Job Evaluation Research Articles

Lean Healthcare Implementation: How is The Employee’s Acceptance?

Lean healthcare is a new concept in hospital management that not only focus on patient value but also efficiency. This study aimed to understand how far the employees bring lean healthcare implementation in to their daily work. Lean healthcare phylosophy tend to built a lean culture. This study used a descriptive qualitative study design with lean team in several unit in Panti Rapih Hospital. This study adopted an instrument of Lean in Healthcare Quistionaire which measure four domain principal of lean, they are pylosophy, process, people and partner, and problem solving. Result of this study showed that not all indicators have met the highest level of maturity of lean healthcare implementation. Indicator standardization still low in the iplementation, in the other hand rewarding staff system is Panti rapih Hospital already design and have the haighest score. The management should focus on the improvement of job evaluation process with a certain indicator or procedures. Threfore, the employee’s performance can be improve directly from the result of evaluation.

Performance Appraisal Effect on Compensation

Human Resources function has been evolving throughout the years to reach more effectiveness in the corporate world. Today human resources focus on five major components: recruitment and selection, training and development, pay and benefit, performance appraisal and labor relation. It is worthwhile to mention that Human Resources department works best in a dynamic economy. This article tackles the performance appraisal part and its effectiveness when it comes to compensation. It starts by focusing on the importance of having a clear job description, evaluating employees according to job description using effective job evaluation method and performance appraisal selective methods according to the structure and the field of the company. Linking these tools to different ways of compensating employees and the effectiveness of such actions, problems, diagnostic approach and recommendation of Performance Appraisal (PA) process are covered in this study.

Empirical Findings from the Application of Human Resource Evaluation Methods in the Greek Public Administration

The main objective of this research is to approach as much as possible the subject of evaluation in the public sector and to present its effects on job satisfaction. It focuses on human resource management and job evaluation processes, methods developed by theoretical and practical researchers. The main reason someone would want to deal with it at research level is the contribution of the evaluation of human resources in the public sector, in an effort to provide better services to the citizens with low cost, but above all in the cultivation of the feeling of satisfaction of the employees themselves in order to respond better to the work demands of the bodies they serve. We carried out research both qualitatively and quantitatively in the Region of Crete and the results obtained are of particular interest since they gave us an indication of the imperative need to improve the evaluation system as well as the procedures for its implementation.

APPROPRIATENESS OF USING THE THEORY OF PERSONNEL MANAGEMENT IN EMPLOYMENT LAW

The Author considers that it is reasonable to use the theory of personel management to interpret the provisions of employment law. This primarly concerns the issue of forms of employment. This should be applied both with regard to flexicurity and in line with the concept of a flexible company. In accordance with HRM theory, the process of job evaluation should be used when defining the principles of remuneration. At the same time, if the remuneration were to be of a market nature (and thus implement three basic features: attract, motivate and retain), then the evaluation must be carried out in accordance with one of the universal methods. This gives the basis for comparison between different organizations. As far as employment restructuring is concerned, its efficiency, according to the Author, comes from the substantive knowledge of employees` representatives about management processed. So such a partner should be trade unions with expert resources or, in the absence of such organisation, a work council.

Modal Sosial dalam Pengelolaan Ekowisata Kampung Blekok di Desa Klatakan Kecamatan Kendit Kabupaten Situbondo

Klatakan village has a tourist spot-based ecotourism sector which is Blekok village. Blekok Village is managed by the Environmental Service Department of Situbondo, tourism awareness group, and village government. It is also supported by the local community and other parties. Thus, it shows a cooperation among themselves which social capital is needed, like networks, trust, and social norms in managing Blekok Ecotourism village. The aim of this research is to describe the meaning and the types of social capital in managing Blekok ecotourism village. The method used in determining area of this research was purposive method. This research was a qualitative case study. In determining the research informants, purposive sampling method was used. Data were collected by interviews, observation, and documentation which were analyzed by the Miles and Huberman methods. The results of this research are: 1) Cooperation network of Tourism Awareness Group, Environmental Service, Village Government, community and outside parties; 2) Written norms in the form of income sharing, rental rates, prohibition of plastic waste, prohibition of selling the same product, period of support. Unwritten norms consist of exemption from entry ticket fees for employees and the Klatakan community, cleanliness, prohibition of selling expensive products, rules for working hours, distribution of parking fees, meeting attendance, being on time; 3) Trust goes well. However, there are still concerns because it is prone to fraud. The hope is to be more advanced, increase human resources, support in the form of facilities, play an active role, and can improve the economy. Interactions are work coordination, mutual assistance, communication, and job evaluation. Types of Social Capital are divided into 3, namely: 1) Bonding in the form of Mutual Value, kinship, and tolerance; 2) Bridging in the form of a Tourism Awareness Group bridging the community with outsiders, the Environment Service bridging the Tourism Awareness Group with outsiders; 3) Linking in the form of cooperation between the management and external parties.
 Keywords : Ecotourism, Kampung Blekok (Blekok Village), Social Capital, Types of Social capital

