Employees Of Company Research Articles

Personnel certification as a component of the business process of development of employees of it companies

The article examines the main theoretical aspects of employee certification. It analyzes the approaches to applying the definition of certification as an element of professional training for employees, as well as a permit to use specific software or other tools that are an element of protection and regulation in the labor market. Based on various sources, the author systematizes the classification of certification types according to various division criteria, in particular: by type, by the number of levels, and by the origin of materials. Based on the current situation in the IT industry, a list of advantages and possible disadvantages of certification of employees of modern Ukrainian IT companies is determined. The primary certification areas are identified: «soft skills», «hard skills», and the subject area of the unit's functioning. Among the main advantages of certification of employees of IT companies are the following: advanced training of current staff, standardization of own training programs, the ability to prove to external stakeholders the level of staff qualifications, and the simplification of recognition of the level of skills in certain areas. Typical shortcomings in the certification process are that the knowledge and skills acquired during certification are not always used in practice; there is no standard international certification for many industries/topics/elements; some courses are extensive and time-consuming; and some programs require certain significant restrictions (experience, qualifications). The multi-stage certification business process involves determining the need for certification by collecting the necessary information. Based on the list of potential areas of certification, available resources, and other components, an annual certification program is formed, and employees are motivated to improve their knowledge and skills. In the professional certification process of IT company employees, current feedback and, most importantly, summarizing the certification results and fair rewards based on its results are essential. The article provides conclusions and prospects for further research. Keywords: employee certification, staff development, business process, types of certification, IT company

The Impact of Exclusive Talent Management Philosophy on Employee Engagement in ABC Company

This study investigates the effects of exclusive talent management philosophies on employee engagement within Company ABC, a multinational private healthcare corporation. The research focuses on how talent management strategies influence employees' levels of engagement. Company ABC, facing significant business challenges due to its dominant exclusive talent management strategy, emphasizes external recruitment and the development of a small group of high-potential employees. This approach has led to a decline in morale, employee engagement, and perceptions of fairness, as employees feel undervalued and overlooked. Primary data were collected through surveys administered to 104 Company ABC employees, ranging from entry-level to junior managers. The study employs quantitative analysis to assess the relationship between the company's talent management philosophy and employee engagement levels. Pearson Correlation technique was used to analyze the data. Findings reveal a negative correlation between exclusive talent management and employee engagement, indicating that a focus on a small group of employees can lead to feelings of exclusion and decreased motivation across the workforce. The thesis concludes with recommendations for Company ABC to transition to a more inclusive talent management approach. It advocates policies ensuring fair and equal treatment, development opportunities for all employees, and a culture that values diversity and inclusion. These changes are expected to enhance overall engagement, satisfaction, and organizational performance, aligning talent management with long-term business success.

Peningkatan Trust Berbelanja Online pada Mahasiswa Perguruan Tinggi di Wilayah Bandung Berbasis Information Privacy Concern Dan Privacy Policy

Before entering the era of online shopping, previously information systems were only intended for internal company parties such as company employees. In this era of artificial intelligence, accounting information systems are also operated by consumers. Consumers operate information systems to be able to complete purchases of goods or services online. Based on research results through mass media, it is known that consumers' current shopping tendencies are more towards shopping online. The reason consumers tend to prefer shopping online is because the prices offered by online companies are cheaper and they save time shopping. When consumers make online shopping transactions, concerns arise about sharing personal data with e-commerce companies. These concerns include the use of consumers' personal data by e-commerce companies. This research is descriptive verification research using a survey approach. This research is classified as quantitative research. The respondents who will be studied in this research are students spread across universities in the city of Bandung. The data analysis method uses SEM-PLS. The results of the research show that information privacy concerns have a significant negative influence on trust, privacy policy has a significant positive influence on trust and simultaneously information privacy concerns and privacy policy have a significant positive influence on trust. So it can be concluded that if there is an increase in information privacy concerns and privacy policies, it will have an impact on increasing trust in online shopping for university students in the Bandung City area.

