Does Training and Development Impact the Employee Performance or another Ritual

Today’s competitive business environment requires that for organizations to survive the fierce competition in the business environment, the organization must invest heavily on human resources training and development to stay up-to-date on the best industry business practices across the globe. One such way to improve and increase the available skill sets, knowledge, and capabilities of the employee to meet all the important needs of the organization customers is through training and development. Thus, this study evaluates the impacts of training and development on employee performance using quantitative research methods. To achieve the objectives of the study, the research a quantitative research design was employed, and a questionnaire research instrument was used in collecting relevant data from either owners or managers of 260 Small and Medium Scale Enterprises in Lagos Nigeria. The study concludes that both off-the-job and on-the-job training are effective towards improving employee performance and that training and development not only improves the skill set of the employees but also a source of motivation for the employees.

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PENGARUH PENERAPAN POLA KOMUNIKASI ORGANISASI TERHADAP KINERJA PEGAWAI PADA PUSAT PENGEMBANGAN DAN PEMBERDAYAAN PENDIDIK DAN TENAGA KEPENDIDIKAN (P4TK) BISNIS & PARIWISATA JAKARTA

Jurnal Sekretari Universitas Pamulang ◽

10.32493/skr.v7i2.7033 ◽

2020 ◽

Vol 7 (2) ◽

pp. 121

Author(s):

Nani Nuraini Sarah ◽

Waluyo Waluyo

Keyword(s):

Organizational Communication ◽

Quantitative Research ◽

Employee Performance ◽

Communication Patterns ◽

Regression Testing ◽

Company Performance ◽

Quantitative Research Methods ◽

Organizational Goals ◽

Knowing That ◽

Vertical Relationship

ABSTRAK-Tujuan dari mempelajari Ilmu komunikasi adalah untuk mengembangkan dan meningkatkan kemampuan berkomunikasi dengan sesama manusia, sehingga dapat saling berkomunikasi dengan lebih efektif dalam mencapai tujuan, baik tujuan individu, tujuan organisasi maupun tujuan masyarakat. Di dalam Komunikasi Organisasi ada Budaya Komunikasi dengan garis hubungan yang berbeda. Garis hubungan vertikal kebawah, yaitu antara atasan dan bawahan, garis hubungan horizontal yaitu komunikasi antar pegawai dan garis hubungan yang terakhir adalah vertikal keatas dari pegawai ke atasannya. Tiap garis hubungan tersebut ada polanya masing-masing. Jika pola komunikasi berjalan tidak mengikuti aturannya, maka pelaksanaan komunikasi akan berjalan kurang baik. Pelaksanaan komunikasi yang efektif sangat penting untuk dapat mendorong semangat serta meningkatkan kinerja pegawai. Pelanggaran komunikasi seringkali disebabkan karena pelaku tidak mengetahui bahwa komunikasi mereka telah melanggar jalur ketertiban.“Maksud dari penelitian ini adalah untuk memperoleh gambaran yang mendalam dan memberikan bukti empiris mengenai pengaruh pola komunikasi organisasi terhadap kinerja pegawai.”Penelitian yang dilakukan menggunakan metode penelitian kuantitatif atau sering juga disebut sebagai metode tradisional. Yaitu dimana data yang dihasilkan akan berupa angka-angka dan analisisnya menggunakan statistik. Hasil pengujian regresi menunjukkan bahwa variabel pola komunikasi organisasi mempengaruhi kinerja“pegawai di Pusat Pengembangan dan Pembedayaan Pendidik dan Tenaga Kependidikan (P4TK) Bisnis dan Pariwisata Jakarta. Kata kunci:”Komunikasi, Pola komunikasi, kinerja pegawai” ABSTRACT- The main purpose of studying communication is to develop and improve the ability to communicate with humans, so they can interact with each other more effectively in achieving goals, both individual goals, organizational goals and community goals. In the context of organizational communication, an organizational culture sees communication relationships from the perpetrator's relationship line. The downward vertical relationship line, that is between superiors and subordinates, the horizontal relationship line is between one employee and another employee and last one is upward vertical relationship line, that is between the employee to the superior. Each of these lines of communication has its own pattern. If the communication pattern does not go according to the rules, then the implementation of communication will not work well. This will become one of the disturbances or obstacles in achieving company performance because the message is not conveyed correctly. Communication violations that occur are mostly caused by the perpetrators of the communication not knowing that they have violated the order lines. The purpose of this study is to obtain an in-depth picture and provide empirical evidence regarding the effect of organizational communication patterns on employee performance. The research used quantitative research methods or often referred to as traditional methods. The resulting data will be in the form of numbers and the analysis uses statistics. The results of regression testing show that the”variable organizational communication patterns affect the performance of employees at Pusat Pengembangan dan Pemberdayaan Pendidik dan Tenaga Kependidikan (P4TK) Bisnis dan Pariwisata Jakarta.” Keywords: Communication, communication patterns, employee performance