Evaluation of Poultry Shop Business Compensation System Based On Job Value Using Hay Job Evaluation Methods

Compensation is one of the crucial things in a company that needs to be designed accordance with the 3Ps (Pay for person, pay for performance, and pay for position) so that employees can give their best contribution to the company. In this case, it is necessary to determine the grading between positions that reflects the knowledge, skills, and responsibilities of employees at each level. One of the weighting criteria can used are based on the Hay System, which is classified based on know- how, problem solving, and accountability. Budi Poultry Shop is one of the SMEs in Magelang which is engaged in chicken farming in partnership with PT Malindo Feedmill Tbk. The purpose of this study is to evaluate the payroll system in the Budi Poultry Shop compensation to be more fair and effective for each employee based on Job Value & Job Grading using hay job evaluation methods and a salary mapping system with the Adhered method and the Overlapping method. The data used in this study are primary data and secondary data obtained through the distribution of questionnaires, interviews, and literature studies to various sources relevant to the research. Based on the results of data processing, it is found that the compensation system for the SME Budi Poultry Shop is less than ideal. The ideal compensation system is to use an analysis of the salary mapping compensation system with the overlapping method to implement the efficiency of funds issued by SMEs

Analysis of Job Value-Based Compensation System At Automotive Company XYZ In Bali Province

Compensation is a form of reward from an organization for the performance of its members. There are 2 types of compensation, namely financial and non-financial compensation. Compensation, especially the financial type, will affect the welfare of the recipient. This study will discuss the improvement of compensation in accordance with the method point system with company policy. The studied company is a company that is engaged in the automotive field that focuses on used-vehicle transactions, sale of spare parts, and vehicle services. The purpose of this research is (1) to develop job grading and job values for employees of company XYZ based on compensable factors according to scientific journals (2) to evaluate compensation system improvements that are appropriate and effective to be imp lemented in company XYZ. The data in this study are quantitative, primary data obtained through direct interviews and the results of questionnaires and secondary data obtained through literature studies and relevant reports. The method used is salary mapping adhered, and salary mapping overlapping. The result of the research shows that there are 10 compensable factors that become the job evaluation factors that form the basis for compensation. All factors are divided into 3 parts according to Hay's method, namely know-how, problem solving, and accountability. The results of the salary reform design that have been obtained can be used as the company's new payroll system

Lived Experience of Leadership Styles on Employee Job Satisfaction in Selected BPO Companies in the Philippines An Intervention of Behavioral Performance

This study was conducted in the Philippines, the world's Business Process outsourcing capital. The primary purpose of this study is to examine the lived experience of leadership styles on employee job satisfaction in selected BPO firms. This research report used a qualitative method based on descriptive phenomenology research design to analyze BPO personnel lived leadership experience, specifically front-liners and managers’ experience from Taguig City, Makati City, Pasay City, and Pasig City within Metro Manila. We used an open-ended questionnaire to collect data from respondents. Five major themes emerged: (1) strengths development, (2) Communication and Innovation (3) Trust and respect (4) Delegation and Employee empowerment (5) Reward and Correction. According to the study's premise, most BPO companies in the Philippines practiced a combined transformational leadership and transactional leadership style. To keep employees happy, managers and BPO businesses can adopt a variety of leadership styles. The most popular and researched leadership style is transformational leadership, which stresses intrinsic motivation and employee development. Transactional leadership is task-oriented and focuses on the needs of the followers. Laissez-faire managers, on the other hand, stay out of the way. Job satisfaction is a pleasant or good emotional state caused by job evaluation. Workplace happiness is unaffected by transactional leadership remedial actions. The results show that employees are satisfied when their leader develops their skills, communicates and encourages innovation, builds trust and respect for others, delegates and empowers employees while recognizing top performers, and respectfully corrects mistakes. However, a definite correlation between leadership styles and employee job satisfaction requires more investigation.

