Garuda - Garba Rujukan Digital

HRM Strategies for Managing Generation Z Talent: Understanding Workplace Needs and Motivations Guslina, Indri; Mardiana, Rita; Adha, Adrian; Juhari, Ahmad; Giharjo
Journal of Business and Management Inaba Vol. 4 No. 1 (2025): Volume 4 Number 1, June 2025
Publisher : Universitas Indonesia Membangun (Inaba)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56956/jbmi.v4i1.414

The purpose of this study is to examine the challenges and talent management strategies in managing Generation Z in the workplace. Generation Z, as digital natives, brings significant changes that demand the adaptation of an integrated Human Resource (HR) strategy. The method used is qualitative with a literature review approach, which collects data from various scientific journals, books, and research reports. The results of the study show that companies face challenges in three main aspects: attracting, employing, and retaining Generation Z. In terms of attracting, the challenges are building a strong company image and positive reputation, as well as creating an efficient and digital recruitment process. In terms of employing, the challenges are conducting holistic skill assessments (covering both soft skills and hard skills), implementing an effective and engaging onboarding process, and managing Generation Z's expectations realistically. Meanwhile, to retain Generation Z, companies must address the high turnover rate by providing a positive work environment, clear career development opportunities, and competitive compensation and benefit packages. By implementing these strategies, companies can not only maximize the potential of Generation Z but also be better prepared to face the challenges and opportunities of an increasingly digital future of work.

The Art of managing Human Resources as a Human Resource Development Strategy to Increase PT Bhinneka Tekno Sejati Employees’ Creativity Guslina, Indri
Eduvest - Journal of Universal Studies Vol. 3 No. 9 (2023): Journal Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v3i9.906

The study aims to analyze the art of managing Human Resources (HR) as an HR development strategy that can increase employee creativity at PT Bhinneka Tekno Sejati. In the face of the digital era and rapid change, effective and efficient HR management is the key to the company's success. The method used in this study is a qualitative study with data collection techniques through interviews, observations, and documentation studies. The results showed Management by Objective (MBO) improved work performance by directing behavior. These models tend to be fair because standards are expressed in relatively objective terms. This model is also fast, practical, inexpensive, and motivates workers by giving them the opportunity to cooperatively set their own goalsIn the context of PT Bhinneka Tekno Sejati, the art of managing HR has succeeded in increasing employee creativity. This can be seen from the improvement in the quality of products and services, as well as increased customer satisfaction. Therefore, companies need to continue to develop effective and efficient HR management strategies to face future challenges and opportunities.

Peran Inisiator Mengelola Sampah Melalui Budidaya Maggot Untuk Perubahan Sosial Dan Pemberdayaan Masyarakat Di Kelurahan Sukasari Indri Guslina; Rizki Putra Pratama; Naswa Halimatusadiah
urn:multiple://2988-7828multiple.v3i110
Publisher : Institute of Educational, Research, and Community Service

Show Abstract | Download Original | Original Source | Check in Google Scholar

Penelitian ini dilatarbelakangi oleh meningkatnya volume sampah organik di Kelurahan Sukasari yang menimbulkan permasalahan lingkungan dan sosial ekonomi, seperti pencemaran, bau tidak sedap, serta rendahnya kesadaran masyarakat dalam pengelolaan sampah berkelanjutan. Kondisi tersebut mendorong perlunya inovasi berbasis pemberdayaan masyarakat untuk mengatasi permasalahan tersebut. Tujuan penelitian ini adalah menganalisis peran inisiator dalam mengelola sampah organik melalui budidaya maggot Black Soldier Fly (BSF) sebagai strategi perubahan sosial dan penguatan ekonomi masyarakat lokal. Penelitian ini menggunakan pendekatan deskriptif kualitatif dengan teknik pengumpulan data melalui observasi lapangan, wawancara mendalam, dan dokumentasi selama pelaksanaan program Kuliah Kerja Nyata (KKN) STIM Budi Bakti. Analisis data dilakukan melalui tahapan reduksi data, penyajian data, dan penarikan kesimpulan untuk memperoleh gambaran komprehensif mengenai peran inisiator dan dampak sosial ekonomi program. Hasil penelitian menunjukkan bahwa budidaya maggot mampu mengurangi lebih dari 60% sampah organik rumah tangga dan menghasilkan produk bernilai ekonomi seperti pakan ternak berprotein tinggi serta pupuk organik cair. Dari aspek sosial, inisiator berperan aktif dalam meningkatkan kesadaran masyarakat tentang pemilahan sampah dan membangun partisipasi warga melalui pelatihan budidaya maggot. Sementara dari aspek ekonomi, program ini membuka peluang usaha ramah lingkungan yang mendukung penerapan ekonomi sirkular. Kesimpulannya, peran inisiator sangat krusial dalam menciptakan perubahan sosial, memperkuat pemberdayaan masyarakat, dan mendorong keberlanjutan pengelolaan sampah berbasis komunitas.

