Job Analysis Research Articles

Correlates of Human Resource Information System and Organizational Performance in Selected Logistics Companies: An Assessment toward Organizational Efficiency

This study analyzed the correlates of human resource information systems to organizational performance in selected logistics companies. Through a quantitative research design using descriptive-correlational research, the study investigated the correlations obtained from the survey data responded to by 275 human resource managers and staff. The findings revealed that the respondents’ profiles primarily fall within the age groups of 18-25 and 36-45 years, with a relatively balanced gender distribution. Educationally, the majority are college graduates, with a significant proportion holding master's and doctoral degrees. Staff-level employees dominate the sample, followed by HR managers. In terms of business longevity, a substantial percentage of respondents belong to organizations that have been in operation for more than 20 years. Likewise, the study assessed the impact of HRIS on various HR functions, including job analysis, job performance, communication, and recruitment. The data suggests that HRIS significantly improves job analysis accuracy, performance management efficiency, communication timeliness, and recruitment efficiency. Notably, age, sex, educational attainment, and job position were found to influence respondents’ perceptions of HRIS impact. Differences in views were observed particularly in job analysis and performance across age groups, educational levels, and job positions. The study also investigated HRIS’s impact on organizational performance, focusing on effectiveness, efficiency, sustainability, and financial stability. The HRIS was found to positively affect organizational effectiveness, efficiency, and sustainability, with communication emerging as a strong predictor of effectiveness and sustainability. The HRIS’s role in recruitment and selection was notably correlated with improved efficiency and financial stability.

PERAN PERENCANAAN SUMBER DAYA MANUSIA DALAM ANALISIS PEKERJAAN DAN REKRUTMEN

Human resource planning in the industrial revolution of the society 5.0 era must be carried out carefully, strategically and effectively in responding to the challenges of human resources that have flexibility that changes very quickly. The purpose of this research is to provide an explanation of the study of the role of human resource planning in job analysis and recruitment of human resources within the company, namely by formulating human resource planning steps based on job analysis and explaining the importance of job analysis in developing recruitment and workforce development strategies, and evaluating human resource planning effectively and efficiently by making continuous improvements to the human resource planning that has been arranged in accordance with the vision and mission of the Company. The research method used is descriptive analytical method obtained from secondary data sources taken from journals, articles and books using a qualitative research approach to literature study. The results of this study indicate that HR planning based on job analysis can provide a strategic advantage in managing the workforce in the company so that human resource planning in this study has an important role in job analysis and job analysis provides a strong basis for developing HR strategies, from recruitment to company development

The mediating role of employee engagement in the relationship between high-performance human resource management and innovative work behavior in information technology companies in Vietnam

This research proposes hypotheses regarding the impact of high-performance human resource management (HPHRM) on innovative work behavior (IWB) through the mediating role of employee engagement (EE) based on the resource-based view, social exchange theory, the broaden-and-build theory of work based on positive emotions and the job demands-resources model. Data from 334 key employees at information technology (IT) enterprises in Vietnam were analyzed using partial least squares structural equation modeling (PLS-SEM) with SmartPLS 4.0 software to examine the relationships between variables in the model. The results reveal that components of the HPHRM system such as training (TR), employee participation (EP), job analysis (JA), performance evaluation (PE) and employee development (ED) directly impact both EE and IWB in Vietnamese IT enterprises. This research also highlights the partial mediating role of EE in the correlation between HPHRM and IWB. The findings concluded from this study contribute further insights into the correlation between HPHRM, EE and IWB. Several implications are proposed to enhance IWB through solutions related to HPHRM and EE in IT enterprises in Vietnam within the state of international economic integration and the impact of the Fourth Industrial Revolution based on these insights.

