Does transformational leadership, empowerment, and work ethic effect on job enrichment and employee performance?

This study aims to prove and analyze the effect of transformational leadership, empowerment, work ethic on job enrichment and employee performance. The object and location of this research is the Village Credit Institution (LPD) as a financial institution owned by Pakraman Village in 9 districts/cities in Bali. The sampling technique is based on the proportionate random sampling method, which is taking samples from each LPD area of ??the Traditional Village randomly and proportionally, because the population members are homogeneous. The size of the sample is 300 people. Based on the results of the analysis and hypothesis testing that have been carried out, the results of this study indicate that of the 7 hypotheses proposed, all of them are proven true or supported by empirical facts, which predict a significant direct effect between transformational leadership factors, empowerment, work ethic and employee performance.

A Study on Effects of Employee Training Practices and its Outcome in Software Industries being Specific at Chennai

Training is an art of enhancing skills and knowledge of an employee in performing a task productively. It’s about to impart a defined work related skill to the worker. Training is the connective passage between the employee and the specific job requirement. Development means overall growth of an individual along with the organization. The ultimate purpose of training and development is to increase the efficiency and being skillful by adopting various new mechanisms for a better standard of work life. The purpose of the study is to analyze the effectiveness of training modules in IT sector based Chennai. The study concentrates on the perception of the employees about the training sessions. Developing the talent of workforce enables job enrichment and enlargement. A module of ten Questionnaire is framed out to identify the strong feelings of 100 sample employees on training programs conducted by the organization. The collected data will be analyzed using simple percentage analysis, factor analysis, ANOVA and Chi-Square.

Factors in Building Employee Commitment: Mediating Role of Job Satisfaction at Bank Central Asia

This study aims to establish an understanding of specific factors in HR practices in BCA upon employee commitment and the role of job satisfaction as a mediating role. The study analyzed four factors with a sample of 409 employees in Bank Central Asia, Tbk. The researchers used regression analysis to investigate the hypothesis. The findings revealed that job enrichment and job training in Bank Central Asia were positively related to job satisfaction and employee commitment. Salary and job stability were found to be insignificant factors in job satisfaction. Job satisfaction mediates the effect of salary, job enrichment, and job training but not job stability. We hope to provide insight into the role of HR best practices in Bank Central Asia, Tbk, as one of the top-performing banks in Indonesia.

Pengamanan Backup dan Restore Basis Data dengan Penambahan Enkripsi Advanced Encryption Standard (Studi Kasus: Analisis Jabatan Bagian Organisasi Kabupaten Balangan)

Job analysis is needed to analyze and design what work to do, how to do it, and why the work should be done. Job analysis will provide information about job descriptions, job specifications, and job evaluations and can even predict job enrichment or expansion and job simplification in the future. This study aims to implement database security management procedures as a measure to prevent damage (error), loss and theft of data through backup and restore methods accompanied by encryption in the Job Analysis System application of the Balangan Regency Organization Division (Simanja). The backup process by adding Advanced Encryption Standard (AES) encryption which is stored to remote cloud hosting as a backup server using SSH Transfer Protocol (SFTP) provides adequate and efficient security.

ANALISIS PENGARUH PELATIHAN, PENGAYAAN DAN ROTASI PEKERJAAN PADA KINERJA KARYAWAN (Studi Pada Karyawan Perusahaan Surat Kabar di Kota Surakarta)

