Employee Performance Measurement Research Articles

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.

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.

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.

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

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

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.

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.

The Application of Data Mining Techniques in Employee Performance Assessment

Employee performance assessment is a powerful standard for measuring talent, and many companies pay more attention to the assessment of employee performance. Currently, there are many kinds of methods for employee performance evaluation. This leads to deficiencies in the data accuracy and data mining of current performance research. Therefore, to enhance the deep-level mining of performance data, the advantages of using methods are emphasized. This research uses data mining technology to measure employee performance and builds an improved ID3 decision tree algorithm model based on data mining technology, which can measure deeper employee performance. The experimental results show that the algorithm model is able to measure employee performance well, the accuracy of the decision tree algorithm is 93.2%, and the accuracy of the improved algorithm is 95.3%, so the improved algorithm is 39 ms shorter than the traditional algorithm in building the decision tree, and the algorithm accuracy is 2.1% higher. This shows that the improved decision tree algorithm of data mining technology can improve the precision and accuracy of employee performance evaluation.

PENGUKURAN KINERJA KARYAWAN PADA PT HT MANUFACTURING

This research focuses on measuring the performance of employees at PT HT Manufacturing, a company producing fishing bait and equipment. The study aims to assess employee performance in the Painting department and identify potential areas for improvement. The current performance measurement system is found to be subjective, emphasizing financial targets only. The theoretical framework discusses the concept of performance, performance measurement, human resources management, and the Human Resource Scorecard (HRSC). The HRSC is an important tool for measuring and managing the strategic contributions of human resources to achieve the company's objectives. The research methodology used is a survey, employing questionnaires and interviews to collect data from 24 employees in the Painting department. Data validity and reliability are tested using statistical analyses like correlation and Cronbach's alpha.
 The findings reveal that most indicators used to measure employee performance are valid and reliable. However, one indicator related to measuring performance between employees and their superiors is found to be invalid. The research concludes that the company's performance measurement needs improvement, and employee training plays a crucial role in enhancing job satisfaction and overall performance.Overall, this study provides valuable insights into the performance measurement process at PT HT Manufacturing and offers recommendations for enhancing employee performance and job satisfaction through effective training programs.

Strategi Kepemimpinan Kantor Kementerian Agama Kabupaten Bekasi

This abstract aims to determine the profile of the office of the ministry of religion in Bekasi Regency, formulating strategies, implementing strategies, evaluating leadership strategies. The method used in this research is a descriptive method with a qualitative approach. The results of the study show that the office of the ministry of religion in Bekasi Regency implements an operational strategy in its leadership, which is indicated by the indicator that the ministry operates existing resources through special indicators, where the division's ability to recruit human resources through special capabilities determined based on SOPs. In addition, through the operational strategy, it was found that the measurement of employee performance was carried out by the office of the ministry of religion in Bekasi Regency as seen from the results of the reports that were monitored every day, so that the strategy was expected to greatly affect the leadership process to realize the ministry's vision and mission.

Kajian Teori Pengendalian Manajemen dan Pengukuran Kinerja Strategis

In this study, we will try to discuss management control, where management control is an important thing for companies to do to help achieve their goals. This study uses a qualitative descriptive research method by conducting an exploratory study of the literature. The data collection technique uses library study techniques. Literature study is an activity of collecting data from various sources or literature needed in research such as documents, books, magazines, historical stories, and so on. Management control is a system in determining the strategy implemented and efforts to achieve organizational goals through the control function of every activity that occurs. Another element that can be expected to support the achievement of a company's goals is the measurement of employee performance. Good management control will improve the performance of employees in the organization and increase investment opportunities.

A STUDY ON EMPLOYEE ATTITUDE TOWARDS WELFARE MEASURES AND ITS INFLUENCE ON PERFORMANCE AT KSRTC, KOLAR

Employee welfare measures refer to various initiatives, benefits, and programs that organizations implement to promote the well-being and overall quality of life of their employees. These measures are designed to go beyond basic compensation and address the broader needs and concerns of employees both inside and outside the workplace. This study investigates the employee attitudes towards employee welfare measures and their influence on performance within the KSRTC, Kolar district. Employee welfare measures play a pivotal role in enhancing employee satisfaction and motivation, consequently impacting individual organizational performance. The study employs a descriptive research design, incorporating surveys to gather data from the 80 employees of KSRTC. The primary objectives of this initiative within KSRTC are to identify and prioritize influential welfare measures for its employees, evaluate the effectiveness of existing welfare measures and measure employee performance and culture of continuous improvement within the organization. KEY WORDS: Employee welfare measures, work satisfaction, organizational performance, employee productivity.

