High-performing Employees Research Articles

Do Outstanding Employees Have More Responsibility in the Hotel? A Case Study in Moderation Effect Model at XYZ Hotel

This study aims to analyze the relationship between educational background, work experience, and employee performance in the Room Division Department, consisting of 55 employees, 30 of whom are categorized as outstanding employees. The research examines the role of education and experience in exceptional performance and identifies key indicators of high-performing employees, such as high dedication, strong problem-solving abilities, initiative, and teamwork. The results show that employees with higher education and experience tend to exhibit outstanding performance, supporting human capital and job performance theories. This study contributes new insights into the diversity of backgrounds and optimal performance in the hospitality industry.

STRATEGIC ASPECTS OF TALENT MANAGEMENT IN A BUSINESS ORGANIZATION

The workforce shortage in the market, combined with the lack of important competencies and the high personnel mobility, are becoming a critical factor in the development of business organizations around the world. The lack of highly qualified personnel for domestic business organizations that operate under conditions of military aggression from Russia is particularly painful. Strategic talent management is a response to the need to increase the efficiency of intellectual resources usage in order to solve a wide range of organizational tasks, in particular, developing innovative products, optimizing management decisions, achieving competitive advantages and creating additional value. Developing a talent management strategy is considered as the starting point in talent management. A talent management strategy aims to improve business efficiency and is a step-by-step program of actions to optimize the performance of high-performing employees through the application of various management tools in the process of attracting, adapting, developing, motivating and retaining talent. The purpose of the article was to establish the principles of construction and a general algorithm for developing a talent management strategy in a business organization. Based on the defined principles, a three-stage scheme for developing a talent management strategy was formed. The initiation stage establishes the key parameters of the strategy development process, taking into account strategic goals and resource constraints. The activation stage determines measures to attract and adapt talents to reach a stable level of productivity. The integration stage refers to measures aimed at ensuring the long-term life cycle of talents, their deep awareness of their role, the achievement of optimal productivity and valuable results for the company. As a practical tool, a template of nine blocks is offered that reflect the specific management actions needed to develop a sound talent management strategy. This allows to provide analysis of the current situation in talent management and develop a reasonable program of actions regarding further measures of effective interaction with them to achieve the organization's strategic business goals.

The Impact of Lean Management on Sustainable Performance: The Moderating Role of Employee Performance in the Steel Industry

Sustainability has become a global imperative, positioning Lean management as a critical approach to achieving this goal, with employee performance efficiency playing a vital role in industrial manufacturing. Therefore, this study investigates how Lean waste management practices, supported by employee engagement, enhance sustainable performance in the steel industry, aligning with ESG indicators and the Sustainable Development Goals (SDGs). The model is empirically validated using Partial Least Squares Structural Equation Modeling (PLS-SEM) based on 385 responses from executives of steel manufacturing plants in the Eastern Region of Thailand. The findings reveal that lean management practices have a significant positive impact on sustainability, contributing to improved environmental, governance, and social outcomes. Employee performance also directly influences sustainability and has a strong positive effect on waste management, emphasizing its critical role in enhancing operational efficiency and sustainable practices. Interestingly, the study finds that employee performance significantly and negatively moderates the relationship between lean management and sustainability. This indicates that while high-performing employees enhance sustainability through their direct contributions, their overall effectiveness in operational areas may reduce the specific measurable impact of lean practices on sustainability outcomes. The results highlight the importance of integrating employee engagement and lean management strategies to optimize sustainability in the steel industry. Organizations are encouraged to foster a culture of continuous improvement and align operational strategies with human resource capabilities to achieve long-term sustainable success.

Professional nurses' perspectives of an ideal performance management process.

