The Influence of Training and Development To Employee Performance

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THE INFLUENCE OF TRAINING AND DEVELOPMENT TO EMPLOYEE

PERFORMANCE
Article in International Journal of Economics Business and Accounting Research (IJEBAR) · March 2020
DOI: 10.29040/ijebar.v4i01.928
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International Journal of Economics, Business and Accounting Research (IJEBAR)
Peer Reviewed – International Journal
Vol-4, Issue-1, 2020 (IJEBAR)
E-ISSN: 2614-1280 P-ISSN 2622-4771
https://jurnal.stie-aas.ac.id/index.php/IJEBAR
THE INFLUENCE OF TRAINING AND DEVELOPMENT TO EMPLOYEE

PERFORMANCE
Pebrida Saputri1 , Devia Lorensa2, Asriani3, Saida Zainurossalamia ZA4
Master of Management, Economics and Business Faculty of Mulawarman University
Email [email protected]
Abstract: Training and development have an important role to improve employee

performance to improve higher quality human resources. The purpose of this
study is to find out the role of training and development on the performance of
analysis consultant employees on environmental impacts (AMDAL) . Hypothesis
training and development are significantly affecting AMDAL consultant
employee performance. The population in the study this is all the employees who
have followed the training and development employee as many as 35 people.
Mechanical taking samples in research this is purposive sampling. The method
that is used in research this is the collection of data through questionnaires, the
study literature, and observation. The technique used to analyze simple linear
regression data and examine hypotheses simultaneously and partially. The result
is that training and development significantly influence employee performance
simultaneously.
Keyword: Training , Development , Performance of employees
1. Introduction
In the current competition there are many challenges faced so that companies want employees
who are able to work quickly and accurately. The existence of this competition also requires
companies to have employees who can work optimally so that they can provide results in
accordance with company goals. The success of an organization can be seen by the quality of the
employees who work in it. Management HR has a role in an organization not just about a
administration will but even more to the point on how to be able to develop the potential of
human beings to be innovative and creative.
The ability of employees is reflected from the performance, and the performance of the
well is performance optimized. Performance in general can be interpreted as a person's success in
carrying out a job. Performance that is a capital of a major for the company to reach the goal
(which is embodied in the vision of m contents) which is in charge of companies. So that the
performance of employees is a matter that should be given attention over by the company.
One thing that can give effect to the kin Gov employees such as training, training is a
process where the people want to reach a certain ability to to help achieve the goals of the
organization. Training is led and orientated at which ka short, the training will have influence on
the performance and if the training is given by the company is successful then the performance
of the employee will increase by itself (Dessler, 2013) . K arena in company training is very
important for employees in the initial work that has the aim to improve the competency of the
midwife g Amdal, the company will try to carry out the development of the ability of the
employee to download forms working environment is much better in the organization and to give
training programs to gain the skills and competencies needed to reduce errors in work.
Another factor that gives effect to the performance of employees of them is development,
development is giving a lesson to help the growth of employees, give directives to the
performance of employees on their work to improve the employee's position in the future (Tjeng,
International Journal of Economics, Business and Accounting Research (IJEBAR) Page 133
E-ISSN: 2614-1280 P-ISSN 2622-4771
Said, and Wandary, 2016) The development has a connection with an increase in emotional or
intellectual needs to do a better job . On the consultant EIA is required to have the ability to
create plots to the development of quality human resources. In this effort the management of a
company makes improvements, one of which is through the development of HR. Training and
pen g e mbangan able to improve the competence that is focused on the knowledge, skills and
abilities to improve the performance of employees in the consultant EIA .
A company engaged in the field of AMDAL consultancy is a study of a large and
significant impact on a business and activity that is designed on the site of activity and affects the
changes in the quality of the environment. EIA as a tool in assessing the feasibility of a business
and serve as the basis of a decision regarding the implementation of business activities. AMDAL
consultants receive environmental document preparation services: AMDAL (KA-ANDAL,
ANDAL, RKL-RPL, DELH, DPLH, UKL-UPL all fields of activities such as coal mining, metal
mining, airports, hospitals, roads, plantations, HTI, HPH, ports , housing, factory, SUTT, Power
Plant, PLTU, dam, irrigation).
This study examines the training and development of employee performance. This
concerns the performance of employees in AMDAL consultants to improve the performance of
employees in the company in conducting training and employee development in developing
creativity in work to get the best employee performance.
2. Theoretical Review
Training
New employees need to be trained so that they have the appropriate skills needed to do their
jobs. Training is the responsibility of managers to develop employees in a company (Bangun,
2012).. "Training is a way that is done to improve the skills and knowledge of employees.
Training is also a way of changing the attitude of employees so as to do work with more
effectively. The training can be done at all levels late in the organization. At the lower level,
training provides instruction on how to carry out a task (Handoko, 2000). Training deals with the
ability of employees to do the work that exists. Training has orientation for the period when
these and assist employees in achieving the capability and expertise certain to be successful in do
work (Rival & Mulyadi, 2009) .
Bearer Gan Human Resources

