business success. High productivity will be very beneficial for both the organization and its employees, especially for their welfare. Productivity also reflects the work ethic of employees which is also reflected in a good mental attitude. Employers and employees involved in a company must strive to increase their productivity Ardika (2014). According to Usman (2013), two vital aspects of productivity are efficiency which relates to how well the various inputs are combined or how the work is carried out and effectiveness which relates to the fact that the expected results or output levels can be achieved. Thus, work productivity is very dependent on human resources who work and have a better scope. In the end, a training process that is able to increase employee competence and work productivity is expected to be able to improve the performance of the organization. During 2018 BNI Corporate University has carried out
402 trainings with 49 types of training held domestically and abroad with
funding that is certainly not small. However, up to
now, BNI Corporate University does not have research to measure the effectiveness
of the training provided to increase competence, productivity and even company
performance. 2. HYPOTHESIS DEVELOPMENT 2.1. Effect of Training on
Employee Competence The ability to increase knowledge and competence turns out to be able to
achieve the desire depending on the magnitude of the desire which can be done
through training and education. As research results Okky Sandy Pranata et al. (2018) Based on the results of statistical analysis using the path analysis
method, it can be seen that the job training variable has a positive effect on
employee competence. The variable that has the most dominant effect is the
Training Instructor. This could be because the company was right in choosing
training instructors who have good qualifications in their fields so that they
can carry out the training process properly so that employees of PT BTPN
Syariah Sharia Mobile Marketing Division (MMS) Malang feel they can understand
and apply the training materials and skills provided, by the training
instructor into the job well after following the training process. Similarly, the results of
research from Aditya et al. (2015) who get the results that the training variable is able to affect the
competence of employees at PT. PLN (Persero) Distribution of East Java Malang
Area. In this case the company has been able to provide good job training to
employees. The level of employee competence is said to be good if the company
has provided good job training and maintains the work environment. Furthermore, the effect
between training and competence was also found in research conducted by Nabilah
Rizkia Mokhtar (2017). The results of the study have shown that the training
variable has a significant effect on the competency variable with the most dominant
effect on the Competency of the Workforce is the Training Method. competent.
Therefore, the proposed hypothesis is: H1: Training has an effect on employee competence 2.2. The Effect of Training on
Employee Productivity Opportunities to increase
knowledge through education and training such as giving study assignments,
study permits, training, courses or the like to employees will increase work
productivity for employees at work which will ultimately improve company
performance. Employees who are qualified
and able to produce high work productivity are those who understand and
understand what they are doing. Employees who have abilities that are in line
with the needs of their duties and functions are a requirement for the creation
of employees with high work productivity. In order for companies to get
employees who have high work productivity, it is necessary to develop a pattern
of resource development through training. According to research results
Neelam Tahir et al. (2014) that training affects employee productivity United Bank Limited
Peshawar City, in Pakistan. Training and
Development is an important aspect of HR. It is important for organizations to
get skilled and capable employees for better performance, and employees will be
more competent when they have the knowledge and skills to perform the tasks.