Analysis of factors affecting employee productivity

Purpose-Internal and external factors can affect employee productivity. This study examined the relationship between occupational health, safety, and work environment, which is thought to affect employee productivity. Design/Methodology/Approach-The study population focused on the employees of the Semen Merah Putih Branch Company. The research data was collected through questionnaires administered to all employees, totaling 47 respondents. The research data were then processed using SPSS. Findings-Occupational health, safety, and working conditions all had a favorable impact on employee productivity. That is, when workplace support systems and occupational health and safety policies are implemented as effectively as possible, productivity at work will rise, thereby enhancing company performance. Research limitations/implications-Every business actor needs to focus on optimizing occupational health and safety to encourage increased employee productivity. To support this, business actors must also pay attention to other factors, such as creating a comfortable and safe work environment, to maximize efforts to achieve employee productivity. Originality/value-Currently, there is a dearth of research on employee productivity, especially for companies engaged in the industry. Previous studies of employee productivity have examined the internal and external aspects of employees, such as motivation, leadership, and organizational culture.

STRATEGIC PLAN FOR INTERNAL EMPLOYER BRANDING AT INDONESIA TELECOMMUNICATION COMPANY FOR THE PERIOD 2024-2025

Purpose: Amidst ongoing changes, employer branding is crucial for attracting and retaining top talent. Given the competitive job market, it's essential to establish the company as an appealing workplace. This study aims to develop an internal employer branding strategy for Company for 2024-2025 by analyzing current practices and identifying key areas for improving the employee value proposition, ultimately enhancing the company's attractiveness to employees. Methodology: This study utilizes a mixed-methods approach, comprising qualitative descriptive methods through interviews and survey with Company management and employees, and quantitative data collection via surveys distributed among employees, using a Likert scale to evaluate the importance and performance of the company's EVP. Findings: The research findings will demonstrate the critical importance of employer branding for both internal and external facets of the company. It will highlight the significant benefits of implementing employer branding internally as a corporate strategy for effective employee retention and management. Additionally, the insights gained will be invaluable for the company to understand employee expectations and fulfill promises to employees as an employer. Originality/Value: This research constitutes a valuable contribution to the literature on employer branding by reinforcing the pivotal role played by employer branding and corporate reputation as instrumental factors in the attraction and retention of employees within the organizational framework.

Impact of Premenstrual Syndrome on Productivity in a Pressure Cooker Manufacturing Industry

Background: Premenstrual syndrome (PMS) is a condition that affects a woman's emotions, physical health, and behaviour during certain days of the menstrual cycle, generally just before her menses. Past studies show that PMS harms daily activities. This study assessed the impact of PMS on work-related quality of life. Objectives: The study aims to conduct a premenstrual syndrome assessment, assess its impact on productivity, and provide a baseline premenstrual syndrome and Work-Related Quality of Life assessment so that subsequent assessments can be compared and interpreted. The study also aims to link the effectiveness of control measures, welfare programs, and employee engagement, promoting employee well-being and individual productivity. Methods: This cross-sectional study was conducted among the women employees of a pressure cooker manufacturing company. 71 eligible women employees were included in this study. Screening for premenstrual syndrome was done using a validated premenstrual syndrome (PMSS Scale), and the impact of premenstrual syndrome was assessed using a work-related quality of life scale (WRQoL). Results: Around 23% of participants had premenstrual syndrome, and 75% had good work-related quality of life. Around 88% of the study participants without premenstrual syndrome had good work-related quality of life, whereas among the participants with premenstrual syndrome, around 36% only had good WRQoL. Conclusions: This study’s results showed that one in four women employed had premenstrual syndromes. The majority of the participants had good work-related quality of life, but women employees with PMS had significantly lower quality of life.

Determinants Factors Turnover Intention of Employees In Trading and Furniture Manufacture Company

Determinants Factors Turnover Intention of Employees In Trading and Furniture Manufacture Company

Pelatihan Manajemen Keuangan Internal dan Utang Kepada Karyawan Pt. Anak Rantau Riau

Good financial management has a very important role in the long-term success of a company. However, currently, there are still many companies that experience problems in terms of managing their company's finances, one of which is PT. Anak Rantau Riau. This company is a service and goods company engaged in sports, namely fitness and workout sports. PT. Anak Rantau Riau experienced problems in the form of differences between the money received in the company account and the revenue recorded in the point on-sales system and several times made payments twice for the same invoice. Seeing this, of course, there needs to be steps to follow up so that nothing like that happens in the future. To follow up on this, discussions with company employees were held to determine what platforms and techniques were suitable and easy to implement to overcome the company's problems. Then, followed by providing direction to employees regarding the utilization of Microsoft Excel and spreadsheets as well as knowledge about the importance of even the smallest difference in money in finance. Finally, there will be an assessment of the results of the training. The result of the follow-up is that the problem of discrepancies between the money in the account and the revenue recorded in the point on-sales system can be minimized and there is no need to pay invoices twice for one invoice. Keywords: Internal Financial Management, Debt Management, Point on Sales System

