Chatbot Implementation in a Steel Company in Russia

Chatbots (sometimes just called “bots”) are the subject of much corporate and public interest today. Many enterprises are looking to get started with chatbot development initiatives to improve communication efficiency as well as reduce operating costs. Current research indicates constantly growing interest in this area and forecasts that 70% of office employees will interact with chatbots daily in 2022. This chapter reports on the challenges inherent in chatbot integration projects and identifies key operational factors for successful chatbot projects, as well as highlighting issues of strategic significance. Different technology adoption and project management models are explored, analysed, and applied in the context of chatbot implementation, and based on an in-depth case study, a model is put forward to aid the manageability of chatbot implementation in other similar environments.

Features of temporary disability of various categories of employees

The purpose of the study was to analyze the materials of temporary disability due to illness or injury of employees engaged in various types of activities. The data is presented for two years (2018-2019). One group - employees of offices, the second group-employees of working specialties. In each group of employees, temporary disability sheets received in connection with an injury or illness for two years (2018-2019) were analyzed. A number of relative indicators that do not depend on the number of employees of these organizations are determined: the multiplicity of disability (the number of cases of disability per 1 employee with disability); the duration of disability (the number of days of disability per 1 case of disability). It is shown that the share of sick leaves for diseases and domestic injuries among employees of the office and industrial organization differs in the age groups: 20-29 years and 30-39 years: making up, respectively: 10.1% and 83.7%; 60.6% and 77.7%. The multiplicity of domestic injuries in employees of a production organization is 1.4 times higher than the corresponding indicator of office employees, equal to 1.0, and the average duration of each case of domestic injuries in employees of a production organization is shorter than in office employees by 2.3-2.6 times. The average duration of each case of the disease is longer in office employees than in employees of a production organization: 9.9 days and 6.3 days on average per year, respectively.

TANGGUNG JAWAB NOTARIS DAN PEGAWAI NOTARIS DALAM MENJAGA KERAHASIAAN AKTA

Notary is a Public Official who has the authority to make authentic deed, and is required to keep everything related to the deed they make confidential. In carrying out duties and positions, a Notary is generally assisted by a notary employee in preparing everything that is needed by a Notary in making a deed. The responsibility for the authentic deed remains the responsibility of the notary,if the notary employees leaks the deed made by the notary. Notary office employees who do not maintain the confidentiality of the deed by leaking the deed may be subject to witness Article 1365 of the Civil Code.Notaries can be held civilly responsible due to negligence in maintaining the confidentiality of deeds carried out by their employees, although in this case the notary does do direct faults.

PENGARUH BUDAYA ORGANISASI DAN KEPUASAN KERJA PADA KINERJA MELALUI SEMANGAT KERJA PEGAWAI PADA KANTOR DESA SE KECAMATAN RANGSANG PESISIR

he purpose of this study was to describe the conditions of organizational culture, job satisfaction, work morale, and employee performance at the Village Office in Rangsang Pesisir District. To determine the effect of organizational culture and job satisfaction on employee performance through morale in the Village Offices in Rangsang Pesisir District. The approach in this research is a quantitative approach. The population in this study were all Village Office Employees in Rangsang Pesisir District. The sample in this study was 94 people consisting of employees in 11 villages in Rangsang Pesisir District. Data collection with questionnaires and documentation and data analysis methods by testing the validity and reliability and using path analysi. The results showed that organizational culture, job satisfaction, morale, and performance of Village Office Employees in Rangsang Pesisir District were all in good condition. Organizational culture and job satisfaction have a significant effect on both work enthusiasm and employee performance. work spirit also has a significant influence on employee performance. organizational culture and job satisfaction have a significant effect on employee performance through morale.

Conflict Management in the Global Office during the COVID-19 Pandemic

COVID-19 pandemic has changed all aspects of life. It causes conflict in some aspects, including working life in the global office. Employees have to work online. Job responsibilities must be fulfilled virtually. This paper aims to describe conflict management in the global office during the COVID-19 pandemic. This paper is a literature review. Literature was identified from the archives from PubMed and Elsevier databases. All the literature was published in 2020. the inclusion criteria were the literature should be peer-reviewed and related to the topic of the paper. Keywords were conflict, COVID-19, global office, and management. Challenges, uncertainty, and fear accompanied daily working activities. A virtual working routine might be intercepted with family life. When conflict arises, self-management has to be applied. Win and win solutions, open communication, and frequent negotiation can tackle conflict. Global collaboration can reduce the conflict during the COVID-19 pandemic.

