Working Time Of Employees Research Articles

Analisis Kedisiplinan Waktu Kerja Karyawan pada Rumah Sakit XYZ

Employee work time discipline has a vital role in maintaining operational efficiency and service quality in hospitals. This research aims to conduct an in-depth analysis of employee working time discipline at XYZ Hospital. Qualitative research methods were used to collect data through in-depth interviews with employees from various divisions in the hospital. The qualitative data was then analyzed thematically to identify patterns, themes and conclusions related to work time discipline. Data analysis was carried out to identify factors that influence work time discipline and their impact on operational efficiency and service quality. It is hoped that the findings of this research will provide valuable insights for hospital management in improving employee working time management and improving operational efficiency. This research contributes to a deeper understanding of employee working time discipline in hospitals, as well as providing a basis for the development of more effective strategies for working time management in healthcare environments.

Providing Work Motivation in Improving Employee Performance at the Kedungwaringin District Office

This research aims to determine whether providing work motivation can improve employee performance at the Kedungwaringin sub-district office on Jl. Raya Kedoeng Gedeh No.10 – 17540. The method used in this research is qualitative research with triangulation methods and data collection is carried out by means of interviews and observations. The results of this research show that work motivation is given to employees through salary, work relationships, rewards and success, while performance is through the quality of employee work, quantity of employee work and punctuality of employee work time. The higher the employee's motivation, the better the performance, and vice versa, the lower the employee's motivation, the lower the performance.

Robusta coffee processing productivity analysis using objective matrix (OMAX) method (Case study at PT Tinkerbels Permata Indah, Bogor, West Java)

PT Tinkerbels Permata Indah is one of the companies engaged in the coffee processing industry. The high market demand for coffee products made from robusta coffee requires PT Tinkerbels Permata Indah to continuously produce more coffee effectively and efficiently. Therefore, companies need to measure productivity to determine the performance of using several inputs to produce output. This research aimed to analyze the productivity level of robusta coffee bean production and to make a proposed improvement plan for PT Tinkerbels Permata Indah. The method used to measure productivity was the objective matrix (OMAX) method. The weight of each criterion was obtained with the help of the pairwise comparison method by filling out a questionnaire by the three experts involved. The results show that the company's highest productivity achievement was 5.893 in April 2022, and the lowest was in September 2022, with a current value of 0.880. Proposed improvements include companies needing to pay attention to their warehouses by maintaining temperature and humidity so that materials are not damaged by warehouse pests, implementing flexible daily hours to reduce wastage of employee work time, implementing an energy-saving culture, conducting energy audits, and implementing machinery maintenance management.

DAMPAK PEMBERIAN TAMBAHAN PENGHASILAN PADA KINERJA PEGAWAI NEGERI SIPIL

The purpose of the study to find out and analyze the impact of the provision of Additional Income on the performance of Civil Servants in the Office of The District Head of Ngebel Ponorogo.Qualitative descriptive research type. Research objects are based on people's data sources, documents and events.Selection of informants with purposive sampling techniques. Interview, observation and documentation data collection techniques. Data instruments in the form of a list of questions, observations and recordings. Data analysis techniques using interactive data analysis of miles &huberman models. The impact was analyzed with Finsterbusch theory and Motz Single before-after program according to and performance theory according to John Miner with indicators of quality, quantity, use of time in work and cooperation.The results showed that the implementation of AEI was going well but there were still technical constraints.Quality there is an improvement in the quality of the work and a decrease in the error rate although not too great.The positive impact on the quantity of budget realization efficiency and realization of organizational performance achievement exceeds the target above 100%.The use of time in work there is a decrease in violations of working hours at the rate of absence, the rate of delay and quick return.The effective working time of employees in 2020 averaged 85%. While in the aspect of cooperation is not seen the impact because it has been running well before the AEI.

