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All Journal Jurnal Bisnis dan Pembangunan
Eka Santi Agustina
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Decision Sciences, Operations Research & Management Environmental Science Social Sciences

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Analisis SWOT Untuk Merumuskan Strategi Pemasaran Pada Usaha Mikro, Kecil dan Menengah Locy Cahaya Bersaudara Menggunakan Matriks IFAS, EFAS, SFAS, dan Grand Strategy Eka Santi Agustina
JURNAL BISNIS DAN PEMBANGUNAN Vol. 13 No. 3 (2024): Jurnal Bisnis dan Pembangunan
Publisher : Program Magister Ilmu Administrasi Bisnis FISIP Universitas Lambung Mangkurat

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20527/jbp.1313i3.53

Abstract

Abstract: The research method employed in this study is descriptive qualitative research. Data collection was conducted through interviews, observations, and documentation methods. The data analysis method employed in this study is SWOT analysis, conducted using EFAS and IFAS calculations. This involves examining Strengths, Weaknesses, Opportunities, and Threats. Results from research can be obtained by conducting a SWOT analysis based on EFAS and IFAS, followed by calculations using AFE and IFE. The analysis reveals the most significant internal factor, the secret recipe, with a weight of 0.3 and a scale of 9, and the least significant internal factor, irregular parking, with a weight of 0.1 and a scale of 2, totaling 6.7. The most dominant external factor, support from the local government, has a weight of 0.3 and a scale of 8, while the least significant external factors, scarcity of raw materials and competition, each have a weight of 0.1 and a scale of 3, totaling 6.4. Based on the SWOT correlation diagram, Locy Cahaya Bersaudara is in quadrant 2. Despite facing threats, the company has internal strengths. The strategy to be implemented is to capitalize on these strengths to pursue long-term opportunities through diversification. This involves making advancements in new activities by leveraging the company's internal strengths
Analisis Risiko Keberlanjutan Pada Perusahaan Pertambangan Di Kalimantan Selatan Dengan Pendekatan Green Human Resource Eka Santi Agustina
JURNAL BISNIS DAN PEMBANGUNAN Vol. 14 No. 3 (2025): Jurnal Bisnis dan Pembangunan
Publisher : Program Magister Ilmu Administrasi Bisnis FISIP Universitas Lambung Mangkurat

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20527/jbp.1414i3.100

Abstract

Abstract: This study aims to analyze sustainability risks in mining companies in South Kalimantan and examine the role of Green Human Resource Management (GHRM) in mitigating those risks. The research adopts a quantitative approach using Structural Equation Modeling Partial Least Squares (SEM-PLS) with survey data collected from employees of several mining companies in South Kalimantan. The findings reveal that mining companies face sustainability risks in three key aspects: environmental, social, and governance (ESG). The implementation of GHRM practices shows varying levels, with green training and green performance appraisal being relatively well adopted, while green recruitment and green rewards remain less developed. The SEM-PLS results indicate that GHRM has a significant effect on sustainability risk mitigation with an R² value of 0.62, meaning that 62% of sustainability risk variations can be explained by GHRM practices. Among the GHRM dimensions, green training (β = 0.42, p < 0.001) is identified as the most dominant factor in reducing sustainability risks, followed by green performance appraisal (β = 0.31, p = 0.001) and green rewards (β = 0.18, p = 0.041). Conversely, green recruitment does not show a significant effect (β = 0.12, p = 0.227). These results highlight that strengthening internal capacity through green training and performance appraisal is more effective in mitigating sustainability risks than relying on green recruitment practices. The study contributes to the literature by linking GHRM to sustainability risk mitigation in the mining sector and provides practical implications for managers to enhance environmental and social responsibility through HRM practices
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