Job Analysis for Air Traffic Control

This article presents a review and categorization of job analyses on the role of air traffic controllers (ATCO). There are three parts – how the role has been conceptualized, why it was conceptualized in this manner, and what we can conclude from developments in ATCO job analysis. The article includes a history of job analysis in air traffic control and two tables summarizing task and worker analyses. A large amount of information is available on tasks and attributes and we conclude that ATCO job analyses have been carried out in a varied and disunited manner. While there is no universally accepted analysis for the role of ATCO, previous analyses could nonetheless be used as a foundation for future analytic work.

Approaches and Practices in Strategic Human Resources Management

This chapter is planned and designed to explore strategic human resources (SHR), key terms, activities, and requirements in organisations. Using various activities and case studies to support the lines of discussion throughout, the chapter is developed for students, professionals, managers, researchers that already have prior knowledge and experience in the field of HR or other associated fields and positions such as being a line manager for a small or large team, or even running own small firm where the aspects of HRM are highly essential and vital for the development and growth of the firm. The chapter is providing identification, exploration, and in-depth discussion of key strategic aspects of HRM such as the following: forecasting external supply, job analysis and workforce profiling, job descriptions and person specifications, competencies, job families (market groups), and redundancy. Furthermore, the chapter is supported by key case studies and identification of current trends to enhance the understanding of key changes and developments in the field.

The Future of Workforce Planning

This chapter examines the future of workforce planning in contemporary work organisations. Workforce planning is regarded as one of the essential human resource management (HRM) activities in recent times. The reason is that it gives indication on areas of needs and serves as the pillar for all HRM activities such as job analysis, recruitment and selection, training and development, remuneration/rewards, and promotion. A review of empirical literature reveals that workforce planning has a strong relationship with organisational performance as well as productivity. This chapter submits that HR metrics and workforce analytics can be used as a tool to improve organisational outcomes. To boost human activity, intelligence apps and analytics or cognitive analytics robotics could be adopted to improve HR's value to the business.

KEEFEKTIFAN ANALISIS JABATAN DALAM PENEMPATAN PEGAWAI DI DINAS PERPUSTAKAAN DAN KEARSIPAN DAERAH KOTA TARAKAN PROVINSI KALIMANTAN UTARA

ABSTRAK Permasalahan penelitian yaitu masih terdapat penempatan pegawai yang cenderung belum sesuai dengan prinsip “the right man on the right place and the right job”, masih terjadi kekosongan jabatan di Dinas Perpustakaan dan Kearsipan Daerah yang seharusnya diisi oleh jabatan fungsional tertentu pada Dinas Perpustakaan dan Kearsipan Daerah Kota Tarakan. Tujuan penelitian: untuk mengetahui keefektifan pelaksanaan analisis jabatan dalam penempatan pegawai di Dinas Perpustakaan dan Kearsipan Daerah Kota Tarakan Provinsi Kalimantan Utara. Metode penelitia kualitatif dan teknik pengumpulan data melalui wawancara kepada 11 orang informan, observasi dan dokumentasi. Temuan penelitian terdapat masih adanya kekosongan jabatan dan masih ditemukannya pegawai yang ditempatkan tidak sesuai dengan latar belakang pendidikannya. Selain itu, kualitas kinerja pegawai setelah analisis jabatan selesai juga masih kurang memuaskan, dikarenakan masih adanya pegawai yang harus memulai pekerjaannya dari nol alias tidak memiliki pengalaman sesuai bidang yang ditempatinya. Serta belum memenuhi Diklat jabatan yang disyaratkan dalam syarat jabatan. Serta pegawai merasa beban kerjanya semakin berat akibat pemangkasan pegawai dan harus mengerjakan pekerjaan diluar kemampuan dan keahliannya. Selain itu, berdasarkan hasil evaluasi kinerja dinas pada tahun 2020 ada beberapa bidang yang tidak mencapai target yaitu pengelolaan perpustakaan (29,41%) dan pengelolaan arsip dan dokumen negara (37,50%). Kesimpulan dari penelitian ini adalah keefektifan analisis jabatan dalam penempatan pegawai di Dinas Perpustakaan dan Kearsipan Daerah Kota Tarakan secara keseluruhan masih belum efektif. Kata Kunci: Keefektifan, Analisis Jabatan, Penempatan Pegawai ABSTRACT The problem of this research is that there are still employee placements that tend to be not in accordance with the principle of "the right man on the right place and the right job", there are still vacancies in the Regional Library and Archives Service which should be filled by certain functional positions at the Library and Archives Service. Tarakan City area. The purpose of the study: to determine the effectiveness of the implementation of job analysis in the placement of employees at the Regional Library and Archives Service of Tarakan City, North Kalimantan Province. Qualitative research methods and data collection techniques through interviews with 11 informants, observation and documentation. The results of this study indicate that there are still vacancies and there are still employees who are placed not according to their educational background. In addition, the quality of employee performance after the job analysis is completed is also still unsatisfactory, because there are still employees who have to start their work from scratch or do not have experience according to the field they occupy. And have not fulfilled the job training required in the job requirements. And employees feel their workload is getting heavier due to staff cuts and have to do work beyond their abilities and expertise. In addition, based on the results of the department's performance evaluation in 2020, there were several areas that did not reach the target, namely library management (29.41%) and state archives and document management (37.50%). The conclusion of this study is the effectiveness of job analysis in the placement of employees at the Regional Library and Archives Service of Tarakan City as a whole is still not effective. Keywords: Effectiveness, Job Analysis, Employee Placement

