Employee Identification Research Articles

Real Time Web-Based Smart Attendance System using AI

The performance of automatic face recognition (AFR) technology has improved in recent years. As a result, these systems are frequently employed for security and business purposes. a face recognition programme that runs automatically in the background while a university tracks employee attendance. Hence, Smart Attendance with Real Time Face Recognition might be a global solution for managing personnel on a daily basis. The work is incredibly challenging since the critical temporal background subtraction during an image remains a challenge. Real-time face detection is done using easy, quick Principal Component Analysis, which has a high rate of success in identifying the faces found. As a result, we have developed a module in which an employee's attendance will be recorded automatically by recognising their face using face recognition technology. Their face will be saved in the database after this one-time enrollment process. Since enrolling a face is a one-time activity, we need a mechanism. Every employee will have a unique employee ID that is their own roll number. Every employee's presence will be updated within a database. Results of the proposed system demonstrated that it performs better than the manual attendance system. The marking of attendance follows employee identification. This application provides the customer with considerably more solutions and accurate leads than the conventional attendance and leave.

Sensemaking About the Organization–Occupation Relationship in Constructing Identification at Work: A Cross-Occupational Approach

Departing from the prior assumption that identification with organization and identification with occupation are constructed separately, we explore how employee identifications with these multiple targets are co-constructed at work, using a grounded-theory approach. An analysis of interview data collected from members of three occupations (engineers, human resource [HR] staff, and marketers) in a large global company reveals that organizational identity’s impact on employee identification is not independent of but significantly influenced by occupational identity; specifically, occupational identity provides a lens through which individuals actively interpret the organizational identity. Using the occupational lens, individuals engage in sensemaking about the alignment between organization and occupation and, based on this sensemaking, construct their identification with both targets. We identify four types of identification configurations constructed under the nexus of these organizational and occupational identity inputs: holistic, prioritized, parallel, and conditional identification, which vary systematically across occupations.

STUDY ON ATTRACTING AND RECRUITING TALENTS BASED ON EMPLOYER BRANDING - A CASE STUDY OF VOLKSWAGEN

As China's economy enters a new normal and manufacturing enterprises transform, it has become an irreversible long-term trend for manufacturing industries featuring "cost leadership" to move to second and third-tier cities in China, where manufacturing costs are lower. In a competitive market environment where the demographic dividend is gradually disappearing and the talent competitionis intensifying, how to deal with the challenge of talent attraction in the manufacturing industry, explore new ideas to solve the talent competition challenge, help enterprises attract and motivate and retain talents, and research and construction of employer brand has become an important issue in the practice of enterprise human resource management nowadays. It is also the basis for effective talent attraction and recruitment.
 Based on the research and analysis of the literature on employer brands and factors, this paper selects popular companies in China as research objects and conducts interviews with a group of employees in different cities.
 The results of the study show that there is a difference in the perception of employer brand attractiveness factors between employees in third-tier cities and employees in first-tier cities in Shanghai This difference is also due to the difference in certain characteristics and demands of the employee group At the same time, the employer brand of a company comes from its main body, i.e., employees and the market The employer brand is derived from the feedback of the employees and the market on the unique value and attractiveness of the company, so it is necessary to start from the perspective of employee identification and avoid local perception.

Optimal event log sanitization for privacy-preserving process mining

Event logs that originate from information systems enable comprehensive analysis of business processes. These logs serve as the starting point for the discovery of process models or the analysis of conformance of a log with a given specification. However, logs potentially contain personal information about individuals involved in process execution. In this paper, we therefore address the risk of privacy attacks on event logs. Specifically, we rely on group-based privacy guarantees instead of noise insertion in order to enable anonymization without adding new behaviour to the log. To this end, we propose two new algorithms for event log sanitization that provide privacy guarantees in terms of k-anonymity for the behavioural perspective of a process and t-closeness for sensitive information associated with events. The algorithms thereby avoid the disclosure of employee identities, prevent the identification of employee membership in the log, and preclude the characterization of employees based on sensitive attributes. Our algorithms overcome the limitations of an existing, greedy algorithm, providing users with a trade-off between computational complexity and the utility of the sanitized event log for downstream analysis. Our Experiments demonstrate that sanitization with our algorithms generates event logs of higher utility compared to the state of the art.

