TRAINING AND DEVELOPMENT TO IMPROVE EMPLOYEE PERFORMANCE

Human resources (HR) is an important aspect in supporting the sustainability of business activities in the company. A company can increase work productivity if there is good cooperation and a reciprocal relationship between the company's management and its employees. One way is to conduct training and development programs for employees. The achievement of an organization's goals depends on the performance of its employees. If a company wants the advantage of competing through human resources (HR), then it must contain the concept of training and development of human resources on an ongoing basis. Based on several journals and research studied, it can be concluded that training and development conducted by organizations or companies have a positive influence on improving employee performance.Keyword: Human resources, Training, Development, Employee, Performance

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

Jurnal Ilmiah Ekonomi Global Masa Kini ◽

10.36982/jiegmk.v10i1.721 ◽

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

ABSTRACTThis 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. 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. 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> Ttable (7,800> 2,004), the development variable (X2) obtained tcount <Ttable (1,474 <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> Ftable (33,185> 3.17), while the significance is 0,000 <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%).Keywords : Training, Development, Performance.ABSTRAKPenelitian 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. 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. 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> Ttabel (7,800> 2,004), variabel pengembangan (X2) diperoleh thitung <Ttabel (1,474 <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> Ftabel (33.185> 3,17), sedangkan signifikansinya adalah 0,000 <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%).Kata kunci : Pelatihan, Pengembangan, dan Kinerja

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An Assessment on the Impact of Training and Development on Employees’ Performance in the Namibian Defence Force at Okahandja

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v10i3.17496 ◽

2020 ◽

Vol 10 (3) ◽

pp. 153

Author(s):

Ingrid Zemburuka ◽

Fanuel Dangarembizi

Keyword(s):

Employee Performance ◽

Training And Development ◽

Development Programs ◽

Continuous Training ◽

Organizational Mission ◽

Descriptive Research ◽

Cost Cutting ◽

Training Development ◽

Training Activities ◽

The Impact

The study focused on assessing the impact of training and development on employee performance in the Namibia Defence Force (NDF) at Okahandja. Since its inception, the NDF has been providing continuous training and development programs to pursue the organizational mission & vision. Sadly, for the past two (2) years when the organization started facing financial challenges; it suspended most of its training activities both internal and external. This, in turn, has affected employees’ performance who should be continuously trained during peacetime to upgrade their skills, knowledge, and competencies needed to perform their duties professionally. The study employed descriptive research design to draw a sample of 100 employees from a population of 500 employees. Correlation analysis was used to establish relationship between training, development, and employee’s performance. The study found out that there was positive relationship between training and development with employee’s and NDF performance. It also revealed that employee’s performance increased the way the NDF staffs works with other government agencies across the country. Therefore, the NDF should seek to prioritize their training and development (T&D) programmes based on the training budget and avoid random cost cutting.

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IMPORTANCE OF TRAINING NEEDS ANALYSIS FOR HUMAN RESOURCES DEVELOPMENT IN ORGANIZATIONS

E-Mabis: Jurnal Ekonomi Manajemen dan Bisnis ◽

10.29103/e-mabis.v22i2.702 ◽

2021 ◽

Vol 22 (2) ◽

pp. 151-160

Author(s):

Shandy Puspita Puspita ◽

Andres Dharma Nurhalim

Keyword(s):

Human Resources ◽

Human Resource Development ◽

Training And Development ◽

Positive Influence ◽

Training Needs ◽

Needs Analysis ◽

Main Element ◽

Development Programs ◽

Behavioral Needs ◽

Training Activities

Human resources are the main element of an organization. To meet the need for good performance improvement in an organization, one of the ways that can be taken is by conducting training and human resource development. Pragmatically, training and development programs have a positive influence on both individuals and organizations. Training needs analysis is an activity that needs to be carried out systematically to find any gaps between the knowledge, skills and attitudes of a person needed by the organization that can be improved through training. This behavioral needs analysis will later assist the organization in using resources effectively and prevent unnecessary training activities.

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Pengaruh Kepemimpinan Transformasional dan Program Pelatihan dan Pengembangan Terhadap Kinerja Karyawan Melalui Kompetensi Di Petrochina Internasional Jabung Ltd

J-MAS (Jurnal Manajemen dan Sains) ◽

10.33087/jmas.v6i1.225 ◽

2021 ◽

Vol 6 (1) ◽

pp. 15

Author(s):

Gajianto Pangarso Hari Kuncoro ◽

Sihol Situngkir ◽

Syahmardi Yacob

Keyword(s):

Transformational Leadership ◽

Employee Performance ◽

Descriptive Analysis ◽

Total Sample ◽

Training And Development ◽

Positive Influence ◽

Primary Data ◽

Development Programs ◽

Employee Competencies ◽

And Training

This study aims to examine whether there is an influence of transformational leadership and training and development programs on employee performance with the mediation variable, namely competence. Primary data source using a questionnaire taken on the research object at PetroChina International Jabung Ltd with a total sample of 144 respondents. The study uses quantitative descriptive analysis and data processed with SPSS 24 namely regression analysis and path analysis. The results showed that there was a positive influence on transformational leadership and training and development programs on employee performance. Transformational leadership and training and development programs affect on employee competencies. Employee competence mediates transformational leadership on employee performance and competence also mediates training and development programs on employee performance. The study recommends that the leaders of the PetroChina International Jabung Ltd Office need toreview the policies of improving the implementation of training and development programs and employee competencies so that employees can contribute more productively to the Office.

