Employee Performance In Company Research Articles

LITERATURE REVIEW: THE INFLUENCE OF SELF-MANAGEMENT AND STRESS MANAGEMENT IN IMPROVING EMPLOYEE PERFORMANCE IN COMPANIES

This research aims to explore and reveal the importance of the influence of self-management and stress management in improving employee performance in companies or agencies. The research method uses a literature review approach, by collecting 15 journal articles from 2017-2023 from Google Scholar. The results of this research reveal the positive impact of self-management in achieving work goals, conflict management, and improving employee quality of life. Apart from that, the concept of stress management is an important key in living a balanced and healthy life in a world full of challenges. Stress is a natural response to pressure and demands routine life, but if not managed carefully, it can have detrimental impacts on a person's physical and mental well-being as well as an important basis for improving the work environment and employee welfare, which can increase productivity and performance. The research contribution can explain that the more stress management increases, the impact it will have on increasing employee performance. For this reason, there needs to be a balance between soft skills and hard skills. This research has limitations, namely the small number of journals reviewed due to the limited number of relevant topics.

PENERAPAN INSENTIF DAN TUNJANGAN TERHADAP KINERJA KARYAWAN PADA PT. ARAB WINGS MADURA

Arab Wings is one of the building companies that sells materials for building purposes that pay attention to human resources or employees to achieve company goals. To ensure the achievement of company goals, the company must provide motivation and pay attention to employees by providing a system of incentives and benefits based on the performance of company employees. The provision of incentives and benefits can make employees morale and responsible in their work. The encouragement of employees to do their jobs well is due to the large number of incentives and benefits obtained. The problem in this study is how to apply incentives and benefits to employee performance at PT. Arab Wings Madura. The purpose of this study is to determine the application of incentives and benefits to employee performance at PT. Arab Wings Madura. Incentives provided by PT. Arab Wings Madura can be said to be good, this can show if the incentives at PT. Arab Wings Madura is a review in improving employee performance. While allowances can be assessed as good because this shows allowances are a concern for PT. Arab Wings Madura in improving employee performance, although it still requires special attention in the application of benefits. In providing incentives and benefits is one of the efforts made by the company as a form of appreciating employee performance. The provision of incentives and benefits is expected to be an encouragement for employees to work better and optimally. Based on this description, the author is interested in conducting research entitled "Application of Incentives and Benefits to Employee Performance at PT. Arab Wings Madura". The purpose of this study is to determine how much is done by the effect of incentives and benefits on employee performance

Pengaruh Motivasi Dan Disiplin Kerja Terhadap Kinerja Karyawan Di Kantor Imigrasi Kelas I Non Tpi Depok

Employee motivation and discipline play an important role in increasing the efficiency and effectiveness of a company. An employee who has high discipline and motivation will be able to carry out his duties properly and optimally, so that the company's employee performance targets can be achieved. This study aims to examine the correlation between individual motivational factors and employee discipline on employee performance by using the SPSS version 25 program at the Immigration Office Class I Non Tpi Depok. Existing data in this study were taken using the method of documentation, observation, distribution of questionnaires or questionnaires, and interviews. This study uses a quantitative method because it focuses on measurements and samples to test variables and hypotheses. Several tests were carried out using the SPSS program, including the Validity Test, Earnings Test, Normality Test, Multicollinearity Union, Heteroscedasticity Test, Autocorrelation Test, Correlation Coefficient, Determination Coefficient, Multiple Linear Regression Coefficient, T Test, and F Test. The results of the tests This shows that there is a positive relationship between motivation and work discipline on employee performance at the Immigration Office Class I Non TPI Depok.

The Impact of ESG Ratings on Employee Performance in Companies

Sustainability, environmental, social and governance (ESG) ratings have become an important indicator for investors to assess corporate performance. However, the impact of ESG ratings on corporate employee performance is not as clear. Some studies suggest that companies with high ESG ratings have an advantage in attracting and retaining good employees and are likely to perform better in terms of employee performance. On the other hand, some studies have found that the relationship between ESG ratings and employee performance is not necessarily statistically significant. Thus, while ESG ratings are emerging as a credibility indicator for companies among investors and consumers, the specific impact of ESG ratings on employee performance needs further research.

