Effect Of Employee Performance Research Articles

Live Survival Strategy to Grow Entrepreneurial Interest in the Perspective of Maqashid Asy-Syari'ah (On Deaf-Mute Disabilities UPT RSBRW - Pasuruan)

Difficulties for people with hearing and speech impairments in accessing formal employment because companies only open and look for workers in the physically & mentally healthy category, to increase productivity & effectiveness of employee performance. While getting a job is very important & fundamental for sustainability & continuity. One of the problems faced by people with hearing impairments is how to develop skills & knowledge according to their talents and interests, so that they are able to move independently in fulfilling and prospering their needs & desires without depending on the informal sector.This research is descriptive research with a qualitative approach. The researcher will describe survival strategies to foster interest in entrepreneurship for people with hearing and speech impairments according to field conditions with the aim of finding a comprehensive survival strategy formulation. From the results of data analysis in the field, it is clear that the concept of success in the presence of limitations / impairments is that there are 3 types of survival strategies used by people with hearing and speech impairments, namely: active strategy (having, independence, confidence, enthusiasm, optimism, perseverance), passive strategy (making savings in meeting needs: dharuriyat, hajiyat, tahsiniyat, and implementing rational consumption patterns/ mustahlik al-aqlani), network strategy (using available accessibility & building relationships with related agencies).

THE EFFECTIVENESS OF EMPLOYEE PERFORMANCE IS REVIEWED FROM ORGANIZATIONAL COMPETENCY AND COMMITMENT THROUGH JOB SATISFACTION AS AN INTERVENING VARIABLE AT THE CENTRAL STATISTICAL AGENCY FOR THE WEST SUMATRA REGION

<span lang="EN-US">The lack of optimal competency, organizational commitment and performance of human resources (HR) as well as excellent service that has not yet been fully realized for users of statistical data at the West Sumatra Regional Central Statistics Agency, encourages researchers to conduct further research on "Effectiveness of Employee Performance in View of Competence And Organizational Commitment Through Job Satisfaction as an Intervening Variable at the West Sumatra Regional Central Statistics Agency." The aim of this research is to analyze the influence of competence and organizational commitment on performance through job satisfaction as an intervening variable for employees of the West Sumatra Regional Central Statistics Agency. The data in this study was collected by distributing questionnaires selected using the proportional random sampling method and then the data was tested using SEM PLS. The results of data processing from 7 hypotheses, the direct and indirect effects obtained are: 1) competence has a positive and significant effect on employee job satisfaction, 2) organizational commitment has a positive and significant effect on employee job satisfaction, 3) competence has a positive and insignificant effect on employee job satisfaction. employee performance, 4) organizational commitment has a positive and significant effect on employee performance, 5) job satisfaction has a positive and significant effect on employee performance, 6) job satisfaction is able to mediate competence on employee performance, and 7) job satisfaction is able to mediate organizational commitment on employee performance.</span>

The effect of employee performance through job satisfaction: work motivation and leadership at Satpol PP Padang Sidempuan North Sumatra

The effect of employee performance through job satisfaction: work motivation and leadership at Satpol PP Padang Sidempuan North Sumatra

Employee Performance Effectiveness at the Makassar State Administrative Court Office

Employee Performance Effectiveness at the Makassar State Administrative Court Office