Training and Development will provide opportunities for employees to make a
better career life and get a better position in the organization. Thus, the
efficiency of the organization will increase. On the other hand, employees are
the resources and assets of the organization if they are skilled and trained
will perform better than those who are unskilled and untrained. According to research results
which is conducted by Satria and Kuswara (2013) and research from Indriyani and Farlianto (2016) both obtained the results that the training variable has a positive and
significant effect on employee work productivity. Furthermore, Indriyani and Farlianto (2016), states that good training brings benefits such as increasing
employees' knowledge of culture and external competitors, helping employees who
have the expertise to work with new technologies, helping employees to
understand how to work effectively in teams for produce quality services and
products, ensure that the company culture emphasizes innovation, creativity and
learning, ensure safety by providing new ways for employees to contribute to
the company at work. Therefore, the proposed hypothesis is: H2: Training has an effect on employee work productivity 2.3. The Effect of Competence on
Employee Work Productivity The basic concept of
competence starts from the concept of the individual which aims to identify,
acquire, and develop individual abilities so that they can work with
extraordinary productivity. Individuals are the main components who become
actors in the organization. Therefore, the ability of the organization depends
on the ability of the individuals who work in the organization. An organization
can excel if the people who work in the organization can give maximum
contribution to the company according to their duties and abilities. In other
words, these people are able to work with high productivity, meaning that they
are able to excel now and, in the future, both in stable situations and in
changing situations, without interfering with the work of others. Many studies have shown that
employee competence will have an effect on employee work productivity. One of
the studies, namely from Satria and Kuswara (2013) in their research, they found that the effect of Work Competence on the
Productivity of Bandung City Transportation Service Employees was very significant. Similar research results were
also obtained from research conducted by Dr. Ir. H. Samsul Bahri. MM (2016) in
his research, it was found that the work competence of employees proved to have
a positive and significant effect on the productivity of the Public Works
Department of Highways of South Sumatra region with the most dominant
indicators influencing the indicators of knowledge, skills and abilities. In
addition, the test results show that competence has a significant and positive
effect on the work productivity of employees working at the UPP Class III Satui
Office. These results indicate that the higher the level of a person's ability
to do work, the higher his work productivity. Nuryanto et al. (2017). Therefore, the proposed hypothesis is: H3: Competence has an effect on work productivity employee 2.4. The Effect of Training on
Work Productivity through Competence as an Intervening Variable Several studies, such as those
carried out by Slamet Raharjo, Patricia Dhiana Paramita & M. Mukeri Warso
(2016), Heri Sapari Kahpi, Aan Khurosaini & Indra Suhendra (2017) and Okky Sandy Pranata et al. (2018) with a population of 49 permanent employees of PT Bank Tabungan
Pensiunan Nasional Syariah Malang Sharia Mobile Marketing Division with a
sampling technique that is a saturated sample getthe results of the calculation
of the Indirect Effect which is worth 0.233 and the total effect (Total Effect)
of job training (X) on employee productivity (Y) through employee competence
(Z) is 0.726. This means that job training has a positive effect on employee
productivity variables through employee competence variables. From some of
these research results, therefore the proposed hypothesis is: H4: Training Affects Work Productivity Through Competence
as an Intervening Variable 2.5. The Effect of Work
Productivity on Company Performance Work productivity is the best
comparison between the results obtained (output) with the number of sources of
work used (input). Work productivity is said to be high if the results obtained
are greater than the source of work used. On the other hand, work productivity
is said to be low, if the results obtained are smaller than the sources of work
used. Several previous studies have found that employee productivity has an
effect on company performance. As found in research
conducted by Mardalela (2014) and Iskandar (2018), both of which found that employee productivity has a significant and
positive effect on company performance. This means that if employee
productivity increases it will improve company performance. Therefore, the
proposed hypothesis is: H5: Employee
productivity has an effect on performance employee. 3. MATERIALS AND METHODS 3.1. Data Source In this study, a total of 149
participants who filled out the questionnaires meant that they had met the
requirements for conducting the research. 3.2. Data Processing Method ·
Structural Equation Modelling (SEM) is a multivariate
analysis technique used to construct, which is usually in the form of a cause-and-effect
model Sarwono (2013). Data analysis
assisted by Lisrel software ·
Jogiyanto
(2013) explained that the size of the
significance of the hypothesis support can be used to compare the T-table and
T-statistic/T-Value values. If the T-Value is higher than the T-table value, it
means that the hypothesis is supported or accepted. In this study, the Rule of
Tumbs from the support of a research hypothesis is if the t-statistic value is
more than 1.64 (two-tiled) or 1.96 (one-tiled). 4. RESULTS 4.1. Confirmatory Factor Analysis Before testing the structural
model, a confirmatory factor analysis (CFA) test is conducted to confirm
whether the observed variables are indeed a measure or reflection of a latent
variable. The following are the results of the CFA test of the research
variables that have been simplified:
From Figure 1 above, it can be seen that the value of standardized
loading factor search variable gets a value above 0.5 that is getting a value of
