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All Journal CEMERLANG :Jurnal Manajemen dan Ekonomi Bisnis Digital Bisnis: Jurnal Publikasi Ilmu Manajemen Dan E-commerce Jurnal bintang manajemen Jurnal Riset dan Inovasi Manajemen Maeswara: Jurnal Riset Ilmu Manajemen dan Kewirausahaan Lokawati: Jurnal Penelitian Manajemen dan Inovasi Riset Jurnal Manuhara: Pusat Penelitian Ilmu Manajemen Dan Bisnis Riset Ilmu Manajemen Bisnis dan Akuntansi Maslahah: Jurnal Manajemen dan Ekonomi Syariah Ebisnis Manajemen Master Manajemen Jurnal Manajemen Bisnis Era Digital Jurnal Manajemen Kewirausahaan dan Teknologi Pajak dan Manajemen Keuangan Jurnal Manajemen Bisnis Digital Terkini
Enas Enas
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Religion Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

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Implementasi Core Values Dan Employer Branding ASN Dalam Upaya Meningkatkan Kinerja Aparatur Sipil Negara : Studi Kasus Pada Dinas Ketahanan Pangan, Pertanian Dan Perikanan Kota Banjar Doni Indratno; Enas Enas; Oyon Saryono
Jurnal Riset dan Inovasi Manajemen Vol. 2 No. 2 (2024): Mei: Jurnal Riset dan Inovasi Manajemen
Publisher : Universitas Katolik Widya Karya Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59581/jrim-widyakarya.v2i2.3339

Abstract

The core value of ASN BerAKHLAK and employer branding ASN were inaugurated by the President of the Republic of Indonesia on July 27, 2021. Core Value ASN BerAKHLAK stands for Service-Oriented, Accountable, Competent, Harmonious, Loyal, Adaptive, and Collaborative. The purpose of launching ASN Core Value is to standardize basic values for all civil servants in Indonesia so that it can become the foundation of a quality, dignified and professional ASN work culture. While ASN's employer branding "Proud to Serve the Nation" is a manifestation of the spirit in providing excellent service to the community. High dedication and professionalism are needed to foster a positive image and increase public satisfaction and trust in the existence of ASN itself. This study aims to describe, know, and describe as well as analyze and explain the stages, obstacles and solutions in the implementation of ASN's core value and employer branding in an effort to improve the performance of the state civil apparatus. The process of this implementation stage uses the theory of Lester and Stewart (Nastia, 2014: 201). In this study, using informants as a source of information and data as well as documentation so that research results were obtained that the implementation of ASN's core value and employer branding in an effort to improve the performance of the state civil apparatus in DKPPP Banjar City had gone well. The results of the study and analysis show that the implementation of the core value and employer branding of ASN in DKPPP Banjar City has gone well.
Pengaruh Pengembangan Karir Dan Disiplin Terhadap Motivasi Kerja PD. BPR Artha Sukapura Cabang Salopa Muthia Dwi Fatma Utami; Enas Enas; Aan Anwar Sihabudin
CEMERLANG : Jurnal Manajemen dan Ekonomi Bisnis Vol. 3 No. 4 (2023): CEMERLANG : Jurnal Manajemen dan Ekonomi Bisnis
Publisher : Pusat Riset dan Inovasi Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/cemerlang.v3i4.1900

Abstract

The research was carried out with the aim of knowing the impact of Career development and discipline on work motivation of PD. BPR Artha Sukapura Salopa branch. The problem of employee work motivation at PD BPR Artha Sukapura Salopa Branch is not optimal, it occurs from career development which is relatively difficult and discipline is still lacking causing employees to be less motivated at work, according to (Bukhori & Dewi, 2018) with a high level of employee work discipline it will Motivate employees to carry out their work well, which will indirectly increase employee performance. The method used in this research is quantitative descriptive. Research results: 1. Career development has a positive and significant effect on work motivation. This means that if career development increases, work motivation will also increase. 2. Work discipline has a positive and significant effect on work motivation. This means that if Work Discipline increases, then Work Motivation will also increase. 3. Career Development and Work Discipline have a positive and significant effect on Work Motivation. This means that if career development and work discipline increase, then work motivation will also increase.
Pengaruh Kepemimpinan Dan Lingkungan Kerja Terhadap Semangat Kerja Pegawai Biro Layanan Pengadaan Dan Pengelolaan Barang Milik Negara Kementerian Perhubungan Di Wilayah III Yogyakarta, Solo Dan Surabaya Agus Andri Setianto; Enas Enas
Maslahah : Jurnal Manajemen dan Ekonomi Syariah Vol. 1 No. 4 (2023): Oktober: Jurnal Manajemen dan Ekonomi Syariah
Publisher : STAI YPIQ BAUBAU, SULAWESI TENGGARA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59059/maslahah.v1i4.359