COVID-19 Impacts on Christian and Muslim Organizations in Germany: A Comparative Mixed Methods Study

The COVID-19 pandemic profoundly influenced all areas of life and day-to-day operations. This paper studies the impact of the pandemic on Muslim and Christian organizations in Germany. The focus is activity implementation, time investment, staff changes, and working processes of full-time staff and volunteers. On the basis of a quantitative survey ( n = 454) and qualitative in-depth interviews with organizational representatives from 2021 to 2022 ( n = 31), we follow a convergent, parallel mixed methods design to understand pandemic-related work changes, key challenges, and crisis management. Our quantitative analysis reveals differences in the activity performances in Muslim and Christian organizations both before and since the pandemic outbreak. While the monthly time investment of volunteers dropped significantly in Christian organizations during the pandemic, the working time of employees increased significantly in Muslim organizations. The qualitative analysis reveals distinct impacts on work processes and workloads in the organizations. Differences are due to organizational legal statuses, internal conditions, and different activity foci. Overall, our study indicates that religious organizations and their staff are resilient and adaptable. It contributes comparative data on faith-based organizations in Germany and highlights their important role in civil society. For future research, we recommend cross-national comparative studies.

Szczególne rozwiązania związane z epidemią COVID-19 dotyczące czasu pracy pracowników podmiotów leczniczych

Special solutions related to the COVID-19 epidemic regarding the working time of employees of medical entities The COVID-19 epidemic and the measures taken to combat it have revealed many imperfections in the legal system. In order to enable certain groups of key employers to operate continuously in the event of an epidemic threat and epidemic, the legislator granted them special powers in the field of working time. Medical entities play a key role in this period. The aim of the article is to analyze the rights of these employers under the provisions of the special COVID act and their relationship to special provisions regulating the working time of employees of these entities.

WAGE IN THE MANAGEMENT AND CONTROL SYSTEM AT THE ENTERPRISE

The article is devoted to topical issues of wages as an object of management and control at the enterprise. It has been proven that the correct organization of accounting of accrued wages contributes to effective management and control with the aim of timely calculation of wages and effective use of labor resources. Proper organization of accounting includes the selection of the most modern forms and systems of work, analysis of factors that increase labor productivity and ensure optimization of the working time of employees. The article highlights the importance of the formation of the accounting system as a direct incentive for effective development, a direct factor in increasing the investment attractiveness of the enterprise, which should gain recognition and reputation even in conditions of military aggression. It is emphasized that accounting is a component of the enterprise management system that goes beyond accounting and is intended to provide personnel with information for effective business planning, accounting, evaluation, analysis, control and, accordingly, management decision-making. The basic principles of the formation of the accounting and wage control system are outlined. It is noted that the accounting and control of wages is the main source of information for management in the process of managing a business entity. The basic criteria for evaluating the information that is formed at the enterprise, the methods of its formation, are given. The requirements for the formation of a system of accounting and control of wages at enterprises are highlighted. The results of the study of the issues of accounting and wage control are the practical application of the proposed improvements at the selected enterprise in order to improve the indicators of financial and economic activity, liquidity and solvency of the enterprise. The proposed improved documents will improve the payroll management and control processes. The implementation of measures to improve the accounting of wages allows to significantly increasing the efficiency of accounting, to eliminate shortcomings in the organization of accounting of wages at the enterprise. In the process of research in the article, general scientific research methods were used to solve the tasks, namely: system analysis, theoretical and methodological generalization, statistical and graphic analysis, specification, induction, deduction, observation, grouping and comparison.

The Effect of Some Managerial Motivators on Employee Motivation in Furniture Enterprises

The paper aims to determine the effects of some economic, psychological and sociological motivators on motivation levels of employees in furniture industry companies depending on some socio-demographic characteristics. In order to measure their motivation levels, a questionnaire was applied to 100 people working in enterprises that employ 10 or more people, which are thought to apply a motivation system in the Furniture Manufacturers Site in Ankara. The obtained data were processed using package programs for statistical analysis and the data were evaluated. According to the results: The type of production was not effective on employee motivation. While increasing occupational health and safety and giving more responsibility provided more motivation for male employees, the openness of career paths was more effective for female employees. The effect of both factors that "job assurance" and "independent work and performance feedback" effects on employee performance increased as the working time of employees in the current workplace increased.

