scholarly journals The Influence of Feedback Conversation on Employee Performance in Malaysian’s Telecommunication Company

2021 ◽  
Vol 7 (3) ◽  
Author(s):  
Nur Farrah Najwa Zamri ◽  
Abdul Halim Abdul Majid ◽  
Houcine Meddour ◽  
Noor-Asma Jamaluddin
Keyword(s):  
Organizational Culture ◽  
Performance Appraisal ◽  
National Culture ◽  
Positive Impact ◽  
Employee Performance ◽  
Multilinear Regression ◽  
Appropriate Behavior ◽  
Managerial Implications ◽  
Feedback Frequency ◽  
The Right

Purpose: Feedback conversation is the process of conveying information in the performance appraisal process. It helps employees to develop the right and appropriate behavior in order to achieve the targeted outcome. This study investigates the influence of feedback conversation (i.e., feedback frequency, the credibility of the feedback provider, receptive capability, organizational culture, and national culture) on employees’ performance in Malaysian-based telecommunication companies. Design/Methodology/Approach: The study utilized a descriptive quantitative approach, in which a 5-point Likert scale questionnaire has been used during data collection. A total of 341 respondents have participated out of 3019 employees in the selected company. The collected data were then be analyzed using SPSS and the inferential analysis of Multilinear Regression (MLR) was applied to test the hypotheses. Findings: MLR analysis revealed that the credibility of the feedback provider, the receptive capability of employees, and organizational culture and national culture have a significant positive impact on employees' performance. Meanwhile, feedback frequency has no significant impact on the employees’ performance. Implications/Originality/Value: This study has added values to management literature and offered practical managerial implications related to selected aspects of feedback conversations on the employees’ performance. Other similar organizational settings may also consider these findings to design and develop a more effective feedback conversation to boost employees’ performance.

IMPROVEMENT OF NATIONALISM REFLECTED IN PANCASILA'S 3rd SILA THROUGH THE ART OF REOG KENDHANG

2019 ◽  
Vol 1 (2) ◽  
pp. 69
Author(s):  
Andreas Andrie DJATMIKO
Keyword(s):  
Character Education ◽  
National Culture ◽  
Community Service ◽  
Positive Impact ◽  
Planned Change ◽  
Mutual Cooperation ◽  
Social Controls ◽  
Younger Generation ◽  
Negative Impacts ◽  
The Right

Community Service is one of the programs that are needed by the community today. This is done as an effort to respond to the needs of the community and is real program and realistic, especially in the fields of education, social, economic and cultural. Community Service Program is a program that is learning, studying and serving that is realized in the form of introduction and appreciation of community development through the clarity of planned change programs and problem solving methods regarding the ability to choose and use the right skills. A big nation is a nation that wants to respect its culture. Indonesia has a diversity of cultures that are characteristic and assets of the Indonesian nation. But most of the younger generation has forgotten a lot of the culture of the nation. The tendency of the younger generation now prefers outside cultures and many younger generations are less able to sort out most of which have negative impacts rather than a positive impact on themselves and others as well as the environment. There is a need for character education so that the younger generation can be relied upon in the future according to the nation's culture, such as being responsible for mutual cooperation, mutual assistance and good manners. Reog Kendhang's art proves that local culture can increase the sense of community nationalism and be able to become social controls so as not to fall into bad lifestyle. The formation of a national culture that can truly reunite all components of the nation's culture, therefore it is necessary to have a deeper introduction to history and cultural heritage in search of the identity of a pluralistic Indonesian society.

scholarly journals EFFECT OF MOTIVATION, WORK DISCIPLINE AND ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE PT SHARP ELECTRONICS INDONESIA (DIVISION CUSTOMER SATISFACTION)

2020 ◽  
Vol 6 (7) ◽  
pp. 79-86
Author(s):  
Tri Yudha Ardiyanto ◽  
Tajuddin Pogo
Keyword(s):  
Organizational Culture ◽  
Linear Regression ◽  
Customer Satisfaction ◽  
Multiple Linear Regression ◽  
Performance Appraisal ◽  
Analytical Method ◽  
Quantitative Research ◽  
Employee Performance ◽  
Sampling Techniques ◽  
Assessment Indicator

This research examines and analyzes motivation, work discipline and organizational culture on the performance of employees at PT Sharp Electronics Indonesia (division Customer Satisfaction) that have not been maximized, due to the achievement of the results of performance appraisal in the 2017L and 2018F periods there was a decrease in each assessment indicator which greatly impacted employee performance. The method used is quantitative research. With a population of 110 employees, PT Sharp Electronics Indonesia (Division Customer Satisfaction), with sampling techniques using Slovin formula with a total of 86 employees. The analytical method used in this study is multiple linear regression. The results of the study show that Motivation, Work Discipline and Organizational Culture together (Simultaneous) significantly influence the Performance of Employees of PT Sharp Electronics Indonesia (Division Customer Satisfaction).