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

Jurnal Manajemen Bisnis ◽

10.38043/jmb.v18i1.2750 ◽

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.

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

JURNAL MEDIA INFORMATIKA BUDIDARMA ◽

10.30865/mib.v4i3.2176 ◽

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

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MANAJEMEN MODAL SOSIAL LEMBAGA KEUANGAN MIKRO SYARIAH DALAM MEWUJUDKAN KEMASLAHATAN UMAT: STUDI PADA BAITUL MAAL WAT TAMWIL DI KUDUS

Equilibrium Jurnal Ekonomi Syariah ◽

10.21043/equilibrium.v7i1.5171 ◽

2019 ◽

Vol 7 (1) ◽

pp. 1

Author(s):

Masturin Masturin ◽

Siti Amaroh

Keyword(s):

Social Capital ◽

Human Resources ◽

Financial Institution ◽

Training And Development ◽

Research Approach ◽

Natural Setting ◽

Development Programs ◽

Capital Management ◽

Customer Complaints ◽

Poor Students

Baitul Maal Wat Tamwil has been growing as the financial institution from grassroot. This study will describe social capital management of Islamic microfinance to realize ummah maslahah. Data was obtained from five Baitul Maal Wat Tamwil in Kudus that are BMT Mitra Muamalat, BMT Harapan Umat, BMT Amanah, BMT Al Amin, and BMT Mahardika. Informants of this research are managers of each BMT. Social capital management is explained based on some aspects contains vision and mission, customer mapping, handling pattern of customer complaints, social activities, human resources training and development model, and education and socialization model. This research approach is qualitative with natural setting to capture essential problems from research object. However, the findings of this research are: (1) formulate vision and mission represent efforts to integrate organizational resources and social values to community welfare; (2) design of training and development programs for employee to increase human resources comprehension in managing products and contracts, and also principles of Islamic finance; (2) educate society to change conventional mindset into Islamic mindset particularly about justice principle and trustworthy; (3) conduct social responsibility through Baitul Maal with donation, scholarship for poor students, home repair, and other assistances; (4) stand with micro-small enterprises, small traders, traditional market traders, farmer, and factory workers; and (5) design risk management through fund reserve system.

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ENHANCEMENT OF THE QUALITY OF HUMAN RESOURCES THROUGH TRAINING AND DEVELOPMENT PROGRAMS IN SCHOOLS

AL-TANZIM : JURNAL MANAJEMEN PENDIDIKAN ISLAM ◽

10.33650/al-tanzim.v5i2.2325 ◽

2021 ◽

Vol 5 (2) ◽

pp. 145-153

Author(s):

Charlita Trihapsari ◽

Fadhilah Mujahidah ◽

Neneng Humairoh

Keyword(s):

Human Resources ◽

Development Program ◽

Training And Development ◽

Educational Goals ◽

Development Programs ◽

Study Approach ◽

The Subject ◽

Data Collection Technique

This study aims to analyze and understand the training and development program carried out by SMP YAMIS Jakarta in improving the quality of its human resources. This research uses a qualitative case study approach. The data collection technique is done through interviews, observation, and documentation. Data analysis is done through data presentation, data reduction, and concluding. The results showed that the training and development program carried out by SMP YAMIS Jakarta in improving the quality of its human resources was through the Subject Teacher Consultation (MGMP) activities which were carried out periodically by the existing schedule, involving teachers in seminars on learning methods that creative, innovative and fun, holding independent training in schools by inviting resource persons who are experts in the field, and programmed supervision carried out by school principals to employees regarding the achievement of planned educational goals.

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

Dinasti International Journal of Education Management And Social Science ◽

10.31933/dijemss.v2i1.629 ◽

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.

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Changing the training paradigm for learning: A model of human capital development

Energy & Environment ◽

10.1177/0958305x18779580 ◽

2018 ◽

Vol 29 (8) ◽

pp. 1455-1481 ◽

Cited By ~ 1

Author(s):

Felipe Alves Calábria ◽

Fagner José Coutinho de Melo ◽

Andre Philippi Gonzaga de Albuquerque ◽

Taciana de Barros Jerônimo ◽

Denise Dumke de Medeiros

Keyword(s):

Human Capital ◽

Organizational Context ◽

Training And Development ◽

Development Programs ◽

Employee Behavior ◽

Internal Resources ◽

Capital Development ◽

The Relationship ◽

A Company ◽

Innovation Processes

This article presents the Tetrahedron of Innovation Processes model that aims to diagnose, through the understanding and analysis of the three vertices, areas that need improvements in training to generate a change in knowledge. The present research is intended to show the managers of a company in the energy sector the relationship between training and development programs and how their application can help the organization to design an organizational context orienting human behavior towards activities of learning and innovation. The model can be used to understand the relationship between capacity and internal resources on the influence of employee skills in information processing, creativity, and critical thinking by encouraging employee behavior, guiding a flow of knowledge to the company. Given the context, the model was able to ponder and classify the main aspects that must be improved for the development of human capital in the company studied and can help to find significant solutions for the necessary improvements to occur. With this, the article brings a paradigm shift in training and learning that will aid in the development of human knowledge.

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