Increase Work Productivity Research Articles

Pengoptimalan Fungsi Magnetik dan Sistem Hidrolik pada Alat Penyangga Mesin Mobil dalam Menerapkan Budaya K3 di Dunia Industri Otomotif

<pre><span class="y2iqfc"><span lang="EN">Speed and accuracy of workmanship are important supporting factors for business actors operating in the service sector. The availability of adequate supporting equipment can increase work productivity and can reduce the risk of work accidents that can endanger the surrounding environment. Technological developments in the automotive industry always provide innovations. Even though it is like that, it still doesn't escape the new problems that accompany it. In the process of replacing a car clutch lining, the application of knowledge about lifting aircraft is very necessary. Differences in the load capacity of car engines that exceed human strength capacity require the use of tools according to specifications. The addition of a hydraulic system to the machine support can provide lifting power that is greater than the power produced by mechanics in lifting or holding loads that exceed their capacity. Apart from that, implementing a culture of occupational health and safety is important to realize workforce welfare. What is not expected when repairing a car's clutch lining is a shift in the load support of the car's engine which can cause damage to other components and can even endanger mechanical safety. The property of magnets that can attract metal objects can be used to improve K3 in the automotive industry as an effort to prevent engine supports from shifting position when repairs are carried out on car clutch linings.</span></span></pre>

WORK FROM HOME DAN KEPUASAN KERJA TERHADAP PRODUKTIVITAS KARYAWAN KANTOR INSPEKTORAT KOTA YOGYAKARTA

The purpose of this study is to examine the effect of Work from Home (WFH) and Job Satisfaction on the Work Productivity on Employees at Yogyakarta City Inspektorat. Data collection was done by survey method on 67 employees. Data processing was done using SEM-PLS program. Evaluation of the measurement model (outer model) with reflective indicators was evaluated by three criteria, convergent validity, discriminant validity and composite reliability. Convergent validity and discriminant validity showed that all constructs are valid, both the AVE value and the outer loading value > 0.70, while the composite reliability showed that all constructs have a composite reliability value > 0.70. The results showed that Work from Home (WFH) with job satisfaction as a mediator has a positive and significant effect on work productivity. This can be proven by the value of t statistic > 1.96 with a value of 4.358 > 1.96 and p value < 0.05 with a value of 0.000 < 0.05. So it can be concluded that Work from Home (WFH) with job satisfaction as a mediator can increase work productivity. There are two important implications in this research, first, for Inspektorat, it is necessary to regulate fair and transparent management of Work from Home (WFH) and Work from Office (WFO) so that there is no feeling of unfair treatment from employees which will affect employee satisfaction. Second, for employees to be able to maintain a balance between office and home work so that work productivity continues to increase.

The Influence of Work Empowerment and Motivation on Increasing Work Productivity Employees (Study on Pt. Bank Bengkulu)

This study aims to examine the effect of work empowerment and motivation on increasing employee productivity. The sampling technique in this study used purposive sampling with the criteria of employees who have worked for at least 5 years. The sample size was 202 people. The independent variables in this study are work empowerment and motivation, while the dependent variable is employee work productivity. The analytical tool used is multiple linear regression. The results of this study indicate that the variable work empowerment and motivation to increase productivity have a positive and significant effect on the performance of employees of PT Bank Bengkulu. The implication of this research is to increase the role of employees in decision making (work empowerment) and by providing motivation in the form of praise when working well or giving rewards and punishments as a form of appreciation for work.

