Employee Performance Measurement Research Articles

The Impact Of Motivational Factors And Task-Related Behavior On Employee Performance

This study aims to examine the influence of intrinsic and extrinsic motivation on employee task-related behavior and performance at PT. Admiral Lines. The background of this study is the instability of employee performance, so a study was conducted to determine the dominant motivational factors that influence employee task-related behavior and performance. The population of this study were employees of PT. Admiral Lines, with samples taken using purposive sampling techniques totaling at least 85 respondents. This study used a quantitative method with the Structural Equation Modeling - Partial Least Square (PLS-SEM) approach. The results of the study showed that intrinsic motivation has a positive influence on task-related behavior, but does not have a positive effect on employee performance. Conversely, extrinsic motivation has been shown to have a positive influence on employee task-related behavior and performance. In addition, task-related behavior also plays a significant mediation role in the relationship between motivation (intrinsic and extrinsic) and employee performance. These findings indicate that in order to improve employee performance, companies need to pay attention to motivational factors, especially extrinsic motivation, such as financial rewards and incentives, which have proven effective in influencing employee performance. After conducting the study, the researcher suggested expanding the population to the branches of PT. Admiral Lines which are located in other regions in Indonesia, in order to represent more answers from PT. Admiral Lines employees throughout Indonesia. In addition That way, you can add other supporting variables to measure employee performance such as job satisfaction and employee engagement or other relevant variables as research innovations. Keywords : intrinsic motivation, extrinsic motivation, task-related behavior, employee performance

Turnover Intention’s Employees Retail: The Role Performance And Work Engagment

This study aims to determine the effect of employee performance and work engagement on turnover intention both partially and simultaneously at retail organization. This research uses a quantitative approach. The sampling used is accidental sampling through google form with a total of 496 respondents of retail organization employees. Employee performance measurement tools are measured by the Individual Work Performance Questionnaire (IWPQ) of 18 items. Work engagement is measured by the Utrecht Work Engagement Scale-9 (UWES-9) with a total of 9 items. Turnover intention was measured by Turnover Intention Scale (TII) by Mobley with 3 items. Data were processed using Jamovi 2.4 software with multiple linear regression models. Hypothesis testing results show that employee performance has no effect on turnover intention. While the work engagement variable has a negative effect on turnover intention. Simultaneously, employee performance and work engagement positively affect turnover intention by 6.7%.

TINJAUAN PUSTAKA: DAMPAK TEKNOLOGI INFORMASI DAN KOMUNIKASI (TIK) PADA PRAKTIK MANAJEMEN SUMBER DAYA MANUSIA DI ERA DIGITAL

This study examines the effects of Information and Communication Technology (ICT) on employee performance measurement and appraisal, focusing on how ICT can improve the accuracy and fairness of evaluations. The research methodology employed is a comprehensive literature review. Relevant articles published in Indonesian from 2019 to 2023 were retrieved from the GARUDA database. Keywords and phrases related to ICT and performance were used to search for abstracts or full-text journal articles. These were then reviewed and analyzed according to specific criteria. The results of the review of 15 journals over the past 5 years highlight 7 key points: 1) Enhanced Performance Monitoring through Real-Time Data, 2) Integration of Performance Management Systems with HR Functions, 3) Use of Artificial Intelligence for Personalized Feedback, 4) Streamlining of Evaluation Processes through Automation, 5) Adoption of Standardized Performance Metrics, 6) Employee Engagement through Interactive Feedback Mechanisms, 7) Secure Data Storage and Confidentiality.

Study of employee performance measurement, evaluation and management practices in tourism and catering companies in Szeklerland(with special reference to Harghita county)

As a resource, people are one of the most important factors in the modern economy. From a subjective measurement approach, it can form the basis of business performance measurement. In this research, I am looking for answers to the question: what does business practice show, and how consistent is it with theoretical findings? The results of the research show that companies operating in the hospitality sector in Harghita County are consistently aware of the fact that employee performance contributes greatly to company performance. For this very reason, employee guidance, performance monitoring and feedback are considered significantly important. Employee performance is measured and evaluated informally, often on a monthly basis. The standardised, formal form of measurement, on the other hand, is only done annually, from time to time when necessary. However, its frequency increases significantly with the size of the company. Companies are moderately satisfied with the current employee performance measurement and evaluation. They are therefore aware that there is room for improvement. In their opinion, the introduction of a performance management system in the future would make a significant contribution to solving the problems discussed in the research. In doing so, it would also contribute to the improving of the company's business performance at the same time. Our development objective could be to provide guidance in this area for the future.

