Online ISSN: 2515-8260

Keywords : Performance


Analysis on Business Organizers Maintaining Good Relationship with Employee in Industries

Aruna Dhamija

European Journal of Molecular & Clinical Medicine, 2020, Volume 7, Issue 4, Pages 167-177

This study is based on employer to employee relationship and finding out the reasons for maintain good relationship. Present research paper attempts the review about organizational culture that has a relationship between employee and business organizations. Employer- Employee relationship will built from Recruiting stage itself. For smooth running of any organization a good relation between employee and employer is important but there are many constraints for organizations in managing the relation according to strategic needs. Here employee is considered as the main asset to any organization for managing the relationship for business success, employee happiness and also in increase the productivity by reducing the conflicts of today’s era. In order to forward the healthy and good organization the employer and employee are considered as the two wheels of the engine. Present research paper tells about the main adjective that affects the factors for motivational enhancement of employee.

Building A Business Strategy Through Multidimential Entrepreneurial Orientation In Improving Company Performance

Nuryati .; Hariyanti .; Achmad Choerudin

European Journal of Molecular & Clinical Medicine, 2020, Volume 7, Issue 7, Pages 295-307

This study aims to determine how to build a business strategy to mediate multidimensional entrepreneurial orientation as measured by the dimensions of innovation, proactivity and risk-taking in improving company performance (study on street vendors in Surakarta). The results of the research with path analysis test show that business strategy is able to mediate the multidimensional influence of entrepreneurial orientation as measured by the dimensions of innovation, proactivity and risk-taking. The results showed that all dimensions of entrepreneurial orientation had a significance value smaller than α = 0.05. While the results of the direct proactive effect have no significant effect on business strategy, innovation and proactive have no significant effect on the performance of street vendors {Pedagang Kaki Lima (PKL)} in Surakarta, Indonesia. So that the multidimensional influence of entrepreneurial orientation as measured by the dimensions of innovation, proactive and risk-taking on company performance is better indirectly with the business strategy variable as an intervening variable.

Job Description For Volleyball Administrator

Mohammed A. Saber

European Journal of Molecular & Clinical Medicine, 2020, Volume 7, Issue 6, Pages 456-469

The study aims to identify job description, conditions, job qualifications, duties, terms of reference and responsibilities of the volleyball administrative director. The researcher used the descriptive method (survey), and the study population included the team managers, referees and players of the clubs participating in the Kurdistan Volleyball League. The study consisted of (120) individuals, and applied in the period 16/9/2017 to 1/11/2017. The most important conclusions, the team administrative director must possess personal qualities(physical health, high physical fitness, healthy mental health, and emotional maturity, which helps them to accept the difficulties and problems they face, and commitment to moral values - self-denial, humbled, accepting constructive criticism and long experience playing the sport at a high level and work in the administrative field In addition to achieving tangible results in the teams they worked with). Duties and responsibilities of team administrative director (has the ability to plan and define policies and procedures and to organize subordinate activities as he supervises, controls and coordinates between them and has the ability to make appropriate decisions according to the needs of the situation) Job description of the team administrative director (holding a university qualification as well as a specialized course in the principles of public administration science and being a former volleyball player in addition to his clear understanding of volleyball techniques).

EFFECTIVENESS OF THE IMPLEMENTATION OF JOB ENLARGEMENT AND JOB ENRICHMENT METHODS TO OVERCOME LIMITED NUMBER OF EMPLOYEES

Dewi Kurniawati; Nyoman Anita Damayanti

European Journal of Molecular & Clinical Medicine, 2020, Volume 7, Issue 5, Pages 262-269

