Appraisal on Workforce Performance towards Industrialised Building System in Perak, Malaysia

The workforce has always been the backbone of the construction industry in the Industrialised Building System (IBS). Previous researchers often obtain data and opinions from the perspective of construction professionals and often neglect the labour workforce opinion. This study aims to investigate various factors that affect the workforce's productivity in IBS performance. The data collection amounts 60 targeted respondents. This study found a strong correlation between motivation, education, and workforce skill level that affects productivity in implementing IBS. The resolution is to propose an improvement of monetary incentive and academic level of the workforce. Keywords: Workforce; Industrialised Building System (IBS); Construction Industry; Malaysia eISSN: 2398-4287© 2021. The Authors. Published for AMER ABRA cE-Bs by e-International Publishing House, Ltd., UK. This is an open access article under the CC BYNC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer–review under responsibility of AMER (Association of Malaysian Environment-Behaviour Researchers), ABRA (Association of Behavioural Researchers on Asians/Africans/Arabians) and cE-Bs (Centre for Environment-Behaviour Studies), Faculty of Architecture, Planning & Surveying, Universiti Teknologi MARA, Malaysia. DOI: https://doi.org/10.21834/ebpj.v6i18.3066

EMPLOYEE PERCEPTION IN INDIAN TOURISM SECTOR TOWARDS THE IMPACT OF HRM PRACTICES ON EMPLOYEE EMPOWERMENT

Many companies have recently focused their efforts on developing strategies to improve individual contributions to the overall success of the organisation. Several authors examined the links between several HRM practise components and their effects on the efficiency of employees. While the fact that HRM is favourably linked to organisational and workforce performance is well known, the relationship between HRM and performance in the Indian context is also increasingly understandable. This work will examine how far performance management system factors, particularly employee empowerment, are associated with employee attitudes. Both quantitative and qualitative methods have been used in this study. Structured questionnaires have been used in four companies to collect information from 200 employees based on information received from the literature review. The results show that employee empathy with most aspects of HRM practises is favourable and significantly related. KEYWORDS : performance management, retention, employee attitude, human resource management.

The Role of Leadership and Related Work Factors Caused by COVID-19

This chapter aims to analyze the role of leadership and related work factors caused by COVID-19, the impact on employee effectiveness, and workforce performance in the workplace. Several studies have examined the effect of such crises in different sectors and countries that shed an interesting comparison and distinction. Still, there is limited research published on the workplace's impact due to COVID-19 concerning employee productivity. However, most studies highlight different independent variables on employees and the organization's work effectiveness. A limited number of systemic research studies have led to various studies conducted based on new theoretical frameworks. The literature on change management's effectiveness during such a pandemic is not widely available. Future research should cover various factors such as motivation, remuneration, global environment, employee stress, health and safety, and HRM policies. Moreover, demographic variables should be taken into account as studies have briefly found that some age groups are affected differently than others.

Assessment of the possibility of improving the efficiency of the organizational and technological model of the building under construction through the use of foreign single estimated standards for construction works

The influence of project management in construction industry has been increased significantly in recent years due to development of various management tools, such as BIM for instance. Nevertheless, all technological innovations and developments are based on a fundamental knowledge and skills in this area, such as: correct scope, time, cost and quality management. The previously mentioned skills are widely known, described in detail and employed in a varying degree all over the world. However, the results of project planning that have been achieved, albeit in the exact same manor may vary greatly throughout the world due to parameters in standard databases in different countries, such as activity costs, established workforce performance and formation of the crews. The task of this research is to develop an economical, cost and time planning for the execution of construction for the residential estate, according to the fundamental management tools based on the Russian and Spanish standard databases, in order to examine the distinct differences between said databases.