It’s time to bring performance appraisal into the twenty-first century

2015 ◽  
Vol 23 (7) ◽  
pp. 23-26 ◽  
Author(s):  
Shahina Javad ◽  
Sumod S.D.
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Performance Appraisals ◽  
Appraisal System ◽  
Business World ◽  
Content Type ◽  
Rating Method ◽  
Modern Business ◽  
The Right

Purpose – Examines the weaknesses of many current performance appraisals and shows how to improve them. Design/methodology/approach – Draws on examples from companies such as Cisco, Google and Infosys. Findings – Shows that there are two main sets of reasons for the failure of performance management – system related and people related. System-related problems crop up while defining the performance goals or designing the appraisal system. People-related problems usually arise while discussing the results of appraisals. Practical implications – Investigates the importance of the three key elements of performance appraisal – the appraiser, the appraisal period and the rating method. Social implications – Shows how important performance appraisal can be in the modern business world where skilled and talented workers are at a premium. Originality/value – Argues that present-day organizations need to develop an ongoing process to manage employee performance, make sure the right things are being measured, and that the feedback is carried out as constructively as possible.

scholarly journals EFFECT OF HUMAN CAPITAL MANAGEMENT ON EMPLOYEE PERFORMANCE AT CO-OPERATIVE BANK OF KENYA

2019 ◽  
Vol 4 (2) ◽  
pp. 21
Author(s):  
Miriam Wanjiru Nderitu ◽  
Dr. Thomas Waweru Gakobo ◽  
Prof. Isaac Ochieng
Keyword(s):  
Human Capital ◽  
Performance Appraisal ◽  
Employee Engagement ◽  
Positive Impact ◽  
Employee Performance ◽  
Statistical Significance ◽  
Primary Data ◽  
Employee Perception ◽  
Capital Management ◽  
Human Capital Management

Purpose: The general objective of the study was to examine the effect of human capital management on employee performance at Co-operative Bank of Kenya.  The study was guided by three specific objectives namely; to analyze the effect of employee skills, employee perception and employee engagement on employee performance at Co-operative Bank of Kenya.  The study was anchored on theories of human capital and resource based view.Methodology: The study adopted a descriptive research design. This enabled the use of multiple methods for data collection and data analysis and purposive stratified random sampling technique was used with a target population of 198 employees and a sample size of 132. Primary data was collected using a self-administered questionnaire and analyzed quantitatively using descriptive and inferential statistics and presented using frequencies, percentages, tables and charts.Results: The study found out that human capital management has a strong influence on employee performance. The study therefore rejected the three null hypotheses and adopted the alternate hypothesis to indicate that there is statistical significance effect between the independent variables and the dependent variable. The findings revealed that employee skills have a statistical significant effect on employee performance. This was evident because the study found out that the bank develops its employees to take up more responsibilities and to improve on their performance.  The study also found out that the bank identifies the training needs of employees using a formal performance appraisal mechanism. The study also found out that employee perception also influence employee performance positively.  The study indicated that employees perceive that human capital management has a positive impact on skill development. The employees also perceive that they are recognized by the organization which has increased their self confidence ad as a result increased their performance. Employee engagement has also been proven to have a positive significant on employee performance. The employees feels that been engaged has increased their commitment. Engaging employees has helped the organization to achieve its objectives and goals. Contribution to theory, practice and policy: The study recommends that the organization should involve all the employees fully in decision making on decisions concerning development and conduct development on a yearly basis based on performance appraisal.

scholarly journals THE INFLUENCE OF ORGANIZATIONAL CULTURE AND ORGANIZATIONAL COMMITMENT ON EMPLOYEE PERFORMANCE (Study in PT Pelayaran Samudera Selatan Jakarta)

