Labor Supervision Research Articles

Provincial Government Policies in Implementing the Legal Policy of Labor Supervision in Indonesia

The Government of the Republic of Indonesia has established the legal policy of labor supervision and it has been stated in the regulations. If we look closely, the legal policy of labor supervision in Indonesia has experienced movements. This legal policy is the direction set in the field of labor supervision. To implement legal policy, policies at the central and regional levels are needed. This research article discusses provincial government policies in implementing labor supervision of legal policy in Indonesia. This research is normative legal research. The approach method used is the statutory approach. The objects research were the policies of the West Java Provincial Government, the Central Java Provincial Government, and the East Java Provincial Government. The legal materials used include primary and secondary legal materials. The two legal materials were collected through literature study and then analyzed using qualitative analysis methods. The results show that in implementing the legal policy of labour supervision, local government policies in the three provinces refer to the labor supervision system established by the central government. The Regional Governments did not issue specific policies related to the labor supervision system, but the three provinces issued policies related to the structuring of institutions that carry out labor supervision activities. There is no uniformity in an institutional arrangement. This non-uniformity is based on the sociological conditions in each province which still adheres to the principles and norms of the applicable law.

Provincial Government Policies in Implementing the Legal Policy of Labor Supervision in Indonesia

Provincial Government Policies in Implementing the Legal Policy of Labor Supervision in Indonesia

Sources of Cost Overrun in Nuclear Power Plant Construction Call for a New Approach to Engineering Design

Summary Nuclear plant costs in the US have repeatedly exceeded projections. Here, we use data covering 5 decades and bottom-up cost modeling to identify the mechanisms behind this divergence. We observe that nth-of-a-kind plants have been more, not less, expensive than first-of-a-kind plants. “Soft” factors external to standardized reactor hardware, such as labor supervision, contributed over half of the cost rise from 1976 to 1987. Relatedly, containment building costs more than doubled from 1976 to 2017, due only in part to safety regulations. Labor productivity in recent plants is up to 13 times lower than industry expectations. Our results point to a gap between expected and realized costs stemming from low resilience to time- and site-dependent construction conditions. Prospective models suggest reducing commodity usage and automating construction to increase resilience. More generally, rethinking engineering design to relate design variables to cost change mechanisms could help deliver real-world cost reductions for technologies with demanding construction requirements.

Assessment of Human Productivity Drivers for Construction Labor through Importance Rating and Risk Mapping

Labor constitutes a significant portion of the overall cost of a construction project, where labor productivity is often the main driver of the cost. Although studies on labor productivity factors exist, their frequency of occurrence in terms of their ranking remains unexplored. This study differs from other studies in the literature by introducing the frequency component to the productivity factors, a more realistic ranking of the factors by adjusting the importance by frequency (frequency adjusted importance index) and risk mapping of the factors. Moreover, this study is the first to apply risk mapping on labor productivity drivers. The aim of this paper is to identify the project factors affecting the labor productivity in construction projects and to rank these factors considering the perception of the industry on project performance. A literature review of past relevant studies was performed to identify and draft a list of factors affecting labor productivity in construction projects. Thirty-seven labor productivity factors were presented in a questionnaire to investigate the impact and frequency of their occurrence in construction projects. A 9-point scale structured questionnaire was constructed to measure the importance and the frequency of the factors and to evaluate the ranking for different categories. The frequency adjusted importance index (FAII), Spearman’s rank correlation, and risk mapping were used to study and analyze the 105 completed responses. The participants rated the following factors as the five most significant labor productivity-influencing factors: (1) poor labor supervision, (2) delays in payments, (3) poor work environment, (4) lowly skilled labor, and (5) bad weather conditions.