A well-managed performance management process can significantly influence professional nurses' job satisfaction and improve patient outcomes. Conversely, ineffective management of the process can lead to demotivation of the nursing staff. This study aimed to understand professional nurses' perspectives on an ideal performance management process. The study was conducted in a designated hospital in South Africa owned by a private healthcare group. The study population consisted of professional nurses involved in a performance management cycle. A descriptive qualitative research design with an appreciative inquiry approach was employed. Participants were selected through purposive sampling. Five focus groups of five professional nurses each were used to conduct interviews. The interviews lasted between 60 min and 80 min. The number of interviews conducted provided sufficient data for data saturation. The data were analysed using thematic analysis and the 5-D model of appreciative inquiry. Trusting relationships between management and professional nurses play an essential role in ensuring a tailored performance management process. Training of both professional nurses and managers, a sound reward system for high-performing employees, and a fair and transparent process that addresses challenges and promotes opportunities can promote a positive work environment. Professional nurses require support from their managers and top management. Involving professional nurses in the planning and implementation can ensure proper relationships exist and that constraints are appropriately addressed. Implementing the findings can improve the competencies of both managers and professional nurses to maintain a positive performance management process.

Assessing the Impact of Talent Management Practices on Employee Retention in Aligarh's IT Industry

Talent management has become increasingly critical for organizations to attract and retain high-performing employees, especially in competitive industries such as information technology (IT). This study aims to assess the impact of talent management practices on employee retention in the IT industry in Aligarh, India. A quantitative research approach was employed, with data collected through a survey of 342 IT professionals working in Aligarh. Factor analysis and multiple regression were used to analyze the data. The findings reveal that talent management practices such as employee development, career management, compensation and rewards, and work-life balance have a significant positive impact on employee retention. Performance management was not found to have a significant relationship with retention. The results suggest that IT companies in Aligarh should focus on implementing effective talent management strategies to improve employee retention and gain a competitive advantage. This research contributes to the literature by providing empirical evidence on the role of talent management in retaining employees in the IT domain in an Indian context.

Strategies to Improve Employee Motivation and Performance Through the Employee Engagement Program

Employee motivation and performance are two important factors that determine the success of a company. Motivated and high-performing employees will produce high productivity and help the company achieve its goals. However, in reality, not all employees are always motivated and high performing. The aim of this research is to analyze the influence of employee engagement programs on employee motivation and performance. This research uses quantitative research methods. The approach used is a case study. Data collection techniques in this research are literature study and questionnaires. The data that has been collected is then analyzed using the SPSS program. The results of the research show that the employee management program has a positive and significant effect on the motivation and performance of employees at Company X. The employee engagement program is an effective strategy for increasing the motivation and performance of employees at Company Work.

Quartet of Sustainable Job Security, Job Performance, Organizational Commitment, and Motivation in an Emerging Economy: Focusing on Northern Cyprus

High-performing employees are essential for an organization to achieve its goals and gain a competitive advantage. Hence, human resource factors are crucial drivers of an organization’s success. These factors include organizational commitment, which is an employee’s sense of belonging to an organization; motivation, which pushes employees to act in line with the organization’s goals; perceived job security; and sustainable job performance. In particular, job security, including excess job security, has significant effects on sustainable job performance, and policymakers and managers must continuously monitor this relationship via their employment policies. However, the legal and social dimensions of employment policies lack clarity, particularly in developing countries, affecting the development of sustainable economic and social structures. This study focuses on the public and private banking sectors of Northern Cyprus, which operate in a developing economy and cannot provide a sustainable political–social work balance. It analyzes and separately compares data collected from 582 public- and private-sector bank employees, examining the mediating effects of organizational commitment and motivation on the relationship between perceived job security and sustainable performance. The study found that job security positively affects sustainable job performance, with organizational commitment and motivation positively mediating this relationship. Moreover, the positive effects of job security on organizational commitment and motivation and, hence, on sustainable job performance differ across the public and private sectors. The findings of this study can provide a reference for labor employment policies in developing countries aiming to build a sustainable economic structure.

