Employment Data Research Articles

PERANCANGAN SISTEM INFORMASI JASA LAUNDRY BERBASIS WEB PADA SYAM LAUNDRY

The impact of technological developments is spoiling service companies. Laundry services at Syam Laundry Bekasi is a company engaged in laundry services. Syam Laundry does not use any computerized system to manage event data. Maintenance of customer data, event data, and delivery slips is still done manually, the solution to the Syam Laundry problem is to utilize web-based information technology in this system using the system development method, namely. a prototype of the Syam Laundry service information system can facilitate employee data entry by 66% to 100% in terms of recording transaction data and data security.

RANCANG BANGUN SISTEM INFORMASI PENGGAJIAN PADA BUILDING MANAGEMENTAPARTEMENT GRAND CENTERPOINT BEKASI

Payroll is very meaningful for companies or agencies so we need a system that facilitates payroll activities. Apartment Grand Centerpoint operates in the service sector in the form of flats, experiencing problems in processing employee attendance data due to the processing of attendance book data as a manual system, resulting in operational errors and irregularities in calculating and paying salaries. This research was conducted with the aim of designing a payroll system to facilitate accounting & finance in payroll in companies with system features
 such as managing attendance data, managing employee data along with their positions, managing payroll data, managing payroll report data, journal reports, and employee payslips.

GROUNDS FOR LIMITATION OF LABOR RIGHTS OF EMPLOYEES REGARDING PROTECTION OF PERSONAL DATA UNDER CONDITIONS OF MARITAL STATE

Abstract: the specified article examines personal data, their list, their extension to labor relations, definition of martial law is disclosed and the grounds for limiting the rights and freedoms of a person and citizen, their legal regulation, grounds for processing and guarantees for the protection of personal data of employees in the conditions of martial law are defined. It is noted that the personal data of an employee is a narrower concept than the personal data of a person and in connection with the lack of legal protection regulation of personal data of employees while their processing and protection, there are urgent issues that require legal regulation specifically by special legislation, which should be adopted from taking into account practice of ECHR and European experience. In addition, in Ukraine, the employer is not obliged to obtain consent from its employees for processing of their personal data, provided that the employee’s personal data (for example, name, patronymic and surname of the employee, information about education, marital status) is used by the employer for exercising the rights and fulfilling owner duties in the field of labor relations in accordance with the law with provision of appropriate protection. It was concluded that employee’s personal data in wartime, in particular in the occupied territories, are not protected, and require more detailed protection from both State and employers.

Knowledge transmission in the second part of careers: does formal training matter?

PurposeThis paper examines to what extent formal training targeted to workers aged 45 and over could enhance their knowledge transmission activities specifically in changing work environments. This is a key issue for human resources practitioners. Allowing older workers to keep on interacting with their colleagues and transmitting their knowledge acquired through experience reduces the risk for firms of losing critical knowledge assets.Design/methodology/approachThe authors use French-matched employer–employee data to estimate the effect of participation in training sessions intended to support change on the probability for workers aged 45–59 of frequently showing work practices to their co-workers. To account for selection bias in training, the authors reduce the group of untrained workers to those who wanted to attend a training session but had to cancel their participation for exogenous reasons. Leuven and Oosterbeek (2008) show that this is a valid approximation of a random assignment to training.FindingsTraining with the intention to support change for workers aged 45 and more significantly increases knowledge transmission for training participants. This effect is not strictly related to a supervising role as it is significant for workers without subordinates; it holds when the authors address the selection bias in training by narrowing down the comparison group. When training comes as a response to mitigate the potential negative effects of technological or organizational changes in the work environment, it helps workers aged 45–59 maintain their contribution to the knowledge base of the production.Research limitations/implicationsOur findings suggest that two main aspects have to be borne in mind when assessing the effectiveness of training for older workers. First, the reasons for training must be carefully considered, especially if it occurs in response to technological or organizational change in the workplace. Second, the continuation of interactions between older workers and their co-workers must be factored. If the public debate acknowledges that employee learning and development is critical in times of structural change and crisis, the outcomes of knowledge transmission within workplaces in terms of job satisfaction, turnover intentions, productivity or innovation, which the authors do not cover in this paper, deserve further investigations. In particular, the authors believe that studying how the training that supports technological and organizational change influences the relationship between age diversity and firm productivity is a promising avenue for future research.Practical implicationsThe implication of this article for human resource managers is that there may be a substantial cost to not updating the skills of older workers after technological or organizational change. Indeed, it is likely that a large proportion of jobs will only be partially automated, which implies that while some tasks will disappear, rendering the corresponding skills obsolete, others will persist and the skills associated with them will remain useful to organizations. If older workers are excluded from their work collectives after these changes, because their skills have not been updated through training, the knowledge from their accumulated experience that remains valuable will be irrevocably lost when they retire.Originality/valueThis study sheds a new light on the effectiveness of older workers’ training. Some contributions argue that training for older workers is not very effective because it has no significant effect on employment duration, earnings or relative productivity. The authors show that specific types of training to update skills after a technological or organizational change allow older workers to keep interacting with their co-workers and pass on their knowledge gained through experience, thereby reducing the risk for firms of losing critical knowledge assets.

