scholarly journals Influence of discipline and working period on employee performance at PT Yugier Care Indonesia

2021 ◽  
Vol 3 (2) ◽  
pp. 123-127
Author(s):  
Abdul Rahman ◽  
Muhammad Yusuf
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Performance ◽  
Sales Performance ◽  
Structured Interview ◽  
T Test ◽  
Primary Data ◽  
Survey Method ◽  
Analysis Techniques

Human resource management is very important in achieving the company's goals. The growth and development of a business or company will be highly determined and influenced by human resource management including human resource management in it. The research was conducted on employees of PT. Yugier Care Indonesia. The type of data used in research is primary data sourced from respondents' answers to a number of questions related to research variables. Research variables include; disipli (X1), working life (X2) and sales performance (Y). The data collection method used by this research data is a survey method with structured interview techniques. The data analysis techniques used in this study are multiple regeresi analysis, t test (t-test) and F (Anova) test. The results concluded that the two variables (factors) namely discipline (X1) and working period (X2) partially or individually have no influence on sales performance at PT. Yugier Care Indonesia, but simultaneously (together) the two variables have a significant (significant) influence.

scholarly journals PENGARUH KOMPETENSI SUMBERDAYA MANUSIA TERHADAP KINERJA PEGAWAI PADA DINAS KOPERASI PERINDUSTRIAN DAN PERDAGANGAN (KOPERINDAG) KOTA BIMA

2020 ◽  
Vol 4 (2) ◽  
pp. 98
Author(s):  
Nurrahma Wati ◽  
Ety Kurniawati
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Quantitative Data ◽  
Employee Performance ◽  
Sampling Technique ◽  
T Test ◽  
Primary Data ◽  
Work Demands ◽  
Simple Linear Regression ◽  
Analysis Techniques

Competence is the basis for employees in carrying out work demands that are their responsibility. Employees must continue to improve their competencies so that they can adapt to changes related to their field of work. In this case, the organization must play a role in the development of its human resources, especially related to competencies so that future employee performance will be better. This study aims to determine the positive and significant influence of human resource competencies on employee performance at the Department of Industry and Trade Cooperatives (KOPERINDAG) of Bima City. This type of research is associative. Poulasi in this study were 50 employees with a sample of 30 employees who included ASN. The sampling technique used was purposive sampling (taking samples based on certain considerations). Data collection techniques used are observation, interviews, and questionnaires using a Likert scale, the type of data used is quantitative data from primary data sources. Data analysis techniques used are validity, reliability, simple linear regression, simple linear correlation and partial tests (T test). Based on the results of this study concludes that human resource competence does not have a significant effect on employee performance, this is evidenced by the t test value of 0.323 and sig of 0.749.Keywords: Human resource competence, employee performance

scholarly journals The Effect of Green Human Resource Management on Organization Citizenship Behaviour for Environment (OCBE) and Its Implications on Employee Performance at Pt Andalan Bakti Niaga

2021 ◽  
Vol 6 (1) ◽  
pp. 174-181
Author(s):  
Ari Saputro ◽  
Lenny Christina Nawangsari
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Employee Performance ◽  
Partial Least Square ◽  
Equation Modeling ◽  
Survey Method ◽  
Green Performance ◽  
Green Human Resource Management

This study aims to analyze the effect of Green Human Resource Management on Employee Performance through Organization Citizenship Behavior for Environment (OCBE). This type of research uses a survey method with a quantitative approach. This research was conducted at PT Andalan Bakti Niaga. Sampling using nonprobability techniques with a sample size of 80 people. Data analysis in this study used Structural Equation Modeling (SEM) with Partial Least Square (PLS) software version 3.2.7. The results obtained in this study: 1) Green Recruitment, Green Training, Green Compensation and Rewards have a positive and significant effect on OCBE; 2) Green Performance Appraisal has no significant effect on OCBE; 3) Green Training and Green Performance Appraisal have a positive and significant effect on Employee Performance; 4) Green Recruitment and Green Compensation and Rewards have a negative and significant effect on Employee Performance; 5) OCBE has a positive and significant effect on Employee Performance; 6) Green Recruitment, Green Training, Green Compensation and Rewards have a significant effect on Employee Performance through OCBE; 7) Green Performance Appraisal has no significant effect on Employee Performance through OCBE; 8) Green Human Resource Management has a significant effect on OCBE; 9) Green Human Resource Management has a significant effect on Employee Performance.

