scholarly journals Pengaruh Pengembangan SDM dan Kepemimpinan Terhadap Kinerja Karyawan Pada Badan Penelitian dan Pengembangan (BPP) Kemetrian Dalam Negeri

2019 ◽  
Author(s):  
Sutar
Keyword(s):  
Human Resources ◽  
Organizational Development ◽  
Human Resource Development ◽  
Leadership Training ◽  
Employee Performance ◽  
Human Beings ◽  
Independent Variables ◽  
Performance Research ◽  
Direct Placement

The development of Human Resources ( HR ), human beings can not be separated from other activities such as strategic planning, management development and organizational development. The role of HR in the organization has the same meaning as important as the work itself , so that the interaction between the organization and the focus of' attention of HR leaders. An organization will be able to grow and reach the height of glory if it has qualified human resources. Training and human resource development becomes a necessity for organizations, because employees direct placement in a job does not guarantee they will succeed. This study examines the development of human resources and the leadership to employee performance. The study looked at the effect of' the development of human resources and leadership to the employee performance. Research methodology forget explanatory research that describes the influence of independent variables on the dependent variable with the goal of research is BPP Kemendagri Jakarta with a sample of 78 employees. Results showed as partial the development of Human resources and leadership significantly influence the employee performance. simultaneously both development human resources and leadership training variables jointly significant effect on the employee performance.

scholarly journals Analisis Peluang terhadap Penilaian Kinerja Pegawai Menggunakan Metode Regresi Linier Berganda dengan SPSS

2021 ◽  
Vol 20 (2) ◽  
pp. 69
Author(s):  
Billy Nugraha ◽  
Wahyudin Wahyudin ◽  
Fahriza Nurul Azizah
Keyword(s):  
Data Analysis ◽  
Linear Regression ◽  
Human Resources ◽  
Multiple Linear Regression ◽  
Human Resource Development ◽  
Human Resource ◽  
Statistical Methods ◽  
Sampling Technique ◽  
Significance Testing ◽  
Independent Variables

<p class="Abstrak">Research on human resource development have been carried out. With the aim of can be used as parameters to create the development of quality human resources. This research aims to know the influence of opportunities on the assessment of the performance of employees. Opportunities under study is divided into three indicators, namely the environment, the rules and colleagues. Sampling technique in this study using a sampling of saturated. The technique of data analysis was conducted gradually, starting from the editing, coding, scoring and tabulation. In addition, using a likert scale developed by Ransis Likert. While for the development of research using statistical methods, it is necessary to qualify the classical assumption test before the test is conducted multiple linear regression. It aims to determine how much significance of significance testing. The results from the hypothesis t, there is on the value t<sub>count</sub> for the partial (sequential) starting from X<sub>1</sub> = 2,639, X<sub>2</sub> = 3,379 and X<sub>3</sub> = 2,210. In addition, the results of the hypothesis F, contained in the value of F<sub>count</sub> simultaneously (together) was 12,597. While the value of R Square (R<sup>2</sup>) of 0,282, if then the result of 28.2%. It can be concluded from the three independent variables affect the dependent variable by 28,2%.</p>

Determinant of placement on the performance of the civil servant apparatus (ASN) in the mare subdistrict of bone regency

2021 ◽  
Vol 2 (1) ◽  
pp. 001-004
Author(s):  
Abdul Rahman ◽  
Muhammad Yusuf
Keyword(s):  
Employee Performance ◽  
Hypothesis Test ◽  
T Test ◽  
Survey Method ◽  
District Office ◽  
Independent Variables ◽  
Dependent Variables ◽  
The Government ◽  
The Right

The right man in the right place and the right man behind the right job. The placement of employees becomes very important to improve employee performance including ASN in the government office of Mare Subdistrict, Bone Regency. The purpose of the study is to see the influence or role of employee placement factors on the performance of ASN employees. Apakh has a significant influence. The research was conducted on a number of ASNs in the government office of Mare District of Bone Regency. The method of data collection is done by saturated survey method (census). The method of data analysis is to use a hypothesis test, which is a t-test to see the influence of independent variables, namely placement (X) on dependent variables, namely ASN performance (Y). The results of the study obtained that the placement factor had a significant effect (real) on the performance of ASN in the District Office mare Bone Regency. This is evident from the results of the t test where the placement variable (X) has a significance value (Sig.=0.001<0.05) and is also shown from a t-calculated value (4.015) greater than the value of t-table (1,667).

