Enhancing Competence, Environmental Management System, Job Satisfaction and Employee Performance

2018 ◽  
Vol 9 (1) ◽  
pp. 40 ◽  
Author(s):  
MULYANTO MULYANTO ◽  
I Gusti Putu Diva AWATARA ◽  
Ardi GUNARDI
Keyword(s):  
Job Satisfaction ◽  
Environmental Management ◽  
Performance Management ◽  
Survey Research ◽  
Management System ◽  
Employee Performance ◽  
Sampling Technique ◽  
Environmental Management System ◽  
Performance Management System ◽  
And Performance

This study is aimed at finding out the effect of competence and environmental management system on the employee performance at Regional Company Taman Satwa Taru Jurug Surakarta and the effect of job satisfaction in mediating the effect of competence and management system on the employee performance at Regional Company Taman Satwa Taru Jurug Surakarta. This research is a survey research conducted at Regional Company Taman Satwa Taru Jurug Surakarta. The population is the study is all employees of Regional Company Taman Satwa Taru Jurug Surakarta totaling 104 employees. The sample in this study is the same as population. The sampling technique used is census where all members of the population are used as a sample. The results showed that the competence and the environmental management system have a significant effect on employee performance at Regional Company Taman Satwa Taru Jurug Surakarta and the job satisfaction can improve the effect of competence and performance management system on employee performance at Regional Company Taman Satwa Taru Jurug Surakarta.

scholarly journals How do Procurement and Separation relate with Performance Management System among Employees? Testing the Mediating role of ICT Adoption

2013 ◽  
Vol 5 (10) ◽  
pp. 492-498
Author(s):  
Abubakar Allumi Nura
Keyword(s):  
Performance Management ◽  
Management System ◽  
Employee Performance ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Performance Management System ◽  
Mediating Role ◽  
Ict Adoption ◽  
And Performance

This study is aimed at revealing how performance management system (PMS) relates to procurement and separation among employees in an organization. Several researches have been embarked upon in determining how one or two human resource management (HRM) practice (s) influence employee performance, however, an approach to studying the mediating effect of ICT adoption between procurement and separation and performance management system is still begging for rigorous academic attention. To reduce this widely created gap, the paper aimed at determining whether the procurement and separation are correlated to performance management system. The results however obtained through SmartPLS confirmed that there is full mediation effect of ICT adoption on one relationship and a partial mediation effect on the other.

scholarly journals Result-Based Management System: A Mediating Factor for Employees’ Performance

2021 ◽  
Vol 4 (2) ◽  
pp. 26-43
Author(s):  
Temitope J. Owolabi ◽  
Oluyemi T. Adeosun
Keyword(s):  
Organizational Performance ◽  
Performance Management ◽  
Management System ◽  
Educational Institution ◽  
Performance Standards ◽  
Sampling Technique ◽  
Performance Management System ◽  
Organizational Goals ◽  
And Performance ◽  
The Impact

In any organization, human resources stand as vital assets for success; these are to be highly valued in order to achieve the competitive edge. Therefore, human capital policies and practices should be tied to organizational goals. The impact of practices of HRM can be the channel that fuels sustained competitive advantage; therefore, enhancement of organizational performance should be the focus for an organization. Performance management comprises setting expectations, assessing behaviors and results of the employee, giving coaching and feedback, and performance evaluation over time to use in decision making. The aim is to line up individual efforts to achieve organizational goals. To this end, this study attempts to examine result-based management which is synonymous with performance management system, and how it drives employees’ productivity. Utilising the purposive sampling technique, staff within an educational institution were selected in Lagos. It was revealed that setting targets and performance standards would engender the desired productivity in employees. The study therefore recommends a comprehensive performance management system which should also be automated in order to capture key performance indicators of employees.

Strategy to Increase Competitiveness through the Implementation of Human Resource Performance Management in PT. Garudafood Putra Putri Jaya Tbk

2021 ◽  
Vol 8 (9) ◽  
pp. 345-361
Author(s):  
Dani Achmad Fauzi ◽  
Syamsul Maarif ◽  
Nimmi Zulbainarni
Keyword(s):  
Job Satisfaction ◽  
Performance Management ◽  
Management System ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Performance Management System ◽  
Final Value ◽  
Food And Beverage

PT. GarudaFood Putra Putri Jaya, Tbk is a food and beverage company that develops values and philosophy culture in running the company's business, namely human values, business ethics, unity through harmony, speed and leading change and working intelligently in learning culture. The goal to be achieved with the development of Human Resources is the growth of performance, both in the institution as a whole and in each worker involved in it from the top level to the bottom, with the development is expected to increase productivity and effectiveness in institutions that ultimately the company is able to increase its competitiveness. The analysis method used is structural equation modeling partial least square (SEM-PLS) analysis is used to determine the influence of performance management system on improving the competitiveness of companies in PT. Garudafood Putra Putri Jaya, Tbk and analytical hierarchy process (AHP) analysis are used to determine the best alternative strategies to encourage the success of performance management system in improving the competitiveness of companies in PT. Garudafood Putra Putri Jaya, Tbk. The results of the study showed that Performance Management obtained the most final value and ranked 1st with a value of 34.45% and Company Competitiveness in 2nd place with a final value of 15.55%. Of the independent variables, company culture (X1) has the highest weight to be taken into account because it gives the highest impact then in the second position, namely Leadership (X3), third HR Competence (X2), and the last is Job Satisfaction (X4). Keywords: Competence, Competitiveness, Job Satisfaction, Leadership Organizational Culture, Performance Management System.

