Workload Analysis on CV Saswco Perdana

The research aimed to find out how the workload can be evenly distributed in CV.SaswcoPerdana, so employees have clear job analysis. The methodology used is Workload Analysis. Primary data is collected by questionnaires and workload form that distributed to 12 employee and interview the management. There are several job positions are overload and under load. Overall, the most employees understand their job analysis and know their standard workload. Suggestions for CV.Saswco Perdana are company should review the job description for employee of each position and reduce some overload job to under load job. Keywords: Workload, Job Description, Human Resources Management, Workload Analysis Category: Human Resources Management, Human Resources Planning, Work System, Workload Analysi

Pengaruh Nilai-Nilai Personal, Gaya Kepemimpinan dan Budaya Organisasi terhadap Kepuasaan Kerja Karyawan

Kepuasan kerja merupakan salah satu factor dominan dalam membentuk komitmen pegawai terhadap perusahaan. Riset ini bertujuan untuk mengetahui hubungan antara kepuasan kerja pegawai dengan faktor-faktor nilai personal, gaya kepemimpinan dan budaya organisasi. Riset ini didasari oleh keberagaman nilai-nilai personal dalam diri tiap individu sehingga memungkinkan terjadinya konflik atau sebaliknya sinergi di antara para karyawan. Masing-masing variabel riset dijabarkan dalam bentuk kuesioner yang disebarkan kepada responden dengan metode ‘simple random samplingâ€. Data yang terkumpul diolah menggunakan metoda “ Structural Equation Modelling (SEM)â€. Hal ini karena metoda SEM mampu mengukur variabel yang tidak dapat diukur secara langsung namun saling berkaitan. Hasil riset ini menunjukan bahwa nilai-nilai personal, gaya kepemimpinan dan budaya organisasi memiliki hubungan yang positif dengan kepuasan kerja. Budaya organisasi sebagai variabel moderator ternyata dapat memperkuat hubungan yang tercipta antara gaya kepemimpinan dan kepuasan kerja. Katakunci: nilai-nilai personal, gaya kepemimpinan, budaya organisasi, kepuasan kerj

Identification and Analysis of Accident Causes Using Human Factors Analysis and Classification System Approach in PT X

The research’s purpose is to reveal most intense human factor to cause accidents within PT X January to July 2012 period by using Human Factors Analysis and Classification System. Result was created  by accumulating the accident hierarchy frequency from the Body Injured Incident Data record of six months along with the Injured Body Parts Map data to find out which part could be harmed on what level. Then from the summarized contents , human factors of accident would be extracted using Human Factors Analysis and Classification System (HFACS) approach, dividing each accident into specific category. To see which factor caused what, the accident hierarchy and the factors will be correlated to form a new variable,  reveals what kind of causes that appears the most and brought what type accident in result. That step will then completed by adding injured parts to the the one got found. The result overview pointed at revelation of Skill-Based Error and Physical Environment as the dominant of factors that lead to Medical Treatment accidents during the period. The result then would be a consideration to develop accident prevention program with focus on those two. Keywords; Safety,Human Factors Analysis and Classification System, Accident.Category:Human Resources Management, Safety and Health Managemen

Analysis of Employee Engagement in PT kartina Trisatria

Abstract. PT. Kartina Trisatria is a nationwide company centered in Tanah Abang (the head office recently moved to Tanah Kusir, Jakarta) that has 83 direct employees and also has business partners (for production) with more than 1000 employees and also had implemented the employee engagement strategy, which is a concept that became very important human resource management strategy in companies worldwide, for their daily business activity. But even with the implementation of employee engagement, the employee turnover of PT Kartina Trisatria is still quiet high averaging 11.735% in 2009-2013 (PT. Kartina Trisatria, 2014). The purpose of this research is to find out which factor that affect the employee engagement in PT Kartina Trisatria and in the end will analyze about factors that need more improvements, in order to maintain the employee engagement within employees in the company. The employee engagement model this research will use is based on the American Society for Training and Development (ASTD) because it is suitable with the internal condition of the company to identify which driver variables of employee engagement needed to be improved. This research primary data was taken from questionnaire and interview with the employees in PT Kartina Trisatria. Then the questionnaire data was analyzed using the frequency test method with SPSS software. The interview was explained using narrative in the project. The analysis of the data showed this research that the driver variable that has the lowest score was the hygiene factor, which consists of resources and job salary given by the company. These researches gave suggestions about the improvement of the compensation system and also add some variables, which is position allowance, vehicle allowance, merit pay, and family allowance. Keywords: employee engagement, PT Kartina Trisatria, ASTD, compensation, Herzber

Determining Key Performance Indicators: Case Study at School of Business and Management ITB

Abstract- Organization is known as the most important and basic function of management. School of Business and Management, Institut Teknologi Bandung (SBM-ITB), is one of the most well known business and management school in the country. Today in Indonesia, the competition between different business schools has become tighter over the years. The research objective is to determine a set of alternatives of Key Performance Indicators (KPIs) for SBM-ITB since SBM-ITB currently does not have a proper system to deliver incentives for the employees, a system to develop their employees, and a system to develop their employee competencies/career. Hence a proper performance appraisal system is required to create the system. In order to create performance appraisal system, certain factors must be determined. The method use to determine the Key Performance Indicator is the steps in improving Key Performance Appraisal System, narrative analysis, and conceptual framework on determining Quantitative KPIs. The sample consists of fourteen professional staff (non-academic staff) of SBM-ITB representing their different units/division. The result of this research shows the Key Performance Appraisal for fourteen professional staffs after merging their Job Profile, ISO, RENSTRA, and conducting an interview. The result of this research is the recommended example or alternative of KPIs that can be used by SBM-ITB in determining their employee KPIs in the future, which is aim to increase the performance of their employees. The recommendation for this research is to improve and update their current job description, ISO, and RENSTRA and to further expand the KPIs for other staff in SBM-ITB.  Keywords: key performance indicator, SBM-ITB, organizatio