Pelaksanaan Manajemen Rekrutmen Tenaga Pendidik Dalam Meningkatkan Mutu Pendidikan di Madrasah Aliyah Nurul Yaqin Kabupaten Merangin

AbstractThis study aims to learn how to carry out management recruitment of educators in improving the quality of education in Madrasah Aliyah Nurul Yaqin starting from needs analysis, analysis of selection, determination of the right candidate, selection of the most appropriate method, choice according to needs, selecting new candidates for teaching staff, to the placement of new teaching staff, the results and supporting and inhibiting factors. This study uses qualitative descriptive methods. From the results of this study, the data found can conclude that the implementation of management recruitment of educators in improving the quality of education in Madrasah Aliyah Nurul Yaqin is done in a simple and familial way. The steps taken are analysis of needs, by analyzing the conditions of the madrasah environment into the vacancy of the existing position. Job analysis, by determining the general requirements of prospective educators to fill the required vacancies, such as S1 education qualifications. Determine the right candidate, through external sources (from outside) the madrasah environment. Choose the most appropriate method, through teaching staff or school staff and advertising on social media. Calling candidates who meet the requirements tailored to the needs of madrasah and Madrasah Head policies. Selecting prospective new educators through administrative examinations or application documents as well as a complete and easy interview process by the Head of Madrasah. Placement of new teaching staff is done directly to fill the position needed at that time in accordance with the decision of the Head of Madrasah. The results of the implementation of the management of recruitment of educators by the madrasah were declared good, because every stage had been carried out. Keywords: management, recruitment of educators, quality of education

THE İMPORTANCE OF HUMAN RESOURCES İN ENTERPRİSES

Human resources have an important position in every organization. The main goal of human resource management is to maximize the potential and creative capabilities of employees. Human resource management in all Organizations is a resource aimed at achieving a strategic goal. The concept of human resources management includes several important factors: hiring, firing, work leave, social leave, performance evaluation, job analysis, career planning nuances related to salary, attendance are necessary tasks related to HR. The purpose of this study is to provide information about the importance of human resources in enterprises and their basic functions. In human resources management, it is inevitable to achieve the goal with the right step forward in terms of HR planning and HR Strategy. Management of Human Resources; It is a process carried out by organizations to maximize the work of workers in accordance with the strategic objectives of the employer.

Employee Workload Analysis at Front Office Department of Bunaken Oasis Dive Resort and SPA

Employees or workers have an important role in supporting the success of a company or organization. The presence of employees can help the company's operations so that organizational goals can be achieved. This study aimed to analyze the Employee Workload in the Front Office Department of Bunaken Oasis Dive Resort & Spa. This study uses a qualitative method with a descriptive approach. Data collection was carried out through observation and open questionnaires. In order to obtain more objective analysis results, this study uses the formula from the Decree of the Minister of State Apparatus Empowerment and Bureaucratic Reform Number 1 of 2020 concerning Guidelines for Job Analysis and Workload Analysis, namely the task-by-task approach method so that the analysis results obtained show that the Employee Workload is relatively high. The subjects of this study were the Front Office Department Employees of Bunaken Oasis Dive Resort & Spa, totaling five employees and 1 Daily Worker. The results of this study indicate that the Workload received by employees is relatively high, in addition to the Workload in the form of physical and mental. As for the factors that influence Employee Workload, from the questionnaire results, several employees stated that the work environment can affect the Workload. Then some employees stated that co-workers and lack of workforce can also affect the Workload, which can hurt employees' physical and mental condition. Therefore, it is necessary to pay attention to the condition and ability of the workforce so that it can have a good impact on the company and the employees.

THE INFLUENCE OF JOB ANALYSIS AND EDUCATION ON IMPROVING EMPLOYEE PERFORMANCE THROUGH CAREER DEVELOPMENT IN THE STATE CIVIL APPARATUS IN EAST LUWU REGENCY

This research examines the influence of job analysis and education on the State Civil Apparatus (ASN) performance in East Luwu Regency, with career development as an intervening variable. The observed phenomenon shows that the performance of ASN in East Luwu Regency is not yet optimal, allegedly caused by a lack of proper job analysis, low levels of education, and not yet optimal career development. The research method used is a quantitative approach with a survey design. The research sample consisted of 100 ASNs selected from various government agencies in East Luwu Regency. Data was collected using a questionnaire tested for validity and reliability. Data analysis used Structural Equation Modeling (SEM) techniques to test the direct and indirect relationship between job analysis, education, career development, and performance. The research results show that job analysis positively and significantly influences improving performance but not significantly on career development. Education has a positive and significant effect on career development but not significantly on enhancing performance. Directly, career development has a positive and significant impact on improving performance. Job analysis has a positive but not significant effect on improving performance through career development. However, career development significantly influences the relationship between education and performance improvement in East Luwu Regency.

