scholarly journals Occupational stress and employee performance: A case study of plantation companies in Riau province

2018 ◽  
pp. 327-340 ◽  
Author(s):  
Eddy Irsan Siregar
Keyword(s):  
Occupational Stress ◽  
Employee Performance

scholarly journals Importance of staff training in hotel industry Case Study: Hotel Dukagjini

2011 ◽  
Vol 1 (2) ◽  
Author(s):  
MSc. Albana Gazija
Keyword(s):  
Staff Training ◽  
Qualitative Method ◽  
Employee Performance ◽  
Rapid Change ◽  
Hotel Industry ◽  
Global Competition ◽  
Personnel Training ◽  
Continuous Training ◽  
New Methods

In every business, independently of the activity, human resources are the most precious capital. In terms of global competition and rapid change, personnel training are essential. Every manager should be able to attract qualified and capable personnel, in order to use their skills in achieving organizational objectives. In a market economy where uncertainty is rather widespread, obtaining knowledge and information is becoming a source for creating competing advantages.One of the most important aspects in contemporary hotel industry is getting to know the new methods and techniques through training. Staff training is an important part in Human Resource Management, in order to improve employee performance, respectively it helps putting their skills to better use and specialization in their work. Application of an efficient training process has an important impact in increasing employee performance.     The aim of this study is to understand the importance of personnel training in hotel industry. The study includes the theoretical part for staff training, importance and benefits. The empirical part is composed by a qualitative method research of Hotel Dukagjini in Peja. The paper’s results have shown that management has a relatively good understan-ding of the importance of personnel training; the hotel may be in a favorable situation if the employees keep taking continuous training. 

scholarly journals Policy Analysis of Used Capital Fund of National Health Insurance (JKN) To Increase Employee Performance on Primary Healthcare (FKTP)Puskesmas in Pacitan

2021 ◽  
Vol 06 (01) ◽  
Author(s):  
Galuh Panji Rakasiwi ◽  
Keyword(s):  
Performance Evaluation ◽  
Health Service ◽  
Work Performance ◽  
Employee Performance ◽  
Group Discussion ◽  
Capitation Payment ◽  
Incentive Payment ◽  
Administrative Tasks ◽  
Depth Interviews

Under the ministerial regulation no 21/2016 the payment of JKN service to the FKTP used capitation payment system. The payment given to the primary care is in the form of health service payment (minimum 60%). The allocation is based on types of workforce (profession, administrative tasks, person in charge of programs, and years of service) and attendance. This study investigates the possibility of adding employee performance as a variable in giving health service point for employees at FKTP Puskesmas. This study is a qualitative study in nature using case study design. The data were collected through in-depth interviews, focus group discussion, and triangulation. Incentive payment increases the employee performance at work. The amount of incentives should line up with the employees performances. Incentives will not be effective if they are fixed and do not count the employees performances. In the ministerial regulation no 21/2016, healthcare service is not included as a variable in employee performance evaluation. The head of FKTP Puskesmas can use the results of employee performance evaluation to determine the amount of incentives received. One of the ways to improve employee performance is through reward and punishment system. Employee performance in Puskesmas can be increased by adding work performance evaluation as a variable capitation payment of BPJS Kesehatan to Puskesmas based on ministerial regulation (Permenkes) no 21/ 2016.

scholarly journals THE EFFECT OF INTERPERSONAL & PSYCHOLOGICAL CAPITAL COMMUNICATION ON EMPLOYEE PERFORMANCE (CASE STUDY AT PT. BANK DEF)

2019 ◽  
Vol 17 (2) ◽  
pp. 165
Author(s):  
Yudi Susworo
Keyword(s):  
Interpersonal Communication ◽  
High Performance ◽  
Psychological Capital ◽  
Employee Performance ◽  
Positive Influence ◽  
Sampling Techniques ◽  
Clerical Staff ◽  
Performance Variables ◽  
Minimum Work