Revalidating U.S. Army soldiers’ perceptions of combat arms job tasks: Frequencies, importance and expectations of performance

BACKGROUND: In 2013 the U.S. Army began developing physical tests to predict a recruit’s ability to perform the critical physically demanding tasks (CPDTs) of combat arms jobs not previously open to women. OBJECTIVE: To revalidate 15 CPDTs chosen by subject matter experts (SMEs) and researchers through questionnaires pertaining to task performance frequency, perceived importance, and performance expectations. METHOD: Web-administered job analysis questionnaires were completed by 2,090 soldiers. Seventy-three percent ranged between 25–38 years of age, 66%were staff sergeants or above, and 73%were in service for 7 + years. RESULTS: Overall, the nine SME-endorsed CPDTs were conducted more frequently and rated as more important than the six tasks identified by researchers. Foot march, dragging a casualty to safety, and connecting a tow bar (vehicle transport) were identified as the combined most important, most frequently performed and highly expected CPDTs to be performed. The canonical correlation between task performance frequencies and ratings of task importance across all 15 CPDTs was 0.82 (p < 0.001). Expectations of task completion were strongly associated with more frequent task performance (Cramer’s Vs ranged 0.22 to 0.71; all p‘s < 0.001), but not task importance (only four CPDTs at p < 0.05). CONCLUSION: This study revalidates the value of CPDTs chosen by SMEs and researchers. Soldier readiness should reflect tasks identified by incumbents as important to success (e.g., evacuating a casualty) be trained more often, whereas others classified as frequently performed, but less important (e.g., filling sandbags), be deemphasized while ensuring that standards are met.

Pendampingan Penyusunan Pedoman Staffing Model Untuk Meningkatkan Efisiensi Usaha Pada PT. Asuransi Bangun Askrida Bandung

This community service activity was carried out in Kelurahan, Cijagra, Lengkong District, Bandung City, 40253 with the target of PT. Askrida Insurance Bandung. Based on interviews and observations, the problems faced by partners today are the amount of premium rates that are difficult to compete with similar companies, poor work governance that requires employees to work overtime every day and the slow delivery of services to customers. This program has the following objectives: 1) improving the welfare of the community through the improvement of healthy financial institutions, especially insurance 2) improving the skills and professionalism of the community 3) increasing business efficiency for partners so that they are able to compete and serve the community better. This activity uses two approaches, namely the training and mentoring approach. The training approach includes: 1) job analysis training; 2) training on work load analysis (work load analysis); and 3) skills training for the preparation of staffing model guidelines. While the mentoring methods include: 1) assistance in conducting job analysis; 2) workload analysis assistance; 3) assistance in the preparation of staffing model guidelines. The results of this community service activity have an impact on clients to be able to organize their employees well, so as to improve business efficiency and serve the community better.