Manajemen Perubahan Organisasi Sebagai Upaya Peningkatan Produktivitas Kerja di PT. Mayora Indah Tbk

Research Organizational change management is a process for managing changes carried out by an organization. Organizational change management can help organizations to increase work productivity by increasing employee skills and knowledge, employee training and development can increase employee abilities to carry out their duties and work better. This can increase employee work productivity because employees can complete their tasks and work more quickly and efficiently, increase employee motivation and commitment, employee motivation and commitment programs can increase employees' sense of belonging and pride in the company. This can increase employee motivation and commitment to work harder and produce better performance, improve the work environment, a comfortable and safe work environment can increase employee work productivity because employees can work more focused and efficiently. PT. Mayora Indah Tbk has implemented organizational change management effectively to increase the work productivity of its employees. These efforts have produced positive results. PT employee work productivity. Mayora Indah Tbk will increase by 20% in 2023. This is proven by an increase in added value per employee by 20%. Organizational change management as an effort to increase work productivity at PT. Mayora Indah Tbk: Stay focused on change goals, ensure support from leadership, effective communication, support from employees, evaluate success. By implementing these suggestions, PT. Mayora Indah Tbk can increase the effectiveness of organizational change management and achieve its goal of increasing employee work productivity.

The Effect of Digital Literacy and Facilitating Conditions on Increasing Employee Productivity

Increasing employee productivity is certainly not easy and cannot be separated from adaptive efforts to developments and changes that occur. Facing various social and environmental phenomena that occur, of course the role of human resource management must be to be able to determine the right strategy to remain focused on achieving optimal employee productivity. In the current era of digitalization, the need to accelerate the achievement of employee productivity with advances in information technology is absolutely necessary. Changes in employee mindset and culture set regarding the use of various information technology facilities used by the organization must be realized so that the character of employees who are technologically literate and have digital competence can also be formed. The simplification of government bureaucracy, which is also a milestone in efforts to support increasing the competence and expertise of the State Civil Apparatus (ASN), must also be marked by the government's readiness to pay more specific attention to the digital literacy skills of each of its employees. own. Especially in the era of digital transformation and post-pandemic Corona Virus Disease 2019 (Covid-19), ASN are increasingly required to increase their digital literacy in order to increase work productivity which is the unit of measure for organizational success and performance. On the other hand, the strategic step that the government needs to take to increase employee productivity is to strengthen facilitating conditions which are believed to have a very significant influence on employee productivity. Based on the results of this research, it was found that digital literacy and facilitating conditions have a significant effect on employee productivity.

The influence of career development and organizational commitment on employee work productivity through work motivation of Kpp Pratama Jakarta Cakung

This study aims to examine and analyze the effect of career development and organizational commitment on employee productivity through work motivation. This research was conducted at the KPP Pratama Jakarta Cakung office with a total population of 101 employees. The sampling technique in this study used the Slovin formula with a total sample of 81 employees. In this study, the research design used was quantitative research by distributing questionnaires to KPP Pratama Jakarta Cakung employees and taking several books, journals, and examples of previous studies related to this research. Data analysis methods used in this research are regression analysis, descriptive analysis, and path analysis. Based on the results of the research, shows that 1) career development and organizational commitment have an impact on increasing work motivation. 2) career development and organizational commitment have an impact on increasing work productivity. 3) work motivation has an impact on increasing work productivity 4) career development and organizational commitment have an impact on increasing work productivity through work motivation. Work motivation cannot mediate, namely career development and organizational commitment in influencing employee work productivity.

New working equipment of PXP 2.0 high-performance railway train

The article presents design and technical solutions for the new working equipment of the high-performance rail grinding train PXP 2.0 for the implementation of high-speed rail grinding technology in railway conditions. A description of the design of grinding carts is given, including the drive of the grinding wheels and the mechanism for setting the angle of attack of the grinding wheel. In addition, the article discusses the conditions for moving working equipment along a rail track at high speeds. The presented solutions make it possible to carry out rail grinding work at speeds of up to 30 km/h without reducing the amount of metal removal, which ensures an increase in work productivity by more than 3 times compared to existing analogues of rail grinding trains.

