The role and place of personnel management in the management system of the organization

The article considers the approaches of modern researchers to the study of personnel management system. It is difficult to disagree with the fact that in many organizations the system of work with personnel, namely the structure of professional and job promotion of employees in accordance with their business and personal merits, qualitative composition and level of wages of employees do not meet the objectives of the formation of personnel policy. Correctly developed strategy of personnel management will help to eliminate the problem.

Job satisfaction of women employees of the public sector of Afghanistan

PurposeThis paper focuses on job satisfaction of women employees in the public sector of Afghanistan and identifies factors and challenges influencing women's job satisfaction in their workplace.Design/methodology/approachThe survey data were gathered from 92 employees working at the Ministry of Finance at different position levels.FindingsThe findings indicate that women employees highly prioritize salary increment and job promotion as their main job satisfaction factors while mentioning low salary, delay in salary payment and unsuitable workplace as the biggest challenges. Among recommendations, the research suggests to launch workshops for male employees to improve their behavior with women employees in the workplace, to promote employees based on their merit regardless of gender, to standardize salary scales, to develop a chart of female rights highlighting how they should be treated in their workplace and to support the female employees by eliminating gender discrimination and providing a secure work environment free of gender bias.Social implicationsThe findings and recommendations may help public sector organizations as well as the private sector of Afghanistan to improve women employees' job satisfaction.Originality/valueThis article represents an added value for the literature which lacks references about the satisfaction of women working in the public sector of Afghanistan.

KOMPENSASI, LINGKUNGAN KERJA, DAN PROMOSI JABATAN SEBAGAI PREDIKTOR TERHADAP KEPUASAN KERJA KARYAWAN

This study is to detect the effect of compensation, work environment and promotion on employee job satisfaction, where human resources are assets that must be continuosly considered to obtain human resources who have good performance. Human resources in an organization are important and must be managed properly and correctly. Job satisfaction is important because it can affect employee behavior and loyalty to the company. This research was conducted with quantitative methods and the population taken was all employees of the Outbound American division as many as 83 respondents. The sampling technique used was purposive sampling method, and the data testing technique used was PLS. The results of the analysis and discussion showed that compensation, work environment and job promotion had an effect on employee job satisfaction. The compensation variable has a positive effect on employee job satisfaction, The work environment variable has a positive influence on job satisfaction. And lastly, the variable of the job rpomotion has a positive effect oh job satisfaction but is not significant.Penelitian ini adalah untuk meneliti kompensasi, lingkungan kerja dan promosi sebagai predictor terhadap kepuasan kerja karyawan. Sumber daya manusia di dalam suatu organisasi menjadi penting dan harus dikelola dengan baik dan benar. Kepuasan kerja menjadi penting karena dapat mempengaruhi perilaku dan loyalitas karyawan pada perusahaan. Dalam penelitian ini dilakukan menggunakan metode kuantitatif. Penelitian ini menggunakan populasi seluruh karyawan bagian Outbound divisi Amerika yang berjumlah 83 responden. Teknik pengambilan sampel yang dipakai metode purposivesampling, dan teknik pengujian data yang digunakan adalah PLS. Hasil dari analisis dan pembahasan diketahui bahwa kompensasi, lingkungan kerja dan promosi jabatan berpengaruh terhadap kepuasan kerja karyawan. Variabel kompensasi memiliki pengaruh positif terhadap kepuasan kerja karyawan. Variabel lingkungan kerja memiliki pengaruh positif terhadap kepuasan kerja. Dan terakhir variabel promosi jabatan juga berpengaruh positif terhadap kepuasan kerja namun tidak signifikan.

Talent Management Employee Development by Using Certainty Factor Method of Expert System

Talent management is a factor that determines success in the business environment because talent management requires quantitative and qualitative skills. This study aims to implement the certainty factor (CF) method of an expert system for employee development talent management. This research using a certainty factor (CF) method to design an expert system framework. Due to the focus on our research aim, we provide a certainty factor calculation with mathematical modeling for calculating talent management employee development in X Company. The confidence level is 93.55% for a recommendation of not promotion of the job; for 52.38% is a recommendation that can be proposed for promotion, but HRD will evaluate in some time; for 98.73% is a recommendation for promotion of the job. We used CF calculation that can provide the level of confidence (in %). The calculation of the certainty factor (CF) method can be used for recommending job promotion in some companies.