Analisis dan Rancangan Pekerjaan

Job analysis is a process of finding out information on each job or position that is needed to achieve company goals. Job analysis itself is carried out to identify the functions of a job through procedures that are required as requirements for a worker to do their job. Literature review is a description of theories, findings and other research materials obtained from reference materials to be used as a basis for research activities to develop a clear framework for formulating the problem you want to research. Job analysis at an automotive company like Honda involves an in-depth process of understanding the various roles that exist within the organization, from factories to management positions at headquarters. Honda, as one of the largest global automotive manufacturers, requires a workforce with a variety of technical and non-technical skills to support its production operations, research and development, as well as sales and service. Job analysis at Honda allows the company to determine the requirements and qualifications for each role, ultimately supporting successful, efficient business operations.

PENTINGNYA ANALISIS JABATAN DALAM MENINGKATKAN EFISIENSI KERJA DI DINAS PEKERJAAN UMUM DAN PERUMAHAN RAKYAT (PUPR)

Every government agency requires an effective human resource management system to ensure the availability of qualified employees. This research aims to analyze the implementation of job analysis at the Public Works and Spatial Planning Office (PUPR) of Garut Regency, specifically in the Water Resources Sector. Several identified issues include the failure to collect rainfall data by the UPT in each sub-district, the mismatch between employees' educational backgrounds and job specifications, and the incomplete achievement of some work programs in 2021. This research uses qualitative methods with a descriptive approach through direct observation, interviews with relevant stakeholders, and document analysis at the Garut Regency Public Works and Spatial Planning Office (PUPR). The research results indicate that based on four dimensions of job analysis, several improvement steps are necessary. First, the head of the UPT must be committed to proposing improvements to the rainfall measurement instruments to support performance indicators. Second, the mismatch in employees' educational backgrounds can be addressed through training to enhance competencies or by providing opportunities to pursue higher education. Third, more intensive supervision and in-depth evaluation of program implementation are necessary to improve the quality of field activities

Food Bank Management

This study examines the operations of the Food Bank in Torreón, Coahuila, a Non-Governmental Organization (NGO) dedicated to voluntarily assisting the most vulnerable populations with food support. Despite its non-profit status, the Food Bank is subject to regulations for food assistance targeting at-risk groups, as outlined in the Official Mexican Standard NOM-014-SSA3-2013, which encompasses essential requirements at local, national, and international levels. The Strategic Business Analysis methodology was employed, utilizing specific techniques for job analysis, organizational climate assessment, quality control, security, and automation, all within the framework of concurrent triangulation to gather both quantitative and qualitative data simultaneously. Based on the findings, a series of operational, administrative, and organizational changes were implemented. In the initial phase, these changes led to a significant improvement in the work environment, a reduction in food waste, and an increase in the monthly volume of products handled.

Green Human Resource Management in Cosmos Technology Limited Liability Company

Green human resource management (GHRM) increasingly plays an important role in enterprises' sustainable development strategies. This topic has been initially studied in Vietnam, but not many enterprises have applied it. The purpose of this article is to clarify the content of green human resource management and green human resource management practices at COSMOS Technology Limited Liability Company in the following aspects: Green job design and analysis; green recruitment; green training and development; green performance management; green compensation and discipline; green labor management. Thereby, helping to orient enterprises in the application process, and at the same time suggesting further research on green human resource management in Vietnam.