Human Capital and Two Factor Theories on Job Satisfaction

Human capital is part of driving business. Knowledge and skill are needed in organization to achieve goals. Research's aim is to study human capital theory combine with two-factor theories on job satisfaction. Because in 2020, there are many employees had resigned from company. The simplified methodology is to analyses on human capital theory as in quantitative for corporate training structure; budget, manpower and training program. Moreover, two-factor theories are qualitative applied for corporate structure; organization policies, salary structure, and achievement. This is survey research using questionnaires with a sample of 109 cases calculating from Taro Yamane's formula. Data analyses are multicollinearity, heteroskedasticity, and autocorrelation. Findings express that the support in higher education and soft skills training are affecting on job satisfaction. Furthermore, in term of two factors show that all key elements are acted as the "Career Life Factors Chain". Business strategy implication expresses as knowledge management via business training rewards. It will be set under terms and conditions on supporting in higher education to employee who works for five years. Besides, upskill and reskill training will provide to employee who works for three years. Meanwhile, two-factor theories business strategy implication as job evaluation and promotion. Criteria for considering are related to position, age, year of service, and salary. Therefore, top managers can apply as its backward analysis with restructuring of human capital management. Keywords: Human Capital, Job Satisfaction, Upskill – Reskill Management

Successful return to work after burnout: an evaluation of job, person- and private-related burnout determinants as determinants of return-to-work quality after sick leave for burnout

Purpose Burnout literature has primarily studied determinants and rehabilitation. Remarkably, ways to enable qualitative return to work after burnout are considered considerably less and were studied here. Specifically, building on the Job Demands-Resources model and Effort-Recovery model, this study investigated determinants of the quality of return to work. Material and Methods Hierarchical regression analyses were conducted to evaluate the quality of reintegration among 786 workers who were surveyed about their return to work after a burnout episode. Results Restarting work at a new employer and especially getting supervisor support appeared beneficial, whereas remaining burnout symptoms, stressors in one’s private environment and – mostly – neuroticism hampered the quality of return to work. Conclusion Given the high prevalence and important costs burnout entails, primary prevention alone proves insufficient. Current study findings inform on how to optimize the quality of reintegration in the workplace after a burnout episode, demonstrating that supportive managers and inclusive workplaces (i.e., open to hire applicants with a burnout history) are important levers for qualitative return to work, next to ensuring workers are not (so much) impaired by their burnout rest symptoms. Implications for Rehabilitation Reintegration trajectories after burnout should not only be evaluated by sick leave duration but also by the clients’ subjective experience of quality of return to work. Rehabilitation professionals should ensure clients prepare return to work early so they return timely and are not (so much) impaired by their burnout rest symptoms. Rehabilitation professionals should propose reorientation towards a new employer in case of irreversible work ability problems at the current workplace. The clients’ current work situation should allow for sufficient supervisor social support. Also stressors in private life (like divorce) and personality characteristics (like neuroticism) should be considered as they may hamper quality of return to work.

Job Satisfaction Among Pharmacists

Job satisfaction among pharmacists affects the quality of pharmaceutical care and patient health. Our study targeted the evaluation of job and salary satisfaction levels in pharmacists and the factors affecting these levels. Methods — We conducted the survey of 407 pharmacists working at community pharmacies in Saratov Oblast (Russia). Results — The proportions of pharmacists satisfied with their jobs and their salaries were 77.1±0.4% and 52.8±0.4%, respectively. We discovered that salary satisfaction was influenced primarily by the household composition (p=0.004) and professional commitment (p<0.001). Pharmacists who were more satisfied with their jobs belonged to the age category ‘up to 44 years’ (p=0.002). They were less likely to change their employment (p<0.001) and more likely to experience positive emotions when performing their professional activities (p<0.001). Also, they were more satisfied with their salaries (p<0.001), committed to their profession (p<0.001), and more likely to perceive the social importance of their profession (p<0.001). Conclusion — Our findings suggested that formal traits of pharmaceutical professionals had a smaller impact on their job satisfaction, while the greatest impact was caused by the personal characteristics (perception of the social importance of their profession, professional commitment), salary satisfaction, age and frequency of changing jobs.

Evaluation of jobs in textile companies from Hidalgo-Mexico, throughan instrument for job satisfaction

In the Mexican textile industries, State of Hidalgo’s especially, conditions as high temperatures, the handling of chemical substances, high noise and vibration levels, humidity, dust and others, continuously exposes workers to associated risks. Diagnosing and proposing improvements by working conditions assessments are not easy to perform, especially if this is not an essential item in the culture of those responsible for carrying them out neither have honest opinions of employees about problems or risks during work hours, without posing a threat to their current labour status. This study aims to assess 420 worker’s job post, using an occupational satisfaction instrument finding the lowest rankings in ironing area.

