Application of the Technique For Order Preference By Similarity To Ideal Solution Method in Determining Contract Employees to Become Permanent Employees

Refratech Mandala Perkasa (RMP) is a refractory cement manufacturing company. The company also operates in the manufacture of refractory cement made for repair of hot coatings, boilers, rotary kilns, incinerators, ovens and chemicals for steel metals, as well as ferrous & non ferrous foundries. In this company there are contract employees and permanent employees, contract employees are employees or workers whose working period is limited by a certain time according to the agreement within the company. While permanent employees are workers whose working period is approximately until they receive certain benefits according to the work agreement. This research was conducted to assist companies in decision support using the Topsis method in determining the appointment of contract employees to permanent employees based on predetermined criteria, namely Knowledge and Skills at work, Quantity and Quality of Work, Job Responsibilities, Initiatives in Work, and Compliance. on rules or discipline. The results of this study indicate that the determination of the ranking of prospective permanent employees can be obtained from the calculation results of the TOPSIS method, where the results of prospective employees are based on predetermined administrative criteria. Prospective permanent employees who have the highest rank have the right to be selected first. The accuracy of the implementation of the TOPSIS method on the system plays a major role in the effectiveness and efficiency of the company's services to consumers compared to before the system was implemented. With the implementation of this DSS system, it can help companies to make it easier to make decisions to survey prospective permanent employees and optimize employee performance.

The Effect of Wellness Programs on Long-Term Contract Employees' Workplace Stress, Absenteeism, and Presenteeism

The quasi-experimental study reported in the present article is aimed at increasing the understanding of the effects of long-term contract employees participating in wellness programs. The reported study examines the effect (if any) that a wellness program has on workplace stress, absenteeism, and presenteeism for long-term contract employees participating in a wellness program. A one group pretest-posttest design was used. Convenience sampling was conducted in a hospital in the New York City Metro area. Data was collected from 19 participants. Paired sample t-test and a Wilcoxon signed-rank test were used to determine if there was a significant statistical difference before and after a dance aerobic exercise intervention. The instruments used to gather data were the Perceived Stress Scale (PSS) and the World Health Organization Health Performance Questionnaire (HPQ). The results indicated a statistical difference for workplace stress, but no statistical difference for absenteeism and presenteeism.

ANALISIS KESESUAIAN PEKERJAAN INDIVIDU, MODAL MANUSIA TERHADAP KINERJA PEGAWAI KONTRAK DAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA DAERAH DI KOTA MAKASSAR

Tujuan dari penelitian ini adalah untuk mengetahui dan menganalisis pengaruh kesesuaian pekerjaan individu, modal manusia terhadap kepuasan kerja dan kinerja pegawai kontrak, pengaruh kepuasan kerja terhadap kinerja pegawai kontrak, pengaruh kesesuaian pekerjaan individu dan modal manusia terhadap kinerja pegawai kontrak melalui kepuasan kerja. Teknik pengumpulan data melalui observasi, interview dan dokumentasi serta kuesioner. Sedangkan teknik analisis data yang digunakan adalah analisis PLS. Hasil penelitian menemukan bahwa kesesuaian pekerjaan individu berpengaruh terhadap kepuasan kerja, modal manusia memberikan pengaruh secara nyata dalam meningkatkan kepuasan kerja, Pengaruh kesesuaian pekerjaan individu memberikan pengaruh secara nyata terhadap peningkatan kinerja pegawai kontrak. Pengaruh modal manusia akan memberikan dampak dalam meningkatkan kinerja pegawai kontrak. Kepuasan kerja memberikan pengaruh secara nyata terhadap peningkatan kinerja pegawai kontrak. Hasil uji mediasi menunjukkan bahwa kepuasan kerja tidak dapat memediasi pengaruh kesesuaian pekerjaan individu terhadap kinerja pegawai kontrak. Hasil uji mediasi menunjukkan bahwa kepuasan kerja dapat memediasi pengaruh modal manusia terhadap kinerja pegawai kontrak. Hal ini dapat diindikasikan bahwa semakin tinggi modal manusia akan meningkatkan kepuasan kerja sehingga berdampak terhadap kinerja pegawai kontrak, oleh karena itu maka disarankan agar sering melaksanakan diklat, melakukan promosi jabatan serta menempatkan pegawai sesuai dengan bidang skill yang dimiliki oleh pegawai. The purpose of this study was to determine and analyze the effect of individual job suitability, human capital on job satisfaction and contract employee performance, the effect of job satisfaction on contract employee performance, the effect of individual job suitability and human capital on contract employee performance through job satisfaction. Data collection techniques are through observation, interviews and documentation as well as questionnaires. While the data analysis technique used is PLS analysis. The results of the study found that individual job suitability had an effect on job satisfaction, human capital had a significant effect on increasing job satisfaction, and individual job suitability had a significant effect on improving contract employee performance. The influence of human capital will have an impact in improving the performance of contract employees. Job satisfaction has a significant effect on improving the performance of contract employees. The results of the mediation test indicate that job satisfaction cannot mediate the effect of individual job suitability on the performance of contract employees. The results of the mediation test show that job satisfaction can mediate the effect of human capital on the performance of contract employees. This can be indicated that the higher human capital will increase job satisfaction so that it has an impact on the performance of contract employees, therefore it is recommended that they often carry out training, carry out promotions and place employees according to the skill areas possessed by employees.

