Quality Of Employee Performance Research Articles

SISTEM PENDUKUNG KEPUTUSAN PEMILIHAN KARYAWAN TELADAN DI UNIVERSITAS BANTEN JAYA MENGGUNAKAN METODE SIMPLE ADDITIVE WEIGHTING (SAW)

Banten Jaya University (UNBAJA) is one of the educational institutions engaged in technology and information, which part of the system has been computerized. But in development there is still a work system that is done manually. Data processing from information that is done manually can be said to be far from the goal, given the importance of effectiveness and efficiency of employee performance. Therefore, Banten Jaya University must be able to improve the quality and quality of employee performance by holding a Decision Support System using the simple addinue weight (SAW) method, which is a computer-based information system and also includes a system with a knowledge management basis, used to support decision making in an organization or company. The decision support system for selecting exemplary employees at the University of Banten Jaya (UNBAJA) can be run well. The development model used is Waterfall. The stage of the process of making a decision support system for selecting exemplary employees at the University of Banten Jaya (UNBAJA) begins with making a design, determining the flow of the work system, making a coding program, making a design view. The decision support system for selecting exemplary employees at the University of Banten Jaya (UNBAJA) uses a PHP MySQL database server. From the test results using the Black Box, the results show that the system testing decision support system for selecting exemplary employees at the University of Banten Jaya (UNBAJA) is successful and can be used and operated well.

EFFECT OF REWARD AND WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE THROUGH WORK SATISFACTION AS A MEDIATION (STUDY ON EMPLOYEES OF PT. INTERNATIONAL CHEMICAL INDUSTRY)

As a provider of battery products under the ABC brand name, PT International Chemical Industry always strives to improve the performance of its employees in order to maintain existing market share. However, the problem faced in this study is about the quality of employee performance during the 2015-2019 period, during which the employee's performance did not comply with the standards set by the company and inconsistencies occurred which resulted in not achieving the company's production targets, even though the company had completed policies regarding company performance standards. This study aims to examine and analyze the effect of reward, and work environment, on employee performance through job satisfaction. This research is quantitative in nature using multivariate analysis with SEM LISREL tools. Withdrawal of population using census techniques, the sample of respondents is permanent employees totaling 420. The results of this study indicate a positive and significant effect of reward on job satisfaction, a positive and significant effect of the work environment on job satisfaction, a positive and significant effect of reward on job satisfaction. Employee job satisfaction, there is a positive and significant influence of the work environment on employee performance, there is a positive and significant influence of job satisfaction variables on employee performance.

STRATEGI KERJASAMA SISTER CITY KOTA BANDUNG DENGAN PETALING JAYA DI BIDANG EKONOMI PERDAGANGAN

The City of Bandung and Petaling Jaya have collaborated with Sister City in the trade economy sector starting from 2012 and continuing in 2015. MSMEs in Bandung still have many problems running their business and MSMEs are still having difficulty developing. Descriptive research with a qualitative approach. Techniques based on primary data (interviews and observations), as well as secondary data (literature study). The results of the research on the collaboration strategy of Sister City Bandung City with Petaling Jaya in the economic sector can be said to be not optimal. This can be seen, the lack of awareness of the apparatus' resources towards mastery of English, the apparatus has not realized that language acquisition can improve the quality of employee performance in a collaboration strategy between Sister City and Petaling Jaya in the trade economy sector in the field of MSME products in Bandung City. The two Bandung City Governments do not have a specific strategy to overcome the threats associated with Sister City with Petaling Jaya in the trade economy, the three strategies of cooperation through promotional activities in Petaling Jaya.

Impact of Transformational Leadership on Employee Performance and Organizational Citizen Behavior

It has been agreed upon by the researchers that leadership style in an organization causes the quality of employee performance. Moreover, organizational citizenship behavior is also determined by the style of leadership in an organization. The question is what type of leadership style is determining these behaviors. In this study, the impact of transformational leadership on employee's task performance and citizenship behavior is studied. Transformational leadership was found to have a significant positive impact on employees OCB and performance further; it was also found out that OCB moderates the relationship of transformational leadership with employee's performance. It is concluded that there may be some incongruent behaviors or perceptions among the leader and his subordinates.

