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All Journal MIMBAR (Jurnal Sosial dan Pembangunan) Jurnal Manajemen dan Bisnis (Performa) JMBI UNSRAT (Jurnal Ilmiah Manajemen Bisnis dan Inovasi Universitas Sam Ratulangi) Jurnal Inovasi Penelitian Jurnal Pengabdian kepada Masyarakat Jurnal Riset Manajemen dan Bisnis Bandung Conference Series: Business and Management
Rusman Frendika
Fakultas Ekonomi Dan Bisnis Universitas Islam Bandung
Agriculture, Biological Sciences & Forestry Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Languange, Linguistic, Communication & Media Public Health Social Sciences Other

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EKSPLORASI FAKTOR-FAKTOR SUMBER DAYA MANUSIA BERBASIS KEWIRAUSAHAAN (HRBE) Rusman Frendika; Isniar Budiarti
Jurnal Inovasi Penelitian Vol 2 No 8: Januari 2022
Publisher : Sekolah Tinggi Pariwisata Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47492/jip.v2i7.975

Abstract

Peluang wirausaha muncul ketika individu tertentu memiliki wawasan nilai sumber daya yang tidak dimiliki orang lain. Kewaspadaan kewirausahaan, pengetahuan kewirausahaan, dan kemampuan untuk mengkoordinasikan sumber daya sebagai sumber daya mereka sendiri. Studi ini dimaksudkan untuk memajukan pemahaman kita tentang faktor sumber daya manusia berdasarkan kewirausahaan. Sebanyak 175 kuesioner dikirim ke manajer HRM, dan 150 diterima kembali adalah 86% tingkat respons dari 175 UKM. Analisis faktor digunakan untuk menilai struktur yang mendasari sumber daya manusia. Tanggapan terhadap item HRM dan kewirausahaan dianalisis menggunakan analisis varians multivariat (MANOVA). Hasil penelitian ini mengidentifikasi bahwa faktor-faktor sumber daya manusia yang sangat berpengaruh terhadap kewirausahaan adalah Kemampuan Berwirausaha dan Inovasi Wirausaha, Kecerdasan Wirausaha, Pengetahuan Wirausaha, dan Kompetensi Wirausaha.
EKSPLORASI FAKTOR SUMBER DAYA MANUSIA BERBASIS KEWIRAUSAHAAN (HRBE) Rusman Frendika; Isniar Budiarti
Jurnal Inovasi Penelitian Vol 2 No 10: Maret 2022
Publisher : Sekolah Tinggi Pariwisata Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47492/jip.v2i10.1113

Abstract

Entrepreneurial opportunities arise when certain individuals have insight into the value of resources that others do not have. Entrepreneurial vigilance, entrepreneurial knowledge, and the ability to coordinate resources as their own. This study is intended to advance our understanding of human resource factors based on entrepreneurship. A total of 175 questionnaires were sent to HRM managers, and 150 received back is 86% response rate of 175 SMEs. Factor analysis is used to assess the underlying structure of human resources. Responses to the HRM and entrepreneurship items were analyzed using multivariate analysis of variance (MANOVA). The results of this study identify that the human resource factors that greatly influence entrepreneurship are Entrepreneurial Ability and Entrepreneurial Innovation, Entrepreneurial Intelligence, Entrepreneurial Knowledge, and Entrepreneurial Competence.
KLINIK BISNIS MOBILE TERPADU DALAM MENDORONG PENGUATAN PASAR SEKTOR LAPAK JAJANAN PASAR PADA MASA KEBIASAAN BARU Sri Suwarsi; Kiki Zakiah; Rusman Frendika; Azib Asro i; Isniar Budiarti
J-ABDI: Jurnal Pengabdian kepada Masyarakat Vol. 1 No. 8: Januari 2022
Publisher : Bajang Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