Pengaruh Promosi Jabatan Terhadap Kinerja Karyawan PT Federal International Finance

AbstrakTujuan dari penelitian ini adalah untuk mengetahui Pengaruh Kebijakan Promosi Jabatan dan Beban Kerja Terhadap Kinerja Karyawan PT. Federal International Finance. Penelitian ini menggunakan kuisioner dengan skala pengukuran menggunakan skala Likert yang dianalisis menggunakan uji validitas, reabilitas dan analisis jalur menggunakan SPSS 22. Sampel dalam penelitian ini adalah 100 orang karyawan PT Federal International Finance cabang Kota Bekasi. Hasil penelitian ini menunjukkan variabel kebijakan promosi jabatan dan Beban Kerja baik secara parsial maupun simultan berpengaruh signifikan terhadap kinerja karyawan PT Federal International Finance. Nilai R menunjukkan sebesar 40% kebijakan promosi jabatan berpengaruh terhadap kinerja karyawan. Dengan mengetahui hubungan antara variabel-variabel ini, kebijakan promosi jabatan dan beban kerja dapat digunakan untuk meningkatkan kinerja karyawan pada PT Federan International Finance cabang Kota Bekasi.Kata kunci: Promosi Jabatan, Beban Kerja, Kinerja KaryawanAbstractThe purpose of this study was to determine the effect of job promotion policies and workload on employee performance at PT. Federal International Finance. This study uses a questionnaire with a measurement scale using likert scale which is analyzed using validity, reliability and path analysis using SPSS 22. The sample in this study was 100 employees of PT Federal International Finance Bekasi City branch. The results of this study indicate that the variables of job promotion policy and workload, either partially or simultaneously, have a significant effect on the performance of PT Federal International Finance employees. The value of R shows that 40% of the promotion policies have an effect on employee performance. By knowing the relationship between these variables, promotion policy and workload can be used to improve employee performance at PT Federan International Finance Bekasi branch.Keywords: Promotion, Workload, Employee Performance

Pengaruh Stress Kerja, Promosi Jabatan dan Budaya Organisasi Terhadap Produktivitas Kerja Karyawan PT Jasamarga Related Business

This research is a quantitative that aims to determine the influence of job stress, job promotion and organizational culture on employee work productivity at PT Jasamarga Related Business. This research used a sample size of 60 respondents who were all employees of the head office of PT Jasamarga Related Business. The analysis technique in this research is to use the coefficient of determination test, t test (partial) and F test (simultaneous) using SPSS version 25 software. The test result show that (1) job stress has a significant effect on the employee work productivity of PT Jasamarga Related Business, (2) job promotion has a significant effect on the employee work productivity of PT Jasamarga Related Business, (3) organizational culture has a significant effect on employee work productivity of PT Jasamarga Related Business, (4) job stress, job promotion and organizational culture simultaneously have a significant effect on employee work productivity of PT Jasamarga Related Business. Keywords: job stress, job promotion, organizational culture and work productivity.

Invisibility not invincibility: Pakistani women and the lack of career ascendance

Purpose The purpose of this paper is to investigate the role of gender in the relationships between employee’s work experience and their chances of obtaining a job promotion. Design/methodology/approach Five hundred middle to lower management Pakistan employees from service industries were surveyed. Measures used to obtain data included work experience, job promotions and gender. Gender was dummy coded. Moderation analyses via SPSS was used to investigate the moderating effect of gender in the relationship between employee’s work experience and job promotions. Findings The results indicated that work experience was positively associated with job promotion. However, the results indicated that gender fully moderated the relationship between work experience and job promotion. Specifically, female employees were less likely to get promoted compared to male employees despite having similar work experiences. Research limitations/implications Drawing together the human capital theory, social role theory and cultural factors, this study highlighted the socioeconomic/cultural barriers’ impact on Pakistani women’s career ascendance. Practical implications There is a lack of empirical evidence about career ascendance among Pakistani women. Therefore, the aim of the present study is to conduct and provide empirical evidence so that relevant agencies within Pakistan can develop more gender-equitable promotional policies and processes. Originality/value This study responded to the call for more empirical investigation of career ascendancy among women in developing countries. While this issue has been discussed in many developed western countries, there is a lack of empirical evidence in Muslim Pakistan.

