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All Journal JURNAL EMBA : JURNAL RISET EKONOMI, MANAJEMEN, BISNIS DAN AKUNTANSI EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Jurnal EMT KITA Jurnal SOLMA Jesya (Jurnal Ekonomi dan Ekonomi Syariah) YUME : Journal of Management Maker: Jurnal Manajemen Jurnal GeoEkonomi Jurnal Ilmiah Edunomika (JIE) Jurnal Suluh Pendidikan Jurnal Ilmiah METADATA Visi Sosial Humaniora Jurnal Ekonomi Bisnis, Manajemen dan Akuntansi (JEBMA) Jurnal Ilmu Ekonomi Manajemen dan Akuntansi Arus Jurnal Sosial dan Humaniora ProBisnis : Jurnal Manajemen Margin Eco : Jurnal Ekonomi dan Perkembangan Bisnis SMBJ: Strategic Management Business Journal Jurnal Ilmiah Metansi (Manajemen dan Akuntansi) Journal of Accounting and Finance Management (JAFM) JURNAL ECONOMINA Jurnal Hasil Pengabdian Masyarakat (JURIBMAS) Golden Ratio of Data in Summary DEVOTE: Jurnal Pengabdian Masyarakat Global Economics and Business Journal Journal of Artificial Intelligence and Digital Business Easta Journal of Innovative Community Services Innovative: Journal Of Social Science Research Journal of Management, Economic, and Accounting Mopolayio : Jurnal Pengabdian Ekonomi Jurnal Ilmiah Ekotrans & Erudisi (JIEE) Journal of International Multidisciplinary Research Tuhenori: Jurnal Ilmiah Multidisiplin Management Perspective: Jurnal Penelitian Manajemen Jurnal Publikasi Manajemen Informatika
Meiman Hidayat Waruwu
Universitas Nias
Religion Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Physics Public Health Social Sciences Other

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Analisis Kebijakan Disiplin Waktu dalam Meningkatkan Kinerja Pegawai di Kantor Desa Loloana’a Lolomoyo Kecamatan Gunungsitoli Utara Zega, Vonce Alexon; Ayler Beniah Ndraha; Maria Magdalena Bate'e; Meiman Hidayat Waruwu
Arus Jurnal Sosial dan Humaniora Vol 5 No 2: Agustus (2025)
Publisher : Arden Jaya Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57250/ajsh.v5i2.1598

Abstract

Disiplin waktu merupakan salah satu faktor fundamental yang menentukan efektivitas pelayanan publik, khususnya di tingkat pemerintahan desa. Penelitian ini bertujuan untuk menganalisis penerapan kebijakan disiplin waktu dalam meningkatkan kinerja aparatur di Kantor Desa Loloana’a Lolomoyo, Kecamatan Gunungsitoli Utara. Metode penelitian yang digunakan adalah kualitatif deskriptif dengan teknik pengumpulan data melalui observasi, wawancara mendalam, dan dokumentasi. Hasil penelitian menunjukkan bahwa kebijakan disiplin waktu mulai diterapkan secara konsisten sejak tahun 2023 melalui sistem absensi manual dan pengawasan langsung oleh kepala desa. Kebijakan ini terbukti berdampak positif terhadap peningkatan ketepatan pelayanan masyarakat, meskipun masih menghadapi kendala berupa lemahnya pengawasan internal, keterbatasan sarana pendukung, serta rendahnya kesadaran sebagian pegawai terhadap pentingnya kedisiplinan. Faktor motivasi, budaya kerja, dan keteladanan pimpinan juga ditemukan berpengaruh signifikan dalam mendukung keberhasilan kebijakan ini. Untuk memperkuat implementasi, diperlukan sistem reward and punishment yang lebih terstruktur, pelatihan berkala mengenai etos kerja, serta pengembangan sarana absensi berbasis teknologi. Dengan demikian, disiplin waktu tidak hanya berfungsi sebagai aturan administratif, tetapi juga sebagai instrumen strategis dalam meningkatkan profesionalisme aparatur desa dan kualitas pelayanan publik.
Evaluasi Pengangkatan Perangkat Desa di Desa Talafu Kecamatan Botomuzoi Kabupaten Nias Lase, April Yanto Teodores; Ndraha, Ayler Beniah; Lahagu, Palindungan; Waruwu, Meiman Hidayat
Arus Jurnal Sosial dan Humaniora Vol 5 No 3: Desember (2025)
Publisher : Arden Jaya Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57250/ajsh.v5i3.1899

