STRATEGI MENINGKATKAN LOYALITAS DAN KINERJA KARYAWAN (STUDI PADA AYEE CAFE, MOJOROTO, KEDIRI)

2021 ◽  
Vol 5 (2) ◽  
Author(s):  
Sri Hariyanti
Keyword(s):  
Human Resources ◽  
Qualitative Method ◽  
Employee Performance ◽  
Employee Loyalty ◽  
Optimal Output ◽  
Hr Management ◽  
Operational Management ◽  
And Performance ◽  
A Company

The role of human resources (HR) in a company is very significant and has enormous potential to carry out company activities. Therefore, humans function as the main driving force in every activity carried out by the company. Therefore, human resources should be empowered as much as possible in order to be able to produce optimal output. Good HR management will also affect the increase in company productivity and profitability. And one way that can be taken is by increasing the loyalty and performance of employees to develop companies . This study uses a qualitative method by taking place at Ayee Cafe, Mojoroto-Kediri. The purpose of this study was to determine the operational management Ayee Cafe and how the strategy is to increase employee loyalty and performance. Ayee cafe has a special way to increase employee loyalty and performance that has been implemented for the last 5 years. Ayee cafe also considers all those involved in helping its business as employees. It's just that the owner's job is to manage the business, if the boss makes himself the owner, there will be no discipline. Because what comes to mind is that the owner's name is only receiving the results, that's what the owner of Ayee Cafe avoids. Keywords: strategy, loyalty, employee performance

scholarly journals Do Wages and Work Environments Play a Big Role on Employee Performance in Private Organizations?

2020 ◽  
Vol 3 (1) ◽  
pp. 42-50
Author(s):  
Lilik Khoiriyah ◽  
Harsono
Keyword(s):  
Human Resources ◽  
Work Environment ◽  
Employee Performance ◽  
Small Companies ◽  
Organizational Goals ◽  
Private Organizations ◽  
Primary Driver ◽  
Analytic Skills ◽  
A Company

Abstract Human resources are a significant enough part of achieving organizational goals, both large and small companies; a company has modern equipment with high technology. The purpose of understanding and studying human resource management is the knowledge needed to have analytic skills in dealing with management problems, especially in the organization's field. The role of human resources in the company is significant because as the primary driver of all activities or activities of the company in achieving its objectives, both to obtain profits and to maintain the survival of the company. The success or failure of a company in maintaining its existence starts from the human being itself in maintaining the company in maximizing its effectiveness and efficiency. Wages and work environment are factors that significantly affect employee performance. An employee who has high wages or as expected and a pleasant work environment will achieve the company's goals and objectives.

scholarly journals Pengaruh Rekrutmen dan Promosi Jabatan terhadap Kinerja Karyawan pada PT. Jambi Wood Industri

2019 ◽  
Vol 10 (1) ◽  
pp. 56
Author(s):  
Akhmadi Akhmadi ◽  
Jasasila Jasasila
Keyword(s):  
Human Resources ◽  
Employee Performance ◽  
Key Factors ◽  
Wood Industry ◽  
Hr Management ◽  
Level Of Confidence ◽  
Job Promotion ◽  
The Right ◽  
A Company

One of the activities in HR management is the recruitment and promotion of positions. Recruitment is a process of gathering a number of applicants who have qualifications in accordance with what is needed by the company, to be employed company (Malthis, 2001). The benefits of recruitment is to have the function of "the Right Person in the Right Place", where this becomes a guide for managers in at the placing the existing workforce in the company. PT. Jambi Wood Industry is a company engaged in the processing of semi-finished wood. Reliable and competent human resources are the lever factor for PT. Jambi Wood Industry, so the development of Human Resources Competence is one of the key factors that succeed. Based on the Effect of Recruitment and Job Promotion on Employee Performance at PT Jambi Wood Industri, Rantau Puri Village. Where Recruitment with t count of 2.632> t table 1.678. and. Job Promotion with t count 9.096> t table 1.678. Job Promotion Optimizes Employee Performance at PT Jambi Wood Industri Desa Rantau Puri. At the level of confidence (α = 0.05) and df 2: 47 obtained f table value of 3.20 through the calculated f value of 51.341. Relating to Recruitment and Promotion of Positions together on Employee Performance

scholarly journals Employee Performance in the Context of the Problems of Measurement and Evaluation in Practice

2017 ◽  
Vol 25 (41) ◽  
pp. 63-70 ◽  
Author(s):  
Peter Szabó ◽  
Miroslava Mĺkva ◽  
Jaromíra Vaňová ◽  
Petra Marková
Keyword(s):  
Human Resources ◽  
Evaluation System ◽  
Competitive Ability ◽  
Employee Performance ◽  
Performance Development ◽  
And Performance ◽  
Measurement And Evaluation ◽  
A Company ◽  
Conceptual Work

