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All Journal JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) Indonesian Multidiscipline of Social Journal Jurnal Integrasi Sumber Daya Manusia Atama: Indonesian Multidiscipline Journal (Indonesian of Interdisciplinary Journal)
Mela Sandra
Universitas Primagraha
Religion Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences Other

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THE INFLUENCE OF CAREER DEVELOPMENT AND COMPETENCE ON EMPLOYEE SATISFACTION THROUGH WORK MOTIVATION AS INTERVENING VARIABLE AT PT. NIPPON SHOKUBAI INDONESIA CILEGON Mela Sandra
AMAL INSANI (Indonesian Multidiscipline of Social Journal) Vol. 2 No. 1 (2021): Oktober 2021
Publisher : Amal Insani Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (483.955 KB)

Abstract

ABSTRACT This study aims todetermine whether or not the effect of career development and competence on employee satisfaction through work motivation as an intervening variable. The study design used is descriptive and causal designs is to analyze the relationships between one variable with another variable using statistic. Methods of data collection in this study is a questionnaire or aquestionnaire. The sampling techniqueusedis the technique ofrandom sampling. The population of the research objectis PT.Nippon Shokubai Indonesia Cilegon with a sample of 82 employees. Hypothesis testingis done by linear regression analysis and path analysis (path analyze) by SPSS 20.0for windows. Based on the research results with significance level of 5% was obtained conclusions: (1) significantly influence the Career Development Job Satisfaction with correlation coefficient 0.018 and the t (2.418)> t table (1.990), then H0 rejected and H1 accepted; (2) there is no significant effect on Job Satisfaction Competency with r value of 0.392 and the t (0.115) <t table (1.990), then H0 is accepted and rejected H2; (3) there is a significant influence on the motivation of Career Development Working with r values ​​of 0.00 and the t (5.606)> t table (1.990), then H0 and H3 is accepted; (4) there is influence is insignificant Competence to Work Motivation Employees with r value of 0.473 and the t (0.721 <t table (1.997), then H0 is accepted and H4 is rejected; (5) there is significant influence work motivation Work on Employee Satisfaction the r value of 0.00 and the t (5.893> t table (1.997), then H0 and H5 accepted. Keywords: Career Development, Competence, Employee Satisfaction, and Work Motivation
Analisis pengaruh pelatihan dan kepemimpinan terhadap kinerja karyawan Ayu Puspitasari; Adissya Maya Andara; Miranti Putry; Mela Sandra
Jurnal Integrasi Sumber Daya Manusia Vol. 1 No. 1 (2022): September 2022
Publisher : Amal Insani Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (316.685 KB) | DOI: 10.56721/jisdm.v1i1.64

Abstract

Human resources are a determining factor in achieving company goals. With these, human resources are required to be professional to achieve the targets and progress of the company so that they are superior to competitors. This type of research is a quantitative study to find out the effect of training and leadership on employee performance at Ramayana Mall Serang. The population in this study amounted to 63 employees, while the sample used was the saturated sample technique, which means that the entire population was sampled. The primary data used is through the distribution of questionnaires which are distributed directly to the respondents. The tool used to analyze the data obtained is using the help of SPSS software. The results showed that training and leadership either partially or simultaneously significantly affected employee performance. Ramayana Mall Serang is advised to pay attention and improve training and leadership to improve the quality of employee performance more optimally.
Pengaruh Disiplin Kerja dan Loyalitas Kerja Terhadap Kinerja Karyawan PT Tiki Jalur Nugraha Ekakurir Cabang Cilegon Rizki Septian Putra; Mela Sandra
Jurnal ATAMA Vol 1 No 2 (2023): Juni
Publisher : Pascasarjana Universitas Primagraha

