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Journal Online Manajemen ELPEI (JOMEL)
Published by STIM LPI Makassar
ISSN : 27750752     EISSN : 27750752     DOI : -
Core Subject : Science,
Decision Sciences, Operations Research & Management
Fokus JOMEL (Jurnal Online Manajemen ELPEI ) adalah Hasil Penelitian dan Kajian Ilmu Manajemen seperti manajemen keuangan, manajemen pemasaran, manajemen sumber daya manusia, manajemen operasi, manajemen pendidikan, Manajemen Strategi serta kewirausahaan Serta hasil penelitian yang relevan dengan bidang ilmu manajemen dan terapannya.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 224 Documents
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Analisis Dampak Digital Mindset dan Pelatihan Berkelanjutan Terhadap Kinerja Karyawan Di Industri Tech Kota Makassar Andi Nona Yuliana Amran
Jurnal Online Manajemen ELPEI Vol 6 No 2 (2026)
Publisher : STIM-LPI Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58191/jomel.v6i2.552

Abstract

Demands for efficiency and accelerated innovation in the tech sector require employees to demonstrate superior work performance. This quantitative study aims to analyze the impact of a digital mindset and continuous training on employee performance in the tech industry in Makassar City. Utilizing a purposive sampling technique, 130 respondents comprising software developers, system designers, and data analysts across 16 tech-based firms in Makassar were surveyed. Data collected via a 5-point Likert scale questionnaire were analyzed using Structural Equation Modeling Partial Least Squares (SEM-PLS) via SmartPLS 4.0. Results indicate that a digital mindset significantly and positively influences employee performance (β = 0.412, p < 0.001). Continuous training also exerts a strong positive and significant effect on employee performance (β = 0.465, p < 0.001). Simultaneously, both independent variables explain 64.8% of the variance in employee performance (R² = 0.648). These findings highlight that integrating a digitally adaptive mindset with continuous skill enhancement serves as a key pillar for boosting work productivity and achieving organizational goals in Eastern Indonesia's tech ecosystem.
Kolaborasi Pemerintah Daerah Dan Pelaku Usaha Dalam Meningkatkan Pendapatan Asli Daerah Melalui Optimalisasi Pajak Barang Dan Jasa Tertentu Makanan Dan Atau Minuman Di Kota Tanjung Selor-Kabupaten Bulungan Hasriansyah; Andi Nur Insan; St Rukaiyah
Jurnal Online Manajemen ELPEI Vol 6 No 2 (2026)
Publisher : STIM-LPI Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58191/jomel.v6i2.553

Abstract

This study aims to analyze the form of collaboration between the Bulungan Regency Government, through the Regional Revenue Agency (Bapenda), and food and beverage business actors in Tanjung Selor City in efforts to optimize PBJT revenue in order to increase PAD. The study employs a descriptive qualitative approach using the collaborative governance theoretical framework of. (Rahma et al., 2024). This study is expected to provide theoretical contributions to the development of collaborative governance studies in the context of regional taxation, as well as practical contributions in the form of policy recommendations for Bapenda Bulungan Regency in designing more effective collaboration mechanisms with business actors to optimize PBJT revenue and encourage the sustainable increase of PAD in Tanjung Selor City.
Kepemimpinan Instruksional Kepala Sekolah Dalam Implementasi Pendekatan Pembelajaran Mendalam (Deep Learning) Di SDN 026 Penajam Kabupaten Penajam Paser Utara Heriansyah; Muhammad Ridwan Arif; St Rukaiyah
Jurnal Online Manajemen ELPEI Vol 6 No 2 (2026)
Publisher : STIM-LPI Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58191/jomel.v6i2.554