Optimalisasi Waktu Kerja Karyawan Menggunakan Metode Hungarian (Studi Kasus CV Bintang Jaya)

<p><em>The most common problem in business and industry today is the optimal allocation of production resources, i.e. providing different levels of productivity in different tasks. The challenge of CV Bintang Jaya is how to optimize working hours according to the working hours of its employees. The purpose of this study is to determine the working time of employees in accordance with the work. The research method used is hungarian using the POM-QM application for Windows. Data are collected through observation, interviews, documentation and literature study. From this study, the best results are obtained based on the work. Employee 1 takes 17 minutes to perform the wood cutting operation, employee 2 takes 35 minutes to make a pattern, employee 3 takes 10 minutes to perform the smoothing operation, and employee 4 takes 10 minutes to perform the assembly operation.</em><em></em></p>

Overtime or fragmentation? Family transactions and working time during the COVID-19 pandemic.

What changes affected the working time of employees required to work from home by the 2020 French health measures? Drawing on a qualitative survey of a municipal water company, based on interviews, direct observations, and questionnaires, the author shows how telework prompted by the COVID‐19 pandemic restructured working time and redistributed the power of regulation. During lockdown periods, working hours were extended and work rhythms changed, with considerable variation depending on the family configuration: confinement with family was not conducive to extended working hours, instead tending to fragment them, whereas isolated teleworkers experienced the opposite effect.

INFLUENCE OF WORKPLACE DESIGN ON EMPLOYEE QUALITY OF WORK IN SELECTED TERTIARY INSTITUTIONS IN LAGOS STATE

This study examined the influence of workplace design on employee quality of work in the selected tertiary institutions in Lagos State. Lecturers, students and other employees have depicted conflicting opinions and reactions as to the physical designs of their workplace and how the designs affect the quality of their work. Personal interview with some staff and students of Lagos State University (LASU) showed that, like other survey in literature, while some believe the workplace design does put the employee into consideration, others, especially the students, feel it affect their performance negatively as their workstation look shameful to them. The study aimed to examine how ergo-friendly workplace designs influence employee work time delivery and if consideration for employees’ input in the acquisition of equipment and furniture influence the employee quality of work in selected higher institutions Lagos State. The study adopted a survey research design. The population of the study comprised of academic staff in four tertiary institutions in Lagos State, this result in a total population of two thousand two hundred and eighty (2280). The study used Yamane (1967) formula to derive a sample size of three hundred and fifty (350) from the population. The study adopted a random sampling technique in selecting the sample from the population. The reliability of the research instrument was assessed using the Cronbach’s Alpha coefficient while the validity was assessed using content and face validities. The study found that, amongst others, there is a moderate positive relationship between employees’ inputs in the acquisition of equipment and employee quality of work (R = 0.608); this implies that as the employees’ opinions and contributions are sought and utilised, employees’ quality of work improves. It was concluded that ergo-friendly workplace designs are essential factors in improving employees work time delivery and, therefore, recommended that management of tertiary institutions should make workplace environment more ergo-friendly as this has shown to have a significant effect on work time delivery of staff.

Regulacje szczególne dotyczące czasu pracy w muzeach. Ujęcie krytyczne

This article analyses the provisions of the law on cultural activity regarding the working time of employees in museums. The provisions of the Act cover a very diverse group of entities, in particular: theatres, operas, operettas, philharmonics, orchestras, film institutions, cinemas, museums, libraries, cultural centres, art centres, art galleries and research and documentation centres in various fields of culture. The scope of their activities and the resulting need to organise the working time of their employees are radically different. As a result, when referring to the institution described in this article, i.e. a museum, the regulations on working time contained in the Act on cultural activity are often inadequate to the actual principles of operation.It is also very important that working time regulations, especially those referring to the necessity of respecting the employee’s free time, are classified as second generation human rights. Restrictions on employee rights in this area should be deeply justified. Meanwhile, with reg ard to museum employees, the time regulations contained in the Cultural Activities Act raise serious objections.

