On the job rotation problem

The job rotation problem (JRP) is the following: Given an $n \times n$ matrix $A$ over \Re \cup \{\ -\infty\ \}\ and $k \leq n$, find a $k \times k$ principal submatrix of $A$ whose optimal assignment problem value is maximum. No polynomial algorithm is known for solving this problem if $k$ is an input variable. We analyse JRP and present polynomial solution methods for a number of special cases

Designing Cyclic Job Rotations to Reduce the Exposure to Ergonomics Risk Factors

[EN] Job rotation is an administrative solution to prevent work-related musculoskeletal disorders that has become widespread. However, job rotation schedules development is a complex problem. This is due to the multi-factorial character of the disorders and to the productive and organizational constraints of the real working environments. To avoid these problems, this work presents an evolutionary algorithm to generate rotation schedules in which a set of workers rotate cyclically over a small number of jobs while reducing the potential for injury. The algorithm is able to generate rotation schedules that optimize multiple ergonomics criteria by clustering the tasks into rotation groups, selecting the workers for each group, and determining the sequence of rotation of the workers to minimize the effects of fatigue. The algorithm reduces prolonged exposure to risks related to musculoskeletal injuries and simplifies the assignment of workers to different tasks in each rotation. The presented procedure can be an effective tool for the design of job-rotation schedules that prevent work-related musculoskeletal disorders while simplifying scheduled changeovers at each rotation and facilitating job monitoring.Diego-Mas, JA. (2020). Designing Cyclic Job Rotations to Reduce the Exposure to Ergonomics Risk Factors. International Journal of Environmental research and Public Health. 17(3):1-17. https://doi.org/10.3390/ijerph17031073S117173Ouellet, S., & Vézina, N. (2003). L’implantation de la rotation de postes : un exemple de démarche préalable. Perspectives interdisciplinaires sur le travail et la santé, (5-2). doi:10.4000/pistes.3322Bhadury, J., & Radovilsky, Z. (2006). Job rotation using the multi-period assignment model. International Journal of Production Research, 44(20), 4431-4444. doi:10.1080/00207540500057621Jeon, I. S., Jeong, B. Y., & Jeong, J. H. (2016). Preferred 11 different job rotation types in automotive company and their effects on productivity, quality and musculoskeletal disorders: comparison between subjective and actual scores by workers’ age. Ergonomics, 59(10), 1318-1326. doi:10.1080/00140139.2016.1140816Van Wyk, A. E., Swarts, I., & Mukonza, C. (2018). The Influence of the Implementation of Job Rotation on Employees’ Perceived Job Satisfaction. International Journal of Business and Management, 13(11), 89. doi:10.5539/ijbm.v13n11p89Rissén, D., Melin, B., Sandsjö, L., Dohns, I., & Lundberg, U. (2002). Psychophysiological stress reactions, trapezius muscle activity, and neck and shoulder pain among female cashiers before and after introduction of job rotation. Work & Stress, 16(2), 127-137. doi:10.1080/02678370210141530Allwood, J. M., & Lee, W. L. (2004). The impact of job rotation on problem