Pengaruh Work Environment, Ethical Leadership, Organizational Citizenship Behavior dan Work Stress terhadap Employee Performance pada Karyawan Perusahaan Otomotif di Jakarta Timur

This study aims to analyze the effect of work environment, ethical leadership, organizational citizenship behavior, and work stress on employee performance at Automotive company employees in East Jakarta. Data was collected from 178 respondents only in the marketing division and service division of Automotive companies in East Jakarta, using non-probability sampling and using purposive sampling techniques with the data collection method used was population. Data analysis used descriptive statistics by finding the average using SPSS version 25, as well as multiple regression analysis for hypothesis testing using SPSS version 25. Previously the instrument had been tested using validity and reliability tests where all statement items were valid and reliable. The research results show that the work environment has a positive effect on employee performance, ethical leadership has a positive effect on employee performance, organizational citizenship behavior has a positive effect on employee performance, and work stress has a negative effect on employee performance. Managerial implications in research, companies need to better facilitate the equipment that employees need to do their work, supervisors at Automotive companies in East Jakarta need to provide more examples of how to do things the right way in terms of ethics, companies need to tell their employees not to take time off work if they don't necessary, and companies need to provide tasks that suit employee abilities. Keywords: Employee Performance, Ethical Leadership, Organizational Citizenship Behavior , Work Environment, Work Stress.

Why should I decide to engage? Polish medium-sized and large companies employees’ opinions about joining corporate volunteering and its benefits

Corporate volunteering, despite its benefits for the enterprises, supported people, and the volunteers themselves, is still not popular in Polish medium-sized and large companies. In this paper, we explore how people with/without experience in corporate volunteering perceive circumstances that would encourage them to join this activity, and the benefits of it to employers, beneficiaries, and themselves. Our insight may help to plan corporate volunteering programmes, especially for employers and nonprofit organisations collaborating with enterprises.

When employees behave unethically in the name of the company: the effect of cognitive moral development

Purpose This study aims to investigate the association between cognitive moral development (CMD) and unethical pro-organizational behaviour (UPB) by taking purchasing employees as research subjects. The moderating effect of perceived leader’s UPB is also explored. Design/methodology/approach Data were collected through a two-stage questionnaire survey on purchasing employees in companies across a spectrum of industries in Taiwan, and 492 purchasing employees were analysed in the study. Findings Research findings reveal that employees at the conventional level of CMD are more likely to conduct UPB than those at the pre-conventional and post-conventional levels. Perceived leader’s UPB will moderate the association between CMD and UPB. Employees’ UPB is strongly associated with their CMD when they perceive their leaders as being likely to perform UPB. Originality/value Although a variety of factors influencing UPB have been proposed in the literature, none of them have analysed the association between CMD and UPB. However, CMD is one important factor affecting ethical decision-making. The present study can promote further understanding of the role of CMD in UPB and contribute to a growing body of research on CMD and UPB.

JAPANESE CORPORATE CULTURE IN “FEAR AND TREMBLING” BY AMÉLIE NOTHOMB

Amélie Nothomb is a phenomenon in contemporary literature, particularly in Frenchspeaking countries. She has gradually won over readers with her autobiographical narrative style, her romantic humor that reveals her inner self, and her wealth of cultural knowledge about where she lived before returning to Belgium at the age of seventeen. This study focuses on how Japanese corporate culture is depicted in "Fear and Trembling" by Amélie Nothomb, first published in 1999. As she witnessed the hierarchal systems, long-term commitment, and daily behaviors of her company's employees at the beginning of her professional career as an interpreter in a company in Tokyo after graduating from university in Belgium, Amélie Nothomb’s thoughts about Japan were greatly influenced.

