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INDONESIA
Human Capital Development
Published by Universitas Asa Indonesia
ISSN : 20894937     EISSN : -     DOI : doi.org/10.70157/hcd
Core Subject : Education,
Other
Human Capital Development adalah jurnal ilmiah yang mempublikasikan hasil penelitiaan mahasiswa dan dosen S1 Manajemen Universitas Asa Indonesia, dan yang menjadi scope jurnal ini adalah khusus manajemen SDM.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 228 Documents
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THE EFFECT OF EMPLOYEE’S EMPOWERMENT, AND SATISFACTION AGAINST THEIR WILLINGNESS TO LEAVE THE THE COMPANY Muhamad Angga Suyeitno; Parlagutan Silitonga
Human Capital Development Vol 2 No 3 (2015): HUMAN CAPITAL DEVELOPMENT
Publisher : LPPM Universitas Asa Indonesia

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Abstract

Tujuan- penelitian ini bertujuan mengukur keinginan berpindah dari suatu perusahaan berdasarkan kealpaan pemberdayaan dan kepuasan kerja di suatu perusahaan. Design/methodology/approach- Kuesioner diberikan kepada 50 orang responden karyawan V- Hotel Jakarta,ditentukan secara purposive, dianalisis dengan analisis regresi berganda. Hasil- Hasil penelitian ini menunjukkan tidak ada korelasi pemberdayaan staf terhadap keinginan berpindah, berbeda dengan penelitian sebelumnya. Namun secara bersama-sama bila ada pemberdayaan, dan kepuasan kerja, maka hal itu berakibat positif untuk bekerja lebih lama di V Hotel, Jakarta. Keterbatasan Penelitian-Kapasitas variable bebas mempengaruhi motivasi lebih lemah daripada variable lain yang tidak disertakan dalam penelitian ini. Implikasi Manajerial-Pemberdayaan berdasarkan perencanaan bermanfaat bagi pegawai di perusahaan ini. Nevelty- Penelitian ini iterapkan khusus di V-hotel di Jakarta yang disarankan dapat diimplementasikan di sana.
PENGARUH MOTIVASI TERHADAP MINAT WIRAUSAHA PADA MAHASISWA STEIN Aini Zahra; Bambang NS
Human Capital Development Vol 2 No 3 (2015): HUMAN CAPITAL DEVELOPMENT
Publisher : LPPM Universitas Asa Indonesia

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Abstract

Purpose- is to findout the effect of The Effect of Intrinsic And Extrinsic Motivation Against Enterpreneursip of student of STEIN. Design/methodology/approach- The respondents were selected purposively the stuent of STEIN. Data collected using quesionaire, and analyzed by multiple regression. Findings-It is concluded that Intrinsic And Extrinsic Motivation have positively effected Enterpreneurship of student in STEIN. Research limitations- The limited object of study and variable assigned in this research that can be extended in the future research. Practical implications- The scheme of student background and their intrinsic and extrinsic motivation can be blending by educators to be the spirit of entrepreneurship among the students of STEIN. The Originality-Usage of primary data as the basis of this research at a single college
PENGARUH GAYA KEPEMIMPINNAN DAN MOTIVASI TERHADAP KINERJA KARYAWAN Mochammad Soleman; Aris Budiono
Human Capital Development Vol 2 No 3 (2015): HUMAN CAPITAL DEVELOPMENT
Publisher : LPPM Universitas Asa Indonesia

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Abstract

Purpose- The Effect Of Management Style And Motivation Against Staff’s performance In Universitas Islam As-Syafi’iyah Jakarta Design/methodology/approach- Using the method of probability sampling, the sample by Slovin formula is 60 respondents. Data collected by questionaire, and analyzed by multiple regression at the standard of tolerance by 5%. Findings- Both managemen t style and motivation of employees contribut to work performance in Universitas Islam As-Syafi’iyah Jakarta. Limitation of the research- due to a non longitudinal resarch, it is necessary the further research by next year is to be held to enrich this findings. Mangaerial Implication- To boost work performance, it is necessary to monitor the presence and disciple of the employees in Universitas Islam As-Syafi’iyah Jakarta
THE EFECT OF ORGANIZATIONAL COMMUNICATION, AND COMPENSATION AGAINST EMPLOYEES WORK MOTIVATION IN PT. NEXWAVE JAKARTA Muhammad Firza; Parlagutan Silitonga
Human Capital Development Vol 2 No 2 (2015): HUMAN CAPITAL DEVELOPMENT
Publisher : LPPM Universitas Asa Indonesia

