DARU, DEDY (2010) PENGARUH BUDAYA KAIZEN TERHADAP KINERJA KARYAWAN PADA PT. MEGA CENTRAL FINANCE CABANG TULUNGAGUNG. Other thesis, University of Muhammadiyah Malang.
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Once the importance of the role of humans in an organization or company, so the company needed support for the development of human resource development (HRD) as a principal activity of the company. HR has a major role in improving the effectiveness of the company, so it must be managed and maintained. HR must be managed properly increasingly realized by the company so that the term human resource management is not just management personnel (Personnel Management), but include broader goals, which views human beings with all of its uniqueness and ability to grow. Organizational culture is often called the working culture, because it is indispensable to the performance (performance) HR; strong organizational culture, the stronger the incentive to excel. MCF remained unmoved and did not stagnate in improving the quality of human resources and try to resist the negative impact of global recession, but with lower costs to a minimum. One theory or the concept of culture's most famous and very simple is the concept of Kaizen. The concept can be regarded as a traditional concept in management science has a tremendous effect if run properly. Gemba can be interpreted as a workplace that is as a place of products created, manufactured, and developed. While Kaizen is defined as continuous improvement (continuous). Kaizen concept assumes that life should strive for continuous improvement. Culture that must be brought into the work environment. So the concept is rooted from individual each employee. Formulation of the problem in this study are as follows: (1) How is the application of Kaizen culture in PT. Mega Central Finance Branch Tulungagung? (2) How is the performance of employees at PT. Mega Central Finance Branch Tulungagung? (3) Is there a significant influence on employee performance and Kaizen culture? This study uses a quantitative approach. Sources of data in this study were (1) Primary data, (2) secondary data. Techniques used for data collection in this study are as follows: (1) questionnaire (2) documentation (3) interviews. Analysis of data using a variety of scales, validity, reliability test, multiple linear regression Based on the analysis and discussion of the results obtained as follows: (1) The culture of kaizen in PT. Mega Central Finance Branch Tulungagung is to apply the 5 elements of kaizen Seiri, Seiton, Seiso, Seiketsu, and Shitsuke. (2) The performance of employees in PT. Mega Central Finance Branch Tulungagung considered to be high and this can be seen from the values obtained show that high performance is for the number of 105 employees included in the category of high, quality improved 103 into the high category, and a matter of time 108 included in the high category while for the average score 105.33 average, including in the high category.
|Item Type:||Thesis (Other)|
|Subjects:||H Social Sciences > H Social Sciences (General)|
|Divisions:||Faculty of Economic > Department of Management|
|Depositing User:||Rayi Tegar Pamungkas|
|Date Deposited:||10 Apr 2012 04:12|
|Last Modified:||10 Apr 2012 04:12|
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