scholarly journals EFFECT OF IMPLEMENTATION OF HUMAN RESOURCES PRACTICES TO EMPLOYEES PERFORMANCE OF LOGISTIC COMPANIES IN BATAM

2020 ◽  
Vol 2 (1) ◽  
pp. 49
Author(s):  
Yuswardi Yuswardi
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Positive Contribution ◽  
And Performance ◽  
Recruitment And Selection ◽  
Structured Questionnaire

The aims of this paper is to explore the effect of recruitment and selection, compensation, training and performance appraisal on employee performance for employees in the context of logistics companies in Batam. In this study, at the first phase, a structured questionnaire was developed by using Likert 5 scale and applied on 300 respondents, who are currently working at different positions of logistics companies in Batam.   The study revealed that all the factors significantly create impact on the employees’ performance. This study can significantly contribute to the recruiters of human resources of different logistics companies, as it clearly demonstrates how positive contribution can be derived from the employees using appropriate strategies.

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 The Relationship between Training and Employee Performance: The Case of Mutare City Council, Zimbabwe

2014 ◽  
Vol 4 (4) ◽  
pp. 61 ◽  
Author(s):  
Wehnam Peter Dabale ◽  
Nelson Jagero ◽  
Mentline Nyauchi
Keyword(s):  
Human Resources ◽  
Business Strategy ◽  
Employee Performance ◽  
Human Resources Management ◽  
Sampling Technique ◽  
City Council ◽  
And Performance ◽  
Degree Of Association ◽  
The Relationship ◽  
And Training

The Success of failure of an organization depends on the quality of its human resources and training being an integral part of the strategy to integrate human resources management with an organizations business strategy, coming at the age where employees are beginning to realize that employers have the potential to be much more dynamic and beneficial to the organization. Hence, this study was aimed to determine the relationship between training and employee performance in Mutare City Council, Zimbabwe. Correlational research design was used in this study, with an attempt describe and measure the degree of association between performance and training. A total of one hundred and thirty two (132) respondents (91 males and 41 females) were selected from the employees (population), purposive sampling technique and structured questionnaire were used in data collection. Data was analyzed using quantitative techniques, including inferential statistics. It was established that there was strong positive relationship between training and performance of employees.  It was recommended that all stakeholders, be involved in one way or the other in training to enhance employee knowledge, skills, ability, competencies and behaviour. 

scholarly journals PENGUKURAN KINERJA KARYAWAN DENGAN HUMAN RESOURCES SCORECARD DI PONDOK PESANTREN ASSYAFIIYAH TAMBERU BATUMARMAR PAMEKASAN

2020 ◽  
Vol 5 (1) ◽  
pp. 23-30
Author(s):  
Faiqoh Bahjah Lailatus Siyami ◽  
Terisa Sapta Dasyanti
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Performance Indicators ◽  
Employee Performance ◽  
Educational Institution ◽  
Boarding School ◽  
Key Performance Indicators ◽  
Performance Measurement System ◽  
Board Performance ◽  
And Performance

Pondok Pesantren  (Islamic Boarding School) is one of the oldest pedagogical institutions in Indonesia. Pondok Pesantren Assyafiiyah is one of Islamic BoardingSchools located in the area of Madura. To be a productive Islamic Boarding School (i.e.a boarding school which fits the need of pesantren), Assyafiiyah Islamic Boarding School needs to measure the performance of the employee. In this case, it is known as Board Performance which involves human resources, strategy, and performance. To produce a superior educational institution, the implementation of Human Resource Scorecard method that has a positive and significant effect on the institution of Assyafiiyah Islamic Boarding School is very necessary. It is used as an analysis of human resource performance. It is expected that this kind performance measurement system (i.e. Human Resource Scorecard) is able to provide the best solution in improving employee performance. Try Out is given and conducted on the institution to measure the performance system achievemet of its human resources. Therefore, the Key Performance Indicators which does not reach the target can be discovered. In other words, such kind of Try Out can be used to analyze the necessary refinement and improvement of the Key Performance Indicators previously mentioned. Based on the status quo, there are two major problems in this research: 1) how is the mapping of Human Resourse Scorecard?; and 2) what are the factors influencing the optimalization of Board Performance in Assyafiiyah Islamic Boarding School through Human Resource Scorecard?