Background:Professional governance is currently the biggest demand of the community. However, this is problematic because people still have to deal with limited numbers and unequal distribution of employees in one particular work unit. This is not to mention the designation of employees who are not compatible with the needs of each government organization. Workload analysis can be used to find out what positions employee shortages or employee overload have. Recruitment can be arranged to resolve the problem of employee shortages. However, if an organization has not been able to increase the number of its employees shortly, then a possible alternative is to rearrange job designation by implementing job enlargement and job enrichment. Purpose:This study aims to find out the effectiveness of policies in overcoming the limited number of employees. Methods:This was a descriptive study that aimed to see the effectiveness of the variables studied using descriptive analysis of the results of employee performance appraisal before and after job enlargement and job enrichment implemented. Results:Job enlargement and job enrichment are fairly effective to carry out as an alternative in overcoming the limited number of employees. Conclusion:This is concluded from the absence of a decrease in the results of employee performance appraisal. Some of them even increased despite the addition of responsibilities.

The Recommendationsof the NursePerformance AppraisalSystem on Nurses'Career Development atthe NganjukGeneral Hospital

SitiFatonah .; Nyoman AnitaDamayanti

European Journal of Molecular & Clinical Medicine, 2020, Volume 7, Issue 5, Pages 344-355

Nurse performance evaluation is a formal system structure in evaluating nurses' performance in the past and present periods.However, its implementation in health service facilities still has many shortcomings. The problem of nurse performance appraisal is the existence of unstructured supervision, and the results remain subjective.This study aims to provide recommendations on the nurse performance appraisal system, which can be applied as a basis for career development, promotion, and reward.This study employed a descriptive quantitative approachby comparing secondary data and interview resultswith the head of the hospital room. The data included 160 documents that were selected using a simple random samplingfrom medical record data in the NganjukGeneral Hospital in East Java and analyzed based on the literature.Data from the general unit suggested that there were 25% of documents for nurse promotion in October 2017 and an increase of 40% in April 2018. There was no correlation between employee performance goalsand the proposed list of proposed credit scores. There weresome recommendations based on contextual problems, appraisal structure problems, appraisal process problems, and appraisal result problems. Nurse performance evaluation requires job descriptions, performance appraisal indicators, assessment according to the guidelines

The Measurement Analysis of Public Health Center Service Performance UsingBalanced Scorecard

DianRakhminiar .; SetyaHaksama .

European Journal of Molecular & Clinical Medicine, 2020, Volume 7, Issue 5, Pages 808-820

Public health center is a facility in public health sectorpresented by the regional government. Public health center provides nonprofit services, prioritizing the best health service for the community. As a public organization, public health center is also demanded to be responsible forits entire performance to the regional government and the community. Balanced Scorecard is a proper choice to measure the public health center performance in financial and non-financial aspects. The objective of this research was to improve the service performance of a public health center using BSC. This performance measurement utilizedquantitative method,which started from describing every indicator of achievementdataof each perspective that has been collected and recapitulated. Then,the measurement continued with comparing the indicatorsof achievement result withevery performance target of the perspective before determining the weight of every perspective.After giving score and criteria for each indicator of the perspectives, the performance was assessed. In-depth interview was carried out involving the head of administration, survey team, Financial Manager of Special Allocation Funds (DAK), Financial Manager of Health Insurance (JKN), person in charge of National Health Insurance, and the head of management and planning. Thus,there were six (n=6) samplesin this research. The performance measurement of public health center using BSC identified that the highest performance assessment was the Internal Business Process perspective with 39.93%.The financial perspective was still low with 20.67% andon the third place was the learning and development perspective with 16.96%.Meanwhile, the lowest performance was the customers'perspective amounting to13.94%. The following step is an interpretation of the performancemeasurements results using Balanced Scorecard inthe radar charts. The publichealth center, as a nonprofit organization, needs to pay more attention to the learning and development perspective by utilizing the funding by JKN and DAK to improve the staff competencies.Besides, it is also necessary to increase the customer perspective as the lowest performance by optimizing the Complaint Center function.