solving skills. International Journal of Production Research, 42(5), 865-881. doi:10.1080/00207540310001631566McDonald, T., Ellis, K. P., Van Aken, E. M., & Patrick Koelling, C. (2009). Development and application of a worker assignment model to evaluate a lean manufacturing cell. International Journal of Production Research, 47(9), 2427-2447. doi:10.1080/00207540701570174Costa, A. M., & Miralles, C. (2009). Job rotation in assembly lines employing disabled workers. International Journal of Production Economics, 120(2), 625-632. doi:10.1016/j.ijpe.2009.04.013Schneider, S., Grant, K. A., Habes, D. J., & Bertsche, P. K. (1997). Ergonomics: Lifting Hazards at a Cabinet Manufacturing Company: Evaluation and Recommended Controls. Applied Occupational and Environmental Hygiene, 12(4), 253-258. doi:10.1080/1047322x.1997.10389500Comper, M. L. C., & Padula, R. S. (2014). The effectiveness of job rotation to prevent work-related musculoskeletal disorders: protocol of a cluster randomized clinical trial. BMC Musculoskeletal Disorders, 15(1). doi:10.1186/1471-2474-15-170KUIJER, P. P. F. M., VISSER, B., & KEMPER, H. C. G. (1999). Job rotation as a factor in reducing physical workload at a refuse collecting department. Ergonomics, 42(9), 1167-1178. doi:10.1080/001401399185054Hinnen, U., Laubli, T., Guggenbuhl, U., & Krueger, H. (1992). Design of check-out systems including laser scanners for sitting work posture. Scandinavian Journal of Work, Environment & Health, 18(3), 186-194. doi:10.5271/sjweh.1589Kuijer, P. P. F. M., van der Beek, A. J., van Dieën, J. H., Visser, B., & Frings-Dresen, M. H. W. (2005). Effect of job rotation on need for recovery, musculoskeletal complaints, and sick leave due to musculoskeletal complaints: A prospective study among refuse collectors. American Journal of Industrial Medicine, 47(5), 394-402. doi:10.1002/ajim.20159Frazer, M., Norman, R., Wells, R., & Neumann, P. (2003). The effects of job rotation on the risk of reporting low back pain. Ergonomics, 46(9), 904-919. doi:10.1080/001401303000090161Asensio-Cuesta, S., Diego-Mas, J. A., Cremades-Oliver, L. V., & González-Cruz, M. C. (2012). A method to design job rotation schedules to prevent work-related musculoskeletal disorders in repetitive work. International Journal of Production Research, 50(24), 7467-7478. doi:10.1080/00207543.2011.653452Vinel, A., Mehdizadeh, A., Schall, M. C., Gallagher, S., & Sesek, R. F. (2018). An Optimization Framework for Job Rotation to Better Assess the Impact on Overall Risk. Proceedings of the Human Factors and Ergonomics Society Annual Meeting, 62(1), 843-847. doi:10.1177/1541931218621192Kher, H. V., Malhotra, M. K., Philipoom, P. R., & Fry, T. D. (1999). Modeling simultaneous worker learning and forgetting in dual resource constrained systems. European Journal of Operational Research, 115(1), 158-172. doi:10.1016/s0377-2217(98)00190-8Eriksson, T., & Ortega, J. (2006). The Adoption of Job Rotation: Testing the Theories. ILR Review, 59(4), 653-666. doi:10.1177/001979390605900407Jeon, I. S., & Jeong, B. Y. (2016). Effect of Job Rotation Types on Productivity, Accident Rate, and Satisfaction in the Automotive Assembly Line Workers. Human Factors and Ergonomics in Manufacturing & Service Industries, 26(4), 455-462. doi:10.1002/hfm.20667Song, J., Lee, C., Lee, W., Bahn, S., Jung, C., & Yun, M. H. (2016). Development of a job rotation scheduling algorithm for minimizing accumulated work load per body parts. Work, 53(3), 511-521. doi:10.3233/wor-152232Yoon, S.