Analysis of Corporate Leadership Culture Internalization in Groupe Danone Indonesia Head Office

In this globalization era, business competition will be very tight. By 2015, there will be the AEC (ASEAN Economic Community). ASEAN will become a single market and single production base where there is flow of goods, services, investment and skilled labor is free, as well as freer capital flows among ASEAN countries. Organization with strong culture is very helpful to enhance the performance of the employees that leads to the goal achievement and increases the overall performance of the organization. Danone is one of the world’s biggest and most successful food companies. Groupe Danone has leadership culture that must be implemented by all employees. This culture should go along through the behavior of employees. Employee performance affected by the corporate culture, that is why companies need to ensure that the corporate culture embraced by every employee. This research’s objective is to know Groupe Danone Indonesia corporate leadership culture condition and design also to analyze the existence condition of corporate leadership culture. Groupe Danone Indonesia has four dimension of corporate leadership culture; Committed, Open, Doer, and Empowered (CODE). From the research by questionnaire, empowered dimension is in very good category. Besides, committed, open, and doer are in acceptable category but still need to be improved.Keywords: Groupe Danone Indonesia, Organizational Culture, Corporate Culture, AEC

The Decisive Factors of Choosing Tutorial Institution (Bimbingan Belajar): The Case Study in Ganesha Operations and Sony Sugema College

The purpose of this research was to find the factors that become a parent consideration before choosing a Tutorial Institution (Bimbingan Belajar/bimbel). To answer that, Service Quality and Importance-Performance Analysis tool were used in this research. The Service Quality used were divided into 10 dimensions, the 10 dimensions then derived into 32 attributes. The 32 attributes then will be analyzed using Importance-Performance analysis tools that will represents the factors that parents think determine their decisions in choosing bimbel. The research was conducted in two of most recognizable bimbel in Bandung, West Java-Indonesia, the bimbel were Ganesha Operation and Sony Sugema College. There are 120 questionnaire spread using non probability sampling. The research found several important attributes in parent’s point of view. The research also founds that both of the bimbel weren’t performing well in several dimensions. In Ganesha Operations, the tangible dimension, the reliability dimension, the responsiveness dimension and the communication dimension should be improved. Meanwhile in SSC, the tangible dimension, the reliability dimension, and the credibility dimension are the dimension that they should improve. The results then can be used by any of bimbel to improve their performance as there are attributes that were important by the parent’s point of view. Meanwhile, for the bimbel that involved in this research, recommendations were available in the end of paper.Keyword: Tutorial Institution (bimbel), SERVQUAL, Importance-Performance analysis, customer satisfaction

An Analysis and Measurement of Employee Engagement level for Human Resource Division Improvement: Case Study at PT. Dasindo Media, Bandung Branch

Employee Engagement has been sounding recently as one of the issues in Human Resource business practices. Dale Carnegie Training as one of the training provider in Indonesia, under the management of PT. Dasindo Media, provides the training programs that help the company to engage more with their employees and treat them as valuable asset. However, as a learning organization, Dale Carnegie Training Bandung also faces the engagement issue within internal of the company. The early research found out that since the year of 2009, there has been unstable sales performance, unhappy working conditions, and high turnover in sales team. As research being done within internal company, it found out that there are four elements of employee engagement model issues that interfere the sales performance, they are: company, total rewards, people, and work factor. A further study is being done for those factor by using Analytical Hierarchy Process method to determine the importance level, interview and structure questionnaire design to determine performance level, and both calculation brings out result for urgency priority level should be prioritize for Human Resource Division system change practices. The result of urgency level priority is to fix the total rewards and work factor, especially resource variable. Several possible solutions are brought out to fix the total rewards variable, such as designing proper pay structure and determining possible and fair benefit outcome to maintain fairness to each employee, and doing specific recruitment process to maintain work balance in achieving sales target.  Keywords: employee engagement, Analytical Hierarchy Process, importance level, performance level, urgency priority level

Analysis Of Overtime Work, Time Management, And Job Satisfaction On Employees’ Work-Life Balance (Study At PT. Idricipta Aditama Grutty Shoes, Bags & Fashion Bandung)

This study aimed to determine the effect of Overtime Work, Time Management, and Job Satisfaction on Work-Life Balance at PT Idricipta Aditama Grutty Shoes, Bags & Fashion Bandung. This research method uses descriptive and verification analysis with a quantitative approach. The source of this research uses primary data. This research data collection uses a questionnaire. The sample of this study was 144 employees at PT Idricipta Aditama Grutty Shoes, Bags & Fashion Bandung using a simple random sampling technique. Data analysis was performed with multiple regression analysis. This study's results indicate a significant influence on the work-life balance between overtime work, time management, and job satisfaction, where these variables have an effect of 89.5%. There is a negative and significant influence between Overtime Work on Employees' work-life balance, a positive and significant impact of Time management on Employees' work-life balance, and a positive and significant effect of Job satisfaction on Employees' work-life balance