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Pârjoleanu, Raluca. "Work Motivation Efficiency in the Workplace." Postmodern Openings 11, no. 4 (2020): 293–309. http://dx.doi.org/10.18662/po/11.4/236.
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Employee motivation is very important for a successful organization, so any company should focus on motivating human resources if they want to stay competitive on the market and to avoid issues, such as employee retention problems that will adversely affect the business. Thus, effective motivational techniques should be implemented in any company that wants to be successful. Following the implementation of motivation methods adapted to the organization's environment and its type of employees, the satisfaction of workers will increase, and they will feel more motivated to perform at the highest standards. Studies have shown that motivating factors, such as success at work, recognition, diversification of responsibilities and career advancement, play an important role in motivating employees at work. It is important to strike a fragile balance between the level of challenges that the job brings and the resources made available to the employee. Packages that combine financial and non-monetary motivation, with coaching and mentoring activities, investing in employee development, as well as the flexibility of the work schedule, are major components of stimulating work motivation.
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Saputro, Lukman Khamdani, Abdul Juli Andi Gani, and Asti Amelia Novita. "Model Pembinaan Pegawai untuk Meningkatkan Kinerja di UB Guest House." Jurnal Ilmiah Administrasi Publik 007, no. 03 (December 1, 2021): 423–29. http://dx.doi.org/10.21776/ub.jiap.2021.007.03.13.
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The purpose of this research is to find out how to develop employees at UB Guest House, what obstacles are encountered, and how to overcome these obstacles. These employee development activities include: education and training, career education, and discipline education. This study uses a qualitative method using triangulation techniques. The results show that: the management of UB Guest House is expected to set a clear budget in an effort to support the financing of career development policies, where the development must be carried out for employees who have potential in terms of education and work experience; as well as providing motivation to employees and increasing organizational commitment. This can be achieved by carrying out various coaching such as: training, promotion, and transfer.
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Dashkova, E. S., N. S. Dorokhova, O. A. Zenkova, and M. I. Isaenko. "Innovative approaches to personnel development in Russian organizations." Proceedings of the Voronezh State University of Engineering Technologies 82, no. 3 (October 19, 2020): 274–78. http://dx.doi.org/10.20914/2310-1202-2020-3-274-278.
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The article reveals innovative approaches to professional training, retraining and advanced training of employees, building their business careers for domestic organizations. The increase in the importance of human resources in modern conditions of hyperdeterminacy of the external environment of the organization is justified. The key barriers that prevent the implementation of the concept of self-learning organizations in domestic practice are identified: lack of competent specialists who have experience in implementing this concept in practice; lack of financial resources; lack of understanding and unwillingness on the part of management to implement this concept. Innovative methods of personnel training are described: case method, "Secondment" training, distance learning, training, coaching, "budding" training, virtual training, gamification (gamification), Lego serious play method. The article reveals innovative approaches to building a business career, implemented in conditions of increasing staff mobility through the use of the "secondment" method and horizontal promotion, which can contribute to the formation of multicompetence and increase the employee's competitiveness. The economic and social efficiency of investment in the development of human resources of the organization is justified. Economic efficiency is reduced to improving the quality of labor resources, generating additional profit, optimizing the workflow, and increasing competitiveness in the market. Social effectiveness is expressed in increasing employee satisfaction with the process of training and professional growth, their motivation to work and increasing loyalty to their organization. It is concluded that the use of innovative approaches to personnel development for Russian organizations will increase the expected economic and social effects even in conditions of instability of the financial situation of organizations and the economic crisis.
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Isnan, Muhammad. "Kualifikasi Sumber Daya Insani Berbasis Kompetensi dan Integritas dalam Akad Murabahah di BMT Prima Lubuk Seberuk Kecamatan Lempuing Kabupaten Ogan Komering Ilir Sumatera Selatan." Islamic Banking : Jurnal Pemikiran dan Pengembangan Perbankan Syariah 5, no. 1 (August 23, 2019): 23–37. http://dx.doi.org/10.36908/isbank.v5i1.67.
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This research means to know qualification of human resources in BMT Prima Lubuk Seberuk in an effort increases the performance of the employees. This research used survey method by using qualitative data. The data collection technique which is used is direct interview with related one or informant. This research concluded that the development effort of the human resources quality of BMT Prima Lubuk Seberuk is dominated by the employee who is not syariah based. This thing provided BMT Prima lubuk seberuk to encrease the competence and the integrity of the employees by giving sustainable coaching to all of the employees for developing the competence and the integrity which is syariah based. The effort of developing the competence and the integrity in BMT Prima lubuk seberuk is using management assembling of human resources strategy among the are planning, recruitment process, giving motivation, education process and coaching. The result of the research showed that so far the development effort of human resources which is based on competence and integrity at BMT Prima Lubuk Seberuk went well. Observation result of researcher who found that the assets develompemnt is more and more and the trust phase of the customer at BMT Prima lubuk seberuk is more and more. This thing indicated that in order to fulfill the qualification standard of the employee which is competence and integrity based at BMT Prima Lubuk Seberuk for now is reputed to fulfill the service to the costemer in finances institute whic is syariah based like at BMT Prima.
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Kirimi, Rhoda Nguta, and Chrispen Maende. "Training and Development Techniques and Employee Performance in the Ministry of Labour and Social Protection, Nairobi City County, Kenya." International Journal of Current Aspects 3, no. II (May 8, 2019): 131–44. http://dx.doi.org/10.35942/ijcab.v3iii.11.
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Employees are major assets of any organization. The active role they play towards a company’s success cannot be underestimated. As a result, equipping these unique assets through effective training becomes imperative in order to maximize the job performance. Despite the fact that training and development is well planned and systematic in the ministry of labour and social protection it still have issues of employees still not performing up to standard operating procedure in the work environment and labour turn over. Therefore, this study sought to determine the influence of training and development techniques on the performance of employees in the Ministry of labour and social protection. This study was guided by the following specific research objectives; to examine the influence of coaching, job rotation, role playing and apprenticeship on employee performance in the ministry of labour and social protection. This study was guided by goal setting theory and social exchange theory. The study used a descriptive design. The target population was 60 respondents comprising of 5 HRM managers and 10 supervisors and 45 Support staff. A census of 60 respondents was carried out. The study used questionnaires for the support staff and interviews for the HRM managers and supervisors. The qualitative data collected from the interviews was analysed using content analysis. Quantitative data was analyzed using descriptive statistics such as mean and standard deviation and presented using charts, figures, table and graphs. The study conducted a multiple regression analysis to test the relationship between independent variables and dependent variable. The study examined that coaching, job rotation, role playing and apprenticeship had a positive significant influence on employee performance. The study concludes that Coaching positively impacted employees careers as well as their lives by helping them to establish and take action towards achieving goals, Job rotation increased job satisfaction because employees were exposed to various work tasks that reduced constant physical or mental stress, which could create more motivation to continue in the position and reduce turnover, role playing brought together employees and or created a positive relationship among the employees in the work environment and apprenticeships are structured training programmes offered by the Ministry which gives their trainees a chance to work towards a qualification and offers them a vast experience that enable them to work elsewhere. The study recommends that The Ministry should devise clear goals that include benchmarks and deadlines, be prepared to help with time management, frame feedback in a forthright and positive manner, follow up on feedback, emphasize effort over ability and celebrate accomplishments. The Ministry should determine the critical positions or functions to include in the program, conduct a job analysis to determine the components of the job that are most important to learn during the job rotation, determine the ideal bench strength for each role, create job readiness assessments and an evaluation process, orient the employees, measure and reward success. The Ministry should identify the objective, need, experience of trainee, the issue or task for which role play method is selected. The focus should be on maximum involvement of individuals as participants so that an overall exposure and that The Ministry should have apprenticeship programs in every section which is in line the current needs of the organization and which comply with the ever changing organizational environment.
This is an open-access article published and distributed under the terms and conditions of the Creative Commons Attribution 4.0 International License of United States unless otherwise stated. Access, citation and distribution of this article is allowed with full recognition of the authors and the source.
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Pulungan, Muhammad Fauzi, Nina Siti Salmaniah Siregar, and Rudi Salam Sinaga. "Analisis Efektivitas Kinerja Bidang Pembangunan Dan Pemberdayaan Masyarakat pada Kantor Camat Medan Timur Kota Medan." PERSPEKTIF 10, no. 2 (July 8, 2021): 763–77. http://dx.doi.org/10.31289/perspektif.v10i2.5224.
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So the formulation of the problem is how the effectiveness of the performance in the field of development and community empowerment at the East Medan District Head Office, Medan City? What are the obstacles in the field of development and community empowerment at the East Medan District Head Office, Medan City? The research method used in this research is qualitative analysis. Data collection is obtained from interviews, documentation, and observations. With the results of research on the productivity performance of employees in the field of Community Development and Empowerment, the East Medan Sub-district Office, Medan City has been effective. This can be seen in providing services in the form of the Implementation of Village Development Planning Deliberations for Preparation of Work Plans every year. Service quality in the field of Community Development and Empowerment, Medan Timur Sub-district Office, Medan City has not been effective. Responsiveness in the field of Community Development and Empowerment, Medan Timur Sub-district Office, Medan City is considered quite effective in setting goals and objectives to be achieved. Responsibility for Community Development and Empowerment, Medan Timur Sub-district Office, Medan City has been running effectively from the existence of priority programs. The accountability of activities carried out for the community and employees is very responsible and effective. The performance barrier in the field of Community Development and Empowerment is Human Resources. That education has a significant influence on employee performance. The suggestion from this research is to improve the quality by participating in training or coaching in order to increase the insight and motivation of personnel or human resources.
