Professional Documents
Culture Documents
ISSN No:-2456-2165
Abstract:- Human resource is still a major issue for of government intervention, which is intended to play a role in
companies to survive in the globalization era. Human future practical situations (Vedung, 1997), while Scriven
resources has major role in every company's activities. (1991) explain that evaluation is the process of determining
While supported by facilities and infrastructure and the merit, worth and value of things and evaluations are the
excessive sources of funds, but without the support of products of that process. Evaluation is not the mere
reliable human resources, company activities will not be accumulation and summarizing of data that are clearly
resolved properly. This indicates that human resource is relevant for decision making gathering and analyzing the data
the key to be considered with all their needs. As the key, that are needed for decision making comprise only one of the
human resources will determine the success of the two key components in evaluation, a second element is
company's activities. The company's demands to acquire, required to get to conclusions about merit or net benefits:
develop and sustain a good human resource quality in evaluative premises or standards. Evaluation has two arms:
keeping up with the ever-changing environmental one in engaged in data gathering, the other collects, clarifies
dynamics. Quality function deployment (QFD) can help and verifies relevant values and standards Scriven (1991). To
company in fulifilling employee demands, and can be used implement, list of evaluation policy categories within which
as a guide for the company to understanding their own we might wish to develop specific policies.
human resources.
Planning (divergent / convergent)
Keywords:- Quality function deployment, House of quality, Instrument development
Employee satisfaction. Data collection, processing
Data analysis, interpretation
I. INTRODUCTION
Reporting and follow up
Objective assessment factors are focused on facts that
can be measurable in quantity and quality, have presence and B. Employee Satisfaction
so on, while subjective assessment factors tend to be an Handoko (2003) stated job satisfaction is an emotional
opinion, such as attitude, personality, adjustment and so forth. state of employee in the company which reflects a pleasant
Subjective factor such as opinion can be considered if feeling toward the job and their work environment. Hasibuan
supported with documented events or academical or the (2001) adds job satisfaction is an attitude that reflects pleasant
assessment will be biased. Based on the statement mentioned emotional state and indicates the employee loves their jobs.
in previous sentence, performance assessment must be This attitude reflected by employee morale, discipline and
objective in order to reflect actual feedback in evaluating and work performance. Based on the definition above, it can be
measuring employee performance in developing successful concluded that job satisfaction is the level of employee’s
work implementation). Quality Function Deployment (QFD) feeling toward their work’s result, therefore the company
is a powerful tool that helps to define the Voice of the should strive for its employee job satisfaction to improve
Costumer (VOC). In practical terms, the employee demands company productivity and performance.
can be defined with QFD, with changing VOC into Voice of
Rivai (2004) suggest there are four factors that affect job
the Developer (VOD) to deploy better understanding of the
satisfaction:
employee needs.
The job itself, employee job satisfaction can be improved if
This journal focused on the evaluation of employee
the company give an interesting, challenging, and
expectation fulfillment on management policy in the
rewarding.
automotive service provider company.
Salary, the amount of salary given by the company is
II. RESEARCH METHODOLOGY accepted and approved by the employee and employees are
more satisfied when they paid fairly.
A. Evaluation Promotion, Promotion given by the company to employees
Evaluation is a careful retrospective assessment of the can provide job satisfaction. Promotion can improve the
merit, worth and value of administration, output and outcome
3rd Room
The third room contains technical parameter that
provides information on how the product and service
development team in responding customer needs. In the other
word, to define the customer perception of quality and value,
the development team must able to gather and integrate the
This section also contains of various information. First, From the Employee Needs table above, there are 20
calculate the magnitude of the influence or interrelationship of attributes of human resource policy which divided into five
the technical response and the costumerneeds.Second, the dimensions; three attributes of reliability dimension, three
comparison of product and service between the company and attributes of responsiveness dimension, five attributes of
the competitors. Third, performance suggestion can be assurance dimension, four attributes of empathy dimension,
realized after comparing the service or product between the and five attributes of tangible dimension.
company and competitors. Furthermore the company can set
the target value to be achieved in the future. B. Importance Employee And Satisfaction Level (2nd Room)
This section will show the employee importance and
III. RESULT AND DISCUSSION satisfaction level data. The data collected through
questionnaire from 30 employees in total.
