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<![CDATA[Level of Effectiveness of Employee Competency Development Plans for Improving the Performance of Education Personnel at the University of Sebelas Maret ]]>
<![CDATA[Evi Rakhmawati]]>;
<![CDATA[Dian Susiani]]>;
<![CDATA[Sri Santoso Sabarini]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6, No 2 (2023): JANUARI, JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i2.24133
<![CDATA[Competency development for employees or human resources is very important for an organization. This is to support employee performance so that their abilities increase. However, there are several problems in the process of improving employee performance. This study aims to describe the effectiveness of the declaration of government programs in the form of filling in data on employee competency development plans (HCDP) towards improving the performance of education staff at Sebelas Maret University. This study uses a type of qualitative research. The data and data sources in this study were derived from interviews with informants, namely education staff with status as civil servants and non-PNS at Sebelas Maret University. Data were analyzed by source triangulation. The analysis technique goes through the stages of data collection, data reduction, data presentation, and drawing conclusions. The research results show that the employee competency improvement program is not effective, which indicates that the education staff at Sebelas Maret University are not interested in developing either their competence or their career.]]>
<![CDATA[The Influence of Job Description and Organizational Culture on Employee Satisfaction at PT Bank Rakyat Indonesia (Persero) Tbk Unit Singosari, Malang ]]>
<![CDATA[Eko Juni Wahyudi]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6, No 2 (2023): JANUARI, JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i2.26311
<![CDATA[Job satisfaction issues are also inseparable from the daily lives of PT. Bank Rakyat Indonesia (Persero), Tbk. Singosari Unit, Malang. It can be seen that job satisfaction is still not fulfilled. The objectives of this study were (1) to determine and analyze the influence of job descriptions and organizational culture on employee job satisfaction partially, (2) to identify and analyze the effect of job descriptions and organizational culture on employee job satisfaction simultaneously, and (3) to know and analyze the dominant influence on employee job satisfaction. In this study the population is all employees of PT. Bank Rakyat Indonesia (Persero), Tbk. The Singosari Malang Unit has a total of 31 people and all of them will be used as research samples or called Quota Sampling. Quota Sampling states that the sample component is the same as the composition of the population with regard to the characteristics of interest. From the research results it can be seen that (1) Job description variable and organizational culture partially significant effect on employee job satisfaction. (2) Job description variable and organizational culture has a significant effect simultaneously on employee job satisfaction. (3) Job description variable is the most dominant variable influencing employee job satisfaction.]]>
<![CDATA[The Influence of Creativity and Innovative Behavior on Employee Performance at Warung Muncang Puppet Center Bandung ]]>
<![CDATA[Hafied Noor Bagja]]>;
<![CDATA[Adwi Mulyana Hadi]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6, No 2 (2023): JANUARI, JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i2.27614
<![CDATA[Economic growth in Indonesia from year to year is increasingly showing a positive direction. This development has driven the business world, one of which is the emergence of small and medium-sized industries. So to support the development of the industry, business people who have creativity and innovative behavior are needed to do various ways in order to compete and be able to meet changing market needs. This study aims to determine how the influence of creativity and innovative behavior on employee performance at the Warung Muncang Puppet Center Bandung. The methodology that the author uses is descriptive and verification method with the population taken for this research is 32 business people employees and at the same time become the research sample. While the analytical method used in this study is multiple linear regression analysis at a significance level of 5%. The program used in analyzing the data uses the Statistical Package for Social Sciences (SPSS) Ver.27.00. The results showed that there was an influence of creativity and innovative behavior on employee performance at the Warung Muncang Puppet Center Bandung. Creativity and innovative behavior can contribute to employee performance by 77.3%.]]>