The Effect of Employee Performance on Telecommunication Industry in Bangladesh

The study delves into the intricate relationship between employee training and performance outcomes within the telecommunications sector, particularly focusing on Bangladesh. It underscores the crucial role of employee training in driving innovation, maintaining competitiveness, and enhancing organizational performance in an ever-evolving industry landscape. The study defines training effectiveness as the extent to which training programs contribute to improving employee performance across various dimensions such as technical skills, customer service, sales, compliance, and innovation. Using a mixed-methods approach, including survey data and qualitative insights from industry professionals, the study aims to uncover the mechanisms through which training impacts employee performance. It emphasizes the need for robust analysis methods beyond traditional statistical tests like the F-test to capture the complexity of these relationships. Firstly, it provides an overview of the research background, significance, and methodology, setting the stage for subsequent chapters. It identifies the research problem, formulates research questions, and outlines the study's structure, emphasizing the importance of a comprehensive literature review to inform theoretical perspectives and hypothesis formulation. Moreover, the study explores the theoretical basis underlying employee training and performance, defining core concepts such as training effectiveness, performance, satisfaction, and contribution. It discusses theories like Training Value Management Theory, Innovation Theories of Training, and Core Competitiveness Theories of Training, which inform the understanding of how training influences organizational outcomes. Then, it delves into the mechanisms and hypotheses formulation for empirical testing. The research methodology, including sample selection, data collection, and model construction, is discussed, ensuring methodological rigor and ethical considerations. It also presents the data analysis and findings, incorporating both quantitative regression analysis and qualitative insights from interviews. It discusses the effectiveness of training initiatives, challenges faced, and implications for practice, along with limitations and future research directions. Lastly, it offers a comprehensive discussion of the findings, highlighting theoretical and practical implications for organizations in the telecommunications sector. It emphasizes the role of management in optimizing training programs and fostering a culture of continuous learning. Overall, the study sheds light on the critical role of training in shaping employee performance and organizational success in the telecommunications industry of Bangladesh. It offers valuable insights for practitioners, policymakers, and scholars, contributing to the understanding of training effectiveness and its implications in a rapidly evolving digital age.

Pengaruh Kepuasan Kerja, Budaya Organisasi dan Komitmen Organisasi Terhadap Kinerja Widyaiswara Melalui Etos Kerja di Lingkungan Badan Pendidikan dan Pelatihan Kementerian Pertahanan (Badiklat Kemhan)

Human Resource Management (HRM) plays a crucial role in the administration of personnel within an organization, focusing on planning, organizing, training, and compensation management. Employee performance is a critical aspect that influences the goals of a company. This research focuses on the Education and Training Agency of the Ministry of Defense (Badan Pendidikan dan Pelatihan Kementerian Pertahanan or Badiklat Kemhan), specifically on the performance of Widyaiswara, a key element in the outcomes of education and training. The research design follows the framework of Grenner and Martelli, with an emphasis on explanatory research that focuses on the relationship between research variables and tests hypotheses. This study aims to identify the impact of HRM policies and decisions on employee performance, with a focus on workplace relationships, cohesion, and harmony. The implications of this research can serve as practical guidance for civil servants, especially those in Badiklat Kemhan and other government agencies. The findings of this research can be used as a reference to enhance the efficiency and effectiveness of employee performance by improving job satisfaction through the enhancement of work ethics, organizational culture, and organizational commitment.

The Effect of The Work Environment on Front Office Employees' Performance at The Pacific Palace Hotel Batam

Moreover, the city of Batam is strategically located near two national borders, namely Singapore and Malaysia,this is a big opportunity in the tourism sector, especially in the world of hotels. This research aims to analyzewhether the work environment has an influence on the effectiveness of employee performance, especially inthe front office environment at the Pacific Palace Hotel Batam. The research method used is a quantitativeapproach with simple regression analysis techniques to assess the relationship between 2 variables, workenvironment variables (as independent variables) and employee performance (as dependent variables). Dataprocessing uses simple regression analysis which includes normality test, T test and F test, and R2 test usingSPSS statistical software. The results are valid. In the hypothesis test results, H1 is accepted, this can also beseen from the significance results in tcount which has a result of 0.01. Overall the research results show thatthe hopethesis test on the work environment as a variable (X) has a positive effect on employee performanceas a variable (Y) both partially and simultaneous. The result of the regression equation is Y = 21.098 + 0.752X.The coefficient of determination (R2) results were 74.6%, which means employee performance beinginfluenced by other variables outside of this research test. Therefore, it is important for hotel management toprioritize improving working environment conditions, including employee training and development, so thatmaintaining employee welfare through the work environment can improve employee performance resultswhich ultimately can maintain competitiveness in the competitive hospitality industry.