Abstract

Leadership in LPPBMN is currently being implemented in implementing units under the unit coordinator, so that the decision-making process requires more time. This leadership ineffectiveness has an impact on employees, including saturation in work effectiveness, which causes a decrease in the level of morale. Besides that, an uncomfortable work environment has an impact on decreased morale, resulting in low work performance. This study aims to determine 1) The influence of leadership on Employee morale, 2) The influence of the work environment on Employee morale, and 3) The influence of leadership and work environment on the morale of LPPBMN Kemenhub Employees. This research uses quantitative research methods. The results of the study show that leadership affects employee morale, the work environment influences employee morale, and leadership and work environment affect employee morale of LPPBMN Kemenhub. This means that the better the leadership and work environment, the morale will also increase, and vice versa.
Pengaruh Kualitas Pelayanan Administrasi Kependudukan Dan Kinerja Pegawai Terhadap Kepuasan Masyarakat Emilia Pebrianti; Enas Enas
Maslahah : Jurnal Manajemen dan Ekonomi Syariah Vol. 1 No. 4 (2023): Oktober: Jurnal Manajemen dan Ekonomi Syariah
Publisher : STAI YPIQ BAUBAU, SULAWESI TENGGARA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59059/maslahah.v1i4.360

Abstract

Population administration plays a very important role in development, where it can be known about population data and information that is in accordance with the conditions of the population and the conditions of the area where they live. The Disdukcapil of Cilacap Regency, as the executor of population services, must provide excellent service to the community. However, in reality, KTP and KK services for the last 5 years at Disdukcapil, Cilacap Regency have not been able to reach the expected target. Besides that, the achievements in 2021 have also decreased when compared to the achievements in 2022. This indicates that the service quality of the Cilacap Regency Disdukcapil has not been optimal, so that it has not been able to meet community satisfaction. This study aims to determine 1) the effect of service quality on community satisfaction, 2) the effect of employee performance on community satisfaction, and 3) the effect of service quality and employee performance on community satisfaction in the Population and Civil Registration Office of Cilacap Regency. Because of this, this study uses quantitative data which is then interpreted to produce descriptive data. Meanwhile, data collection techniques used questionnaires, and data analysis used multiple linear regression. The research results show that service quality and employee performance have a positive effect on community satisfaction. This means that if the quality of service and employee performance is getting better, then community satisfaction will also increase, and vice versa.
Kompetensi Sumber Daya Manusia Di Era Transformasi Industri 4.0 Dan Digital 5.0 Untuk Meningkatkan Produktivitas Kerja Karyawan Idham Ikhsan; Enas Enas; Aini Kusniawati
Maeswara : Jurnal Riset Ilmu Manajemen dan Kewirausahaan Vol. 1 No. 5 (2023): OKTOBER : Maeswara
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/maeswara.v1i5.167

Abstract

Competence in carrying out tasks, which are needed by aligning knowledge and expertise by communicating with developments in business and digital technology. as well as Competency training that suits the needs of the company as well as outreach to employees and outreach and training. Tool selling and monitoring the digital base are already aware of and have been executed in the field both in terms of product education and sales of digital products, have been socialized and understand Telkomsel's CSP 2023-2027. The research method that will be used in this research is a qualitative research method with a descriptive approach. The design used in this study is a case study design. The results of the research are 1. HR Competence in the Era of Industri 4.0 and Digital 5.0 Transformation to Increase Employee Work Productivity at PT Telkomsel Se-Priangan Timur, competency or capacity in carrying out tasks, in this case what is needed by aligning knowledge and expertise by communicating with technological developments business and digital. 2. Obstacles in HR Competence in the Era of Industri 4.0 and Digital 5.0 Transformation to Increase Employee Work Productivity At PT Telkomsel Se-Priangan Timur, not all Telkomsel employees already know Digital Culture in their daily work and mastery of existing Technology by the Network Department in New Mastery 5G Technology Network employees, HR who have high creativity are needed in the era of volatility, uncertainty, complexity, ambiguity (VUCA) to make Innovations that support Digital Business.3. Efforts in HR Competence in the Industri 4.0 and Digital 5.0 Transformation Era to Increase Employee Work Productivity at PT Telkomsel Se-Priangan Timur, Digital Culture training in daily work and mastery of existing Technology by the Network Department in Mastering New Technology 5G Network employees, trained HR those who have high creativity are needed in the era of volatility, uncertainty, complexity, ambiguity (VUCA) to make innovations that support Digital Business.
Penerapan Just In Time Dalam Meningkatkan Efektivitas Dan Efisiensi Produksi (Suatu Studi Pada PT Albasi Priangan Lestari Kota Banjar) Idam Wahyudi; Enas Enas; Iwan Setiawan
Lokawati : Jurnal Penelitian Manajemen dan Inovasi Riset Vol. 1 No. 5 (2023): September : Jurnal Penelitian Manajemen dan Inovasi Riset
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/lokawati.v1i5.158