<![CDATA[The Influence of Job Satisfaction and Work Motivation on Organizational Commitment in Lecturers of The Faculty of Economics and Business at Swadaya Gunung Jati University ]]>
<![CDATA[Edy Hartono]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6, No 2 (2023): JANUARI, JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i2.27929
<![CDATA[This study aims to determine the effect of job satisfaction and work motivation on the organizational commitment of the Faculty of Economics and Business, Swadaya Gunung Jati University's lecturer. In this type of research, researchers use associative research. The use of this research method uses quantitative methods. Software using SPSS version 23. In taking this sample, the researcher used a saturated sample technique. Because of the Faculty of Economics and Business, Swadaya Gunung Jati University's lecturer population is only 88. The results showed that job satisfaction and work motivation influenced organizational commitment either partially or simultaneously.]]>
<![CDATA[Employee Loyalty at Bank BNI KCU Garut is Impacted by Work Discipline and Career Development ]]>
<![CDATA[Sonia Meidiana Dimyati]]>;
<![CDATA[Ayuningtyas Yuli Hapsari]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6, No 2 (2023): JANUARI, JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i2.27587
<![CDATA[Because employees' potential must be able to be developed by the company, human resource management is a division that plays a role in developing the potential of every employee in the organization. Employees must always comply with the firm's policies and apply the applicable norms, and the organization must provide career growth to every employee with potential and achievement. Employee loyalty at Bank BNI KCU Garut should improve as a result of these two factors. The purpose of this research is to find out how to work discipline, career growth, and employee loyalty are affected by work discipline at Bank BNI KCU Garut. This study aims to determine how to work discipline, career development, and employee loyalty are related at Bank BNI KCU Garut, as well as to determine how to work discipline affects employee loyalty at Bank BNI KCU Garut, and how career development affects employee loyalty at Bank BNI KCU Garut, as well as to determine how the simultaneous influence of work discipline and career development on employee loyalty at Bank BNI KCU Garut. The descriptive and verification methodologies were utilized in the research. The population of this study is all employees at Bank BNI KCU Garut, whereas the sample is some employees at Bank BNI KCU Garut. Path analysis and hypothesis testing are used to process data. Based on the findings of the study, it can be concluded that work discipline has an impact on employee loyalty at Bank. BNI KCU Garut and the simultaneous influence of work discipline and career development on employee loyalty at the Bank BNI KCU Garut and the simultaneous influence of work discipline and career development on employee loyalty at the Bank Garut BNI KCU.]]>
<![CDATA[Effect of Leadership Style, Compensation on Commitment and its Implementation on Employee Performance (Case Study of Mitra Sejahtera Cooperative Employees PT Denso Group Indonesia) ]]>
<![CDATA[Purnomo Aji]]>;
<![CDATA[Rahmat Hidayat]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6, No 2 (2023): JANUARI, JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i2.27991
<![CDATA[This observation intends to be able to determine the effect of leadership style, compensation on commitment and its implementation on the performance of Employees of the Mitra Sejahtera Cooperative PT. Denso Group. The total population in this study was 128 people with the determination of the number of samples using the slovin formula which produced 115 respondents. This study uses the Structural Equation Modeling (SEM) analysis model to be able to find out how much influence the independent has on the dependent variable through the intervening variable, carried out using the Lisrel 8.8 program. This research test succeeded in concluding that Leadership Style has a substantial effect on Commitment. Compensation has no substantial effect on Commitment. Leadership style has no significant effect on performance. Compensation turned out to have a positive and significant effect on performance. Commitment has a positive and substantial effect on performance. Leadership Style, Compensation has a substantial effect on Commitment. Meanwhile, Leadership Style, Compensation, Commitment have a substantial effect on performance. Then the Commitment variable becomes a mediator between the Leadership Style and Performance variables. And the Commitment variable becomes a mediator between the Compensation variable on performance.]]>
<![CDATA[Building an Environmentally Friendly Work Culture in Government Agencies Offices ]]>