Pengaruh Self Esteem, Self Efficacy, Kinerja Pegawai Terhadap Kepuasan Pegawai Pada Badan Pengelola Keuangan Dan Aset Daerah Kota Metro

The influence of globalization today will lead to increasingly global competition. Human resources, namely employees or employees have an important role in a company. The existence of competent and quality human resources will support the company's activities and are assets that must be guarded by the company to be managed and managed. This study aims to determine the relationship between slef esteem and employee satisfaction at BPKAD metro city. Knowing the effect of self efficacy on job satisfaction of employees at BPKAD metro city, knowing the effect of employee performance on job satisfaction at BPKAD in metro city, knowing the effect of slef esteem, slef efficacy of employee performance, on employee job satisfaction at BPKAD Metro city. The sample of respondents in this study were employees of the financial and asset management agency of the Kora metro area, totaling 60 people, using the accideal sampling technique. The quantitative method in this study used a quantitative approach. n comparative. The data were collected in questionnaire sheets and analyzed using multiple linear regression analysis. The results of this study showed that the self-esteem variable obtained a tcount value of 0.315 ttable <234 with a significant value of 0.754 <0.05, meaning that the quality of self-esteem has an effect on employee satisfaction. tcount 18.905 ttable <234 with a significant value of 0.00 <0.05, meaning that the quality of self-efficacy affects employee satisfaction. tcount -0.315 ttable <234 with a significant value of 0.754 <0.05, meaning that the quality of self-efficacy has no effect on employee satisfaction. While in the f-test (both test fcount 865.963 and ftable 2.77 that the independent variables jointly influence positive and significant employee satisfaction. This means that self-esteem (x1), self-efficacy (x2), employee performance (3), employee satisfaction (y) the independent variable is able to explain the independent variable of 98.1% while the remaining 1% is influenced by the variable which were not included in this study.

THE INFLUENCE OF COMPETENCE AND REWARD PROVISION ON EMPLOYEE PERFORMANCE EFFECTIVENESS

Employee performance is very necessary in working within the company, the importance of an employee's performance can affect the results of the work he does and also affect the goals of the company to be achieved. This study aims to analyze the effect of competence and rewards on the effectiveness of employee performance. The form of research used in this research is quantitative research with an approach. The research method used in this research is a quantitative research method with an association approach, the population in this study are PTPN III Medan HR employees with a total of 35 respondents, The primary data used was obtained by distributing questionnaires directly while the secondary data was obtained through a literature study. The data analysis method used is instrument test, classical assumption test, multiple linear regression analysis, and hypothesis testing. The results showed that competency and reward had an effect on Employee Performance Effectiveness and the results of hypothesis testing simultaneously, obtained correlation coefficient values (R) of .888, which means that there is a relationship between Competency and Reward variables on Performance Effectiveness of 88.8% so that the relationship between these variables can be categorized as very close. While the Adjusted R Square value is .775 or the value of the determinant coefficient shows that the Competency and Reward variables on Performance Effectiveness are 77.5%, while the remaining 22.5% is influenced by other factors in outside of this research.

Pengaruh Kompetensi Sumber Daya Manusia Dan Kompensasi Finansial Terhadap Efektivitas Kinerja Karyawan Pada PT. BPR Lengayang Kabupaten Pesisir Selatan

This research describes several problems, namely: 1. Does Human Resource Competency have an influence on the Effectiveness of Employee Performance at PT. BPR Lengayang Pesisir Selatan Regency; 2. Does Financial Compensation influence the Effectiveness of Employee Performance at PT. BPR Lengayang Pesisir Selatan Regency. The method used in this research is a quantitative method. The sample in this study was 35 respondents with the sampling technique used was total sampling. Data analysis techniques begin based on research instrument testing, classical assumption testing, multiple linear regression, and hypothesis testing. This research shows the results: 1. Human resource competency has a positive and significant effect on employee performance effectiveness; 2. Financial compensation has a positive and significant effect on the effectiveness of employee performance.