1.00, so all variables are valid. The overall fit of the model is also very
good because the Chi-Square & df value has got a value of 0.00, the P-value
is above 0.05, which is 1,000 and the RMSEA value is 0.000 below the required
value (0.05). Then the data can be continued for testing the structural model. 4.2. Structural Model Testing The basis used in testing the
structural model is the value contained in the Estimate & T-Value
structural model. For Estimate & T-Value values, all hypotheses (H1, H2, H3
and H4) can be seen in the figure below:
For the structural model equations of hypotheses H1, H2, H3 and H4, the output generated from Lisrel is as follows: Structural
Equations KT = 0.81*PL, Error var. =0.34, R2 = 0.66 (0.054) (0.066) 14.99 5.13 PRO = 0.72*KT + 0.17*PL, Error var. = 0.26, R2= 0.74 (0.092) (0.086) (0.10) 7.86 1.93 2.48 KP = 0.94*PRO, Error var. = 0.38, R2= 0.62 (0.12) (0.10) 7.93 3.72 The following is the interpretation of the results from Figure 2,Figure 3, and each structural equation: ·
For structural
equation: KT = 0.81*PL, R2 = 0.66 It is known that the path coefficient of the training latent variable is 0.81. A positive path coefficient value indicates that the training latent variable has a positive effect on competence. To find out whether the effect is significant or not, a statistical test was conducted. From the structural equation, it is known that the value of, it can be concluded that the effect that occurs between the training latent variable on the competency latent variable is statistically significant at a significance level of 5%. It is known that the coefficient of determination based
on Lisrel's output is 0.66. This value can be interpreted 66% of the total
variation (total variation) of the latent variable of competence can be
explained by the structural equation. In other words, the training latent
variable is able to explain (up and down) the competence latent variable by
66%, the remaining 34% is explained by other variables. ·
For structural equation:
PRO = 0.72*KT + 0.17*PL, R2 = 0.74 It is known that the path
coefficient of the training latent variable is 0.17. A positive path
coefficient value indicates that the training latent variable has a positive
effect on work productivity. To find out whether the effect is significant or
not, a statistical test was conducted. From the structural equation, it is
known that the value of, it is concluded that the effect that occurs between
the training latent variable on the productivity latent variable is not
statistically significant at the 5% significance level. It is known that the path
coefficient of the competence latent variable is 0.72. A positive path
coefficient value indicates that the latent variable of competence has a
positive effect on work productivity. To find out whether the effect is
significant or not, a statistical test was conducted. From the structural
equation, it is known that the value of, it is concluded that the effect that
occurs between the competence latent variable on the work productivity latent
variable is statistically significant at a significance level of 5%. It is known that the
coefficient of determination based on Lisrel's output is 0.74. This value can
be interpreted 74% of the total variation (total variation) of the latent
variable of competence can be explained by the structural equation. In other
words, the latent variables of training and competence are simultaneously able
to explain (up and down) the latent variable of work productivity by 74%, the remaining
26% is explained by other variables. ·
For structural
equation: KP= 0.94*PRO, R2= 0.62 It is known that the path
coefficient of the latent variable of work productivity is 0.94. A positive
path coefficient value indicates that the latent variable of work productivity
has a positive effect on company performance. To find out whether the effect is
significant or not, a statistical test was conducted. From the structural
equation, it is known that the value of, it is concluded that the effect that
occurs between the latent variable of work productivity on the latent variable
of company performance is statistically significant at a significance level of
5%. It is known that the
coefficient of determination based on Lisrel's output is 0.64. This value can
be interpreted 64% of the total variation (total variation) of the latent
variable of company performance can be explained by the structural equation. In
other words, the latent variable of work productivity is able to explain (up
and down) the latent variable of company performance by 64%, the remaining 36% is
explained by other variables. 4.3. Direct Effect, Indirect
Effect and Total Effect The analysis for direct and
indirect effects is obtained from the results of the lisrel output of the
effect of the training variable on work productivity through work competence as
an intervening variable:
From the above calculation,
it is known that the estimate value for the total effect of the training latent
variable (PL) on work competence (KT) is 0.81 with a T-Value of 14.99 and from
the training latent variable (PL) on work productivity (PRO) is 0.75 with T
-Value 12.16. As for the indirect effect (indirect
effects) of the latent variable training (PL) on work productivity (PRO) is
0.58 with a T-Value of 6.85. 5. DISCUSSIONS In the following, the
findings of the data analysis related to the proposed hypothesis will be
discussed. 5.1. Effect of Training on
Employee Competence From the research results, it
is known that training has a positive and significant effect on employee
competence, meaning that there are more training activities received by employees will increase the competence of BNI
employees and vice versa if there are fewer or no training activities for
employees, the competence of employees will not be better. According to Simamora
(2014) one of the objectives of training is to improve performance, update the
capabilities of employees in line with technological advances and help solve
operational problems. Companies can also hope to reduce supervision over their
employees after training, because after training employees are expected to be
able to carry out their duties more skilfully and responsibly, because
employees who receive special training are less likely to make mistakes.
