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Journal Koperasi Dan Manajemen
Published by Sekolah Tinggi Ilmu Ekonomi Koperasi Malang Enterprise
ISSN : 27226123     EISSN : 28091213     DOI : https://doi.org/10.52838/komastie.v2i02
Core Subject : Economy,
Economics, Econometrics & Finance
Journal Koperasi dan Manajemen (KOMASTIE) bertujuan untuk menjadi media penyebarluasan hasil penelitian dan pertukaran karya ilmiah bidang Ekonomi, Manajemen, dan Koperasi di kalangan akademisi lingkungan STIEKOP, Prektisi internasional, praktisi, pengatur kebijakan, dan untuk kalangan umum. KOMASTIE diterbitkan dua kali dalam setahun pada bulan April, dan Oktober. KOMASTIE adalah jurnal ilmiah tentang bidang Ekonomi, Manajemen, Dan Koperasi yang Saat ini berupaya untuk mendapatkan akreditasi oleh Direktorat Jenderal Pendidikan Tinggi Departemen Pendidikan Nasional Republik Indonesia, selanjutnya, KOMASTIE juga berupaya untuk mendapatkan terindeks di EBSCO, EconLit (American Economic Association), ProQuest, dan Scopus dan lain-lainnya.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 94 Documents
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Analisis Komparasi Kinerja Laporan Keuangan Sektor Perbankan Menggunakan Metode RGEC : Studi Pada Bank Umum Indonesia, Malaysia Dan Singapura YUSWANTO NUGROHO, ARIEF; FITRI MARDIANA, LELY
JOURNAL KOPERASI DAN MANAJEMEN Vol 5 No 02 (2024): JOURNAL KOPERASI DAN MANAJEMEN
Publisher : STIEKOP MALANG PRESS

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Abstract

This study was conducted to analyze and compare the financial performance of banking from one country to another in ASEAN using the RGEC method, specifically in Indonesia, Malaysia, and Singapore, which are compared one by one to find out whether the two countries have significant differences or not. The selection of samples was made according to the large number of assets owned by ASEAN. The analysis was carried out by taking three banks from 2020-2023 representing each country so that the total sampling was 27 samples. The research hypothesis was tested using the normality test and the difference test (independent sample t-test). The results of the study showed that overall the banking of the three ASEAN countries had significant differences in the five ratio indicators. It can be seen from the sig (2-tailed) value on the NPL, LDR, ROA, NIM, and CAR indicators, which were less than 0.05.
Analisis Kelayakan Harga Saham Melalui Analisis Fundamental Dan Tekhnikal Pasar Modal Syariah NURCAHYO DARMAWAN, ARI; AMIR MAS'UD, ANUDIYAN
JOURNAL KOPERASI DAN MANAJEMEN Vol 5 No 02 (2024): JOURNAL KOPERASI DAN MANAJEMEN
Publisher : STIEKOP MALANG PRESS

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Abstract

The purpose of the research is to determine the stock price assessment in a company and also to see what the public buys the stock from it. However, in this case, one must analyze what is in the stock, such as fundamentals and technicals. Fundamentally in terms of stocks used are the IHSG and also its trading volume. Fundamental analysis itself determines stocks and also pays attention to calculating factors in competition in their business. Fundamental analysis is a security that is below or above the determining price. Meanwhile, technical analysis is a behavior that is depicted in a graph to determine the stock price and also to monitor the rise and fall of traders in stocks. In determining the stock price assessment, a company must be able to determine or find out in advance the value of the company, how to increase its market capital and see the stock value that tends to increase.
Maksimalisasi Kepuasan Kerja Melalui Turnover Intention Karyawan Indomaret IRIANI YUDANINGRUM, BUDI; EKA RAMADHANI, FERRA
JOURNAL KOPERASI DAN MANAJEMEN Vol 5 No 02 (2024): JOURNAL KOPERASI DAN MANAJEMEN
Publisher : STIEKOP MALANG PRESS