Between Work and Family: The Impact of Workload on Career Women

The dual role conflict of a career woman occurs due to an imbalance between workload in the office and time with family. This study aimed to determine the effect of workload on work-family balance in career women. The total number of respondents in the study amounted to 200 career women who were married and had children. The measuring instruments used in this study are the workload and work-family balance scales. The result of this study reveals that workload and work-life balance have a negative relationship among career-oriented women. Researchers have found that women who have a high workload find it difficult to strike the right balance between work and family responsibilities. This can lead to an increased sense of stress, which ultimately affects their overall well-being. The implication of this study shows that the ability to manage workload in the office is needed so that the roles of an employee, wife, and housewife can be balanced. Companies should establish a system that offers convenience for women, ensuring that the workload is distributed proportionally. Additionally, companies should provide support through policies and counseling interventions that aid in maintaining a healthy work-life balance, leading to an increase in worker productivity.

ІННОВАЦІЙНЕ ЛІДЕРСТВО ТА КОРПОРАТИВНА КУЛЬТУРА ЯК ІНСТРУМЕНТИ ЕФЕКТИВНОГО МЕНЕДЖМЕНТУ

The scientific work examines the analysis and application of effective management tools, their key role in the formation and sustainable development of the competitiveness of organizations. The challenges faced by leaders in the conditions of globalization, technological changes and crisis are analyzed. The role of emotional intelligence, adaptive thinking and innovative approaches in ensuring effective leadership in organizations is defined. Successful leadership has been shown to help build team trust, drive innovation, and provide organizational stability in a volatile environment. Recommendations are offered to improve the effectiveness of management decisions in the face of modern challenges by introducing new approaches to the development of leadership skills, in particular, emotional competence and change management. One of the key challenges of modern leadership is the need to manage diverse teams, often in international or multicultural contexts. Emotional intelligence becomes especially important in such conditions, because it allows a leader to better understand cultural differences and adapt his management style according to the needs of different groups. Emotional intelligence is an important element for resolving conflicts and building constructive negotiations. Leaders who develop this skill can reduce stress levels in organizations, prevent burnout among employees, and increase overall job satisfaction. This is especially true in today’s business environment, where rapid changes and a high level of competition often cause stress for employees. Modern leaders must pay attention to their own personal development and learn to manage their emotions. This includes practices such as reflection, active listening, and developing empathic and communication skills. Thanks to constant selfimprovement, leaders will be able to motivate their teams more effectively, increase work productivity and create conditions for the sustainable development of organizations. Innovation and emotional intelligence are becoming important components of modern leadership, as they help leaders adapt to changes and establish effective interactions with teams. They provide leaders with the ability to effectively manage, taking into account the emotional needs and stimulating the personal and professional development of their team. In crisis situations, such as economic and social upheavals, leaders capable of bold decisions play a special role. Leaders must be ready to make difficult decisions and take responsibility for the outcome. Leadership in crisis requires managers not only professional skills, but also strong psychological stability and the ability to act in difficult, often unpredictable situations. In times of crisis, leaders must take responsibility for the risks that accompany every decision.

Augmented Reality and AI: An Experimental Study of Worker Productivity Enhancement

The purpose of this experimental investigation is to determine how worker productivity may be enhanced by Augmented Reality (AR) and Artificial Intelligence (AI). Participants in the AR condition reported completing tasks 16% faster on average and receiving a high user satisfaction rating of 4.56 out of 5. Participants in the AI condition reported a 4.3 feedback rating and a 13% decrease in task completion time. Surprisingly, productivity increased by a remarkable 22% with an average score of 62 when AR and AI were coupled. These results demonstrate how AR and AI technologies may significantly increase worker productivity in real-world work environments, highlighting their importance for companies looking to maximize labor effectiveness and decision-making procedures.