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BORTNIKOVA, Mariana, Nataliia PETRYSHYN, and Yuliia CHYRKOVA. "Formation of a toolset for human resource consulting." Economics. Finances. Law, no. 11/1 (November 27, 2020): 17–20. http://dx.doi.org/10.37634/efp.2020.11(1).3.
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Introduction. The implementation of progressive methods of human resource management is one of the most important vectors of enterprise development. The success of a business directly depends on how professional and responsible employees represent the company, how motivated they are and strive to apply management strategies in life, achieve the set goals and ensure results. The purpose of the paper is to form a toolset for human resource consulting as a factor of increasing the efficiency of personnel management in enterprises. Results. HR consulting is aimed at diagnosing the correspondence of professional and personal competencies of management personnel, improving the organizational structure and corporate culture of the enterprise, solving current problems related to improving production performance, and enhancing employee motivation. HR consulting is aimed at implementing policies in the field of personnel management based on the application of such fields as: HR audit, HR planning, HR strategy development, corporate culture formation, HR potential assessment, establishment of a motivation system, HR administration, improvement of the HR management system efficiency. Attracting external consultants to the personnel management system involves the formation and systematization of key tools for the implementation of personnel consulting, namely: coaching, recruiting, outsourcing, training, headhunting. The technology for the personnel consulting implementation at enterprises involves the realization of the following stages: pre-design, design, implementation and support. At each of the stages presented, the clarification and expansion of the functionality of the personnel consulting implementation takes place. Conclusion. People are an important element of business and the main source of its development. The correct personnel selection enriches the team with talented specialists of the required personal qualities, professional knowledge and skills. To improve staffing, the enterprise should search for employees both in the internal and external labor markets, combine various methods of personnel selection, and apply technologies of borrowed labor.
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Skorobagatska, O. "PREREQUISITES FOR THE COACHING TECHNOLOGIES ORIGIN IN THE STAFF MANAGEMENT SYSTEM." Physical and Mathematical Education 27, no. 1 (April 26, 2021): 18–22. http://dx.doi.org/10.31110/2413-1571-2021-027-1-003.
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Formulation of the problem. The new philosophy of staff management involves the formation of employees’ favorable work perception in the company, encouraging the interaction culture, the use of powerful analytics tools and giving employees the opportunity to control their own careers. Modern organizational coaching technologies help to build the potential of the staff management function, helping to achieve the goals of the organization.
The article examines the essence and prerequisites for the emergence of coaching technologies in the staff management system. The history of origin is analyzed. It has been found that the coaching paradigm as a special style of interaction has developed based on the search for advanced approaches in the field of mentoring, business counseling, psychological counseling and even psychotherapy. Options for the coaching application in staff coaching, business coaching and working with staff are considered. It has been found that coaching is a process aimed at achieving goals in various life spheres and activity. It arose at the junction of psychology, management, philosophy, logic and life experience. One of the equivalents of the coaching idea is “joint achievement” or “developmental counseling”. It has been proven that in Ukraine coaching has become the most widespread in the counseling field, and some managers use it as a method of staff management in order to effectively form motivation. It has been found that coaching technology includes the method of Socratic dialogue.
Materials and methods. Solving the highlighted aim, a set of methods of scientific research adequate to them were used, theoretical: a comparative analysis of coaching technology in the mainstream development of the modern society; a systematic analysis of prerequisites for the coaching technologies emergence in the staff management system. The main coaching sources are singled out, namely: the method of Socratic dialogue, the psychoanalytic theory of S. Freud, K. Jung; humanistic approach in psychotherapy (K. Rogers, A. Maslow, A. Adler); methods of practicing effective sports coaches (T. Gallwey); D. Goleman’s concept of emotional intelligence (EQ).
Results. Modern research in the psychology of leadership confirms that emotional competence is a much more important factor in achieving successful results in working with people than technical knowledge and skills. Understanding emotions, the ability to manage them, the ability to develop high motivation, correctly recognize the emotions of others and competently build relationships with them increases the modern leader effectiveness. In other words, coaching technology becomes a very promising method in the modern staff management system.
Conclusions. The essence and preconditions study of the coaching technologies in the staff management system allows to conclude that the sources of coaching are considered Socratic dialogue method, psychoanalytic theory, humanistic approach in psychotherapy, methods of practicing sports coaches, the concept of emotional intelligence (EQ) D. Goleman. Coaching as a type of management focuses on the process of developing the employees’ potential, helps to maximize their personal productivity and the success of the company as a whole.
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Sinclair-Maragh, Gaunette, Noriel Jacobs-Gray, and Norene Brown-Roomes. "A case of talent management practices in motivating fast food service employees." Emerald Emerging Markets Case Studies 7, no. 3 (July 31, 2017): 1–16. http://dx.doi.org/10.1108/eemcs-07-2016-0153.
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Subject area Food service management, human resource management, hospitality strategic management and, international business and management. Study level/applicability Graduate students. Case overview The purpose of this case study is to determine whether the practice of talent management serves to motivate fast food service employees. It aims to determine employees’ perceived level of awareness and importance of talent management practices; current practice of talent management within the fast food service sector; and to assess the level of motivation of employees from talent management practices. The survey method employing the use of questionnaires was used to ascertain data from a fast food service establishment in Jamaica, a developing island destination located in the Caribbean region (Sinclair-Maragh and Gursoy, 2015). Jamaica is chosen for the study, as there has been an increase in the number of both local and international fast food entities over the years (Collinder, 2014). The focus on fast food service is important, as they have been providing employment to a significant sector of the population. This type of business operation is classified as a tourism related hospitality area (Purcell, 1996) and as indicated by Christensen and Rog (2008), talent management presents an intriguing opportunity for hospitality organizations to attract employees with requisite skills and experience. The industry is also challenged in maintaining motivated employees (Baum, 2008). Talent management can assist organizations that have long-struggled with high turnover rates and the ability to attract and engage employees that are considered assets and not liabilities. Lockwood (2007) points out that engaged employees are loyal, hardworking and passionate about their work. Motivation theory is used to provide theoretical support for the findings of the study. This is because behavioral theorists such as Abraham Maslow suggested that survival, safety, belonging and self-esteem are factors that can be used to motivate employees and Sigmund Freud believes that people need to be rewarded to get work done (Nohria et al., 2008). This theory is plausible to the study, as it is postulated that talent management can enhance employee engagement, through highly motivated employees (Christensen and Rog, 2008). The study finds that majority of the employees understood the meaning of the term “talent management”. In terms of their personal and professional development, the employees believe that these are highly influenced by the organization’s culture. They pointed out that skills are usually developed through training, cross-training and succession planning. Financial assistance is given for further training and skill development. The performance evaluation process is used to identify employees’ specific skill. Although this is done, the majority has not been placed in other departments that would benefit more from their skills. Only 7.6 per cent reported that this was ever done. Employees’ emotional wellbeing is also important. Although majority of the employees (44.7 per cent) are happy about their work, they indicated that they could be motivated by coaching, mentorship and empowerment initiatives. Overall, the employees’ sense of belonging through their engagement and development, and self-esteem through their morale and competence are important to their motivation levels. They are also motivated when support is provided for training and skill development as explained by the motivation theory. Expected learning outcomes The learning outcomes are intended to guide the teaching-learning process and stimulate students’ understanding of the concepts of talent management specific to fast food service employees’ motivation. The case study is a useful resource for graduate students to enable and develop their critical thinking and solution-oriented skills. Students should be able to critically analyze the case and respond to the questions to garner and improve their understanding of talent management and its applicability in the fast food service sector. Further understanding of the concept can be derived from developing dimensions and measures of talent management that can be generalized to the food service sector. Supplementary materials Teaching Notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes. Subject code CSS 6: Human Resource Management.
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Lukianykhin, V., O. Lukianykhina, and Ya Sorokolit. "FINANCIAL INCLUSION AS A DRIVER PROVIDING FINANCIAL SECURITY IN UKRAINE." Vìsnik Sumsʹkogo deržavnogo unìversitetu, no. 2 (2020): 79–89. http://dx.doi.org/10.21272/1817-9215.2020.2-9.