Modelling the Combined Effect of Green Leadership and Human Resource Management in Moving to Green Supply Chain Performance Enhancement in Saudi Arabia

Previous research has been limited in examining the causal relationship between green transformational leadership (GTL) and green supply chain management (GSCM), with the intermediary influence of green human resource management (GHRM), within the pharmaceutical sector of the Kingdom of Saudi Arabia (KSA). This gap persisted despite the recognition in Saudi Vision 2030 of logistics, specifically, supply chain management (SCM), as fundamental to the national development agenda, given that contemporary competitiveness lies in the efficacy of supply chains (SCs) rather than individual companies. Moreover, the achievement of economic progress hinges significantly on how well these accomplishments align with sustainability demands and obstacles. This paper aims to investigate the extent to which GTL fosters GRHM practices to enhance the maturity of GSCM performance in the pharmaceutical industry in the KSA. In other words, the research goal is to explain the variance of GSCM due to GHRM and GTL. Drawing upon the Resource-Based View (RBV) and the Ability–Motivation–Opportunity theory (AMO), GTL can enhance many aspects of GHRM, such as employee performance measurement, training content design, recruitment criteria, and green-based rewards policies, which positively influence GSCM practices. The methodology employed is deductive and translated into a questionnaire derived from a comprehensive review of the existing literature. This questionnaire was subsequently tested through the collection of 111 responses from pharmaceutical companies operating in the KSA. The results show the critical effects of GTL and GHRM on GSCM in this sector. The research provides fresh theoretical perspectives and actionable recommendations based on the outcomes. As for originality, this research explores the contribution of transformational leadership and green human resource management in enhancing SC sustainability. The research provides directions for future research to investigate the mediating or moderating impacts of other significant factors, such as green thinking or eco-friendly behaviour, on SCM sustainability. As for practical implications, this research came up with an in-depth understanding of SC managers and professionals regarding their practices related to sustainability.

The Role of Knowledge Sharing, Job Stress, Mutations and Motivation in Improving Employee Performance

Organizations need to measure employee performance to determine the level of individual and organizational achievement, as well as a basis for career development, performance improvement, giving rewards and sanctions, and salary payments. Motivation is an important factor in encouraging employees to achieve organizational goals. However, motivating employees can be a challenge because each individual's preferences and motivational factors are different. Good mental health, where individuals are able to deal with stress and work productively, also play a role in performance. Employee transfers, which are based on leadership commitment and statutory regulations, can influence performance by placing employees in positions that are in accordance with their competencies. Knowledge sharing among employees, influenced by organizational culture and leadership support, can improve performance by facilitating access to information and experience. This article examines the influence of knowledge sharing, work stress, transfers, and motivation on employee performance.

An Accountant's Perspective in Assessing Behavioral Accounting in Aspects of Decentralization and Employee Performance Evaluation

This research aims to present an in-depth literature review related to the role of accountants in assessing behavioral accounting in the decentralization aspect and evaluating employee performance in organizations. The focus of the research involves understanding accountants' views regarding performance measurement in a decentralized context. This research examines several research articles regarding behavioral accounting in the aspect of decentralization and performance evaluation by collecting data using documentation methods in the form of primary and secondary data. The collected data is then analyzed according to theory to draw a conclusion that shows the research objectives. The results of this research show that Behavioral Accounting is used by companies to measure employee performance but is not widely used for decentralization aspects because there are still many companies that do not place decision-making authority in branch management. Decentralization also has no influence on measuring employee performance or managerial performance. Employee behavior is used more to measure performance which is related to the employee's own incentive assessment.

The Influence of Work-Life Balance and Transformational Leadership on Employee Performance in Teleworking Environment

Influence of work-life balance and Transformational leadership on employee performance in a teleworking environment. During the pandemic era, the teleworking policy had to be implemented, but afterward, this policy was still being implemented. It becomes interesting to measure employee performance in a teleworking environment, especially the important elements that influence employee performance such as transformational leadership, work-life balance, and job satisfaction. Previously, there may have been a lot of research on the relationship between these variables, but only a few have discussed the relationship between these variables in the teleworking environment. The research was conducted on 150 employees in companies that implement teleworking. Quantitative research using primary data from distributed questionnaires. Data analysis using the SEM model concluded that transformational leadership and work-life balance have a significant and positive effect on employee performance, either directly or through job satisfaction.