Penaruh Kurangnya Sarana Prasarana Kantor Terhadap Efektifitas Kinerja Pegawai Di Dinas Perindustrian, Perdagangan, Energi, Dan Sumber Daya Mineral Provinsi Sumatera Utara

Esources such as capital and office infrastructure. Human resources are the most important thing for an institution, because humans have the ability to set goals, collaborate, and work so that planned goals are achieved. Likewise, it is no less important than the office infrastructure in an institution that has a big influence in efforts to increase work efficiency and effectiveness. Therefore, an institution really needs office infrastructure that can be used by employees in carrying out their duties and responsibilities so that administrative activities and other operational activities can run well and smoothly. Office infrastructure is one of the factors that supports the success of an institution in achieving the organization's goals. Office facilities and infrastructure are an important part that need to be prepared ideally and continuously so that they can ensure the smooth running of employee work activities. Considering that office facilities and infrastructure are very important in efforts to facilitate employee work activities, therefore it is necessary to manage adequate facilities and infrastructure. Means are anything that is used as a tool to achieve aims and objectives, means are more indicated for moving objects such as computers and machines. Infrastructure is something that is the main support for the implementation of the process (Business, Development, Project), infrastructure is more indicated for immovable objects such as buildings, space, land. Work effectiveness is a condition that shows the level of success of management activities in achieving goals including quantity work, quality of work, and timeliness in completing work. Effectiveness is often associated with an efficient system, so that the service process takes place effectively, optimally and on time, thereby eliminating the need for overtime work with its implications. The efficiency of work processes, the level of effectiveness of office technology users, and the comfort of the work environment will directly and indirectly influence employee performance in completing assigned tasks. Apart from that, there are also various factors that influence work effectiveness, including: time, tasks, productivity, motivation, work evaluation, supervision, work environment, equipment and facilities. It is logical and appropriate if increasing effectiveness is made one of the government's long-term targets in implementing its strategy. Based on the phenomena presented above, it is clear that the Office of Industry, Trade, Energy and Mineral Resources of North Sumatra Province has not been well managed regarding infrastructure and has not complied with the appropriate regulatory principles. Problems like this should be addressed immediately and maximized so that in the future it can be as good as it should be. If this is resolved, it will certainly create a comfortable and conducive atmosphere so that employees can carry out their work responsibilities well and optimally. Therefore, the researcher was interested and conducted research as a result of an internship, with the title "The influence of the lack of office infrastructure on the effectiveness of employee performance

Analisis Penerapan Audit Manajemen Sumber Daya Manusia Dalam Meningkatkan Efektivitas Kinerja Karyawan di PT. Mattel Indonesia

The purpose of this research is to see the effectiveness of employee performance and provide suggestions and recommendations from the findings of the human resource audit at PT Mattel Indonesia. This research is a descriptive qualitative research using data collection methods of interviews and questionnaires to the human resource management division. The data analysis method used is qualitative analysis using the interactive analysis model from Miles and Huberman which is divided into 4 major parts, namely data collection, data reduction, data presentation, conclusion drawing and verification. The results showed that the management of PT Mattel Indonesia does not yet have procedures governing HR planning, therefore it is necessary to have quality HR planning. Some HR function activities at PT Mattel Indonesia have been running effectively, including HR recruitment, HR selection and placement, HR training and development, career planning and development, employee performance appraisal, service compensation, labor relations, occupational health and safety, employee job satisfaction, termination of employment.

