaddiq
Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah Vol. 1 No. 5 (2025): Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah (Bulan November 2025)
Publisher : PT. Saha Kreasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.64788/ar-rasyid.v1i5.97

Abstract

The rapid escalation of the Industrial Revolution has positioned digital transformation as a strategic imperative across industries, significantly influencing the fundamental reorientation of Human Resource Management (HRM) practices. This study aims to provide a comparative analysis of how digitalization—particularly through the adoption of Industrial 4.0–based Human Resource Information Systems (HRIS)—enhances the effectiveness of Strategic Human Resource Management (SHRM) functions. Using a systematic literature review and qualitative descriptive analysis, this research synthesizes conceptual frameworks, functional impacts, and implementation challenges. The results indicate that HRIS 4.0 functions as a transformative infrastructural bridge that requires integration within a holistic framework aligned with the efficiency demands of Industry 4.0 and the human-centered principles of Society 5.0. Core SHRM functions have undergone significant metamorphosis due to advancements in AI and data analytics, contributing to operational improvements—particularly enhancing recruitment efficiency by up to 67%. Nevertheless, implementation challenges persist, including digital skill gaps and data security risks. Therefore, sustaining SHRM effectiveness in this era requires the ethical alignment of HRIS 4.0, positioning HR professionals—especially HR Business Partners (HRBPs)—as strategic catalysts who leverage AI-driven strategies while maintaining a strong focus on human capability development and value creation.
ISLAMIC MARKETING MANAGEMENT DALAM SOCIETY 5.0 Risyatul Azkiya; Khuzaini; Syahrial Shaddiq
Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah Vol. 1 No. 5 (2025): Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah (Bulan November 2025)
Publisher : PT. Saha Kreasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.64788/ar-rasyid.v1i5.101