Measuring Employee Performance Post Pandemi Covid-19 View From Motivation, Competence, Discipline and Work Environment at Palang Merah Indonesia (PMI) Klaten Regency

This study used a quantitative descriptive approach. The author chooses to use this quantitative descriptive method to determine the amount of influence and significance between the variables of competence, motivation, work discipline, culture and work environment on employee performance. The research was conducted at the Indonesian Red Cross Office (PMI) Klaten Regency which is located at Jalan Veteran No. 80 North Klaten, Klaten - Central Java 57431, Indonesia, the research time was carried out for 6 (six) months. The population in this study is all PMI employees of Klaten Regency totaling 60 people. The sample taken in this study was as many as 60 respondents The sampling technique used in this study was a census technique. The census method is a sampling technique when all members of the population are used as samples. After getting answers from respondents, the data is then processed using multiple linear regression analysis tools with the help of SPSS 23 software. Based on the results of the discussion above, the following conclusions can be drawn that have a significant effect on the performance of PMI Employees of Klaten Regency after the Covid-19 Pandemic. However, it did not have a significant effect on the performance of PMI Employees of Klaten Regency after the Covid-19 Pandemic

Implementasi Akuntansi Sumber Daya Manusia Pada PT. Perkebunan Nusantara III (Persero) Medan

Human resource accounting is considered strategic because employees are not only considered as operational costs, but also as assets that make a real contribution to the company's success. This means that human resource management does not only revolve around recording employee-related expenses, but also involves measuring the added value provided by the workforce towards achieving company goals. This research uses a descriptive qualitative research method, in the research "Implementation of Human Resources Accounting at PT. Perkebunan Nusantara III (Persero) Medan," this research will focus more on an in-depth understanding of various aspects of the implementation of human resources (HR) accounting in the company. . It can be concluded that this company has succeeded in managing human resources (HR) through the human resource accounting function with a structured approach. Involving employee performance measurement, value identification, and contribution costs, the company shows a commitment to measurable HR management. The strategy aims to create an environment where employees feel valued and can make significant contributions.

Analysis of Employee Performance Indicators Using the Human Resource Scorecard Approach and Analytical Hierarchy Process

Measuring employee performance is important for companies to carry out their business processes to meet people's electricity needs. This research aims to determine the most important indicators that can improve employee performance using the Human Resource Scorecard (HRSC) method approach and weighting using the Analytical Hierarchy Process (AHP). To find out the most important indicators, they are determined by accumulating key informant assessments in this research which are then analyzed using AHP with the help of the superdecision application. The research results show that the main perspective that must be considered is the customer perspective which has the highest priority weight. Then for each perspective on the HRSC theoretical approach, the key performance indicator (KPI) that PT PLN Pusmanpro Semarang must prioritize based on the highest priority weight is the KPI Reward amount (0.024351) in the financial perspective, KPI speed of service (0.134916 ) from the customer perspective, KPI for the number of projects implemented (0.023622) from the internal business process perspective, and KPI for increasing employee understanding of their job descriptions (0.035857) from the learning & growth perspective. To be able to improve the performance of its employees, PT PLN Pusmanpro Semarang must consider each of the most important indicators from each HRSC perspective.

Clockify and BOT Telegram Integration in Employee Performance Measurement Applications Development

Employee performance can go up and down without realizing it because of an understanding of the concept of performance and concern for the achievement of underperformance. Poor performance decreases productivity and if left unchecked, employees can be judged as not credible in carrying out their work. The Organization has not paid attention to these employee performance issues because there is no reporting system that allows employees to track the ups and downs of performance based on their operations (productivity). The Clockify app as a daily operational tool cannot be used as a benchmark for performance improvement or decrease, so it does not offer any real motivation for employees to gradually improve. Quantitative data analysis was carried out based on informant interviews, employee observations of Clockify, and studies of Clockify output documents themselves. This research aims to identify the problem and develop a system to solve it. It is a system to complement Clockify's capabilities in visualizing employee performance and preventing continuous decline due to unconsciousness. Build an employee productivity reporting system using Google Apps Script, Telegram Bot, and Clockify to present productivity reports in a graphical representation instantly and systematically, helping employees see performance as an increase and decrease and preventing continuous decline with a productivity analyzer service that calculates employee productivity based on a quantity of daily work that can be tracked and accounted for accuracy