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The article explores and summarizes the approaches of scientists to the definition of "personnel management", forms the author's definition as a set of interrelated methods, principles and forms of organizational mechanism for the formation, reproduction, development and utilization of personnel, creating optimal work conditions and employee motivation. The application of personnel management methods in successful business entities is analyzed on the example of companies included in the rankings of the best employers of Ukraine, in particular, whose production facilities are located in Sumy region - "Mondelis Ukraine" (Trostyanets) and "Farmak" (Shostka). It is concluded that the successful implementation of personnel management strategy (HR-strategy) is possible only with the correct composition of tools of administrative and economic influence, which can be supported (depending on financial capacity, management sentiment, accepted business practices, etc.) by socio-psychological methods. According to Hay-McBerAssociates' approach, six leadership styles have been identified. The author's vision presents their evolution (from the use of mostly administrative to the most modern methods (including coaching). The personnel management system of the «Sumy Road Maintenance Department Branch» has been studied. An assessment of the capabilities of this company to improve the efficiency of the existing personnel management system was made. Proposals for modernization of personnel management policy within the framework of administrative and economic methods in their interconnection and effective interaction are given. The most appropriate style of personnel management at the current stage of development of the organization is "visionary", which contributes to the formation of a successful long-term development strategy and the creation of perspectives for staff. But in today's reality, this style must be abandoned with the prospect of moving to a democratic version, reducing the share of administrative methods and increasing the importance of economic methods as more progressive methods of stimulating labor. In addition, it is determined that to increase the efficiency of personnel management of the Branch it is proposed to use modern HR-software with the use of cloud technologies for application in management activities. The analysis of IT-operators and their products allowed to identify quite interesting proposals (Microsoft, SAP, Terrasoft), but the main limitation to the use of these programs in the activities of the Branch is the high cost of use (up to 50,000 UAH / month). That is why we offer to utilize the software product "PeopleHR" of the company "PeopleFource", which has not yet gained much popularity in the Ukrainian market. This is a fairly full-featured program aimed at medium-sized businesses. It was also decided to focus on the system of additional bonuses for staff depending on the length of service and compliance with labour discipline, as the most effective method of improving the efficiency of employees.
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Ahmad, Nursaadatun Nisak, Ida Rosnita Ismail, and Azman Ismail. "The Roles of Employees Coaching Towards Employee Outcomes." Social and Management Research Journal 14, no. 2 (December 31, 2017): 71. http://dx.doi.org/10.24191/smrj.v14i2.5492.
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Employees’ coaching is an effective management tool to enhance employees’ performance and development. Since 1980, a number of researchers have noted the value of the employees’ coaching relationship, but there is still little evidence regarding what makes employees’ coaching to be effective in Malaysia. Therefore, the study looked at the role of leader coach (supervisory coaching behaviour and autonomy support) toward enhancing employees’ motivation (employees’ self-efficacy) and performance to explore this topic in-depth. Again, the purpose of an immediate supervisor as a coach in a practice context is to help employees to consider how they might work and behave differently with a more effective behaviour and thus lead to better outcomes, without a reliance on the formal authority the manager possesses. The outcomes of using PLS-SEM path model analysis showed three important findings: First, the relationship between supervisory coaching behaviour was not correlated with employees’ self-efficacy. Second, autonomy support was positively correlated with employees’ selfefficacy; and third, employees’ self-efficacy indirectly influences employees’ performance.
Keywords: supervisory coaching behaviour, autonomy support, employees’ self-efficacy and performance
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Iis, Em Yusuf, Wahyuddin, and Armanu Thoyib. "The Effect of Empowerment, Work Environment, and Career Development on Employees Performance with Work Motivation as The Intervening Variable in The Government of Aceh - Indonesia." Quantitative Economics and Management Studies 2, no. 6 (March 10, 2021): 376–86. http://dx.doi.org/10.35877/454ri.qems383.
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This study aimed to examine the effect of employee empowerment, work environment, and career development on the performance of Aceh Government employees. Data were obtained by distributing questionnaires to 150 employees. Data analysis method was Structural Equation Modeling (SEM). The results showed that employee empowerment, work environment, and employee career development affected work motivation and employee performance significantly. In addition, employee empowerment and work motivation have a direct and significant influence on employee performance, and career development and work environment also have a direct effect on performance. Work motivation partially mediates the influence of employee empowerment, work environment, career development on performance. The Government of Aceh is expected to improve career development in order to create a conducive work environment to improve the performance of Aceh Government employees.
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Soputra, Justin Hidayat, and Harman Malau. "THE EFFECT OF CAREER DEVELOPMENT AND COMPENSATION ON EMPLOYEE WORK MOTIVATION AT TOURISM ATTRACTION IN WEST JAVA." Abstract Proceedings International Scholars Conference 7, no. 1 (December 18, 2019): 977–1013. http://dx.doi.org/10.35974/isc.v7i1.831.
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Introduction: The problem in this study is about the problem of employee motivation at work. Here will be examined whether employee work motivation can be improved by providing career development and compensation to employees.
Method: The purpose of this study was to determine the effect of career development and compensation on employee motivation in tourist attractions in West Java. This research method is a qualitative method using a sample of 132 respondents from Dago Dream Park and Dusun Bambu employees. Data analysis uses correlation coefficient analysis, coefficient of determination, significance test using SPSS version 23.
Result: The results showed that career development was given well which was seen from the total average value of 3.85, also employees were given good compensation which can also be seen from the total value of an average of 3.67 and employees had good work motivation that was seen of the total average value of 3.77. The results of the study also showed an influence between career development and compensation for work motivation with the magnitude of influence 61.7% and significant at α 0.05.
Discussion: The conclusion is that there is an increase in employee motivation when given career development and adequate compensation and in accordance with applicable regulations.
Keywords: Career Development, Compensation, Work Motivation.
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Kamunya, Magdalene, and Dr Joyce Nzulwa. "Influence of Coaching on Employee Retention in Commercial Banks in Kenya." Human Resource and Leadership Journal 5, no. 1 (October 14, 2020): 29. http://dx.doi.org/10.47941/hrlj.455.
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Purpose: The main objective of the study was to determine the influence of employee coaching on employee retention in commercial banks. The study specifically aimed to determine the influence of performance coaching, career coaching, life skills coaching and executive coaching on employee retention in commercial banks.Methodology: The study adopted a descriptive research design and the target population comprised of a total of 306 staff working in the six selected Commercial Banks in Kenya. The selected commercial banks included; Cooperative bank of Kenya Ltd; Kenya Commercial Bank Ltd; Consolidated bank of Kenya Ltd; Standard Chartered bank Kenya Ltd and CFC Stanbic Bank Ltd and NIC bank. The study adopted a probability sampling design by using a stratified random sampling technique to select the sample size of 136 respondents. Questionnaires were used as the main data collection instruments and pretested for validity and reliability using a pilot study. Data gathered was analyzed using both descriptive and inferential statistics and presented using tables and charts.Findings: The study findings indicated that performance coaching factors notably, goal setting, feedback, personal development and goals achievement influences employee’s retention in commercial. The study also noted that career coaching ensured that employee personal interests are considered, employee career expectations are met there is achievement of employee personal goals and employees are able to effectively plan their careers. The study concluded that performance coaching is the major coaching method that influences most employee retention in commercial banks, followed by career coaching, then executive coaching and lastly life skills coaching.Unique contribution to theory, practice and policy: The study recommends that to improve on performance coaching, the bank management should offer performance coaching programmes which equips employees with skills to enable employees to understand organization goals and set their goals and work towards achievement of the goals. The bank management should adopt effective career coaching programmes which motivate employees to stay working in the organization in order to advance their careers. The bank management should provide coaching programmes which ensures that employee personal interests are considered, employee career expectations are met and there is achievement of employee personal goals and employees are able to effectively plan their careers. This will contribute towards employee career development and growth which influences most employees to remain working in organization and hence leading to increased rate of retention
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Coetzer, Alan, Janice Redmond, and Vern Bastian. "Strength-based coaching: making the case for its adoption in small businesses." Development and Learning in Organizations: An International Journal 28, no. 3 (April 1, 2014): 6–9. http://dx.doi.org/10.1108/dlo-11-2013-0085.
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Purpose – The purpose of this paper is to make the case that owner-managers of small businesses should consider using strength-based coaching as a key element of their performance management and learning and development endeavours because small businesses are potentially well-suited to this type of developmental intervention. Design/methodology/approach – In making the case, we draw on literature primarily in four areas: performance management, positive psychology, strength-based management and small business management. The case for adopting strength-based coaching is also underpinned by the practical insights of an experienced small business manager. Findings – The informal internal organisation found in most small businesses makes the small business context potentially well-suited to strength-based coaching. In particular, the informal characteristic of small businesses promotes close working relationships between owner-managers and employees and broadly defines work roles. Such a work context is conducive to strength-based coaching that involves owner-managers capitalising on the unique abilities of each employee by redefining work roles to fit employees’ strengths. Practical implications – Using strength-based coaching to align employees’ strengths with the work of the small business should have positive effects on the key variables of individual and collective performance and ultimately business results. These variables of performance are employee ability, motivation and opportunity to perform. Originality/value – After database searching, it seems that there is no previous work that has examined the potential efficacy of strength-based coaching in a small business context. The paper has value for small business managers who are seeking practical guidance on how to improve their current approaches to both managing employee performance and fostering the learning and development of the staff.
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Tambunan, Kaezia Karolin, T. Dalmiyatun, and S. Satmoko. "FAKTOR-FAKTOR YANG MEMPENGARUHI KINERJA KARYAWAN DI PERUSAHAAN PERKEBUNAN KELAPA SAWIT PT. MUSAM UTJING." JSEP (Journal of Social and Agricultural Economics) 12, no. 1 (March 25, 2019): 29. http://dx.doi.org/10.19184/jsep.v12i1.9898.
