scholarly journals STRATEGI BISNIS DAN KEUNGGULAN BERSAING TERHADAP KINERJA PEMASARAN USAHA KECIL MENENGAH KOPIAH RESAM MENTARI KOTA PANGKALPINANG

2019 ◽  
Vol 22 (1) ◽  
pp. 61-74
Author(s):  
Pony Safitri ◽  
Zakia Fajrin
Keyword(s):  
Business Strategy ◽  
Competitive Strategy ◽  
Quantitative Method ◽  
Business World ◽  
Marketing Performance ◽  
The Future ◽  
Census Techniques

The increasing competition in the business world require the entrepreneurs to do some qualified strategy, so they can reach sustainable competitive advantageand improve marketing performanceof company. The study aims to examine and analyze business strategy that current run, the influence of business strategy and compititive advantage on marketing performance both partialy and simultaneously, and also the oppropriate competitive strategy for the future. The study used quantitative method. Population of study is member of the group of craftsmen Kopiah Resam Mentari in west bangka Regency in the amount of 30 people. The study used sampling census techniques, so that allof member ofcraftsmenin used as sample.

scholarly journals HR and Ethics. A relationship that is work in progress

2021 ◽  
Author(s):  
◽  
Saloni Pandey
Keyword(s):  
Best Practices ◽  
Role Conflict ◽  
Business Strategy ◽  
Structured Interviews ◽  
Line Managers ◽  
Business World ◽  
The Future ◽  
Generational Changes ◽  
Ethical Stance

<p>In this ever-changing business world, the role of HR has become significantly imperative due to the increasing focus on aligning people of the organisation with the overall business strategy, particularly in an era when unethical behaviour is not tolerated. However, considering the complexity of the HR profession, it has been questioned what the role of HR is. With the changing future of work, this question has become more prevalent considering the influence of factors such as globalisation, automation and generational changes. Various scholars have claimed that HR professionals should be undertaking four distinct roles of administrative expert, strategic business partner, change agent and employee champion, which consequently leads to a role-conflict for HR professionals, hence influencing their decision-making within organisations, particularly in ethical situations. Using Ulrich (1997) model as a benchmark, this thesis aims to explore the relationship between HR and ethics, focusing on the role-conflict that HR professionals experience in organisations, along with the best practices they use to cope with the role-conflict in ethical situations and the influence of these best practices on the future of HR.  Employing a qualitative method approach, this study uses in-depth semi-structured interviews with top-tier HR professionals working in organisations who are continually striving to build their ethical stance. The sample of this study was particularly important, as it was crucial to choose HR professionals who would make strong subject matter experts and provide rich and in-depth perspectives with regards to working in HR. The findings indicate that though there is a visibility and recognition of role-conflict within the profession, it wasn’t regarded as a strong issue compared to what was reflected in the literature. Furthermore, support from the organisation leaders and a strong organisation culture along with following a fair, and consistent process allows for the role-conflict to be diminished, particularly in an ethical situation. The thesis also found that the profession is increasingly becoming more strategic, with the operational HR duties delegated to the line managers, and hence illustrating the emergence of two new roles of ‘mentor’ and ‘analyst’.  The study contributes to the existing literature by proposing a new model for the HR profession by considering the various roles they are required to undertake and the significance for all the roles to work concurrently with each other for HR to truly succeed. Several implications such as re-training and a creation of an independent body for HR professionals, along with a strong organisational culture that allows HR to thrive, and the recognition of them gaining a seat at the management table are discussed, followed by an overall conclusion of what the future of the HR profession is.</p>

scholarly journals HR and Ethics. A relationship that is work in progress

2021 ◽  
Author(s):  
◽  
Saloni Pandey
Keyword(s):  
Best Practices ◽  
Role Conflict ◽  
Business Strategy ◽  
Structured Interviews ◽  
Line Managers ◽  
Business World ◽  
The Future ◽  
Generational Changes ◽  
Ethical Stance