Rekam Jejak Kinerja Crew Sebagai Model Sistem Pendukung Keputusan Pengangkatan Leader

Competitive human resources are employees who can work productively and professionally to achieve the vision, mission and goals of the company. To get competitive human resources seen from the quality of the employee's performance. The quality of employee performance is recorded in the track record of employee performance that has an important role for the company in making decisions in improving the company's human resources. North Sumatra, in particular the city of Medan, many companies engaged in the family entertainment center, the results of observations that have been made to several companies engaged in this field, generally in terms of appointment of Leaders still use the seniority system and spoil system. The impact of the seniority system is not guaranteeing the competency of an employee and not necessarily being able to assume the position, the impact of the spoil system is promotion based on kinship, this system is not good because it is based on consideration of likes or dislikes. To overcome the above, we need a system of track record of crew performance as a model of decision support systems for the appointment of leaders by involving factors of merit system, seniority system and leadership. The decision support system model will use the Analytical Hierarchy Process (AHP) and Simple Additive Weighting (SAW) methods. AHP is a method that will be used to make comparisons between criteria to get criteria weights while SAW is a method used to find the weighted sum of the results of the AHP method of rating performance on all alternatives of each attribute to provide recommendations for company leaders to make the selection of the crew and conduct the process of appointing a Leader.

RELATIONSHIP OF DISCIPLINE AND LEADERSHIP WITH EMPLOYEE PERFORMANCE (CASE STUDY PT. SAMSUNG ELECTRONICS INDONESIA SURABAYA REGION)

Discipline and leadership are the two main factors for companies to improve employee performance. Because without discipline and leadership it will produce unsatisfactory results. This study aims to determine and analyze the significant positive relationship between the discipline and leadership variables with the performance of employees at PT. Samsung Electronics Indonesia Surabaya Region. Data collection was carried out by distributing questionnaires to 50 employees of PT. Samsung at WTC (World Trade Center) Surabaya and interviewed employees directly. The research method uses the Rank Spearman correlation. The result of this research is that discipline and leadership have a positive and significant relationship with employee performance. Companies must pay attention to the discipline and leadership that the company has and improve it to improve the quality of employee performance for the better.

The Influence of Work Facilities on Employee Performance at the Regional Financial Management Agency Secretariat Section of South Sulawesi Province

Adequate work facilities with suitable conditions that are well maintained and will help smooth the work process in an organization. This study aims to determine the use of work facilities, on the performance of employees in the section of the Regional Financial Management Agency Secretariat of South Sulawesi Province. Therefore, to achieve these objectives researchers used data collection techniques with observation, questionnaires, and documentation with a population of 35 people. While the data analysis techniques used are descriptive statistical analysis using percentages and for inferential statistical analysis techniques using data normality tests, product moment correlation analysis, and simple linear regression analysis. The results of the study indicate that the work facilities in the section of the South Sulawesi Provincial Financial Management Agency Secretariat are in a good category, in terms of indicators: machinery and equipment, infrastructure, work equipment, land, and buildings. For the quality of employee performance in the section of the South Sulawesi Provincial Financial Management Agency Secretariat in a good category, which is viewed from: quality, quantity, timeliness, effectiveness, and independence. Based on the product moment correlation test analysis, there is a positive and significant influence on the use of work facilities on the performance of employees in the section of the Regional Financial Management Agency of South Sulawesi Province at 17.00%, stated to be accepted with a moderate level of influence. From the results of simple linear regression analysis shows that there is an influence of work facilities on employee performance in the section of the Regional Financial Management Agency Secretariat of South Sulawesi Province.

PENGARUH KOMUNIKASI MANDOR TERHADAP KINERJA KARYAWAN PADA PT. DEWITA SAWIT NUSANTARA

Effect of Foreman Communication on Employee Performance at PT. Dewata Sawit Nusantara. This research is motivated by a number of cases of violence that occurred against the foreman, especially in the secretariat of oil palm plantations which caused the death of the foreman itself and automatically work in the palm oil sector will be hampered or decreased production even followed by poor quality of the oil palm plant itself. Of the several cases that occurred due to miscommunication between the foreman and the employee causing conflicts that triggered emotions on both sides. To support this research, the method of distributing questionnaires to respondents who have been chosen is chosen and not to forget the direct observation in the field and then supported by company data which is then processed in statistical tests to determine the effect of foreman communication on employee performance. It can be seen from the results of this study that good communication attitude from the foreman greatly influences the quality of employee performance and of course must also be supported by the good social adaptation abilities of the foreman.

