Pemberian Insentif dalam Meningkatkan Kinerja Karyawan PT MNC Skyvision

2020 ◽  
Vol 2 (2) ◽  
pp. 107
Author(s):  
Ahmad Sahidah ◽  
Ahmad Kasiful Anwar
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Work Experience ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Employee Attitudes ◽  
Decision Making Process ◽  
Employee Education ◽  
And Behavior ◽  
Attitudes And Behavior

The various companies, organizations, and institutions certainly want to get good employee performance in each of their respective fields. In the maintenance and management of human resources, they must receive more attention. A person's performance was influenced by the level of employee education, motivation and work experience. The aim of this artilce was to describe the assessment and measurement of employee performance, the benefits of employee performance appraisal, and the factors that influence the performance of employees of PT MNC Skyvision (INDOVISION). This research was a descriptive analysis, which was done through collecting data, compiling or it’s grouping, and then interpreting the data. The results showed that the provision of incentives had a contribution to change employee attitudes and behavior towards better performance. Employee performance was a very important role and its meaning in the decision making process in the future such as identification of all organizational program needs, program introduction, training, selection, recruitment, placement, reward systems,and promotions. Keywords: Incentives of Employee, Improving of Employee Performance

scholarly journals PENGARUH SELF EFFICACY TERHADAP KINERJA KARYAWAN

2016 ◽  
Vol 2 (2) ◽  
pp. 94
Author(s):  
Dila Agestian Cita LW
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Self Efficacy ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Strong Relationship ◽  
Interval Data ◽  
Research Use ◽  
Company Performance

Human resources have a major role in every activity of the company. The company's goal will be achieved by creating a good employee’s performance. One of the factors that affect the employee's performance is self-efficacy (a person's beliefs about the ability and chances to successfully achieve a certain task). Employees of the company should have high self-efficacy so it can improve the company performance because self-efficacy will encourage someone more eager to achieve optimal results in their performance. The good or poor employee performance can be determined by performance appraisal of employees based on the standard that has been set. The purpose of this research is to know employees self-efficacy, the employee's performance at PT Sandy Globlino (SND), and to determine the effect of self-efficacy to employees performance at PT Sandy Globlindo (SND). This research use probability sampling technique, with 101 samples and spreading questionnaire using a Likert scale with interval data (1-5) to get data. Methods of data analysis used in this research include the classic assumption test, descriptive analysis, correlation analysis, hypothesis testing, regression analysis, and coefficient determination. The results of this research is self-efficacy of employees at PT Sandy Globlindo (SND) has self-efficacy with levels of good or high, the performance of employees at PT Sandy Globlindo (SND) have levels of good or high, and the results show that there is a positive and strong relationship between self-efficacy to employees performance in PT Sandy Globlindo (SND) with a correlation value of 0.746. Other than that obtained results that Y = 31.328 + 0,746X which means that if self-efficacy increased one unit then the performance of employees will increase by 0.746 units. This research also obtained results that self-efficacy able to explain the performance of SND’s employees by 55.7% and 44.3% explained by other factors not examined in this study.

Central Banks and the New Regulatory Regime for Banks

2019 ◽  
pp. 502-527
Author(s):  
David T. Llewellyn
Keyword(s):  
Central Banks ◽  
Employee Attitudes ◽  
Social Costs ◽  
Regulatory Regime ◽  
Bank Failures ◽  
The Social ◽  
Global Banking ◽  
Regulated Firms ◽  
And Behavior ◽  
Attitudes And Behavior

The most serious global banking crisis in living memory has given rise to one of the most substantial changes in the regulatory regime of banks. While not all central banks have responsibility for regulation, because they are almost universally responsible for systemic stability, they have an interest in bank regulation. Two core objectives of regulation are discussed: lowering the probability of bank failures and minimizing the social costs of failures that do occur. The underlying culture of banking creates business standards and employee attitudes and behavior. There are limits to what regulation can achieve if the underlying cultures of regulated firms are hazardous. There are limits to what can be achieved through detailed, prescriptive, and complex rules, and when, because of what is termed the endogeneity problem, rules escalation raises issues of proportionality, a case is made for banking culture to become a supervisory issue.

scholarly journals Efektifitas Keputusan Manajemen Dalam Penilaian Kinerja Karyawan Menerapkan Metode Weigthed Product (WP)

2020 ◽  
Vol 4 (3) ◽  
pp. 612
Author(s):  
Tri Widayati ◽  
Nugroho Sumarjiyanto Benedictus Maria
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Government Agencies ◽  
Private Companies ◽  
Quality Of Work ◽  
The World ◽  
A Company ◽  
Business And Management

