Competence or Communication: From Hr Professionals to Employee Performance via Employee Satisfaction

Kotamena, Fredson; Senjaya, Pierre; Putri, Ratna Setyowati; Andika, Carter Bing

doi:10.9744/jmk.22.1.33-44

Cited by 4 publications

(4 citation statements)

References 38 publications

(56 reference statements)

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“…ES rises in direct proportion to management professionals' communication skills. The findings back up Kotamena et al, (2021)claim that having honesty and practical interpersonal skills, as well as the flexibility to develop excellent relationships with all partners, increases overall ES.…”

Section: H2: Communication Between Management and Employee Are Positi...mentioning

confidence: 80%

“…Employers face difficulties in two areas: performance appraisal and employee satisfaction.Job satisfaction refers to how employees view their work, as well as the psychological attitudes that people have toward their jobs [3], [4]. Job satisfaction is conceptualized as the extent of need fulfillment derived from an employee's assessment of the intrinsic and extrinsic aspects of one's job, such as earnings, workplace environments, governance, commitment, and job progression [5]. A high-satisfied employee does not have to be a high-performer.…”

mentioning

confidence: 99%

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Study of Employee Satisfaction Against Different Aspects: A Case Study of Manufacturing Industry (Drb-Hicom SDN Bhd)

Ramli

anuar²

2022

IJHTC

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Job Satisfaction refers to how employees view their work, as well as the psychological attitudes that people have towards their jobs. Given the strong association between the impact of job performance , it is important to better identify and acknowledge the factors which affect the overall employee job satisfaction which correlated to the employee performance. A study to analyze the factors affecting employee satisfaction that affect employee performance is necessary. The objective of this research is to investigate the association between job satisfaction and different factors affecting employee performance among employees in the DRB-Hicom Sdn Bhd manufacturing industry. This research uses a quantititative method where a questionnaire survey is used to assess job satisfaction based on variables which are work, salary, management communication, and demographic profilling and how they can affect joc satisfaction. The demographic profilling contribute to minimally to none to the employee satisfaction whereas work, salary, and management greatly affect the entire employee satisfaction rate according to the high mean value of the factors. Correlation study shows that there is a positively high level of correlation strength between work, salary, and management communication against the employee performance which supports the hypothesis made for this research.

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Section: H2: Communication Between Management and Employee Are Positi...mentioning

confidence: 80%

mentioning

confidence: 99%

Study of Employee Satisfaction Against Different Aspects: A Case Study of Manufacturing Industry (Drb-Hicom SDN Bhd)

Ramli

anuar²

2022

IJHTC

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“…HR, as part of the organization's goals, plays a critical role in assisting the organization in completing tasks and increasing employee performance. HR practitioners must possess the necessary skills to implement HR practices and act as change agents (Kotamena, Senjaya, Putri, & Andika, 2020).…”

Section: Introductionmentioning

confidence: 99%

Successful Hr Audit: Is It Determined by Top Management Commitment, Hr Consultants, and Line Manager Involvement

Kotamena

Sinaga

Hidayat

et al. 2022

jmk

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The research aimed to find out how to execute a successful HR audit by looking into the top management's commitment, HR consultants' function in the business, and the line manager's level of participation in the audit. 70% of the total population of employees who were selected using probability random sampling participated through an online questionnaire. The hypothesis was tested using structural equation modeling since a total of 104 respondents supplied favorable responses, but only 101 could be employed to test the hypothesis. The result showed that the absence of HR and line managers did not affect the success of HR audits from the starting point and that the term "audit" had a negative connotation.

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“…Thus the competence of human resources can improve employee performance. Research on the relationship between competence and performance has been carried out by: (Wahyudi et (Kotamena et al, 2020), (Mastur, 2021), (Adam & Kamase, 2019), (Supiyanto, 2015), (Putra, 2021), (Setiastuti et al, 2022), (Sundari & Rifai, 2020), (Friolina et al, 2017), (Achmad, 2016), (Rantesalu et al, 2017), (Saban et al, 2020), (Rina & Perdana, 2017), (Pujiarti, 2019), (Pujiarti, 2019), (Winanti, 2011), (Herawati & Mahfudnurnajamuddin, 2018), (Abdi & Wahid, 2017).…”

Section: Introductionmentioning

confidence: 99%

Recruitment and Competence: It’s Influence on Employee Performance through Employee Placement

Hapsari¹,

Qomariah²,

Martini³

et al. 2022

JEFMS

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This study was conducted with the aim of testing the effect of recruitment and competence on employee performance with employee placement as an intervening variable at the University of dr. Soebandi Jember. The population used in this study were all employees of the University of dr. Soebandi Jember, totaling 108 people, all of which were used as research samples. The measuring instrument in this study is a questionnaire that will be tested by testing the validity and reliability of the data. To answer the hypothesis in this study using partial least squares (PLS). The results of the first study indicate that there is a positive and significant effect of recruitment on job placement. The result of the second study is that there is a positive and significant effect of competence on job placement. The result of the third research is that there is a positive and significant effect of recruitment on employee performance. The results of the fourth study are that there is a positive and significant effect of competence on employee performance. The results of the fifth study are that there is a positive and significant effect of work placement on employee performance. The sixth research result is that there is an indirect effect of recruitment on employee performance through job placement. The seventh research result is that there is an indirect influence from the application of competence on employee performance through job placement.

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Competence or Communication: From Hr Professionals to Employee Performance via Employee Satisfaction

Cited by 4 publications

References 38 publications

Study of Employee Satisfaction Against Different Aspects: A Case Study of Manufacturing Industry (Drb-Hicom SDN Bhd)

Study of Employee Satisfaction Against Different Aspects: A Case Study of Manufacturing Industry (Drb-Hicom SDN Bhd)

Successful Hr Audit: Is It Determined by Top Management Commitment, Hr Consultants, and Line Manager Involvement

Recruitment and Competence: It’s Influence on Employee Performance through Employee Placement

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