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Evaluasi Pelatihan Dan Pengembangan Sumber Daya Manusia Pada Disiplin Kerja Dan Kinerja Karyawan Rahman, Reza Winanda; Nurbiyati, Titik
208-7721
Publisher : Jurnal Bisnis Teori & Implementasi

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Training and development of human resources is indispensable organization to improve work discipline and performance. The purpose of this study was to analyze the influence of training and human resource development in the discipline of work and performance, discipline of work on performance as well as to determine the training and development affect performance directly or indirectly through labor discipline. Respondents in this study were 80 employees PT.Pertamina Upstream Energy West Madura Offshore. Methods of data collection using questionnaires and analysis tools used descriptive, regression and path analysis. Results of this study showed that the training and development has an effect on the work and performance discipline, work discipline affect performance, and training directly affects the performance while the effect on the performance through the development of labor discipline.

Pengaruh Reward Ekstrinsik & Intrinsik Terhadap Kinerja Dengan Kepuasan Kerja Sebagai Variabel Intervening Syahril, Rizky Ramadhan; Nurbiyati, Titik
JURNAL RISET MANAJEMEN SEKOLAH TINGGI ILMU EKONOMI WIDYA WIWAHA PROGRAM MAGISTER MANAJEMEN Vol 3 No 1 (2016): Jurnal Riset Manajemen Januari 2016
Publisher : Program Magister Manajemen STIE Widya Wiwaha Yogyakarta

This study is concerned with how the effect of extrinsic and intrinsic reward to performance and job satisfaction as an intervening variable. The purpose of this study was to determine the effect of reward extrinsic and intrinsic job satisfaction and performance either partially or simultaneously, determine the effect of job satisfaction on performance as well as find out more where the effect directly reward extrinsic and intrinsic to the performance of employees with indirect influence reward extrinsic and intrinsic rewards to employee performance. Respondents of this study consist of 100 employees. The employed data of this study are primary data. The data is collected by distributing questionnaires to respondents. The data is analyzed by regression analysis and path.The results show that partially or simultaneously reward extrinsic and intrinsic are significant positive effect on job satisfaction and performance. There are positive and significant impact on job satisfaction toward employees performance as well as an indirect effect (reward extrinsic and intrinsic to the performance of employees through job satisfaction) greater than a direct effect (extrinsic and intrinsic reward to employees performance). Keywords: Reward extrinsic, intrinsic rewards, job satisfaction, Employee Performance

PENGARUH REWARD EKSTRINSIK & INTRINSIK TERHADAP KINERJA DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING Syahril, Rizky Ramadhan; Nurbiyati, Titik
Jurnal Riset Manajemen Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha Program Magister Manajemen Vol 3 No 1 (2016): Jurnal Riset Manajemen
Publisher : Program Magister Manajemen STIE Widya Wiwaha Yogyakarta

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This study is concerned with how the effect of extrinsic and intrinsic reward to performance and job satisfaction as an intervening variable. The purpose of this study was to determine the effect of reward extrinsic and intrinsic job satisfaction and performance either partially or simultaneously, determine the effect of job satisfaction on performance as well as find out more where the effect directly reward extrinsic and intrinsic to the performance of employees with indirect influence reward extrinsic and intrinsic rewards to employee performance. Respondents of this study consist of 100 employees. The employed data of this study are primary data. The data is collected by distributing questionnaires to respondents. The data is analyzed by regression analysis and path.The results show that partially or simultaneously reward extrinsic and intrinsic are significant positive effect on job satisfaction and performance. There are positive and significant impact on job satisfaction toward employees performance as well as an indirect effect (reward extrinsic and intrinsic to the performance of employees through job satisfaction) greater than a direct effect (extrinsic and intrinsic reward to employees performance)

Evaluasi Pelatihan Dan Pengembangan Sumber Daya Manusia Pada Disiplin Kerja Dan Kinerja Karyawan Rahman, Reza Winanda; Nurbiyati, Titik
JBTI : Jurnal Bisnis : Teori dan Implementasi Vol 6, No 2 (2015): Oktober 2015
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/jbti.v6i2.2519

Training and development of human resources is indispensable organization to improve work discipline and performance. The purpose of this study was to analyze the influence of training and human resource development in the discipline of work and performance, discipline of work on performance as well as to determine the training and development affect performance directly or indirectly through labor discipline. Respondents in this study were 80 employees PT.Pertamina Upstream Energy West Madura Offshore. Methods of data collection using questionnaires and analysis tools used descriptive, regression and path analysis. Results of this study showed that the training and development has an effect on the work and performance discipline, work discipline affect performance, and training directly affects the performance while the effect on the performance through the development of labor discipline.