Managerial performance models through decision making and emotional intelligence in public sector

Managerial performance may reflect organizational performance. The achievement of organizational goals closely related to managerial performance, but many researchers only look in terms of workforce performance, whereas managerial roles as leaders of organizations have a huge influence in making decisions. A leader also needs emotional intelligence related to how to make the right decisions according to the organization's goals. This study aims to determine and analyze the effect of emotional intelligence on managerial performance directly and indirectly through decision making. The sample in this study amounted to 44 regional device organizations leaders in Bungo Regency. Data analysis method using path analysis. The results of the study note that emotional intelligence and decision making simultaneously affect managerial performance, but partially decision making has a more dominant influence. The indirect effect of emotional intelligence on managerial performance through decision making is greater than the direct influence of emotional intelligence on managerial performance, thus decision making is able to be an intermediary variable for the influence of emotional intelligence on managerial performance. The implication of the study is that if a managerial has good emotional intelligence it will be able to produce the right decision, so that it will have an impact on managerial performance.

The Dominant Factors Affecting Employee’s Performance a Case Study at PT Bintai Kindenko Engineering Indonesia

The general situation of national domestic business is not encouraging. More specifically, the number of Construction Service Companies engaged in the Mechanical, Electrical and Plumbing (MEP) field in Indonesia is increasing. In order to make all companies compete competitively, companies need effective human resources (HR) on MEP project on the meaning of effective HR is that have Knowledge, Skills and Attitude. One of the ways companies can achieve improved workforce performance is by applying disciplinary attitudes in accordance with applicable regulations. And must be supported by having a competent workforce. Leaders as managers in a project must be able to create a comfortable working atmosphere and conditions for their staff to have good performance. Leadership factors may effect the success or failure of an agency. The purpose of this research is to identify the dominant factors that affect labor performance in the MEP project conducted at PT Bintai Kindenko Engineering Indonesia. Data analysis with help of smartPLS 3.0 software. The results are that the discipline and leadership hasn't an affecting on workforce performance improvement, competency variables have an affecting on workforce performance improvement. And together the variables of discipline, competence, and leadership have an affecting on workforce performance improvement. The most affecting factor is the competency variable, with an affecting coefficient of 0.627 on performance.

Analisis Pengaruh Karakteristik Individu, Pekerjaan dan Lingkungan Kerja Terhadap Motivasi dan Kinerja Tenaga Kerja Sukarela Pengumpul Sampah

The Environmental Agency of Rejang Lebong Regency is one of the Government Agencies that has assets of 277 volunteers in 2020, with 80 voluntary garbage collection workers. Human resources or voluntary workforce contribute and have an important role in the success and achievement of the agency's goals in this case the Rejang Lebong Environmental Agency. Based on data from The Hazardous and Non-Hazardous Waste Section in Rejang Lebong Environmental Agency in 2017, 2018 and 2019, the voluntary workforce of garbage collectors are able to collect waste as many as 14,999.82 tons, 15,191.71 tons and 16,230.88 tons tons or only 39.68%, 40.03%, and 42.65% of the targets planned by the Rejang Lebong Environmental Agency for 2017, 2018 and 2019 respectively 37,800 tons, 37,951.97 tons, and 38,103.78 tons. This shows that the targets achieved for 2017, 2018 and 2019 are still less than 50%. Based on the results of this research, it can be seen that there are several things that affect the motivation and performance of workers in achieving agency goals, including: job characteristics affect motivation, and individual characteristics, work environment, and motivation affect workforce performance.

Worker 4.0: The Future of Sensored Construction Sites

The digitalization of the construction industry (CI) has the aim—among others—to raise the bar of overall productivity. The craft workforce is very relevant on the overall value-chain. Therefore, a boost in this dimension impacts the entire sector. There is a gap in proper methodologies to measure and model productivity. Construction 4.0 novelties provide new approaches for its evaluation and progress. This communication presents a review of workforce productivity assessment and delivers methods focusing primarily on craft workers motion monitoring. Products and services opportunities from Construction 4.0 in the spectrum of craft workforce management include support by embedded sensors for data collection that allow near real-time monitoring. The work developed led to the systematization of a framework to standardize craft workers’ motion productivity. The craft workforce motion productivity framework, Worker 4.0, tenders nine processes integrated on a flowchart to streamline task processes assessment and mechanization level. It also sets up a two-handed/two-legged chart system to model craft workers’ activities and operations. The contributions to the body of knowledge are substantiated on the framework creation with the ability to model and assess craft workforce performance. This approach is meant to serve as base point for different stakeholders focusing on skills, efficiency, mechanization and productivity improvements.