Implementation Of Balanced Scorecard In Measuring Employee Performance In The Public Sector

Balanced scorecard is one approach used to measure the performance of a company's operations, especially in Human Resources. This study aims to find out how effective the Balaced Scorecard method is in public sector companies. As we all know that the Balanced Scorecard is an analytical tool to determine employee performance and has 4 effectiveness, namely customer perspective, learning finance and growth. In this study the method applied is qualitative, while the analytical technique used is descriptive qualitative. The use of the Systematic Literature Review (SLR) method is carried out by reviewing and identifying journals systematically which in each process are reviewed and analyzed to find out how efficient and effective the Balanced Scorecard approach is used as a measurement in an effort to determine the performance of an employee in the scope of the Public Sector. The nature of this study is descriptive analysis, then elaboration / description so as to produce accurate information for future researchers. The results showed that employee training is very effective in measuring a company's performance through the Balaced Scorecard method to improve the realization of the organization's vision and mission.

ATTITUDES TOWARDS THE APPRAISAL OF ACADEMICS’ EMPLOYMENT PERFORMANCE IN PUBLIC UNIVERSITIES IN SRI LANKA

This study examined the attitudes toward the performance appraisal of academics of public universities in Sri Lanka. The sample was selected using stratified and simple random sampling techniques. The sample size was 300 and it was allocated proportionately based on the designations of the teaching staff: Professor, Senior Lecturer and Lecturer. A questionnaire was used as a tool to gather the required data from the sample. The study employed a descriptive-analytical method and Principle Component Analysis (PCA) for analysing the quantitative data. According to the information which is sent by the respondents through open-ended questions of the questionnaires, the study revealed the need for a proper appraisal method to measure employee performance. Results of the descriptive analysis indicated the nature of the demographic characteristics of the respondents and their performance and achievements in the higher education field. Using PCA constructed three models for attitudes on existing methods related to promotion and motivation, socialization and orientation, and performance appraisal of academic staff members. Total variation of existing promotion and motivation methods, socialization, and orientation, the current performance appraisal method was described as 91.92%, 82.96%, and 94.13% respectively. The study concluded the importance of a proper appraisal method to measure the academic performances and administrative performance of members of the academic staff of the public universities in Sri Lanka.

Employee performance: The role of competence, organizational culture, and motivation

Purpose-A company's internal and external elements might affect employee performance. This study focuses on how motivation, organizational culture, and competence influence employee performance. Design/Methodology/Approach- The study population consisted of all employees at PT. Telkon Indonesia Regional VII. Data for this study was collected through questionnaires and 54 respondents were collected. The data analysis of this study was processed using the SPSS 25 statistical tool. Findings-The findings showed that PT. Telkom Indonesia Regional VII employees' performance is positively impacted by competency and organizational culture. However, motivation shows the opposite effect on PT. Telkom Indonesia Regional VII employees' performance. These findings suggest that encouraging a positive company culture and increasing staff competency can both enhance employee performance. However, motivation had an insignificant effect on increasing employee performance in this study. Research limitations/implications-For every company, it should be necessary to improve or optimize competence, work culture, and motivation in order to encourage morale which ultimately affects employee performance. This finding shows that improving employee performance can be done in various ways including internal and external aspects of the company. Originality/value-Study of employee performance in service business, especially PT. Telkom Indonesia Regional VII is still quite limited. Previous research similar to this study in measuring employee performance using different indicators and different objects.

Design Performance Appraisal for Contractor Employee Using Behaviorally Anchored Rating Scales and Analytical Hierarchy Process Methods

Human resources are essential for an organization's functioning and contribute to its progress by being of high quality. The quality of human resources is reflected in optimal performance. One of the activities to measure employee performance is by conducting performance appraisals. PT. Bintang Sejahtera Putra is a company engaged in fabrication services, such as mechanical contracting and electrical. The issue faced by the company is the absence of a performance evaluation system that can assess employees from both the company's and the client's perspectives. This research aims to design an employee performance appraisal system from both the company's and the client's perspectives, using the Behaviorally Anchored Rating Scale for determining critical incidents and the Analytical Hierarchy Process as a weighting method. This study results in two evaluation systems: from the company and the client. The criteria used in the company's evaluation system include job quality 12.97%, work targets 17.01%, discipline 8.86%, responsibility 6.26%, attendance 11.84%, work attitude 6.17%, cooperation 5.53%, initiative 3.07%, leadership 3.17%, and job knowledge 7.50%. Meanwhile, the criteria used in the client's evaluation system is the client perspective with a weight of 17.61%. The client's perspective criteria result in several sub-criteria, namely neatness 19.76%, satisfaction 49.05%, and service 31.19%.

