Pentingnya Desain Ulang Pekerjaan Dan Deskripsi Pekerjaan Untuk Peningkatan Kinerja Pegawai Pada Masa Pandemi Covid 19

This study is to examine the effect of Job Redesign and Job Description on Employee Performance in the Public Works and Spatial Planning Office of Serang Regency. The method used is a quantitative method. The population is 55 employees and the sample is 35 employees. Data were collected using a questionnaire. To test the model and hypothesis, the SPSS version 25 program was used. Based on the results of this study indicate: Job Redesign partially has no effect on employee performance. Job description partially positive and significant effect on employee performance. Job redesign and job description simultaneously have a positive and significant effect on employee performance.

The Alignment of Stress Management to the Behavioural Management Movement

Stress management is a wide spectrum of techniques and psychotherapies aimed at controlling a person’s level of stress, especially chronic stress, usually for the purpose of and for the motive of improving everyday functioning. Although there are several stress management techniques, that of Job redesign, Job rotation, Social support, and Employee counseling were adopted from the work of Miller (2008). Stress management was aligned with the Behavioural school of management thoughts. First the paper delineated the importance of stress management in individual, group and organizational life, detailing the four techniques mentioned earlier. Secondly, the article evaluated the behavioural management philosophy ; which gives primacy to psychological considerations, but treats fulfillment of emotional needs, mainly as a means of achieving other primary economic goals, and finally the alignment of the behvioural management philosophy with stress management .In conclusion , the behavioural management philosophy provide the antidote foundation for the ultimate elimination of dysfunctional stressors, while it was recommended amongst other; management should utilize job redesign to check emotional exhaustion. This would ensure increased quality of work life and employee job satisfaction.

The Mediating Role of Job Satisfaction on the Effect of Transformational Leadership Style and Job Redesign on Organizational Commitment (Study on millennial employees of CV. Cahaya Metalindo)

The purpose of this study was to examine the Mediating Role of Job Satisfaction (JS) on the Effect of Transformational Leadership Style (TLS) and Job Redesign (JR) on Organizational Commitment (OC). The method used is quantitative descriptive by using primary data and secondary data. Data collection techniques used interviews and questionnaires which were distributed to millennial employees who work at CV. Cahaya Metalindo. The sample of this research is 41 respondents of millennial employees. Data were analyzed using path analysis. The results showed that JR had no effect on JS and OC. TLS has a significant effect on JS and OC, and KK has a significant effect on OC Keywords: job redesign, transformational leadership style, job satisfaction, organizational commitment

Strategi Inovasi dan Rencana Implementasi Untuk Mendorong SDM Unggul di Masa Pandemi

Abstrak: Mengingat pentingnya peran SDM bagi sebuah organisasi atau perusahaan, maka dalam kondisi Pandemi Covid-19 ini pun mereka tetap perlu untuk meningkatkan kualitas dan dapat unggul dalam berbagai kondisi serta situasi yang sulit dikendalikan. Beberapa strategi patut dilakukan sebagai upaya dalam rangka mendorong SDM tersebut agar tetap unggul serta produktif. Melalui desain ulang pekerjaan (Job Redesign) bagi SDM dapat menjadi langkah awal agar pekerjaan disesuaikan dengan kondisi yang tengah dihadapi, SDM pada akhirnya mampu beradaptasi serta melakukan segala penyesuaian, selanjutnya dengan adanya pelatihan atau training online bagi SDM di tengah Pandemi Covid-19 dapat pula menjadi upaya untuk terus meningkatkan pengetahuan sekaligus skill sehingga individu dapat terus berkembang dan unggul, selain itu dengan pendayagunaan teknologi atau digitalization pula dapat menjadi strategi yang tepat untuk membantu SDM dalam upaya transformasi dan mengupgrade skill digitalnya yang perannya sangat mendominasi di era saat ini, maka dengan adanya hal-hal tersebut SDM yang ada dapat memiliki kemampuan untuk beradaptasi dan berpikir secara kritis sekaligus unggul dengan kemampuannya mengupgrade skill yang dimiliki. Di samping itu pula, penguatan diri bagi SDM turut mendorong kualitas, melalui strategi penguatan iman, imun, dan aman sekaligus adanya pemberian motivasi yang berkelanjutan dari pimpinan dan antar individu melalui sharing session menjadi salah satu strategi yang kuat dalam upaya pembentukan tim yang tangguh di masa Pandemi Covid-19 ini.

Job Crafting als Instrument des betrieblichen Personalmanagements

Job crafting describes employee-initiated job redesign undertaken to make the role assigned to the employee more attractive. This article outlines how a targeted personnel development approach can influence an employee’s job crafting initiatives, to improve their job satisfaction, motivation and performance, and prevent dysfunctional consequences of self-initiated job redesign. Zusammenfassung Job Crafting bezeichnet die proaktive, selbstinitiierte Stellengestaltung durch Mitarbeiter, um die ihnen übertragene Stelle für sich selbst attraktiver zu machen. Der Beitrag zeigt auf, wie Unternehmen im Rahmen der Personalentwicklung zielgerichtet Einfluss auf die Job Crafting-Aktivitäten der Mitarbeiter nehmen können. Hierdurch soll die Arbeitszufriedenheit, -motivation und -leistung der Mitarbeiter gesteigert und dysfunktionales Job Crafting unterbunden werden.

Job Crafting als Instrument des betrieblichen Personalmanagements

Job crafting describes employee-initiated job redesign undertaken to make the role assigned to the employee more attractive. This article outlines how a targeted personnel development approach can influence an employee’s job crafting initiatives, to improve their job satisfaction, motivation and performance, and prevent dysfunctional consequences of self-initiated job redesign. Zusammenfassung Job Crafting bezeichnet die proaktive, selbstinitiierte Stellengestaltung durch Mitarbeiter, um die ihnen übertragene Stelle für sich selbst attraktiver zu machen. Der Beitrag zeigt auf, wie Unternehmen im Rahmen der Personalentwicklung zielgerichtet Einfluss auf die Job Crafting-Aktivitäten der Mitarbeiter nehmen können. Hierdurch soll die Arbeitszufriedenheit, -motivation und -leistung der Mitarbeiter gesteigert und dysfunktionales Job Crafting unterbunden werden.