Quality Function Deployment is a method used to
measure the level of service provided by the company to fulfill Maheswari&Harwani (2008) argued, every company’s
employee satisfaction based on the management’s policy. policy attribute contained in the employee importance
Below are the steps of the QFD method through House of questionnaire scored based on the Mean of Employee
Quality (HOQ) room: Importance and will be interpreted qualitatively. The average
A. Employee Needs (1st Room) value of the employee importance as follows:
The House of Quality first room is filled with employee 1,00 – 1,49 Ignorance
needs data. Employee needs data will provide a clear picture
1,50 – 2,49 Not Importance
of company’s human resources (HR) policy attribute. The data
2,50 – 3,49 Importance
gathered by interviewing the company’s employees presented
on table below: 3,50 – 4,00 Very Importance
Based on the table above, there two categories obtained facilities in the company (mean 3,60) and the accommodation
from the average of employee importance toward human of health and safety (mean 3,50). Meanwhile, the rest of the
resource policy, they are very importance and importance. attribute categorized as importance which can be seen in the
There are two very importance attributes in the table, which table 3.
realized by the employee easiness in obtaining and using all
Employee recruitment
Supporting reliability
Standard opertaional
Additional incentive
Information system
Working ambience
Hygienity system
Key Performance
procedure (SOP)
Operational cost
Security system
Indicator (KPI)
Leadership and
Working hours
Salary scheme
development
scheme
Table 6. Improvement Direction Symbol
From the table above, the dominant symbol appeared company performance on fulfilling employee needs. The data
from 14 technical characteristic is optimal target which is was collected through interview, observation and the
drawn as circle () in the table. Optimal target’s symbol researchers' comprehension capabilities. The score represented
appeared nine times, while the maximize target symbol (▲) below are subjective and based on the qualitative data
appeared five times. Based on results, it is indicated the collected by the researchers. The relationship quality score is
company is paying attention to employee needs. In regard to categorized as follow:
that matter, there is no negative result in the third room.
Score 5 : Very strong
Score 3 : Strong
D. Relationship Between Employee Needs And Technical Score 1 : Weak
Characteristic (4th Room)
Score 0 : None
Fourth room focused on analyzing the quality of
employee needs and technical characteristic relationship, and
each of the relationship quality will be scored according to the
9 1 3 3 1 3
10 1 3 3 3 3
11 3 1 1 3
12 3 1 3 3 3 3
13 3 3 3 3 3
14 3 3 3 3 3 3
15 3 1 3 3
16 3 1 3 1 3 1
17 1 3 3 1 1 3 3 3
18 3 1 3 3 1 1
19 1 1 1 3 3 5 1 1
20 1 3 3 3 3 1 1
Table 7. Technical Caharcteristis Relationship
E. Technical Correlation Analysis (5th Room) The roof matrix below shows that most of characteristic
In the fifth room, House of Quality (HOQ) deals with the has a positive result. It can be inferred that the relationship
technical correlation. The matrix in this section represented in between characteristics influences one another. In the other
form of symbols describing the relationship value between words, many technical requirements are related to each other.
technical correlations. The technical correlation symbols are Working to improve one requirement may help the company
shown in below table. achieve a positive result to the others; on the other hand, if
there is an issue of dissatisfaction with one technical
Symbol Remark characteristic it will lead to dissatisfaction on another
++ Strong Positif attribute.
+ Positif
empty Not Relevance
- Negatif
-- Strong negatif
Table 8. Improvement Direction Symbol
++
++ +
+ ++
+
+ +
+
+
+ + +
+ + + +
+ + + + + + +
+ + + + + +
+ + + + + + +
++ + + + + + ++ + ++ + +
+ + ++ + + + + + ++ + + + + +
1 2 3 4 5 6 7 8 9 10 11 12 13 14
Standard operasinal procedure
Employee recruitment
Supporting realibility
Information system
Working ambience
Hygienity system
Sercurity system
Operational cost
Working hours
Salary scheme
(SOP)
(KPI)
Relative Importance
Quality Function Deployment
Hygienity system 2.94%
Sercurity system 1.66%
Operational cost 11.58%
Additional incentive scheme 4.45%
Salary scheme 4.33%
Key Performance Indicator (KPI) 8.62%
Leadership and development 6.71%
Information system 4.34%
Working hours 7.72%
Working ambience 12.17%
Employee recruitment 9.54%
Standard operasinal procedure (SOP) 13.73%
Supporting realibility 5.79%
Working tools reliability 6.44%
SATISFACTION EMPLOYEE
IMPORTANCE EMPLOYEE
Leadership and development
Employee recruitment
Supporting realibility
No
Technical Charateristic
Information system
Working ambience
Hygienity system
Sercurity system
Operational cost
Working hours
Salary scheme
1 Working Facility 3 3 3 0 1 0 0 0 0 0 0 3 0 0 3,60 3,60