scholarly journals EMPLOYEE PERFORMANCE MODELS: COMPETENCE, COMPENSATION AND MOTIVATION (HUMAN RESOURCES LITERATURE REVIEW STUDY)

2020 ◽  
Vol 2 (1) ◽  
pp. 185-198
Author(s):  
Muhammad Reza Putra ◽  
Gupron Gupron
Keyword(s):  
Literature Review ◽  
Human Resources ◽  
Employee Performance ◽  
Performance Models ◽  
Competence Motivation ◽  
Review Study ◽  
A Company

In a company, employees are one of the most important elements in achieving company goals. The performance of an employee is certainly influenced by several factors that a manager needs to know. Managers must know the strengths and weaknesses of each manager in order to maximize potential and minimize employee shortages. The factors that influence an employee's performance are motivation, compensation and competence. Motivation is needed by an individual because basically humans need encouragement or inducement in order to work better. Motivation is given as a way to improve employee performance to carry out their responsibilities. The different competencies of each employee are also a factor in the good and bad performance of an employee. The competence of each employee must be improved in order to achieve company goals. Compensation also affects an employee's performance. Compensation can be in the form of money or other facilities. Compensation is given as remuneration by the company to employees who have carried out their duties and responsibilities.

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 Efektifitas Keputusan Manajemen Dalam Penilaian Kinerja Karyawan Menerapkan Metode Weigthed Product (WP)

2020 ◽  
Vol 4 (3) ◽  
pp. 612
Author(s):  
Tri Widayati ◽  
Nugroho Sumarjiyanto Benedictus Maria
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Government Agencies ◽  
Private Companies ◽  
Quality Of Work ◽  
The World ◽  
A Company ◽  
Business And Management

Performance appraisal of employees is an important thing to do by government agencies and private companies. It is useful to see, monitor the level and quality of work given by an employee to his company in order to create a company that is able to achieve the goals of each company by starting to do evaluation of HR (Human Resources) because in the business and management world says that a great company is a company that is able to manage its human resources. In employee performance appraisal, each company has their own way and certainly different in the actual practice of employee performance appraisal activities must be done properly and fairly as possible to eliminate social gaps in the world of work and reduce the occurrence of errors in granting an assessment of the performance of each each company employee and the results obtained after employees are given an assessment of their performance are expected to grow and influence the level of loyalty given by employees to the company and foster high self-motivation for the progress of the company itself. In evaluating employee performance, there are several tools that can be used, one of which is a decision support system that will process some of the criteria set by the company using the Weighted Product (WP) method

scholarly journals Pengaruh Penghargaan dan Motivasi Terhadap Kinerja Karyawan (Studi Pada Divisi Penjualan PT. United Motors Center Suzuki Ahmad Yani, Surabaya)

2016 ◽  
Vol 5 (2) ◽  
pp. 104 ◽  
Author(s):  
Aldila Saga Prabu ◽  
Dewie Tri Wijayanti
Keyword(s):  
Linear Regression ◽  
Human Resources ◽  
Multiple Linear Regression ◽  
Employee Performance ◽  
Sampling Techniques ◽  
Research Population ◽  
Creativity And Innovation ◽  
A Company

Human Resources (HR) is a major asset that greatly affect the company's progress. Human resourcesas a driver of creativity and innovation in a company which will enhance the company'sreputation and profit. In order to achieve the company's goals is necessary to reward andmotivation for each individual to be able to work better. This study aims to describe, test, andanalyze whether the effect of rewards and motivation on employee performance in the salesdivision of PT. United Motors Center Suzuki Ahmad Yani, Surabaya. The sampling techniqueusing sampling techniques saturated. The research population is all employees of the salesdivision of PT. United Motors Center Suzuki Ahmad Yani, Surabaya numbering 70 people.Theanalytical method used is multiple linear regression with SPSS version 15.0. The results showthat there is a positive and significant effect of the variable reward and motivation on employeeperformance sales division of PT. United Motors Center Suzuki Ahmad Yani, Surabaya. 

scholarly journals Pengaruh Pelatihan dan Pengembangan terhadap Kinerja Karywan Divisi Keamanan Aviation di Indonesia Angkasa Pura II (Persero) Palembang

2019 ◽  
Vol 10 (1) ◽  
pp. 25
Author(s):  
Mohammad Kurniawan Darma Putra
Keyword(s):  
Human Resources ◽  
Employee Performance ◽  
Sampling Technique ◽  
Total Sample ◽  
Training And Development ◽  
Performance Variables ◽  
Independent Variables ◽  
Training Variable ◽  
Quantitative Descriptive ◽  
A Company

