scholarly journals Program Pemberian Kompensasi Pegawai Dalam Mendukung Tujuan Organisasi

2021 ◽  
Vol 21 (2) ◽  
pp. 130-139
Author(s):  
Sunarta Sunarta
Keyword(s):  
External Environment ◽  
Family Needs ◽  
Planning Program ◽  
Organizational Goals ◽  
Organizational Policies ◽  
Training Costs ◽  
Routine Work ◽  
Direct Compensation ◽  
And Performance ◽  
And Training

Abstract Compensation programs need to be aligned with organizational policies and objectives. This article is a literature review on employee compensation programs in support of organizational policies and goals. Organizations can use a combination of fixed-variable compensation, direct-indirect compensation according to organizational goals. Fixed compensation is more appropriate for routine work, whereas variable compensation is more appropriate for behavioral incentives and performance-based management. The amount of direct compensation will provide autonomy for employees in spending their family needs, however, it does not guarantee employees to allocate it, such as for: education and training costs, sports, health insurance, old age insurance, recreation. These costs are more suitable for indirect compensation. Organizations can consider the amount of compensation both in planning, evaluation through several factors, namely internal employees, organizational environment, and external environment.   Keyword: planning program, compensation, fixed-variable compensation, and organization.

Program Pemberian Kompensasi Pegawai Dalam Mendukung Tujuan Organisasi

2021 ◽  
Vol 21 (2) ◽  
pp. 112-121
Author(s):  
Sunarta Sunarta
Keyword(s):  
External Environment ◽  
Family Needs ◽  
Planning Program ◽  
Organizational Goals ◽  
Organizational Policies ◽  
Training Costs ◽  
Routine Work ◽  
Direct Compensation ◽  
And Performance ◽  
And Training

Abstract Compensation programs need to be aligned with organizational policies and objectives. This article is a literature review on employee compensation programs in support of organizational policies and goals. Organizations can use a combination of fixed-variable compensation, direct-indirect compensation according to organizational goals. Fixed compensation is more appropriate for routine work, whereas variable compensation is more appropriate for behavioral incentives and performance-based management. The amount of direct compensation will provide autonomy for employees in spending their family needs, however, it does not guarantee employees to allocate it, such as for: education and training costs, sports, health insurance, old age insurance, recreation. These costs are more suitable for indirect compensation. Organizations can consider the amount of compensation both in planning, evaluation through several factors, namely internal employees, organizational environment, and external environment.   Keyword: planning program, compensation, fixed-variable compensation, and organization

scholarly journals Penilaian Efektivitas Pelatihan Bagi Peningkatan Prestasi Kerja Karyawan (Penelitian pada 100 Orang Karyawan Swasta di Kota Pontianak)

2019 ◽  
Vol 4 (1) ◽  
pp. 79
Author(s):  
Pasifikus Maisirata
Keyword(s):  
Work Performance ◽  
Employee Training ◽  
Education And Training ◽  
Work Skills ◽  
Organizational Goals ◽  
Training Policy ◽  
And Performance ◽  
The City ◽  
Work Knowledge ◽  
And Training

<p>Training is a systematic process of changing the behavior of employees in a direction to improve organizational goals. Quality employees are not created by themselves. Education and training is one of the important tools in supporting the improvement of work performance of employees. Education and training not only adds knowledge but can also improve work skills and will ultimately affect productivity improvements. The purpose of the company is to improve the quality and performance of its employees. Therefore, the Company engages its employees in training in the hope of bringing positive changes to the company. In this study the authors used descriptive methods. Data collection techniques used were observation, questionnaires, and documentary studies. The population in this study included private employees who worked in the city of Pontianak. Because the population in this study is less than one hundred, the entire population is sampled. The conclusion in this study is that the employee training policy of the employees studied in the city of Pontianak has been running well. Where in the employee training policy an overview of the work, knowledge, skills and expertise in the work is given.</p>

scholarly journals Pacing in Time-Limited Ultramarathons from 6 to 24 Hours—The Aspects of Age, Sex and Performance Level

2021 ◽  
Vol 13 (5) ◽  
pp. 2705
Author(s):  
Hagen Deusch ◽  
Pantelis T. Nikolaidis ◽  
José Ramón Alvero-Cruz ◽  
Thomas Rosemann ◽  
Beat Knechtle
Keyword(s):  
Analysis Of Variance ◽  
Coefficient Of Variation ◽  
Training Programs ◽  
Performance Level ◽  
Running Speed ◽  
And Performance ◽  
Main Effects ◽  
And Training ◽  
Age And Sex

