scholarly journals FAKTOR – FAKTOR PENGEMBANGAN KARIR BERBASIS KOMPETENSI TERHADAP KINERJA KARYAWAN DI PT. PG RAJAWALI II UNIT PG KARANGSUWUNG

2018 ◽  
Vol 9 (1) ◽  
pp. 26-39
Author(s):  
Asep Gunawan ◽  
Shinta Rosaindah Utami
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Degrees Of Freedom ◽  
Raw Materials ◽  
Employee Performance ◽  
Survey Method ◽  
Development Factor ◽  
Variable Factor ◽  
Competency Based ◽  
A Company

A company in carrying out its activities are in need of the factors of production such as raw materials, machinery, and human resources. These factors must be carried out effectively and efficiently in order to achieve the goals set by the company. Labor or employee plays an important role in a company, because the company will not be developed and supported by the ability to grow without labor or employee even if the company has a complete infrastructure and sophisticated, because of all the activities undertaken by a firm depends on factors man, from planning, implementation, control The objectives in this study was to determine the influence of factors - competency -based career development factors affect the performance of employees at PT. PG Rajawali II Unit Karangsuwung. The method used in this study is a survey method. The conclusions of this study is that the variable t for career development factor of 7,454. So the value of the variable t is greater than t table (7,454 > 1,680), so that in partial career development factors have an influence on the performance of the employee, that the competence of the variable t for 2808. So the value of the variable t is greater than t table (2,808 > 1,680), so that in partial competencies have an influence on employee performance and based on the results obtained Fcount 32 504. While the F table with degrees of freedom k and v1 = v2 = n - k - 1 and with a = 0.05) obtained Ftable 2,790. aconfidence level of 95 % (Thus F value is greater than the value of F table ( 32 504 > 2,790 ) . Thus it can be said that the variable factor of career development and competency have influence with , meaning that the two variables are always influencing the performance of employees at PT. PG Rajawali II Unit Karangsuwung Keyword : competency, career, PT. PG Rajawali

scholarly journals Pengaruh Motivasi dan Pengembangan Karir Serta Softskill Terhadap Kinerja Karyawan

2021 ◽  
Vol 2 (3) ◽  
pp. 66-73
Author(s):  
Andy Hakim
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Soft Skills ◽  
Employee Performance ◽  
Negative Influence ◽  
Quality Performance ◽  
Main Component ◽  
A Company ◽  
Positive Effect

Technology developments make it easier for companies in the managerial process to find out strategies and techniques for survival, the sustainability and growth of the company's life depends on the availability of resources that the company has, especially human resources which are the most valuable main component in every activity and activity of a company, the importance of knowing the quality performance of human resources in the company or commonly referred to as employees to assist company management in achieving company goals needs to be changed and improved employee performance to the company, this results in the need to know the influences and factors that can affect employees in improving employee performance, in looking at several factors that affect the performance of employees in this study such as the influence of motivation, career development and soft skills possessed by employees, data from respondents, namely employees are processed using S PSS to facilitate the stages of finding the effect on each variable. The results found in the form of the influence of the variable motivation and career development have a high significant value and have a positive effect while the value of soft skills has a negative influence

scholarly journals ANALISIS PENGARUH KOMPENSASI DAN KOMPETENSI TERHADAP PENINGKATAN KINERJA KARYAWAN

2019 ◽  
Author(s):  
HOSRA AFRIZONI
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
High Performance ◽  
Employee Performance ◽  
Survey Method ◽  
Unit Of Analysis ◽  
Order Management ◽  
Low Performance ◽  
A Company

Human resources are the main capital in a company. The high employee's ability, the high performance of the organization. Conversely the low ability of employees, the low performance of the organization. Order management activities goes well, organizations must have employees who are competent to manage the organization optimally so that employee performance increases. Various efforts should be made firm for human resource development in order to increase employee competence. So that the work can be more creative and productive, and can improve employee performance. But it also needs to be supported by the provision of adequate compensation so will result in optimal performance. Granting and improving the quality of human resources through training programs will have an impact on improving the knowledge, skills and experience or changes in individual attitudes that will ultimately have an impact on employee performance. The purpose of this study was to determine the effect of compensation and competency of employees to increase employee performance, either simultaneously or partially, as well as discussed descriptively. The method used is a survey method. The unit of analysis in this study were employees of PT. Timah Investasi Mineral totaling 50 people, as well as the census was taken. The findings of this study are compensated influence on employee performance in PT. Timah Investasi Mineral and influence is significant. Compensation and employee competency together a significant effect in improving employee performance in PT. Timah Investasi Mineral. However, compensation is more dominant than competence in influencing employee performance.