<p align="center"><strong>ABSTRACT</strong><strong></strong></p><p><em>This study aims to look at the effect of training and development on PT Angkasa Pura II (Persero) Palembang. Training programs and employee development in a company can improve the skills, knowledge, and experience of employees, on their work. </em><em>The main purpose of this training and development is to overcome the shortcomings of human resources at work due to possible inability to carry out work, and at the same time strive to foster human resources to become more productive. </em><em>This research is a quantitative descriptive study with a total sample of 57 respondents, while the sampling technique used in this study is saturated sampling. In this study the independent variables consist of Training and Development, while the dependent variable is employee performance. The results of the independent training variable (X1) were obtained tcount&gt; Ttable (7,800&gt; 2,004), the development variable (X2) obtained tcount &lt;Ttable (1,474 &lt;2,004) and then the training variable (X1) had a partial effect on employee performance variables (Y). While the development variable (X2) does not partially affect the employee performance variable (Y). The results of the F test show that F count&gt; Ftable (33,185&gt; 3.17), while the significance is 0,000 &lt;alpha at a significant level of 0.05. Then Ho is rejected and Ha is accepted which means that the independent variables (training and development) jointly or simultaneously affect the dependent variable (employee performance) positively and significantly. The multiple linear test results from the results obtained from the training variable (X1) value is (0.922%), while the results obtained from the floating variable (X2) value are (0.224%).</em></p><p><strong><em>Keywords</em></strong><strong><em> </em></strong><strong><em>:</em></strong><em> Training, Development, Performance.</em></p><p align="center"><strong>ABSTRAK</strong></p><p><em>Penelitian ini bertujuan untuk melihat pengaruh pelatihan dan pengembangan pada PT Angkasa Pura II (Persero) Palembang. Program pelatihan dan pengembangan karyawan pada suatu perusahaan  dapat meningkatkan ketrampilan, pengetahuan, dan pengalaman karyawan, terhadap pekerjaanya</em><em>. </em><em>Tujuan utama dari pelatihan dan pengembangan ini adalah untuk mengatasi kekurangan-kekurangan para sumber daya manusia dalam bekerja yang disebabkan oleh kemungkinan ketidakmampuan dalam pelaksanaan pekerjaan, dan sekaligus berupaya membina sumber daya manusia agar menjadi lebih produktif</em><em>. </em><em>Penelitian ini adalah penelitian deskriptif kuantitatif dengan jumlah sampel sebanyak 57 responden, sedangkan teknik pengambilan sampel yang digunakan dalam penelitian ini adalah sampling jenuh. Dalam penelitian ini variabel independen terdiri dari Pelatihan dan Pengembangan, sedangkan variabel dependen adalah kinerja karyawan. Hasil variabel pelatihan independen (X1) diperoleh thitung&gt; Ttabel (7,800&gt; 2,004), variabel pengembangan (X2) diperoleh thitung &lt;Ttabel (1,474 &lt;2,004) dan kemudian variabel pelatihan (X1) berpengaruh parsial terhadap karyawan variabel kinerja (Y). Sedangkan variabel pengembangan (X2) tidak secara parsial mempengaruhi variabel kinerja karyawan (Y). Hasil uji F menunjukkan bahwa F hitung&gt; Ftabel (33.185&gt; 3,17), sedangkan signifikansinya adalah 0,000 &lt;alpha pada tingkat signifikan 0,05. Kemudian Ho ditolak dan Ha diterima yang berarti bahwa variabel independen (pelatihan dan pengembangan) secara bersama-sama atau bersama-sama mempengaruhi variabel dependen (kinerja karyawan) secara positif dan signifikan. Hasil uji linier berganda dari hasil yang diperoleh dari variabel pelatihan (X1) nilainya (0,922%), sedangkan hasil yang diperoleh dari variabel mengambang (X2) nilainya (0,224%).</em></p><strong><em>Kata kunci :</em></strong><em> Pelatihan, Pengembangan, dan Kinerja</em>

scholarly journals ANALISIS PENGARUH KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PADA PT TIMBUL MANDIRI JAYA BOYOLALI TAHUN 2019

2020 ◽  
Vol 8 (1) ◽  
pp. 58-64
Author(s):  
Aan Irfan Adiyanto ◽  
Nuning Lisdiana ◽  
Unna Ria Safitri
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Human Resources ◽  
Significant Influence ◽  
Employee Performance ◽  
Significance Testing ◽  
Automotive Sector ◽  
The City ◽  
A Company ◽  
Research Period

Within a company, employees are one of the most valuable assets. Employees are human resources that drive companies to compete with other companies. Employees who have satisfaction in working will certainly be able to increase performance productivity and achieve the goals set by the company. PT Timbul Mandiri Jaya Boyolali is a company engaged in the automotive sector which is addressed at Jalan Boyolali - Semarang KM 1, Winong Village, Boyolali District, Boyolali Regency. PT Timbul Mandiri Jaya Boyolali sells Honda motorcycle products and serves Honda motorcycle services. PT Timbul Mandiri Jaya Boyolali is the largest Honda motorcycle dealer in the city of Boyolali which has 75 employees both sales and ahass, because it has quite a lot  of employees of course need good management so that employees get satisfaction in working, this causes an influence on employee performance working at PT Timbul Mandiri Jaya Boyolali. This study aims to determine the effect of job satisfaction on employee performance at PT Timbul Mandiri Jaya Boyolali and which job satisfaction variables most influence employee performance at PT Timbul Mandiri Jaya Boyolali. This research was conducted at PT Timbul Mandiri Jaya Boyolali, a research period of 3 months by distributing several questionnaires with the object of Timbul Jaya Motor employees as many as 75 correspondents. Methods of collecting data using questionnaires. Analysis of the data used is multiple regression analysis and significance testing using t and F tests. The results show that there is no positive and significant effect of salary, the job itself, promotion and coworkers on employee performance, while the supervisory variable has a positive and significant influence on employee performance with t_table <t_count with a significance of more than 5% or 0.05   Keywords    : Salary, Employment, Promotion, Colleagues, Supervision, and Employee Performance.