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59605/atama.v1i2.560

Abstract

This study intends to determine the effect of work discipline and work loyalty on employee performance; where the authors conducted research at PT Tiki Jalan Nugraha Ekakurir Cilegon Branch. The method used is quantitative, used to examine a particular population or sample, and the instrument used is a questionnaire. The total population in this study was 149 people who were the total employees of PT Tiki Lane Nugraha Ekakurir Cilegon Branch, and the sampling technique used was the Slovin formula with a total sample of 60 employees of PT Tiki Lane Nugraha Ekakurir Cilegon Branch. The study's results, partially work discipline obtained a t count of 2.205 > t table 2.664; thus, work discipline has no significant effect on employee performance. For the partial test of work loyalty obtained, t count 6.773 > t table = 2.664; thus, there is a significant influence between work discipline on employee performance. For the simultaneous f test or togetherness test, many F count 31.630 > F table 3.15 means a simultaneous influence between work discipline and work loyalty on employee performance. From the test results and the results of the multiple correlation analysis of the effect of work discipline and work loyalty on employee performance, the value received is 0.315, which means the relationship is moderate.
Pengaruh Insentif dan Budaya Kerja Terhadap Produktivitas Kerja Pada Divisi Project Development Pt. Krakatau Steel (Persero) Kota Cilegon Mela Sandra
DESANTA (Indonesian of Interdisciplinary Journal) Vol. 1 No. 1 (2020): September 2020
Publisher : Desanta Publisher

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Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh insentif terhadap produktivitas kerja, untuk mengetahui pengaruh budaya kerja terhadap produktivitas kerja dan untuk mengetahui pengaruh insentif dan budaya kerja terhadap produktivitas kerja pada Divisi Project Development PT. Krakatau Steel (Persero) Kota Cilegon. Penelitian ini mempergunakan metode penelitian kuantitatif, metode penelitian kuantitatif dapat diartikan sebagai metode penelitian yang berdasarkan pada filsafat positivisme, digunakan untuk meneliti pada populasi atau sampel tertentu, teknik pengambilan sampel pada umumnya dilakukan secara random, pengumpulan data menggunakan instrumen penelitian, analisis data bersifat kuantitatif/statistik dengan tujuan untuk menguji hipotesis yang ditetapkan. Adapun yang menjadi populasi dalam penelitian ini adalah sebanyak 6000 karyawan, sampel dihitung berdasarkan rumus Slovin, berdasarkan hasil perhitungan tersebut dengan pembulatan maka sampel ditetapkan sebanyak 44 responden/karyawan pada pada Divisi Project Development PT. Krakatau Steel (Persero) Kota Cilegon. Berdasarkan hasil penelitian diperoleh nilai Fhitung adalah sebesar 15,983 dengan keputusan Fhitung > Ftabel (15,983 > 3,204) dengan demikian H0 ditolak dan H1 diterima yang berarti terdapat pengaruh yang signifikan antara insentif (X1) dan budaya kerja (X2) terhadap produktivitas kerja (Y) pada tingkat signifikansi sebesar 0,000 (0,000 < 0,05) maka dapat disimpulkan bahwa terdapat pengaruh yang signifikan antara insentif (X1) dan budaya kerja (X2) terhadap produktivitas kerja (Y) pengelolaan rumput laut di Divisi Project Development PT. Krakatau Steel (Persero) Kota Cilegon. Hasil penelitian diperoleh terdapat pengaruh yang signifikan antara insentif (X1) terhadap produktivitas kerja (Y) di Divisi Project Development PT. Krakatau Steel (Persero) Kota Cilegon – Banten, terdapat pengaruh yang signifikan antara budaya kerja (X2) terhadap produktivitas kerja (Y) di Divisi Project Development PT. Krakatau Steel (Persero) Kota Cilegon – Banten dan terdapat pengaruh antara insentif (X1) dan budaya kerja (X2) terhadap produktivitas kerja (Y) di Divisi Project Development PT. Krakatau Steel (Persero) Kota Cilegon – Banten.
Pengaruh Disiplin Kerja dan Budaya Organisasi Terhadap Kinerja Pegawai Pada Dinas Lingkungan Hidup Di Kota Cilegon Rima Yulianti; Mela Sandra
DESANTA (Indonesian of Interdisciplinary Journal) Vol. 2 No. 2 (2022): Maret 2022
Publisher : Desanta Publisher