<p>In this ever-changing business world, the role of HR has become significantly imperative due to the increasing focus on aligning people of the organisation with the overall business strategy, particularly in an era when unethical behaviour is not tolerated. However, considering the complexity of the HR profession, it has been questioned what the role of HR is. With the changing future of work, this question has become more prevalent considering the influence of factors such as globalisation, automation and generational changes. Various scholars have claimed that HR professionals should be undertaking four distinct roles of administrative expert, strategic business partner, change agent and employee champion, which consequently leads to a role-conflict for HR professionals, hence influencing their decision-making within organisations, particularly in ethical situations. Using Ulrich (1997) model as a benchmark, this thesis aims to explore the relationship between HR and ethics, focusing on the role-conflict that HR professionals experience in organisations, along with the best practices they use to cope with the role-conflict in ethical situations and the influence of these best practices on the future of HR.  Employing a qualitative method approach, this study uses in-depth semi-structured interviews with top-tier HR professionals working in organisations who are continually striving to build their ethical stance. The sample of this study was particularly important, as it was crucial to choose HR professionals who would make strong subject matter experts and provide rich and in-depth perspectives with regards to working in HR. The findings indicate that though there is a visibility and recognition of role-conflict within the profession, it wasn’t regarded as a strong issue compared to what was reflected in the literature. Furthermore, support from the organisation leaders and a strong organisation culture along with following a fair, and consistent process allows for the role-conflict to be diminished, particularly in an ethical situation. The thesis also found that the profession is increasingly becoming more strategic, with the operational HR duties delegated to the line managers, and hence illustrating the emergence of two new roles of ‘mentor’ and ‘analyst’.  The study contributes to the existing literature by proposing a new model for the HR profession by considering the various roles they are required to undertake and the significance for all the roles to work concurrently with each other for HR to truly succeed. Several implications such as re-training and a creation of an independent body for HR professionals, along with a strong organisational culture that allows HR to thrive, and the recognition of them gaining a seat at the management table are discussed, followed by an overall conclusion of what the future of the HR profession is.</p>

scholarly journals Pengaruh Kepemimpinan Stratejik Terhadap Strategi Bersaing UKM Café dan Restoran

2018 ◽  
Vol 3 (3) ◽  
pp. 78
Author(s):  
Intan Widya Anugrah ◽  
Tintin Suhaeni
Keyword(s):  
Competitive Strategy ◽  
Positive Relationship ◽  
Low Cost ◽  
Regression Method ◽  
Strategic Leadership ◽  
Business World ◽  
Relationship Of ◽  
Leadership Influence ◽  
Descriptive Method ◽  
Simple Regression

Along with high competition, the ability to survive in the business world strategic leadership is needed to face the competition. Strategic leadership that has dimensions of vision, business model articulation, information delivery well, clever in handling power, and emotional intelligence is one of the factors needed in the company in choosing the appropriate strategy competitiveness. While the competitive strategy itself has a dimension of leadership that low cost, differentiation, and focus. This study aims to measure great strategic leadership, competitive strategy and how much strategic leadership relationship and competitive strategy in SMEs cafe and restaurant. The population of this study is 557 SMEs cafe and restaurant it Kecamatan Bandung Wetan, with a sample of 50 SMEs. The methodology used is descriptive method associative. In this study using simple regression method obtained regression equation Y = 16043 + 0,306X, it means to have a positive relationship of 0.401. The result of research stated that strategic leadership influence 16,08% toward competitive strategy at SMEs cafe and restaurant. Seiring dengan persaingan yang tinggi, kemampuan bertahan di dunia bisnis. Kepemimpinan strategis dibutuhkan untuk menghadapi persaingan. Kepemimpinan strategis yang memiliki dimensi visi, artikulasi model bisnis, penyampaian informasi dengan baik, pandai dalam menangani daya, dan kecerdasan emosional merupakan salah satu faktor yang dibutuhkan dalam perusahaan dalam memilih strategi bersaing yang tepat. Sedangkan strategi bersaing itu sendiri memiliki dimensi kepemimpinan yang berbiaya rendah, diferensiasi dan fokus. Penelitian ini bertujuan untuk mengukur strategi kepemimpinan yang hebat, strategi bersaing dan seberapa besar hubungan kepemimpinan strategis dan strategi bersaing di UKM kafe dan restoran. Populasi penelitian ini adalah 557 UKM kafe dan restoran Kecamatan Bandung Wetan, dengan sampel 50 UKM. Metodologi yang digunakan adalah metode deskriptif asosiatif. Dalam penelitian ini menggunakan metode regresi sederhana diperoleh persamaan regresi Y = 16043 + 0,306X, artinya memiliki hubungan positif sebesar 0,401. Hasil penelitian menyatakan bahwa kepemimpinan strategis berpengaruh 16,08% terhadap strategi bersaing di UKM kafe dan restoran.

