Sumber daya manusia di perusahaan berperan sebagai penentu keberhasilan perusahaan untuk mencapai hasil yang diharapkan. Sumber daya manusia pada perusahaan perlu dikelola secara profesional agar terwujud keselarasan antara kompetensi pegawaidengan dengan tuntutan dan tujuan perusahaan. Salah satu proses pengembangan dan peningkatan kompetensi pegawai dapat dilakukan dengan melaksanakan kegiatan pendidikan dan pelatihan. Pelatihan bagi para pegawai dapat dilakukan dengan berbagai cara, antara lain dengan kegiatan on job training dan off the job training. Dengan adanya pelatihan diharapkan produktivitas pegawai akan lebih meningkat serta dapat bekerja secara lebih efektif dan efisien terutama untuk tantangan dalam mencapai tujuan perusahaan ke depan. Evaluasi pelatihan merupakan salah satu cara mengukur efektifitas pelatihan sehingga memberikan feedback bagi perusahaan dalam rangka meningkatkan kompetensi sumber daya manusia.
This study will identify, test and analyze the description of the Visionary Leadership variable, Talent Management variable on the Employee Performance variable at regional banks in West Java, Indonesia. This research is quantitative. This research uses descriptive method and verification method. The unit of analysis in this research is the employee. This research uses 300 people sample, and the analytical tool used is PLS-SEM. The results showed that Visionary Leadership Variable was quite good in the excellent category, Talent Management Variable was in the fairly good to very good category, and Employee Performance Variable was in the fairly good category with the very good category. The results also show that Visionary Leadership is influential and very important for Employee Performance, Talent Management is influential and very important for Employee Performance, Visionary Leadership is influential and very important for Talent Management, and Visionary Leadership is influential and very important Employee Performance through Talent Management.
This research begins with the phenomenon of workload problems and unclear tasks that cause employees to feel the workload given by employees to get promotions in accordance with career development plans that have not been implemented properly. So that the resulting job satisfaction is not in accordance with the wishes of employees. The need of this investigation was to find out the relationship between work load (WL) and career development (CD) on job satisfaction (JS) for PT XYZ. This article use quantitative methodologies. A total of 88 samples were used, with 88 participants participating in the saturation sample study. A questionnaire was chosen as a test data capture approach in this inquiry for validity and reliability testing of the research instrument. PLS-SEM is used to analyze data using structural model analysis. According to the findings of this research, workload (X1) does not appear to have a direct impact on job satisfaction (Y). Workload (X1) influences career growth (X2), and career development (X2) influences job satisfaction (Y). The factor of workload (X1) through career development (X2) has a large enough impact on job satisfaction (Y) PT XYZ.
During the COVID-19 pandemic, which was marked by the emergence of a new virus that affected the entire world from the spread of the virus, the impact resulting from the COVID-19 pandemic was to impact human resources within the organization. All employees in companies and agencies must do their work remotely (Work fromHome) in order to minimize transmission of COVID-19. Based on a pre-surveyconducted with the Head of Sub Division of Personnel and General Affairs and several employees of PT. PLN Rayon Banjar, the author found a phenomenon that causes the low performance of employees of PT. PLN Rayon Banjar, namely the workprocess and work results that are not in accordance with the company's expectations and have not been able to realize their work according to what has been determined by the company. The method used in this research is descriptive and verification methods, with data collection techniques through distributing questionnaires as manyas 60 respondents. The test used to test the instrument is a validation test and a reliability test. Data analysis used multiple linear regression, correlation coefficient, and determination coefficient. The results showed that the implementation of work design and work discipline at PT. PLN Rayon Banjar has a significant effect on Employee Performance, with a contribution of 92.7%. Work design and work discipline simultaneously affect employee performance by 68.1%.
Purpose: This study aims to determine the effect of the variables: Flexible Working; Job Stress; on Employee performance, with the perspective of Self Determination Theory. Method: The research method used is causal associative using questionnaires and survey research methods which are part of a quantitative study with a sample of 60 respondents. The analysis in this study uses descriptive statistics, validity test, reliability test, classical assumption test, multiple linear regression, correlation coefficient, coefficient of determination, and hypothesis testing. Results: Write only the results of research. The results showed that flexible working of place is in the medium category and work stress is in the high category, and employee performance is in the low category. Limitations: The limitations of this study are the lack of influence of exogenous variables that are not dominant enough in predicting employee performance with flexible work arrangements that have been carried out, and for further research it is necessary to add relevant exogenous and intervening variables such as: leadership, and employee involvement as a human factor from a different perspective. Wider. Contribution: The contribution of this research can be useful for practitioners in the world of work so that they can add to the basis for making decisions in work practice. Keywords: 1. Flexible Working 2. Job Stress 3. Employee performance. 4. Self Determination Theory
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