Modern methods of working time accounting in the management and personal records accounting system: IT solutions

To effectively manage the working time of employees, it is necessary to have reliable information about the content of working time costs and the structure of the functions performed by them during the working day. Based on the information obtained as a result of studying the costs of working time, most tasks related to the organization of labor and its rationing are solved. The study of the labor process involves the analysis of all its characteristics that affect labor costs and the efficiency of the use of production resources. The article touches upon the issue of rational use of working time as one of the conditions for labor efficiency. The work spelled out the main goal of considering modern methods of working time accounting in the management and personal records accounting system. A comparative analysis of classical methods of accounting for working time and IT solutions is made. An example of calculating the efficiency of using working time at one of the enterprises in Uzbekistan is given. The author has mentioned the modern software products for working time accounting.

Przetwarzanie danych biometrycznych pracowników w świetle orzeczenia NSA z dnia 1 grudnia 2009 r. (I OSK 249/09)

The decision of the Supreme Administrative Court1 dated December 1, 2009 (I OSK 249/09, LEX 553777) is the first ruling which raises the issue of processing biometric information of an employee by the employer in regard to Polish law. It is, therefore, of profound significance and calls for thorough analysis. As a result of advancement in new technologies and means of communications over the past few years, as well as progress in the development of practices of work performance, the provisions of law in force applicable to personal data processing in employment relationships (Article 221 of Labour Code, in particular) have been out of touch with the demands of the contemporary world. The decision of the Supreme Administrative Court (hereinafter referred to as “SAC”) dealt with the relation between the provisions of Labour Code and Personal Data Protection Act, combined with the issue of biometric information and the positions of respective parties in the employment relationship. In its decision of December 1, 2009, SAC ruled on collection of biometric information of employees (employee fingerprints) by employers upon prior written consent of the employees in question. In the case concerned biometric information was being processed for the purpose of working time registration at the workplace. It seems that SAC assumption that an employee who was asked to give consent for processing his personal data (biometric information in this specific case) was in an inconvenient situation was fundamental to the decision on the case in question. Employee is dependent on his employer as an entity to which consent shall be given. Therefore, the employee’s freedom to give consent or not is questionable in principle. SAC concluded that for the aforementioned reasons, the catalogue of data that employer was allowed to require from the employee was limited in the Labour Code. Furthermore, the Supreme Administrative Court stated in the justification for the decision that the practice of invoking the consent given by an employee in order to support extension of the scope of personal data catalogue defined in the Labour Code was in conflict with the principle of appropriateness (proportionality). The Court pointed out that it was the principle of proportionality that represented the essential criterion applicable to biometric information processing. In the presented case the purpose, namely, control over employee working time was deemed inappropriate and failing to justify biometric information processing. It follows from the decision of SAC that employee’s consent to process his biometric information which is given upon employer’s request may be assessed as being involuntary and given in the circumstances of actual lack of freedom to take an independent decision. It seems, in the light of the presented decision, that invoking these prerequisites listed in the Personal Data Protection Act which are other than consent of biometric information holder is a solution possible for validating the processing of biometric information of employees - thus processing it to a more extensive degree than it is allowed based on the Labour Code. A justified purpose of the workplace may be one of such prerequisites, on condition, however, that data processing neither violates employee rights, nor employee freedom. As provided in the justification for the Court decision, for the purpose of assessing specific state of affairs, each time the purpose that data processing is supposed to serve should be investigated in addition to the permissible conditions of personal data processing (as well as personal data collection) that are defined in the Personal Data Protection Act. The prerequisite which legitimizes data processing and the purpose of data processing are interrelated and are decisive in a given situation for the right of data administrator to collect and process biometric information. Presently, it should be pointed out that the statements of Inspector General for Personal Data Protection2 in practice constitute important guidelines for processing biometric information of employees by employers. These guidelines indicate that there actually are situations which justify processing of biometric information of employees. In accordance with Inspector General’s opinion these situations include, for example, the need to protect places in which hazardous materials, explosive materials, radioactive materials, viruses, bacteria, legally protected secrets, industrial secrets or know-how of a company are stored. Biometric information of employees may be processed in such circumstances because of justified interest of the company and safety at the workplace and the Inspector General approves the use of biometric information considering the advisability of processing the said information.