scholarly journals Pengaruh Pemberian Kompensasi terhadap Kinerja Karyawan Hotel Dafam Kota Pekalongan

2020 ◽  
Vol 4 (1) ◽  
pp. 27-33
Author(s):  
Aria Mulyapradana ◽  
Tri Rosewati ◽  
Farikhul Muafiq
Keyword(s):  
Data Collection ◽  
Quantitative Method ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Simple Linear Regression ◽  
Validity And Reliability ◽  
Census Techniques ◽  
Performance Satisfaction ◽  
A Company ◽  
Collection Methods

Abstract: Competition in the increasingly stringent era of globalization companies are required to be able to win business competition with a healthy. The success of a company is determined by the extent to which leaders create and produce good employee performance to achieve predetermined goals. Providing compensation is an activity to improve employee performance. Satisfaction with compensation given by the company can influence employees to work more enthusiastically to achieve company goals. The purpose of this study was to examine the effect of giving compensation to employee performance in Dafam Hotel, Pekalongan City. The method used is a quantitative method using SPSS version 16.0 and data collection methods by observation, interviews and distributing questionnaires to employees of the Dafam Hotel in Pekalongan City with a total of 44 respondents using census techniques. Data collection techniques using a questionnaire with a Likert scale, each of which has been tested using validity and reliability. Analysis of the data used simple linear regression analysis and hypothesis testing using the t test can be concluded that there is a real effect between the provision of compensation on employee performance in the Dafam Hotel, Pekalongan City. Keywords: compensation, performance, employees and hotel

Creating a Knowledge Business Strategy

2015 ◽  
Vol 15 (3) ◽  
pp. 168-171 ◽  
Author(s):  
Allie Lustigman
Keyword(s):  
Business Strategy ◽  
Information Service ◽  
Information Professional ◽  
The Future

AbstractThis article by Allie Lustigman gives recommendations for creating a knowledge business strategy. The steps outlined are based upon the premise of using a strategy to review the information service and formulate a clear plan for the future function, particularly in terms of expanding the service; however, they can be applied to differing types of strategies. The article looks at various methods in which a review can be carried out and then outlines the strategy document itself, summarising the different sections that make up the document. Additionally, this article looks into the uses and benefits of creating a business strategy for the information professional.

The Future: RAND, Brand and Dangerous to Know

2016 ◽  
Author(s):  
John Beck
Keyword(s):  
Cold War ◽  
Business Strategy ◽  
Rand Corporation ◽  
Global Business ◽  
Avant Garde ◽  
Futures Research ◽  
Interdisciplinary Field ◽  
The Future ◽  
History Of ◽  
Whole Earth Catalog

The interdisciplinary field of futures research is now at the heart of policy-making and business strategy, but the serious study of the future has its roots in Cold War strategy, led by Hermann Kahn at the RAND Corporation and the Hudson Institute. The migration of futures research into business was accompanied by a burgeoning countercultural futurism, most vividly embodied in Stewart Brand’s Whole Earth Catalog. The founding of the Global Business Network in 1987 brought together many of the key players from business futurism and the avant-garde wing of futures studies, forging a high-powered consultancy that went on to provide services for multi-national corporations and government agencies. As pressing contemporary issues such as global security and climate change prompt futures researchers to develop scenarios intended to deal with potentially extinction-level catastrophes, can an interrogation of the recent history of the future contribute to the release of a critical engagement with the future that is not beholden to the lockdown of its Cold War legacy?