(1) Background: Compared with marathon races, pacing in time-limited ultramarathons has only been poorly discussed in the literature. The aim of the present study was to analyze the interaction of performance level, age and sex with pacing during 6 h, 12 h or 24 h time-limited ultramarathons. (2) Methods: Participants (n = 937, age 48.62 ± 11.80 years) were the finishers in 6 h (n = 40, 17 women and 23 men), 12 h (n = 232, 77 women and 155 men) and 24 h (n = 665, 166 women and 409 men) ultramarathons. The coefficient of variation (CV), calculated as SD/mean, was used to described pacing. Low scores of CV denoted a more even pacing, and vice versa. A two-way analysis of variance examined the main effects and interactions of sex and race duration on age, race speed and pacing. (3) Results: More men participated in the longer race distances than in the shorter ones and men were older and faster than women. Comparing the 6 h, 12 h and 24 h races, the finishers in the 6 h were the fastest, the finishers in the 12 h were the oldest and the finishers in the 24 h showed the most variable pacing. Furthermore, the faster running speed in the 12 h (women, r = −0.64; men, r = −0.49, p < 0.001) and the 24 h (r = −0.47 in women and men, p < 0.001) was related to less variable pacing. (4) Conclusions: These data might help runners and coaches to choose the the proper duration of a race and training programs for their athletes.

scholarly journals Cultivating the Ethical Repertoires of Behavior Analysts: Prevention of Common Violations

2021 ◽  
Author(s):  
Lisa N. Britton ◽  
Amy A. Crye ◽  
Linda K. Haymes
Keyword(s):  
Behavior Analyst ◽  
Ethical Culture ◽  
Behavior Analyst Certification Board ◽  
Ethical Violations ◽  
Supervision Process ◽  
Organizational Perspective ◽  
Behavior Analysts ◽  
And Performance ◽  
Supervision And Training ◽  
And Training

AbstractViolations of the Professional and Ethical Compliance Code for Behavior Analysts occur despite coursework, supervision, and training. In this discussion, we highlight the most common violation categories identified: (a) improper or inadequate supervision/delegation, (b) failure to report/respond to the Behavior Analyst Certification Board (BACB) as required, and (c) professionalism/integrity. The specific areas addressed under supervision/delegation involve behavior analysts’ standards and performance as supervisors, as well as compliance with coursework. For failure to report, the focus is on responding, reporting, and providing updated information to the BACB in a timely manner. Finally, the section on professionalism and integrity addresses multiple code elements, including integrity, professionalism, and scientific relationships, as well as methods for promoting an ethical culture and decisions involving ethical violations by others. Importantly, we provide guidance on the structure and organization of supervision, methods and guidelines regarding reporting, and rubrics to shape and evaluate professionalism and integrity. We provide recommendations for the supervision process and for practitioners from the organizational perspective so that the organization supports and promotes an ethical culture.

scholarly journals Is “transgenerational response” a hidden cause of failed corporate turnarounds and chronic underperformance?

2017 ◽  
Vol 45 (3) ◽  
pp. 23-29
Author(s):  
John Oliver
Keyword(s):  
Financial Performance ◽  
Case Studies ◽  
Corporate Culture ◽  
Ceo Turnover ◽  
Business Leaders ◽  
Adaptive Responses ◽  
Content Type ◽  
Organizational Policies ◽  
And Performance

Purpose CEO turnover and chronic corporate underperformance are examined through the lens of Transgenerational Response. Design/methodology/approach The criteria for investigating Transgenerational Response in corporations consisted of identifying a Critical Corporate Incident, the number of corporate generations and the resultant corporate financial performance. Findings The evidence presented in the case studies illustrates how a Critical Corporate Incident has produced the consequential effect of chronic financial performance in the years following the incident. Research limitations/implications These case studies have not presented the “actual” adaptive responses, inherited attitudes and behaviours that have subsequently embedded themselves in a new corporate culture, post the Critical Corporate Incident, to the detriment of the long-term health and performance of each firm. Practical implications Examining CEO turnover and chronic corporate underperformance through the lens of Transgenerational Response means that business leaders can identify how a historic event has affected the performance of their firm in subsequent generations. With this knowledge in hand, they will be able to examine the inherited attitudes and behaviours, organizational policies, strategy and adaptive cultural routines that have combined to consolidate the firms chronic under performance. Originality/value This is a highly original, evidence based, idea that has the potential to reshape our current understanding of CEO turnover and underperforming firms. It will help business leaders identify how a historic event has affected the performance of a firm in subsequent generations.