Factors That Influence Teacher Job Satisfaction At The Nurrahman Hakim Araha Foundation Indri Guslina; Alvi Nurlaili Rahmah; Giharjo Giharjo
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 1 (2025): JIMKES Edisi Januari 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i1.2928

This study intends to analyze the following: 1) The Nurrahman Hakim araha Foundation's Work Environment Effect on Teacher Job Satisfaction; 2) The Nurrahman Hakim araha Foundation's Motivation Effect on Teacher Job Satisfaction; 3) The Nurrahman Hakim araha Foundation's Organizational Culture Effect on Teacher Job Satisfaction; and 4) The Nurrahman Hakim araha Foundation's Work Environment, Motivation, and Organizational Culture Together Effect on Teacher Job Satisfaction. Research of this kind is quantitative in nature. Forty teachers from the Nurrahman Hakim Araha Foundation made up the study's sample. In this study, a questionnaire was employed as the data gathering method. methods for analyzing data that make use of multiple and simple linear regression. There is a known 83.6% influence from the Work Environment Research results on Job Satisfaction. According to research findings, motivation has an 82% influence on job satisfaction. According to research findings, organizational culture has an 85% influence on job satisfaction. Meanwhile, the Nurrahman Hakim Araha Foundation's research on the effects of work environment, motivation, and organizational culture on teacher job satisfaction has found that these factors have an 88.3% influence. This study demonstrates how the Nurrahman Hakim Araha Foundation's teacher job satisfaction is impacted by the work environment, motivation, and organizational culture.

The Influence of Work Environment and Compensation on Employee Job Satisfaction at Al Syukro Universal Ciputat Indri Guslina; Syamsudin Syamsudin; Kushardanta Susilabudi
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 2 (2025): JIMKES Edisi Maret 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i2.2930

This study aims to determine how much influence the work environment and compensation have on employee job satisfaction at Al Syukro Universal Islamic College Ciputat. This study was conducted at Al Syukro Universal Ciputat. This study uses a quantitative approach. The sampling technique, namely the random sampling method in this study is a technique for determining samples from the population carried out randomly without considering the strata in the population. The data collection technique uses observation in the form of a questionnaire. The data processing techniques used in this study are validity tests, reliability tests, multiple linear regression tests, determination coefficients, and simultaneous tests. The variables of the work environment (X1), compensation (X2), job satisfaction (Y), the results of the validity test have a CITC value greater than 0.30. The results of the study are a significant level of P-value (0.000) <0.05, which means that there is an influence between the work environment and job satisfaction, which is 61.2%. Meanwhile, compensation for job satisfaction also has an influence of 46.5%, which means that there is an influence between the work environment and compensation, namely 66.8%, while the remaining 33.2% is influenced by other variables that were not examined in this study.

Peningkatan Merek dan Daya Saing UMKM Melalui Lokakarya Pemberdayaan di Desa Sukasari Indri Guslina; Iqbal Iqbal; Feby Ariyani; Asep Hendriana; Endah Nurhayati; Rizki Putra Pratama; Naswa Halimatusadiah; Adya Az Zahrawaani; Ramadhani Nur Fitrianingrum; Rahel Rahima Anwar; Galang Syawaludin; M. Adhira Fahrezi
Jurnal Abdimas Indonesia Vol. 5 No. 4 (2025)
Publisher : Perkumpulan Dosen Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34697/jai.v5i4.2103

