Job Knowledge Research Articles

Writing Effective Cover Letters: Do Undergraduates Have the Written Communication Skills to Achieve the Spirit of SDG4 Quality Education?

Introduction: This study investigates the impact of English language instructors’ intervention on the cover letter writing process for job applications among specific ESL learners enrolled in a workplace communication course at a public university in Malaysia. This study adopts an action research technique, incorporating content analysis conducted before and after the intervention. The goal of this action research is to identify inaccuracies or issues in the format and content of cover letters written by the selected learners and implement instructor intervention to resolve the identified problems or errors. Generally, the results of this study revealed that the effectiveness of the learners’ cover letters improved after receiving extra input and feedback from their language instructors. A lack of learner-readiness and job knowledge resulted in some learners experiencing difficulty in writing coherent cover letters. More importantly, the learners indicated that their writing experiences raised greater awareness of the many aspects of cover letters and enhanced their confidence in writing cover letters. Overall, this study contributes the initiative to enhance learners' understanding of the ever-changing employment market and develop not only their ability to write cover letters but also their self-confidence and proficiency in the English language. Most significantly, the written communication skills will provide them with lifelong learning opportunities that are taught in higher education as stipulated in the fourth goal (SDG4) of the United Nations’ Sustainable Development Goals, which emphasizes quality education. Objective: The objective of this study is to assess the learners' proficiency in writing cover letters by identifying their strengths and weaknesses. The aim is to evaluate the efficacy of the writing methods employed in cover letters and determine their appropriateness. Theoretical Framework: Kolb’s experiential learning theory (ELT) serves as the primary conceptual framework to define the sequence of activities in the research procedure. David Kolb's (1984) cycle of experiential learning stages perceives learning as a dynamic interaction between learners and their environment (Kolb, 2014). The Experiential Learning Theory (ELT) underscores a cyclical learning process that includes experiencing, reflecting, thinking, and experimenting (Kolb & Kolb, 2005). Method: This study adopts the action research methodology and employed a six-phase method, which comprises the first phase, the diagnostic test, the second phase, the evaluation of cover letters, the third phase, the pre-writing strategies, the fourth phase, the writing phase, the fifth phase, the instructor feedback phase, and the sixth phase is the re-writing phase. Results and Discussion: The results obtained revealed the necessity for graduating learners to possess enhanced skills and knowledge prior to entering the challenging work market. There is currently a strong demand for graduates to develop more modern and thorough tactics to successfully secure employment. The results of this study confirm the need for innovative methods in language acquisition, specifically grammar mastery. Research Implications: Learners need a helping hand with their language and should be guided closely beginning with the rudiments of writing and other integrated language skills that would help bolster their confidence in writing cover letters and improve their communication skills. They need to learn to be independent and proactive in the job-search process. As instructors empower learners with lifelong skills of writing cover letters, the learners themselves should constantly keep abreast of the changes in the dynamic job market. Originality/Value: This study helps learners comprehend the shifting job market, prepare cover letters, and improve their English and self-confidence. Most importantly, it will offer lifelong learning, as stated in the UN's fourth Sustainable Development Goal (SDG4).

A sustainable integration of mining activity in a tourist mountain territory: The case of GermanascaValley

Every mining activity shows a footprint on the territory. The signs left by mining operations are physical, such as tunnels, extractive waste facilities, dressing plants, but also economic and social, due to job placement, income and knowledge connected to mining activity sensu lato. In the extraordinary context of the Germanasca Valley, mining has coexisted for hundreds of years with the mountain environment of the Alps and with the local population, and has become a fundamental part of local development, intimately connected with the territory and the local economic and social fabrics.The progressive migration of mining crops at lower altitudes has left behind old mining structures that here, more than elsewhere, guaranteed new forms of industrial and geo-tourism. Similarly, the technological advance and the evolution of mining production, towards a higher quality product, with a consequent reduction in the quantities exploited, led over time to a progressive reduction in the number of employed miners. The resilience of the local population, however, balanced the contraction of work in the mine, transforming former miners in tourist guides and increasing the induced activities, passing from the previous “in house” model to an “outsourcing” model, characterized by external management of mine-related activities. The transformation of old mines into museums has certainly contributed to the development of the area, particularly considering a slow tourism that shows scarce attitude to a “fast and junk” tourism. The challenge is to understand if and how geotourism influence, in specific mining areas (such as Germanasca Valley), the attractiveness of a place.

