Pengaruh Career Development, Pelatihan, dan Social Security terhadap Kinerja Karyawan (Studi pada PTPN III Medan Bagian Operasional SDM)

Abstract

Employee performance is very important for the organization, because whether employees are productive or not will greatly affect the company's success. Employee productivity can be realized if the needs of employees can be met at work. One of them is in implementing career development, implementing training to improve employee work skills, and providing social security for employee comfort at work. However, in the past few years PTPN III Medan has experienced fluctuations in employee performance because employees have not had the opportunity to develop their careers, the frequency of training is very small and social security has not been felt by employees. So that employees have not given maximum performance for PTPN III Medan. This study aims to analyze how the influence of career development, training and social security on the performance of employees of PTPN III Medan Operational Division of Human Resources. The influence of career development, training and social security will be analyzed partially and simultaneously on employee performance. The form of research used in this research is quantitative research with an associative approach. Sampling was done through saturated sampling technique with 45 respondents as a sample. The primary data used in this study were obtained by distributing questionnaires directly while the secondary data was obtained through a literature study. The data analysis method used is the validity test, reliability test, classic assumption test, multiple linear regression test, and hypothesis testing. The results of the research conducted show that career development (X1), training (X2) and social security (X3) variables significantly influence employee performance and all independent variables simultaneously (simultaneously) affect employee performance. The determinant coefficient test shows that there is a fairly close relationship between career development, training and social security on employee performance with an R value of 0.970. Through the adjusted R square value it is also known that career development, training and social security variables contribute 81% to employee performance variables while the remaining 19% is influenced by other variables not discussed in this study