Design Of a Dry Coffee Bean Shell Separation Machine Model To Increase Productivity

The research objective of designing a coffee bean skin separator model is to increase work productivity in the ergonomic dry coffee bean skin separation process. The way this dry coffee peel separator machine works is that the steel plates will rotate each other at certain gaps so that they can rub the coffee until it peels off. The design of this dry coffee bean peeling machine is adjusted to the results of anthropometric data measurements. In the previous coffee skin splitting process using an old-fashioned coffee peeler machine where the coffee beans were put in the inlet without sorting the coffee sizes, all coffee sizes were put in to be processed in the machine. Then the peeling plate gap is adjusted and the medium size is selected. As a result of stripping, it was obtained that almost 50% of the coffee beans had not been peeled off, and had to be put back in again. Besides that, the results of the stripping were still mixed with the dirt skin, so it needed to be processed again to clean the coffee. The results of testing the performance of the old model of the peeler with the new model of the improved peeler obtained an increase in performance or an increase in productivity. Increased work capacity of the dry coffee peeler (Kp) = (153.84 -17.24) / 17.24 = 176.88%, while the increase in the quality of well-exfoliated coffee beans (Kw) is = (90.74 – 85 .41)/85.41 = 6.24% thereby increasing productivity.

Describing Companies’ Compensation Practices: A Case Study of Pagadian Manufacturing & Retailing Companies

Purpose: The compensation practices in the case of retailing and manufacturing companies of Pagadian City. When a company fails to have a structure and transparency on how pay choices are made, it may be at a disadvantage when it comes to keeping employees motivated and preserving employee pay fairness. This explores the compensation practices implemented especially by the retailing and manufacturing companies and how these practices help improve the company’s employee performances.
 Design/Methodology/Approach: The researcher used a qualitative approach to make the chosen participants able to describe their Compensation Practices. The researchers distributed a Consent for Participation letter to the chosen participants of the research study before proceeding to the interview proper.
 Findings: The results show that the Compensation Practices of Manufacturing & Retailing companies in Pagadian City includes monetary benefits such as cash gifts, an increase in sales credit, and non-monetary benefits such as leave with pay, all-expense-paid services, and certificates and recognition.
 Implications/Originality/Value: So, it is concluded that the Compensation Practices is essential in increasing work productivity within the organization, providing fair compensation to employees, improving their performance, and keeping them motivated, which is an excellent advantage for the business.

패션물류센터의 효율적인 B2C 작업 방식에 대한 연구

The fashion industry consists of textile industries that produce and sell textile raw materials clothing industries that manufacture and sell clothing distribution industries that sell fashion consumer goods fashion information fashion publishing and fashion consulting. As the fashion industry gradually moves from offline to online transactions at online shopping malls in the fashion county rose 3.3 percent year-on-year to 49.8158 trillion won in 2022, according to the Seoul Investment Administration. In other words through the pandemic due to COVID-19, the restructuring of fashion distribution channels has accelerated reducing offline distribution networks and rapidly growing online distribution networks. ssfshop, LF, Kolon FnC, and E-Land Group are strengthening their online distribution networks and marketing while Musinsa, W Concept, Zigzag, Able and Brandy which are called the online fashion platform “Big 5,” have “stormous growth.” In this way with the acceleration of online distribution in the fashion industry logistics centers are also establishing an online-only system. However unlike B2B fashion logistics B2C fashion logistics is not easy to achieve logistics operation optimization through automated facilities (Auto Sorter, Digital Picking System (DPS). The reason for this is that B2C fashion logistics manually performs a series of processes such as single/multiple picking of individual units invoice output packaging invoice attachment and delivery preparation according to individual orders of consumers. In addition B2C Fashion Logistics requires work speed and efficiency for rapid and accurate order processing coping with seasonal shipping demand packaging accuracy of skilled personnel and rapid return processing. A study on the efficient working method of B2C fashion logistics was published in 2022 through a study on how to streamline the B2C process of shoe logistics applying the Line Balance methodology. However there was a limit to the fact that the previous paper was not able to conduct comparative analysis with various companies by research and analysis centered on Company A. Therefore this study aims to expand line balancing research in 2022 to introduce the “Flow Shop and Job Shop Method,” which is a work process method and to compare and study work efficiency by applying the Flow Shop and Job Shop methods, focusing on the B2C tasks of Fashion Logistics Center A and B. In addition, this study differs from the meaning of mutual comparison and research on ways to increase work productivity by applying the Flow Shop and Job Shop methods of logistics centers to revitalize online channels in the fashion industry, focusing on the cases of Company A and B.

