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All Journal ProBisnis : Jurnal Manajemen JURNAL ECONOMINA Economics and Business Journal International Journal of Management and Business Economics
Syah Abadi Mendrofa
Universitas Nias, Indonesia
Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Industrial & Manufacturing Engineering Social Sciences

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Analisis Penerapan Standar Operasional Prosedur (SOP) Administrasi Kepegawaian di Klinik Pratama Tabita Gunungsitoli Febiana Feniman Halawa; Syah Abadi Mendrofa; Heniwati Gulo; Maria Magdalena Bate'e
ProBisnis : Jurnal Manajemen Vol. 17 No. 1 (2026): February: Management Science
Publisher : Lembaga Riset, Publikasi dan Konsultasi JONHARIONO

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Abstract

Penelitian ini bertujuan untuk menganalisis penerapan Standar Operasional Prosedur (SOP) penerimaan pegawai di Klinik Pratama Tabita Gunungsitoli serta mengidentifikasi faktor-faktor pendukung dan penghambat dalam penerapannya. Penelitian menggunakan pendekatan kualitatif deskriptif dengan teknik pengumpulan data melalui observasi, wawancara mendalam, dan dokumentasi. Informan penelitian terdiri dari pimpinan klinik, sekretaris, tenaga farmasi, petugas rekam medik, perawat, dan petugas P-Care BPJS. Hasil penelitian menunjukkan bahwa penerapan SOP penerimaan pegawai di Klinik Pratama Tabita Gunungsitoli telah berjalan sesuai dengan prosedur yang ditetapkan, mulai dari tahap pengajuan kebutuhan tenaga kerja, seleksi administrasi, wawancara, magang, hingga penetapan Surat Keterangan (SK). Faktor pendukung penerapan SOP yaitu dukungan pimpinan, komitmen pegawai, dan evaluasi kerja berkala. Namun, terdapat beberapa kendala seperti kurangnya pemahaman pegawai baru terhadap alur SOP, terbatasnya sosialisasi, serta belum optimalnya ketertiban administrasi sehingga mengakibatkan keterlambatan pengumpulan berkas dan penerbitan SK. Penelitian ini menyimpulkan bahwa penerapan SOP penerimaan pegawai di Klinik Pratama Tabita Gunungsitoli telah berjalan cukup baik, tetapi belum optimal. Penguatan penerapan SOP diperlukan melalui peningkatan sosialisasi, pembinaan administrasi pegawai baru, serta pengawasan dan monitoring secara berkelanjutan agar tertib administrasi kepegawaian dapat tercapai secara efektif
Analisis Faktor-Faktor Yang Mempengaruhi Migrasi Tenaga Kerja di Kabupaten Nias Niska Ceria Ikhlas Waruwu; Syah Abadi Mendrofa; Odaligoziduhu Halawa; Maria Magdalena Bate'e
ProBisnis : Jurnal Manajemen Vol. 17 No. 1 (2026): February: Management Science
Publisher : Lembaga Riset, Publikasi dan Konsultasi JONHARIONO

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Abstract

Kabupaten Nias merupakan wilayah yang bertumpu pada sektor pertanian, perikanan, dan pariwisata sebagai sumber utama perekonomian. Meskipun demikian, ketiga sektor tersebut belum mampu menyerap tenaga kerja secara memadai. Situasi ini menyebabkan banyak masyarakat memilih bekerja di luar daerah demi memperoleh peluang kerja yang dinilai lebih baik, khususnya di kota besar seperti Medan, Jakarta, dan daerah urban lainnya. Berdasarkan data Badan Pusat Statistik (BPS, 2023), tingkat migrasi tenaga kerja dari Kabupaten Nias mencapai 15% dari total angkatan kerja, dengan sebagian besar migran terlibat di sektor informal. Kondisi ini mencerminkan adanya kesenjangan antara potensi ekonomi daerah dan ketersediaan lapangan kerja lokal, yang diperparah oleh rendahnya tingkat upah, minimnya akses terhadap pelatihan keterampilan, serta faktor sosial budaya yang menganggap bekerja di luar daerah sebagai sesuatu yang lebih bernilai. Penelitian ini ditujukan untuk mengidentifikasi faktor-faktor yang mempengaruhi migrasi tenaga kerja di Kabupaten Nias serta menelaah dampaknya terhadap kondisi sosial ekonomi masyarakat. Penelitian menggunakan pendekatan kualitatif deskriptif dengan pengumpulan data melalui wawancara mendalam, observasi, dan dokumentasi. Hasil penelitian menunjukkan bahwa sempitnya peluang kerja, upah yang rendah, serta ketimpangan pembangunan merupakan pendorong utama migrasi. Dampak migrasi meliputi manfaat ekonomi melalui kiriman uang (remitansi), tetapi juga sisi negatif berupa menurunnya jumlah tenaga kerja produktif di daerah dan munculnya potensi masalah sosial akibat perpisahan keluarga dalam jangka panjang. Temuan ini diharapkan dapat menjadi dasar pertimbangan bagi pemerintah daerah dalam menyusun strategi penanganan migrasi tenaga kerja.
Transformational Leadership, Digital Competence, and Adaptive Performance During Organizational Change: A Qualitative Case Study Syah Abadi Mendrofa; Ferdinand Hasudungan Siagian; Adi Soeprapto; Susanti; Nazirwan
International Journal of Management and Business Economics Vol. 5 No. 1 (2026): October (Inpres)
Publisher : CV Putra Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58540/ijmebe.v5i1.2084