Abstract

This study aimed to describe the role of school principals in implementing the deep learning approach and identify the supporting and inhibiting factors at SDN 026 Penajam, Penajam Paser Utara Regency. This study employed a qualitative approach with a descriptive method. The subjects consisted of school principals, teachers, and students. Data were collected through in-depth interviews, observation, and documentation. Data analysis used the Miles and Huberman interactive model with validity tested through source and technique triangulation. The results showed that the roles of the school principal included instructional leader, facilitator, motivator, and academic supervisor. The principal encouraged teachers through learning communities (Kombel), In-House Training (IHT), and mentoring in utilizing the Ruang GTK. Supporting factors included the principal's commitment, availability of facilities and infrastructure, collaborative culture, and policy support. Inhibiting factors included limited technological skills of some teachers, varied understanding of the deep learning concept, and time constraints in learnin implementation. The conclusion indicates that the school principal's instructional leadership is highly strategic in the successful implementation of deep learning. Continuous capacity building for school principals and teachers is needed to ensure optimal implementation and impact on improving learning quality
Analisis Dampak Digital Mindset Dan Pelatihan Berkelanjutan Terhadap Retensi Karyawan Di Industri Tech Kota Makassar Nasriah Akil; Misbahuddin; Ihsan Guntur; Imran Taufik; Abdullah
Jurnal Online Manajemen ELPEI Vol 6 No 2 (2026)
Publisher : STIM-LPI Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58191/jomel.v6i2.555

Abstract

High employee turnover rates in the technology sector pose a strategic challenge for startups and IT consulting firms in Makassar City. This quantitative study aims to analyze the partial and simultaneous impact of digital mindset and continuous training on employee retention in Makassar's tech industry. The sample consisted of 120 technical and managerial employees from 15 tech-based companies selected using a purposive sampling technique. Data were collected via structured questionnaires using a 5-point Likert scale and analyzed using Structural Equation Modeling Partial Least Squares (SEM-PLS) via SmartPLS 4.0. The findings reveal that a digital mindset significantly and positively influences employee retention (β = 0.385, p < 0.001). Continuous training also demonstrates a strong positive and significant impact on employee retention (β = 0.442, p < 0.001). Simultaneously, both independent variables explain 61.4% of the variance in employee retention (R² = 0.614). These results suggest that integrating a digitally adaptive organizational culture with continuous competency development is critical to reducing turnover and sustaining digital talent in Eastern Indonesia.
Pengaruh Pelatihan, Insentif Dan Motivasi Terhadap Kinerja Kader Institusi Masyarakat Pedesaan (Imp) Di Kabupaten Bulungan Veri Abdul Latif; Sri Adrianti Muin; St Rukaiyah
Jurnal Online Manajemen ELPEI Vol 6 No 2 (2026)
Publisher : STIM-LPI Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58191/jomel.v6i2.556

Abstract

This study aims to analyze and describe the influence of training, incentives, and motivation on the performance of IMP cadres in Bulungan Regency. The study employs a quantitative approach using a survey method. The research population consists of 81 IMP cadres, all of whom were included as respondents using a census technique. Data were collected using a Likert scale and analyzed through validity tests, reliability tests, classical assumption tests, multiple linear regression, t-tests, F-tests, and the coefficient of determination using SPSS. The research results indicate that: (1) Individually, training does not have a positive and significant effect on performance; (2) Individually, the provision of incentives does not have a positive and significant effect on performance; (3) Individually, motivation has a positive and significant effect on performance; and (4) Simultaneously, training, incentives, and motivation have a positive and significant effect on performance, with a coefficient of determination (R²) of 0.567, meaning that 56.7% of the variation in performance can be explained by these three independent variables, while the remaining 43.3% is influenced by factors outside this study.
Analisis Beban Kerja Dalam Optimalisasi Rumah Potong Hewan Di Kabupaten Bulungan Kalimantan Utara Rahmat Sabi Palewa; Mujahid; St Rukaiyah
Jurnal Online Manajemen ELPEI Vol 6 No 2 (2026)
Publisher : STIM-LPI Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58191/jomel.v6i2.557