IMPLEMENTASI KONSEP BALANCED SCORECARD DALAM MANAJEMEN SUMBER DAYA MANUSIA Titik Nurbiyati
Wahana: Jurnal Ekonomi, Manajemen dan Akuntansi Vol 16, No 2 (2013)
Publisher : Akademi Akuntansi YKPN Yogyakarta

Facing the competitive rivalry, many organization have implemented a tool to measure their performance. Organization have to measure the performance and contribution to the increase in the value of assets. Organizations not only measure financial performance but also non-financial. One of the competitive advantages of the organization is human resource. Consequently, there is increased emphasis on the importance of human resource performance measurement and determine how the contribution of human resources to organizational performance. Human Resources Scorecard (HR Scorecard) is a measurement system that links human resources with the company's strategy and performance will eventually be able to create awareness about the consequences of human resource investment decisions, so that the investment can be done in the right way and the right amount. Important element of the HR Scorecard is deliverable, use of High Performance Work Systems, HR Systems Alignment, HR Efficiency. The design phase of HR measurement system HR Scorecard approach as follows, 1) Identifying Competence HR Manager, 2) Measurement of High Performance Work Systems, 3) Measuring HR Alignment System, 4) resource efficiency, 5) HR Deliverables. One step implementation HR scorecard is a continuous monitoring and reporting of the target set strategic objectives are achieved. To the organizations, the measurement can be helpful in controlling the cost of value creation of the company, assess the contribution of HR to strategy implementation and support organizational change and flexibility. Keywords: Competitive advantage, performance measurement, HR, HR Scorecard

LEARNING ORGANIZATION SEBAGAI STRATEGI MENINGKATKAN KEUNGGULAN KOMPETITIF Titik Nurbiyati
Wahana: Jurnal Ekonomi, Manajemen dan Akuntansi Vol 15, No 1 (2012)
Publisher : Akademi Akuntansi YKPN Yogyakarta

Untuk mencapai keunggulan kompetitif peran sumber daya manusia yang kompeten sangat diperlukan untuk menjamin kelangsungan hidup perusahaan, yaitu sumber daya manusia yang berbasis pengetahuan dan memiliki keterampilan-keterampilan. Organisasi pembelajaran(Learning Organization) hadir bersama-sama dalam sebuah organisasi untuk meningkatkan kualitas pengembangan sumber daya manusia, karena mempercepat proses pembelajaran organisasi dan meningkatkan kemampuannya untuk beradaptasi pada perubahan dan mengantisipasi perubahan pada masa depan. Pengembangan sumber daya manusia berbasis pengetahuan memerlukan proses pembelajaran baik pembelajaran self learning maupun organizational learning. Keunggulan bersaing yang dicapai melalui pengelolaan sumber daya manusia yang dimiliki perusahaan dapat dijadikan sumber keunggulan kompetitif serta tidak mudah ditiru pesaing.Kata kunci: Keunggulan Kompetitif, Learning Organization, Sumber Daya Manusia

PENGARUH NILAI KERJA DAN KESESUAIAN NILAI KERJA INDIVIDU TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DAN KEPUASAN KERJA Vivi Ardianingrum; Titik Nurbiyati
Kajian Bisnis Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha Vol 26 No 2 (2018): JURNAL KAJIAN BISNIS
Publisher : Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha

This study aimed to determine the influence of work value and work congruence on organizational citizenship behavior (OCB) and job satisfaction. The study was conducted on non medical staff, nurses and general practitioners of Yogyakarta Islamic Hospital PDHI. This study uses the population as a sample. Cluster sampling method sampling technique. The number of respondents in this study was 119 people consisting of 72 percent of men and 28 percent of women. The data analysis used multiple linear regression analysis with IBM SPSS Statistics 22 as an analytical tool. The result of the research there is significant effect of work value to job satisfaction partially. There was no significant effect on the wark congruence to job satisfaction partially. There was a significant effect on the value of work, work congruence to job satisfaction simultaneously. There was no significant effect of work value to OCB partially. There was a significant effect on the work congruence to OCB partially. There was significant influence of work value, work congruence to OCB simultaneously. There was a significant negative effect of job satisfaction on OCB partially.

