In An Organization, Employee Performance Is An Important Factor That Will Affect The Success Of The Organization. The Success Of The Organization Can Be Determined By How Effective And Productive Employees Are In Achieving Maximum Results. Therefore, Employees Are Often Required To Have And Master Abilities And Skills Where This Aims To Produce Satisfactory Performance, In Addition, Employees Who Have High Motivation Tend To Be Disciplined So That From High Motivation And Discipline Employees Can Complete Tasks Well So That The Results Obtained Will Be Maximized. In Assessing Employee Performance, An Employee Performance Evaluation Is Needed Which Aims To Measure How Far Employees Maximize Their Abilities And How Much Contribution Has Been Made, Where Employees Who Have Maximum Performance Tend To Do More Productive Things, Express Innovative Thoughts, And Prioritize Increasing Customer Satisfaction, And Increasing Organizational Profits.

Job analysis is an essential component of developing an effective organizational structure. A systematic process known as “job analysis” is used to determine the responsibilities, authorities, and competencies required for each job position. This analysis helps organizations create a clear structure, prevent overlapping roles, and ensure that jobs are designed to support strategic objectives. This research conducted a literature study by looking at ten articles in relevant journals that included research objectives, results, and suggestions. To facilitate the presentation of the results, the data collected was analyzed and summarized in tabular form. The results show that job analysis is helpful in building an organizational structure that is flexible, efficient, and relevant to business needs. A structure based on job analysis can also improve efficiency, productivity, communication, and employee motivation as well as help organizations adjust to market and technological developments. Based on these findings, organizations are advised to implement job analysis on a regular basis.

This study explores the model of work stress and its impact on productivity through a comprehensive systematic literature review approach. The objectives of the study are to analyze the complex dynamics of work stress, identify determinants, and explore effective intervention mechanisms to mitigate its negative impacts. The research methodology uses a qualitative approach with meta-synthesis techniques, conducting an in-depth analysis of ten leading scientific journals published between 2020-2024. The results of the study revealed that work stress is a multidimensional construct influenced by individual, organizational, and contextual factors, with key variables including workload, social support, organizational climate, and demographic characteristics. The findings indicate that work stress significantly affects psychological well-being and productivity, with different impacts based on gender, type of work, and organizational context. This study concludes the need for an integrative and proactive approach to work stress management, which does not only focus on individual interventions, but also transforms organizational structures and cultures.
 

The research carried out has the aim of examining the role of job analysis in an organization and its influence on employee performance. Job analysis is a procedure used to determine the demands and duties of a position as well as the characteristics of individuals who are suitable to fill the available positions, so that this job analysis can increase employee effectiveness and performance. The method used in this research is a literature study by reviewing 30 journals related to job analysis and employee performance. The results of this research also show that there is a positive influence between job analysis and increasing employee performance. Other influencing factors in ensuring individuals are matched to appropriate positions such as job descriptions and job specifications play a very important role. Apart from that, this research also found that job analysis also influences increasing employee job satisfaction, which will also increase employee performance. The suggestions in this research are the need for regular updates to job analysis, job integration into human resource management, and also evaluations that impact job analysis on employee performance.