Pengaruh Kualitas Pelayanan Administrasi Kependudukan Dan Kinerja Pegawai Terhadap Kepuasan Masyarakat

Population administration plays a very important role in development, where it can be known about population data and information that is in accordance with the conditions of the population and the conditions of the area where they live. The Disdukcapil of Cilacap Regency, as the executor of population services, must provide excellent service to the community. However, in reality, KTP and KK services for the last 5 years at Disdukcapil, Cilacap Regency have not been able to reach the expected target. Besides that, the achievements in 2021 have also decreased when compared to the achievements in 2022. This indicates that the service quality of the Cilacap Regency Disdukcapil has not been optimal, so that it has not been able to meet community satisfaction. This study aims to determine 1) the effect of service quality on community satisfaction, 2) the effect of employee performance on community satisfaction, and 3) the effect of service quality and employee performance on community satisfaction in the Population and Civil Registration Office of Cilacap Regency. Because of this, this study uses quantitative data which is then interpreted to produce descriptive data. Meanwhile, data collection techniques used questionnaires, and data analysis used multiple linear regression. The research results show that service quality and employee performance have a positive effect on community satisfaction. This means that if the quality of service and employee performance is getting better, then community satisfaction will also increase, and vice versa.

The Effect of Application of Total Quality Management and Performance Measurement System on Employee Performance through Motivation as an Intervening Variable in Trust Group Surabaya Company

Purpose: This research aimed to evaluate the degree to which overall quality management and work measurement systems at Trus Group Surabaya Company effect employee performance as a function of variable intervening motivation in order to draw conclusions that may be applied to other organizations.
 Design/Methodology/Approach: In order to compile the necessary data, questionnaires will be sent to a selection of workers at the Trus Group Surabaya organization consisting of a random sample of 48 out of 54 employees. After that, a quantitative approach known as the Path Analysis model is used. This is a method that is utilized in research and is carried out with the assistance of the SPSS 20 application.
 Findings: TQM has been found to have no beneficial effect on the amount of work. Total Quality Management does not have an effect on employee performance when motivation is included as an intervening variable. On the other hand, performance assessment that includes motivation as an intervening variable does have a significant effect on the performance of the company.
 Implications/Originality/Value: Motivation can improve the performance of the Trus Group Surabaya company.

Manfaat Penerapan Audit Sumber Daya Manusia Pada Perusahaan

The purpose of this article is to look at the effectiveness of employee performance in implementing human resource audits in companies. This article is a qualitative descriptive article using interview and questionnaire data collection methods for the human resource management division. The data analysis method used is qualitative analysis by performing the function of assessing personnel effectiveness based on comparisons between criteria, cause and effect. Based on the research that has been done, it is known that the activities of the human resource function in companies have been running effectively in implementing human resource audits.

Employee Performance Lens on Rapid Changing in Information Technology 4.0

This research aims to analyze the influence of information technology and knowledge transfer on employee performance. This research was conducted at the Karangasem District Cultural Office, where data collection uses questionnaires. The population of this study is all employees who work in the Karangasem District Culture Office which numbers 49 people, so the method of determining samples using the saturated sample method. As for this research data analysis technique using path analysis with SPSS 21. The results of this study show that information technology has a significant effect on transferable knowledge, but does not significantly affect employee performance, knowledge transfer has a significant effect employee performance and knowledge transfer act as a full mediation of the influence of information technology on employee performance.

