Analisis Job Value dan Perancangan Struktur Gaji Baru Pada Perusahaan Pengolahan Semen Instan PT XYZ di Kabupaten Semarang

2021 ◽  
Vol 1 (3) ◽  
pp. 132-144
Author(s):  
Akbar Nur Ramadhan ◽  
Aning Tyas Permata Dewi ◽  
Ichsan Prasetyo Wardhani ◽  
Maghfiroh Nurul Wulan ◽  
Muhamad Hermansyah
Keyword(s):  
Working Hours ◽  
Compensation System ◽  
Hours Worked ◽  
Contract Employees ◽  
Central Java ◽  
Calculation Results ◽  
Salary Survey ◽  
Basic Salary

PT XYZ is a factory engaged in the instant cement or mortarindustry located in Semarang Regency, Central Java, which has beenestablished since 2013. The company is managed by a presidentdirector who supervises 36 contract employees. The compensationsystem used by PT XYZ is to pay a basic salary of Rp. 11,515/hourobtained from the UMR of Semarang Regency divided by 200working hours. The compensation system applies to all positions atPT XYZ except for director and the factors that affect the amount ofbasic salary received depend on the number of hours worked eachmonth. The amount of the director's salary has its own rulesaccording to the agreement of the commissioner. Determination ofcompensation applied in the company is not ideal because it is onlydetermined by working hours without considering other factors.Thus, this study aims to evaluate the compensation system at PTXYZ based on a salary survey, salary mapping, and Eckenrodesystem in order to provide a better description of the compensationsystem for PT XYZ in order to assist the company in improving itsperformance. This study found ten compensable factors thatmatched the work of PT XYZ, which were obtained using the haymethod. The calculation results of the adhered and overlappingmethods are used to classify employee salaries into five grades.

scholarly journals KURVA PENAWARAN TENAGA KERJA DAN JAM KERJA PEREMPUAN

2018 ◽  
Vol 12 (3) ◽  
pp. 357
Author(s):  
Sokhikhatul Mawadah
Keyword(s):  
Labor Supply ◽  
Working Women ◽  
Working Hours ◽  
Work Hours ◽  
Supply Curve ◽  
Hours Worked ◽  
Central Java ◽  
Hours Of Work ◽  
Relationship Of ◽  
The Relationship

<p class="IIABSTRAK333">The labor supply curve is a curve that states the relationship of wages and hours of work. The higher a person's wages the fewer hours they work. The curve should not be appropriate if it is associated with women's working hours, because there are still many women who work a lot but pay little. Especially for women who work on households, how many hours work to work at home and work in the office. The purpose of this paper is to find out the relationship of wages and working hours of women, Analyzing the labor supply curve based on Central Java Provincial BPS data on women's working hours and knowing the relevance of the labor supply curve to the current (working women) society condition. From the discussion in this writing is known that many factors that affect the labor supply curve, one of which is the factor of women who take care of the household. So there is a relationship between the labor supply curve with female work hours but is less relevant. The labor supply curve does address wages and hours of work but does not deal specifically with wages, working hours and women. There should be a distinction or an exception to women. especially working hours of working women (as professions) with women who only work as housewives. let alone strengthened from the data of BPS statistics center agency which shows the number of working hours of women more than the number of man hours worked.</p><p class="IIABSTRAK333">_________________________________________________________</p><p>Kurva penawaran tenaga kerja adalah kurva yang menyatakan hubungan upah dan jam kerja. Semakin tinggi upah seseorang maka semakin sedikit jam kerjanya. Kurva tersebut tidak sepatut­nya tepat jika dikaitkan dengan jam kerja perempuan, karena masih banyak perempuan yang jam kerjanya banyak tetapi upahnya sedikit. Apalagi untuk perempuan yang bekerja mengurusi rumah tangga, berapa banyak jumlah jam kerja untuk di bekerja di rumah dan bekerja di kantor. Tujuan penulisan ini adalah untuk mengetahui hubungan upah dan jam kerja perempuan, Meng­analisa kurva penawaran tenaga kerja berdasarkan data BPS Pro­vinsi Jateng tentang jam kerja perempuan dan Mengetahui relevansi kurva penawaran tenaga kerja dengan keadaan masyarakat (perempuan bekerja) dewasa ini. Dari pembahasan dalam penulisan ini diketahui bahwa banyak faktor yang mem­pengaruhi kurva penawaran tenaga kerja, salah satunya adalah faktor wanita yang mengurus rumah tangga. Jadi ada hubungan antara kurva penawaran tenaga kerja dengan jam kerja per­empuan tetapi kurang relevan. Kurva penawaran tenaga kerja me­mang membahas tentang upah dan jam kerja tetapi tidak mem­bahas spesifik tentang upah, jam kerja dan perempuan. Seharus­nya ada pembeda/pengecualian terhadap perempuan, khususnya jam kerja perempuan yang bekerja (sebagai profesi) dengan perempuan yang hanya bekerja sebagai ibu rumah tangga. Apalagi dikuatkan dari data Badan Pusat Statistik (BPS) yang menunjukkan jumlah jam kerja wanita lebih banyak dibanding jumlah jam kerja laki-laki.</p>

scholarly journals Calculating the load on the room cooling ceiling panel at convective heat gains