Peran Dinas Tenaga Kerja Kabupaten Temanggung Dalam Melindungi Pekerja Perempuan Yang Bekerja Malam Hari

<em>This study describes and examines the problems regarding the legal protection and supervision of woman workers who work at night by Labor Office of Temanggung Regency; as well as an obstacle when doing the legal protection and supervision of entrepreneurs who employ woman workers who work at night to Supervisor of Labor Office of Temanggung Regency. This research is empiric legal research which is descriptive. In nature the data used in this research is primary data including primary and secondary legal materials. Data collection techniques used is interview at Labor Office of Temanggung Regency and Labor Supervision Unit of Magelang and also document study or library study used. Technical analysis is qualitative data analysis method with interactive model. The result shows the first one is that the used regulations of legal protection are Law No. 13 of 2003, Act of Indonesian Ministry of Labor and Transmigration No. KEP.224/MEN/2003, and Law No. 1 of 1970, protection done by seeing the rules about night workers in a companies at their Company Regulations and Collective Labor Agreement, as well as supervision is done by preventive and repressive supervision. The last one is there are some obstacles experienced when doing supervision specifically an internal obstacle and also external obstacle.</em>

OS LIMITES E AS POSSIBILIDADES DO ESTADO-NAÇÃO NA PROMOÇÃO DO TRABALHO DECENTE NO MARCO DA AGENDA 2030 DA ORGANIZAÇÃO DAS NAÇÕES UNIDAS

A Organização das Nações Unidas (ONU), em seu mais recente projeto de governança global, vislumbra, na realização equilibrada de objetivos sociais, econômicos, ambientais e políticos, a chave para o desenvolvimento planetário em condições de sustentabilidade. O trabalho decente, pelo potencial emancipatório e afirmador da dignidade humana que apresenta, desempenha papel estratégico nesse processo, merecendo menção no oitavo Objetivo de Desenvolvimento Sustentável (ODS). Nesse sentido, o presente artigo verifica quais são os limites e as possibilidades do Estado-nação na efetivação do trabalho decente no âmbito da Agenda 2030 das Nações Unidas, o que se dá por meio de pesquisa bibliográfica, adotando o método dedutivo. Os resultados indicam que, embora o Estado-nação possa avançar na efetivação do trabalho decente mediante a adoção de políticas públicas amplas, fortalecimento de pequenas empresas, apoio às iniciativas de economia solidária, reformas legislativas e potencialização da fiscalização do trabalho, tal êxito condiciona-se à atuação convergente de outros atores, mormente os que representam interesses econômicos, como as corporações transnacionais.

Randomized controlled trial of labor outcomes with action line placement at 2hours versus 4hours on the partograph.

To evaluate whether treatment of slow labor progress among term nulliparous women using a 2-hour partograph action line reduces the incidence of prolonged labor versus a 4-hour action line. Randomized controlled trial of nulliparous women with a term singleton, non-macrosomic, cephalic fetus in labor attending a university hospital in Nigeria (2008-2015). For labor supervision, women were randomly assigned to the 2-hour (n=320) or 4-hour (n=320) partograph action line group. slow labor progress was treated with oxytocin augmentation The primary outcome was incidence of prolonged labor (>12hours). Delivery mode, neonatal outcomes, and maternal satisfaction with treatment were secondary outcomes. Prolonged labor rate did not significantly differ between the 2-hour (7/320, 2.2%) and 4-hour (8/320, 2.5%) action line groups. Secondary outcomes did not differ significantly. Oxytocin augmentation to treat slow labor progress was needed for 87 (27.2%) and 61 (19.1%) women in the respective 2- and 4-hour groups (P=0.025). Mean duration of first and second labor stages differed significantly between the groups (P<0.05). The 2-hour partograph action line did not reduce incidence of prolonged labor relative to the 4-hour action line. Partograph with a 4-hour action line is recommended for labor supervision in all facilities. Registered at ClinicalTrials.gov as (https://clinicaltrialsgov/show/NCT02911272).

