Immigrant–Native Wage Gaps at Work: How the Public and Private Sectors Shape Relational Inequality Processes

We investigate how the institutional context of the public and private sectors regulates the association of workplace diversity policies and relational status positions with first- and second-generation immigrants’ wages. Using unique linked employer–employee data combining administrative and survey information of 6,139 employees in 120 German workplaces, we estimate workplace fixed-effects regressions. Workplace processes are institutionally contingent: diversity policies such as mixed teams reduce inequalities in the public sector, and diversity policies such as language courses reinforce existing inequalities in the private sector. In public sector workplaces where natives hold higher relational positions, immigrants’ wages are lower. This group-related dynamic is not detectable in the private sector.

Sistem Informasi Absensi Kepegawaian Berbasis WEB Pada PT. Prada Bangun Persada

PT. Prada Bangun Persada is a branch company that has a headoffice in the Jakarta area which is engaged in the field of SportsEquipment which has staff that must be managed properly. In thismanagement, the company makes an annual performance report,one of which contains a report on staffing. PT. Prada BangunPersada has several sections in the organizational structure, one ofwhich is the general responsibility section and the finance section.The general responsibility department and the finance department inthis company do not yet have an efficient personnel informationsystem application and are still processing data manually, resultingin various obstacles. Constraints experienced by the general personin charge are still using paper forms in making employee data andsubmitting employee letters so that they are less efficient and alwaysprovide paper forms. Then the storage of these letters still uses theirrespective folders based on the type of letter so that it is difficult toaccess and search for employee data and it is not safe if the storageis still using a folder and sometimes its validation is not handledproperly. Then in the finance department in the employee payrollprocess, which still calculates and saves with Microsoft excel formatfiles which causes low security and confidentiality of employeepayroll data at risk of file damage if exposed to a virus andemployees can easily access the file. This Personnel InformationSystem uses a 2-step method. First, the data collection method wascarried out in three ways, namely the observation method, theinterview method and the literature study. Second, the systemdevelopment method that will be used is the waterfall systemdevelopment method, and uses UML (Unified Modeling Language)notation as tools.

DESIGN OF WEB-BASED UYU STORE ATTENDANCE INFORMATION SYSTEM USING COLORING METHOD

Attendance in the world of work is sometimes still done manually. At the Uyu shop, there are still problems that occur in recording and making attendance reports manually, such as mistakes in biodata, forgetting to record the date. Because the Uyu store still doesn't use a computerized employee or staff absence information system in managing data, so the information that can be processed is quite long and storage is not guaranteed safe. The purpose of this researcher is to create an information system that can manage attendance data for employees who work at the computerized Uyu Store and also implement a coloring method on attendance reports that generate reports based on the attendance coloring method according to employee attendance hours that are easy to understand. This method uses the coloring method as a solution to solving problems that can be solved in the greedy method, namely the color problem and the waterfall model as a system development process that uses UML design. The result of this research is that the system can operate attendance data collection as well as report employee data more efficiently and integrated.

Perancangan Website Profil Sekolah Madrasah Tsanawiyah Negeri 2 Medan

In Madrasah Tsanawiyah Negeri 2 Medan, the process of school profile information still uses brochures, pamphlets, banners and delivery through the students themselves so that the scope of promotion does not extend to other areas. To make it easy for the community to see the profile of the Mtsn 2 School and to make it easy for employees to input school profile information data, the authors designed a Web-based system. In the process of collecting data with the aim of solving problems, the authors used descriptive data collection methods, namely observation and interviews. Here the author uses a Web-based system. This website was developed using PHP and MYSQL software. This website contains the vision and mission, organizational structure, teacher data, employee data, academic, non-academic activity data and facility data. Which aims to introduce the Mtsn 2 Medan school to the general public. Based on the results of the tests that have been carried out, this Web-based school profile system can help Mtsn 2 Medan School in promoting the school to the wider community and is able to facilitate employee work

Unemployment and its scarring effect on wages in Germany: evidence from linked employer-employee data

PurposeAssess and compare scarring effects of unemployment in Germany to other countries and to consider firm heterogeneity.Design/methodology/approachThe author uses linked employer-employee data to analyze the effect of unemployment and its duration on future wages in Germany. Using administrative data on workers and firms in Germany and considering registered and unregistered unemployment episodes, the results show long-lasting wage losses caused by unemployment incidences. Furthermore, the estimations indicate that unemployment duration as well as selectivity into firms paying lower wages is of particular relevance for the explanation of wage penalties of re-employed workers.FindingsUnemployment causes massive and persistent wage declines in the future, which depend on the unemployment duration. Furthermore, reduced options of unemployed workers and selectivity in firms contribute to a large part of unemployment scarring.Practical implicationsFindings are relevant for current debates on unemployment and can help design measures to avoid huge costs of unemployment.Originality/valueThis paper analyses long-term unemployment scarring by considering not only unemployment duration but also selectivity in firms and its effect on the scarring effect.