Managing Human Resources as a Business Strategy in Times of Disruption

2021 ◽  
pp. 300-324
Author(s):  
Javier Ospina&Bermeo
Keyword(s):  
Human Resources ◽  
Business Strategy ◽  
Industrial Revolution ◽  
High Impact ◽  
Business World ◽  
Business Sustainability ◽  
Sustainability Strategy ◽  
Relationship Of ◽  
The Relationship ◽  
Tripartite Relationship

This chapter establishes a tripartite relationship of high impact and validity in the business world. The three concepts that are intertwined are the management of human talent, the concept of disruption, and business strategy as drivers in organizations that seek to fulfill the visionary unit that has been proposed in the existing conditions of a particular environment that presents new movements, questions, and events derived from factors such as public health, the fourth industrial revolution, caring for the environment, generational social interaction. Once the concepts described above have been understood, the authors proceed to establish the relationship that allows them to intertwine and find the points of convergence so that they can have the proposal to manage human talent in times of disruption as a business sustainability strategy.

The Guardians of Your Business KPI's Strength

2017 ◽  
Vol 8 (3) ◽  
pp. 65-73
Author(s):  
Alina Stanciu
Keyword(s):  
Labor Market ◽  
Private Sector ◽  
Business Strategy ◽  
Population Ageing ◽  
William Gibson ◽  
The Future

Being an entrepreneur means looking ahead. The purpose of this study is to answer the question that become the key for each entrepreneur: Is not just what does the client want now, but what does the client expect in the future? There are many other developments which can affect the running of the companies, both now and in the future. But how far away we are looking? 5 years, 10 years? Apparently “the future is already here — it's just not very evenly distributed.” (William Gibson). When we speak about the future we speak about megatrends, about the vision, predictions or scenarious. Major global forces taking shape today will significantly impact the business landscape for the private sector until 2030. Some of these are known to us: population ageing and the resulting expected tightness on the labor market. The results revealed that the demands that society and the environment will increasingly place on the company's business strategy.

Memes and the Future of Pop Culture

2019 ◽  
Vol 1 (1) ◽  
pp. 1-81 ◽  
Author(s):  
Marcel Danesi
Keyword(s):  
Twentieth Century ◽  
Colonial America ◽  
Pop Culture ◽  
The Internet ◽  
Distinct Form ◽  
Urban Centers ◽  
Business World ◽  
The Social ◽  
The Future ◽  
Historical Flow

Abstract Pop culture, as a distinct form of culture with its own historical, artistic and textual categories, crystallized in the first decades of the twentieth century as a reaction to the restrictive social traditions of colonial America. It spread quickly and broadly throughout the bustling urban centers of the 1920s—an era when it formed a partnership with technology and the business world. This coalition gave pop culture its identity, allowing it to thrive and form alliances with artistic and literary movements. But pop culture may have run its course with the rise of meme culture—a culture that has evolved on the Internet. This essay revisits the social, psychic, and aesthetic roots of pop culture, suggesting that meme culture has fragmented its historical flow, thus threatening to bring about its demise.

Enterprise and Technology Architectures

2011 ◽  
pp. 167-221
Author(s):  
Eng K. Chew ◽  
Petter Gottschalk
Keyword(s):  
Business Strategy ◽  
Enterprise Architecture ◽  
Strategic Alignment ◽  
The State ◽  
State Change ◽  
It Strategy ◽  
Investment Portfolio ◽  
Future State ◽  
The Future

The role of integrated enterprise architecture in IT strategy and strategic alignment is explained in Chapter V. This chapter describes in detail the principles and methods for developing a business-aligned enterprise architecture that will define the roadmap to attain the future state of the enterprise envisioned by the business strategy and guide the IT investment portfolio necessary for the state change.

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