2010 ◽  
Vol 10 (2) ◽  
pp. 1
Author(s):  
Herwan Abdul Muhyi
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Affective Commitment ◽  
Positive Impact ◽  
Causal Relation ◽  
Employee Performance ◽  
Research Use ◽  
Performance Study ◽  
Path Analyses ◽  
Two Factors

Organizational culture and organizational commitment are the two factors that related to unoptimal employee performance The purpose of this research is to know, firstl; the implementation of organizational culture,organizational commitment, employee performance; and secondly, the influence of organizational culture and organizational commitment  on the employee performancet. Variables of this research consist of organizational culture (X1), organizational commitment with subvariables; affective commitment (X2), continuance commitmen (X3), normative commitment (X4). and employee performance (Y).This research use explanatory method to explain causal relation among variables through hipotetical assessment. The population of the research is all employees worked in PT Pelayaran Samudera Selatan Jakarta. All of the employees became respondens of this research. The indicators of organizational culture are based on the Stephen Robbins Theory, organizational commitment indicators adoptedfrom Meyer and Allen Theory, and employee performance based on Bernardin and Russel theory.       Generally, it is found that the perception to organizational culture, organizational  commitment and employee performance of PT pelayaran Samudera Selatan can be categorized as good. From the path analyses, it is found that the organizational culture and organizational commitment has a strong positive impact either partially or simultancy  on the employee performance.  

scholarly journals THE EFFECT OF PERFORMANCE MEASUREMENT SYSTEM AND REMUNERATION TO EMPLOYEE PERFORMANCE WITH ORGANIZATIONAL CULTURE AS A MODERATING VARIABLE

2017 ◽  
Vol 1 (02) ◽  
pp. 93
Author(s):  
Dewi Noor Fatikhah Rokhimakhumullah
Keyword(s):  
Organizational Culture ◽  
Performance Measurement ◽  
Performance Appraisal ◽  
Measurement System ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Performance Measurement System ◽  
Directorate General ◽  
Relationship Of

This study aims to examine the effect of performance measurement system and remuneration on employee performance with organizational culture as moderating variable. This research uses survey research design with Partial Least Square (PLS) data analysis. Respondents in this study are 66 employees who have structural positions in KPP Madya Malang and KPP Pratama Batu. The results showed that the performance measurement system can improve employee performance. The results of this study demonstrated that organizational culture as a moderating variable was able to strengthen the relationship of performance measurement system and remuneration to employee performance. In addition, the results of the study was unable to prove that remuneration can improve the employees’ performance, because the remuneration given by the directorate general of taxes is not accompanied by a good performance appraisal.  

scholarly journals HRM Practices and its Impact on Employee Performance: A Study on the Cement Industry in Bangladesh

2013 ◽  
Vol 2 (2) ◽  
pp. 192-199
Author(s):  
Mst. Momena Akhter ◽  
Md. Nur-E-Alam Siddique ◽  
Md. Asraful Alam
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Human Resource ◽  
Negative Impact ◽  
Positive Impact ◽  
Stock Exchange ◽  
Employee Performance ◽  
Cement Industry ◽  
Hrm Practices ◽  
The Impact

In present situation, companies can gain strong competitive advantage through applying effective and efficient human resource practices. If the human resources are managed properly, they can contribute to the success for the company. The effective management of human resource is possible through the implementation of sound HRM practices. . The main objective of this research is studying the impact of HRM practices on employee performance in the context of cement industry in Bangladesh.  For this purpose the researchers have tried to investigate impact of the various components of HRM practices on employee performance of a sample of 160 employees from seven cement companies listed in the Dhaka Stock Exchange. The data were analyzed by a regression analysis to determine the impact of HRM practices on employee performance. The result shows that training & development and opportunity for career development have a significant positive impact on employee performances. On the other hand, Performance appraisal, Compensation & Benefits, and Leadership Practices have a positive impact on employee performance but the impact is not significant in the context of cement industry in Bangladesh. Moreover, work life balance has a negative impact on employee’s performance. Furthermore, efficient management of human resources can increase the performance of the employees of the cement companies in Bangladesh. JEL Classification Code: M12; J53  

scholarly journals IMPROVEMENT OF NATIONALISM REFLECTED IN PANCASILA'S 3rd SILA THROUGH THE ART OF REOG KENDHANG

2019 ◽  
Vol 1 (2) ◽  
pp. 69-82
Author(s):  
Andreas Andrie DJATMIKO
Keyword(s):  
Character Education ◽  
National Culture ◽  
Community Service ◽  
Positive Impact ◽  
Planned Change ◽  
Mutual Cooperation ◽  
Social Controls ◽  
Younger Generation ◽  
Negative Impacts ◽  
The Right