-Y., Ko, J., & Jung, M.-C. (2016). A model for developing job rotation schedules that eliminate sequential high workloads and minimize between-worker variability in cumulative daily workloads: Application to automotive assembly lines. Applied Ergonomics, 55, 8-15. doi:10.1016/j.apergo.2016.01.011Padula, R. S., Comper, M. L. C., Sparer, E. H., & Dennerlein, J. T. (2017). Job rotation designed to prevent musculoskeletal disorders and control risk in manufacturing industries: A systematic review. Applied Ergonomics, 58, 386-397. doi:10.1016/j.apergo.2016.07.018Azizi, N., Zolfaghari, S., & Liang, M. (2010). Modeling job rotation in manufacturing systems: The study of employee’s boredom and skill variations. International Journal of Production Economics, 123(1), 69-85. doi:10.1016/j.ijpe.2009.07.010Carnahan, B. J., Redfern, M. S., & Norman, B. (2000). Designing safe job rotation schedules using optimization and heuristic search. Ergonomics, 43(4), 543-560. doi:10.1080/001401300184404Tharmmaphornphilas, W., & Norman, B. A. (2007). A methodology to create robust job rotation schedules. Annals of Operations Research, 155(1), 339-360. doi:10.1007/s10479-007-0219-8Seçkiner, S. U., & Kurt, M. (2007). A simulated annealing approach to the solution of job rotation scheduling problems. Applied Mathematics and Computation, 188(1), 31-45. doi:10.1016/j.amc.2006.09.082Seçkiner, S. U., & Kurt, M. (2008). Ant colony optimization for the job rotation scheduling problem. Applied Mathematics and Computation, 201(1-2), 149-160. doi:10.1016/j.amc.2007.12.006Yaoyuenyong, S., & Nanthavanij, S. (2006). Hybrid procedure to determine optimal workforce without noise hazard exposure. Computers & Industrial Engineering, 51(4), 743-764. doi:10.1016/j.cie.2006.08.018Diego-Mas, J. A., Asensio-Cuesta, S., Sanchez-Romero, M. A., & Artacho-Ramirez, M. A. (2009). A multi-criteria genetic algorithm for the generation of job rotation schedules. International Journal of Industrial Ergonomics, 39(1), 23-33. doi:10.1016/j.ergon.2008.07.009Asensio-Cuesta, S., Diego-Mas, J. A., Canós-Darós, L., & Andrés-Romano, C. (2011). A genetic algorithm for the design of job rotation schedules considering ergonomic and competence criteria. The International Journal of Advanced Manufacturing Technology, 60(9-12), 1161-1174. doi:10.1007/s00170-011-3672-0Sana, S. S., Ospina-Mateus, H., Arrieta, F. G., & Chedid, J. A. (2018). Application of genetic algorithm to job scheduling under ergonomic constraints in manufacturing industry. Journal of Ambient Intelligence and Humanized Computing, 10(5), 2063-2090. doi:10.1007/s12652-018-0814-3Digiesi, S. D., Facchini, F., Mossa, G., … Mummolo, G. (2018). Minimizing and Balancing Ergonomic Risk of Workers of an Assembly Line by Job Rotation: a MINLP Model. International Journal of Industrial Engineering and Management, 9(3), 129-138. doi:10.24867/ijiem-2018-3-129Crawford, J. O. (2007). The Nordic Musculoskeletal Questionnaire. Occupational Medicine, 57(4), 300-301. doi:10.1093/occmed/kqm03