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Abstract

This research aims to find out that every company must have its own goals to achieve the progress and success of the company itself. To achieve the desired goals, good and proper management is needed to facilitate a company to achieve success. With effective and efficient management, a company can balance everything for the welfare and common goals. If it has achieved common goals, then it is certain that the company will be successful and run well. Based on these objectives, the researcher uses the literature search method and searches for relevant sources. In obtaining the data and information needed, the researcher conducts a literature study first as a consideration and additional insight and requires reference data as a reference for writing.
Prinsip Dasar Manajemen Keuangan Dan Risiko Untuk Lembaga Keuangan Era Digital ANANTA UPA, VIERLY; MUDJI
JOURNAL KOPERASI DAN MANAJEMEN Vol 5 No 02 (2024): JOURNAL KOPERASI DAN MANAJEMEN
Publisher : STIEKOP MALANG PRESS

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Abstract

This research is to analyze how the development of the world financial system has led to the increasing importance of the role of professional management of financial institutions. Financial institutions are institutions that manage financial resources from other parties to be used for more productive activities. Advances in technology, information systems, and market openness at an increasingly wide level, for example, at the global level, require financial institutions to be more careful in managing their businesses so as not to fall into losses that could involve many parties. This potential loss can arise from the failure of the institution to manage the risks faced, both financial risks, business risks, and system risks. Therefore, good risk management for a financial institution is a must.
Meningkatkan Kesejahteraan Karyawan Melalui Manajemen Produksi Perusahaan RACHMAWATY, AYU; ROSADIANA, ALFIRA
JOURNAL KOPERASI DAN MANAJEMEN Vol 5 No 02 (2024): JOURNAL KOPERASI DAN MANAJEMEN
Publisher : STIEKOP MALANG PRESS

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Abstract

This research analyzes how each company must have its own goals to achieve the progress and success of the company itself. To achieve the desired goals, good and proper management is needed to facilitate a company's success. With effective and efficient management, a company can balance everything for the welfare and common goals. If it has achieved common goals, then it is certain that the company will be successful and run well. Based on these objectives, researchers use the literature search method and search for relevant sources. In obtaining the data and information needed, researchers conduct a literature study first as a consideration and additional insight and require reference data as a reference for writing.
STRATEGI PENGEMBANGAN MANAJEMEN SUMBER DAYA MANUSIA BAGI GENERASI MILLENIAL WIWIT SETYO WARDANI; ROSADIANA, ALFIRA
JOURNAL KOPERASI DAN MANAJEMEN Vol 6 No 01 (2025): JOURNAL KOPERASI DAN MANAJEMEN
Publisher : STIEKOP MALANG PRESS

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Abstract

      Purpose – The purpose of a human resource management development strategy for Millennials is to attract, retain, and motivate this key demographic. This involves tailoring HR practices to align with their values, expectations, and work styles, fostering a positive and engaging work environment, and providing opportunities for growth, development, and meaningful contributions. Ultimately, a well-defined strategy ensures a highly productive and committed Millennial workforce that drives organizational success. Design/methodology/approach – This research employs a qualitative approach, utilizing in-depth interviews and document analysis to explore effective Human Resource Management (HRM) strategies for engaging and retaining millennial employees. The study focuses on identifying key factors influencing millennial work preferences and subsequently proposing a tailored HRM framework designed to enhance their job satisfaction, productivity, and overall contribution to the organization. Findings – The study reveals key strategies for developing human resource management practices that effectively engage and retain Millennial employees. Findings emphasize the importance of personalized development opportunities, technology-driven communication, flexible work arrangements, and a strong focus on purpose and values alignment to foster a motivated and productive Millennial workforce. Research limitations/implications – This research, focusing on HRM development strategies for millennial employees, is limited by its single-industry scope and geographical specificity, potentially impacting the generalizability of findings. Future research should explore cross-industry comparisons and diverse regional contexts to validate and expand upon these strategies. Furthermore, longitudinal studies could assess the long-term effectiveness of the proposed HRM interventions on millennial engagement and organizational performance, offering more robust and actionable implications for practitioners. Originality/value – This paper examines strategies for developing human resource management (HRM) practices tailored to the needs and values of the Millennial generation. Its originality lies in synthesizing contemporary HRM trends with the specific characteristics of Millennials, offering practical recommendations for attracting, retaining, and motivating this crucial workforce segment. The value of this research lies in providing actionable insights for organizations seeking to optimize their HRM practices for enhanced performance and competitiveness in a Millennial-dominated labor market.  
OPTIMALISASI KEGIATAN ORAGANISASI UNTUK MENINGKATKAN EFEKTIFITAS DALAM KELOMPOK KERJA FITRI MARDIANA, LELY; WIASTONO, AGUS
JOURNAL KOPERASI DAN MANAJEMEN Vol 6 No 01 (2025): JOURNAL KOPERASI DAN MANAJEMEN
Publisher : STIEKOP MALANG PRESS

