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Jurnal Pijar : Studi Manajemen dan Bisnis
Published by PT. Naureen Digital Education
ISSN : 29649749     EISSN : 29630606     DOI : -
Core Subject : Economy, Science, Social,
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences
Jurnal Pijar : Studi Manajemen dan Bisnis merupakan jurnal yang membahas ilmu di bidang Manajemen dan Bisnis, jurnal ini sebagai wadah untuk menuangkan hasil penelitian baik secara konseptual maupun teknis yang berkaitan dengan keilmuan manajemen dan bisnis. Pijar Jurnal terbit 4 kali dalam setahun yaitu pada bulan Desember, Maret, Juni dan September. terbitan pertama adalah bulan Desember 2022. Naskah yang masuk akan diterima oleh editor untuk kemudian kan dilakukan pemeriksaan kemiripan naskah dengan aplikasi Plagiarism Checker. Proses review dilakukan dengan menggunakan peer review. Jurnal Pijar menerima naskah dengan topik Manajemen umum, manajemen sumber daya manusia, manajemen keuangan, manajemen operasi, pemasaran, manajemen strategis, kewirausahaan, perilaku organisasi, manajemen strategis, perspektif akuntansi praktis, administrasi publik, dan dan topik lainnya yang relevan dengan manajemen dan bisnis.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 235 Documents
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ANALISIS DAN PERBAIKAN STRUKTUR SKALA UPAH PADA CV LIGHTHOUSE INFORMATIKA SOLUSINDO MENGGUNAKAN METODE DUA TITIK Rafly Adha Farisi; Faza Mazaya Athallahputwa; Nakami Fadhilah Hamida; Husna Yumna Aqila
Jurnal Pijar Vol 4 No 3 (2026): Jurnal Pijar : Studi Manajemen dan Bisnis
Publisher : PT Naureen Digital Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65096/pmb.v4i3.2034

Abstract

Employment conditions in Indonesia demand a transformation of human resource management into a structured system in accordance with Law No. 6 of 2023 and Government Regulation No. 36 of 2021. This study aims to formulate a strategic Wage Structure and Scale (SSU) framework at CV Lighthouse Informatika Solusindo, which currently operates informally and faces regulatory gaps. Using a quantitative descriptive approach, primary data were collected through questionnaires and interviews, followed by salary mapping analysis, minimum wage comparisons, and two-point method calculations. The results indicate that the actual compensation system lacks a formal structure, with operational positions such as Technicians and Administration still receiving wages below the 2026 NTB UMP of IDR 2,673,861, while the 2026 Mataram UMK standard of IDR 3,019,015 is only met by managerial levels. The two-point method calculation produced a 5-grade job structure where midpoint values reveal that actual salaries for Grades II to IV are significantly below the recommended standards, while Grade V (Director) is already at an ideal position. These findings imply the need for salary distribution adjustments to be more proportional to job responsibilities to create internal equity, increase employee motivation, and ensure the company's legal compliance
ANALISIS SISTEM KOMPENSASI MENGGUNAKAN METODE ADHERED PADA UKM ABEL LAUNDRY Muhammad Zaki; Akmal Hidayat Winarto; Najwa Nuria Shadrina; Mesza Azaria Namora
Jurnal Pijar Vol 4 No 3 (2026): Jurnal Pijar : Studi Manajemen dan Bisnis
Publisher : PT Naureen Digital Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65096/pmb.v4i3.2049

Abstract

Many SMEs still face challenges in managing human resources, particularly in implementing fair and standardized compensation systems. This study aims to analyze the compensation system at Abel Laundry SME in Solo City using the adhered and compare it with the Provincial Minimum Wage (UMP) of Central Java and the City Minimum Wage (UMK) of Surakarta. The research was conducted using primary data obtained through in-depth interviews with the business owner. The analysis was carried out through a salary survey, job evaluation using compensable factors, and salary mapping using the adhered method. The results indicate that before the evaluation, most employee salaries were still below the Surakarta UMK and the salary structure was not yet well organized. After the improvement using the adhered approach, the salary structure became more systematic, proportional, and aligned with job values. This improvement also increased the company’s total salary expenditure but created a fairer compensation structure that can potentially enhance employee motivation and welfare.
PENGARUH KUALITAS PELAYANAN DAN KEPERCAYAAN PELANGGAN TERHADAP KEPUTUSAN PEMBELIAN PADA SCHUTZ.FRK BARBERSHOP KOTA MALANG Syahlendra Darmokusumo Lendra; Mohammad Maskan
Jurnal Pijar Vol 4 No 3 (2026): Jurnal Pijar : Studi Manajemen dan Bisnis
Publisher : PT Naureen Digital Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65096/pmb.v4i3.2054