PENGARUH ROTASI PEGAWAI TERHADAP KEBIJAKAN PENGELOLAAN JURNAL ILMIAH PASCA DIBERLAKUKANNYA AKREDITASI BERKALA ILMIAH ELEKTRONIK

The study aimed to describe job rotation influence on scientific journal management policy after the implementation of national electronic journal accreditation. Job rotation in Universitas Padjadjaran (Unpad) was regulated in order to conduct career mapping within the process of permanent employee recruitment. Journal management unit of Faculty of Medicine Unpad managing scientific journal including International Journal of Integrated Health Sciences (IJIHS) was affected by job rotation policy. The method used in this study was qualitative method. The data collected were administrative archives such as assignment letters of the editorial board, documents, and file in IJIHS. The results showed that job rotation can become a problem for journal management. Lack of human resource causes problems in scientific publication, particularly magazine distribution. Job rotation can cause problems for journal management.   Keywords: Job Rotation, journal editorial, national journal accreditationTulisan ini disusun untuk mendeskripsikan pengaruh rotasi pegawai terhadap kebijakan pengelolaan jurnal ilmiah setelah diterapkannya pengajuan akreditasi berkala ilmiah elektronik. Rotasi yang dilakukan di lingkungan Universitas Padjadjaran (Unpad) adalah dalam rangka pemetaan pegawai pada rekrutmen pegawai tetap. Unit kerja jurnal ilmiah Fakultas Kedokteran Unpad yang mengelola jurnal ilmiah termasuk International Journal of Integrated Health Sciences (IJIHS) adalah unit kerja yang terdampak diberlakukannya kebijakan rotasi. Metode yang digunakan dalam penelitian ini adalah metode kualitatif. Data yang dikumpulkan adalah kelengkapan administratif seperti surat penugasan pengelola jurnal, dokumen, dan file tim redaksi IJIHS. Hasil menunjukkan kebijakan rotasi menjadi hambatan bagi pengelolaan jurnal. Berkurangnya sumber daya manusia pada unit kerja menghambat serangkaian proses publikasi ilmiah, terutama distribusi majalah. Kebijakan rotasi menjadi hambatan bagi unit pengelola jurnal setelah adanya  kekosongan jabatan.   Kata kunci: Rotasi Pegawai, Pengelola Jurnal, Akreditasi Jurna