Farm science centers are the mechanism to communicate of agriculture information and technology to farmers in Andhra Pradesh state

Khader Basha Shaik; Dr. A. Srikanth

European Journal of Molecular & Clinical Medicine, 2020, Volume 7, Issue 4, Pages 844-849

Indian country’s Indian economy depends on agriculture. Nearly 70% of the people live on agriculture and allied sectors. The agriculture is the main source of farmer’s income. The farmers are the back bone of the country as well as the agriculture. The research objectives are to evaluate the role of Farm Science Centres (KVKs) in agri sector, to examine what are the services are provided to agri farmers related fields of agriculture and allied sectors, to examine non awareness on agriculture information and technologies may be leads to farmer’s suicides? or not and to evaluate the performance of 2 selected Krishi Vignan Kendras (Farm Science Centres)and Is it FSCs impacts on farmers awareness and perception towards to communicate of agriculture information and technologies in A.P ? This research follows primary and secondary data of methodology for evaluating the performance of 2 selected KVK’s in A.P. This paper uses SPSS for data analysis. After do the analysis of data the report shows that in selected two area (Garikapadu (Krishana Dist) & Darsi (Prakasam dist) farmers are no pleased by KVKs offered facilities. yet, the selected two kvk area agriculture farmers are not impacted related to disseminate of agriculture information and technologies. Overall, this research paper explains the performance of FSCs in choosing 2 areas in AP is well happy and agri farmers are good opinion towards Farm Science Centers (FSC) functionalities. Further this study explains to the audience of farmers not getting of awareness on agriculture information and technologies it may be leads to farmers’ suicides.

EFFECTIVENESS OF THE IMPLEMENTATION OF JOB ENLARGEMENT AND JOB ENRICHMENT METHODS TO OVERCOME LIMITED NUMBER OF EMPLOYEES.

Dewi Kurniawati; Nyoman Anita Damayanti

European Journal of Molecular & Clinical Medicine, 2020, Volume 7, Issue 5, Pages 459-466

Background:Professional governance is currently the biggest demand of the community. However, this is problematic because people still have to deal with limited numbers and unequal distribution of employees in one particular work unit. This is not to mention the designation of employees who are not compatible with the needs of each government organization. Workload analysis can be used to find out what positions employee shortages or employee overload have. Recruitment can be arranged to resolve the problem of employee shortages. However, if an organization has not been able to increase the number of its employees shortly, then a possible alternative is to rearrange job designation by implementing job enlargement and job enrichment. Purpose:This study aims to find out the effectiveness of policies in overcoming the limited number of employees. Methods:This was a descriptive study that aimed to see the effectiveness of the variables studied using descriptive analysis of the results of employee performance appraisal before and after job enlargement and job enrichment implemented. Results:Job enlargement and job enrichment are fairly effective to carry out as an alternative in overcoming the limited number of employees. Conclusion:This is concluded from the absence of a decrease in the results of employee performance appraisal. Some of them even increased despite the addition of responsibilities

The Recommendationsof the NursePerformance AppraisalSystem on Nurses'Career Development atthe NganjukGeneral Hospital.

SitiFatonah .; Nyoman AnitaDamayanti

European Journal of Molecular & Clinical Medicine, 2020, Volume 7, Issue 5, Pages 554-565

Nurse performance evaluation is a formal system structure in evaluating nurses' performance in the past and present periods.However, its implementation in health service facilities still has many shortcomings. The problem of nurse performance appraisal is the existence of unstructured supervision, and the results remain subjective.This study aims to provide recommendations on the nurse performance appraisal system, which can be applied as a basis for career development, promotion, and reward.This study employed a descriptive quantitative approachby comparing secondary data and interview resultswith the head of the hospital room. The data included 160 documents that were selected using a simple random samplingfrom medical record data in the NganjukGeneral Hospital in East Java and analyzed based on the literature.Data from the general unit suggested that there were 25% of documents for nurse promotion in October 2017 and an increase of 40% in April 2018. There was no correlation between employee performance goalsand the proposed list of proposed credit scores. There weresome recommendations based on contextual problems, appraisal structure problems, appraisal process problems, and appraisal result problems. Nurse performance evaluation requires job descriptions, performance appraisal indicators, assessment according to the guidelines.