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PENGARUH BUDAYA ORAGANISASI DAN KEPEMIMPINAN TERHADAP KINERJA KARYAWAN ( Studi Kasus Pada PT. SNS Cabang Madiun)

CAPITAL JURNAL EKONOMI DAN MANAJEMEN ◽

10.25273/capital.v1i1.2135 ◽

2018 ◽

Vol 1 (1) ◽

pp. 28

Author(s):

Budi Santoso ◽

Karuniawati Hasanah

Keyword(s):

Organizational Culture ◽

Regression Analysis ◽

Linear Regression ◽

Quantitative Research ◽

Employee Performance ◽

Linear Regression Analysis ◽

Multiple Linear Regression Analysis ◽

Positive Influence ◽

Quantitative Research Methods ◽

Significant Positive Influence

This study aims to determine the effect of leadership and organizational culture on employee performance at PT. SNS Madiun. The method used in this study using quantitative research methods. And samples used in this study as many as 45 employees. Based on the results of multiple linear regression analysis obtained that the Organizational Culture and Leadership Significant positive influence on employee performance. The better the culture of the organization, then the employee's performance will increase. Leadership positive influence on employee performance means that if the leadership is getting better, then the employee's performance will increase. Keywords: Organizational Culture, Leadership, Employee Performance

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How Marketers Conduct Mixed Methods Research

Mixed Methods Research for Improved Scientific Study - Advances in Knowledge Acquisition, Transfer, and Management ◽

10.4018/978-1-5225-0007-0.ch010 ◽

2016 ◽

pp. 187-196

Author(s):

Roger Baran

Keyword(s):

Qualitative Research ◽

Mixed Methods ◽

Middle East ◽

Focus Groups ◽

Research Methods ◽

Mixed Methods Research ◽

Quantitative Research ◽

Training And Development ◽

Market Segments ◽

Quantitative Research Methods

The complimentary nature of qualitative and quantitative research methods are examined with respect to a study assessing the market's view of a training and development institute in the Middle East. The qualitative portion consisted of focus groups conducted with seven distinct market segments served by the institute. The results proved insightful with respect to uncovering and understanding differences of opinion among the seven groups; however, taken alone, the qualitative research would have been very misleading with respect to the institute's standing in the Middle East.

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PERFORMANCE OF EMPLOYEES IN THE PROCUREMENT DEPARTMENT OF PT. PETROKIMIA: WORK EFFECTIVENESS, JOB SATISFACTION

International Journal of Economics Business and Accounting Research (IJEBAR) ◽

10.29040/ijebar.v5i1.1696 ◽

2021 ◽

Vol 5 (1) ◽

Author(s):

Djoko Soelistya ◽

Agus Suharyanto ◽

Eva Desembrianita ◽

Mochamad Mochklas

Keyword(s):