Community Service is one of the programs that are needed by the community today. This is done as an effort to respond to the needs of the community and is real program and realistic, especially in the fields of education, social, economic and cultural. Community Service Program is a program that is learning, studying and serving that is realized in the form of introduction and appreciation of community development through the clarity of planned change programs and problem solving methods regarding the ability to choose and use the right skills. A big nation is a nation that wants to respect its culture. Indonesia has a diversity of cultures that are characteristic and assets of the Indonesian nation. But most of the younger generation has forgotten a lot of the culture of the nation. The tendency of the younger generation now prefers outside cultures and many younger generations are less able to sort out most of which have negative impacts rather than a positive impact on themselves and others as well as the environment. There is a need for character education so that the younger generation can be relied upon in the future according to the nation's culture, such as being responsible for mutual cooperation, mutual assistance and good manners. Reog Kendhang's art proves that local culture can increase the sense of community nationalism and be able to become social controls so as not to fall into bad lifestyle. The formation of a national culture that can truly reunite all components of the nation's culture, therefore it is necessary to have a deeper introduction to history and cultural heritage in search of the identity of a pluralistic Indonesian society.  

scholarly journals The Influence of Organizational Culture, Leadership Style, and Work Discipline on Employee Performance

2021 ◽  
Vol 6 (4) ◽  
pp. 209-214
Author(s):  
Dewi Wahyuni ◽  
Charles Bohlen Purba
Keyword(s):  
Organizational Culture ◽  
Leadership Style ◽  
Corporate Culture ◽  
Positive Impact ◽  
Employee Performance ◽  
Secondary Data ◽  
Original Data ◽  
Sampling Procedure ◽  
Management Style ◽  
Employee Productivity

Purpose of this study is to analyze and understand simultaneously the influence of organizational culture, management style and work discipline on the performance of employees of PT. Don't call it Timur Shakti. The original data of the questionnaire and secondary data in the data were used as probability samples. As a sampling procedure. This study is a quantitative study of seventy-line employees of PT Bintang Timur Sakti. The analytical method used in this study is to use SPSS 24 to perform multiple linear regression. Organizational culture, management style and work discipline all have a positive impact on employee productivity. Corporate culture of PT. Bintang Timur Sakti is a variable that has a significant effect on employee productivity at PT Bintang Timur Sakti.

scholarly journals Role of Corporate Communication in Boomerang

2018 ◽  
Vol 4 (1) ◽  
pp. 66-78
Author(s):  
Neha Sharma
Keyword(s):  
Organizational Identification ◽  
Positive Impact ◽  
Corporate Communication ◽  
Point Of View ◽  
Communication Process ◽  
Structured Interviews ◽  
Managerial Implications ◽  
The Right ◽  
The Impact

Abstract Purpose - The study tries to analyze the trends in alumni relations and the role of corporate communication in developing organizational identification and a positive boomerang behavior intention among former employees. The approach of the study has been from the point of view of making this process formal and emphasize on the impact of corporate communication in maintaining alumni relationships, and attracting the former talent for the organization. Methodology- An exploratory methodology was designed to capture the perceptions of current and former employees of nine multinational companies (MNCs) in India, on alumni communication practices prevailing in their organizations. Transcripts of semi-structured interviews were analyzed, coded thematically and the essence of experiences was jointly combined into one description. Findings - Study showed that corporate alumni website, personalized messages on discounts on products and services, emails, social networking platforms, alumni engagement events, leadership and value training workshops and corporate communication standards, particularly consistency, have a positive impact on organizational identification and finally inspire the former employees to rejoin the organization. Practical implications - A number of significant managerial implications are drawn from this study, for example using both corporate communication and training to influence former employees’ attitudes and decision to participate in volunteering activities or rejoin the previous employer. Still, it should be noted that the effect of corporate communication on the behaviors of former employees depend on communication standards and HR interventions in maintaining relationships with alumni. Originality/value - The results provide valuable insights from the key former and current employees perspectives into the effectiveness of alumni communication process to facilitate the recruitment of high performing employees or their involvement in other mutually beneficially activities . Further rehiring alumni is one such innovative method which when done in the right manner can provide a quick solution to the talent crunch. Paper type: Research paper.

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