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All Journal Wacana, Jurnal Sosial dan Humaniora PROFIT : Jurnal Administrasi Bisnis JISIP: Jurnal Ilmu Sosial dan Pendidikan Jurnal Sekretari Universitas Pamulang East Asian Journal of Multidisciplinary Research (EAJMR) Formosa Journal of Science and Technology (FJST) Formosa Journal of Sustainable Research (FJSR)
Noerman, Teuku
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Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Social Sciences

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Navigating Government Information System Efficacy: Insights from Human Resource Information System Implementation Noerman, Teuku; Sandy Yuliaji, Eliana; Riana, Nia
Profit: Jurnal Adminsitrasi Bisnis Vol. 19 No. 1 (2025): Profit: Jurnal Administrasi Bisnis
Publisher : FIA UB

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.profit.2025.019.01.4

Abstract

This investigation delved into the effectiveness of the Human Resource Information Systems (HRIS) in enhancing Information Quality, System Quality, System Utilization, User Satisfaction, and Employee Performance. Employing a survey with a Likert rating approach among 138 respondents from the Directorate General of Legislation, the study used Partial Least Squares Structural Equation Modeling (PLS-SEM) via SmartPLS software version 3.2.8 for data analysis. The findings demonstrate that HRIS significantly bolsters system usage and user satisfaction, improving employee performance, particularly during the digital transformation necessitated by the COVID-19 pandemic. Digital-centric work system modification as the success of human resource management in adopting digital transformation, guided by HRIS steps to form a theoretical structure designed to ensure whether organizational performance can reach its potential after conversion to a digital system. This study depicted that workforce efficiency was attainable alongside alterations in human resource management through the digital shift of work operations, as denoted by HRIS benchmarks. An efficient digital work system could augment employee workflows, thereby enhancing satisfaction among system users, which might influence employee performance tiers. The insights from this study are anticipated to bolster subsequent inquiries and foster development in the field.
The Influence of Transactional Leadership, Communication, and Workload on Job Satisfaction which Impacts Turnover Intention (Study on Mekaar Account Officers at PT Permodalan Nasional Madani, Kendari Branch) Moeldayanti, Dian; Noerman, Teuku
Formosa Journal of Sustainable Research Vol. 3 No. 12 (2024): December 2024
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/fjsr.v3i12.12668

Abstract

The problem of employee turnover is very important and must be identified so that companies can reduce turnover rates and minimize the impacts caused by turnover itself. The purpose of this study was to analyze how transactional leadership style, communication, and workload impact employee job satisfaction which causes turnover intention of Mekaar employees in the Kendari Branch. The research method was carried out quantitatively using the survey method. Through a questionnaire, data was obtained which was distributed to 151 Account Officers of Mekaar, Kendari Branch. The non-probability sampling method was used to select respondents. SmartPLS software was used in this study to analyze data using the SEM (Structural Equation Modeling) method. The results of this study were to determine the results of the analysis of the direct and indirect influences. While the job satisfaction variable on turnover intention had a positive and insignificant impact. The indirect influence through job satisfaction on transactional leadership and communication variables had a positive and insignificant effect, but the workload variable on turnover intention mediated by job satisfaction had a negative and insignificant effect
The Influence of Job Satisfaction and Organizational Commitment on Organizational Citizenship Behavior (OCB) And Its Impact on Employee Performance Saraswati, Wahyulia; Yulianto, Edy; Noerman, Teuku
Wacana Journal of Social and Humanity Studies Vol. 27 No. 4 (2024)
Publisher : Sekolah Pascasarjana Universitas Brawijaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.wacana.2024.027.04.01

Abstract

This correlational research will be carried out on employees at the Secretariat General of the Ministry of Religion. The study should determine the influence between job satisfaction, organizational commitment, OCB, and employee performance. This study employed explanatory research and used a simple random sampling method. The population of this study consisted of employees at the Secretariat General of the Ministry of Religion, with certain criteria, totaling 386 people. The sample used was 197. The analysis method used was SEM-PLS, which employed both outer and inner model analysis. Data testing will be carried out using the Smart PLS software version 3. The final findings from research on job satisfaction factors and organizational commitment to organizational citizenship behavior and their impact on employee performance show five direct and two significant indirect influence channels in shaping job satisfaction—and organizational commitment to OCB so that it can impact employee performance.Keywords: employee performance, organizational behavior, OCB
The Influence of Training and Development on Employee Work Productivity through Competence as an Intervening Variable (Study of Bank BNI Employees at RM Level DKI Jakarta) Purwantiningsih, Susy; Noerman, Teuku
East Asian Journal of Multidisciplinary Research Vol. 3 No. 5 (2024): May 2024
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/eajmr.v3i5.9096

