scholarly journals Dampak Program Pengembangan Pelatihan terhadap Kinerja Perawat RSIJ Cempaka Putih dengan Model Pendekatan System Dynamics

2019 ◽  
Vol 1 (2) ◽  
pp. 116-125
Author(s):  
Budi Hartono ◽  
Nisa Afriza
Keyword(s):  
System Dynamics ◽  
Performance Appraisal ◽  
Performance Indicator ◽  
Development Program ◽  
Nurse Training ◽  
Training Development ◽  
Competence Training ◽  
Training Motivation ◽  
And Performance

This study aims to see how much the nurse development program of the Jakarta Cempaka Putih Islamic Hospital has the potential to influence the performance of nurses at the Cempaka Putih Islamic Hospital. The research method used in this research is to use the Dynamic System Approach (System Dynamics). The results of modeling using historical data show that the training development program in the long term shows a decrease so that it has an impact on the performance of nurses which also shows decreased behavior while the results of modeling based on simulations show a significant increase in nurse performance if an increase in the policy target hours of the nurse training development program is based on target hours from HPMI. In conclusion, the performance of nurses at RSIJ Cempaka Putih actually shows decreased behavior, which is different from the performance reported based on the Key Performance Indicator (KPI) and Performance Appraisal that the dominant nurse's performance is up to standard. Keywords: Performance, Competence, Training Motivation, System Dynamics

Towards a Methodology for Monitoring and Analyzing the Supply Chain Behavior

2011 ◽  
pp. 186-208
Author(s):  
Reinaldo Moraga ◽  
Luis Rabelo ◽  
Alfonso Sarmiento
Keyword(s):  
Neural Networks ◽  
Sensitivity Analysis ◽  
Supply Chain ◽  
System Dynamics ◽  
Eigenvalue Analysis ◽  
Background Information ◽  
Short And Long Term ◽  
And Performance

In this chapter, the authors present general steps towards a methodology that contributes to the advancement of prediction and mitigation of undesirable supply chain behavior within short- and long- term horizons by promoting a better understanding of the structure that determines the behavior modes. Through the integration of tools such as system dynamics, neural networks, eigenvalue analysis, and sensitivity analysis, this methodology (1) captures the dynamics of the supply chain, (2) detects changes and predicts the behavior based on these changes, and (3) defines needed modifications to mitigate the unwanted behaviors and performance. In the following sections, some background information is given from literature, the general steps of the proposed methodology are discussed, and finally a case study is briefly summarized.

scholarly journals The Influence of Training and Motivation on the Performance of Business Actors in Busmetik with Competence as an Intervening Variable

2021 ◽  
Vol 9 ◽  
Author(s):  
Diana Kartika Pramodha Wardhani ◽  
Sigit Hermawan
Keyword(s):  
Quantitative Methods ◽  
Business People ◽  
Hr Management ◽  
Competence Training ◽  
Competence Motivation ◽  
Training Motivation ◽  
And Performance ◽  
Relationship Of ◽  
The Relationship ◽  
Production Target

Research Objectives to analyze the effect of Training and Motivation on the performance of Busmetik business people with competence as intervening variabell. Training for cosmetic business actors has been routinely followed, however, the shrimp production target is still not optimally achieved. Quantitative methods are used in this study to prove the hypothesis regarding the relationship of research variables namely Training, Motivation, Competence and Performance. The results of the analysis show that training has a significant effect on competence, motivation has a significant effect on competence, training has a significant effect on performance, motivation has a significant effect on performance, competence has a significant effect on performance. The path analysis results show that competency is able to be an intervening variable for training and motivation for performance. Evident from  the  indirect  influence  of  training  and  motivation on  performance is  greater  than  the  direct  influence. Furthermore, for the Fisheries Office of Pasuruan Regency as a coach, it is necessary to pay attention to Training, Motivation and Competence in HR management because it affects performance directly or indirectly.