Social Identity in Pakistani Society – A System Dynamic Approach

The primary objective of this review is to understand and reveal the underlying the theoretically distinctive facts about the social identity of the individuals in Pakistan’s context. The human behavior scholars are finding new theoretical concepts that are useful in understanding the group behavior. There are three critical aspects that underpin the concept of social identification cognitive, evaluative and affective. These constructs are further explained in diagrams using groups, in group dynamics, related performance and commitment. The CLD shows that how individual’ social identification is related to commitment. This paper helps to understand the factors that are more associated with the social identification and social grouping of employees within the organizations in Pakistan’s context. The methodology is based on system dynamics. System dynamics causal loop approach stage wise is applied to identify the unique dimensions that are associated with the distinctive underlying structure of human behavior that forms the social identity of employees within the organization. System dynamic methodology consists of three steps, the first step is CLD diagram, followed by Stock and flow maps and finally software-based simulations. This paper reveals that naturally made groups are more cohesive and individuals in natural or achieved groups are more committed emotionally towards each other. The significance of this paper lies in understanding the causal structure that influences the formation of social groups in Pakistan organization. Theoretical construct that underpin the notion of social identification of an individual includes the cognitive, evaluative, and affective components that help us to understand, how an individual adapts to the social identity.

Development of Professional Identity of Employees of Internal Affairs Bodies with Different Locus of Control

Development of Professional Identity of Employees of Internal Affairs Bodies with Different Locus of Control

Job design for crane operators based on fatigue aspects and mental workload in Indonesia

Terminal Teluk Lamong (TTL) in Indonesia is a company that operates in service sector managing a multipurpose terminal. It provides various services such as loading and unloading containers and dry bulk using integrated crane tools that employ the first semi-automatic facilities and infrastructure in Indonesia. Crane operators’ work involves risks of work accidents because they operate at heights and their job tasks require high concentration. This study aimed to find out fatigue levels and mental workloads typical for workplaces of crane operators and to analyze and assess working conditions. The study results gave grounds for developing recommendations on how to improve workplaces of STS and GSU crane operators who deal with loading and unloading containers and dry bulk cargoes at a seaport. The relevant data were obtained by questioning 56 STS and GSU crane operators working in four shifts, 6 hours each. We used an employee identity questionnaire as well as SOFI and NASA TLX questionnaires. The results were analyzed to obtain scores for estimating fatigue levels and mental workloads. Statistical analysis involved correlation and regression tests on two variables on STS and GSU crane operators. Upon completion, some recommendations were suggested as regards necessary changes into work process and longer rest in order to reduce fatigue and mental workloads for operators. The SOFI questionnaire established medium fatigue levels of STS and GSU operators but mental workloads turned out to be high. The correlation test did not reveal any correlation between fatigue and mental workloads for STS crane operators. It was shown that fatigue could be overcome by adequate rest, well-balanced diet rich with nutrients, and relevant exercise. At the same time, arranging work shifts more rationally, socializing, and training on the importance of fatigue awareness can reduce high mental workloads. The study results can help prevent or reduce increased fatigue and mental workloads that can lead to work accidents.

Рабочее место крановщика в Индонезии с учетом утомления и психических нагрузок

Terminal Teluk Lamong (TTL) in Indonesia is a company that operates in service sector managing a multipurpose terminal. It provides various services such as loading and unloading containers and dry bulk using integrated crane tools that employ the first semi-automatic facilities and infrastructure in Indonesia. Crane operators’ work involves risks of work accidents because they operate at heights and their job tasks require high concentration. This study aimed to find out fatigue levels and mental workloads typical for workplaces of crane operators and to analyze and assess working conditions. The study results gave grounds for developing recommendations on how to improve workplaces of STS and GSU crane operators who deal with loading and unloading containers and dry bulk cargoes at a seaport. The relevant data were obtained by questioning 56 STS and GSU crane operators working in four shifts, 6 hours each. We used an employee identity questionnaire as well as SOFI and NASA TLX questionnaires. The results were analyzed to obtain scores for estimating fatigue levels and mental workloads. Statistical analysis involved correlation and regression tests on two variables on STS and GSU crane operators. Upon completion, some recommendations were suggested as regards necessary changes into work process and longer rest in order to reduce fatigue and mental workloads for operators. The SOFI questionnaire established medium fatigue levels of STS and GSU operators but mental workloads turned out to be high. The correlation test did not reveal any correlation between fatigue and mental workloads for STS crane operators. It was shown that fatigue could be overcome by adequate rest, well-balanced diet rich with nutrients, and relevant exercise. At the same time, arranging work shifts more rationally, socializing, and training on the importance of fatigue awareness can reduce high mental workloads. The study results can help prevent or reduce increased fatigue and mental workloads that can lead to work accidents.

