Articles

Training Development to Eliminate Competency Gap at Component Rebuild Section (PT LC)

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Workers are an important factor in and have a very important role in carrying out tasks in a company. Companies understand that skilled workers can provide excellent results. Improved worker performance leads to increased productivity and desired results, thus affecting the quality of the product.  Competence is a key factor that improves employee performance. This level of proficiency has a direct impact on the work of each worker. The current problem is that there is a difference in competence between the company’s needs and the competence of the available workforce. The subjects of this research are employees of PT Lignite Coal, especially those who work in the Component Development Section and the objects in this study are work competency variables and employee performance. The instruments used in data collection are observation, focus group discussions and interviews and data management or documents related to existing training. This research uses an analysis method with an open coding process. Open coding is an approach to theme pieces and incorporates several concepts identified during data collection in an organized and systematic way. By obtaining data related to competency gaps that occur in the Component Rebuild Section, it can be analyzed for training programs developed from existing training programs to be more on target and according to work needs in the Component Rebuild Section so that there are no more competency gaps. The research data shows that there is a competency gap that occurs due to differences in the adaptability, knowledge and expertise of each tradesperson in the component rebuild section (remanufacturing process).

The results of this study indicate that training has a positive and significant effect on increasing employee competence which can improve employee performance which affects the quality of the product. Training programs with the right material and the right delivery method by adapting to the latest technology will greatly help in eliminating competency gaps and developing employee competencies so that employees are able to work well where employees are able to adapt to new technology and are able to increase their knowledge which in turn is able to analyze and provide recommendations for improvements which ultimately affect the performance of components that are able to achieve the specified target life.

Financial Dynamics of Listed Banks in Pakistan: Exploring the Interplay between Cost-Income Ratio, Capital Adequacy, and Performance Metrics

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This study delves into the relationship between the Cost-Income Ratio, Capital Adequacy, and the performance of listed banks in Pakistan. Drawing data from 2014 to 2022 annual reports, the Generalized Method of Moments (GMM) in STATA version 18 is employed for analysis. The findings disclose a negative connection between capital adequacy and performance, particularly return on assets (ROA) and return on equity (ROE). While the correlation lacks statistical significance for ROA, it becomes significant in the context of ROE. Additionally, a statistically significant negative correlation is identified between the cost-income ratio and both ROA and ROE. Total equity debt displays a negative relationship, achieving significance concerning ROA. Bank size demonstrates a significant negative correlation with both ROA and ROE. GDP exhibits a positive link, significant only with ROE. These findings contribute valuable insights into the dynamics of financial indicators influencing bank performance in the Pakistani context.

The Influence of Work Motivation and Organizational Culture on Performance Mediated by Work Discipline of Employees of the One Stop Integrated Service and Investment Service, Tapin Regency, South Kalimantan Province

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The purpose of this study was to determine and analyze the significant influence of motivation, organizational culture on work discipline, significant influence of motivation and organizational culture on employee performance, significant influence of work discipline on employee performance, analyze work discipline mediate work motivation on performance and analyze work discipline mediate culture organization on the performance of employees of the Investment Service and One Stop Integrated Service in Tapin Regency, South Kalimantan Province. In this study, data analysis and hypothesis testing were carried out using Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis with the SmartPLS 3.0 application. The results of the study show that there is an influence of organizational culture and motivation on employee work discipline, there is no influence of motivation and organizational culture on performance, there is an influence of work discipline on performance, work discipline does not mediate the influence of motivation on employee performance of the Regency Investment and One-Stop Service Office. Tapin.

The Future of Nickel Mining Industry – Study at PT VALE

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Indonesia is the world’s largest producer of nickel. With the increasing global demand for nickel, it presents an opportunity for Indonesia to enhance its revenue potential through the export of nickel ore. Concurrently, the Government of the Republic of Indonesia has implemented policies to promote the downstream processing of nickel ore, thereby creating a multiplier effect on the country’s economy. PT VALE Indonesia stands as one of the largest nickel mining companies in Indonesia. The opportunity to process nickel ore holds the potential for added value and profits for PT VALE Indonesia. However, the production and sales of nickel by the company have experienced a decline over the years. This becomes intriguing as valuing the company requires forecasting nickel prices.

This research analyzes the historical performance of PT VALE Indonesia and provides insights into potential further declines in performance, offering strategic steps as preventive measures for the company’s sustainability. Utilizing nickel price projections and pro forma methods, this research represents a form of company valuation study. Additionally, it sheds light for investors that, as of December 30, 2022, the company was undervalued by the market.

Welfare Packages and Staff Performance in Polytechnics in Anambra State South East, Nigeria

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 The study examined welfare packages and staff’s performance in selected polytechnics in Anambra state, Nigeria. It identified the types of employee welfare packages that are being enjoyed by staff of the polytechnics, it explored into the relationship between welfare package and staff’s performance, and  determined ways in which adequate employee welfare can enhance the performance of  staff of the selected polytechnics in Anambra state. A descriptive survey research design was adopted. The study was guided by three research questions. The population of the study consisted of 1,600 Academic and Non-teaching (non-academic) staff of Anambra state Polytechnics Mgbakwu, Federal Polytechnics Oko, Grundvig Polytechnics Oba.  A sample size of 280 was obtained from the population using Borg and Gall’s formula. Data was collected from primary and secondary sources. A questionnaire structured on 5point Likert scale was used for data collection. The data collected was analyzed using percentage count, frequency and mean based on data related to the research questions and the Pearson Correlation. The results of the study showed that the employee welfare packages enjoyed by the staff of the selected polytechnics in Anambra state are Educational promotion programmes, Capacity building Programmes and Subsidized transport fare. The study revealed that adequate employee welfare packages could enhance staff performance by promoting staff job commitment and satisfaction as well as enhance productivity and efficiency in the utilization of resources. The study recommended that there should be continuous provisions for staff welfare packages such that could be so motivating to increase work morale and increase employees’ work efficiency among staff of Polytechnics in Anambra state.