Influence of Women’s Empowerment on Place of Delivery in North Eastern and Western Kenya: A Cross-sectional Analysis of the Kenya Demographic Health Survey

BackgroundLabor and delivery under the supervision of a skilled birth attendant have been shown to promote positive maternal and neonatal outcomes; yet, more than a third of births in Kenya occur outside a health facility. We investigated the association between measures of women’s empowerment and health facility-based delivery in Northeastern and Western Kenya.MethodsAnalysis of 2014 Kenya Demographic and Health Survey data was conducted. Logistic regression adjusting for demographic factors, contraceptive use, and comprehensive HIV knowledge was used to assess the influence of the validated African Women’s Empowerment Index-East (AWEI-E) on the likelihood of women’s most recent birth having occurred in a health facility versus at home. Additionally, we explored the mediating effect of contraceptive use on women’s empowerment and health facility-based delivery.ResultsCompared to respondents with low or moderate empowerment scores, those with high empowerment scores were more likely to have given birth at a health facility [odds ratio (OR) = 1.81; 95% confidence interval (CI) = 1.30, 2.51], although this effect was null in the adjusted model (OR = 0.92, 95% CI = 0.58, 1.45). Respondents with a recent facility birth (n = 372/836) were more likely to have high household-level wealth (40.9% vs 8.6%, p < 0.001) and use a contraceptive method (44.9% vs 27.4%, p < 0.001) than those without facility-based delivery. Current contraceptive use mediated 26.8% of the effect of empowerment on the odds of facility-based delivery.ConclusionWomen’s empowerment, and its comprising three domains as measured by the AWEI-E, may be insufficient to overcome barriers to facility-based delivery for women in North Eastern or Western Kenya. High women’s empowerment is strongly associated with current contraceptive use, which may inform pregnancy planning and location of delivery. Alternatively, higher empowered women who delivered at a facility may have been offered contraceptives at the time of delivery. Future research targeting these regions should explore culturally acceptable approaches to broadening access to skilled supervision of labor.

Factors Affecting Labor Productivity in the Construction Industry

Labor productivity is gaining growing attention as the construction industry faces many challenges related to workforce, but one of the most important is poor labor productivity. Several construction projects were suffering from various problems, including poor management, declining fertility, and thus causing projects delay, and cost overruns. The main goals of this study, therefore, is to identify and rank the factors affecting labor productivity in the construction industry in Libya. To realize this objective, a statistically demonstrative sample of contractors and embassies were demanded to contribute to a structured questionnaire survey. The questionnaire contained 30 productivity factors that were secret under the following three primary categories: (1) Management, (2) Technological, (3) and Human/labor. The Management Group was ranked the first, followed by the Technological and Human/labors group. This study demonstrates that the following five factors, listed in descending order, are the most significant in their effects on construction labor productivity: (1) Lack of labor supervision; (2) Experience and skill of labor; (3) Construction technology; (4) Coordination among construction industry disciplines; (5) Errors in design drawings. The results obtained to fill a gap in knowledge of factors affecting labor productivity in Libya to develop a more in-depth perspective of the factors influencing the efficiency of operatives. This study also has provided some recommendations to be implemented by construction managers at the early stage of the construction project to achieve more effective management of construction labor forces.

Land outsourcing and labour contracting: Labour management in China's capitalist farms

AbstractDifficulty in labour supervision has been considered to be one of the obstacles to the development of capitalist agriculture. This paper presents two distinctive labour management strategies in China's large‐scale agriculture, which contribute to the development of agrarian capitalism in China. As shown in these cases, agribusiness companies engaged in grain crop production retreat from direct labour management by outsourcing crop cultivation, while acquiring profits from upstream and downstream activities. On the other hand, capitalist producers, who are involved in the labour‐intensive and capital‐intensive crop production, tend to mobilize local elites to manage the farmworkers. Although independent labour contracting services have not emerged, a specialized group of labour contractors is being cultivated. Rural social resources are utilized in labour recruitment and supervision to minimize the labour management costs in both strategies. However, the conflicts between capital and labour are covered or replaced instead of being settled.

