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INDONESIA
Jurnal Menara : Manajemen Sumber Daya Manusia
Published by Yayasan Al Barokah Hasanah
ISSN : -     EISSN : 3109161x     DOI : https://doi.org/10.65978/jm.v2i2
Core Subject : Economy, Humanities, Social,
Humanities Economics, Econometrics & Finance Environmental Science Social Sciences
Journal MENARA : Manajemen Sumber Daya Manusia (ISSN: 3109-161X) published by Yayasan Al Barokah Hasanah. This journal is an open access peer-reviewed journal based in Indonesia that has been published since 2024 officially twice a year (March and September), JM is now published in Indonesian (preferably English). This journal contains ideas or research results and scientific works originating from research for the development of economics in the study of human resource management. In addition, this journal is also expected to be able to support the improvement of the competence of lecturers and students who are an alternative in publishing the results of their research or work.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 42 Documents
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PENGARUH BUDAYA ORGANISASI DAN MOTIVASI KERJA TERHADAP KINERJAKARYAWAN PADA PT SUPRA CITRA INTITAMA BEKASI Sawalman Zalukhu; Akhmar Barsah
Jurnal Menara Vol. 2 No. 2 (2025): September 2025
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v2i2.30

Abstract

This study examines the influence of organizational culture and work motivation on employee performance at PT Supra Citra Intitama Bekasi. The research employed a quantitative approach with an associative design, utilizing census sampling technique involving 60 permanent employees. Data collection was conducted through questionnaires using a 5-point Likert scale, with analysis performed using multiple linear regression, correlation analysis, and hypothesis testing. The findings reveal that organizational culture has a positive and significant effect on employee performance with a correlation coefficient of 0.783 (strong category) and contributes 78.3% to performance variance. Work motivation demonstrates a stronger influence with a correlation coefficient of 0.879 (very strong category) and contributes 87.9% to employee performance. Simultaneously, both variables exhibit a very strong effect on employee performance with a combined contribution of 88.5%, indicating optimal synergistic effects. Despite both organizational culture (mean score 2.80) and work motivation (mean score 2.76) being categorized as poor, their significant impact on performance suggests substantial improvement potential through strategic interventions. These findings provide practical implications for management to prioritize integrated strategies that synergize organizational culture enhancement through innovation and communication openness with work motivation improvement through comprehensive compensation systems, job security, and recognition programs to optimize employee performance in competitive business environments.
PENGARUH KUALITAS SUMBER DAYA MANUSIA DAN PENGEMBANGAN KARIR TERHADAP KINERJA PEGAWAI DI WILAYAH KECAMATAN KEMANG KABUPATEN BOGOR Sinta Dewi; Ahmad Nazir
Jurnal Menara Vol. 2 No. 2 (2025): September 2025
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v2i2.33

Abstract

This This study aims to analyze the influence of human resource (HR) quality and career development on employee performance in Kemang District, Bogor Regency, both partially and simultaneously. The research method uses a quantitative approach with saturated sampling technique, involving 60 respondents. Data analysis was carried out through validity tests, reliability tests, classical assumption tests, multiple linear regression analysis, correlation coefficients, determination coefficients, and hypothesis tests. The results of the study indicate that partially, HR quality has a positive and significant effect on employee performance (t count 4.314 > t table 2.001; sig. 0.000 < 0.05). Career development also has a positive and significant effect (t count 5.628 > t table 2.001; sig. 0.000 < 0.05). Simultaneously, HR quality and career development have a positive and significant effect on employee performance (F count 19.591 > F table 2.001; sig. 0.000 < 0.05). The regression equation obtained is Y = 3.832 + 0.238X₁+ 0.591X₂ with a coefficient of determination of 40.7%, while 59.3% is influenced by other factors outside the study. Thus, both partially and simultaneously, human resource quality and career development have a significant influence on employee performance.
PENGARUH PELATIHAN DAN PENGEMBANGAN SDM TERHADAP KINERJA PEGAWAI DI BADAN PERENCANAAN PEMBANGUNAN DAN PENELITIAN DAERAH KOTA DEPOK JAWA BARAT Sekar Rinjani; Agung Tri Putranto
Jurnal Menara Vol. 2 No. 2 (2025): September 2025
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v2i2.34

Abstract

This study analyzes the effect of training and human resource development on employee performance at the Regional Development Planning and Research Agency (BAPPEDA) of Depok City. The research used a quantitative method with an associative approach to measure relationships between variables. The population was 58 employees, all taken as samples with a saturated sampling technique due to the small, homogeneous population. Data were collected through questionnaires tested for validity and reliability. Analysis included validity, reliability, classical assumption tests (normality, multicollinearity, heteroscedasticity, autocorrelation) multiple linear regression, correlation coefficient, coefficient of determination, and hypothesis testing with t-tests and F-tests. The results showed all statement items were valid and reliable (Cronbach’s Alpha > 0.6). The classical assumption test indicated data were normally distributed,free from multicollinearity, heteroscedasticity, and autocorrelation (Durbin-Watson = 1.997). Regression analysis revealed training (X1) and human resource development (X2) partially had a positive. Simultaneously, both variables had a significant effect,. In conclusion, training and human resource development, both partially and simultaneously, have a positive, significant effect on BAPPEDA Depok City employees.
ANALISIS BEBAN KERJA DALAM MENINGKATKAN KINERJA PERAWAT PADA RUMAH SAKIT PERMATA PAMULANG TANGERANG SELATAN Savitri Rizka Handayani; Henni Marlinah
Jurnal Menara Vol. 2 No. 2 (2025): September 2025
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v2i2.36