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh kualitas pelayanan dan kepercayaan pelanggan terhadap keputusan pembelian, baik secara parsial maupun simultan. Penelitian menggunakan pendekatan kuantitatif dengan metode explanatory. Sampel sebanyak 65 pelanggan Schutz.Frk Barbershop dipilih secara purposive, yaitu mereka yang telah menggunakan jasa lebih dari sekali. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan uji validitas, reliabilitas, regresi linier berganda, uji t, uji F, dan R². Berdasarkan hasil penelitian dapat disimpulkan bahwa, peningkatan kualitas pelayanan dan kepercayaan pelanggan sangat penting. Schutz.Frk Barbershop disarankan meningkatkan keandalan layanan, membangun komunikasi dan konsistensi untuk meningkatkan keputusan pembelian.
ANALISIS JOB EVALUATION SEBAGAI DASAR STRUKTUR KOMPENSASI UKM XYZ DI BIDANG JASA PEST CONTROL Rosvita Nurlaeli; Salsabila Nasywa Prawira; Tamaka Tariska Bren; Dien Mustika Ardini Adham; Fany Rahmadani; Maharani Azzura
Jurnal Pijar Vol 4 No 3 (2026): Jurnal Pijar : Studi Manajemen dan Bisnis
Publisher : PT Naureen Digital Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65096/pmb.v4i3.2055

Abstract

The lack of structured compensation systems remains a common issue among small and medium-sized enterprises (SMEs), leading to subjective salary determination and potential internal inequity. This study aims to analyze the relative value of jobs as a basis for developing an objective and proportional compensation structure at UKM XYZ, a pest control service company. This research adopts a quantitative approach using a point-factor job evaluation method through the application of the eckenrode, adhered, and overlapping methods. Data were collected through interviews, documentation studies, and questionnaires on compensable factor weighting involving company management. The selected compensable factors include formal education, technical competence, responsibility, and working conditions, which reflect the characteristics of service-based operations.The results indicate that formal education and technical competence are the most influential factors in determining job value. The evaluation reveals significant differences across positions, with the Chief Executive Officer (CEO) obtaining the highest score (805 points) and the technician position the lowest (302 points). Furthermore, the overlapping method produces a more moderate and financially feasible compensation structure compared to other methods. These findings demonstrate that compensable factor-based job evaluation enhances the objectivity and proportionality of compensation structures, thereby supporting the achievement of internal equity and more effective human resource management practices in SMEs.
PENGARUH JOB COMPETENCE, JOB LOYALTY DAN JOB CULTURE TERHADAP EMPLOYEE PRODUCTIVITY PADA PT. TELKOM WITEL SUMATERA (MEDAN) Sri Ayu Novalina Pardosi; Sondang N.B Marbun; Mislan Sihite
Jurnal Pijar Vol 4 No 3 (2026): Jurnal Pijar : Studi Manajemen dan Bisnis
Publisher : PT Naureen Digital Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65096/pmb.v4i3.2057

