scholarly journals DETERMINATION OF THE OPTIMAL NUMBER OF EMPLOYEES USING THE FULL TIME EQUIVALENT (FTE) METHOD AT PT. XYZ

2021 ◽  
Vol 6 (3) ◽  
pp. 74-81
Author(s):  
Muhammad Dahlan ◽  
Nurhayati Rauf ◽  
Yusril Mahenra ◽  
Takdir Alisyahbana ◽  
Arfandi Ahmad ◽  
...  
Keyword(s):  
Design Process ◽  
Optimal Number ◽  
Work Design ◽  
Full Time ◽  
Full Time Equivalent ◽  
Work Plan ◽  
Labor Requirements ◽  
A Company

Determining the optimal number of employees in a company is a basic condition that must be concern into account when drafting a work plan. The work design process ultimately aims for balance the physical and mental aspects of humans in completing certain tasks so that. Determination of the number of employees whit the existing workload will support employees performance in perform their duties optimally. The purpose of this research is to determine the optimal number of salesman based on the workload calculated using the Full Time Equivlent method. Based on the results of research at PT. Xyz used the method FTE is know that the workload of the 4 salesman is classified as overloaded. Where is sales I has a workload of 1.48, sales II has a workload of 1.70, sales III has a workload of 1.66, sales IV get a workload of 1.42. Based on the table of labor requirements to the FTE value, the number of initial salesman was 4 sales and the addition of the number of salesman is as many as 10 salesmen. So, the optimal number of salesmen in Makassar city is 14 salesmen.

scholarly journals Peningkatan Produktivitas Kerja Dengan Pendekatan KKNI Menggunakan Metode Full Time Equivalent (Studi Kasus di PT. Rosy Ceramindo)

2021 ◽  
Vol 6 (2) ◽  
pp. 73
Author(s):  
Hartono Hartono ◽  
Bobby Kevinda M
Keyword(s):  
Optimal Number ◽  
Raw Material ◽  
Pressure Casting ◽  
Full Time ◽  
Full Time Equivalent ◽  
Job Description ◽  
Workload Analysis ◽  
Employee Competencies ◽  
Equivalent Method ◽  
A Company

Human Resources (HR) has an important role in a company. PT. Rosy Ceramindo is one of the companies engaged in manufacturing tableware. So we need to optimize the number of employees in accordance with their workload through workload analysis. Mapping employee competencies is made based on the job description of each position then compared to the Indonesian National Qualification Framework (KKNI). The method used is the Full Time Equivalent method using Java. The optimal number of employees based on FTE calculations for the Production Department is 94 people. Mapping of competencies based on job description and KKNI for the position of Section Chief is at level 6 equivalent to S1 or D4. For the positions of Mold Operators, Body Raw Material Milling Operators, Glaze Raw Material Milling Operators, Painting Operators, Pressure Casting Operators, Casting Operators, Finishing Operators, Decal Operators, Glazing Operators, and Roll Kiln Operators and Packing Operators at the levels. 2 is equivalent to SMA / SMK / MA.Keywords : FTE, SDM, JAVA, KKNI, Productivity .

scholarly journals Implementation of Full Time Equivalent Method in Determining the Workload Analysis of Logistics Admin Employees of PT X in Jakarta, Indonesia

2021 ◽  
Vol 6 (5) ◽  
pp. 159-162
Author(s):  
Satrio Wicaksono ◽  
Alnisa Min Fadlillah
Keyword(s):  
Human Resource ◽  
Full Time ◽  
Full Time Equivalent ◽  
Workload Analysis ◽  
Human Resource Policies ◽  
Human Resource Policy ◽  
Great Responsibility ◽  
Resource Policy ◽  
Equivalent Method ◽  
A Company

PT X is a company engaged in distribution and trading as its business activities. The logistics division, especially the logistics admin as a supply chain, certainly, has a big responsibility. In order to carry out this great responsibility, an appropriate number of workers is needed so that the work carried out can be executed properly. In this study, the main objective is to analyze the workload that exists in the current logistics admin employees and later from the results of the workload analysis, a human resource policy can be drawn concerning workloads setting. The method used in this study was the Full-Time Equivalent (FTE) method where this method could show how much workload is proportional to each employee. As a result, the workload received by each logistics admin employee has a different workload from one employee to another. Of the three existing logistics admin employees, 2 were overloaded and one was inloaded. Human resource policies related to workload arrangements for PT X logistics admin employees can be said to have not been maximized due to differences in workloads for each employee even though each of them does the same job.

scholarly journals Determining the Number and Location of Warehouses to Minimize Logistics Costs of Business to Consumer (B2C) Distribution