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Oil palm plantations have an important role in Indonesia. PT. Musam Utjing as one of many oil palm plantation companies in Indonesia must improve its employee performance to be able to compete with similar industries. This research aims to describe the factors that can affect PT. Musam Utjing’s employee performance, describe PT. Musam Utjing’s employee performance, and analyze the effect of salary, incentives, motivation, work environment, training and development on PT. Musam Utjing’s employee performance. The research was conducted at PT. Musam Utjing, Langkat Regency, North Sumatra. The research method was a survey method that includes observation and interview. The were 69 samples on this research calculated by using Slovin formula. Sampling was done by using cluster sampling technique. Data analysis used includes descriptive analysis and multiple linear regression analysis using SPSS. The results of the study show that the performance of PT. Musam Utjing employees is good. The factors that can affect the employee performance with the highest category are motivation and training and development. Salary, incentives, motivation, work environment, training and development simultaneously affect the performance of PT. Utjing Musam employees, where incentives, motivation, training and development partially affect the performance of PT. Musam Utjing employees.
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., Faizah, Anak Agung Putu Agung, and I. Wayan Widnyana. "The Effect of Career Development and Servant Leadership on Employee Performance with Work Motivation as an Intervening Variable in the Employment Agency and Human Resources Development Denpasar City." International Journal of Contemporary Research and Review 11, no. 01 (January 27, 2020): 21741–51. http://dx.doi.org/10.15520/ijcrr.v11i01.785.
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The purpose of this study was to determine and test the effect of career development, servant leadership and work motivation on employee performance, to determine and test the effect of career development and servant leadership on employee work motivation at the Human Resources and Human Resources Development Agency in Denpasar City and to know and test the effect career development and servant leadership on employee performance through work motivation as an intervening variable. The population of this research is all permanent employees in the Human Resources Development and Human Resources Agency in Denpasar, which amounted to 48 people. The sampling method uses the census method (saturated sample), so that a sample of 48 people is obtained. Data analysis techniques using Structural Equation Modeling Partial Least Square (SEM-PLS). The results showed that (1) Career development had a positive and significant effect on employee performance; (2) Servant leadership has a positive and significant effect on employee performance; (3) Career development has a positive and positive effect on employee work motivation; (4) Servant leadership has a positive and significant effect on employee work motivation; (5) Work motivation has a positive and significant effect on employee performance; (6) Career development has a positive and significant effect on employee performance; (7); Servant Leadership has a positive and significant effect on employee performance.
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Sari, Ni Putu Sinta Kumala, and A. A. Ayu Sriathi. "PERAN MOTIVASI KERJA MEMEDIASI PENGARUH PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN FAIRMONT SANUR BEACH HOTEL." E-Jurnal Manajemen Universitas Udayana 8, no. 8 (August 3, 2019): 4788. http://dx.doi.org/10.24843/ejmunud.2019.v08.i08.p03.
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The purpose of this research was to examine the role of mediation work motivation on the effect on performance of employee career development. This research was conducted at the Fairmont Hotel Sanur Beach with samples as many as 72 people are determined by the method of proportionate stratified random sampling. The collection of data obtained from the results of the dissemination of the questionnaire by using as many as 13 indicators. As for the data analysis technique used in this study i.e. path analysis (path analysis) accompanied by sobel test. The results showed that the career development positive and significant effect on performance and motivation of the employees work. Motivation work positive and significant effect on performance as well as employees are able to mediate the influence of career development employee performance against. The results suggested that the better career development in the enterprise the higher the employee motivation, and higher employee motivation will be higher performance Fairmont Hotel Sanur Beach.
Keywords: career development, work motivation, employee performance
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Mutining, Mutining. "ANALISIS KINERJA PEGAWAI DI KANTOR RADIO VOLARE KOTA PONTIANAK." Jurnal Ekonomi Integra 7, no. 1 (July 10, 2018): 070. http://dx.doi.org/10.51195/iga.v7i1.112.
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ThisstudyaimstofindpracticalandanalyzeperformanceofemployeesofRadioVolare Pontianak, in order to match an employees’ performance improvement strategy. While theoretically the results of this study are expected to provide an overview performance of employees of Radio Volare Pontianak . The results with observations of phenomena such as the above shows that the performance of employees of Radio Volare Pontianak has not been optimal.It is with the persistence of the level of discipline, motivation and responsibility are still lacking on the field. But with the education and training, coaching, development of potential employees, giving reward and punishment as well as good relations between leaders and employees will contribute both to improve employee performance on an goingbasis.
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Waspodo, Agung AWS, Rio Dharmawan, and Agung Wahyu Handaru. "THE INFLUENCE OF COMPENSATION, MOTIVATION, AND CAREER DEVELOPMENT ON EMPLOYEES JOB SATISFACTION AT PT NIKKO CAHAYA ELECTRIC." JRMSI - Jurnal Riset Manajemen Sains Indonesia 8, no. 1 (April 10, 2017): 58. http://dx.doi.org/10.21009/jrmsi.008.1.04.
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The purpose of this study were: 1) To know the description of compensation, motivation, career development and job satisfaction of employees at PTNikko Cahaya Electric, 2) To determine whether there is influence between compensation on job satisfaction of employees at PT Nikko Cahaya Electric, 3) To determine whether there is influence between motivation on employee job satisfaction at PT Nikko Cahaya Electric, 4) To determine whether there is influence between career development on employee job satisfaction at PT Nikko Cahaya Electric, 5) To determine whether there is influence between compensation, motivation and career development together on job satisfaction of employees at PTNikko Cahaya Electric, and 6) To know how much contribution of compensation, motivation and career development on employee job satisfaction at PT Nikko Cahaya Electric. The sample of this research are 60 employees of PTNikko Cahaya Electric. Research data retrieval by survey method with questionnaires and the data processed with SPSS version 20. This research using descriptive and explanatory analysis. The results of regression showed that there is positive and significant correlation between compensation on job satisfaction,there is positive and significant correlation between motivation on job satisfaction, there is positive and significant correlation between career development on job satisfaction. Compensation, motivation and career development simultaneously have positive and significant impact on job satisfaction.
Keywords: Compensation, Motivation, Career Development, Job Satisfaction
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Sukirman, Sukirman. "Pengembangan Kewirausahaan Melalui Peningkatan Kinerja Karyawan." Jurnal Ekonomi dan Bisnis 17, no. 1 (June 18, 2016): 135. http://dx.doi.org/10.24914/jeb.v17i1.243.
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<em>This study aimed to analyze the impact of the employee's performance towards the development of entrepreneurship. This study of employee performance involved variables of creativity, innovation and motivation. It analyzed the impact of creativity, innovation and motivation towards employee performance; it also analyzed the impact of creativity, innovation and motivation for the development of entrepreneurship and analyzed the impact of employee performance towards the development of entrepreneurship. The study focused on ‘Jenang Kudus’small scale businesses in Kudus Regency that covered 396 firms (Department of Industry and Trade, Kudus Regency, 2010) and focused on the small scale businesses under the auspices of the Department of Industry and Trade. The population in this study were all ‘Jenang Kudus’ Small Scale Business companies in Kudus Regency. The sample consisted of 86 companies. The purposive sample technique was used by selecting samples of the small scale businesses in Kudus Regency. Data were collected by using questionnaires and in-depth interviews and they were analyzed by using descriptive method. Employee performance was affected by the creativity, innovation, and motivation. Creativity had a significant and strong direct impact to the employee performance that could create improved performance for employees. Innovation also had a significant and strong direct impact towards employee performance; it is the yardstick in carrying out the day-to-day development of the company so that innovation was needed to improve the performance of employees in the interest of the company. Motivation didn’t have any strong and significant impact towards employee performance, it means that motivation is needed to create the performance of employees, so that employees will feel more comfortable and secure in carrying out their job. Both creativity and innovation had strong and significant impact towards the development of entrepreneurship, and on the other hand, motivation had no strong and significant impact towards the development of entrepreneurship.</em>
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Herawati, Efi, Syamsurijal Tan, Tona Aurora Lubis, and M. Syurya Hidayat. "The role of employee performance mediation on organizational performance." Jurnal Perspektif Pembiayaan dan Pembangunan Daerah 8, no. 6 (February 1, 2021): 585–94. http://dx.doi.org/10.22437/ppd.v8i6.11018.
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This study aimed to analyze the effect of employee training and development, motivation, work environment, employee competence on employee performance, and organizational performance. This study also aims to analyze employee performance as a mediating variable on organizational performance. The method of this research used SEM-PLS analysis. This research used all civil servants employees in The Regional Technical Implementing Unit for Goods Quality and Certification Testing Center (UPTD BPSMB) of the Jambi Province, Indonesia. This research concluded that Organizational performance is influenced by motivation, employee competence, work environment, and employee performance. Training and development, motivation, and work environment affect employee performance. Training and development, employee competence, work environment affect organizational performance mediated by employee performance. However, the influence of motivation on organizational performance cannot be mediated by employee performance
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Suryawan, I. Gede Made Yudi, and I. Gusti Made Suwandana. "PERAN MOTIVASI KERJA DALAM MEMEDIASI PENGARUH PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN." E-Jurnal Manajemen Universitas Udayana 8, no. 10 (October 3, 2019): 6002. http://dx.doi.org/10.24843/ejmunud.2019.v08.i10.p07.
