Implementation Of Employees Research Articles

EVALUASI SASARAN KINERJA PEGAWAI (SKP) PADA DINAS PERTANIAN DAN KETAHANAN PANGAN PROVINSI JAWA TIMUR

The evaluation of employees’ performance, specifically government employees, gives 2 (two) sides of benefit, namely both for the employees’ performance themselves and for the governmental instances where they work. The evaluation of Employees’ Performance Targets (EPT) on government employees is a form of performance valuation based on The Government Regulation Number 30 of Year 2019 about Performance Valuation which aims to ensure objectivity of guidance for government employees that is done based on the performance system and career system. This study uses the descriptive method along with qualitative approach. According to the study results, it is known that the implementation of EPT on government employees’ working performance focusing on quantity, quality, cost, and time valuation. The results of performance evaluation is also in good state, as indicated by the timely manner of performance reporting by the employees. The obstacling factors of EPT implementation are namely the uneven facilities and infrastructures, and the time-consuming coordination between related institutions. Evaluation of EPT on government employees performance has 3 points of view, namely evaluators, performance, and indicators, and is done periodically. Decision making on human resource management also is in good state, as indicated by obstacles where some employees has their performance level evaluated as below expectation. This study suggests that leaders should be closer to their employees in order to intensify their guidance for their omployees on implementing the EPT, as well asgrowing the sense of bounding with their employees. Therefore, the implementation of employees’ performance evaluation would not be mere formality.

Analysis of Providing Employee Performance Allowances at the Sambas Class IB Religious Court from an Islamic Economic Perspective

The purpose of this research is to determine and analyze the perceptions of Civil Servants at the Sambas Religious Court Class I B regarding the provision of performance allowances, the view of Islamic Economics towards the provision of performance allowances for Civil Servants at the Sambas Religious Court Class I B. This type of research uses field research. which uses qualitative descriptive data, namely research whose data is extracted through observations. The data sources in this research are Civil Servants of the Sambas Religious Court Class I B. The data collection methods used are interviews, documentation, reference searches. Data management and analysis collection techniques were carried out by conducting in-depth interviews with informants. The results of this research show that the provision of performance allowances to Civil Servants of the Sambas Class I B Religious Court has mostly experienced an increase in performance and level of discipline which can be seen from two aspects, namely attendance and monthly performance reports. And most of them are in accordance with Islamic views, this is because the allowances given are in accordance with employee performance. The implication of this research is that Civil Servants of the Sambas Religious Court Class I B should increase supervision of their employees so that they pay more attention to their duties and responsibilities so that the implementation of employees' main duties and functions can run well. Therefore, employees should use benefits as motivation for working.

The Effect of Management Accounting on Decision-Making at PT. PLN (Persero) UP3 Medan

This study is supposed to determine the effect of management accounting on decision-making at PT. PLN (Persero) UP3 Medan. This type of research is survey research because it takes samples from a population. This study uses an explanatory research approach, which aims to explain the causal relationship between research variables and test hypotheses. The population in this study amounted to 325 employees of PT PLN (Persero) Up3 Medan and the population in this study amounted to 76 people using a simple random sampling technique. Data collection techniques in this study used questionnaires and data analysis techniques using SEM PLS version 4.0. Based on the results of research and discussion, shows that Management Accounting has a positive and significant effect on Decision Making at PT. PLN (Persero) UP3 Medan. It is mean the management accounting applied to PT. PLN (Persero) UP3 Medan is effective in influencing decision-making. Decision-making from the head of the organization affects the implementation of the tasks assigned to subordinates because the decisions taken by a leader are expressed in the form of words and formulated in a regulation, order, instruction, policy, and other forms desired by the leader. Errors in decision-making by leaders such as the preparation of subordinate task implementation guidelines can result in errors in the implementation of employee (subordinate) tasks which in turn can hinder the achievement of organizational goals. This can happen because the guidelines for carrying out the tasks given by the leadership are not clear. The task implementation guidelines are less clear due to the lack of effectiveness of the leadership in decision-making. Keywords: Management accounting, decision making