The Effect of Compensation and Competence on The Performance of AD HOC Employees at The Ogan Ilir District Election Commission

This study was conducted to determine the effect of compensation and competence on the performance of ad hoc employees at the General Election Commission of Ogan Ilir district. The population in this study is all ad hoc employees of KDP for the 2024 election at the Ogan Ilir Regency KPU which amounts to 80 employees and 5 commissioners to measure employee performance. So the total population in this study is 85 employees and all of them are samples used in this study using the census method. The results of multiple linear regression analysis show that compensation and competence have a positive and significant effect on employee performance. Compensation, agencies can provide salaries that are differentiated based on the level of education of employees so that employees who have a higher level of education can have a more adjusted salary difference. Competence, the role of superiors in providing motivation and morale, in addition, the provision of material, direction or training in accordance with employee needs as a provision for employees in facing challenges and changes that occur.

Research and Application of Performance Pay Platform Construction for College Teaching Staff Counting and Multi-scale Feature Fusion Networks

Abstract In this paper, a multi-scale feature fusion network is constructed by combining U-Net and Densebox algorithms, and feature extraction is performed by the deep residual network (ResNet). Taking colleges and universities as an example, a teacher reputation incentive model combining a multi-scale feature fusion network is established based on marginal productivity. The multi-scale feature fusion network is proposed to be used to realize the employee performance measurement level and personal appraisal system in the salary performance appraisal platform for teachers in colleges and universities. The appraisal test analysis of the teacher team’s performance and salary was carried out with the teacher team of School G as an example. The results show that the starting salary points of B1, C1, and D1 of the teacher team of school G are 2250, 1650, and 1260, respectively, in which the median difference in salary value between the highest grade B1 (9618) and the lowest grade I2 (784) is 8834 yuan. The performance pay management platform constructed in this paper effectively provides incentives and promotes the high-quality development of the university teaching team through strict assessment and fair distribution.

Pengaruh Kompensasi, Motivasi, Dan Lingkungan Kerja Terhadap Kinerja Karyawan Di Jakarta Timur

This research aims to analyze and understand the influence of compensation, motivation, and work environment on employee performance within a company. The study was conducted using a quantitative approach involving respondents from various hierarchical levels working in companies located in East Jakarta. There were 100 respondents involved, enabling the measurement of compensation levels, motivation, work environment, and employee performance. The data analysis technique employed in this research was SEM PLS (Structural Equation Modeling - Partial Least Squares), performed using SmartPLS 4.0 software. The data analysis methods encompassed measurement model analysis, structural model analysis, and hypothesis testing of direct influences. The results of the data analysis indicate that employee compensation has a significant positive influence on employee performance. Motivation also exhibits a significant positive impact on employee performance. A positive and significant effect on improving employee performance is observed with a favorable work environment. Additionally, the compensation variable was found to have a significant positive influence on employee performance. These findings hold crucial implications for organizational practitioners in designing policies and programs related to the development of compensation, motivation, and work environments to encourage employees to deliver maximum performance for the company.

Pentingnya Peningkatan Kinerja Pegawai pada Kantor Kelurahan Kepala Dua Wetan Kecamatan Ciracas Jakarta Timur

Human Resources (HR) in an organization are people who work in an organization who are often called employees. Human resources are the most valuable asset in government organizations, without human resources the resources in the organization will not be able to produce optimal performance. Employee performance is the work results achieved by employees within a certain period of time to achieve a goal. The aim of this writing is to determine the increase in employee performance at the Head of Dua Wetan Village Office, Ciracas District, East Jakarta. The research results from this paper are that the success of an organization is largely determined by the quality of human resources or the people who work in it. Measuring employee performance at the Head of Dua Wetan Subdistrict Office, Ciracas District, East Jakarta, through: Quality, Quantity, Use of time and Collaboration. Efforts by the Head of Dua Wetan Subdistrict Office, Ciracas District, East Jakarta to improve employee performance are carried out through Sharing Sessions, holding education and training, mental guidance and placing human resources according to organizational needs, consistent enforcement of codes of ethics and/or behavior so that they can continue to develop in line with increasingly high development activity and demands to fulfill public interests.