Designing workload analysis questionnaire to evaluate needs of employees

Astuti, Rahmaniyah Dwi; Navi, Muhammad Abdu Haq

doi:10.1063/1.5024086

Cited by 4 publications

(11 citation statements)

References 6 publications

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“…The instrument (questionnaire) was constructed by the authors after a careful examination of the constructs used by authors in previous studies. Some of the authors whose works assisted in this respect were Astuti and Navi (2018), Budiman and Putranto (2015), Herminingsih and Kurniasih (2018), Nwinyokpugi (2018), Rajan (2018), Mayasari and Gustomo (2014), Sravani (2018), among others. Astuti and Navi's (2018) article entitled "designing workload analysis questionnaire to evaluate needs of employees" was particularly useful in providing useful direction.…”

Section: Validitymentioning

confidence: 99%

“…Some of the authors whose works assisted in this respect were Astuti and Navi (2018), Budiman and Putranto (2015), Herminingsih and Kurniasih (2018), Nwinyokpugi (2018), Rajan (2018), Mayasari and Gustomo (2014), Sravani (2018), among others. Astuti and Navi's (2018) article entitled "designing workload analysis questionnaire to evaluate needs of employees" was particularly useful in providing useful direction. The questionnaire was then given to experts in the department of Business studies at Landmark University and the University of Benin for validation prior to pre-testing in a pilot survey.…”

Section: Validitymentioning

confidence: 99%

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Perception of workload balance and employee job satisfaction in work organisations

Inegbedion

Inegbedion²,

Peter

et al. 2020

Heliyon

120

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The study investigated perception of workload balance and employee job satisfaction in work organisations. It sought to find out the extent to which employee perception of workload balance influences job satisfaction. Seven hundred and sixty-four (764) randomly selected employees from 8 multinational organizations and two private universities in Nigeria participated in the study. Structural equation modelling was employed. Results show that comparison of workload with those of colleagues and employees' role alliance with their competencies significantly influence their perception of workload balance and job satisfaction, organisation's staff strength influences perception of workload balance and employees' perception of workload balance significantly influences job satisfaction.

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Section: Validitymentioning

confidence: 99%

Section: Validitymentioning

confidence: 99%

Perception of workload balance and employee job satisfaction in work organisations

Inegbedion

Inegbedion²,

Peter

et al. 2020

Heliyon

120

View full text Add to dashboard Cite

show abstract

“…The workload management should be guided and distributed based on the workload analysis to have an accurate workload distribution. This workload analysis is important for the implementation of recruitment, job rotation, and for promotion purposes (Astuti & Navi, 2018). For the workload analysis, this study used the Indonesian State Employment Agency Regulation guideline to calculate the needs of staff based on the workload as the main indicator since this guideline is suitable for the non-repetitive type of work such as clerical and management work (Astuti & Navi, 2018).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Workload refers to the quality of the job assigned to a specific person which also is related to the mental health, performance, and productivity of staff (Astuti & Navi, 2018). Thus, proper planning should be made, and this workload analysis is the main criterion in workforce planning.…”

Section: Introductionmentioning

confidence: 99%

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Workload Analysis of Administrative Staff in Faculties and Academic Centers: A Case Study in Universiti Malaysia Pahang

Sahdan

Hussain²

2022

IJIM

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One of the main issues in achieving optimal results is the disproportion between the workload and the work capacity of an individual. The main constraint in independently measuring an individual's tasks is for non-recurring tasks and the implementation of a work process varies between individuals. As a pilot study, this research collected responses from 16 administrative staff from 9 faculties and academic centers at Universiti Malaysia Pahang (UMP) who were selected using purposive sampling techniques with each respondent selected according to their position, grade, and job scope. Qualitative research methods are used to study the suitability of the methods used in Indonesia to be implemented in UMP considering aspects of experience, insights, and work culture in their daily tasks. There are two types of data collection tools used which are the main data collected through interview sessions and secondary data obtained through documents of Job Description and Work Process. The goal of this research is to measure the Level of Efficiency of working time as well as the Full-Time Equivalent (FTE) analysis. Efficiency Level is an analysis of the efficiency of day-to-day working hours while FTE analysis is the level of workload for each individual. For the Efficiency Level, the results showed that only 7 respondents were at a very good level of at least 1.00 while for the FTE analysis, 6 people were at the Inload level and one was at the overload level. Based on the analysis, it was found that the distribution of the workload is disproportionate, and therefore, this study is expected to guide efficient and effective human resource planning to optimize human resources as well as improve productivity and quality of services at Universiti Malaysia Pahang.

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Applying the workload indicators of staffing needs method in nursing health workforce planning: evidences from four hospitals in Vietnam

2022

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Background Vietnam has encountered difficulties in ensuring an adequate and equitable distribution of health workforce. The traditional staffing norms stated in the Circular 08/TT-BYT issued in 2007 based solely on population or institutional size and do not adequately take into consideration the variations of need such as population density, mortality and morbidity patterns. To address this problem, more rigorous approaches are needed to determine the number of personnel in health facilities. One such approach is Workload Indicators of Staffing Need (WISN) developed by the World Health Organization (WHO), a facility-based workforce planning method that assists managers in defining the responsibilities of different workforce categories and improving the appropriateness and efficiency of a staff mix. Methods This study applied the WISN approach and was employed in 22 clinical departments at four hospitals in Vietnam between 2015 and 2018. 22 targeted group discussions involving nurses were conducted. Hospital personnel records have been retrieved. The data were analyzed according to WISN instructions. Results Of the 22 departments, there was a shortage of 1 to 2 nurses in 10 departments, with WISN ratios ranging between 0.88 and 0.95. Only 01 clinical colleges at Can Tho Hospital lacked 05 nurses, facing a high workload with a WISN ratio of 0.78. Administrative time represented 20–40% of the total work time of a nurse. In comparison, nurses at Can Tho Hospital spent time on administration from 24 onwards. 5–41.7% of their working time while nurses at Thanh Hoa Hospital spent 21–33%. Conclusions The application of the WISN enabled health managers to analyze the workload of nurses, calculate staffing needs, and thus effectively contribute to the workforce planning process. It is expected that the results of this research will encourage the use of the WISN tool in other hospitals and health facilities across the health system. At provincial and national levels, this study provides important evidence to help policy makers develop guidelines for personnel norms for health facilities in the context of limited resources, while the existing regulation is no longer appropriate.

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Designing workload analysis questionnaire to evaluate needs of employees

Cited by 4 publications

References 6 publications

Perception of workload balance and employee job satisfaction in work organisations

Perception of workload balance and employee job satisfaction in work organisations

Workload Analysis of Administrative Staff in Faculties and Academic Centers: A Case Study in Universiti Malaysia Pahang

Applying the workload indicators of staffing needs method in nursing health workforce planning: evidences from four hospitals in Vietnam

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