Does leadership humility foster salesperson creativity? The serial mediating role of job satisfaction and knowledge sharing

PurposeThis study clarifies the mediating effects of job satisfaction and knowledge sharing on the relationship between leadership humility and salesperson creativity. It also shows how job satisfaction mediates between leadership humility and knowledge sharing.Design/methodology/approachThis study sampled 380 salespeople in Japan’s financial sector to participate in a two-wave online survey. The partial least squares structural equation modeling was applied to test the research hypotheses.FindingsThe results of the partial least squares structural equation modeling showed that the serial mediating effect of leadership humility on salesperson creativity through job satisfaction and knowledge sharing was statistically significant. The supplementary analysis showed that leadership humility had a curvilinear effect on salesperson creativity.Research limitations/implicationsThe findings were restricted to salespeople employed in Japan’s financial sector.Practical implicationsContrary to previous meta-analytic studies, the mere presence of humble leaders is insufficient to induce salesperson creativity.Originality/valueThis study is the first to deeply elucidate the underlying mechanism between leadership humility and salesperson creativity and examine the curvilinear relationship between leadership humility and salesperson creativity.

Pengaruh Karakteristik Pekerjaan dan Knowledge Sharing terhadap Kepuasaan Kerja dengan Komitmen Organisasional sebagai Variabel Mediasi

The purpose of this study was to determine the effect of job characteristics and knowledge sharing on job satisfaction with organisational commitment as a mediating variable (study on employees of Bank CIMB Niaga South Jakarta Branch Office). The population in this study are all employees and employees who work at Bank CIMB Niaga South Jakarta Branch Office. The sampling method in this study used the Slovin formula and obtained a sample size of 55 respondents. Data is processed through Smart Partial Least Square (PLS) software. The results showed that better job characteristics can increase job satisfaction and organisational commitment. Similar to job characteristics, better knowledge sharing can also increase job satisfaction and organisational commitment. Meanwhile, stronger organisational commitment is also proven to affect job satisfaction. Organisational commitment acts as a mediator of the effect of job characteristics and knowledge sharing on job satisfaction of employees of Bank CIMB Niaga South Jakarta Branch Office.

Nuclear Facilities Maintenance Culture Development Study

Maintenance is an essential part of the assets and facilities in the organization/company. This deserves serious attention because it is necessary for organizational/company resources, especially for aging nuclear facilities/installations. Maintenance is the main program used to manage company assets and facilities. A lack of asset and facility maintenance culture increases management and maintenance costs. A maintenance culture is needed to improve maintenance skills, tenacity, and perseverance. Maintenance culture is recognized as an essential aspect to improve the quality of maintenance work to maintain structures, systems, and components (SSC) so that they are ready for use at any time/when needed, as well as part of the implementation of aging management programs to extend the life of assets and facilities. This paper will discuss the development of the maintenance culture and review poor maintenance cultures and their solutions. This paper aims to develop a maintenance culture to prevent premature aging and extend the life of assets and facilities. Factors developing maintenance culture include leadership, communication, rewards and recognition, responsibility, rules and standards, empowerment, motivation, involvement, policies, work strategy and planning, teamwork, training and education, awareness, and organizational structure. Corruption, poor leadership, attitude problems, and lack of policy cause poor maintenance culture. The solution to a poor maintenance culture is selecting the right people, improving job skills and knowledge, repairing equipment, ensuring machine/equipment readiness, good planning, scheduling, and general organization, measuring performance, motivating and encouraging desire, and providing sufficient funding. Maintenance culture has an impact on facility performance. Keywords: maintenance culture, nuclear organization, assets, nuclear facility

How does organizational support for innovation influence job crafting and knowledge sharing behaviors? A comparison between teleworkers and office workers