<p>The research objectives include, first, to analyze the effect of interpersonal communication on employee performance, second. To analyze the influence of psychological capital on employee performance, third. To analyze the influence of interpersonal communication and psychological capital on employee performance</p><p>In this study, researchers used sampling techniques, while the population was all clerical / staff and officer level employees spread across 5 main offices and branches in the Jabodetabek area, the total questionnaire distributed was 200 respondents with the criteria being clerical / staff and officers who were not serving as unit, department or division leader. With a minimum work period of 1 month</p><p>The results of this study researchers found a significant and positive influence between interpersonal communication variables on performance variables. There is a psychological capital effect on employee performance. Psychological capital makes employees committed to high performance. Leadership interpersonal communication and psychological capital together have an influence on employee performance.</p>

scholarly journals Aplikasi Penentuan Tunjangan Kinerja dan Rekomendasi Pegawai Universitas Singaperbangsa Karawang

2019 ◽  
Vol 3 (3) ◽  
pp. 191
Author(s):  
Aldi Jakaria ◽  
Ade Andri Hendriadi ◽  
Nina Sulistiyowati
Keyword(s):  
Decision Making ◽  
Employee Performance ◽  
Multiple Attribute Decision Making ◽  
Development Life Cycle ◽  
Multiple Attribute ◽  
Waterfall Model ◽  
Definition Of ◽  
The University

Universitas Singaperbangsa Karawang does not yet have a system and criteria for assessing the performance of non-P3K employees. Currently the staffing office at the University of Singaperbangsa Karawang does not yet have a way to determine how an employee is entitled to a Performance Allowance. Based on these facts, a website-based employee performance allowance information system will be created with a case study of the staff of the singaperbangsa karawang university. The system to be built includes the definition of criteria, data processing to become the best employee recommendation / promotion and determination of Employee Performance Allowances. The methodology used is software engineering and uses the Software Development Life Cycle (SDLC) method with the waterfall model because it is in accordance with the research that will be carried out with a relatively short stage of system usage. The calculation process is done by using the method of fuzzy multiple attribute decision making with weighted product because this method determines the weight value for each attribute, then proceed with a ranking process that will select the best alternative from a number of alternatives. The system created can provide information about the amount of employee performance benefits and recommendations for promotion for employees. After evaluating the user, this system gets a response that is easy to understand and easy to understand on each menu on the system. Looking at the benefits of this system is useful when it will provide performance allowances to employees and at the time will determine the employees who are reconditioned for promotions. The design of employee recommendation decision support systems using fuzzy multiple attribute decision making is done by completing the weighted product to produce alternatives after verification with the existing data getting 60% accuracy.

scholarly journals Pengaruh Stres Kerja Terhadap Kinerja Karyawan PT Perkebunan Nusantara VIII Kebun Tambaksari

2020 ◽  
pp. 163-178
Author(s):  
Silvy Sondari ◽  
Iwan Henri Kusnadi ◽  
Ade Suparman
Keyword(s):  
Occupational Stress ◽  
Work Stress ◽  
Quantitative Methods ◽  
Employee Performance ◽  
Tea Plantation ◽  
Working Stress ◽  
Target Company ◽  
Survey Approach