Desain dan Implementasi Aplikasi Absensi Kepegawaian Berbasis Web Menggunakan Framework Laravel di Diskominfo Provinsi Jawa Barat

Abstract—In all parts of the work division at Diskominfo, West Java Province, many information systems have been involved to support a series of work activities and information asset processing. As in one part of the division, namely the Employee and Public Relations Subdivision, where all staffing activities are not far from processing employee data. But the existing Employee Information System, especially in the employee attendance data processing feature, is still not well organized and not equipped with features that are more supportive for recording the attendance data. Some features that are not perfect, for example, are the daily attendance data feature, employee leaves data, and daily late and weekly late. In addition, further processing of data also still uses the help of Microsoft Excel or manually entering data and recapitulating data, so the processing takes a long time and is not efficient in the process. Given these problems, the authors designed a system design and implemented it into a new Employee Attendance Application. The purpose of designing this application is to create an information system that further optimizes the process of processing employee attendance data at West Java Diskominfo using system development technologies such as the Laravel Framework, PostgreSQL for database management, and using the Rest API for data integration.

Penggunaan Metode Simple Additive Weighting dalam Sistem Pendukung Keputusan Evaluasi Potensi Pegawai di SMK Negeri 2 Bandar Lampung

This research was conducted to build a decision support system for employee potential assessment at SMK Negeri 2 Bandar Lampung using the Simple Additive Weighting (SAW) method. Decision support system is made web based with 3 actors namely admin, employees and leaders. The data used comes from the Employee Work Target (SKP) data at SMK Negeri 2 Bandar Lampung. The selection process is done by collecting employee data and employee performance values along with the criteria used. The data received is processed by the system by determining the priority of each criterion and doing the sum of the weights of each criterion value. The results of functional testing in the SPK Employee Potential Assessment is a compatible system on the computer being tested and all menus on the system are running well. The results of testing the system using Black Box Testing using 20 data employees of SMK Negeri 2 Bandar Lampung. The conclusion of this research is that the Employee Potential Assessment Decision Support System can help the Head of SMK Negeri 2 Bandar Lampung to conduct a performance evaluation of employees with 100% accuracy. Thus, the SAW method is appropriately used in the Employee Potential Assessment Decision Support System.

DEVELOPMENT OF EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM USING WEB BASED TECHNOLOGY

A software program called the Vessel Shop Management System is intended to make vessel repair and upkeep companies' activities more efficient. This system consists of a number of components, including those for managing employee information, attendance, salaries, customer complaints, and maintenance teams. Employers can keep and handle employee data, such as their contact information and job history, with the aid of the Employee Information Management module. The Employee Attendance Management tool helps with handling time-off requests,such as medical leave, holiday leave, and personal days, and keeping track of employee attendance. The Employee Salary Management section creates payslips and handles employee wages, taxes, and perks. Businesses can handle client complaints, watch the resolution process, and raise customer happiness thanks to the client Complaint Section module. The maintenance team's schedules are managed, work orders are assigned, repair requests are tracked, and the maintenance team management module observes apparatus performance. The Vessel Shop Management System integrates these components to give companies a centralized platform for managing staff data, attendance, pay, client complaints, and repair teams. The system aids organizations in streamlining their processes, reducing administrative burdens, and enhancing general effectiveness, which boosts revenue and improvesclient happiness.

Fishery products processing facilities and the socio-economic structure of their employees in Türkiye: A sectional study from Istanbul

In this study, both the business structure and the socio-economic structures of the employees in 13 active aquaculture processing plants operating in Istanbul were examined and it was aimed to reveal the data in social and economic terms. In the study, a 24-question questionnaire for employees and a 15-question questionnaire to evaluate the business structure were presented. It was seen that 52% of the employees were men and 48% were women and 34.29% were in the 31-40 age range. It was found that 73.14% of the respondents were married and most of them lived in apartments under 120m2. In the multiple compliance analyzes, it was determined that there was a relationship between education level and the number of social media uses, and between monthly income and job satisfaction. It was determined that 31% of the 13 enterprises in the study had an export permit and that the HACCP system was applied in all of them. It was seen that only 38% of the enterprises received state support. The problems and solution proposals of the sector are also put forward in titles. Turkey's aquaculture sector and the processing plants connected to this sector are very important in economic terms. With the two different survey applications used, both a different perspective on employee data and important data on general problems within the scope of the facility were revealed. When the importance of Istanbul and the aquaculture processing sector is considered, the originality of the study is revealed.