scholarly journals Applicability of Artificial Neural Networks to Predict Mechanical and Permeability Properties of Volcanic Scoria-Based Concrete

2018 ◽  
Vol 2018 ◽  
pp. 1-16 ◽  
Author(s):  
Aref M. al-Swaidani ◽  
Waed T. Khwies
Keyword(s):  
Neural Networks ◽  
Artificial Neural Networks ◽  
Network Architecture ◽  
Supplementary Cementitious Material ◽  
Natural Pozzolans ◽  
Long Time ◽  
Ann Models ◽  
Artificial Neural ◽  
And Performance ◽  
And Training

Numerous volcanic scoria (VS) cones are found in many places worldwide. Many of them have not yet been investigated, although few of which have been used as a supplementary cementitious material (SCM) for a long time. The use of natural pozzolans as cement replacement could be considered as a common practice in the construction industry due to the related economic, ecologic, and performance benefits. In the current paper, the effect of VS on the properties of concrete was investigated. Twenty-one concrete mixes with three w/b ratios (0.5, 0.6, and 0.7) and seven replacement levels of VS (0%, 10%, 15%, 20%, 25%, 30%, and 35%) were produced. The investigated concrete properties were the compressive strength, the water permeability, and the concrete porosity. Artificial neural networks (ANNs) were used for prediction of the investigated properties. Feed-forward backpropagation neural networks have been used. The ANN models have been established by incorporation of the laboratory experimental data and by properly choosing the network architecture and training processes. This study shows that the use of ANN models provided a more accurate tool to capture the effects of five parameters (cement content, volcanic scoria content, water content, superplasticizer content, and curing time) on the investigated properties. This prediction makes it possible to design VS-based concretes for a desired strength, water impermeability, and porosity at any given age and replacement level. Some correlations between the investigated properties were derived from the analysed data. Furthermore, the sensitivity analysis showed that all studied parameters have a strong effect on the investigated properties. The modification of the microstructure of VS-based cement paste has been observed, as well.

Effect of training on plasma myeloperoxidase concentrations measured before and following intense exercise in Thoroughbred racehorses

2016 ◽  
Vol 12 (1) ◽  
pp. 17-25 ◽  
Author(s):  
R.G. Fonseca ◽  
D.A. Kenny ◽  
B.A. McGivney ◽  
B.A. Murphy ◽  
E.W. Hill ◽  
...  
Keyword(s):  
High Speed ◽  
Venous Blood ◽  
White Blood Count ◽  
Training Intensity ◽  
High Intensity Training ◽  
Thoroughbred Racehorses ◽  
Sampling Points ◽  
And Performance ◽  
Response To Exercise ◽  
And Training

Exercise in horses induces neutrophil degranulation and subsequent increases in plasma myeloperoxidase concentrations (MPO). It is not known whether this response is affected by training or the sampling time in relation to exercise. Our objective was to evaluate plasma MPO concentration at different time points in response to exercise in Thoroughbreds before and following high-intensity training and to evaluate relationships between plasma MPO concentration, physiological measurements and performance. Throughbred racehorses in active training and racing (n=26) performed an exercise test on a high-speed treadmill at least once at the beginning (first three months), middle (second three months) or end (last three months) of a nine month training period with training intensity (number of fast work sessions) collated for each period. Heart rate, speed and distance were recorded and venous blood collected before (T0), during and up to maximal speed (TVmax), 5 min (T5min) and 4 h (T4h) following exercise for measurement of plasma lactate, serum creatine kinase concentration, plasma MPO concentration, white blood count (WBC), neutrophil count (Neut), lymphocyte count and neutrophil percentage (%Neut). WBC increased above T0 values at all sampling points with no training effect. Neut and %Neut increased above T0 values at T4h, while values at TVmax, T5min and T4h increased as training duration increased. Plasma MPO concentration increased above T0 values at all sampling points in response to exercise with all values increasing as training duration increased. Training intensity did not affect any of the measurements, correlations were not identified between any of the biological markers including MPO and physiological and training measurements and no differences were identified between elite versus non-elite horses. It was concluded that plasma MPO concentration is affected by exercise and training duration, and that further investigation of plasma MPO as an assessor of fitness and readiness for competition is warranted.

