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Rikhotso, Oscar, Thabiso John Morodi, and Daniel Masilu Masekameni. "Occupational Health Hazards: Employer, Employee, and Labour Union Concerns." International Journal of Environmental Research and Public Health 18, no. 10 (May 19, 2021): 5423. http://dx.doi.org/10.3390/ijerph18105423.
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This review paper examines the extent of employer, worker, and labour union concerns to occupational health hazard exposure, as a function of previously reported and investigated complaints. Consequently, an online literature search was conducted, encompassing publicly available reports resulting from investigations, regulatory inspection, and enforcement activities conducted by relevant government structures from South Africa, the United Kingdom, and the United States. Of the three countries’ government structures, the United States’ exposure investigative activities conducted by the National Institute for Occupational Safety and Health returned literature search results aligned to the study design, in the form of health hazard evaluation reports reposited on its online database. The main initiators of investigated exposure cases were employers, workers, and unions at 86% of the analysed health hazard evaluation reports conducted between 2000 and 2020. In the synthesised literature, concerns to exposure from chemical and physical hazards were substantiated by occupational hygiene measurement outcomes confirming excessive exposures above regulated health and safety standards in general. Recommendations to abate the confirmed excessive exposures were made in all cases, highlighting the scientific value of occupational hygiene measurements as a basis for exposure control, informing risk and hazard perception. Conclusively, all stakeholders at the workplace should have adequate risk perception to trigger abatement measures.
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Bulut Sürdü, Fatma, Arzu Özsözgün Çalışkan, and Emel Esen. "Human Resource Disclosures in Corporate Annual Reports of Insurance Companies: A Case of Developing Country." Sustainability 12, no. 8 (April 23, 2020): 3452. http://dx.doi.org/10.3390/su12083452.
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Employees are key stakeholders for companies to maintain their sustainability. Obtaining and disclosing information related to employees can help companies to manage and evaluate the effectiveness of human resources. This paper investigates human resource disclosures in corporate annual reports of 54 insurance companies in Turkey and identifies the determinants of the disclosure for the period of 2007–2017. For this purpose, human resource disclosures with eight subdimensions as employee health and safety, employment of minorities or women, disabled employee, employee training, employee assistance and benefits, employee remuneration, employee profiles and employee morale were obtained from corporate annual reports by content analysis. The data were statistically tested with correlation analysis and a pooled OLS (Ordinary Least Squares) models to determine the effects of return on assets, return on equity, leverage, firm size, number of employees, age of firm, public listing status, foreign ownership, company type on these disclosures. The results indicate that number of employees, foreign ownership and company type have an effect on the extent of human resource disclosure. Employee training is the most disclosed item among human resource disclosures in corporate reports. It is suggested that companies should improve their reporting and disclosure practices related to human resource development.
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Kent, Pamela, and Tamara Zunker. "Attaining legitimacy by employee information in annual reports." Accounting, Auditing & Accountability Journal 26, no. 7 (September 16, 2013): 1072–106. http://dx.doi.org/10.1108/aaaj-03-2013-1261.
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Wallace, Geoffrey L., and Robert Haveman. "Work and earnings of low-skilled women: Do employee and employer reports provide consistent information?" Journal of Economic and Social Measurement 32, no. 2-3 (December 10, 2007): 149–76. http://dx.doi.org/10.3233/jem-2007-0287.
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Kent, Pamela, and Tamara Zunker. "A stakeholder analysis of employee disclosures in annual reports." Accounting & Finance 57, no. 2 (June 29, 2015): 533–63. http://dx.doi.org/10.1111/acfi.12153.
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Pratiwi, Annisa Yuli. "PENGEMBANGAN APLIKASI DAILY ACTIVITYDI BPS PROVINSI KALIMANTAN UTARA." Jurnal Teknik Informasi dan Komputer (Tekinkom) 4, no. 1 (2021): 88–95. http://dx.doi.org/10.37600/tekinkom.v4i1.207.
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Daily Activity is an application developed by BPS-Statistics of Sulawesi Tenggara Province. The application is then also applied in BPS-Statistics of Kalimantan Utara Province. In Daily Activity, employees report their daily activities, including the outputs. The list of activities is then manually summarized every month to form an Employee Performance Achievement Report (CKP). Because the process is still manual, the preparation of CKP reports has become less effective and efficient. Thus, the author tries to develop Daily Activity by adding the Employee Performance Achievement menu. The development uses the Software Development Life Cycle (SDLC) method with the waterfall approach. With this menu, now the list of activities can be summarized automatically by activity categories. The application has been tested with black-box testing to determine its functionality. The test results show that the application meets user needs in forming CKP reports. Keywords: CKP, Employee Performance Achievement Report, PHP, SDLC, web-based.
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Taylor, Yhenneko J., Victoria C. Scott, and C. Danielle Connor. "Perceptions, Experiences, and Outcomes of Lactation Support in the Workplace: A Systematic Literature Review." Journal of Human Lactation 36, no. 4 (June 12, 2020): 657–72. http://dx.doi.org/10.1177/0890334420930696.
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Background Despite legislation requiring break time and a private space to express milk, variations exist in accommodations for breastfeeding employees in the United States. Research Aims We aimed to describe employee and employer perceptions of and experiences with workplace lactation support in the United States and to identify research needed to inform workplace lactation support programs. Methods We searched Academic Search Complete, Business Search Complete, CINAHL, MEDLINE, PubMed, and PsycInfo for peer-reviewed articles published from 2009 to 2019 ( n = 1638). We included 27 articles. Studies were categorized into four non-exclusive themes: (a) employee perceptions of and experiences with workplace lactation support; (b) employer reports of workplace lactation support; (c) association between workplace lactation support and business outcomes; and (d) association between workplace lactation support and breastfeeding outcomes. Results Analyses of associations between lactation support at work and employee breastfeeding outcomes ( n = 14, 52%), and employee perceptions of and experiences with lactation support at work ( n = 14, 52%) were most common, followed by employer reports of lactation support ( n = 3, 11%) and associations between lactation support at work and job satisfaction ( n = 3, 11%). Results indicated that workplace lactation support varied by employer, and that employee perceptions of and experiences with workplace lactation support varied by demographic and employment characteristics. The use of cross-sectional designs, unvalidated instruments, and limited representation from women with low incomes and minorities were common study limitations. Conclusions More research is needed to learn about experiences of employers and low-income and minority women with workplace lactation support and associations with business-relevant outcomes.
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Kansal, Monika, and Mahesh Joshi. "Reporting human resources in annual reports." Asian Review of Accounting 23, no. 3 (September 7, 2015): 256–74. http://dx.doi.org/10.1108/ara-04-2014-0051.