THE MEDIATING EFFECTS OF QUALITY OF WORK LIFE ON CAPACITY PERFORMANCE MANAGEMENT AND EMOTIONAL INTELLIGENCE

This study evaluated the impact of leadership management skills and emotional intelligence on employee performance as a variable mediation through the quality of work life. This research uses a path analysis model (path analysis) since there is a mediation between the independent variables and the dependent variable to analyze the mediating impact of the quality of work-life on managerial leadership and emotional intelligence on employee efficiency. This analysis is called a universal survey (free sampling) or census using all population members, which amounts to 33 people. Management capacity led significantly to performance. Employee emotional intelligence also provides a valuable contribution to success. The standard of work has made a significant difference in the results. The managerial capability of the chief has made a positive contribution to the efficiency of the job. Employee emotional intelligence is also a positive contribution to job performance. K Quality in management, accompanied by the quality of work, has been a successful contribution to performance. Employee emotional intelligence was a positive contribution to results, followed by job efficiency. The study will contribute positively to the understanding of the job evaluation of BNN employees in Malang City. However, this analysis contributes to the assessment of BNN employees based on the job evaluation of BNN employees in Malang City. The difference between this study and previous studies is the treatment or care of Malang City BNN employees to improve the quality of their assessment.

Consideration about the society after the COVID-19.

This paper reviews three viewpoints regarding the society after the COVID-19 infection on the concept of safety management. The first is the relationship between With COVID-19 and a zero risk. As a result of coexistence with COVID-19 for more than one year, the Japanese society thought that a zero risk is difficult to accomplish, and some risks will be accepted to maintain social activities. This leads a change in a way of thinking from zero risk to risk-based safety management. The second is the change in the way of working. As a result of having experienced remote work forcibly, it will become the hybrid model that incorporated remote work in a conventional method. Personnel evaluation changes from the seniority system to the job evaluation type, and each person’s professional ability will be more focused on. The third is the review of the Japanese society system. In Japan, although the infection level was controlled to some extent by the groupism of the self-restraint of actions by mutual monitoring, there is a limit of managing based on groupism. Moreover, as seen in the delay of vaccine development and the medical care collapse, these problems should be improved by changing Japanese society system.

Job evaluation as a mechanism for achieving the fairness of a wage structure in the administrative system: theoretical perspectives

PurposeThis paper aims to present a theoretical framework which reveals the relationship between job evaluation (JE) and the development of fair wage structure from the organizational justice (OJ) perspective. It focuses on analyzing the dimensions of job-based pay structure and the use of multifaceted construct of OJ (procedures, distribution and interaction) to determine how the perceived justice of JE's multi-levels construct contributes to achieve the fairness of wage structure.Design/methodology/approachThis paper adopts an analytical descriptive approach in terms of explaining the perspectives and viewpoints related to the analysis. This paper is based on examining a theoretical framework provided by the authors based on a theoretical review of literature and a set of empirical evidences.FindingsThe design of a hierarchical wage structure counts on the multidimensional approach of JE which consists of three dimensions (processes, outcomes and social system). In addition, the determination of wage structure fairness is dependent on the assessment of the perceived justice of: JE's procedures, wages distribution and management's treatment with its employees.Originality/valueThis study provides a new theoretical contribution in studying the relationship between JE and the design of fair wage structure. This contribution can be regarded as a theoretical foundation for conducting some empirical and comparative studies in the future. The study affords directive mechanisms to policymakers in order to enhance the fairness of the wage structure across the state.

The Impact of Remuneration toward Salary Satisfaction: A Case Study on Job Evaluation Method in SME Employees in Central Sulawesi, Indonesia

This study aims to evaluate the effectiveness of remuneration with job evaluation point method and to discover its impact toward salary satisfaction of employees in Small and Medium scale Enterprise (SME). This research is a case study involving SME level employees in the field of food and beverage preparation who received remuneration with job evaluation point method. The methods for data collection used in this research were observation, interview, and questionnaires. The measurement scale used was the Pay Satisfaction Questionnaire. This research was an experimental action research with the randomized pretest–posttest control group design. The Mann–Whitney and Friedman tests were applied for conducting data analysis. The study argues that the application of remuneration by using job evaluation point method can increase the satisfaction of SME employees, reduce the level of turnover, and increase work commitment of employees. The results of the data analysis showed that the hypothesis was accepted; there was an improvement in salary satisfaction of experimental group who received remuneration with a significance value of p<0.005.