PurposeScholars highlight the lack of research that explains the mechanisms leading to knowledge sharing, which appears complex and involves many variables. The primary aim of this study is to investigate the direct effect of organizational support for innovation on job crafting behaviors and knowledge sharing. The second objective is to assess the mediating role of job crafting in the relationship between organizational support for innovation and knowledge sharing. The third aim is to compare the direct effects of organizational support for innovation on job crafting behaviors and knowledge sharing between teleworkers and office workers.Design/methodology/approachBased on an empirical study involving 193 teleworkers and 191 office workers, the structural equation modeling method was employed to examine the direct and indirect effects of organizational support for innovation on knowledge sharing via job crafting behaviors. The comparison between teleworkers and office workers was investigated using a multigroup approach in AMOS software. This research is grounded in the conservation of resources theory and social exchange theory to elucidate these relationships.FindingsThe results indicate that organizational support for innovation has a positive influence on job crafting activities, manifested by the increase in structural and social resources, as well as the amplification of work-related challenges. The results also indicate that organizational support for innovation directly promotes knowledge sharing behavior and indirectly through job crafting. Furthermore, the findings reveal that these effects on job crafting and knowledge sharing are stronger among teleworkers compared to office workers.Research limitations/implicationsThe study has limitations. Its cross-sectional design does not establish causality, potentially leading to common method variance. However, after implementing many procedural and performing statistical tests, common method variance was not significant in this research. Replicating the study longitudinally would be valuable. Additionally, considering personality traits and technology characteristics in job crafting behaviors would be beneficial. Lastly, the study focuses only on accountants and predates COVID-19, which may impact its findings and generalizability.Practical implicationsThe study’s findings underscore the practical significance of supporting innovation and fostering job crafting to enhance knowledge sharing, particularly for remote workers. It highlights that the extent of employees’ engagement in job crafting depends on the level of innovation support provided in their workplace. To mitigate potential negative outcomes such as increased absenteeism, reduced productivity and retention challenges, organizations could benefit from training supervisors to prioritize and encourage job crafting and knowledge sharing behaviors among employees, especially in telework settings. Ensuring alignment between organizational messaging and managerial attitudes is crucial. Without autonomy or flexibility for job crafting, the positive effects of organizational innovation support may be limited.Originality/valueThis study contributes to the literature by demonstrating that job crafting behaviors serves as mechanisms between organizational support for innovation and knowledge sharing. The findings further advance the literature by revealing three psychological and motivational processes that may explain this relationship, particularly when comparing teleworkers to office workers. Our results reveal that the effect of organizational support for innovation on job crafting and knowledge sharing is stronger among workers who telework compared to office workers. This advances the theory of conservation of resources, especially the significance of resource gains, particularly in contexts where employees need resources, such as in telework.

FACTORS RELATED TO ANTENATAL CARE VISITS FOR PREGNANT WOMEN IN THE WORKING AREA OF THE BATUNADUA PUSKESMAS

Incomplete pregnancy checks can indirectly affect pregnancy complications in the mother that are not detected and can cause the risk of maternal death. The World Health Organization recommends that six visits during pregnancy be mandatory during pregnancy at predetermined standards and times. The purpose of this researched wasto knowrelated factors with antenatal care visits to pregnant women in the Batunadua Working Area. The type of researched was quantitative research with a cross sectional study approach design. The population in this study was all 49 third trimester pregnant women, the sampling technique used total sampling. The analysis used is the Chi Square test. The results of this study showthat employment status (0.003), knowledge (0.000),and attitude (0.000) relatedwith antenatal care visits in pregnant women. Conclusion reached job status, knowledge and attitude related to antenatal care visits in pregnant women. It is hoped that health workers will be more comprehensive in providing counseling regarding antenatal care visits to pregnant women.

A comprehensive analysis of the implications of artificial intelligence adoption on employee social well-being in South African facility management organizations

PurposeThe purpose of this study is to explore the increased uptake of Artificial Intelligence (AI) technology by Facility Management (FM) organizations for enhanced operational efficiency and competitive advantage. While AI adoption in FM has been widely reported, limited attempts have been made to assess its impact on the social well-being of FM employees. To contribute towards addressing this gap, this study established the essential employee social well-being factors mostly impacted by the adoption of AI in South African FM organizations.Design/methodology/approachA four-stage design comprising a comprehensive review of literature, expert interviews, questionnaire census and focus group discussion sessions was used to elicit data from a sample of participants drawn from 22 South African FM organizations. The data was analyzed using a combination of content analysis, relative importance index and interpretative structural modeling for various data sets toward achieving the study’s objectives.FindingsSixteen employee social well-being factors, classified under job satisfaction, social relationship and knowledge development categories, respectively, were identified as being impacted by AI adoption in FM organizations. Furthermore, it was established that job security, job autonomy and professional status, which belong to the job satisfaction social well-being factor category, were deemed by FM employees as being mostly impacted by AI adoption.Practical implicationsThe enhanced understanding of the impact of AI adoption on FM employees’ social well-being factors will contribute to the development of a collaborative intelligence framework for managing AI adoption in FM organizations toward engendering optimal AI–FM employee relationships for improved productivity.Originality/valueBesides being one of the foremost studies to investigate the impact of AI adoption on FM employees’ social well-being, this study introduces a hierarchical framework of understanding employee social well-being factors based on multi-stakeholder perspectives.