scholarly journals PERFORMANCE OF EMPLOYEES IN THE PROCUREMENT DEPARTMENT OF PT. PETROKIMIA: WORK EFFECTIVENESS, JOB SATISFACTION

2021 ◽  
Vol 5 (1) ◽  
Author(s):  
Djoko Soelistya ◽  
Agus Suharyanto ◽  
Eva Desembrianita ◽  
Mochamad Mochklas
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Quantitative Research ◽  
Employee Performance ◽  
Significant Positive Effect ◽  
Job Effectiveness ◽  
Work Effectiveness ◽  
And Performance ◽  
Service Procurement ◽  
Positive Effect

Expansion of PT. Petrokimia Gresik, which is getting bigger, requires large human resources as well. On the other hand, there is no permit for additional permanent manpower, while most of the human resources in the Procurement Compartment of PT. Peterokimia Gresik has entered its retirement period and there is no technology transfer for the migration of software used in the company, namely SAP software, so employee performance is ineffective. This study aims to analyze the effect of work effectiveness on employee satisfaction and performance, job satisfaction on employee performance. The research method used is quantitative research, with a population and sample of employees who are part of the Service Procurement Department and the Goods Procurement Department at PT. Petrokimia Gresik with a number of 50 respondents. All incoming and appropriate data will be analyzed by smartPLS. The results showed that work effectiveness has a significant positive effect on employee performance, job effectiveness has a significant positive effect on employee job satisfaction, job satisfaction has a positive but insignificant effect on employee performance and job satisfaction mediates the effect of work effectiveness on employee performance.

scholarly journals Generational Change, the Modern Workplace and Performance Appraisal: Why Changing Workplaces Need a Developmental Approach to Performance Appraisal

2018 ◽  
Vol 18 (5) ◽  
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Business Practices ◽  
Demographic Analysis ◽  
Generational Change ◽  
Developmental Approach ◽  
Career Pattern ◽  
Generational Changes ◽  
And Performance

The issue of generations in the workplace has garnered much attention since the beginning of the 21st century, but what is often missing from this discussion is an examination of the generational, work and career pattern changes that have occurred in the postwar era. This paper presents a demographic analysis of cultural/generational changes in tandem with an analysis of shifts in business practices and career patterns as these relate to the practice of performance appraisal. It concludes that a performance management process that adopts a developmental approach to improve future employee performance makes more sense in today’s workplaces given cultural/generational and career pattern shifts.

scholarly journals Employees’ Remuneration and Performance in Nigerian Breweries PLC

2019 ◽  
Vol 3 (1) ◽  
pp. 1-18
Author(s):  
Ogunyemi Joseph Kayode ◽  
Adewole Joseph Adeyinka ◽  
Akinde John Abiodun
Keyword(s):  
Employee Performance ◽  
Great Influence ◽  
P Value ◽  
Employee Productivity ◽  
Descriptive Research ◽  
Dependent Variables ◽  
Overall Performance ◽  
And Performance ◽  
The Relationship ◽  
Structured Questionnaire