scholarly journals Sustainable Development of Human Resources in Globalization Period

2020 ◽  
Vol 12 (18) ◽  
pp. 7681
Author(s):  
Zuzana Stofkova ◽  
Viera Sukalova
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Questionnaire Survey ◽  
Employee Performance ◽  
Human Resources Management ◽  
Employer Branding ◽  
The Impact

The article deals with human resource management, its theoretical principles, and its use in practice in the era of globalization. The main goal of this paper is to analyze and describe human resource management focused on the process of human resource development and education. The article shows how the principles are applied in a selected Information-Communication Technologies (ICT) company in Slovakia as an attractive employer who is interested in satisfaction, education, and growth of its employees, thus employer branding. The data was collected through a questionnaire survey with employees in the selected company. Secondary data from corporate sources were used, too. The aim of the survey was to point out the human resources management in a selected company and to examine the perception of the impact of employees development on their performance and to design effective approaches to personnel development in a selected company with an impact on employee performance. The aim of the survey was to find out whether there was a dependence between the subjectively perceived performance of the employees and individual aspects, which are the completion of technical training programs, individual evaluation of the employee, relocation of the employee, and the number of completed training activities. A questionnaire survey was used to achieve this goal.

ANALISIS KINERJA PEGAWAI BERDASARKAN KOMPETENSI, BUDAYA ORGANISASI DAN DISIPLIN KERJA PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA SUNGAI PENUH

2020 ◽  
Vol 3 (2) ◽  
pp. 52-61
Author(s):  
IRVAN ZULHAKIM
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Significant Influence ◽  
Employee Performance ◽  
Coefficient Of Determination ◽  
Human Resources Development ◽  
Independent Variables ◽  
Analysis Technique ◽  
River City ◽  
Independent Variable

This study aims to determine the effect of independent variables on the dependent variable. The object of this research is the Employees of the Full River City Human Resources and Human Resources Development Agency (BKPSDM). The number of samples in this study were 98 respondents. The analysis technique used is multiple linear regression. The research results obtained based on the partial test (t test) obtained: (a) There is a positive and significant effect of competence on employee performance. (b) There is a positive and significant influence of organizational culture on employee performance. c) There is a positive and significant influence of work discipline on employee performance. The results of the study simultaneously showed that competence, organizational culture and work discipline had a positive and significant effect on employee performance. And based on the coefficient of determination test (R2) the value is 0.624 or 62.4%, this shows that the percentage of the contribution of the independent variable competency, organizational culture and work discipline to the dependent variable of employee performance is 0.624 or 62.4%. While the remaining 37.6% is influenced by other variables outside this study.

scholarly journals The Influence Of Leadership And Reward Style On Employee Performance (Case Study: DPRD Offices Seluma District)

2021 ◽  
Vol 2 (1) ◽  
pp. 13-22
Author(s):  
Eska Prima Monique Damarsiwi ◽  
Nurzam Nurzam ◽  
Suswati Nasution
Keyword(s):  
Data Collection ◽  
Human Resources ◽  
Leadership Style ◽  
Employee Performance ◽  
Independent Variables ◽  
Regression Test ◽  
Individual Ability ◽  
Readability Test

Human resources are an important factor in globalization to face competition among organizations. Leadership style can be defined as an individual ability to be able to organize, direct, motivate employees to be able to help run an organization. The quality of a leader can be recognized if he can influence, direct and improve employee performance in carrying out all assigned tasks. Rewards will usually be given to employees who have contributed to advancing the company in accordance with the standards set by management. The sample used in this research is 34 employees who have become Civil Servants at the DPRD Office of Seluma Regency. Data collection using a questionnaire and the method of analysis used is multiple regression. Before the regression test was carried out, the validity and readability test would be carried out on the data used in the study. From the hypothesis testing, it is found that the leadership style variable (X1) and the reward variable (X2) have a partially significant relationship to employee performance (Y). The amount of the determinant coefficient is 0.590, which means that the independent variables X1 and X2 will be able to influence the dependent variable Y by 59% while the remaining 41% is influenced by other variables outside of this study. While simultaneously the variables X1 and X2 have a simultaneous effect on variable Y

scholarly journals Pengaruh Pelatihan dan Pengembangan terhadap Kinerja Karywan Divisi Keamanan Aviation di Indonesia Angkasa Pura II (Persero) Palembang