Work Ability, Work Morale, and Work Environment on Employee Performance in Companies Engaged in the Bag Industry

The following research is to describe and analyze more deeply the influence of Work Ability, Work Spirit, and Work Environment Variables on an Employee Performance at UD. Suwarlandono Art Tanggulangin. In this research method using a quantitative method, for data collection by using questionnaires. In the sample using a saturated sample, where there are 170 respondents at UD. Suwarlandono Art Tanggulangin. There is an analysis that includes the first classical assumption, the second multiple linear regression analysis, and finally the simultaneous test and also the partial test with the help of a software, namely SPSS version at 22. Then the primary data is obtained through a questionnaire on the measurement, namely by using a scale interval to be tested on the validity and reliability of a data declared valid and reliable. From the results of this study, it proves that work ability, worrk enthusiasm, and worrk environment have a partial and simultaneous influence on emploeyee performance.

Pengaruh Disiplin Kerja Terhadap Kinerja Karyawan Pada PT Kota Jati Furindo Jepara

Organization need to increase their employee performance. Employee performance in company has an important role to improve and advance company’s business. In order to increase their employee performance, organization need to know factors that influence employee performance. Work Dsicipline is one of the important factor that can predict employee performance. This study is aimed to identify the impact of work discipline on employee performance in PT Kota Jati Furindo Jepara. Hypothesis for this research is work discipline has significant effect on employee performance. This research use quantitatve approach. The questionnaire was distributed to 350 employee PT Kota Jati Furindo Jepara and gets 313 useable responses. Using simple regression and decriptive methode, we found that work discipline has significant positive effect on employee performance (0,551). This finding is in line with previous research that work discipline has positive and significant effect on employee performance.

The Key Strategies for Measuring Employee Performance in Companies: A Systematic Review

Businesses must maintain their ability to adapt in order to remain competitive in today’s ever-evolving industry. They must collect and evaluate data continuously to make educated decisions and take appropriate measures. As a result, since the turn of the 20th century, managers’ preferred areas of interest have been connected to the achievement of their companies. This systematic review aimed to assess the most important methodologies for measuring employee performance in organizations. Using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) technique, the researchers carried out a systematic review on a specific topic. A thorough review of the literature was carried out, with a particular emphasis on articles, research papers, and other materials deemed relevant to the primary approaches for staff performance measurement and their associated factors and other relevant resources. The systematic review findings revealed that collaboration initiatives had positive and statistically significant standard-size effects on employee performance. The use of performance measurement attempts to identify the strengths and weaknesses of employees and to motivate them to improve their performance. Employee performance measurement demonstrates a favorable relationship between performance evaluation and employee inspiration. Performance evaluation schemes should be designed to provide a good treatment perspective of other teammates and the worker’s own aims.

Impact of Non-Monetary Factors on Employee Performance: A Case of Internet Service Provider Sector in Kathmandu Valley

This study examined the impact of non-monetary factors (training, organisational support, promotion, job security, co-worker incivility and job rotation) on employee performance in Internet Service Provider (ISP) firms. The study used an inferential research approach to analyse the impact of independent variables on dependent variable. A standardised questionnaire was surveyed on a sample of 200 ISP employees from the Kathmandu Valley. The results demonstrate that job security and co-worker incivility have statistically significant effects on employee performance, but the rest of the independent variables do not. Based on finding, it is recommended that more the job security, more the employee performance in company and reduction of co-worker incivility around organisation environment will help boost employee confidence and performance. Along with this, this research also showed area for refurnishing other variables like available training, organisational support, promotion facility and application of job rotation for creating more impact of it on employee performance.

Influence of Engagement on the Performance of Company Employees in Cavite, Philippines

Employee is considered one of the most important stakeholders in an organization. Hence, their performance should always be in accordance with the company’s goals and objectives. Nevertheless, in meeting all these expectations, employees’ engagement towards their work should also be considered. Keeping employees’ high engagement will uphold faithfulness and maintain a productive work environment. Therefore, the main objective of this research was to evaluate the level of employee engagement and its effect on their performance, specifically the sales associates working in the province of Cavite, Philippines. A total of 153 participants were selected using Slovin’s formula. Researchers used descriptive, comparative, and causal research designs in the analysis of the gathered data. In comparing employee engagement and performance across socio-demographic profiles, it was found that only sex was found to have a significant difference. Lastly, when simple linear regression was used, it was found that a sociodemographic profile in terms of sex is also a determinant for the employees' engagement in their work. However, it was found that employee engagement is highly significant in the productivity of sales associates in Cavite, Philippines. Hence, it implies that employers should value their employees for them to be highly engaged in their jobs, which will in turn provide more profit for the company. Keywords: Quantitative Research, Company Employees, Employee Engagement, Employee Performance, and Sales associates