Productivity of older employees in comparison to other age groups: a cross-country analysis

The main aim of the paper was to estimate the impact of older employees aged 55-74 on productivity compared with other age groups. The research (foundation of the paper) was conducted in 72 countries in the period 2000-2021. Countries were divided into three groups composed of 24 economies according to their GDP pc in 2021, i.e. the lowest GDP pc, the middle GDP pc, and the highest GDP pc countries. The study covered the five age and sex groups of employees: 25-34, 35-44, 45-54, 55-64, and 65-74. The Productive Capacities Index (PCI) built by UNCTAD and its selected categories were assumed to be dependent variables. The research results obtained for three groups of countries indicate that older employees had stronger positive impact on improving PCI than younger employees, especially on human capital development and private sector productivity. Our outcomes also suggest that older employees are better integrated than younger age groups with ICT tools that increase work productivity. To sum up, we can state that older employees can be a key factor in economic development due to their knowledge and experience, provided that others are willing to learn from them and they receive relevant organizational support.

Total ergonomics approach to analyze work system and propose improvements for increasing worker productivity

UD. TGM is one of SMEs located in Blora, Central of Java. They can produce 60 – 150 pallets of paving block per hour. Based on observations and measurements, the noise level around production machines is above 90 dB and the temperature around UD. TGM reaches 34°C. Those conditions do not match with the regulatory standards by Ministry of Health of Republic Indonesia. In addition, based on NBM questionnaire, there were 10 complaints of very sick, 7 complaints of pain, and 7 complaints of moderate pain. The worker's cardiovascular load was 36.4% (or needed improvement). Based on the REBA assessment informed that a corrective action needs to be taken immediately. This study aims to analyze the work system totally and provide improvement recommendations. We proposed recommendations by total ergonomics approach collaborated with fishbone diagrams, tree diagrams, and PDPC diagrams. The recommendations were UD. TGM need to create a supervisory team, create work instructions, design additional of transportation tools like a hand stacker, replace dirt floors with paving, enlarge air ventilation holes and add roof height. Then, the evaluation of the recommendations by Catia software, the REBA score was reduced from level 3 to level 1 (or low risk).

Employee Training and Development Strategies Using in House Training Method

Employees are an essential asset for a company. With employees, the company would operate at all. Therefore, sound resource management is needed, one of which is holding employee training. Bad management can have fatal consequences for a company if employees cannot do their work well. Then, many tasks will pile up and need to be completed quickly. Carrying out employee training will help employees to increase work productivity. This research was conducted to determine the employee training and Development form carried out at PT Panasonic Manufacturing Indonesia. Training and Development are critical in managing human resources in an institution, company, or organization. Human resources are an indicator of success for the survival of an organization or company. Hence, training and Development are essential for employees to increase their knowledge, skills, and abilities. Training provides specific knowledge and skills needed in the current job, while Development focuses on improving long-term knowledge, abilities, attitudes, and personality traits. Training is a process to improve employee abilities in specific jobs according to organizational needs and is carried out quickly. On the other hand, Development has a broader scope, aiming to prepare individuals to take on higher or different responsibilities in the organization. This second element is an investment in the organization, ensuring that employees have the skills necessary for effective and efficient performance. Analysis of employee training and Development (in-house training) for August – September 2023 at PT Panasonic Manufacturing Indonesia to provide an overview of employee performance at the company.