Analysis of Long-Term Effectiveness of Thin Hot-Mix Asphaltic Concrete Overlay Treatments

2005 ◽  
Vol 1940 (1) ◽  
pp. 2-12 ◽  
Author(s):  
Samuel Labi ◽  
Geoffrey Lamptey ◽  
Sravanthi Konduri ◽  
Kumares C. Sinha
Keyword(s):  
Service Life ◽  
Treatment Effectiveness ◽  
Performance Indicator ◽  
Cost Effective ◽  
Ride Quality ◽  
Performance Curve ◽  
Pavement Condition ◽  
Wide Range ◽  
And Performance

Thin hot-mix asphalt (HMA) concrete overlays are preventive maintenance treatments used to address minor distresses, increase ride quality, and extend pavement life. This paper determines the long-term effectiveness of such treatments by using three measures of effectiveness: treatment service life, increase in average pavement condition, and area bounded by the performance curve. For each measure of effectiveness, the pavement performance indicators used are the international roughness index (IRI), rutting, and pavement condition rating (PCR). For each measure of effectiveness and performance indicator, treatment benefits were found to lie within a wide range because of the effect of varying levels of weather severity, traffic, and route type. The service life of the treatment ranges from 3 to 13 years (IRI performance indicator), 3 to 14 years (rutting), and 3 to 24 years (PCR). When the increase in average pavement condition is used as the measure of effectiveness, the results show that such treatments offer 18% to 36% decrease in IRI, 5% to 55% reduction in rutting, and 1% to 10% increase in PCR. For the area enclosed by the performance curve, thin HMA overlay effectiveness ranges from 40 to 360 IRI years (where IRI is in inches per mile), 0.13 to 0.76 RUT years (where RUT is in inches), and 7 to 130 PCR years (where PCR is on a 0 to 100 scale). The wide ranges of thin HMA overlay effectiveness for each combination of measure of effectiveness and performance indicator is suggestive of the sensitivity of the treatment effectiveness to levels of traffic loading and weather severity, and route type. The effectiveness of thin HMA overlay treatments is of interest to pavement professionals and is a vital input in the quest for cost-effective long-term pavement preservation practices.

scholarly journals APPRAISING TEACHERS’ PERFORMANCE IN THE GHANA EDUCATION SERVICE: A CASE OF BIRIM CENTRAL DIRECTORATE OF GHANA EDUCATION SERVICE (G.E.S.)

2021 ◽  
Vol 4 (1) ◽  
pp. 15-24
Author(s):  
Barffour Samuel Kyei ◽  
Ampofo Isaac Atta Junior
Keyword(s):  
Performance Appraisal ◽  
Formal Method ◽  
Survey Design ◽  
Development Program ◽  
Research Approach ◽  
Appraisal System ◽  
Education Service ◽  
Performance Appraisal System ◽  
And Performance ◽  
Descriptive Survey

This study assessed the effectiveness of performance appraisal system in the Ghana Education Service. The study specifically examined the nature of performance appraisal in GES, teachers’ perception about the performance appraisal system, and teachers’ satisfaction with the performance system. Considering the objective of the study, the researcher adopted a descriptive survey design. The mixed research approach was adopted in addition to the research design. Teachers in basic schools in Birim Central Directorate constitute the population of the study. The study sampled 184 respondents for the study. Both questionnaire and interview guide were used to solicit data from respondents. Research instruments were personally administered by the researcher. The quantitative data were analysed using the Statistical Package for Social Science (SPSS), while the qualitative data were analysed manually. The study finds out the effectiveness of performance appraisal in GES and the result showed that GES has a performance appraisal system, and performance appraisal is mostly done more than thrice a year. The study also indicated that GES has several methods of appraising employees. Also, it was generally revealed that respondents perceived performance appraisal system positively and that they are satisfied with the performance appraisal system. The study recommends that appraisal should be carried out by experts so that it will serve its purpose. The study highlighted that there is a need for a more formal method to be adopted so that the overall purpose of performance appraisal can be attained. It is again recommended that there is a need for appraisers to adequately discuss every final appraisal report with appraisees. Finally, the study recommends that employees’ appraisal report should be sent to the education office for an effective and efficient decision on training and development program.