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This research was conducted at PT Sejahtera Indobali Trada Tabanan Branch. The number of samples taken is 54 employees, with the method used is a saturated sample. Data collection was obtained from the results of interviews and questionnaires. Data analysis techniques used the classic assumption test, path analysis (path analysis), sobel test and VAF test. The results of the study are career development has a positive and significant effect on employee motivation. Career development has a positive and significant effect on employee performance. Work motivation has a positive and significant effect on employee performance. Work motivation has a positive and significant effect in mediating the relationship between career development and employee performance.
Keywords: career development, work motivation, employee performance
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Saragih, Hoga, and Siti Safarina. "ANALISIS KUALITAS APLIKASI UJIAN ONLINE BERBASIS WEB PADA PERUM PERUMNAS." Jurnal Sistem Informasi 10, no. 2 (January 5, 2015): 63. http://dx.doi.org/10.21609/jsi.v10i2.386.
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Human Resources Department utilizing information and communication technology development to further improve the quality of the company's employees. One of them by developing a Web-Based Employee Application Exam. Department of Human Resources at Housing realize that the role of employees determine the success or failure of the company to achieve its objectives. With a good selection implementation process, employees received will be qualified so that coaching, development, and setting employees becomes easier. This research will evaluate the quality of a website online exam based on the Web-site Quality Evaluation Method. The results of the analysis indicate that website quality is not satisfactory, so the need for design development of a prototype website using the Spiral Development Method.
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., Suyanto, I. Ketut Setia Sapta, and I. Nengah Sudja. "The Effect of Career Development and Leadership on Employee Performance with Work Motivation as Intervening Variables on Cv. Blue Waters Bali." International Journal of Contemporary Research and Review 9, no. 03 (March 13, 2018): 20583–91. http://dx.doi.org/10.15520/ijcrr/2018/9/03/467.
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The purpose of this study is to determine and maintain the influence of career on employee performance on CV. Blue Waters Bali, To know and strengthen leadership to employee performance on CV. Blue Waters Bali, to know and strengthewn career development towards employee motivation at CV. Blue Waters Bali, To know and strengthen leadership to work motivation of employees at CV. Blue Waters Bali, To know and strengthen work motivation on employee performance at CV. Blue Waters Bali
This research is a quantitative research using primary data obtained from questionnaire and measurement by using likert scale. The population of this research is employees at CV. Blue Waters Bali is 52 people. The method of selecting the sample of this study using purposive sampling. The sample of this research is all employees at CV. Blue Waters Bali. Data analysis technique used in this research is Structural Equation Modeling (SEM) based on Partial Least Square (PLS) using SmartPLS 3.0 program.
The result of the research shows that (1) career development has positive and significant effect on work motivation, (2) positive and significant leadership leadership toward work motivation, (3) career development have positive and significant impact on employee performance, (4) positive and significant head leadership (5) the influence of mediation of work motivation variable on indirect influence of career development on performance, and (7) influence of mediation of work motivation variable on indirect influence of leadership on partial performance
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Kozłowski, Waldemar. "Employee Motivation as an Element of the Development Process in an Enterprise." Olsztyn Economic Journal 15, no. 3 (November 30, 2020): 205–13. http://dx.doi.org/10.31648/oej.6539.
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Motivation is one of the most important elements from an enterprise development perspective which, in turn, provides a basis for the development of other strategic perspectives. However, several barriers may distort the positive correlation between staff motivation and the development perspective of the enterprise. The research problem concerns the location of employee motivation in the development perspective as one of the key elements of the strategic scorecard. The research objectives within the research problem are the analysis of the level of employee motivation and the correlation of the level of motivation with the results of the organization.
The aim of the article is to analyze the level of motivation of employees in a production and trade company. The subject of research is the motivational system. The basic research method was a survey. The research results demonstrated which elements of the motivational process, and to what extent, should be analysed and improved, as required by the evaluation. There exists a close relationship between employee motivation and the perspective of internal processes, the client’s perspective and, consequently, the financial perspective.
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Manggis, I. Wayan, Anik Yuesti, and I. Ketut Setia Sapta. "The Effect of Career Development and Organizational Culture to Employee Performance with Motivation of Work as Intervening Variable in Cooperation in Denpasar Village." International Journal of Contemporary Research and Review 9, no. 07 (July 19, 2018): 20901–16. http://dx.doi.org/10.15520/ijcrr/2018/9/07/553.
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Research on career development and organizational culture on performance with work motivation as intervening variable is done at cooperative located in Pedungan village of South Denpasar Pedungan Village is a village located in South Denpasar District, Denpasar City, Bali Province. The development of cooperatives is currently supported by the development of small and medium enterprises (SMEs). The number of cooperatives in the village pedungan is 33 cooperatives with the total number of employees is 338 employees. The purpose of this study is to know and examine the influence of career development on employee performance in cooperative in rural village, To know and test the influence of organizational culture on employee performance in cooperative in rural village, to know and test the influence of career development on employee motivation at cooperative in to know and examine the influence of organizational culture on employee motivation in cooperative in rural village, To know and to test influence of work motivation to employees performance at Cooperative in rural village. This research is a quantitative research using primary data obtained from the questionnaire and measured by using Likert scale. The population of this research is employees at Cooperative in rural village as many as 85 people. The method of selecting the sample of this study using Proportionate Stratified Random Sampling is this technique is used when the population has members who are not homogeneous and stratified proportionally. Data analysis technique used in this research is Structural Equation Modeling (SEM) based on Partial Least Square (PLS) using SmartPLS 3.0 program. The result of the research shows that (1) career development has positive and significant effect to work motivation, (2) organizational culture have positive and significant effect to work motivation, (3) career development have positive and significant effect to employee performance, (4) and (5) the influence of mediation of work motivation variable on indirect influence of career development on partial performance, and (7) influence of mediation of work motivation variable on the influence of unbalanced direct organizational culture to performance is partial
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Sankar, Jayendira P., V. E. Kesavan, R. Kalaichelvi, Mufleh Salem M. Alqahtani, May Abdulaziz Abumelha, and Jeena Ann John. "Factors Influencing Employee Satisfaction of Educational Institutions." International Journal of Early Childhood Special Education 13, no. 2 (December 2, 2021): 327–36. http://dx.doi.org/10.9756/int-jecse/v13i2.211069.
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Generally speaking, education plays a potential role in shaping the economy. Like other organizations and education, employee development initiatives play a vital role in employee satisfaction. Therefore, this paper aims to study the influence of employee development on employee satisfaction in the education sector. Employee development is attached to empowerment, motivation, and training as independent variables. The data collected from 261 sample respondents from the education institutions of the Kingdom of Saudi Arabia. To prove the construct's hypothesis, SmartPLS 3.3.2 was utilized to analyze the measurement model and the structural model. Therefore, the study utilized the combinative PLS method that fulfills the characteristics of the model. Empowerment, motivation, and training were found to be conducive to employee satisfaction. Employee development (empowerment, motivation, and training) measures on employee satisfaction can help decision-makers emphasize their actions. The findings revealed that employee development positively influences employee satisfaction and commitment among employees in the education sector.
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Eko Santoso, Wiharso, and Anoesyirwan Moeins. "THE EFFECT OF ORGANIZATIONAL CULTURE, MOTIVATION AND TRAINING ON EMPLOYEE PERFORMANCE AT THE REGIONAL DEVELOPMENT PLANNING BOARD OF WEST JAVA PROVINCE." Dinasti International Journal of Management Science 1, no. 1 (October 25, 2019): 37–56. http://dx.doi.org/10.31933/dijms.v1i1.23.
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The performance of members of an organization is needed to support organizational performance. The performance of employees at the DKI Jakarta Provincial Development Planning Agency will affect the performance of these government agencies. The purpose of this study is to find out how much the role of organizational culture, motivation, and training in order to improve the performance of employees in the Regional Development Planning Agency of DKI Jakarta Province, both simultaneously and partially. The method used in this research is descriptive and verification method. The source of the data in this study were employees of the DKI Jakarta Provincial Planning Agency. Primary data was collected by way of questionnaires and interviews with employees BAPPEDA Jakarta. Secondary data was collected by means searches the documents that are relevant to the problem under study. The results of descriptive data analysis on the research variables indicate that organizational culture, motivation, training, and employee performance in the DKI Jakarta BAPPEDA are in the good category. Organizational culture, motivation, and training have a significant role in order to improve employee performance , which is equal to 72.2%. Variable motivation has a role more dominant in order to improve the performance of employees of Bappeda Province of Jakarta as having beta value most 37.1%.
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Julianto, Hendra, Usup Riassy Christa, and Deddy Rakhmad Hidayat. "Pengaruh Pengembangan Karir, Motivasi Dan Kompetensi Terhadap Kinerja Pegawai Dinas Ketahanan Pangan Provinsi Kalimantan Tengah." Jurnal Manajemen Sains dan Organisasi 1, no. 3 (December 18, 2020): 192–202. http://dx.doi.org/10.52300/jmso.v1i3.2760.