2020 ◽  
Vol 164 ◽  
pp. 02006
Author(s):  
Elena Malyavina ◽  
Alexander Lomakin
Keyword(s):  
Thermal Stability ◽  
Convective Heat ◽  
Convective Flow ◽  
Cooling System ◽  
Working Hours ◽  
Engineering Practice ◽  
Convective Heat Flux ◽  
Long Period ◽  
Radiant Cooling ◽  
Calculation Results

A well-known statement of the theory of thermal stability asserts that when a harmonically time-changing convective heat flux enters a room, it can only be assimilated by a radiant cooling system if the assimilating flow exceeds the perturbing convective flow in magnitude. However, in engineering practice, there are no purely radiant systems. Therefore, the article has considered a ceiling cooling panel as a room cooling system, the heat flow from which is of a radiant-convective nature. The convective heat access to the room is constant during the working hours from 9 a.m. to 6 p.m. The task of determining the load on the cooling system has been performed by calculations.. Herewith, the rooms of different internal thermal stability have been considered. According to the calculation results, it has been found that, since the amount of the heat gains remains constant for a long period of time, the process of the room cooling comes almost to a stationary state and does not depend on the room thermal stability with assimilated heat gains, the value of which in different options varied from 100 W to 1000 W. It has been found, that when the temperature difference between the panel surface and the surrounding surfaces increases, the proportion of the convective assimilating flow becomes bigger.

Adequacy of Australia's GP workforce: estimating supply and demand, 2005–06 to 2015–16

2020 ◽  
Vol 44 (2) ◽  
pp. 328 ◽  
Author(s):  
Samantha Dingwall ◽  
Joan Henderson ◽  
Helena Britt ◽  
Christopher Harrison
Keyword(s):  
Supply And Demand ◽  
Working Hours ◽  
Service Utilisation ◽  
Australian Study ◽  
Hours Worked ◽  
Medical Practitioners ◽  
Gp Services ◽  
Reported Data ◽  
Current Concerns ◽  
Calculated Average

Objective A 2011 Australian study calculated average annual general practitioner (GP) utilisation and predicted numbers required to meet demand to 2020. The objective of the present study is to calculate average annual GP utilisation in 2015–16 compared with clinical demand predicted in 2005–06. Methods Demand was calculated from Medicare Benefits Schedule, Department of Veterans’ Affairs and Australian Bureau of Statistics data. Length of consultation and average clinical hours worked per week (from 2002–03 to 2015–16) was drawn from GP self-reported data collected through the Bettering the Evaluation And Care of Health (BEACH) program. GP workforce numbers were sourced from the Australian Institute of Health and Welfare ‘Medical practitioners workforce 2015’ report. Results Predicted demand from 2005–06 to 2009–10 approximated GP supply. Beyond 2011, approximately 2674 additional GPs were required in 2015–16 to maintain the average annual 2005–06 GP workload. An additional 5941 GPs were required to meet the increase in clinical demand (for GP services to patients) from 2005–06 to 2015–16. Conclusions The number of GP clinical hours worked decreased, and clinical demand increased. Ongoing efforts are required to ensure the supply of GPs to meet the clinical demand of Australia’s aging population. What is known about this topic? For the past three decades there has been concern about the supply of GPs in Australia. In recent years the Australian Government has taken several steps to improve access to GP services by increasing the overall supply of GPs and encouraging a more even distribution of GPs across Australia. A 2011 Australian study calculated average annual GP service utilisation and predicted the number of GPs required to meet clinical demand to 2020. There are current concerns that the GP workforce has reached a state of oversupply. What does this paper add? This study concludes that the GP workforce is not in a state of oversupply, confirming that patient clinical demand increased through both population growth and the aging of the population. Although the number of GPs increased, the number of clinical hours worked by (male) GPs decreased. Therefore, the rise in the number of GPs did not result in a proportional rise in GP workforce capacity. Clearly standardised definitions and inclusions for counting the GP workforce would improve accuracy in measuring this section of the health workforce. What are the implications for practitioners? GP workforce supply will require ongoing monitoring over coming years considering the increasing population, the aging of the population, declining clinical GP working hours and the approaching mass retirement of older GPs.

scholarly journals Identifying differences in GPs’ working hours according to gender and employment position: A time sampling study using SMS text messaging

