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Conceptual frame work
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Employee performance is a result of quality and quantity of work by an official in carrying out duties at accordance with the responsibilities. Here, the motivation is a willingness to do their best to achieve organizational goals that also meet one's needs. While the training is an effort aimed to improve the quality of human resources. Thus, the...
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... Training will improve Employee Performance. As can be seen in Figure 1, This research aims to explain the causal relationship (influence) and test the hypothesis of Work Motivation, Training and Competence on Employee Performance at Mitra Kemayoran Hospital. This study uses independent variables and dependent variables. ...
Citations
... La capacitación involucra la instrucción de habilidades esenciales a los empleados recién incorporados o a aquellos que ya forman parte de la organización, mientras que la formación se enfoca en mejorar la calidad de los recursos humanos en el contexto laboral. De manera similar, se resalta que tanto los empleados nuevos como los de mayor antigüedad en la empresa deberían involucrarse en programas de capacitación debido a los cambios en el ambiente de trabajo y las estrategias [28]. Por otro lado, las capacitaciones resultan beneficiosas al proporcionar enfoques pedagógicos y al influir en la conducta de los aprendices [29]. ...
En un mundo cada vez más competitivo, la gestión del conocimiento se ha convertido en un factor clave para el desempeño laboral en las organizaciones del siglo XXI. La presente investigación tuvo como objetivo determinar la influencia de la gestión del conocimiento en el desempeño laboral del personal administrativo de una municipalidad distrital peruana, 2023. Para lograr un mejor análisis, se desglosó la variable gestión del conocimiento en tres dimensiones: capacitaciones, aprendizaje organizacional y gestión por competencias: por otro lado, la variable desempeño laboral se subdividió en otras tres dimensiones: eficiencia, manejo de habilidades y capacidades. La investigación se desarrolló bajo el enfoque cuantitativo, alcance correlacional y utilizó el diseño no experimental transeccional correlacional-causal; los participantes fueron 70 trabajadores administrativos de la municipalidad distrital objeto de estudio a los cuales se les aplicó un cuestionario tipo Likert compuesto por 22 ítems. Los resultados revelaron que la gestión del conocimiento influye significativamente en el desempeño laboral, con un coeficiente de Nagelkerke de 0.565. Asimismo, se detectó una influencia positiva de dicha variable en la eficiencia y manejo de habilidades con coeficientes de Nagelkerke de 0.867 y 0.581 respectivamente. Sin embargo, existe una brecha en la capacidad del personal (coeficiente de Nagelkerke de 0.391) para resolver problemas y alcanzar los objetivos de la entidad, lo que resalta la necesidad de mejorar los métodos de generación de conocimiento, enfatizando el papel crucial de la gestión del conocimiento en el sector público y proporcionando perspectivas valiosas para futuras políticas y prácticas.
... Hasil analisis yang didapatkan pada penelitian ini menunjukkan bahwa pelatihan berpengaruh positif dan signifikan terhadap kinerja karyawan sehingga hipotesis pertama dapat diterima. Hasil penelitian ini sejalan dengan hasil penelitian dari (Darmadi et al., 2022); (Kurniawan & Susanto, 2021); (Razak, 2021); (Sunarto, 2021); (Masrurotin, 2021); (Appiah, 2020); (Motlokoa et al., 2018); (Onyango & Wanyoike, 2018); (Halawi & Haydar, 2018); (Okumu, Kiflemariam, & Mang'unyi, 2018) yang menunjukkan bahwa pelatihan berpengaruh positif dan signifikan terhadap kinerja karyawan. ...