Perbandingan Metode Smart dan Maut untuk Pemilihan Karyawan pada Merapi Online Corporation

<p>Penelitian ini merancang sistem untuk menentukan pemilihan karyawan terbaik menggunakan Sistem Pendukung Keputusan (SPK). Perhitungan sistem menggunakan metode SMART dan MAUT. SMART merupakan metode pengambilan keputusan multiatribut yang setiap alternatif terdiri dari sekumpulan atribut dan setiap atribut mempunyai nilai-nilai. Sedangkan MAUT didasarkan pada konsep dimana pembuat keputusan dapat menghitung utilitas dari setiap alternatif menggunakan fungsi MAUT dan dapat memilih alternatif dengan utilitas tertinggi. Metode SMART digunakan karena perhitungannya lebih sederhana dan memungkinkan penambahan serta pengurangan alternatif tanpa mempengaruhi perhitungan pembobotan mengingat jumlah karyawan bisa berkurang dan bertambah secara tidak teratur. Sedangkan metode MAUT digunakan karena memunculkan hasil urutan peringkat dimana akan muncul hasil nilai terbesar sampai nilai terkecil sehingga dapat diketahui karyawan dengan terbaik dengan nilai tertinggi. Sehingga dapat mengambil keputusan dengan efektif atas persoalan yang kompleks dengan menyederhanakan dan mempercepat proses pengambilan keputusan. Metode penelitian yang digunakan adalah metode pengembangan sistem model waterfall, metodologi ini terdapat tahapan-tahapan kegiatan yang harus dilakukan dalam merancang suatu sistem. Perhitungan menggunakan 30 sampel data karyawan dan empat kriteria penilaian. Empat kriteria tersebut adalah presensi dengan bobot 40, masa kerja dengan bobot 30, ijin dengan bobot 20, dan disiplin dengan bobot 10. Data karyawan yang digunakan adalah karyawan yang sama dalam kedua metode serta mempunyai data penilaian yang sama. Hasil perhitungan menggunakan SMART dan MAUT menunjukkan bahwa keduanya dapat diimplementasikan dan berfungsi dengan baik untuk menentukan karyawan terbaik. Dengan menggunakan data alternatif, nilai alternatif, dan bobot kriteria yang sama diperoleh hasil bahwa metode SMART memberikan hasil yang lebih baik dengan 22 peringkat, sedangkan metode MAUT menghasilkan 18 peringkat. Semakin banyak jumlah peringkat yang muncul maka semakin baik karena mampu meminimalisir nilai preferensi yang sama, sehingga perankingan alternatif dapat dilakukan dengan baik.</p><p> </p><p><em><strong>Abstract</strong></em></p><p class="Judul2"><em>This study designed a system to determine the best employee selection using a Decision Support System (SPK). System calculations using the SMART and MAUT methods. SMART is a multi-attribute decision making method in which each alternative consists of a set of attributes and each attribute has values. Whereas MAUT is based on the concept where decision makers can calculate the utility of each alternative using the MAUT function and can choose alternatives with the highest utility. The SMART method is used because the calculation is simpler and allows the addition and subtraction of alternatives without affecting the weighting calculation given the number of employees can be reduced and increased irregularly. While the MAUT method is used because it raises the ranking order results in which the largest value will appear until the smallest value so that it can be known by the employee with the highest value. So that they can make decisions effectively on complex issues by simplifying and accelerating the decision making process. The research method used is the method of developing the system waterfall model, this methodology there are stages of activities that must be carried out in designing a system. The calculation uses 30 employee data samples and four assessment criteria. The four criteria are presence with a weight of 40, tenure with a weight of 30, permission with a weight of 20, and discipline with a weight of 10. Employee data used are the same employees in both methods and have the same assessment data. The results of calculations using SMART and MAUT indicate that both can be implemented and function properly to determine the best employees. By using alternative data, alternative values, and the same criteria weights, the results obtained that the SMART method gives better results with 22 ratings, while the MAUT method yields 18 ratings. The more number of ratings that appear, the better because it is able to minimize the same preference value, so that alternative ranking can be done well.</em></p><p><em><strong><br /></strong></em></p><p class="Abstrak"> </p>