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Abstract

    Purpose – The purpose is to optimize organizational activities to enhance effectiveness within work groups. This involves streamlining processes, improving communication, and fostering collaboration to maximize productivity and achieve shared goals. By strategically aligning resources and implementing best practices, we aim to create a more efficient and impactful work environment. Design/methodology/approach – This study employs a mixed-methods approach, combining quantitative data analysis of organizational activity metrics with qualitative interviews to identify key areas for optimization within work groups. The research focuses on streamlining workflows, enhancing communication channels, and improving resource allocation to demonstrably increase effectiveness and achieve organizational goals. The findings will provide practical recommendations for optimizing group activities. Findings – Optimization of organizational activities is crucial for enhancing workgroup effectiveness. Findings indicate that streamlining workflows, implementing clear communication channels, and fostering collaborative problem-solving lead to significant improvements in productivity and goal attainment. Furthermore, investing in targeted training and empowering team members to take ownership of their roles demonstrably increases efficiency and overall team performance. Research limitations/implications – This research on optimizing organizational activities to enhance workgroup effectiveness is limited by its specific contextual setting, potentially impacting generalizability to diverse organizational structures and cultures. Further research should explore the long-term sustainability of implemented interventions and examine the mediating roles of factors like communication and trust in achieving optimal workgroup performance across different industries and organizational sizes. These findings offer practical implications for managers seeking to improve team performance through targeted organizational adjustments, but should be adapted based on the specific needs of their teams. Originality/value – Optimizing organizational activities is crucial for enhancing effectiveness within workgroups. By streamlining processes, fostering clear communication, and aligning individual tasks with overarching goals, organizations can unlock significant productivity gains. Prioritizing strategic initiatives and eliminating redundancies ultimately leads to a more efficient and impactful work environment, maximizing the collective potential of the team.
STRATEGI PENGEMBANGAN SUMBER DAYA MANUSIA PENINGKATAN COMPETIFIVE ADVANTAGE NURCAHYO DARMAWAN, ARI; YUSWANTO NUGROHO, ARIEF
JOURNAL KOPERASI DAN MANAJEMEN Vol 6 No 01 (2025): JOURNAL KOPERASI DAN MANAJEMEN
Publisher : STIEKOP MALANG PRESS

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Abstract

    Purpose – The strategic development of human resources is crucial for enhancing competitive advantage. By focusing on targeted training, skill development, and talent management, organizations can cultivate a workforce capable of driving innovation, improving efficiency, and effectively responding to dynamic market demands. This investment in human capital translates to a sustainable competitive edge through a more skilled, engaged, and adaptable workforce. Design/methodology/approach – This study employs a qualitative approach to investigate human resource development (HRD) strategies that aim to enhance competitive advantage. Data will be gathered through in-depth interviews and document analysis to explore existing HRD practices and identify potential areas for improvement within the organization. The findings will inform the development of a strategic HRD framework designed to foster a more competitive workforce. Findings – The human resource development strategy outlined demonstrably enhances competitive advantage. Findings indicate a clear correlation between targeted training programs, performance management systems, and increased employee engagement with improved organizational performance metrics. Specifically, investments in leadership development and skills-based training have resulted in measurable improvements in productivity, innovation, and customer satisfaction. This suggests that a strategic alignment of HR practices with business goals contributes significantly to achieving sustainable competitive advantage. Research limitations/implications – This study's findings regarding human resource development strategies and competitive advantage are limited by its specific context and potential for generalization to other industries or regions. Future research should explore longitudinal data to assess the long-term impact of these strategies and consider the moderating effects of organizational culture and technology adoption. The implications suggest a need for organizations to tailor HRD initiatives to their unique competitive landscape, emphasizing skills development aligned with strategic goals to achieve a sustainable advantage. Originality/value – Developing human resources strategically is crucial for fostering originality and creating value within an organization. By investing in training, skill development, and innovation programs, companies can cultivate a workforce capable of generating novel ideas and enhancing competitive advantage in the marketplace. This strategic approach ensures that human capital contributes significantly to unique solutions, improved processes, and ultimately, sustainable growth.  
AKTUALISASI PENGEMBANGAN SUMBERDAYA MANUSIA DI LINGKUNGAN KERJA RACHMAWATY, AYU; IRIANI YUDANINGRUM, BUDI
JOURNAL KOPERASI DAN MANAJEMEN Vol 6 No 01 (2025): JOURNAL KOPERASI DAN MANAJEMEN
Publisher : STIEKOP MALANG PRESS