(Manullang, 2013). This finding is in accordance
with research conducted by Okky Sandy Pranata et al. (2018), Rifki et al. (2015) and Nabilah Rizkia Mokhtar (2017) with research results showing that
the training variable has a significant effect on the competency variable with
the most dominant effect on Workforce Competency is the Training Method. From the results of
descriptive statistics from respondents' assessment of the variable training for
all statements getting an average value of very good, all statements on the
training variable are in the interval scale agree to strongly agree. For
example, the largest statement is the PL1 statement where the form of the
statement is "The training I attended at BNI Corporate University has
corrected deficiencies and increased knowledge about the work I am currently
doing". With an interval scale of strongly agree, the respondents considered
they strongly agree that the training at BNI Corporate University has corrected
deficiencies and increased knowledge about the work they are doing. And from
the competency variable, it is known that the largest statement is the KT1
statement where the form of the statement is "After attending training at
BNI Corporate University I know and understand the concepts and procedures in
the field of work that I am currently living". With an interval scale of
strongly agree, the respondents considered they strongly agree that the
training at BNI Corporate University has improved competence in terms of
knowing and understanding concepts and procedures in the field of work that
they are currently living. 5.2. Effect of Training on Work Productivity From the results of the
study, it is known that training has a positive effect on work productivity but
is not significant. This means that the better the training activities, the
better the work productivity of employees and vice versa. according to Sinungan (2014), employee work productivity can increase, one of which is effected by
human resource factors. In more detail, Sinungan said that human resources must
have quality, level of expertise, education, abilities and attitudes or it can
be said that they must have competence first. The results of this study are
in accordance with research conducted by Neelam Tahir et al. (2014) that training affects employee productivity United Bank Limited
Peshawar City, in Pakistan. However, this is not the same as the research from Indriyani and Farlianto (2016) which found that the training
variable had a positive and significant effect on employee work productivity. The highest average value
from the descriptive statistics of the work productivity variable is known that
the indicators of cooperation in the work productivity variable get a value
above 4.2 with class intervals strongly agreeing, it can be interpreted that
training activities have an effect on increasing cooperation between fellow
co-workers and superiors at work. company. 5.3. The Effect of Competence on
Work Productivity From the results of the
study, it is known that competence has a positive and significant effect on
employee work productivity, meaning that the higher the level of competence of
the employee, the better the work productivity of the employee. The results of descriptive
statistics for the work productivity variable show that 4 statements get a
value above 4.20 with class intervals, namely strongly agree. For example, one
of the highest mean values, namely PRO3 in the form of a statement, is
"After attending training at BNI Corporate University, my knowledge and
skills in the field of work that I live have improved". In this case, it
can be interpreted that the respondents strongly agree that the training
activities attended at BNI Corporate University have increased employee
competence, which in turn is able to affect the work productivity of BNI
employees. This finding is not in
accordance with research conducted by Dr. Ir. H. Samsul Bahri. MM (2016) in his
research found that the work competence of employees proved to have a positive
and significant effect on the productivity of the Public Works Department of
Highways of South Sumatra region with the most dominant indicators influencing
the indicators of knowledge, skills, and abilities. 5.4. The Effect of Training on