Development of HR ( human resource development ) is a process for improving the skills and
knowledge of employees to be able to achieve the goal y ang efficient and effective (Build
2012). Development of human resources associated with the availability of development and the
opportunity to learn. To create a program of training that includes organizing, planning , and
evaluation on plans for the (Kotler & Armstrong, 2014) . The development is a method that is
used to help to design the activities to download ingkatkan development ourselves with the
maximum (Mangkunagara, 2010).
Employee Performance
Performance is the result of the work late someone is quality and the quantity that is acquired by
a person of employees in doing the work in accordance with the sole responsibility of the given
entrusted (Mangkunagara, 2013). (Hasibuan, 2011) suggests performance is a result the work
late that achieved by an in mel akukan job that was entrusted to him, which is based on skill,
seriousness and experience as well as time. According to Build (2012) performance is the result
of the tasks that achieved the employees that are based on the requirements of the job. A job has
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requirements specific to be done in terms of achieving the purpose of which is referred to also as
a standard work According to (Suwarto, 2014) Performance is about the behavior or matter what
the do employees , not about what the result or the result of the work they are. System
management of performance in typical include measurement of performance and outcomes ( ie ,
how the process is and what the results of its work). Performance is evaluative (whether it helps
advance or actually obstructs organizational goals) and is multidimensional (ie , many behaviors
are needed to describe employee performance). Based on the understanding that had been there,
the authors draw a conclusion that the achievements of the work that is in produced by an
employee in the mail I kan a task could be to in the evaluation of how high the level of
performance of the employee of his, then the performance of employees should be determined by
the achievement of a target of the period period time which become restrictions organization.
The effect of training on performance

Based on the research that is done Mangkunagara & Inheritance (2015) with the title " Effect of
training, competence and discipline on employee performance in company (case study in PT.
Asuransi Bangun Askrida ) " suggests that the training effect significantly to the performance of
the employee . In addition to that , the research that is done Afroz (2018) in his research that
entitled " Effects of Training on Employee Performance A Study on Banking Sector, Tangail
Bangladesh " also revealed that the training effect significantly to the performance . Based on the
description above, the problem under study can be formulated as follows:
H1: Training influences employee performance at an Environmental Impact Analysis Consultant
Effect of development on performance
Based on the research that is done Asfaw et al. (2015) which is entitled " The impact of training
and development on employee performance and effectiveness: A case study of District Five
Administration Office, Bole Sub-City, Addis Ababa, Ethiopia " suggests that the development
impact significantly on performance . In addition to that , the research that is done Ampomah , P.
(2016) also revealed that the development of an effect on performance . Based on the description
above, the problem under study can be formulated as follows:
H2: Development influences employee performance at the Environmental Impact Analysis
Consultant
The purpose of the study is that to determine the effect of the training and development of the
consultant analyzes the impact of the environment. Results of the study is expected d apat
provide input and picture for the company Amdal to be able to give attention to the more well to
training and development for factors that may affect the performance of the employee. Besides
that, research is also hoped can provide knowledge and understanding of the effects of training
and development to employee performance, and can be practiced in a company in the field of
EIA.
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Framework Concepts
Figure 1. Concept Framework Model
3. Research Method
The population in this study were all employees who had attended training and employee
development as many as 60 people. Techniques that are used in decision- sam mop in research
this is purposive sampling is a technique of determining the sample because according to the
research that is done (Sugiyono, 2013) . the number of employees who meet the criteria to be
respondents amounted to 35 people . Type of data used in the study is righteousness primary data
and secondary. Collecting the data in the study is derived from the questionnaires , the list of
heritage, and observation.
Quantitative Analysis is a data analysis method that requires statistical and mathematical
calculations. To make it easier to perform the analysis used SPSS version 22 using regression
linear simple.
4. Results and Discussion

Regression
Descriptive Statistics
The Std.
mean Deviation N
PERFORMANCE 3.5714 1.65006 35
TRAINING 4,5714 1.52017 35
DEVELOPMENT 5,6286 1.49678 35
In tebel Descriptive Statistics show that the average (mean) performance with the number
of 35 employees is 3.5714 with a standard deviation of 1.65006, the average training with a
number of 35 employees is 4.5714 with a standard deviation of 1.52017, and development with
an average of 5.6286 with a standard deviation of 1.49678
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Correlations
PERFORMANCE TRAINING DEVELOPMENT
Pearson PERFORMANCE 1,000 .851 .898
Correlation TRAINING .851 1,000 .988
DEVELOPMENT .898 .988 1,000
Sig. (1- PERFORMANCE . .000 .000
tailed) TRAINING .000 . .000
DEVELOPMENT .000 .000 .
N PERFORMANCE 35 35 35
TRAINING 35 35 35
DEVELOPMENT 35 35 35
In the table Correlations, correlation or relationship between the three variables are
variables of training with the performance obtained by r = 0.851 with probability = 0.000 <0.05
then Ho is rejected , which means that there is a relationship correlations were significant
between the score of the training with the performance . variable frequency development with
performance r = 0.898.
Variables Entered / Removed a