Penelitian ini dilakukan bertujuan untuk mengetahui pengaruh pelatihan dan motivasi kerja terhadap kinerja karyawan pada PT Bank Panin Cabang Palembang. Populasi dalam penelitian ini adalah seluruh karyawan tetap PT Bank Panin cabang Palembang pada tahun 2023 sebanyak 117 karyawan. Penentuan jumlah sampel yang digunakan oleh penulis dalam penelitian ini adalah dengan metode sensus (sampling jenuh) yang merupakan teknik penentuan sampel bila semua anggota populasi digunakan sebagai sampel. Hasil dari analisis linier berganda menunjukkan bahwa pelatihan dan motivasi kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Pelatihan, perlu adanya riset dalam memilih mengenai vendor, instruktur pelatihan serta materi pelatihan. Pada kategori instruktur, karyawan merasakan ada beberapa instruktur pada pelatihan belum terlalu menguasai materi pelatihan yang disampaikan. Motivasi kerja, diharapkan perlu adanya rolling dengan beberapa bagian unit kerja agar hubungan baik tetap terjalin antara pegawai. Selain itu juga perlu adanya penambahan kegiatan diluar jam kantor seperti makan bersama, family gathering yang bertujuan untuk memberikan hubungan yang lebih harmonis kepada sesama pegawai maupun atasan.
... Including amid the Covid-19 pandemic, which requires ASN to work from home.Ahmad & Watson (2020) said that during work from home, the Ministry of Administrative and Bureaucratic Reform through the Deputy for Apparatus HR had held five editions of ASN Inspiration Talks with different themes(Sipayung et al., 2022) such as thinking positively and staying productive during a pandemic, maintaining health during WFH, being productive by writing, consistency of dedication according to with the profession, and what is the vision of millennial ASN in building a world-class bureaucracy. It aims to provide enthusiasm, inspiration, and positive insight so that they are motivated to continue improving their competence and skills as ASN(Razak, 2021). , H., Fatmawati, E., Mursalin, A., Rinaldi, U., Bangkara, B. M. A. S. A. (2023) Identification of hr Improvement Innovation Best Practices for Improving the Productivity of State Apparatus in the Automatization Era ...
Purpose: This paper identifies best practices for developing the productivity of the state apparatus in serving the public. Theoretical framework: Studies regarding identifying state apparatus best practices in work innovation must be continuously communicated to relevant parties. Design/methodology/approach: Literature Review Research, we have reviewed several pieces of scientific evidence by electronically searching books and journal articles that actively discuss the issue of developing innovative state apparatus in providing public services in the technological era. We then examined the collected data under a phenomenological approach, which involves coding, evaluating, interpreting, and drawing conclusions that answer the research problem. Findings: We can conclude that efforts to identify best practices for developing the human resources of the state apparatus are part of efforts to improve the quality of the work of the state apparatus, which are supported by several competencies in the form of skills and work knowledge needed. Research, Practical & Social implications: The state apparatus can advance public services and expedite them. For the state apparatus to be successful, they need to be supported by innovative, creative, and transformative skills and work enthusiasm toward the productivity of public services in the 4.0 revolution era. Originality/value: The importance of innovation in developing public service productivity by state apparatus in technology. The state civil apparatus need to provide public services to manage self-development so that they can work to achieve excellent service to the community.
... Previous research has consistently demonstrated a strong positive relationship between human resource management practices and organizational performance (Karyono et al., 2020). Training and development programs, identified as crucial strategies within human resource management, have a beneficial impact on the knowledge, skills, and capabilities of employees, leading to enhanced job performance and ultimately contributing to superior organizational performance (Haryono et al., 2020). ...
The significance of training and development in human resource management is paramount for achieving optimal employee performance. However, many telecom companies have failed to recognize this importance, resulting in subpar employee performance. The objective of this study was to evaluate the influence of training and development on employee performance within telco companies in Somalia. Primary data was collected through the use of questionnaire guides distributed among various telecommunication companies operating in Mogadishu, Somalia. The survey encompassed three employee groups, including managers, supervisors, and other staff, with a total of 285 questionnaires distributed. The findings of the study revealed a positive impact of employee training on staff performance, which was corroborated by a high number of respondents who expressed agreement on this matter. Additionally, the study identified a strong correlation between staff performance and training. Both employees and management acknowledged the significant impact of employee training on the performance of telecommunication companies in Mogadishu, Somalia.