Strategi Inovatif Dalam Pelatihan Analisis Pekerjaan: Mengatasi Tantangan, Memaksimalkan Sumber Daya, dan Mengadaptasi Tren Global di Era Digital

In the digital era, training for job analysis faces various complex challenges, such as limited technological infrastructure, resistance to change, lack of digital competence, and budget constraints. This study explores these challenges while offering strategic solutions to enhance the effectiveness of training in job analysis. Proposed solutions include adopting technologies such as Learning Management Systems (LMS), gamification-based training, and collaboration with professional training providers. Additionally, change management focused on educating employees about the importance of digital training is highlighted as a critical factor. This study emphasizes the transformation of training methods from traditional to digital, the benefits of technology in training, and practical strategies to overcome implementation barriers. By leveraging technology-driven approaches, organizations can improve the quality of job analysis while fostering a more adaptive workforce in the digital era.

Gender Differences in Job Requirements: Change Within Careers and Across Cohorts

ABSTRACTWe examine differences in jobs held by men and women based on a measure not used before, the standard human resources measures of “knowledge, skills, and abilities” generated by job analyses. While there is an abundance of evidence on gender disparities in pay, we know much less in detail about differences in the work men and women perform and especially how these differences have changed over time. We use nationally representative data for two cohorts of college graduates, one entering the post‐college workforce in 1994 and another in 2009, and we follow them for the first 10 years of their careers. We find that women generally held jobs with lower requirements relative to men. The gender gap in job requirements grew over the course of individuals' careers for the first cohort (1994–2003) but declined sharply for the second (2009–2018). We also find that among the second cohort, women received a wage premium for social skills that was greater than what men received.

»Speaking of Job«: A Philological and Exegetical Proposal on Job 42:7–8

Abstract This study proposes a new analysis and translation of Job 42:7–8, focusing on the renderings of the prepositions אל and כ. Understood correctly, these verses indicate that the three friends have spoken falsely, not about God, but Job. In this way they have borne false testimony about Job to God, and it is for this reason that his wrath is kindled against them.

Leveraging Generative Artificial Intelligence (AI) for Human Resource Management: The AI Job Description Assignment

The introduction of generative artificial intelligence (AI) technology is rapidly changing the field of human resource management (HRM). Management educators are called to prepare students for the opportunities and challenges this new technology will bring. Thus, our aim is to provide management educators with an assignment to introduce students to the opportunities and limitations of using generative AI for writing job descriptions. The AI Job Description Assignment invites students to leverage generative AI to write a first draft job description and then refine that initial draft using information obtained from a mini-job analysis conducted with real people. The assignment exposes students to a new technology while simultaneously reinforcing the age-old importance of including job incumbents in the process through job analysis interviews or surveys. Students learn both the benefits and limitations of generative AI while re-imagining a traditional HRM method. A how-to guide is provided for instructors along with quantitative and qualitative evidence of effectiveness.

Research Dynamics of Human Resources for Community Health in China

This paper takes community health human resources as the research theme, based on the three core journals covered by China Knowledge Network as the research material, and adopts Citespace and VOSviewer analysis software to analyse the literature, aiming to reveal the laws and trends of community health human resources research and formulate sustainable development strategies. In order to make more effective use of the potential of community health human resources, it is necessary to improve the job analysis of community health human resources, achieve the coordinated allocation of community health human resources, and improve the scientific evaluation of community health human resources.

Psychological needs and social comparison: a dual analysis of the life satisfaction of local workers with agricultural hukou

