Browsing by Author "Pawirosumarto, Suharno"

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    THE 3P CONCEPT TO EMPLOYEE JOB SATISFACTION AND THE IMPACT ON ORGANIZATIONAL PERFORMANCE
    (International Journal of Psychosocial Rehabilitation, Vol.24, Issue 01, 2020) Pawirosumarto, Suharno; Sutisna, Deden; Putra, Ivan Gumillar Sambas
    Banks are a business entity that is managed by human resources in achieving goals. Overall performance improvement is important for the bank to encounter business competition. At the BJB Tasikmalaya, employee performance is at an optimal condition. It may be seen from the condition of employees who dealt with oversight while working; resulting the job performance quality is not in line with BJB standards. This study discussed the effect of compensation with the 3P concept on employee job satisfaction and its effect on organizational performance at the BJB Tasikmalaya. The sample was selected by 100 employees from 13 branches. Multiple regression analysis was performed by test the validity and reliability and test the classical assumptions. The results showed that there was an influence between the 3P concept on employee job satisfaction at BJB Tasikmalaya and job satisfaction on organizational performance.
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    THE EFFECT OF COMPETENCE, TRAINING, AND COMPENSATION TO EMPLOYMENT PERFORMANCE
    (European Research Studies Journal Volume XXI, Issue 3, 2018) Katidjan, Purwanto; Pawirosumarto, Suharno; Yuliani, Tyas
    Working staff at PT Asuransi Jiwa Bringin Jiwa Sejahtera (BRI life) achieved satisfactory and less than satisfactory assessment based on Performance Management Unit (SMK), thus it needs to be improved. The purpose of this study is to understand and analyze the effect of competence, training, and compensation variables to the staff performance at headquarter level either partially or simultaneously. The population used in this research is all of the staff at headquarters with the status of permanent employee or pattern contract 2. The sampling technique is probability sampling with Simple Random Sampling method using the slovin approach and 120 staff were taken as a sample. Data analysis consisted of Multiple Linear Regression. The results of the study showed that competence, training, and compensation partially and simultaneously have a positive and significant effect on performance variables. Compensation variable was shown as the most dominant effect. The authors suggested that the company gives a chance to the staff to improve social competence, giving qualified and required training facilities, as well as providing non-financial rewards. It can be one of the considerations in reviewing the compensation to improve performance and to achieve company goals.
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    EFFECT OF HRM (RECRUITMENT & TRAINING) PRACTICES, SERVICE QUALITY ON REPEATED VISITS AT IMPERIAL GOLF CLUBS WITH CUSTOMER SATISFACTION AS INTERVENING VARIABLES
    (Palarch’s Journal Of Archaeology Of Egypt/Egyptology 17(5), 984-998, 2020) Pawirosumarto, Suharno; Rofiansyah, Muhammad Bagus Rizky; Zulfikar
    Competition in the field of business and sports in this modern era makes the Imperial Golf Club continue to improve its quality and quality in terms of service. Quality of service affects whether or not many visitors. Quality services must be able to provide security, comfort, fluency and legal certainty to customers. quality of service makes the dominant factor as well as good or bad performance of the Imperial Golf Club organization itself in the eyes of the community. implementation of good HR management practices (in the context above: HR practices that need to be followed up namely motivation and service quality to achieve customer satisfaction with the interest of repeat visits as the ultimate outcome of Imperial Golf Club management needs to determine the right steps to follow up employee aspirations. of this study is to determine the effect of HRM practices (Recruitment & Training) on service quality, determine the effect of service quality on Golfer repeat visits, determine the effect of Customer Satisfaction on Golfer repeat visits, knowing there is an influence of service quality on Customer Satisfaction at Imperial Golf Clubs. this is a type of quantitative research The population of this study is all Golfer who visit Imperial Golf Club.The total population of this study is 302 people consisting of both Golfer members and non-members both domestic and golfer. sing. The sample selection in this study is based on accidental sampling so that it can support this study and the determination of the number of samples taken from the Slovin formula to obtain 173 respondents. Data Analysis Techniques The analytical method used in this study is path analysis. The results of this study conclude there is an influence of HRM (Recruitment & Training) practices on service quality, there is no effect on service quality on Golfer repeat visits, there is an influence of Customer Satisfaction on Golfer repeat visits, and there is an influence of service quality on Customer Satisfaction at Imperial Golf Clubs, as well as customer satisfaction variable is not an appropriate intervening variable in mediating the effect of service quality on repeat visits.
