Introduction*
Human Resource Management (HR) is
important in achieving goals. Generally company leaders expect good performance
from each employee in carrying out the tasks given by the company. The company
realizes that HR is the basic capital in the process of building a company and
even nationally, therefore the quality of HR must always be developed and
directed in order to achieve the goals have
been set by the company.
The success and excellence of the
company can be achieved if employees can carry out their roles well in carrying
out the company's strategy. Employees are needed
by the company that is competent
and capable employees in their fields. Adequate employee competency and in
accordance with organizational demands encourage better achievement of
organizational performance and goals.
Employee performance is often not
optimal due to several reasons including the lack of support for quality human
resources. Employees often feel that their duties and responsibilities are not
commensurate with their abilities. Owned competencies based on education is taken, work, interests, knowledge
and skills possessed by employees as well as the complexity of the work for
which be are responsible them often not accounted by leaders when will
place employees in certain positions and
tasks.
According to (Busro, 2018) competence is everything that is owned by someone in the
form of knowledge skills and other internal factors of individuals to be able
to do something based on their knowledge and skills
Employee placement can affect employee performance in
completing work who have been provided by the company. The placement of
employees based on their competencies can help improve employee performance
optimally.
Companies can place employees based on competencies
effectively. Before organizing these activities, a good plan should be carried
out with due regard to all factors relating to employee competence and
placement so that what is done can work well. Of course this must be adjusted
to the intent of the ability of the employee's performance in completing work
which can later help in the achievement of company goals.
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According to (Silalahi
& Mifka, 2015) placement is a task or
reassignment of an employee to a new or different job. This includes the
initial assignment of new employees and the promotion, transfer and employee
demotion
Employee placement in accordance with academic
competencies are owned by employees realy helps employees in completing work is
provided by the company. This means that the company must really put the
employee in the position according to the competency of the employee.
In Musi Rawas, many companies are engaged in the forestry
sector. One of them is the company PT. Xylo Indah Pratama, which developed
rapidly in the last few years. The number of competitors requires this company
to improve the quality of employee performance so that the company's goals can
run optimally.
PT. Xylo Indah Pratama (XIP) is an industrial company
that produces pencil slats. This company is located at Jalan Raya Palembang KM.
25 Muara Beliti. As for the raw materials for pencil slats are produced that is
pulai wood, jabon wood, and pumpkin. The company has two working hours, morning
work hours and afternoon work hours.
This company is very helpful to the surrounding community
in their efforts to overcome unemployment. Recruitment of employees who are
always open to the public be interest of community to join in working at this
company.
THEORY/CALCULATION
(if any)
Performance
According to (Kasmir, 2018) performance is the result of work and work behavior that
has been achieved in completing tasks and responsibilities given in a certain
period.
According to (Silalahi & Mifka,
2015) the basic principles of performance are:
a.
Honesty and Service
b.
Responsibility and
Consensus
c.
Cooperation and
Two-Way Communication
d.
Sharing Hope,
Managing Behavior, Playing and Feeling Pity
According to (Wibowo, 2016) the performance
methods are:
a.
Feedback
Namely human resources, capital, materials, equipment,
technology, methods and mechanisms of work.
b.
The benefits
The impact of result of work can be positive for the
company.
c.
Process
Conducted transparently, especially for people who are
affected by decisions that arise and people get the opportunity through the
basis of making a decision.
d.
Output
Is a direct result of the
company's performance, both in the form of goods and services.
According
to (Fahmi,
2012) the stages of
performance are as follows:
a.
Work is achieved individually or
institutionally
b.
People or institutions are given
authority and responsibility
c.
Work must be done legally
d.
Work is not contrary to morals or ethics
According to (Soetrisno, 2016) factors that
influence performance are:
a.
Effort
b.
Abilities
c.
Role or Task Perception
Competence
According (Sedarmayanti,
2017) competence is a prowess,
skill, ability that refers to the attributes or characteristics of someone who
makes it successful in work.
According
to (Sudarmanto,
2014) the basic principles of
competence are:
a.
Impulse (Motive)
b.
characteristic, character, traits and innate
character
c.
Social role
d.
Self-image
e.
Skill
According to (Wibowo, 2016), the competency
stages can be seen from their behavior, including:
a. Relationship
b. Talk achievement
c. Personal attribute
d. Managerial and Leadership
According to (Sudarmanto, 2014) the factors
that influence competence are:
a. Trust and value
b. Expertise or skills and experience
c. Personal characteristics and motivation
d. Emotional issues and intellectual capacity
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Employee
Placement
According to (Yuniarsih, 2016) employee
placement is placing prospective employees who are accepted on positions or
jobs that need it and at the same time delegate authority to that person.
According to (Badriyah, 2017) as for the
basic principles of employee placement are:
a.
Encourage employees to look for
promotions.
b.
Encourage employees in terms of job
transfer which helps the HR department to fill positions from within and
fulfill employees' personal goals.
According to (Sulistiyani, 2018) the method for
placing employees is:
a.
Seek budget approval to hold or fill
positions.
b.
Determine HR needs.
c.
Develop valid placement criteria.
d.
Procurement (Recruitment).
e.
Carry out a test or should screen
applicants.
f.
