Study Title: Effect of Training on Employee Performance at Electronics State Owned Company in Bandung

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1 Conference Title: International Conference on Emerging Trends in Academic Research (ETAR November 2014). ETAR 2014 Global Illuminators, Bali, Indonesia. Study Title: Effect of Training on Employee Performance at Electronics State Owned Company in Bandung Author 1: Pangarso, Astadi. Telkom University. Author 2: Mulyaningsih, Hendrati Dwi. Telkom University. Author 3: Saraswati, Trisha Gilang. Telkom University. Author 4: Madiawati, Putu Nina. Telkom University. Author 5: Aulawi, Faisal Sobiq. Telkom University. Presenter: Astadi Pangarso; Hendrati Dwi Mulyaningsih; Trisha Gilang Saraswati; Putu Nina Madiawati Correspondence: ABSTRACT The training program is an effort to develop human resources, especially for performance improvement. This paper aims to determine the effect of training on performance. This is motivated by the employee's performance has yet to reach the company's goals (ie average of the employee's performance is expected to achieve special results). A hypothesis that the performance has not been achieved due to training and this needs to be tested empirically. This paper employed quantitative methods. Sample of this study amounted to 45 people. Sampling technique using saturated sampling technique. Processing data using hypothesis testing, and simple linear regression analysis with the help of software SPSS version 20.0 for Windows. The results showed that, in partial variable training / training has a positive and significant impact on employee performance. Keywords: Training, Performance, Employee 1. INTRODUCTION PT. XXX Industri (Persero) is a State Owned Enterprise Strategic Industries (BUMNIS) in the form of state-owned companies under the auspices of the Agency for Strategic Industries Management (BPIS) working in the field professional electronics. The technology developed by PT XXX Industri (Persero) has a strategic role in the: 1

2 1) Participate and maintain the national sovereignty, with the products of telecommunication, transportation, and Navigational aides (SBNP). 2) Improving the public welfare, through the latest energy products, telecommunications and transportation. 3) Support the national defense and security, through the defense electronics products. Organization define social unity (entity) that consciously coordinated, with a limitation that can be identified, which works on the basis of continuously relative to fulfill a common goal and or group of goals (Robbins, 2009; Pangarso, 2014). PT. XXX as an organization have to fulfill their goals and objectives. Their goals and objectives related to the performance. PT.XXX have to perform in order to fulfill their goals. Colquit, Le Pine and Wasson (2009: 37) defines performance as the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment Based on the results of unstructured interviews with Mr. M. Sulkhan, concluded that the employee's performance is less or not meet company standards. The performance evaluation results during the year 2013 in the XXX Industry PT (Persero): Table Performance Evaluation Results No Criteria Number of Employees 1 Excellent 16 2 Very Good Good 45 4 Sufficient 6 Sum 487 performance evaluation results average : 88 Info: Excellent : Very Good : Good : Sufficient : 0-64 PT XXX Industri (Persero) Data Source: Human Resources Department PT XXX Industri (Persero). Shown in the table that the results of employee performance evaluation criteria are still a lot that goes very well. It has not reached the expected target company that the average performance of the employee must achieve excellent criteria. The purpose of the excellent criteria, namely that employees have a lot of ideas - ideas applicable, discipline in doing the task and able to fulfill all tasks assigned by superiors. While the criteria very well on evaluation of employees that have ideas but still not applied, there is still a delay in doing the task and somewhat capable in meeting the overall tasks assigned by superiors. Performance becomes important in a company when it is associated with events and activities done (Yuliati, 2009). Through performance, it can be seen that the work performed by the employee. As per the opinion of Sinambela (2012) revealed the performance of employees is necessary, because the performance will be known how far the employee's ability to carry out the tasks assigned to them. Benedicta and Appiah (2010) in the Sultana et al, (2012), says that there is a positive relationship between training and employee performance. Training resulted in benefits for employees and organizations to positively affect employee performance through the development of knowledge, skills, abilities, competencies and behaviors. Sinambela (2012) revealed that training refers to a planned effort by a company to 2