Abstract

This study aims to analyze the workload, task distribution, and to formulate Human Resources (HR) requirements and performance optimization strategies toward operational independence at the Slaughterhouse (RPH) of Bulungan Regency. The research method employed is a qualitative field approach through direct observation and in-depth interviews conducted in late April 2026. The workload analysis utilizes a Time and Motion Study approach toward the cattle slaughtering process. The results indicate that the actual technical duration to process one head of cattle requires ± m33 minutes, yet a 60-minute standard is maintained to ensure the quality of medical examination and hygiene. The current HR condition is assessed as "Severely Deficient" and "Not Yet Independent," where the RPH can only independently handle a maximum of 3 cattle per night and maintains a high dependency on assistance from livestock owners through a semi-independent collaboration pattern. Although this collaboration effectively accelerates operational duration. The performance optimization strategy for the Bulungan Regency RPH is recommended through four main pillars: (1) formalizing the workflow by developing an integrated SOP, (2) transforming staff competence from technical-mechanical aspects to digital administrative literacy, (3) optimizing the organizational structure by accelerating the establishment of the RPH Regional Technical Implementation Unit (UPT), and (4) strengthening work culture and providing an ergonomic working environment.
Pengaruh Rekrutmen, Kompetensi, Dan Kompensasi Terhadap Kinerja Dosen Dan Tenaga Kependidikan Pada Kampus STIM-LPI Makassar Enricho Headiansyah A.M; Nurdin Latif; Andi Nuryadin
Jurnal Online Manajemen ELPEI Vol 6 No 2 (2026)
Publisher : STIM-LPI Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58191/jomel.v6i2.558

Abstract

Human resources are a key determinant of higher education institutions' success in achieving organizational objectives, making the management of recruitment, competence, and compensation a strategic issue in higher education management. This study aims to analyze the effect of recruitment, competence, and compensation on the performance of lecturers and educational staff at STIM-LPI Makassar, both partially and simultaneously, and to identify the most dominant variable affecting performance. This study employed a quantitative associative approach with an explanatory survey design. The population consisted of all lecturers and educational staff at STIM-LPI Makassar, totaling 42 people, all of whom were used as respondents through a census technique. Data were collected using a five-point Likert-scale questionnaire that had been tested for validity and reliability, then analyzed using multiple linear regression analysis with the assistance of SPSS statistical software. The results indicate that recruitment, competence, and compensation each have a positive and significant partial effect on the performance of lecturers and educational staff, and the three variables also have a significant simultaneous effect. Competence was identified as the most dominant variable affecting performance, followed by compensation and recruitment. These findings indicate that improving the performance of lecturers and educational staff requires an integrated human resource management strategy, encompassing the strengthening of a competency-based recruitment system, continuous competence development, and the implementation of a fair and competitive compensation system. This study contributes theoretically to the development of human resource management studies in the higher education sector and practically to policymakers at STIM-LPI Makassar in designing more effective human resource policies.
Pengaruh Disiplin Kerja Dan Motivasi Kerja Terhadap Kinerja Aparatur Sipil Negara Pada Badan Kepegawaian Dan Pengembangan Sumber Daya Manusia Kabupaten Bulungan Wahyono; Nurmadhani Fitri Suyuthi; St Rukaiyah
Jurnal Online Manajemen ELPEI Vol 6 No 2 (2026)
Publisher : STIM-LPI Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58191/jomel.v6i2.559

Abstract

Improving the performance of Civil Servants (Aparatur Sipil Negara/ASN) is an important challenge for every government institution, including the Regional Civil Service and Human Resource Development Agency (BKPSDM) of Bulungan Regency. This study aims to analyze the influence of work discipline on the performance of civil servants, the influence of work motivation on the performance of civil servants, and the simultaneous influence of work discipline and work motivation on the performance of civil servants at BKPSDM of Bulungan Regency. This study employed a quantitative approach using an explanatory research design. Data were collected through questionnaires distributed to 49 civil servants as research respondents and analyzed using multiple linear regression analysis with the assistance of IBM SPSS software. The results indicate that the research instruments met the validity and reliability requirements, and the regression model satisfied the classical assumption tests. The partial hypothesis tests revealed that work discipline had a positive and significant influence on the performance of civil servants, while work motivation also had a positive and significant influence on their performance. Furthermore, the simultaneous hypothesis test showed that work discipline and work motivation jointly had a positive and significant effect on the performance of civil servants. The coefficient of determination (R²) showed that 75.6% of the variation in civil servant performance could be explained by work discipline and work motivation, while the remaining 24.4% was influenced by other variables outside the scope of this study. This study provides empirical evidence that improving work discipline and work motivation is an effective strategy for enhancing the performance of civil servants in government institutions.
Analisis Pemberian Apresiasi Dalam Peningkatan Kinerja Pegawai PT PLN Indonesia Power Services Unit Bisnis Pembangkitan (UBP) Barru Irham Kadir; Wahyu; St Rukaiyah
Jurnal Online Manajemen ELPEI Vol 6 No 2 (2026)
Publisher : STIM-LPI Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58191/jomel.v6i2.560