Increasing Productivity Through Strengthening Achievement Motivation and Effectiveness of Occupational Safety and Health Management

This research aims to analyze the impact of occupational safety and health management and achievement motivation on employee productivity at PT. XYZ (Persero). This study employs a mixed-method approach, combining quantitative surveys and qualitative analysis. Data was collected from PT. XYZ (Persero) Transmission Implementation Units (UPT) in Bogor and Karawang over the period from 2017 to 2021. The results indicate that effective occupational safety and health management and achievement motivation have a significant positive impact on employee productivity. Both directly enhance productivity, although achievement motivation as a mediator is less effective than the direct influence of occupational safety and health management. The conclusion of this study is that improving the effectiveness of occupational safety and health management and achievement motivation can significantly boost employee productivity at PT. XYZ (Persero). Recommendations for the company include enhancing occupational safety and health training, monitoring the work environment, and developing reward programs for high-performing employees.

Improving the Performance Management System for Power Plant Operators in Caprycoal Mining Company

Caprycoal Mining Company, located in East Kalimantan, Indonesia, strives to be a leading coal supplier. The performance management system of Caprycoal Mining Company for power plant operators is the subject of this research, which critically evaluates and suggests a redesign. It incorporates the Resource-Based View (RBV), Performance Management Theory, Goal-Setting Theory, and Management by Objectives (MBO), focusing on strategic resources, clear objectives, and structured management. Using Soft System Methodology (SSM) and semi-structured interviews, significant gaps were identified, such as the lack of Key Performance Indicators (KPIs) and mechanisms for managing competency data. Existing training programs were unstructured and misaligned with operational demands. The study proposes a comprehensive overhaul, including a structured KPI framework based on SMART goals aligned with organizational objectives and a digital competency management system for efficient data handling. Regular, structured feedback and advanced data analytics are emphasized for continuous performance monitoring. Additionally, a formal rewards program is recommended to motivate and retain high-performing employees by linking performance outcomes with individual and team rewards.

ENHANCING PRODUCTIVITY VIA STRENGTHENING ACHIEVEMENT MOTIVATION AND EFFECTIVE OCCUPATIONAL SAFETY AND HEALTH MANAGEMENT

This study investigates the effects of occupational safety and health management and achievement motivation on employee productivity at PT. XYZ (Persero). Utilizing a mixed-method approach, the research integrates quantitative surveys with qualitative analyses. Data were gathered from the Transmission Implementation Units (UPT) in Bogor and Karawang, covering the years 2017 to 2021. Findings reveal that both effective occupational safety and health management and strong achievement motivation significantly and positively impact employee productivity. While both factors directly improve productivity, the mediating role of achievement motivation is less effective compared to the direct influence of occupational safety and health management. The study concludes that enhancing the effectiveness of occupational safety and health management alongside boosting achievement motivation can markedly increase employee productivity at PT. XYZ (Persero). The company is advised to improve occupational safety and health training, closely monitor the work environment, and implement reward programs to recognize and incentivize high-performing employees

ANALYSIS OF THE IMPLEMENTATION OF A COMPETENCE-BASED PERFORMANCE MANAGEMENT SYSTEM (STUDY AT PT SINGLURUS PRATAMA)

Human resources are a crucial element in achieving a company's objectives. The success of a company greatly depends on effective management of existing resources. Performance management plays a vital role in optimizing the performance of individuals, work units, and the company as a whole. A competency-based performance management system helps ensure that employee tasks and abilities align with the company's strategic goals. This system also contributes to rewarding high-performing employees who make significant contributions. PT Singlurus Pratama faces challenges in the coal industry and needs to enhance productivity through Competency-Based Human Resource Management (CBHRM). This research aims to explain the implementation of a competency-based performance management system at PT Singlurus Pratama and analyze its supporting and inhibiting factors. A descriptive research method with a qualitative approach is used to collect data through interviews, observations, and documentation. The research results indicate that employee awareness and discipline, collaboration between evaluators and employees, as well as technical and managerial support are the main supporting factors. However, subjectivity in evaluations, lack of employee involvement, and resistance to change are inhibiting factors that need to be addressed to achieve the success of the competency-based performance management system.

