THE INFLUENCE OF INNOVATION MANAGEMENT TOWARDS THE BUSINESS PERFORMANCE OF GARMENT INDUSTRIES IN INDONESIA

Author

1. Yanto Ramli
2. Mochamad Soelton
3. Paijan

Abstract

The objective of this research is to analyze the influence of unique resources, market orientation and innovation management against the business performance of the garment industries in DKI Jakarta. This research is a descriptive and verificative research, and the construct of the research is based on the concept and the relationship between the variables in order to form the research paradigm. This study conducted a distribution of questionnaires and observations on the garment industries in Jakarta. The research method used in this study is descriptive method by using scoring analysis and verification method by using quantitative analysis. The sample determination was done through Simple Random Sampling as the garment industries has the same character, and the tool of analysis is using Partial Least Square (PLS). The results indicated that market orientation has provided a greater significant influence compare to unique resources on the business performance. Innovation management also provide a significant influence on business performance, because either unique resource and market orientation have no value if they are not developed innovatively. Understanding the customer’s needs and wants and continue with developing the company resources can definitely improve the garment business performance.  

Key works:  Unique Resources, Market Orientation, Innovation Management, Business Performance.

Conclusion  

The garment industries are reported facing problems lack of customers, competitors sellling similar items, purchasing similar raw materials and limited capital. Other issue is not proper support by government to the garment industries. Based on the quantitative research and hypothesis testing for this study emphasise a need for a greater adoptation of innovation management practices, including the study of the customer behavior based on market orientation. The garment industries may require dramatic changes on their resources.  

The objective of this research is to find out the basic problem faced by the garment industries in DKI Jakarta based on the four research variables, unique resources, market orientation, innovation management and business performance, the following conclusions were made as follows: 

1. The garment industries do not produce garments based on customer and market orientation and are not clear with the needs and wants of the customer. 
2. The research finding also shows that most of the garment industries do not implement innovation management to innovate their products to meet the customers’ intention to purchase. 
3. The garment industries also do not frequently do the market analysis on the competitor orientation in order to be able to compete in the market.
4. The garment industries do not improve their raw materials by using the local content of fabric and innovate them even the price are sometimes higher compare to the imported materials. 

The scope of this study was limited to the garment industries in DKI Jakarta. During the study, it was noted that more industries sectors may encounter the same competitive strategies. It would be worthwhile to study the industries of other sectors worldwide especially for those countries that provide garment industries. 

Recomendation

Based on the conclusion above, numbers of issues during the study leads to the following recommendations: garment industries must implement innovation management both on the production and resources purchased. The industries must impose a frequent control system on reviewing the current status of market orientation in order to innovate properly and keep pace of the competitors movements. 

Many countries that provide garment industries may take this study as a guidance to proceed with further research that has not been include in this study for a better conclusion and recommendation. 

Download This PDF File

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL, LINGKUNGAN KERJA FISIK DAN STRES KERJA TERHADAP KINERJA PEGAWAI PADA KANTOR KECAMATAN PENJARINGAN JAKARTA UTARA

Author

1. Mochamad Soelton
2. Dian Yasinta

Abstract

This research aims to know the influence of transformational leadership, physical work environment and work stress employee performance in Kantor Kecamatan Penjaringan North Jakarta. The object for this research is employee at Kantor Kecamatan Penjaringan North Jakarta. This research was done to 70 respondents by using quantitative descriptive approach. This data analysis which is used is statistic analysis in the form of double linear regression test. The results of this study indicate that partially and simultaneously variable transformational leadership, physical work environment simultaneously have a positive and significant effect on employee performance, job stress has a negative but not significant effect on employee performance on Kantor Kecamatan Penjaringan North Jakarta. It has been the result of (t) patial shows significant pont of three independent variables that supports hipothesy. Therefore the test results of this study states that there is a simultaneous influence between transformational leadership variables, physical work environment and job stress on employee performance at Kantor Kecamatan Penjaringan North Jakarta. 

Keywords: transformational leadership, physical work environment, and work stress employee performance.