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

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.

The influence of job insecurity and person-job fit on turnover intention mediated by job satisfaction

This study aims to examine and analyze the influence of job insecurity and person-job fit on turnover intention mediated by job satisfaction. The population of this study are permanent and contract employees of Pamella 6 and 7 Supermarket Yogyakarta, with the number of 148 people. From a total of 148 employees from management to subordinates, 108 employees of Pamella 6 and 7 Supermarket Yogyakarta become the research sample. The data analysis used in this study is path analysis using Partial Least Square (PLS). The results of this study prove that: (1) Job insecurity negatively and significantly influences job satisfaction of employees in Pamella 6 and 7 Supermarket Yogyakarta; (2) Person-job fit positively and significantly influences job satisfaction of employees in Pamella 6 and 7 Supermarket Yogyakarta; (3) Job satisfaction negatively and significantly influences turnover intention of employees in Pamella 6 and 7 Supermarket Yogyakarta; (4) Job satisfaction is able to mediate the relationship between job insecurity and turnover intention of employees in Pamella 6 and 7 Supermarket Yogyakarta; and (5) Job satisfaction is able to mediate the relationship between person-job fit and turnover intention of employees in Pamella 6 and 7 Supermarket Yogyakarta.

Performance Evaluation of Contract Employees Using the Best-Worst and Simple Additive Weighting Methods

All companies need qualified employees to ensure the continuity and progress of the company. Therefore, some companies are very selective in evaluating employee performance based on the criteria set by the company. However, because of the many criteria used in the assessment, a large number of contract employees to be evaluated, and the evaluation that must be proportional, the Human Resources department has difficulty evaluating the performance of contract employees. Therefore, this study aimed to develop a system for evaluating the performance of contract employees by integrating the Best-Worst (BW) and Simple Additive Weight (SAW) methods. The BW method is used to determine the weight of each criterion related to the performance appraisal of contract employees, and the SAW method is used to evaluate the performance of contract employees. The results showed that the system developed can provide a more proportional evaluation. So, this study contributes as a recommendation system for HR managers in determining eligible contract employees to have their work contracts extended based on criteria determined by the company.

Pengaruh gaya kepemimpinan dan stres kerja terhadap kinerja karyawan RSU. Queen Latifa Yogyakarta

The purpose of this study was to empirically examine the effect of leadership style and work stress on employee performance at Queen Latifa General Hospital Yogyakarta. This type of research is quantitative research with causal associative design. The population of this study were permanent and contract employees at the front office of Queen Latifa General Hospital Yogyakarta. The number of samples in this study were 35 respondents. The data analysis method used is Multiple Regression Analysis, T Test (Partial), F Test (Simultaneous Significance Test), Coefficient of Determination Test (R2). The results of this study indicate that leadership style has a positive and significant effect on employee performance, while job stress has no effect on employee performance. The results of the F test obtained a calculated F value of 4.609 with a sig value of 0.017, which means that the independent variables have a simultaneous effect, although not significant. R Square value of 0.224 which means that employee performance is influenced by leadership style and work stress by 22.4%, while the remaining 77.6% is explained by other variables not examined in this study.