Abstract

This study aims to analyze the effect of job competence, job loyalty, and job culture on employee productivity at PT. Telkom Witel Sumatera (Medan). This study uses a quantitative approach with a survey method. The population in this study was all employees of PT. Telkom Witel Sumatera (Medan), with a sample size of 32 respondents determined using saturated sampling technique. Data were collected through questionnaires and analyzed using multiple linear regression analysis with the help of the SPSS program. The results showed that job competence had a significant partial effect on employee productivity with a t- value of 4.764 and a significance of 0.000. Job loyalty also has a significant effect on employee productivity with a t-value of 2.536 and a significance of 0.017. Furthermore, job culture has a significant effect on employee productivity with a t-value of 4.312 and a significance of 0.000. Simultaneously, job competence, job loyalty, and job culture had a positive and significant effect on employee productivity with a calculated F value of 31.907 and a significance level of 0.000. The coefficient of determination value shows that 76.2% of the variation in employee productivity was influenced by these three variables, while the rest was influenced by other factors outside the scope of this study. The results of this study are expected to be taken into consideration by companies in improving employee productivity through the sustainable management of competencies, loyalty, and work culture.
PENGARUH FLEXING DAN GAYA HIDUP MEWAH TERHADAP BRAND AWARENESS MELALUI PERSONAL BRANDING Alika Rahmah; Zeffanya Raphael Wijaya
Jurnal Pijar Vol 4 No 3 (2026): Jurnal Pijar : Studi Manajemen dan Bisnis
Publisher : PT Naureen Digital Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65096/pmb.v4i3.2074

Abstract

This study analyzes the influence of flexing and luxurious lifestyles on brand awareness through personal branding on the TikTok platform, using Shella Saukia as a case study. A quantitative method with a causal design was used, involving 100 active TikTok users who were familiar with the @shellasaukia account. Data analysis used path analysis with SPSS and AMOS. The results showed that flexing has no significant effect on personal branding (t=1.719; p=0.086), while luxurious lifestyle has a significant effect (t=3.454; p=0.000). Personal branding has a significant effect on brand awareness (t=9.248; p=0.000). Simultaneously, flexing and luxurious lifestyle have significant effects on personal branding (F=49.87; R²=0.507) and on Brand awareness (F=59.04; R²=0.476). Personal branding acts as a partial mediator with an indirect effect of luxurious lifestyle of 0.269. These findings contribute to digital communication strategies on social media.
EVALUASI DAN PERANCANGAN STRUKTUR DAN SKALA UPAH KARYAWAN PT BUMI S MENGGUNAKAN METODE DUA TITIK Reinhart Sianturi; An Nissa As Sabirina; Rizal Abil Arkom; Sasi Puspita Ningrum
Jurnal Pijar Vol 4 No 4 (2026): Jurnal Pijar : Studi Manajemen dan Bisnis
Publisher : PT Naureen Digital Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65096/pmb.v4i4.2075

Abstract

The absence of a structured salary system and a standardized job evaluation framework may lead to a misalignment between job value and employee compensation, potentially resulting in internal inequity. This issue is evident at PT Bumi S, where the existing compensation system remains relatively informal and is not fully based on systematic job valuation. This study aims to evaluate the current compensation system and to develop a more structured and equitable salary structure based on job value. A mixed-methods approach was employed, combining questionnaire data and in-depth interviews with managers and employees. The analysis was conducted using job value assessment, job grading, and salary mapping to examine the existing pay structure, followed by the application of the two-point method to design salary ranges across job levels. The findings indicate that the current salary structure lacks clear differentiation and does not adequately reflect variations in job responsibilities, although all wage levels exceed the regional minimum wage standards. The proposed structure establishes four job grades with defined minimum, midpoint, and maximum salary ranges that increase proportionally across levels. These results suggest that a job value–based salary structure can enhance internal equity, improve compensation consistency, and support higher levels of employee motivation and performance.
KEPUTUSAN INVESTASI PADA PENGANGGARAN MODAL DALAM PERSPEKTIF CONSERVATISM Arofatul Hidayah; Hilwatut Tilawah
Jurnal Pijar Vol 4 No 4 (2026): Jurnal Pijar : Studi Manajemen dan Bisnis
Publisher : PT Naureen Digital Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65096/pmb.v4i4.2078