IMPLEMENTASI SISTEM INFORMASI PENGGAJIAN KEPEGAWAIAN BERBASIS WEBSITE PADA KANTOR DESA SUKAMEKAR BEKASI JAWA BARAT

This paper discusses the Implementation of the Website-Based Payroll Information System at the Sukamekar Village Office, Bekasi, West Java, where this paper is a continuation of the Designing stage of the Employee Payroll Information System for the Partner. This implementation includes system testing that will be implemented, System Conversion includes Data Conversion and System Installation and Training for Users which includes Able Users and Admins. Sukamekar Village is a village located in Sukawangi District, Bekasi Regency, West Java which has a village head as village leader, Sukamekar village has employees who serve as secretaries who are tasked with recording employee data and employee attendance who still use the absent form, using the form frequently errors occur such as missing paper, there is no attendance data and the financial officer in charge of making salary data is also still manual with a letter of responsibility, therefore it is necessary to create a website-based staffing system that will be able to overcome the weaknesses and shortcomings of the existing staffing data management system . The data management system that will be created can process employee data input quickly and accurately, although the amount of data entered is relatively large and the accuracy of calculations and reports can be achieved as optimally as possible so that errors in entering data and calculating data will not occur. is the implementation of the information system, namely training, documentation and system conversion. Tulisan ini membahas tentang Implementasi dari Sistem Informasi Penggajian Kepegawaian Berbasis Website pada Kantor Desa Sukamekar Bekasi Jawa Barat, dimana Tulisan ini merupakan kelanjutan dari tahap Perancangan Sistem Informasi Penggajian Kepegawaian pada Mitra tersebut. Implementasi ini meliputi pengujian Sistem yang akan di imlentasikan, Konversi Sistem meliputi Konversi Data dan Instalasi Sistem Serta Pelatihan terhadap Pengguna yang meliputi Pengguna Bisa dan Admin. Desa Sukamekar adalah desa yang berada di Kecamatan Sukawangi, Kabupaten Bekasi, Jawa Barat yang memiliki kepala desa sebagai pemimpin desa, desa sukamekar memiliki pegawai yang bertugas sebagai seketaris yang bertugas untuk mencatat data pegawai dan absensi pegawai yang masih menggunakan formulir absen, dengan menggunakan formulir sering terjadi kesalahan seperti kertas hilang tidak ada data absensi dan kaur keuangan bertugas membuat data gaji juga masih manual dengan surat pertanggung jawaban, Oleh sebab itu maka perlu dibuat suatu sistem kepegawaian berbasis website yang akan dapat mengatasi masalah kelemahan dan kekurangan dari sistem pengelolah data kepegawaian yang ada. Sistem pengelolahan data yang akan dibuat dapat melakukan proses input data pegawai dengan cepat dan akurat, walaupun jumlah data yang dimasukan relatif cukup banyak dan keakuratan perhitungan serta laporan dapat dicapai dengan seoptimal mungkin sehingga kesalahan dalam memasukan data dan perhitungan data tidak akan terjadi kesalahan, Selanjutnya pembahasan adalah Implementasi dari Sistem Informasi tersebut yaitu pelatihan, dokumentasi dan konversi system.