PENGARUH ROTASI KERJA DAN KEPUASAN KERJA TERHADAP KINERJA PEGAWAI PT POS INDONESIA (PERSERO) DIVISI PELAYANAN SUMBER DAYA MANUSIA KOTA BANDUNG

Permasalahan yang diangkat dalam penelitian ini adalah belum optimalnya kinerja pegawai PT. Pos Indonesia (Persero) divisi pelayanan sumber daya Kota Bandung. Penelitian ini bertujuan untuk mengetahui gambaran tingkat efektifitas rotasi kerja, tingkat kepuasan kerja pegawai dan tingkat kinerja pegawai. Selain itu, tujuan dari penelitian ini adalha untuk mengetahui pengaruh rotasi kerja dan kepuasan kerja terhadap kinerja pegawai Kantor Pos Indonesia (Persero) Divisi Pelayanan Sumber Daya Manusia Kota Bandung. Penelitian ini menggunakan metode deskriptif dengan teknik pengumpulan data menggunakan angket. Ukuran populasi dalam penelitian ini sebanyak 30 responden yang merupakan pegawai Kantor Pusat PT Pos Indonesia (Persero) Divisi Pelayanan Sumber Daya Manusia Kota Bandung. Data yang digunakan dalam penelitian ini dianalisis dengan menggunakan regresi ganda. Berdasarkan hasil analisis didapatkan gambaran rotasi kerja ada pada kategori rendah, gambaran tingkat kepuasan kerja pegawai berada pada kategori tinggi dan gambaran tingkat kinerja pegawai berada pada kategori sedang. Hasil uji hipotesis diperoleh bahwa Rotasi Kerja (X¬1¬) dan Kepuasan Kerja (X2) berpengaruh secara positif dan signifikan terhadap Kinerja Pegawai PT. Pos Indonesia (Persero) Divisi Pelayanan Sumber Daya Manusia Kota Bandung. Oleh karena itu, penelitian ini menyarankan agar pimpinan dapat memperhatikan kembali mengenai pelaksanaan rotasi kerja dan tingkat kepuasan pegawai guna memperoleh kinerja yang optimal. Kata Kunci: rotasi kerja, kepuasan kerja, kinerja pegawai   ABSTRACK THE EFFECT OF JOB ROTATION AND JOB SATISFACTION ON THE PERFORMANCE OF PT POS INDONESIA (PERSERO) DIVISION OF HUMAN RESOURCES SERVICES IN BANDUNG CITY By Annisa Permata Sari This thesis is guided by: Drs. H. Alit Sarino, M.Si The problem raised in this study is that the performance of PT. Pos Indonesia (Persero) Bandung City resource services division. This study aims to determine the level of effectiveness of job rotation, level of employee job satisfaction and level of employee performance. In addition, the purpose of this study was to determine the effect of job rotation and job satisfaction on the performance of the employees of the Indonesian Post Office (Persero) Bandung Human Resources Services Division. This research uses descriptive method with data collection techniques using a questionnaire. The size of the population in this study were 30 respondents who were employees of the Head Office of PT Pos Indonesia (Persero) Bandung Human Resources Services Division. The data used in this study were analyzed using multiple regression. Based on the analysis, it is found out that the job rotation is in the low category, the description of the level of job satisfaction of employees is in the high category and the description of the level of employee performance is in the medium category. Hypothesis test results obtained that Job Rotation (X 1) and Job Satisfaction (X2) have a positive and significant effect on the Performance of the Employees of the Head Office of PT. Pos Indonesia (Persero) Bandung Human Resources Services Division. Therefore, this study suggests that leaders can pay attention again about the implementation of job rotation and employee satisfaction levels in order to obtain optimal performance. Keywords: job rotation, job satisfaction, employee performanc

