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Abstrak :
Measuring on-the-job performance after a training intervention has become a standard and expected measurement by many organizations. This issue examines in depth how to measure on-the-job application of training through a variety of techniques including questionnaires and surveys, follow-up interviews, focus groups, and on-the-job observation. Included are useful checklists and other tips to ensure success and the ultimate credibility of your evaluation efforts.

Abstrak :
Collecting data is often a daunting and frustrating process. Common questions about the process include: Where do I begin? What data do I need? How can I tell if the data is valid? This issue of Infoline answers these questions by providing information on effective data collection methodologies and how to create questionnaires that get the information you are seeking. In addition, you will find sections on electronic data collection methodologies, and how to produce a good research study final report.

Abstrak :
PT KSM adalah suatu perusahaan yang bergerak di bidang embroidery dan priming dalam bidang garmen. Pennasalahan yang sedang dihadapi oleh PT KSM adalah sistem remunerasi yang tidak adil sehingga timbul rasa ketidakpuasan karyawan yang ditunjukan dengan melakukan demonstrasi. Permasalahan lain adalah meningkamya tum over karyawan terutama pada tingkat pelaksana akibat ketidakpuasan gaji. Untuk rnengatasi pennasalahan tersebut maka perusahaan memutuskan memperbaiki sistem remunerasi baru yang lebih adil dan kompctitif bagi karyawan. Salah satu Iandasan remunerasi yang adil adalah evaluasi jabatan. Sebelum sampai pada tahap evaluasi jabatan maka perlu dilakukan analisa jabatan dimana hasil analisa jabatan dapat dilihat tanggung jawab jabatan, dan faktor yang digunakan sebagai pembanding jabatan. Tahap selanjutnya adaiah evaluasi jabatan, dimana setiap jabatan akan direview kembali untuk mengetahui aspek-aspek penting yang ada pada jabatan (job conrent) dan melihat sejauh mana kontribusi jabatan tersebut terhadap pencapaian tujuan organisasi (fob value). Metode evaluasi jabatan yang dipergunakan adaiah metode Point Factor. Kelebihan menggunakan rnetode ini adalah Iebih bersitht adil dibandingkan metode evaluasi jabatan yang lain walaupun dalam pelaksanaannya memakan waktu yang lama dan lehih komplek. Pelaksana cvaluasi jabatan terdiri dari karyawan intemal dan konsultan yang telah mcmiliki pengalaman. Konsultan berfungsi sebagai pendamping pemsahaan dalarn program evaluasi jabatan. Untuk mensukseskan program ini maka sosialisasi program evaluasi jabatan kepada seluruh karyawan sangat dipcrlukan. Hasil pelaksanaan program evaluasijabatan ini dapat digunakan untuk menilai beban/ bobot keqa yang ada pada tiap jabatan sehingga besar kompensasi yang diberikan akan sepadan dengan beban kerja yang harus dilakukan. Pemberian kompcnsasi yang dinilai adil akan berdampak pada kepuasan karyawan dan produktifitas kerja seluruh karyawan. ......PT KSM is company which in embroidery and printing garment industry. A problem which is being faced by PT KSM is system of inequitable remuneration so that arise to feel dissatisfaction of employees which conducted demonstrate. Other Dissimilar problem is the increasing ofnun over of employees especiaily at storey level of executor of effect of dissatisfaction employee. To overcome the problems hence the company decide to improve new remuneration system of faimess and competitive for employees. One of base of fair remuneration isjobs evaluation. Before coming up with the phase jobs evaluate hence require to be conducted by a jobs analysis of where result analysis visible jobs of job responsibility, and the factor which is used as a job comparator. Phase here in alter jobs evaluation, where each job review retum to know important aspect exist in job content and see how far the job contribution to organizational target attainment. Job evaluation method utilized by is Point Factor method. Excess use this method is more have the character of compared to by fair of other job evaluate method although in execution eat time old ones and more complex. Executor job evaluate consisted of the internal employees and the consultant owned experience. Consultant timctions as mentoring company in program job evaluate. For the success program this hence the socialization program job evaluation to all employees very needed. Result of execution program this job evaluation applicable to assess weight work exist in every big occupation so that the compensation given will good match for work load which must be conducted. Compensation assessed fair will affect work productivity and employees satisfaction all employees.

Abstrak :
ABSTRAK Penelitian ini menganalisis hubungan dan pengaruh pay satisfaction voluntary turnover intention pada karyawan PT.X. Penelitian ini adalah gabungan penelitian kualitatif dan kuantitatif dengan metode analisis data statistik menggunakan program SPSS versi 22. Hasil penelitian menunjukkan bahwa variabel pay satisfaction memiliki hubungan yang negatif dan signifikan dengan variabel pay satisfaction dengan nilai r sebesar 0.676 dan persentase pengaruh sebesar 45.7 % terhadap variabel voluntary turnover intention pada karyawan PT.X. Hal ini mengindikasikan rendahnya tingkat kepuasan karyawan terhadap aspek penggajian di PT.X yang meliputi tingkat/ besaran gaji yang diterima (pay level), besarnya kenaikan gaji (pay raise), manfaat / tunjangan (benefit), dan struktur administrasi penggajian (pay structure / administration). Rendahnya tingkat kepuasan karyawan pada aspek penggajian ini disebabkan oleh sistem penggajian dari perusahaan yang dirasakan tidak adil oleh karyawan dan terdapat tumpang tindih antara jabatan pada struktur organisasi yang baru. Oleh karena itu, intervensi yang penulis usulkan berupa program intervensi evaluasi jabatan yang fokus pada peningkatan pay satisfaction karyawan, sebagai dasar untuk mendesain sistem penggajian yang adil (equal pay). Program intervensi evaluasi jabatan ini diharapkan akan dapat meningkatkan pay satisfaction dan menurunkan voluntary turnover intention pada karyawan PT.X.

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ABSTRACT This study analyzes the relationship and influence of pay satisfaction to voluntary turnover intention of employee PT.X. This is a combination of qualitative and quantitative research using statistic data analysis method via SPSS program version 22. Research result indicates that variable pay satisfaction has a negative and significant relationship with r score 0.676 and influence with percentage 45.7 % to variable voluntary turnover intention on PT.X employee. This result indicates low pay satisfaction of PT.X employee which includes satisfaction of pay level, pay raise, benefit, and pay structure/ administration. Low employee pay satisfaction is caused by unequal pay structure and gap between jobs in new PT.X organization chart. Thus, writer proposes job evaluation intervention program which focus on enhanching employee pay satisfaction, as a basis to design a fair and equal pay structure. This intervention proposal is expected to increase PT.X employee pay satisfaction and lower employee voluntary turnover intention.

Abstrak :
Compensation experts Paula M. Singer and Laura L. Francisco update the groundbreaking 2002 book with new analysis of emerging workforce trends in Developing a Compensation Plan for Your Library, Second Edition. In this edition, Singer and Francisco tackle the new challenges facing administrators and human resources planners such as retirement of the Baby Boomers, determining the compensation value of an MLS, and how to retain your organization s high-performing employees.

Abstrak :
Various types of performance interventions exist, few organizations completely evaluate anything but basic training interventions. This issue discusses several evaluation models, methods, and tools used to evaluate different types of performance interventions including consultative, techno-structural, and process-system interventions. It compares evaluation models in the context of soft data, and discusses how performance interventions can be jeopardized.