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Purpose – The purpose of this paper is to investigate the extent of corporate disclosure on human resources (HR) in the annual reports of top performing Indian companies. Design/methodology/approach – The paper explores the extent to which top 82 companies from India present information about HR in their annual reports. This study examines the annual reports of each of the top Indian firms listed on the Bombay stock exchange, using the “content analysis” method. Statistical tests have been performed to analyse the difference between the HR disclosure score across public and private sectors and disclosure variations among various industrial sectors. Findings – In-house training programmes has been noticed to be the favourite item of disclosure followed by safety awards/certifications and statements regarding cordial relations with the employees/unions. A majority of the Indian firms have ignored significant HR issues such as employee welfare fund, maternity/paternity leaves, holiday benefits, employee loans and adopting old age homes, etc. Overall, the study reflects low HR related disclosures. No statistically significant difference has been found between the mean HR disclosure from one industry to another and disclosure practices of the private and the public sector companies. Practical implications – The disclosure pattern of the Indian companies suggests that they only a few companies are concerned about employees’ welfare than the rest. This may motivate a change of the disclosure policy of the rest of the firms who may follow the reporting pattern of the most disclosing ones. Originality/value – This is first study on the disclosure of HR by the Indian corporate sector in the CSR domain with a disclosure analysis for a period of nine years . This research provides new directions for the literature in this area and may promote comparative studies on HR-based studies from different perspectives.
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Aini, Qurotul, Eka Purnama Harahap, and Fitri Faradilla. "The Effects of Sales Reports Business Intelligence on Employee Performance." Aptisi Transactions on Management (ATM) 4, no. 1 (December 31, 2019): 83–91. http://dx.doi.org/10.33050/atm.v4i1.1205.
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Selling and buying activities have been done often since long ago, and this study will be discussed about the use of technological advances, especially in the field of financial management by utilizing e-commerce. When carrying out financial data collection, staff can make recapitulation by writing each transaction in the ledger, then counting the data to be the income information. However, the process is not in tune with current technological progress, because it still use a data collection process that requires a lot of time and energy. Thus, to overcome this problem, e-commerce websites are used so that it can manage finances accurately and quickly. In this study, there are 4 (four) problems that will be overcome with 2 (two) methods, and 1 (one) solution as the answer. The advantages of e-commerce website is that it has an informative viewboard regarding financial management, which can be accessed anytime and anywhere, so it is concluded that the use of e-commerce website is able to overcome the problems found in the financial management field of Raharja Internet Cafe at Perguruan Tinggi Raharja.
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Saragih, Yuni Marlina, Winda Irma Wati Br Siagian, Fandi Halim, and Zulpa Salsabila. "Pengembangan Sistem Informasi Manajemen Sumber Daya Manusia." JURNAL MEDIA INFORMATIKA BUDIDARMA 3, no. 4 (October 31, 2019): 400. http://dx.doi.org/10.30865/mib.v3i4.1548.
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A human resource management is an integrated system important to a company, resulting in a need for better employee attendance and the need for more informed decision-making regarding new employee recruitment management, employee appraisal, position placement, employee training, employee service, and employee dismissal. Because of these, an integrated system is needed in handling the attendance process until the employee termination. So as to meet the needs of the company in the management of data attendance of employees better by minimizing the occurrence of fault, reduce paper use and worktime of HR department in attendance recording and help HR managers on making more appropriate decisions related to existing processes in company such as helping on determining appropriate employees occupy positions based on position qualification with the employee ability. This Information System Development using System Development Lifecycle methodology (SDLC) begin with designing Fishbone Diagram, Data Flow Diagram (DFD), PIECES Diagram, system interface design, Microsoft Visual Studio 2012 as input, Microsoft SQL Server 2012 as data storage and SAP Crystal Reports as output in reports. The authors hope, the results of this information system development can help companies to deal with existing problems in human resource management.
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Jain, Harish C., and Edward P. Janzen. "Employee Pay and Benefit Preferences." Relations industrielles 29, no. 1 (April 12, 2005): 99–110. http://dx.doi.org/10.7202/028480ar.
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Despite a continuing growth of fringe benefits as a proportion of the total wage bill, few employees have any definite knowledge of what fringes employees really prefer. This article reports the results of a study which attempted to measure employees preferences for alternative forms of compensation in six organizations located in Ontario, Canada.
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Taufiq, Rohmat, Ri Sabti Septarini, Ahmad Hambali, and Yulianti Yulianti. "Analysis and Design of Decision Support System for Employee Performance Appraisal with Simple Additive Weighting (SAW) Method." Jurnal Informatika Universitas Pamulang 5, no. 3 (September 30, 2020): 275. http://dx.doi.org/10.32493/informatika.v5i3.6777.
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The decision support system (DSS) for employee performance appraisal is a decision support system used in the employee performance appraisal process at PT. Surya Toto Tbk. Currently, the employee performance appraisal process still done manually (paper-based) so that the reports produced were not real-time. From the existing problems, this research aimed to analyze and design a decision support system according to the existing criteria using the Simple Additive Weighting (SAW) method to be able to develop into a Web-based DSS. The method used began with communication with management, especially the perpetrators of employee performance appraisals. Furthermore, planning, the process of data collection, analysis, design, and finally making reports carried out. The conclusion of this study provided a suggestion to use the criteria that had given two more criteria. By giving weights and calculations carried out for three employees, the value obtained for employee C got the highest score (0.98) followed by employee B, and the lowest score (0.85) was employee A.
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Thekedam, Joseph Sebastian. "Managing Employee Absenteeism." Ushus - Journal of Business Management 9, no. 1 (January 10, 2010): 11–25. http://dx.doi.org/10.12725/ujbm.16.2.
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Employee absence rate, causes of employee absenteeism and the effects of employee absences on productivity are topics of discussion in many organizations. One reason is that high rates of employee absence may signal weak management and poor labor-management relations. A second reason is that reducing rates of employee absence may be an effective way to improve productivity. This paper reports the results of a study of employee absences in education, a large, labor-intensive industry. Employee absence in education is a serious problem which adversely affects the curriculum, discipline of the students and academic achievements of the students. In addition to economic loss, teacher absences induces students' absenteeism and causes damage to the school's reputation and it may even affect the school's general existence. This research paper tries to find out employee absenteeism rate, analyse the causes of employee absenteeism and design suitable programmes for encouraging better attendance of employees. Correlation analysis revealed that employee absenteeism was significantly related to demographic variables, cultural factors, personal characteristics of employees, community characteristics and organisational factors.