This Study Aimed At Assessing The Effects Employees’ Remunerations On Productivity In The In Nigerian Breweries Plc. This Study Was Guided by three research objectives namely; to identify and discuss various forms of remuneration package in use, to examine the effects of remuneration packages on employees performance and to establish the relationship between improved remuneration and productivity in the Nigeria breweries. The study used descriptive research design. The population of this study consists of all staff working at the Nigerian Breweries PLC Ibadan. Sample of one hundred and twenty respondents were selected. A structured questionnaire was used to collect data from the respondents. The descriptive statistics employed include; frequencies and percentage and the relationship between independent and dependent variables were established using Pearson Product Moment Correlation coefficient with the use of (SPSS). The findings were presented using tables and figures. From the findings in the Hypothesis, the r= 0.509** was obtained. This is significant as the p-value greater than 0.05. This shows that there was a significant relationship between remuneration packages’ and employee performance. The findings also revealed that quick payment of remuneration has great influence on employees’ productivity. The study concluded that remuneration package such as overtime, constant remuneration payment, promotes morale and increase team cohesion. From this finding, it was recommended that, organization should continue providing security benefits to all employees, as it will positively influence employee productivity and raise overall performance in the all sectors. The study also recommends that the organization should continue providing health protection benefits to its employees since it will help them create a sense of loyalty and encourage their productivity in the economic sector. Organizations, especially Breweries PLC should review the current retirement package since a good retirement package will attract and retain employees in the organization and also improve their productivity.

scholarly journals Emotional Labour and Employee Performance Appraisal: The Missing Link in Some Hotels in South East Nigeria

2015 ◽  
Vol 8 (2) ◽  
Author(s):  
Igbojekwe ◽  
Poly A.
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Hotel Industry ◽  
Critical Factor ◽  
Quality Service ◽  
Job Description ◽  
Service Employees ◽  
Emotional Labour ◽  
And Performance ◽  
And Training

The main objective of this study was to determine if emotional labour has become a criterion in performance appraisal, job description, selection, and training schemes in the hotel industry in Nigeria. Our main assumption was that majority of hotel organizations have not built emotional labour into their human resources management schemes. Data were gathered by the use of structured questionnaires designed in Likert format, and interviews. The focus group was managers of the selected hotels. Analyses revealed that majority of the hotels have not built emotional labour into their human resources schemes particularly in the 1, 2, and 3-star hotels. It was observed that service employees of 1, 2, and 3-star hotels have not been adequately trained to perform emotional labour, a critical factor in quality service delivery. Managers of 1, 2, and 3-star hotels have not given serious thought to emotional labour as a critical factor in quality service delivery. The study revealed that suitability of an individuals characteristics is not being considered as a criterion for selection and performance appraisal for service employees. The implication of this is that, person-job-fit is not seriously considered. It was observed that there has been a disconnect between required emotional competency, its recognition, evaluation and training. Based on the findings of this study, it is concluded that selection, training, job description and performance appraisal instruments in use in hotels in Nigeria are inadequate. Human resource implications of the findings in this study are presented. It is recommended that hotel organizations should re-design and plan the emotional content and context of their human resources practices to reflect the emotional demands of frontline jobs in the hotel industry and the crucial role emotional labor plays during service encounters.

scholarly journals Employee Performance Assessment Decision Support Using Profile Matching Method Compared to Simple Additive Weight Addition at Dharma Buddhi University, Tangerang

bit-Tech ◽  
2019 ◽  
Vol 2 (1) ◽  
pp. 28-42
Author(s):  
Muhammad Subhana ◽  
Yakub Yakub
Keyword(s):  
Performance Evaluation ◽  
Decision Support ◽  
Human Resources ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Performance Ratings ◽  
Matching Method ◽  
Profile Matching ◽  
Weight Method ◽  
One Year

An employee performance evaluation of the Buddhist Dharma University is needed to see the potential of its human resources. To get an employee performance appraisal in one year requires a decision support system that is fast and measurable so that the information obtained is accurate. The method used in assessing employee performance uses profile matching and is compared with the SAW (simple additive weight) method so that the results can be properly compared. The purpose of employee appraisal is so that leaders can easily obtain information about employee performance ratings at Buddhii Dharma University. The results of the value using the profile matching method can be recommended for salary increases and positions of 4 employees. Which can be recommended for salary increases there are 17 employees and those who are not eligible for salary increases and positions are valued at 12 employees. And comparing with the Simple Additive Weight (SAW) method, there are 19 employees who are eligible to raise salaries and 14 employees who are not eligible to raise salaries and positions

scholarly journals Kompetensi, Komitmen Organisasi, dan Motivasi terhadap Kinerja Karyawan Verbasar Perum Peruri Karawang

