The Impact of Transformational Leaderhsip on Voice Behavior in Walubi Pematangsiantar

Transformational leadership is one type of leadership that is currently being discussed. This type of leadership is considered to be able to encourage voice behavior from members of an organization to produce useful opinions to create change for the better future for the organization. The purpose of this study was to investigate the influence of transformational leadership on member voice behavior in Walubi Pematangsiantar. The research population are all members (30 people) of Walubi Pematangsiantar. Data was collected through questionnaires, interviews, and documentation. Data analysis method used in this reasearch is simple regression analysis, correlation analysis, and hypothesis test (t test). The result showed that there was a positive effect between transformational leadership and voice behavior at Walubi at Pematangsiantar City. Hypothesis test result showed that transformational leadership had positive and significant effect to voice behavior. Suggestions for further research to increase the number of samples and organizations, and also increasing research variables so that new inputs that are more useful can be found, especially regarding the latest leadership issues. This study tries to make a Buddhist organization as an organization that is minority in Indonesia, and also not profit-oriented into an object of research that is rarely studied by scholars. The author also uses transformational leadership combined with voice habits as a research variable which is expected to be able to find a new finding that is effective in developing a non-profit organizations

Minat Kunjungan Ulang Pasien yang Ditinjau dari Aspek Persepsi dan Kepercayaan pada Klinik Vita Medistra Pematangsiantar

The purpose of this study was to determine the effect of perceptions and beliefs on the interests of patient visits at Pematangsiantar Vita Medistra Clinic. Data analysis techniques used by the authors in this study are as follows in the form of quantitative descriptive analysis, Classical Assumption Test, Multiple Linear Regression Analysis, Hypothesis Test, Coefficient of determination. The object of research at the Vita Medistra Clinic which is located at Jalan Pattimura No. 11 / C Team SBC complex. City 21131, Tomuan Village, Siantar Timur District, Pematangsiantar City, North Sumatra 21139. The results of the study can be concluded as follows: The results of multiple regression repercussions and perceptions have a positive effect on the interest in patient re-visits. Hypothesis test results F-test perception and trust significantly influence the interest in return visits. The results of the t-test perception have a significant effect on interest in the visit, and trust significantly influence the interest of the patient's visit in Pematangsiantar Vita Medistra Clinic. he results of the coefficient of determination of 0.604 means The high or low interest of return visits to the Vita Medistra Clinic by 60.4% can be explained by perception and trust. The company must be a customer perception and trust given by customers about the company to increase interest in repeat visit

MANAJEMEN SUMBER DAYA MANUSIA (URGENSI, TREND DAN RUANG LINGKUP)

Pengelolaan SDM yang kompeten menjadi syarat utama dalam menentukan keberhasilan organisasi/perusahaan. Apalagi dalam Era Revolusi Industri 4.0. dan digitalisasi saat ini, yang secara umum terdapat empat tantangan besar yang harus dihadapi, yakni: kecepatan, kekacauan, perubahan, dan fleksibilitas. Secara alamiah, setiap terjadi perubahan maka dapat dipastikan disana ada manusia yang selalu berusaha mencoba menyelesaikan permasalahan yang ada. Begitu juga keadaan yang terjadi saat ini yang dikenal dengan sebutan “VUCA area”, yakni: Volatility (mudah berubah-ubah), Uncertainty (tidak pasti), Complexity (hubungan yang kompleks), dan Ambiguity (ambiguitas). Selanjutnya ruang lingkup MSDM dapat diumpamakan sebagai sebuah siklus yang dimulai dari proses merekrut, menseleksi dan menempatkan karyawan, memberikan orientasi, memberikan pelatihan dan pengembangan, menilai kinerja karyawan, memutuskan kompensasi dan renumerasi, memotivasi karyawan, memelihara hubungan yang baik dengan karyawan dan serikat pekerja, memastikan keselamatan karyawan, memberikan kesejahteraan dan kesehatan sesuai dengan peraturan perundang-undangan dan peraturan ketenagakerjaan yang berlaku dan mematuhi semua peraturan hukum lainnya yang berlaku. Disamping itu, tidak dapat dipungkiri bahwa ruang lingkup Manajemen SDM merupakan sebuah pembahasan yang cukup luas dan Ilmu Manajemen SDM juga terkait dengan berbagai bidang ilmu (multidisiplin). oleh karena itu, manjadi sebuah tantangan tersendiri bagi Setiap perusahaan unutk bisa menerapkan Manajemen SDM sesuai dengan jenis dan kebutuhan perusahaan serta tujuan yang ditargetkan oleh perusahaan tersebut. selain itu, karena Manajemen SDM merupakan kunci utama keberhasilan suatu perusahaan maka harus dipegang oleh orang-orang yang memiliki komptensi yang handal dan memhami konsep Manajemen SDM yang mumpuni