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<![CDATA[Analisis Kualitas Sumber Daya Manusia Pada Departemen Quality Control Di PT. Kiyokuni Technologies Indonesia ]]>
<![CDATA[Larasati, Susan]]>;
<![CDATA[Fadli, Uus MD]]>;
<![CDATA[Khalida, Laras Ratu]]>
<![CDATA[ Jurnal Ekonomi Manajemen dan Bisnis (JEMB) Vol. 3 No. 2 (2024): Juli - Desember ]]>
Publisher : <![CDATA[CV. ITTC INDONESIA ]]>
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DOI: 10.47233/jemb.v3i2.1813
<![CDATA[The aim of this research is to assess the quality of human resources in the Quality Control department at PT. Kiyokuni Technology Indonesia. Highly skilled and competent employees in a company will increase operational efficiency, raise the standard of goods produced, and increase client happiness. This research uses qualitative methodology to examine markers of human resource quality, including work understanding, knowledge, skills and work motivation. Participants in this research consisted of HRD personnel, managers, supervisors and employees of PT. Kiyokuni Technology Indonesia. Primary data was obtained through face-to-face interviews with participants, and secondary data was obtained from a thorough review of existing literature and documentation. The results of this research show the importance of managers and team leaders exercising control in improving variables that have an impact on the performance of the Quality Control team. Managers can create a work climate that encourages professional growth and allows team members to reach their maximum potential by implementing a comprehensive strategy that focuses on individual development. In this way, the company can effectively achieve and fulfill its goals.]]>
<![CDATA[Implementasi E-SDM Di PT. Asia Pacific Fibers Tbk. Karawang ]]>
<![CDATA[Primacipta, Yugi]]>;
<![CDATA[Fadli, Uus Mohammad Darul]]>
<![CDATA[ Jurnal Ekonomi Manajemen dan Bisnis (JEMB) Vol. 3 No. 2 (2024): Juli - Desember ]]>
Publisher : <![CDATA[CV. ITTC INDONESIA ]]>
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DOI: 10.47233/jemb.v3i2.1818
<![CDATA[Technology has played a very significant role in changing the way organizations operate and has drastically affected human resource management (HRM) practices, further increasing its influence. The implementation of technology in HR management practices can improve organizational efficiency and effectiveness. The implementation of technology in HR management can include things such as: (a) electronic organizational structure, business processes, and document tracking; (b) electronic workforce planning; (c) electronic recruitment systems; (d) personal information systems, salary accounts, leave, and electronic exit procedures; (e) electronic job evaluation and electronic remuneration systems; (f) electronic performance management systems; (g) electronic training and development; (h) career management and electronic talent management. PT Asia Pacific Fibers, located in Kiara Payung Village, Klari District, Karawang, West Java, aimed to understand the implementation process of E-SDM in their HR activities. This research uses a qualitative research design with a case study approach and involves interviews with 5 respondents as well as data collection methods through observation, in-depth interviews, and documentation to support information related to the implementation of E-SDM in HR activities.]]>
<![CDATA[Analisis Budaya Organisasi Karyawan PT. Exedy Manufacturing Indonesia ]]>
<![CDATA[Fatimah, Wilda Nur]]>;
<![CDATA[Fadli, Uus Mohammad Darul]]>
<![CDATA[ Jurnal Ekonomi Manajemen dan Bisnis (JEMB) Vol. 3 No. 2 (2024): Juli - Desember ]]>
Publisher : <![CDATA[CV. ITTC INDONESIA ]]>
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DOI: 10.47233/jemb.v3i2.1819
<![CDATA[The social relationships created in an organization need a cultural bond to achieve the desired goals. The purpose of this research is to determine the application of organizational culture at PT. Exedy Manufacturing Indonesia. The research design uses quantitative methods with factor analysis. Research location at PT. Exedy Manufacturing Indonesia. Data was collected through observation and questionnaires. The research population was all employees at the company PT. Exedy Manufacturing Indonesia. Samples were taken randomly from various departments with a total of 100 respondents. The research results show that the three organizational culture factors that exist at PT. Exedy Manufacturing Indonesia namely Team Orientation, Stability, Innovation and risk taking. Component (factor) 1 has a correlation value of 0.799 > 0.5. Component (factor) 2 has a correlation value of 0.738 > 0.5. Component (factor) 3 has a correlation value of 0.739 > 0.5. These three factors include internal and external factors, so they can be used as a reference for PT. Exedy Manufacturing Indonesia to carry out improvements and developments.]]>
<![CDATA[Analisis Komitmen Kinerja Karyawan Klinik Pratama Asshofwan ]]>
<![CDATA[Awalia, Lia]]>;
