Human Resource Planning Study in Hot Strip Mill 2 (HSM#2) factory at PT. Krakatau Steel, Tbk

The purpose of this study was to analyze the human resource planning process at the Hot Strip Mill 2 (HSM#2) factory at PT. Krakatau Steel, Tbk from before it was established until the first commercial operation (first coil). The existence of human resource planning is very important forfactory new, so that human resources will be obtained in quantity and quality in accordance with the needs to support effectiveness and efficiency in order to achieve the vision and mission set by the company. HSM#2 factory isproduction work unitPT. Krakatau Steel, Tbk which started operating for the first time (first coil) on May 17, 2021. The research method is qualitative descriptive using a phenomenological approach that will reveal the experiences of leaders and the human resource planning department related to the HSM#2 factory. The number of informants is7 people consisting of2 persons the manager who makes the mapping of human resource needs, and5 staff person directly involved in human resource planning at the HSM#2 plant. Data were collected beforehand by using interview techniques, document studies, and field observations. Data were analyzed using SWOT matrix analysis by considering strengths, weaknesses, opportunities, and threats. The results of the study indicate that at the time of planning human resources, the procurement of employees is divided into two, namely those from internal for supervisory, superintendent, and manager positions and those frommix of internal and external for officer, foreman, and supervisor positions.

Effects Of Employee Motivation On Organizational Performance At Ethiopian Telecom South West Region Jimma

The study examined the effects of employee motivation on organization performance of crews in Ethio telecom South West Region Jimma. The data were collected through self-administered questionnaire from 229 respondents and 219 were returned. Both primary and secondary sources of data were consumed in this study. The quantitative research approach was implemented and simple random sampling technics were adopted to provide equal chances for respondents. The data were analyzed by SPSS version 20.0 using an exploratory research design and data was analyzed using correlation and regression analysis. The correlation analysis indicates that there was a positive relationship between the independent variables (employee motivation) and dependent variables (organization performance). The result of the regression implies that the independent variables (employee benefit, promotion, teamwork, training and working environment) have accounted for 78.1% of variance in the dependent variable. Based on the outcome of the study, the researchers recommend that, it is better if the company focuses on employee motivation factors, mostly Promotion, employee benefit, teamwork and training so as to improve its performance.

Extent and Justifications for Strike Proneness in The Nigeria Public Sector Industries

Strike has become one of the most effective tools used by workers to drive home their demands and the intensity of this varies from one sector to another. Therefore, the objective of this study is to investigate strike proneness and why public sector industries are more strike prone in Nigeria. The study takes an exploratory approach by reviewing extant literatures as a focal point of analysis to determine the extent of strike intensity among industries in the public sectors with a view towards drawing up relevant justifications. The findings of the study shows that in comparison with other sectors, education as sub sector of public sector are more strike prone and the reason generally for public sector strike proneness is because government is the highest employer of labour as well as the umpire ensuing the behaviour of an employer and at the same time involve in the regulatory framework that guides the employment relations between the employer and employees in the private and public sector which often leads to unilateral decisions in the face of collective bargaining ; unfair treatment of employees and anti-union activities appears to be factors responsible for more industrial strike in the public sector among others. Therefore, the study recommend that government should practice unbiased democracy that is just, fair and deal equitably with the respective organized union so as to prevent conflict and not control conflict because of the after math consequences.

An Extensive Review of Health and Economy of Bangladesh Amid Covid-19 Pandemic

COVID-19 has affected 213 countries around the world, killing around 390,000 and infecting close to 6.6 million by June 04, 2020 (worldometer.info). Bangladesh, a South Asian low-middle-income economy, has experienced a demographic and epidemiological transition with rapid urbanization and a gradual increase in life expectancy. It is the seventh most populous country in the world and population of the country is expected to be nearly double by 2050. The increasing burden of communicable diseases in Bangladesh can be attributable to rapid urbanization and nearly 50% of all slum dwellers of the country live in Dhaka division. In 2017, National Rapid Response Team of IEDCR investigated 26 incidents of disease outbreak. The joint survey of the Power and Participation Research Centre and BRAC Institute of Governance and Development reveals that per capita daily income of urban slum and rural poor drops by 80% due to present countrywide shutdown enforced by the government to halt the spread of Covid-19. 40%-50% of these population took loans to meet the daily expenses. However, the country has just 127,000 hospital beds, 91,000 of them in government-run hospitals. Researchers say, the country’s economy is losing BDT 33 billion every day from its service and agriculture sectors during the nationwide shutdown.

THE Factors In Building Employee Commitment: Mediating Role Of Job Satisfaction At Bank Central Asia.

