scholarly journals Pelaksanaan Promosi Jabatan Guna Mendorong Peningkatan Prestasi Kerja Karyawan PT. Berkah Handelar Qualitama

2021 ◽  
Vol 3 (2) ◽  
pp. 156-169
Author(s):  
Farah Chalida Hanoum ◽  
Ria Kusumaningrum
Keyword(s):  
Human Resources ◽  
Social Welfare ◽  
Social Status ◽  
Small Company ◽  
Large Company ◽  
A Company

  Every company that is established must have a goal that the company wants to achieve, namely seeking profit and improving employee social welfare. The company's success in achieving these goals depends on whether the company has quality human resources so that it is able to manage other resources properly. Therefore, human resources must be handled properly. Human resources are one of the biggest or most important assets for any company, be it a large company or a small company, therefore it is necessary to establish a division or division within a company that specifically handles these human resources, so that these human resources can be considered. specifically by the company. Promotion has an important role for every employee, because promotion means that the company has the trust and recognition of the ability and ability of the employee to hold a higher position. Thus promotion will generate motivation that encourages employees to actively participate in a company in order to get opportunities to advance, better social status, authority and responsibility as well as greater income for these employees.

EVALUASI ATAS PENGENDALIAN SISTEM INFORMASI AKUNTANSI PENJUALAN PADA PT PENGELOLA PUSAT PERDAGANGAN CARINGIN UNTUK MENGUKUR EFEKTIVITAS DAN EFISIENSI PENGELOLAAN PENDAPATAN LISTRIK

2018 ◽  
Vol 1 (2) ◽  
pp. 1-10
Author(s):  
Nano Suyatna
Keyword(s):  
Human Resources ◽  
Human Error ◽  
Accounting Information ◽  
Good Control ◽  
Accounting Information System ◽  
Accounting Information Systems ◽  
Payment Methods ◽  
Reasonable Cost ◽  
Financial Transactions ◽  
A Company

In an effort to improve electricity services to customers, there needs to be a balance between the supply of electricity and revenue. Payment methods made by the Perusahaan Listrik Negara (PLN) use Postpaid and Prepaid methods. Because services with postpaid methods better meet customer satisfaction, this method is chosen. Sales Accounting Information System is an information technology-based accounting application to support financial transactions in a company to run faster, more precisely and accurately at a reasonable cost. In its operation, it takes competent human resources to not be a source of problems (human error) and adequate infrastructure. To overcome the obstacles that will arise, whether triggered by the application or by the human resources themselves, it is necessary to control both aspects. Based on this research it shows that the application  of  Sales Accounting Information Systems and existing human resources is sufficiently supportive  and  reliable  in  supporting the creation of good control as it is proven that the level of acceptance of sales targets is realized effectively and efficiently.    

COACHING CORE COMPETENCIES AS THE KEY SOFT SKILL FOR SUCCESSFUL HUMAN RESOURCES MANAGEMENT

2017 ◽  
Author(s):  
Serhii Kubitskyi ◽  
◽  
Oksana Chaika ◽  
Keyword(s):  
Transformational Leadership ◽  
Human Resources ◽  
Core Competencies ◽  
Human Resources Management ◽  
Soft Skill ◽  
Leadership Model ◽  
Resources Management ◽  
Hr Management ◽  
Or Organization ◽  
A Company

This paper aims at considering the well-known triad of What? How? Why? somewhat anew by suggesting looking at transformational leadership for successful human resources management through the lens of coaching core competencies as the key soft skill. Arising as the strategic approach to the effective management of people, well-thought human resources management that rests on a leadership model definitely enables management of a company or organization to move ahead of the curve and gain a firm foothold in the job market. The transformational leadership model fits the framework of the research and links to the contrastive line between management and leadership.It is emphasized that management processes focus on (i) maintaining and (ii) improving performance at work, on the one hand, and on the other, unlike management, the transformational leadership model focuses on the benefits of visionary thinking and bringing about change. Following the goal in the subject matter associated with successful HR management, the Golden Circle of What? How? Why?introduced by Simon Sinek finds its way in the description analysis. The Why? sectionopens the idea for successful HR managementto move further to What?section and is accompanied with How? section in the end. The final part of the findings embodies 11 current core competencies of coaching, which illustrate how the ways of implementing the soft skills in workplace may increase HR performance, enhance seamless communication among employees and management, drive change and welcome innovation.The four objectives for successful HR management: (i) drive change within a company or organization, (ii) encourage and motivate people for personal and corporate growth and development, (iii) employ innovation including modern technologies, and (iv) lead by example, correspond to the four cornerstones in the framework for successful company or organization management via transformational leadership. They are: (i) create an inspire vision of the future for the company’s (organization’s) employees, (ii) motivate the staff to live by and deliver the vision, (iii) manage delivery of the vision, (iv) attract and retain high-class professionals and young talents, build up strong and competitive teams, create and grow ever-stronger, trust-based relationships with the employees. The toolkit of ways, techniques and approaches may derive from the current core competencies in coaching that can be groupedsimilarly to the ICF ones as follows: (i) foundation, (ii) co-creating the relationship, (iii) communicating effectively, and (iv) cultivating learning and growth.