Angry leaders and coworkers: Cross-cultural evaluation of anger expression through high-status and equal-status roles

Anger expressed in organizations conveys potent social information that influences social perceptions and determines subsequent relationships among employees. The present research examined how cultural contexts and hierarchical structure of a given relationship interact to shape perceptions of anger expression. Conducting a survey on subsidiary employees of a multinational high-tech company, Study 1 showed that employees from the Confucian Asian culture (specifically Korea) evaluate anger expressed by high-status counterparts (i.e., managers) more positively in terms of appropriateness and effectiveness compared to those from the Anglo culture (specifically the United States). Study 2, which was based on different samples from the same company, showed that employees from another Confucian Asian country (Japan), compared to those from the Anglo culture (the United States), provide more positive evaluations of the anger expressed by high-status counterparts. In contrast, Study 2 further showed that this cultural difference is reversed when anger is expressed by equal-status counterparts (coworkers). Finally, Study 3 replicated the findings of Study 2 using online-recruited samples and further demonstrated that Confucian Asian sample (Koreans) is more likely to decide to hire a job applicant who expressed anger as a leader than Anglo sample (Americans) is. In contrast, this pattern is reversed when considering a job applicant who expressed anger as a coworker. Theoretical and practical implications for social emotions and cross-cultural management are discussed.

INNOVATIVE METHOD OF PERSONNEL MANAGEMENT

In this article, the world experiences in assessing the efficiency of employees are widely studied, and the ways to move to new innovative methods of managing employees of large companies and organizations of our republic are highlighted. At the same time, each employee is evaluated as an income-generating asset, and the practice of encouraging or punishing the employee according to the benefit brought by the employer to the organization is widely described. The opinions of experts on performance evaluation by companies were studied, compared and evaluated, and scientific proposals and practical recommendations were developed for the use of KPI, PRP system. KEYWORDS: personnel, personnel potential, efficiency, personnel system, KPI, PRP, strategy, motivation, management system, incentive, reward, personnel reserve, performance evaluation, analysis, planning, strategic goals, functional task

WORK STRESS AND ITS INFLUENCE ON THE EMPLOYEES OF A SERVICE COMPANY IN THE CITY OF MANIZALES

Objective: The study seeks to determine the levels of work stress in the employees of a service company, describing the causes and their financial impact.
 
 Theoretical Framework: The concepts of work stress defined as a general state of tension that triggers different emotional, cognitive, physiological and behavioral reactions are addressed, as well as some causing factors such as: Physical Environment, Job Demand, Knowing the tasks and interpersonal relationships.
 
 Method: The study has a mixed approach, where qualitative categories were given quantitative management of the data, to find numerical evidence and be able to explain in more detail the presence of the event. The ILO-WHO Work Stress scale was used as an instrument, which was applied to 33 employees of a Contact Center company in the city of Manizales.
 
 Results and Discussion: The results obtained revealed that work stress is below the limit of the intermediate stress range (81.09 / 90.02) and that due to Absenteeism and Turnover, the company has had costs of $43,995,586 COP according to approximate calculations.
 
 Research Implications: The evidence from the study showed information that allows companies in the service sector to generate strategies for stress management and contribute to reducing costs due to absenteeism and turnover, the above could be used in other sectors or companies in the region.
 
 Originality/Value: The value lies in contributing to the development of the state of the art on the subject and as a reference for future studies since the state of the art shows little research in Contact Center companies in Latin America, likewise for companies generating well-being strategies and the management of the stress.

Perceived supervisor support dan job insecurity dengan change engagement pada karyawan Badan Usaha Milik Negara: Menguji peran mediasi self-efficacy

This writing aims to find out whether there is a correlation between perceived supervisor support and job insecurity on change engagement and self-efficacy as a mediator variable for Indonesian BUMN employees. This research involved 351 employees of state-owned companies who were determined using accidental sampling techniques. The research instrument used four scales, namely the Change Engagement Scale, the short version of the Scale of Perceived Supervisor Support (SPSS), the short version of the Job Insecurity Scale (JIS), and the Occupational Self Efficacy Short Version Scale. Data analysis in this writing uses path analysis using Jamovi. Based on the results of data analysis, there is a direct and indirect influence between perceived supervisor support on change engagement through self-efficacy, but there is no significant direct or indirect influence of job insecurity on change engagement through self-efficacy. The results of this research can be a reference for companies, especially BUMN regarding the importance of change engagement and other factors in intervening in organizations and employees.