Unveiling the nexus between perceived overqualification and knowledge hiding: Moderated mediation analysis of job crafting and job boredom

PurposeGrounding on relative deprivation theory, this study aimed to investigate the relationship between perceived overqualification (POQ) and knowledge hiding. Furthermore, this study investigated the mediating role of job boredom and the moderating effect of job crafting. Design/Methodology/Approach: This study employs Hayes’ PROCESS model to analyze data obtained from 374 employees working in the hospitality and tourism industry. FindingsThe results indicate a positive relationship between POQ, job boredom, and knowledge hiding. These findings suggest that job boredom mediates the relationship between POQ and knowledge hiding. Furthermore, the study showed a moderated mediation path wherein the interaction effect of POQ and job crafting on knowledge hiding was mediated by job boredom. Research limitations/implicationsData were collected from the hospitality and tourism industry, limiting the generalizability of the findings to other sectors. Additionally, the study relied on self-reported measures, which may have resulted in a bias. Practical implicationsConduct thorough job fit assessments during the hiring process to ensure that candidates' qualifications align closely with job requirements. By matching employees' skills and experiences to their job, organizations can reduce perceived overqualification, which may lower job boredom and knowledge hiding tendencies. Originality/valueThis study's focus on person-job misfits adds a new layer of insight into employee experiences in the workplace. By examining how mismatches between individuals and their roles contribute to job boredom and knowledge hiding, this study highlights the importance of aligning job responsibilities with employee skills, qualifications, and preferences.

The study on Impact of training and development programme on employee performance and productivity

Training is effort initiated by an organization to foster learning among its workers, and development is effort that is oriented more towards broadening a individual’s skills for the future responsibility. Training and development are a continuous effort designed to improve employees’ competence and organize performance as a goal to improve on the employees’ capacity and performance. Human Resource Management has played a significant role in the economic development of most developed countries like Britain America and Japan. In a developing country like Cameroon, with its rich natural resources and financial support, one can also experience such economic success if the appropriate attention is given to the development and training of her human resources. Every aspects and activities in an organization involves people. For instance, a manager will not be successful if he has subordinates who are not well equipped with skills, knowledge, ability, and competence. To run an organization, be it big or small, requires staffing the organization with efficient personnel. Specific job skills, ability, knowledge and competence needed in the workplace are not efficiently taught `in the formal education. As such, most employees need extensive training to ensure the necessary to bring out substantive contribution towards the company’s growth. For employees to be flexible and effective in their job, they need to acquire and develop knowledge and skill, and for them to believe that they are valued by the organization they work for, then they need to see valuable signs of management commitments to their training needs. Each new employee must be properly trained not only to develop technical skills, but to make them an integral part of the organization. Training and development is an aspect that must be faced by every organization, and its major aim is to improve the employees’ competencies such that the organization can maximize effectiveness and efficiency of their human resources.

Employers Feedback on the Performance of the College of Computing Studies, Information and Communication Technology (CCSICT) Graduates

This study is an assessment of the employer’s feedback on the performance of College of Computing Studies, Information and Communication Technology (CCSICT) graduates in the workplace with respect to quality and quantity of work, job knowledge, and working relationships.
 The study used a descriptive research method utilizing the employers of employed graduates as key informants. The respondents were purposely chosen who are managers or supervisors of companies and institutions of the graduates. Data from the 98 employers were gathered using a survey questionnaire. Weighted mean, frequency count, percentage, and rank were used to interpret the result of the survey.
 Results showed that graduates are employed in the Information and Communication Technology (ICT) industry. This means that the graduates have jobs related to their course. The majority of employers who participated in the survey are from the private sector. Employers were very satisfied with the graduate's quality and quantity of work, job knowledge, and work relationship. The top attributes used to evaluate the graduates' performance were the quantity of work and the working relationships. The findings suggested putting emphasis on written and oral communication skills and improving networking, troubleshooting skills, and graphics and design skills.

