Nama : Muhammad Ivan Fanani

NIM : 225221001
Mata Kuliah : Statistika untuk analitika data
Dosen : 1. Mhd. Zamal Nasution, S.Si., M.Sc., Ph. D.
2. Dr. M. Fariz Fadillah Mardianto, M.Si
3. Dr. Ardi Kurniawan, M.Si
4. Dr. Toha Saifudin, M.Si

Saya peserta UAS mata kuliah “Statistika untuk Analitika Data “ menyatakan dengan
sebenarnya bahwa makalah yang dikerjakan adalah hasil kerja sendiri bukan bantuan
dari orang lain.

Question:
1. Please explain the survey research process from beginning to end, and
how you choose the right survey design?

2. Please create a small survey (pooling) that suitable with human resources management,
connect a theoretical concept to a small survey question. You may create new questions or apply
the existing questions from former research design

3. How consider a representative sample size for research with unknown

population, give an example that suitable with human resources management.

4. Look for data related to human resource management, then perform

multiple regression modelling or ANOVA for the data (choose one regression or
ANOVA). Does the analysis result meet the model assumptions, if the opposite,
how to solve the problem so that it meets the model assumptions? What are the
recommendations given based on the results of the statistical analysis?
Answer:
1. Survey Research Model:

Questionaire
Source: Design
Research Rockstar
Training Documentation:
1. Schedule
No
Kick - Off 2. Project
Management
Plan
3. Sampling
Plan Questionaire
4. Data analysis Approval
plan

Yes
Programming
dan Testing

Pre-testing
Data anlaysis
And Data
Update
collection

Analysis,
Visualization and Redeliver No
sycronization

Yes
Report and data OK? Finish
Output
 1. Documentation: Start with make schedule, project management plan, sampling and data
analysis plan.

2. Questionaire design: This importance to Designing a questionnaire involves careful

consideration of various factors to ensure that the questions are clear, unbiased, and
effective in collecting the desired information

3. Programming and testing: after questionnaire acceptable we can program and test the
survey result to see the various factor this test to ensure that question are clear, unbiased
and effective in collecting the desired information

4. Pre-testing and data collection: before we analysis make sure that the data include all that
will be analysis. In this step we can see that the data can update automacilly.

5. Analysis, Visualization and Syncronization: this step doing analysis with analysis
researcher want and visualization to easy explain to audience.

6. Report and data output: After analysis all the result must be report.

how you choose the right survey design?

Improving the visual appeal and graphics of surveys by using a font size appropriate for
the respondents, ordering items logically without creating unintended response bias, and arranging
items clearly on each page. This can help reduce measurement error in survey design [1]

2. Small Survey
Apply the existing questions from former research
“Pengaruh ethical leadership dan green human resource management terhadap employee
green behavior pada karyawan PT. XZ yang bergerak dibidang Industri Manufaktur” Willy
Firdaus, Universitas Trisakti
Anda diminta untuk memberikan pendapat mengenai Ethical Leadership, Green Human
Resource Management, Employee Green Behavior. Pilih satu angka dengan memberikan tanda (√)
yang mewakili persepsi anda mengenai pernyataan dibawah ini.