Pengaruh Seleksi, Pelatihan Terhadap Kompetensi Serta Dampaknya Pada Kinerja Karyawan

Background of this writing is whether there is influence of human resource competence in PT Sunthi Sepuri who have implemented ISO 9001: 2008 with the quality of employee performance. The organization's environment faces dramatic and spectacular changes. Environmental change is a challenge for businesses to reorganize business, structure, and direction of work. Increased growth is identical to the complexity of the work. Company in anticipating change, implementing strategy of orientation of MSDM and competence, training. For employees themselves require skill / skill adaptation / adaptation. The fact that happened to the company PT Sunthi Sepuri is competence and training is not as expected of the employees. Who has applied ISO 9001: 2008 In this research is to know the extent of competence and training applied by the company and how the effect on employee performance. So the purpose of this research is the influence after PT Sunthi Sepuri implement ISO 9001: 2008 on employee performance.

The Implementation of Islamic Values in Improving the Quality of Employee Performance in Workplace

.

Kontribusi Kecerdasan Emosional dan Kecerdasan Sosial terhadap Kinerja Pegawai pada Organisasi Perangkat Daerah Kabupaten Tanah Datar

This study aimed to determine the contribution of emotional intelligence and social intelligence on the performance of employees in the Local Apparatus Organization of Tanah Datar Regency. This study was motivated by various problems which indicated the low quality of employee performance which was allegedly related to the low emotional intelligence and social intelligence of the employees. This was a quantitative research whose population was all civil servants in the organization totaling 1.596 people. The sample in this study consisted of 320 respondents who were determined using the Slovin formula with an error rate of 5% and set through Multistage Random Sampling technique. Data in this study were collected trough questionnaires with Likert scale measurement and analyzed with multiple linear regression test. The results of this study showed that there was a contribution of emotional intelligence to employee performance by 41,3%. There was also a contribution of social intelligence to employee performance amounted to 48,3%. At the same time, the contribution of emotional and social intelligence on the performance of employees in the Local Apparatus Organization of Tanah Datar Regency were 53,2%. So it could be concluded that emotional intelligence and social intelligence contributed significantly to employee performances.

Transformational Leadership, Technical Competencies And Self-Efficacy On Employee Performance (A Subsidiary Of Dana Pensiun Bank Mandiri Empat-DPBME)

<p><em>The purpose of this study was to determine the effect of transformational leadership, technical competencies and self-efficacy on the employee performance.</em> <em>This study conducted a survey of 70 respondents from the population of 185 employees in PT Wahana Optima Permai (PT WOP, a subsidiary of Bank Mandiri Pension Fund Four-DPBME) Head-Office, and Jakarta, Batam, Surabaya branches. The selected respondents are employees of the business and support units associated with the leasing and management of office buildings. This research used a quantitative survey associative and a path analysis method. The results of this study indicated that transformational leadership, technical competencies, and employee self-efficacy was significantly positive direct influence on employee performance. In order to improve the quality of employee performance, PT WOP should improve the quality of transformational leadership, technical competencies, and self-efficacy employees. As a conclusion, that any change in the quality of transformational leadership, technical competencies, and employee self-efficacy will direct affect employee performance.</em></p>

Aanalisis Dominasi Pengaruh On Tthe Job Training Terhadap Peningkatan Kualitas Kinerja

In order to support the realisation of Making Indonesia 4.0 through the increasing of the quality of human resources, it has been done the dominant analysis of the influence of the on the job training to the improvement of the employee performance in a company. While the result obtained are expected to have an impact to the management policy and decision making which is related to the effort to increase the employee performance quality. And at the end, the employee deliver the best performance and the best quality product to meet the consumer expectation. The research used descriptive and correlative design, with test of validity, normality, reliability, variance homogenity, independency test and t test to validate the hypothesis. The research conclude that the frequency of the on the job training should be increased to meet the superior employee performance quality in line with company profitability concern in the future.Keywords: on the job training, performance, influence, dominant, and improvement.

