scholarly journals PENGARUH PERENCANAAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA TERHADAP KINERJA KARYAWAN PT. PERMATA BAHARI MALINDONESIA

2018 ◽  
Vol 7 (1) ◽  
Author(s):  
Rizky Trisna Firman Haqiqi
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Significant Influence ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Resource Development ◽  
Resource Planning ◽  
Multiple Linear Regression Analysis ◽  
Average Score ◽  
Human Resource Planning

The purpose of this study was to describe the planning, development, and employee performance, and analyze the influence of planning and human resource development of the employee performance of PT Permata Bahari Malindonesia. analyzer used to describe human resource planning, human resource development, and employee performance is a range of scales. To analyze the influence of human resource planning and human resource development of employee performance is multiple linear regression analysis and the hypotheses test using f test and t test.The results of the analysis for the range scale for human resource planning including the very good category with the average score of 165, so it also the human resource development categories including the very good with the average score of 165 and employee performance including in the very high with the average score of 163. While the results show human resource planning has significant influence to employee performance and has significant influence to employee performance.

scholarly journals The Effect Of Human Resources Development And Work Environment Towards Employee Performance Improvement PDAM Surya Sembada City Of Surabaya

2018 ◽  
Vol 1 (1) ◽  
pp. 11-18
Author(s):  
Witta Anggraeni ◽  
Hermien Tridayanti ◽  
Mohammed Mustafa Hussein Al-Amrani
Keyword(s):  
Work Environment ◽  
Human Resource Development ◽  
Performance Improvement ◽  
Human Resource ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Resource Development ◽  
Multiple Linear Regression Analysis ◽  
Environment Variables

This study aims to analyze the effect of Human Resource Development and Work Environment towards Employee Performance Improvement PDAM Surya Sembada City Of Surabaya (Study of the Corporate Secretary Sub-Directorate) partially and simultaneously. The authors used a saturated sampling technique or also called a census, where all members of the population are sampled, as many as 55 employees in all Sub-Directorate of Corporate Secretary PDAM Surya Sembada City Of Surabaya. Data collection techniques using questionnaires and interview. In calculating scoring, researchers used a Likert scale. Method data analysis used is multiple linear regression analysis. The results of this study show that the variable Human Resource Development (X1) and Work Environment (X2) have a significant effect on Employee Performance Improvement (Y) partially. Human Resource Development (X1) and Environment Variables Work (X2) also have a significant effect on Employee Performance Improvement (Y) simultaneously.

scholarly journals THE EFFECT OF HUMAN RESOURCES DEVELOPMENT ON EMPLOYEE WORK ACHIEVEMENT AT THE DEPARTMENT OF WATER RESOURCES, COPYRIGHT AND SPATIAL PLANNING GOVERNANCE OF NORTH SUMATRA PROVINCE

2021 ◽  
Vol 3 (2) ◽  
pp. 70-79
Author(s):  
Zuleha - Gultom
Keyword(s):  
Water Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Spatial Planning ◽  
Work Performance ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Resource Development ◽  
Primary Data ◽  
North Sumatra

This research is entitled "The Influence of Human Resource Development on Employee Work Performance at the Department of Water Resources, copyright and Spatial Planning of North Sumatra Province". The purpose of this study was to determine whether there was an effect of human resource development on employee performance at the Department of Water Resources, copyright and Spatial Planning, North Sumatra Province. The data used in this study is primary data with the research instrument in the form of a questionnaire. The population used is 160 employees at the Department of Water Resources, Cipta Karya and Spatial Planning, North Sumatra Province, using a random sampling technique with 48 respondents. The method used in this research is descriptive quantitative method. The data analysis technique used simple linear regression analysis with the regression equation Y = 11,331 + 698 + e. The results obtained in this study showed an R2 value of 57.4% and a t-test of 7.871 so that it can be concluded that Human Resource Development has a positive and significant effect on Employee Work Performance at the Office of Water Resources, copyright and Spatial Planning of North Sumatra Province. 42.6% is influenced by other factors.

scholarly journals Loopbaanbeplanningspraktyke binne 'n universiteitskonteks

1990 ◽  
Vol 16 (2) ◽  
Author(s):  
G. A. Smith ◽  
R. Erwee
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Management Practices ◽  
Resource Development ◽  
Resource Planning ◽  
Career Management ◽  
Human Resource Planning

