Analysis of Preventive Maintenance and Breakdown Maintenance on Production Achievement in the Food Seasoning Industry

The machine is a facility that is necessary for the company in production. The machine can reduce the failure rate of the product and reach the target time according to the customer's request. Therefore the machine needs to be cared for and maintained. Maintenance and care is a way to prevent the machine from being damaged. This study aims to determine and analyze the effect of preventive maintenance and breakdown maintenance on production achievement. The research was conducted in the Food Seasoning Industry. The research population is maintenance employees and production employees. The sample used was 25 respondents based on employees who are experts in their fields. The analytical method used in this research is the descriptive analysis method with a quantitative approach with linear regression analysis. Data processing using the help of IBM Statistics 21.00 software. The results showed that preventive maintenance partially had a significant effect on production achievement. Breakdown maintenance partially has no significant effect on the achievement of production. Simultaneously preventive maintenance and breakdown maintenance have a significant effect on the achievement of production. Linear regression analysis resulted in the model formula Y= 9.004 + 0.561 (X1) + 0.042 (X2)

PENGARUH KECERDASAN EMOSIONAL DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN MELALUI KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING

The Business sector is facing intense competition around the world so that organizations recognize the importance of human resources as a competitive advantage. For this reason, the factors that have an influence on employee performance are discussed in this study including emotional intelligence, work environment and job satisfaction. This study aims to analyse the effect of emotional intelligence and work environment on employee performance through job satisfaction as intervening variable at PT. Indomaju Textindo Kudus. The quantitative method used in this research is using AMOS confirmatory analysis followed by Structural Equation Modeling (SEM). This research uses non probability sampling method (accidental sampling) in order to collect data. Primary data is used in the study by distributing 150 sample questionnaires to production employees at PT. Indomaju Textindo. The findings in this study are that emotional intelligence and work environment have a direct effect on employee performance. From the research results it can be concluded to improve the performance of employees at PT. Indomaju Textindo can be pursued by maintaining and improving the emotional intelligence of employees and a safe and comfortable work environment.

Pengaruh Iklim Organisasi Dan Pengembangan Karir Terhadap Semangat Kerja Karyawan Pada PT. Mahakam Energi Berkah

The purpose of this study was to determine the effect of organizational climate variables and career development on employee work spirit simultaneously and partially. In addition, to determine the most dominant variable affecting employee work spirit at PT. Mahakam Energy Blessing in Tenggarong Seberang. The responden in this study were all production employees at PT. The Mahakam of Blessing Energy numbered 93 people. The analytical tool used is qualitative analysis with multiple regression models. Based on the simultaneous test table, it can be concluded that the variable organizational climate and career development simultaneously affect employee morale. Organizational climate and career development variables have a partial effect on employee morale. From the two partial correlation test results, it can be seen that the value of the organizational climate variable is the largest compared to the career development variable, so that the organizational climate variable is the most dominant variable affecting work morale. Keywords: Organizational Climate, Career Development, Work Spirit

The Effect Of Compensation And Employee Empowerment On Organization Citizenship Behavior (OCB) With Job Satisfaction As A Moderating Variable: Case Study On Production Employees PT. Real Glass Semarang