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Penner, Maurice. "Economic Incentives to Reduce Employee Smoking: A Health Insurance Surcharge for Tobacco Using State of Kansas Employees." American Journal of Health Promotion 4, no. 1 (September 1989): 5–11. http://dx.doi.org/10.4278/0890-1171-4.1.5.
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Cigarette smoking has been clearly established as the single most important, preventable cause of morbidity and mortality. Employers are actively working to reduce smoking among current employees, and a growing number will not hire smokers. While most efforts have focused on either 1) helping smokers overcome their habit, or 2) banning or severely limiting worksite smoking, very little has been done to provide strong economic incentives for current employees to give up smoking. This paper reports on the planning and implementation of a $10 per month surcharge added to employee contributions for health insurance for persons employed by the State of Kansas. Family coverage is not affected. Also discussed is a similiar effort in the Colorado state employee group health plan.
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Sievert, Justin P. "Follow tips for making findings, writing reports in employee misconduct investigations." College Athletics and the Law 11, no. 8 (November 2014): 1–3. http://dx.doi.org/10.1002/catl.30002.
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Sivapragasam, P., and R. P. Raya. "HRM and Employee Engagement Link: Mediating Role of Employee Well-being." Global Business Review 19, no. 1 (September 24, 2017): 147–61. http://dx.doi.org/10.1177/0972150917713369.
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The debate concerning the link between human resource management (HRM) and employee level as well as organizational outcomes has reached an interesting crossroads. While studies continue to demonstrate a relationship between financial success and the organization’s commitment to management practices that support people’s goals and treat people as assets, yet in reality, the focus on achieving short-term financial performance has obscured the consideration of people-oriented goals. Given the centrality of HRM practices to organizational success, this study reports the results of a survey conducted among 626 knowledge professionals working in IT companies in Chennai city of the Indian state of Tamil Nadu. The study found statistically significant relationship between HRM practices and employee-level outcomes such as perceived efficacy, engagement and employee well-being, where employee well-being plays a mediating role. The implications of the findings of the theory and practice of HRM have been discussed.
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Yansen, Yansen, Zifa Fauziah, Yesica Wisda Ananda, and Yulianti Yulianti. "Rekayasa Perangkat Lunak Performance Indicator dalam Penentuan Penilaian Karyawan dengan Metode Simple Additive Weighting." Jurnal Teknologi Sistem Informasi dan Aplikasi 3, no. 4 (October 31, 2020): 265. http://dx.doi.org/10.32493/jtsi.v3i4.7186.
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Employee appraisal is an important factor in the development of a company effectively and efficiently because employee appraisal is one of many indicators in measuring the background of human resources system in the company. Determining the right indicators of human resources can motivate better employee performance. To support this kind of system, a software engineering with Performance Indicator system is needed and data collection techniques by direct observation and data documentation are needed. Application of engineering Key Performance Indicator software for employee performance appraisal using the Simple Additive Weighting method can result in the efficiency of the assessment process in determining the quality of an employee's performance. as well as assisting employees in knowing the results of performance evaluation, and making it easier for supervisors to obtain reports on sales performance ratings so that superiors can and make determine the amount of salary, commision and bonus increases more precisely and efficiently.
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Susanti, Susi. "SISTEM INFORMASI EVALUASI KARYAWAN BERBASIS WEB PADA PT PRAWEDA CIPTAKARSA INFORMATIKA JAKARTA." Jurnal Riset Informatika 1, no. 3 (June 15, 2019): 147–52. http://dx.doi.org/10.34288/jri.v1i3.104.
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The evaluation process at PT. Praweda Ciptakrsa Informatika is still conventional. During this time the competency methods in PT. Praweda Ciptakarsa Informatika is still not in line with employee expectations, because there are still non-transparent assessments made during performance appraisals. To answer the above problems, companies need a system that can store data and information about performance evaluation parameters, store evaluation results, and assist team leaders in carrying out employee performance evaluation processes. Employee information systems can produce employee evaluation reports, which can help superiors in making evaluations of the employees concerned transparently.
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Shofi, Niam, Iskandar Fitri, and Agus Iskandar. "Perancangan Sistem Manajemen Absensi Online dengan Barcode scanner Menggunakan Power Apps." Jurnal JTIK (Jurnal Teknologi Informasi dan Komunikasi) 5, no. 4 (November 18, 2021): 430. http://dx.doi.org/10.35870/jtik.v5i4.272.
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Attendance is a form of attachment or obligation between employees and companies, especially at PT. IDX with work locations for project employees who are spread across many companies and different office locations, namely in Jakarta and Bandung. Based on this study, an online-based employee attendance system using the barcode scanner method is applied, because previously employees were still using manual signatures with insufficient security systems and concerns about data leakage, with this attendance system employees do not need to sign manually, resulting in fraud. attendance can be avoided. The application of QR code technology to the employee attendance system can speed up the employee attendance process. Besides that, it can also help make it easier for the HRD Team in managing employee attendance reports to make it more effective and efficient.Keywords:Attendance Application, Attendance System, Power Apps, One Drive Application.
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Firth, Michael. "The incremental information content of employee reports for stock market investment decisions." Journal of Accounting and Public Policy 9, no. 4 (December 1990): 293–305. http://dx.doi.org/10.1016/0278-4254(90)90004-j.
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Jurkiewicz, Carole L. "Generation X and the Public Employee." Public Personnel Management 29, no. 1 (March 2000): 55–74. http://dx.doi.org/10.1177/009102600002900105.
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This cross-sectional study reports the work-related differences and similarities of 241 Generation X and Baby Boomer employees in the public sector. A more homogeneous pattern of what employees want across age cohorts emerges, contrary to the literature and stereotypes on generational differences. Surprising levels of similarity were found between GenXers and Boomers, with the three significant areas of difference focused on issues of personal growth. The implications for recruiting, retention, motivation, training, and human resource processes are discussed.
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Uchida, Craig D., and William R. King. "Police Employee Data: Elements and Validity." Justice Research and Policy 4, no. 1-2 (December 2002): 11–19. http://dx.doi.org/10.3818/jrp.4.1.2002.11.
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The Federal Bureau of Investigation's (FBI) Uniform Crime Reports (UCR) Police Employee data, collected from U.S. police agencies annually since 1930, provide information on various aspects of police organizations (such as the number of employees and assaults on officers). Such data, spanning 72 years, offer researchers a potentially rich data set. This article provides a brief history of the Police Employee data, describes the various data elements, and tentatively addresses the validity and reliability of these data. Finally, suggested improvements (as well as possible uses) for these data are offered.
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Germain, Marie-Line. "Work-related suicide." Employee Relations 36, no. 2 (December 20, 2013): 148–64. http://dx.doi.org/10.1108/er-01-2013-0009.