Abstract

This study aims to analyze the role of appreciation in improving employee performance at PT PLN Indonesia Power Services Unit Bisnis Pembangkitan (UBP) Barru. The study is motivated by the importance of an effective appreciation system in enhancing employee motivation, job satisfaction, and performance, as well as the existence of dissatisfaction related to fairness and transparency in reward distribution, particularly between technical and non-technical employees. The research focuses on the forms and mechanisms of appreciation, employees’ perceptions of the appreciation system, and the supporting and inhibiting factors in its implementation within the organization. This research employs a qualitative approach with a descriptive research design. Data were collected through in-depth interviews, observations, and documentation involving both technical and non-technical employees as informants. Data analysis was conducted through data reduction, data display, and conclusion drawing, while validity was ensured using source and method triangulation techniques. The results indicate that the company’s appreciation system includes both financial rewards, such as salaries, incentives, and bonuses, and non-financial rewards, such as recognition, employee engagement activities, and career development opportunities. These forms of appreciation have a positive impact on employee motivation, loyalty, and performance. However, several challenges remain in practice, particularly related to distributive fairness and transparency in the reward system. Differences in perception regarding the balance between workload and compensation, especially among technical employees, affect job satisfaction and motivation levels. This study concludes that an effective appreciation system must be based on principles of fairness, transparency, and alignment with employee contributions. Therefore, the company needs to evaluate and improve its appreciation system by developing objective performance indicators, enhancing transparency, and aligning rewards with workload. These efforts are expected to improve employee motivation, job satisfaction, and performance in a sustainable manner, as well as to create a more harmonious and productive work environment.
Pengaruh Gaya Kepemimpinan Transformasional Dan Budaya Organisasi Terhadap Kinerja Pegawai Pada Dinas Pendidikan Dan Kebudayaan Kabupaten Bulungan Desiexuany Ineke Maria; M.Nasir Hamzah; A. Nur Insan
Jurnal Online Manajemen ELPEI Vol 6 No 2 (2026)
Publisher : STIM-LPI Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58191/jomel.v6i2.561

Abstract

This study aims to analyze the influence of Transformational Leadership and Organizational Culture on Employee Performance at the Department of Education and Culture of Bulungan Regency, both partially and simultaneously. This study employed a quantitative approach using a causal associative research method. The population consisted of 83 employees, all of whom were selected as respondents using the saturated sampling (census) technique. Data were collected through questionnaires that had met the validity and reliability requirements. Data analysis was conducted using multiple linear regression with the assistance of SPSS software, including classical assumption tests, partial (t-test), simultaneous (F-test), and coefficient of determination (Adjusted R Square) analyses. The results indicate that Transformational Leadership has a significant negative effect on Employee Performance. This finding suggests that the implementation of transformational leadership has not been fully accompanied by employees' readiness to adapt to organizational change, thereby potentially leading to change fatigue. In contrast, Organizational Culture has a positive and significant effect on Employee Performance) and emerges as the most dominant variable. Simultaneously, Transformational Leadership and Organizational Culture have a significant effect on Employee Performance. This study concludes that strengthening organizational culture and implementing transformational leadership in accordance with bureaucratic characteristics are essential strategies for improving employee performance in a sustainable manner.

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