Abstract

This research is focused on the Application of Just In Time in Increasing Production Effectiveness and Efficiency (A Study at PT Albasi Priangan Lestari, Banjar City). The problems encountered in this study include: 1]. How is the application of just in time in increasing the effectiveness and efficiency of production at PT Albasi Priangan Lestari?; 2]. What are the obstacles encountered in implementing just in time at PT Albasi Priangan Lestari?; 3]. What are the solutions to overcome obstacles in implementing just in time at PT Albasi Priangan Lestari?; The purpose of this study: 1]. To find out the application of just in time at PT Albasi Priangan Lestari; 2]. To find out what obstacles are faced in implementing just in time at PT Albasi Priangan Lestari; 3]. To find out how the solution to overcome obstacles in implementing just in time at PT Albasi Priangan Lestari. The method used in this research is descriptive qualitative research method. Meanwhile, to analyze the data obtained used descriptive analysis techniques. The results of the study show that the application of just in time in increasing production effectiveness and efficiency at PT Albasi Priangan Lestari is carried out by: close communication with suppliers. Then Closeness of Communication with Customers. Furthermore, Responsiveness in Information Change. Accuracy of Executing Schedule. As well as the ability to reduce costs. Barriers to implementing just in time to increase production effectiveness and efficiency come from supporting tools for mobilizing materials and goods such as forklifts, dump turcks and losbak, supply of electrical energy and shipping costs. The solution to overcome these obstacles is to equip supporting equipment such as handlifts. Meanwhile, to handle the supply of electricity, the company built two power substations.
Pengaruh Pengukuran Balance Scorecard (BSC) Terhadap Kinerja Pegawai : Studi Pada Pegawai Bank Bjb Cabang Banjar Asri Afriyanti; Enas Enas; Aini Kusniawati
Ebisnis Manajemen Vol. 2 No. 3 (2024): September : Ebisnis Manajemen
Publisher : Fakultas Ekonomi & Bisnis, Universitas Nusa Nipa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59603/ebisman.v2i3.499

Abstract

The aim of this research is to analyze and describe: 1). Implementation of the Balanced Scorecard at Bank Bjb Banjar Branch in the 2nd quarter of 2023; 2) Results of measuring the performance of Bank bjb Banjar Branch employees in the 2nd quarter of 2023; 3) The influence of the Balanced Scorecard measurement on employee performance at Bank Bjb Banjar Branch in the 2nd quarter of 2023. The research method used in preparing this thesis is descriptive with a quantitative approach. The data collection technique was carried out by distributing questionnaires to 52 employees who were the population and sample in this research. The research results show that BSC measurements have a positive and significant effect on employee performance, meaning that the more optimal the BSC measurement results are, the more optimal the employee performance will be.
Pengaruh Kecerdasan Emosional dan Disiplin Kerja Terhadap Kinerja Pegawai Pada Dinas Kesehatan Kota BanjarPengaruh Kecerdasan Emosional dan Disiplin Kerja Terhadap Kinerja Pegawai Pada Dinas Kesehatan Kota Banjar Tri Sulistiani; Enas Enas; Aini Kusniawati
Digital Bisnis: Jurnal Publikasi Ilmu Manajemen dan E-Commerce Vol. 3 No. 2 (2024): Juni : Digital Bisnis : Jurnal Publikasi Ilmu Manajemen dan E-Commerce
Publisher : Universitas 45 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30640/digital.v3i2.2527

Abstract

Banjar City Health Service employees are currently not showing maximum performance independence and proactivity. Employee performance can be influenced by emotional intelligence and work discipline. At the Banjar City Health Service, the social skills indicator (relationship management) shows that emotional intelligence is not yet at an optimal level. Additionally, there is a lack of efficiency in maintaining punctuality and adherence to schedules. The research was conducted using an explanatory survey methodology with a quantitative approach. The data analysis technique used is the Statistical Package for the Social Sciences (SPSS) program, using descriptive and regression analysis. Research findings show that (1) Emotional Intelligence has a good and big influence on employee performance within the Banjar City Health Service. Thus, there is a positive relationship between the level of emotional intelligence and the performance of Banjar City Health Service employees. (2) The level of work discipline has a beneficial and large influence on the performance of employees at the Banjar City Health Service. In other words, the more work discipline increases, the more employee performance will increase. (3) Emotional intelligence and work discipline have a good and big influence on the performance of Banjar City Health Service employees. Therefore, there is a positive relationship between the level of emotional intelligence and work discipline and employee performance at the Banjar City Health Service.
Pengaruh Komunikasi, Kompetensi dan Komitmen Terhadap Kinerja Pegawai di BPKPD Kota Banjar Tini Rubiantini; Enas Enas; Aini Kusniawati
Digital Bisnis: Jurnal Publikasi Ilmu Manajemen dan E-Commerce Vol. 3 No. 2 (2024): Juni : Digital Bisnis : Jurnal Publikasi Ilmu Manajemen dan E-Commerce
Publisher : Universitas 45 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30640/digital.v3i2.2529