The condition of the use of the logistics workforce in the development of human resources of the TNI can still occur imbalances resulting from the aspects that’s not synergized well affecting the improvement of the quality of human resources of the TNI. The purpose of this study is to gather information related to the implementation evaluation results of the use of the logistics workforce in the construction of Human Resources in TNI with its evaluation by using William Dunn policy evaluation with evaluation criteria such as effectiveness, adequacy, alignment, responsiveness and accuracy. The qualitative method is used under the design of case study research. This research shows that from the evaluation of the implementation of the logistics workforce usage in the construction of TNI Human Resources in supporting the main tasks of the Indonesian National Army Headquarter with the findings: (1) The effectiveness of the use of logistics workers has a strategic function in achieving the performance of the TNI logistics workforce (2) The efficiency of the use of logistics workforce with diverse contributions, starting from planning, implementation and evaluation of logistical support, (3) Adequacy is interpreted to achieve conducive policy results, (4) Alignment/Justice leads to the issue of balance of results obtained will be comparable to the contribution given, (5) Responsivity cultures optimal service as TNI Logistics Staff, and (6) Accuracy of carrying out work by the respective task areas is in lined with the objectives of the implementation of activities to support the main tasks of the TNI Keywords: Policy Evaluation, Labor Use, Human Resources Development of the TNI

The The Effect Of Academic Supervision, Work Experience, Skills And Managerial Work Commitment In The Principal Elementary School State In Batam Riau Islands

This study aims to investigate the influence of the academic supervision, work experience, and a commitment to work towards the managerial skills of school principals. This study uses a quantitative approach using a survey method. Path analysis was used to analyze the data collected. The population in this study are all heads of public primary schools in the city of Batam totaling 143 principals. The number of samples taken in this study were 106 randomly selected people. The results showed that the managerial skills of school principals directly influenced by the academic supervision, work experience, and job commitment. The study also found that the work commitment is influenced by the academic supervision and work experience. Based on these findings it can be concluded that any changes occur in the principal managerial skills are influenced by the academic supervision, work experience, and job commitment. Therefore, the managerial skills of principals, academic supervision, work experience, and job commitment can be taken into consideration in strategic planning for the development of human resources in the education sector.

Political Behaviours of Internal Auditors in the Indonesian Public Organisation

Political behaviours are common in a workplace, including in a public organisation. However, political behaviours are like a double-edged sword. They could support the management, but on the other hand, they could also turn into a negative side which generates some drawbacks and inhibits the effectiveness of management. This research focuses on types, causes, impacts, and solutions of internal auditors’ political behaviours. We used the phenomenological methodology and qualitative approach. Interviews were conducted with ten auditors from various backgrounds to ensure the validity of the findings. This research revealed four main conclusions. First, there are two types of political behaviour, namely defensive political behaviour and impressive management. Second, the causes of political behaviour are individual and organisational. Third, the political behaviour could impact intrapersonal auditors, interpersonal relationship, and organisation as a whole. Fourth, this research indicates solutions to encounter the problems by improving the human resource system and organisational culture.

Factors in Building Employee Commitment: Mediating Role of Job Satisfaction at Bank Central Asia

This study aims to establish an understanding of specific factors in HR practices in BCA upon employee commitment and the role of job satisfaction as a mediating role. The study analyzed four factors with a sample of 409 employees in Bank Central Asia, Tbk. The researchers used regression analysis to investigate the hypothesis. The findings revealed that job enrichment and job training in Bank Central Asia were positively related to job satisfaction and employee commitment. Salary and job stability were found to be insignificant factors in job satisfaction. Job satisfaction mediates the effect of salary, job enrichment, and job training but not job stability. We hope to provide insight into the role of HR best practices in Bank Central Asia, Tbk, as one of the top-performing banks in Indonesia.

The Systematic Procurement: Educational Supply Chain Management System

Procurement is one of the functions involving in the Educational Supply Chain. It is highly important for teaching-learning process, more specifically Engineering programs that are comprised with practical teaching and theory teaching. For practical teaching, the supplies of equipment, facilities, tools and learning materials are dependent on the systematic procurement. This study is aimed to discover the procurement system of the Engineering Faculty, Universitas Negeri Padang, as a single case study. This is the qualitative research which uses semi-structured interview. Thirteen academicians and thirty five management practitioners were interviewed to gain in-depth information about the procurement existing in the case faculty. Purposive sampling method and simple random sampling method were used to select the research subjects. O'Connor & Gibson (2003)’s step-by-step qualitative analysis method was employed to analyze the data. The study resulted the regular procurement system and urgent procurement system in the faculty.

Influence Analysis Of Forced Distribution Rating Performance Appraisal And Merit Pay To Performance Of Directorate General Of Taxes’s Employees With Job Satisfaction As Intervening Variable At Blora Tax Service Office

This study aims to analyze and determine influence of forced distribution rating performance appraisal and merit pay toward performance of Directorate General of Taxes’s employees with job satisfaction as intervening variable at Blora Tax Service Office. Technique used for this study is census then data analyzed with SmartPLS. This research’s subjects are 80 low management employees at Blora Tax Service Office. The result of this research shows that forced distribution rating performance appraisal and merit pay don’t affect directly on employee’s performance. But forced distribution rating performance appraisal and merit pay have positive and significant effect on job satisfaction while job satisfaction has positive and significant effect on performance. Then indirectly through job satisfaction, forced distribution rating performance appraisal and merit pay have positive and significant effect to employee’s performance. This result shows that job satisfaction is a suitable intervening variable for this research. Based on this research, it is suggested for future managerial policy with goal to increase performance, job satisfaction should be one of deciding factors.