2019 ◽  
Vol 10 (1) ◽  
pp. 25
Author(s):  
Mohammad Kurniawan Darma Putra
Keyword(s):  
Human Resources ◽  
Employee Performance ◽  
Sampling Technique ◽  
Total Sample ◽  
Training And Development ◽  
Performance Variables ◽  
Independent Variables ◽  
Training Variable ◽  
Quantitative Descriptive ◽  
A Company

<p align="center"><strong>ABSTRACT</strong><strong></strong></p><p><em>This study aims to look at the effect of training and development on PT Angkasa Pura II (Persero) Palembang. Training programs and employee development in a company can improve the skills, knowledge, and experience of employees, on their work. </em><em>The main purpose of this training and development is to overcome the shortcomings of human resources at work due to possible inability to carry out work, and at the same time strive to foster human resources to become more productive. </em><em>This research is a quantitative descriptive study with a total sample of 57 respondents, while the sampling technique used in this study is saturated sampling. In this study the independent variables consist of Training and Development, while the dependent variable is employee performance. The results of the independent training variable (X1) were obtained tcount&gt; Ttable (7,800&gt; 2,004), the development variable (X2) obtained tcount &lt;Ttable (1,474 &lt;2,004) and then the training variable (X1) had a partial effect on employee performance variables (Y). While the development variable (X2) does not partially affect the employee performance variable (Y). The results of the F test show that F count&gt; Ftable (33,185&gt; 3.17), while the significance is 0,000 &lt;alpha at a significant level of 0.05. Then Ho is rejected and Ha is accepted which means that the independent variables (training and development) jointly or simultaneously affect the dependent variable (employee performance) positively and significantly. The multiple linear test results from the results obtained from the training variable (X1) value is (0.922%), while the results obtained from the floating variable (X2) value are (0.224%).</em></p><p><strong><em>Keywords</em></strong><strong><em> </em></strong><strong><em>:</em></strong><em> Training, Development, Performance.</em></p><p align="center"><strong>ABSTRAK</strong></p><p><em>Penelitian ini bertujuan untuk melihat pengaruh pelatihan dan pengembangan pada PT Angkasa Pura II (Persero) Palembang. Program pelatihan dan pengembangan karyawan pada suatu perusahaan  dapat meningkatkan ketrampilan, pengetahuan, dan pengalaman karyawan, terhadap pekerjaanya</em><em>. </em><em>Tujuan utama dari pelatihan dan pengembangan ini adalah untuk mengatasi kekurangan-kekurangan para sumber daya manusia dalam bekerja yang disebabkan oleh kemungkinan ketidakmampuan dalam pelaksanaan pekerjaan, dan sekaligus berupaya membina sumber daya manusia agar menjadi lebih produktif</em><em>. </em><em>Penelitian ini adalah penelitian deskriptif kuantitatif dengan jumlah sampel sebanyak 57 responden, sedangkan teknik pengambilan sampel yang digunakan dalam penelitian ini adalah sampling jenuh. Dalam penelitian ini variabel independen terdiri dari Pelatihan dan Pengembangan, sedangkan variabel dependen adalah kinerja karyawan. Hasil variabel pelatihan independen (X1) diperoleh thitung&gt; Ttabel (7,800&gt; 2,004), variabel pengembangan (X2) diperoleh thitung &lt;Ttabel (1,474 &lt;2,004) dan kemudian variabel pelatihan (X1) berpengaruh parsial terhadap karyawan variabel kinerja (Y). Sedangkan variabel pengembangan (X2) tidak secara parsial mempengaruhi variabel kinerja karyawan (Y). Hasil uji F menunjukkan bahwa F hitung&gt; Ftabel (33.185&gt; 3,17), sedangkan signifikansinya adalah 0,000 &lt;alpha pada tingkat signifikan 0,05. Kemudian Ho ditolak dan Ha diterima yang berarti bahwa variabel independen (pelatihan dan pengembangan) secara bersama-sama atau bersama-sama mempengaruhi variabel dependen (kinerja karyawan) secara positif dan signifikan. Hasil uji linier berganda dari hasil yang diperoleh dari variabel pelatihan (X1) nilainya (0,922%), sedangkan hasil yang diperoleh dari variabel mengambang (X2) nilainya (0,224%).</em></p><strong><em>Kata kunci :</em></strong><em> Pelatihan, Pengembangan, dan Kinerja</em>

scholarly journals Influence of Organizational Culture, Leadership Style and Work Motivation on Human Resource Development and Employee Performance at the Office of the Ministry of Religious Affairs of South Sulawesi Province

