Quantity Of Employees Research Articles

Tax Optimization of Starred Hotels as an Effort Increasing Regional Original Income in the District West Manggarai

This research aims to examine the inhibiting factors in optimizing star hotel tax on local revenue and analyze the efforts and strategies undertaken so that star hotel tax collection increases and runs optimally. This research is a qualitative descriptive study. Data was collected through interviews and strengthened by literature study. The results of the research show that there are obstacles in optimizing star hotel taxes in increasing local revenue, namely limited human resources from the West Manggarai Regency Regional Revenue Agency, both as bailiffs, appraisers and inspectors, then there is still non-compliance by star hotel taxpayers in paying and reporting the tax. The existence of these obstacles means that efforts need to be made, including: improving the quality of tax collectors, coordinating with related agencies, socializing regional regulations to taxpayers regarding star hotel taxes, and intensifying tax assessments and inspections of star hotel tax objects. Researchers also recommend strategies for optimizing star hotel taxes to increase local revenue, including: expanding the revenue base, increasing supervision, and increasing the quality and quantity of employees at the West Manggarai Regency Regional Revenue Agency.

Pengaruh Tenaga Kerja Terhadap Pendapatan UMKM, Modal Sendiri, dan Kredit Usaha Rakyat (Studi Kasus di Kecamatan Sekupang Kota Batam)

This study aims to ascertain the effects of employment, capital, and private enterprise on the revenue of MSMEs in Batam City. Quantitative procedures are employed to carry out this research since the research data is presented as numbers and is analyzed using statistics. The total number of MSMEs in Sekupang Regency is the study population, while 286 MSMEs in Sekupang Regency are used as research samples. The Unknown Populations Approach method was used to calculate the number of samples in the study population while selecting the sample population for this study. The t test's findings suggest that Batam City's MSME income is favorably influenced by own capital (X1) and KUR, while business income in Batam City is positively influenced by KUR (X2). While the number of employees is only statistically significant, it has a positive effect on the profits of SMEs in Batam City. While the quantity of employees is only statistically significant, it has a positive effect on the financial performance of SMEs in Batam City. However, it can be deduced from the f test results that own capital, labor, and individual company loans all concurrently have a significant and beneficial effect on MSME revenue in Batam City.

Strategi Meningkatkan Kualitas Kinerja Aparat Desa Mekarsari dengan Pendekatan Pengembangan dan Pola Manajemen Sumber Daya Manusia

This study aims to find out what strategies are used to improve the performance of the Mekarsari Village apparatus. How to approach the development of human resources for the Mekarsari Village Apparatus. As well as knowing the pattern of human resource management in the Mekarsari Village apparatus. This study uses a qualitative approach with phenomenological methods, data collection techniques using observation, interviews and documentation. Research resource persons from the Village Head, Village Apparatusand the Mekarsari Village community. The analysis technique uses SWOT analysis. The validity test used the source training method and technical triangulation methods. The results of the study show that the strategies implemented to improve the quality of the performance of village officials in Mekarsari are carried out by: 1) Increasing the quality and quantity of employees through continuing to higher education, attending training, technical guidance, courses, seminars, work shops, etc. which aim to increase knowledge and employee experience. 2) Increase the number of employees according to the needs and the ideal number for a village. 3) Improve office facilities and infrastructure. The human resource development approach model in Mekarsari Village includes four approach methods used to develop employees: formal education, assessment, various work experiences, and personal relationships. The Strategy to Improve the Performance Quality of Mekarsari Village Officials with the Development Approach and Human Resource Management Pattern is quite effective in improving the performance quality of the Village apparatus. This can be seen from the quality of service which is more effective and efficient than before.

