The Effect of Training, Compensation and Work Discipline on Job Satisfaction that Impacts Employee Performance PT. Astra Honda Motor

This study aims to determine the effect of training, compensation, and work discipline on job satisfaction that has an impact on the performance of employees of PT. Astra Honda Motor. This research uses a case study method with a quantitative research methodology that uses 200 respondents from PT. Astra Honda Motor in the Engineering Plant Division 1 to Plant 5, Purchasing Division (P & PC) Plant 2, Procurement Plant 2 Division, PPIC Plant 1 Division to Plant 5. In this study, the Likert scale was used to model the questionnaire. The statistical testing technique in this study is multiple linear regression and hypothesis testing using the SPSS series 22 program. Meanwhile for mahalanobise distance test, path analysis, and trimming use the Amos series 22 program.

Training, Performance Appraisal and Compensation Moderating Impact on the Relationship of Employee Engagement and Organizational Citizenship Behavior

The purpose of this paper is to pinpoint the impact of Employee Engagement on Organizational Citizenship Behavior. It also studies the moderating effect of training, compensation and performance appraisal on EE and OCB connection. A survey design was incorporated to select employees from Universities owned by private sector. The causal relationship was checked by regression and hierarchal multiple regression analysis was applied for the centralized impact of moderating variable on EE and OCB relationship. A total of 281 questionnaires were circulated among respondents and 266 valid responses were received back.On the basis of statistical analysis it was found that employee engagement was a good predictor and has a significant impact on OCB. However, the moderating variables training, compensation and performance appraisal were also having a significant impact on the link of employee engagement and OCB. It is recommended that the managers must focus on employees training, compensation and proper appraisal system to further nourish the citizenship behavior of employee in order to promote the organization objectives. The scope of the present research is limited to private sector universities;therefore, in future a relative study of both private and public sector universities may be carried out by considering both administrative and teaching faculty.

THE ROLE OF LEADERSHIP, COMPENSATION, AND TRAINING IN ORDER TO ENHANCE THE EMPLOYEE PERFORMANCE AT PT. ADHIMIX RMC INDONESIA

This research aims to revealed and look over the impact which caused by the training, compensation and leadership style towards the employee performance at PT. Adhimix RMC Indonesia. This research were in type of causality research with a quantitative research methods. The data collection technique in this research was an explanatory survey method with the population was 1328 people with filtered sample to 100 respondents (Slovin, 10% error tolerance). The data analysis method used was multiple linear regression analysis in way to examine the research hypothesis. The results showed that training, compensation, and leadership style had an influence both partially and simultaneously towards the employees performance at PT. Adhimix RMC Indonesia.

Pola Penerapan Sistem ‘ngabdi’ yang Dilakukan Pondok Pesantren Bahrul Maghfiroh Malang dalam Konteks Manajemen Sumber Daya Manusia

This study aims to analyze the pattern of implementing the 'ngabdi' system applied to the Bahrul Mahfiroh Islamic Boarding School in the context of HRM. This research is actually focused on the development of human resources in the Islamic boarding school Bahrul Maghfiroh Malang. This is very interesting because there is an integration between pesantren culture and HRM theory which is carried out in the economic and business spheres. In addition, acculturation of human resource development theory and Islamic boarding school culture is also discussed in this study. One of the ways to serve the pesantren is to increase the quality of the output of the students. The method used is a qualitative approach and is included in the descriptive scope because it describes the phenomena that occur in this study. The Miles and Huberman approach model is adopted for the data analysis technique performed. The results prove that 'ngabdi' also applies the HRM theory even though several factors are acculturated with the wisdom of the pesantren itself. In general, the implementation pattern of service in Bahrul Maghfiroh applies the HRM theory starting from recruitment, training, compensation, and termination of employment, although there are modifications according to the needs of the pesantren

The Effect of Empowerment, Training, Compensation through Organizational Commitment on the Performance of the Financial Management of the North Sulawesi Provincial Government

This study aims to analyze and determine the effect of empowerment, training, compensation through organizational commitment to the financial management performance of the North Sulawesi Provincial Government. The methodology used in this research is a quantitative approach with a descriptive survey method. Research respondents numbered 267 financial management employees.The results of this study indicate that 1) Empowerment has a direct and positive effect on the performance of financial management employees. 2) Training has a direct and positive effect on the performance of financial management employees. 3) Compensation has a direct and positive effect on the performance of financial management employees. 4) Organizational commitment has a direct and positive effect on the performance of financial management employees. 5) Empowerment of employees has a direct and positive effect on organizational commitment of financial management employees. 6) Employee training has a direct and positive effect on organizational commitment of financial management employees. 7) Compensation has a direct and positive effect on organizational commitment of financial management employees. 8) Empowerment of employees has an indirect and positive effect on employee performance through organizational commitment. 9) Employee Training has an indirect and positive effect on employee performance through organizational commitment. 10) Employee compensation has an indirect and positive effect on employee performance through organizational commitment.