Transformational Leadership, Knowledge Sharing and Innovative Behavior of Employees in Information Technology Industry of Pakistan

The ability to turn a vision into reality is what leadership is all about. In the transformational leadership framework, this research looks at innovative behavior as a decisive variable in Pakistan's IT industry. People are influenced by transformational leadership because it creates a vision, builds morale, and motivates them. Employee turnover is reduced when leaders use the transformational leadership style; such leaders inspire people, listen to them, and find solutions to their problems; as a result, employee satisfaction is increased. The study also examines knowledge sharing as a mediator and the two moderators' organizational identification and learning goal orientation. Both moderators can enhance the effectiveness of knowledge-sharing on innovative behavior. The convenience sample technique was used in this cross-sectional study. Overall, 679 questionnaires were distributed for data collection, with 391 being selected for analysis since these questionnaires contained the most appropriate and complete information necessary for the study's analysis. After gathering data from the 391 respondents, the data was evaluated using the most up-to-date tools for determining model fitness. The findings of this study show that transformational leadership polishes innovative behavior with knowledge sharing serving as a mediator. But when employee organizational identification and learning goal orientation are strong, the results show that knowledge sharing bridges the gap between transformational leadership and employee innovative behavior. Theoretical and managerial implications are discussed in this manuscript.

Scaling and controlling talent development in high-intensity organizations: the case of a Swedish football club

PurposeIn this paper, the authors empirically and theoretically analyze the scaling and control of talent development to highlight an important part of commercialization in football clubs, especially in the light of a growing transfer market.Design/methodology/approachConducting a single case study of a Swedish football club, the authors adapt a view of the club as a “high-intensity” organization (Alvesson and Kärreman, 2004), one that inherently relies on strong identification of employees and the fostering of talent. This view allows us to detail the importance of both socio-ideological and technocratic forms of control involved in the talent development process.FindingsThe authors show how socio-ideological and technocratic forms of control were combined to establish the football club as a “talent factory” in the league, as well as the corresponding challenges when scaling talent development activities and how these challenges were handled. In doing so, the authors contribute to the broader accounting literature on talent- and human resource management, as the authors provide an example of how football clubs may commercialize without necessarily violating their fundamental sports values.Originality/valueTalent management has mainly been studied in terms of increasing player wages and a focus on the cost of talent. As opposed to these perspectives, the authors highlight the revenue potential in developing players in the light of a growing transfer market and the relevance of talent development for the commercialization of football clubs.

The materiality of organizational identity: a case of Codorníu wineries

PurposeThe purpose of this research is to deepen understanding of the materiality in organizational identity (OI) by describing how physical objects support, instantiate and communicate OI over time.Design/methodology/approachThe research design uses an in-depth case study of Codorníu wineries taking a symbolic interactionism methodological lens. The study examines a set of physical objects preserved from the company's foundation in 1551 to the present day and their associated identity meanings.FindingsThis study uncovered how the company used multiple objects to symbolically represent its identity. Some of these objects were primal artifacts used to legitimize organizational identity since the firm's foundation; others were interpreted as identity markers that worked to instantiate identity and to provide it with greater persistence, while others were created ad hoc to communicate organizational identity to external audiences. Some physical objects were used to differentiate the organization and its products from competitors, while others were used to maintain a temporary and spatial link with the organization's founding origins.Practical implicationsThis study describes practical implications on the use of identity materiality to build legitimacy, employee identification, differentiation from competitors and reputation.Originality/valueThe analysis of the meanings associated with material objects shows that identity tangibility has not hindered organizational adaptation and change. Some identity objects gained relevance, while others were reinterpreted or abandoned according to their symbolic value in order to embody organizational identity at a given time. Four trajectories were identified that describe the evolution of physical objects in representing an organization's identity over time.

Hazard Identification and Risk Assessment of PT TKA Traksi Employees

Traksi is a division of work related to transportation at PT TKA. There are cases of work accidents experienced by Traksi employees every year. This study aims to identify potential hazards from the work activities of Traksi employees. Data collection was carried out at the Koto Ubi Garden division through direct observation in the Traksi work area, and employee interviews regarding the activities carried out. The hazard identification process is carried out using the Hazard Identification and Risk Assessment (HIRA) method. From the results of hazard identification, 26 potential hazards can occur to Traksi employees. Meanwhile, from the risk assessment, there are 35% in the extreme category, 31% in the high category, 23% in the low category, and 11% in the medium category.
 Traksi merupakan divisi pekerjaan yang berkaitan dengan transportasi di PT TKA. Terdapat kasus kecelakaan kerja yang dialami oleh karyawan Traksi di setiap tahunnya. Penelitian ini bertujuan untuk mengidentifikasi potensi bahaya dari aktivitas kerja karyawan Traksi. Pengambilan data dilakukan pada divisi Kebun Koto Ubi melalui pengamatan langsung di area kerja Traksi, dan melakukan wawancara pekerja mengenai aktivitas kerja yang dilakukan. Proses identifikasi bahaya dilakukan dengan menggunakan metode Hazard Identification and Risk Assessment (HIRA). Dari hasil identifikasi bahaya didapatkan 26 potensi bahaya yang dapat terjadi pada karyawan Traksi. Sedangkan dari penilaian risiko terdapat 35% pada kategori ekstrim, 31% pada kategori tinggi, 23% pada kategori rendah, dan 11% pada kategori sedang.