Abstract

A company certainly has plans for the capital it possesses, and this is a necessity as it will lead to matters that can influence the company, one of which is investment decisions. Proper capital budgeting will support the right decisions. The results of these investment decisions will affect the company's performance. However, in essence, due to the presence of bias or misalignment of available information, it can affect the effectiveness of the decisions made. One such bias that can influence investment decisions is the conservatism bias, which is an effect caused by the managerial intention to disregard or be slow to react to the latest information due to a comfortable condition based on previous experiences. Using a literature study approach, by studying books, references, and previous research findings, the result shows that conservatism bias has a positive relationship with investor behavior and financial risk tolerance. To improve the effects of this bias, substantial improvements need to be made in the type, form, and method of communication of information in financial decision-making.
Perancangan Ulang Struktur dan Skala Gaji dengan Metode Overlapping dan Salary Mapping di UMKM PT XYZ Sri Riva Virgianti; Khalila Bandu; Pasha Samiaji; Nicholas Budi Syahputra; Mohammad Mehdi Rafsanjani
Jurnal Pijar Vol 4 No 4 (2026): Jurnal Pijar : Studi Manajemen dan Bisnis
Publisher : PT Naureen Digital Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65096/pmb.v4i4.2091

Abstract

Struktur dan skala gaji merupakan komponen penting dalam sistem kompensasi perusahaan karena berperan dalam menciptakan keadilan internal serta meningkatkan motivasi dan kinerja karyawan. Namun, dalam praktiknya banyak usaha kecil dan menengah masih menghadapi permasalahan dalam penyusunan struktur gaji yang sistematis sehingga menimbulkan ketidakseimbangan kompensasi antar jabatan. Penelitian ini bertujuan untuk mengevaluasi kondisi struktur dan skala gaji yang berlaku serta merancang perbaikan struktur kompensasi menggunakan metode salary mapping dengan pendekatan overlapping. Objek penelitian adalah UKM PT XYZ yang bergerak di sektor herbal dan wellness dengan jumlah karyawan sebanyak 22 orang. Penelitian ini menggunakan pendekatan mixed methods melalui pengumpulan data primer berupa wawancara dengan pihak manajemen serta data sekunder berupa data gaji perusahaan, regulasi upah minimum, dan literatur terkait sistem kompensasi. Analisis dilakukan melalui tahapan salary mapping untuk memetakan distribusi gaji berdasarkan jabatan dan grade, evaluasi salary structure menggunakan indikator minimum, midpoint, maksimum, spread, dan mid-to-mid progression, serta perancangan struktur gaji baru menggunakan metode overlapping. Hasil penelitian menunjukkan bahwa struktur gaji awal perusahaan masih memiliki ketidaksesuaian dalam hubungan rentang gaji antar grade. Penerapan metode overlapping menghasilkan struktur gaji yang lebih proporsional dan fleksibel serta meningkatkan keadilan internal, dengan kenaikan total biaya gaji sebesar sekitar 4,17%.
EVALUASI DAN DESAIN STRUKTUR SKALA UPAH DENGAN METODE OVERLAPPING DAN ADHERED DI PT XYZ Lindawati Kartika; Nayla Shakila Fauzia; Reza Annas Tasya; Nurmalita Devi Anggraeni; Nasywa Putri Alfita; Feby Silvia; Makesha Putri Jauhar
Jurnal Pijar Vol 4 No 4 (2026): Jurnal Pijar : Studi Manajemen dan Bisnis
Publisher : PT Naureen Digital Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65096/pmb.v4i4.2100

Abstract

The increasing demand for effective human resource management drives organizations to establish fair and well-structured compensation systems. This study aims to analyze and compare improvements in salary structures using a salary mapping approach at PT XYZ. Data were collected from 60 employees through job analysis, payroll documentation, and interviews with management. The analysis involved job grading, salary structure design, and salary mapping evaluation to assess internal pay consistency. The findings indicate that the initial compensation structure did not fully reflect internal equity, as shown by inconsistencies between mid-to-mid and spread values across several job grades. The overlapping method resulted in a more flexible salary structure due to overlapping pay ranges between grades. In contrast, the adhered method produced a more structured system with clear salary boundaries and no overlap between job levels. Overall, the adhered method is more effective in establishing a systematic and proportional compensation structure that aligns with the company’s financial capacity.

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