Career management practices within a university context: The challenges facing universities in reaching their goals, necessitate the meticulous planning and execution of relevant human resource development actions. The importance of these actions in supporting a university's strategies are addressed. Present human resource planning and development practices are evaluated by means of a model, in order to establish the value of these actions in satisfying the goals and missions of the university.Opsomming Die uitdagings wat die nastrewing van hoer doelwitte aan die Universiteit stel, noodsaak die noukeurige beplanning en uitvoering van toepaslike mensekragontwikkelingsaksies. In hierdie artikel word die belangrikheid van hierdie aksies ter ondersteuning van gestelde strategiee in oenskou geneem. Huidige mensekragbeplanningspraktyke word aan die hand van 'n model geevalueer ten einde die waarde van die praktyke ter bereiking van die Universiteit se gestelde doelwitte en missie te bepaal.

scholarly journals THE EFFECT OF TRAINING AND HUMAN RESOURCES DEVELOPMENT ON EMPLOYEE PERFORMANCE IN THE SYAHBANDAR OFFICE OF TANJUNG PERAK SURABAYA THROUGH COMPETENCY

2019 ◽  
Vol 1 (2) ◽  
pp. 300-3005
Author(s):  
Dwi Ambar Anggraini ◽  
I Nyoman Sudapet ◽  
Hamzah Denny Subagyo
Keyword(s):  
Human Resources ◽  
Hypothesis Testing ◽  
Human Resource Development ◽  
Human Resource ◽  
Significant Influence ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Resource Development ◽  
Partial Least Square ◽  
P Value

The purpose of this study is to find out the effect of training and development of human resources on employee performance through competence. This research is quantitative research. With a population of 143 employees. Data collection techniques using a questionnaire. The analysis technique used is Partial Least Square (PLS). The results of this study indicate that there is a significant influence between the Training variable (X1) on Competence (Y1) with the results of the hypothesis test p-value of 0.000 and t value of 4.091, there is a significant influence between the variables of Human Resource Development (X2) on Competence ( Y1) with the results of hypothesis testing p-value of 0.000 and t value of 11,494, there is a significant influence between Training variables (X1) on Employee Performance (Y2) with the results of hypothesis testing p-value 0,000 and t value of 5,273, influence significant between the variables of Human Resource Development (X2) on Employee Performance (Y2) with the results of hypothesis testing p-value of 0,000 and t value of 4,614 and there is a significant influence between Competency variables (Y1) on Employee Performance (Y2) with the results of hypothesis testing p-value of 0.034 and t value of 1.835.

scholarly journals ANALISIS KEPEMIMPINAN TRANSFORMASIONAL DAN PENGEMBANGAN SUMBERDAYA MANUSIA TERHADAP KINERJA PEGAWAI PADA DINAS PEKERJAAN UMUM PROVINSI SULAWESI TENGGARA

2019 ◽  
Vol 2 (4) ◽  
pp. 1
Author(s):  
La Ode Muhammad Elwan ◽  
Bakti Bakti ◽  
Taufik Taufik
Keyword(s):  
Transformational Leadership ◽  
Human Resource Development ◽  
Human Resource ◽  
Linear Regression Analysis ◽  
Resource Development ◽  
Multiple Linear Regression Analysis ◽  
Public Works ◽  
The Public ◽  
And Training ◽  
Cluster Random Sampling

The purpose of the study was to analyze the effect of transformational leadership and human resource development on the performance of employees of the Public Works Office of Southeast Sulawesi Province. The design of this study is associative explanative research. The population of this study was a staff of the Public Works Agency of the Southeast Sulawesi Province. The study sample was selected by cluster random sampling according to the level of education using the Taro Yamane formula. Thus a sample of 88 people. Besides that, 8 informants were used. Data collection using questionnaires, interviews and documentation. Data analysis using multiple linear regression analysis followed by t-test (partial) and F test (simultaneous). The results of the study show that: (1) Transformational leadership has a significant effect on the performance of employees of the Public Works Office of Southeast Sulawesi Province. (2) The development of human resources observed through the dimensions of education and training has a significant effect on the performance of employees of the Public Works Office of Southeast Sulawesi Province. (3) Transformational leadership and human resource development simultaneously have a significant effect on the performance of employees of the Public Works Office of Southeast Sulawesi Province. 

scholarly journals Pengaruh Pengembangan Sumber Daya Manusia Dan Religiusitas Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Pada Bank Unit Usaha Syariah Di Kota Palembang

2021 ◽  
Vol 8 (1) ◽  
Author(s):  
Menik Lestari ◽  
Dinnul Alfian Akbar ◽  
Chandra Zaky Maulana
Keyword(s):  
Job Satisfaction ◽  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Resource Development ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Purposive Sampling