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Purpose – For the past 50 years, the research literature has shown that employment can contribute to an individual's personal development. Yet, it has also shown that it can become a life-threatening stressor. Reported occupational suicides increased by 22.2 percent between 1995 and 2010, becoming a leading cause of death in the USA. The purpose of this paper is to present the results of six US government reports on employee suicides between 1995 and 2012. Design/methodology/approach – Through an interpretive case study approach (Yin, 2003), this study undertook a document analysis of key US government reports examining occupational suicides. Specifically, an analysis of three US Bureau of Labor Statistics reports was undertaken along with other documents, identifying key themes and facts. Findings – The analysis of the US government reports reveals a dim legal recognition of employee suicide as an occupational accident. The paper presents the characteristics of suicides as an occupational accident as well as the profile of a typical US occupational suicide victim. Finally, the paper discusses the main causes of employee suicide. Practical implications – Organizations have a “duty of care” to their employees, both physical and psychological. Human resource (HR) professionals ought to create preventive policies to minimize work-related suicides and have clear crisis management systems in place, should an employee commit suicide or threaten to do so. Originality/value – Occupational distress is not typically apparent or obvious and is not the subject of many studies in the field of HRs. Yet, because of its rampant increase in today's organizations, its direct connection with employee suicide and its impact on organizational revenues, psychological distress in the workplace merits closer attention. This paper is unique as it provides insights for HR professionals based on the analysis of US government reports on work-related suicides.
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Yuniatin, Nani Yuheti, Noer Azam Achsani, and Hendro Sasongko. "PENGARUH PERUBAHAN STATUS, EMPLOYEE ENGAGEMENT, DAN PEMANFAATAN TEKNOLOGI INFORMASI TERHADAP KUALITAS PELAPORAN KEUANGAN." EKUITAS (Jurnal Ekonomi dan Keuangan) 19, no. 4 (February 2, 2017): 495. http://dx.doi.org/10.24034/j25485024.y2015.v19.i4.2001.
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This study aimed to examine the effect of changes in status, employee engagement, and the utilization of information technology on the quality of financial reporting. Analysis of variance (ANOVA) was used to examine changes in the status of Bogor Agricultural University. Moreover we employ a multiple regression analysis to examine the effect of employee engagement and information technology in performance financial of report. In addition, Ultrecht Work Engagement Scale (UWES) was used to examine the financial human resource mapping. The results of ANOVA test showed that there was no significant difference of the financial management of Bogor Agricultural University before and after the implementation of Public Service Board (BLU). Furthermore, multiple linear regression test results showed that the factors that affect the performance of financial reports are employee engagement and use of information technology. However, it is found that the factor that really affects the performace of financial reports is the use of information technology. Finally, the test results of the mapping showed that employee engagement of human resources staff of Bogor Agricultural University are in medium position indicating that it needs to be maintained and improved.
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Yuniatin, Nani Yuheti, Noer Azam Achsani, and Hendro Sasongko. "PENGARUH PERUBAHAN STATUS, EMPLOYEE ENGAGEMENT, DAN PEMANFAATAN TEKNOLOGI INFORMASI TERHADAP KUALITAS PELAPORAN KEUANGAN." EKUITAS (Jurnal Ekonomi dan Keuangan) 19, no. 4 (September 5, 2018): 495–515. http://dx.doi.org/10.24034/j25485024.y2015.v19.i4.75.
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This study aimed to examine the effect of changes in status, employee engagement, and the utilization of information technology on the quality of financial reporting. Analysis of variance (ANOVA) was used to examine changes in the status of Bogor Agricultural University. Moreover we employ a multiple regression analysis to examine the effect of employee engagement and information technology in performance financial of report. In addition, Ultrecht Work Engagement Scale (UWES) was used to examine the financial human resource mapping. The results of ANOVA test showed that there was no significant difference of the financial management of Bogor Agricultural University before and after the implementation of Public Service Board (BLU). Furthermore, multiple linear regression test results showed that the factors that affect the performance of financial reports are employee engagement and use of information technology. However, it is found that the factor that really affects the performace of financial reports is the use of information technology. Finally, the test results of the mapping showed that employee engagement of human resources staff of Bogor Agricultural University are in medium position indicating that it needs to be maintained and improved
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Gleason, Alexander M. "Remote Monitoring of a Work-From-Home Employee to Identify Stress: A Case Report." Workplace Health & Safety 69, no. 9 (April 21, 2021): 419–22. http://dx.doi.org/10.1177/2165079921997322.
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How do you assess the mental wellness of your work-from-home employees? This case study reports on how an occupational health nurse used work-from-home employee’s own phone and Fitbit™ smartwatch to obtain heart rate data to screen for high periods of stress. Telemedicine and telemetry allowed the occupational health nurses to screen an employee when the nurse could not assess the employee face-to-face. When the occupational health nurses identified an at-risk employee, the occupational health nurses referred the employee to the Employee Assistance Program (EAP) for counseling. Leveraging heart rate data on a smartwatch is a free intervention that is scalable and has a demonstrated outcome measure with a positive return on investment.
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Yagil, Dana. "Trust in the supervisor and authenticity in service roles." Journal of Service Management 25, no. 3 (June 10, 2014): 411–26. http://dx.doi.org/10.1108/josm-09-2012-0199.
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Purpose – Prior theoretical research focuses primarily on inauthentic emotional displays during the enactment of service roles, in the form of emotional labour, with little attention paid to factors that promote genuine emotional expressions during employees’ customer interactions. The purpose of this paper is to propose a model in which employee trust in the supervisor leads to more authentic emotional displays. Supervisors’ positive and negative affectivity constitute antecedents of this trust. Design/methodology/approach – To analyse the data, collected from supervisors and employee–customer dyads, this study used hierarchical linear modelling. Findings – Trust in the supervisor relates to authentic emotional displays in service encounters, according to both employees’ self-reports and customers’ evaluations. Supervisors’ positive affectivity relates positively to employees’ trust; trust mediates the relationship of affectivity with employees’ authentic emotional displays. Practical implications – Positive supervisor affectivity and employee trust in the supervisor influence employee authenticity, and customers notice employees’ authenticity during service encounters. Originality/value – This study advances understanding of the factors that enhance employees’ authenticity in service interactions while also contributing to understanding of the role of the supervisor in service organizations.
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Widarma, Adi, and Hana Kumala. "PERANCANGAN APLIKASI GAJI KARYAWAN PADA PT. PP LONDON SUMATRA INDONESIA Tbk. GUNUNG MALAYU ESTATE - KABUPATEN ASAHAN." JURNAL TEKNOLOGI INFORMASI 1, no. 2 (September 7, 2018): 166. http://dx.doi.org/10.36294/jurti.v1i2.303.