DELEGATION OF AUTHORITY AND EMPLOYEE PERFORMANCE AFFECT MANAGEMENT DECISION MAKING EFFECTIVENESS IN PT. SOLUSI GUNA SEJAHTERA-BEKASI

This study explores the relationship between effective Delegation of authority and employee performance, highlighting the importance of clear communication, trust-building, and well-defined responsibilities in managerial decision-making. It examines the role of Delegation as a strategic tool for managers to empower employees and the impact of employee performance on management decision-making. High-performing employees can contribute valuable insights, innovative ideas, and data-based recommendations, while poor performance can lead to errors, misjudgments, and suboptimal choices. The interaction between Delegation and employee performance is analyzed, revealing a symbiotic relationship. Effective Delegation can stimulate employee engagement and motivation, leading to improved performance, while outstanding performance can strengthen managers' confidence in delegations, allowing them to entrust more responsibility to employees. On a scale of 1 to 5, the statements in the questionnaire are rated. SEM (Structural Equal Model) analysis on SmartPLS 4.0 in use the research findings indicate that (1) employee performance positively influences managerial decision-making, and (2) delegation positively influences managerial decision-making.

Pemberian Kompensasi Strategi dan Implikasi dalam Konteks Organisasi Modern

In the pursuit of business activities, companies require various resources such as capital, materials, machinery, and notably, human resources represented by employees. Employees, possessing talents, energy, and creativity, play a crucial role in achieving the company's objectives. This reciprocal relationship is driven by the employees' needs, motivating them to work. In this research, one shot time horizon is used with cross-section data type. Descriptive hypothesis testing using the technique of determining the average score. In verification research, the modeling approach and solution technique that will be used as an analysis tool is the variant or component-based structural equation modeling (SEM) method, namely PLS (partial least square). The results include that competitive salaries are an important component of an effective compensation strategy. Attractive perks and benefits can help organizations attract and retain the best employees. An objective and transparent performance appraisal system can help to ensure that high-performing employees receive appropriate compensation.

Employee Attrition Prediction in the USA: A Machine Learning Approach for HR Analytics and Talent Retention Strategies

In the dynamic business domain in the USA, human capital is one of the most instrumental assets for companies. Maintaining high performance and reducing employee attrition has become an utmost priority in the USA since the costs related to employee attrition can be significant. The chief objective of this study was to explore the application of machine learning in terms of forecasting employee attrition and its ramifications for HR analytics and talent retention strategies. In this study, the investigator used Jupyter Notebook, an interactive platform for Python users, to design machine learning algorithms. The dataset utilized in this research was attained from the IBM Human Resource workforce attrition survey dataset. In the current research, the investigator proposed an array of machine learning models, most notably, Decision Tree, Ada-boost classifier, Random Forest, and gradient-boosted classifier. By referring to the model’s performance evaluation, it was apparent that the Random Forest algorithm had the highest accuracy, followed by Gradient Boosting and Decision Tree respectively. AdaBoost had the lowest accuracy. Concerning precision, the Random Forest algorithm again had the highest precision followed by Gradient Boosting and AdaBoost accordingly. By implementing the proposed models’ organizations in the USA can identify high-performing employees at risk of quitting, and subsequently take proactive steps to retain them, saving significant organizational resources. Ultimately, the proposed machine learning techniques can assist the government in maintaining high-performing employees, reducing the impact of labor shortages, and maintaining business continuity.

