scholarly journals BUDAYA ORGANISASI DALAM PELAYANAN WISATAWAN MENGHADAPI ADAPTASI KEBIASAAN BARU (AKB) PADA PT. SARI ATER HOTEL & RESORT

2020 ◽  
Author(s):  
Iwan Henri Kusnadi ◽  
Ade Suparman ◽  
Ine Mariene
Keyword(s):  
Human Resources ◽  
Employee Performance ◽  
Performance Issues ◽  
Performance Problems

Perusahaan tanpa sumber daya manusia yang baik dalam strategi serta operasional tidak  akan mampu  mencapai  tujuan  perusahaan.  Berhasil  atau gagalnya  tujuan perusahaan tidak terlepas dari bagaimana kinerja karyawanya. Organisasi dituntut mempertahankan   karyawannya   agar   menghasilkan   kinerja   yang   baik   serta karyawan dapat mendedikasikan diri kepada organisasi di mana karyawan bekerja. Permasalahan kinerja karyawan masih menjadi permasalahan  serius bagi banyak perusahaan  baik dalam bidang manufaktur  ataupun j asa.  Salah satu perusahaan yang mengalami  masalah kinerja  yaitu PT.  Sari Ater Hotel dan Resort Subang. Adapun upaya yang dilakukan oleh PT. Sari Ater Hotel dan Resort Subang untuk meningkatkan kinerja yaitu dengan cara meningkatkan kemampuan kerja dan melakukan coaching kepada karyawannya.   Companies without human resources that are good in strategy and operations will not be able to achieve  company goals.  Success or failure of company  goals is inseparable from how their employees perform. The organization  is required to retain  its employees  to produce  good performance  and employees  so that they dedicate themselves to the organization in the workplace. Employee performance issues are still a serious problem for many companies, both in manufacturing and services. One of the companies that experiences performance problems is PT.  Sari Ater Hotel and Resort Subang. The efforts have been made by PT.  Sari Ater Hotel and Resort Subang to organization of culture; it is by increasing the workability and coaching to its employees.

PENGARUH KOMPENSASI, DISIPLIN KERJA DAN LINGKUNGAN KERJA TERHADAP KINERJA PEGAWAI PADA PUSAT PENGEMBANGAN SUMBER DAYA MANUSIA REGIONAL MAKASSAR

2020 ◽  
Vol 2 (1) ◽  
pp. 21-27
Author(s):  
Auliyah Fajar ◽  
Hasanuddin Remmang ◽  
Firman Menne
Keyword(s):  
Data Analysis ◽  
Linear Regression ◽  
Human Resources ◽  
Work Environment ◽  
Sampling Method ◽  
Employee Performance ◽  
Human Resources Development ◽  
Analysis Technique ◽  
Data Collection Technique ◽  
Development Center

Penelitian ini bertujuan untuk mengetahui dan menganalisis pengaruh kompensasi, disiplin kerja dan lingkungan kerja ter-hadap kinerja pegawai pada Pusat Pengembangan Sumber Daya Manusia Regional Makassar. Metode pengambilan sampel menggunakan sampling jenuh (sensus) terhadap seluruh pegawai yang berjumlah 49 orang. Teknik pengumpulan data yang digunakan adalah kuesioner dan teknik analisis data yang digunakan adalah regresi linear berganda dengan SPSS. Hasil penelitian ini menunjukkan bahwa kompensasi berpengaruh positif dan tidak signifikan terhadap kinerja pegawai, disiplin kerja berpengaruh positif dan signifikan terhadap kinerja pegawai dan Lingkungan kerja berpengaruh positif dan signifikan terhadap kinerja pegawai PPSDM Regional Makassar.   This study aims to determine and analyze the effect of compensation, work discipline and work environment on employee performance at the Makassar Regional Human Resources Development Center. The sampling method uses saturated sampling (census) of all 49 employees. The data collection technique used was a questionnaire and the data analysis technique used was multiple linear regression with SPSS. The results of this study indicate that compensation has a positive and not significant effect on employee performance, work discipline has a positive and significant effect on employee performance and The work environment has a positive and significant effect on employee performance PPSDM Regional Makassar.

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 ANALYSIS QUALITY OF HUMAN RESOURCES, WORK PROFESSIONALISM, AND COMMUNICATION AS SUPPORTING FACTORS FOR IMPROVING PERFORMANCE OF AVIATION TRAINING CENTER

2020 ◽  
Vol 10 (1) ◽  
pp. 1-12
Author(s):  
Agus Iwan Mulyanto
Keyword(s):  
Human Resources ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Simple Random Sampling ◽  
Multiple Linear Regression Analysis ◽  
Research Approach ◽  
Training Center ◽  
Aviation Training ◽  
Education And Employment

The quality of human resources, work professionalism, communication has an influence on the performance of education and employment center employees in airlines both partially and simultaneously. The research approach used in this study is a quantitative approach. The aviation training center population was 79 employees and 75 people were taken as respondents with the sampling method used was simple random sampling or simple random samples. The method of data analysis uses multiple linear regression analysis. The results of testing and analysis conducted stated that the quality of human resources has a positive and significant effect on employee performance, work professionalism has a positive and significant effect on employee performance and communication has a positive and significant effect on employee performance. Simultaneously the quality of human resources, work professionalism, and communication support 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 Employee Performance Measurements at ‘Aisyiyah Klaten Hospital using the Human Resources Scorecard approach

2021 ◽  
Vol 16 (1) ◽  
pp. 47-54
Author(s):  
Siti Kundariyah ◽  
Heru Kurnianto Tjahjono ◽  
Qurratul Aini ◽  
Winny Setyonugroho
Keyword(s):  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Process ◽  
Performance Indicators ◽  
Employee Performance ◽  
Financial Perspective ◽  
Customer Perspective ◽  
Process Perspective ◽  
Internal Business Process