2021 ◽  
Vol 18 (1) ◽  
pp. 77
Author(s):  
Nunung Nurhasanah ◽  
Panggita Inoprasetya
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Work Motivation ◽  
Employee Performance ◽  
Positive Contribution ◽  
Independent Variables ◽  
Total Influence ◽  
And Function ◽  
Performance Conditions ◽  
Role And Function

ABSTRACTHuman resources in the company have a very important role and function for the achievement of company goals. The success or failure of the company in achieving its goals is very much dependent on the ability of its human resources or employees. High employee performance can be achieved if all elements in the company are well integrated and able to carry out their roles. Employee performance conditions in this study as the dependent variable. While the independent variables are Employee Competence, Organizational Commitment and Motivation. The population in this study were 135 employees of the Verbasar Perum Peruri Section.The results of this study using path analysis state that the partial effect of competence on performance is 26.5%. This shows that competence has a positive contribution to performance. Partial effect of organizational commitment on performance amounted to 62.1%. This shows that organizational commitment has a positive contribution to performance. The partial influence of motivation on performance is 4.4%. This shows that motivation has a positive contribution to performance. Competence, Organizational Commitment and Motivation have an effect on performance with the sig value test criteria. (0.000) <α (0.05) and fcount (16.609)> t table (1.390), then H0 is rejected. Total Influence of Competence (X1), Organizational Commitment (X2) and Motivation (X3) has a contribution to Performance (Y) of 93.0% while the remaining 7% is the contribution of other variables (ε) which are not studied. Keywords                    : Employee Competence; Organizational Commitment; Work Motivation; Employee Performance.Correspondence to      : [email protected] ABSTRAK Sumber daya manusia di perusahaan memiliki nilai yang sangat tinggi peran dan fungsi penting bagi pencapaian tujuan perusahaan. Berhasil tidaknya perusahaan dalam mencapai tujuannya sangat bergantung pada kemampuan sumber daya manusia atau karyawannya. Kinerja karyawan yang tinggi dapat tercapai jika semua elemen dalam perusahaan terintegrasi dengan baik dan mampu menjalankan perannya. Kondisi kinerja pegawai dalam penelitian ini sebagai variabel terikat. Sedangkan variabel bebasnya adalah Kompetensi Karyawan, Komitmen Organisasi dan Motivasi. Populasi dalam penelitian ini adalah 135 karyawan Bagian Verbasar Perum Peruri. Hasil penelitian dengan menggunakan analisis jalur menyatakan bahwa pengaruh secara parsial kompetensi terhadap kinerja sebesar 26,5%. Hal tersebut menunjukkan bahwa kompetensi memiliki kontribusi yang positif terhadap kinerja. Pengaruh parsial komitmen organisasi terhadap kinerja sebesar 62,1%. Hal tersebut menunjukkan bahwa komitmen organisasi memiliki kontribusi yang positif terhadap kinerja. Pengaruh parsial motivasi terhadap kinerja adalah 4,4%. Hal tersebut menunjukkan bahwa motivasi mempunyai kontribusi yang positif terhadap kinerja. Kompetensi, Komitmen Organisasi dan Motivasi berpengaruh terhadap Kinerja dengan kriteria uji nilai sig. (0,000) <α (0,05) dan fhitung (16,609)> t tabel (1,390), maka H0 ditolak. Total Pengaruh Kompetensi (X1), Komitmen Organisasi (X2) dan Motivasi (X3) memiliki kontribusi terhadap Kinerja (Y) sebesar 93,0% sedangkan sisanya 7% merupakan kontribusi variabel lain (ε) yang tidak diteliti. Kata Kunci      : Kompetensi Karyawan; Komitmen Organisasi; Motivasi Kerja; Kinerja karyawan.

Sign in / Sign up

Export Citation Format

Share Document