Bureaucratic Reform in the Empirical Perspective and Pathology

Bureaucracy in government organizations is a key factor in the implementation of dailyadministration tasks. The division of labor, authority and responsibility and supervision,will be evident in the structure of this organization. Errors in the preparation of thestructure will be able to lead the implementation of the task can not be run efficiently andeffectively, and may even lead to errors in the performance of duties. And these errorsare related to the attitude of the bureaucrats’ condition urgent reforms. Wisdom Reformsto be implemented need to be identified on the substance of wisdom in it that includesnine (9) main program (Ministry of PAN-RB, 2010b: 22-26), namely: Change ManagementProgram; Setup program legislation; Organization Structuring and ReinforcementProgram; Setup Program Management; System Setup program in Human ResourceManagement Apparatus; Strengthening Monitoring Program; Strengthening ProgramPerformance Accountability; Public Services Quality Improvement Program; ProgramMonitoring, Evaluation and Reporting related to the reform of the bureaucracy tends tochange the bureaucratic standard. Pathology is a perception that attitudes, behaviors,and as a tendency to respond to a person’s soul something that is operationalized throughbehavior. Behavior will affect the commitment and dedication of personnel in performanceof its duties, especially in service to the community. In this case, which is an indicator ofthe attitude dimensions executor is a personal interest, affection for the organization, andforesight.Key Words: Bureaucracy Reform, Bureaucracy Pathology, Sustainable Development.

The Implementation of International Law on the Equal Right of Labor of Transgender Minorities in China: Revisiting the Mr. C. Case

The equal right of labor and anti-discrimination in occupation or employment is guaranteed in international conventions and most domestic laws. Revisiting the Mr. C. case, China should conduct legal reform to implement international law on the equal right of labor of employees including transgender minorities. China should enact an anti-discrimination law to transform international law into Chinese domestic law. Employment or occupational discrimination should be added as grounds for legal action. Reversal of burden of proof should be applied in the trial of the cases concerning equal right of labor, and compensation for emotional damage as well as punitive damages as remedies for the victims should be provided for. Efficiency of labor arbitration and administrative labor supervision should be strengthened in eliminating gender discrimination in employment or occupation.

Identification of Stakeholders to Establishing Construction Safety Culture in Indonesia

The involvement of the government in terms of occupational safety and health through the laws and regulations issued, it is a reference for the stakeholders in the construction industry in carrying out its role and expected performance of safety and health will be better with the existing laws and regulations. these laws and regulations. However, the reality is not in accordance with expectations. The level of work accidents occurring in the construction industry is still relatively high. This study aims to identify stakeholders in building a safety culture in the construction sector. The method used in this research is using survey questionnaire and interview to safety expert. The result of this research is to build safety culture in construction sector is divided into two external and internal stakeholders where the Minister of Manpower, Director General of Supervision of Labor and Occupational Safety and Health Supervisory Supervisory Director is a stakeholder who has the power and interest that most influence in establishing safety culture in the construction sector

Labor supervision policy in Indonesian legal system based on Pancasila

Labor supervision policy is one of the important aspects of labor law enforcement. Through labor supervision, the state is present in an effort to provide legal protection for workers. Along with the passing of the ASEAN Economic Community (AEC), the need to provide legal protection for workers is very important in an era of opening the demands of employment and investment. In the concept of Pancasila state law, labor supervision policy objectives cannot be separated from the country’s national objectives based on the ideals of Indonesia and Indonesian law. On the other hand, Indonesia’s participation in the AEC would bring consequences compliance with policies along the AEC. This paper analyzes on labor supervision policy in the Indonesian legal system based on Pancasila in order to provide legal protection for workers in an era of global competition. The study of this paper is normative with statute, concept, historical, philosophical, and analysis approach. The results of the analysis show that the policy of labor supervision as stipulated in the Law of the Republic of Indonesia Number 13 Year 2003 and Ministry Labor of the Republic of Indonesia Number 33 Year 2016 still have weaknesses in the aspect of substance, structure, and culture. These weaknesses have implications to the lack of legal protection for workers in the face of global competition.

