scholarly journals Effectiveness of Individual Performance Dialogue on Employee Performance (Case Studies on Civil Servants of the Ministry of Finance in City of Semarang)

2021 ◽  
Vol 6 (1) ◽  
pp. 58-74
Author(s):  
Ni Made Watimena Sudiarti ◽  
Edi Noersasongko ◽  
Yuventius Tyas Catur Pramudi
Keyword(s):  
Organizational Performance ◽  
Performance Management ◽  
Management Practices ◽  
Employee Performance ◽  
Individual Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Structured Interviews ◽  
Ministry Of Finance ◽  
Bureaucratic Reform

Bureaucratic Reform in human resources began with the birth of Law No. 5 of 2014 on State Civil Apparatus (ASN). The new paradigm in the ASN Law makes ASN employees a profession that has an obligation to conduct self-development and must take responsibility for performance and apply merit principles in the implementation of ASN management. The Ministry of Finance followed up the Bureaucratic Reform in hr with performance management policies. Performance management in the Environment of the Ministry of Finance consists of three main stages, namely planning, monitoring, and determining performance results and evaluation.  Performance evaluation results determine the performance value of employees and organizations, which affects employee careers and compensation. The solution by the Ministry of Finance is to implement management practices called Organizational Performance Dialogue (DKO) and Individual Performance Dialogue (DKI) whose main purpose is to improve the performance of employees and organization. This research is explanatory, where the research method used is Partial Least Square (PLS), with software for analysis using SmartPLS. Data collection instruments using questionnaires and structured interviews with research respondents are employees of the Ministry of Finance in Semarang City area. This research aims to know the effectiveness of performance dialogue on employee performance, so that the results are expected to be a reference in management practices in organizational units in the environment of the Ministry of Finance in an effort to improve the performance of employees and organizations. Keywords:Effectiveness, Individual factors, Leadership factors, Performance dialogue, Employee performance

scholarly journals The Concept of Digitalization-based Performance Management In An Effort to Improve Employee Performance During the Covid-19 pandemic in Village-Owned Enterprises (BUMDES) throughout Buleleng Regency

2021 ◽  
Vol 5 (2) ◽  
Author(s):  
Putu Agus Adnyana
Keyword(s):  
Performance Management ◽  
Employee Performance ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Organizational Goals ◽  
Analysis Technique ◽  
Study Population ◽  
Pls Analysis ◽  
Work Management

The purpose of this study is to determine employee performance through the concept of work management and digitalization as the main keys to improving the performance of BUMDES employees in Buleleng Regency. The concept of performance management is the employee’s activities and work results in line with organizational goals. So that it contributes to improving the performance of BumDes employees. The study population was all active BumDes in Buleleng Regency. Sampling in this study using random sampling technique. The data analysis technique used in this research is the Component based SEM, Partial Least Square (PLS) analysis method. The results showed that the concept of work management has an effect on digitization and employee performance.

scholarly journals Bahasa IndoAnalisis Kesuksesan SIPKD Berdasarkan Model Delone & Mclean Pada Sekretariat Daerah Kabupaten Bulelengnesia

2019 ◽  
Vol 29 (2) ◽  
pp. 742
Author(s):  
I Putu G. Lanang Indra Rai ◽  
I Made Sadha Suardikha
Keyword(s):  
User Satisfaction ◽  
Information Quality ◽  
Employee Performance ◽  
Individual Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Partial Least Square Analysis ◽  
Analysis Technique ◽  
System Use ◽  
Sample Technique

The success of an accounting information system in managing regional finances of government agencies is very important to note. Especially if there is a phenomenon of switching from one system to another. The success or failure of the system used can have an impact on employee performance. The purpose of this study is to assess the successful use of the SIPKD based on the DeLone & McLean Model (2003). The study was conducted at the Regional Secretariat of the Regency of Buleleng. This study uses non-probability sampling method with saturated sample technique. The analysis technique used is partial least square analysis. The results of the analysis found that there was a significant influence between the variables of information quality on system use, information quality on user satisfaction, system use on individual performance, and user satisfaction on individual performance. The level of success of the system measured at this level of effectiveness found that the implementation of SIPKD in the Regional Secretariat of Buleleng Regency was classified as successful. Keywords : DeLone & McLean Model; SIPKD; SIA Succes; Individual Performance

scholarly journals The Implementation of Organizational Culture Based on Tri Hita Karana in the Effort to Realize the Organizational Performance in PDAM Buleleng Regency