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    FACTORS AFFECTING EMPLOYEE PERFORMANCE OF PT. ITOCHU LOGISTICS INDONESIA
    (International Journal of Innovation, Creativity and Change, Volume 6, Issue 6, 2019) Pawirosumarto, Suharno; Martina, Rosida Alit; Putra, Ivan Gumilar Sambas
    This research is aimed at testing, analysing and explaining the effects of job satisfaction, discipline and transformational leadership style toward employees’ performance of PT. Itochu Logistics Indonesia. This research was done under the descriptive and verificative research method. There were 102 respondents who participated in this study and provided valid data to be analysed. The data was then analysed using the paired linear regression analysis with the help of SPSS program of version 22. The result of this research shows that job satisfaction, discipline and transformational leadership style partially and simultaneously have a positive and significant effect toward the variable of employee performance. This finding is quite interesting as the human resources of PT. Itochu Logistics Indonesia are considered to have a relatively high level of discipline. This quality is quite supportive for the company to stay competitive in today’s competitive business environment. Logistics businesses or companies that run business or logistics in Indonesia need improve their employees’ work performance by focusing on their discipline. A leader should maintain good communication with the employees in order to be able to change their behaviour to improve their awareness and to obey any rules applied in a company and social norms. This study presents a detailed explanation on how to improve employees’ performance by enhancing their job satisfaction, improving their work discipline and implementing and utilizing the effectiveness of a transformational leadership style in a company that runs logistics in Indonesia.
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    GENERAL REVIEW OF THE APPOINTMENT OF ACTIVE POLRI MEMBERS TO ANSWER AS REGIONAL HEAD (Case study: Appointment of Pol Commissioner General Mochamad Iriawan as Acting Governor of West Java)
    (International Journal of Psychosocial Rehabilitation, Vol.24, Issue 01, 2020) Makawi, Panhar; Pranata, Muhammad Rizky; Abudan, Muhammad; Pawirosumarto, Suharno
    This research analyzes the appointment of Pol Commissioner General (Komjen) Pol Mochamad Iriawan as Acting Governor of Answers. Because according to Law No. 2 of 2002 concerning National Police of the Republic of Indonesia, it is stated in Article 28 that members of the police must not involve themselves in practical political activities and if they are going to occupy positions outside the National Police, they must resign. Pol Commissioner General (Komjen) Mochamad Iriawan is still a unit within the Indonesian National Police and where his appointment as Acting Governor of West Java is a proposal of the Ministry of Internal Affairs (Mendagri) which then Commissioner General (Komjen) Pol M Iriawan is appointed as the Acting Governor of West Java in dated 18-06-2018 which was then handled by the president according to the Presidential DecreeNumber 106 / P of 2018 concerning the Inauguration of the Dismissal of the Governor / Deputy Governor of West Java for the 2013-2018 Term and the Appointment of the Acting Governor of West Java. This study uses normative, the author will analyze in the appointment of an active police officer who became Acting Governor of West Java. The results of this study concluded that the appointment of the Minister of Home Affairs made Komjen M Iriawan as Acting Governor of West Java in violation of Law No. 2 of 2002 concerning the Indonesian National Police and Law No. 5 of 2014 concerning State Civil Apparatus. In this Law, all procedures are regulated if a police officer wants to occupy a position within the State Civil Apparatus.