PENGARUH QUALITY OF WORK LIFE (QWL) TERHADAP KINERJA PEGAWAI DENGAN DISIPLIN DAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING Titik Nurbiyati
Jurnal Siasat Bisnis Vol. 18 No. 2 (2014)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol18.iss2.art10

Penelitian ini dimaksudkan untuk mengetahui pengaruh antara variable Quality of Work Life (QWL) terhadap kinerja karyawan dengan disiplin dan kepuasan kerja sebagai variabel intervening. Data dalam riset ini menggunakan data primer dengan menggunakan alat analisis regresi dan analisis path. Dari analisis data diperoleh hasil secara parsial QWL berpengaruh signifikan terhadap kepuasan kerja dan kinerja pegawai namun tidak berpengaruh terhadap disiplin kerja. Secara simultan QWL, disiplin kerja dan kepuasan kerja secara bersama-sama berpengaruh signifikan terhadap kinerja pegawai. Selain itu ada pengaruh tidak langsung (QWL terhadap kinerja melalui disiplin kerja ) lebih kecil dibandingkan pengaruh langsung terhadap kinerja. Kemudian ada pengaruh tidak langsung (QWL terhadap kinerja melalui kepuasan kerja) lebih besar dibandingkan pengaruh langsung (QWL terhadap kinerja). Nilai R Square sebesar 0,553 yang artinya variabel QWL, kepuasan kerja dan disiplin kerja mempengaruhi kinerja hanya sebesar 55,30 % sedangkan 44,7% dipengaruhi faktor lain. Rekomendasi dari hasil riset ini variabel QWL kategori pertumbuhan dan perkembangan perlu adanya program Training Need Analysis (TNA) guna memenuhi kebutuhan tenaga kependidikan yang sesuai dengan kebutuhan pekerjaan. Sedangkan variabel QWL kategori kompensasi perlu mengadakan salary survey terhadap perguruan tinggi yang dipilih secara sampling yang bertujuan untuk melakukan perbandingan data mengenai kebijakan, praktek dan metode penggajian. Perlu dilakukan riset lanjutan untuk mengetahui faktor yang berpengaruh terhadap kinerja selain faktor QWL, disiplin kerja dan kepuasan kerja.Kata Kunci: Quality of Work Life (QWL), Disiplin Kerja, Kepuasan kerja dan Kinerja Karyawan

SOSIALISASI BAHAYA MINUMAN KERAS BAGI REMAJA Titik Nurbiyati
Asian Journal of Innovation and Entrepreneurship Vol 3 No 03 (2014): September 2014
Publisher : UII

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Basically modernization of the technological advances that result in changes quitecomplex. One of the effects of modernization of this new social and economic factors isquite real in our communities is the misuse of liquor in teenagers. The liquor is any kindof strongdrink, so that by drinking it becomes lost consciousness. Abuse of liquor isnow a problem that is developing in the world of youth and showed an upward trendfrom year to year. Residents in theDusunKregangan RW 2 Subdistrict Juwiring has ahabits to consume alcohol either on a daily basis and on a great show. Expectedknowledge residents can grow and people can avoid to consume liquor. For residentswho already have tried, is expected to stop the consumption of liquor.

PENTINGNYA MEMILIH JAJANAN SEHAT DEMI KESEHATAN ANAK Titik Nurbiyati
Asian Journal of Innovation and Entrepreneurship Vol 3 No 03 (2014): September 2014
Publisher : UII

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Availability and food security is a basic of human right. One group of people whooften have problems as a result of food poisoning are school children. Snacks holds animportant role in providing energy intake and other nutrients for children of school age.Snacksat school less assured health can potentially cause poisoning, indigestion and ifprolonged will lead to poor nutritional status. Additionally, unhealthy snacks can cause achild's performance in school were also disrupted. BasedonExtraordinary event, thechild snacks in 2004-2006, a group of elementary school students (SD) most oftensuffered food poisoning school children. Health education plays change the behavior of aperson's health as a result of the learning experience. Therefore, there should bedissemination to provide additional knowledge to parents and children about theimportance of choosing snacks. By knowing the characteristics of unhealthy snacksandthe dangers of unhealthy snacks, parents can teach children the characteristics ofunhealthy snacks so that children do not buy unhealthy snacks or parents can bringsupplies for their children, so that the food goes into the child's body proved hygieneand health.

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