Work Productivity Through Cpmpetence as an Intervenig Variable Based on the results of testing and data discussion that has been carried out, it is known that the estimated value of the indirect effect (indirect effects) of the latent variable training (PL) on work productivity (PRO) is 0.58 positive path coefficient value indicating that the training latent variable has a positive effect on work productivity through the competence latent variable and it is known that the T-Value value is 6.85 > from the T-table, it can be interpreted that the effect What happens is that the training latent variable has a positive effect on work productivity through the statistically significant competence latent variable at a significance level of 5%. The nature of mediation is
full mediation because it is known that the effect of training on work
productivity is not significant (Hartono and Abdillah, 2009). A This means that
the training variable is not able to significantly effect the work productivity
variable without going through the work competence intervening variable. The results of this study are
in accordance with research from Slamet Raharjo, Patricia Dhiana Paramita &
M. Mukeri Warso (2016), Heri Sapari Kahpi, Aan Khurosaini & Indra Suhendra
(2017) and Okky Sandy Pranata et al. (2018) with a population of 49 permanent
employees of PT Bank Tabungan Pensiunan Nasional Syariah Malang Sharia Mobile
Marketing Division with a sampling technique that is a saturated sample getthe
results of the calculation of the Indirect Effect which is worth 0.233 and the
total effect (Total Effect) of job training (X) on employee productivity (Y)
through employee competence (Z) is 0.726. This means that job training has a
positive effect on employee productivity variables through employee competence
variables. 5.5. The Effect of Work
Productivity on Company Performance From the results of the
study, it is known that employee work productivity has a positive and
significant effect on company performance, meaning that the higher the level of
employee productivity, the better the company's performance. According to Munawir (2015) that the factors that affect the company's performance include customer
satisfaction, the ability to retain customers and the ability to retain
customers. In order for the company to be able to do these 3 things, one of the
things that needs to be improved is the work productivity of the employees in
the company. The results of descriptive
statistics for the company's performance variable are known that for the
customer perspective indicator 2 of 3 statements getting a value above 4.20
means getting a very agree response. For example, for the largest statement,
namely the KP4 statement where the form of the statement is "BNI Corporate
University is able to increase learning exposure / learning participation
ration". With an interval scale of strongly agree, the respondents
considered strongly agree that the training at BNI Corporate University has
increased learning exposure / learning participation ration. This finding is in accordance
with research conducted by Mardalela (2014) and Iskandar (2018) who both obtained the results that employee work productivity was
significant and had a positive effect on company performance. 6. CONCLUSIONS This study aims to determine the effect of training on
work productivity through the intervening variable of employee competence and
the effect of work productivity on company performance. With 5 problem formulations, here are the conclusions for the 5
problem formulations based on the results of data management: 1) Training has positive
effect to competency of trainee employees at
BNI Corporate University. 2) Training has positive effect on work productivity of
trainee employees at BNI Corporate University but not significant. 3) Employee competence has positive effect on work
productivity of trainee employees at BNI Corporate University. 4) Employee
competence mediates the effect of training on work productivity of trainee employees at BNI Corporate University. 5) Work productivity has positive effect to company performance. 7. RECOMMENDATIONS 7.1. Practical Recommendations The researcher obtained several important findings in
this study, so that the researcher provided input to the management of BNI
Corporate University in the following matters: 1) Based on the results of research that training has an
effect on employee work productivity through employee competence, then BNI Corporate University really has to maintain the quality of
the training activities carried out. The quality of training can be maintained
by paying attention to several factors that play a role in the training process
such as identification of needs, instructors (trainers), participants,