Abstract Employee performance is a condition and an assumption for the performance and success of a company on the market. In order to ensure competitive ability, the quality of human resources, their management, and related measurement and performance assessment are at the forefront of company interest. Employee assessment affects the performance, development and motivation of people and also provides the necessary information about the employees. It allows the organization to monitor employee performance and compare their work with other collaborators. Many companies have the problem of setting up evaluation system so that it carried itself elements of responsibility and objectivity. The result of conceptual work in this area is the ultimate use of tools whose deployment, if possible, motivates employees to perform better. The aim of the paper is to refer to problems that arise in companies in evaluating the performance of employees.

scholarly journals Implementation of Islamic Values in Hospital Management: Islamic General Hospital Boyolali’s Case

2021 ◽  
Vol 13 (2-3) ◽  
Author(s):  
Kusnulia Rosita ◽  
Yan Rachmawati Y. A ◽  
Susatyo Yuwono
Keyword(s):  
Human Resources ◽  
General Hospital ◽  
Qualitative Method ◽  
Employee Performance ◽  
Employee Selection ◽  
Employee Development ◽  
Resource Potential ◽  
Hr Management ◽  
Islamic Values

Islamic General Hospital X Boyolali applies Islamic-based HR management to his company. The purpose of this paper is to determine the implementation of Islamic values which had been applied by HR management in the process of employee selection and development. This research uses descriptive qualitative method with interviews, observations and documentations collecting data tools. Informants are people in HR department from lowest level to highest level management. As an Islamic hospital whose mission is to provide quality, shar'i and fair health services, the management of hospital always applies Islamic values in developing its human resource potential. Through the inculcation of Islamic values, it is expected that the quality of hospital human resources will improve in terms of devotion, professionalism of work, and welfare for all hospital stakeholders. The results of this study stated that Islamic values can improve discipline and productivity of employee performance. The Islamic aspect is shown by including the criteria for reading the Al-Qur'an and the compulsory reading prayer test in the selection and Al-Qur'an study and daily worship monitoring in employee development.

scholarly journals INFLUENCE OF EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL CULTURE TOWARDS EMPLOYEE PERFORMANCE

2019 ◽  
Vol 9 (2) ◽  
Author(s):  
Juliorita Alfachtur Nafi' Hutama ◽  
Ella Jauvani Sagala
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Employee Engagement ◽  
Employee Performance ◽  
Culture Conditions ◽  
Normality Test ◽  
And Performance ◽  
A Company ◽  
Simultaneous Influence ◽  
Descriptive Statistical Analysis

Human resources (HR) have a very important role in an organization.Of course, by processing good human resources can drive the performance of an organization. This research was conducted at PT. XYZ, a company in the telecommunications sector in Indonesia. The purpose of this study is to determine the application of employee engagement, organizational culture conditions and performance at the company. The method used in this study is a quantitative method. This research is descriptive and causal research. The population in this study were employees of the PT. XYZ. Data analysis in this study used descriptive statistical analysis, normality test, multicollinearity test, heteroscedasticity test, and multiple regression analysis. The findings in this study concluded that employee engagement and organizational culture had a positive and significant influence partially on performance. In addition, it can be concluded that employee engagement and organizational culture have a significant simultaneous influence on performance.

scholarly journals PENGARUH DISIPLIN DAN MOTIVASI KERJA TERHADAP KINERJA PEGAWAI PADA DINAS PENDIDIKAN KABUPATEN TANJUNG JABUNG BARAT

2017 ◽  
Vol 2 (1) ◽  
pp. 44
Author(s):  
Yunan Surono ◽  
Nur Ainun
Keyword(s):  
Human Resources ◽  
Work Motivation ◽  
Employee Performance ◽  
Performance Effect ◽  
And Performance

Nur Ainun/B.14022002/2016/ Pengaruh Disiplin Dan Motivasi Kerja Terhadap Kinerja Pegawai Pada Dinas Pendidikan Kabupaten Tanjung Jabung Barat/ Dr. Hj,Tetty Asnawi, MM Pembimbing I/ M. Zahari MS, SE, M.Si, Pembimbing II. Human resources is one of the most important factor, because of the absence of the role of human resources quality, all activities within an agency will not be implemented optimally. An institution that wants to carry out its duties and functions properly, then the management of human resources. The purpose of this study was to examine the influence of discipline, motivation and performance. Effect of discipline, motivation and performance of employees tested either directly or indirectly. This Penenlitian used a sample of 80 employees spread on the District Education Office in Tanjung Jabung Barat.Keyword : Work Discipline, Work Motivation, Employee Performance