Differences in the Performance of Permanent Employees and Contract Employees in the Furniture Industry

Industri mebel merupakan sektor yang perkembangannya sangat kompetitif namuncenderung fluktuatif dalam permintaan. Penyerapan tenaga kerja yang tinggi pada industrimebel menuntut upaya efisiensi agar tenaga kerja tidak menjadi beban produksi, sehinggaperusahaan meenerapkan sistem kontrak pada karyawan. Tujuan penelitian ini untukmenganalisis apakah terdapat perbedaan yang signifikan antara kinerja pada karyawan tetapdengan karyawan kontrak. Penelitian dilakukan di 2 perusahaan di Jawa Timur. Tekniksampling menggunakan Cluster random sampling, sehingga diperoleh 50 karyawan tetap dan50 karyawan kontrak sebagai sampel penelitian. Teknik pengumpulan .data melaluikuisioner, studi pendahuluan, wawancara, observasi serta kajian publikasi ilmiah. Desainpenelitian ini Kuantitatif dengan pendekatan komparatif dua sampel. Analisis menggunakanIndependent Samples T Test dengan program SPSS versi 23. Hasil penelitian membuktikanbahwa terdapat perbedaan yang signifikan antara kinerja pada karyawan tetap dengankaryawan kontrak sebesar 1.820. Karyawan kontrak rata-rata memiliki kinerja lebih baik(mean 24,56) daripada karyawan tetap (mean 22,74) .

Prospective cohort study of socioeconomic status and subsequent unemployment under COVID-19 in Japan

Background: This study examined the relationship between socioeconomic status (SES) and subsequent unemployment. Methods: This prospective cohort study was conducted using a self-administrated questionnaire in Japan. SES, personal characteristics, and occupation of recruited workers were surveyed at baseline (December 22-25, 2020); subsequent unemployment was examined at follow-up (February 18-19, 2021). We determined the odds ratios (ORs) of unemployment for SES and other variables using a multilevel logistic model. Results: Among all 19,941 participants, 2.3% reported experience of unemployment through negative reasons. Multivariate analysis showed the OR and 95% confidence interval for unemployment associated with age to be 0.66 (0.47-0.92) for 30-39 years, 0.36 (0.25-0.51) for 40-49, 0.36 (0.25-0.53) for 50-59, and 0.43 (0.27-0.67) for more than 60 compared with 20-29 years. The association with annual household income was 2.96 (1.94-4.50) for <2 million yen and 1.51 (1.03-2.22) for 2-4 million yen compared with >10 million yen. The association with marital status was 1.43 (1.04-1.98) for bereaved/divorced compared with married (working spouse). The association with occupation was 1.75 (1.35-2.29) for temporary or contract employees and 2.11 (1.04-4.30) for agriculture, forestry, or fishing compared with general employees. The association with job type was 1.69 (1.34-2.15) for mainly manual labor. Conclusion: We observed a relationship between SES and subsequent unemployment under COVID-19. It is necessary to provide broad, ongoing support in the form of both short-term assistance and long-term job training and health care.

Kecemasan Pegawai Perjanjian Kerja Waktu Tertentu (PKWT) terhadap Job Performance

Work is the physical and mental process of an individual in achieving his goals, but uncertainty in the work will cause anxiety. Anxiety is a state of worry that complains that something bad will happen soon so that job performance becomes an indicator in continuing work in accordance with the applicable abilities and conditions. The subjects in this study were 36 contract employees in one of the regional secretariat agencies in Malang with a purposive sampling technique. Data were collected using the Hamilton Anxiety Rating Scale (HAM-A) instrument and the Individual Work Performance Scale (IWP). The results of the analysis show that there is no effect of anxiety on job performance, so that active PKWT employees can still carry out their work in accordance with the job descriptions and the provisions of the applicable work agreement without the pressure of anxiety. Keywords: Anxiety, job performance, employment contract