<![CDATA[Fadli , Uus Mohammad Darul]]>
<![CDATA[ Jurnal Ekonomi Manajemen dan Bisnis (JEMB) Vol. 3 No. 2 (2024): Juli - Desember ]]>
Publisher : <![CDATA[CV. ITTC INDONESIA ]]>
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DOI: 10.47233/jemb.v3i2.1820
<![CDATA[Human resources are a central factor in managing an employee. However, the sophistication of technology used without human support as the implementer of operational activities will not be able to produce outputs in accordance with the expected level of efficiency. Previous or relevant research is fundamental in a research or scientific article. This study aims to analyze: 1) The effect of work commitment applied to the clinic, 2) the effect of work commitment on the performance of clinic employees. Whether or not there is a commitment in employee performance, because it can affect the quality of work and service. The design of this research is qualitative research and is an interview research. The research population of all Klikik Pratama Asshofwan employees and a sample of 5 respondents with interview analysis. The results of the study showed: 1) The work commitment implemented by the clinic leader is good enough in improving employee performance, 2) Work commitment affects employee performance, with proper and good implementation, 3) Work commitment is significant in relation to the responsibility of an employee in completing a job.]]>
<![CDATA[Analisis Beban Kerja Karyawan Pada CV. Petroasia Jaya Utama ]]>
<![CDATA[Alaina , Syafira]]>;
<![CDATA[Fadli, Uus Mohammad Darul]]>
<![CDATA[ Jurnal Ekonomi Manajemen dan Bisnis (JEMB) Vol. 3 No. 2 (2024): Juli - Desember ]]>
Publisher : <![CDATA[CV. ITTC INDONESIA ]]>
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DOI: 10.47233/jemb.v3i2.1821
<![CDATA[Employees are important in the company, they must be guaranteed and maintained by the company. This relates to paying attention to workload on employees. The purpose of this study was to determine and analyze the workload on employees of CV. Petroasia Jaya Utama. This article identifies 2 dimensions of workload, namely internal factors and external factors. This research uses a qualitative descriptive method, this research also involves interviews and observations. The interviewees in this study involved 5 employees at the research location at CV. Petroasia Jaya Utama. The results showed that internal and external workloads have a significant influence on employee performance. Employees who experience excessive workload and an uncomfortable work environment tend to experience fatigue and are less productive. Therefore, companies should pay attention to employee workload and take steps to reduce workload and improve the quality of the work environment. The results of this study can be used as reference material for companies to improve employee performance and reduce the workload faced by employees.]]>
<![CDATA[Analisis Kinerja Pegawai Pada Dinas Tenaga Kerja dan Transmigrasi Karawang ]]>
<![CDATA[Pratiwi, Siti Dita]]>;
<![CDATA[Fadli, Uus Mohammad Darul]]>
<![CDATA[ Jurnal Ekonomi Manajemen dan Bisnis (JEMB) Vol. 3 No. 2 (2024): Juli - Desember ]]>
Publisher : <![CDATA[CV. ITTC INDONESIA ]]>
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DOI: 10.47233/jemb.v3i2.1822
<![CDATA[The labor and transmigration office is a government agency in regulating the placement of workers in various regions. The aim is to optimize the utilization of human resources according to the needs of a particular region. Employee performance in a company is the main element of human resources, human resources work as the driving force of the organization both in institutions and companies, which has a function as an asset so that it must be trained and developed its capabilities. and has a very important role in determining the success of the organizers of a company. And this research design is qualitative research, qualitative research is research that produces descriptive, the research place is at the Manpower and Transmigration Office located on Jl. Surotokunto Warungbambu, Kec. Karawang Tim., Karawang. The results of interviews regarding employee performance can be concluded that employee performance assessment can be seen from individual employees at the labor and transmigration office.]]>
<![CDATA[Analisis Peluang dan Ancaman Perdagangan Bahan Pangan serta Kebijakan untuk Mengatasinya: Studi Kasus Indonesia dan Thailand ]]>
<![CDATA[Wulandari, Wulandari]]>;
<![CDATA[Ibrahim, Shandy Akmal]]>;
<![CDATA[Setia, M Abdika]]>;
<![CDATA[Daspar, Daspar]]>
<![CDATA[ Jurnal Ekonomi Manajemen dan Bisnis (JEMB) Vol. 3 No. 2 (2024): Juli - Desember ]]>
Publisher : <![CDATA[CV. ITTC INDONESIA ]]>
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DOI: 10.47233/jemb.v3i2.1825