Abstract

Pengangkatan perangkat desa merupakan elemen strategis dalam mewujudkan tata kelola pemerintahan desa yang efektif, profesional, dan akuntabel. Namun, dalam praktiknya, proses pengangkatan perangkat desa masih sering diwarnai oleh kepentingan personal, kedekatan sosial, dan lemahnya penerapan prinsip good governance. Penelitian ini bertujuan untuk mengevaluasi proses pengangkatan perangkat desa di Desa Talafu, Kecamatan Botomuzoi, Kabupaten Nias, serta menganalisis kesesuaiannya dengan peraturan perundang-undangan yang berlaku dan dampaknya terhadap kualitas pelayanan publik. Penelitian ini menggunakan pendekatan kualitatif dengan jenis deskriptif. Data diperoleh melalui wawancara mendalam, observasi, dan dokumentasi terhadap Kepala Desa, Badan Permusyawaratan Desa (BPD), perangkat desa, serta masyarakat. Analisis data dilakukan dengan model interaktif Miles dan Huberman yang meliputi reduksi data, penyajian data, dan penarikan kesimpulan. Hasil penelitian menunjukkan bahwa proses pengangkatan perangkat desa di Desa Talafu belum sepenuhnya memenuhi prinsip kompetensi, transparansi, dan akuntabilitas. Pengangkatan masih didominasi oleh kewenangan Kepala Desa dengan minimnya seleksi terbuka dan lemahnya pengawasan BPD. Kondisi ini berdampak pada rendahnya kualitas pelayanan publik serta menurunnya tingkat kepercayaan masyarakat terhadap pemerintah desa. Oleh karena itu, diperlukan perbaikan sistem rekrutmen perangkat desa agar lebih profesional, terbuka, dan dapat dipertanggungjawabkan.
The Role Of Compensation Systems In Enhancing Employee Loyalty: A Case Study Of UD Erwin Erwin Syah Putra Gulo; Meiman Hidayat Waruwu
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 13 No 2 (2025): April
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v13i2.7643

Abstract

This study aims provides practical recommendations on aligning compensation strategies with corporate values and adapting them to meet the evolving needs of the workforce. This is especially relevant for organizations like UD Erwin, which are looking to create a sustainable, motivated, and loyal workforce. The paper's focus on both financial and non-financial aspects of employee well-being makes it particularly valuable for managers, HR professionals, and organizational leaders who want to enhance employee engagement, ensure job satisfaction, and ultimately improve organizational performance. The findings offer actionable insights that can be implemented in real-world business contexts, helping organizations build stronger relationships with employees, adapt to changing economic conditions, and thrive in a competitive environment. The future success of UD Erwin hinges on its ability to adapt its compensation strategies and organizational culture to the evolving needs of its workforce. By valuing both financial and non-financial aspects of employee well-being, UD Erwin can foster sustained loyalty, enhance employee engagement, and drive improved performance, ensuring long-term organizational success
THE IMPACT OF THE USE OF AN EMPLOYEE RECRUITMENT SYSTEM ON FILLING POSITIONS AT THE NIAS CLASS B SEARCH AND RESCUE OFFICE Fiveten Rendyawan Hura; Meiman Hidayat Waruwu; Ayler Beniah Ndraha; Odaligoziduhu Halawa
Jurnal Ilmiah METADATA Vol. 8 No. 2 (2026): Edition May 2026
Publisher : LPPM YPITI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47652/metadata.v8i2.986