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Abstract

Tujuan- untuk mengetahui adanya peningkatan motivasi pegawai, kompensasi, komunikasi ortganisasi, terhadap motivasi kerja di PT. Nexwave Jakarta Desain/metogogi- Kuesioner terhadap responden yang terdiri atas 91 orang pegawai di PT. Nexwave Jakarta. Responden ditetapkan jumlahnya berdasarkan formula Slovin. Studi kasus di satu perusahaan dilanjutkan dengan wawancara. Teknik analisis dengan multiple regression. Temuan- Berdasarkan Uji F, ditemukan bahwa komunikasi dan kompensasi secara simultan berpengaruh pada motivasi kerja karyawan. Dengan uji t- ditemukan bahwa komunikasi dan kompensasi secara parsial, masing-masing berpengaruh pada motivasi kerja karyawan Jakarta. Kemudian pada uji korelasi dan determinasi, ditemukan bahwa kedua variabel berpengaruh sangat kuat terhadap motivasi kerja karawan di PT.Nexwave. Keterbatasan penelitian-Variabel terbatas dan hanya dilakukan di satu obyek. Implikasi- Para manajer dapat menjadikan variable ini sebagai perhatian dalam meningkatkan motivasi kerja pegawai, namun tidak terbatas pada keduanya. The Originality-Eksklusivitas di perusahaan ini merupakan suatu penelitan dan originalitas penelitan ini.
PENGARUH PROMOSI JABATAN, KOMPENSASI, DAN KINERJA TERHADAP KEPUASAN KERJA KARYAWAN PADA TWIN PLAZA HOTEL JAKARTA Fiman Maulana Romdoni; Mey Veronica Pohan
Human Capital Development Vol 2 No 2 (2015): HUMAN CAPITAL DEVELOPMENT
Publisher : LPPM Universitas Asa Indonesia

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Abstract

Purpose- The research is to findout the effect of promotion, compensation,performance against job satisfaction of the employee of Twin plaza Hotel Jakarta. Design/methology/approach- Findings- Compensation is more effective in achieveing the job satisfaction, eventhough promotion and performance are the basic to set up the compensation. Research Limitations- The object of research is limited to one company, and it is not applicable for the big company such state owned company. Practical implications- It is recommende to evaluate the existing compensation when the performance in declining stage to boost productivity and control over the employee.
PENGARUH KEPEMIMPINAN, KOMPENSASI TIDAK LANGSUNG, DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN Dian Okta Meryana; Very Cyasmoro
Human Capital Development Vol 2 No 2 (2015): HUMAN CAPITAL DEVELOPMENT
Publisher : LPPM Universitas Asa Indonesia

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Abstract

Purpose- is to findout the effect of lewadership, compensation against employee’s performance Design/methology/approach- The permanent and contracted employees are selected as the respondent of this research. The whole staffs are taken as respondent by questionaire. Data analyzed by multiple regression. Findings- Leadership, compensation are the major factors in influencing the employee’s performance. Limitation of the research : This research is not assigned to include other variable that also significant in boosting performance by adding promotion, for instance. Practrical Implication: It is strongly recommended to have the good and proper combination of leadership and compensation to keep employees working well and welfare well to
PENGARUH GAYA KEPEMIMPINAN, MOTIVASI DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN Edward; Jamaludin Khalid
Human Capital Development Vol 2 No 2 (2015): HUMAN CAPITAL DEVELOPMENT
Publisher : LPPM Universitas Asa Indonesia