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

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

Cultural Proficiency and Multitasking Behavior: Implications on Librarians’ Job Performance

Librarians who have a strong understanding of cultural differences and who demonstrate multiple task skills properly serve their users’ demands. This study aimed to determine the level of cultural proficiency and multitasking behavior on the job performance of library and information professionals. Eighty-five (85) librarians and eighty-five (85) head librarians participated in the study. In this descriptive-correlational study, a research questionnaire was utilized and the gathered data was subsequently analyzed using descriptive and inferential statistical tools. The study indicates that librarians’ cultural proficiency and job performance were rated high, suggesting a strong foundation for cultural competence and effective task completion. Multitasking behavior was rated moderate, indicating a tendency to multitask during deadlines or meetings. Job performance in task completion, job knowledge, adaptability, and technology adeptness were also very high, suggesting adaptability and openness to learning and trying new approaches. The study concludes that cultural proficiency and multitasking significantly influence job performance, with involvement in metacognition, cognition, motivation, and behavior leading to more effective task completion, a better understanding of issues, and more innovative ideas at work. The study underscores that librarians’ high cultural proficiency and moderate multitasking skills significantly enhance their job performance, with their adaptability, willingness to learn, and innovative thinking fostering efficient task completion and a comprehensive understanding of their professional responsibilities. Future studies might consider investigating the effects of targeted training initiatives designed to boost librarians’ cultural proficiency, multitasking capabilities, and adaptability to ascertain whether such interventions could substantially enhance job performance and task execution efficiency.

Talent Management Practices and Employee Job Performance in Niger Mills Company Limited, Calabar, Cross River State, Nigeria

The effective engagement of employees, turnover intentions, and job knowledge are affected by talent war in a knowledge environment. This study examined talent retention, job satisfaction, and training and development as proxies for effective job performance. Resource Base View with emphasis on the employee as a strategic resource that enhances competitive advantage was adopted to guide the study. A cross-sectional survey research design was adopted with a sample size of 142 staff. The questionnaire tagged TMPEJP facilitated data collection and was analyzed using Multicollinearity with Variance Inflation Factor (VIF). The instrument was developed, validated, and tested for reliability using Cronbach Alpha. Multiple Regression Analysis was used to test the hypotheses using SPSS. Findings revealed that talent retention significantly influences employee job performance (Beta = 0.545, P<0.05). Job satisfaction significantly influences employee job performance (Beta = 0.756, P<0.05). Training and development significantly influence employee job performance (Beta = 0.692, P<0.05).

Pengaruh Job Knowledge, Motivasi Kerja, terhadap Kepuasan Kerja Karyawan

This study aims to determine: 1) the effect of job knowledge on job satisfaction of sanggar jumputan maharani employees , 2) the influence of motivation on job satisfaction of employees of sanggar jumputan maharani and 3) the influence of job knowledge and motivation on job satisfaction of sanggar jumputan maharani employees.The population of this study was 30 permanent employees of the sanggar jumputan maharani yogyakarta. The number of Samples used was 30 respondents of permanent employees of the sanggar jumputan maharani celeban yogyakarta. The sampling technique used is the probability sampling technique. The data collection techniques used are questionnaires and interviews. The data was analyzed by using IBM SPSS Version 25 applications. The results of this study show that the variability of job knowledge (X1) has a positive and significant effect on employee job satisfaction (Y) with a value of 5,722. Then the variable motivation (X2) has a positive and significant effect on employee job satisfaction (Y) with a value of 6,146. The variables Job knowledge (X1) and motivation (X2) have a positive and significant effect on employee job satisfaction (Y) with a value of 0.624. So it can be concluded that all variables in this study have a positive influence on employee job satisfaction.

Building a knowledge sharing climate amid shadows of sabotage: a microfoundational perspective into job satisfaction and knowledge sabotage

PurposeDrawing on the microfoundations theory and rational choice sociology, this study aims to investigate knowledge-sharing microfoundations through knowledge sabotage behaviours in the workplace. As such, it aims to shed light on the adverse impact of knowledge sabotage on a knowledge-sharing climate.Design/methodology/approachAs a quantitative deductive study, it is based on information collected from 329 employees of European companies by self-administered online surveys. Data validity and reliability has been assessed through a confirmatory factor analysis, and data analysis was carried out by using a covariance-based structural equation modelling technique.FindingsThe findings from the empirical investigation supported the baseline hypotheses of the multilevel conceptual model, which is the positive relationship between organizational trust and environmental knowledge sharing. Then, recurring to a microfoundational exploration, this study supports the mediating indirect effect of job satisfaction and knowledge sabotage in affecting knowledge sharing as a social outcome.Research limitations/implicationsThis study concurs to broaden knowledge-sharing awareness among scholars and practitioners, by focusing on knowledge sabotage as its most pernicious counterproductive behaviour. Furthermore, this research provides valuable guidance for the future development of research based on multilevel investigations.Originality/valueThis study builds on the need to explore the numerous factors that affect knowledge sharing in economic organizations, specifically focusing on knowledge sabotage. Adapting Coleman’s bathtub, the authors advance the first multilevel conceptual model used to unveil the knowledge-sharing microfoundations from the perspective of a counterproductive knowledge behaviour.