scholarly journals The Determinants of the Effectiveness of Internal Audits with Management Support as the Moderating Variable

2019 ◽  
Author(s):  
hendra poltak
Keyword(s):  
Analysis Tool ◽  
Management Support ◽  
Questionnaire Data ◽  
Organizational Goals ◽  
Internal Auditors ◽  
External Auditors ◽  
Pls Analysis ◽  
And Performance ◽  
The Relationship ◽  
Positive Effect

Weak financial accountability reflects the lack of effectiveness of internal audits. The purpose of this research was to test and provide the evidence of the determinants of the effectiveness of internal audits at the Ministry of Marine Affairs and Fisheries (KKP). The samples of this research were 31 internal auditors and 31 KKP employees. This research was explanatory research. To test the hypotheses, the data of the research questionnaire data were analysed using Partial Least Squares (PLS) analysis tool. The results show that the relationship between internal auditors and external auditors, organizational independence, and auditee perceptions positively influences the effectiveness of internal audits. However, audit professionalism does not have a positive effect towards the effectiveness of internal audits and the management support cannot be a moderating variable. This finding can open the horizons of interested parties, especially KKP leaders, to consider policies that can improve the effectiveness of internal audits to improve organizational goals and performance.

scholarly journals SOCIO-CULTURAL FACTORS AND INTERNATIONAL COMPETITIVENESS

2015 ◽  
Vol 13 (2) ◽  
pp. 276-291 ◽  
Author(s):  
Madara Apsalone ◽  
Ērika Šumilo
Keyword(s):  
Economic Development ◽  
External Environment ◽  
International Competitiveness ◽  
Cultural Factors ◽  
The Other ◽  
Small Open Economies ◽  
Performance Orientation ◽  
Innovation Capacity ◽  
And Performance ◽  
The Impact

Socio-cultural factors – shared values, norms and attitudes are significant, but less acknowledged sources of international competitiveness. Previous studies have found socio-cultural factors positively affecting various aspects of international competitiveness – entrepreneurship, innovation, productivity and international cooperation. These factors are more sustainable and less affected by external environment changes in comparison with the traditional factors. Socio-cultural factors provide an opportunity to develop competitiveness strategies based on unique advantages. This research aims to explore the impact of socio-cultural factors on international competiveness in small, open economies. Analysing relationship between 400 socio-cultural indicators and competitiveness indicators such as productivity, economic development, business and government efficiency, innovation capacity and infrastructure in 37 countries, six socio-cultural factors have emerged: Collectivism and Hierarchy; Future, Cooperation and Performance Orientation, Self-expression, Monochronism and Rationality, Economic Orientation and Social structure. The first factor – Collectivism and Hierarchy – tends to reduce the international competitiveness; the other five affect it positively.

scholarly journals Knowledge Management To Improve Local Government Services

2021 ◽  
Vol 2 (3) ◽  
pp. 582-591
Author(s):  
Anwar Sadat
Keyword(s):  
Knowledge Management ◽  
Local Government ◽  
Local Governments ◽  
Case Study Research ◽  
High Mobility ◽  
Regional Government ◽  
Organizational Goals ◽  
Intellectual Assets ◽  
Government Experience ◽  
And Performance

This study aimed to improve the service of local governments in combining existing knowledge in an organization so that it can create, collect, maintain and manage employee knowledge and performance through the mastery of knowledge by all members. When knowledge sharing has been successfully applicated in ensuring the services survived in which each apparatus can synergy to achieve better performance to achieve common goals. employees in the Regional Government experience high mobility between agencies in the regions with various basic tasks and functions. Therefore, we need a high adaptability by an employee to be able to carry out tasks in a new place as quickly as possible. This condition results in an agency that is very important to manage its resources in order to support every employee (HR) possessed to carry out their duties properly even though the employee concerned has just entered his institution. This is where the importance of knowledge management or knowlegde management can be felt to keep the organization moving forward despite facing various situations that affect the performance of achieving organizational goals. This study uses a qualitative approach to the type of instrumental case study research. The location of the study was conducted at the Baubau City Regional Secretariat. Data collection techniques used, namely: in-depth interviews, document studies and observations. The results showed that Knowledge Management is an effort to improve the performance capabilities of local government apparatus services in managing their intellectual assets, in the form of existing knowledge and experience. The aim is to utilize these assets to achieve better service performance to accelerate the achievement of the objectives implemented in accordance with bureaucratic reform

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