Vaginal Birth After Caesarean: Any Predictive Model

Background: There is an increased aversion to caesarean birth and high premium to vaginal birth especially in developing countries. Trial of vaginal birth after caesarean is therefore readily accepted and successful vaginal birth highly celebrated especially in sub Saharan Africa. This reduces both the caesarean section rate and repeat caesarean morbidities yet optimal conduct of trial of vaginal birth after caesarean remains a compelling obstetric challenge. This study therefore appraised the correlates of successful trial of vaginal birth after caesarean to contribute data to the increasing evidence for optimal trial of vaginal birth after caesarean. Methods: This was a case series observational study of 334 women who had trial of vaginal birth after a primary caesarean section at a mission hospital between June 2009 and April 2016. Results: Successful VBAC rate in this study was 53.3%. The predictors from the primary CS were non-recurrent indications (OR 2.0, P: 0.01), primary CS at tertiary health facility (OR 2.1, P: 0.045) and obstetrician surgeon (OR 1.8, P: 0.02). Others were previous vaginal delivery (OR.3.2, P <0.001), previous VBAC (OR 2.6, P: 0.02), spontaneous labor (OR 1.6, P: 0.06) and induced labor (OR. 0.5, P: 0.01). Conclusion: Trial of vaginal birth after caesarean is a viable option to reduce the increasing caesarean section rate and its associated morbidity especially in high parity settings. It only requires quality management particularly strict selection criteria and conscious labor supervision to optimize its benefits.

사업장 근로감독의 체계적 지위와 적법성 제고방안

최근 새 정부에 의해 근로감독 강화가 강조되고 있고, 실질적인 근로감독 강화가 이루어질 것으로 보인다. 근로감독은 일반적으로 행정작용으로 이해되고 있다. 행정작용은 합법성과 합목적성은 양대 축으로 양자가 비교형량되어야 한다. 근로감독 기능이 그 목적성이 강화가 되는 것에 비례하여 근로감독의 합법성을 높이기 위한 방안이 연구되어야 한다. 현행 사업장 근로감독은 문언상, 실질상 일종의 수사절차로 취급되고 있어 합법성을 유지하여야 할 필요성은 행정작용인 경우보다 더욱 강하다고 할 수 있음에도 불구하고, 적법절차를 구현하기 위한 법적 장치는 다소 미흡한 편이라고 할 수 있다. 이러한 문제점을 해결하기 위해서는 근로감독을 본질에 충실하게 행정작용으로 구성하면서 사법작용의 성질을 가지는 요소를 제거하여야 한다. 이를 위해서는 구체적인 수단은 다음과 같다. 근로기준법에 근로감독관 집무규정의 법적 근거를 마련하여야 한다. 수사절차인 특별근로감독은 근로감독에서 제외하여야 한다. 사업주의 정보를 보호하는 장치를 마련하여야 하고 감독대상 서류를 법정화할 필요가 있다. 임검과정도 개선하여야 한다. 감독결과에 따른 시정 기회를 반드시 부여하고 이를 따르지 않는 경우에만 처벌하여야 한다. 시정 기회 부여 없이 곧바로 처벌하는 것은 행정작용으로 근로감독의 본질에 위반된다.

Research on Development Path of Labor Dispatching

Labor dispatching form of employment has become an important part of human resources management in the industry short of labor. Some companies even prefer to use labor dispatching instead of regular staff recruitment and training. Labor dispatching on the surface, will help decrease the cost of human capital, but in the long run, its characteristics such as liquidity, instability and non-sustainability will lead to increase labor dispatching costs . Companies hire but doesn’t utilizes talents will make principal-agent theory go wrong. These problems such as moral hazard, asymmetric information, employers must become a savvy buyer, are what we have to face in the process of human resources management. Therefore, these fields such as regulating balance of labor relation in the labor dispatch, labor relations, carrying out the labor supervision, perfecting the interests of the labor dispatching compensation mechanism are what we should clear in the process of implementing human resource management for the future labor dispatching enterprise.