scholarly journals FAKTOR – FAKTOR PENGEMBANGAN KARIR BERBASIS KOMPETENSI TERHADAP KINERJA KARYAWAN DI PT. PG RAJAWALI II UNIT PG KARANGSUWUNG

2018 ◽  
Vol 9 (1) ◽  
pp. 26-39
Author(s):  
Asep Gunawan ◽  
Shinta Rosaindah Utami
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Degrees Of Freedom ◽  
Raw Materials ◽  
Employee Performance ◽  
Survey Method ◽  
Development Factor ◽  
Variable Factor ◽  
Competency Based ◽  
A Company

A company in carrying out its activities are in need of the factors of production such as raw materials, machinery, and human resources. These factors must be carried out effectively and efficiently in order to achieve the goals set by the company. Labor or employee plays an important role in a company, because the company will not be developed and supported by the ability to grow without labor or employee even if the company has a complete infrastructure and sophisticated, because of all the activities undertaken by a firm depends on factors man, from planning, implementation, control The objectives in this study was to determine the influence of factors - competency -based career development factors affect the performance of employees at PT. PG Rajawali II Unit Karangsuwung. The method used in this study is a survey method. The conclusions of this study is that the variable t for career development factor of 7,454. So the value of the variable t is greater than t table (7,454 > 1,680), so that in partial career development factors have an influence on the performance of the employee, that the competence of the variable t for 2808. So the value of the variable t is greater than t table (2,808 > 1,680), so that in partial competencies have an influence on employee performance and based on the results obtained Fcount 32 504. While the F table with degrees of freedom k and v1 = v2 = n - k - 1 and with a = 0.05) obtained Ftable 2,790. aconfidence level of 95 % (Thus F value is greater than the value of F table ( 32 504 > 2,790 ) . Thus it can be said that the variable factor of career development and competency have influence with , meaning that the two variables are always influencing the performance of employees at PT. PG Rajawali II Unit Karangsuwung Keyword : competency, career, PT. PG Rajawali

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 GAYA KEPEMIMPINAN TRANSFORMASIOAN

2019 ◽  
Author(s):  
zilviwahyana ◽  
hanif al kadri
Keyword(s):  
Transformational Leadership ◽  
Literature Review ◽  
Systematic Literature Review ◽  
Employee Performance ◽  
Factors Influencing ◽  
New Information ◽  
And Performance ◽  
The Relationship ◽  
A Company

ABSTRAK This article aims to explain the notion of transformational leadership, factors influencing transformational leadership and the relationship between transformational leadership and performance. The methodology used in this article is Systematic Literature Review (SLR). Researchers look for relevant theories, conclude, analyze and researchers create new information based on existing theories. The results of this article are based on the analysis of researchers that there is a relationship between transformational leadership and employee performance in a company

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 PENGARUH GAYA KEPEMIMPINAN DAN KOMPENSASI TERHADAP PRESTASI KERJA KARYAWAN (Studi pada PT JAPFA COMFEED INDONESIA (JCI) Tbk Devisi Fam 1

2019 ◽  
Author(s):  
Andi Yolanda Oktavia Lubis ◽  
Febsri Susanti
Keyword(s):  
Human Resources ◽  
Job Performance ◽  
Leadership Style ◽  
Human Factor ◽  
Employee Performance ◽  
Human Being ◽  
Research Results ◽  
Social Unity ◽  
Corporate Goals ◽  
A Company

Organization is a social unity that is coordinated sadardengan with a reactive boundary in the identified, work continuously to achieve the goal. In various fields, especially life beroganisasi, human factor is the main problem in every activity that is inside. All actions taken in every activity are initiated and determined by the human being who is a member of a Company. The company requires the existence of potential human resources factors both leaders and employees, the pattern of duties and supervision that is the determinant of achieving corporate goals. Human resources are central figures in organizations and companies. In order for management activities to run well, the Company must have knowledgeable employees and high skills and efforts to manage the company optimally so that employee work increases. Based on research results obtained after testing of 100 respondents who are employees who work in PT. Japfa Comfeed Indonesia Padang it can be concluded that the Style of Leadership and Compensation together have a significant effect on Job Performance in PT. Japfa Comfeed Indonesia because it has F -&gt; count of F - table and significance value &lt;0.05. The results of this study are in line with the Caesar (2015) study which found the result that simultaneously the leadership style and compensation variables have a positive and significant effect on employee performance in PT Mustika Ratu East Jakarta. The results of this study indicate that employees have a good job performance due to leadership style and compensation given the leadership of the company well.

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