Pengaruh Kepemimpinan, Kompetensi dan Organizational Citizenship Behavior terhadap Kinerja Karyawan dengan Motivasi sebagai Variabel Intervening pada Bank Sumut Syariah Cabang Brigjend Katamso


 Human resources are an important factor for the company, because they serve as a driving force for the company's operations. Factors that can measure employee performance are leadership, competence, organizational citizenship behavior (OCB), and motivation. The purpose of this study was to find out how much influence leadership, competence, organizational citizenship behavior (OCB), and motivation have on employee performance at Bank Sumut Syariah Brigjend Katamso Branch. This study uses three independent variables, namely leadership, competence, and organizational citizenship behavior (OCB). Motivation as an intervening variable and employee performance as the dependent variable. The sampling method uses saturated sampling technique. The samples obtained were 30 respondents. The results showed that leadership had no significant effect on motivational variables, competency variables had a positive and significant effect on motivational variables, organizational citizenship behavior had a positive and significant effect on motivational variables, leadership variables had no significant effect on employee performance variables, competency variables had no effect positive and significant on employee performance variables, organizational citizenship behavior variable has no positive and significant effect on employee performance variables, motivational variables have no positive and significant effect on employee performance variables, leadership variable through motivational variables indirectly does not have a positive effect on employee performance variables, competency variable through motivational variable indirectly has no positive effect on employee performance variable, organizational citizenship behavior variable through motivational variable indirectly has no significant positive effect on employee performance variable.
 Keywords: leadership, competence, organizational citizenship behavior, employee performance, motivation

Analisis Penilaian Kinerja Karyawan pada PT. La Vida Herculon

Performance appraisal of employees is one important aspect in human resource management within a company. An effective performance appraisal process can provide significant benefits, such as identifying employees' strengths and weaknesses and measuring individual contributions to company goals. PT La Vida Herculon has implemented employee performance appraisal as one instrument to measure employee performance. This study involves observation, interviews, and analysis of the existing performance appraisal process in the company. The research also refers to current theories and practices in human resource management and performance appraisal to support the analysis and recommendations presented. The hope is that this research can provide a deeper understanding of employee performance appraisal at PT La Vida Herculon and make a positive contribution to the development of a more effective and relevant performance appraisal system aligned with the company's needs. With an increased understanding of the importance of effective performance appraisal, PT La Vida Herculon can create a more productive work environment, motivate employees to develop, and enhance overall company goal achievement. Through this research, it is expected to provide useful information for PT La Vida Herculon in improving the employee performance appraisal system and achieving competitive advantage in this increasingly competitive industry.

The Relationship Between Job Satisfaction and Employee Performance

The aim of the present research was to study the relationship between job satisfaction and performance of employees working in a private sector organisation of Surat, Gujarat. For the purpose, fifty participants (N=61) were selected as a sample from private organisations of Surat, Gujarat. Employee were selected through convenience sampling method to measure job satisfaction “The Job Satisfaction Survey (JSS)” was used to measure its impact on the performance of employee “The 5-point Performance rating scale” employee performance scale was used to measure employee performance “Task Performance Scale (TPS), Contextual Performance Scale (CP) is used. This research was conducted on 50 employees and managers ranging from the age group of 24 to 40 years. This research hypothesised that satisfied employees tend to perform more efficiently at work as compared to dissatisfied employees. The result indicates, there has been a positive relationship between job satisfaction and employee performance, correlation coefficient came out to be 0.339 (p=0.01). Keywords: Contextual performance scale, Counterproductive work behaviour, Employee, Job satisfaction, Performance, Task performance scale,

Measuring Employee Performance by Competence and Self-efficacy

Telecommunication companies that always update themselves, demand optimal employee performance. Increased employee competence can be associated with self-efficacy of self-efficacy in doing work to be able to make increased performance achievements. The purpose of this study was to determine the effect between variables, namely competence, self-efficacy and employee performance. This study uses a quantitative approach using a sample of 206 employees at a telecommunications company. The analytical technique used in this research is path analysis with the help of the partial least square–structural question model (PLS-SEM) program. The results showed that there was an influence between the three variables: competence, self-efficacy and employee performance. Competence affects self-efficacy and employee performance. While self-efficacy affects employee performance and competence affects employee performance through self-efficacy.