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    IMPROVING EMPLOYEES' PERFORMANCE THROUGH SUSTAINABLE HRM PRACTICES: A TRIPLE MEDIATION MODEL
    (Journal Of Security And Sustainability Issues, Volume 10 Number (October), 2020) Pawirosumarto, Suharno; Saudi, Mohd Haizam Mohd; Rashid, Aimi Zulhazmi Abdul
    Sustainable HRM is an emerging field in the current era that underpins the favorable implementation of corporate sustainability initiatives. Based on the Indonesian HR management practices, this paper based on the detailed discussion regarding the influence of their sustainable HR practices on the performance level of the native employees, where different major mediating variables are studied. According to the statistical research-based outcomes, the sustainable HRM practices greatly influenced on the organizational identification and the person-job fit based employee's productive performance. However, the existence of organizational rationale for sustainability reduces the involvement level of employees towards the company's policies. These outcomes are derived from conducting an online survey where different relevant questions asked from the related HR managers, company's employees and students, where the SEM based statistics are generated. This is informative research for the current HR department to consider the employees' preferences in their decision-making process. In addition, lack of mixed research, no economic interest, and other incentives based mediating variables may affect its authenticity, which can be covered by upcoming scholars.
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    THE INFLUENCE OF OUTSOURCING, ORGANIZATIONAL COMMITMENTS ANDEMPLOYEE SATISFACTION ON OUTSOURCING EMPLOYEE PERFORMANCEAT THE MINISTRY OF PUBLIC WORK AND PUBLIC HOUSING
    (Palarch’s Journal Of Archaeology Of Egypt/Egyptology 17(5), 951-967, 2020) Pawirosumarto, Suharno; Nugraha, Bayu Tri; Rawalasi, Hima
    This study purposed to determine the effect of outsourcing, organizational commitment and employee satisfaction on the performance of outsourced employees of ministry of public works and public housing. This research was carried out by quantitative method with associative method. The study was conducted on 110 outsourced employees at the General Secretariat of Public Works and Public Housing. Sampling technique for this research was by accidental sampling technique. Data collection applied survey method by implementing questionnaire. Data were analyzed by multiple linear regression analysis. The results showed that there were significant and negative influence between outsourcing and employee performance. There were also significant and positive influence between organizational commitment and employee performance. Furthermore, it had a significant and positive influence between satisfaction and employee performance. Outsourcing, organizational commitment and employee satisfaction simultaneously had a significant effect on employee performance with determination coefficient of 92.4%.
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    THE INFLUENCE OF OUTSOURCING, ORGANIZATIONAL COMMITMENTS ANDEMPLOYEE SATISFACTION ON OUTSOURCING EMPLOYEE PERFORMANCEAT THE MINISTRY OF PUBLIC WORK AND PUBLIC HOUSING
    (PalArch's Journal of Archaeology of Egypt/Agyptology Vol.17, Issue 5, 2020) Pawirosumarto, Suharno; Nugraha, Bayu Tri; Rawalasi, Hima
    This study purposed to determine the effect of outsourcing, organizational commitment and employee satisfaction on the performance of outsourced employees of ministry of public works and public housing. This research was carried out by quantitative method with associative method. The study was conducted on 110 outsourced employees at the General Secretariat of Public Works and Public Housing. Sampling technique for this research was by accidental sampling technique. Data collection applied survey method by implementing questionnaire. Data were analyzed by multiple linear regression analysis. The results showed that there were significant and negative influence between outsourcing and employee performance. There were also significant and positive influence between organizational commitment and employee performance. Furthermore, it had a significant and positive influence between satisfaction and employee performance. Outsourcing, organizational commitment and employee satisfaction simultaneously had a significant effect on employee performance with determination coefficient of 92.4%.