ANALISIS MANAJEMEN OPERASIONAL PADA STANDAR PROSEDUR CV. ADHI JAYA CONSULTANT

This study aims to analyze the application of Standard Operating Procedures on CV. Adhi Jaya Consultant. This study uses a qualitative approach and data collection methods in the form of observation, interviews and documentation. Results regarding the implementation of the seven main points in Standard Operating Procedures. (1) efficiency, there is still waste in terms of working time. (2) consistent, in the implementation of employees it is quite consistent to be guided by the existing SOPs. (3) minimizing errors, training is carried out before carrying out the work. (4) problem solving, the existing SOPs are detailed enough to find the root of the problem if there is a lack of data, but the SOP does not contain sanctions, problem solving, termination of employment and conflict resolution. (5) labor protection, the existing SOP already regulates work safety for employees in the field, but the SOP does not contain detailed rules regarding social security and compensation for employees. (6) work map, the existing SOP only regulates the workflow, where an executor is accompanied by several assistants in their work. (7) defense limits, monitoring carried out every month by the relevant agencies to find out whether the progress of project implementation is in accordance with existing SOPs or not

Internet of Things-Enabled Logistic Warehouse Scheduling Management With Human Machine Assistance

Logistics management is part of the supply chain management process for reliable, to meet consumer requirements. In most instances, consumers find it challenging to identify the product, as they have to start it manually due to time-consuming storage rooms.This paper has suggested the IoT-assisted human-machine interface (IoT-HCI)framework as a logistic warehouse management system. A warehouse management framework is designed to eliminate this issue and immediately release updates and inform people about the operations. The proposed methoddemonstrates the aspects and the exact methodology of the products' manufacture and distribution.This system is developed through the internet of things that can continuously enable communication between the management layers. Warehouses are the units for the transport and storing goods and items before they are shipped from the location. In most situations, there are no mixed environments in which automated systems and humans interact and the employee's implementation.

Lean practices adoption in the Portuguese industry

Purpose: The study purpose was to analyse the excellence and operational efficiency of Portuguese industrial companies through the measurement of lean practices implementation. Additionally, it intended to propose a new model to assess the lean production system.Design/methodology/approach: The research presents an in-depth lean literature review that served as a basis for the creation of a questionnaire. The survey was addressed to Portuguese industrial companies to obtain data about their lean implementation success. Collected data were analysed, resorting descriptive and exploratory statistics. A principal component analysis was applied to reduce the amount of data and define a new model that characterizes the lean practices adoption level. Some Chi-square tests were used to assess the independence of some variables.Findings: The results indicate that a significant percentage of organizations use lean practices within their activity. Concerning the lean implementation maturity, a plus side revealed by the study concerns the adoption of the teamwork, internal information shared principles, increase of process capability to produce conforming products, and reduction in set up times. On the other hand, responsibilities decentralization, more employees acting as team leaders, implementation of employees’ suggestions, and interconnection with suppliers, are some of the principles that need to be given greater attention by the Portuguese industrial organizations. The key contribution consists of a new model for lean determinants based on three dimensions: work method, productive process elements, and work efficiency.Originality/value: The present research provides a new Lean determinants model that allows understanding the importance of the operational efficiency provided by a mature lean production system, being the key to the competitiveness in the global business market.