PENGARUH DIGITALISASI DAN DATA CENTRE TERHADAP KINERJA KARYAWAN PT.XYZ

PT. XYZ, which is tasked with assisting companies in carrying out information activities, including specific information systems, general information, multimedia and opinion counters within the company, has a very important role in publicizing and disseminating various company activities and leadership policies throughout Indonesia. With limited employees who are superior, qualified, professional and competent in providing better public services, it is necessary to increase the quality and quantity of employees in carrying out their duties. One of the factors that influence the performance of PT. XYZ in this study is digitization. The purpose of digitization is to make it easier for employees to convey, provide, compile and explain information received by PT. XYZ to be processed and used as information suitable for consumption by the public. In carrying out its work, information systems require good data center support. This data center is big data for all levels of Company information, where all information can be accessed through the data center. The purpose of this study was to examine the effect of digitization and data center on the performance of PT. XYZ employees. The sample used in this study were PT. XYZ employees totaling 99 respondents. The sampling technique used is non-probability sampling, where not every respondent has the same opportunity to be sampled. The results in this study based on SPSS processing obtained the calculated t value for the digitization variable of 3.395 and the data center was 7.238, while the t table obtained was 1.661. This means that if t count > t table and the significance value is <0.05. So that it can be interpreted that there is an influence between digitalization and data center partially on performance. Based on the results of the f test, the calculated f value for the digitization and data center variables simultaneously is 54.697 while the f table obtained from the f table search is 3.091. So the results state that there is an influence between digitalization and the data center simultaneously on the performance of PT. XYZ employees. While the value of r2 = 0.533 which means that 53.3% of the performance variables can be explained by digitalization and the data center while the remaining 46.7% is influenced by other variables outside the model studied.Keywords: Digitization, Data Center, Performance, Employees, Management

Pengaruh Motivasi dan Disiplin terhadap Kinerja Karyawan pada CV Dua Putra Mandiri Medan

Based on the results of initial research conducted on performance, it was found that there were problems in accordance with performance indicators, including: the quality of employees is still considered very low, the quantity of employees is still considered lacking in completing the work within the allotted time and also there is still a lack of commitment to work. This greatly hampers the performance of employees at CV Dua Putra Mandiri. The purpose of this study was to determine the effect of motivation and discipline on employee performance at CV Dua Putra Mandiri. This research uses associative method with quantitative descriptive approach. The types of data used in this study are primary and secondary data. Primary data is obtained from the results of direct processing of the object. While secondary data is data that researchers get from books and other data sources related to the discussion of this research. The research was conducted to determine the partial and simultaneous effect of the independent variable (X) on the dependent variable (Y). The results of this study indicate that partially it can be concluded that motivation (X1) and discipline (X2) have a positive and significant influence on performance (Y). From the results of this study, it can be concluded that simultaneously motivation and discipline have a significant effect on performance.

"Exploring the Association between Job Satisfaction and Productivity: Empirical Evidence from India"

The study aimed to study the impact of job satisfaction on employee’s productivity. The study is based on primary data, which was collected from Poona College.
 The questionnaire was distributed to the employees in Poona College. According to H.R department, there are 300 employees in the college. They are taking place in every level and filed. In obtaining the sample size of the population, employees in Poona College were selected. The researcher further selected 15% of employees, it was counted in the formula of (300*15/100=45).
 Results revealed that satisfied employees have positive attitudes about their jobs. Satisfied workers are tend to work on time, loyalty and commitment to the job, tend to improve knowledge, willing to accept more responsibility, with a reduction of absenteeism. The positive attitudes will increase the quality and quantity of employees’ performance. Therefore, such a situation is good for an organization but some organizations do not concern about satisfaction of employees. Hence, if organizations can be more concerned about the job satisfaction of employees’ better productivity can be expected, as the relationship between satisfaction and productivity is positive and significant. This aspect should be given more consideration by the managers in order to improve productivity.