Simpulan

1. Pengaruh Kepemimpinan Transformasional terhadap Kinerja Pegawai Kantor Kecamatan Penjaringan Jakarta Utara.Berdasarkan uji parsial (Uji t) setelah dilakukan analisis membuktikan bahwa pengaruh kepemimpinan transformasional berpengaruh positif dan signifikan terhadap kinerja pegawai pada Kantor Kecamatan Penjaringan Jakarta Utara.
2.  Pengaruh Lingkungan Kerja Fisik terhadap Kinerja Pegawai Kantor Kecamatan Penjaringan Jakarta Utara.Berdasarkan uji parsial (Uji t) setelah dilakukan analisis membuktikan bahwa pengaruh lingkungan kerja fisik berpengaruh positif dan signifikan terhadap kinerja pegawai pada Kantor Kecamatan Penjaringan Jakarta Utara. 
3. Pengaruh Stres Kerja terhadap Kinerja Pegawai Kantor Kecamatan Penjaringan Jakarta Utara.Berdasarkan uji parsial (Uji t) setelah dilakukan analisis membuktikan bahwa pengaruh stres kerja berpengaruh negatif tapi tidak signifikan terhadap kinerja pegawai pada Kantor Kecamatan Penjaringan Jakarta Utara.

Saran

Berdasarkan hasil penelitian tersebut, maka penulis memberikan beberapa saran yang ingin disampaikan pada pihak-pihak yang bersangkutan guna meningkatkan kepemimpinan transformasional, lingkungan kerja fisik dan stres kerja yang akan berdampak pada kinerja pegawai dan SATPOL PP pada Kantor Kecamatan Penjaringan Jakarta Utara, maka perlumemperhatikan beberapa saran sebagai berikut: Pertama. Bagi perusahaan. Bagi pimpinan Kantor Kecamatan Penjaringan Jakarta Utara disarankan untuk mengevaluasi kembali kepemimpinan transformasional yang diberikan kepada pegawainya. Karena pemimpin berbicara optimis yang berkaitan dengan masa depan untuk mempertahankan pegawai maupun SATPOL PP, maka pemimpin harus lebih optimis agar pegawai maupun SATPOL PP mudah mengerti dan memahami pembicaraan seorang pemimpin.  

1.  Kantor Kecamatan Penjaringan Jakarta Utara disarankan pegawai maupun SATPOL PP harus mengatur ruangan di tempat kerja untuk mengatasi bau yang tidak sedap. Cara mengatasi bau tidak sedap ruangan tersebut harus tersedia wangi-wangian yang harum, dikarenakan agar tidak dapat mengganggu pekerjaan pegawai maupun SATPOL PP. 
2. Bagi pimpinan Kantor Kecamatan Jakarta Utara di sarankan untuk menyesuaikan batas waktu pekerjaan dengan stres kerja yang diberikan kepada pegawai maupun SATPOL PP, karena merasa pekerjaan yang diberikan cukup dilihat dari hasil jawaban responden stres kerja. Agar pegawai dan SATPOL PP dapat menyelesaikan pekerjaan yang selalu kejar target untuk diselesaikan. Maka mengerjakan pekerjaanya yang baik perlu atasan memberikan waktu yang cukup bagi pegawai dan SATPOL PP sehingga dapat menyelesaikan tugas merasa tenang dan tidak terburu- buru, dan akan maksimal karena telah diberikan waktu yang cukup untuk menyelesaikan pekerjaan.

Bagi Peneliti Selanjutnya. Penulis menyarankan bahwa untuk penelitian lebih lanjut sebaiknya mengadakan pengembangan penelitian ini dengan menambah variabel selain kepemimpinan transformasional, lingkungan kerja fisik dan stres kerja untuk mempengaruhi kinerja pegawai.Hal ini karena masih banyak variabel-variabel yang belum ditemukan penulis yang masih memiliki hubungan dengan kepemimpinan transformasional, lingkungan kerja fisik dan stres kerja yang dapat mempengaruhi kinerja pegawai.

Download This PDF File

EVALUASI STRATEGI BISNIS DAN PERANCANGAN BALANCED SCORECARD DI PT POINT BREAK INDONESIA

Author

1. Mochamad Soelton
2. Anwar Prabu Mangkunegara

Abstract 

Business competition is increasingly competitive and today's economic turbulence requires PT. Point Break Indonesia as a company must be able to deal with it. Performance measurement is based only on the financial aspect is felt to be inadequate in assessing the performance of a company. Performance of the company covers a very wide aspect Last decade, the balanced scorecard is one of the most successful concept and design widely used in the discussion of corporate strategy, using the four perspectives in the measurement of financial, customer, internal business processes, and learning and growth. Balanced scorecard can help companies to translate the vision, mission and strategy into action by stimulation utilizing non-financial and financial indicators that are all intertwined in a causal relationship to find a comprehensive corporate performance. Balanced scorecard provides a framework and integrative thinking for management and other stakeholders to control the important changes in the organizational dynamics of competition. Many companies that have used this method and feel quite able to raise his performance, but if it is not sustainable then the development of their business will not be as expected.

Keywords : Balanced Scorecard, Business Strategy and Design.