The Influence of Employee Selection, Job Placement, Work Experience, Job Training, and Reward on Employee Work Productivity in the Trade Office West Nusa Tenggara Province

This research aims to determine the influence of employee selection, job placement, work experience, job training, and reward in increasing employee work productivity at the Trade Office of West Nusa Tenggara Province. This type of research is quantitative with multiple linear regression analysis methods, t-test, f-test, coefficient of determination test, and applying saturated sample methods, namely taking all 57 employees of the Trade Office of West Nusa Tenggara Province as samples. The data obtained came from interviews, questionnaires, books, and journals. This research found that the variables of employee selection, job placement, work experience, and job training were positively and significantly correlated with increasing work productivity. However, the reward variable did not significantly increase work productivity. Simultaneously, all variables have an impact on increasing work productivity. Meanwhile, testing the coefficient of determination shows that all independent variables can explain the work productivity variable by as much as 47%.

Analisis Faktor Penyebab Banyaknya Sisa Material Cable dari Produksi Kapal X pada Pt. XYZ Menggunakan Metode New Seven Tools

XYZ is a company operating in the largest shipping manufacturing industry in Indonesia. Apart from that, PT. XYZ also accepts ship maintenance such as overhaul and ship repair work. PT. XYZ launched a ship created by the nation's children, named Ship X. This ship has a big impact because this ship can help provide medical assistance in underdeveloped, remote and frontier areas. However, in the production process of this ship there are still some remaining materials which can be said to be a lot. One of them is cable. To overcome this problem, analysis is needed to find out what factors can influence it and proposals that can solve the problem. In this research, the New Seven Tools analysis method was used. Based on the results of the analysis using the new seven tools method, it was found that the factors causing the large amount of leftover cable material were the lack of accuracy of both staff and field workers in determining material requirements and material processing. So that improvement evaluations can be carried out by determining the design and need for fixed materials in accordance with applicable SOPs, increasing worker productivity, and optimizing material processing during the production process.

Penerapan Sistem Reward dan Punishment dalam Perspektif Konsep Mashlahah

In essence, in the world of work, of course, it is very necessary for human resources who have a work ethic with high motivation to increase work productivity and as a form of real example of a commitment in order to achieve the goals that have been set. To improve and make morale (work ethic) always present and tend to grow, one of the things that is very important to pay attention to is implementing a reward and punishment system. The policy of implementing rewards and punishments is expected to be a stimulus to improve the culture of maximum performance because performance is a real behavior displayed by each employee as an achievement in accordance with his role (rights and obligations) in an agency. The concept of mashlahah is the path taken by Islamic law to implement His rules and commandments against new events that are not accommodated in the nash, as an effort to create goodness that is long-term (hereafter dimension) and short-term (worldly dimension), material and spiritual and includes collective and individual aspects. In addition, three main elements must be fulfilled, namely sharia compliance (halal causa), having benefits and bringing goodness (thayyib) in various aspects universally that do not cause harm.

Optimization of Basket Oven Oil Seal Design For Quality, Productivity and Material Handling

In the oil seal production process, one of them is the post-cure oven process as a heat treatment to engineer the rubber material so that it has resistance to friction and has high heat resistance. The post-cure oven process itself uses equipment in the form of an oven basket made of heat-resistant steel material to place the oil seal. However, the Basket oven itself has a maximum limit for placing the oil seal in the oven, so calculations are needed to find the optimization value to find out the maximum value obtained so as to increase work productivity. From the problems found, the existing oven baskets were unable to accommodate 1,442 pcs/lot of products, but were only able to accommodate 1,344 pcs of products. so it is necessary to design a new basket oven to get the optimal value so that the basket oven can accommodate as many as 1,442 pcs/lot of products. From the research results it is known that to save material the most optimum cutting value is if the value of x = 8.5. Meanwhile, to get the maximum volume value, it is cut with a value of x = 11. By using the new oven basket, the product volume that can be accommodated is 1,568 pcs when compared to the use of the old basket which was previously able to accommodate 1,344 pcs of product. The use of a new basket oven can increase basket volume by 16.7%.