There are currently 13 micro-enterprises in the snack market sector in the city of Bandung which have been collected based on observations, video calls with several stall owners, discussions with booth showcase design designers, and interviews with (ASPAMI (Association of Indonesian Food and Beverage Entrepreneurs) and also the results of discussions in the FGD (forum group discussion) between the Unisba PKM (Community Service) team and the Bandung Kadin to strengthen the portrait of this business problem phenomenon and try to provide the right solution to the problem. booth or showcase as an attractive place for selling, increasing online marketing, providing marketable packaging tutorials, and initiating the formation of a cooperative for street food stalls. These efforts have yielded positive results, although they are still not optimal during the adaptation period of this new habit, but they are available. Yes, attractive booths and the use of social media such as Whatsapp, Facebook, and Instagram as promotional media have been successfully realized, by developing both the appearance of photo designs, writing or narration and the promotional content displayed.
Bridging Gender Equality in The Workplace: The Role of Personal Branding and Self-Confidence Rusman Frendika; Nurdiana Gaus; Isniar Budiarti
MIMBAR (Jurnal Sosial dan Pembangunan) Volume 38, No. 1, (June, 2022) [Accredited Sinta 2] No 10/E/KPT/2019]
Publisher : Universitas Islam Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (668.751 KB) | DOI: 10.29313/mimbar.v0i0.8500

Abstract

Considering the social psychological, social cognitive, and economic factors, this paper aims to examine how gender equality can be bridged in the workplace through the empowerment of women workers’ ability to craft and narrate personal branding and self-confidence to gain better condition in the workplace. A total of 200 questionnaires are distributed to 200 woman employees working in 10 manufacturing industries in 5 regions in West Java, Indonesia. The independent variable of the personal branding scale is adopted from Peter and Montoya, the self-confidence scale is that of Frendika, and the dependent variable scale of gender equality is taken from McKinsey Global Institute's (MGI's) Power of Parity. A five point-Likert rating scale (1=lowest – 5=highest) is applied for each item; SPSS v 25 is also employed to analyze the data collected using AMOS v 25. The result shows that personal branding which includes relevance, consistency, and visibility has a positive and significantly has more dominant effect than self-confidence to bridge gender equality in the workplace.
Pengaruh Kecerdasan Emosional dan Disiplin Kerja terhadap Komitmen Karyawan pada PT. X Vini Tri Susanti; Rusman Frendika
Jurnal Riset Manajemen dan Bisnis Volume 1, No. 2, Desember 2021 Jurnal Riset Manajemen dan Bisnis (JRMB)
Publisher : UPT Publikasi Ilmiah Unisba

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (412.438 KB) | DOI: 10.29313/jrmb.v1i2.543

Abstract

Abstract. Emotional intelligence is a person's ability to know feelings and regulate their emotions in relation to other people, with emotional intelligence in employees, these employees will have a good work discipline attitude, where they will think and control their emotions before doing something, while up to Currently, it cannot be said that employees have good emotional management so that it will be difficult to create self-fitness for work or organization. Based on this phenomenon, the problems in this study are formulated as follows: (1) How is emotional intelligence at PT. X? (2) How is the work discipline at PT. X? (3) How is the commitment of employees at PT. X? (4) How is emotional intelligence on employee commitment at PT. X? (5) How is work discipline towards employee commitment at PT. X?. In this study, the method used is descriptive and verification methods, using a quantitative research approach. Data collection techniques used in this study were questionnaires, interviews, observation, and literature study. The population selected in this study were all employees at PT. Shoetown Kasokandel with 4,000 employees. The sampling technique was simple random sampling so that the number of samples obtained was 89 people. The results of this study are: There is an influence between emotional intelligence and work discipline on employee commitment at PT. X. Abstrak. Kecerdasan emosional merupakan kemampuan seseorang dalam mengatahui perasaan dan mengatur emosinya dalam hubungannya dengan orang lain, dengan adanya kecerdasan emosional didalam diri karyawan maka karyawan tersebut akan memiliki sikap disiplin kerja yang baik, dimana mereka akan lebih berfikir dan melakukan kontrol emosinya sebelum melakukan sesuatu, sedangkan hingga saat ini belum dapat dikatakan karyawannya memiliki pengelolaan emosi yang baik sehingga akan sulit tercipta kesesuaian diri terhadap pekerjaan ataupun organisasi. Berdasarkan fenomena tersebut, maka permasalahan dalam penelitian ini dirumuskan sebagai berikut: (1) Bagaimana kecerdasan emosional di PT. X? (2) Bagaimana disiplin Kerja di PT. X? (3) Bagaimana komitmen karyawan di PT. X? (4) Bagaimana kecerdasan emosional terhadap komitmen karyawan pada PT. X? (5) Bagaimana disiplin kerja terhadap komitmen karyawan di PT. X?. Pada penelitian ini metode yang digunakan adalah menggunakan metode deskriptif dan verifikatif, dengan menggunakan pendekatan penelitian kuantitatif. Teknik pengumpulan data yang digunakan dalam penelitian ini adalah kuesioner, wawancara, observasi, dan studi pustaka. Populasi yang dipilih dalam penelitian ini yaitu seluruh karyawan di PT. Shoetown Kasokandel yang berjumlah 4.000 karyawan. Teknik penarikan sampel yaitu simpel random sampling sehingga diperoleh jumlah sampel sebesar 89 orang. Hasil penelitian ini adalah: Terdapat pengaruh antara kecerdasan emosional dan disiplin kerja terhadap komitmen karyawan di PT. X.
Analisis Budaya Kerja dan Employee Engagement Ferdy Yanuar; Rusman Frendika
Bandung Conference Series: Business and Management Vol. 3 No. 1 (2023): Bandung Conference Series Business and Management
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsbm.v3i1.4738