Kesimpulan

. Kesimpulan Evaluasi Strategi Bisnis Balanced Scorecard

1. PT. Point Break Indonesia menerapkan Balanced Scorecard untuk mengukur kinerja organisasi dan merancang strategi organisasi.
2. Penyusunan Balanced Scorecard PT. Point Break Indonesia berdasar pada Rencana Bisnis 2010 yang menjadi acuan perusahaan dalam menjalankan operasinya. Hal ini menyebabkan beberapa tahapan dalam penyusunan scorecard tidak lagi dilalui oleh PT. Point Break Indonesia Tetapi atas hasil perbandingan antara Scorecard PT. Point Break Indonesia dengan rencana bisnisnya terdapat beberapa strategi pendukung (inisiatif strategis) untuk mencapai sasaran-sasaran perusahaan belum terintegrasi ke dalam scorecard tersebut. Untuk mengintegrasikan strategi-strategi yang belum terintegrasi tersebut, beberapa alternatif ukuran baru diusulkan untuk melengkapi scorecard yang sudah ada, salah satunya adalah, employee compliance index Ukuran ini untuk menerjemahkan strategi pemberdayaan karyawan agar mempunyai kapasitas kemampuan yang memadai untuk menjalankan operasi sehingga proses internal bisnis perusahaan bisa berjalan secara maksimal. Dalam evaluasi atas ukuran-ukuran ini juga ditemukan pengulangan ukuran (yaitu secara substansi mengandung kesamaan) sehingga menyebabkan proses pengukuran kinerja menjadi tidak efektif karena perhatian manajemen menjadi tersebar. 

Kesimpulan Perancangan Balanced Scorecard

Balanced Scorecard memberikan kerangka kerja dan berpikir yang integratif bagi manajemen dan stakeholders lain untuk mengendalikan perubahan-perubahan penting secara organisasional dalam dinamika persaingan. Sistem pengukuran kinerja perusahaan lazimnya menggunakan pendekatan keuangan. Namun pendekatan ini dirasa kurang tepat karena menggunakan data historikal dan lebih mencerminkan kondisi dimasa lalu serta tidak mengukur hal-hal yang intangible di dalam perusahaan. Atas dasar kelemahan dari pendekatan keuangan tersebut maka dalam penelitian ini dilakukan balanced scorecard dalam mengukur kinerja perusahaan, dimana dalam pendekatan terdapat balanced scorecard pengukuran-pengukuran hal hal yang intagible menjadi tangible. Hal ini diharapkan akan semakin meningkatkan kinerja perusahaan. Disamping itu, penerapan strategi yang dilakukan oleh perusahaan selama ini hanya berdasarkan kebijakan dan keputusan manajemen sehingga tidak dapat seiring dengan para karyawan. Berdasarkan analisis SWOT yang telah dilakukan dan dicerminkan dengan strategy maps dari balanced scorecard maka ditemukan strategi yang diharapkan seiring dan sejalan dengan seluruh komponen perusahaan. Pada akhirnya strategi yang lahir dari dalam perusahaan ini di harapkan akan lebih dijiwai oleh seluruh komponen perusahaan sehingga akan mendongkrakkan performance perusahaan. Kesimpulan yang diperoleh dari penelitian ini adalah : 

1. Financial perspective : dalam perspektif ini sasaran strategis yang hendak dicapai oleh PT. Point Break Indonesia adalah meningkatkan pendapatan melalui ekspansi permodalan dan membuka cabang di mancanegara. Dengan pengukuran yang dilakukan adalah persentase revenue dari pelanggan baru, persentase revenue dari pelanggan lama dan persentase renevue growth serta probability dengan membuka pasar dunia, yaitu di Singapore, Malaysia, Thailand & Sydney Australia. 
2. Customer perspective : perspektif ini menghasilkan sasaran strategik meningkatkan mutu layanan kepada pelanggan dan meningkatkan jumlah tokotoko baru di mall kelas menengah atas. Masing-masing sasaran strategik tersebut menggunakan pengukuran sebagai berikut: meningkatkan mutu layanan kepada pelanggan menggunakan jumlah complain yang diterima akibat pelayanan pelanggan dibandingkan jumlah kedatangan dan transaksi pelanggan ke toko sebesar 0.05 persen, meningkatkan jumlah toko-toko baru di mall kelas menengah atas menggunakan perbandingan jumlah toko yang ada dengan jumlah toko yang dimiliki kompetitor dalam satu mall, competitive price menggunakan perbandingan harga perusahaan dengan harga pesaing untuk jasa yang sama, brand name menggunakan jumlah pelanggan yang memilih perusahaan karena brandnya, variety of service menggunakan jumlah perbaikan pelayanan tiap tahun dan jumlah jasa baru yang ditawarkan tiap tahun, maintain customer relation menggunakan jumlah kunjungan ke pelanggan yang dilakukan setelah transaksi dan lamanya proses penyelesaian apabila ada complain. Perspektif ini mendorong peningkatan kepuasan pelanggan yang pada akhirnya akan meningkatkan customer retention selanjutnya akan mendukung tercapainya tujuan perusahaan dalam financial perspective.
3.  Internal business perspective : sasaran strategik yang dilakukan dalam perspektif ini adalah minimize error, maintain good network, minimize distribution channel dan loyalty member sistem. Dalam sasaran strategik ini: pengukuran yang dilakukan adalah claim ratio dan ketepatan waktu pengiriman invoice untuk minimize error, customer satisfaction untuk maintain good network. Hal –hal yang terkait dengan internal business customer perspective.
4. Learning & growth perspective : sasaran sasaran strategik yang hendak dicapoai dalam perspektif ini adalah improve employee capability, technology that facilities process improvement dan culture for continuous improvement. Masingmasing sasaran strategi tersebut memiliki pengukuran, pengukurannya sebagai berikut: program pendidikan dan pelatihan, jumlah karyawan berkualitas yang direkrut dan jumlah karyawan yang dirotasi jabatan baru untuk improve employee capability, percent of customers who can track order status electronically untuk technology that facilities process improvement dan number of new process ideas generated, number of employee process ideas implemented, performance improvement from employee suggestions and actions untuk culture for continuous improvement.