A SYSTEMATIC LITERATURE REVIEW; EFFECT OF COMPENSATION AND MOTIVATION ON EMPLOYEE PERFORMANCE

Employees are the most important asset in the company. If a company does not have employees, all operational activities of the company will not run. Employees need compensation such as bonuses, benefits, work environment, and work that can demonstrate ability, so that employees' abilities can provide their best performance to the company. Compensation and employee performance are two things that are interconnected. Where the more compensation an employee receives, either directly or indirectly, the better the employee's performance at work. So you could say that compensation and performance have a directly proportional relationship. The purpose of this study was to determine the effect of compensation and motivation on the performance of company employees. The method used in this study is Systematic Literature Review, where compensation and motivation are the x variable while the performance is the y variable. All articles used for reference in this journal are sourced from Emerald and Google Scholar, with publication times in the last 5 years. Based on the results of this study it can be concluded that there is an influence between compensation and motivation on employee performance, because with compensation and motivation employees will feel more active and enthusiastic, which will have an impact on improving company performance

PENGARUH PROGRAM PENGEMBANGAN DAN PELATIHAN, WORK EXPERIENCE, DAN KEPEMIMPINAN TRANSFORMASIONAL TERHADAP KOMPETENSI PEGAWAI DAN KINERJA PEGAWAI (Peran Motivasi Sebagai Variabel Moderasi)

The basis for this assessment was to determine whether the development, training, drawing experience, and asset management of small variables influenced employee skills, employee performance, and motivation. The technology used in this experiment is digital. Structural equation modeling (SEM) is used in analytical techniques. 150 employees were involved in the audit. The results of this assessment are as follows. 1) Development and training programs have a significant impact on employee productivity, 2) Development and training improve employee performance, 3) Development and training programs improve employee efficiency, 4) Work experience improves employee efficiency, 5). Change there is no leadership, affects employee productivity, 6) Change leadership affects a company's employee performance, 7) Employee efficiency improves a company's employee performance, 8) Motivation affects employee performance.

Operational Audit Of Human Resources (Case Study At PT. Jabarti Abazas Prima)

<p><em>This study aims to find out related to employee activities that have been determined, to determine the controls that have been implemented, and to find out whether operational audits of human resources can improve efficiency and effectiveness on the performance of company employees. In order to assess the effectiveness and efficiency of the company's operational activities.</em></p><p><em>The research method used in this study is to use a qualitative approach using descriptive methods where the results of data research are in the form of exposure to the results of the situation that has been studied and presented in the form of narrative variants or recommendations for companies. The data collection used are interviews, observation, documentation and literature study. Assessment of the effectiveness and efficiency of the company obtained from data sources in the form of secondary data, namely the history and development of the company, organizational structure, data on the implementation of human resources and documents related to research and also obtained data sources in the form of primary data, namely financial reports on operational activities and interviews with company manager.</em></p><p><em>The results of the study indicate that the policies contained in the company towards employee activities are in accordance with what has been determined. It can be concluded that the operational activities of human resources at PT. Jabarti Abazas Prima has not been effective and efficient because there are still weaknesses that have resulted in hampering the development of the company.</em></p>

Pengaruh Staffing Sebagai Salah Satu Fungsi Manajemen di Mitra Jaya Company Terhadap Kinerja Karyawan

Mitra Jaya Company is a company located in Malang City and is engaged in animal husbandry by producing egg incubators. The descriptive statistical analysis and multiple linear regression analysis methods were used in this study. Based on these result, the recruitmen, selection, training, reward and punishment, as well as development simultaneously have huge impact on Mitra Jaya Company employee performance. The t-test results show a t-Cal 2,936 as well as a significance value 0,007 between the recruitment variable and the employee performance variable. Based on these results, the recruitmen have huge impact on Mitra Jaya Company employee performance. The t-test between the selection variable and the employee performance variable yielded a t-Cal 2,228 and a significance value 0.036 . Same as recruitment, the selection variables have huge impact on Mitra Jaya Company employee performance. The training variable's t-test generated t-Cal -0,149, with a significant value 0,883, indicating that the training variable has no impact on employee performance. Then t-test results on the reward and punishment variable including development obtained a t-Cal 1.699, with such a significant value 0,102 and a t-Cal 0.531 with significant value 0,601. Based on these results, the reward, punishment and development variables have no huge impact on Mitra Jaya Company employee performance.