2021 ◽  
Vol 8 (4) ◽  
pp. 171-179
Author(s):  
Musmulyadi . ◽  
Abdul Rahman Mus ◽  
Bahar Sinring
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Leadership Style ◽  
Random Sampling ◽  
Work Motivation ◽  
Employee Performance ◽  
Resource Development ◽  
South Sulawesi

This study aims to: (1) analyze the cultural influence of employee organization, in the form of integrity, professional, innovation, responsibility, and conscientiousness 2) analyze the influence of employee's work leadership style, in the form of spiritual leadership, autocratic style, laissez-fair style, and transformational style (3) analyze the influence of employee work motivation, the need for flexibility, the need to excel, the need for affiliation, and reward (4) analyze the influence of employee development, namely: benchmarking, learning tasks, intelegent quotient, and emotional quotient (5) analyzing leadership style influence on human resource development (6) analyzing the influence of motivation (7) analyzing organizational culture through human resource development (8) analyzing leadership style through human resource development affect employee performance. (9) analyzing motivation through the development of human resources affects the performance of employees (10) analyzing the development of human resources affects the performance of employees The object of this research is employees of the Ministry of Religious Affairs of South Sulawesi which is divided into 24 Offices of the Ministry of Religious Affairs of The City Regency and 1 Regional Office. The sample of this study was 386 out of a population of 10,293 employees. The research sample was obtained by random sampling cluster technique after which the population was proportionate using proportional random sampling. The data is analyzed with the Structural Equetion Modeling (SEM) program. The results showed: (1) Organizational Culture has no effect on employee performance. (2) Leadership Style positively and significantly affects employee performance (3) Work Motivation positively and significantly affects employee performance (4) Work Motivation positively and significantly affects employee performance (5) Leadership style positively and significantly affects Human Resource Development (6) Leadership Style positively and significantly affects Human Resource Development. (7) Leadership Style has a positive and significant effect on Human Resource Development (8) Organizational Culture positively and significantly affects Performance Through Human Resource Development (9) Organizational Culture positively and significantly affects Performance Through Human Resource Development. (10) Organizational Culture has a positive and significant impact on Performance through Human Resource Development. Keywords: Performance, Organizational Culture, Leadership Style, Work Motivation, Human Resources Development.

scholarly journals Building an Occupational Safety Behavior in an Organization

2019 ◽  
Vol 10 (2) ◽  
pp. 113-118
Author(s):  
Vebi Dewi Supartini ◽  
Anggraini Sukmawati
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Human Resource Development ◽  
Employee Satisfaction ◽  
Occupational Safety ◽  
Safety Behavior ◽  
Organizational Safety ◽  
Employee Job Satisfaction ◽  
Safety Procedures

This research discussed human resources development with occupational safety behavior. The role of each category was in accordance with occupational safety behavior and employee job satisfaction. The researchers used a systematic search methodology by identifying articles related to employee occupational safety behavior and the factors that could influence it. Factors that influenced occupational safety behavior included motivation, occupational safety behavior, leadership, and job satisfaction. This research contributes to the development of human resources in the workplace in the form of employees’ safety interests. The results show the importance of implementing occupational safety behavior in an organization. It can be an implementation of human resource development. Factors that can be considered in occupational safety behavior are motivation, leadership, and job satisfaction. Therefore, it is necessary to determine the workplace of employees in an organization. It is to ensure the safety of employees by taking organizational safety procedures for employee satisfaction.

scholarly journals Kompetensi, Komitmen Organisasi, dan Motivasi terhadap Kinerja Karyawan Verbasar Perum Peruri Karawang

2021 ◽  
Vol 18 (1) ◽  
pp. 77
Author(s):  
Nunung Nurhasanah ◽  
Panggita Inoprasetya
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Work Motivation ◽  
Employee Performance ◽  
Positive Contribution ◽  
Independent Variables ◽  
Total Influence ◽  
And Function ◽  
Performance Conditions ◽  
Role And Function