scholarly journals Design of The Performance Evaluation of Suppliers at UKM Weedang Uwuh Based on Multi Attribute Decision Making (MADM)

2020 ◽  
Vol 12 (2) ◽  
Author(s):  
Marni Astuti ◽  
Riani Nurdin
Keyword(s):  
Performance Evaluation ◽  
Performance Appraisal ◽  
Industrial Ecology ◽  
Performance Indicator ◽  
Raw Materials ◽  
Evaluation Model ◽  
Evaluation Process ◽  
Good Judgment ◽  
Supplier Performance ◽  
And Performance

The development of small business is increasing with the presence of global competition. The current industrial ecology demands a continuous evaluation process to be able to survive and strive to improve quality products. Weeka Wedang Uwuh continuously improves its business system by paying attention to suppliers of raw materials. Supplier evaluation is carried out to guarantee sustainable quality and performance. Sustainable performance evaluation can produce good judgment if it is supported by a performance appraisal instrument. Supplier performance assessment will be useful to build a good and sustainable relationship between entrepreneurs and suppliers. The design of supplier performance evaluation is carried out using the QCDFR model approach namely, Quality, Cost, Delivery, Flexibility and Responsibility. The sub-criteria study that forms the QCDFR model is carried out using the interview method. QCDFR and Sub Criteria hereinafter referred to as KPI (Key Performance Indicator). KPI is an indicator of ongoing evaluation of the relationship between suppliers and entrepreneurs. The assessment of suppliers from entrepreneurs is carried out using the AHP approach which is able to show the weight of the entrepreneur's assessment of the ability of suppliers. The results of the Weeka Wedang Uwuh supplier performance evaluation model design results in a formulation to measure KPIs with criteria: quality of raw materials (size and condition of raw materials), ease of service (payment tolerance and information on availability and price changes, experience (average transaction value and average) average number of transactions), speed of response (changes in the amount and change in time and price of raw materials). Evaluation of the supplier's weight assessment for raw materials of ginger, sugar and sapphire resulted in the values of Mr. Sarno 0.501, Sugeng 0.709 and Mbak Wang 0.690. KPI measurement reinforces the results of the evaluation of weight assessment using AHP.

scholarly journals Estimasi Tujuan Penumpang Menggunakan Predictive Model dengan Data Smart Card

2019 ◽  
Vol 2 (2) ◽  
pp. 99-110
Author(s):  
Ekky Alam ◽  
Inkreswari Hardini ◽  
Goklas Panjaitan ◽  
Sita Rosida
Keyword(s):  
Predictive Model ◽  
Public Transportation ◽  
Urban Areas ◽  
Nearest Neighbor ◽  
Performance Indicator ◽  
K Nearest Neighbor ◽  
Fundamental Information ◽  
And Performance ◽  
Public Transportation Planning

Bus Rapid Transit (BRT) is one of the main choices of public transportation that supports mobility of Jakarta community. As one of the main choices of public transportation, BRT should provide good service and always improve its performance. Needs for moving or mobility will cause a problem if the moving itself is heading at the same area and at the same time. That will cause some problems which are often faced in urban areas such as traffic and delay. To overcome those problems there needs to be a strategy to build good public transportation planning, besides need to know individual travel patterns to overcome problems and improve BRT service. In case to realize those plans needs to be built origin-destination (O-D) matrix. O-D matrix is a matrix that each cell is an amount of trip from the source(row) to the destination (column). O-D matrix is beneficial for analysis, design and public transportation management. O-D matrix also provides useful information like amount of trip between 2 different locations, that can be utilized as fundamental information for decision making for three levels of strategic management (long term planning), tactic (service adjustment and network development), and operational (scheduling, passenger statistic, and performance indicator). To build O-D matrix is required a predictive model that can be measured to predict passenger destination. The predictive model will be build using classification algorithms such as Decision Tree and K-Nearest Neighbor (KNN).