Investigating design targets for effective performance management system: an application of balance scorecard using QFD

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Alpana Agarwal
Keyword(s):  
Performance Management ◽  
Employee Engagement ◽  
Management System ◽  
Quality Function Deployment ◽  
Employee Performance ◽  
Performance Management System ◽  
Management Support ◽  
Balance Scorecard ◽  
Content Type ◽  
Effective Performance

PurposeAn effective performance management must track level of employee engagement, ensure employee feedback on all aspects and ensure that the people act on that information. Also, it must ensure accessibility of essential conditions to perform. Considering the challenges associated with existing performance management system, present study attempts to discover factual expectations from the employees. The paper also establishes required conditions for fulfilling such expectations.Design/methodology/approachPresent study attempts to discover factual expectations from the employees using the Balance Scorecard approach (BSC). Furthermore, using Quality Function Deployment (QFD), relation between employers' expectation and requirements necessary to fulfill such expectations has also been determined.FindingsThe suggested model has been developed as House Of Performance Management (HOPM) outlining potential leveraging points for enhancing the performance, based on which immediate actionable measures for effective and efficient performance management can also been advocated. The HOQ suggested in this paper can be source of reference while developing performance management system for an organization. Besides, it can help the Human Resource team to discover strategic opportunities and set targets.Originality/valueEffective goal setting, pooled with a method to track progress and identify obstacles, contribute to attainment of bottom to top line results. However, designing and implementing such performance management system has been associated with many challenges like lack of top management support, perception of the process as time-consuming, failure to communicate clear and specific goals and expectations, lack of consistency, etc. (Managing employee performance, 2019). Hence most organizations have been increasingly looking for effective ways of assessing employee performance that can promote stakeholders' satisfaction, employee engagement and continuous improvement.

scholarly journals Sustainability Performance Management Framework for Circular Economy Implementation in State-Owned Plantation Enterprises

2022 ◽  
Vol 14 (1) ◽  
pp. 482
Author(s):  
Erlin Trisyulianti ◽  
Budhi Prihartono ◽  
Made Andriani ◽  
Kadarsah Suryadi
Keyword(s):  
Performance Management ◽  
Circular Economy ◽  
Management System ◽  
Secondary Data ◽  
Primary Data ◽  
Performance Management System ◽  
Strategic Objectives ◽  
Management Framework ◽  
Sustainable Performance ◽  
And Performance

The circular economy concept needs to be part of the performance management system so that it is in line with a company’s vision and mission. Thus, the circular economy will play an important role at the operational level of companies. The circular economy needs to be internalized, starting by formulating the company’s vision and mission, establishing strategic objectives and performance indicators, and creating resource allocation policies. This research aims to design a sustainable performance management system in the context of a circular economy for state-owned plantation enterprises (SOPEs). This study used a qualitative research coding method that was validated in three SOPEs in Indonesia. Validation was performed by comparing the framework based on the conceptual formulation with the data and information obtained during field assessment. Primary data came from interviews with 15 managers, while secondary data came from official company documents. The research results show that the initial framework that was built is in accordance with the results of the exploration of the circular economy strategic objectives in the three SOPEs. The results of the 100 percent validation and perception test of managers on the range of values are important. Therefore, the proposed framework can be used in SOPE.

scholarly journals THE EFFECT OF COMPENSATION TO EMPLOYEE PERFORMANCE WITH WORK SATISFACTION AS INTERVENING VARIABLES IN THE FINANCIAL OFFICE OF WEST SUMATERA PROVINCE

2019 ◽  
Author(s):  
Dona Yendra ◽  
Aminar Sutra Dewi
Keyword(s):  
Job Satisfaction ◽  
High Performance ◽  
Employee Performance ◽  
Sampling Technique ◽  
Actual Behavior ◽  
Regional Finance ◽  
Timely Completion ◽  
West Sumatra ◽  
And Performance ◽  
Intervening Variables

The performance of the employee produces the quantity and quality that the employee gains on the actual behavior shown in accordance with the responsibilities given to him. This study aims to examine the effect of compensation on employee performance with job satisfaction as intervening variable. Problems that occurred at the Office of Regional Finance Agency of West Sumatra Province is the issue of leadership to employees who neglect in work, in the employee's work is not timely completion of tasks given by the leadership example in the manufacture of letters not on time and delay in work. Population in this research is civil servant at Regional Finance Board of West Sumatera Province. The sample in this study amounted to 30 respondents, the study was selected by using purposive sampling technique. The data were collected from respondents and analyzed by simple linear regression, t test, test of test, and path analysis test. The result of the research shows that compensation has an effect on employee performance positively and significantly. Compensation affects job satisfaction positively and significantly, job satisfaction on employee performance and job satisfaction have positive and significant effect directly to employee's compensation and performance. This means that high job satisfaction in accordance with compensation will bring high performance employees at the Regional Finance Agency of West Sumatra Province.