Job Satisfaction ◽

Human Resources ◽

Quantitative Research ◽

Employee Performance ◽

Significant Positive Effect ◽

Job Effectiveness ◽

Work Effectiveness ◽

And Performance ◽

Service Procurement ◽

Positive Effect

Expansion of PT. Petrokimia Gresik, which is getting bigger, requires large human resources as well. On the other hand, there is no permit for additional permanent manpower, while most of the human resources in the Procurement Compartment of PT. Peterokimia Gresik has entered its retirement period and there is no technology transfer for the migration of software used in the company, namely SAP software, so employee performance is ineffective. This study aims to analyze the effect of work effectiveness on employee satisfaction and performance, job satisfaction on employee performance. The research method used is quantitative research, with a population and sample of employees who are part of the Service Procurement Department and the Goods Procurement Department at PT. Petrokimia Gresik with a number of 50 respondents. All incoming and appropriate data will be analyzed by smartPLS. The results showed that work effectiveness has a significant positive effect on employee performance, job effectiveness has a significant positive effect on employee job satisfaction, job satisfaction has a positive but insignificant effect on employee performance and job satisfaction mediates the effect of work effectiveness on 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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PERANAN DISIPLIN KERJA DAN KOMPENSASI DALAM MENDETERMINASI KINERJA KARYAWAN DENGAN MOTIVASI KERJA SEBAGAI VARIABEL INTERVENING PADA PT CAHAYA PULAU PURA DI KOTA BATAM

JIM UPB (Jurnal Ilmiah Manajemen Universitas Putera Batam) ◽

10.33884/jimupb.v6i2.675 ◽

2018 ◽

Vol 6 (2) ◽

pp. 22

Author(s):

Mauli Siagian

Keyword(s):

Direct Effect ◽

Indirect Effect ◽

Quantitative Research ◽

Work Motivation ◽

Employee Performance ◽

Direct Influence ◽

Quantitative Research Methods ◽

Relationship Of ◽

The Relationship ◽

Intervening Variables

This study aims to examine the extent of work discipline, compensation in mendeterminasi employee performance with work motivation as intervening variables at PT Cahaya Pulau Pura in Batam City, using quantitative research methods with data analysis techniques with path analysis of employees as many as 160 reponden made a sample of a population of 268 employees, whose data were tested using SPSS 21 software tools. The results of the study were; Work discipline has a significant influence on work motivation with the coefficient of direct effect of work discipline on work motivation is 0,513. Compensation has no significant effect on work motivation with coefficient of direct effect of compensation on work motivation is 0,015. Work discipline has a significant effect on employee performance with coefficient of direct effect of work discipline on employee performance is 0,249. Compensation has a significant effect on employee performance with coefficient of direct effect of compensation on employee performance is 0,159. Motivation of work has a significant effect on employee performance with coefficient of direct influence of work motivation on employee performance is 0,559. Coefficient of indirect effect> direct effect (0.2867> 0.249). So that work discipline has a significant effect on employee performance through work motivation. Or it could be concluded that the motivation of work as an intervening variable in mediating the relationship of work discipline to the performance of employees. Coefficient of indirect effect> direct influence (0,1674> 0,159). So that compensation has a significant effect on employee performance through work motivation. Or it could be concluded that the motivation of work as an intervening variable in mediating the compensation relationship on employee performance.

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PENGARUH KEPUASAN KERJA TERHADAP KINERJA KARYAWAN

Jurnal Riset Bisnis dan Investasi ◽

10.35697/jrbi.v2i2.71 ◽

2016 ◽

Vol 2 (2) ◽

pp. 15

Author(s):

Afiyanisa Mauli ◽

Mukaram Mukaram

Keyword(s):

Job Satisfaction ◽

Quantitative Research ◽

Employee Performance ◽

Linear Regression Analysis ◽

Quantitative Research Methods ◽

Employee Job Satisfaction ◽

Food And Beverage ◽

A Company ◽

Work Knowledge

CV Cihanjuang Inti Teknik is a company that produces micro hydro and turbine, as well as body warmers drinks in the food and beverage division (makmin). The company has 135 employees. Employee satisfaction is one of the important things that must be considered by a company because as this will impact on the performance of employees. Employees who are satisfied will have the awareness to do the more responsible duties at the company. But the reality on the ground there are some employees who are often absent from work, it is seen through the attendance percentage of employees who are still far from the target of work presence that is equal to 95%, while the rate of attendance of employees in 2015 was only 84.25%. There are also as many as 40% of employees feel less satisfied with promotion opportunities provided by the company. This resulted in employees feel lazy to work because they feel his efforts are not appreciated despite working diligently but can not get the appropriate results in the form of promotion (promotion). This study aims to determine job satisfaction and employee performance as well as the effect of job satisfaction on employee performance in CV Cihanjuang Inti Teknik. The method used is quantitative research methods. Data analysis methods used are descriptive statistical analysis, the classical assumption test, simple correlation analysis, linear regression analysis, and hypothesis testing. The sample in this study were 101 respondents. In the data collection used questionnaire with Likert scale. Based on the results of data processing, employee job satisfaction in the category both in terms of Work Itself, benefits, promotion opportunities, supervision, and Coworkers. Then the employee's performance was in the category good views of the Working Quantity, Quality of Work, Knowledge About Work, Personal Quality, Cooperation, Trustworthy, and Initiative. The conclusion of this research that there is an influence of job satisfaction on the performance of employees is 49,9%.