Penelitian ini bertujuan untuk menganalisis pengaruh pendidikan dalam kerja, pendidikan di luar kerja, pengayaan pekerjaan dan rotasi pekerjaan terhadap kinerja karyawan di perusahaan surat kabar lokal di Kota Surakarta . Sampel dalam penelitian ini adalah karyawan yang bekerja di Perusahaan surat kabar lokal di Kota Surakarta . Data diperoleh dengan penyebaran kuesioner kepada 155 karyawan. Alat analisis yang digunakan untuk mengetahui pengantar antar variabel independen dan dependen dalam penelitian ini menggunakan analisis uji regresi linear berganda dengan bantuan program SPSS versi 19. Berdasarkan hasil analisis menunjukkan bahwa pendidikan dalam kerja, pendidikan di luar kerja, pengayaan pekerjaan dan rotasi pekerjaan berpengaruh positif dan signifikan terhadap kinerja karyawan pada Perusahaan surat kabar lokal di Kota Surakarta .Kata kunci: pelatihan, pengayaan pekerjaan, rotasi pekerjaan, kinerja This study, aims to analyze the effect of training in work, non-work training, job enrichment and job rotation on employee performance, in a local newspaper company in the city of Surakarta. The sample in this study were employees who worked at local newspaper companies in the city of Surakarta. Data obtained by distributing questionnaires to 155 employees. The analytical tool used to determine the effect between independent and dependent variables in this study, uses multiple linear regression test analysis, with the help of SPSS version 19. Based on the results of the analysis, shows that training in work, training outside work, work enrichment and job rotation positive and significant effect on employee performance in local newspaper companies in the city of Surakarta.Keywords: training, job enrichment, job rotation, performance

Revisiting the Hackman and Oldham Job Characteristics Model and Herzberg’s Two Factor Theory: Propositions on How to Make Job Enrichment Effective in Today’s Organizations

In the increasingly competitive business landscape of today’s world, human resource management ought to optimize on the organization’s most important resource, the human resource, to maintain competitiveness. Such is possible through continually building into the motivation and job satisfaction of employees. While attaining both motivation and job satisfaction would ordinarily require different approaches, one of the most fundamental of approaches is through job enrichment interventions. This paper thus sequentially argues from propositions of two widely acclaimed theories viz the job characteristics model and the Herzberg’s two factor theory that the creation of good work environments, regularly enhancing employee’s skills and applying inspirational motivation and individual consideration could lead to success of job enrichment interventions, thereby leading to enhanced employee motivation, enhanced job satisfaction, and enhanced organizational performance.

Impact of Compensation, Job Enrichment and Enlargement, and Training on Employee Motivation

Motivation is the process of increasing employee commitment and it is considered one of the key fundamentals, which are essential for organizational success. In a globalized working environment, implementing an effective compensation system, job enrichment, and enlargement, and appropriate training are some of the critical challenges facing by organizations to keep motivated their employees. Thus, the present study aims to investigate possible influencing factors such as compensation, job enrichment and enlargement, training, and their effects on employee motivation in the telecommunication sector in Libya. The findings revealed that all investigative factors have significant relationships with employee motivation. This study suggests that telecommunication companies should formulate an appropriate compensation system comprising of monetary and non-monetary rewards, provide job training to enhance knowledge and skills, as well as offer job enrichment and enlargement opportunities for the employees to expand their motivation and therefore result in organizational success. The limitations of the study and future research recommendations are addressed at the end.

The Impact of Job Enrichment on Employees’ Performance: A Survey Study on Jordan Customs Employees in Aqaba

The research aimed to identify the role of job enrichment with dimensions (diversity of skills, autonomy, and feedback), on job performance of the administrative employees at Aqaba Jordan customs. The study population consisted of all 213 administrative employees. The researcher applied the descriptive- analytical approach, where questionnaire forms were distributed to a random sample of 138 employees, while131 forms were responded by a response rate of 94.9%. SPSS was applied to analyze data. The study concluded that there was a positive significant relationship between the dimensions of job enrichment and job performance of employees at Aqaba Jordan Customs, which confirms the need to pay more attention to this administrative approach in order to improve the level of job performance of employees in organizations in general.

Gauging the Effect of Job Enrichment on Employee Performance with the Mediating Role of Employee Motivation: Evidence from Private Banking Sector of Pakistan

The purpose of the study is to classify the effect of job enrichment on employee performance. Job enrichment has a fundamental tool of employee motivation for enhancing the performance of employee. The main objective is to motivate the employee by gauging the job enrichment effects on employee performance thus focuses on effect of job enrichment on job performance through motivation on employee performance. The study uses quantitative approach and use descriptive as well as inferential analysis through SPSS & SMART PLS.