IMPLEMENTASI SISTEM INFORMASI PENGGAJIAN KEPEGAWAIAN BERBASIS WEBSITE PADA KANTOR DESA SUKAMEKAR BEKASI JAWA BARAT

This paper discusses the Implementation of the Website-Based Payroll Information System at the Sukamekar Village Office, Bekasi, West Java, where this paper is a continuation of the Designing stage of the Employee Payroll Information System for the Partner. This implementation includes system testing that will be implemented, System Conversion includes Data Conversion and System Installation and Training for Users which includes Able Users and Admins. Sukamekar Village is a village located in Sukawangi District, Bekasi Regency, West Java which has a village head as village leader, Sukamekar village has employees who serve as secretaries who are tasked with recording employee data and employee attendance who still use the absent form, using the form frequently errors occur such as missing paper, there is no attendance data and the financial officer in charge of making salary data is also still manual with a letter of responsibility, therefore it is necessary to create a website-based staffing system that will be able to overcome the weaknesses and shortcomings of the existing staffing data management system . The data management system that will be created can process employee data input quickly and accurately, although the amount of data entered is relatively large and the accuracy of calculations and reports can be achieved as optimally as possible so that errors in entering data and calculating data will not occur. is the implementation of the information system, namely training, documentation and system conversion.Tulisan ini membahas tentang Implementasi dari Sistem Informasi Penggajian Kepegawaian Berbasis Website pada Kantor Desa Sukamekar Bekasi Jawa Barat, dimana Tulisan ini merupakan kelanjutan dari tahap Perancangan Sistem Informasi Penggajian Kepegawaian pada Mitra tersebut. Implementasi ini meliputi pengujian Sistem yang akan di imlentasikan, Konversi Sistem meliputi Konversi Data dan Instalasi Sistem Serta Pelatihan terhadap Pengguna yang meliputi Pengguna Bisa dan Admin. Desa Sukamekar adalah desa yang berada di Kecamatan Sukawangi, Kabupaten Bekasi, Jawa Barat yang memiliki kepala desa sebagai pemimpin desa, desa sukamekar memiliki pegawai yang bertugas sebagai seketaris yang bertugas untuk mencatat data pegawai dan absensi pegawai yang masih menggunakan formulir absen, dengan menggunakan formulir sering terjadi kesalahan seperti kertas hilang tidak ada data absensi dan kaur keuangan bertugas membuat data gaji juga masih manual dengan surat pertanggung jawaban, Oleh sebab itu maka perlu dibuat suatu sistem kepegawaian berbasis website yang akan dapat mengatasi masalah kelemahan dan kekurangan dari sistem pengelolah data kepegawaian yang ada. Sistem pengelolahan data yang akan dibuat dapat melakukan proses input data pegawai dengan cepat dan akurat, walaupun jumlah data yang dimasukan relatif cukup banyak dan keakuratan perhitungan serta laporan dapat dicapai dengan seoptimal mungkin sehingga kesalahan dalam memasukan data dan perhitungan data tidak akan terjadi kesalahan, Selanjutnya pembahasan adalah Implementasi dari Sistem Informasi tersebut yaitu pelatihan, dokumentasi dan konversi system.

Gender Identity, Coworking Spouses, and Relative Income within Households

Bertrand, Kamenica, and Pan (2015) document that in the United States there is a discontinuity to the right of 0.5 in the distribution of households according to the female share of total earnings, which they attribute to the existence of a gender identity norm. We provide an alternative explanation for this discontinuity. Using linked employer-employee data from Finland, we show that the discontinuity emerges as a result of equalization and convergence of earnings in coworking couples, and it is associated with an increase in the relative earnings of women, rather than a decrease as predicted by the norm. (JEL D12, J12, J16, J22, J31, Z13)

Identifikasi dalam Penetapan Staf Dosen dan Karyawan Berprestasi dengan Menggunakan Metode SMART

STMIK Indonesia Padang annually selects the best lecturers and employees to give appreciation for the performance of lecturers and employees. Lecturers and employees who take the assessment to appreciate the Performance Appraisal must meet the requirements and participate in the assessment process. The purpose of this research is to identify in determining the staff of lecturers and staff with achievement who are shorter in terms of calculations and also in accordance with the criteria. The sample in this study consisted of 4 lecturer data and 3 employee data taken randomly from 36 lecturer data and 26 employee data sourced from LP3M STMIK Indonesia Padang. Based on the analysis of lecturer and employee data, several criteria were obtained for processing these criteria, namely for lecturers the suitability of teaching materials with RPS (K) (Q1) teaching materials (Q2), teaching time (Q3), research (Q4) and GPA (Q5). ) then for employees, namely attendance (R1), performance (R2) and loyalty (R3). The method in this research is SMART (Simple Multi - Attribute Rating Technique) because this method is able to solve problems with multi-criteria. The results of the data testing obtained were Lecturers with achievements, namely DHD lecturers with a value of 0.8521 and outstanding employees, namely ARD employees with a value of 0.9998. The results of this study are expected to provide solutions for the identification of outstanding lecturers and staff at STMIK Indonesia Padang based on predetermined criteria.