Determinasi Pelatihan Kerja dan Penilaian Kerja Terhadap Kinerja Karyawan PT. Schlemmer Automotive Indonesia

2021 ◽  
Vol 18 (1) ◽  
pp. 119-133
Author(s):  
Maha Putra
Keyword(s):  
Human Resources ◽  
Sampling Method ◽  
Employee Performance ◽  
Employee Training ◽  
Major Effect ◽  
Good Knowledge ◽  
F Test ◽  
Assessment Of Performance ◽  
A Company

A company that can be said to have succeeded in developing human resources by having various kinds of skills and good knowledge is one of the efforts that a company can make to improve employee performance with Employee Training and Appraisal. This study aims to find out anything that has a major effect on performance and assessment of performance. This type of research is quantitative. The sampling method in this study is nonprobability sampling or saturated samples. The sample taken in this study may be 60 respondents. Based on the results of research and discussion, it can be denied that: 1.) Training has a positive and significant effect on Employee Performance 2) Job Appraisal has a positive and significant effect on performance. 3) By using the F test simultaneously, training and work results have an effect on employee performance.

scholarly journals Efektifitas Keputusan Manajemen Dalam Penilaian Kinerja Karyawan Menerapkan Metode Weigthed Product (WP)

2020 ◽  
Vol 4 (3) ◽  
pp. 612
Author(s):  
Tri Widayati ◽  
Nugroho Sumarjiyanto Benedictus Maria
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Government Agencies ◽  
Private Companies ◽  
Quality Of Work ◽  
The World ◽  
A Company ◽  
Business And Management

Performance appraisal of employees is an important thing to do by government agencies and private companies. It is useful to see, monitor the level and quality of work given by an employee to his company in order to create a company that is able to achieve the goals of each company by starting to do evaluation of HR (Human Resources) because in the business and management world says that a great company is a company that is able to manage its human resources. In employee performance appraisal, each company has their own way and certainly different in the actual practice of employee performance appraisal activities must be done properly and fairly as possible to eliminate social gaps in the world of work and reduce the occurrence of errors in granting an assessment of the performance of each each company employee and the results obtained after employees are given an assessment of their performance are expected to grow and influence the level of loyalty given by employees to the company and foster high self-motivation for the progress of the company itself. In evaluating employee performance, there are several tools that can be used, one of which is a decision support system that will process some of the criteria set by the company using the Weighted Product (WP) method

scholarly journals EMPLOYEE PERFORMANCE MODELS: COMPETENCE, COMPENSATION AND MOTIVATION (HUMAN RESOURCES LITERATURE REVIEW STUDY)

2020 ◽  
Vol 2 (1) ◽  
pp. 185-198
Author(s):  
Muhammad Reza Putra ◽  
Gupron Gupron
Keyword(s):  
Literature Review ◽  
Human Resources ◽  
Employee Performance ◽  
Performance Models ◽  
Competence Motivation ◽  
Review Study ◽  
A Company

In a company, employees are one of the most important elements in achieving company goals. The performance of an employee is certainly influenced by several factors that a manager needs to know. Managers must know the strengths and weaknesses of each manager in order to maximize potential and minimize employee shortages. The factors that influence an employee's performance are motivation, compensation and competence. Motivation is needed by an individual because basically humans need encouragement or inducement in order to work better. Motivation is given as a way to improve employee performance to carry out their responsibilities. The different competencies of each employee are also a factor in the good and bad performance of an employee. The competence of each employee must be improved in order to achieve company goals. Compensation also affects an employee's performance. Compensation can be in the form of money or other facilities. Compensation is given as remuneration by the company to employees who have carried out their duties and responsibilities.

scholarly journals DEVELOPMENT OF MANUFACTURING INVENTORY MANAGEMENT SYSTEM USING MATERIAL REQUIREMENT PLANNING METHOD

2021 ◽  
Vol 4 (1) ◽  
pp. 37-44
Author(s):  
Ami Rahmawati ◽  
Rizal Amegia Saputra ◽  
Ita Yulianti
Keyword(s):  
Data Collection ◽  
Inventory Management ◽  
Raw Materials ◽  
Employee Performance ◽  
Inventory Data ◽  
Literature Study ◽  
Inventory Management System ◽  
Material Requirement Planning ◽  
Material Requirement ◽  
A Company