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Purpose, - The purpose of this research is to find out and obtain a study of the influence of career development, motivation and competence on the performance of employees of the Department of Food Security of Central Kalimantan Province.Design/methodology/approach - This research is a quantitative descriptive study with a total of 60 respondents. The instrument testing uses validity and reliability tests. While the data analysis method uses multiple linear regression analysis with t test, F test and R2.Findings - The results showed that career development had a significant positive effect on employee performance, motivation had a significant positive effect on employee performance, Competence has a significant positive effect on employee performance, self-development, motivation and competence has a significant positive effect together on employee performance.
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Avanesova, N., O. Getman, and Y. Sergienko. "Coaching as effective technology for forming emotional competence of future managers." New Collegium 4, no. 102 (December 25, 2020): 108–12. http://dx.doi.org/10.30837/nc.2020.4.108.
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Currently, in the field of management, various methods and approaches to work with personnel are used. Modern management in the style of coaching is a view of employees as a huge additional resource of the enterprise, where each employee is a unique creative person who is able to independently solve many problems, show initiative, makes choices, take responsibility and make decisions.
The theory and practice of training managerial specialists is undergoing serious changes in connection with the development of management as a science and practical area of production management and human relations. The nature of the training of specialists is determined by the actual needs of society and trends in the development of production.
In this regard, comparative management is becoming increasingly important. It consists in the study and analysis of the experience of various countries, including the study of the reasons that determine the differences in the level of productivity and the results of enterprises and the identification of the specifics of the activities of managers of these enterprises.
In general, in modern science, management is understood as a specific type of human activity, isolated in the course of the division and cooperation of social labor.
Within the framework of personnel training from the point of view of the traditional approach, it is important to form an organizational culture of management – the readiness of a specialist to implement managerial influences in the logic of the allocated management functions.
Within the framework of this direction, in the training of a manager, special attention is paid to his ability to organize the process of developing and implementing managerial decisions, to monitor their implementation by stimulating and motivating personnel.
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Admin_ojs, Admin_ojs. "PENGARUH KOMPETENSI DAN MOTIVASI TERHADAP KINERJA PEGAWAI POS PEMBINAAN TERPADU (POSBINDU) KABUPATEN TABALONG." KINDAI 16, no. 1 (August 5, 2020): 60–79. http://dx.doi.org/10.35972/kindai.v16i1.356.
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This study aims to study both partially and simultaneously greater Competence and Motivation on the Performance of Tabalong Integrated Development Post Employees (POSBINDU) and the dominant variables on the Performance of Integrated Development Post (POSBINDU) Tabalong Regency, The method used in this study is the method quantitative and with a total of 80 (eighty), taken with a census of 80 (eighty) people, validity and reliability test research instruments, data were collected using multiple linear regression.The results of this study indicate that (1) Competence and Motivation show partial significance on the Performance of Inpatient Employees at Integrated Development Post (POSBINDU) (2) Competency and Motivation are related significantly simultaneously to the Performance of Inpatient Employees in Integrated Development Post (POSBINDU) and (3) Motivation is a variable that has a dominant influence on the Performance of Inpatient Employees at Integrated Development Post (POSBINDU). R Square of 0.561 which means that the total variation of the independent variables on the accepted variable is 56.1% while the remaining 43.9% is requested by other causes outside of this study.Keywords: Competence, Motivation and Employee Performance.
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Mura, Ladislav, Zuzana Hajduova, Marián Smorada, and Zuzana Jakubova. "Employee motivation and job satisfaction in family-owned businesses." Problems and Perspectives in Management 19, no. 4 (December 29, 2021): 495–507. http://dx.doi.org/10.21511/ppm.19(4).2021.40.
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This study aimed to investigate the differences in motivational focus and sources of satisfaction between family and non-family employees in family businesses. Data from a questionnaire survey conducted between May and September 2021 were used to examine the relationship of work motivation between family and non-family employees. Data were collected via a questionnaire and interviews with 56 non-family employees and 148 family employees from family businesses of eight Slovak regions. To meet the stated aim, relevant quantitative methods such as the two-sample Fisher’s F-test, two-sample Student’s t-test with inequality of variances, and the Pearson correlation method were applied. Based on the established results, it can be assumed that it is possible to adapt the dealings with the employees of family companies more closely to their individual needs, and thus contribute to their performance. Non-family employees are more oriented towards economic benefits. Family employees show a more balanced orientation between economic benefits and moral satisfaction. This confirms that financial considerations are still an important factor of motivation for non-family employees. According to the results of the study, non-family employees tend to focus on content and activity, while family employees rather focus on success. A possible explanation could be that family members perceive the success of a company more than their own and feel more confident in the choice of activities they would like to carry out, so they take this fact more than for granted. AcknowledgmentThis paper has been supported by funds of the project VEGA No. 1/0240/20. This study was supported by the project GAAA 5-5/2020 “Development of family businesses in Slovak regions”, which has received funding from Grant Agency Academia Aurea and by project VEGA 1/0813/19 “Managing the development of innovative and start-up forms of businesses in international environment and verification of INMARK concept”, which has received funding from the Ministry of Education, Science, Research and Sport of the Slovak Republic.
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Ramadanty, Sari, and Handy Martinus. "Organizational Communication: Communication and Motivation in The Workplace." Humaniora 7, no. 1 (January 30, 2016): 77. http://dx.doi.org/10.21512/humaniora.v7i1.3490.
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Every human activity was basically driven by the motivation. Work motivation was a condition or an energy that directed employees to achieve organizational goals of the company. Nowadays, the development of organizational communication saw the communication as one of the most dominant and important activity in the organization and it could be able to motivate employees. The purpose of this study was to reveal how the role of the communication that occurs within the organization could give the motivation to employee. The problem of the research was the relationship employee motivation with factors of communication, such as nonverbal communication, interpersonal communication leadership and communication climate. The method used descriptive qualitative method. Methods of data collection of this study were literature study. Research finds that nonverbal communication, interpersonal communication leadership and communication climate have a significant role to form employee motivation. Nonverbal communication has slightly strong role in shaping the positive motivation to employee. The role includes body communication, facial communication and eye communication. Interpersonal communication leader is based on the satisfaction level of information between management and employees. Management and transparency in openness in downward communication under the form of information from superiors are by listening the communication between supervisors and employees are running smoothly.
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Wulan, Heru Sri, and Leonardo Budi Hasiholan. "PENGARUH REKRUITMEN, PENGEMBANGAN KARIR, DISIPLIN KERJA DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN DINAKERTRANSDUK PROVINSI JATENG." JURNAL ILMIAH EDUNOMIKA 5, no. 2 (April 29, 2021): 681. http://dx.doi.org/10.29040/jie.v5i2.2311.
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Policies to improve employee performance need to be analyzed further. In this study will analyze the effect of recruitment, career development, work discipline and work motivation on employee performance at Dinakertrasduk, Central Java province. In this study, samples were taken as many as 100 people using purposive sampling technique, namely sampling based on criteria, among others: employees who are taken as samples are employees who have worked for at least 3 years. The data analysis method used in this research is validity, reliability, multiple linear regression, t test. The results show that with multiple linear regression analysis, it can be shown by the regression equation Y = -0.16X1 + 0.862X2 + e1. From the results of the analysis above, it can be concluded that the variables of recruitment and career development do not increase, which affects work motivation. while the regression equation analysis Y2 = 0.506X3 + 0.271Y1 + e2 from the results of the analysis above, it can be concluded that discipline and motivation variables increase, affect performance. The hypothesis that has been carried out in this study can be concluded that: a. There is a positive and significant effect of recruitment on motivation. b. There is a positive and significant effect of career development on motivation. c. There is a positive and significant effect of work discipline on performance. d. There is a positive and significant influence of motivation on performance in Dinakertrasduk Povinsi Central Java. Suggestions that can be put forward in this study include: company leaders to pay attention to things that can increase employee motivation and performance, among others: to further promote career development of employees of Dinakertrasduk, Central Java Province. and improve work discipline of the employees of the Central Java Province Dinakertrasduk. and pay attention to the work motivation of its employees.
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Hasanah, Fifi, and Singmin Johanes Lo. "THE MEDIATING ROLE OF EMPLOYEE SATISFACTION ON THE INFLUENCES OF EMPLOYEE DISCIPLINE AND EMPLOYEE MOTIVATION ON EMPLOYEE PERFORMANCE AT THE MINISTRY OF TRANSPORTATION, REPUBLIC OF INDONESIA, RESEARCH AND DEVELOPMENT DEPARTMENT." Dinasti International Journal of Management Science 2, no. 1 (September 15, 2020): 1–11. http://dx.doi.org/10.31933/dijms.v2i1.512.
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This research aimed to discover and explain the role of employee satisfaction on the influences of work discipline and employee motivation on employee performance at The Research and Development Department of Ministry of Transportation, Republic of Indonesia. The research method used a quantitative approach. The population was 160 employees of that department. The sample taken by Slovin’s formula with 5% error tolerance was 115 respondents. The data collection technique was administered through questionnaires by convenience method. Data were analyzed by using SEM SmartPLS version 3.2.8 for Windows. The results showed that: work discipline had significant and positive influence on both employee performance and employee satisfaction; employee employee motivation had significant and positive influence on both employee performance and employee satisfaction. However, the path analysis results showed that the indirect influences of work discipline and employee employee motivation on employee performance through the mediating role of employee satisfaction were both smaller than their direct influences.