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Abstrack - Salary is a wage given to employees who have worked in a particular company or agency. Every employee who works in a company has the right to get a salary in accordance with the rules or conditions in the company. The issue of giving a salary is important because it has a huge influence on the morale of its employees. At PT. PP London Sumatra Indonesia Tbk, Gunung Malayu Estate, the application used for processing employee payroll data is the Microsoft Office Excel 2010 application. Then an analysis of employee salary data processing systems at PT. PP. London Sumatra Indonesia Tbk by designing programming applications using NetBeans IDE 7.2.1 with the MySQl database. So that with the application of employee payroll data processing, it will improve the quality of service to its employees, because it will save time in data processing, and save time in payroll reports. Keywords - applications, salary systems, netbeans, mysql
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Lyons, Paul, and Randall Bandura. "Employee turnover: features and perspectives." Development and Learning in Organizations: An International Journal 34, no. 1 (September 11, 2019): 1–4. http://dx.doi.org/10.1108/dlo-02-2019-0048.
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Purpose This viewpoint provides the individual manager or supervisor with foundational information in order to better grasp the critical aspects of employee interest in leaving or staying on the job, and some suggestions for influencing talented employees to stay with the organization. Design/methodology/approach Design involves two distinct features. First, a comprehensive review of empirical research on the topics of turnover and turnover intention helps to identify and then summarize the most agreed-upon characteristics that define employee turnover. Second, relying upon published reports and empirical research the intention is to identify those interventions a manager or supervisor may undertake to counter turnover among valued employees. Findings The reviews undertaken led to several motivators or stimuli that encouraged an employee to leave or stay with an organization. It was discovered that turnover is much more complex than matters relating to job satisfaction, compensation, or an undesirable boss. The various motivators for leaving or staying present several opportunities for managerial intervention aimed at retaining talented employees. Originality/value The value of this viewpoint is the concise presentation of the critical aspects of a work environment that influence an employee to stay or leave an organization. These aspects are expressed such that a manager or supervisor is guided about actions to take to enhance the retention of desirable employees.
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Mardian, Adi, Thomas Budiman, Rachmawaty Haroen, and Verdi Yasin. "PERANCANGAN APLIKASI PEMANTAUAN KINERJA KARYAWAN BERBASIS ANDROID DI PT. SALESTRADE CORP. INDONESIA." Jurnal Manajamen Informatika Jayakarta 1, no. 3 (July 18, 2021): 169. http://dx.doi.org/10.52362/jmijayakarta.v1i3.481.
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The challenges facing the organization oriented profit and non profit currently is more complex. PT. Salestrade Corp. Indonesia is a national private company which is engaged in the electrical distributor of various companies in several countries in the world. However, in terms of administration, there is still much that needs to be improve, including in the case of handwritten work reports, attendance has not been recorded properly, there is no control regarding work in the field and there is no system that monitors employee performance. The implementation of this system is not effective and efficient. Therefore, a company needs a computerized system and requires a database to facilitate data storage and access data if needed at any time in order to produce useful information for the company. For that we need an application that functions to monitor employee performance and organize administration and company reports using an Android-based application. With this application it is hopefully that it can help make it easier for companies and employees to make work and attendance reports and make it easier for management to monitor employee performance so that administratively it becomes tidier.
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Sofyan, Ahmad, Ani Oktarini Sari, and Eva Zuraidah. "Rancang Bangun Sistem Informasi Monitoring Absensi Karyawan Berbasis Website." Infotek : Jurnal Informatika dan Teknologi 4, no. 2 (July 31, 2021): 301–11. http://dx.doi.org/10.29408/jit.v4i2.3721.
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Employee attendance is very important as a support that can encourage work productivity activities. Monitoring employee attendance also plays an important role in the employee performance appraisal process. However, the application of the employee attendance system at PT Indra Karya Persada is currently still using the attendance book manually by writing down the hours of entry and return in handwriting. Attendance that is done manually can cause problems in the form of inappropriate data, difficulty in searching for data, and the risk of losing data. In addition, the current employee attendance system has not accommodated employees if they have to work outside the office, they must come to the office to write down their attendance. For this reason, a computerized employee attendance system that can be accessed anywhere with an internet connection is needed, so that existing problems can be resolved properly. And the process of monitoring and daily employee attendance reports can be monitored properly
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Siegel, Sidney R., and Beth Yvonne Rees. "Preparing the Public Employee for Retirement." Public Personnel Management 21, no. 1 (March 1992): 89–100. http://dx.doi.org/10.1177/009102609202100108.
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This study of more than 725 federal, state and local governmental agencies reports on availability of preretirement planning programs for public employees. Current agency participation rates in preretirement counseling and projections for future programs were established along with content, administration, design, participation and other program characteristics. Results are profiled and compared with several similar studies of organizations within the private sector. The public sector's lag in both participation rates and innovation is documented. Most programs treat retirement as a point in time and fail to recognize it as a complex process and to design programs accordingly. Areas where existing programs need improvement are discussed along with agency perceptions of direct and indirect program benefits. Implications of these findings for future manpower planning strategies are presented.
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Faure, G., and C. J. de Villiers. "Employee‐related disclosures in corporate annual reports and the King II Report recommendations." Meditari Accountancy Research 12, no. 1 (April 2004): 61–75. http://dx.doi.org/10.1108/10222529200400004.
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Onufrak, Stephen J., Kathleen B. Watson, Joel Kimmons, Liping Pan, Laura Kettel Khan, Seung Hee Lee-Kwan, and Sohyun Park. "Worksite Food and Physical Activity Environments and Wellness Supports Reported by Employed Adults in the United States, 2013." American Journal of Health Promotion 32, no. 1 (September 4, 2016): 96–105. http://dx.doi.org/10.1177/0890117116664709.
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Purpose: To examine the workplace food and physical activity (PA) environments and wellness culture reported by employed United States adults, overall and by employer size. Design: Cross-sectional study using web-based survey on wellness policies and environmental supports for healthy eating and PA. Setting: Worksites in the United States. Participants: A total of 2101 adults employed outside the home. Measures: Survey items were based on the Centers for Disease Control and Prevention Worksite Health ScoreCard and Checklist of Health Promotion Environments and included the availability and promotion of healthy food items, nutrition education, promotion of breast-feeding, availability of PA amenities and programs, facility discounts, time for PA, stairwell signage, health promotion programs, and health risk assessments. Analysis: Descriptive statistics were used to examine the prevalence of worksite environmental and facility supports by employer size (<100 or ≥100 employees). Chi-square tests were used to examine the differences by employer size. Results: Among employed respondents with workplace food or drink vending machines, approximately 35% indicated the availability of healthy items. Regarding PA, 30.9% of respondents reported that their employer provided opportunities to be physically active and 17.6% reported worksite exercise facilities. Wellness programs were reported by 53.2% working for large employers, compared to 18.1% for smaller employers. Conclusion: Employee reports suggested that workplace supports for healthy eating, PA, and wellness were limited and were less common among smaller employers.