Dengan menerapkan balanced scorecard diharapkan dapat membantu manajemen dalam menganalisa hubungan timbal balik dan keterkaitan dari keempat perspektif yang ada. Dalam sistem pengukuran kinerja dengan menggunakan balanced scorecard, harus diperhatikan bahwa kunci sukses dari penerapan keseluruhan strategi adalah transparansi manajemen yang memungkinkan seluruh komponen dapat mengetahui kekurangan dan kelebihan masing-masing sehingga dapat segera melakukan perbaikan yang dibutuhkan.Penerapan balanced scorecard akan mendorong perusahaan dalam melakukan integrasi seluruh rangkaian strategi perusahaan dan memberi gambaran strategi serta analisa sebab akibat atas keseluruhan kegiatan dan kinerja perusahaan. 

Download This PDF File 

HOW CULTURE, TRAINING STANDARD AND DISCIPLINE ON THE EMPLOYEE PERFORMANCE AFFECT HOTEL MANAGEMENT

Author

1. Mochamad Soelton

Abstract

This study aims to determine the effect of Kaizen culture, training standard and discipline on the employees’ performance of front office division at Aston Priority Simatupang, South Jakarta. The study of 36 respondents is based on the employees of Aston Priority Simatupang, South Jakarta by using a quantitative descriptive approach. The analysis used is multiple linear regression. The results indicate that the variable for the culture has no effect on performance, but the variable for training standard and discipline affect the performance of the employees of the front office division on Aston Priority Simatupang Hotel, South Jakarta. This is evidenced by the results of a simultaneous test (F test) and the results of the partial test (t-test) also showed a significant value of two independent variables that support the hypothesis. Results of this study show that there is significant simultaneously Relationship between the training standard variable and the discipline variable against the employees’ performance in the front office division at Aston Priority Simatupang Hotel, South Jakarta.

Keywords: Training standards, discipline, Kaizen culture, employee performance.

Conclusions and Recommendations

1. Training standards have a positive and significant impact on employee performance in the front office division of Hotel Aston Priority Simatupang, South Jakarta.
2.  Discipline has a positive and significant impact on employee performance in the front office division of Hotel Aston Priority Simatupang, South Jakarta.
3. Implementation of Kaizen culture has no positive and significant effect on employee performance in the front office division of Hotel Aston Priority Simatupang, South Jakarta. 

Based on the results, iscussion and conclusions that have been described above, the suggestions that can be made by the author are that companies should implement more training capable to develop potential employees. This is very helpful in raising the standard of ability that employees possess. The company should also not forget an important aspect, which is the appreciation of employees' contribution to the company. Good training is expected to improve self-discipline in employees, so that employee performance in the company can be more efficient and optimal. The Kaizen culture variable does not affect the performance of employees in expecting employees to remain professional in their fields. This can be attributed to small number of respondents, the questionnaire and the fact that the research was performed in the division of the front office division at the Aston Priority Hotel Simatupang, South Jakarta only. So, the application of this Kaizen culture still cannot be applied. It should also give employees an insight into the Kaizen culture, so employees have a focused view and employees can work better. Discipline applied by the company is considered good enough by employees. Therefore, the company must consistently and continuously implement discipline. Hopefully, if the discipline that is imparted by the company can be done consistently, this will produce the best employees in the Front Office division in their respective fields.