Strategi Pengembangan Sumber Daya Manusia Dalam Meningkatkan Kinerja Karyawan

The purpose of this research is to find out how the process of human resource training conducted by the Synergy Foundation, how the process of human resource education conducted by the Synergy Foundation, how the career development process is carried out by the Sinergi Foundation in an effort to improve the quality of employee performance. The method used in this research is descriptive method, using a qualitative approach. Based on the results of the study, the training process carried out was based on the results of the annual Sinergi Foundation evaluation. Strategies carried out in training by on the job, and recommending their employees to attend training outside the institution. Furthermore, the process of employee education is more focused on employee theoretical understanding. Straregi is used by conducting education within the institution and sending its employees to study outside. Development of the quality and quantity of employees, the leadership has policies and directives for all employees in the structural to have a new concept with the aim that each department has innovation about the development of its department.

SISTEM DAN PROSEDUR PELATIHAN DAN PENGEMBANGAN TERHADAP KINERJA KARYAWAN BCA

Employee performance is banking activities play an important role in maintaining the presence of the Bank's customers. At BCA there are problems between the services provided Employees often do not satisfy the customers as the service is slow,difficult to conduct transactions. The research sample used was non-probability sampling with a sample of 100 employees in PT.BCA. Data analysis techniques used are validity and reliability, test classic assumptions and hypotheses. The results showed that there are significant systems and procedures for employee training and development of the quality of employee performance at PT. BCA with a 95% confidence level.

PENGUKURAN KINERJA SDM METODE HUMAN RESOURCES SCORECARD SEBAGAI UPAYA OPTIMALISASI KINERJA ORGANISASI

KSP Sejahtera Jatim is one of the cooperatives engaged in saving and loan. As a factor determinesthe attainment of the objectives of the company is employee performance. During this time, KSP SejahteraJatim has being improved the quality of human resources, only measuring soft skill employee performance andsubjectively. The Company has never made the measurement of employee performance as a whole so it isunknown any factors have not been identified and has not been achieved in forming the better quality ofemployee performance. Human Resources Scorecard is a performance measurement system of human resourcethat linked person-strategy-performance to produce a superior company. Human Resources Scorecard describesvision, mission, and human resources strategy into action a measurable contribution. The measurement ofhuman resources performance considering business units from four perspectives are financial perspective,customer perspective, internal business process perspective, learning and growth perspective. Each perspectivewithin Scorecard Human resources method is applied by Analytical Hierarchy process method.

PENGARUH KESEHATAN DAN KESELAMATAN KERJA TERHADAP KINERJA KARYAWAN BAGIAN PRODUKSI PT. PG RAJAWALI II UNIT PG JATITUJUH MAJALENGKA

Masalah keselamatan dan kecelakaan kerja di Indonesia masih sering diabaikan. Hal ini dapat dilihat dari masih tingginya angka kecelakaan kerja. Menurut data dari Jamsostek, jumlah kecelakaan kerja pada tahun 2012 sebanyak 9.056 kasus kecelakaan kerja. Dari jumlah tersebut, 2.419 kasus mengakibatkan kematian. Menurut Afdifar (2012), baru 2,1% dari 15.000 perusahaan besar yang menerapkan sistem manajemen K3. Sementara di perusahaan kecil dan menengah, implementasi dari penerapan sistem manajemen K3 juga masih jauh dari harapan. Berdasarkan pengukuran Indeks Pembangunan Ketenagakerjaan (IPK), Indonesia pada tahun 2012, indikator Kondisi Lingkungan Kerja hanya mencapai angka 3,71 (rendah) atau menurun dibanding 2011 yang mencapai angka indeks 5,02 (menengah-kebawah) (Ilfani, 2013). Dengan adanya pelaksanaan program kesehatan dan keselamatan kerja di perusahaan diharapkan dapat meningkatkan kualitas kinerja karyawan dan mampu mendukung pencapaian tujuan perusahaan secara optimal. Tujuan penelitian ini adalah untuk mengetahui pengaruh kesehatan dan keselamatan kerja terhadap kinerja karyawan bagian produksi PT. PG Rajawali II Unit PG Jatitujuh Majalengka. Jenis penelitian yang dilakukan adalah metode survey dengan pendekatan cross sectional. Populasi adalah seluruh karyawan bagian produksi II PT. PT. PG Rajawali II Unit PG Jatitujuh Majalengka sebanyak 600 orang. Pengambilan sampel dalam penelitian ini adalah dengan teknik kuota accidental sampling, yaitu sebanyak 87 orang. Instrumen yang digunakan dalam penelitian ini adalah lembar kuesioner dan dianalisis dengan menggunakan teknik analisis korelasi pearson. Berdasarkan hasil analisis data penelitian, dapat diketahui bahwa kesehatan dan keselamatan kerja (K3) berpengaruh terhadap Kinerja karyawan Bagian Produksi II PT. PG Rajawali II Unit PG Jatitujuh Kabupaten Majalengka. Penelitian ini hanya meneliti pengaruh kesehatan dan keselamatan kerja (K3) terhadap kinerja karyawan, oleh karena itu diharapkan peneliti selanjutnya dapat memperdalam penelitian ini dengan menambahkan faktor lain yang mungkin mempengaruhi kinerja karyawan