3 facilitate employee s learning of the competencies associated with the job competencies. Training is a short-term educational process utilizing a systematic and organized procedure by which non managerial personnel learn technical knowledge and skill for definite purpose (Mangkunegara, 2008). Throughout the year 2013, PT XXX Industri (Persero) has conducted training activities as much as 31 times, followed by all employees both from the top management to the low level of management. From the results of performance assessment, that participants who had been trained in PT XXX Industri (Persero) in 2013 as many as 221 people, while the number of employees there were 487 people, employees still consider trivial due to the presence of training activities and training considered equal to delay the work, so that employees training less enthusiastic or even not attend the training. Then the employees who work in the field sometimes it is hard to keep up the training so that the work unit to call someone else to replace. Training should provide employees to better understand and enhance knowledge and practice knowledge that can support their work and produce better performance. It is expected that all employees will be able to follow the appropriate competency training in order to improve its performance. The purpose of training / training done at PT XXX Industri (Persero): a. Ensure the process fulfillment employee competence through training process. b. Ensure the effective implementation of the conducted training. The benefits of training are conducted at PT XXX Industri (Persero) is to improve the competence of employees, so as to support the work and vision of the company. Basic company conducts training activities: 1. Individual aspects : a) The results of performance assessment (SKI & Jobcard) b) GAP employee competency 2. Operational aspects: a) Identify aspects of occupational hazards and regulations b) b) Analysis of the needs of the work / operations (Task Analysis) 3. Organizational aspects : a) RKAO, RJPP results b) Changes in the structure of the organization's vision, mission, business strategy c) Rotation / transfer / promotion Training / training to be part of the solution and lead to the improvement of the performance of the employee. Training is the creation of an environment where the workforce can acquire and learn the attitudes, abilities, skills, knowledge of specific behaviors related to the job. Training is also a series of activities designed to improve the skills, knowledge, experience, or a change in the attitude of an individual. Objective of the study To know the effect of training on employee performance in PT XXX Industri (Persero). 2. LITERATURE REVIEW Training One of the operational functions of human resource management is to provide training. Workers who already acquired should be developed further for example through the provision of training to employees about a skill or a new skill, so it is expected that employees can keep up and do a better job in accordance with company 3

4 objectives. Training is a short-term educational process utilizing a systematic and organized procedure by which non managerial personnel learn technical knowledge and skill for definite purpose (Mangkunegara, 2008). According Hasibuan (2009: 69), training is an attempt to improve the technical skills, theoretical, conceptual, and morale of employees in accordance with the needs of the job. According to Rival (2011: 212) says that training is a process that can systematically change the behavior of employees, ability and expertise in executing a job retention of employees in accordance with the objectives of the organization. Training s components is described by Mangkunagara (2009), are as follows: 1. The goals and objectives of training and development should be clear and measurable. Triyono (2012) stated that the training aims to improve the mastery of various skills and techniques for the implementation of certain work now needs to achieve the ideals of the organization. 2. The trainers must have adequate qualifications. Trainer is an individual or a team who provide training / education to employees. Trainer gives a most important part of the progress of the employee's ability to be developed (Hasibuan, 2009). According Hasibuan (2009) a good trainer should have the following requirements: a) Teaching Skills b) Communication Skills c) Personality Authority d) Social Skills e) Technical Competent f) Emotional Stability 3. Material training and development should be adjusted to the goals to be achieved. According to Rival (2011: 224) program material composed of estimates needs and training goals. Needs in the form of specialized skills, presenting the necessary knowledge, or attempt to influence attitudes. Whatever the material, the program must be able to meet the needs of the organization and the participants. Trainees should be able to see that the material must be able to analyze that training materials relevant to their needs. 4. The method of training and development must be in accordance with the level of ability of employees who participated. According Hasibuan (2009) implementation of the development should be based on the methods set out in the company's development program. According to Rivai (2011) the method chosen should be tailored to the type of training that will be implemented and can be developed by the company. According to Rival (2011) several methods that can be used for training and development, among others: a) On the job training (OJT) b) Lectures and presentations c) Methods of Practice 5. Trainees Performance The term performance comes word Actual Job Performance or Performance (performance or true achievements reached by person). Definition of performance is 4

5 the result of the quality and quantity of work achieved by an employee in carrying out their duties in accordance with the responsibilities assigned to him (Mangkunagara, 2009). Performance is the appearance of the work of both the quantity and quality of personnel within an organization and an individual appearance and personnel working group (Indrawati, 2006). Performance is the result of work that has a strong relationship with the organization's strategic goals, customer satisfaction, and contribute to the economy (Fahmi, 2010). "Performance is about what you do and how to do it" (Wibowo, 2007). Definition of the performance expressed Kaswan (2012), the performance is the result of a person or the overall success rate for a certain period in the task compared with a range of possibilities, such as the work standards, targets or objectives, or the criteria that have been predetermined and agreed upon together. According Mangkunagara (2000) and Shofiandy (2011), aspects of the work consists of standard quantitative aspects and qualitative aspects. 1. Quantitative aspects a. Work processes and working conditions b. The time used or the duration of carrying out the work c. The number of errors in carrying out the work d. The number and type of service delivery in the works 2. Qualitative aspects a. Accuracy of work and quality of work b. Level of ability in working c. Ability to analyze data / information, ability / failure to use machinery / equipment The relationship Performance and Training According Sutrisno (2009) to improve the performance of the employee in his employment effective training is needed. According Kaswan (2011) effective training can improve performance, improve morale, and boost the potential of the organization. According Mangkunagara (2009) criteria that can be used as a guide to measure the success of the training, the opinion (the participant), changes in attitude, work habits, and work success (high performance). According to Rival (2011) training is crucial to improve the performance of current and future. 5