BackgroundBased on their place of employment, workers with agricultural hukou (WAH) are categorized into local workers with agricultural hukou (LWAH) and migrant workers with agricultural hukou (MWAH). Research shows that although LWAH often find themselves at a disadvantage in terms of labour income and access to public services, the significant growth of this group in recent years has drawn attention to their choice of workplace and the factors influencing it. Guided by the theories of self-determination and social comparison, this study aims to explore the impact of the differences between LWAH and MWAH in psychological needs and social comparisons on life satisfaction, as well as the underlying mechanisms.MethodsThis study utilizes data from the China Family Panel Studies (CFPS) from 2014 to 2020, employing a two-way fixed effects model to investigate the differences in life satisfaction between 1,976 LWAH and MWAH. Additionally, propensity score matching (PSM) is used to conduct regression analysis on the matched sample, providing a more accurate comparison of life satisfaction between LWAH and MWAH under similar individual characteristics. Finally, the study further examines the mediating effects of perceived social status and job satisfaction and analyses the differences in life satisfaction between LWAH and MWAH across dimensions such as generation, region, and work conditions.ResultsThe baseline regression results indicate that LWAH have significantly higher life satisfaction compared to MWAH, and this finding is robust to various tests. Mediation analysis reveals that perceived social status plays a mediating role in the difference in life satisfaction between LWAH and MWAH, while job satisfaction does not have a significant mediating effect. Heterogeneity analysis further shows that intergenerational, regional, and work condition differences have varying impacts on the life satisfaction of two groups.ConclusionsThis study provides important insights into understanding the workplace choices and quality of life of Chinese workers with agricultural hukou. Finally, to effectively promote situ urbanization processes, local governments need to prioritize enhancing workers with agricultural hukou (WAH)’s autonomy, sense of competence, and social status, thereby improving their perceived social status in society and attracting more labourers to return to their hometowns for work and entrepreneurship.

Human Resource Management and Technology: A study of the Status in Nepalese Enterprises

This article is concentrated on the study of use of technology in HR management system in Nepalese organizations. At present most of the most of the corporate organizations of Nepal use different forms of related software for managing human resource in an effective way to bring effectiveness in performance outcomes. They use technology in various HR activities consisting of recruitment, selection, training, development, financial transactions, performance appraisal, job analysis, HR planning, learning, performance management, career management, compensation management, and maintaining good labour and industrial relation. The main focus of the use of modern technology along with relevant software for managing HR activities is to bring specific system in organizational activities for improving performance to use resources consisting of money, material, machine and information technology in an effective way which helps to maximize productivity, maintaining quality and minimizing cost of products and services which facilitates to improving competitive strengths of the organization in the market. In practice it is found that most of the Nepalese enterprises especially unorganized sectors are still using manual system for managing HR activities of the organization.

Research and Practice on the Development Path of University Administrative Staff Teams

With the deepening of China’s higher education system reform, particularly driven by the "Double First-Class" initiative, the construction of university administrative staff teams faces new challenges and opportunities. This paper, based on the developmental needs of universities, explores the current status, issues, and optimization paths for the development of administrative staff teams in universities. The study finds that problems such as unclear job responsibilities, career development bottlenecks, and inadequate incentive mechanisms severely restrict the effective development of management teams. Therefore, this paper proposes strategies such as clarifying job responsibilities, enhancing the professional abilities of management staff, constructing diversified career development paths, and optimizing incentive mechanisms, aiming to provide theoretical support and practical guidance for the development of university administrative teams. Through a systematic study of job analysis, competency requirements, and career development paths, this paper provides feasible solutions for advancing university management reform and improving management effectiveness.

Strategi Pengelolaan Sumber Daya Manusia di Lembaga Kesejahteraan Masjid Rahmatan Lil Alamin Al-Zaytun Indramayu

Factors such as leadership behavior, employee compensation, and related policies significantly impact employee engagement in achieving organizational performance. Case studies from large and medium-sized companies in Indonesia indicate that achieving shared goals requires balancing performance targets at every individual level. This study analyzes human resource management (HRM) at the Rahmatan Lil Alamin Mosque Welfare Institution, Al-Zaytun Indramayu, and formulates HRM strategies using SWOT analysis.The findings show that HRM at the Rahmatan Lil Alamin Mosque Welfare Institution, Al-Zaytun, is implemented through two main approaches: motivation and soft skill development. The motivational approach aligns with fulfilling employees' physiological needs, while the soft skill approach addresses the need for security, appreciation, love, and self-actualization. The SWOT analysis reveals that the institution's internal strengths include standardized systems and procedures, well-managed human resources, and clear job descriptions for each role. Identified weaknesses are the absence of job analysis as a foundation for HR planning and recurring disciplinary violations. Externally, opportunities include utilizing e-commerce and implementing minimum service standards, while threats arise from individuals or parties who oppose the institution's existence.