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Yadav, Archana. "Human Resource Management Practices and Employee Retention." Asian Journal of Managerial Science 9, no. 1 (May 5, 2020): 30–35. http://dx.doi.org/10.51983/ajms-2020.9.1.1633.
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The study aims to assess the predicting role of human resource management (HRM) practices in retaining employees in NTPC Ltd. The company has been successful not only in attracting the best talent in the market, but also in retaining them, according to NTPC’s annual reports from 2013 -17, attrition rate was between .93% to 1% of the Middle Executive. NTPC is a leader not only in the power industry, but also in the market due to its robust HRM practices. Training and development emerged as the most prominent HRM practice during the study, which is also considered the backbone of NTPC Ltd. The company maintains a dedicated Knowledge sharing centre located in Noida, known as the ‘Power Management Institute’ (PMI) which is a world-class learning centre, has collaborated with best institutes in the world and train employees at all levels from entry level to top executive level with ‘planned intervention ‘. Data was obtained from NTPC’s publications maintained in the form of annual reports and ‘Power Management Institute ’annual calendars for the previous five years. A survey was conducted across various plants of NTPC on Middle- Level Executive on human resource practices which are followed in NTPC. HRM practices examined in this study are Security, training and development, quality of work life, compensation, career advancement, Promotion, award and rewards, and work-life balance. Findings indicate that Training and Development and Compensation are the most significant human resource practices in retaining employees and Promotion is the least significant HRM Practice in retaining employees at NTPC Ltd.
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Rothstein, Mark A., Betsy D. Gelb, and Steven G. Craig. "Protecting Genetic Privacy by Permitting Employer Access Only to Job-Related Employee Medical Information: Analysis of a Unique Minnesota Law." American Journal of Law & Medicine 24, no. 4 (1998): 399–416. http://dx.doi.org/10.1017/s0098858800010509.
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One of the most frequently expressed concerns about new scientific discoveries resulting from the Human Genome Project is the potential for genetic discrimination in insurance and employment. The issue of discrimination in insurance, primarily health insurance, has justifiably received widespread attention in the scholarly literature. Among other research, there has been a special task force on insurance of the Joint Working Group on Ethical, Legal, and Social Implications of the Human Genome Project, a special committee report of the National Action Plan on Breast Cancer, a special report of the American Council of Life Insurance and the Health Insurance Association of America and numerous reports and scholarly articles.The ethical, legal and social implications of genetic discrimination in employment, although widely recognized as being very important, have received somewhat less attention than genetic discrimination in health insurance. Undoubtedly, much of the concern about genetic discrimination in employment arises from the relationship between employment and group health insurance. However, there are other problems. The disclosure of sensitive genetic information may result in invasions of privacy and breaches of confidentiality in obtaining the information and the loss of employment means denial of the opportunity to earn a livelihood for individuals determined to be at genetic risk. As a result, many at-risk individuals forego genetic testing because they fear these consequences.
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Khan, Muhammad Ali, Muhammad Ahmed Kalwar, and Abdul Karim Chaudhry. "Optimization of material delivery time analysis by using Visual Basic for applications in Excel." Journal of Applied Research in Technology & Engineering 2, no. 2 (July 16, 2021): 89. http://dx.doi.org/10.4995/jarte.2021.14786.
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<p>In small and medium enterprises, huge numbers of reports are prepared regarding the procurement, planning, production etc on daily, weekly, monthly, quarterly and yearly basis. If the interval between preparation of same report is longer then there is the greater probability that employee can forget the procedure of preparing the report; thus it is beneficial to automate these types of reports especially when there is no cost required for automation. In the same way, material delivery analysis is a kind of report which is prepared on monthly basis and as per the employees` feedback they usually forget some of the steps of report formation; therefore, there was the chance of mistake at the end of employee. Therefore, this report was automated for to minimize the chance of error and report preparation time. All the manual tasks were enlisted and were programmed for automation by the help of VBA macros. For the execution of macros, userform was designed in visual basic editor (in MS excel) consisted on four command buttons and macros were called on command buttons` click. On pressing ‘ctrl + q’ userform used to appear on the screen. Furthermore, the comparison of old and automated methods was conducted to reflect the best suitable method. The report used to take 1.55 minutes to be made manually. Comparison of time of both methods of report formation indicated that suggested method took 70.86% less time as compared to the old method of preparing material delivery time analysis report.</p>
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Khattak, Shoukat Iqbal, Qingquan Jiang, Hui Li, and Xiaosan Zhang. "CORPORATE SOCIAL RESPONSIBILITY (CSR) AND LEADERSHIP: VALIDATION OF A MULTI-FACTOR FRAMEWORK IN THE UNITED KINGDOM (UK)." Journal of Business Economics and Management 20, no. 4 (June 12, 2019): 754–76. http://dx.doi.org/10.3846/jbem.2019.9852.
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Global surveys indicate that employee engagement costs nearly £70 billion per year in the UK alone with nascent improvement from 2011 to this date. Recognising employee disengagement as a threat to global socio-economic sustainability, experts and scholars offer CSR and employee-centric leadership as practical solutions. Visionary and servant leadership incite superior employee efforts through fair and ethical work values, but past theory and research show limited research on micro-processes that link CSR to employee outcomes. This study tested a value-centered model to examine if the two leadership styles and overall fairness can explain the positive relationship between CSR and extra effort. Data analysis of 512 employee self-reports using the structural equation modelling (SEM), the PROCESS approach and other techniques showed that executive’s CSR values cue to employee visionary and servant leadership, which influence extra effort both directly and indirectly (through overall fairness). Even though employees strongly endorsed the positive influence of universal visionary prototype, overall fairness was more strongly perceived in servant leadership. The paper offers practical implications for organizational theorists and practitioners.
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Kriswanto, Kriswanto. "Analisis Sistem Informasi Akuntansi Penggajian pada PT XYZ." Binus Business Review 4, no. 2 (November 29, 2013): 865–78. http://dx.doi.org/10.21512/bbr.v4i2.1402.