Kegiatan pengabdian kepada masyarakat ini bertujuan untuk meningkatkan kapasitas usaha mikro, kecil, dan menengah (UMKM) di Desa Sukasari melalui penguatan merek (branding). Sebagian besar pelaku UMKM di desa ini menghadapi tantangan dalam memperkenalkan produk mereka kepada pasar yang lebih luas karena kurangnya pemahaman tentang strategi pemasaran dan branding yang efektif. Untuk mengatasi masalah ini, tim pengabdian melaksanakan lokakarya dan pendampingan intensif selama tiga bulan, yang berfokus pada Lokakarya teoretis dan praktik. Metode pengabdian yang digunakan adalah pendekatan partisipatif, di mana para pelaku UMKM dilibatkan secara aktif dalam setiap sesi Lokakarya. Tahap awal mencakup analisis kebutuhan untuk mengidentifikasi tantangan spesifik yang dihadapi oleh UMKM. Selanjutnya, lokakarya difokuskan pada materi branding, seperti identitas merek, pengemasan produk, dan pemasaran digital dasar. Pendampingan dilakukan secara personal untuk membantu setiap UMKM menerapkan konsep-konsep tersebut pada usaha mereka. Hasil dari kegiatan ini menunjukkan adanya peningkatan signifikan dalam pemahaman dan kemampuan para pelaku UMKM dalam mengelola merek mereka.

PENGARUH KNOWLEDGE MANAGEMENT TERHADAP LOCUS OF CONTROL KARYAWAN MELALUI SELF-EFFICACY PADA PT BHINNEKA TEKNO SEJATI Jejen Jaelani Suryana; Indri Guslina
Jurnal Ekonomi dan Manajemen Vol. 5 No. 2 (2026): Juni: Jurnal ekonomi dan Manajemen
Publisher : Asosiasi Dosen Muda Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56127/jekma.v5i2.2693

Penelitian ini dilakukan untuk menguji hubungan antara knowledge management dan locus of control dengan menempatkan self-efficacy sebagai variabel mediasi. Studi ini menggunakan pendekatan kuantitatif, dengan pengumpulan data melalui penyebaran kuesioner kepada para karyawan. Data kemudian dianalisis menggunakan metode Partial Least Square (PLS-SEM). Temuan penelitian memperlihatkan bahwa knowledge management tidak memberikan pengaruh langsung yang signifikan terhadap locus of control, tetapi terbukti berpengaruh positif dan signifikan terhadap self-efficacy. Selanjutnya, self-efficacy juga terbukti memiliki pengaruh positif dan signifikan terhadap locus of control. Hasil lainnya menunjukkan bahwa self-efficacy mampu menjadi mediator penuh dalam hubungan antara knowledge management dan locus of control. Temuan ini menegaskan bahwa faktor psikologis, khususnya self-efficacy, memiliki kontribusi penting dalam memperkuat locus of control karyawan. Oleh sebab itu, organisasi perlu mengembangkan praktik knowledge management yang tidak hanya berfokus pada pengelolaan pengetahuan, tetapi juga pada peningkatan keyakinan diri karyawan.

PENGARUH EFIKASI DIRI DAN LOCUS OF CONTROL TERHADAP EMPLOYEE ENGAGEMENT DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING PADA KARYAWAN LOTTE GROSIR CIPUTAT Arum Nisa Prameswari; Indri Guslina
Jurnal Ekonomi dan Manajemen Vol. 5 No. 2 (2026): Juni: Jurnal ekonomi dan Manajemen
Publisher : Asosiasi Dosen Muda Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56127/jekma.v5i2.2704

Penelitian ini bertujuan untuk menganalisis pengaruh efikasi diri dan locus of control terhadap employee engagement dengan komitmen organisasi sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif dengan teknik pengumpulan data melalui kuesioner. Analisis data dilakukan menggunakan Structural Equation Modeling berbasis Partial Least Squares dengan bantuan SmartPLS. Hasil penelitian menunjukkan bahwa efikasi diri berpengaruh positif dan signifikan terhadap employee engagement, serta locus of control berpengaruh positif dan signifikan terhadap komitmen organisasi. Namun, efikasi diri tidak berpengaruh signifikan terhadap komitmen organisasi, komitmen organisasi tidak berpengaruh signifikan terhadap employee engagement, dan locus of control tidak berpengaruh signifikan terhadap employee engagement. Selain itu, hasil uji mediasi menunjukkan bahwa komitmen organisasi tidak mampu memediasi hubungan antara efikasi diri dan locus of control terhadap employee engagement. Penelitian ini menyimpulkan bahwa employee engagement lebih dipengaruhi secara langsung oleh efikasi diri dibandingkan melalui variabel mediasi.