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

European Journal of Business Management and Research ◽

10.24018/ejbmr.2021.6.2.822 ◽

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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PENGARUH LINGKUNGAN KERJA DAN KOMPENSASI MELALUI MOTIVASI TERHADAP KINERJA PEGAWAI ADMINISTRATIF

Media Mahardhika ◽

10.29062/mahardika.v18i3.174 ◽

2020 ◽

Vol 18 (3) ◽

pp. 352

Author(s):

Dyah Retno Ayu Pramita ◽

Djawoto Djawoto ◽

Hendri Soekotjo

Keyword(s):

Human Resources ◽

Work Environment ◽

Quantitative Research ◽

Employee Performance ◽

Research Approach ◽

Administrative Staff ◽

Independent Variables ◽

Test Result

The existence of human resources in an organization has an important role. The progress of an organization can be seen from the performance of its human resources. Good performance of its human resources can lead the organization to achieve the goals set. The purpose of this study was to determine and analyze the influence of the work environment and compensation through motivation on the performance of the employees of Lembaga Layanan Pendidikan Tinggi (LLDITKI) Wilayah VII Surabaya. This research uses quantitative research approach. Samples taken in this study amounted to 68 people including all administrative staff of LLDIKTI Wilayah VII Surabaya. The independent variables in this study are Work Environment (LK) and Compensation (KM). The dependent variable in this study is Employee Performance (KP) and the intervening variable is Motivation (MV). The result showed that Work Environment had a positive and significant effect on Motivation, Compensation had a positive and significant effect on Motivation, Work Environment had a positive and significant effect on Employee Performance, Compensation had a positive and significant effect on Employee Performance and Motivation had a positive and significant effect on Employee Performance. While the sobel test result indicate that Motivation can mediate Work Environment and Employee Performance and Motivation can mediate Compensation and Employee Performance.

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The Influence of Leadership Style, Motivation, and Discipline on Employee Performance of PT Intikom Berlian Mustika

FOCUS ◽

10.37010/fcs.v1i2.352 ◽

2021 ◽

Vol 1 (2) ◽

pp. 55-60

Author(s):

Yani Heryanti ◽

Prasetio Ariwibowo ◽

Nicky Rosadi

Keyword(s):

Research Methods ◽

Leadership Style ◽

Quantitative Research ◽

Employee Performance ◽

Test Results ◽

Support Section ◽

Quantitative Research Methods ◽

Simultaneous Test ◽

A Value ◽

Social Events

This study aims to determine what factors influence the Leadership Style, Motivation, and Discipline on Employee Performance. The method used in this research is quantitative research methods. The population in this study were all employees of PT Intikom Berlian Mustika in the Operation Support section with a sample of all employees of PT Intikom Berlian Mustika in the Operation Support section, except for a leader. The instrument in this study used an open questionnaire using a Likert scale to measure the attitudes, opinions and perceptions of a person or group of social events or symptoms. The results of this study were partially tested for leadership style variables with a statistical value of 1.585 <2.162, so Ho was accepted, meaning that there was no significant effect of the leadership style variable on employee performance. The partial test results for the motivation variable with a statistical value of 1.376 <2.162, then Ho is accepted, which means that there is no significant effect of the motivation variable on employee performance, so Ho is accepted, which means that there is no significant effect of the motivation variable on employee performance. The partial test results for the discipline variable with a statistical value of 5.969> 2.162, then Ho is rejected, which means that there is a significant effect of the discipline variable on employee performance. Simultaneous test results with a value of 19.288> 2.77, then Ho is rejected, which means that leadership style, motivation, and discipline simultaneously or jointly affect the performance of employees of PT Intikom Berlian Mustika.

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