Influence of internal communication and work discipline on performance of employees at the health department of Lubuk Linggau City

This study aimed to determine and analyze whether internal communication and work discipline have a positive and significant effect on the performance of the Lubuk Linggau City Health Office employees. The population in this study was all Lubuk Linggau City Health Office employees, amounting to 50 people. The sampling technique in this study used a saturated sample technique with 50 respondents that used primary data obtained through questionnaires and multiple linear regression analysis methods as data analysis techniques. The results showed that internal communication had a positive and significant effect on the performance of the Lubuk Linggau City Health Office employees, work discipline had a positive and significant impact on the performance of Lubuk Linggau City Health Office employees, and internal communication and work discipline together had a positive and significant impact on the performance of the Health Office employees. Lubuk Linggau City and internal communication are the most dominant variables affecting the performance of Lubuk Linggau City Health Office employees. It is hoped that internal communication at the Lubuk Linggau City Health Office can continue to evaluate to achieve effective internal communication, and work discipline can be maintained to maintain the institution's stability and harmony.

Factors Related to Work Stress among Health Office Employees during Covid-19 Pandemic

Introduction: Study related to work stress is usually more focused on the industrial sector. Meanwhile, workers in other sectors such as the government organization also have the potential to feel stressed due to their job. During the COVID-19 (Coronavirus Disease) pandemic, Health Office is one of the main stakeholders in handling and preventing COVID-19. The COVID-19 pandemic can cause work stress due to unachieved health programs and huge demands to develop programs related to this pandemic. This study analyzed the relationship between individual factors, work factors, and factors outside of work with level of work stress among Health Office employees. This study is expected to be able to analyze work stress and its determinant as early as possible. Methods: This study was a cross-sectional study using the Depression, Anxiety, Stress Scale 42 (DASS-42) and NIOSH (National Institute for Occupational Safety and Health) Generic Job Stress Questionnaire instrument. This study was conducted at the Public Health Office Bogor Regency April 2021. This study used total sampling method on employees of the Public Health Office Bogor Regency with total sample collected of 135 respondents. Data analysis in this study was performed using multiple logistic regression. Results: 86.67% of respondents did not experience work stress, 5.93% of respondents had mild work stress, and 7.41% of respondents experienced moderate work stress. Moreover, workload (p = 0.0001) and social support (p = 0.011) had a significant relationship in increasing work stress. Conclusion: Workload was the most dominant variable affecting work stress in which workers who had high subjective workload were 33.63 times more stressful compared to workers who had the appropriate workload. Prevention of occupational stress can be done by adjusting workloads and building a good social environment between colleagues.Keywords: factors outside of work, health office, individual factors, work factors, work stress