Abstract

This study examines how digital transformation prompts technology firms to enhance human resources so employees adapt to technological changes and dynamic business needs. Success in organizational change depends not only on technology adoption but also on transformational leadership, digital competence, adaptive performance, and organizational support. The research analyzes how these four factors interrelate during PT DOT Indonesia's digital transformation using a qualitative case study. Data were collected via in-depth interviews with 12 purposively sampled informants (HR Manager, HR Officer, Project Manager, Team Leader, Software Engineer, UI/UX Designer, QA Engineer, Business Analyst, DevOps Engineer, and Mobile Developer). Data analysis followed Miles, Huberman, and Saldaña's interactive model through data condensation, display, and conclusion drawing, with open, axial, and selective coding. Findings show transformational leadership fosters continuous learning through coaching, empowerment, participation, and mentoring. Digital competence grows via self-directed learning, knowledge sharing, and technical mentoring, enhancing employees' ability to handle project changes and technological developments. Adaptive performance appears as flexibility, learning agility, problem-solving, and responsiveness to client needs. Organizational support through training, learning culture, sharing sessions, and collaboration strengthens employee readiness. The study indicates that the synergy among these factors is crucial for navigating digital transformation in technology-based companies.
Analysis of Resistance Among Teachers and Staff to Working Hours Discipline Policies at Bunga Mawar Private Junior High School in Gunungsitoli City Bebalazi Lase; Sukaaro Waruwu; Syah Abadi Mendrofa
JURNAL ECONOMINA Vol. 5 No. 7 (2026): JURNAL ECONOMINA, Juli 2026
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi 45 Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/economina.v5i7.3076

Abstract

This study aims to describe the forms of resistance exhibited by teachers and staff toward work hour discipline policies, identify the factors causing such resistance, and describe the school’s efforts to address teachers’ and staff’s resistance to work hour discipline policies at Bunga Mawar Private Junior High School in Gunungsitoli City. This study employs a qualitative approach using a case study design. Data collection techniques included in-depth interviews, non-participant observation, and documentation. Research informants consisted of the principal, teachers, the vice principal, subject teachers, and administrative staff, all selected through purposive sampling. Data analysis was conducted through data reduction, data presentation, and the drawing of conclusions and verification. The results of the study indicate that teachers’ and staff members’ resistance to the work hours policy is mostly passive and indirect. Forms of resistance include arriving late, irregularities in filling out attendance records, the habit of arriving only according to their teaching schedules, leaving during work hours for personal matters without clear notification, and complaints regarding the flexibility of work hours. Factors contributing to this resistance include long-standing work habits, differing interpretations of work hours, distance from home, transportation challenges, family obligations, teaching workload, additional duties, insufficiently detailed policy communication, inconsistent supervision, and perceptions of fairness in the enforcement of rules. The school’s efforts to address this resistance include policy outreach, dialogue, involving teachers and staff in evaluations, individual coaching, rewards, graduated sanctions, and review of attendance records. Overall, work-hour discipline policies can be implemented more effectively if they are applied clearly, fairly, communicatively, participatively, and humanely.
Analysis of Human Resource Policy in Improving The Quality of Employee Performance in The Department of Population Control, Women's Empowerment and Child Protection of Gunungsitoli City Trima Putri Harefa; Odaligoziduhu Halawa; Syah Abadi Mendrofa; Fatolosa Hulu
Economics and Business Journal (ECBIS) Vol. 4 No. 1 (2025): November
Publisher : PT. Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47353/ecbis.v4i1.268

Abstract

This study aims to analyze human resource policies to improve the quality of employee performance at the Population Control, Women's Empowerment, and Child Protection Service of Gunungsitoli City. The research focuses on three main objectives: (1) to determine the form of human resource policies implemented to improve performance quality, (2) to identify supporting and inhibiting factors in the implementation of these policies, and (3) to formulate appropriate strategies to improve employee performance. The research method used is a qualitative approach with data collection techniques through in-depth interviews, observation, and documentation. The results show that the implemented human resource policies include training and competency development, performance assessment based on work indicators, and a reward system and work discipline. Supporting factors for the implementation of these policies include leadership support, active employee participation, and the availability of a training budget. However, there are also inhibiting factors such as a lack of professional human resources, limited supporting facilities and infrastructure, and low work motivation among some employees. The strategies implemented to improve performance quality include strengthening supervision, developing a collaborative work culture, improving the quality of training, and regular evaluation of policy implementation. This study concludes that appropriate and consistent human resource policies play a crucial role in building more optimal employee performance within the service environment.
Co-Authors Adi Soeprapto Bebalazi Lase Febiana Feniman Halawa Ferdinand Hasudungan Siagian Heniwati Gulo Hulu, Fatolosa Maria Magdalena Bate'e Nazirwan Niska Ceria Ikhlas Waruwu Odaligoziduhu Halawa Sukaaro Waruwu Susanti Trima Putri Harefa