Work Engagement and Employees’ Performance: Assessing the Linkage and Leverage in Classified Hospitality Firms in Kenya

Work engagement which relates to personal investment of individual physical, emotional and cognitive resources to role performance has continued to gain prominence in human resource practice and theory. Empirical literature reveal that work engagement explains employees’ behaviour and outcomes that are consistent with organizational social and psychological contexts. However, there is no consensus in literature on the measures of work engagement that have a direct influence on employees’ performance and how firms can create contexts for work engagement to drive performance at employees’ level. Therefore, the purpose of this study was to determine the configuration of work engagement elements that influence employees’ performance, assess the contextual factors that affect work engagement and ultimately examine how work engagement can be leveraged to enhance employees’ performance. Using purposive and stratified random sampling, a sample of 225 respondents was selected from 75 classified hospitality firms in Kenya. Data was collected using a self-administered questionnaire and analyzed using multiple regression analysis. The results showed that work engagement constructs of physical engagement, emotional engagement and cognitive engagement were positively correlated with employees’ performance. The study revealed that physical engagement influenced the quality and quantity of employees’ output, emotional engagement influenced employees’ citizenship behaviour, and cognitive engagement had higher influence on employees’ efficiency in performance. The study established that work engagement is connected to employees’ motivation factors and is impacted by contextual factors. Organizations should manage the elements of motivation such as compensation and leadership support and job level elements such as decision making, scope of responsibility and supervision in order to create a climate for engaged workers. Work arrangement and job autonomy are crucial in improving employee’s devotion and commitment in his role. Keywords : cognitive engagement, emotional engagement, employees’ performance, physical engagement, work engagement DOI: 10.7176/EJBM/13-2-01 Publication date: January 31 st 2021

Work Engagement and Employees’ Performance: Assessing the Linkage and Leverage in Classified Hospitality Firms in Kenya

Work engagement which relates to personal investment of individual physical, emotional and cognitive resources to role performance has continued to gain prominence in human resource practice and theory. Empirical literature reveal that work engagement explains employees’ behaviour and outcomes that are consistent with organizational social and psychological contexts. However, there is no consensus in literature on the measures of work engagement that have a direct influence on employees’ performance and how firms can create contexts for work engagement to drive performance at employees’ level. Therefore, the purpose of this study was to determine the configuration of work engagement elements that influence employees’ performance, assess the contextual factors that affect work engagement and ultimately examine how work engagement can be leveraged to enhance employees’ performance. Using purposive and stratified random sampling, a sample of 225 respondents was selected from 75 classified hospitality firms in Kenya. Data was collected using a self-administered questionnaire and analyzed using multiple regression analysis. The results showed that work engagement constructs of physical engagement, emotional engagement and cognitive engagement were positively correlated with employees’ performance. The study revealed that physical engagement influenced the quality and quantity of employees’ output, emotional engagement influenced employees’ citizenship behaviour, and cognitive engagement had higher influence on employees’ efficiency in performance. The study established that work engagement is connected to employees’ motivation factors and is impacted by contextual factors. Organizations should manage the elements of motivation such as compensation and leadership support and job level elements such as decision making, scope of responsibility and supervision in order to create a climate for engaged workers. Work arrangement and job autonomy are crucial in improving employee’s devotion and commitment in his role. Keywords : cognitive engagement, emotional engagement, employees’ performance, physical engagement, work engagement DOI: 10.7176/EJBM/13-2-01 Publication date: January 31 st 2021

Development strategy of apparatuses performance in the management of conservation area of South Sulawesi natural resource conservation

This study aims: (1) to analyze the implementation of performance management in the management of conservation areas at the South Sulawesi Natural Resources Conservation Center; (2) formulating a strategy for developing apparatus performance in the management of conservation areas at the South Sulawesi Natural Resources Conservation Center. This study uses a qualitative descriptive approach conducted at the Central Office for Conservation of Natural Resources in South Sulawesi. Data were analyzed with descriptive analysis techniques and SWOT analysis. The results showed that the implementation of performance management conducted at the South Sulawesi KSDA Center was not optimal. This is due to the limited number of State Civil Apparatus Office of South Sulawesi KSDA, the lack of training and education for the State Civil Apparatus, as well as facing Problems in the management of conservation areas (encroachment, illegal logging, and forest fires). However, the performance management process at the South Sulawesi KSDA Center has already proceeded from performance planning, performance implementation, and performance evaluation. Based on the SWOT analysis the priority strategies for developing the performance of the South Sulawesi KSDA Office personnel are: (1) Improving employee performance by implementing the ASN Management merit system, (2) Improving effective performance management by increasing the quality and quantity of employees, (3) Providing education and training for conservation area managers, and (4) Organizing staff according to education and competence.