Perbandingan Metode K-NN dan SVM Berdasarkan Kinerja Pegawai

Limited qualified human resources cause employees not to do the job in accordance with the company's operational standards properly and correctly. At this time PT. XYZ does not have tools to identify employee performance, therefore researchers conduct research to assist PT. XYZ in classifying employee performance. The methods used in this study were K-NN and SVM with a sample of 873 PT. XYZ employee data. Based on the trials conducted, the K-NN method has the highest accuracy rate of 90.13%, 91% precision rate, and 98.95% recall rate. The most optimal number of neighbors (k value) for the K-NN method is 5 with an accuracy rate of 88.35%.

Globalization, recruitments, and job mobility

AbstractPrevious research indicates that firms pay a premium to poach workers from exporting firms if experience working for an internationally engaged firm reduces trade costs. Because international experience is less valuable to non‐exporters, we would expect to see differences in recruitments between firms that are internationally engaged and those that serve only the domestic market. Moreover, increased openness might lead to higher job‐to‐job mobility if more globalization raises both the share of exporters and the number of workers with skills that make them attractive for other exporters. Using linked Swedish employer–employee data for the period 1997 to 2013, we find systematic differences between the way exporters and non‐exporters recruit workers: exporters have a relatively high share of recruitments from other exporters as hypothesized. We also find some suggestive evidence that increased openness correlates positively with upward mobility for occupations that play a major role in international commerce, such as professionals and managers.

Corporate social responsibility and employee engagement: the mediating role of personal environmental norms and employee green behavior

PurposeThis paper aims to investigate the influence of corporate social responsibility (CSR) on employee engagement (EE) through mediating effect of personal environmental norms (PEN) and employee green behavior (EGB).Design/methodology/approachThe proposed model was validated using 360 employees data from manufacturing and service industries.FindingsThe findings confirmed that CSR is the positive and significant driver of EE. The results also demonstrated PEN and green employee behavior partly mediate this relationship.Practical implicationsThe finding of this study enriches the existing literature and social outcomes of CSR. Theoretical and practical contributions have been discussed in detail.Originality/valueThe study demonstrates CSR is significantly related to EE, mediated via PEN and EGB, highlighting the necessity for micro-level CSR research. To the best of the authors’ knowledge, this is the first and foremost empirical research that establishes the mediating effects of PEN and EGB between CSR and EE in the Indian context.

Analisis Penentuan Karyawan Tetap Dengan Algoritma K-Means Dan Davies Bouldin Index

Developments Technological advances are things that cannot be avoided in this life because technological developments go hand in hand with advances in science. With the rapid development of technology today, of course it affects the work environment as well. Employees are one of the company's reasons for determining the continuity of business activities. Employee work contracts within the company are important and must be considered in order to achieve company goals. PT. Taewon Indonesia is engaged in paper production and has more than 300 contract workers, making it difficult to select or expel workers who are still suitable and meet the requirements of the contract extension process. Analysis of determining permanent employees is very important for companies to determine recruitment strategies and human resource development. This study analyzes the determination of permanent workers using two clustering algorithms, K-Means and Davies Bouldin Index. K-Means is used to collect employee data based on certain criteria, while the Davies Bouldin Index is used to measure the quality of clustering results. Of the 455 employee performance appraisal datasets, tests were carried out by determining 2 clusters and validation was tested with the Davies Bouldin Index. And the resulting -1.752. Based on the results obtained, it shows that the k-means algorithm can be implemented in clusters to determine permanent workers with fairly good validation results

Model Aplikasi Human Resource Management Sistem (HRIS) Dengan Framework UniGui

This research aims to build a Human Resource Information System of PT. XYZ will manage existing human resources, starting from the process of managing employee data, employee attendance, employee leave, employee permits, employee overtime and employee training history. This research uses a qualitative approach with an exploratory case study methodology by focusing research on the design of the Human Resources Information System (HRIS). The system development method used is waterfall. The analysis and design tools used are Unified Modelling Language (UML) using Usecase Diagrams and Class Diagrams. The programming language used is Delphi with the unuGUI framework and databases using SQL Server. This research successfully designed and built a Human Resource System (HRIS) Application and has been tested using Blackbox testing. The benefits of this application can make it easier for companies to manage employee data data, employee attendance, employee leave, employee permits, employee overtime and employee training history, and make it easier for companies to adapt to remote working and Work From Anyware (WFA) culture