Physician Workforce Response to the COVID-19 Pandemic at an Academic Medical Center

ABSTRACT Objectives: The aim of this study was to describe the planning, implementation, and outcome of an acute care physician supplemental workforce during the local coronavirus disease 2019 (COVID-19) surge at a 771-bed academic medical center, from March 25 to May 5, 2020, in New Jersey, United States. Methods: The Department of Medicine sought participation by “independent” and redeployed “employed” physicians to provide acute hospital care, as well as assistance with occupational health and family communication. Plans addressed training, compensation, clinical privileges, malpractice, and collaboration with the existing hospitalist service. Results: Redeployed employed physicians (81% internists) selected either acute care (n = 68; median age, 52 y [range, 32-72 y]; 28% female) or non-face-to-face supportive roles (n = 69; median age, 52 y [range, 32-84 y]; 28% female). The redeployed physician group totaled 474 twelve-h daytime shifts typically caring for 10 patients per day. Six employed physicians refused redeployment, and only 3 independent physicians participated (all acute care). Of note, COVID-19 infection occurred in 10 hospitalists and intensivists, and in several redeployed physicians. Conclusions: Successful physician workforce staffing for medical disasters, such as the COVID-19 pandemic, requires consideration of personal risk, as well as medicolegal, financial, and clinical competency issues.

The impact of Project-based organization on competence management practices: Case of Tunisian companies

The present article aimed at studying the relationship between project-based organization and competence management practices (recruitment, assessment, training, compensation and career management). The central question of our research is formulated as follows: To what extent does project-based organization influence competence management practices? To answer this question, we adopted a quantitative study. A total of 156 Tunisian project managers participated in our survey. We tested our hypotheses through a linear regression analysis. The results show that the majority of competence management practices, namely recruitment, evaluation and training, are more relevant to project-based organizations and thus the three first hypotheses are confirmed. However, other practices, like remuneration and career management, are insensitive to project activities.

Policy analysis in the education sector in Colombia

This chapter presents a detailed case study of policies governing the hiring, training, compensation, and evaluation of schoolteachers. It traces reforms over a period of two decades and identifies key actors and competing decision criteria at each stage of the policy process. It also looks at teacher policy to illustrate the practice of policy analysis in education policy in Colombia at the national level after the 1990s reforms. The chapter uses reform in policies regarding public school teachers as a case to analyse the process of policy formulation and implementation in the education sector in Colombia. It defines several issues that have a direct impact on the quality of primary and secondary education.

BUSINESS ETHICS IN HUMAN RESOURCES MANAGEMENT PRACTICES AND ITS IMPACT ON THE ORGANIZATIONAL PERFORMANCE

There is a growing interest in BEs at present, because it has become an important necessity in all business functions in organizations, particularly HRM. Human resources function deals with one of the most important resources in the company to improve performance and gain competitive advantage. Therefore, HRM practices should be applied based on ethical principles such as fairness, transparency and equal opportunities. This study aimed to determine the extent of commitment to BEs within the HRM activities in the industrial companies listed on Amman Stock Exchange and its impact on the performance of those companies. The results of the study showed that there is a high degree of commitment to BEs in all HRM practices. The results of the study showed that there is a high degree of commitment to BEs in all HRM practices in terms of recruitment, selection, training, compensation, and appraisal employees’ performance. The results also showed that there is an impact of practicing BEs in all activities of HRM except compensation on the OP. At the end of the study, the researcher developed a set of recommendations that he considered they are necessary to achieve a higher level of commitment to BEs in order to improve OP.

Factor analysis of competence management practices

The concept of competence has recently been a hot topic in science management, particularly human resource management. However, most of the studies conducted on this topic have mainly been theoretical. Thus, the present study aims to operationalize competence management through the construction and validation of a questionnaire intended for Tunisian project managers. To this end, a quantitative study is conducted among 156 respondents. The principal component analysis and Cronbach's alpha calculations were used to ensure the validity and reliability of the factor structures. The results of the factor analysis confirm the existence of a measurement scale of competence management that comprises five independent dimensions, namely recruitment, assessment, training, compensation, and career management. This study provides project managers with a measurement instrument that can be used to analyze competence management practices in their companies so that they can develop and enhance their employees’ skills.