Performance appraisal of employees is an important thing to do by government agencies and private companies. It is useful to see, monitor the level and quality of work given by an employee to his company in order to create a company that is able to achieve the goals of each company by starting to do evaluation of HR (Human Resources) because in the business and management world says that a great company is a company that is able to manage its human resources. In employee performance appraisal, each company has their own way and certainly different in the actual practice of employee performance appraisal activities must be done properly and fairly as possible to eliminate social gaps in the world of work and reduce the occurrence of errors in granting an assessment of the performance of each each company employee and the results obtained after employees are given an assessment of their performance are expected to grow and influence the level of loyalty given by employees to the company and foster high self-motivation for the progress of the company itself. In evaluating employee performance, there are several tools that can be used, one of which is a decision support system that will process some of the criteria set by the company using the Weighted Product (WP) method

scholarly journals The Effect of Work Culture and Work Motivation on Employee Performance at Manado State University

2021 ◽  
Vol 21 ◽  
pp. 167-175
Author(s):  
Megalia Riane Kaseger ◽  
Itje Pangkey ◽  
Abdul Rahman Dilapanga
Keyword(s):  
Organizational Climate ◽  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Work Culture ◽  
State University ◽  
Validity And Reliability ◽  
Data Collection Technique ◽  
And Behavior ◽  
Attitudes And Behavior

This research was conducted to know the influence of work culture and work motivation partially and simultaneously on the performance of employees at Unima. The research uses a quantitative approach. The population is all Unima employees totaling 335 employees spread over six work units. The sampling technique was proportional stratified random sampling with the amount determined by the Slovin rule, and 182 employees were obtained. The data collection technique is a questionnaire that has been tested for validity and reliability. Data analysis is multiple regression analysis through the help of the SPSS program. The results of the study reveal that (1) organizational culture has a positive and significant effect on employee performance at Unima, (2) work motivation has a positive and significant effect on employee performance at Unima, (3) work culture and work motivation simultaneously has a positive and significant effect on performance. Employees at Unima. It is recommended to strengthen work culture, so socialization in order to increase understanding and acceptance of values and norms that have governed attitudes and behavior of working and interacting in the work environment, carried out continuously in line with developments and demands of the organizational environment so that it is strongly internalized. In addition, the organizational climate should be created in a conducive and transparent manner so that employees are free to express their various needs related to their work. The fulfillment of the needs related to his work will encourage him to carry out his duties well.

scholarly journals Peningkatan Mutu Sumber Daya Manusia Lembaga Pendidikan Isalm Berbasis Sustainable Development Goals Di Yayasan Pendidikan Anak Saleh Kota Malang

2021 ◽  
Vol 5 (1) ◽  
pp. 182
Author(s):  
Anwar Sa'dullah ◽  
Triyo Supriyatno
Keyword(s):  
Early Childhood ◽  
Early Childhood Education ◽  
Human Resources ◽  
Primary School ◽  
Performance Appraisal ◽  
Rapid Development ◽  
Descriptive Analysis ◽  
Childhood Education

The dynamics of the development of educational institutions in Indonesia cannot be stopped, let alone limit the rapid development of institutions. Not a few institutions have closed down due to the lack of interest in the community to send their children to school. The problem basically concerns the quality of the institution, especially human resources who play a role as the subject or manager of the institution. For quality institutions, it is certain that they will not be displaced by global developments and the demands of the community for quality education. The research method of this article is qualitative research with a descriptive analysis approach. This type of research is a case study with a multi-case design considering the choice of two research institutions even though one shelter, namely early childhood education and primary school Anak Saleh Malang City. The results showed that early childhood education has four strategies in improving the quality of human resources, including: training, professional development, career development, and performance appraisal. One of the four strategies has the theme of developing human resources through workshops on the responsibilities of employees in schools and families. Meanwhile, the Saleh Children Primary School has three strategies for developing human resources, namely: monitoring, evaluation and follow-up. Among the three strategies, one of the activity designs is the awarding of employees through employee and teacher months including the involvement of parents in follow-up programs. Keywords: Quality, Human Resources, SDGs, Saleh Children

scholarly journals Pengaruh Kecerdasan Emosional terhadap Kinerja Karyawan

2018 ◽  
Vol 3 (2) ◽  
pp. 51-62
Author(s):  
Aditya Yuda Pratama ◽  
Tintin Suhaeni
Keyword(s):  
Emotional Intelligence ◽  
Regression Analysis ◽  
Linear Regression ◽  
Human Resources ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Linear Regression Analysis ◽  
Simple Linear Regression ◽  
High Category ◽  
State Revenue

Culinary business from every new is always increasing, has always been the highest compared with other types of business. Based on data from the print media, Bandung is designated as an Indonesian culinary destination because it contributes greatly to the state revenue. However, there are problems that often occur especially in the culinary field, one of which is from human resources. This study was conducted to determine the effect of human resources viewed from emotional intelligence to employee performance. The method used is descriptive analysis to obtain the results of emotional intelligence is in the high category and employee performance is also in the high category. The result of simple linear regression analysis obtained equation Y = 13.060 + 0.420X, with R Square of 0.599 means there is contribution between emotional intelligence to employee performance equal to 59.9%.

scholarly journals The Link between HR Attributions and Employees’ Turnover Intentions