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Abstract

    Purpose – The actualization of human resource development (HRD) within the workplace is paramount for fostering organizational growth and enhancing employee capabilities. Strategic implementation of HRD initiatives ensures a skilled and adaptable workforce, capable of meeting evolving industry demands and contributing to sustained competitive advantage. Consequently, prioritizing and effectively executing HRD programs is essential for long-term organizational success. Design/methodology/approach – This study employs an action research methodology to analyze the actualization of human resource development within the workplace. Data collection involves participatory observation and focused interviews with employees and management. The analysis focuses on identifying existing barriers to development and collaboratively implementing interventions to foster a more supportive and effective learning environment. Findings – The study's findings illuminate the critical role of human resource development actualization within the workplace. Specifically, observed impacts include enhanced employee skills, increased job satisfaction, and improved overall organizational performance. These results suggest a strong positive correlation between strategic human resource development initiatives and tangible benefits for both employees and the organization. Research limitations/implications – Research on the actualization of human resource development in the workplace, while contributing valuable insights, is constrained by its specific context and limited sample size. Consequently, the generalizability of findings to diverse organizational settings and broader populations requires cautious interpretation. Future research should explore these dynamics across varied industries and utilize more expansive datasets to strengthen the external validity of the results. Originality/value – The actualization of human resource development within the workplace hinges on fostering originality and demonstrable value creation. Traditional models often prioritize standardized skill sets, neglecting the potential for novel approaches and individual initiative. To remain competitive, organizations must cultivate environments that encourage innovative problem-solving and allow employees to contribute unique perspectives, ultimately leading to enhanced productivity and sustainable growth.
STRATEGI KOMPENSASI DALAM MENINGKATKAN KEPUASAN KERJA DAN PRODUKTIVITAS SUMBER DAYA MANUSIA MOYO JALADRI, CHAVID; RACHMAWATI, DITA
JOURNAL KOPERASI DAN MANAJEMEN Vol 6 No 01 (2025): JOURNAL KOPERASI DAN MANAJEMEN
Publisher : STIEKOP MALANG PRESS

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  Purpose – Compensation strategies play a crucial role in enhancing both job satisfaction and human resource productivity. A well-designed compensation package, encompassing competitive salaries, benefits, and performance-based incentives, can motivate employees, foster a sense of value, and ultimately contribute to increased output and organizational success. Therefore, careful consideration of compensation strategies is paramount for achieving optimal workforce performance and fostering a positive work environment. Design/methodology/approach – This study investigates the impact of compensation strategies on enhancing employee job satisfaction and human resource productivity. The design employs a quantitative approach, utilizing surveys and statistical analysis to assess the correlation between various compensation models and employee outcomes. Data will be collected from a sample population within relevant industries to provide empirical evidence supporting the proposed relationship. Findings – The study's findings suggest a significant correlation between compensation strategies and both employee job satisfaction and human resource productivity. Specifically, well-structured and competitive compensation packages appear to positively impact employee morale and motivation, subsequently leading to enhanced performance and output. Further research is warranted to explore the nuances of specific compensation models and their long-term effects on organizational success. Research limitations/implications – This study, while providing insights into the relationship between compensation strategies and both job satisfaction and human resource productivity, is limited by its specific context. Generalizability to other industries or organizational cultures may be constrained. Further research should explore the long-term impacts of the implemented compensation strategies and consider the influence of mediating variables like employee engagement. The findings offer practical implications for organizations seeking to optimize their compensation models for enhanced workforce performance, highlighting the need for tailored approaches based on organizational context. Originality/value – This study investigates the strategic implementation of compensation as a mechanism to enhance both job satisfaction and human resource productivity. The research posits that a well-designed compensation strategy, tailored to employee needs and performance, can significantly contribute to a more satisfied and productive workforce. Consequently, the findings offer valuable insights for organizations seeking to optimize their human capital through effective compensation practices.  

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