ACHIEVEMENT OF MINIMUM EDUCATION SERVICE STANDARDS FOR INDONESIA DURING THE COVID 19 TRANSITION PERIOD

<p>The emergence of the Covid 19 virus in 2019 has presented a big challenge for local governments in carrying out compulsory education affairs through the achievement of the Minimum Service Standards (SPM) in 2020. So, in 2020, the government made several policies in handling Covid 19, one of which is refocusing the budget from a predetermined budget. The purpose of this study was to see the achievement of the Education (SPM) in 2020 during the Covid 19 transition in the South Tangerang City Government, through a qualitative case study method with the CIPP approach model. The results showed that the South Tangerang City Government had succeeded in achieving two targets for Minimum Service Standards (SPM) for Education in 2020 (the indicators for Basic Education and Equality Education), by implementing performance effectiveness and changing the budget structure in the third quarter after budget refocusing. The achievement indicators for Early Childhood Education (PAUD) were not on target because the people of South Tangerang choose PAUD schools in Jakarta as their place of work. The conclusion from the research was that the South Tangerang City Government has succeeded in carrying out work effectiveness during the COVID-19 transition by refocusing the budget through the effectiveness of employee performance and replanning the 2020 work program</p>

The Influence of Leadership, Competence, and Work Discipline on Employee Performance Effectiveness

This research aims to determine the influence of leadership on performance effectiveness, the influence of competence on performance effectiveness, the influence of work discipline on performance effectiveness, and to identify which variable has a more dominant influence on performance effectiveness. The research was conducted in the Department of Culture and Tourism of Tapin Regency. The data analysis method used was Multiple Linear Regression. The research findings indicate that the variables of Leadership and Competence do not have a significant partial influence on employee performance effectiveness in the Department of Culture and Tourism of Tapin Regency, while Work Discipline has a significant partial influence. The variable of Competence does not have a dominant significant influence on employee performance effectiveness.

PENGARUH KOMPENSASI NON FINANSIAL TERHADAP EFEKTIFITAS KINERJA PEGAWAI (Studi Pada Pegawai BKPP Kabupaten Sumbawa)

The purpose of this study was to determine the effect of non-financial compensation variables on the Work Effectiveness of Employees at the Staffing, Education and Training Agency of Sumbawa Regency. This type of research is explanatory research. The population in this study are all employees at the Staffing, Education and Training Agency of Sumbawa Regency, totaling 52 people and the entire population will be used as a research sample or population research or census research. Data was collected through questionnaires or questionnaires distributed to research respondents. Data analysis was carried out using simple linear regression analysis techniques, partial hypothesis testing (t test), and determination coefficient test (R2). The results showed that non-financial compensation had a positive and significant effect on the effectiveness of employee performance at the Staffing, Education and Training Agency of Sumbawa Regency. the degree of influence of non-financial compensation on the effectiveness of employee performance at the Staffing, Education and Training Agency of Sumbawa Regency is 44%, while the remaining 56% is influenced by other variables outside the scope of this study.

Pengaruh disiplin kerja dan komitmen organisasi terhadap kinerja pegawai dengan gaya kepemimpinan sebagai variabel intervening di PT. Rijan Dinamis Selaras (RDS) Pacet Mojokerto

The objectives of this study are: 1) To analyze the effect of work discipline on leadership styles. 2) Analyzing the effect of organizational commitment on leadership style. 3) Analyze work discipline on employee performance. 4) Analyzing the effect of organizational commitment on employee performance. 5) Analyze the influence of leadership style on employee performance. 6) Analyze work discipline on employee performance with leadership style as an intervening variable. 7) Analyzing the effect of organizational commitment on employee performance with leadership style as an intervening variable. The population in this study were all employees at PT. Rijan Dinamis Selaras (RDS) Pacet Mojokerto totaling 33 people. The sampling method in this writing uses census technique. Data analysis used SPSS version 20 to test the validity with factor analysis, reliability test with Cronbach alpha. Classic assumption test and multiple linear regression analysis, to verify and prove the research hypothesis. From the research results it can be concluded as follows: 1) Work discipline has no effect on leadership style 2) Organizational commitment has a significant effect on leadership style 3) Work discipline has no effect on employee performance 4) Organizational commitment has no effect on employee performance 5) Leadership style has a significant effect Employee performance 6) Work discipline has an indirect effect on employee performance through leadership styles 7) Organizational commitment has an indirect effect on employee performance through leadership styles.