LABOUR PRODUCTIVITY IMPROVEMENT BY WORK STUDY TOOLS OF FIBER COMPOSITE COMPANY

Market trends and consumer requirements get modernize in relatively fast comportment. Globalization developed trade opportunities to fulfill consumer needs, but along also resulted in competition, improved quality and increased productivity. The quality and quantity is being realized by changing conventional manufacturing to automated manufacturing with minimum labour supervision, which is more feasible for large industries and MNCs. But, SMEs backbone of country economy cannot afford for radical process changes as it requires huge investment. The paper aims to demonstrate application of work study tools in small fiber composite company. The research has been carried out at fiber composite company manufacturing swimming pool filter. The simple work study tools are used to study process layout, cycle time and distance travelled during manufacturing. The idle time is been identified along with the distance travelled; accordingly process layout modification is suggested based on the economic analysis which gives indicative measure of profit leading to increase in productive rate.

Institutions and Work Incentives in Collective Farming in Maoist China

This paper challenges the conventional wisdom that assumes widespread shirking and inefficiency in agricultural production under the collective system in Maoist China, and attributes these problems to egalitarianism in labour remuneration and difficulties in labour supervision. Drawing on interviews with 131 former production team members from 16 provinces, this paper re‐examines the issue of work incentives by placing it in a historical and social context in which formal institutions, such as the different forms of collective organization, income distribution and state extraction, as well as informal institutions, such as indigenous social networks, communal norms and collective sanction, interacted with non‐institutional factors, especially local geographical, demographic and ecological conditions, to constrain and motivate Chinese villagers participating in collective production. The complexity and fluidity of this context gave rise to a multiplicity of patterns of peasant behaviour in team farming, which accounts for the contrasting performances of rural collectives in different areas and periods.

Is partograph being correctly filled or just giving false security

Context : Retrospective study was carried out to answer whether or not the partographs that are used to monitor mothers in labour are recorded to the standard. A fuller understanding of this process will be important to educate further the personnel filling the partograph and also to make policies and strategies in the provision of maternity care services. Objectives : To determine whether the partographs are correctly being filled To find out which part of the partograph is not being properly filled. Methods : 100 case records of women delivered in Kasturba Hospital and monitored by partograph, were randomly selected from a period of January – May 2015 (20 records per month) and retrospectively studied by a team of 2 assessors. After defining inclusion and exclusion criteria, data was collected through a pre-tested and structured checklist which was developed, after reviewing literature relevant to the problem under study and standard protocols were defined to identify correctly filled partographs and substandard ones. Results : Overall 69 % of the partographs were correctly filled. Fetal heart rate was recorded up to the recommended standard in 78(78%) of the partographs reviewed. In 20 (20%) moulding of fetal head was not recorded at all. The status of membranes was recorded in 78 (78%). Cervical dilatation was recorded in 96 (96%) of the partographs however, 9(9%) of these records were substandard while it was not recorded in 4(4%). Uterine contraction was not recorded in 10 (10 %) while recorded to the standard in 71(71%). Descent of the presenting part was not recorded in 49(49%). 90 (90%) women had their blood pressure monitored. Post delivery baby notes were recorded in 96 (96%) of the partographs. Conclusion : The present study revealed significant proportions of substandard and unrecorded parameters of labour on the modified WHO partograph. This indicates poor documentation, and perhaps monitoring and supervision of labour. Lack and suboptimal documentation of some parameters of the progress of labour could hinder early detection of complications, important to prevent maternal and perinatal mortality and morbidity. Pre-service and periodic on-job training of health workers on the completion of the partograph, regular supportive supervision, provision of guidelines and mandatory health facility policy are recommended.