PT. Real GlassSemarang adalah perusahaan yang bergerak di bidang pembuatan kaca hias mengalami permasalahan, dimana organization citizenship behavior (OCB) yang dimiliki oleh karyawan bagian produksi masih rendah, dimana hal tersebut diduga dilatarbelakangi oleh masih rendahnya kompensasi yang diterima oleh karyawan dan minimnya pemberdayaan yang diberikan oleh perusahaan terhadap karyawannya. Tujuan dari penelitian ini adalah untuk mengetahui pengaruh kompensasi dan pemberdayaan karyawan secara parsial dan simultan terhadap organization citizenship behavior (OCB) dan mengetahui apakah kepuasan kerja memperkuat pengaruh kompensasi dan pemberdayaan karyawan secara parsialterhadap organization citizenship behavior (OCB). Populasi dalam penelitian ini seluruh karyawan bagian produksi PT. Real GlassSemarang yang berjumlah80orang. Jumlah sampel yang diambil dalam penelitian ini ditentukan melaluimetode sensus, dengan mengambil sampel sebanyak 75orang atau keseluruhan dari total populasi karyawan yang bekerja di bagian produksi PT. Real GlassSemarang. Teknik analisis data yang digunakan adalah dengan MRA, goodness of fit berupa uji t dan koefisien determinasi. Hasil perhitungan menunjukkan bahwa kompensasi dan pemberdayaan karyawan secara parsial dan simultan berpengaruh positif dan signifikan terhadap organization citizenship behavior (OCB) dan disamping itu itu kepuasan kerja memperkuat pengaruh kompensasi dan pemberdayaan kayawan terhadap organization citizenship behavior (OCB).Sebaiknya manajemen PT. Real Glassmeningkatkan kompensasi serta pemberdayaan yang diberikan kepada karyawannya, sehingga dapat meningkatkan organization citizenship behavior (OCB).

Prevalence and risk for overweight among employees in a leading auto-mobile industry in India

Background: Overweight is a major risk factor for the non-communicable diseases. India is home to nearly 164 million industrial workers (2017) and yet information about prevalence and risk of overweight among them is limited. Being overweight can adversely affect a person's productivity in his workplace and increase the risk of non-communicable diseases. The objective was to assess the prevalence of overweight and association between overweight and employee age, type of work and native origin.Methods: The longitudinal analysis was conducted using periodical medical examination (PME) data of employees from 2010-2018. Relevant data were collected. Year-wise prevalence of overweight was estimated along with specific prevalence by age, type of work and region.Results: The mean weight of employees increased from 68.1 kgs to 72.6 kgs (2010-2018). Overweight proportion was significantly higher in non-production departments. Overweight prevalence ranged between 15-29.8% among Karnataka regions in 2010 in production employees but reached 35-55.6% by 2018. Significant association was found between overweight with type of work and region.Conclusions: The increase in weight over time indicates the trend of overweight and weight reduction interventions are needed in workplaces to prevent the risk of NCDs.

The Impact of Diversity and Conclusion on Employees’ Engagement Scores in The Laboratory

Introduction/Objective Employee engagement is one of the most critical elements for the success of any organization. Proper engagement of the employees often leads to the success of an organization, while poor employee engagement often leads to the failure of an organization. Diversity is the presence of differences within an organization, such as differences in race, ethnicity, gender, sexual orientation, disability, or any other number of things. Inclusion is the practice of ensuring that people feel a sense of belonging and support from the organization. Methods/Case Report A retrospective study was performed at a mid-size hospital in California. The overall employee engagement score was recorded twelve months before and after founding a diversity and inclusion council. The diversity and inclusion council consisted of 12 members from all different races and gender, sexual orientations, disabilities, and socioeconomic status includes clinicians, administrators, and employees from all different hospital departments. On top of the 12 councils, nine Employee Resources Groups (ERG) represent minorities and underrepresented groups. Results (if a Case Study enter NA) The employee engagement score for 12 months (January 2019 to December 2019) for fully engaged employees was 29.5%, while the employee engagement score for 12 months (January 2020 to December 2020) for fully engaged employees was 49.3. The diversity and inclusion council was founded at the end of 2019. The data was obtained from the annual employee engagement survey. Conclusion There was a significant improvement (59.8%) in employee engagement score after launching the diversity and inclusion council. Diversity and inclusion promote the development and advancement of underrepresented groups in the laboratory through professional development courses and training. It actively creates a productive work environment within the laboratory that is free of harassment and bullying. Diversity and inclusion are vital for the laboratory to improve employee engagement scores, production, employees retentions, and laboratory financial performance.