Abstract

This study aims to determine the effect of the use of an employee recruitment system on filling positions at the Nias Class B Search and Rescue Office. Problems arise because the recruitment process has not fully produced employees who meet the physical requirements, knowledge, and technical skills, thus impacting the effectiveness of filling positions. The research method used is quantitative with simple linear regression analysis using the SPSS version 26 program. The study population was employees of the Nias Class B Search and Rescue Office with 33 respondents. The results showed that the recruitment system had a positive and significant effect on filling positions. The t-test produced a t-value of 4.402 greater than t-table 1.696, with a significance value of 0.000 <0.05. The correlation coefficient value of 0.620 indicates a strong relationship between recruitment variables and filling positions. The coefficient of determination (R²) of 0.385 indicates that 38.5% of the variation in filling positions is influenced by the recruitment system, while the remaining 61.5% is influenced by other factors outside the study. In conclusion, the use of a selective, objective, and needs-based recruitment system plays an important role in ensuring the appropriate filling of positions in the Nias Class B Search and Rescue Office.
THE EFFECT OF WORKLOAD ON STRESS LEVELS EMPLOYEES AT THE NIAS HERITAGE MUSEUM Ifoni Eksaudia Telaumbanua; Fatolosa Hulu; Syah Abadi Mendrofa; Meiman Hidayat Waruwu
Jurnal Ilmiah METADATA Vol. 8 No. 2 (2026): Edition May 2026
Publisher : LPPM YPITI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47652/metadata.v8i2.988

Abstract

This study was conducted to determine the effect of workload on employee stress levels at the Nias Heritage Museum. The background of this study began with the phenomenon of increasing employee complaints related to work pressure, physical fatigue, health problems, and symptoms of psychological stress that arise due to high and unbalanced workloads. Excessive workloads, whether physical, mental, or emotional, are suspected to be the main factor causing work stress. This study used a quantitative method with a descriptive approach. The population in this study were all 40 employees of the Nias Heritage Museum. Data collection was carried out through distributing questionnaires using a Likert scale, and analyzed by simple linear regression using SPSS version 26. The test results showed that workload had a positive and significant effect on stress levels. The significance value of the t test was 0.000 (<0.05) and the calculated t value was 15.890 > t table 0.304 indicating that the higher the workload received, the higher the employee stress level. The calculation result of the coefficient of determination (Adjusted R²) of 86.5% indicates that workload contributes 86.5% to job stress, while the remaining 13.5% is influenced by other factors outside this study. This study recommends that the management of the Nias Heritage Museum evaluate the distribution of tasks and create a more balanced and supportive work environment to reduce employee stress levels.
THE ROLE OF ACADEMIC LEADERSHIP IN IMPROVING STUDENT RETENTION IN THE FACULTY OF ECONOMICS, UNIVERSITY OF NIAS Pasti Okto Anugerah Gulo; Delipiter Lase; Meiman Hidayat Waruwu; Fatolosa Hulu
Jurnal Ilmiah METADATA Vol. 8 No. 2 (2026): Edition May 2026
Publisher : LPPM YPITI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47652/metadata.v8i2.991

Abstract

This study aims to analyze the role of academic leadership in improving student retention at the Faculty of Economics, Nias University. The high number of inactive and absent students indicates serious challenges in the management of academic services and leadership effectiveness within the faculty. The research approach used was descriptive qualitative with a phenomenological method. Data were collected through in-depth interviews, observations, and documentation involving key informants such as the dean, vice dean, head of study program, academic advisors, students, and alumni. The results show that academic leadership at the Faculty of Economics, Nias University, has a significant influence on student retention through three main mechanisms: (1) strengthening academic communication and coordination, (2) personal guidance and mentoring of students through academic advisors, and (3) creating a participatory and supportive academic climate. However, limitations in the intensity of academic guidance and the low capacity of lecturers to provide psychosocial support to students are still found. Factors such as economic constraints, low learning motivation, and limited facilities also worsen the retention rate. This study recommends the application of transformational and visionary leadership styles, strengthening the academic guidance system, and implementing data-based policies to monitor the risk of dropout early. The results of this study are expected to be a basis for faculties in designing academic leadership strategies that are oriented towards increasing student retention and academic success.
ANALYSIS OF TRAINING PROGRAMS TO IMPROVE THE PERFORMANCE OF GUNUNGSITOLI CITY BPBD EMPLOYEES Roshati Dakhi; Meiman Hidayat Waruwu; Tiarni Duha; Sukaaro Waruwu
Jurnal Ilmiah METADATA Vol. 8 No. 2 (2026): Edition May 2026
Publisher : LPPM YPITI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47652/metadata.v8i2.994