Removed
Model Variables Entered Variables Method
1 DEVELOPMENT,
. Enter
TRAINING b
a. Dependent Variable: PERFORMANCE
b. All requested variables entered.
Table variables entered / removed it explains about the variable that is inserted or disposed
of and methods are used . in terms of these variables were included is a variable training and
development as a predictor and methods are used enter.
Summary Model b
Change Statistics
R Adjusted R Std. Error of R Square F Sig. F
Model R Square Square the Estimate Change Change df1 df2 Change
1 .929 a .862 .854 .63100 .862 100,249 2 32 .000
a. Predictors: (Constant), DEVELOPMENT, TRAINING
b. Dependent Variable: PERFORMANCE
In this table explain the R-square of 0.862 or 86.2% which shows that the regression model
can explain or describe the data behavior of 86.2% and the rest is influenced by other variables
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or in other words the training variable can be explained by the development variable of 86.2 %,
remaining at 13.8 %. Standard error of estimate on the table this is at 0.63100 on variable
performance . the analysis of previously standard deviation in descriptive statistics is 1.65006,
where the numbers standard deviation is much more substantial than the standard error estimate
that only 0.63100.
ANOVA a
Sum of Mean
Model Squares Df Square F Sig.
1 Regression 79,830 2 39,915 100,249 .000 b
Residual 12,741 32 .398
Total 92,571 34
b. Predictors: (Constant), DEVELOPMENT, TRAINING
On the table is explained there is the influence of the real ( significant ) variable training
(X1) and development (X2) are simultaneously ( together ) against performance ( Y). F value (f
arithmetic) of 100,249 and (significance level) sig = 0,000
Coefficients a
Standardi
zed
Unstandardized Coefficie
Coefficients nts Correlations Collinearity Statistics
Std. Zero- Toleran
Model B Error Beta T Sig. order Partial Part ce VIF
1 (Constant) -3,779 649 -5,820 .000
TRAINING -1,651 .460 -1,521 -3,592 .001 .851 -.536 -.236 .024 41,686
DEVELOPME
2,647 .467 2,401 5670 .000 .898 708 .372 .024 41,686
NT
At the coefficients table, in column B in Constanta - 3, 779 , training was -1.651 and
development was 2,647. Based on the data above , it can be said that : a constant of -3.777 and a
regression coefficient of X1 -1.651 and a coefficient of X2 of 2.647.
1. Based on the results of the analysis of 35 responeden regarding the training and
development of the performance of employees the average (mean) performance with the number
of 35 employees is 3.5714 with a standard deviation of 1.65006, the average training with a
number of 35 employees is 4.5714 with a standard deviation of 1.52017, and the development of
the an average of 5.6286 with a standard deviation of 1.49678
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2. Column sig / significance on the output coefficient is at 0000 which means probabability be
below 0025 then Ho is rejected. Then the result of the variables above can be said to be
significant because of the training and development of an effect on performance.
3. For the analysis of the constants (-3779) it has presented the results of the numbers constants
are significant.
5. Conclusion
Based on the results of the research , it can be seen that P Training in influence positively and
significantly to the performance of employees and development influenced positively and
significantly to the performance of the employee . It 's means that training and development are
carried out to make the performance even increased , by reason that the training and
development that there needs to be maintained existence is to keep improving the performance of
the existing . U ntuk study further suggested to extend the research with a way to add variables
study that the company can establish a policy that is more effective for the improvement of the
performance of employees . Companies are advised to be a lot of organize training and
development of employees so that the skills and knowledge to improve as well as the adaptation
of employees to the task much faster and responsive
References
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Tangail Bangladesh. Global Journal of Economics and Business , 4 (1), 111-124.
Ampomah , P. (2016). The Effect of Training and Development on Employee Performance in a
Private Tertiary Institution in Ghana. Case Study: Pentecost University College ( Puc ) -
Hana). Asian Journal of Social Sciences and Management Studies , 3 (1), 29-33.
Asfaw, AM, Argaw , MD, & Bayissa , L. (2015). The impact of training and development on
employee performance and effectiveness: A case study of the District Five
Administration Office, Bole Sub-City, Addis Ababa, Ethiopia. Journal of Human
Resource and Sustainability Studies , 3 (04), 188.
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See discussions, stats, and author profiles for this publication at: https://www.researchgate.

THE INFLUENCE OF TRAINING AND DEVELOPMENT TO EMPLOYEE

Cultural Intelligence as a Pre-Requisite for Voice View project

The user has requested enhancement of the downloaded file.

THE INFLUENCE OF TRAINING AND DEVELOPMENT TO EMPLOYEE

Abstract: Training and development have an important role to improve employee

Bearer Gan Human Resources

The effect of training on performance

Figure 1. Concept Framework Model

4. Results and Discussion

Variables Entered / Removed a

Sugiyono (2013). STATISTICS FOR RESEARCH (23rd ed.). ALFABETA CV.

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