<![CDATA[This research examines the potential for Indonesian agricultural exports to Thailand in the context of ASEAN trade. The analysis focuses on the comparative advantages of the two countries in key agricultural commodities such as rice, corn, sugar, palm oil and coffee. Production and export data for 2022 shows that Indonesia is ahead in palm oil and coffee production, while Thailand is dominant in rice and sugar exports. The 2021-2023 trade balance of both countries shows a deficit, with Thailand experiencing a much larger deficit. Despite facing challenges such as price fluctuations, climate and trade regulations, Indonesia has the opportunity to increase its agricultural exports to Thailand by improving production efficiency and product quality.]]>
<![CDATA[Pengaruh Financial Literacy dan Financial Managament Behavior Terhadap Invesment Decision pada Investor Generasi Y dan Z di Kota Bogor ]]>
<![CDATA[Rahayu, Sophie Indah]]>
<![CDATA[ Jurnal Ekonomi Manajemen dan Bisnis (JEMB) Vol. 3 No. 2 (2024): Juli - Desember ]]>
Publisher : <![CDATA[CV. ITTC INDONESIA ]]>
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DOI: 10.47233/jemb.v3i2.1876
<![CDATA[This research aims to determine the influence of financial literacy variables and financial management behavior on investment decision variables among Generation Y and Z investors in Bogor City. The population in this research is the people of Bogor City with a sample size of 100 respondents (investors) using the Slovin formula which has criteria for respondents using a purposive sampling technique. The method in this research is quantitative using questionnaire data collection techniques with multiple linear regression analysis techniques. Based on the research results, it shows that partially financial literacy has a significant positive effect on investment decisions, financial management behavior has a significant positive effect on investment decisions and simultaneously financial literacy and financial management behavior have a significant positive effect on investment decisions]]>
<![CDATA[Peran Hukum Ekonomi Syariah dalam Pembangunan Ekonomi Berkelanjutan ]]>
<![CDATA[Julia, Elsa]]>;
<![CDATA[Yanti, Ulfa Dwi]]>;
<![CDATA[Hamdi, Imam Al]]>
<![CDATA[ Jurnal Ekonomi Manajemen dan Bisnis (JEMB) Vol. 3 No. 2 (2024): Juli - Desember ]]>
Publisher : <![CDATA[CV. ITTC INDONESIA ]]>
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DOI: 10.47233/jemb.v3i2.1915
<![CDATA[Sustainable economic development is the main goal for many countries in this era of globalization. This concept not only calls for steady economic growth, but also requires the adoption of practices that address social justice and environmental sustainability. Sharia economic law offers a unique framework for achieving this goal, by integrating the principles of distributive justice, sustainable management of natural resources, and economic empowerment through mechanisms such as zakat and sadaqah. This article examines in depth the role of sharia economic law in the context of sustainable economic development. Through a case study approach from countries such as Malaysia, Indonesia and the United Arab Emirates, we analyze the positive impact of implementing sharia economic law on financial inclusion, environmental management and community empowerment. Our findings show that sharia economic law is not only relevant in the Muslim context, but also has the potential to make a significant contribution to creating a more equitable, inclusive and sustainable economy in various global contexts. In conclusion, this article emphasizes that further integration of sharia economic law principles can be an effective strategy for countries that wish to optimize economic growth while paying attention to environmental sustainability and social justice. Thus, sharia economic law is not only an alternative, but also an integral part of sustainable economic development in the future.]]>
<![CDATA[Analisis Gaya Kepemimpinan Dan Budaya Kerja Perusahaan Terhadap Kepuasan Karyawan (Studi Kasus PT Flexylabs Instrument Indonesia) ]]>
<![CDATA[Juniar, Sonya Amelia]]>;
<![CDATA[Yoganingsih, Tutiek]]>
<![CDATA[ Jurnal Ekonomi Manajemen dan Bisnis (JEMB) Vol. 3 No. 2 (2024): Juli - Desember ]]>
Publisher : <![CDATA[CV. ITTC INDONESIA ]]>
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DOI: 10.47233/jemb.v3i2.1971
<![CDATA[This study aims to determine how the relationship between the variables of Leadership Style (X1), Work Culture (X2), on the variable Employee Satisfaction (Y) at PT Flexylabs Instrument Indonesia. The research data is data taken using a questionnaire distributed to employees of PT Flexylabs Instrument Indonesia. The population in this study were 40 employees of PT Flexylabs Instrument Indonesia, where in determining the sample using simple random sampling, resulting in a sample of 40 employees with SEM-PLS analysis techniques using SmartPLS4 software to process data in this study. The findings of the research that has been done show that: 1) Leadership style has a positive and significant effect on employee satisfaction. 2) Work Culture has a positive and significant effect on Employee Satisfaction. 3) Leadership Style and Work Culture have a positive but insignificant effect on Employee Satisfaction.]]>