The Effect of Perceived Social Support on Work-Life Balance and Work Engagement: A Case of Banking Sector

In the globalizing world, organizations are focused on enhancing the quality of service or products to gain a competitive advantage, and they believe this can be achieved through high-performing employees. Therefore, the importance of dedicated employees who are committed to their work is increasing day by day. Individuals who are focused on their jobs will exhibit positive behaviors for their organizations, effectively contributing to achieving organizational goals. These individuals will not only fulfill their tasks according to standards but often surpass expectations by delivering performance beyond the norm. An employee's commitment to work is also linked to the ability to maintain a balanced private life. In order to achieve work-life balance, it is necessary to be able to manage work and private life simultaneously by setting priorities well. The social support received from the social environment is effective in achieving work-life balance and being engaged in work. Social support for employees typically includes various benefits, social services, educational opportunities, health facilities, and adjustments in working conditions.
 In this context, the purpose of this study conducted with participants who are bank employees is to determine the effect of perceived social support on work-life balance and work engagement. The sample of the study consists of 492 bank employees who work at different levels of a public capital bank serving Istanbul and who voluntarily participated in the study.
 According to the results of the study, both exploratory factor analysis (EFA) based on obtained data and confirmatory factor analysis (CFA) conducted for the validity of the scales have shown favorable fit indices. In accordance with the measurement model, a structural aquation model (SEM) aimed at determining relationships was applied, and the results were evaluated. Correction analysis was also used in the study to identify relationships between main dimensions and sub-dimensions. According to the results obtained in the study, it is revealed that perceived social support has a significant negative effect on work-life balance and perceived social support has a significant positive effect on work engagement. The study concluded that as perceived social support increases in the banking sector, work-family and family-work conflicts will decrease, and work engagement will increase.

Model Konseptual Pengaruh Keterlibatan Karyawan terhadap Peningkatan Kinerja Karyawan Generasi Y dan Generasi Z pada Perusahaan Swasta

Private companies are an industrial sector that greatly contributes to economic development in Indonesia, especially in terms of employment. The lack of employee engagement that dominates the world of work today with different generations is a problem for company leaders in managing their employees. Private companies must have high-performing employees by involving employees to fully contribute to achieving company goals. Evaluation of employee performance needs to be improved by considering aspects of employee involvement. This research aims to design a conceptual model of the influence of employee involvement on private-sector employee performance. Indicators of employee engagement and employee performance were identified from literature studies. Then, indicators were determined that were relevant to private companies in West Sumatra, then sorted the indicators were based on similarity in terminology. The results of the initial identification stage were 52 indicators of employee engagement consisting of indicators in the dimensions of basic need, management support, teamwork, and growth. Employee performance indicators 39 consist of indicators in the dimensions of effort, job knowledge, quantity, quality, compliance with rules, and interpersonal competence. The next step is validation of the indicators by experts from practitioners, academics, and professionals in the field. The validation results state that all indicators are important and relevant for private companies in West Sumatra. This conceptual model is expected to help private companies improve employee performance.

SISTEM PENDUKUNG KEPUTUSAN UNTUK MENENTUKAN KARYAWAN BERPRESTASI BERBASIS WEB DENGAN METODE TOPSIS. (STUDI KASUS: PT. GUMARA TRANS JAYA BOJA)

One of the most crucial elements in a company is Human Resources (HR). To ensure a conducive internal climate within the company, creating healthy competition among employees can be achieved by selecting the best candidates. The process of selecting the best employees at PT. Gumara Trans Jaya Boja relies on criteria-based data without accurate calculations. The purpose of this research is to provide a system that can make decisions about high-performing employees using the TOPSIS method and to implement this method in determining the criteria for assessing high-performing employees to ensure accurate data for precise decision-making and optimal results. The system is built using the TOPSIS method (Technique for Order Preference by Similarity to Ideal Solution), with XAMPP as its server, PHP as the programming language, and MySQL as the database. The testing results of this decision support system were deemed valid, receiving a score of 3.7, or 'Good', from expert evaluators, and obtaining a score of 4.2, or 'Very Good', from users. In a comparative test, the newly designed system achieved an 84% level of system alignment with the assessment indicators, compared to the old system's 44% alignment. This research follows the 6-step R&D method.

