Kinerja Sumber Daya Manusia di Rumah Potong Hewan (Studi Kasus RPH Kategori I dan Kategori II)

This study aims to identify the characteristics of human resources in slaughterhouses category I andcategory II, as well as to analyze the performance and efficiency of human resources in slaughterhousescategory I and category II. Location samples and respondents were determined purposively. Thevariables observed were the characteristics of my human source, my human source performance, andthe efficiency of my human source performance in category I and category II slaughterhouses. Theresults showed that the characteristics of category I and category II employees had an average highschool education, 30-40 years of age and 10-20 years of work. The performance of my human resources(work results, skills, discipline and responsibility) of each slaughterhouse has a fairly good percentage,slaughterhouse for category I (77.66-80.95%) and slaughterhouse for category II (81.68-83.59%) . Theperformance efficiency figures for the employees of the slaughterhouse category I and category II aresimilarly close to number 1 indicating that the employees’ working time is used efficiently.

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PENERAPAN SISTEM PENILAIAN PRESTASI KERJA PEGAWAI NEGERI SIPIL DI KANTOR REGIONAL III BADAN KEPEGAWAIAN NEGARA

Asy-Syari ah ◽

10.15575/as.v20i1.2997 ◽

2018 ◽

Vol 20 (1) ◽

pp. 85-96

Author(s):

Bina Danny R. Gani

Keyword(s):

Human Resources ◽

Performance Assessment ◽

Work Performance ◽

Objective Assessment ◽

Civil Servant ◽

Working Time ◽

Assessment Process ◽

Regional Office

Penilaian prestasi kerja PNS wajib dibuat dan disusun oleh seluruh PNS, dengan penilaian sasaran kerja pegawai (SKP) dari empat aspek yaitu aspek kuantitas, aspek kualitas, aspek waktu, dan aspek biaya. Dalam implementasinya ditemukan ketidakobjektifan yang akan berpengaruh terhadap kenaikan pangkat PNS. Tujuan tulisan ini adalah untuk menggambarkan penilaian prestasi kerja di Kantor Regional III Badan Kepegawaian Negara serta kendala dan langkah-langkah yang dapat diambil dalam mengatasi kendala yang ditemui. Pada kantor regional tersebut ditemukan bahwa penilaian prestasi kerja PNS sudah objektif untuk aspek aspek kuantitas, aspek kualitas, dan aspek perilaku kerja; dan belum objektif untuk aspek waktu dan aspek biaya. Kendala dalam aspek waktu meliputi satuan waktu yang digunakan dan karakteristik dari uraian tugas yang berbeda untuk setiap jabatan PNS.Keyword: Penilaian Prestasi Kerja, Sasaran Kerja Pegawai, Perilaku Kerja, Kenaikan Pangkat PNSAbstractWork performance assessment is required and must be arranged by every civil servant, consists four aspects of employee work target which are quantity, quality, working-time and cost. In its application, there are subjectivity in time and cost aspects evaluation, which will affect the civil servant. This paper describes the work performance assessment at the Regional Office III of State Human Resources Institution including their efforts to overcome problems that raised in the assessment process. The results shows that the work performance assessment was executed in objective manners in each aspect excluding working-time and costs aspects, since the applied working-time is different for each civil servant type of job. Whilst in the costs aspect, minimal score was given due to low target achievement. For this reason, there is a demand to improve related regulation in formulating the time and costs aspects evaluation, in order to make a more objective assessment for all civil servant in every level.Keyword: work performance assessment, employee work target, employee behaviour, civil servant promotion

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Effectiveness of Waste Management in Bitung City Environmental Agency

Publik (Jurnal Ilmu Administrasi) ◽

10.31314/pjia.10.1.96-108.2021 ◽

2021 ◽

Vol 10 (1) ◽

pp. 96

Author(s):

Audy G H Lengkong ◽

Lexi Lumingkewas ◽

Fitri H Mamonto

Keyword(s):

Waste Management ◽

Human Resources ◽

Public Services ◽

Working Time ◽

Waste Processing ◽

Processing Waste ◽

Land Area ◽

Environmental Agency

This study aims to analyze and describe the effectiveness of Waste Management at the Bitung City Environmental Service. The concept used is about the management of public services, the effectiveness of public services and excellent public services. The method used is qualitative, with a focus on the effectiveness of waste management through indicators of sorting, collecting, transporting and processing waste. Sources of data are leaders, structural officials in the field of waste management, supervisors and field officers and the community. The results showed that the waste had not been sorted and separated according to the type, time and place of disposing of the waste had not been complied with according to regulations, as well as the limited number and ability of collecting officers. Limited number and capacity of transportation means, working time or transportation cycle, not all waste has been processed and utilized through waste processing facilities. This study concludes: 1.) The collected waste has not been sorted and separated 2.) The collection of waste by field officers in all areas has not been maximized. 3.) Limited number of fleets, means of transportation, and working time and transportation cycles. 4.) Waste processing and utilization has not been maximized. There are several factors that affect the effectiveness of waste management at the Bitung City Environmental Service, including; Human resources, facilities and infrastructure, rules and regulations, limited land area for landfill.