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.

PENILAIAN KINERJA BALAI REHABILITASI SOSIAL EKS PENYALAHGUNA NAPZA MANDIRI SEMARANG

This research will describe and analyze the performance of Social Rehabilitation Center for ex drug abusers Mandiri (in) Semarang, and aspects that support and hinder. The theory used in this research are five dimensions of performance, which are productivity, quality of service, responsiveness, responsibility, and accountability. This research used interviews, observation, documentation, and literature to collected data. Technique used for selecting the informants is snowball technique. The result of this research indicate that the performance of Social Rehabilitation Center for ex drug abusers Mandiri (in) Semarang is not optimal. Productivity of Social Rehabilitation Center for ex drug abusers Mandiri (in) Semarang is good enough, but still constrained at the lack of professionals in human resources, and the development of infrastructure is constrained in the budget. Quality service of Social Rehabilitation Center for ex drug abusers Mandiri (in) Semarang is not good enough because there is lack of support from human resources and facilities. Responsiveness of Social Rehabilitation Center for ex drug abusers Mandiri Semarang is good enough. Responsibility of Social Rehabilitation Center for ex drug abusers Mandiri Semarang is good. Accountability of Social Rehabilitation Center for ex drug abusers Mandiri (in) Semarang is good because there is accountability and transparency. Aspects that support the performance of Social Rehabilitation Center for ex drugs abusers Mandriri (in) Semarang are the obvious of the division of labor for the employees, employee discipline, and cross-sectoral cooperation. Aspects that hinder the performance of Social Rehabilitation Center for ex drug abusers Mandiri (in) Semarang are limited budget, lack of facilities and infrastructure support, and lack of human resources support in terms of quality and quantity. Based on the research, the performance of Social Rehabilitation Center for ex drug abusers Mandiri (in) Semarang there are some recommendations that can be given to optimize the performance, such as improving the quality and quantity of employees needed, submission of budget proposals for facilities and infrastructure, and community involvement in social rehabilitation program.

Processing the document flow at branch departments of scientific information at VINITI RAS and an interpretation of this work within the framework of physical ideas

This paper considers a document flow moving in the form of a continuum in virtual space. The methods of continuum dynamics are used to study it. A flow has various attributes, viz., volume, viscosity, and current velocity under pressure. The viscosity is determined by the laboriousness of processing the wide range of documents that are present in this virtual flow and the pressure is determined by the quantity of employees that are occupied with processing. The obtained mathematical model permits one to make conclusions about the necessary quantity of employees for the processing of the assigned document flow and the rate of document processing. It is noted that the departments for scientific information processing of VINITI RAS are staffed at 20---30% of the necessary level, which makes it impossible to accelerate the term of information processing and to increase the quality of the processing itself.

The Employment Problems And New Job Opportunities Of Persons Graduated From Physical Education And Sports Area