Abstract

This study aims to analyze the effectiveness of training programs implemented at the Gunungsitoli City Regional Disaster Management Agency (BPBD) and identify training needs to improve employee performance. This study uses a descriptive qualitative approach with data collection techniques through in-depth interviews with six key informants, namely the Head of the Service, the Secretary of the Service, the Head of the General and Personnel Sub-Division, the Head of the Prevention and Preparedness Division, the Head of the Emergency and Logistics Division, and the Head of the Rehabilitation and Reconstruction Division. Data analysis was carried out using the Miles and Huberman model through the stages of data reduction, data presentation, and conclusion drawing, and supplemented with thematic analysis to identify patterns and main themes from the interview data. The research results show that the training program implemented by the Gunungsitoli City Regional Disaster Management Agency (BPBD) has had a positive impact on improving technical skills, response speed, mental preparedness, and employee confidence. Existing training is largely relevant to dominant disasters such as floods and landslides. However, the effectiveness of the training remains limited due to its short duration, limited facilities, disparities in training access among employees, and a lack of systematic evaluation mechanisms. Identification of training needs revealed the need for multi-hazard training, improved decision-making and inter-agency coordination skills, mental preparedness, utilization of the latest technology, and more realistic field simulations. The conclusion of this study confirms that training at the Gunungsitoli City Regional Disaster Management Agency (BPBD) has contributed to improving employee performance, but still requires strengthening aspects of needs-based planning, extending training duration, improving evaluation, and providing support for facilities and the organizational environment. The researchers recommend the need for a holistic capacity-building approach to strengthen the capacity of individuals, organizations, and the supporting environment in disaster management.
TRANSFORMATION OF HUMAN RESOURCE MANAGEMENT IN THE DIGITAL ERA (CASE STUDY OF TUGALA LAURU VILLAGE OFFICES) Septeradenus Zebua; Meiman Hidayat Waruwu; Robin Markus Putra Waruwu; Palindungan Lahagu
Jurnal Ilmiah METADATA Vol. 8 No. 2 (2026): Edition May 2026
Publisher : LPPM YPITI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47652/metadata.v8i2.996

Abstract

This study aims to determine the process of Human Resource Management (HRM) transformation in the digital era in Tugala Lauru Village, identify the challenges faced, and formulate strategies used. The background of the study is based on the demand for digitalization of village administration through the implementation of the Village Financial System (SISKEUDES) which changes work patterns and organizational culture. The research method uses a qualitative case study approach with six key informants, including the village head, village secretary, and village officials. Data were obtained through in-depth interviews, observation, and documentation, then analyzed using thematic analysis techniques. The results of the study indicate the digitalization of village administration and finance, increased competency of officials through basic training, and changes in work culture to be more rapid, structured, and transparent. Challenges faced include limited digital competence, suboptimal technological infrastructure, and resistance to change. The strategies implemented include support from village leadership, procurement of technological facilities through the Village Budget (APBDes), and participation of officials in training organized by the local government.
ANALYSIS OF TRAINING AND DEVELOPMENT FUNCTIONS IN IMPROVING PUBLIC SERVICE EFFECTIVENESS AT THE OFFICE OF THE NORTH GUNUNGSITOLI DISTRICT Sonianto Duha; Fatolosa Hulu; Meiman Hidayat Waruwu; Odaligoziduhu Halawa
Jurnal Ilmiah METADATA Vol. 8 No. 2 (2026): Edition May 2026
Publisher : LPPM YPITI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47652/metadata.v8i2.1000