scholarly journals PROGRAM TRAINING & DEVELOPMENT BERBASIS SPIRITUALITAS

IQTISHODUNA ◽  
2011 ◽  
Vol 3 (2) ◽  
Author(s):  
Siswanto Siswanto
Keyword(s):  
Human Resource ◽  
Attitude Change ◽  
Development Program ◽  
Organization Performance ◽  
Organization Behavior ◽  
Non Profit ◽  
Development Organization ◽  
Training Development ◽  
Long Term Behavior

This paper attempts to explain the role of spirituality in workplace to reach highly organization performance.  The currently challenge both profit and non-profit organization is how to develop human resource.  That’s so urgent because it’s a valuable asset.  Three ways to develop human resource consists of training and development, organization development, and career development.  The intent of this paper is to integrate spirituality in training development program.  Spirituality in workplace has relationship with attitude and organization behavior dimension (Milliman et.al. 2003).  Dimension of organization behavior encompass organization commitment, intention to quit, intrinsic work satisfaction, job involvement, and organization-based self-esteem.  The paper concludes that training development based-spirituality will contribute to long term behavior/attitude change.  

scholarly journals Employees’ Satisfaction of Government Organization in Tangail City, Bangladesh

2019 ◽  
Vol 12 (2) ◽  
pp. 15
Author(s):  
Sayed Mohibul Hossen ◽  
Md. Takrib Hossain ◽  
Md. Masud Rana ◽  
Mohd Tahir Ismail
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Development Program ◽  
Working Hours ◽  
Statistical Technique ◽  
Primary Data ◽  
Citizenship Behavior ◽  
Appraisal System ◽  
And Performance ◽  
Promotional Strategies

Employees' satisfaction is directly related to their commitment, citizenship behavior, turnover, absenteeism, dedication and performance. Job satisfaction is important to attract and retain talent workforce. Organization can ensure a competitive advantage over the key rivals through confirming the satisfaction of employees towards job. Organization need to meet the expectations of employees’ which shall ensure their job satisfaction. The purpose of the study is to measure the job satisfaction in government employees of Tangail district. Primary data was used in the study and the sample size of the study was 80. The study revealed the key facets of job satisfaction in government sector of Bangladesh. Factors including salary of employees, performance appraisal system, promotional strategies, employee’s relationship with management and other co- employees, training and development program, work burden, influence of higher authority and working hours are found important for improving job satisfaction of govt. employees in Tangail city. Increase in level of these factors improves overall satisfaction of employees which is identified by using statistical technique.

scholarly journals Key Sustainability Performance Indicator Analysis for Czech Breweries

2015 ◽  
Vol 63 (6) ◽  
pp. 1937-1944 ◽  
Author(s):  
Edward Kasem ◽  
Oldřich Trenz ◽  
Jiří Hřebíček ◽  
Oldřich Faldík
Keyword(s):  
Performance Indicator ◽  
Sustainability Reporting ◽  
Efficiency Score ◽  
Global Reporting Initiative ◽  
Data Envelopment ◽  
The Czech Republic ◽  
Sustainability Performance ◽  
Indicator Analysis ◽  
And Performance

Sustainability performance can be said to be an ability of an organization to remain productive over time and hold on to its potential for maintaining long-term profitability. Since the brewery sector is one of the most important and leading markets in the foodstuff industry of the Czech Republic, this study depicts the Czech breweries’ formal entry into sustainability reporting and performance. The purpose of this paper is to provide an efficiency level evaluation which would represent the level of corporate performance of Czech breweries. For this reason, Data Envelopment Analysis (DEA) is introduced. In order to apply it, we utilize a set of key performance indicators (KPIs) based on two international standard frameworks: the Global Reporting Initiative (GRI) and its GRI 4 guidelines, and the guideline KPIs for ESG 3.0, which was published by the DVFA Society. Four sustainability dimensions (economic, environmental, social and governance) are covered, making it thus possible to adequately evaluate sustainability performance in Czech breweries. The main output is not only the efficiency score of the company but also the input weights. These weights are used to determine the contribution of particular criteria to the breweries’ achieved score. According to the achieved efficiency results for Czech breweries, the percentage of women supervising the company does not affect the sustainability performance.

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