Evaluation of Compensation Policies and Their Impact on Employee Retention in the Food Industry

This research study explores the evaluation of compensation policies and their impact on employee retention in the food industry. Employee retention is a critical concern for businesses operating in this highly competitive sector. The study aims to understand the relationship between compensation policies and employee retention, providing insights into the strategies that can be implemented to attract and retain skilled employees. The research methodology involves a comprehensive analysis of existing literature, industry reports, and case studies to gather relevant data on compensation policies and their impact on employee retention in the food industry. The findings highlight the significant factors that influence employee retention and the effectiveness of compensation policies in addressing these factors. The study reveals that fair and competitive compensation packages play a vital role in attracting and retaining skilled employees in the food industry. When employees feel adequately rewarded for their contributions, they are more likely to stay with the organization. Regular market analysis and benchmarking are crucial to ensure that compensation policies remain competitive and aligned with industry standards. Performance-based incentives, such as bonuses and recognition programs, are found to have a positive impact on employee motivation and retention. By rewarding high-performing employees, organizations foster a culture of excellence and encourage continuous improvement. Additionally, offering comprehensive benefits and perks, including healthcare plans, flexible work arrangements, and professional development opportunities, is instrumental in enhancing job satisfaction and promoting employee retention.

Delegation of Authority and Employee Performance Affect Management Decision Making Effectiveness in PT. Solusi Guna Sejahtera-Bekasi

This study explores the relationship between effective Delegation of authority and employee performance, highlighting the importance of clear communication, trust-building, and well-defined responsibilities in managerial decision-making. It examines the role of Delegation as a strategic tool for managers to empower employees and the impact of employee performance on management decision-making. High-performing employees can contribute valuable insights, innovative ideas, and data-based recommendations, while poor performance can lead to errors, misjudgments, and suboptimal choices. The interaction between Delegation and employee performance is analyzed, revealing a symbiotic relationship. Effective Delegation can stimulate employee engagement and motivation, leading to improved performance, while outstanding performance can strengthen managers' confidence in delegations, allowing them to entrust more responsibility to employees. On a scale of 1 to 5, the statements in the questionnaire are rated. SEM (Structural Equal Model) analysis on SmartPLS 4.0 in use the research findings indicate that (1) employee performance positively influences managerial decision-making, and (2) delegation positively influences managerial decision-making.

Analysing the Influence of Talent Management Strategies on Organisational Performance at Namibia Power Corporation

Talent management strategies have a huge impact on the productivity of employees in various organisations of which Namibia Power Corporation (Nam Power), Windhoek, Namibia is no exception. The locus of this study was to analyse the influence of talent management on organizational performance. The study aimed to analyse the impact of strategic talent management strategies on organisational performance at Nam Power, to determine the factors that hinder talent management in an organisation, and to design a model for the implementation of talent management programs that enhance organisational performance. The research philosophy underpinning this study is descriptive in nature and used to establish the association between the dependent and independent variables. Both quantitative and qualitative approaches were applied to collect the data. Some data was subjected to rigorous quantitative analysis through the use of questionnaires and managers were also interviewed to collect qualitative data. The collected data was analysed and synthesised using SPSS (Statistical Package of Social Science) software with multiple regression analysis. This software enabled the researcher to analyse data, visualize findings, and draw meaningful conclusions. The researcher used regression analysis to examine the relationship between the predictor variable and outcome. The data was analysed and displayed using bar graphs and pie charts in Microsoft Excel. The study revealed that the factors that hinder talent management in the organisation institution among others include a shortage of capacity building and professional development, absence of enthusiasm, and a shortage of professional development programs. It was recommended that to attract, develop, and maintain high-performing employees in the organisation, management should introduce increased salaries, create staff development programs, advocate for a clear communication channel between staff and leadership, and have a dynamic team of human resources professionals with competent HR systems and procedures. The study further recommends that for these programs to effectively yield good results, the organisation needs to design a talent management model that should include these components such as planning, attracting, developing, retaining, and transitioning.