2019 ◽  
Vol 3 (2) ◽  
pp. 77
Author(s):  
Luh Kartika Ningsih ◽  
Ni Luh Putu Eka Yudi Prastiwi ◽  
Ni Made Sri Ayuni
Keyword(s):  
Organizational Culture ◽  
Quality Management ◽  
Total Quality Management ◽  
Organizational Performance ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Total Quality ◽  
A Value

This study aims to determine the role of Organizational Culture based on Tri Hita Karana in the effort to realize Organizational Performance by taking into account other factors such as Human Resource Management, Total Quality Management, and Employee Performance. This study uses a quantitative approach. The data analysis technique used in this study is a structural equation model (SEM) based on variance or Component based SEM, known as Partial Least Square (PLS) Visual version 3.2.7. The number of samples used was 48 people with t-table values for significance levels α = 0.05 and degree of freedom (df) = 46 is 2.58. The results show that there are two relationships that show significant results, namely the role of Organizational Culture based on Tri Hita Karana on Employee Performance has a value of 17.353 with t-statistics > t-table (17.353 > 2.58). And the same results are also shown in the relationship between Total Quality Management and Organizational Performance with a value of 8.232 > 2.58. Different results are shown in 4 other relationships, namely the influence of the organization's culture on organizational performance, the influence of HRM on organizational performance, the influence of HRM on employee performance, and the influence of total quality management on employee performance with t-statistics < t- table (0.220 < 2.58), (0.544 < 2.58), (0.866 < 2.58), and (0.553 < 2.58). From the results of this study it can be seen that there are still several factors that have not been able to provide a significant value on organizational performance in the PDAM Buleleng.

scholarly journals Unlocking the Relationship Between Talent Management Practices and Performance Sustainability in the Sports Industry

2021 ◽  
Vol 12 (3) ◽  
pp. 366-380
Author(s):  
Abdul Gaffar Khan ◽  
Somiron Banik ◽  
Md. Aftab Uddin ◽  
Syed Moudud-Ul-Huq
Keyword(s):  
Performance Management ◽  
Structural Equation ◽  
Management Practices ◽  
Deductive Reasoning ◽  
Talent Management ◽  
Total Sample ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Sports Industry

The present study investigated the effect of talent management practices on performance sustainability in the sports industry. The study used the deductive reasoning approach to predict new cricketer performance sustainability. The hypotheses were tested using partial least square structural equation modeling (PLS-SEM) techniques. The self-administered structured questionnaires were used to collect data. The total sample size was 270, which were collected from respondents playing in Bangladesh Premier League domestic and international matches. The results revealed that onboarding and engagement, player development, performance management, and strategic teamwork planning positively influence performance sustainability. However, the findings suggested that policymakers and other concerned authorities should implement this result to sustain players' performance continuously. This is the first paper that applies talent management practices to magnify performance sustainability.

Pharmaceutical Supply Chain Management Practices and Organizational Performance

2021 ◽  
Vol 14 (4) ◽  
pp. 20-35
Author(s):  
Musah Osumanu Doumbia ◽  
Iddrisu Awudu ◽  
Mariama Yakubu ◽  
Vinay Gonela
Keyword(s):  
Supply Chain ◽  
Supply Chain Management ◽  
Organizational Performance ◽  
Management Practices ◽  
Partial Least Square ◽  
Least Square ◽  
Pharmaceutical Supply Chain ◽  
Chain Management ◽  
Pharmaceutical Firms ◽  
The Relationship

The purpose of this paper is to use empirical data to examine the effect of supply chain management practices on organizational performance of pharmaceutical firms in a developing country. The conceptual model was based on supply chain management practices. Purposive sampling was used to gather data from cross section of pharmaceutical firms. Partial least square (PLS) structural equation modelling (SEM) approach was used to test the relationship among the constructs. The results show a strong statistically significant positive relationship between supply chain management practice and organizational performance. Supply chain performance was used as a mediating variable, but the result was inconsequential, and it had no effect on the relationship between supply chain management practices and organizational performance.