Abstract

The rapid development of technology has brought significant changes in the world of business and management, including marketing practices. The concept of Society 5.0, initiated by Japan, represents the era of a super-smart society where digital technologies such as Artificial Intelligence (AI), the Internet of Things (IoT), big data, and robotics are utilized to improve human life quality. In this context, Islamic Marketing management plays a strategic role in directing business development while maintaining Islamic values and ethical standards. This study aims to explain the concept of Islamic Marketing Management in facing the challenges of the Society 5.0 era and how Sharia principles can be integrated into technology-based marketing strategies. This research uses a qualitative approach with a literature study method from various sources, including books, scientific journals, and previous studies. The findings indicate that Islamic Marketing Management emphasizes not only consumer satisfaction but also justice, honesty, transparency, and blessings in transactions. The application of Islamic values in digital marketing serves as a strong foundation for achieving a sustainable and ethical economy amidst technological advancement.
Co-Authors , Erlan Titoe Abdillah, Muhammad Helmy Achmad Suhaili Adelia Febrianti Adelia Wahyu Tri Utami Adhi Surya Adib Mustanir Afrida Afrida Afrida Afrida AGUS Agus Diantoro Agus Firdaus Agus Firdaus Agus Firdaus Agus Salim Agus Salim Agustian Ramadana Putera Ahmad Ihsanul Anhar Ahmad Suhaimi Ainun Faridah Ainun Mahfudzah Akhmad Fauzanor Akmal Akmal Akmal Akmal Alhampi, R. Rudi Alsilva DamayantI Alvin Dian Pramuja Andi Hidayatul Fadlilah Andleeb, Naima Andri Setiawan Apriana, Susi AR, Muhammad Bayu Rahmani Arif Darmawan Arif Darmawan Arizal Arizal Arizal, Arizal Asriyani Aulia Akhrian Syahidi Auliah, Nurul Awaludin, Ade Wahyu Ayu Oktaviani AYU WULANDARI Azwar Maulana BADRUL AINI Bambang Adi Wijaya Bambang Supeno, Bambang Bayu, Benediktus Bornea Retno Mahalayati Budiwaty Budiwaty Cahyaningrum, Yuniana Chairunnisa Dalem, Aria Santri Damayanti, Adellia Dedy Putro Triyuwono Delima, Nor Dessy Maulina Dessy Nur Ardillah Dewi Handayani Dewi Merdayanty Diantoro, Agus Dodiet Enggar Wibowo Dody Irianto Dwi Sogi Sri Redjeki Dwi Wahyu Artiningsih Dwiyani Sudaryanti Eka Noor Farida Eko Wanidison Erfan Maulana Ermina Syainah Fadilurrahman, M. Fahmanadie, Daddy Faisal, Herman Fajrian Noor Fakhriyah, Siti Elfa Fanlia Prima Jaya Fansha Tio Anugrah Faridah, Ainun Fauzi, Muhammad Rizal Fazrin Muchtar Febi Junaidi Feri Wagiono Feri Wagiono Feri Wagiono Feri Wagiono Feri Wagiono Firdaus Firdaus Firdaus Firdaus Fithriana Syarqawie Fransiska Fuad Muhajirin Farid Gunawan Gunawan H M. Zainul H. M. Zainul H.M. Zainul H.M. Zainul Haderiansyah Haikal, Muhammad Fikri Hanil Sadikin Harry Pratama Yunus Hartanto, Heru Dwi Hasanah, Nurlaila Hayati, Safira Henderi . Hendri Herman Hermansyah Hernani Hernawan, Rosyanto Yudha Hernilawati Hidayanti, Fahrina Ida Ayu Pebrina Idaayupebrina Ihya Ihya Ikhsan, Nor Ilham Kurniawan, Muhammad Indrawan, Iin Irpan, M Irpan, M. Istiqomah Istiqomah istiqomah istiqomah Jeni Susyanti Jimmy Trio Putra Joko Rizkie Widokarti Juliansya, Muhammad Farhan Junaidy Junaidy Junaidy Junaidy Junaidy Junaidy Junaidy Junaidy Junaidy, Junaidy Kamsariaty Kamsariaty Kamsariaty, Kamsariaty Kariwardati, Kariwardati kasyful anwar Kenli, Steven Khairunnisa Rahmi Khuzai Khuzaini Khuzaini Khuzaini Khuzaini Khuzaini Khuzaini Khuzaini Khuzaini Khuzaini, Khuzai khuzaini, Khuzaini Kurnia Oktaviani Kurnianti, Iib Kurniaty Kurniaty Kurniawan, Tahta Lia Ovi Arini Linda Lisda Aisyah Lisdayanti Aulia Putri Lusiana, Herlina Lusiana, Herlina Lutfi Asnan Qodri M Rizeki Yuda Saputra M Rizeki Yuda Saputra M Said Abdullah M. Anshar Nur M. Fadilurrahman M. Fikri Darussalam M. Irpan M. Irpan M. Iwu Iyansyah M. Iwu Iyansyah M. Noveriady M. Nur Iman Ridwan M. Rizeki Yuda Saputra Ma’rifah, Ma’rifah Mahyuni Hidayat Mairjal, Revan Malawat, Sitna Hajar Mardalia, Mardalia Margareta Habibah Maryana Maryana Maryana Maryana, Maryana Masniah Masniah Masniah Maulana, Bobby Akbar Ma’rifah Ma’rifah Meitria Syahadatina Noor Meitria Syahadatina Noor Melky Retno Pasnijulita Br Hutapea Merdayanty, Dewi Mia Della Miftahul Khair Misnasanti Misnasanti Misnasanti Misnasanti Misnasanti Misnasanti Misnasanti, Misnasanti Mohammad Zainul Monika Handayani, Monika Muchamad Zaenuri, Muchamad Muhammad Bahit Muhammad Bahit Muhammad Bahit Muhammad Fauzan Ahsani Muhammad Gajali Muhammad Handry Imansyah Muhammad Ihsanul Arief Muhammad Ilham Kurniawan Muhammad Raili Muhammad Riduansyah Syafari Muhammad Riduansyah Syafari Muhammad Rivaldi Akbar Muhammad Rizani Muhammad Yunus Muhammad Yusri Dzal Yahya Muhammad Yusri Dzal Yahya Muhammad Zainul Muslim, Bohari Navis Sri Handayani Noor Rahman, Noor Noor Rahmini Noormarizqa Puspaningratri Novika Rosari Nur Aini Nurhamidi Nurhamidi Nurhidayah Nurhidayah Nurohmat, Siska Maulina Popo Subroto Prayogo, Imam Prihatini Ade Mayvita, Prihatini Ade Priyadi, Catur Putri, Marella Indira R. Rudi Alhempi Rabiatul Munawarah Rachman, Deddy Raden Rudi Alhempi Rahmawati Husein, Rahmawati Rahmi Widyanti Raihanah Ramadhan, Muhammad Novryan Ramadhan, Muhammad Umar Ramadhani Ramadhani Ramadhani Ramadhani Ramadhani, Anita Ramdhani Ramdhani Ratna Susanti Rico, Rico Rika Apriany Sukmana Rika Cahaya Riki Welli Saputra Rina Febriani Rina Febriani, Rina Febriani Rindi Antika Rini Elfina Rini Elfina Risyatul Azkiya Rizal Rizal Rizki Maulida, Emelia Rusdinor Rusdinor, Rusdinor Rusmawati S. Purnamasari S. Siregar, Thurman Saiful Anuar Sakir Sakir, Sakir Salma Mellenia Medina Saputra, M Rizeki Yuda Saputra, M. Rizeki Yuda Saputra, Riki Welli Setyo Tri Wahyudi Shintia Sari Shintia Sari Silvia, Siska Siswahyudianto Siti Fajrianti Siti Fatimah SITI FATIMAH Siti Patimah Sitna Hajar Malawat Sitna Hajar Malawat Sri Gina Annisa Steven Kenli Subekti, Winda Subroto, Popo Sudirman Sudirman Sudirwo Sudirwo Sugiannor Sugiannor Suhaili, Achmad Sukmana, Rika Apriany Sulastini Sulastini Sulastini Sulastini Sulastini Sulastini, Sulastini Sumandi, Sumandi Suprayitno Suprayitno Suprayitno Suprayitno Surti Surti Surya, Adhi Susi Apriana Susilo, Hendra Suswanta SUTRISNO Syafriansyah, Rony Tahta Kurniawan Tidja, Agustinus Richardo Tobing, Vargo Christian L Triliani Krismidasi Trio Putra, Jimmy Tuti Hasanah Ulfah, Yusrina utamie, Anggriyani Vargo Christian L Tobing Vina Yulia Anhar Wahyuni, Endah Sri Sri Wanti, Rosi Idia Wijaya, Melinda Wing Wahyu Winarno Wira Kusuma Wuri Handayani Yeni Susanti Yolanda, Serly Yuda Saputra, M Rizeki Yulia Rahmi Yulihardi Yusrina Ulfah Zainal Abidin Zainal Abidin Zainul, H.M. Zainul, Mohammad Zainul, Mohammad Zainul, Muhammad Zakky Zamrudi