Abstract

This research aims to test the research model to obtain results from the influence of training and development on work productivity through the intervening medium of the competency variable. Respondent data will be used from the results of a questionnaire distributed to BNI Relationship Manager (RM) employees located in Jakarta which was conducted online using Google Drive to 113 employees. In this research, researchers carried out five hypothesis tests based on variable indicators that had been arranged using SEM PLS (partial least square) analysis and supported by the smart PLS method. This testing includes the outer model, the inner model, and hypothesis testing. Researchers hope that this research can have theoretical implications in subsequent research. The implications of this research can also be used as input for companies to design training programs that can have an impact on increasing employee competency and work productivity.
Strategy for Successful Use of the Directorate General of Taxes Portal Application on Performance of Account Representative at the Tax Service Office in South Jakarta Area I Khaerani, Fitri; Noerman, Teuku
JISIP: Jurnal Ilmu Sosial dan Pendidikan Vol 9, No 4 (2025): JISIP (Jurnal Ilmu Sosial dan Pendidikan) (November)
Publisher : Lembaga Penelitian dan Pendidikan (LPP) Mandala

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58258/jisip.v9i4.9308

Abstract

This study aims to analyze the success strategy of using the Directorate General of Taxes (DGT) portal application on the performance of Account Representatives (AR) at the South Jakarta I Regional Tax Office (KPP) using the Delone and McLean Model approach (1992 & 2003). In the era of digitalization of tax administration, the use of DGT applications is a major factor in increasing the effectiveness of AR services and productivity. The estimation method used is Structural Equation Modeling (SEM) to test the relationship between the variables of System Quality (X1) and Information Quality (X2) as independent variables, User Satisfaction (Y1) as a moderating variable, and User Performance (Y2) as a dependent variable. The sampling method used is a saturated sample, with a total of 221 respondents, consisting of Account Representatives at the South Jakarta I Regional Tax Office. Data collection was carried out through a questionnaire-based survey, which was then analyzed using SEM to identify the direct and indirect effects of system quality and information quality on AR performance, with user satisfaction as a moderating factor. The results of the study indicate that system quality and information quality contribute significantly to improved AR performance, both directly and through increased user satisfaction. The Delone and McLean model confirms that a more efficient digital tax system and accurate information play a crucial role in improving Account Representative task effectiveness and taxpayer satisfaction. These findings provide strategic implications for the Directorate General of Taxes in designing policies for digitizing tax services and enhancing human resource capacity in the tax administration sector.
ANALISIS MANAJEMEN TALENTA KANDIDAT KEY POSITION TEAM LEADER MENGGUNAKAN METODE HUMAN ASSET VALUES MATRIX (STUDI PADA KARYAWAN PERUSAHAAN PELATIHAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA DI JAKARTA SELATAN) Rahmayanti, Rahmayanti; Sewaka, Sewaka; Anggraini, Katry; Noerman, Teuku
Jurnal Sekretari Universitas Pamulang Vol. 10 No. 2 (2023): JURNAL SEKRETARI
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/skr.v10i2.31503