Assessing Impact of Human Capital, SRHRM and Employee Related Factors on Firm Performance

2019 ◽  
Vol 04 (02) ◽  
pp. 1850018 ◽  
Author(s):  
Udayan Chanda ◽  
Praveen Goyal
Keyword(s):  
Human Capital ◽  
Organizational Performance ◽  
Manufacturing Sector ◽  
Employee Performance ◽  
Employee Commitment ◽  
Partial Least Square ◽  
Least Square ◽  
Manufacturing Companies ◽  
Related Factors ◽  
Individual Level

In today’s competitive environment, the Indian manufacturing sector is feeling the need to develop new strategies to increase employee performance by improving the job satisfaction and reducing stress. Improving employee performance is one of the important drivers of the organization’s growth. In recent years, organizations are also investing a great deal on human capital to capitalize on employee productivity. The objective of this study is to identify and assess the association among different individual level factors and their impact on the organization performance in the Indian Manufacturing companies. Partial least square (PLS) approach was used to examine the relationships among various factors that lead to employee commitment and organizational performance. Results of this study can provide an important reference for both academicians and practitioners for effectively improving employee satisfaction, employee commitment to increase the economic performance of the organization.

scholarly journals Unlocking the Relationship between Talent Management Practices and Performance Sustainability in Sports Industry

2021 ◽  
Vol 12 (3) ◽  
pp. 0-0
Keyword(s):  
Performance Management ◽  
Structural Equation ◽  
Management Practices ◽  
Deductive Reasoning ◽  
Talent Management ◽  
Total Sample ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Sports Industry

The present study investigated the effect of talent management practices on performance sustainability in the sports industry. The study used the deductive reasoning approach to predict new cricketer performance sustainability. The hypotheses were tested using partial least square structural equation modeling (PLS-SEM) techniques. The self-administered structured questionnaires were used to collect data. The total sample size was 270, which were collected from respondents playing in Bangladesh Premier League, Domestic and International matches. The results revealed that onboarding and engagement, player development, performance management, and strategic teamwork planning positively influence performance sustainability. However, the findings suggested that policymakers and other concerned authorities should implement this result to sustain players' performance continuously. Meanwhile, this is the first paper that applies talent management practices to magnify performance sustainability.

scholarly journals Performance Management Practices: A Decisive Approach to Improve Employee Productivity

2021 ◽  
Vol 12 (3) ◽  
pp. 3318-3324
Author(s):  
Shalini Dixit Et.al
Keyword(s):  
Organizational Performance ◽  
Performance Management ◽  
Performance Appraisal ◽  
Management Practices ◽  
Reward System ◽  
Individual Performance ◽  
Primary Data ◽  
Employee Productivity ◽  
Appraisal System ◽  
Independent Variables

Performance management practices include various approaches to significantly assess the organizational performance and productivity. It includes critical analysis and evaluation of employees skills and knowledge to increase output at workplace which establishes culture of proper evaluation of individual performance i.e. directly linked with attainment of individual as well as organizational goal. With the changing dimensions of business operations performance of employees is ensured through involvement of strategic approaches which enables them to understand the required standards of performance and evaluation criteria to assess productivity with merits and demerits of learning and improving better alternatives which ultimately enhances the overall performance of organization. This study helps in critical assessment of various performance management practices and its effect on employee productivity in textile firms of Bhilwara city. The performance management practices comprised of employee appraisal system, training and development, reward system and feedback which all are considered as independent variables and dependent variable is defined as employee productivity. The research paper incorporates primary data collected through a structured questionnaire from a sample size of 100 respondents who worked at various managerial levels in textile firms. A descriptive research design is used for the analysis of data with the help of mean, standard deviation and regression analysis to accomplish the research objective of assessing the effect of independent variables performance appraisal, training & development, reward system and feedback on employee productivity. Various hypothesis are framed to test the results and draw inferences for the population. The study focuses on implementation of various approaches that can enhance employee productivity and develop a workforce through proper training and evaluation with the help of review and feedback mechanism and ensure growth of individuals as well as organization and fulfilment of organizational goals. The result is analysed through regression which helps in adoption of sustainable HR practices forced to rethink on decisions pertaining to employee productivity