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Muhammad Asif Khan, Asima Siddique, and Zahid Sarwar. "Training as Mediating in the Relationship Between Organization Reward and Employee Motivation." Journal of Business & Tourism 5, no. 2 (November 6, 2021): 25–35. http://dx.doi.org/10.34260/jbt.v5i2.136.
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Training and organization rewards plays important role in the development and motivation of the employees. And organization gives more attention to reward and training programs to motivate their employees. The purpose of this paper is to examine the relationship in between rewards and employees motivation. In addition the paper also aims to measure the mediating role of training.Employee’sidea and perception about organizational rewards and its impact on employee’s motivation have been evaluated empirically with the sample of 173 employees in district account offices. The data have been collected from the employees using survey method. SPSS have beenused to analyze the data the results show the mediating effect of training on the relationship between organization rewards and employee’s motivation. The results show that both training and organizational rewards have positive association with employee’s motivation.The study will help the administration of district account offices to develop policy that will cope with the challenges and difficulties in training and rewards management. And it will help in employee’s motivation.
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Enyinna, Ugwu Kelechi, and Igbo Rita Chituo. "MANPOWER TRAINING AND EMPLOYEE DEVELOPMENT (CASE STUDY OF ACCESS BANK PLC, OBIOAKPOR LOCAL GOVERNMENT AREA PORT HARCOURT METROPOLIS RIVERS STATE)." Jurnal Aplikasi Manajemen 19, no. 2 (June 1, 2021): 245–56. http://dx.doi.org/10.21776/ub.jam.2021.019.02.02.
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This research examines the relationship between manpower training and employee development using a case study of Access Bank Plc in Obioakpor Local Government Area, Port Harcourt Metropolis Rivers State, Nigeria. A correlation survey design was adopted, data were sourced from 700 employees through a self-administered questionnaire, and the sample size was determined using the Taro Yamane method and calculated as 399. The judgmental non-probability sampling method was adopted in the distribution of the questionnaire. The correlation method was used to test the hypotheses to achieve the study objective. The findings revealed that job training has a significant positive relationship with employability skills, coaching has a significant positive relationship with employee competency. This study provides sufficient guidelines for human resources to integrate training programs into their mission statement to ensure employees are acquainted with job knowledge and skills. Future researchers are encouraged to explore this study using different industries and large sample sizes to generalize findings.
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Fadhila, Nada, and Endang Sulistiyani. "The Influence of Motivation, Working Environment and Career Development Toward Employees’ Loyalty." AFEBI Management and Business Review 6, no. 2 (January 1, 2022): 140. http://dx.doi.org/10.47312/ambr.v6i2.503.
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<p>This research aims to determine the effect of motivation, working environment, and career development toward employees’ loyalty at the PT Tawada Healthcare Semarang, which is one of the regional offices of PT Tawada Healthcare. PT Tawada Healthcare Semarang Branch is one of PT Tawada Healthcare office branch, a company engaged in medical devices provider that has been established since 1999. PT Tawada Healthcare has 13 branches throughout Indonesia and also provides medical devices in many hospitals in Indonesia.The data collection method used in this research are questionnaires, literature study, and interview. Sampling method used census which all members of the population are sampled. The methods of data analysis used is Multiple Linear Regression, goodness of fit regression equation used are coefficient of determination, F test and T test. The results of this research shows that motivation, working environment, and career development have positive and significant influence on employees’ loyalty. Working environment has a dominant influence in increasing employee loyalty.</p><p><strong>Keywords:</strong> Career Development, Employees’ Loyalty, Motivation, Working Environment.</p>
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Hussain, Ibiwani Alisa, Noormala Amir Ishak, and Benjamin Chan Yin Fah. "The Relationship between Organizational Learning and Employee Engagement: The Perspective Of Young Employees From Commercial Banks In Malaysia." ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL 2, no. 1 (June 30, 2016): 32. http://dx.doi.org/10.24191/abrij.v2i1.10055.
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The purpose of the study is to investigate the relationship between organizational learning with employee engagement. Primary data were gathered through selfadministered survey questionnaires. 100 respondents participated in the study and all of the respondents came from commercial bank in Malaysia. Method used to distribute the survey questionnaires was through “drop off and pick up” method due to the minimum interaction by the investigator with the respondents. Data were analyzed using SPSS and findings indicated that employees valued development opportunity provided by organisations for example development through training, mentoring and coaching. Respondents are employee between the age of 23 to 30 years old and these mode of learning appear to be the most effective to them.
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Suswati, Endang. "WORK PLACEMENT AFFECTS EMPLOYEE PERFORMANCE THROUGH WORK MOTIVATION." Jurnal Aplikasi Manajemen 19, no. 2 (June 1, 2021): 394–403. http://dx.doi.org/10.21776/ub.jam.2021.019.02.15.
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The success of the banking industry in a crisis such as the Covid pandemic is highly dependent on employee performance. Employee performance in banking companies will increase employee efficiency and productivity. Employee performance improvement can be formed through accuracy in Work Placement and providing Work Motivation. Work Placement and employee motivation to improve performance are still debated in previous studies. Based on previous research gaps, this study aims to determine the effect of Work Placement and Work Motivation on Employee performance and to determine the effect of Work Placement on Employee performance through Work Motivation in employees of a government bank in Kediri, East Java, Indonesia. The number of respondents in this study was 58 people who were obtained by using the saturated sampling technique for employees. The data collection method used a questionnaire with PLS (Partial Least Square) analysis tool. The results of this study indicate that employee placement and work motivation influence the employee performance of a bank company. However, the Work Motivation variable as a moderating variable cannot be proven because there is no influence between the Work Placement variable on Work Motivation. The next researcher can retest and develop the concepts used in this research to contribute to the development and renewal of management science.
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Shushpanov, Dmytro, and Mariana Lifanova. "INNOVATIVE INSTRUMENTS FOR MANAGING PERSONNEL OF TRANSNATIONAL CORPORATIONS." Regional’ni aspekti rozvitku produktivnih sil Ukraїni, no. 24 (2019): 86–93. http://dx.doi.org/10.35774/rarrpsu2019.24.086.
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The article explores coaching and mentoring as innovative personnel management tools and their importance for the effective management of human resources in order to increase the company's competitiveness. The interpretation of the term “coaching” is given. It has been analyzed as one of the important factors for improving the organization’s activity. At present, the topic of coaching has become one of the most sought after in the field of management and consulting. The benefits of coaching are presented and characterized. Successful experience of using coaching technologies in multinational corporations, in particular on the example of companies of the USA, Japan, Singapore and Western Europe is considered. Coaching was compared with mentoring. Mentoring puts more emphasis on the practical part when an experienced employee trains the less experienced. Mentoring is a long process. The main advantages of using these management tools in the context of globalization are substantiated. Basic coaching models are presented and characterized. Coaching technologies are aimed at transforming the company personnel management system. They are aimed at achieving the goal with the most optimal use of resources and the development of company employees. Coaching technologies create an environment where change happens most easily, quickly and naturally. For greater productivity, relationships between volume managers and employees must be based on partnership, trust and security. The scientific principles of coaching implementation in organizations as a method of managing their development and effectiveness are highlighted. It has been proven that coaching allows employees to adapt to change as quickly as possible and achieve maximum self-realization.
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Exaudi Simanungkalit, Sanrof Baskara, Sukaria Sinulingga, and Iskandarini . "The Effect of Organizational Culture, Motivation, and Leadership Style on Employee Performance at the Human Resources Development Agency (BPSDM) of Sumatera Utara Province." International Journal of Research and Review 9, no. 1 (January 5, 2022): 100–107. http://dx.doi.org/10.52403/ijrr.20220115.
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A government agency is an organization that is a group of people specially selected to carry out state duties as a form of service to the masses. This research aims to determine how much influence organizational culture, work motivation, and leadership style have on employee performance as a dependent variable of the Human Resources Development Agency (BPSDM) of Sumatera Utara Province. The research method used is descriptive analysis with a quantitative approach to all employees at BPSDM Sumatera Utara Province, amounting to 85 respondents. The analysis technique used is multiple linear regression with the SPSS program. Based on the calculation results obtained, the organizational culture, motivation, and leadership style partially and simultaneously influence employee performance. Organizational culture variables, work motivation and leadership style together contribute to employee performance 42%, and 58% other factors that contribute to employee performance. The leadership style variable is the variable with the strongest influence on performance with a coefficient value of 0.255. Keywords: Organizational culture, motivation, leadership style, performance, BPSDM.
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Hania, Rabia Nur, and Denny Bernardus. "MOTIVASI TERHADAP KINERJA KARYAWAN DENGAN DISIPLIN KERJA DAN EMPLOYEE ENGAGEMENT SEBAGAI VARIABEL MEDIASI DI BAGIAN KEUANGAN RS X." PERFORMA 4, no. 4 (February 19, 2021): 550–59. http://dx.doi.org/10.37715/jp.v4i4.1667.