Work-related upper limb disorder:- An investigative study

The primary aim of occupational health staff within a manufacturing company is to ensure the health and well being of the employees are safeguarded. The aim may be difficult to achieve as it goes directly against the ethos of business, i.e. making money. It is the researcher's experience that company owners, especially Far Eastern owners, are disinclined to introduce health and safety measures that cost money. The study is conducted in an electronic company (Company X) in the northeast of England, owned by foreign nationals. Retrospective examination of accident, sickness and absenteeism records reveal that work-related upper limb disorder (WRULD) is apparent and upper limb discomfort is a significant problem in Соmpany X. Research shows that the principle of job rotation tends to reduce fatigue and the incidence of WRULD, consequently sickness and absenteeism and labour turnover will also be reduced. In Company X physiological stress to the limb is highly relevant to the production line workers, based on case studies of employees with work-related upper limb disorder. This led to conducting a study of two sites building different electrical equipment. 80 employees participated in the study which involved monitoring the employees on six paced production lines in the Personal Computer Monitor factory PCM which included seven teams and employees in five teams on four production lines in the Microwave Oven Factory. A semi paced line, the Bent Tool Machine BTM in MWO were also involved in the job rotation experiment. Discomfort scale measurements were administered to all that took part and an extra objective measurement of grip strength was provided by the employees in the BTM to provide information on fatigue. A comparison between grip strength and discomfort was analysed for any con-elation. The main data collection took place between September and December 2000.There is some evidence that the differences in discomfort is caused by job rotation as where job rotation was taking place the employees in the study had lower levels of discomfort than those on non- rotational duties. In the CDT prep job PCM where job rotation was taking place a comparison between job rotation and the non-rotation group with regard to discomfort in body parts differed (Fisher's exact test, p=0.05).The job action analysis that was designed specifically for the production line environment allowed comparisons of upper limb score for different jobs. It would appear that regular job analysis should be introduced as a matter of practice in Company X in the future. The study demonstrated the importance of prevention and innovation ergonomics and there was evidence to suggest that the occupational health department should adopt an active role in the future for the benefit of the employees and the financial survival of the Company

The factor analysis of organizational commitment, job satisfaction and performance among lecturers in Batam

This article intended to determine the important elements in commitment, satisfaction and job performance of university lecturers. This study involved 179 respondents from 3 universities located in Batam, Indonesia. The survey instrument had used a 5-point Likert scale to obtain feedback. Overall, the survey had achieved a very high level of reliability for organizational commitment, job satisfaction, and job performance. The data obtained was processed using exploratory factor analysis (EFA) to examine the structure of commitment, satisfaction, and performance factors. Overall, the instrument, which was the questionnaire, was valid. It was found, based on the EFA, that the three important factors were commitment, satisfaction, and performance. Hence, how could the findings significantly solve the problem statement as well as state the vision and potential of future studies. The Rotated Component Matrix showed the correlation between items and the factors after the Varimax rotation. Factor 1 contained 13 items, Factor 2 contained 12 items, while Factor 3 contained 11 items. It was found that items in Factor 1 could be under the “Commitment Factor”, items in Factor 2 could be under the “Performance Factor”, while items under factor 3 could be under the “Satisfaction Factor”. The outcome of this study could act as a guideline for lecturers to excel in their careers as well as assist institutions to develop effective evaluations

A Game-Theory method to design job rotation schedules to prevent musculoskeletal disorders Based on workers preferences and competencies