Abstract

Abstract. The purpose of this research is to find out the differences in work culture and Employee Engagement between Sundanese & Javanese employees at PT. Sarimelati Kencana Tbk. This study uses a comparative descriptive method using a quantitative approach. In determining the sample in this study, using cluster sampling technique and totaling 40 samples. And the data collection technique used is a questionnaire, questionnaire distributed to employees who fall into the testing criteria. From the results of statistical calculations, it is calculated that there is no significant difference in the work culture of the Sundanese and Javanese, but it is evident from the results of the description that the difference is obtained, but it is not considered a significant difference because it refers to the company's work culture. In the work culture variable, the average value of the work culture of Javanese employees is higher than that of the Sundanese. However, on the item description data, it is shown that the regulatory indicators and values indicate that Sundanese employees have a higher level of discipline, initiative and honesty level than the Javanese with a comparison value of 90.92% and 77.78%. . In the employee engagement variable, the average value of employee engagement of Javanese employees is higher than that of Sundanese. In the item description data, it is shown that the pride indicator shows that Javanese employees have a higher level of enthusiasm, pride, and happiness levels than Javanese employees with a comparison value of 83.33% and 68.18%. Abstrak. Abstrak. Tujuan dari penelitian ini adalah untuk mengetahui perbedaan budaya kerja dan Employee Engagement antara karyawan Sunda & Jawa di PT. Sarimelati Kencana Tbk. Penelitian ini menggunakan metode deskriptif komparatif dengan menggunakan pendekatan kuantitatif. Dalam menentukan sampel dalam penelitian ini, menggunakan teknik cluster sampling dan berjumlah 40 sampel. Dan teknik pengumpulan data yang digunakan adalah kuesioner, kuesioner dibagikan kepada pegawai yang masuk dalam kriteria pengujian. Dari hasil perhitungan statistik dihitung tidak terdapat perbedaan yang signifikan pada budaya kerja orang sunda dan jawa, namun terbukti dari hasil deskripsi diperoleh perbedaan yang signifikan, namun tidak dianggap perbedaan yang signifikan. karena mengacu pada budaya kerja perusahaan. Pada variabel budaya kerja rata-rata nilai budaya kerja pegawai Jawa lebih tinggi dibandingkan dengan pegawai Sunda. Namun pada data deskripsi item terlihat bahwa indikator dan nilai peraturan menunjukkan bahwa pegawai suku Sunda memiliki tingkat kedisiplinan, inisiatif dan kejujuran yang lebih tinggi dibandingkan pegawai suku Jawa dengan nilai perbandingan 90,92% dan 77,78%. . Pada variabel employee engagement, nilai rata-rata employee engagement karyawan Jawa lebih tinggi dibandingkan karyawan Sunda. Pada data deskripsi item terlihat bahwa indikator kebanggaan menunjukkan bahwa pegawai Jawa memiliki tingkat antusiasme, kebanggaan, dan kebahagiaan yang lebih tinggi daripada pegawai Jawa dengan nilai perbandingan 83,33% dan 68,18%.
PENGARUH IMPLEMENTASI MANAGEMENT BY OBJECTIVES TERHADAP PRODUKTIVITAS KARYAWAN (Studi Kasus Pada PT. Findora Internusa – Cirebon Jawa Barat) Zulmauli Bahri; Tasya Aspiranti; Rusman Frendika
JMBI UNSRAT (Jurnal Ilmiah Manajemen Bisnis dan Inovasi Universitas Sam Ratulangi). Vol 10 No 1 (2023): JMBI UNSRAT Volume 10 Nomor 1
Publisher : FEB Universitas Sam Ratulangi Manado