The Impact of Psychological Empowerment on Workforce Agility in Organization X

This study aims to determine the effect of psychological empowerment on labour agility in the State Civil Apparatus at Agency X. This questionnaire is based on the Labour Agility Scale and Psychological Empowerment Scale measures. The results of the regression test showed that psychological empowerment has a significant influence on workplace agility, with a large effect size of 56.2%. In addition, the descriptions of both variables, psychological empowerment and workforce agility, are categorised as moderate. The findings of this study are in line with previous research on the impact of psychological empowerment on employees of public and private sector companies in the manufacturing and services sectors in India.

Governance, risk management, compliance on preventing potential fraud in Indonesian state-owned port service industry

This study aims to determine the effect of corporate governance, risk management, and compliance with applicable regulations on the prevention of potential fraud based on the Pentagon Fraud concept. For companies engaged in the Port Service Industry, the results of this research are expected to contribute to the implementation of governance, risk management, and compliance with the prevention of potential fraud in the state-owned port service industry in Indonesia. The respondents used in this study were employees of companies engaged in Port Services. Data were collected using interviews, observations, and questionnaires. Descriptive analysis, data quality analysis, and structural model analysis are used to test hypotheses. In this study, it is known that Governance has a non-significant influence on the prevention of potential fraud compared to risk management and compliance which has a significant influence on the prevention of potential fraud.

Startups' empowerment of employees: An analysis using VOSviewer

The purpose of this study is to evaluate and consolidate existing research on the factors that affect the performance of employees in startup companies. Specifically, it focuses on factors such as empowerment, motivation, dedication, leadership styles, and self-determination. This study aims to understand how these factors influence employee performance in the context of startup organizations. The theoretical framework of this study is based on the HR value chain model. The HR value chain model demonstrates how HR practices can benefit organizations by showing the various HR processes that support a company's goals. Additionally, the study incorporates psychological factors related to employee performance, such as autonomy, competence, and relatedness. The methodology section mentions that the research primarily covers management-related articles from 2010 to 2022. The research involved reviewing primary studies by searching computerized databases and selected journal articles from specific websites. VOSviewer 1.6.18 was used to analyze eligible articles, and bibliometric networks were generated to connect keywords to relevant articles. The study's findings indicate that empowerment, motivation, commitment, and other traits are linked to the success of new startup businesses. Effective leadership tactics play a crucial role in creating a healthier, happier work environment with dedicated employees. It appears that the study identified 20 papers, including 17 research articles, that establish connections between empowerment and startup performance. The use of VOSviewer's overlay bibliometric networks helped visualize these connections.

Pengaruh Budaya Perusahaan terhadap Kinerja Karyawan pada PT Fuji Technica Indonesia

This research was motivated by wanting to know the extent to which factors influence employee performance at PT Fuji Technica Indonesia. One of the variables that researchers use to examine the influence of employee performance is company culture. The purpose of this research is to explain or explain the influence of company culture variables on employee performance. This research was carried out at PT Fuji Technica Indonesia from June to September 2023. The research method used was quantitative with associative techniques. The population at PT Fuji Technica Indonesia was 400 people. The samples taken were 80 people using the Slovin sampling technique. Based on the calculation results shown in table 4.5, a correlation coefficient of r = 0.767 and a determination coefficient of R = r2 = 0.588 were obtained. Testing the significance of the correlation obtained tcount (10.551 > t table (2.000) at  = 0.05, indicating that the correlation coefficient is significant. Thus, the research hypothesis which states that there is a relationship between Corporate Culture and Employee Performance can be accepted. This means that the better the Corporate Culture will be followed by high Employee Performance. Meanwhile, the coefficient of determination of 0.588 shows that 58.8% of the variation in Employee Performance can be explained by variations in Corporate Culture, the remaining 41.2% is determined by other factors outside Corporate Culture. Based on the results of calculations to develop an equation model In the regression between Company Culture (X) and Employee Performance (Y), the constant α = 3.041 and the regression coefficient β = 1.132 were obtained. Thus, the influence between the independent variable X and the dependent variable Y can be expressed in a simple linear regression equation model as follows: Ý = 3.041 + 1.132 This shows that the regression equation model is significant. The linearity test results obtained Fcount (1.25) < Ftable (1.90) at  = 0.05. These results indicate that the regression equation is linear. Based on the test results above, the regression equation Ý = 3.041+ 1.132X can be used to explain the form of a linear relationship between Company Culture and Employee Performance. This relationship shows that there is a direction of change in the trend of respondent employee performance due to company culture.