ОСОБЕННОСТИ МОТИВАЦИИ И СТИМУЛИРОВАНИЯ ПЕРСОНАЛА НА ПРЕДПРИЯТИЯХ ЭЛЕКТРОЭНЕРГЕТИКИ

The article discusses the role of human resources in the efficiency of an organization. Employees influence the result of the company’s activities and make the company competitive in the market. The authors consider incentives as part of the HR management system and analyze the relationships between an incentive scheme and labor productivity, an incentive scheme and staff turnover, an incentive scheme and competitiveness. The authors note the importance of the electric power industry in the economy of the Russian Federation, investigate the labor market in electrical engineering in St. Petersburg, and determine a range of problems. Incentives are classified into types. The incentive system of the enterprise includes material incentives and non-material incentives. Material incentives are divided into material monetary incentives and material non-monetary incentives. Material monetary incentives consist of basic wages and additional wages. Material non-monetary incentives are material benefits and rights, as well as non-monetary forms of remuneration. Features of material incentives in the industry are noted. Enterprises in the industry use a lot of material incentives. The study shows that the majority of workers in the electric power industry are satisfied with the material incentives. Non-material incentives consist of moral incentives, organizational incentives, and work time incentives. Systematic informing of staff, organization of corporate events, official recognition of achievements, and regulation of relationships in the team are moral incentives. Improving the quality of employees’ working life, managing an employee’s career, involving the team in the management process, and organizing labor competitions are organizational incentives. Provision of additional rest time, establishment of flexible working hours, and use of flexible forms of employment are work time incentives. Features of non-material incentives for personnel in the electric power industry are analyzed. Leading enterprises of the electric power industry use company websites to inform staff. Organization of corporate events is a common incentivization method at Russian enterprises. Sports activities are most effective for increasing productivity. Enterprises of the industry do not organize creative competitions, but such competitions are necessary for satisfying the need in the implementation of employees’ creative abilities. Official recognition of merit in the power industry is manifested in the placement of the best employees’ photos on the honor board and in the granting of awards. Relationships in the team are regulated by codes of corporate ethics. The results of a special assessment of jobs at enterprises of the industry demonstrate that there are no optimal working conditions in the electric power industry. Practice shows that the opportunity of career advancement depends on the scale of the enterprise: the larger the number of staff, the more ramified the management structure and the more opportunities for career advancement. Involvement of teams in the management is difficult due the large number of enterprises in the industry. Labor competitions for teams are organized, and they are very efficient for the industry. Enterprises do not give work time incentives. The authors make recommendations on how to use various incentives at enterprises of the energy industry and name the factors influencing the incentive system.

СОЦИАЛЬНОЕ ПАРТНЕРСТВО КАК КЛЮЧЕВОЙ ЭЛЕМЕНТ ФУНКЦИОНИРОВАНИЯ ХОЗЯЙСТВУЮЩИХ СУБЪЕКТОВ

One of the effective tools for managing business entities in the development of a socially-oriented economy is a social partnership, as a special type of social relationship between an employer, employee and government representatives ensuring the coordination of interests of the parties. However, despite the importance of this tool in resolving issues of optimizing and stabilizing social and labor relations, the implementation of principles and tools of social partnership at the level of individual economic entities remains insufficient and their significance is not fully recognized by the employees of organizations and enterprises. The author studied whether the principles of social partnership are implemented at the level of an individual economic entity, what tools are used in managing the organization, and what is the attitude to social partnership on the part of employees and management. The study identified that the employees of an organization recognize the importance of using the social partnership to stabilize labor relations at all levels of the management hierarchy. The results of the study indicated the existence of an obvious connection between the education level and the professional and official position of employees, their attitude to social partnership, as well as the differences in the expectations and the implementation of employees’ expectations from the implementation of this tool. The author called a collective agreement an important and effective tool. The results of the study indicate the relevance and generally recognized necessity to use the principles and tools of social partnership in the management system of an economic entity, their expansion, improvement, and permanent development.

Modelling the Enablers of Agile Performance in Healthcare Organization: A TISM Approach

This study attempts to model the enablers of agility of healthcare organizations and interprets the interrelationship among them using total interpretive structural modelling (TISM). Its contribution to the knowledge base is twofold. First, it provides a hierarchical structure portraying the driving enablers and the dependent enablers. Second, it ranks the enablers based on their influence on organization agility. To accomplish the above objectives, ten enablers of organization agility have been identified through an extensive literature review followed by an expert interview to comprehend the interactions and transitivity between the enablers and finally an analysis of the interrelationship using TISM. The results suggest that organizational structure is the most crucial enabler of agile performance in healthcare organization. Apart from that, a motivated and flexible workforce, cooperation between management and employees, availability of training and implementation of employee and patient’s suggestion play a significant role in healthcare organization agility. Eventually, limitations and future research avenues have been outlined to extend the current study.