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.

PEMILIHAN KARIR PADA PEGAWAI GENERASI MILLENIAL (STUDI KASUS : PEGAWAI PT XYZ)

2021 ◽  
Vol 8 (2) ◽  
Author(s):  
FEBRU RADHIANJAYA
Keyword(s):  
Qualitative Research ◽  
Human Resources ◽  
Career Choice ◽  
Millennial Generation ◽  
Career Selection ◽  
Interview Method ◽  
Dominating Number ◽  
Two Factors ◽  
A Company

PT XYZ is a company engaged in the field of production and services that has Human Resources spread throughout Indonesia. In this study, the object of observation is the employee in the East Java Unit which has a total of 2,300 personnel with the composition of the Millennial Generation (born 1981-1994) of 51% as the dominating number of employees in PT XYZ. The results of an interest survey conducted on 698 structural employees at the Basic Supervisor level (managerial type career) at PT XYZ East Java Unit, showed that 25% or 171 employees of the millennial generation chose functional careers (type of expertise). This phenomenon is then explored further in the research objectives, namely what factors influence career selection in millennial generation employees. This research is a qualitative research that uses the interview method. The result is that there are two factors that influence career choice, namely responsibility and type of work.   Keywords : Millenials, Careers, Qualitative

scholarly journals Analysis of Company Human Capital Network Based on the Cellular Automation

2016 ◽  
Vol 11 (5) ◽  
pp. 244
Author(s):  
Zirong Zhuo ◽  
Zhiwei Cheng ◽  
Yangzhou Lai ◽  
Ziyue Chen
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resource ◽  
Indicator System ◽  
Vacancy Rate ◽  
Resource Network ◽  
Cellular Automation ◽  
Human Cost ◽  
Value Model ◽  
A Company

In the age of knowledge economy, human resource is among the most important resources for enterprises, in that it forms the unique value of human resources which plays an indispensable role in the production and operating activities. Well managed human resources can effectively promote efficiency and thus create more social values. Therefore, it has aroused wide attention in academia. The thesis first establish the human capital value model and the human cost value model, based on which the thesis established the basic framework of enterprise human capital network. Then, simulation calculation from three aspects of human resource network were carried out with the cellular automation model. Firstly, we simulated the dynamic process of the change of personnel and got the evaluation model of the human cost in the future two years of a company, which can provide reference for company cost control. Secondly, the simulation mainly focused on checking whether under high staff churn rate, a company can still maintain certain number of employees. Thirdly, we simulated the healthy status of the human resource network under certain situations. Finally, We concluded that higher staff churn rate can lead to higher vacancy rate, which will lower the efficiency of companies .The thesis also explored with the model sensitivity analysis the benefit effect over human resource network by increasing recruits, indicating that increasing recruits can decrease the vacancy rate and improve the health status of the human capital network and based on the reality, we put forward the improvement direction of the model in indicator system aspect.

scholarly journals Pengaruh Jaminan Kesehatan Kerja Dan Kompensasi Finansial Terhadap Motivasi Kerja Pegawai (Studi Pada Dinas Pemadam Kebakaran Dan Penanggulangan Bencana Kota Bandung)

2020 ◽  
Vol 2 (1) ◽  
pp. 41-47
Author(s):  
Lukman Hakim
Keyword(s):  
Regression Analysis ◽  
Health Insurance ◽  
Occupational Health ◽  
Human Resources ◽  
Research Method ◽  
Work Motivation ◽  
Fire Department ◽  
Descriptive Statistics ◽  
Increase Productivity ◽  
A Company