JOB PROMOTION AND EMPLOYEE PERFORMANCE IN KENYA FORESTRY RESEARCH INSTITUTE HEADQUARTER IN MUGUGA, KIAMBU COUNTY

Employee performance at Kenya Forestry Research Institute has been found to be poor, with more than one third of organization’s employees failing to meet deadlines, regarding accomplishing their tasks or organizational targets. This study sought to investigate the effects of job promotion practices on employee performance in Kenya Forestry Research Institute in Muguga, Kenya. The study was anchored on expectancy theory. The study used a positivism philosophy and a descriptive research design. The unit of analysis was Kenya Forestry Research Institute. The target population was all the 178 staff working in Kenya Forestry Research Institute in Muguga. A sample of 121 respondents was selected through stratified random sampling. A semi-structured questionnaire was used in collecting primary data. A pilot study was conducted to ensure the data collection tool is reliable. Analysis of qualitative data was carried out through thematic analysis. Descriptive statistics focused on frequency distribution, percentages, mean and standard deviation. Components of inferential statistics include; Pearson correlation coefficient and multivariate regression analysis. Both descriptive and inferential data was analyzed by the help of SPSS Version 25. The results obtained were presented both in tables as well as figures (pie charts and bar graphs). The study found that job promotion practices have significant effect on employee performance in Kenya Forestry Research Institute. Further, the study found that employees acquire new skills through job promotion. Henceforth, the study recommends that Kenya Forest Research Institute Headquarter should consider leadership abilities, attitude of staff and review past performance when promoting staff so as to improve on their overall competency skills. JEL: J01; J81 <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0778/a.php" alt="Hit counter" /></p>

Institutional Gender Representation and Career Progression Disparities at Management Levels in Selected Public Academic Libraries in Kenya

The education sector is one of the most crucial sectors in the world. The very remarkable growth of academic institution has created massive employment opportunities for our educated men and women of our nation. These men and women play a vital role in the Kenyan economy, both socially and economically. However, most of these men and women employees face a lot of challenges at work, especially in career progression related issues. The overall purpose of this study was to examine gender representation and career progression disparities in the management levels of public academic libraries in Kenya. To achieve this, the study sought to find out gender representation in the management levels of the Kenyan public academic universities, determine the barriers hindering career progression of men and women managers, and examine the challenges affecting career progression of men and women at management levels in public academic libraries in Kenya. The study was carried out in selected public academic libraries in Kenya. These included four public universities within Nairobi county, Kiambu county and Uasin-Gishu county. The respondents included university librarians, deputy university librarians, senior librarians, librarians, librarian assistants and senior library assistants. The target population was 85 participants who were expected to participate in the study, and eventually only a sample size of 42 respondents was obtained. Relevant data was collected from the participants using structured interviews and questionnaires. A descriptive case-study research design was used. The collected data was coded into relevant themes, analyzed, interpreted and presented using qualitative methods for enabling to draw the findings and conclusions. Data was presented using tables, graphs and charts. The findings revealed that gender representation in public academic libraries was not balanced, and persons of female gender were more than persons of male gender. Disparities were also noted within their distribution in various departments, more women had attained higher levels of education than their fellow men colleagues, and women had also worked for more number of years within the libraries and in previous positions. It was also observed that, there was a supportive work environment within the organizations, though there were a few instances where the culture within did not encourage a fair job promotion practices. Selection process, networking, policies, rules and regulations in place, in the organizations were a great barrier to career progression. The study came up with several recommendations on gender representation in the management ranks, fair job promotion practices, education and training.