Implikasi: Jurnal Manajemen Sumber Daya Manusia

Human Resource Development Strategy on Performance Through Job Crafting as an Intervening Variable

Hafshah Annashihah — 2024-06-01

This study aims to explore the impact of human resource development on performance through job crafting in the environment of Pesantren Tahfidz Maskanul Huffadz. The phenomenon of declining work quality, employee collaboration, and employee loyalty from 2019 to 2022 is suspected to occur due to the increasing number of students and pesantren administrators each year. This study uses an associative method to determine the relationship between the variables Education (X1), Training (X2), Career Development (X3), Job Crafting (Y), and Performance (Z), using path analysis and the PLS-SEM approach. The results show that the variables Education and Training have a positive and significant effect on Job Crafting, with t-statistic results of 2.294 and 4.556, respectively. Additionally, Job Crafting also has a positive and significant influence on employee performance, with hypothesis testing results showing a t-statistic of 5.313. However, other variables mediated or through job crafting do not show a significant influence. Based on these results, it can be concluded that Job Crafting has a direct impact on employee performance compared to research results calculated indirectly. The decline in employee performance is also suspected to be influenced by suboptimal education, training, and career development. Therefore, to improve employee performance at Pesantren Tahfidz Maskanul Huffadz, it is necessary to enhance the aspects of education and training as well as the implementation of more effective job crafting strategies.

Enhancing Performance and Productivity Through Innovation in Business Management

Roy Vittorio — 2024-06-02

Innovation in business management plays a key role in improving organizational performance and productivity. This research highlights various strategies and approaches that companies can implement to drive innovation and achieve competitive advantage. The primary focus of this research is on how companies can integrate advanced technology and innovative management practices to optimize business processes, improve operational efficiency, and spur growth. The methodology used includes an analysis of case studies of companies that have successfully implemented innovation in their management, as well as a review of current literature related to this topic. The research results show that companies that proactively adopt new technology and develop a culture of innovation tend to have better performance and higher productivity compared to those that do not. In addition, this research also found that employee involvement and visionary leadership are important factors in driving innovation. Thus, this research provides valuable insights for business practitioners and academics in understanding the importance of innovation in business management and how to implement it effectively to achieve desired results. At the end of the research, it is recommended that companies continue to invest in research and development, as well as adopt a flexible management approach to remain competitive in an ever-changing business environment.

Business Model Canvas for Bananania MSMEs

Sofyani Mirah — 2024-06-14

Since Covid 19 hit in 2020 – 2022, the growth of MSMEs has increased rapidly, with full support from the government, MSMEs have also grown, and competition in the food and beverage business is currently very competitive, for this reason Bananania feels that it must have a good business model canvas so that Bananania's business can grow rapidly. The current problem is that there are many products produced by Bananania (banana chips, banana granola, banana flour, banana cookies, frozen fried bananas and also banana rambak) so with a good canvas business model you will be able to sort out the problems, especially in the target segment. and also key activities so that the business can run smoothly. This research uses the Business Model Canvas (BMC) as a measuring tool to see how the business model is currently running, namely by using the 9 elements contained in the Business Model Canvas, and this business model can quickly describe how this business runs.

The Influence of Work Incentives and Discipline on Employee Performance at PT. Penta Artha Impression

Arief Budi Santoso — 2024-06-17

This research aims to determine the effect of incentives and work discipline on employee performance at PT Penta Artha Impression using quantitative methods. The study involved 85 respondents selected through a saturated sampling technique. Data analysis included linear regression, correlation coefficient, determination coefficient, and hypothesis testing. Results showed that incentives significantly affect employee performance, as indicated by the simple linear regression equation Y = 13.352 + 0.452X1, a correlation value of 0.655, and a determination value of 0.429, meaning incentives contribute 42.9% to employee performance. Hypothesis testing revealed tcount > ttable (7.896 > 1.989), thus rejecting H01 and accepting Ha1, confirming a significant impact of incentives on performance. Similarly, work discipline significantly affects employee performance, evidenced by the regression equation Y = 14.973 + 0.358X2, a correlation value of 0.639, and a determination value of 0.408, indicating a 40.8% contribution to performance. Hypothesis testing showed tcount > ttable (7.569 > 1.989), rejecting H02 and accepting Ha2, indicating a significant influence of work discipline on performance. Furthermore, the combined effect of incentives and work discipline on performance is significant, as per the multiple linear regression equation Y = 10.009 + 0.283X1 + 0.203X2, with a correlation value of 0.707 and a determination value of 0.500, indicating a 50.0% influence. Hypothesis testing showed Fcount > Ftable (41.003 > 2.720), rejecting H03 and accepting Ha3, confirming a significant simultaneous influence of incentives and work discipline on employee performance at PT Penta Artha Impression.