<![CDATA[Agus Sugiarto]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6, No 2 (2023): JANUARI, JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i2.21837
<![CDATA[Building an environmentally friendly work culture is a form of contribution to environmental conservation through employee activities in the workplace. This study aims to explore how to build an environmentally friendly work culture in government offices. This research is an exploratory qualitative research. The research informants consisted of six government employees or state civil servants who served in three government agency offices in three districts/cities in Central Java. The results of the exploration in this study there are five things that are done in building an environmentally friendly work culture at the government agency office. First, formulate and implement policy instruments on environmentally friendly behavior in government agencies. Second, strengthen the commitment and example of the leadership in being environmentally friendly. Third, implementing various environmentally friendly programs and actions in the office, in the context of empowering and involving state civil servants in the office. Fourth, use environmentally friendly office technology, and fifth, conduct socialization and training (education) on environmentally friendly work culture to state civil servants.]]>
<![CDATA[Leadership Style Analysis of The Head of The Center for Statistics (BPS) of Tulang Bawang Barat District ]]>
<![CDATA[Valentinus Giovani Febrian]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6, No 2 (2023): JANUARI, JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i2.25126
<![CDATA[The purpose of this study was to determine the application of the leadership style of the Head of the Central Bureau of Statistics (BPS) of Tulang Bawang Barat Regency. BPS is a Non-Ministerial Government Institution directly responsible to the President, with the vision of "Provider of Quality Statistical Data for Advanced Indonesia". The research method used is qualitative research. The data collection technique used is the interview method and the sample is an employee of BPS Kab. Tulang Bawang Barat. From the research conducted, it can be concluded that of the four existing leadership styles, namely directive, participatory, supportive, and achievement-oriented leadership styles, the most prominent leadership style applied is the directive leadership style. Meanwhile, the least dominant leadership style is an achievement-oriented leadership style.]]>
<![CDATA[Analysis of Work Environment and Stress Management on Work Productivity ]]>
<![CDATA[Dony Orlando Nasution]]>;
<![CDATA[Radian Salman]]>;
<![CDATA[Sri Winarsi]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6, No 2 (2023): JANUARI, JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i2.27588
<![CDATA[This study aims to determine the effect of the work environment and stress at work on employees' work productivity in a company. Illustrate for the community in general and the company, and several factors can cause the increase and decrease in work productivity. This study uses quantitative research with exploratory, descriptive data presentation by taking a sample at a university in East Java. With multiple linear regression techniques can be seen the relationship that occurs to these problems. The results of this study indicate that the Work Environment (X1) and Stress at Work (X2) influence Work Productivity (Y). This research also includes suggestions for improvement to increase work productivity]]>
<![CDATA[Analisa Petunjuk Pengukuram Moral dan Motivasi Individu ]]>
<![CDATA[Hartoyo Soehari]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 5 No 3 (2022): JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v5i3.20393
<![CDATA[Tujuan penelitiam ini adalah untuk menganalisa petunjuk pengukuran tingkat moral dan motivasi individu. Moral dan motivasi karyawan sangat memengaruhi kualitas perilakunya. Dalam kehidupan organisasi, perilaku individu berperan dalam membentuk perilaku kelompok dan perilaku organisasi dalam upaya mencapai tujuan. Untuk memperbaiki organisasi, pimpinan organisasi perlu mengetahui kualitas moral dan motivasi kerja karyawannya. Metode penelitian ini menggunakan analisa terhadap petunjuk pengukuran moral dan motivasi karyawan karya Herzberg. Herzberg telah membuat alat ukur itu berupa 76 pernyataan sederhana yang mudah dijawab oleh karyawan. Pilihan jawabannya adalah setuju atau tidak setuju. Ke 76 pernyataan dibagi 2 grup, yaitu 27 pernyataan terkait moral dan 49 sisanya untuk motivasi. Hasil analisa menunjukkan, bahwa jawaban diolah menjadi nilai angka prosentase, yang kemudian dialihkan menjadi bentuk skala kualitas moral dan motivasi, yaitu sangat baik, baik, cukup, kurang, dan tidak baik. Kualifikasi ini menjadi dasar bagi pimpinan untuk mengambil langkah perbaikan organisasi dalam mencapai sukses untuk kesejahteraan karyawan.]]>