scholarly journals The Influence of Training and Career Development to Employee Performance Among Academic Civities At Sekolah Tinggi Ilmu Ekonomi Muara

2020 ◽  
Vol 2 (8) ◽  
Author(s):  
Sofia Sofia
Keyword(s):  
Career Development ◽  
Performance Management ◽  
Employee Performance ◽  
Development Program ◽  
Sampling Technique ◽  
Linear Analysis ◽  
Unit Of Analysis ◽  
Analysis Technique ◽  
Career Development Program ◽  
And Performance

One important factor in sustaining the company's existence in advancing quality and performance management is the mastery of capabilities possessed by human resources and the clarity of career development. A clean and healthy company is certainly due to good employee performance. Employee performance will improve if employees are given the training to improve their abilities and also a clear career development program. This study aims to determine the effect of training and career development on employee performance. The unit of analysis in this study is individual employees of academic civities. The population in this study is all employees of academic civities which amounted to 63 employees. The sampling technique in this study was carried out with saturated sampling technique. The data analysis technique used is multiple linear analysis. The results showed that training and career development both partially and simultaneously had a significant effect on employee performance.

scholarly journals Impact of Training on Employees Performance and Job Satisfaction: An Empirical Study of Plastic Industry of Hayatabad Industrial Estate

2021 ◽  
Vol 3 (1) ◽  
pp. 113-129
Author(s):  
KHALIQ RAZA ◽  
DR. FAHAD KHAN AFRIDI ◽  
SYED IMRAN KHAN
Keyword(s):  
Job Satisfaction ◽  
Human Capital ◽  
Research Study ◽  
Employee Performance ◽  
Sampling Technique ◽  
Industrial Estate ◽  
Quality Product ◽  
Systematic Training ◽  
Plastic Industry ◽  
And Performance

In today era of knowledge economy where organizations excel due to its human capital in order to provide quality product and service. The human capital can only be effective if organizations provide effective trainings to its employees regularly and need basis. Such training leads to not only over all organization’s development but it affects the job satisfaction and performance of employees. The research purposes are to know about the title of the research which is conducted about Plastic Industry of Hayatabad, District Peshawar. A total of 184 middle and lower managers were selected for the study through proportionate stratification sampling technique. Five point Likert scales, adopted and used by several researchers, were utilized for the research study. The results of study found that employee’s training has a major significant impact on employee performance and job satisfaction. The results also revealed that training has a positive correlation among the two variables. The research study recommended several recommendations such as provision of on the job and of the job trainings through systematic training program, establishment of a training center, linking trainings with the strategic plan of the firms.

scholarly journals Penerapan Sistem Manajemen Kinerja Pegawai Di Bandara Udara Laga Ligo Bua Kabupaten Luwu

2017 ◽  
Vol 3 (2) ◽  
pp. 228
Author(s):  
Kiki Damayanti ◽  
Mappamiring Mappamiring ◽  
Musliha Karim
Keyword(s):  
Data Analysis ◽  
Performance Management ◽  
Direct Observation ◽  
Management System ◽  
Employee Performance ◽  
Performance Management System ◽  
Management Performance ◽  
Inhibiting Factors ◽  
Qualitative Descriptive ◽  
Descriptive Qualitative

This study aimed to describe the implementation of management system of employee performance at Laga Ligo Bua Airport, Luwu regency. The type of the research is descriptive qualitative which involved 10 emplyees as respondent. The teehnique of data analysis used is qualitative-descriptive wich is presented in question, responses and interpretations gained from direct observation and interviev. The results of the research reveal that the implementation of the employec performance management system at Laga Ligo Bua Airport Luwu regerency generally was not effective. It can be identified from the indicators: a) the commitment and policies are implemented properly, b) the plan operaetes well, c) implementation is optimal, d) the inhibiting factors are not in accordance with the indicators that have been set, and e) the supporting factors operates well. Keywords: management, performance  Penelitian ini bertujuan untuk menguraikan bagaimana Penerapan Sistem Manajemen Kinerja Pegawai Di Bandar Udara Laga Ligo Bua Kabupaten Luwu. Jenis penelitian yang digunakan dalam penelitian ini adalah kualitatif dengan 10 responden. Tehnik pengumpulan data dilakukan melalui obsevasi dan wawancara. Teknis analisis data yakni analisis deskriptif kualitatif yang dinyatakan dalam bentuk-bentuk pertanyaan, tanggapan-tanggapan serta tafsiran yang diperoleh dari observasi dan wawancara langsung. Hasil penelitian ini menunjukan bawah secara umum belum berjalan dengan efektif. Hal tersebut dapat dilihat dari indikator (a) komitmen dan kebijakan berjalan dengan lancar, (b) perencanaan berjalan dengan baik, (c) penerapan berjalan dengan baik,(d) faktor penghambat tidak berjalan sesuai indikator yang telah di tetapkan serta (e) faktor pendukung berjalan dengan baik.Kata kunci: Manajemen, Kinerja

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