Combination Of Character Change And Utilization Of Social Media As A New Strategy To Maintain SMEs Resilience During The Covid-19 Pandemic

This research was motivated by the emergence of the COVID-19 pandemic which spread throughout the world and resulted in a crisis until SMEs went bankrupt. This study aims to investigate how SMEs can face crises and the strategies they have devised to keep their businesses afloat, to prepare SMEs for future crises. The population was SMEs who are members of the Institute for Modern Creative Industries. The sampling technique used a purposive sampling technique with 6 sources. This research is a type of qualitative research with a case study approach. The type of case study used is a collective or multiple case study. This study uses primary data. Data collection techniques used in this study were interviews and observation. The data analysis technique used is a spiral model technique and is assisted by using Nvivo Software 12 for the result of this study, so that SMEs can survive, an entrepreneur must have adaptive and optimistic character because optimism is an inherent trait of all business actors. The strategies used for the survival and resilience of SMEs in times of crisis are advertising and promotion through social media, doing word of mouth, giving attractive discounts, diversifying products, efficiencies such as reducing employee work time, reducing product variety and reducing inventory.

Allocation of the Number of Employees Based on Workload at PT Asuransi Central Asia Medan Branch

Human resources are individuals who work as the cogs of a company and can produce ideas that are useful for the company. A company must have a department which in carrying out its duties functions to regulate planning in Human Resources and in carrying out the department concerned will calculate the number of employees who will then be given authority or responsibility for their work. Productivity and work efficiency can be disrupted if there is an employee workload. Employee workload can occur when doing tasks that exceed the ability of employees. At PT Asuransi Central Asia there is an imbalance of work in some divisions and causes delays in completing work. In addition, the distribution of employees in each work unit, there are still those who do not refer to the workload and there are also employees who do not use their productive time as well as possible. The purpose of this study is to analyze the working time of employees by using the Work Sampling method and also to analyze the amount employee needs based on workload measurement with the Full Time Equivalent method. The results of this study indicate that the effective working day for a year is 226 days and the effective working time is 1,360 hours for five working days per week. Through the Work Sampling method, it is known that the total time for productive activities is 78%, unproductive activities are 11% and personal activities are 11% with a 30% allowance. Based on the results of measuring the workload with the Full Time Equivalent method, it can be seen that there are 16 employees with an under load workload, an in load workload of 13 employees and an employee with an overloaded workload of 8 employees. Therefore, the company can take several steps to optimize its employees, namely by transferring tasks from overloaded employees to under loaded employees in the same division, companies can also increase working time with overtime wages without having to add 5 employees to save company costs, companies can also conduct employee transfers, provide training and education to improve employee skills and knowledge, and pay attention to the employee's work system. Keywords: Employee Needs, Workload, Work Sampling, Full Time Equivalent.