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    THE INFLUENCE OF WORK STRESS, WORKING COST, COMPENSATION AND WORK DISCIPLINE ON EMPLOYEE’ PRODUCTIVITY
    (International Journal of Economics and Business Administration Volume VI, Issue 4,, 2018) Pawirosumarto, Suharno; Iriani, Dini
    This study aims to identify the effect of work stress, workload, compensation and work discipline on work productivity of employees of PT., Tokio Marine Life Insurance Indonesia. The research was conducted quantitatively by a descriptive associative method. Data collection was done by survey using questionnaire. The population of this research is employees of PT., Tokio Marine, as many as 259 employees. The study population was used as the source of the sample, and the sample obtained amounted to 120 respondents. The sampling technique used was random sampling. Data were analyzed using multiple linear regression. The results showed that job stress did not affect employee productivity with p-value 0,488. The work load has no effect on employee productivity with p-valus 0,726. Compensation affects employee productivity with p-value 0,000 and work discipline has no effect on employee productivity with p-value 0.923.
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    ORGANIZATIONAL FORGETTING AND SERVICE INNOVATION PERFORMANCE: The Mediation Role of Absorptive Capacity: A Moderated Analysis
    (International Journal of Psychosocial Rehabilitation, Vol.24, Issue 01, 2020) Negoro, Dimas Angga; Astuti, Puji; Syah, Tantri Yanuar Rahmat; Pawirosumarto, Suharno
    This study aims to explore the effect of organizational forgetting on service innovation performance with absorptive capacity as mediation and to investigate the moderation role of transformational leadership. According to the results of previous studies and empirical theories related to the learning process and organizational innovation, this study was designed to collect data by a purposive sampling method from 232 service managers in the national headquarter, provincial, and district level of Indonesian Red Cross. The findings of this study are first, the positive influence among organizational forgetting and service innovation performance. Second, there is the mediating role of absorptive capacity and the moderating role of transformational leadership. The managerial implication of research for organizations is to increase the part of leaders in encouraging and ensuring and accustoming organizational forgetting for a better change and increasing organizational competitive and sustainable advantage.
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    THE ROLE OF ORGANIZATIONAL COMMITMENT AND JOB SATISFACTION AGAINST TURNOVER INTENSITY AT BANK MANDIRI JAKARTA
    (Solid State Technology Volume: 63 Issue: 5, 2020) Pawirosumarto, Suharno; Wahyudi, Nofri; Nugraha, Bayu Purwa
    A person's commitment to an organization / company is no longer an ordinary thing but is a very important issue. This becomes a benchmark for someone in holding a position / position in a company or organization. This study aims to determine the effect of organizational commitment and job satisfaction on turnover intention. The data analysis methods used are descriptive and quantitative. Respondents in this study amounted to 50 people. The research instrument was a questionnaire that had been tested for validity and reliability. The statistical method used is multiple linear regression using the SPSS program. The results of data analysis show that organizational commitment has a significant negative effect, and job satisfaction has a significant negative effect on turnover intensity. Simultaneously, there is a significant influence together with the variable organizational commitment and job satisfaction on turnover intensity. The implication of this research is to increase organizational commitment by increasing employee loyalty and providing awareness that employees have an important role in advancing the company, and increasing job satisfaction by improving relationships between employees and leaders, increasing abilities through formal education and developing ideas in completion. profession.
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    TALENT MANAGEMENT FOR ADMINISTRATORS AND SUPERVISORS IN THE MINISTRY OF STATE SECRETARIAT OF THE REPUBLIC OF INDONESIA
    (International Journal of Innovation, Creativity and Change, Volume 6, Issue 6, 2019) Pawirosumarto, Suharno; Wahyudi
    This study aims to examine the talent management development program to provide human resources that have superior performance and high competency (talent). The implementation of this program in planning, developing, and maintaining talented employees (star performer) is intended to achieve the strategic objectives of the organization and to determine the career plan of the employees through a succession plan for filling the position of administrator and supervisor in the Ministry of State Secretariat. The research method used was a descriptive qualitative approach with the research instruments of interviews, observations, and document reviews used. The results showed that the application of talent management and succession plans has not been optimally achieved due to the lack of regulation as the basis for the implementation of talent management policies and civil servants career patterns in the Ministry of State Secretariat.