scholarly journals BASED ON TALENT MANAGEMENT AS EMPLOYEE PERFORMANCE OPTIMIZATION BY STRENGTHENING EMPLOYEE RETENTION ASPECT

2021 ◽  
Vol 19 (4) ◽  
pp. 849-857
Author(s):  
Adya Hermawati ◽  
◽  
Afinna Septa Rizka ◽  
Syamsul Bahri ◽  
Djawoto Djawoto ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Performance Optimization ◽  
Employee Retention ◽  
Employee Performance ◽  
Talent Management ◽  
Research Data ◽  
Survey Method ◽  
Research Approach

This study aims to obtain empirical evidence that good Talent Management will improve employee performance to be optimal, consistent employee retention, consistent employee retention will increase optimal employee performance, and consistent employee retention will increase optimal employee performance at PT. Panahmas Ekatama Distrindo Malang. The research approach is explanatory research. Data were collected with a survey method that uses questionnaires. The population of the research was counted as 96 person result of the research showed that (1) good talent management will produce optimum employee performance; (2) good talent management will deliver consistent employee retention; (3) consistent employee retention will engender optimum. Employee performance; and (4) good talent management can produce employee performance through consistent employee retention. Theoretically, the usefulness of this research is to contribute to the fields of Human Resource Management, Talent Management, Employee Retention, and Employee Performance.

scholarly journals A Study on HPWS and Employee Performance with the Employees of IT Sector

2021 ◽  
Vol 13 (2) ◽  
pp. 488-495
Author(s):  
Rethy B Menon ◽  
Mahesh Krishnan
Keyword(s):  
Decision Making ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
High Performance ◽  
Employee Performance ◽  
T Test ◽  
System Implementation ◽  
Work System ◽  
High Performance Work System

This article deals with effect over the performance of the employees using the High Performance Work System implementation and it’s elements in the IT sector. High Performance Work System (HPWS) is a practice in the Human Resource Management which focuses on developing and enhancing selective hiring, ensuring employee security enforcing localised decision-making promising compensation based on high results, providing employees training by their dedication, reducing ranking bias in remuneration and ensuring passing of statistics. Data where obtained from 150 respondents where all are employees working in TCS and INFOSYS. Correlation and T-Test was done to derive the results. Findings of the study revealed that HPWS practises are positively linked with employee performance. Limitations and observations of this study are also discussed accordingly.

An Analytical Employee Performance Evaluation Approach in Office Automation and Information Systems

2017 ◽  
pp. 324-343
Author(s):  
Maryam Kalhori ◽  
Mohammad Javad Kargar
Keyword(s):  
Performance Evaluation ◽  
Information Systems ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Evaluation System ◽  
Employee Performance ◽  
Office Automation ◽  
Performance Evaluation System ◽  
Evaluation Approach

With the extension of information technology, human resource management has experienced fundamental changes. One of the most important issues in human resource management is performance evaluation. Unlike number of studies in employee performance evaluation, there is a lack for systematic and quantitative approaches. Issues such as incomplete information, subjective and qualitative metrics, and also the difficulty of evaluating the performance are the main problems of this field. Hence, the current study exploits the capabilities of information systems and presents an approach for quantitative and automatic evaluation of employee performance in office automation systems. The results reveal the automatic employee performance evaluation system is a discrete dimension for employee performance evaluation systems.

scholarly journals Sustainable Development of Human Resources in Globalization Period

2020 ◽  
Vol 12 (18) ◽  
pp. 7681
Author(s):  
Zuzana Stofkova ◽  
Viera Sukalova
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Questionnaire Survey ◽  
Employee Performance ◽  
Human Resources Management ◽  
Employer Branding ◽  
The Impact

The article deals with human resource management, its theoretical principles, and its use in practice in the era of globalization. The main goal of this paper is to analyze and describe human resource management focused on the process of human resource development and education. The article shows how the principles are applied in a selected Information-Communication Technologies (ICT) company in Slovakia as an attractive employer who is interested in satisfaction, education, and growth of its employees, thus employer branding. The data was collected through a questionnaire survey with employees in the selected company. Secondary data from corporate sources were used, too. The aim of the survey was to point out the human resources management in a selected company and to examine the perception of the impact of employees development on their performance and to design effective approaches to personnel development in a selected company with an impact on employee performance. The aim of the survey was to find out whether there was a dependence between the subjectively perceived performance of the employees and individual aspects, which are the completion of technical training programs, individual evaluation of the employee, relocation of the employee, and the number of completed training activities. A questionnaire survey was used to achieve this goal.

Sign in / Sign up

Export Citation Format

Share Document