Inventory has an important role in business activities. This is because inventory has an effect on changes in the production market and anticipates price changes in the demand for many goods. PT. Barkah Jaya Mandiri is a company engaged in manufacturing where the management of inventory at the company is still done conventionally. This causes various problems such as the occurrence of discrepancies in the stock of goods, discrepancies in data and final reports as well as obstacles in the production process in the event of a shortage or excess of raw materials. (Material Requirement Planning) in order to overcome the problems that occur in the company. The combination of the SDLC model and data collection techniques including observation, interviews and literature study were also carried out in this study in order to achieve the system that will be built to suit the targeted needs. With this system, the management of inventory data at this company can be done easily and accurately and save time compared to the previous system, so that the procurement of manufacturing raw materials is optimal and employee performance is better.

scholarly journals Pengaruh Penghargaan dan Motivasi Terhadap Kinerja Karyawan (Studi Pada Divisi Penjualan PT. United Motors Center Suzuki Ahmad Yani, Surabaya)

2016 ◽  
Vol 5 (2) ◽  
pp. 104 ◽  
Author(s):  
Aldila Saga Prabu ◽  
Dewie Tri Wijayanti
Keyword(s):  
Linear Regression ◽  
Human Resources ◽  
Multiple Linear Regression ◽  
Employee Performance ◽  
Sampling Techniques ◽  
Research Population ◽  
Creativity And Innovation ◽  
A Company

Human Resources (HR) is a major asset that greatly affect the company's progress. Human resourcesas a driver of creativity and innovation in a company which will enhance the company'sreputation and profit. In order to achieve the company's goals is necessary to reward andmotivation for each individual to be able to work better. This study aims to describe, test, andanalyze whether the effect of rewards and motivation on employee performance in the salesdivision of PT. United Motors Center Suzuki Ahmad Yani, Surabaya. The sampling techniqueusing sampling techniques saturated. The research population is all employees of the salesdivision of PT. United Motors Center Suzuki Ahmad Yani, Surabaya numbering 70 people.Theanalytical method used is multiple linear regression with SPSS version 15.0. The results showthat there is a positive and significant effect of the variable reward and motivation on employeeperformance sales division of PT. United Motors Center Suzuki Ahmad Yani, Surabaya. 

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 The Contribution of Stress Management and Good Employee Performance Towards the Success of a Company

2017 ◽  
Vol 10 (1) ◽  
pp. 154-160 ◽  
Author(s):  
Eddy Soeryanto Soegoto ◽  
Umi Narimawati
Keyword(s):  
Stress Management ◽  
Employee Performance ◽  
Stress Factors ◽  
Self Management ◽  
Survey Method ◽  
Factors Affecting ◽  
Personal Stress ◽  
Decisions To Leave ◽  
Descriptive Survey ◽  
A Company

Introduction: Today, factors which drive a company’s success are basically workers’ personality and one of the factors affecting work is self-management, which includes stress management. It is this factor which can later influence the performance of a worker within a company. Aims: In this case, the present study aimed to examine the contribution of personal stress management to an employee’s performance and how such influence may affect a company’s success. The main focus of this study was to evaluate stress management and its effect on employees’ performance. This study took place in Bandung at organization X and we applied a descriptive survey method as the most appropriate means of the study. The participants were purposively selected comprising 34 employees. Conclusion: The results revealed that there are many stress factors employees endure though they don’t significantly affect performance, but still influence most of their decisions to leave the company due to continuous dissatisfaction. It is therefore recommended that such a company should establish a most appropriate strategy to prevent stress within its employees.

scholarly journals The Correlation between Training, Career Development and Employee Performance with Moderating Variable of Job Satisfaction : A Case Study in Cambodia

2021 ◽  
Vol 14 (2) ◽  
pp. 194
Author(s):  
Keomorakath PICH ◽  
Suhariadi Fendy
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Employee Performance ◽  
Research Result ◽  
Employee Training ◽  
Phnom Penh ◽  
Survey Sample ◽  
A Company ◽  
Simple Regression

This study aims to determine employee training and career development and whether the employee is satisfied. The next objective is that the result of this study is to find out the positive relationship impact of training and career development on employee performance with job satisfaction as a moderating variable. This study aims to analyze the data collected from hundreds of respondents working in a company located in Phnom Penh City, Cambodia. The data have been analyzed, applying the statistical techniques SPSS program with correlation, simple regression, and multiple regressions. The research was conducted by a survey sample of the questionnaires according to the theory related to training, career development, employee performance, and job satisfaction online. This paper uses a Quantitative Method to analyze the phenomenon through all level staff working in the company. The research result includes suggestions and recommendations to the phenomenon, which will help management improve employee ability and capacity to work quality and achieve the company goal.

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