Abstract

ABSTRAK Manajemen Sumber Daya Manusia merupakan suatu proses perencanaan, pengorganisasian, pengarahan, dan pengendalian dalam hal pengadaan, pengembangan, kompensasi, penyatuan, pemeliharaan, dan pemisahaan sumber daya manusia menuju tujuan akhir dari suatu organisasi dan masyarakan yang ingin dicapai. Dalam hal ini, sumber daya manusia adalah suatu aset yang harus dikembangkan dan dapat berkontribusi bagi pencapaian tujuan perusahaan atau organisasi. Sumber daya manusia tersebut harus dapat dikelola secara professional agar dapat meningkatkan daya saing. Manajemen talenta adalah suatu proses dalam mengelola talenta dalam organisasi secara efektif, cara perencanaan dan pengembangan suksesi di organisasi atau perusahaan, melakukan pengembangan diri karyawan secara maksimum dan pemanfaatan bakat sumber daya manusia secara optimal. Manajemen talenta yang dilakukan di Perusahaan Pelatihan Dan Pengembangan Sumber Daya Manusia di Jakarta Selatan yaitu menggunakan metode Human Asset value (HAV) dengan cara menyusun pemetaan karyawan berdasarkan pada kinerja (performance) dan potensi (potential). Penilaian kinerja diperoleh dari hasil yang dicapai karyawan pada bidang yang menjadi tanggung jawab dan kompetensi yang dipersyaratkan bagi keberhasilan pekerjaan dan organisasi, sedangkan potensi diperoleh dengan dilakukannya assessment. Hasil pemetaan tersebut dengan menggunakan Human asset value matrix akan menghasilkan lima tipe karyawan dengan perencanaan pengembangan individu (individual development plan) yang spesifik untuk setiap indvidu, antara lain: Star, Star candidate, Carrier Person, Problem Employee, dan Deadwood. Melalui pemetaan ini, manajemen sumber daya manusia akan berjalan efektif dan rencana pogram pengembangannya akan lebih terarah sehingga memudagkan perusahaan dalam menciptakan dan mempertahankan keunggulan organisasi melalui upaya proaktif mengidentifikasi dan menempatkan talent-talent yang ada (SDM yang berkualitas) pada posisi-posisi kunci di organisasi. Kata-kata Kunci: manajemen talenta, talent pool, sumber daya manusia, human asset value matrix   TALENT MANAGEMENT ANALYSIS OF KEY POSITION TEAM LEADER CANDIDATES USING THE HUMAN ASSET VALUES MATRIX METHOD(STUDY ON EMPLOYEES OF TRAINING AND HUMAN RESOURCES DEVELOPMENT COMPANIES IN SOUTH JAKARTA) ABSTRACT Human Resource Management is a process of planning, organizing, directing, and controlling in terms of procurement, development, compensation, integration, maintenance, and separation of human resources towards the ultimate goal of an organization and society to be achieved. In this case, human resources are an asset that must be developed and can contribute to the achievement of company or organizational goals. These human resources must be able to be managed professionally in order to increase competitiveness. Talent management is a process of managing talent in an organization effectively, a way of planning and developing succession in an organization or company, carrying out maximum self-development of employees and optimal utilization of human resource talent. Talent management is carried out at the Human Resource Training and Development Company in South Jakarta, namely using the Human Asset value (HAV) method by compiling employee mapping based on performance (performance) and potential (potential). Performance appraisal is obtained from the results achieved by employees in the areas of responsibility and competencies required for the success of work and organization, while potential is obtained by carrying out assessments. The results of this mapping using the Human asset value matrix will produce five types of employees with specific individual development plans for each individual, including: Star, Star candidate, Carrier Person, Problem Employee, and Deadwood. Through this mapping, human resource management will run effectively and the development program plans will be more focused so as to make it easier for companies to create and maintain organizational excellence through proactive efforts to identify and place existing talents (quality human resources) in key positions in the organization. . Keywords: talent management, talent pool, human resources, human asset value matrix
The Influence of Leadership Style and Competency on Employee Performance with Motivation as an Intervening Variable in Suku Dinas Pendidikan Jakarta Utara II Riyanti, Mita; Noerman, Teuku
Formosa Journal of Science and Technology Vol. 3 No. 7 (2024): July 2024
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/fjst.v3i7.10308

Abstract

The success or failure of an agency in achieving its goals can depend on the leadership style, competence, and motivation of employees at taking out the performance. The author researcher that this goal is to find out the influence of Leadership Style and also Competency variables on Employee Performance with Motivation that stated as Intervening Variables in the North Jakarta Education Office II Department. The method in this study used a questionnaire analyzer using SmartPls4. The results here that including 202 employees as subjects, a program that 1) there’s no positive and significant impact Ong the Leadership Style the Employee Performance, 2) there’s a significant positive impact among the Competency on Employee Performance, 3) a significant positive impact among Leadership Style on motivation, 4) a significant and positive impact among competence to the motivation, 5) a significant and positive impact among motivation to the employee performance, 6) a significant and positive impact among Leadership Style to the motivation, a significant and positive impact among competence to the Employee Performance by motivation.
The Effect of Person Organization Fit and Competence on Employee Performance with Work-Life Balance as an Intervening Variable in Logistics Companies in Jakarta Jessciha, R.A Jelitha; Noerman, Teuku
Formosa Journal of Science and Technology Vol. 3 No. 8 (2024): August 2024
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/fjst.v3i8.10769

Abstract

This study aims to test the research model which is expected to obtain results from the influence of Person Organization Fit and Competency on Work-Life Balance and its impact on Employee Performance. Respondent data will use the results of the distribution of questionnaires to employees of Logistics Companies in Jakarta online through the Google Drive platform to 81 employees. In this study, 5 tests were carried out on the hypothesis based on variable indicators prepared using SEM PLS (Partial Least Square) analysis using the smartPLS method. This test consists of an outer model, an inner model, and a Hypothesis test. The results of the study show that person organization fit and competence have a positive and significant effect on work-life balance. Work-life balance also has a positive and significant effect on employee performance. However, person organization fit has a positive but not significant effect on employee performance, while competence has a positive and significant effect on employee performance. In addition, there is no indirect influence of person organization fit and competence on employee performance through work life. This study emphasizes the importance of person organization fit and competence in improving work-life balance and employee performance, although the role of intervening work-life balance in these relationships is not proven.
Co-Authors Edy Yulianto Jessciha, R.A Jelitha Katry Anggraini Khaerani, Fitri Moeldayanti, Dian Purwantiningsih, Susy Rahmayanti Rahmayanti Riana, Nia Riyanti, Mita Sandy Yuliaji, Eliana Saraswati, Wahyulia Sewaka, Sewaka