PERLINDUNGAN HUKUM ATAS PRAKTIK PUNGUTAN LIAR DI KANTOR PELAYANAN PUBLIK

Illegal levies are still a tradition in Indonesia since the Dutch colonial era. Extortion usually often occurs in public service offices. This certainly violates the rights of citizens to obtain legal protection. Indonesia as a country based on law, of course, has guaranteed legal protection in the constitution. Extortion is a criminal act, extortion often occurs because of the low level of legal awareness of public service office employees. With the practice of extortion, of course, it is contrary to what is expected in the state goals as stated in the Preamble to the 1945 Constitution of the Republic of Indonesia. Illegal levies are an act of government employees that hinders the welfare of the community and causes public distrust of the state. Criminal policies related to illegal levies are contained in Article 348 paragraph (1) and Article 432 of the Criminal Code. Illegal levies can be categorized as a criminal act of extortion. Illegal levies often occur because of the lack of supervision from government agencies authorized to oversee the implementation of public services. To ensure the implementation of public services that are free from illegal fees, more detailed regulations and tighter supervision from the government are needed. The higher the level of legal culture of public service employees, it will guarantee the rights of legal protection of citizens so that a prosperous country can be realized. This research uses normative research methods.Pungutan liar masih menjadi tradisi di Indonesia sejak jaman kolonial Belanda. Pungutan liar biasanya sering terjadi di kantor pelayanan publik. Hal ini tentu melanggar hak warga negara untuk mendapatkan perlindungan hukum. Indonesia sebagai negara yang berlandaskan hukum, tentu saja telah menjamin perlindungan hukum di dalam konstitusi. Pungli merupakan merupakan suatu tindak pidana, pungli sering terjadi karena rendahnya tingkat kesadaran hukum pegawai kantor pelayanan publik. Dengan terjadinya praktik pungli tentu saja bertentangan dengan apa yang diharapkan dalam tujuan negara yang tercantum dalam Pembukaan Undang-Undang Dasar Republik Indonesia Tahun 1945. Pungutan liar merupakan suatu perbuatan pegawai pemerintah yang menghambat kesejahteraan masyarakat serta menyebabkan timbulnya ketidakpercayaan masyarakat terhadap negara. Kebijakan pidana terkait pungutan liar terdapat di dalam Pasal 348 ayat (1) dan Pasal 432 Kitab Undang-Undang Hukum Pidana. Pungutan liar dapat dikategorikan sebagai tindak pidana pemerasan. Pungutan liar kerap terjadi karena kurangnya pengawasan dari lembaga pemerintah yang berwenang mengawasi penyelenggaraan pelayanan publik. Untuk menjamin terlaksananya pelayanan publik yang bebas dari pungutan liar, maka dibutuhkan pengaturan yang lebih rinci serta pengawasan yang lebih ketat dari pemerintah. Semakin tinggi tingkat budaya hukum pegawai pelayanan publik, maka akan menjamin hak perlindungan hukum warga negara sehingga negara yang sejahtera dapat terwujud. Penelitian ini menggunakan metode penelitian normatif.

The effect of motivation on employee engagement in public sectors: in the case of North Wollo zone

The purpose of this study was to examine the effect of intrinsic and extrinsic motivation on employee engagement in public sectors. To meet this purpose, a quantitative and qualitative study survey was conducted and the researcher used an explanatory survey research design. The study was used both primary and secondary sources of data. The target population for this study was selected four city administrative office employees including all kebeles office employees and as a sample size, 349 questionnaires were filled and collected from these employees. The study used proportionately stratified with simple random sampling because to collect the relevant data and to give equal chance for all employees. Later on, statistical package for social science (SPSS) was used to the required test of inferential statistics; including reliability analysis, bivariate correlation, analysis of variance (ANOVA) test, and multiple regression analysis. The finding of the study revealed that extrinsic motivation was considered more significant than intrinsic and there was a positive significant relationship between intrinsic and extrinsic motivations with employee engagement. From the results, it was also concluded that the relationship and effect of extrinsic motivation were stronger on employee engagement as compared to intrinsic motivation. As a recommendation, the organizations should find which ways are able to motivate employees, what drives them, then making sure they utilize appropriate motivational techniques with each employee. Managers should also endeavor to communicate the organization’s purpose to employees. Finally, the organizations should take steps to incorporate the vision of employees for the organization with its own vision.

Bureaucracy culture change of administrative services on COVID-19 pandemic era

This study aims to analyze changes in the government bureaucracy in providing administrative services in the COVID-19 era. To analyze the problem, we used a qualitative descriptive method. Observation, documentation, and interviews are the main methods of data collection. The results showed that at the beginning of service during the COVID-19 period, employees were still very slow in responding to community services, but over time the Camat of the Teluk Ambon District Office always provided work motivation and improved services. Aspects of Responsibility were found at the time of the study that the Teluk Ambon District office employees had a high responsibility in completing and providing services to the community. Disciplinary aspects, from the study results, public awareness in maintaining the discipline of health protocols are still very minimal; This is indicated by employees always giving warnings to keep their distance when providing services. In this case, leadership is a determining factor in running the wheels of government organization well and quickly. The Camat as the leader of Ambon Bay always provides advice and work motivation to State Civil Apparatus Employees or non-permanent employees to provide services to the community even in the COVID-19 condition.