COACHING CORE COMPETENCIES AS THE KEY SOFT SKILL FOR SUCCESSFUL HUMAN RESOURCES MANAGEMENT

2017 ◽  
Author(s):  
Serhii Kubitskyi ◽  
◽  
Oksana Chaika ◽  
Keyword(s):  
Transformational Leadership ◽  
Human Resources ◽  
Core Competencies ◽  
Human Resources Management ◽  
Soft Skill ◽  
Leadership Model ◽  
Resources Management ◽  
Hr Management ◽  
Or Organization ◽  
A Company

This paper aims at considering the well-known triad of What? How? Why? somewhat anew by suggesting looking at transformational leadership for successful human resources management through the lens of coaching core competencies as the key soft skill. Arising as the strategic approach to the effective management of people, well-thought human resources management that rests on a leadership model definitely enables management of a company or organization to move ahead of the curve and gain a firm foothold in the job market. The transformational leadership model fits the framework of the research and links to the contrastive line between management and leadership.It is emphasized that management processes focus on (i) maintaining and (ii) improving performance at work, on the one hand, and on the other, unlike management, the transformational leadership model focuses on the benefits of visionary thinking and bringing about change. Following the goal in the subject matter associated with successful HR management, the Golden Circle of What? How? Why?introduced by Simon Sinek finds its way in the description analysis. The Why? sectionopens the idea for successful HR managementto move further to What?section and is accompanied with How? section in the end. The final part of the findings embodies 11 current core competencies of coaching, which illustrate how the ways of implementing the soft skills in workplace may increase HR performance, enhance seamless communication among employees and management, drive change and welcome innovation.The four objectives for successful HR management: (i) drive change within a company or organization, (ii) encourage and motivate people for personal and corporate growth and development, (iii) employ innovation including modern technologies, and (iv) lead by example, correspond to the four cornerstones in the framework for successful company or organization management via transformational leadership. They are: (i) create an inspire vision of the future for the company’s (organization’s) employees, (ii) motivate the staff to live by and deliver the vision, (iii) manage delivery of the vision, (iv) attract and retain high-class professionals and young talents, build up strong and competitive teams, create and grow ever-stronger, trust-based relationships with the employees. The toolkit of ways, techniques and approaches may derive from the current core competencies in coaching that can be groupedsimilarly to the ICF ones as follows: (i) foundation, (ii) co-creating the relationship, (iii) communicating effectively, and (iv) cultivating learning and growth.

Human resources control systems and performance: the role of uncertainty and risk propensity

2008 ◽  
Vol 29 (2) ◽  
pp. 161-187 ◽  
Author(s):  
Domingo Verano‐Tacoronte ◽  
Santiago Melián‐González
Keyword(s):  
Human Resources ◽  
Control Systems ◽  
Risk Propensity ◽  
And Performance

Determinasi Pelatihan Kerja dan Penilaian Kerja Terhadap Kinerja Karyawan PT. Schlemmer Automotive Indonesia

2021 ◽  
Vol 18 (1) ◽  
pp. 119-133
Author(s):  
Maha Putra
Keyword(s):  
Human Resources ◽  
Sampling Method ◽  
Employee Performance ◽  
Employee Training ◽  
Major Effect ◽  
Good Knowledge ◽  
F Test ◽  
Assessment Of Performance ◽  
A Company

A company that can be said to have succeeded in developing human resources by having various kinds of skills and good knowledge is one of the efforts that a company can make to improve employee performance with Employee Training and Appraisal. This study aims to find out anything that has a major effect on performance and assessment of performance. This type of research is quantitative. The sampling method in this study is nonprobability sampling or saturated samples. The sample taken in this study may be 60 respondents. Based on the results of research and discussion, it can be denied that: 1.) Training has a positive and significant effect on Employee Performance 2) Job Appraisal has a positive and significant effect on performance. 3) By using the F test simultaneously, training and work results have an effect on employee performance.

scholarly journals Remuneration and Performance

2020 ◽  
Vol 86 ◽  
pp. 01034
Author(s):  
Iriani Ismail
Keyword(s):  
High Performance ◽  
Qualitative Method ◽  
Optimal Performance ◽  
External Factors ◽  
Interactive Analysis ◽  
Analysis Methods ◽  
Depth Interview ◽  
And Performance ◽  
Internal And External Factors

The aim of this study is to explain the role of remuneration in improving the performance of library employees. This study uses the qualitative method which the population is all employees numbering 17 people. Based on interactive analysis methods and ethnographic techniques, its took In-depth interview and observations. Using this analysis, the result showed that the remuneration has an important role in improving employees performance. Some internal and external factors influence it so that optimal performance is obtained. Generally, employees expect that the remuneration has been high to be accepted like as expected. Most employees demands such remuneration to meet their daily needs. External factors also has a strong role so the employees demand high, but not balanced with high performance.

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