ABSTRACT: Human resources' existence plays a significant role in the success of a company, so many companies realize that human resources in the company can provide a competitive advantage. In the company of labor is the motor of the company, the assets of the company, which is an investment for a company to increase productivity. As a company asset, the welfare guarantee given by the company to workers or employees is an obligation that must be adjusted to their needs. Also, to realize the goals of the company, of course, there needs to be compensated as one of the motivations for employees In this study, the author used a research method based on descriptive statistics with a quantitative approach. The sample in this study consisted of 30 employees of the Bandung City Fire Department. The analysis used was multiple regression analysis. Based on the results of the study, it was found that the Occupational Health Insurance and Financial Compensation jointly had an effect of 85.8% on employee work motivation. The remaining 14.2% caused   ABSTRAK: Keberadaan sumber daya manusia memiliki peranan besar bagi kesuksesan sebuahperusahaan, sehingga banyak perusahaan menyadari bahwa unsur manusia dalam perusahaan itu dapat memberikan keunggulan daya saing. Di dalam perusahaan tenaga kerja merupakan motor penggerakperusahaan, aset perusahaan yang merupakan investasi bagi suatu perusahaan untuk meningkatkan pruduktivitas. Sebagai aset perusahaan, maka jaminan kesejahteraan yang diberikan oleh perusahaan terhadap buruh atau karyawan adalah kewajiban yang harus disesuaikan dengan kebutuhannya. Selain itu guna mewujudkan tujuan perusahaan, tentu perlu adanya kompensasisebagai salah satu motivasi bagi para karyawan Dalam penelitian ini Penulis menggunakan metode penelitian berdasarkan statistik deskriptif dengan pendekatan kuantitatif, sample dalam penelitian ini sebanyak 30orang pegawai Dinas Pemadam Kebakaran Kota Bandung, analisis yang digunakan yaitu analisis regresi berganda. Berdasarkan hasil penelitian diketahui Jaminan Kesehatan Kerja Dan Kompensasi Finansial secara bersama-sama berpengaruh sebesar 85,8% terhadap motivasi kerja pegawai. Adapun sebesar 14,2% sisanya disebabkan oleh variabel-variabel lain diluar variabel tersebut yang tidak dilibatkan dalam penelitian ini.

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 Corporate Responsibility towards employees–Raben Group

2021 ◽  
pp. 187-192
Author(s):  
Natalia Jankowska
Keyword(s):  
Sustainable Development ◽  
Human Resources ◽  
Human Resources Management ◽  
Employee Development ◽  
Work Life ◽  
Life Balance ◽  
External Stakeholders ◽  
Development Goals ◽  
A Company

Human capital management in an organisation is one of the key areas of company success and its competitive advantage, particularly in a service company such as Raben (Zając, 2014). As an entity operating in the Transport Forwarding Logistics (TFL) sector, its decisions in the area of human resources management depend on industry factors. This is evidenced, among others, by the structure of employees. The aim of this case study is: first, to draw attention to the problems that companies operating in specific sectors may face. The second goal is to identify their ability to implement the concept of a company responsible to employees. The company strives to take the goals set by the United Nations (SDGs) into account. These include taking care of appropriate employment structure, ensuring employee development, ensuring diversity, caring for work-life balance as well as safety in the workplace, and building relations with external stakeholders. The specificity of the industry in which the presented company operates makes it pursue a number of Sustainable Development Goals—both with regard to employees and in terms of environmental protection. Some need to be adapted accordingly.

scholarly journals Risk analysis of production process for food SMEs using FMEA method: a case study

2021 ◽  
Vol 331 ◽  
pp. 02010
Author(s):  
Prima Fithri ◽  
Muhammad Rafi ◽  
Pawenary ◽  
A. S. Prabuwono
Keyword(s):  
Human Resources ◽  
Production Process ◽  
Critical Value ◽  
Risk Priority Number ◽  
Effect Analysis ◽  
Increase Productivity ◽  
Fmea Method ◽  
Bread Production ◽  
A Company

The increasing development of the industry makes every industry have to compete with other competitors to gain an edge. The advantages of competition are influenced by several factors, one of which is good human resource management. Where if a company has good human resources, it will increase profits indirectly and can increase productivity. This research discusses case studies about the potential dangers of IKM Heppy Bakery’s potential dangers that can harm workers in bread production. The method used is Failure Mode And Effect Analysis (FMEA). Later, the data will be filled and given a rating distinguished into three parts: severity, occurrence, and detection. The data were obtained through questionnaires given to 3 workers at IKM Heppy Bakery and filled in rating values based on the provisions that have been given to the questionnaire. This Value helps determine the Risk Priority Number (RPN) obtained from multiplication between severity, occurrence, and detection. After processing the RPN multiplication data, the highest RPN value was obtained by 193 with the danger factor of the operator overheating and dehydrating due to high temperatures. Furthermore, the calculation of critical Value was obtained by 109. Based on the critical Value obtained seven hazard factors above the critical value, these seven hazard factors need to be improved so that workers do not avoid accidents when conducting the production process.

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.

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