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Human resources is a device that is used by every organization or company to achieve it’s goal. The success of an organization or company is the result of maximum performance of on employee in that company, the company will not run or succed if the employee cannot work well, therefore the development og good human resource must be created by a company. The purpose of this research is to evaluate the influence of motivation on employee performance, motivation on work discipline, motivation on employee engagement, work discipline on employee performance, employee engagement on employee performance, motivation on employee performance is mediated by work discipline, and motivation on employee performance is mediated by employee engagement. This research was conducted in the financial department of RS X with the total population and sample of 49 people. The method that is used in this research is quantitative by using primary and secondary data types. Data collection technique is by using questionnaire. Data analysis methods use SEM-PLS. Outcome of the research shows that motivational variable have positive, significant effect towards employees’ performance, work discipline and employee engagement. Work discipline variable mediated connect to employes’ performance. Work discipline variable mediates connection between motivational and employees’ performance, cause a positive and significant effect. Likewise with employee engagement variable mediate the relationship between motivation on employee performance and influence positive and significant.
Keywords : Employee Engagement,Employee Performance,Motivation, Work Discipline
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Wahyuni, Nur. "Effect of Education and Training, Career Development and Job Satisfaction of Employee Performance at the Department of Education Office of Gowa." Journal of Education and Vocational Research 7, no. 1 (April 15, 2016): 14–20. http://dx.doi.org/10.22610/jevr.v7i1.1217.
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The goal of this research is to analyze the influence of education and training, career development and job satisfaction on the performance of employees at the Department of Education Office of Gowa. The analytical method used in this research is the method of multiple regression analysis. The data used in this study was obtained from the Office of Education employees Gowa the study sample. This research approach is Associative approach. The results showed that: 1) employee performance is closely linked to education and training because it can improve the performance of an employee, both in the handling of existing jobs at the moment and jobs that exist in the future in accordance with tasks in the waistband of the organization, 2) employee performance is closely linked to the career development of an employee, the employee who has a high chance of improving his career will stimulate the motivation to work better in order organizational goals, and 3) employee performance is closely linked to employee satisfaction, an employee with the level high job satisfaction showed a positive attitude towards the work itself, whereas if a person who is not satisfied with his work showed a negative attitude towards work.
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Hutabarat, Defi Mariani, Darwin Lie, Marisi Butarbutar, and Sisca Sisca. "PENGARUH MOTIVASI DAN PENGEMBANGAN KARIR TERHADAP KEPUASAN KERJA KARYAWAN DI PT ALAMJAYA WIRASENTOSA DEPO PEMATANGSIANTAR." SULTANIST: Jurnal Manajemen dan Keuangan 6, no. 1 (June 15, 2018): 1–10. http://dx.doi.org/10.37403/sultanist.v6i1.110.
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As for this research problem formula is how To determine the influence of motivation and career development on employee job satisfaction in PT Alamjaya Wirasentosa Depo Pematangsiantar. Research Method used in this writing is library research and field research. The population in this research is the employee of PT Alamjaya Wirasentosa Depo Pematangsiantar which are 24 employees. The Data used is data by qualitative and quantitative, and technique of data collecting by questionnaires, interview and documentation. Then technique analyse the data use the descriptive method qualitative and quantitative descriptive method.Result of analysis from linear regresi modestly that is Ŷ = 16,518 + 0,402 X1 + 1,011 X2meaning there are positive influence between motivation and career development on employee job satisfaction. The strength of relationship between the variables is very strength, that is r= 0,843. From coefficient determinasi can explainable high and low of customer’s purchase decision 71,9 %, and the rest 28,1 % explained by other factor which is not discussed in this research. From result of processing and calculation questionnaires, writer get the conclusion that motivation and career development have positive and significant impact on employee job satisfaction in PT Alamjaya Wirasentosa Depo Pematangsiantar. This matter is proved by hypothesis test either simultaneously where result test the fhitung (26,888) > ttabel (3,47) and which significant 0,000 < alpha 0,05. Keywords: Motivation, Career Development and Employee Job Satisfaction
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Waliamin, Janusi. "PENGARUH PENILAIAN KINERJA TERHADAP MOTIVASI DAN PRODUKTIVITAS KERJA KARYAWAN PADA HOTEL PANGRANGO 2 BOGOR." Creative Research Management Journal 3, no. 1 (July 26, 2020): 77. http://dx.doi.org/10.32663/crmj.v3i1.1244.
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The hotel business in the city of Bogor has increased from year to year which has increased business competition. Then it is followed by a performance appraisal of employees whose aim is to monitor and maintain the performance of the selected employees because the performance appraisal will affect the follow-up needed by the employees relating to staffing decisions, for example promotion, payroll, or development. Based on this, this study aims to analyze the effect of performance appraisal on employee motivation and work productivity at the hotel pangrango 2 in Bogor.This type of research used in this study was a quantitative approach or statistical data analysis. The data sources were obtained from distributing questionnaires to 133 employees. The validity of the data was analyzed using the Product Moment Pearson correlation technique formula while the reliability of the measuring instrument was carried out using the Alfa Cronbach technique. The results showed that the employees of the Hotel Pangrango 2 Bogor used self-appraisal techniques, the effect of evaluation on motivation had a positive effect, the place of evaluation had no effect on employee motivation, the evaluation method on motivation had a negative effect, and motivation had a positive effect on the employees’ work productivity. Based on the results of the analysis of the research, the Hotel Pangrango 2 Bogor really needs to pay attention to performance evaluation factors because it is very influential on employee motivation and motivation itself will affect employees’ performance productivity.
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Herdiana Abdurrahman, Nana. "The effect of interpersonal communication skills and work motivation on performance of marketing employee." International Journal of Engineering & Technology 7, no. 2.29 (May 22, 2018): 190. http://dx.doi.org/10.14419/ijet.v7i2.29.13314.
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To improve and maintain the performance of the marketing department employee, the company should improve the capacity and capability of the employees. This research aimed to investigate the influence of interpersonal communication and work motivation on employee performance marketing. This research uses a quantitative approach method with path analysis method. This study uses survey technique with the primary data collection tool in the form of a questionnaire. The study was conducted at the Jabar Banten Shariah Bank Bandung branch, with respondents as many as 33 people. The test results show that partial and or simultaneously, interpersonal communication and work motivation have significant positive effect on employee performance. The results show that the value of the determinant obtained for 0808, this means that the variables of interpersonal communication and motivation can explain the employees’ performance by 80.0 %, while 19.2 % is influenced by other variables that are not included in the model. Epsilon factors are leadership, organizational culture, facilities and infrastructure in the works, and others. The result show that performance of the marketing department can be improved through the development of interpersonal communication capacity of employees and strengthening of motivation to work.
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Fauzan, Hemmy, Bahrul Yaman, and Eka Rulianti Putri. "DAMPAK PENGEMBANGAN KARIR DAN MOTIVASI TERHADAP KINERJA KARYAWAN (STUDI PADA LEMBAGA KESEHATAN CUMA-CUMA DOMPET DHUAFA)." Jurnal Ilmiah Tata Sejuta STIA Mataram 5, no. 1 (April 7, 2019): 80–89. http://dx.doi.org/10.32666/tatasejuta.v5i1.50.
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This study will look further at how the effects or effects of career development and motivation on employee performance at the Dompet Dhuafa Free Health Institution (LKC). The problem that underlies why this research is conducted is because of employee dissatisfaction with the management of LKC Dompet Dhuafa related to the opportunity to get a job promotion so that it causes deviations in employee behaviour at his workplace. The method used in this research uses multiple linear analysis techniques. This multiple linear analysis is used to see or measure the extent of the influence of independent variables consisting of; career development and motivation, on the dependent variable represented by employee performance. In conducting its analysis, this study also uses SPSS 16.0 software with a total of 54 employees from the Dompet Dhuafa Free Health Institution (LKC). The results of this study indicate that career development has a significant influence on employee performance; this is indicated by the efficiency variable where career development has a positive influence of 0.383 and sig. 0,000 <0,10. Likewise important motivation for employee performance, this is indicated by efficiency variables where motivation has a positive effect of 0.212 and sig. 0.011 <0.10. This study also shows that the relationship between career development and motivation has a simultaneously significant influence on employee performance, based on the results of the test of determination of 0.573 or 57.3%, while other factors influence the remaining 42.7%. This also shows the results of the f test with the efficiency of career development and the motivation variable has a positive effect of 36,611 and a sig value of 0,000 <0,10.
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Yumiarti and Rindi Andika. "The Influence of Situational Leadership Style, Work Motivation and Work Environment on Employee Satisfaction Tax and Level Management Agency UPT Medan North Area." SIASAT 7, no. 2 (April 9, 2022): 135–48. http://dx.doi.org/10.33258/siasat.v7i2.117.
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In fact, the work performance of employees does not match the expectations of an agency, and they still encounter low employee performance. As a result of low employee performance, the impact on agency productivity decreases and cannot meet the targets set by the agency, so that the agency suffers losses and experiences obstacles in its development. Meanwhile, for employees who have low work performance, it will hinder the career development and income of the employee.Descriptive analysis is a research method that provides an overview regarding situations and events so that this method intends to Base data accumulation applies.From the results of the analysis with the number of respondents as many as 63 people, the following conclusions are drawn: 1) Job satisfaction has a positive and significant effect on employee performance in Simalungun Regency Agriculture Office. 2) Leaders are expected to improve the promotion appraisal system based on performance and work results. 3) Maintaining the current good condition of employees, who are able to work hard to get awards, a well-developed family atmosphere and an interesting and challenging work atmosphere has been created.