Abstract

This Study aims to analyze the workload and performance of nurse Permata Pamulang Hospital. The methode used is a qualitative approach with in-depth interviews conducted with nurse and head nurses, as well as direct observations in the field. The result indicate that the workload of nurses in this hospital is categorized as high, caused by an imbalance between the number of patients and the number of nurses, as well as the complex demands of tasks. The findings align with previous research emphasizing the imporance of human resource management in improving performance. Althought nurses possess adequate knowledge and skills, excessive workload negatively impacts their performance, resulting in a decline in service quality and increased stress. This study reccomends through task delegation, and developing nurses competencies through training. Thus, it is expected that nurses performance can improve, which in turn will enhance the quality of healtcare services at Permata Pamulang Hospital.
PENGARUH PEMAHAMAN MOTIVASI DAN TINGKAT DISIPLIN KERJA TERHADAP KINERJA TENAGA KERJA PADA KANTOR KECAMATAN RUMPIN KABUPATEN BOGOR Putri Maulidia; Priehadi Dhasa Eka
Jurnal Menara Vol. 2 No. 2 (2025): September 2025
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v2i2.37

Abstract

This research aims to determine the effect of motivation understanding and work discipline level on employee performance at Rumpin Sub-District Office, Bogor Regency. The research method used is a quantitative approach with a survey technique through questionnaires distributed to the for entire population of 66 employees. The for results of simple regression analysis show that motivation understanding has a positive and significant effect on performance with the regression equation Y = 27.691 + 0.255 X1, t value of 8.292 > t table 1.669, and significance value of 0.000 < 0.01. Meanwhile, work discipline also has a positive and significant effect on performance with the regression equation Y = 15.936 + 0.546 X2, t value of 4.472 > t table 1.669, and significance value of 0.000 < 0.01. The multiple regression analysis shows that motivation understanding and work discipline simultaneously have a significant effect on performance with the regression equation Y = 14.776 + 0.075 X1 + 0.519 X2, F value of 14.936 > F table 3.140, and significance value of 0.000 < 0.05. Thus, it can be concluded that motivation understanding and work discipline have positive and significant effects both partially and simultaneously on the performance of employees at Rumpin Sub-District Office, Bogor Regency.
PENGARUH REWARD DAN PUNISHMENT TERHADAP KINERJA KARYAWAN PADA PT KARTIKA MANDIRI CEMERLANG JAKARTA BARAT Siti Fadila Eka Syafia; Sam Cay
Jurnal Menara Vol. 2 No. 2 (2025): September 2025
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v2i2.39

Abstract

This research aims to determine the effect of reward and punishment on employee performance at PT. Kartika Mandiri Cemerlang West Jakarta, partially and simultaneously. The method used is a quantitative method. The research sample was 51 respondents. Data analysis methods used in the study include instrument tests consisting of validity tests, reliability tests, classical assumption tests consisting of normality tests, multicollinearity tests, heteroscedasticity tests, multiple linear regression tests, correlation coefficients, determination coefficient tests, hypothesis tests consisting of partial t tests and simultaneous f tests. The results of the study showed that rewards have an effect on employee performance with a t-count value of 11.407 > t table 2.010 with a significance of 0.001 < 0.05, then Ho1 is rejected, Ha1 is accepted. Punishment has a positive and significant effect on employee performance with a t-count value of 3.347 > t table 2.010 with a significance of 0.002 < 0.05, then Ho2 is rejected, Ha2 is accepted. Reward and punishment have a positive and significant influence on employee performance with a calculated F value of 74.355 > Ftable 3.190 with a significant level of 0.001 < 0.05, thus Ho3 is rejected and Ha3 is accepted. The results of the Rsquare value (determination coefficient) of 0.756, it can be concluded that the reward variables (X1) and punishment (X2) simultaneously have a contribution to the influence on employee performance (Y) of 75.6%, while the remaining 24.4% is caused by variables that are not included in this research model.  
DAMPAK MOTIVASI KERJA DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN PADA PT GEYO TAMA JAYA KOTA DEPOK Abdul Azis; Abdul Rahman Safiih
Jurnal Menara Vol. 2 No. 2 (2025): September 2025
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v2i2.41