ABSTRACTHuman resources in the company have a very important role and function for the achievement of company goals. The success or failure of the company in achieving its goals is very much dependent on the ability of its human resources or employees. High employee performance can be achieved if all elements in the company are well integrated and able to carry out their roles. Employee performance conditions in this study as the dependent variable. While the independent variables are Employee Competence, Organizational Commitment and Motivation. The population in this study were 135 employees of the Verbasar Perum Peruri Section.The results of this study using path analysis state that the partial effect of competence on performance is 26.5%. This shows that competence has a positive contribution to performance. Partial effect of organizational commitment on performance amounted to 62.1%. This shows that organizational commitment has a positive contribution to performance. The partial influence of motivation on performance is 4.4%. This shows that motivation has a positive contribution to performance. Competence, Organizational Commitment and Motivation have an effect on performance with the sig value test criteria. (0.000) <α (0.05) and fcount (16.609)> t table (1.390), then H0 is rejected. Total Influence of Competence (X1), Organizational Commitment (X2) and Motivation (X3) has a contribution to Performance (Y) of 93.0% while the remaining 7% is the contribution of other variables (ε) which are not studied. Keywords                    : Employee Competence; Organizational Commitment; Work Motivation; Employee Performance.Correspondence to      : [email protected] ABSTRAK Sumber daya manusia di perusahaan memiliki nilai yang sangat tinggi peran dan fungsi penting bagi pencapaian tujuan perusahaan. Berhasil tidaknya perusahaan dalam mencapai tujuannya sangat bergantung pada kemampuan sumber daya manusia atau karyawannya. Kinerja karyawan yang tinggi dapat tercapai jika semua elemen dalam perusahaan terintegrasi dengan baik dan mampu menjalankan perannya. Kondisi kinerja pegawai dalam penelitian ini sebagai variabel terikat. Sedangkan variabel bebasnya adalah Kompetensi Karyawan, Komitmen Organisasi dan Motivasi. Populasi dalam penelitian ini adalah 135 karyawan Bagian Verbasar Perum Peruri. Hasil penelitian dengan menggunakan analisis jalur menyatakan bahwa pengaruh secara parsial kompetensi terhadap kinerja sebesar 26,5%. Hal tersebut menunjukkan bahwa kompetensi memiliki kontribusi yang positif terhadap kinerja. Pengaruh parsial komitmen organisasi terhadap kinerja sebesar 62,1%. Hal tersebut menunjukkan bahwa komitmen organisasi memiliki kontribusi yang positif terhadap kinerja. Pengaruh parsial motivasi terhadap kinerja adalah 4,4%. Hal tersebut menunjukkan bahwa motivasi mempunyai kontribusi yang positif terhadap kinerja. Kompetensi, Komitmen Organisasi dan Motivasi berpengaruh terhadap Kinerja dengan kriteria uji nilai sig. (0,000) <α (0,05) dan fhitung (16,609)> t tabel (1,390), maka H0 ditolak. Total Pengaruh Kompetensi (X1), Komitmen Organisasi (X2) dan Motivasi (X3) memiliki kontribusi terhadap Kinerja (Y) sebesar 93,0% sedangkan sisanya 7% merupakan kontribusi variabel lain (ε) yang tidak diteliti. Kata Kunci      : Kompetensi Karyawan; Komitmen Organisasi; Motivasi Kerja; Kinerja karyawan.

scholarly journals Job Insecurity Anomaly on Turnover Intention and Employee Performance in The Organization Heavy Equipment Transportation Services

2021 ◽  
Vol 6 (2) ◽  
pp. 211-216
Author(s):  
Mochamad Soelton ◽  
Tri Wahyono ◽  
Chairiel Oktaviar ◽  
Harefan Arief ◽  
Eko Tama Putra Saratian ◽  
...  
Keyword(s):  
Human Resources ◽  
Turnover Intention ◽  
Job Insecurity ◽  
Employee Performance ◽  
Transportation Services ◽  
Support Organizations ◽  
Heavy Equipment ◽  
Strategic Goals ◽  
Fierce Competition

Human resources are important resources that support organizations in achieving competitive advantage. Therefore, it is important to involve employees to drive the strategic goals of the organization. Heavy equipment transportation services in the era of globalization are expected to face increasingly fierce competition. Therefore, the quality of the organization must be considered. This is inseparable from the role of human resources who will be required to carry out their duties and functions properly. The purpose of this research is to examine and analyze job insecurity, compensation, and work conflicts on the turnover intention and the employe performance. This study employs samples consisted of all employes who work at PT. Tangguh Jaya Bersama with a total population of 50 employees. The results indicate that variable job insecurity, and work conflicts have a positive and significant impact on turnover intention. Whereas the compensation has a negative and significant on turnover intention. The variable compensation and work conflicts have a significantly positive on employee performance, whereas the jobs insecurity have a significantly negative on employee performance. The variable turnover intention has a significantly negative on employee performance.

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