... Educational institutions are among the organizations concerned with their human resources; educators, in this case, teachers, play a crucial role in enhancing the quality of education (Ratnasari & Sutjahjo, 2019). Performance is the result of work obtained by a person or group of people in an organization (Vilela et al., 2008), following their respective authorities and responsibilities to achieve the goals of the organization concerned legally, not violating the law, and following morals and ethics (Razak, 2021). Several factors affect performance, including ability, expertise, work motivation, and discipline (Jeffrey & Dinata, 2017). ...
This study aims to determine the influence of competence and discipline on motivation and its impact on the performance of Islamic Boarding School teachers in Sungai Lilin District, Musi Banyuasin Regency. This type of research is Associative. The variables used are competence, discipline, motivation, and performance, which are developed into 12 indicators. The sample in this study was teachers of Islamic Boarding Schools in Sungai Lilin District, Musi Banyuasin Regency, totaling 120 people selected by cluster sampling. The data used are primary data with the method of collecting questionnaire data. Structural Equation Modeling (SEM) with the Lisrel program is the analysis technique. The results of this study prove that: 1) competence has a positive and significant effect on the motivation of Pondok Pesantren teachers, 2) discipline has a significant effect on the motivation of Pondok Pesantren teachers, 3) competence has a positive and insignificant effect on the performance of Pondok Pesantren teachers, 4) discipline has a negative and insignificant effect on the performance of Islamic Boarding School teachers, 5) motivation has a positive and significant effect on the performance of Pondok Pesantren teachers in sub-districts. Lilin River, Musi Banyuasin Regency. Based on the discussion results, it is proven that motivation can strengthen the influence of competence and discipline on performance.
... Transformational leadership which contains values such as charisma, motivation, individual consideration, and mental boost incorporate a solid relationship to empower positive states of mind and behaviors of employees to emerge.One of the positive outcomes or behavior is organizational citizenship behavior [16]. Outcomes in the form of attitudes and behavior are mostly due to the role of leadership. ...
The research employs quantitative methods. The sample were teachers at SMK PANJATEK, North Bekasi. Probability sampling is the technique used. A questionnaire with likert scale was used to collect data in this researchthat was given directly to the respondents, namely the teachers of SMK PANJATEK North Bekasi. The analytical method used is Partial Least Square (PLS) using WarpPLS 7.0 software. The Result show the positive and important impact on organizational citizenry behavior is transformational leadership. Motivation affects the conduct of organizational citizenship behaviour in a positive and significant manner. The organizational citizenship behavior has a positive and important performance impact. Leadership in transformational does not affect performance. Motivation affects performance positively and significantly. The influence of transformation leadership on performance can mediate the behavior of organizational citizenship. The relationship between motivation and performance could be mediated by organizational citizenship behavior.
This research is aimed at knowing the effect of Human resource development, competence and work training affect significantly on Employee performance. As many as 20 prominent supermarkets in Bandung have been studied using quantitative research with the survey method. The findings of the study show the following matters: 1) Human resource development, competence and work training affect significantly on Employee performance simultaneously; 2) Human resource development affects significantly on Employee performance partially; 3) Competence affects significantly on Employee performance partially; 4) Work training affects significantly on Employee performance partially; 5) Human resource development falls into good category; 6) Competence falls into moderate category; 7) Work training falls into good category; 8) Employee performance falls into good category. Thus the role of human resource development, competence and work training are crucial in enhancing the employee performance in the business organizations. Abstrak Penelitian ini bertujuan untuk mengetahui pengaruh pengembangan sumber daya manusia, kompetensi dan pelatihan kerja berpengaruh secara signifikan terhadap kinerja karyawan. Sebanyak 20 supermarket terkemuka di Bandung telah diteliti dengan menggunakan penelitian kuantitatif dengan metode survei. Temuan dari penelitian tersebut menunjukkan hal-hal sebagai berikut: 1) Pengembangan sumber daya manusia, kompetensi dan pelatihan kerja berpengaruh signifikan terhadap kinerja karyawan secara simultan; 2) Pengembangan sumber daya manusia berpengaruh signifikan terhadap kinerja karyawan secara parsial; 3) Kompetensi berpengaruh signifikan terhadap kinerja karyawan secara parsial; 4) Pelatihan kerja berpengaruh signifikan terhadap kinerja karyawan secara parsial; 5) Pengembangan sumber daya manusia termasuk dalam kategori baik; 6) Kompetensi termasuk dalam kategori cukup; 7) Pelatihan kerja termasuk dalam kategori baik; 8) Kinerja karyawan termasuk dalam kategori baik. Dengan demikian peran pengembangan sumber daya manusia, kompetensi dan pelatihan kerja sangat penting dalam meningkatkan kinerja karyawan dalam organisasi bisnis. Kata kunci: pengembangan sumber daya manusia, kompetensi, pelatihan kerja, kinerja karyawan.