Download This PDF File

HOW WORK ENVIRONMENT, WORK STATISFACTION, WORK STRESS ON THE TURNOVER INTENTION AFFECT AUTHOR

Author

1. Mochamad Soelton
2. Muhammad Atnani

Abstract

This study aims to determine the influence of Work Environment, Job Satisfaction and Job Stress on Turnover Intention at High School Technical Staff - PLN (STT - PLN) Jakarta. Technique of collecting data in form of questionnaire by using ordinal scale. This research was conducted on 50 respondents by using quantitative descriptive approach and hypothesis testing. For that, the method of data analysis used is statistical analysis in the form of multiple linear regression test. The results of this study show that partially and simultaneously, work environment variables, job satisfaction and work stress affect the Turnover Intention on High School Technical Staff - PLN (STT - PLN) Jakarta. Therefore the test result of this research states that there is simultaneous influence between work environment variable, Job Satisfaction and Working Stress on Turnover Intention on High School Technical Staff - PLN (STT - PLN) Jakarta.

Keywords: Work Environment, Job Satisfaction, Job Stress, Employee Turnover Intention.

Conclusion

1. The work environment is negative and significant towards the turnover intention at the Technical High School - PLN (STT - PLN) Jakarta.
2. The Job satisfaction is negative and significant against the turnover intention at the Technical High School - PLN (STT - PLN) Jakarta
3. The work Stress is positive and significant for the turnover intention at the Technical High School - PLN (STT - PLN) Jakarta.

Recommendation

1. The company must pay attention to the comfort and safety of the employees in working one example with the employees being given complete safety equipment facilities because the safety of the employees in the workplace has also been included in the labor law that the employees must be given comfort and safety in working for a company.
2. The company must be professional to its employees in terms of providing compensation, not by buying time in giving salaries to its employees. Because of the employee satisfaction at the workplace is a major factor in achieving a good company if the employee satisfaction is not prioritized, that is one of them is by giving salary that is not timely, it can impact against the employees who will be indifferent to their work.
3. The employer must always pay attention to the relationships of his employees in working with other employees so that the effective communication is always established and in order to always create a harmonious relationship among the employees in order to avoid misunderstanding at work.

Download This PDF File

TOWARD THE BEST STRATEGY IN MINIMIZING THE SPREAD OF DRUG USERS

Author

1. Mochamad Soelton
2. Tati Nugrahati
3. Yanto Ramli
4.  Dudi Permana
5. Deden Kurniawan

Abstract

This theme aimed to minimize the spread of Narcotics users at the student level, in the data of the National Narcotics Agency (BNN), cases of drug use by the drug users up to March 2018 amounted to 6.4 Million. The data is alarming because along with the increase in drug cases (especially among the young people and the children). The spread of drugs is easy because the elementary school children have also started trying to smoke cigarettes. Although the government in the Child Protection Act number 23 of 2002 in article 20, it has been stated that the State, the government, the community, the family, and the parents are obliged and responsible for the implementation of child protection (see more fully in the Child Protection Act). However, the child protection from drugs is still far from expectations. A lot of elementary school and junior high school age of children are also trapped in drugs; the drug addicts are generally  between the ages of 11 and 24. At the productive age or student age, the students who take drugs usually begin with their introduction to cigarettes. From this habit, their association continues to increase, especially when the students join with the people who have become the drug addicts. At the beginning they only try to use the drugs, but then they will depend on them. 

Keywords: Narcotics, student, government 

RESULTS AND DISCUSSION

The basic understanding of the meaning of drugs and their types and their impact on the younger generation as the hope of the nation and the state is very important and urgent. Narcotics are an abbreviation of the narcotics, the psychotropic substances, and the addictive substances. Drugs are medicine, the ingredients, the substances that are drunk / smoked / swallowed, or injected and it can cause dependence and affect the work of the brain, as well as the vital functions of other organs (the heart, the blood circulation, the breathing, etc.) Narcotics are substances or drugs derived from plants or non-plants, both synthetic and semisynthetic which cause a decrease or change in consciousness and eliminate or reduce the pain and they can cause dependence (Law No.27 / 1997) Meanwhile, according to WHO what is meant by the definition of this drug definition is a substance which, if inserted into the body, will affect physical and / or psychological function (except food, water, or oxygen). The danger of drugs for the addicts (young generation) is very much and if it is not immediately stopped the habit of consuming drugs, this will worsen the health status of the users themselves slowly but surely, and certainly it can endanger the survival of this nation in the future. Youth as a generation that is expected to be the nation's successor, the more fragile the day is undermined by the addictive substances of neurological destruction, so that the young man cannot think clearly. As a result, the generation of hope for a strong and intelligent nation will only remain a memory. The target age of drug users is the student age, which ranges from 11 to 24 years. This indicates that the dangers of drugs can target our students at any time. The effects of drug use can be in various forms, including the following: 1) Causing a decrease or even change in consciousness, 2) Eliminating the senses, 3) Reducing to relieve pain, 4) Adding dependency / addiction. The greatest danger of drugs for health is the effect of the drug dependence itself. Because with the bad effects caused to drug addicts is the desire to always use it repeatedly. The values of life that are given are the character and the good character building programs that are integrated with the entire learning process of the students, starting from their home, their school, their extra-curricular activities, their social activities, and other self-development activities. The value education will perfect the formal education of the students get through the transfer of the knowledge and the skills in school. 