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Bourdieu and the gendered social structure of working time: A study of self-employed human resources professionals

Human Relations ◽

10.1177/0018726715612898 ◽

2016 ◽

Vol 69 (5) ◽

pp. 1163-1184 ◽

Cited By ~ 12

Author(s):

Steve Vincent

Keyword(s):

Human Resources ◽

Social Structure ◽

Working Time

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MANAGING HUMAN RESOURCES IN NURSING: THE RELATIONSHIP OF NURSES’ WORKING TIME AND PATIENTS’ INDEPENDENCE LEVEL

Journal of Business Economics and Management ◽

10.3846/jbem.2019.8339 ◽

2019 ◽

Vol 20 (1) ◽

pp. 192-207

Author(s):

Ramunė Čiarnienė ◽

Roberta Suprikienė ◽

Rūta Čiutienė ◽

Asta Daunorienė ◽

Olga Riklikienė

Keyword(s):

Health Status ◽

Human Resources ◽

Patient Care ◽

Quality Care ◽

Relative Number ◽

Working Time ◽

Direct Patient Care ◽

Nursing Time ◽

Care Needs ◽

Time And Motion

A skilled, competent, and motivated nursing workforce is crucial for a well-functioning health care system. Nurses’ professional activities done on a regular basis, their workload, and occupancy are related to the patient’s health status, dependence level and care needs. Therefore, managing human resources in nursing by effectively distributing nurses’ working time and monitoring their workload for safe and high quality care, managers should rely on the severity of patients’ health status and their independence level. In this article the results on how nurses’ working time depends on patients’ independence are provided. The research was carried out at a regional hospital, in departments of medical profile. The time-and-motion study was implemented with 72 observations made in total, which amounted to 777.2 hours of nursing time. A questionnaire was used to assess the level of patients’ independence by assessing the four activities of the patient’s daily living. The results revealed that the largest amount of nurses’ working time, i.e. almost half of a day’s shift, was spent on direct patient care by administrating medication use and performing various nursing procedures. Nurses would spend almost half of the time for direct patient care on completely dependent patients, while one third would be spent on dependent patients. The relative number of nurses’ contacts with a patient is directly proportional to patient’s level of independence; a strong or fairly strong linear relationship was established betweenn the level of patients’ independence and the relative amount of nurses’ working time.

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PENGEMBANGAN UMKM OLAHAN PANGAN LOKAL DALAM GERAKAN ONE DAY NO RICE (ODNR) DI KOTA DEPOK

Jurnal Ilmu Kesejahteraan Sosial ◽

10.7454/jurnalkessos.v17i2.110 ◽

2016 ◽

Vol 17 (2) ◽

Author(s):

Endar Purnawan ◽

Fentiny Nugroho

Keyword(s):

Human Resources ◽

Local Food ◽

Raw Materials ◽

Qualitative Approach ◽

Working Time ◽

The Other ◽

Descriptive Research ◽

Other Hand ◽

Research Show ◽

Lack Of Knowledge

<br /><table class="data" width="100%"><tbody><tr valign="top"><td class="value">This thesis reveals the development of micro, small and medium local food entreprise. Furthermore, this descriptive research uses a qualitative approach. The result of this research show that ODNR action has encouraged the appearance of UMKM in a culinary sector and it also provided local food – non rice and non wheat. The roles of UMKM in a ODNR action is producing, supplying, distributing, marketing local food, conducting inovation, socializing ODNR action, creating new UMKM and job vacancies. Things supporting the development of UMKM are place, equipment, capital, human resources, skills, raw materials, and ODNR action itself. On the other hand, there are some factor that inhibit its development, such as the alteration of human resources and setting of working time, lack of creativity, lack of knowledge and scarcity of raw materials.</td></tr></tbody></table>

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

International Journal of Research and Review ◽

10.52403/ijrr.20211120 ◽

2021 ◽

Vol 8 (11) ◽

pp. 148-154

Author(s):

Suvana Aninda ◽

Harmein Nasution ◽

Linda Trimurni Maas

Keyword(s):

Human Resources ◽

Central Asia ◽

Sampling Method ◽

Working Time ◽

Full Time ◽

Full Time Equivalent ◽

Work Sampling ◽

Equivalent Method ◽

Employee Needs ◽

A Company

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.

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