Efek Moderasi Budaya Organisasi Untuk Peningkatan Kinerja Karyawan

Kinerja karyawan adalah hasil kerja seseorang dalam organisasi dan merupakan hal yang penting bagi suatu organisasi atau perusahaan. Beberapa hal yang dapatmempengaruhi kinerja dari seorang karyawan, diantaranya kompensasi, disiplin kerja dan budaya organisasi.Tujuan dari penelitian ini untuk menguji efek moderasi budaya organisasi pada pengaruh kompensasi dan disiplin kerja terhadap kinerja karyawan. Keterbaharuandalam penelitian ini adalah belum diketemukan penelitian sebelumnya yang membahas mengenai efek moderasi budaya organisasi pada pengaruh kompensasi dan disiplin kerja terhadap kinerja karyawan pada perusahaan yang bergerak dalam industri manufaktur di Banten.Batasandalam penelitian ini hanya untuk melakukan analisis besarnya pengaruh kompensasi, disiplin kerja, dan budaya organisasi terhadap kinerja karyawan pada perusahaan industri manufaktur di Banten.Metode penelitian adalah kuantitatif dengan menggunakan alat bantuan kuesioner dengan skala 1 sampai 10. sampel yang digunakan yaitu sebanyak 5 kali jumlah indikator yaitu sebanyak 110 orang respondenuntuk menguji tiga (5) hipotesis yang telah ditetapkan. Model Structural Equation Modeling dipergunakan untuk menguji signifikansi statistik koefisien jalur.Temuan hasil penelitian menjelaskan bahwa 1). kompensasi mempunyai pengaruh yang positif dan signifikan terhadap kinerja karyawan. 2). disiplin kerja tidak mempunyai pengaruh terhadap kinerja karyawan. 3). budaya organisasi mempunyai pengaruh positif dan signifikan terhadap kinerja karyawan. 4). budaya organisasi bukan sebagai pemoderasi pengaruh kompensasi terhadap kinerja. 5). budaya organisasi bukan sebagai pemoderasi pengaruh disiplin kerja terhadap kinerja.

Proposed Improvement of Talent Management in Regional-Owned Enterprises (BUMD) Services and Tourism in West Java Using Structural Equation Modeling Method

Ownership of quality human resources in the long term amid current conditions is the most important asset for the organization in maintaining its business. As was done by one of the local government companies in West Java. The company is engaged in services and tourism and implements a talent management system in preparing its human resources. Not only that, this program is carried out to improve the performance of the burglarized employees. Previous research stated that the existence of a good talent management design will have a positive influence on the performance of company employees, especially in some developing countries. Then it is known that the implementation of talent management in this company is still not accompanied by a good design. This condition causes companies to struggle to maintain the performance of their employees. Moreover, the absence of employee involvement also affects the improvement of employee performance. There have been many studies involving the influence between talent management and employee performance, but only a few have involved employee engagement factors in their research, especially in companies engaged in services and tourism. This study was developed to fill this out. The authenticity of this study lies in employee engagement as an additional factor in the model proposed from previous studies. This research then makes the employee engagement factor a mediating variable

Analisa Variabel Pengaruh Kinerja Karyawan Pada PT. XYZ menggunakan Regresi Linear Berganda

Many companies require good employee performance in order to achieve company goals, business competition is a trigger for companies to improve the performance of their employees. The variables used to determine the effect of the company's employee performance are discipline, compensation, work environment and training. This research was conducted on employees of PT. XYZ involved 60 respondents. This study uses a saturated sampling technique and uses a Likert scale. The analysis used was multiple linear analysis, with the regression equation Y = 16.349 + 0.068X1 + 0.001X2 + 0.159X3 + 0.287X4. The conclusions of this study are, (1) employee performance is not significantly affected by discipline, (2) employee performance is not significantly affected by compensation, (3) employee performance is not significantly affected by the work environment, (4) employee performance is significantly influenced by training, (5) Employee performance is influenced simultaneously by discipline, compensation, work environment and training.