An Investigation into Strategic Planning and Performance Improvement of National Social Security Fund Ilala Branch

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This study was conducted so as to investigate the effects of strategic planning toward performance improvement of the National Social Security Fund Ilala Branch with the following specific objectives; to assess the influence of existing organizational structure to the performance improvement of NSSF Ilala Branch, to examine the influence of organizational system to performance improvement of NSSF Ilala Branch and to analyze the contribution of organization mission towards performance improvement of NSSF Ilala Branch. This study used descriptive survey design. Quantitative research approach was adopted. Population of this study comprised of 300 staff members of NSSF Ilala Branch. It employed both purposive and random sampling techniques to obtain 172 respondents. The study found out that, strategic planning aspects of structure would influence performance improvement by 17.8%, organizational system and organization mission would contribute to performance improvement by 40.8% and 50.8% respectively. The study recommended that, organizations in Tanzania should take strategic planning more seriously, differentiate it from other forms of planning, make an effort to choose strategies that are suitable for each strategic plan as well as embrace and successfully apply all of its principles.

The Influence of Work Motivation and Work Environment on Employee Performance at the Labuhan Batu District Education Office with Work Discipline as Intervening Variables

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Human resources are very important for companies or government agencies in managing, organizing, and utilizing employees, so that they can function productively to achieve the goals of the company or government institution. Human resources in companies or government institutions need to be managed professionally in order to realize a balance between the needs of employees and the demands and capabilities of the company’s organization. This study aims to determine whether work motivation and work environment affect employee performance through work discipline as an intervening variable at the Labuhanbatu District Education Office. The study was conducted on 61 employees using saturated sampling techniques. The data collection techniques used are primary data in the form of questionnaires and secondary data obtained through documentation studies. The data analysis technique uses quantitative data processed with the SPSS version 25 program, namely t test, sobel test and path analysis. The results obtained in this study show that 1) there is a significant influence between work motivation on work discipline, 2) there is a significant influence between work environment variables on work discipline, 3) there is a significant influence between work motivation variables on performance, 4) there is a significant influence between work environment variables on performance, 5) there is a significant influence between work discipline variables on performance,  6) work discipline variables cannot affect work motivation variables to performance, 7) work discipline variables cannot affect work environment variables to performance.

The Influence of Leadership Style and Organizational Culture on Performance at The Education Office of the Labuhan Batu District with Competence as an Intervening Variable

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Performance appraisal is an important need to be able to measure the extent of the progress and development of the organization, whether it is in line with the process of change that occurs in its internal human resources. This performance assessment cannot stand alone, but is related to the formation of strategies that lead to the achievement of the vision, mission and goals of the organization, for this reason it is necessary to find opportunities for the organization to make improvements and innovations through the formation of a strategy. This study aims to determine whether leadership style and organizational culture affect employee performance through competence as an intervening variable at the Labuhanbatu Regency Education Office. The results obtained in this study indicate 1) there is a significant influence between leadership style on competence, 2) there is a significant influence between organizational culture variables on competence, 3) there is a significant influence between leadership style variables on performance, 4) there is a significant influence between organizational culture variables on performance, 5) there is a significant influence between competency variables on performance, 6) competency variables cannot influence leadership style variables on performance, 7) competency variables can influence organizational culture variables on performance.

The Effect of Supervision and Job Satisfaction on Employee Performance through Organizational Citizenship Behavior at The Body District Region Revenue Labuhan Batu

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Human resources are one of the most determining factors for the success or failure of an organization in achieving its goals, both public and private organizations. Every company needs employees who have high performance in achieving goals. To make employees have high performance, companies must pay attention to the expectations and needs of employees in order to make optimal contributions to the company. This study aims to determine whether supervision and job satisfaction affect employee performance through ocb as an intervening variable at the Regional Revenue Agency of Labuhanbatu Regency. The study was conducted on 52 employees using a saturated sampling technique. The data collection technique used was primary data in the form of questionnaires and secondary data obtained through documentation studies. Data analysis techniques used quantitative data processed with the SPSS version 25 program. The results obtained in this study show 1) there is an insignificant effect between supervision on ocb 2) there is an insignificant effect between job satisfaction variables on ocb 3) there is an insignificant effect between monitoring variables on performance, 4) there is a significant effect between job satisfaction variables on performance, 5) there is no significant effect between the ocb variable on performance, 6) the ocb variable can affect monitoring variables on performance, 7) the ocb variable can affect job satisfaction variables on performance.

The Influence of Competence and Training on Performance in the Education Department of Labuh batu District with Motivation as Intervening Variables

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Employee performance is a measure of how human resources in a company have played a role or not in the progress of the organization. The potential of well-performing human resources determines the success of the company. To achieve the best performance, of course, it is necessary to have directed management of human resources through various policies that can adjust the common interests of employees and the company. This study aims to determine whether competency and training affect employee performance through motivation as an intervening variable at the Labuhanbatu District Education Office. The study was conducted on 61 employees using a saturated sampling technique. The data collection technique used was primary data in the form of questionnaires and secondary data obtained through documentation studies. The data analysis technique used quantitative data which was processed using the SPSS version 25 program, namely the t test, Sobel test and path analysis. The results obtained in this study show 1) there is a significant influence between competence on motivation, 2) there is a significant effect between training variables on motivation, 3) there is a significant effect between competency variables on performance, 4) there is a significant effect between training variables on performance, 5) there is a significant influence between motivational variables on performance, 6) motivational variables cannot affect competency variables on performance, 7) motivational variables cannot influence training variables on performance.