Pengembangan Sistem Absensi Karyawan di Institut Informatika dan Bisnis Darmajaya Dengan Menggunakan Teknologi Barcode

There are so many ways to process employee attendance, one of which is to use the manual method. So far, there are still many large companies that still implement attendance manually, but this causes a lot of time leaks or other violations, which of course makes it less effective and efficient and causes attendance information to be inaccurate. In a company with quite a lot of employees, it is very necessary to have proper, fast, accurate attendance management. An accurate methodology for solving problems in this modern era with the use of QR barcodes because it will really help companies to attend to employees in real time. The system is made with the PHP programming language and uses the MYSQL database. The purpose of QR Code (Quick Response Code) technology in companies is as a tool in processing employee attendance data, employee identity cards and also processing employee data which is beneficial for employees because they can carry out computerized attendance activities. The results to be obtained from the research and implementation of this system are by entering several examples of employee data as an experimental form of attendance transactions, and the attendance application program is made to run properly. The system created produces several features in the form of user features, checking QR codes for attendance, generating QR codes from each employee card, recapitulation and attendance reports on the system, and employee data in the form of employee names, positions, work shifts and work location placements

Diversity Management and Organizational Performance in Pakistan

Purpose The main purpose of research is to examine the relationships between diversity management and organizational performance along with the fostering role of leadership dimensions. Methodology Diversity management practices have been measured using the EPDMP scale on a sample of 514 employees from organizations across Pakistan and data were collected from employees of universities. The PLS-SEM was used as the main technique for data analysis. Findings Results show that higher workforce diversity does not automatically produce inclusive climate-specific diversity inclusive leadership dimensions are required to support diversity environment where employees feel valued and appreciated. Further, the results confirm that the diversity-inclusive leadership dimensions moderate the relationship between diversity management and organizational performance. Conclusions The study concluded that diversity management has a positive and significant direct impact on organizational performance. Therefore, policymakers need to devise human resource statutes, rules, regulations, policies, and practices that promote a heterogeneous workforce in organizations and offer equal opportunities to all employees unrestricted by individual employee identities such as gender, race, ethnicity, education, religion, function, and abilities. Practical implications The findings are very helpful for HR managers for effective diversity management to enhance their organizational performance. Originality/value: The study explains the association of diversity management practices and organizational performance and moderating role of diversity leadership dimensions.

Имидж специалиста: парадоксы профессиональной идентичности

The article clarifies the concepts of “mage of a specialist” and “professional identity”. It is emphasized that these concepts are far from generally recognized comprehension. This gives rise to errors not only in external assessments of the image by colleagues and management of organizations, but also distortions in the development of the professional identity of employees. A generalized model of identity statuses is proposed, reflecting the fairness of external image assessments, which also affect the identity of the employee. At the heart of this model is the principle of justice, when business merits (essential components of labor) become the basis for the development of the image; аnd vice versa, non-essential elements, i.e. not directly related to specific work (family ties of the ordinary with influential people, the ability to manipulate public consciousness in teams, etc.), which often lead to distortions of the professional and personal identity of the employee. The following main paradoxes of professional identity are associated with the problems of the image: 1) the discrepancy between the employee's own ideas about his image and the vision of his image by the people around him; 2) a possible contradiction between the image based on business (essential for this work) achievements and the image based on accompanying (external, “decorative” in relation to this work) achievements; 3) ambiguous (non-linear) dynamics of the image of a specialist. The paradox of the image is also manifested in the very fact of recognition / or non-recognition of the image, when, on the one hand, someone does not have an image, but on the other hand, we can talk about the presence of an image that is at a certain stage of development (or expressed in a certain type of image). Also, paradoxes manifest themselves differently in professions with clear criteria for labor efficiency, and in professions where these criteria are delayed in time or cannot be quantified. Special paradoxes arise when a high image may not coincide with the developed identity of the employee.