The purpose of this study was to find out ‘to get into a job’ problem of per- sons those graduated from physical education and sports departments of universities and new job opportunities. The participation and guiding of people to sports activi- ties are related with the job opportunities of the persons those educated at physical education and sports area. Quality and quantity of employees with the quality of producing activity and programs are effective in sports associations. The system, in this way, depends on well-educated persons to serve sports activities with other fac- tors. Therefore, the achievements of aims of sports associations or organizations are succeeded by well-educated persons with other factors. But today’s results put for- wards that, persons educated in physical education and sports area, are not em- ployed in a balanced way to fulfill the needs of Turkey. The study was conducted on the two university students and with the litera- ture. The states of getting a job after the graduation of students applied to the Exams of School of Physical Education and Sports of Afyon Kocatepe University and to get into a job of the graduates of School of Physical Education and Sports of Ondo- kuz Mayis University were questioned. In this way, 280 applicants of School of Physical Education and Sports of Afyon Kocatepe University (year of 2006) and 200 students of School of Physical Education and Sports of Ondokuz Mayis Univer- sity (year of 2008) were involved in the study. Questionnaire was used as data gath- ering tool. Chi Square test, percent and frequency tests were used for statistical analysis and the significance value was set as 0.005. The expectations of the students of School of Physical Education and Sports on the getting into a job after the graduation were differed significantly according to their class grades. The expectations were getting weaker with the increasing class grades. But, the applicants before the starting the school did not have any important doubt about getting into a job. There are some possible solution ways to solve this employment problem as; National Ministry of Education could assign “sports branches teacher profession”, and there could be “sports serving class” by the change in the Law number 657, and persons educated in physical education and sports area could be employed in Youth and Sports General Directorate by changing the Law number 3289.

EMPLOYMENT AND UNEMPLOYMENT TENDENCIES IN LATGALE REGION UNTIL 1ST HALF-YEAR 2009

Increase of quantity of employees at the main job in Latgale statistical region is the smallest among other statistical regions. Latgale also has the highest unemployment level in Latvia. Employees’ share in private sector in Latgale is lowest level in the country. Previously listed indicators and its change rates are very different in Latgale’s territorial units.

Types of Supply and Demanded Area of Farm Workers in Japan

The author pointed the next following out in this essay.(1) The agriculture in Japan is consisted of family farm, and obtained 95% for family labour, 5% rest of it for employees. This 5% farm labour work concentrately about only 20 days in a year.According to the census in 1950, there were 17, 000 regular employees, 3, 336, 000 seasonal migrants as a number of day's work, 61, 624, 000 day's work for dayman and 17, 212, 000 as a number of day's work for heler. Then farmers who own much land show to have many employees than poors. The busy farming season is filled by the seasonal migrants who remove revolutionaly.(2) The demanded area for seasonal migrants is doted in Western Kanto, Tokai, Setouchi, Northern Kyushu and Hokkaido district. Then it is in civilized or modernized district for agriculture.The supply area of migrants labour is in Tohoku, Hokuriku and Tosan district in Eastern Japan, and then Shikoku, Southern Kyushu in Western Japan is the same to that part of it, too.Both of them is belong to un-civilized district and economicaly poor.(3) Five types of supply and demanded area of farm labourers.i) A type of the most largest area.This type is contained with semi-colonial and large scale farm. (as Hokkaido), The quantity is largest and period of employment is longest, from April to November. As area of supply, it demands them to far distance (1000K.M)ii) A type of the large area.This type is contained with commercialized agriculture, as Shizuoka, Gumma, Okayama Prefecture.Both it's quantity and period (1-3 months) is of the great. It demands, as area of supply, them to far distant place. The distance of migration is 100-700K.Miii) A type of middle area.This type is contained with suburban farm as Northern Kyushu.It demands much quantity of employees, that is regular, seasonal and dayman.And yet for the shortness for local labourers it demands them to for distant place. That is about 250K.Miv) A type of small area.This type is in area of paddy field in alluvial plains which is the most ordinal type in Japan.The quantity of employees are innumerable but the period is short only within a week.They are composed of almost of girls or women that is called “Saotome”The scope of supply is very small (10-20K.M) and the way of contract have had only by old manners to be accustomed like private connection. And the custom of “Yui” still remain.v) A type of the most smallest area.This type has a character of the feudal remnant. Employees engaged in all the year round is called “Wakaze” “Kerekko” and extra employees “Yatoi” or “Sukenin”.It remains un-modernized district in Tohoku and Southern Kyushu.Supply and demanded area is very small that is limited only in the same community.