2016 ◽  
Vol 18 (1) ◽  
pp. 55 ◽  
Author(s):  
Juliana Caesaria Tandung
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Human Resources Management ◽  
Intention To Leave ◽  
Individual Level ◽  
Hr Practices ◽  
And Behavior ◽  
Attitudes And Behavior

Human Resources Management (HRM) is part of the organizational functions that contribute to the effectiveness of a firm’s performance, and brings an organization a competitive advantage through the implementation of its Human Resources (HR) practices. HR practices adopted by management are perceived or attributed subjectively by individual employees, and can in turn affect the employees’ attitudes and behavior (e.g. Job satisfaction and turnover intention). The purpose of this study is to contribute to the process-based approach by investigating the effect of HR attributions on turnover intentions, with job satisfaction playing a mediating role. The analysis is on the individual level, with 454 respondents from various organizations within the Netherlands. The results show that HR attributions can affect the turnover intention, through the presence of job satisfaction. Thus, it can be said that it is important to always consider the employees’ attitudes and behavior when examining their perception of HR practices, and in predicting their intention to leave.

scholarly journals Pembentukan Lingkungan Religius Dalam Pengelolaan Pendidikan di SMP Negeri I Camplong

2018 ◽  
Vol 3 (2) ◽  
pp. 174-188
Author(s):  
Ismail Ismail ◽  
Saniri Saniri ◽  
Abu Samsuddin ◽  
Moh. Taufiqurrahman
Keyword(s):  
High School ◽  
Junior High School ◽  
Junior High ◽  
Descriptive Analysis ◽  
Teacher Professionalism ◽  
Religious Activities ◽  
Educational Facilities ◽  
Educational Management ◽  
And Behavior ◽  
Attitudes And Behavior

Abstract The adjustment was implemented with the formation of a religious environment in the educational management at Camplong Junior High School 1. This research aims to get answers from the focus of the problem: 1) How is the formation of a religious environment in the educational management at Camplong Junior High School 1? 2) What are the supporting and inhibiting factors for the formation of a religious environment in the educational management at Camplong Junior High School 1? In order to collect data, researchers used interviewing, observation and documentation techniques. While the analysis is carried out according to descriptive analysis techniques quality. From the analysis of the data, it was found that: 1) the formation of a religious environment was realized by educational facilities and infrastructure that support, the existence of intra-religious and extra-curriculum religious activities, and religious attitudes and behavior of school people. 2) As for the supporting are teacher professionalism, educational facilities and infrastructure, and school discipline. The inhibiting factor is that the program is still centered on PAI teachers.   Key Word: Religius Environment, Educational Management   Abstrak Penyesuaian diimplementasikan dengan pembentukan lingkungan religius dalam pengelolaan pendidikan di SMP Negeri 1 Camplong. Penelitian ini bertujuan untuk mendapat jawaban dari fokus masalah: 1) Bagaimana pembentukan lingkungan religius dalam pengelolaan pendidikan di SMP Negeri 1 Camplong? 2) Apakah faktor pendukung dan penghambat pembentukan lingkungan religius? Dalam rangka pengumpulan data, peneliti menggunakan teknik wawancara, observasi dan dokumentasi. Sedangkan analisisnya dilakukan menurut teknik analisis deskriptif kualitatitf. Dari analisis data, ditemukan bahwa: 1) pembentukan lingkungan religius diwujudkan dengan: sarana dan parasana pendidikan yang mendukung, adanya kegiatan keagamaan baik intra maupun ekstra kurikulum, dan sikap dan perilaku religius warga sekolah. 2) adapun faktor pendukung yaitu profesionalisme guru, sarana dan prasarana pendidikan, dan tata tertib sekolah. Faktor penghambat adalah program ini masih terpusat pada guru PAI.   Kata kunci: Lingkungan religius, pengelolaan pendidikan.

scholarly journals Employee Performance Assessment Decision Support Using Profile Matching Method Compared to Simple Additive Weight Addition at Dharma Buddhi University, Tangerang

bit-Tech ◽  
2019 ◽  
Vol 2 (1) ◽  
pp. 28-42
Author(s):  
Muhammad Subhana ◽  
Yakub Yakub
Keyword(s):  
Performance Evaluation ◽  
Decision Support ◽  
Human Resources ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Performance Ratings ◽  
Matching Method ◽  
Profile Matching ◽  
Weight Method ◽  
One Year

An employee performance evaluation of the Buddhist Dharma University is needed to see the potential of its human resources. To get an employee performance appraisal in one year requires a decision support system that is fast and measurable so that the information obtained is accurate. The method used in assessing employee performance uses profile matching and is compared with the SAW (simple additive weight) method so that the results can be properly compared. The purpose of employee appraisal is so that leaders can easily obtain information about employee performance ratings at Buddhii Dharma University. The results of the value using the profile matching method can be recommended for salary increases and positions of 4 employees. Which can be recommended for salary increases there are 17 employees and those who are not eligible for salary increases and positions are valued at 12 employees. And comparing with the Simple Additive Weight (SAW) method, there are 19 employees who are eligible to raise salaries and 14 employees who are not eligible to raise salaries and positions

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