It is increasingly recognized that the transfer of knowledge and skills for the students without prioritizing value transfer will only give birth to the students who are skillfully cognitive and skillful, but their fundamental weaknesses in interpreting and applying life values, including: the importance of respect for the parents and the teachers, respect for older people, the discipline, the enthusiasm for learning, the identity, the future vision, the achievement motivation, the cooperation, the willingness to help others, the self-integrity, and a number of other positive characters needed for success. In building a value-based school culture that is the central mission of the education at this time, various approaches to character and character education are needed, both with those that are integrated with the student learning curriculum and with the specific approaches that are given with certain methods. Specific approaches with certain methods are carried out in the form of training using the experiential learning methods. This motivational seminar given to SMK PGRI 5 Pegadungan, Kalideres, West Jakarta students was a stimulus, and became meaningful when the students who took part in the training were committed to practicing it in the study and the daily life. Therefore, this value training was designed in such a way as to help students who were trained to have a strong reflective attitude from every action in the learning process experienced, both at school, in the family, in the social environment, in the community, within the nation, and the country. This value building training in the character building used a heroic leadership approach based on the four pillars, namely: self-awareness, responsiveness, love, and a burning spirit.   

CONCLUSION 

From all stages of the community service activities that have been carried out, it can be concluded that the activities of exposure, counseling, introduction to the danger of the Nafza have an impact on the alertness of all teachers, parents, and most importantly all students in recognizing the early negative influences and the dangers in the Nafza. Another important thing really requires a form of cooperation, commitment, and consistency in every order of the nation's elements, both in the personal, institutional, and social order. Matters to prevent the drug use include never try at any level, with any type, and under any reasons, look for safe relationships, in a safe place with safe people, and at a safe time, get sincere affection from the family by caring for one another, loving one another, and needing each other. Develop this affection for your relatives, close friends, and other friends, beware of anyone by living in a reasonable life. Say NO to Drugs, and bring yourself closer to the God Almighty by diligently carrying out the worship and asking strengths for Him. Without the power of the God, humans are full of weaknesses. Illegal drugs are not the right answers to all problems, and on the contrary, they will cause a much bigger problem. Drug users are people who experience a large loss and they may end in death. The best action to overcome the danger of drugs is to prevent the involvement with the drug itself because the prevention is far better than the treatment.

Download This PDF File

THEINFLUENCE OF INTRINSIC MOTIVATIONAND ENTRINSIC MOTIVATION, AGAINST THE EMPLOYEE PERFORMANCE, WITH SATISFACTION TO LABOR AS VARIABLE INTERVENING

Author

1. Mochamad Soelton

Abstract

 

This study aims to determine the effect of Kaizen culture, training standard and discipline on the employees’ performance of front office division at Aston Priority Simatupang, South Jakarta. The study of 36 respondents is based on the employees of Aston Priority Simatupang, South Jakarta by using a quantitative descriptive approach. The analysis used is multiple linear regression. The results indicate that the variable for the culture has no effect on performance, but the variable for training standard and discipline affect the performance of the employees of the front office division on Aston Priority Simatupang Hotel, South Jakarta. This is evidenced by the results of a simultaneous test (F test) and the results of the partial test (t-test) also showed a significant value of two independent variables that support the hypothesis. Results of this study show that there is significant simultaneously Relationship between the training standard variable and the discipline variable against the employees’ performance in the front office division at Aston Priority Simatupang Hotel, South Jakarta.

Keywords: Training standards, discipline, Kaizen culture, employee performance.

Conclusions and Recommendations

1. Training standards have a positive and significant impact on employee performance in the front office division of Hotel Aston Priority Simatupang, South Jakarta.
2. Discipline has a positive and significant impact on employee performance in the front office division of Hotel Aston Priority Simatupang, South Jakarta.
3. Implementation of Kaizen culture has no positive and significant effect on employee performance in the front office division of Hotel Aston Priority Simatupang, South Jakarta.

