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Astari, Karima
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Humanities Education Environmental Science Public Health Social Sciences

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Pengaruh Employee Engagement terhadap Workforce Agility pada Karyawan Start -Up di Indonesia Nurhastuti, Evi Sri; Astari, Karima; Junjunan, Ilham Medal; Fazrin, Balqis Nurul
Jurnal Ilmiah Psikologi (JIPSI) Vol 6 No 1 (2024): Jurnal Ilmiah Psikologi (JIPSI)
Publisher : LPPM Universitas Informatika dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37278/jipsi.v6i1.851

Abstract

Start-up businesses are growing rapidly because Indonesia is a potential market for business people with a high productive age. Employee engagement is important to be able to adapt to various challenges. Engaged employees will respond according to the needs of the organization. The aim of this research is to determine the effect of employee engagement on workforce agility in start-up employees in Indonesia. The method used in this research is quantitative with simple regression analysis techniques. Based on the results of the analysis carried out, it shows that the p-value is smaller than 5% error (p<0.05), so H1 is accepted. The conclusion is that the employee engagement variable has a significant influence on workforce agility with a value of Fcount 118.768 > Ftable 3.398, meaning that employee engagement has a significant influence on workforce agility. The results of this research employee engagement contributes to workforce agility, can improve employee performance, improve the work environment, improve employee welfare, increase start-up competitiveness, increase employee loyalty and become the basis for developing organizational policies and programs.
Rancangan Penilaian Kinerja Karyawan dengan Metode Behaviorally Anchor Rating Scale (BARS) Astari, Karima
Jurnal Ilmiah Psikologi (JIPSI) Vol 5 No 1 (2023): Jurnal Ilmiah Psikologi (JIPSI)
Publisher : LPPM Universitas Informatika dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37278/jipsi.v5i1.620

Abstract

Employee performance appraisal is very important in the workplace. This relates to the decisions that will be made by the company about the productivity of its employees. Faculty X at University Y also conducts employee performance appraisals like other companies do. Grade scales and employee daily work reports are the methods used by faculty X at University Y. These methods still need to be considered effective in actual practice. This is because many employees still consider formality, subjective assessment, the need for clear and measurable standards, and feedback on employee performance. To overcome this, the researchers developed a performance appraisal method, the Behavioral Anchor Rating Scale (BARS) method. The BARS method combines the benefits of narrative methods, critical incidents, and measurable scales (a graphical rating type) by creating standardized rating scales with specific behavioral examples of good or bad employee performance. This solves the problem of evaluating employee performance which tends to be subjective. The performance appraisal problem for employees at Faculty X can be solved using the BARS method. This study uses a qualitative approach with a five-step model data collection technique to make a BARS performance assessment followed by group discussions/participation from competent internal companies combined with qualitative interviews and uses thematic analysis for data analysis.
Co-Authors Fazrin, Balqis Nurul Ilham Medal Junjunan Nurhastuti, Evi Sri