6 3. RESEARCH MODEL TRAINING (X) PERFORMANCE (Y) 1. Training Goals and Objectives 2. Trainer Qualification 3. Training Material 4. Training Method 5. Trainees 1. Quantity 2. Quality Mangkunegara (2000) Musa Shofiandy (2011) Mangkunegara (2009) Figure 1 Framework Based on the framework described above, then the hypothesis can be formulated as follows: training significantly effect the employees performance at PT XXX Industri (Persero). 4. DATA ANALYSIS The research is a descriptive study of causality with the aim of later research approach using quantitative methods. According Sugiyono (2011), descriptive research is research conducted to determine the value of an independent variable, either only on one or more variables, without making comparisons or connections between one variable to other variables. This phenomenon may be a form of activity, characteristics, changes, relationships, similarities, and differences between one phenomenon with other phenomena. Causal research is where the researcher wants to prove a causal relationship between the variables (Sekaran, 2006). According Sugiyono (2011), states that a causal relationship is a relationship that is both cause and effect that has independent variables (variables that affect) and dependent (affected). According to (Sugiyono, 2011), quantitative research methods can be interpreted as the research method that is based on the philosophy of positivism, used to examine the population or a particular sample. 6

7 Table 2 Research Variables Variable Sub Variable Indicators Training Goals and Objectives - Participants understand the provision of training goals and objectives - Changes in behavior and increased knowledge - Teaching Skill - Communication Skill Training (Variable X) (Mangkunegara 2009) Qualification Trainer Training Materials Training Methods - Personal Authority - Social Skill - Technical Skill - Emotional Stability - According the company's goals - According to the needs of employees - Appropriate the work of employees - On the job training (OJT) - Lecture and presentation - Practical method - Participation Trainees - Participants meet training requirements Variable Performance (Y) Mangkunegara (2000) Shofiandy (2011:38) Sub Variable Quantity Indicator - The work process and conditions of employment - The time used or the duration of carrying out the work - The number of errors in carrying out the work 7

8 - The number and type of service delivery in works Quality - Work Accuracy - Work Quality - Improved understanding and skills - Ability / failure to use machinery / equipment At PT XXX Industri (Persero) performance appraisal is done directly by the employer, ie directors, division heads and managers. So that the population in this study was 45 people who had attended the training / training and as a performance evaluator for the results of the questionnaire are not biased. The selection of the sample was determined by saturation sampling technique. Sampling is a saturated sampling technique (cencus) if all members of the population used as a sample (Sugiyono, 2011). Product moment correlation technique is used to find the relationship and prove the hypothesis of the relationship between two variables when the data is in the form of interval variables and sources of data from two or more variables are equal. An instrument is said to be valid if the product moment correlation coefficient exceeding product moment correlation coefficient> r-- table (α, n-2) n = number of samples, and sig α Suliyanto (2005). In this study, researchers used SPSS Statistics 20 to carry out the validity and reliability of the questionnaires used. Questionnaires as valid if the value is greater than the value rhitung rtabel of table r product moment with significance level α = 0.05 and the number of initial sample n = 30, obtained correlation number rtable value amounted 0.361, so the questionnaire is considered valid if the value r calculated > 0,361. The test results validity of the variables in this study can be seen in the following table: Table 2 Validity of Test Results Training Variables (X) Variable Training (X) Item Number R calculated r table Info 1 0,429 0,361 Valid 2 0,533 0,361 Valid 3 0,426 0,361 Valid 4 0,419 0,361 Valid 5 0,482 0,361 Valid 6 0,438 0,361 Valid 7 0,706 0,361 Valid 8 0,403 0,361 Valid 9 0,713 0,361 Valid 10 0,649 0,361 Valid 11 0,600 0,361 Valid 12 0,547 0,361 Valid 13 0,410 0,361 Valid 14 0,620 0,361 Valid 8