Based on the results, iscussion and conclusions that have been described above, the suggestions that can be made by the author are that companies should implement more training capable to develop potential employees. This is very helpful in raising the standard of ability that employees possess. The company should also not forget an important aspect, which is the appreciation of employees' contribution to the company. Good training is expected to improve self-discipline in employees, so that employee performance in the company can be more efficient and optimal. The Kaizen culture variable does not affect the performance of employees in expecting employees to remain professional in their fields. This can be attributed to small number of respondents, the questionnaire and the fact that the research was performed in the division of the front office division at the Aston Priority Hotel Simatupang, South Jakarta only. So, the application of this Kaizen culture still cannot be applied. It should also give employees an insight into the Kaizen culture, so employees have a focused view and employees can work better. Discipline applied by the company is considered good enough by employees. Therefore, the company must consistently and continuously implement discipline. Hopefully, if the discipline that is imparted by the company can be done consistently, this will produce the best employees in the Front Office division in their respective fields.

Download This PDF File

HOW TRANSFORMATIONAL LEADERSHIP, COMMUNICATION, AND WORKLOAD ON THE EMPLOYEE PERFORMANCE AFFECT SHOES INDUSTRIES

Author

1. Mochamad Soelton
2. Putri Pebriani
3. Muhammad Umar
4. Jaka Triwulan
5. Jaka Wilantara

Abstract

This research aimed to know the effect of transformational leadership, communication and workload on employee performance of sales and marketing department at PT. Teguh Murni Perdana. Object of this research was PT. Teguh Murni Perdana’s employees for sales and marketing department. It was conducted to 36 respondents by using quantitative descriptive approach. Statistical analysis in multiple linear regression tests was employed as data analysis technique. Finding of this research exemplified that transformational leadership, communication, and workload simultaneously had effect on employee performance of sales and marketing department at PT. Teguh Murni Perdana. They were respectively confirmed by the result of simultaneous test (F test) approximately 14.139 (sig. = 0.000 significant). Transformational leadership and communication partially had positive and significant effect on employee performance, while workload had not effect on employee performance and those were strengthened by the result of partial test (T test) as well. This was shown from the statistics, describing the magnitude of the estimated coefficient for tranformational leadership variables on employee performance approximately 2.212 (sig. = 0.034 significant) and approximately 2.574 (sig. = 0.015 significant) for communication on employee performance. Whereas, the magnitude of estimated coefficient for workload on employee performance approximately 0.321 (sig. = 0.750 not significant). Therefore, the result of this research indicated that transformational leadership, communication and workload simulataneously had effect on employee performance of sales and marketing department at PT. Teguh Murni Perdana.

Keywords: Transformational leadership, communication, workload, employee performance, 

Discussion and Implication 

Based on the result of first hypothesis test, it exemplified that transformational leadership had positive and significant effect on employee performance. This result was confirmed by Soelton and Fazriyanti’s (2016) study who declared that transformational leadership had positive effect on employee performance. Moreover, transformational leadership in this research had significance degree 0,034 where this value was lower than significance degree 0,05. The hypothesis accepted Ha1, as the consequence it might be inferred that transformational leadership (X1) had significant effect on employees’ performance of sales and marketing department at PT. Teguh Murni Perdana. On the other hand, communication had positive and significant effect on employee performance. The result was affirmed by Susanto and Anisah’s (2013) finding who proposed that communication had positive effect on employee performance. Addionally, communication in this research had significance degree 0,015 where this value was lower than significance degree 0,05. The hypothesis accepted Ha2, subsequently it might be deduced that communication (X2) had significant effect on sales and marketing department employees’ performance at PT. Teguh Murni Perdana. Furthermore, the third hypothesis signified that workload had not effect on employee performance. The result was in line with Sitepu’s (2013) study who indicated that workload had not effect on employee performance. The hypothesis of this research was opposite with Soelton’s et al. (2018) study which appointed that workload had negative effect on employee performance. In this case, workload had significance degree 0,750 where the value was higher than significance degree 0,05. The H0 was accepted then it might be drawn conclusion that workload (X3) had not effect on employees’ performance of sales and marketing department at PT. Teguh Murni Perdana. It meant that the assigned workload number had not effect on employees due to whatever the assigned work did not predispose their performance to be better or being not optimal.