Supervisors’ Transformational Leadership: Personality and Management Practices as Antecedents

To date, most research on leadership has been focused on impact of transformational leaders on employee attitudes, behaviors, and performance. Much less attention has been given to the antecedents of transformational leadership behaviors. This article bases on follower-centric perspective of leadership. We examine subordinates’ and supervisors’ personal characteristics, work-related perceptions and attitudes, and observed managerial practices as predictors of transformational leadership. Empirical analysis uses a obtained from a standardized survey of 112 employees from two organizations (in IT and manufacturing). Our results revealed that supervisors’ transformational leadership is significantly predicted by subordinates’ agreeableness (“big five” model), perceived justice of performance-based payments and career promotions, and practices of professional training and implementation of employees’ initiatives. Among these, perceived justice of performance-based promotions showed the highest relative importance for predicting supervisors’ transformational leadership.

Employee Motivation in Non-Profit: Evidence from a Community Based Voluntary Organization

<p>This paper explores employee motivation in one of the UK based voluntary organizations. It used a mixture of primary and secondary data. Primary data were collected in the form of questionnaires. By using Frederick Herzberg’s two factor theory we found that, in the absence of sufficient financial rewards, non-financial rewards such as: extra days off for employees; implementation of employee of the month; and simple verbal recognition in an attempt to recognise employee’s efforts were key motivating factors for the employees. Recommendations to management were made in terms of offering flexible hours and quality supervision in order to motivate unpaid volunteers. </p>

Developing new ideas: Spin-outs, spinoffs, or internal divisions

This paper proposes a theory of how employee-driven innovations are developed. An employee with private information about the value of his idea can create a spin-out, work in a division of the parent firm, or work for a spinoff of the parent firm. Developing an idea in a spinoff allows the parent firm to offer a performance-based contract, which mitigates the adverse selection problem but also decreases the firm's incentives to invest in the project. Therefore, inefficient spin-outs are driven by the informational asymmetry and the endogenous investment of the parent firm. The characteristics of the innovation, the employee's managerial talent, and the firm's performance in its core activity affect the likelihood a spin-out is created. The implementation of employees’ ideas in turn affects the innovation process. Ideas with a lower probability of being good are more likely to be explored by an employee within the firm than by an outsider.

The impact of digital technology on the generation and implementation of creative ideas in the workplace

This article discusses a variety of ways that digital technology can enhance innovation by facilitating the conditions necessary for the development of employees’ creative ideas and the implementation of these ideas in organizations. We begin by arguing that three conditions are necessary if employees are to generate creative ideas: access and exposure to new and diverse information, full engagement in the work role, and the experience of socioemotional or instrumental support. We posit that the implementation of employees’ creative ideas requires the mobilization of support and sponsorship of the ideas from credible allies. We then discuss the possibility that digital technology shapes the creativity of ideas generated by employees and the implementation of these ideas by influencing each of these conditions. We conclude with a discussion of some possible risks of digital technology use and some suggestions for several new directions for future research.

Networks for Innovation – But What Networks and What Innovation?

Innovation is a social and interactive process in which collaboration and exchange of knowledge and information play crucial roles. Two conflicting hypotheses have been raised in previous research: Burt's structural hole hypothesis and the density hypothesis. In brief, the former of these hypotheses builds upon arguments for open network structures in the acquisition of innovation; the latter one builds upon arguments for closed network structures for innovation. To shed some light on this state of confusion, this paper tests these two conflicting hypotheses on two separate measures of innovation in a service industry setting. One innovation measure is more incremental in nature and regards the implementation of employees' ideas. The other innovation measure is more radical in nature and regards new services. Findings suggest that social network measures are, indeed, powerful predictors of innovation and, further, that the impact of these are likely to be radically different depending upon the type and measure of innovation. Consequently, this paper recommends caution when studying the impact of social network measures upon innovation, and that more fine‐grained measurements in particular are needed rather than focusing upon inter‐relationships of an overly general and superficial nature.

