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All Journal Al Yasini : Jurnal Keislaman, Sosial, hukum dan Pendidikan Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Jurnal Manajemen dan Inovasi (MANOVA) FENOMENA: Journal of Social Science
Thayib, Thayib
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Religion Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Social Sciences

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Urgensi Rekrutmen dan Seleksi Bagi Pelaku Usaha Franchise Fithri, Windy Dwi Zhelsa; Sofiayen, Sofiayen; Thayib, Thayib
Al-Kharaj : Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol 6 No 3 (2024): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Research and Strategic Studies Center (Pusat Riset dan Kajian Strategis) Fakultas Syariah IAI Nasional Laa Roiba

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v6i3.4602

Abstract

Recruitment is an initial organisational activity with the aim of identifying and finding potential employees. After the recruitment process, a selection process is needed which is a process to decide on the right employee from a group of prospective employees obtained through the recruitment process, both internal and external recruitment. The recruitment and selection process is a unity process that cannot be separated. The purpose of this study was to determine the recruitment and selection system used by Frozen Food MSMEs (UD Seleraku) by applying the Franchise method. This research is qualitative research using a case study approach. The research was conducted to understand the subject's actions in responding to the franchise phenomenon. Data were obtained through the interview method and supported by scientific papers relevant to the research conducted. The results of this study are that the employee search process for the recruitment process is carried out peer to peer and there are no certain criteria for someone to become a franchisee at UD Seleraku. UD Seleraku also applies 2 sources of selection, namely internal and external. Keywords: Recruitment; Selection; Franchise; MSMEs
Efektifitas Dakwah Dialogis Melalui Radio Terhadap Pemahaman Agama Masyarakat Jember: The Effectiveness of Dialogical Da'wah through Radio on the Religious Understanding of the Jember Community Thayib, Thayib
Fenomena Vol 1 No 2 (2002): FENOMENA: Journal of the Social Sciences
Publisher : LP2M UIN KH.Achmad Siddiq Jember

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35719/fenomena.v1i2.307

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Analisis Sistem Kompensasi, Kompetensi Emosi, dan Kinerja Penyelesaian Sengketa Pemilu: An Analysis of Compensation Systems, Emotional Competence, and Performance in Electoral Dispute Resolution Thayib, Thayib
Fenomena Vol 4 No 2 (2005): FENOMENA: Journal of the Social Sciences
Publisher : LP2M UIN KH.Achmad Siddiq Jember

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35719/fenomena.v4i2.371

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Rasio Gaji, Fraud, dan Return on Asset Studi Bank Umum Syariah di Indonesia Hendrik, Tri; Nafsah, Zakiyah; Thayib, Thayib
Jurnal Manajemen dan Inovasi (MANOVA) Vol. 6 No. 2 (2023): Juli
Publisher : Management Department, Faculty of Islamic Economics and Business, Universitas Islam Negeri Sunan Ampel Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15642/manova.v6i2.1434

Abstract

Dalam bekerja, sering dikaitkan dengan kompensasi yang didapat dan sudah diatur dalam undang-undang. Sedangkan Islam mengajarkan bekerja adalah aktivitas yang bernilai ibadah. Hukum di Indonesia yang mengatur kompensasi adalah Undang-Undang UU No.11 tahun 2020 tentang Cipta Kerja dan Ketenagakerjaan. Sehingga apabila kompensasi tidak sesuai dengan yang diharapkan akan berpengaruh terhadap kinerja. Karena bisa menimbulkan demotivasi, kekecewaan, kebutuhan terasa tidak tercukupi hingga bisa mengakibatkan tindakan hukum atau fraud. Kinerja dalam penelitian ini adalah Return on Asset (ROA) perusahaan. Dalam penelitian ini menguji hubungan rasio gaji, internal fraud, dan ROA studi kasus pada sembilan Bank Umum Syariah di Indonesia. Penelitian ini dikaitkan dengan teori pengharapan dan teori GONE (Greeds, Opportunities, Needs, Exposures). Metode penelitian ini menggunakan metode kuantitatif asosiatif dengan menggunakan metode ilmiah untuk mengetahui hubungan diantara variabel-variabel yang diuji dalam penelitian. Data yang terkumpul dianalisis menggunakan Software SmartPLS versi 3. Hasil penelitian ini menunjukan rasio gaji tidak berpengaruh terhadap terjadinya internal fraud dan peningkatan ROA. Sedangkan internal fraud tidak berpengaruh terhadap peningkatan ROA.
THE ROLE OF JOB ANALYSIS ON ORGANIZATIONAL CULTURE IN THE PERSPECTIVE OF HUMAN RESOURCE MANAGEMENT AT ARTEE LAW OFFICE: PERAN JOB ANALYSIS TERHADAP BUDAYA ORGANISASI DALAM PERSPEKTIF MANAJEMEN SUMBER DAYA INSANI DI ARTEE LAW OFFICE Uyun, Siti Eniyatul; Najib, Try Ma’rifan; Thayib, Thayib
Al Yasini : Jurnal Keislaman, Sosial, hukum dan Pendidikan Vol 8 No 2 (2023)
Publisher : Konsorsium Dosen Sekolah Tinggi Agama Islam (STAI) Al-Yasini Pasuruan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55102/alyasini.v8i2.5484

Abstract

Job analysis is an important part of human resource management activities. Because one of the things that delivers organizational success is the existence of accurate data about the profile of each position, the type of skills and abilities needed as well as the experience and education required to occupy a position and can create a positive organizational culture. Organizational culture can be defined as a set of systems, values, beliefs, assumptions or norms that have been relatively long in force, agreed upon and followed by all members of the organization As behavioral norms in solving organizational problems. This study aims to determine the role of job analysis on organizational culture in the perspective of human resources at Artee Law Offiice. This research method uses qualitative research methods and the data sources used in this study use primary data sources and secondary data. So that the data collected apart from books, journals, websites are also sourced from the results of interviews conducted by researchers. The results of this study can be concluded by the existence of job analysis which consists of two main parts, namely job description and job specification able to maximize the potential of human resources owned. So that the job analysis is also able to create a positive organizational culture because all parties involved such as lawyers, paralegals and management have their own job descriptions and job specifications.
Co-Authors Fithri, Windy Dwi Zhelsa Hendrik, Tri Najib, Try Ma’rifan Sofiayen, Sofiayen Uyun, Siti Eniyatul ZAKIYAH NAFSAH