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Analysis Of Flow Process Of Employee Termination Dispute Resolution Settlement Based On Law No. 02 Year 2004 Pratikno, Yuni
Agregat: Jurnal Ekonomi dan Bisnis Vol 3 No 2 (2019): September
Publisher : Universitas Muhammadiyah Prof. DR HAMKA.

This study aims to determine the Termination of Work Relations Dispute Settlement according to Law No. 2 of 2004. This research uses descriptive qualitative research methods and library research with the approach of material / primary data, material / secondary data, and material / tertiary data. The results of the study state that if no agreement is reached, either party or party can file a lawsuit to the industrial relations court at the local district court where the worker or laborer works. The length of the mediation process is prolonged because many parties want to interfere in mediation.

PENGARUH PELATIHAN DAN DISIPLIN TERHADAP KINERJA KARYAWAN LEVEL 5 PADA PT. QUINDOFOOD BOGOR TAHUN 2018 Yuni Pratikno; Ary Triyanto
Aliansi : Jurnal Manajemen dan Bisnis Vol 13, No 2 (2018): Aliansi : Jurnal Manajemen dan Bisnis
Publisher : Sekolah Tinggi Manajemen IMMI Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46975/aliansi.v13i2.20

This study aims to determine and analyze the effect of training and discipline on the performance of level 5 employees at PT. Quindofood Bogor. This research uses descriptive quantitative research using saturated samples of 43 level 5 employees of PT. Quindofood Bogor. Data collection in this study uses questionnaire, observation, and documentation, then with the SPSS program using the Multiple Linear Regression technique. The results of this study indicate that job training has a significant effect on the performance of level 5 employees at PT. Quindofood with t value t-table (2,085 2,021). Work discipline has a significant effect on the performance of level 5 employees at PT. Quindofood, with t value t-table (4.001 2,021). Training and discipline affect simultaneously the performance of level 5 employees at PT. Quindofood with F-count value (34,428) F-table (3.23). This shows if PT. Quindofood wants to improve the performance of level 5 employees so training and discipline must be implemented and applied consistently.

Analysis Of Flow Process Of Employee Termination Dispute Resolution Settlement Based On Law No. 02 Year 2004 Yuni Pratikno
Agregat: Jurnal Ekonomi dan Bisnis Vol. 3 No. 2 (2019): September
Publisher : Universitas Muhammadiyah Prof. DR HAMKA.

This study aims to determine the Termination of Work Relations Dispute Settlement according to Law No. 2 of 2004. This research uses descriptive qualitative research methods and library research with the approach of material / primary data, material / secondary data, and material / tertiary data. The results of the study state that if no agreement is reached, either party or party can file a lawsuit to the industrial relations court at the local district court where the worker or laborer works. The length of the mediation process is prolonged because many parties want to interfere in mediation.

Human Resource ‘Kurikulum Merdeka’ from Design to Implementation in the School: What Worked and What not in Indonesian Education Yuni Pratikno; Eric Hermawan; Antoni Ludfi Arifin
Jurnal Iqra' : Kajian Ilmu Pendidikan Vol. 7 No. 1 (2022): Jurnal Iqra' : Kajian Ilmu Pendidikan
Publisher : Institut Agama Islam Ma'arif NU (IAIMNU) Metro Lampung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25217/ji.v7i1.1708

This articles aims to gain an in-depth knowledge of the human resources of “Kurikulum Merdeka Belajar” design to the implementation capability in the classroom, especially what has been and has not been implemented in the course of Indonesian education. The researchers has obtained several data that have collected from various sources such as book publications, journal publications, and other newspapers that discuss issues of an independent curriculum as well as its implementation and output. The researchers analyzed under a phenomenological approach, a technique where to get a phenomenal answer from a large amount of data to answer the issues of this study. The research used coding the data, evaluating in-depth data, and interpreting the data. Hence, the researchers could draw conclusions that answered the problem validly. The result showed that the human resources in Indonesian, independent from curriculum design to implementation in schools, found significant obstacles where the government was successful in designing the curriculum but it was constrained in implementation. It can be seen quite a lot has been achieved and a lot has not been achieved. Thus these results were helpful for the subsequent study. Keywords: Human Resource, Kurikulum Merdeka, Implementation Kurikulum Merdeka

THE ADVANTAGES OF IMPLEMENTATION OF INTEGRATED MANAGEMENT SYSTEM ON ISO45001, AND ISO14001 IN MANUFACTURING INDUSTRY Yuni Pratikno; Kusnadi
Dinasti International Journal of Digital Business Management Vol 1 No 3 (2020): Dinasti International Journal of Digital Business Management (April - May 2020)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijdbm.v1i3.252

Integrated management system (IMS) can integrate several management systems in companies such as: Environmental Management Systems (ISO 14001) and Occupational Health and Systems Safety Management (ISO45001). The purpose of this study is to answer the question of what and how to implement IMS policies in industrial companies in the fields of occupational safety, occupational health and environmental sustainability. This IMS implementation research was conducted on a manufacturing industry that has implemented IMS. The research method is conducted with qualitative methods with CIPP evaluative model (Context, Input, Process, and Product). This study succeeded in uncovering the implementation of IMS in the manufacturing industry which was investigated that the IMS had been fully implemented in the Occupational Health and Environmental Management and Safety System (HSE). The IMS is implemented at the policy level or management commitment (context), HSE planning (Input), operational implementation (process), HSE monitoring and evaluation and a review (Product) for continuous performance improvement.

The Effect of Leadership Style and Organizational Culture on Employee Performance Through Work Motivation as an Intervening Variable at the Business Development Directorate of PT Krakatau Steel (Persero) Tbk Cilegon Yuni Pratikno; Bambang Nurakhim; Armadhani Jati Prasetya
International Journal of Artificial Intelligence Research Vol 6, No 1.1 (2022)
Publisher : STMIK Dharma Wacana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29099/ijair.v6i1.1.684

This study aims to determine the effect of leadership style and organizational culture on work motivation to improve employee performance at the Directorate of Business Development PT Krakatau Steel (Persero) Tbk Cilegon. The research was conducted using a questionnaire survey method to 60 employees as a sample. This study uses a quantitative approach with a path analysis research design. Data analysis in this study includes validity test, reliability test, normality test, multicollinearity test, heteroscedasticity test, autocorrelation test, and path analysis test. From the results of the study, it can be concluded that leadership style has a direct and significant effect on employee performance, organizational culture has a direct and significant effect on employee performance, leadership style has a direct and significant effect on work motivation, corporate culture has a direct and significant effect on work motivation, work motivation has a direct and significant effect on employee performance, leadership style has a direct and significant effect on employee performance with work motivation as an interverning variable, while organizational culture has a direct and significant effect on employee performance but is not significant through work motivation as an interverning variable.

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