9 15 0,706 0,361 Valid 16 0,596 0,361 Valid 17 0,636 0,361 Valid 18 0,451 0,361 Valid Tabel 3 Validity of Test Results Performance Variables (Y) Variable Performanc e (Y) Item Number r calculated r table Info 19 0,438 0,361 Valid 20 0,634 0,361 Valid 21 0,588 0,361 Valid 22 0,691 0,361 Valid 23 0,590 0,361 Valid 24 0,504 0,361 Valid 25 0,597 0,361 Valid 26 0,744 0,361 Valid 27 0,692 0,361 Valid 28 0,724 0,361 Valid 29 0,544 0,361 Valid The results of the reliability test of the variables obtained from the processing of the data using SPSS Statistics 20. Test reliability of the research instrument reliability analysis using Cronbach's Alpha technique. An instrument measuring instrument said to be reliable and can be processed at a later stage if the value of Cronbach's Alpha (α> 0.7) (Sekaran, 2006). Concentrate on issues of reliability and accuracy of measurement results. The instrument is realibel instrument when used several times to measure the same object, would yield the same data (Sugiyono, 2011). Table 4 Reliability Result Cronbach s Alpha N of Items Conclusion 0, Reliable From the reliability test results in table 4 it can be concluded that the variable is declared operational because obtaining reliable figures Cronbach's Alpha amounted (greater than the value of Cronbach's Alpha> 0.7). 5. DISCUSSION Simple Linear Regression Analysis Simple linear regression analysis is a calculation based on the functional and causal relationships of the independent variables with the dependent variable. In performing regression calculations used SPSS Statistics 20 to quantify the size of the dependent variable with the independent variables. Calculation results can be seen in the table below. 9

10 Table 5 Results of Simple Linear Regression Coefficients a Standardized Unstandardized Coefficients Model Coefficients t B Std. Error Beta (Constant) Training a. Dependent Variable: Performance Sig Source: Data processed with SPSS version 20.0 for windows From the test results table above simple linear regression, and then obtained regression model, namely: Y = a + bx Y = 3, ,652X Based on these equations can be described as follows: 1. The constant (a) = It shows a constant value, ie if the training variable (X) = 0, then the performance of the employees of PT XXX Industri (Persero) fixed at The coefficient of X (b) = This shows that the training variables affect positively the performance of employees of PT XXX Industri (Persero), or in other words, if the training variable is increased by one unit, then the performance of employees will increase by So the conclusions obtained by simple linear regression analysis equation in this study is that when training increases the performance of employees also increased. Conversely, if the training decreases the employee's performance will also decrease. Hypothesis testing is used to see whether the application of the training actually play a role in testing the performance of the employees of PT XXX Industri (Persero). The statistical test t basically shows how far the influence of the explanatory variables or independent individual variation in the dependent variable explained (Ghozali, 2012). To determine the value of the t table to look for degrees of freedom (db) first, then db = number of respondents - the number of variables = 45-2 = 43, as well as the level of significance (α) = 5% of the obtained t table amounted Statistical hypothesis t-test in this research are: H 0 : Training factors not significant effect on the performance of the employees of PT XXX Industri (Persero). H 1 : Factors significant effect on the performance training of employees of PT XXX Industri (Persero). Hypothesis testing is done through statistical t test using SPSS Statistics 20 software, which is intended to look at the effect of training on employee performance. Here is a table of the results of the t test: 10

11 Table 6 T Test Results Standardized Unstandardized Coefficients Model Coefficients t B Std. Error Beta 1 (Constant) Training a. Dependent Variable: Performance Sig Source: Data processed with SPSS version 20.0 for windows In the table above, the value of tcalculated whereas ttable of with a significance level of 5%. Then it can be decided that H0 is rejected and H1 is accepted, so it can be concluded that the significant effect of training on employee performance in PT XXX Industri (Persero). To measure the ability of the model in explaining the dependent variable. If R 2 is greater (close to one), it can be said that the influence of the independent variable (X) is large on the dependent variable (Y). This means that the stronger the model used to describe the effect of independent variables on the dependent variable studied (Y), then the coefficient of determination test is used as shown in the following table: Table 7 Coefficient of Determination Test Results Model Summary Std. Error of the Model R R Square Adjusted R Square Estimate a a. Predictors: (Constant), Training Source: Data processed with SPSS version 20.0 for windows From the analysis of the effect of training on employee performance as shown in Table 7 shows that the correlation coefficient (R2) = The coefficient of determination obtained by calculating D = R2 x 100%, mean D = x 100% = 69.40%. It can be concluded that the performance of employees affected by the training amounted 69.40%, while the remaining 30.60% is influenced by other factors not examined in this study. 6. CONCLUSION From the results of the data analysis it can be concluded that the training variable (X) employees at PT XXX Industries (Persero), has an effect on employee performance (Y) of 69.40%, while the remaining 30.60% is effected by other variables not examined in this study. For further studies are expected to further deepen the focus on the effect of training, because based on the calculation of the coefficient of determination amounted 69.40%. This makes the training highly influential on employee performance, and further research can use the basic theory of the discussion about the training in the opinion of other experts. 11

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