Abstract

Less than optimal employee performance can be seen from the inefficient use of time at work. This is because certain employees act not in accordance with established rules, lack initiative and creativity in carrying out their duties, and experience poor collaboration due to inadequate communication. Carried out between superiors, subordinates and co-workers. Apart from that, the performance of employees at BPKPD Banjar City is influenced by (1) less than optimal communication. This is mainly caused by a lack of horizontal communication, which results in employees being unable to effectively coordinate tasks and resolve interpersonal problems between coworkers. Identical within the organization. (2) The competence of the Banjar City BPKPD is less than optimal due to a lack of knowledge caused by the large number of employees with low educational levels. In addition, their skills are limited in keeping up with advances in information technology, thus hampering their ability to fulfill their duties and responsibilities. (3) The level of commitment in the Banjar City BPKPD is currently less than optimal due to the low affective commitment of employees. This can be caused by their lack of participation in organizational development and their tendency to simply fulfill their job responsibilities without showing concern for the end result. The research was conducted using an explanatory quantitative survey methodology. The data analysis technique used is the Statistical Package for the Social Sciences (SPSS) application, using descriptive and regression analysis. Research findings show that (1) Communication has a positive and significant effect on employee performance at BPKPD Banjar City. This means that the better the communication, the higher the performance of employees at BPKPD Banjar City. (2) Competency has a positive and significant effect on employee performance at BPKPD Banjar City. This means that the higher the competency, the higher the performance of employees at BPKPD Banjar City. (3) Commitment has a positive and significant effect on employee performance at BPKPD Banjar City. This means that the higher the commitment, the higher the performance of employees at BPKPD Banjar City. (4) Communication, competence and commitment have a positive and significant effect on employee performance at BPKPD Banjar City. This means that the better the communication, the higher the competence and commitment, the higher the performance of employees at BPKPD Banjar City.
Optimalisasi Manajemen Perubahan Dalam Mewujudkan Pembangunan Zona Integritas Menuju WBK/WBBM: Studi Pada Lapas Kelas IIB Ciamis Asep Deni Wahyudi; Enas Enas; Oyon Saryono
Digital Bisnis: Jurnal Publikasi Ilmu Manajemen dan E-Commerce Vol. 3 No. 2 (2024): Juni : Digital Bisnis : Jurnal Publikasi Ilmu Manajemen dan E-Commerce
Publisher : Universitas 45 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30640/digital.v3i2.2596

Abstract

The failure to realize the development of an Integrity Zone towards WBK/WBBM is due to the lack of systematic and consistent changes in mindset and work culture. This failure is due to the fact that effective work mechanisms have not been formed, the mindset of employees in public services has not been formed, and leaders have not optimally provided influence as role models. Relevant theory as stipulated in Permenpan RB Number 90 of 2021. The research method uses descriptive qualitative research methods. Research results (1) The involvement of all employees is very important because it shows commitment and responsibility in developing the Integrity Zone (2) Asepk of Change Management is collective work and high commitment from employees. (3) Optimizing Change Management, including establishing changes in mindset and work culture, in the leadership change agenda as role models have high optimism. (4) Controlling resistance to change requires strategic efforts to handle it.
Co-Authors Aan Anwar Sihabudin Aan Anwar Sihabudin Ading Rahman Sukmara Agus Andri Setianto Aini Kusniawati Apri Budianto, Apri Ari Budiman Asep Deni Wahyudi Asri Afriyanti Ayu Sri Mardiana Delik Iskandar Dian Rachmawati Prasetyaningrum Dian Sundari Doni Indratno Emilia Pebrianti Eti Rahmawati Faridah Siti Luthfiana Ferey Herman Idam Wahyudi Idham Ikhsan Iing Mulyadi Intan Gatty Nugraha Irma Bastaman Iwan Setiawan Lusy Suciati Marlina Marlina Muthia Dwi Fatma Utami Oyon Saryono Sarah Kartika Sari Tini Rubiantini Tri Sulistiani Yulian Nisa