The Effect of Safety Culture and Sense of Belonging on The Performance of Company Employees in Banten During the Covid-19

During the COVID-19 pandemic, companies experienced changes in working hours and faced different work situations from before the pandemic. One of the most important things to face these challenges is how to maintain the performance of the company's employees so that they continue to give their best performance. This is due to health threats, changes in the work system, and changes in the environmental conditions faced. The novelty of the study when compared with previous studies is that there are differences in exogenous variables. The researcher analyzed the influence of the safety culture and sense of belonging variables on performance, which was processed using SMART PLS to determine the magnitude of the influence of each variable indicator. The research method used is a quantitative method with a survey approach. This study used a sample of 66 people who were obtained by random sampling technique, had a minimum of one year of work experience and were permanent employees of the company. Each variable will be tested for convergent validity, discriminant validity, reliability, R2, and significance. The results of the research based on the value of R2 show that the culture of safety and sense of belonging has an influence of 24.6% on performance. The safety culture indicators have a significant effect on performance with a T count = 4.655, while the sense of belonging has a significant effect on performance with a T count = 3.451. Finally, it can be concluded from the results of research on employees of manufacturing companies in Merak Banten that both latent variables exogenous safety culture (X1) and sense of belonging (X2) with their indicators significantly affect performance (Y). This means that by increasing the culture of safety and sense of belonging, it will be able to improve employee performance in the company.

Organisational Learning Strategies and Employee Performance in Water and Sewerage Companies: Empirical from Nairobi City County, Kenya

Despite organisational learning strategies being focal in enabling employee’s development, Nairobi City Water and Sewerage Company is unable to employ organisational learning strategies for sustainable employee performance. Owing to the failures in addressing these concerns. this research accessed the manner in which organisational learning strategies related to employee performance in this company. The objectives of the research were to specifically establish the effect of; acquiring information, distributing information, interpreting information, behavioural and cognitive changes on the performance of public water utilities in Kenya. In its methodology, the research espoused descriptive research design as it used 374 senior officers of Nairobi City Water and Sewerage Company as its target population. The sample size drawn from this population was 112 respondents; accounting for 30% of the entire population. The research sought data from primary sources, which was collected through administration of structured questionnaire. Quantitative approach was employed in analysis to obtain descriptive statistics as well as inferential statistics. The inferential statistics were for testing existence of relationship and for predicting a study model. The study found that at 5% significance level, acquiring information there is a strongly positively significant effect on employee performance at Nairobi City Water and Sewerage Company, distributing information has a low significant negative effect on employee performance at Nairobi City Water and Sewerage Company, practising interpreting information at Nairobi City Water and Sewerage Company has a strong significant positive influence on its performance of employees, and behavioural and cognitive changes strongly significantly and positively affect performance of employee at Nairobi City Water and Sewerage Company. The study suggested new organizational learning approaches for implementation by Nairobi City Water and Sewerage Company to improve their employee efficiency and hence enhance their performance.

Faktor-faktor yang mempengaruhi kinerja karyawan di Kota Pekanbaru


 
 
 
 This study aims to examine : The influence of good corporate governance, organizational culture, motivation competence, leadership style and utilization of information technology on the employee performance. The study was conducted at companies in the Pekanbaru City.
 This research was conducted on 87 people who work in the 20 companies in the city of Pekanbaru. The results showed that: good corporate governance has influence on employee performance where in its implementation it will have a positive impact on the organization, organizational culture has a role in organizational growth that will support performance, motivation of each individual will encourage the achievement of organizational targets through good employee performance, competencies possessed by human resources also become Important factors in achieving organizational goals, leadership style and the use of information technology also has an influence in employee performance in companies of Pekanbaru City.
 
 
 
 
 

The impact of global change - the COVID-19 pandemic on the evaluation of employee performance in companies in the Czech Republic

Research background: Human resource management is a process that includes several consecutive phases. Employee performance evaluation is one of them. It is a starting point for rewarding employees as well as for several other personnel activities, such as personnel planning, job analysis, employee deployment, and more. The company may approach the evaluation of employee performance itself in different ways. Employee performance can be evaluated in different ways and with different frequencies. The setting up of the employee performance evaluation system is based on global and local conditions, corporate culture, and the needs of the company's management. Purpose of the article: The article aims discuss the approach of the companies in the Czech Republic to the evaluation of employee performance and to evaluate whether or not there have been any changes in this system due to the global pandemic COVID-19. Methods: The starting point of our research is quantitative data on companies in the Czech Republic, obtained by a questionnaire survey immediately before the COVID-19 pandemic and after its first year. Using the chi-square test the attitudes of these companies to the evaluation of employee performance and their changes as a result of COVID-19 are evaluated. Findings & Value added: Conclusions are drawn regarding changes in the system of employee performance evaluation, the method of implementation and frequency of evaluation, and its use in personnel work in the first year of the COVID-19 pandemic.