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35794/jmbi.v10i1.46616

Abstract

This study aims to determine the effect of implementing management by objectives on employee productivity with a case study at PT. Findora Internusa Cirebon. The data used in this study is primary data, namely responses to questionnaires from 50 respondents. The research method used is a quantitative method with a descriptive verification research approach. The analytical method used in this study is multiple linear regression analysis using the SPSS Version 25 for windows program. The results of the study show the implementation of job related objectives, growth objectives, tasks and projects and targets and values variables on productivity carried out at PT. Findora Internusa is in the high category. Simultaneous testing of the influence of job related objectives, growth objectives, tasks and projects, and targets and values has a positive and significant effect on employee productivity. Partially job related objectives (X1) and tasks and projects (X3) have a positive but not significant effect on employee productivity. Meanwhile, for growth objectives (X2) and targets and values (X4) variables, there is a positive and significant effect on employee productivity. Keywords : Management By Objectives, Job Related Objectives, Growth Objectives , Tasks and Projects, Targets and Values and Productivity
PERAN MEDIASI KNOWLEDGE MANAGEMENT CAPABILITY DAN KEWIRAUSAHAAN BERDASARKAN SUMBER DAYA MANUSIA DAN KINERJA ORGANISASI Rusman Frendika; Isniar Budiarti
Jurnal Manajemen Bisnis Performa Vol 20, No 1 (2023)
Publisher : Universitas Islam Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/performa.v20i1.11755

Abstract

Penelitian ini mengkaji bagaimana penerapan tacit knowledge dan explicit knowledge sebagai kapabilitas knowledge management pada usaha kecil menengah (UKM) yang mendukung sumber daya berbasis kewirausahaan untuk membentuk kinerja organisasi dan nilai bisnis yang tinggi. Kuesioner dibagikan kepada sampel 223 pemilik usaha kecil. Data dianalisis menggunakan AMOS. Temuan menunjukkan bahwa pengaruh langsung kapabilitas manajemen pengetahuan terhadap nilai bisnis lebih besar daripada kinerja organisasi. Penelitian ini memiliki jumlah responden yang terbatas yaitu hanya usaha kecil di industri rumah tangga. Hasil penelitian ini sangat berguna bagi pemilik usaha kecil yang berniat untuk meningkatkan kinerja bisnis mereka dan menambah nilai bisnis mereka. Studi ini mengungkapkan bahwa kapasitas manajemen pengetahuan dalam usaha kecil dan sumber daya berbasis kewirausahaan memediasi hubungan antara nilai bisnis dan kinerja organisasi. Dengan pengetahuan eksplisit, kerangka bisnis dapat direalisasikan dengan baik menggunakan manajemen pengetahuan berbasis sumber daya untuk mendukung dan mendorong usaha kecil untuk bersaing di pasar yang heterogen. Implikasinya tentu saja hal ini tidak lepas dari peran manajemen sebagai pengetahuan yang dapat mengubah paradigma manajemen sumber daya berbasis kewirausahaan untuk meningkatkan kinerja organisasi dan menciptakan nilai bisnis yang tinggi.
Co-Authors Azib, Azib Ferdy Yanuar Isniar Budiarti Isniar Budiarti Kiki Zakiah Darmawan Nurdiana Gaus Tasya Aspiranti Vini Tri Susanti Zulmauli Bahri