Background: The rapid development of health services is a challenge for hospitals in facing the increasingly open and accessible competition. Good human resource management is needed to increase the productivity of an organization. One of the strategies to increase productivity and improve human resource management is to use an integrated and comprehensive employee performance measurement. This research measured employee performance using the Human Resources Scorecard (HRSC) approach based on several conditions. HRSC is a Balanced Scorecard with a Human Resources (HR) approach where Key Performance Indicators (KPI) are based on 4 (four) perspectives: Financial Perspective, Customer Perspective, Internal Business Process Perspective, and Learning and Growth Perspective. Method: This study used a quantitative approach with a cross-sectional survey research design. Data collection methods included questionnaires, document review, and Consensus Decision Making Group (CDMG). The research population was 256 employees of the ‘Aisyiyah Hospital Klaten.  Samples were determined using non-probability sampling technique with a purposive sampling method of 100 respondents. Results: The results showed that overall employee performance was good, with a score of 4.03. Based on Key Performance Indicators for each perspective, the internal business process perspective of employee performance was very good, with a score of 1.24. The financial perspective of employee performance was good with a score of 0.8, while the customer perspective of employee performance was good, with a score of 1.19. Finally, the learning and growth perspective of employee performance was good, with a score of 0.8. Conclusion: With the HRSC approach, the overall performance results of the ‘Aisyiyah Klaten Hospital employees were good.

scholarly journals Peran Kepemimpinan dalam Islam terhadap Kinerja Pegawai (Survey Implementasi fit-for-job Pada Praktik Kewirausahaan Santri di Rijan Swalayan Pacet Mojokerto)

2020 ◽  
Vol 2 (1) ◽  
pp. 15-36
Author(s):  
Slamet Wahyudi
Keyword(s):  
Human Resources ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Leadership Roles ◽  
Dominant Effect ◽  
Saturated Sample ◽  
The Subject ◽  
Operational Activities ◽  
Dominant Influence

Human resources are the most important assets in an organization because human resources have a role as the subject of implementing policies and operational activities of an organization. Every organization must pay attention to and empower its human resources properly so that the organization can develop. The objectives of this study are: 1) To determine whether organizing, directing and controlling simultaneously affects employee performance. 2) To determine whether organizing, directing and controlling partially affects employee performance. 3) To find out which of the three has a dominant influence among the leadership roles in Islam on employee performance. This research is an explanatory research. the population in this study was only 52 people. Another term saturated sample is census, where all members of the population are sampled. In this study the authors used multiple linear regression analysis techniques. technique, it is explained briefly between variables. From the analysis, it can be concluded that: 1) Organizing, directing and controlling simultaneously affects employee performance. 2) Organizing, directing and controlling partially influences employee performance. 3) Organizing has a dominant effect on employee performance.

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.

scholarly journals ANALISIS PENGARUH FAKTOR KARAKTERISTIK KEPRIBADIAN TERHADAP KINERJA KARYAWAN

2020 ◽  
Vol 13 (2) ◽  
pp. 168
Author(s):  
Mahmudatul Himma ◽  
Muhamad Muwidha
Keyword(s):  
Human Resources ◽  
Significant Influence ◽  
Employee Performance ◽  
Determination Coefficient

This research aimed is knowing and analyzing the effect of personality character on the employees’performance in PT PembangkitanJawa – Bali Unit Pembangkitan Brantas Karangkates. The data were collected through observation, questionnaires, interviews and documentation of employees in PT Pembangkitan Jawa – Bali Unit Pembangkitan Brantas of human resources with 28 employees as the sample. The analysis used simple inear regression. The results of the study show that personality character have a significant influence on employee performance. The result of R2 determination coefficient test was 0.442, meaning that the effect of personality character on the employee performance was 44.2%,and the remaining 55.8% was affected by other variables not discussed in this research

PENGARUH KOMPENSASI TERHADAP KINERJA KARYAWAN MELALUI DISIPLIN KERJA SEBAGAI VARIABEL INTERVERNING (Studi Kasus Pada Karyawan PT Telekomunikasi Indonesia, Tbk Witel Kediri)

2019 ◽  
Vol 5 (2) ◽  
pp. 216-225
Author(s):  
Andryane Rahmayuni ◽  
Mukaffi Zaim
Keyword(s):  
Data Analysis ◽  
Human Resources ◽  
Driving Force ◽  
Employee Performance ◽  
Sampling Technique ◽  
Good Work ◽  
Performance Support ◽  
Test Tool ◽  
Direct Compensation ◽  
Independent Variable

Human resources are the driving force of an organization in achieving its objectives. So that employees who have good performance are needed to achieve the goals set by the company. To achieve good performance, support from the company's leadership is needed for employees. Support given by the leader can be in the form of appropriate compensation as rewards for employee performance. In addition, good performance can also be formed by creating good work discipline. This study aims to determine how the direct or indirect effect of compensation on employee performance through work discipline as an interverning variable. The object of this research is the employees of PT Telekomunikasi Indonesia, Tbk Witel Kediri. The sample used in this study amounted to 45 people. The sampling technique used is the saturation sampling technique. The dependent variable in this study is employee performance (Y), the independent variable is compensation (X), and the interverning variable used is work discipline (Z). The data analysis test tool in this study uses Path Analysis. The results showed that direct compensation had a significant effect on employee performance at PT Telekomunikasi Indonesia, Tbk Witel Kediri. This can be seen from the significant value of 0.013 <0.05. The results of the study also showed that compensation indirectly had a significant effect on employee performance through work discipline. This can be seen from the significant value of 0.001 <0.05

Sign in / Sign up

Export Citation Format

Share Document