Sistem Informasi Manajemen Sumber Daya Manusia Pada Universitas Muhammadiyah Jambi

Management of human resources is something that needs to be considered in a university, because the management of human resources is included in the management of higher education. Information systems are really needed in managing at a Muhammadiyah University, information systems must also be in accordance with existing management at Muhammadiyah University and in management there are general principles that include planning, organizing, mobilizing and ensuring. using modeling UML (Unified Modeling Language) with the following steps: Determining Initial Planning, Analyzing Information Systems Currently Used, Modeling Information Systems Using UML Modeling (Unified Modeling Language). At this stage, create a model of information system requirements with Use Cases, Activity Diagrams and Class Diagrams and Build Information System Prototypes. The results of this information system design are to assist HR management in collecting employee data and also to facilitate the process of applicants becoming employees at the University of Muhammadiyah Jambi. With this information system, it is also easy to find information about employee recruitment and employee development. This research resulted in a design made using object-oriented methods with UML, which resulted in a prototype of an HR management information system, especially employee recruitment at the University of Muhammadiyah Jambi

Handlungsempfehlungen für SARS-CoV-2-Testkonzepte für asymptomatische Beschäftigte im Gesundheitswesen

ZusammenfassungHintergrund und ZielsetzungBei der Umsetzung von SARS-CoV‑2-Testkonzepten in Einrichtungen des Gesundheitswesens kommen ranggleiche Gesetze und Verordnungen zur Anwendung. Vor dem Hintergrund erlebter Hindernisse bei einer adäquaten Umsetzung gesetzlicher Vorgaben in regelkonforme und rechtssichere Prozesse auf betrieblicher Ebene war das Ziel der vorliegenden Arbeit, dafür konkrete Handlungsempfehlungen zu entwickeln.MethodikIn einer Fokusgruppe mit Vertreter*innen aus Behörden, Fachschaften und Interessenvertretungen wurden auf Basis von Leitfragen aus zuvor identifizierten Handlungsfeldern in einem holistischen Ansatz kritische Aspekte der Umsetzung diskutiert. Die transkribierten Inhalte wurden anhand deduktiv-induktiver Kategorienbildung qualitativ analysiert.ErgebnisseAlle Diskussionsinhalte konnten den identifizierten Kategorien Gesetzliche Hintergründe von, Anforderungen an und Zielrichtungen für Testkonzepte in Gesundheitseinrichtungen, Zuständigkeiten für Umsetzung in betrieblichen Entscheidungsketten sowie Implementierung von SARS-CoV-2-Testkonzepten/Testprozessen zugeordnet werden.ImplikationenDie Umsetzung gesetzlicher Vorgaben in regelkonforme und rechtssichere SARS-CoV-2-Testkonzepte in Einrichtungen des Gesundheitswesens setzt bereits sowohl die Einbeziehung von Ministerien, Fachschaftsvertretungen, Berufsverbänden, Arbeitgeber(AG)- und Arbeitnehmer*innenvertretungen, Datenschutzexpert*innen, Vertretungen möglicher Kostenträger als auch eine integrative und vollzugstaugliche Formulierung von Gesetzen und Verordnungen voraus. Die Definition von Zielrichtungen für Testkonzepte ist maßgeblich für nachfolgend im Betrieb etablierte Prozessabläufe, bei denen Aspekte des Beschäftigtendatenschutzes genauso berücksichtigt werden müssen wie die Bereitstellung zusätzlicher personeller Ressourcen für die Bewältigung der Aufgaben. Zudem muss es in Zukunft ein zentrales Anliegen der Betriebe sein, IT-Schnittstellenlösungen für eine datenschutzkonforme Informationsweitergabe zu Beschäftigten zu finden.

ANALISIS DAN PERANCANGAN DASHBOARD DATA KARYAWAN PADA PT SOLEN SYSTEM INDONESIA DI YOGYAKARTA

PT Solen System Indonesia is a company engaged in the manufacture of software. PT Solen System Indonesia has employee data containing sprint review data. Sprint review data is data per week that is inputted into the google sheets file. With the data number reaches from 24 google sheet files over a period of one year, admins have difficulty because they have to access google sheets files one by one to be able to view employee performance data. Admin cannot know the extent of the performance of each employee in completing the workload in a certain period. Thus, a website-based strategic dashboard was created using the User centered Design (UCD) method. The dashboard was then tested using usability test and SUS. Results of the dashboard test for the admin and all employees of PT Solen System Indonesia obtained an effectiveness value of 89%, efficiency of 78% and satisfaction of 85%.