Employment contract with non-fixing working hour: peculiarities of working time

Problem setting. On-call work is today a poorly-investigated by science of labor law form of non-standard employment. Since 2019, there are several draft laws developed in Ukraine that deal with on-call work. These drafts describe it such as employment contract with non-fixing working hour. The latest draft No. 5161 of 25.02.2021 "On Amendments to Certain Legislative Acts of Ukraine on the regulation of some non-standard forms of employment" has been submitted to Parliament. This bill was developed according to the Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 on transparent and predictable working conditions in the European Union. However, we believe some provisions of this bill on the establishment of working time need further adaptation. Analysis of resent researches and publications. The issue of legal regulation of non-standard employment has been analysed by V.Venedidikov, N. Vyshnevska, I. Gorgoriev, I. Kiselev, A. Lushnikov, D. Morozov, O. Mozna, N. Nikitina, O. Process, O. Rimkevich, V. Soyfer, M. Sorokishin, O. Yaroshenko. On-call work was the subject of doctor’s and candidate’s thesis of V. Gnidenko, O. Korkin, O.Pilipko, M. Shabanova. At the same time a number of legal problems were arised after the project No. 5161 had been adopted. For instance, peculiarities of the establishment of working time, the legal regulation of new legal categories in an employment contract with non-fixed working time need further adaptation. Аrticle’s main body. In the employment contract with non-fixing working hour the maximum working hours of the employee is determined, fixed in the contract, however the minimum working time is not defined due to the fact that the employer does not have a duty to provide employee work. The minimum duration of working time defined in the draft law depends only on the amount of the wage or compensation for staying in a state of waiting. In order to strengthen the coherence of terminology and better reconcile the typology and character of this non-standard employment form with the provisions of Directive (EU) 2019/1152, the draft law should enter and (or) determine the terms, such as a schedule of work, basic hours and days, mode of operation. Conclusions and prospects for the development. In the contract with non-fixed working hours, the installation and distribution of working time has specific features: maximum duration of the employee's working time is determined, fixed in the contract, and the minimum working time is not determined at all, since the employer does not have a duty in the employer to provide employee work. The minimum duration of working time defined in the draft law depends only on the amount of the wage or compensation for staying in a state of waiting. In such an employment contract basic days and hours should be establishes, that is, a time interval when an employee must perform its labor duties in case of a demand. The employee's calling on work, in turn, must be carried out by the employer in compliance with the conditions established in the contract itself (for example, the method and minimum term of the employee's notice of the start of work). The mode of operation is predictive to the employee, the one can predict "theoretically" that he can be called on in certain days and hours. The schedule of work with each call on work is really unpredictable. This schedule should be agreed between the employee and the employer before the work is started, although we believe such agree does not matter because the schedule is made within the basic days and hours that are already known to the employee.

Управление рабочим временем как способ повышения производительности труда

The study is devoted to the study of the rational use of working time in the context of the implementation of the main functions of management: planning, organization, motivation, control, coordination. The goal is a methodology for assessing the optimal use of the organization's working time based on the criteria for analyzing the effectiveness of the implementation of the main functions of management. Research methods: semantic analysis of the conceptual apparatus, methods of mathematical modeling to describe various factors that characterize the main functions of management in the context of working time management. Experimental methods: the method of expert assessments, questionnaires, photography of the working day. Domestic and foreign approaches to the concept of working time management are considered, the author's approach is given. Based on the process-functional approach, a methodology and algorithm for assessing the effectiveness of the working time management process. This model has been tested on the example of a self-regulatory organization operating in construction. A task was set, which was implemented within the framework of the project to optimize the use of working time of employees of the inspection and control department. Were analyzed the regulations of various levels of decision-making governing the work of employees. A questionnaire survey of opportunities and middle managers was instructed to form a number of criteria necessary for the application of the developed methodology. The results of the study allowed us to conclude about the average efficiency of the working time management process. Based on the results of the implementation of the recommendations, in particular, the application of lean manufacturing methods and the adjustment of local regulatory documents, it was possible to increase the effectiveness of managing the working time of the organization's employees.

Concept of improving shipping processes on a selected example

The aim of the article is to analyze and develop a concept for improving selected forwarding processes, using a shipping company, as an example through the use of the available modern technologies. In the first part of the work, the processes requiring improvement were identified. For this purpose, process maps have been developed. Then, based on the data from the company, the average time for the implementation of selected processes by an employee was calculated. The following section presents a proposal to improve the analyzed processes. Based on the company's data and assumptions for calculations, a forecast for the improvement of the selected processes is prepared. It has been shown that the proposed solutions may contribute to shortening the employee's working time by approx. 2 hours, which will translate into an increase in the employee's efficiency by approx. 40%.

Decision Support System for Determining Employee Working Time with Analytical Hierarchy Process Method

Operational work of a company can not be separated from the placement of employee work time. The placement of employees in accordance with their achievements and abilities at the right working time supports the smooth operation of the company's work. In this final project, a decision support system for determining the working time of employees is made by using the Analytical Hierarchy Process (AHP) method. The Analytical Hierarchy Process method is an approach method used to help solve problems that require values ​​based on existing considerations into an easier and structured process. This method is expected to help operational managers in determining the working time of employees.