Abstract

Employee training and development is a crucial function in human resource management that directly contributes to improving the quality of public services. At the Gunungsitoli Utara Sub-district Office, public services are at the forefront of government-community interactions, making employee competency crucial to service effectiveness. However, initial observations indicate that training and development activities at the office are limited and not systematically designed, potentially compromising service quality. This study aims to analyze the implementation of employee training and development and its impact on the effectiveness of public services at the Gunungsitoli Utara Sub-district Office. The method used is descriptive qualitative through interviews, observations, and documentation studies. The results show that training has been implemented through city and sub-district government programs, but still faces obstacles such as limited time, budget, materials that do not fully meet needs, and a lack of post-training evaluation. As a result, employee competency improvement is not optimal, so that public services are still hampered by speed, affordability, and public satisfaction. It is concluded that training needs to be designed more systematically, based on needs, supported by adequate resources, and equipped with continuous evaluation.
IMPLEMENTATION OF STRATEGIC MANAGEMENT IN IMPROVING APPARATUS PERFORMANCE AT THE NORTH MANDREHE DISTRICT OFFICE Novamataroeli Lahagu; Meiman Hidayat Waruwu; Sukaaro Waruwu; Palindungan Lahagu
Jurnal Ilmiah METADATA Vol. 8 No. 2 (2026): Edition May 2026
Publisher : LPPM YPITI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47652/metadata.v8i2.1009