1) = Sangat Tidak Setuju

2) = Tidak Setuju
3) = Cukup Setuju
4) = Setuju
5) = Sangat Setuju
Variabel Indikator STS TS CS S SS
1. Supervisor saya
mendengarkan apa
yang
dikatakan
karyawannya.
2. Supervisor saya
mendisiplinkan
karyawan
yang melanggar
standar etika.
3. Supervisor saya
menjalankan
kehidupan
sehari-harinya dengan
penuh etika.
4. Supervisor saya
selalu
mempertimbangkan
kepentingan terbaik
bagi karyawannya.
5. Supervisor saya
membuat keputusan
Ethical
Leadership
dengan adil dan
seimbang.
6. Supervisor saya
bisa dipercaya.
7. Supervisor saya
membahas etika atau
nilai
bisnis dengan
karyawannya.
8. Supervisor saya
memberi contoh
bagaimana
melakukan sesuatu
dengan
cara yang benar
sesuai etika.
9. Supervisor saya
melihat kesuksesan
bukan
hanya dari hasil tapi
juga dari cara
memperolehnya.
10. Supervisor saya
 saat membuat
keputusan,
bertanya mengenai
hal apa yang benar
untuk dilakukan.
1. Perusahaan saya
menetapkan green
goals
(ramah lingkungan)
bagi karyawannya.
2. Perusahaan saya
memberikan green
training (pelatihan
mengenai ramah
lingkungan) kepada
karyawan untuk
mempromosikan
nilai-nilai ramah
lingkungan.
3. Perusahaan saya
memberikan green
training kepada
karyawan untuk
mengembangkan
Green Human pengetahuan dan
Resource keterampilan
Management karyawan yang
diperlukan
untuk mencapai green
management.
4. Perusahaan saya
mempertimbangkan
perilaku hijau dalam
penilaian kinerja
karyawan.
5. Perusahaan saya
menghubungkan
green
behavior untuk
menentukan
pemberian
penghargaan dan
kompensasi
karyawan.
6. Perusahaan saya
mempertimbangkan
 green behavior dalam
mempromosikan
karyawan.
1. Saya
menyelesaikan
pekerjaan yang
diberikan dengan
mengikuti cara yang
ramah lingkungan.
2. Saya memenuhi
tanggung jawab yang
ditentukan dalam
uraian pekerjaan
dengan
cara yang ramah
lingkungan.
3. Saya melakukan
pekerjaan yang
diharapkan oleh
Employee perusahaan dengan
Green cara
Behavior yang ramah
lingkungan.
4. Saya mengambil
kesempatan untuk
secara
aktif terlibat dalam
perlindungan
lingkungan di tempat
kerja.
5. Saya berinisiatif
untuk bertindak
ramah
lingkungan.
6. Saya melakukan
kegiatan ramah
lingkungan lebih dari
apa yang diharapkan
Praktik GHRM juga diterapkan dalam rangka mendukung gagasan go green tersebut
karena perusahaan sadar bahwa dibutuhkan perilaku pro-lingkungan tingkat individu atau
green behavior dari semua karyawan agar tercapai kinerja perusahaan yang berkelanjutan variabel-
variabel yang dapat mempengaruhi Sustainable business antara lain adalah GHRM (Green
recruitment, Green Training, Green Performance Appraisal dan Green Compensation and Reward)
[2]
3. Unkonw Population
The formula to calculate sample sizes is:
SS = (Z-score)² * p*(1-p) / (margin of error)²
Z-score = 1,96 for confidence level 95%
Proportion p is HR expected outcome.

Cochran, William G. (1977). Sampling Techniques (Third ed.). Wiley.

Example In HR with Unknown Population:

Question: On a scale of 1 to 5, please rate your overall job satisfaction at XYZ Company.
Answer: The respondent selects a rating between 1 and 5, where 1 represents low satisfaction and
5 represents high satisfaction.
Sample Size Calculation Formula for Unknown Population:
To calculate the sample size for an unknown population, HR can use the following formula:
n = (Z^2 * p * (1 - p)) / E^2
Where: n = required sample size Z = z-value corresponding to the desired level of confidence (e.g.,
1.96 for a 95% confidence level) p = estimated proportion of the population with a particular
characteristic (if unknown, you can use 0.5 as a conservative estimate) E = desired margin of error
(expressed as a decimal)
Example Calculation:
Let's assume HR want to estimate the job satisfaction of employees in a large organization. HR
want a 95% confidence level (Z = 1.96) and a margin of error of 0.05 (E = 0.05). Since HR don't
have an estimated proportion (p) for job satisfaction in the population, HR can use the conservative
estimate of 0.5.
n = (1.96^2 * 0.5 * (1 - 0.5)) / (0.05^2) n = (3.8416 * 0.25) / 0.0025 n = 0.9604 / 0.0025 n = 384.16
Rounding up to the nearest whole number, the required sample size is approximately 385.
4. Dataset human resources management

(Kaggle,2023)

Analyst using R program in python, Anova Analysis

 Hasil:

Interprestasi

• YearsExperience: The factor "YearsExperience" affects performance evaluations

significantly (F(1, 7) = 11.782, p = 0.0109). This shows that there is a statistically
significant variation in performance ratings based on years of experience.
• TrainingHours: There is no significant influence of "TrainingHours" on
performance evaluations (F(1, 7) = 0.241, p = 0.6387). This implies that there is no
statistically significant variation in performance ratings based on training hour
levels.
• Residuals: The residuals represent the model's unexplained variability. The residual
sum of squares (0.3036) is the entire unexplained variation in performance
assessments that cannot be explained by years of experience or training hours.
In summary, the data shows that years of experience have a considerable influence on
performance ratings, whereas training hours had little effect. It should be noted, however, that this
analysis is based on a small fictitious dataset, and in a real-world scenario, it is preferable to do
the research on a larger and more representative sample to generate more credible results.

DAFTAR PUSTAKA

[1] J. Ponto, “Understanding and Evaluating Survey Research,” J. Adv. Pract. Oncol., vol. 6,
no. 2, pp. 168–171, 2015.
[2] N. D. & Purnama and L. C. Nawangsari, “Pengaruh Green Human Resource Management
Terhadap Sustainability Business : Pendekatan Konsep,” Pengaruh Green Hum. Resour.
Manag. terhadap Sustain. Bus., pp. 32–39, 2019.