Abstract

The purpose of this research is to determine the extent of the impact of Work Motivation and Work Discipline on Employee Performance both partially and simultaneously. This research uses a quantitative approach, with a total population of 51 employees. The data collection techniques used are primary data, namely observation, interviews, and questionnaires. The data analysis method used is multiple linear regression using SPSS version 26. The regression equation is Y = 3.011 + 0.434 X1 + 0.526 X2, (F test) on the Work Motivation variable (X1) and Work Discipline variable (X2) shows a calculated f value > f table value, which is 34.842 > 2.800, and has a significance value of 0.000 < 0.05. Therefore, it can be concluded that the Work Motivation variable (X1) and Work Discipline variable (X2) together (simultaneously) have a significant impact on Employee Performance variable (Y) at PT Geyo Tama in Depok City.
STRATEGI PENINGKATAN KEPUASAN KERJA KARYAWAN PADA PT. METROLOGI GLOBAL SOLUSI (MGS KALIBRASI) KABUPATEN TANGERANG DENGAN MEMPERTIMBANGKAN ASPEK LINGKUNGAN KERJA MELALUI ANALISIS SWOT Urfa Kamilah Rozi; I Made Aryata
Jurnal Menara Vol. 2 No. 2 (2025): September 2025
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v2i2.42

Abstract

This study aims to formulate strategies to improve employee job satisfaction at PT. Metrologi Global Solusi (MGS Kalibrasi), Kabupaten Tangerang, by considering the work environment through a SWOT analysis approach. The research employed a descriptive qualitative method using data collection techniques such as observations, interviews, paper-based questionnaires, and documentation. Work environment indicators include facilities, noise, air circulation, and work relationships, while job satisfaction indicators cover work itself, wages, promotion, supervision, and coworkers. The analysis results indicate that the company is positioned in quadrant I of the SWOT matrix, reflecting a growth-oriented strategy where internal strengths can be optimized to respond to external opportunities. The strategies formulated in order of priority are: offering subscription-based calibration services, regular equipment updates, development of a technology-based work system, certified technician training, strengthening customer service and after-sales support, gradual investment in new equipment, adding digital features to calibration services, expanding cooperation with educational institutions and new industries, and enhancing digital marketing through social media. These strategies are expected to improve employee job satisfaction in various aspects, including work efficiency, career development opportunities, harmonious coworker relationships, and a modern work system that supports productivity.
PERAN LINGKUNGAN KERJA DALAM MENINGKATKAN KINERJA KARYAWAN PADA CV.TIRTA SASMITA PAMULANG TANGERANG SELATAN Agustina Mogi; Ansori Akbar
Jurnal Menara Vol. 2 No. 2 (2025): September 2025
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v2i2.43

Abstract

This study aims to examine the role of the work environment in improving employee performance at CV. Tirta Sasmita Pamulang, a company engaged in the production and distribution of mineral water. The research uses a qualitative descriptive approach, with data collection techniques including observation, interviews with 7 informants who are employees of CV. Tirta Sasmita Pamulang, and documentation. The results of the study show that the work environment, which includes physical aspects (such as workspace layout and supporting facilities) as well as non-physical aspects (such as employee relations and communication with superiors), has a significant influence on employee performance. A conducive work environment has been proven to enhance work spirit, efficiency, and employee productivity. This study recommends that the company pay greater attention to workplace comfort and improve internal communication in order to achieve optimal work outcomes.
PENGARUH PELATIHAN KERJA DAN KOMUNIKASI ORGANISASI TERHADAP KINERJA KARYAWAN PADA PT. SOLUSI MITRA TAMA JAKARTA UTARA Maryadi Maryadi; Mohamad Duddy Dinantara
Jurnal Menara Vol. 2 No. 2 (2025): September 2025
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v2i2.44

Abstract

This study aims to analyze the influence of job training and organizational communication on employee performance at PT. Solusi Mitra Tama North Jakarta. This study uses a quantitative approach with an associative method. The number of respondents was 52 people obtained through saturated sampling techniques. Data analysis techniques are in the form of validity tests, reliability tests, classical assumption tests, regression analysis, correlation coefficient analysis, determination coefficient analysis and hypothesis tests. The results showed that job training had a positive and significant effect on employee performance, with a regression equation Y = 10.810 + 0.726X1, a significance value of 0.000 < 0.05 and a regression coefficient value of 0.726, a correlation coefficient value of R = 0.771 meaning that the two variables had a strong relationship. The hypothesis test was obtained from t calculation > t table or (8.567 > 2.0086), the value of sig. (0.000 < 0.05) means that Ho1 is rejected and Ha1 is accepted. Organizational communication also has a positive and significant effect on employee performance, with a regression equation Y = 10.832 + 0.751X2 with a significance value of 0.000 and a regression coefficient of 0.751, the value of the correlation coefficient R = 0.786 means that the two variables have a strong relationship. The hypothesis test was obtained in the t calculated > table or (8.987 > 2.0086), the value sig. (0.000 < 0.05) means that Ho2 is rejected and Ha2 is accepted. Simultaneous job training and organizational communication have a positive and significant effect on employee performance, with regression results Y = 9.834 + 0.283X₁ + 0.484X₂, the value of F calculated > F table or (41.713 > 3.19) and a significance of 0.000 means that Ho3 is rejected and Ha3 is accepted. An R-square value of 0.630 indicates that the two independent variables explain 63% of employee performance variability.

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