[EN] Job rotation is an organizational strategy based on the systematic exchange of workers between jobs in a planned manner according to specific criteria. This study presents the GS-Rot method, a method based on Game Theory, in order to design job rotation schedules by considering not only workers' job preferences, but also the competencies required for different jobs. With this approach, we promote workers' active participation in the design of the rotation plan. It also let us deal with restrictions in assigning workers to job positions according to their disabilities (temporal or permanent). The GS-Rot method has been implemented online and applied to a case in a work environment characterized by the presence of a high repetition of movements, which is a significant risk factor associated with work-related musculoskeletal disorders (WMSDs). A total of 17 workstations and 17 workers were involved in the rotation, four of them with physical/psychological limitations. Feasible job rotation schedules were obtained in a short time (average time 27.4 milliseconds). The results indicate that in the rotations driven by preference priorities, almost all the workers (94.11%) were assigned to one of their top five preferences. Likewise, 48.52% of job positions were assigned to workers in their top five of their competence lists. When jobs were assigned according to competence, 58.82% of workers got an assignment among their top five competence lists. Furthermore, 55.87% of the workers achieved jobs in their top five preferences. In both rotation scenarios, the workers varied performed jobs, and fatigue accumulation was balanced among them. The GS-Rot method achieved feasible and uniform solutions regarding the workers' exposure to job repetitiveness.This research was funded by the Erasmus+ program of the European Commission under Grant 2017-1-ES01-KA203-038589 in the frame of the project CoSki21-Core Skills for 21th-century professionals.Asensio-Cuesta, S.; Garcia-Gomez, JM.; Poza-Lujan, J.; Conejero, JA. (2019). A Game-Theory method to design job rotation schedules to prevent musculoskeletal disorders Based on workers preferences and competencies. International Journal of Environmental research and Public Health. 16(23):1-16. https://doi.org/10.3390/ijerph16234666S1161623Aptel, M., Cail, F., Gerling, A., & Louis, O. (2008). Proposal of parameters to implement a workstation rotation system to protect against MSDs. International Journal of Industrial Ergonomics, 38(11-12), 900-909. doi:10.1016/j.ergon.2008.02.006Jeon, I. S., Jeong, B. Y., & Jeong, J. H. (2016). Preferred 11 different job rotation types in automotive company and their effects on productivity, quality and musculoskeletal disorders: comparison between subjective and actual scores by workers’ age. Ergonomics, 59(10), 1318-1326. doi:10.1080/00140139.2016.1140816Botti, L., Mora, C., & Calzavara, M. (2017). Design of job rotation schedules managing the exposure to age-related risk factors. IFAC-PapersOnLine, 50(1), 13993-13997. doi:10.1016/j.ifacol.2017.08.2420Sixth European Working Conditions Survey-6th EWCS-Spainhttps://www.eurofound.europa.eu/surveys/european-working-conditions-surveys/sixth-european-working-conditions-survey-2015/ewcs-2015-methodologyAsensio-Cuesta, S., Diego-Mas, J. A., Canós-Darós, L., & Andrés-Romano, C. (2011). A genetic algorithm for the design of job rotation schedules considering ergonomic and competence criteria. The International Journal of Advanced Manufacturing Technology, 60(9-12), 1161-1174. doi:10.1007/s00170-011-3672-0Yoon, S.-Y., Ko, J., & Jung, M.-C. (2016). A model for developing job rotation schedules that eliminate sequential high workloads and minimize between-worker variability in cumulative daily workloads: Application to automotive assembly lines. Applied Ergonomics, 55, 8-15. doi:10.1016/j.apergo.2016.01.011Otto, A., & Scholl, A. (2012). Reducing ergonomic risks by job rotation scheduling. OR Spectrum, 35(3), 711-733. doi:10.1007/s00291-012-0291-6Carnahan, B. J., Redfern, M. S., & Norman, B. (2000). Designing safe job rotation schedules using optimization and heuristic search. Ergonomics, 43(4), 543-560. doi:10.1080/001401300184404Song, J., Lee, C., Lee, W., Bahn, S., Jung, C., & Yun, M. H. (2016). Development of a job rotation scheduling algorithm for minimizing accumulated work load per body parts. Work, 53(3), 511-521. doi:10.3233/wor-152232Boenzi, F., Digiesi, S., Facchini, F., & Mummolo, G. (2016). Ergonomic improvement through job rotations in repetitive manual tasks in case of limited specialization and differentiated ergonomic requirements. IFAC-PapersOnLine, 49(12), 1667-1672. doi:10.1016/j.ifacol.2016.07.820Sana, S. S., Ospina-Mateus, H., Arrieta, F. G., & Chedid, J. A. (2018). Application of genetic algorithm to job scheduling under ergonomic constraints in manufacturing industry. Journal of Ambient Intelligence and Humanized Computing, 10(5), 2063-2090. doi:10.1007/s12652-018-0814-3Burgess-Limerick, R. (2018). Participatory ergonomics: Evidence and implementation lessons. Applied Ergonomics, 68, 289-293. doi:10.1016/j.apergo.2017.12.009Bhuiyan, B. A. (2018). An Overview of Game Theory and Some Applications. Philosophy and Progress, 111-128. doi:10.3329/pp.v59i1-2.36683Gale, D., & Shapley, L. S. (1962). College Admissions and the Stability of Marriage. The American Mathematical Monthly, 69(1), 9-15. doi:10.1080/00029890.1962.11989827Roth, A. E. (2008). What Have We Learned from Market Design? The Economic Journal, 118(527), 285-310. doi:10.1111/j.1468-0297.2007.02121.xRoth, A. E., & Sotomayor, M. (1992). Chapter 16 Two-sided matching. Handbook of Game Theory with Economic Applications, 485-541. doi:10.1016/s1574-0005(05)80019-0Renna, P. (2017). Decision-making method of reconfigurable manufacturing systems’ reconfiguration by a Gale-Shapley model. Journal of Manufacturing Systems, 45, 149-158. doi:10.1016/j.jmsy.2017.09.005Butkovič, P., & Lewis, S. (2007). On the job rotation problem. Discrete Optimization, 4(2), 163-174. doi:10.1016/j.disopt.2006.11.00