2018 ◽  
Vol 4 (2) ◽  
pp. 64
Author(s):  
Daniel Van Hassel ◽  
Lud Van der Velden ◽  
Ronald Batenburg
Keyword(s):  
Text Messaging ◽  
Workforce Planning ◽  
Sampling Technique ◽  
Working Hours ◽  
Multiple Time ◽  
Time Sampling ◽  
Validity And Reliability ◽  
Hours Worked ◽  
Female Self ◽  
Sms Text Messaging

In order to aid health workforce planning, we measured the number of hours worked by general practitioners (GPs). The twofold aim of this study consisted of assessing the feasibility, validity and reliability of an innovative method to measure working time and, second, to analyse differences in hours worked between six types of GPs divided by the combination of their gender and employment position. Our method was based on multiple time point observations using SMS text messaging. On average 19 GPs participated every week for 57 weeks. In total 1,051 GPs participated resulting in 61,320 valid measurements of time use. On average, GPs worked 44 hours per week. About 56% of this time was spent on direct patient-related activities, 26% to indirect patient-related activities, and 18% to activities not related to patients. There were substantial differences in working hours between male and female self-employed, those drawing a salary from a duo or group practice and locum GPs. For example, male self-employed GPs worked 51.6 hours per week, whereas male locum GPs worked 26.7 hours per week. Generally, differences in hours worked with regard to gender and employment position are smaller if we relate these hours to the number of FTE they worked. Furthermore, we conclude that the method of SMS text messaging based on the time sampling technique presents a limited degree of interference to the participants’ work and achieved reliable and valid results.

Explanations of labor protection specialists

2021 ◽  
pp. 30-33
Keyword(s):  
Working Hours ◽  
Labor Protection ◽  
Hours Worked

Rostrud specialists provide clarifications on issues related to the establishment of irregular working hours, registration of payment for hours worked by the employee overtime.

scholarly journals Turnover Intention and Its Related Factors of Employed Doctors in Korea

2019 ◽  
Vol 16 (14) ◽  
pp. 2509 ◽  
Author(s):  
Suhyun Oh ◽  
Hyeongsu Kim
Keyword(s):  
Turnover Intention ◽  
Turnover Intentions ◽  
Binary Logistic Regression ◽  
Working Hours ◽  
Facility Management ◽  
Healthcare Provision ◽  
Related Factors ◽  
Hours Worked ◽  
Healthcare Facilities ◽  
Income Satisfaction

Employment turnover among doctors at healthcare facilities negatively influences healthcare provision, facility management, and staffing. To support institutional and policy change, turnover intentions and its related factors of employed doctors were evaluated with 2016 Korean Physician Survey (n = 2719) in Korea. About 30.5% intended a turnover within two years. The significant related factors by multivariate analysis via binary logistic regression were gender, age, specialty, type of facility, length of current employment, usual number of hours worked per week, and income satisfaction. The odds of reporting turnover intention are 46.2% greater for males than females and 55.5% greater for aged 30–39 than aged 40–49. The odds are 28.9% smaller for support medicine than internal medicine. The odds are 224.2% greater for those employed at tertiary hospitals than those employed at clinics, but the odds are 34.0% smaller for convalescent hospital employment than general hospital employment. The number of years of current employment and income satisfaction each negatively, and the number of hours worked per week positively, related to turnover intentions. Fair compensation and performance evaluation systems and reasonable working hours should be guaranteed at healthcare facilities to reduce turnover, and institutional and policy measures should be implemented to improve workplace environmental quality.

Who works when? Towards a typology of weekly work patterns in Belgium

2016 ◽  
Vol 25 (3) ◽  
pp. 652-675 ◽  
Author(s):  
Joeri Minnen ◽  
Ignace Glorieux ◽  
Theun Pieter van Tienoven
Keyword(s):  
Working Hours ◽  
Two Dimensions ◽  
Work Patterns ◽  
Work Time ◽  
Hours Worked ◽  
Standard Work ◽  
Matching Techniques ◽  
Relevant Variation ◽  
Weekly Work ◽  
Socio Economic Factors

The question when people work is almost always reduced to the question how much people work on (non-)standard working hours. In this contribution, we applied optimal matching techniques using Belgian data from a weekly work grid ( n = 6330) to identify individuals’ work timing patterns, offering a richer analytical approach than most previous studies on (non-)standard work time. Results show that such analysis captures much more and much more relevant variation in the timing of work than simple questions. Three general and 10 more detailed weekly work patterns are identified based on two dimensions of paid work: the number of hours worked and the percentage of hours worked on non-standard periods of time. Additional analyses show that men’s work patterns depend only on job characteristics. For women, work patterns are also explained by socio-economic factors including education, presence of working partner and presence of children.