Limitation and Future Research  

Based on the result and discussion have been elucidated, it might be concluded that Transformational Leadership and Communication had positive and significant effect on Employees’ Performace of sales and marketing department at Karyawan PT. Teguh Murni Perdana. On the other hand, Workload had not effect on Employees’ Performace of sales and marketing at Karyawan PT. Teguh Murni Perdana. Considering to the result and discussion, it might be suggested to the company for some points. First of all, based on the the result of respondent description and response it might be discerned the average respondents responded to transformational leadership indicators were “Disagree” on statement of “Leader is able to prompt high employees’ consciousness to work.” Therefore, suggestion might be delivered was s/he had to boost up employees’ motivation to work out, as the result they did not escape from extra work and more responsible to accomplish it. Second, the lowest respondents responded to communication indicators were “Disagree” on statement of “Employees always expose the occurred issues.” Hence, the suggestion might be consideration was stakeholder should give opportunity to employees having communication and sharing information regarding to problem they had. As the consequence, communication relationship for vertical, horizontal, or lateral communication would be better and preety smooth then engendering work simplification and employees’ performance were paramount. Another average of the lowest respondents’ rensponded to workload indicators were “Disagree” on statement of “High workload drives employees to be motivated doing works.” Result of the research exemplified that workload had not effect on employee performance, yet too high workload would be bad for employees’ performance. Therefore, company was expected to assign proper and fit workload as employee’s capacity. Finally, regarding to this research had any shortcomings then it might be suggested to the next researcher (s) who would scrutinize variables in this research, were transformational leadership, communication, workload and employee performance to enlarge and extend them with other variables such as work environment, compensation, and job satisfaction. Consequently, it was being one of the references to scrutinize variables have not done yet and s/he may employe another research object through number of respondents with different research object.

Download This PDF File

GENDER : STRESS LEVELS ON PERFORMANCE IN MODERN INDUSTRY

Author :

1. Mochamad Soelton
2. Tati Nugrahati
3. Margono Setiawan
4. Fatchur Rohman
5. Aditya Pratama

Abstract

This research aims to understand the influence of gender and working stress on working performance. There are three independent variables and one dependent variable, namely gender influence, working stress and working environment as the independent variables and working performance as dependent variable. This study object is the employees in Jakarta. The research is conducted towards 161 respondents using quantitative descriptive approach method and slovin method. Data analysis is conducted by using double linier regression and is processed by using SPSS program Version 23. The result of the study shows that the gender and working environment have a positive and significant influence towards employees performance, and working stress has a negative and significant influence towards employees performance.

Keywords:Gender, Working Stress, Working Environment, Employees Performance

Conclution

1. Gender has a positive and significant impact on employee performance
2. Working stress has a negative and significant effect on employee performance
3. Work environment has a positive and significant impact on employee performance

Recommendation

It is expected that the company will be more aware that there is equal rights and obligations between women and men. The company should not judge a person in terms of gender differences but company should judge on their performance and behavior in performing the work. It is expected that the company will give more clarity to what to do to avoid ambiguity. Lack of clarity will cause confusion and doubt for someone to carry out a job. The company should consider the workplace conditions, especially for the air temperature in the workplace, it is advisable that company repair / replace the AC that has long been operated in the company. If employees feel comfortable with the environment in which they work then the performance will increase.

Download This PDF File

TOWARD THE BEST MODEL IN RECRUITMENT PROCESS AND EMPLOYEE COMPETENCE IN OUTSOURCING INDUSTRIES

Author : Mochamad Soelton and Fakhru Ahdiansyah 

Abstract

This study aims to examine and analyze the effect of the recruitment process, selection process and employee competence on outsourced employee performance( in outsourcing Industries). Data was collected through questionnaires distributed and executed on 70 employees of outsourcing of commercial division, data analysis in this research using non- probability sampling technique and using saturation sampling where its data processing using Statistical Package for Social Science (SPSS) version 23 program. The results of the analysis show that the Recruitment Process, Selection process and Competence have the positive and significant impact on Employee Performance.

  CONCLUSION 

1. The recruitment process a positive and significant effect on the performance of employees outsourcing. 
2. A selection process a positive and significant effect on the performance of employees outsourcing.
3. The competence of a positive and significant effect on the performance of employees outsourcing.  

Recommendation. 

The company must pay more attention to employee recruitment process that comes from employment agencies in order to get prospective employees that comply with the criteria required by the company to have a good work qualification, as well as the company able to contribute to the employee with the promotion. The company should pay attention to the overall selection process employees are effective against some of the test time limit receipt of prospective employees. The company also was able to deceive the Test tools such as the computer always functioning properly. Some of the results of the study also showed that the level of competence of employees outsourcing Division Commercial i.e. lack of managerial skills both in terms of the completion of all the types of jobs that have been granted and should be more pay attention to the application of the appropriate employee with competencies in which each employee-owned can solve or handle the job.

Download This PDF File