materials (materials), methods, training objectives and a supportive
environment. Rivai (2014) 2) In the future, so that training activities in BNI Corporate University can be known to have an effect on
employee competence and employee work productivity, so research activities like
this can be carried out once a year for training participant sin BNI Corporate
University in that year. 3) Implementation and
testing of the impact of the training provided on the competence, productivity
and performance of the company is very necessary and it is the obligation of
BNI Corporate University to do it periodically and if necessary, directly
measured in the form of performance figures generated by each participant. 7.2. Theoretical Recommendations There are several things that can be given as suggestions for conducting research on the concept of training, employee competence, employee work productivity and company performance in the future according to the practical suggestions above, namely: 1) Further research can add to research variables such as
whether training has an effect on motivation and job satisfaction. 2) Further research can increase the number of research samples
in order to be able to generalize the research results to be more adequate. 3) Subsequent research can examine whether there is an effect of training methods (classical or online) on the competence, productivity, and performance of the company. REFERENCES Ardika Sulaiman (2014). The Effect of Wages and Work Experience on Productivity of Carving Craft Employees in Subang Regency, Trikonomika 13(1), 91-100. Retrieved from https://doi.org/10.23969/trikonomika.v13i1.487 Dewi Mardalela (2014). Analysis of the effect of intensive and marketer productivity on the performance of Islamic Rural Banks and BPRs. Open University Postgraduate Program Thesis Dhany Iskandar (2018). Company Performance Improvement Strategy Through Human Resource Management And Job Satisfaction And Its Impact On Employee Productivity. Journal of JIBEKA, 12(1). Jogiyanto Hartono (2013). "Business Research Methodology: Misguided and Experiences", BPFE Yogyakarta, Sixth Edition, Yogyakarta. Munawir, S. (2015). Analysis of Financial Statements. Jakarta : Four Salemba Nuryanto, Murakhman Sayuti Enggok & Akhmad Abdurrahman (2017). The Effect of Competence on Work Productivity of Class III Port Operator Unit Office Employees. Journal of Administration and Management Science. 1(1). Okky Sandy Pranata, Endang Siti Astuti & Hamidah Nayati Utami (2018). The Effect of Training on Employee Competence and Performance (Study on permanent employees at PT Bank Tabungan Pensiunan Nasional Syariah Malang Sharia Mobile Marketing Division). Journal of Business Administration (JAB).61 R. Okky Satria & Asep Kuswara (2013). The Effect of Motivation and Training on Work Competence and Its Implications on Employee Productivity at the Bandung City Transportation Service. Journal of Economics, Business & Entrepreneurship. 7(2) Rifki Aditya, Hamidah Nayati Utami & Ika Ruhana (2015). The Effect of Training on Employee Competence and Performance (Study on Employees of PT. PLN (Persero) Distribution of East Java, Malang Area). Journal of Business Administration (JAB), 27(2) Safitri Indriyani & Farlianto, MBA (2016). The effect of job training and work discipline on employee work productivity at PT. Paradise island furniture. Indonesian Journal of Business Management. 5(1) Sarwono, Jonathan (2013). Multivariate Statistics Application for Thesis Research. Yogyakarta : CV Andi Offset. Sentosa Bangun (2016). "Effectiveness of Education and Training to Increase Employee Productivity" 10(2) Simamora (2014). Making Employees More Productive in the Long Term (HR Management). STIE YKPN, Yogakarta Simamora, Henry (2014). Human Resource Management. Yogyakarta : Publishing Section of the YKPN College of Economics Sinungan, Muchdarsyah (2014). What and How Productivity. 9th printing. Jakarta : Bumi Aksara Tahir, N., Khan, I. Y., Jan, S., Hashim, M. (2014). The Impact of Training and Development on Employees Performance and Productivity A case study of United Bank Limited Peshawar City, KPK, Pakistan. International Journal of Academic Research in Business and Social Sciences April. 4(4). Retrieved from https://doi.org/10.6007/IJARBSS/v4-i4/756 Usman, Husaini (2013). Management ; Educational Theory, Practice and Research. Jakarta : PT. Earth Literature Veithzal Rivai (2014), Human resource management for companies, Jakarta. PT Raja Grafindo Persada
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