Tujuan penelitian ini adalah untuk mengetahui besarnya pengaruh training, kompetensi dan loyalitas karyawan terhadap produktivitas karyawan. Populasi dalam penelitian ini adalah karyawan bagian pabrik PT. Socfindo Kebun Mata Pao yang berjumlah 86 orang, karena populasi kurang dari 100 orang maka sampel dalam penelitian ini menggunakan teknik sampling jenuh yang mengambil semua populasi menjadi sampel. Teknik analisis data dalam penelitian yaitu deskriptif kuantitatif. Pengumpulan data dilakukan dengan cara memberikan daftar pernyataan/kuesioner kepada responden yaitu karyawan PT. Socfindo Kebun Mata Pao. Penelitian ini menggunakan teknik analisis data yaitu analisis regresi linear berganda, uji t, uji F, dan koefisien determinasi. Hasil analisis regresi linear berganda diperoleh Y = 0,478 + 0,455X1 + 0,208X2 + 0,384X3. hasil uji t (parsial) menunjukkan training (X1) berpengaruh signifikan terhadap produktivitas karyawan, hal tersebut dapat dilihat dari thitung 5,502 > ttabel 1,989 dengan signifikan 0,000 < 0,05. Variabel kompetensi (X2) berpengaruh signifikan terhadap produktivitas karyawan, hal tersebut dapat dilihat dari thitung 2,874 > ttabel 1,989 dengan signifikan 0,005 < 0,05. Variabel loyalitas karyawan (X3) berpengaruh signifikan terhadap produktivitas karyawan, hal tersebut dapat dilihat dari thitung 5,175 > ttabel 1,989 dengan signifikan 0,000 < 0,05.Hasil uji F (simultan) diperoleh nilai Fhitung 82,436 > Ftabel 2,71 dengan signifikan 0,000 < 0,05. Hal tersebut menunjukkan bahwa secara bersama-sama variabel training, kompetensi dan loyalitas karyawan berpengaruh signifikan terhadap produktivitas karyawan PT. Socfindo Kebun Mata Pao. Nilai R Square (R2) sebesar 0,751. Hal ini berarti bahwa pengaruh training, kompetensi dan loyalitas karyawan terhadap produktivitas karyawan sebesar 75,1%, sedangkan sisanya sebesar 24,9% dipengaruhi oleh variabel lain yang tidak dimasukkan dalam peneltian ini.
This investigation is a quantitative explanatory study. This research was done on the sampling technique used, namely accidental sampling, of the PT Alpha Sistem Kreasi employees. In this study, 60 PT Alpha Sistem Kreasi employees sampled. Measure the research variables using a closed and structured research questionnaire tool with an interval scale. The analyzes of data in this research are the Structural Equation Model (SEM) with the alternative Partial Least Square. Use the alternative PLS method because it is based on predictive measures with variable indicator non-parametric properties using the WarpPLS 7.0 statistics.The end of this investigation, the effect on satisfaction of the role of conflict is positive. A positive effect on satisfaction can be found in the working environment. Satisfaction to have a positive impact on employee performance. The role conflict affects performance positively. The working environment has no performance effect. The effect of role conflicts on performance by job satisfaction is indirect. The working environment has an indirect effect on performance by job satisfaction.