Employee empowerment in a technology advanced work environment

PurposeThe purpose of this paper is to elicit the determinants of information technology (IT) professional work change and investigates the impact of such changes on IT professionals. Specifically, this paper investigates the effect of work redesign on two personal outcomes: self‐perceived psychological empowerment and organizational commitment.Design/methodology/approachAn empirical study is conducted in the field of high‐tech industrial organizations in Taiwan. Data collected from 40 technological companies, located in the Taipei and Hsinchu Science Parks (n=428), are analyzed using structural equation modeling.FindingsThe results confirm that both work redesign and empowerment generate positive and direct influence on employees' commitment. Specially, the effect of work redesign is amplified on employee commitment through the implementation of employee empowerment.Practical implicationsThe conceptual structural equation model provides useful information for managers to improve employees' commitment towards their work and the organizations through the proper employee empowerment policies.Originality/valueAs technology continues to change at a rapid pace, IT professionals are required to adapt to new tasks and enhanced roles. The paper demonstrates how work redesign indirectly but positively influences employees' work commitment and illustrates the mediate effect of employee empowerment on employee commitment.

EMPLOYEE SELF‐SERVICE TECHNOLOGY ACCEPTANCE: A COMPARISON OF PRE‐IMPLEMENTATION AND POST‐IMPLEMENTATION RELATIONSHIPS

Implementation of employee self‐service (ESS) technology presents a variety of challenges for organizations as they strive to maximize return on investment and change management. Using a research framework grounded in the theory of planned behavior, this study examines factors that enhance user acceptance of ESS technology both before and after implementation. Results suggest that employees are more likely to intend to use ESS technology when they have positive attitudes toward using it and when subjective norms in the organization support use of the technology. Perceived organizational support (POS) enhanced the effect of managerial pressure on perceptions of normative beliefs supporting use of the technology post‐implementation. Implications of the research and future research directions are discussed.

Effect of quality management on competitive performance in manufacturing companies: international perspective

From a perspective of competitive strategy, quality is often seen as a source of differentiation. This paper presents results of an international comparison of quality management practices and their impact on competitive performances in 163 manufacturing plants in Japan, US, Germany, Italy and Korea. Eleven measurement scales area were constructed to describe different aspects of quality management. The results indicate the similarities in the implementation of employee's training, cleanliness and organisation, and process control in manufacturing plants. The most differences across the countries exist in relationship with customer and supplier. Regression models show the significant impact of quality management practices on competitive performance. Cleanliness and organisation, process control, employee's training and strategic planning are identified as the primary determinants for improving competitive performance of the manufacturing plants in terms of quality, cost, delivery, and flexibility.

The right to time off for dependants

PurposeTo examine the factors which influence the implementation of employees’ right to time off for dependants protected by the Employment Relations Act 1999.Design/methodology/approachThe responses of two organisations in the same corporate group with identical policy provision are examined. Formal provision in the two companies was broadly similar providing an opportunity to examine how centrally developed, statutory‐based policy operates in different organisational contexts. Using qualitative reports from line managers and human resource managers the interaction and tensions between formal policy and informal, discretionary practice are examined.FindingsLine manager attitudes to discretionary decision making and other company policies, especially flexitime, produced very different outcomes for employees highlighting a continuing challenge for governments and organisations: Is it more important to be consistent in implementation or responsive to individual circumstances?Research limitations/implicationsThe paper uses data from only two organisations, although it complements national research on the usage rates of parents’ statutory rights to leave.Practical implicationsFactors which can influence and detract from the effective implementation of statutory‐based employment rights are highlighted.Originality/valueIn focusing on parent's right to time off for dependant emergency an important element of the work‐life balance field is examined.