2020 ◽  
Vol 76 ◽  
pp. 01012
Author(s):  
I Nyoman Sutapa ◽  
Magdalena Wullur ◽  
Tania Nano Cahyono
Keyword(s):  
Distribution System ◽  
Optimal Number ◽  
Centre Of Gravity ◽  
Shortest Distance ◽  
Business To Consumer ◽  
Market Test ◽  
Alternative Tobacco Products ◽  
A Company

The article discusses a case study at a company that works on Fast Moving Consumer Goods (FMCG) section using B2B distribution system, and is conducting a market test for its new alternative tobacco products using B2C distribution system. The purpose of this study is to determine both number and location of warehouses that provides a minimum total logistics costs for the B2C process, where the company is currently still using company-owned B2B warehouses. Determination of the number and location of these warehouses is performed using Agglomerative Hierarchical Clustering where grouping is based on the shortest distance and is done using Evolutionary Solver. Centre of Gravity is also used to determine the location of the warehouses. Iteration will be carried out to obtain the number of warehouses that provide minimal total cost. The result of the modelling shows that the optimal number of warehouses is six and each warehouse will have their own market division.

scholarly journals ANALISIS BEBAN KERJA UNTUK MENENTUKAN JUMLAH OPTIMAL OPERATOR PADA BAGIAN PROSES PABRIK KELAPA SAWIT (Studi Kasus: PT. Sentosa Kalimantan Jaya)

2020 ◽  
Vol 5 (01) ◽  
pp. 7-16
Author(s):  
Marsidi ◽  
Rusli Anwar ◽  
Rossy Mirasari
Keyword(s):  
Optimal Number ◽  
Working Time ◽  
Full Time ◽  
Job Descriptions ◽  
Full Time Equivalent ◽  
Work Time ◽  
Job Description ◽  
Workload Analysis ◽  
Time Usage ◽  
Written Description

This research is motivated by the difficulty in determining the optimal number of human resources required. To be able to calculate HR requirements accurately, a device called a Workload Analysis (ABK) is needed. This study aims to analyze the operator's job description, an overview of the use of operator working time, and workload and needs. The method used is job description analysis, calculation of productive work time usage with work sampling method, and workload analysis using Full Time Equivalent (FTE) method based on work unit activity. The results of the workload analysis show that there are job descriptions that have not been listed in the written description of the company and there are still stations that have a written job description that does not match the work in the field. The percentage of productive working time for operators is between 42% and 77%, all of which are still low because they are below the standards set by the company, which is 85%. Calculation of the workload of the process part operator, obtained an FTE figure of 7.6 which means the optimal number of operators required by the process section is 8 people. This number is in accordance with the actual number in the process section, namely 8 people.

scholarly journals Analisis Beban Kerja Sumber Daya Manusia dalam Aktivitas Produksi Komoditi Sayuran Selada (Studi Kasus: CV Spirit Wira Utama)

2016 ◽  
Vol 4 (2) ◽  
pp. 128 ◽  
Author(s):  
Wildanur Adawiyah ◽  
Anggraini Sukmawati
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resources Development ◽  
Full Time ◽  
Full Time Equivalent ◽  
Workload Analysis ◽  
Ideal Number ◽  
On Farm ◽  
A Company ◽  
Resources Development

<p><em>CV Spirit Wira Utama is a company that develops business model of agricultural (agribusiness) with hydroponic system without using greenhouse (open roof). The aims of this research are: (1) to  identify the Human Resources Development working description in producing lettuce, and (2) to  analyze the ideal number of employees based on employee workloads by counting Full Time Equivalent (FTE). Human Resources Development that supports in production process of lettuce commodity are divided  into the involved in off-farm and on-farm activities. The off farm activities includes technique, production, finance and marketing. Otherwise, on farm activity includes garden employees. The result of the research shows working time of Human Resource Development has not been optimal. Furthermore, to reach the effectiveness and efficiency an  alternative that can be carried out by a company is by combining the technique and production positions, job enlarging of finance and marketing positions, and improving the production phase of lettuce.</em></p><p class="Paragraf"><em>Keywords</em><em>: employee needs,</em><em> FTE, hydroponic,</em><em> lettuce</em><em>, workload analysis</em><em></em></p>

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

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.