scholarly journals IMPACT OF HALAL STANDARDS ON LOGISTIC EMPLOYEE PERFORMANCE

2021 ◽  
Vol 8 (3) ◽  
pp. 269-276
Author(s):  
Abdul Karim ◽  
Margono Setiawan ◽  
Nur Khusniyah Indrawati ◽  
Mugiono Mugiono
Keyword(s):  
Performance Management ◽  
Work Ethic ◽  
Work Motivation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Third Party ◽  
Analysis Technique ◽  
Islamic Work Ethic ◽  
And Performance

Halal market size was predicted to grow to 3.2 Trillion dollars in 2024. Many countries, including Indonesia, have a strategic plan for this huge market opportunity. The Indonesian government asked organisations that produce Halal products to adopt Halal Standards is compulsory. Still, there are many internal factors that organisations need to consider to begin the implementation. One of these factors is related to the diverse workplace and the performance of an employee. This research aims to understand and analyse the effect of Halal Standards and performance management on employee performance with work motivation as an intervening variable and Islamic work ethic as moderator. The data collection was captured by distributing a questionnaire to Third Party Logistic Halal certified floor staff employees in two centres of Halal Supply Chain in Indonesia located in West and East Java. These Halal centres are diverse religious workplaces. The sample determination is done through Random Sampling, and the analysis technique uses Partial Least Square (PLS). The results showed that Halal Standards, work motivation and performance management have a significant impact on Employees Performance. Work motivation mediated Halal Standards and performance management on employee performance, but Islamic work ethic is not a moderator between work motivation and employee performance. The results are also interesting because, even though Halal Standards are Islamic rule, there is no significant issue to adopt it on 3PL with a diverse religious workplace.

scholarly journals The Effect of Local Culture, Institutional Organizational Culture on Employee Performance and Customer Satisfaction with Services

2021 ◽  
Vol 4 (1) ◽  
pp. 1123-1134
Author(s):  
Rahmaddian Rahmaddian ◽  
Deni Surapto ◽  
Stefani Made Ayu A. K.
Keyword(s):  
Organizational Culture ◽  
Customer Satisfaction ◽  
Organizational Performance ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Local Culture ◽  
Equation Modeling ◽  
Work Culture ◽  
Satisfaction With Services

In this millennial era competition, there are many innovations to ensure the sustainability of a sustainable life in providing services to consumers, both products and services as expected by consumers. Therefore, it is necessary to have the quality of human resource performance to respond competitively in gaining market share. The success of high-performing employees is strongly influenced by innovative HR performance and organizational commitment and organizational citizenship behavior [Zhang, 2014]. To analyze local culture on organizational culture, to analyze organizational culture on organizational performance, to analyze employee performance on customer satisfaction with services. The method used in this research was quantitative descriptive strengthened by qualitative descriptive. The population of this study was all staffs of UPBJJ-UT. The sample and interview process were UPBJJ-UT which had local cultural characteristics. (Javanese Culture, UPBJJ-UT Yogyakarta, Sumatran Culture UPBJJ-UT Jambi / Pekanbaru, Timor Culture UPBJJ-UT Jayapura. The next analysis using the Hypothesis Tutorial in this study utilized the Partial Least Square (PLS) method. PLS is an alternative method of analysis with variance-based Structural Equation Modeling (SEM). The findings in this study are many other organizations formed in the local UPBJJ-UT, local culture and the dominant organizational culture of the company is work culture; although the culture has been formed and influenced by leaders and newcomers in influencing the existing work culture to support service satisfaction, because the nature of distance higher education is independence. According to this research, institutions need to re-evaluate their cultural values and try to communicate about local culture and organizational culture; In addition, the researcher also found that UPBJJ-UT staffs preferred local culture that had been applied to the organizational culture for the island of Java, the majority of which held tightly to Eastern culture, while samples in the eastern regions where the average employees were natively from other provinces and more dominant than local human resources.  

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