Abstract:The purpose of this study was to determine the effect of work discipline and non-physical work environment on employee performance at PT Bank Negara Indonesia Tbk KCU Tangerang, either partially or simultaneously. The research method used in this research is quantitative research. The population used in this study were employees of PT Bank Negara Indonesia Tbk KCU Tangerang. The sampling method used by the author in this study is the saturated sample method, where the sample is the employees of PT Bank Negara … Show more
“…However, in terms of importance, 100% of the interviewees agree that this variable is highly significant. This aligns with several conducted studies indicating that employee engagement can increase alongside improved performance in talent management within the company (Khairina & Games, 2022).…”
The COVID-19 pandemic has impacted the economy, leading to reduced reliance on consulting services by businesses aiming to save costs. Consulting firms, including those in the construction sector, experienced significant challenges, resulting in bankruptcies and financial difficulties. The pandemic’s isolation policies affected remote workers, including consultants, causing work-related stress and decreasing productivity and work engagement. This research aims to investigate the factors contributing to high turnover at PT Semar Sentinel, with a specific focus on employee engagement. The study conducted primary data collection through semi-structured interviews with five employees from the company and the questions addressed factors that required improvement. The collected data was analyzed using NVivo 14 Software, employing deductive coding and content analysis techniques. The analysis revealed seven major variables: Psychological Availability, Brand, Leadership, Performance/Opportunity, The Work, The Basics, and Company Practices. Within these variables, specific factors affecting employee engagement were identified. The study found that variables such as People Management and Emotional Energy had low performance but high importance, indicating areas requiring improvement.
“…However, in terms of importance, 100% of the interviewees agree that this variable is highly significant. This aligns with several conducted studies indicating that employee engagement can increase alongside improved performance in talent management within the company (Khairina & Games, 2022).…”
The COVID-19 pandemic has impacted the economy, leading to reduced reliance on consulting services by businesses aiming to save costs. Consulting firms, including those in the construction sector, experienced significant challenges, resulting in bankruptcies and financial difficulties. The pandemic’s isolation policies affected remote workers, including consultants, causing work-related stress and decreasing productivity and work engagement. This research aims to investigate the factors contributing to high turnover at PT Semar Sentinel, with a specific focus on employee engagement. The study conducted primary data collection through semi-structured interviews with five employees from the company and the questions addressed factors that required improvement. The collected data was analyzed using NVivo 14 Software, employing deductive coding and content analysis techniques. The analysis revealed seven major variables: Psychological Availability, Brand, Leadership, Performance/Opportunity, The Work, The Basics, and Company Practices. Within these variables, specific factors affecting employee engagement were identified. The study found that variables such as People Management and Emotional Energy had low performance but high importance, indicating areas requiring improvement.
“…Research conducted by Sumarto & Rumaningsih, (2021) shows that there is a direct and indirect positive and significant influence between talent management and knowledge management on employee performance through employee engagement as a mediating variable. Whereas research by Khairina & Games, (2022) shows there is a difference, namely talent management has a positive but not significant effect on employee performance through employee engagement as a mediating variable and Abdullahi et al's research, (2022) also shows that employee engagement does not mediate some of the relationship between talent management indicator.…”
Section: Table 14 the Problems Of Knowledge Management Bpjs Ketenagak...mentioning
This study aims to determine the effect of talent management and knowledge management mediated by employee engagement on employee performance at BPJS Ketenagakerjaan KACAB Yogyakarta. This study used a descriptive quantitative approach, the population in this study were BPJS Ketenagakerjaan KACAB Yogyakarta employees, totaling 42 permanent employees. Researchers determine the number of research samples using non-probability sampling technique. The non-probability sampling technique that the researchers used in this study was saturated or census sampling. The sample used was all employees of the Yogyakarta KACAB Employment BPJS, namely 42 employees. The data used are primary data obtained through questionnaires and interviews. The analytical method used in this study is the Structural Equation Model (SEM) with Partial Least Square (PLS) 4.0. The results of this study indicate that talent management has a positive and significant effect on employee performance, knowledge management has a positive and significant effect on employee performance, talent management has a positive and significant effect on employee performance with employee engagement as the mediating variable, knowledge management has a positive and significant effect on employee performance with employee engagement as a mediating variable.
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