This research uses quantitative research, the aim is to determine the influence of human resource development, religiosity, on employee performance with job satisfaction as an intervening variable. In this study, data was collected by distributing questionnaires to 100 employees using a purposive sampling method to determine respondents' responses to existing variables. The analysis was performed using the method of Structural Equation Modeling (SEM) based on partial least square (PLS). The results of the analysis show that human resource development has no effect on employee performance, religiosity has a positive and significant effect on employee performance. Human resource development has a positive and significant effect on job satisfaction, religiosity has a positive and significant effect on job satisfaction, and job satisfaction variables have a positive and significant effect in moderating human resource development on employee performance and religiosity on employee performance. This means that the more often human resource development is given, the higher the employee's performance and the higher the employee's religiosity, the higher the employee's performance will be and will result in job satisfaction for employees at the Sharia Business Unit Bank in Palembang City.  Keywords: Human Resources Development, Religiosity, Employee Performance, and Job Satisfaction.  AbstrakPenelitian ini menggunakan jenis penelitian kuantitatif, tujuannya yaitu untuk mengetahui besarnya pengaruh pengembangan sumber daya manusia, religiusitas, terhadap kinerja karyawan  dengan kepuasan kerja sebagai variabel intervening. Dalam penelitian ini data dikumpulkan dengan meyebarkan kuesioner terhadap 100 karyawan menggunakan metode purposive sampling untuk mengetahui tanggapan responden terhadap variabel yang ada. Analisis dilakukan dengan menggunakan metode Structural Equation Modelling (SEM) berbasis partial least square (PLS). Hasil analisis menunjukkan bahwa pengembangan sumber daya manusia tidak terdapat pengaruh terhadap kinerja karyawan, religiusitas berpengaruh positif dan signifikan terhadap kinerja karyawan. Pengembangan sumber daya manusia berpengaruh positif dan signifikan terhadap kepuasan kerja, religiusitas berpengaruh positif dan signifikan terhadap kepuasan kerja, Dan variabel kepuasan kerja berpengaruh positif dan signifikan dalam memoderasi antara pengembangan sumber daya manusia terhadap kinerja karyawan dan religiusitas terhadap kinerja karyawan. Ini berarti semakin sering pengembangan sumber daya manusia diberikan maka semakin tinggi kinerja karyawan dan semakin tinggi religiusitas karyawan maka kinerja karyawan akan semakin tinggi dan akan menghasilkan kepuasan kerja bagi karyawan pada Bank Unit Usaha Syariah di Kota Palembang.  Kata Kunci: Pengembangan Sumber Daya Manusia, Religiusitas, Kinerja Karyawan, dan Kepuasan Kerja.

scholarly journals PENGARUH STRES DAN KONFLIK KERJA TERHADAP KINERJA PEGAWAI PADA DINAS LINGKUNGAN HIDUP KOTA PALU

2016 ◽  
Vol 2 (3) ◽  
pp. 251-260
Author(s):  
Maskun Maskun ◽  
Bakri Hasanuddin ◽  
Niluh Putu Evvy Rossanty
Keyword(s):  
Work Stress ◽  
Significant Influence ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Secondary Data ◽  
Multiple Linear Regression Analysis ◽  
Significance Level ◽  
Work Conflict ◽  
Analysis Technique ◽  
Regression Test

This study aims to determine the influence of work stress and work conflict on employee performance in The Environmental Office of Palu City. Method of study is descriptive. Yype of data is qualitative and quantitative data from primary and secondary data. Data analysis technique is multiple linear regression analysis. The result of hypothesis analysis and testing conclude that: (1) regression test shows sig. f equals to 0.003<0.05, which can be interpreted that work stress and work conflict simultaneously have positive and significant influence on employee performance; (2) regression test shows that job stress has significance level t sig. of (0.029) <α (0.05), and work conflict has significance level t sig. of (0.007) <α (0.05), which means that work stress and work conflict partially have positive and significant influence on employee performance. Penelitian ini bertujuan untuk mengetahui Pengaruh Stres Kerja dan Konflik Kerja terhadap  Kinerja Pegawai di Dinas Lingkungan Hidup Kota Palu. Metode yang digunakan adalah metode deskriptif. Jenis data yang digunakan dalam penelitian ini adalah data kualitatif dan kuantitatif sedangkan sumber data yang digunakan adalah data primer dan sekunder. Teknik analisis data yang digunakan adalah Analisis Regresi Linear Berganda. Hasil analisis dan pengujian hipotesis dapat disimpulkan bahwa: (1) berdasarhan hasil uji regresi diperoleh Sig.F sebesar 0,003 < 0,05, yang dapat diartikan bahwa variabel stres kerja dan konflik kerja secara serempak berpengaruh positif dan signifikan terhadap variabel kinerja pegawai. (2) berdasarkan hasil uji regresi diperoleh variabel stres kerja memiliki tingkat signifikansi t sig. (0,029) < α (0,05) dan variabel konflik kerja memiliki tingkat signifikansi t sig. (0.007) < α (0,05), sehingga variabel stres kerja dan konflik kerja secara parsial berpengaruh positif dan signifikan terhadap kinerja pegawai.