Prepare a list of qualified applicants
and employees.
g.
Hold the selection of the most qualified
employees.
According to (Badriyah, 2017) the stages of
employee placement are:
a.
There is an authority to place personnel
who come from the list of personnel developed through workforce analysis.
b.
Must have a standard that is used to
compare job candidates.
c.
In the event of a misplacement, a
re-adjustment program for the relevant employee is required according to the
expertise he has.
d.
Putting back in a more suitable
position.
e.
Reassign with tasks that match talent
and ability
f.
Must have job applicants who will be
selected for placement.
According to (Suwatno & Priansa, 2011) the factors
that influence employee placement are:
a.
Promotion
b.
Transfers and Demotion
c.
Job information program
Method
Research design
The research
design in this study is as follows:
1) Conduct a survey or visit research sites with the aim to find out the
location and approach.
2) After that the researcher formulates the research problem and
determines the survey objectives.
3) The researcher determines a title in accordance with the problem to be
discussed, namely the Effect of Competence and Employee Placement on
Performance at PT. Xylo Indah Pratama Muara Beliti Musi Rawas Regency.
4) Determine concepts and explore literature on employee competence and
placement and performance.
5) Taking samples and making observations and making questionnaires.
6) Fieldwork (interviews and documentation) and data processing.
7) Data analysis is an activity that requires researcher's accuracy in
determining the technique of analyzing data to fit the type of data.
8) Reporting is the result and summary of research and recommendations
given by researchers.
Population and Sample
The population
in this study were permanent employees of PT. Xylo Indah Pratama with 124
employees.
By using the
Issac and Michael formula, the sample size is 44 respondents from PT. Xylo
Indah Pratama Muara Beliti Musi Rawas Regency. By using simple random sampling
techniques or done randomly.
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Data collection technique
Data
collection by distributing questionnaires to respondents in this case are
employees of PT. Xylo Indah Pratama Muara Beliti Musi Rawas Regency. The
questionnaire was filled and answered so then be returned to the
researcher.
results and discussion
DISCUSSION
Simple Linear Regression Analysis, Correlation Coefficient
Analysis and T-Test Analysis of Competency variables
(X1) on
Employee Performance (Y)
From the t-test
calculation it is known that the t-test results show that the Competency
variable (X1) has a t-value of 7.834 which is greater than the t-table value at the real
level of 2.015 or it can be said that the Competency variable (X1) has a
significant effect on the Employee Performance variable (Y).
The first hypothesis which
states that there is a partially significant influence between Competency (X1)
on Employee Performance (Y). Based on the results of data processing, the
calculated value for Competence (X1) is 7.834 while the table is 2.015. From
these data it is found that tcount is greater than ttable (t-count> t-table). Then it can be
concluded that partially Competency variable (X1) has a significant positive
effect on Employee Performance variable (Y).
Simple Linear Regression Analysis, Correlation Coefficient
Analysis and T-Test
Analysis of Employee Placement Variables (X2) on Employee Performance (Y)
From the t-test
calculation it is known that the result of t-count shows that the
Employee Placement variable (X2) has a t-value of 6.535 greater than the t-table value at the real
level of 2.015 or it can be said that the Employee Placement variable (X2) has
a significant effect on the Employee Performance variable (Y).
The second hypothesis
which states that there is a partially significant influence between Employee
Placement (X2) on Employee Performance (Y). Based on the results of data processing,
the calculated value for Employee Placement (X2) is 6.535 while the table is
2.015. From these data it is found that t-count is greater than t-table (t-count> t-table). Then it can be
concluded that partially the Employee Placement variable (X2) has a significant
positive effect on the Employee Performance variable (Y).
Multiple Linear Regression Analysis,
Determination Coefficient Analysis (R2), and F Test Analysis of Competency
Variables (X1) and Employee Placement (X2) on Employee Performance (Y)
By using
a 95% confidence level, a = 5%, df1 (number of variables - 1) = 2 and df2 (n -
k - 1) or (44 - 2 - 1) = 41. The calculated F value is 34,020 with a
significance level of 0,000 . Where if F arithmetic> F table then Ho is
rejected and Ha is accepted. Conversely, if Fcount <F table then Ho is
accepted and Ha is rejected. In this study it turns out that Fcount
(34,020)> Ftable (3,226), meaning that Ho is rejected and Ha is accepted.
This shows that there is a significant influence between the variables of
Competency (X1) and Employee Placement (X2) on Employee Performance (Y).
The
third hypothesis which states that there is a significant influence together
between Competency (X1) and Employee Placement (X2) has a positive effect on
Employee Performance (Y). Based on the results of data processing, the value of
F-count is 34.020 while the F-table is 3.226. The data shows that F-count is
greater than F-table (F-count> F-table). Then it can be concluded that
simultaneously Competency (X1) and Employee Placement (X2) variables have a
significant positive effect on Employee Performance (Y).
conclusion
Based on research from the analysis results
in accordance with the research problem formulation, the researcher can
conclude that:
1)
Competency
Variable (X1) has a significant effect on Employee Performance (Y).
2)
Employee
Placement Variable (X2) has a significant effect on Employee Performance (Y).
3)
Competency
Variables (X1) and Employee Placement (X2) significantly influence Employee
Performance (Y).
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