PENGARUH PELATIHAN KOMPETENSI DAN MOTIVASI KERJA TERHADAP KINERJA PEGAWAI  (STUDI  KASUS PADA SEKERTARIAT DAERAH KABUPATEN SORONG)

Hendrikus Marianus  Lina; Pahmi Pahmi; Vebby  Anwar

doi:10.34127/jrlab.v15i1.2167

Authors

Hendrikus Marianus Lina Universitas Pendidikan Muhammadiyah Sorong
Pahmi Universitas Pendidikan Muhammadiyah Sorong
Vebby Anwar Universitas Pendidikan Muhammadiyah Sorong

DOI:

https://doi.org/10.34127/jrlab.v15i1.2167

Keywords:

Training, Competence, Work Motivation, Employee Performance

Abstract

Employee performance is a crucial factor in supporting the effectiveness of government administration and the quality of public services. In the context of the Sorong Regency Regional Secretariat, improving employee performance needs to be encouraged through appropriate human resource management, particularly through training, competency development, and work motivation. However, in practice, not all employee development programs have a direct impact on performance, so empirical testing is needed to identify factors that significantly influence employee performance. This study aims to analyze the influence of training, competency, and work motivation on employee performance at the Sorong Regency Regional Secretariat. The research method used is quantitative research using a survey method. The subjects were employees of the Sorong Regency Regional Secretariat. The population in this study was all employees, with a sample of 90 respondents determined using a sampling technique based on respondent availability. Data were collected using a Likert scale questionnaire with a score of 1–4 and analyzed using validity tests, reliability tests, classical assumption tests, and multiple linear regression analysis using SPSS. The results of the study indicate that training, competence, and work motivation simultaneously significantly influence employee performance, with an F-value of 13.654 and a significance level of 0.000 < 0.05, thus accepting hypothesis H4. Partially, training does not significantly influence employee performance (t-value = 1.227; Sig. = 0.223 > 0.05), thus rejecting H1. Competence has a positive and significant effect on employee performance (t-value = 4.691; Sig. = 0.000 < 0.05), thus accepting H2. Meanwhile, work motivation does not significantly influence employee performance (t-value = 0.507; Sig. = 0.614 > 0.05), thus rejecting H3. The coefficient of determination (R²) of 0.323 indicates that the three variables explain 32.3% of the variation in employee performance, with the remainder influenced by factors outside the study.

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