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All Journal CEMERLANG :Jurnal Manajemen dan Ekonomi Bisnis Digital Bisnis: Jurnal Publikasi Ilmu Manajemen Dan E-commerce Jurnal bintang 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 Jurnal Manajemen Kreatif dan Inovasi Jurnal Riset dan Inovasi Manajemen
Enas Enas
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Pengaruh Latar Belakang Pendidikan dan Penempatan Pegawai Terhadap Motivasi Kerja: (Studi pada Dinas Pertanian Kabupaten Pangandaran) Iing Mulyadi; Enas Enas
Master Manajemen Vol. 1 No. 2 (2023): Master Manajemen
Publisher : Fakultas Ekonomi & Bisnis, Universitas Nusa Nipa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59603/masman.v1i2.699

Abstract

This study was initiated because of the problem of decreasing employee work motivation. So the purpose of this study is to determine and analyze the effect of educational background on work motivation at the Pangandaran Regency Agriculture Service. To determine and analyze the effect of employee placement on work motivation at the Pangandaran Regency Agriculture Service. To determine and analyze the effect of educational background and employee placement on work motivation at the Pangandaran Regency Agriculture Service. The method used in this study is qualitative descriptive research. Based on the results of the study and discussion, the following conclusions were obtained: Educational background tends to be quite strong, and work motivation tends to be quite strong, so the effect of educational background on work motivation is quite strong. This means that if the educational background is strong enough, work motivation will also increase quite strongly. Employee placement tends to be quite strong, and work motivation tends to be quite strong. The effect of employee placement on work motivation is in the category of quite strong. This means that if employee placement is strong enough, work motivation will also increase quite strongly. Educational background and employee placement have a positive relationship with the work motivation of the Pangandaran Regency Agriculture Service which is quite strong. While the effect of educational background and employee placement on work motivation is in the category of quite strong. This means that there is a fairly strong influence from educational background and employee placement on work motivation
Pengaruh Good Governance Dan Kompetensi Sumber Daya Manusia Terhadap Kinerja Pegawai (Studi pada Dinas Pariwisata Kabupaten Ciamis) Dian Sundari; Enas Enas; Aan Anwar Sihabudin
Jurnal Bintang Manajemen Vol. 1 No. 3 (2023): September : Jurnal Bintang Manajemen
Publisher : Pusat Riset dan Inovasi Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jubima.v1i3.1847

Abstract

Information technology is not followed by an increase in knowledge, skills and work attitudes of employees in carrying out their duties and responsibilities. In addition, employee performance is affected by good governance which is not optimal due to the absence of transparent data in improving staff quality and lack of employee involvement in the decision-making process and the competence of human resources is not optimal because there are still many employees who do not have a high level of education and the rapid development of information technology is not followed by an increase in knowledge, skills and work attitudes of employees in carrying out their duties and responsibilities. The research was conducted using a quantitative explanatory survey method. The data analysis technique used is descriptive statistics, inferential statistical analysis with multiple regression models. The results of the study inform (1) Good governance has a positive and significant effect on employee performance at the Ciamis District Tourism Office. This means that the better the good governance, the higher the performance of employees at the Ciamis Regency Tourism Office. (2) Competence has a positive and significant effect on employee performance at the Ciamis Regency Tourism Office. This means that the higher the competency, the higher the employee performance at the Ciamis Regency Tourism Office. (3) Good governance and competence have a positive and significant effect on employee performance at the Ciamis District Tourism Office. This means that the better the good governance and competence, the higher the employee performance at the Ciamis Regency Tourism Office.
Optimalisasi Manajemen Perubahan dalam Mewujudkan Pembangunan Zona Integritas Menuju Wilayah Bebas Korupsi dan Wilayah Birokrasi Bersih dan Melayani : Studi pada Lapas Kelas IIB Ciamis Asep Deni Wahyudi; Ading Rahman Sukmara; Enas Enas
Jurnal Manajemen Kreatif dan Inovasi Vol. 2 No. 4 (2024): Oktober: Jurnal Manajemen Kreatif dan Inovasi
Publisher : International Forum of Researchers and Lecturers

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59581/jmki-widyakarya.v2i4.4668

Abstract

Failure in Realizing the Development of the Integrity Zone Towards WBK/WBBM is due to the failure to develop a systematic and consistent change in mindset and work culture. This failure is due to the failure to form an effective work mechanism, the failure to form a mindset of employees in public services, and leaders who have not optimally provided influence as role models. Releasable theories as stipulated in Permenpan RB Number 90 of 2021. The research method uses qualitative descriptive research methods. The results of the study (1) The involvement of all employees is very important because it shows commitment and responsibility in developing the Integrity Zone (2) The aspect of Change Management is collective work and high commitment from employees. (3) Optimization of Change Management includes developing changes in mindset and work culture, in the agenda of change, leadership as a role model has high optimism. (4) Controlling resistance to change requires strategic efforts in handling it.
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 : International Forum of Researchers and Lecturers

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.
Perbandingan Pola Jamkesmas dan JKN dalam Pelayanan Kesehatan Masyarakat: Studi pada Puskesmas Se-Kabupaten Pangandaran Dede Ahmad Saefulloh; Enas Enas
Jurnal Riset dan Inovasi Manajemen Vol. 2 No. 2 (2024): Mei: Jurnal Riset dan Inovasi Manajemen
Publisher : International Forum of Researchers and Lecturers

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59581/jrim-widyakarya.v2i2.4613

Abstract

This research is motivated by several problems that: There are several things that have been identified in relation to the implementation of the national health insurance policy on public health services, such as: In supporting the success of health services and reducing health costs for the community, the government in collaboration with PT. Health Insurance holds a Community Health Insurance (Jamkesmas) program. Social Health Insurance services include first-level outpatient care, advanced outpatient care, inpatient care, drug services, childbirth, advanced diagnostic support services, medical equipment and supplement services, operative and non-operative medical procedures, medical rehabilitation services, intensive care Intensive Care Unit (ICU), hemodialysis (dialysis), and emergency services. The method used is a qualitative descriptive method. The results of the study show that: Based on the results of the analysis, it is known that in the service process, both the Jamkesmas pattern and the JKN pattern, are carried out in accordance with the service procedures, namely: self-esteem, meeting expectations (exceed expectations), improvement and rediscovery, forward-looking (vision), continuous improvement (improving), full attention (care, empathy), finally always holding empowerment (empowerment). The obstacles faced by employees in implementing the Jamkesmas and JKN patterns in public health services in Pangandaran Regency are: (1) access to health center services is still limited to certain diseases; (2) the availability of expert personnel is still minimal, (3) the availability of nurses is still limited; (4) the availability of other professional personnel such as pharmacists is still lacking; (5) inpatient facilities are still lacking and so on, which results in less than optimal service. Efforts made by employees in overcoming obstacles when implementing the Jamkesmas and JKN patterns in public health services in Pangandaran Regency are (1) improving access to health center services; (2) adding expert personnel, (3) adding nurses; (4) adding professional personnel; (5) improving inpatient facilities.
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 Dede Ahmad Saefulloh 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