scholarly journals Analisis Anggaran Biaya dan Waktu Optimal dengan Metode Least Cost Sheduling

2019 ◽  
Vol 4 (2) ◽  
pp. 71-78
Author(s):  
Muhammad Ridha ◽  
Ulil Mustika Musakkir
Keyword(s):  
Working Hours ◽  
Additional Cost ◽  
Physical Work ◽  
Optimum Amount ◽  
District Office ◽  
Project Completion ◽  
Calculation Results ◽  
Implementation Time ◽  
Speed Up ◽  
Additional Charge

Cost Scheduling aims to shorten project completion time and look for optimal project schedules using direct, indirect and minimal total costs. This research was conducted on the rehabilitation project of the Lawe alas sub-district office in the Southeast Aceh sub-district. Least. This research was conducted to determine the suitability of physical work in the field with the planning schedule, to find out the optimum amount of time in the project and to know the comparison between the normal costs and costs after the project has accelerated. The calculation results show the normal project implementation time is 182 days with a normal charge of Rp. 160.151.592,33 by adding 1 hour additional working hours hence can speed up time as much as 12 days with additional cost equal to Rp. 2,564,736.09. By adding 2 hours additional hours working hours can accelerate as much as 23 days with an additional cost of Rp. 33.460.241,48. By adding 3 hours additional hours working hours can accelerate as much as 33 days with an additional charge of Rp. 64.355.746,88. By adding 4 hours additional hours working hours can accelerate as much as 42 days with an additional charge of Rp. 95.251.252,27..

scholarly journals Rights and Protection of Labor of Handloom Towel Factory at Janti, Polanharjo, Klaten

2004 ◽  
Vol 12 (2) ◽  
Author(s):  
Umrotun Umrotun
Keyword(s):  
Population Structure ◽  
Data Analysis ◽  
Educational Level ◽  
Social Insurance ◽  
Working Hours ◽  
The Other ◽  
Survey Method ◽  
Female Population ◽  
Central Java ◽  
Factors Influencing

This research is carried out in Janti, Polanharjo, Klaten, Central Java. Most of the female population of this area work as employees in manual industry of towel. The existence of the manual industry of towel enables the female labor force living in the area to have an opportunity to be employees at the industry, as indicated in the population structure that most of the population work as employees of the industry. The aim of this reasearch is to know the characteristic of the population in acordance with age, education, working hours, and experiences. Another aim is to know wage or income, expense of income, employees rights, and the other factors. The method used in this research is survey method with the number of a given sample, where as the data analysis used frequency and cross table. The result of the research indicates that most of the respondents are 20 – 25 years of age. The educational level of the respondents at the average of 40 hours a week, they have worked effectively for 7 – 9 years. The reason is in part they want to meet their daily needs and the other part they consider their jobs are easy to do and accept. The average of their incomes ranges from Rp 20.000 – Rp 50.000 a week. The factors influencing the different of income depend on the seniority and the amount of orking hours. Most of their incomes are spent on primary needs. Their right includes getting a meal once a day and working social insurance, but they don’t get health insurance.

scholarly journals The Mediterranean Variety of Capitalism, Flexibility of Work Schedules, and Labour Productivity in Southern Europe

REGION ◽  
2018 ◽  
Vol 5 (3) ◽  
pp. 21-38
Author(s):  
Alberto Vallejo-Peña ◽  
Sandro Giachi
Keyword(s):  
Labour Productivity ◽  
Working Hours ◽  
Work Conditions ◽  
Work Organisation ◽  
Southern Europe ◽  
Hours Worked ◽  
The Hours ◽  
The Mediterranean ◽  
Flexible Schedules ◽  
Institutional Model

Sociology has long been used to highlight the existence of diverse institutional models between geographical areas of Europe in terms of work organisation. Based on this, we propose to compare the situation of four representative countries of southern Europe (Spain, Italy, Greece and Portugal) with that of the rest of Europe, by addressing the number of hours worked and the flexibility of working hours as key elements of their institutional model of work organisation, as well as their impact on levels of labour productivity. Taking the model of the varieties of capitalism as a reference, this study compares the behaviour of the Mediterranean (southern) countries with other European regions. Indicators have been obtained from the 2010 and 2015 waves of the European Work Conditions Survey (EWCS) that include the number of hours worked, the flexibility in the hours of entry and exit, and the tendency to work the same number of hours per day. After comparing averages in both waves and applying linear regressions, the following conclusions have been reached: (1) Productivity in southern countries is on a par with the European average but far from the more corporatist and liberal (northern) areas; (2) the South maintains a high average of hours worked (above the European average) to compensate for the poor productivity of its hours; and (3) the incorporation of flexible schedules is associated with elevated levels of productivity.

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