Human Resources Planning (HR) Business Face Care Products PT. Indo Bright Skincare

PT. Indo Bright Skincare is a company in the form of a limited liability company which is engaged in cosmetics, especially facial care products, which is located on Jl. Sheikh Nawawi, Matagara, Tigaraksa, Tangerang Regency, Banten, Indonesia with an area of 2000 square meters. PT. Indo Bright Skincare focuses on facial care products with black garlic ingredients that do not yet exist in Indonesia. The product uses the right formulation with ingredients that are safe for health and guaranteed to be halal. This study aims to describe human resource management, to analyze the internal and external business environment at PT. Indo Bright Skincare and to develop a business development plan on the human resource aspect. Researchers used qualitative descriptive methods to obtain the required data. From the results of the study it can be said that in running the business of PT. Indo Bright Skin Care. Human resource planning, including job analysis and design, human resource planning, recruitment, training and HR development. compensation, social security, job evaluation, performance bonuses, and termination of employment. The Human Resources (HR) budget designed by PT. Indo Bright Skincare pays attention to the rules set by the government by taking into account allowances, work accidents, pensions, health and THR. In the first year the number of employees was 14 people.

Meaning or Money? Examining Preferences for Meaningful Work and Compensation

Workers often face challenging decisions about whether to prioritize meaningful work or high compensation. Tradeoffs between meaningful work and compensation have received extensive theoretical attention, but limited empirical examination. Across three studies, the present investigation examined the relative importance of salary and meaningful work to job evaluations and probed the extent to which high salaries are believed to promote meaningful work. Study 1 (N=408) demonstrated that people prioritize high salaries over highly meaningful work when evaluating hypothetical jobs. Study 2 (N=187) showed that participants overwhelmingly preferred a hypothetical high-salary job with low meaningfulness to a low-salary job with high meaningfulness. Finally, Study 3 (N=171) illustrated that high-salary jobs are expected to provide more meaningful work than medium or low-salary jobs. These results suggest that salary is paramount to meaningful work in hypothetical job evaluations and that people believe that salary is highly influential to the experience of meaningful work.

Causes and Consequences of Changing Organizational Pay Practices

Substantial scholarship explores how the employment relationship has changed since the 1970s, but most research focuses on large-scale causes, such as globalization and changing labor market institutions, and how they have reshaped the distribution of rewards across society. At the same, however, organizational pay practices themselves have developed in response to competitive forces, new management theories, and regulatory requirements. These changes in pay practices have distinctive effects on pay outcomes, including the wage distribution and gender inequality. This Presenter Symposium will explore changes in pay practices—including the shift from job evaluations to market-benchmarking, the rise of merit pay, and the adoption of pay transparency—and how these practices have reshaped pay outcomes across organizations. Changes in Pay Inequality Within Organizations Presenter: Peter Cappelli; U. of Pennsylvania Wage Stagnation and the Rise of Merit Pay, 1974-1991 Presenter: Nathan Wilmers; Massachusetts Institute of Technology The Equilibrium Effects of Pay Transparency in a Simple Labor Market Presenter: Zoe Cullen; - From the Job’s Worth to the Person’s Price: Developments in Pay-Setting Practices Since 1950 Presenter: Laura Adler; Harvard U.

Pengaruh Disiplin dan Motivasi terhadap Kinerja Pegawai pada Badan Pengelola Pajak dan Retribusi Daerah (BPPRD) Kota Jambi

Humane resource management is a process that consists of planning, organizing, leaders andcontrolling activities related to job analysis, job evaluation, procurement, development, compensation, promotion, and termination of employment in order to achieve the stated objectives. The method used in this research is the study of literature’s, a study conducted by using literature and writer’s that is closely related to the object of study, which is intended to obtain studid. Besides theory and information sourced from the internet. BPPRD is one of the Regional Work Units covered by the Jambi City Government which was formed based on Jambi City Regional Regulation Number 14 of 2016 concerning the Establishment and Composition of Regional XDevices of Jambi City and JambiH Mayor Regulation Number 60 of 2016 concerning Position, Organizational Structure, Tasks,e and Functions and Work Procedures at the Jambi City BPPRD. Based on the results of the regression analysis it was concluded that the regression equation Y = 12559,175 + 5.284X1 + 7.165X2 + e, with R square 0.888. simultaneously has a rsignificant positive influence between discipline and motivation on the performance of employees with a significant value of 0,000. While quantitatively there is an influence of discipline on employee performance with a significant value of 0.68 and rmotivation towards employee performance with a significant value of 0.003. Because in this study discipline and motivation have a significant effect simultaneously on employee performance. Then it must be more attention and improved again, so that discipline and motivation on employee performance can be better in the future.