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Objectives of this research are to analyze accounting information system in PT XYZ, to analyze payroll process in the company, to identify problems and provide recommendations for improvements to the problems found. Method used in this research trying to build the payroll accounting information system was direct observation in the field, consisting initiation and analysis phase. In the analysis phase, research analyzed the problems that occur in the payroll process. Payroll accounting information system, then, will be proposed to support the internal control over the payroll process, and to facilitate the calculation of salaries. Besides, the system is useful to generate reports relating to payroll processing such as attendance reports to see the amount of employee bonuses gained from the attendance every period, accounts payable, employee tax reports and employee salary reports.
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White, Paul. "Improving staff morale through authentic appreciation." Development and Learning in Organizations: An International Journal 28, no. 5 (July 29, 2014): 17–20. http://dx.doi.org/10.1108/dlo-05-2014-0034.
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Purpose – This paper aims to address the increasingly low levels of staff morale found in workplaces and the challenges managers have. Employees tend to view employee recognition programs cynically and the reasons for these reactions are explained, along with the negative results which follow. The concept of authentic appreciation is discussed, and the core components necessary for employees to feel truly valued and practical steps that can be taken are outlined. Design/methodology/approach – The paper reports lessons learned through the author’s experiences of applying the concepts to workplaces over the past several years. Findings – Job satisfaction and employee engagement are declining in spite of the proliferation of employee recognition programs. Employees perceive much employee recognition activity as being disingenuous, leading to apathy and sarcasm. There are structural issues that need to be corrected for employee recognition to be perceived as authentic – making recognition less generic, more individualized and communicated regularly in the manner that is valued by the recipients. Practical implications – Traditional approaches to employee recognition (awards and rewards) need to be re-evaluated. Continuing these activities may actually increase the negativity within a work environment. Learning what each individual employee values and then communicating appreciation to them in ways that are perceived as authentic is critical to having a positive result. Originality/value – The paper challenges the current (and growing) trend of impersonal employee recognition programs and examines the factors that contribute to recognition being perceived as inauthentic. The author then provides an alternative approach and methodology that facilitates the ability to communicate authentic appreciation.
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Moyer, Susan E., and Susan G. Weihrich. "Espresso, Inc.: Analyzing the Impact of Employee Stock Options." Issues in Accounting Education 15, no. 3 (August 1, 2000): 513–34. http://dx.doi.org/10.2308/iace.2000.15.3.513.
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This case explores the effects of stock option awards on companies and their employees. We examine how options likely affect employee wealth by considering tax and cash-flow effects of the grant and exercise of the option and of the subsequent sale of stock. We also examine how the company reports stockoption transactions in its financial statements and footnotes and how the options affect the company's tax return. These issues are investigated for both incentive stock options and nonqualified stock options. In addition, the case's setting presents the challenges of balancing employee and corporate objectives when structuring this increasingly common form of compensation.
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Srivastava, Shalini, Ajay K. Jain, and Sherry Sullivan. "Employee silence and burnout in India: the mediating role of emotional intelligence." Personnel Review 48, no. 4 (June 4, 2019): 1045–60. http://dx.doi.org/10.1108/pr-03-2018-0104.
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Purpose Although considerable research has been completed on employee voice, relatively few studies have investigated employee silence. The purpose of this paper is to examine the relationship between employee silence and job burnout as well as the possible mediating role of emotional intelligence (EI) on the silence-burnout relationship. Design/methodology/approach This paper reports the findings of an empirical study based upon the survey of 286 managers working in four different states in India. Correlational and mediated regression analyses were performed to test four hypotheses. Findings Contrary to findings from studies conducted in Western countries in which employee silence was positively related to undesirable work outcomes, in this study, employee silence was negatively related to job burnout. Additionally, results indicated that the relationship between employee silence and job burnout was mediated by EI. These findings suggest the importance of considering country context and potential mediating variables when investigating employee silence. Practical implications This study demonstrates how Indian employees may strategically choose employee silence in order to enhance job outcomes. Originality/value This study is one of the few efforts to investigate employee silence in a non-western country. This is first study that has examined the role of EI as a mediating variable of the relationship between employee silence and job burnout in India.
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Hossain, Gazi, and Monowar Mahmood. "Employee Turnover in the Garment Industry in Bangladesh: An Organization-level Perspective." South Asian Journal of Human Resources Management 5, no. 2 (September 6, 2018): 129–49. http://dx.doi.org/10.1177/2322093718791368.
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The main objective of this study is to identify the root causes of employee turnover in the garment industry in Bangladesh. The study employed a combination of case study and documentary research methods. Data and information were collected from eight garment factories through in-depth interviews, reviewing relevant documents, information extracting from annual reports and meetings minutes. The findings reveal wage rates, wage payment methods, training and development, career opportunities and occupational health and safety (OHS) as the main factors leading to high employee turnover in garment factories in Bangladesh. This study further explores the reasons for the variation in employee turnover rates among different garment factories. The findings advocate for a holistic approach adopting “multiple human resource practices” as a bundle to reduce employee turnover in the garment industry. Based on its empirical findings, this study provides recommendations that both corporate managers and government policy makers can follow to reduce employee turnover in the garment industry in Bangladesh.
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Wu, Shing-Jen, Ta-Wei Wang, and Ivana Zilic. "Action is Eloquence? Executive-Worker Pay Ratio and Employee Related Discussion in CSR Reports." Academy of Management Proceedings 2017, no. 1 (August 2017): 14874. http://dx.doi.org/10.5465/ambpp.2017.14874abstract.
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Hanifah, Risma Nur, and Nendy Akbar Rozaq Rais. "The Implementation of The Employee Leaving Input System of PT. Prima Sejati Sejahterah Boyolali." International Journal of Computer and Information System (IJCIS) 2, no. 1 (February 28, 2021): 13–17. http://dx.doi.org/10.29040/ijcis.v2i1.24.
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PT. PAN BROTHER is a multinational company that produces textiles headquartered in Jakarta, Indonesia. This company was founded in 1969. This company produces various kinds of clothing. Currently, PT. PAN BOTEHR, especially the branch in Boyolali, namely PT. Prima Sejati Sejahtera has conducted attendance by using a finger print machine and a computerized scanner. Employees who wish to take annual leave, maternity leave, official permits, and sick leave are already using a web-based system, by means of employees inputting attendance on a computer provided by the company. However, there are still employees who lack knowledge of science and technology and are still an obstacle to implementing the web-based system. This system can actually be accessed using a smart phone, so that employees do not need to ask attendance staff for help when inputting leave. And to recap the attendance report of HRD employees must also look for employee leave documents that are still in paper files, so that this can slow down the withdrawal of reports on a monthly basis. With this problem, the Company made an innovation by creating an online-based web application for inputting employee leave and the author also conducted research on the application of this web-based system using literature study and field studies in field objects. It is hoped that with this research, the system can be used by all employees to be more effective in inputting absences due to leave and can help alleviate the performance of HRD staff to be more flexible and efficient and reduce absenteeism reporting errors due to employee leave.