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Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh disiplin kerja terhadap kinerja pegawai pada Dinas Lingkungan Hidup Kota Cilegon, untuk mengetahui pengaruh budaya organisasi terhadap kinerja pada Dinas Lingkungan Hidup Kota Cilegon dan untuk mengetahui pengaruh disiplin kerja dan budaya organisasi terhadap kinerja pegawai pada Dinas Lingkungan Hidup Kota Cilegon. Dalam melaksanakan penelitian ini, penulis menggunakan metode yang digunakan dalam penelitian ini adalah metode deskriptif analisis dengan pendekatan kuantitatif, yaitu penelitian dengan data kuantitatif yang kemudian diolah dan dianalisis untuk diambil kesimpulan. Adapun populasi dalam penelitian ini adalah pegawai Dinas Lingkungan Hidup Kota Cilegon dan untuk jumlah sampel pada penelitian ini adalah 71 orang pegawai. Penelitian ini menggunakan teknik sampel jenuh. Metode pengumpulan data dalam penelitian ini dilakukan dengan beberapa cara antara lain dengan metode koesioner, observasi dan metode wawancara. Hasil penelitian diperoleh pada variabel Disiplin Kerja (X1) berpengaruh positif signifikan terhadap Kinerja Pegawai (Y), dengan nilai t hitung untuk variable Disiplin Kerja sebesar 2.301 sedangkan t tabel pada taraf 5% yaitu t tabel sebesar 1,995. Hasil tersebut menunjukkan bahwa t hitung &gt; t tabel (2,301 &gt; 1,995) dan sig &lt; 0,05 (0,024 &lt; 0,05). Maka dapat disimpulkan bahwa terdapat pengaruh yang signifikan antara Disiplin Kerja (X1) terhadap Kinerja Pegawai (Y) pada Dinas Lingkungan Hidup. Variabel Budaya Organisasi (X2) berpengaruh positif signifikan terhadap Kinerja Pegawai (Y), dengan nilai t hitung untuk variabel Budaya Organisasi sebesar 3,318 sedangkan t tabel pada taraf 5% yaitu t tabel sebesar 1,995. Hasil tersebut menunjukkan bahwa t hitung &gt; t tabel (3,318 &lt; 1,995) dan sig &lt; 0,05 (0.001 &lt; 0,05). Maka dapat disimpulkan bahwa terdapat pengaruh yang signifikan antara Budaya Organisasi (X2) terhadap Kinerja Pegawai (Y) pada Dinas Lingkungan Hidup. Hasil perhitungan Disiplin Kerja (X1) dan Budaya Organisasi (X2) terhadap Kinerja Pegawai (Y), secara simultan terhadap Y adalah sebesar 0,000 &lt; 0,05 dan nilai F hitung 9,020 &gt; F tabel 3,13. Variabel Disiplin Kerja dan Budaya Organisasi terhadap Kinerja Pegawai secara bersama-sama mempunyai pengaruh yang positif terhadap Kinerja Pegawai.
Development of MSMEs in Serang Regency with the Assistance of Creating Business Identification Numbers Through a Risk-Based Online Single Submission System Fitria Haquei; Mela Sandra
Jurnal Ilmiah Sumber Daya Manusia Vol 7 No 2 (2024): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v7i2.34046

Abstract

The development of MSMEs in Serang Regency is increasing every year, but there are many obstacles faced by MSMEs (Micro, Small, and Medium Enterprises) in Serang Regency, especially not understanding licensing issues (NIB); many business actors ignore business permits so that their presence is considered inactive or not There is. The purpose of this study is to provide MSME assistance to assist business actors in accelerating the process of issuing business licenses (NIB) by service standards and provide time certainty in the licensing process through the RBA-based Online Single Submission (OSS) System (Risk) until the licensing stage is given to the perpetrators. Business in the form of a certificate or official proof of business legality so that MSMEs can develop their business and be competitive. The results of this study are that many MSMEs in Serang Regency still need to understand the importance of issuing a risk-based Business Identification Number (NIB) as official business legality. The MSME mentoring activity is expected to help MSME access the OSS system up to the stage of clicking the print icon if the applicant is willing to save the complex file of the NIB certificate. The method used in this study consisted of 3 stages: field surveys and interviews, counseling related to NIB, and implementation of assistance in making risk-based NIB through the OSS system, which was then documented. The number of MSMEs that have participated in counseling is 100 MSMEs. Still, from the results of counseling, those interested in participating in the assistance for making NIB are as many as 75 MSMEs, and the remaining 25 MSMEs are constrained by time because they cannot leave their business activities. Help in making NIB was carried out with 75 MSMEs, but 50 MSMEs succeeded in making NIB, so they obtained NIB legality certificates, and 25 other MSMEs experienced data completeness problems.
Co-Authors Adissya Maya Andara Ayu Puspitasari Fitria Haquei Miranti Putry Rima Yulianti Rizki Septian Putra