Factors affecting employee performance of PT.Kiyokuni Indonesia

2017 ◽  
Vol 59 (4) ◽  
pp. 602-614 ◽  
Author(s):  
Suharno Pawirosumarto ◽  
Purwanto Katijan Sarjana ◽  
Muzaffar Muchtar
Keyword(s):  
Leadership Style ◽  
Significant Influence ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Research Work ◽  
Employee Motivation ◽  
Multiple Linear Regression Analysis ◽  
Primary Data ◽  
Content Type ◽  
Factors Affecting

PurposeThis study aims to examine, analyze and explain the influence of leadership style, motivation and discipline to employee performance simultaneously and partially at PT. Kiyokuni Indonesia. Design/methodology/approachThe primary data used in this study come from questionnaire on respondents’ motivation, discipline, leadership style and employee performance. From 451 people as the population, 82 respondents who met the criteria as a sample were chosen by using the Slovin formula. The analytical method used is multiple linear regression analysis using SPSS Version 22. FindingsThe results of this study indicate that there is a positive and significant influence simultaneously between leadership style, employee motivation and discipline on employee performance. The results also show that there is a positive and significant influence partially between leadership style, employee motivation and discipline on employee performance. Discipline is the variable of the most powerful influence on employee performance, so it needs special attention. Originality/valueThe respondents of this research work for a company which generates products through the work of hands (manual work) and aims to promote the products in the international market.

scholarly journals PENGARUH MOTIVASI KERJA DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN

2019 ◽  
Author(s):  
fayola issalillah
Keyword(s):  
Regression Analysis ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Significant Influence ◽  
Work Motivation ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Regression Equation

ABSTRACT This study aims to determine the motivation variables have a significant effect on performance and work discipline has a significant effect on performance. The sample in this study was 30 respondents and used multiple linear regression analysis with the following regression equation Y Y = 4.604 + 0.476X1 + 0.336X2 + e. From the regression equation it can be seen that the work motivation variable is stated to have a significant influence on employee performance. It can also be said that the more work motivation will affect employee performance. Work discipline variables have an influence on employee performance (Y). This means, every time there is an increase in work discipline will improve employee performance.. Keywords: motivation, discipline, performance ABSTRAKSIPenelitian ini bertujuan untuk mengetahui variabel motivasi berpengaruh signifikan terhadap kinerja dan displin kerja berpengaruh signifikan terhadap kinerja. Sampel dalam penelitian ini adalah 30 responden dan menggunakan analisis regresi linier berganda dengan persamaan regresi sebagai berikut Y = 4,604 + 0,476X1 + 0,336X2 + e. Dari persamaan regresi tersebut dapat diketahui bahwa variabel Motivasi kerja dinyatakan terdapat pengaruh signifikan terhadap kinerja karyawan. Dapat pula dikatakan bahwa semakin motivasi kerja maka akan mempengaruhi kinerja karyawan. Variabel disiplin kerja mempunyai pengaruh terhadap kinerja karyawan (Y). Hal ini berarti, setiap ada peningkatan disiplin kerja akan meningkatkan kinerja karyawan. Kata kunci: motivasi, disiplin, kinerja

scholarly journals The impact of human resource development practices on employee engagement and performance in Jordanian family restaurants

2020 ◽  
Vol 18 (1) ◽  
pp. 130-140
Author(s):  
Amani Abu Rumman ◽  
Lina Al-Abbadi ◽  
Rawan Alshawabkeh
Keyword(s):  
Human Resource Development ◽  
Employee Engagement ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Employee Training ◽  
Resource Development ◽  
Employee Empowerment ◽  
Equation Modeling ◽  
The Impact

Given the organizational positive outcomes of human resource development (HRD) practices like organizational effectiveness, sustainable competitive advantage, and organizational commitment, the current study was designed to detect the impact of HRD practices (employee training, employee empowerment, employee promotion) as independent variables on employee engagement and employee performance as dependent variables and to notify those who are interested. A quantitative descriptive-analytical method was adopted for the current research paper. Data were collected conveniently via a questionnaire from employees of family restaurants. Usable responses were analyzed using IBM SPSS and AMOS on the strength of structural equation modeling (SEM).The current data identified employee training, employee empowerment, and employee promotion as key predictors of both employee engagement and employee performance. Employee empowerment has the highest impact on employee engagement, followed by employee promotion, while employee training has the highest effect on employee performance. Furthermore, employee engagement is positively related to employee performance.

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