Human Resource Management Practices and Wage Dispersion in U.S. Establishments

This paper explores the relationship between the presence of employee involvement workplace practices and wage dispersion within firms. Using the representative sample of U.S. establishments from the National Employer Survey conducted in 1994 and 1997, the paper explores the links between employee involvement workplace practices adoption and intensity of use (measured by the percentage of a firm's workers who operate under a given practice) and wage inequality within companies using OLS as well as quantile regressions. The results suggest that adoption of employee involvement workplace practices is associated with greater wage dispersion. Compared to establishments not using any of the involvement practices, firms that adopt a partial system or full system of practices, including regular problem-solving meetings and/or self-managed team and/or job rotation, have significantly greater wage dispersion. On the other hand, firms that complement the practices with training for production workers (on teamwork or other problem-solving meetings) have lower dispersion than those who do not complement with training. The results based on employee involvement intensity of use show evidence of compression effects associated with self-managed teamwork in the manufacturing sector at the 25th percentile or for low wage dispersion firms. There is also evidence of wage compression effects associated with problem-solving meetings in the non-manufacturing sector for high wage dispersion firms.

Hubungan Paparan Kebisingan terhadap Stres Kerja pada Porter Ground Handling di Kokapura Ahmad Yani Semarang

Noise is kind of unwanted sounds that coming from working tools which at certain level could cause physical disturbance as well as psychology. Job stress is job stressor which causing Individual reaction such as physiological, psychological, behavior reaction. Based on the result of problem identification at Kokapura Ahmad yani, it is known that 13 workers were out or turn over since March until May 2016 which considered as many. the amount of responsibility that carry by porter on handling passenger's baggage every day and the amount of noise that considered beyond the limit that assign by regulation are two things that quite possibly causing stress in ground handling porter. The purpose of this research is to analyze the connection between noise and stress job in ground handling porter at Kokapura Ahmad Yani Semarang. Type of research that use is explanatory with cross sectional as it approach. The amount of population in this research is 49 peoples. The amount of sample that uses is 41 peoples. Based on statistical test that uses rank spearman test, it is obtain p value as much as 0,035 which shown there is connection between noise and job stress. Researcher advising the company to socialize working guide that safer for porter, and also preparing PPE that appropriate to handle noises and do working time rotation between porter and make up porter

Perancangan Model Job Rotation Dengan Mempertimbangkan Keseimbangan Beban Kerja (Studi Kasus: Departemen EPRD Formula PT.X)

Perancangan model job rotation merupakan sebuah upaya untuk mendapatkan pola rotasi kerja operator pada Departemen EPRD Formula, PT.X. Beberapa tujuan dari rotasi kerja antara lain mengurangi pekerjaan yang monoton, meningkatkan skill dan kompetensi karyawan serta menyeimbangkan beban kerja yang diterima operator. Rotasi kerja perlu diterapkan di perusahaan karena adanya sistem pemberian insentif perusahaan saat ini, yang diketahui bahwa sistem pemberian insentif tersebut dilakukan berbasis team based pay atau disebut juga dengan group incentive plans. Namun sistem pemberian insentif ini dirasa belum memberikan kepuasan kerja bagi operator karena beban kerja yang diterima oleh masing-masing operator berbeda setiap bulannya. Perbedaan beban kerja tersebut dapat diketahui setelah dilakukan penelitian berupa pengamatan waktu penyelesaian operasi kerja (dinyatakan dengan waktu standar) dan juga pengisian kuesioner NASA-TLX, serta perhitungan kebutuhan tenaga kerja berdasarkan metode Workload Indicators of Staffing Need (WISN). Berdasarkan permasalahan tersebut, dilakukan perancangan model job rotation dengan mempertimbangan keseimbangan beban kerja. Nilai beban kerja yang berperan sebagai input ialah beban kerja berdasarkan waktu amatan dan nilai WWL metode NASA-TLX. Perancangan model job rotation dilakukan dengan metode goal programming dengan software LINGO 11.0. Selain itu untuk menentukan jumlah periode rotasi kerja dalam satu bulan, dilakukan pembuatan dua skenario. Skenario pertama adalah rotasi kerja dengan dua periode dalam satu bulan dan skenario kedua adalah rotasi kerja dengan empat periode dalam satu bulan. Fungsi tujuan dari model ini adalah minimasi variansi total beban kerja. Skenario pertama menghasilkan variansi total beban kerja sebesar 46,31 dan skenario kedua sebesar 22,68. Oleh karena itu skrenario kedua dipilih dalam melakukan rotasi kerja yakni terdapat 4 periode dalam satu bulan. ====================================================================================================== Designing model of job rotation aims to get the job rotation form for EPRD Formula Department’s Operators in PT. X. The objectives of job rotation are to reduce the monotonous work, to improve the skill and competence of the employees (operators) and to balance the operator’s workload. Job rotations need to be applied in the company because of the incentives system that company used doesn’t fit with the operator’s job satisfaction. Team based pay system that is used by the company considered is not suitable because each of the operator’s workload are different. The workload differences were known from the working time observation in EPRD Formula Department. It is also can be known by NASA-TLX research and the workforce calculation using Workload Indicators of Staffing Need (WISN) method. Based on that problem identification, job rotation model design by considering the workload balance is generated. The model input used in this research is workload values which is the combination of working time and NASA-TLX values. The job rotation model is generated by goal programming method using the LINGO11.0 software. In addition, two scenarios are prepared to determine the number of periods that results the most optimal solution. The first scenario is job rotation with two periods in a month and the second scenario is working with four periods in a month. The objective function of this model is total workload variance minimization. As the result, the total workload variance of first scenario is 46.31. While the result of the second scenario is 22.68. Therefore, the second scenario is chosen to be substitute in the job rotation model