Introduction/ Main Objectives: The research argues that the job evaluation process may not reflect a sense of justice, that is, in most cases, the decisions of the board of directors (BOD) appear to ...be biased. Background Problems: Lack of transparency and unfairness in job evaluations may create disharmony in the workplace. Novelty: The researchers used the Urgency, Seriousness, and Growth (USG) analysis to find the root cause of employees’ dissatisfaction because of unfairness in the final job size, which may impact the wages. The researchers were also required to be familiar and have experience with the Hay System. Research Methods: To adjust the job size and to promote fairness, the Hay System needs to be strengthened with the USG analysis. This study uses a qualitative approach and requires a more in-depth analysis to obtain the best results. Findings/ Results: The job evaluation only refers to the Hay System. The job analysis, benchmark, and survey are not used as a reference or to interview the managers. If the Hay system is solely used, the final result of the job evaluation can be biased;. therefore, it is necessary to get a second opinion to create a sense of fairness. One of the tools to calibrate the final result of job evaluation is the USG analysis. Conclusion: USG analysis is to provide a second opinion and can also strengthen the job size analysis with the job reference level.
Facility location is an integral part of organizational strategy that can play an essential role in the strategic orientations of the organization. This activity includes many factors that may be ...inherently conflicting, so that if the necessary checks are not made when choosing a location, it can affect the life of the organization in the long run. The purpose of this study is to investigate the location of facilities in the supply chain distribution and develop a new mathematical model for this problem. This research method uses quantitative, the problem instances have been generated with a variety of different conditions and then solved with the proposed model using the exact solution software GAMS. The results of optimizing the supply chain facility location model show that considering long-term decisions simultaneously can lead to a drastic reduction in supply chain costs. KCI Citation Count: 0
Provinsi DKI Jakarta pada Agustus 2020 sebesar 10,95 persen atau setara 572.780 orang merupakan provinsi tingkat pengangguran terbukanya secara nasional sebesar 7,07 persen tertinggi. Dominasi ...terbesar berasal dari lulusan Sekolah Menengah Kejuruan (SMK) seharusnya kelulusannya selayaknya siap kerja, bahwa usia produktif cukup besar di level SMK dan selain itu dalam menghadapi bonus demografi mulai pada tahun 2015-2035 dan puncak demographic bonus pada tahun 2028-2030. Oleh karena itu, seyogyanya mengantisipasi usia produktif hanya terjadi satu kali saja sehingga peluang ini dikenal dengan istilah window of opportunity. Meningkatkan program latihan kerja terkait dengan perkembangan teknologi informatika. Penelitian ini bertujuan untuk memetakan program latihan kerja akan daya serap tenaga kerja dan mengusulkan strategi ke depan program latihan kerja sesuai dengan perkembangan teknologi. Penelitian dengan pendekatan kualitatif dan menggunakan penelitian deskriptif dengan melakuan pengamatan dan wawancara agar dapat memberikan gambaran akan program latihan kerja. Hasil penelitian terkait tingkat penyerapan tenaga kerja melalui program latihan kerja di PPKD Jakarta Selatan dengan hasil cukup signifikan selama pandemi covid 19 ini. perlu dikembangkan pelatihan kerja yang terkait dengan perkembangan teknologi yang bersertifikat nasional BNSP dan bekerjasama dengan mitra lokal/ asing yang reputabel, baik lembaga pelatihan asing yang berafiliasi di Indonesia maupun Perguruan Tinggi serta mitra bisnis untuk mempercepat penyerapan tenaga kerja.
The automotive parts highly value the quality of production results, so it requires employee involvement to mediate employee loyalty and organizational commitment to improve employee performance. The ...quality demands of automotive parts production must meet customer standards. Therefore, employee performance determines the desired quality of work. Researchers will investigate the relationship between employee loyalty and organizational commitment by examining how employee engagement influences employee performance. The results of this study can provide input to management for future follow-up. Researchers used descriptive statistics using Smart PLS 4.0 to analyze data and identify factors related to employee loyalty and organizational commitment, which increase company productivity by mediating employee engagement to employee performance. Questionnaires were distributed to 158 employees using Google Forms. Engagement and performance are strongly and positively influenced by employee loyalty. While organizational dedication has a positive and significant effect on employee performance. What significantly mediates the relationship between employee loyalty, organizational commitment, and employee performance is employee engagement, which is strongly correlated with it. Employee loyalty and organisational commitment indirectly affect employee performance through employee engagement, suggesting that these factors may indirectly improve performance through employee engagement.
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