The relationship between brand communication and brand citizenship behavior: Mediating role of brand self-efficacy in multilevel models

<p>This research aims to explore the multilevel relationships among brand communication, brand self-efficacy, and brand citizenship behavior. Brand communication is regarded as organizational supportive practices that can enhance employees’ idea and knowledge about the personality, values, and promise of the brand. Brand self-efficacy is defined as employees’ conviction about their abilities to master their brand-related tasks for getting favorable outcomes. Employees with brand citizenship behavior exhibit brand altruistic behavior which contributes to the brand strength. This study collected data from 29 chains of food and beverage organizations. 125 valid data of managers and 232 valid data of frontline employees were collected. Hierarchical Linear Modelling (HLM) is utilized to investigate the multilevel relationships. This study finds there exist positive effects of brand communication on brand self-efficacy and brand citizenship behavior. Brand self-efficacy fully mediates the multilevel relationship between brand communication and brand citizenship behavior. Results, implication and future studies are discussed.</p> <p> </p>

Wage returns to job tasks and personality traits in Germany

PurposeThis article aims to examine whether specific job tasks measured at the individual level or personality traits are associated with wages and whether the relationship between personality traits and wages differs depending on the job tasks that individuals perform.Design/methodology/approachThis study analyzes the association between job tasks and personality traits, and their interaction, with regard to wages using German employee data from 2017/2018.FindingsResults suggest that nonroutine manual, interactive or analytic tasks are associated with significantly higher wages compared to routine manual tasks, and while extraversion and emotional stability are related to higher wages, agreeableness and openness tend to be associated with lower wages also within occupations. Moreover, the association between personality traits and wages varies depending on the job task requirements at the workplace. A high degree of extraversion in particular is associated with higher wages when the employee performs nonroutine manual, interactive or analytic tasks.Originality/valueTo date, especially the interaction between individual job tasks and personality traits on wages has not been extensively studied because data on both job tasks and personality at the employee level are scarce. This study contributes to the understanding of wage differences among employees.

The Influence of Transparent Internal Communication on Employees' Adaptation to Firm Changes in the Context of the Covid-19 Pandemic

This study investigates the impact levels of transparent internal communication on employees' adaptation to firm changes in the context of the covid-19 pandemic. This study uses data of employees of enterprises in Hanoi City, Vietnam during 2021-2022. The data used for analysis and regression consists of 618 observations. We use Cronbach’s Alpha, EFA and regression model to learn the effect of different variables on employee uncertainty about organizational change. The results show that (i) transparent internal communication has a negative effect on the control coping strategy of employees; (ii) transparent internal communication has a positive effect on the escape strategy of employees; (iii) transparent internal communication has a negative effect on the employee uncertainty about organizational change; (iv) control coping strategy has a negative effect on employee uncertainty about organizational change; and (v) Escape Strategy has a positive effect on employee uncertainty about organizational change. Based on the findings, recommendations are given for improving the enterprises maintain a good quality of relationship with their employees.

The Motherhood Wage Penalty and Female Entrepreneurship

The need to resolve work–family conflict has long been considered a central motive for women’s pursuit of entrepreneurship. In this paper, we propose and empirically uncover a novel mechanism driving female entrepreneurship: reduced earnings opportunities in wage employment due to motherhood status. Combining insights from career mobility research and the motherhood penalty literature, we propose that women who become mothers will disproportionately launch a new business to reduce the motherhood penalty they would otherwise incur in wage work due to employer discrimination. We further predict that this tendency to launch a new venture will be more pronounced for women who occupy high-paying or managerial positions, given the higher opportunity cost of staying in wage work and the higher potential payoffs from entrepreneurship that accrue mothers occupying such positions. Using matched employer–employee data from Sweden that distinguish new-venture founding from self-employment, we find support for our arguments. Overall, this study sheds light on the two antecedents of female entrepreneurship and contributes to a more thorough understanding of what motivates women to pursue irregular and atypical careers, such as entrepreneurship. Funding: This work was supported by the Ewing Marion Kauffman Foundation (Ewing Marion Kauffman Junior Faculty Fellowship) and the Wharton Dean’s Research Fund. Supplemental Material: The e-companion is available at https://doi.org/10.1287/orsc.2023.1657 .