PENGARUH BEBAN KERJA DAN KOMITMEN ORGANISASI TERHADAP BURNOUT KARYAWAN (STUDI KASUS PADA PT LASTANA EKSPRESS INDONESIA) Khalid Khaliza Sufi Prananda; Indri Guslina
Jurnal Ekonomi dan Manajemen Vol. 5 No. 2 (2026): Juni: Jurnal ekonomi dan Manajemen
Publisher : Asosiasi Dosen Muda Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56127/jekma.v5i2.2742

Penelitian ini dilaksanakan untuk mengetahui pengaruh beban kerja dan komitmen organisasi terhadap burnout karyawan pada PT Lastana Ekspress Indonesia Hub Tajurhalang. Permasalahan dalam penelitian ini berfokus pada tingginya tuntutan pekerjaan serta kondisi organisasi yang dapat memengaruhi tingkat kelelahan kerja karyawan. Penelitian menggunakan pendekatan kuantitatif dengan metode asosiatif. Pengumpulan data dilakukan melalui penyebaran kuesioner kepada 66 karyawan sebagai responden penelitian. Data yang diperoleh dianalisis menggunakan metode regresi linear berganda dengan bantuan aplikasi IBM SPSS Statistics. Hasil penelitian menunjukkan bahwa secara parsial beban kerja tidak memiliki pengaruh signifikan terhadap burnout dengan nilai signifikansi sebesar 0,093 lebih besar dari 0,05. Komitmen organisasi juga tidak menunjukkan pengaruh signifikan terhadap burnout dengan nilai signifikansi sebesar 0,419 lebih besar dari 0,05. Namun demikian, secara simultan beban kerja dan komitmen organisasi terbukti berpengaruh signifikan terhadap burnout dengan nilai signifikansi sebesar 0,027 lebih kecil dari 0,05. Hasil koefisien determinasi menunjukkan bahwa variabel beban kerja dan komitmen organisasi mampu menjelaskan burnout sebesar 10,9%, sedangkan sisanya dipengaruhi oleh faktor lain di luar penelitian. Berdasarkan hasil penelitian dapat disimpulkan bahwa burnout karyawan dipengaruhi oleh kombinasi berbagai faktor organisasi dan tidak hanya disebabkan oleh satu variabel tertentu. Oleh karena itu, perusahaan perlu memperhatikan pengelolaan lingkungan kerja dan kondisi psikologis karyawan untuk mengurangi potensi burnout di lingkungan kerja.

HRM Strategies for Managing Generation Z Talent: Understanding Workplace Needs and Motivations Indri Guslina; Rita Mardiana; Adrian Adha; Ahmad Juhari; Giharjo
Journal of Business and Management Inaba Vol. 4 No. 1 (2025): Volume 4 Number 1, June 2025
Publisher : Universitas Indonesia Membangun (Inaba)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56956/jbmi.v4i1.414

The purpose of this study is to examine the challenges and talent management strategies in managing Generation Z in the workplace. Generation Z, as digital natives, brings significant changes that demand the adaptation of an integrated Human Resource (HR) strategy. The method used is qualitative with a literature review approach, which collects data from various scientific journals, books, and research reports. The results of the study show that companies face challenges in three main aspects: attracting, employing, and retaining Generation Z. In terms of attracting, the challenges are building a strong company image and positive reputation, as well as creating an efficient and digital recruitment process. In terms of employing, the challenges are conducting holistic skill assessments (covering both soft skills and hard skills), implementing an effective and engaging onboarding process, and managing Generation Z's expectations realistically. Meanwhile, to retain Generation Z, companies must address the high turnover rate by providing a positive work environment, clear career development opportunities, and competitive compensation and benefit packages. By implementing these strategies, companies can not only maximize the potential of Generation Z but also be better prepared to face the challenges and opportunities of an increasingly digital future of work.

Title

Found 27 Documents
Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title Search

Found 27 Documents Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title

Found 27 Documents
Search