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All Journal Jurnal Teknik Industri Terintegrasi (JUTIN) Jurnal Pengabdian Harapan Bangsa
Hadidjija, Kusno
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Aerospace Engineering Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Industrial & Manufacturing Engineering Mathematics Mechanical Engineering

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Penerapan 5R Di Lingkungan Kerja Fakultas Teknologi Dan Sains Dalam Rangka Peningkatan Etos Kerja Riawan P, M. Hengki; Hadidjija, Kusno
Jurnal Pengabdian Harapan Bangsa Vol. 1 No. 3: September 2023
Publisher : PT. Bangun Harapan Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56854/jphb.v1i3.115

Abstract

5R (Ringkas, Rapi, Resik, Rawat, Rajin) merupakan budaya organisasi tentang bagaimana individu dalam organisasi tersebut memperlakukan tempat kerjanya secara benar yang diadopsi dari istilah Jepang yang sering disebut 5S (Seiri, Seiton, Seiso, Seiketsu, Shitsuke). Dengan menerapkan 5R, diharapkan meningkatkan efisiensi dan kualitas ditempat kerja dengan mengelola tempat kerja yang baik dan berkelanjutan. Selain itu alasan penerapan 5R, tempat kerja akan terlihat lebih bersih dan nyaman untuk dipandang. Hasil yang enak dipandang mata, akan memberikan motivasi tersendiri bagi anggota organisasi. Beberapa masalah yang sering dihadapi oleh institusi adalah adanya mental karyawan yang tidak sinergi. Pegawai dengan mental kurangnya motivasi, kurang terampil, kurang loyal, kurang menghargai waktu, kurang disiplin, sering mangkir, berkerja asal-asalan, suka mengeluh, akan mengganggu perkembangan dan berjalannya institusi. Sehingga dibutuhkan budaya dan perilaku yang unggul untuk berpikir dan bertindak menghasilkan yang terbaik, berorientasi masa depan, adaptif terhadap perubahan, bergairah menjadi pionir dan tetap menjaga kebersamaan. Implementasi 5R melalui beberapa tahap yaitu tahap perencanaan, tahap pengenalan 5R , tahap pemilahan (Resik), tahap penataan (Rapi), tahap pembersihan (Resik), tahap pemantapan (Rawat) dan tahap pembiasaan (Rajin). Untuk mengetahui efektifitas Implementasi 5R ini dilakukan sampling kerja untuk mengukur utilitas kerja sebelum dan sesudah Implementasi 5R. Selain itu salah satu tujuan dari Implementasi 5R adalah untuk merubah budaya kerja karyawan kearah yang lebih baik maka dilakukanlah penelitian kualitatif perubahan sikap dan perilaku hasil implementasi 5R kearah yang lebih baik dengan menetapkan indikator-indikator perubahan untuk menentukan persepsi positif (terjadi perubahan sikap dan perilaku karyawan kearah yang lebih baik) dan persepsi negatif (tidak terjadi perubahan sikap dan perilaku kearah yang lebih baik). Dari hasil Penelitian diharapkan bahwa Implementasi 5R dapat membawa persepsi positif yang berarti terjadi pergeseran budaya kerja kearah yang lebih baik. Sehingga implementasi 5R ini perlu adanya kesinambungan agar dapat bertahan dan memberi hasil yang lebih baik lagi.
Strategi peningkatan penjualan sparepart dengan mengintegritaskan analisis SWOT dan metode AHP pada CV. Jaya Maju Perkasa Imanuddin, Rahmat; Hadidjija, Kusno; Utomo, Eko Budi; Putra, Muhammad Hengki Riawan
Jurnal Teknik Industri Terintegrasi (JUTIN) Vol. 7 No. 4 (2024): October
Publisher : LPPM Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/jutin.v7i4.33962

Abstract

Human resources are one of the resources in the form of humans based on energy or thoughts that are used to develop a better company in the future. If the human resources used are less skilled or less good, it will greatly affect the products or work results provided. This is felt by a manufacturing company in the furniture sector, namely PT. Omega Mas. In order to understand the level of employee performance produced, PT. Omega Mas needs to conduct an employee performance assessment. In this employee performance assessment, the rating scale method with AHP is used. While in collecting data using questionnaires and brainstorming. The results obtained were that there were 5 employee performance assessment criteria with each criterion having 3 sub-criteria. These criteria are self-maturity, work attitude, cooperation, discipline, and Work Results. In the weight of employee performance assessment, the dominant one is Work Quantity with a weight value of 0.311. In the performance results, there were 6 employees who had very good scores, 47 employees had good scores, and 80 other employees had sufficient scores.
Penerapan metode rating scale dengan pendekatan Analytical Hierarchy Process (AHP) pada penilaian kinerja karyawan PT. Omega Mas Aryaseta, Aziz Wisnu; Hadidjija, Kusno; Utomo, Eko Budi; Putra, Muhammad Hengki Riawan
Jurnal Teknik Industri Terintegrasi (JUTIN) Vol. 7 No. 4 (2024): October
Publisher : LPPM Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/jutin.v7i4.36682

Abstract

This study evaluates the employee performance of PT. Omega Mas using the AHP method and rating scale. Conducted from December 2023 to February 2024, it involved 133 employees from 14 departments. The criteria included maturity, work attitude, teamwork, discipline, and work results. The results showed that "work results" had the highest weight (0.51), with "quantitative work" as the primary sub-criterion. From the performance assessment, 6 employees were categorized as "very good," 47 as "good," and 80 as "sufficient." The conclusion is that this evaluation helps the company improve its human resources quality and competitiveness in the market.
Analisis Tingkat Kesadaran 5R dan Tingkat Bahaya Lingkungan Terhadap Kinerja Karyawan Mauludia, Putri; Putra, M Hengki Riawan; Utomo, Eko Budi; Hadidjija, Kusno
Jurnal Teknik Industri Terintegrasi (JUTIN) Vol. 9 No. 1 (2026): January
Publisher : LPPM Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/jutin.v9i1.54482

Abstract

This study aims to analyze the influence of 5S awareness and environmental hazard levels on employee performance in a manufacturing company. Implementing the 5S concept is crucial for creating a clean, orderly, and efficient environmental hazard level, while controlling environmental hazard levels aims to minimize the risk of accidents and occupational diseases. The research method used was a quantitative approach, with data collected through questionnaires distributed to 100 employee respondents. Data analysis was conducted using multiple linear regression to determine the relationship and influence of the independent variables on the dependent variable. The results showed that 5S awareness had a positive and significant effect on employee performance, while environmental hazard levels had a negative and significant effect. These findings indicate that higher 5S awareness and lower environmental hazard levels tend to improve employee performance. Companies need to increase 5S socialization and training and strengthen occupational safety systems to create a productive and safe environmental hazard level.
Co-Authors Aryaseta, Aziz Wisnu Imanuddin, Rahmat Mauludia, Putri Putra, M Hengki Riawan Putra, Muhammad Hengki Riawan Riawan P, M. Hengki Utomo, Eko Budi