Disiplin, keterampilan, dan lingkungan kerja guna meningkatkan efektivitas kerja karyawan

This study aims to determine the effect of discipline, skills, and work environment on work effectiveness. Types of primary data, data collection methods through observation, interviews, and questionnaires. The population used is employees of the production division of PT. Putra Restu Ibu Abadi has 96 employees. The sampling technique used was the saturated sampling method. Data analysis used Multiple Linear Regression. Based on the analysis and discussion, it shows that there is an effect of work discipline on work effectiveness, the more disciplined the employees of the production division work, the more effective their work will be. There is an influence of work skills on work effectiveness, the more productive employees have skills in work, the more effective the work. There is an influence of the work environment on the effectiveness of work, a good work environment, the more effective the work of production employees.

SUSTAINABLE HUMAN RESOURCE MANAGEMENT AND GENERATIONS OF EMPLOYEES IN INDUSTRIAL ENTERPRISES

Sustainable human resource management is one of the distinguished approaches for ensuring the organizational performance of an organization in today's turbulent business environment. Human resource management ensures the achievement of the organizational goals through practices of managing human resources. Sustainable human resource management thereby ensures the development and maintenance of the potential of all employees in the organization. The main goal of this paper is to present the results of research in the field of human resource management with respect to different generations of employees in industrial enterprises operating in the Slovakia. The research sample consisted of n = 1 471 respondents (employees of industrial enterprises). The most important results of the prezented research is the finding that employees of industrial enterprises consider work performance, which influences their remuneration, to be important. The research showed that there are statisticaly significant relationships between employees at managerial and production positions and the perceived importance of work performance when determining the income of managers and production employees (rs = 0.274 and rs = 0.363).

Kepuasan Kerja sebagai Variabel Pemediasi Pengaruh Motivasi Kerja terhadap Kinerja pada PT INKOASKU Jawa Barat

The purpose of this study is to analyze the performance of employees in the production department at PT. INKOASKU, Karawang, West Java. This study analyzes the effect of motivation on employee performance. This study using the variable job satisfaction as an intervening variable. The population in this study are 80 production employees of PT INKOASKU Karawang, West Java. The sampling technique used is the model non- probability sampling by census method. This study uses a questionnaire data collection method that is distributed to all employees of the production section, amounting to 80 people. The result was that 68 questioners were filled by the productions employees of PT INKOASKU Karawang, West Java, the respondent rate was 85%. The analytical tool used is Hierarchical Regression Analysis. The result is that work motivation does not affect employee performance, work motivation has a significant positive effect on employee performance, job satisfaction has a significant positive effect on employee performance and job satisfaction acts as a mediating variable between work motivation and employee performance.

Pengaruh Keterampilan Kerja, Team Work, dan Motivasi terhadap Kinerja Karyawan Bagian Produksi pada Art Shop Cahaya Silver di Celuk, Gianyar

Employee performance is the work of an individual from a plan. The purpose of this study was to determine the effect of work skills, teamwork, and motivation on the performance of production employees at the Cahaya Silver Art Shop in Celuk, Gianyar. This research was conducted at the Cahaya Silver Art Shop in Celuk, Gianyar. The number of samples taken was 32 employees, with a saturated sampling method. The research instrument was tested by validity and reliability tests. The analysis technique used is multiple linear regression. The influence of work skills, teamwork, and motivation on the performance of employees in the production department at the Cahaya Silver Art Shop in Celuk, Gianyar with the t-calculated value of each variable including work skills (X1) 2.172 and t-table value of 1.701 when compared, the t-count value is greater than t-table and t-count values ​​are in the rejection area of ​​Ho, teamwork (X2) 2,342 and t-table value 1.701, motivation (X3) 3,935 and t-table value 1.701 The results of the f-test show that there is the influence of work skills, teamwork, and motivation on the performance of production employees at the Cahaya Silver Art Shop in Celuk, Gianyar.