THE FACTORS OF CAREER SELF-DETERMINATION OF STUDENTS OF HIGHER EDUCATION INSTITUTIONS

2019 ◽  
Vol 7 (1) ◽  
pp. 9-20
Author(s):  
Inna Yeung
Keyword(s):  
Higher Education ◽  
Higher Education Institutions ◽  
Well Being ◽  
Young Person ◽  
Self Determination ◽  
Full Time ◽  
Actual Problem ◽  
The Third ◽  
The Right

Choice of profession is a social phenomenon that every person has to face in life. Numerous studies convince us that not only the well-being of a person depends on the chosen work, but also his attitude to himself and life in general, therefore, the right and timely professional choice is very important. Research about factors of career self-determination of students of higher education institutions in Ukraine shows that self-determination is an important factor in the socialization of young person, and the factors that determine students' career choices become an actual problem of nowadays. The present study involved full-time and part-time students of Institute of Philology and Mass Communications of Open International University of Human Development "Ukraine" in order to examine the factors of career self-determination of students of higher education institutions (N=189). Diagnostic factors of career self-determination of students studying in the third and fourth year were carried out using the author's questionnaire. Processing of obtained data was carried out using the Excel 2010 program; factorial and comparative analysis were applied. Results of the study showed that initial stage of career self-determination falls down on the third and fourth studying year at the university, when an image of future career and career orientations begin to form. At the same time, the content of career self-determination in this period is contradictory and uncertain, therefore, the implementation of pedagogical support of this process among students is effective.

Comparison of SVM, RF and SGD Methods for Determination of Programmer's Performance Classification Model in Social Media Activities

2020 ◽  
Vol 4 (2) ◽  
pp. 329-335
Author(s):  
Rusydi Umar ◽  
Imam Riadi ◽  
Purwono
Keyword(s):  
Social Media ◽  
Gradient Descent ◽  
Classification Model ◽  
Stochastic Gradient Descent ◽  
Support Vector ◽  
Svm Algorithm ◽  
Vector Machines ◽  
Performance Patterns ◽  
A Company

The failure of most startups in Indonesia is caused by team performance that is not solid and competent. Programmers are an integral profession in a startup team. The development of social media can be used as a strategic tool for recruiting the best programmer candidates in a company. This strategic tool is in the form of an automatic classification system of social media posting from prospective programmers. The classification results are expected to be able to predict the performance patterns of each candidate with a predicate of good or bad performance. The classification method with the best accuracy needs to be chosen in order to get an effective strategic tool so that a comparison of several methods is needed. This study compares classification methods including the Support Vector Machines (SVM) algorithm, Random Forest (RF) and Stochastic Gradient Descent (SGD). The classification results show the percentage of accuracy with k = 10 cross validation for the SVM algorithm reaches 81.3%, RF at 74.4%, and SGD at 80.1% so that the SVM method is chosen as a model of programmer performance classification on social media activities.

ANALISIS BEBAN KERJA DENGAN METODE FULL TIME QUIVALENT UNTUK MENGOPTIMALKAN KINERJA PADA BAGIAN PRODUKSI DI ERLANGGA KONVEKSI, MALANG

2020 ◽  
Vol 10 (2) ◽  
pp. 55-59
Author(s):  
Irgi Achmad Fahrezy ◽  
ST. Salmia L. A ◽  
Soemanto Soemanto
Keyword(s):  
Quality Control ◽  
Full Time ◽  
Full Time Equivalent

Pertumbuhanydan permintaan akan sandang yangysemakin meningkat menuntutbperusahan konveksi untuk memiliki tingkat produktifitas yang tinggi, dimana proses ini dapat dilakukan dengan cara meningkatkanbproduktifitas karyawannya. Erlangga Konveksi adalah salah satu perusahaan konveksi yang berdiri tahun 2010. Masalah yang terjadi di Erlangga Konveksi adalah tidak seimbangnya waktu proses produksi pada tiap stasiun kerja yang menyebabkan terjadinya penambahan jumlahpwaktu kerja dan menyebabkan penumpukanfdan banyak kegiatan dari operator yang menghabiskantwaktu dimana operator banyak melakukan kegiatan di luar dari stasiun kerja mereka sendiri untuk membantu operator di stasiun kerja lainya. Untuk itu perlu dilakukan pengukuran beban kerja sebagai dasar perhitungan kebutuhan tenaga kerja yang sesuai pada bagian produksi. Metode yang digunakan dalam penelitian ini adalah metode Full Time Equivalent. Hasil pengukuran menunjukkan beban kerja adalah sebesar 0,33 pada operator gambar pola; 0,29 pada operator  pemotongan 1; 0,31 pada operator pemotongan 2; 0,21 pada operator sablon 1 dan 2; 0,22 pada operator press sablon; 1,24 pada operator jahit obras 1; 1,27 padaooperator jahit obras 2; 0,34 pada operator jahit rantai; 0,25 pada operator cutting sebelumnoverdeck; 0,55 pada operator overdeck 1 dan 2; 0,57 pada operator overdeck 3; 0,18 pada operator quality control 1 dan 2; 0,14 pada operator steam; 0,42 pada operatorpsetrika dan 0,20 pada operator packaging. Berdasarkan beban kerja yang telah dihitung pada masing-masing operatorybagian produksi Erlangga Konveksi, Malang, jumlah tenaga optimal pada bagian produksi adalah sebanyak 7 orang yang terbagi ke dalam 7 stasiun kerja.

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