Abstract

This study aims to analyze the Implementation of Management Strategies in Improving Apparatus Performance at the North Mandrehe Sub-district Office, identify the obstacles faced, and assess the impact of the implementation of these strategies on apparatus performance and the quality of public services. The background of this study is based on the demand for improving the performance of local government apparatus in order to provide effective, efficient, and satisfying services to the public. The research method used is descriptive qualitative with data collection techniques through in-depth interviews, observation, and documentation. Research informants consisted of the North Mandrehe Sub-district Head, Sub-district Secretary, Head of General Sub-division, employees, village heads, and community representatives. Data analysis was carried out through the stages of data reduction, data presentation, and drawing conclusions. The results of the study indicate that the implementation of management strategies at the North Mandrehe Sub-district Office was carried out through participatory work planning, division of tasks according to job descriptions, application of SOPs, regular coordination and evaluation meetings, direct supervision, and periodic training. The obstacles faced include limited human resources and infrastructure, uneven motivation and discipline of apparatus, budget limitations, and suboptimal coordination between work units. The impact of implementing management strategies can be seen from the increased speed and efficiency of services, administrative productivity, discipline of the apparatus, positive employee responses, and public satisfaction, although its sustainability requires adequate resource support.
Co-Authors Abdiel Harapan Laia Aditya Waruwu Aferiaman Telaumbanua Ainil Mawaddah Zalukhu Albert Yakub Lase Apriaman Hulu Ardiaman Hulu Ardika Immanuel Zebua Asilika Waruwu Ayler Beniah Ndraha Aziza, Pretty Failasufa Bate'e, Maria Magdalena Bate’e, Maria Magdalena Bobi mante Gulo Buulolo, Nanny Artatina Cut Tiur Mentari Daeli, Iman Suryani Daeli, Juliato Delipiter Lase Desman Gea Dian Hesti Harefa Diana Novita Baene Duha, Tiarni Eduar Baene Eliagus Telaumbanua ELIYUNUS WARUWU Elvin Sriniat Hura Erna Kristiani Zendrato Ernila Mei Salirani Telaumbanua Ernita Hulu Erwin Syah Putra Gulo Erwinman Telaumbanua Euaggelian Yeremia Harefa Falentinus Teguh Karya Telaumbanua Fatolosa Hulu Fince Cius Putra Zega Firdaus Telaumbanua Fiveten Rendyawan Hura Gea, Alberman Ekarius Gea, Juli Peramah Jaya Gea, Junianiwarni Gea, Ningsih Arniat Gea, Nov Elhan Giawa, Renaati Gulo, Elman Syukur Gulo, Farisman Jaya Gulo, Joharman Ardita Gulo, Yarisman Gulo, Yemina Kristina Halawa, Roi Martin Halawa, Widarwati Harefa, Idarni Harefa, Peringatan Harefa, Yurmin Hayati Zai Hayati Zai Heniwati Gulo Heny Fransiska Zai Hulu, Fatolosa Hulu, Wirman Hati Hulu, Yosua Idarni Harefa Idarni Harefa Ifoni Eksaudia Telaumbanua Ikhlas Kristian Sentosa Ndraha Iman Selamat Gulo Iman Suryani Daeli Intan Permata Hati Hulu Intan Permata Hati Hulu Jeliswan Berkat Iman Jaya Gea Jeliswan Berkat Iman Jaya Gea Jeliswan BIJ Gea Jentri Mei Putra Zalukhu Jois Kurniawan Zai Jon Barnas Zai Juli Peramah Jaya Gea Kalvin Armen Lahagu Krisfan Hermansyah Mendrofa Lase, April Yanto Teodores Lase, Berkat Ricky Selamat Lase, Delipiter Lase, Heseziduhu Lestari Masa Derita Hulu Maria Della Telaumbanua Maria Magdalena Bate'e MARIA MAGDALENA BATE’E MARLIZA OKTAPIANI Marniaman Lawolo Marniwati Laoli Mei Kharisman Telaumbanua Meiman jaya hulu Mendrofa, Happy Karya Kasih Mendrofa, Martha Surya Dinata Mendrofa, Sari Agnes Pertiwi Mendrofa, Syah Abadi Mendrofa, Yupiter Meterlius Zalukhu Minta Kasih Hulu Nanny Artatina Bu'ulolo Nanny Artatina Bu'ulolo Ndraha, Defirman Nestiani Lase Nidasari Lase Norisman Zai Novamataroeli Lahagu Noverianto Gori Warasi Odaligoziduhu Halawa Odaligoziduhu Halawa Odaligoziduhu Halawa Odaligoziduhu Halawa Odaligoziduhu Halawa Otanius Laia Otanius Laia Palindungan Lahagu Pasti Okto Anugerah Gulo Perlindungan Faebuadodo Hulu Pretty Failasufa Aziza Purnamawati Harefa Regina Ndruru Ribka Ratna Sari Zendrato Riska Ratna Putri Lase Robin Markus Putra Waruwu Robin Markus Putra Waruwu Robin Markus Putra Waruwu Roshati Dakhi Sektor Damai Hulu Septeradenus Zebua Serniati Zebua Setiawan Putra Zega Siprianus Zega Sonianto Duha Suka&#039;aro Waruwu Sukaaro Waruwu Sukaaro Waruwu Suka’aro Waruwu Syah Abadi Mendofa Syah Abadi Mendrofa Syah Abadi Mendrofa Tasya Sawitri Telaumbanua Telaumbanua, Aferiaman Telaumbanua, Elvanius Telaumbanua, Wahyutra Adilman Tiarni Duha Vallery Tasa Leora Pontifek Sion Gulo Vandi Falentino Telaumbanua Vorti Karuniat Harefa Waruwu, Aprilman Waruwu, Asteti Waruwu, Cristian Teguh Waruwu, Darman Syukur Putra Waruwu, Jesslyn Felicia Waruwu, Novtriman Waruwu, Suka'aro Yamolala Zega Yamolala Zega Yamolala Zega Yoel Melsaro Larosa Yoel Melsaro Larosa Yoel Melsaro Larosa Yupiter Mendrofa YUPITER MENDROFA Yustinus Jaya Putra Gea Yuterlin Zalukhu Zai, Agusdarmawati Zalukhu, Noferlina Zalukhu, Terima Jaya Zalukhu, Viktor Zalukhu, Yuterlin Zebua, Indirwan Zebua, Juniat Krisna Nifataya Zega, Darman Syah Zega, Melitinus Zega, Orsinil Harfian Zega, Vonce Alexon Zega, Yamolala