Penelitian ini didasarkan pada potensi Perkebunan Teh yang berada di Kabupaten Subang, PT Perkebunan Nunsatara VIII Kebun Tambaksari merupakan salah satu pekebunan yang ada di Kabupaten Subang. Setiap perusahaan tentu memiliki Target dalam mencapai tujuan yang telah ditentukan. Tidak terealisasinya hasil produksi sesuai dengan target yang diharapkan merupakan salah satu permasalahan yang terjadi di PT Perkebunan Nusantara VIII Kebun Tambaksari. hal ini diduga disebabkan oleh stres kerja yang tinggi. Stres kerja bisa berpengaruh Terhadap Kinerja, tetapi tidak selalu berdampak negatif ketika individu dapat mengelola stres tersebut maka stres kerja akan bernilai positif. Metode yang digunakan dalam penelitian ini berangkat dari titik tolak permasalahan yang terjadi sehingga penelitian ini menggunakan metode kuantitatif,dengan pendekatan survei untuk menjelasakan mengenai pengaruh stres kerja dan kinerja karyawan. serta instrumen penelitian yang digunakan dengan menyebarkan kusioner dengan jumlah respoden sebanyak 73 karyawan. Berdasarkan hasil penelitian menunjukan bahwa stres kerja berpengaruh positif dan signifikan terhadap kinerja karyawan PT Perkebunan Nusantara VIII Kebun Tambakasari. Dilihat dari hasil analisis bahwa stres kerja berpengaruh sebesar30,1% terhadap kinerja karyawan. Namun pada saat observasi dilakukan bahwa stres kerja bukan merupakan faktor utama yang menyebabkan tidak tercapainya target perusahaan, tetapi iklim kerja yang tidak mendukung dalam proses pekerjaan.   This research is based on the potential of tea plantation in Subang Regency, PT Perkebunan Nunsatara VIII Kebun Tambaksari is one of the gardening in Subang Regency. Each company certainly has its Target in achieving a predetermined goal. Unrealized production in accordance with the target is expected one of the problems that occur in PT Perkebunan Nusantara VIII Kebun Tambaksari.This is thought to be caused by high working stress. Working stress can have an effect on performance, but it does not necessarily negatively impact when individuals can manage those stress then work stress will be of positive value. The method used in this research departs from the point of decline of problems that occur so that this research uses quantitative methods, with a survey approach to explain the influence of occupational stress and employee performance. and research instruments used by spreading the questionnaire by a total of 73 respoden. Based on the results of the study showed that the work stress is positive and significant to the performance of employees of PT Plantation Nusantara VIII KebunTambakasari. Judging from the results of the analysis that the work stress affects 30.1% of employee performance. But at the time of observation is done that work stress is not a major factor that leads to not achieving the target company, but the working climate is not supportive in the job process.

scholarly journals The Influence Of Dual Role Confectionary And Work Environment On Employee Performance

2021 ◽  
Vol 2 (2) ◽  
pp. 97-109
Author(s):  
Vina Sahnia Fitri ◽  
Eti Arini
Keyword(s):  
Role Conflict ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Dual Role ◽  
Multiple Role ◽  
Descriptive Research ◽  
Using Data ◽  
Quantitative Descriptive ◽  
Air Circulation

HR is perhaps the most decisive asset for organizational prosperity. In today's era of globalization being enforced by today's rapidly increasing knowledge and innovation, advice is progressively blurring the limitations of the types of work for people. The title of thiis researrch is The Effect of Multiple Role Conflict and Worrk Enviironment on Emplloyee Perforrmance (Case Study of Employee Indomaret, Bengkulu City). Thiis type of researrch is a quantitative descriptive research type, the object of this research is per Indomaret area in the city of Bengkulu, namely the Hybrid area, Panorama, West Circle, KM 6.5, Derivation, Padang teak, Tanah Broken, Suprapto, Rawa makmur and Kampung Bali. With the metthod of collectiing datta by means of observation, distributing questionnaires or questionnaires. The number of respondents in thiis sttudy were 50 people. By using data analysis techniques using Multiiple Liinear Regressiion Analysiis Test, and Hypothesis Test, namely test t and test f.The resullts of thiis sttudy can be concluded that the multiple role conflict variable has a negative and signifiicant effeect on employee performance, meaning that employee performance can increase if the dual role conflict can be suppressed or reduced, while the worrk enviironment variiable has a posiitive and signifiicant efefect on employee performance, meaning that employee performance can increase. if the workplace has a safe and comfortable environment and is supported by good air circulation.

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