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Ludfi, Riswan, and Iqbal Firdaus. "PENGARUH CORPORATE SOCIAL RESPONSIBILITY TERHADAP KINERJA KEUANGAN." Wiga : Jurnal Penelitian Ilmu Ekonomi 7, no. 1 (December 12, 2018): 39–47. http://dx.doi.org/10.30741/wiga.v7i1.332.
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The aims of this research were to know : (1) The influence of CSR variables (employee, environment, community) as independent varables either partially or simultaneously towards Return on Assets (2) The influence of CSR variables(employee, environment, community) as independent varables either partially or simultaneously towards Tobin’s Q. The method of this research is multiple linear regression analysis. The research sample were taken from Corporate’s data on IDX through annual report and financial information from financial reports for manufacturers, developers, and miners (just typically pure trading corporates were not included) in the period 2010 to 2012 with the purposive sampling method. There were 95 of the companies that met the criteria and were accumulated for three years, so total of samples became 285 samples.
The result of research showed that all of CSR variables gave positive significant influence simultaneously towards the dependent variables of ROA and Tobin’s Q. Partially, the variables of
employees and community were positively significant influencing the dependent variable of ROA, and
only employees as the independent variable had positive influence towards Tobin’s Q
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Ma, Xifang, Wan Jiang, Linlin Wang, and Jing Xiong. "A curvilinear relationship between transformational leadership and employee creativity." Management Decision 58, no. 7 (April 24, 2020): 1355–73. http://dx.doi.org/10.1108/md-07-2017-0653.
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PurposeThis study examined a curvilinear and moderated relationship between transformational leadership and employee creative performance in a real-world setting by drawing from the too-much-of-a-good-thing effect and the substitutes for leadership perspectives.Design/methodology/approachWe used multisource data collected from 232 employees and their immediate supervisors to test all hypotheses.FindingsWe found empirical support for an inverted U-shaped relationship between transformational leadership and employee creative performance. Moreover, job factor (i.e. job formalization) and individual differences (i.e. power distance) moderated the curvilinear relationship, such that the curvilinear relationship was more pronounced with lower job formalization or higher power distance of employees.Originality/valueOur findings shed light on the inconsistent reports of transformational leadership's effects on employee creativity in previous studies. We extended substitutes for leadership perspective by providing a more systematic view for future research on how leadership and its substitutes jointly influence employee outcomes.
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Yuliana, Yuliana, and Indra Widjaja. "Determinan Human Capital dan Gender Direksi Terhadap Kinerja Perbankan di Indonesia." Jurnal Manajemen Bisnis dan Kewirausahaan 4, no. 5 (September 15, 2020): 205. http://dx.doi.org/10.24912/jmbk.v4i5.9213.
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The purpose of this study was to determine the determinants of the performance of banking companies in Indonesia. It is very important for a company to manage its Intellectual Capital through Human Resources (HR), Structural and whether the quality is managed in accordance with the principles of Good Governance, so as to improve company performance (Firm Size). The dependent variable is the Average Employee Age (Um), Average Employee Education (Pend), Employee Gender Composition (GenCom), Diversity of Female Directors (GenDir), Composition of Directors to Commissioners (DirCom), Number of Company Branches (Cab), Number of Employees (Kary). Samples are 11 banking companies on the Indonesia Stock Exchange which are classified as Book III and Book IV banks that publish annual reports and financial reports for 2015-2018. A total of 44 samples.Data were analyzed using linear regression test using SPSS. The results of the study for Intellectual Capital only (Cab) and (Kary) who have a significant influence, while (Um) and (Pend) do not have a significant effect. The results for Good Governance are the (GenCom) and (DirCom) significantly influence the performance, while (GenDir) has no significant effect. In a beta test (Kary) is the variable that most influences company performance.
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Buller, David, Mary Klein Buller, Linda Larkey, Lee Sennott-Miller, Douglas Taren, Mikel Aickin, Thomas M. Wentzel, and Calvin Morrill. "Implementing a 5-a-Day Peer Health Educator Program for Public Sector Labor and Trades Employees." Health Education & Behavior 27, no. 2 (April 2000): 232–40. http://dx.doi.org/10.1177/109019810002700209.
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Peer education in the Arizona 5-a-Day project achieved lasting improvements in fruit and vegetable intake among multicultural employees. Measures monitored implementation of peer education from peer educators’ logs, the program’s reach from employee surveys, and employees’ use in terms of employees’ dietary change. Peer educators logged 9,182 coworker contacts. Contacts averaged 10.9 minutes, according to coworkers. Coworkers read an average of 4.7 booklets and 2.23 newsletters. Many employees talked with peer educators (59%) and read materials (54%) after the program finished. Employee reports of peer educator contact were positively associated with fruit and vegetable intake. Peer education was implemented as intended and reached many coworkers. It continued after program completion, reached into coworkers’ families, and was used by employees to improve intake. This method can be used with employees who rely on informal sources and whose work presents barriers to wellness activities.
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Yuliana, Wirma, Anita Maharani, and Zainur Hidayah. "Indonesia’s Civil Servants' Performance at Aviation Engineering: Exploration Study." Integrated Journal of Business and Economics 4, no. 2 (June 16, 2020): 160. http://dx.doi.org/10.33019/ijbe.v4i2.279.
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This research was conducted with the aim of analyzing the relationship of performance allowances in optimizing the performance of Civil Service Civil Engineering Institute. The method used in this study is a qualitative research method. Sampling or data sources in this study were conducted purposively and for the sample size determined by snowball, interviewing techniques, data analysis using interpretive models and research results emphasizing the meaning of generalization. The results of this study indicate that each flight engineer has a workload of each. The workload is made by each employee based on job descriptions which are then outlined in the form of Employee Work Objectives (KPI). The development of achievement of KPI is one aspect in the Employee Job Achievement component, which is a reference in providing employee performance benefits, in addition to assessing the employee work discipline component. The granting of performance benefits has met the principles of fairness, fair and reasonable, competitive and transparent. Of the several motivations received by employees, performance allowances are considered the most effective to be given because by providing performance benefits employees have the ability to meet more needs, as evidenced by the desire of employees to try to carry out work optimally through efforts to achieve work performance and work discipline. Employees try to carry out the workload contained in the KPI well, carry out at least 2 additional tasks and make timely reports.