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Abstract

Purpose- This study was designed to measure the influence of leadership, motivation, and work discipline against work performace Design/methology/approach- The sampling method using Slovin formula to select 50 person of the population. The analysis was done by multiple regression, using SPSS vrsion 20. Findings- Leadership style doesnot influence the work performance of the employee in PT Sinar Jernih Sarana (SJS-Indonesia). The motivation does, but in a weak state, on the other hand, discipline has a main role to influence the performance of the employee. However, when it is done simultaneously, there is a moderate effects on work performance. Research limitations- The strong value of other variables that included in this research is the indicator of the limitation Practical implications- It is strongly suggested to apply the other variables such as compensation, communication, and job satisfaction for the next research. The Originality- The exclusivity research applied in this particular company that discipline is a must.
PENGARUH KEPEMIMPINAN DAN KOMUNIKASI TERHADAP KINERJA KARYAWAN DI SPORT STUBE RESTAURAN PONDOK INDAH GOLF Farah; Chatarina Yunita Tarigan
Human Capital Development Vol 2 No 2 (2015): HUMAN CAPITAL DEVELOPMENT
Publisher : LPPM Universitas Asa Indonesia

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Abstract

Purpose- is to findout the the effect of leadership, discipline on work performance in Sport Stube Restauran Pondok Indah Golf Design/methology/approach- The employee of Stube were selected as respondent, while the multiple regression analysis is applied by using SPSS version 20. Findings- The employees of Stude Restaurant are not really affected strongly by leadership, but discipline. When both variables applied and tested simulataneously, it is still not strong enough. It is just in a moderate state. Research limitations –The limited variables apllied in this research is one of the handicap and barrier in this study. Practical implications- In the next study, compensation, and motivation variables are among the suggested to be deployed.
PENGARUH KOMPENSASI DAN MOTIVASI KERJA TERHADAP PRESTASI KERJA KARYAWAN PADA PT. BANK TABUNGAN PENSIUNAN NASIONAL (BTPN) SYARIAH.Tbk CABANG BOGOR Shintia Lusiyanti Sitorus; Paryoto
Human Capital Development Vol 2 No 1 (2015): HUMAN CAPITAL DEVELOPMENT
Publisher : LPPM Universitas Asa Indonesia

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Abstract

Purpose- Aiming of this research is to findout the effect of compensation, and motivation toward the staff’s performance at Bank Tabungan Negara (BTN). Design/methology/approach- A questionaire survey to employees of Bank Tabungan Negara (BTN), Bogor Branch, the sample were 91 respondents derived by Slovin formula, within a single organization supported by interviews. Findings- Based on F-test, it is concluded that Organizational communication and Compensation simultaneously have effected the work motivation of the employee in P.T.Nexwave Jakarta. It it double checked, the result of t-test is also confirming that Organizational communication and Compensation simultaneously have effeFinally the coorelation and determinant test is applied that this is also determines that there is a real relationship among the two varibales against the work motivation of the employees in PT.Nexwave, atrongly. Research limitations-However the capacity of independent variables to influence the effect on work motivation is weaker than other variables, that are not included in this research Practical implications-The manager of human resource shall maintain the authentic information by means of available organizational communications. Additionally is is a main area to evaluate the existing compensation as it has bigger effect on work motivation. The Originality-This is done exclusively for the single company that may applicable therein
THE RELATION BETWEEN ROTATION AND TRAINING AGAINST EMPLOYEE’S PERFORMANCE Widya; Parlagutan Silitonga
Human Capital Development Vol 2 No 1 (2015): HUMAN CAPITAL DEVELOPMENT
Publisher : LPPM Universitas Asa Indonesia

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Abstract

Purpose- Rotation and training are two areas of problem and solution to human resource manager. This research was conducted to measure how are the effect of rotation and training toward the employee’s performance in a hospitality industry, and in thgis case study at Katsusei Resaurant. Design/methology/approach- A questionaire survey to employees in Katsusei Restaurant within a single organization supported by interviews. Findings- There are positive direct effects between rotation, and training on employeee’s performance. However, other vriables that not included in surevey are still influenced the posibl better performace of employee. When rotation and training are held for the benefit of the employee to achieve the company’s goals, the planned, and agreed mutation and training are positively increasing the employee’s performance. Research limitations- Due to a single company, and limited staffs, this research need to be evaluated. On the other hand, the two variables did not represented the whole factors of performance. Practical implications-The manager of human resource shall communicate rotation and training prior to a definite planning, and executions Originality/value- Ratation and training have been proved as a part of human capital both for employees, and company/organization

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