Impact of Financial and Non-Financial Incentives on Employee Performance

This research examines the impact of financial and non-financial incentives on nurse performance in a private hospital in Singapore. Financial and non-financial incentives play an important role in determining the quality of employee performance. Data was collected from nurses who worked in an operating theater department. The research concludes that financial and non-financial incentives have a strong influence on the respondents’ performance. Therefore, management of the hospital must place a good rewarding system that gives appropriate performance-based incentives. Monetary and non-monetary incentives would result in highly satisfied nurses who would then positively impact the hospital in the long run. The paper ends with a discussion and suggestions for future research.

SOCIAL AND PHSICAL VARIBLES THAT AFFETCT THE QUALITY OF EMPLOYEES’ PERFORMANCE CASE STUDY OF EGYPTAIR COMPANY

This study aims to reveal the social variables and physical affecting the quality of the performance of employees through the relationship of each of the quality of work and level of education and test significance of differences among a sample search to follow the methods of the face of social and physical variables that affect the quality of their performance and they are exposed during the course of work members . Adopted researcher in this study on the descriptive approach is suitable to achieve these objectives. The application on a sample consisting were (80) an employee of the male. were divided into (20) employees of each function (cargo officer. Cargo technical. organizer upload. driver) of the employees of Egypt Air Cargo using a questionnaire prepared specifically for this purpose . The researcher used the intellectual theories (Layout ecological. functional structural. social or environmental stress pressure) in the interpretation and analysis of the results of the study. the study concluded several results. the most important this that EgyptAir pays great attention to social variables and physical related to employee performance quality by this answer The first question of the study and the question of how the institution of these variables interesting. Thereby confirming the validity of the view that there is an interest from EgyptAir social and physical variables affecting the quality of the performance of its employees is that there is a clear variation in the extent and the degree of attention to this purpose. According to the characteristics of workers in terms of age. gender. job description and educational level . The study indicated the presence of positive effects of the variables covered in social studies or physical on the degree of the quality of workers in the company and in particular to their answers about the negative effects were very low and no significant impact.

Pengaruh Gaya Kepemimpinan dan Motivasi terhadap Kinerja Karyawan pada Industri UMKM di Wilayah D.I. Yogyakarta

<p><em>Micro, small, and medium enterprises (SMEs) have an important role in the development of Indonesia's economy. They became a great power when Indonesia faced economic crisis. In addition to contributing to the national income, SMEs also have a role in providing jobs. In the face of the free market, SMEs must be able to keep up with increasing business productivity. This will happen if the quality of employee performance is good. Quality performance or achievements of good work is often influenced by several factors, could be influenced by his friend can also be influenced by his superiors. A boss usually has a leadership style that aims to influence the performance of subordinates in the hope of achieving organizational goals. In addition to leadership style, things that can affect performance is motivation. With the motivation, employees will be encouraged to work well, so they will show good performance quality performance as well. </em><em>The objective of this study was to examine the effect of leadership style and motivation on employee performance in industrial SMEs in the Special Region of Yogyakarta (DIY). This study uses survey the population of all employees of the company are classified as micro, small, and medium in DIY. The sampling method used is sampling by convenience non-probability sampling. In this study, 100 samples were taken. Methods of data collection is done by using a questionnaire containing several questions with methods of data analysis using multiple regression.The results of this study is to accept the second hypothesis proposed in which leadership style has positive influence on employee performance in industrial SMEs in DIY. And, motivation positive influence on employee performance in industrial SMEs in DIY.</em></p>