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All Journal Journal Of Management Science (JMAS) RESLAJ: RELIGION EDUCATION SOCIAL LAA ROIBA JOURNAL
Kusuma, Muhammad Eko Abrian
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Religion Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Social Sciences

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The Effect Of Recruitment On Employee Performance With Selection As A Moderating Variable Desri, Syuryatman; Sirait, Evi; Wibowo, Teguh Setiawan; Kusuma, Muhammad Eko Abrian; Ahmadun, Ahmadun
Reslaj : Religion Education Social Laa Roiba Journal Vol 6 No 3 (2024): Reslaj: Religion Education Social Laa Roiba Journal
Publisher : LPPM Institut Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/reslaj.v6i3.6195

Abstract

ABSTRACT. Good recruitment carried out by a research company is believed to improve company performance because the human resources produced are not haphazard/high quality, are used to not being influenced by the habits of Collusion, Corruption and Nepotism, are educated, and have high integrity. Of course, this must be supported by good selection and must be implemented by a company so that employee performance can be achieved more easily. This research is quantitative research with an explanatory approach. The data in this research was distributed using an online questionnaire method to employees and a number of HRD PT. As many as 200 employees and 100 HRD are spread across Indonesia, all of which contain statements of agree, strongly agree, disagree, strongly disagree and indifferent. This data can also be called primary data. The result in this research show show a positive relationship and a significant influence on employee performance with a value of 0.031 which is smaller than the significance level of 0.05. Thus the first hypothesis and the researcher's first belief are accepted and can be proven. Not too different from the statement above, if a good recruitment process is accompanied by good results, high employee integrity, employee professionalism and the quality of human resources which will ultimately have an impact on employee performance will be easier to obtain. This can be proven by the results of the third table of Path Coefficients in this research which shows a positive relationship and a more significant influence on employee performance because the P-Values value is positive and has a more significant influence, namely 0.000, which is more significant than the direct test of 0.031. Thus the second hypothesis and second belief in this research can be accepted. Keywords: Recruitment, Employee Performance, Selection
The influence of workforce agility and perceived organizational support on adaptive performance at public organizations manpower sector Kusuma, Muhammad Eko Abrian; Wardoyo, Bambang; Nurliawaty, Nita
Junal Ilmu Manajemen Vol 8 No 4 (2025): October: Management Science and Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/jmas.v8i4.719

Abstract

Adaptive performance is crucial for boosting the performance of public organizations. The Ministry of Manpower (Kemnaker), as the leading public organization responsible for the employment sector, needs to improve organizational governance and human resource adaptability to address the challenges of current environmental changes. This study aims to determine the role of workforce agility and perceived organization support on adaptive performance at public sector organizations in the manpower sector. The research method used was quantitative, with data collection through a survey. The population in this study was all civil servants (ASN) in the Ministry of Manpower of the Republic of Indonesia, using a purposive sampling technique, involving 93 respondents. Data analysis used IBM SPSS 25 software. The results of the regression analysis show that simultaneously, workforce agility and perceived organizational support have a significant effect on adaptive performance, with the calculated F value > F table and significance < 0.05. Partially, workforce agility (p = 0.000) has a significant effect on adaptive performance, while perceived organizational support (p = 0.069) does not show a direct significant effect. These findings indicate that employee work agility is a key factor in encouraging adaptability in manpower public organizations.
Co-Authors Ahmadun, Ahmadun Bambang Wardoyo, Bambang Desri, Syuryatman Nurliawaty, Nita Sirait, Evi Wibowo, Teguh Setiawan