Analysis of The Application Of Work Motivation In The House Security Unit Of Bank Indonesia PT. Jakarta Profitry Fund Trans

Solehuddin Yusuf — 2024-06-25

This research aims to analyze and explain the work motivation of the Bank Indonesia home security unit at PT. Trans Dana Profitri Jakarta. This research is a type of qualitative descriptive research with data collection techniques used through interviews, documentation, and field observations, literature studies. The data sources for this research are primary and secondary data sources. The data analysis method for this research is in stages 1) data reduction, 2) data presentation, and 3) drawing conclusions. The results of the research show that motivation for security units in the Bank Indonesia office environment must be intensively carried out by leaders in the field and also the company must continue to monitor the performance of leaders in the field. The results of the survey that was carried out found findings regarding several things or indications that caused a decrease in the work motivation of security forces in the field. Some of the factors found in the field include 1. The absence of a career path, 2. Leave rights that cannot be taken, 3. The contract work system which is always looming which can be terminated at any time by the company if there is the slightest problem. 4. There is an impact other things, such as the existence of a new policy regarding the corona virus outbreak, PT Trans Dana Profitri Jakarta can make efforts to provide policy information in the field so that security unit personnel can accept the policy gracefully and also the leadership can provide solutions to current problems. faced in the field considering the number of personnel who complained about this. Work motivation such as praise, appreciation, work equipment, work comfort, work ability, and work discipline are felt to be sufficient. The direct motivation given emphasizes direct encouragement such as praise given, such as positive motivation in the form of flattery, awards given according to performance. Meanwhile, indirect motivation itself emphasizes equipment that is suitable for use so that work comfort can be felt in the field.

STUDI KOMPARASI PENDAPATAN USAHATANI CABAI BESAR DENGAN CABAI KERITING DI KECAMATAN LEMBAR KABUPATEN LOMBOK BARAT

Yusmiati Yusmiati — 2024-07-20

Salah satu komoditas pertanian yang memiliki potensi produksi tinggi adalah tanaman cabai, cabai merupakan jenis komoditi pertanian yang memiliki nilai ekonomi serta berperan penting dalam pemenuhan kebutuhan masyarakat. Di Kabupaten Lombok Barat, khususnya di Desa Mareje Timur Kecamatan Lembar, tanaman cabai yang banyak dibudidayakan adalah tanaman cabai besar dan tanaman cabai kriting (Capsicum annum L). Kedua jenis tanaman cabai tersebut memiliki perbedaan harga dan fluktuasi harga yang tinggi, karena adanya perbedaan kegunaan dan ketersediaan produksi kedua jenis tanaman cabai di pasar. Oleh karena itu telah dilakukan penelitian yang bertujuan untuk mengetahui besar pendapatan usahatani cabai besar dan cabai kriting, apakah pendapatan usahatani cabai besar lebih tinggi dari pendapatan usahatani cabai kriting, dan apakah kendala-kendala yang dihadapi petani dalam budidaya cabai besar dan cabai kriting.

Dalam penelitian ini, digunakan metode penelitian komparatif dan Teknik penelitian menggunakan Teknik wawancara langsung berdasarkan daftar pertanyaan yang telah disediakan. Sampel petani responden diambil dengan menggunakan metode propotional random sampling, dimana dari usahatani tanaman cabai besar diambil 30 orang dan usahatani cabai keriting diambil 30 orang sehingga jumlah responden sebanyak 60 orang.

Hasil penelitian menunjukkan bahwa rata-rata pendapatan usahatani cabai besar adalah Rp 5,309.000/LG atau Rp 97,135,044/Ha, sedangkan rata-rata pendapatan usahatani cabai keriting sebesar Rp 3,566.000/LG atau Rp 70,542,331/Ha. Hasil uji t (t-test) menunjukkan bahwa pada equal variances assumed diperoleh nilai sign. 0,000 (0%) < dari 0,05 (nilai signifikansi uji hipotesisis). Hal ini menunjukan bahwa Ho ditolak atau H₁ diterima, yang berarti rata-rata pendapatan usahatani cabai besar lebih tinggi daripada cabai keriting.

Qualitative Analysis of The Millennial Generation's Perspective On Social Welfare Through Sharia-Based Economic Development

Hariyono Hariyono — 2024-06-29

This research aims to analyze the millennial generation's perspective on social welfare through sharia-based economic development. Using a qualitative approach, data was collected through in-depth interviews with a number of millennials who have an understanding of sharia economics. The research results show that the millennial generation has a positive view of the concept of social welfare resulting from sharia-based economic development. They assess that sharia economic principles, such as justice, transparency and social responsibility, can contribute significantly to improving social welfare. Apart from that, the millennial generation also sees that the implementation of sharia economics can be a solution to reduce economic and social inequality in society. This research concludes that wider understanding and acceptance of sharia economics among the millennial generation can support sustainable social and economic development.

The Role Of Organizational Culture In Enhancing Employee Performance In Start-Up Companies

Tulus Martua Sihombing — 2024-06-30

Organizational culture plays a crucial role in determining employee performance, especially within the context of start-up companies that face unique and dynamic challenges. This study aims to explore how organizational culture can enhance employee performance in start-ups, as well as the key factors that support the effectiveness of such culture. Through a literature review and empirical analysis, it was found that an inclusive, collaborative, and innovative organizational culture significantly contributes to increased productivity, job satisfaction, and employee loyalty. In start-up companies, where organizational structures are often flatter and work processes more flexible, a culture that encourages openness and adaptation to change becomes critical. Additionally, leadership that can instill core company values and support the development of individuals and teams further strengthens employee engagement with the organization. These factors, when implemented effectively, not only improve individual performance but also drive the overall sustainability and growth of the company. This study concludes that start-ups must consciously build and manage their organizational culture to achieve optimal performance. These findings are expected to serve as a guide for managers and founders of start-up companies in designing effective organizational culture strategies to maximize employee potential and achieve long-term business goals.