Behind the Scenes: Evaluating the Performance of University Support Personnel for Institutional Progress

To remain competitive in the higher education market, Higher Education Institutions (HEIs) have to provide quality services to their clientele (Legcevic, 2014; Guaimalon et al., 2022). These services must be aligned with the mission, vision, and long-term goals of the university, which include employee productivity and service sustainability. This study sought to assess the university support personnel’s performance for institutional progress and students’ satisfaction. It also determined the relationship between the support personnel’s profile, in terms of sex and length of service, and their performance. The descriptive-correlational design was applied in this inquiry wherein all 97 regular support personnel were the respondents and were evaluated by their supervisor and two randomly selected senior co-workers. A standardized questionnaire was utilized to gather data on the performance of the support personnel. Weighted Mean, Spearman’s Rank Order Correlation Coefficients, and Chi-Square Test were used as statistical tools. The data revealed that the performance of the support personnel “exceeds expectations” in the following areas: work quantity, work quality, work relationships, work skills, job knowledge, and time record. The results further indicated that the work performance in terms of extension work is classified as “meeting the expectations.” Moreover, the study found that the support personnel’s length of service is inversely related to their work performance and that female personnel performed better at work than their male counterparts.

The Role of Diaspora Entrepreneurship in Economic Development: a Case Study of Nigeria

Diaspora entrepreneurship has emerged as a significant driver of economic development, particularly in countries with large diaspora populations. This research paper delves into the dynamic relationship between diaspora entrepreneurship and economic development in the context of Nigeria. Through an exploration of motivations, challenges, and contributions, the paper assesses the substantial impact of Nigerian diaspora entrepreneurs on economic growth. The study highlights the roles they play in job creation, foreign investment, knowledge transfer, and innovation. The findings underscore the importance of leveraging diaspora entrepreneurship for sustainable economic development, offering insights for policymakers and stakeholders.

Design Performance Appraisal for Contractor Employee Using Behaviorally Anchored Rating Scales and Analytical Hierarchy Process Methods

Human resources are essential for an organization's functioning and contribute to its progress by being of high quality. The quality of human resources is reflected in optimal performance. One of the activities to measure employee performance is by conducting performance appraisals. PT. Bintang Sejahtera Putra is a company engaged in fabrication services, such as mechanical contracting and electrical. The issue faced by the company is the absence of a performance evaluation system that can assess employees from both the company's and the client's perspectives. This research aims to design an employee performance appraisal system from both the company's and the client's perspectives, using the Behaviorally Anchored Rating Scale for determining critical incidents and the Analytical Hierarchy Process as a weighting method. This study results in two evaluation systems: from the company and the client. The criteria used in the company's evaluation system include job quality 12.97%, work targets 17.01%, discipline 8.86%, responsibility 6.26%, attendance 11.84%, work attitude 6.17%, cooperation 5.53%, initiative 3.07%, leadership 3.17%, and job knowledge 7.50%. Meanwhile, the criteria used in the client's evaluation system is the client perspective with a weight of 17.61%. The client's perspective criteria result in several sub-criteria, namely neatness 19.76%, satisfaction 49.05%, and service 31.19%.

Implementasi Metode Multi Attribute Utility Theory dalam Menentukan Pengahargaan kepada Karyawan Terbaik

Employees are very important human resources (HR) in business entities / companies. The development of a business entity is driven by employees who have high quality and loyalty. The purpose of this research is to determine the best employees who are entitled to receive awards / rewards from sanjai stores. To support the purpose of this research, the MAUT method is used because it has the ability to select alternatives efficiently and effectively because the time required for calculation is shorter based on predetermined criteria. Furthermore, the ranking process is carried out to determine which employees are entitled to an award. The data used are several criteria that have been determined by the store in determining the best employees and are entitled to receive awards, among these criteria include length of work, attendance, job knowledge, cooperation, responsibility, honesty, and age.The calculation results obtained using the MAUT method recommend the best employee AL03, with the highest score of 0.669. So that this research can be an objective material for the sanjai shop in determining the best employees.