Teleworkers and their identification with the company

Purpose: This article is devoted to the identification of teleworkers with the company. Design/methodology/approach: The theoretical part of the article is mainly devoted to the essence of identification and the factors shaping it. The second issue addressed in the theoretical part is teleworking. Within this part, the definitions of this concept, its essence and an attempt to show it from the perspective of the employee and the employer were cited. The practical part, on the other hand, includes a description of the research carried out for this article. The subject of the research was teleworkers employed in the organisation "Orange Polska INC.", for whom their homes and flats are the office. Findings: As a result of the research, the degree of identification was diagnosed and the most important factors that influence the perceived identification with the company were identified, while proving that they are the same as in the case of stationary employees. Originality/value: The results of the consideration are useful for small and large companies. They might help them with the issue of strategic planning and increasing of motivation among employees. Keywords: employee identification with the organisation, company identification, telework, teleworker, job satisfaction. Category of the paper: Research paper.

In search of normative goal alignment within organisations: the role of employee seniority and identification with the leader

In search of normative goal alignment within organisations: the role of employee seniority and identification with the leader

Dimenzije internog zelenog marketinga, zadovoljstvo zaposlenih, i organizaciona identifikacija zaposlenih

Examining the impact of green orientation and other similar practices in an organization on employees' organizational identification is becoming increasingly important. At the same time, internal green marketing is increasingly attracting the attention of researchers. However, there is a lack of studies in which the primary goal was to examine the relationship between internal green marketing, employee satisfaction in its context, and employees' organizational identification. Hence, the aim of this paper was to determine whether there is a relationship between all dimensions of internal green marketing and organizational identification of employees, as well as between employees' satisfaction and organizational identification. The online survey was conducted among employees of different organizations in the Republic of Serbia. The regression and correlation analysis was used to test the hypotheses. The obtained results showed a statistically significant positive relationship between each dimension of internal green marketing and employees' organizational identification as well as between employees' satisfaction and organizational identification. For future research, a longitudinal study is recommended, testing the relationships between these variables on a larger sample, and testing on a sample of managers.

The Impact of Leadership on Employee Talent Management Strategy to Motivate Performance of the Manufacturing Sector in Harare, Zimbabwe

Purpose of study: The study focused on the impact of leadership on employee talent management to achieve goals of organizations in the manufacturing sector in Harare. The manufacturing sector in Zimbabwe is faced with labour migration to other countries in Botswana, South Africa, and Europe, following the deteriorating performance of the economy of the country. Methodology: The study deployed regression analysis to establish the relationship between leadership and talent management to motivate performance of listed companies in Zimbabwe in the manufacturing sector. Main study findings: The study found that components of leadership practices which involves employee talent identification, employee talent satisfaction, employee talent commitment, and employee loyalty had a significant contribution to performance of manufacturing companies in Harare. The study also established the hierarchy of impact of the four variables namely: Employee Satisfaction skill topped the line, followed by employee loyalty skill, then employee commitment and finally employee identification in that order. Main study conclusions and recommendations: The study concludes that leadership practices had a significant relationship with talent management strategies to motivate performance of the manufacturing sector in Harare. The study recommended the use of hierarchy of impact to design training programs to equip leaders in organizations with skills to management talented employees.

In Authenticity, We Trust – The Influencing Functions and Behaviours of Aged Care Leaders to Bridge the Intention-Experience Disparity of Followers

Study Design: This paper is an output from a mixed methods study of aged care employees in which the quantitative results examining the effects of leadership style on organisational identification (OID) and job satisfaction (JS) of aged care employees populated the agenda for semi-structured interviews and the transcripts subjected to interpretative phenomenological analysis (IPA). Purpose: The purpose of this paper is to identify the influencing functions and relate them to associated influencing behaviours of authentic leaders to assist in reducing the intention-experience disparity (IED) found in the thematic analysis of the transcripts of semi-structured interviews of the study participants. Findings and Research Outcomes: Job burnout and organisational disengagement were prevalent in participants. The researcher identified that while aged care leaders worked assiduously to engage their staff, an Intention-Experience Disparity (IED) was operating. Leaders' influencing functions and behaviours are documented from the evidence-based literature and a conceptual model based on authentic leadership principles developed. Research Limitations/Implications: The research deployed quantitative measurements to determine the differences in responses to an on online questionnaire that deployed the Multifactor Leadership Questionnaire™ (MLQ5X[Short]), the Identification with a Psychological Group Scale (IDPG) and the Measure of Job Satisfaction (MJS) and differences between responses from leaders and their raters between measured. These differences were used to explore participants' lived experiences and how they made sense of their personal and social worlds at work. In the quantitative study, there may be an overstatement of the strength of the relationship between variables among those motivated to participate in the study. The qualitative study required the researcher to describe the research context thoroughly. Those who wish to transfer the results of this study to a different context than aged care must judge the transferability of findings.