ANALYSIS OF EMPLOYEE PERFORMANCE IMPROVEMENT IN MEDAN CITY PUD MARKET

The achievement of revenue targets for PUD (Regional Public Enterprises) Market of Medan was not as expected, which shows the performance of PUD Market of Medan is not optimal. Many factors affect the achievement of revenue targets, one of which is the human factor, in this case, is the absence of PUD Market employee performance. If the employee has a good performance, then the trader as the party renting selling space will be more loyal and impact increasing the occupancy rate of the market. This study aims to analyze PUD Market of Medan employee performance and its influence factor. This type of research in this study is correlational research consisting of four independent variables and the dependent variable of employee performance. Analysis of the data used is multiple regression analysis. The result showed that the performance of employees PUD Market in Medan by 39.1% was influenced by competence, work culture, organizational communication, and motivation.


Introduction
The city of Medan has the main revenue from PUD (Regional Public Enterprises). The market comes from contributions and rentals of shophouses and kiosks, which are marketed to traders and consist of stands, tables, tents, and income from cleaning contributions. Municipallyowned corporations (BUMD) is the only agency that manages 50 markets in Medan City. Management's ability to manage resources is highly dependent on the quality of human resources (Melton & Meier, 2017). Suppose the employee or employee of a business entity can follow the job description accompanied by a high level of skill and discipline. In that case, the target of the business entity will be achieved. The income is determined based on the number of outlets (shops, kiosks, stands, and tables) multiplied by the tariff and cleaning contribution. In addition, PUD Market of Medan City generates income by receiving daily and monthly contributions from points of sale and by offering other services, such as construction services and electricity facilities (Roslinda & Nurlaila, 2022).The Medan City Market PUD can set an annual revenue target based on these two things (the number of outlets and the rent). However, the target that has been set cannot be met.
The income that has not been able to meet the target shows that the performance of the Medan City Market PUD has not been ISSN : P 2720-9938 E 2721-5202 Analysis of Employee Performance Improvement in Medan City PUD Market optimal. Various factors can influence this, one of which is human resources, in this case, the performance of PUD employees.
Employee performance shows employees' skills in carrying out a particular field of work. Many organizational transformation projects rely heavily on the willingness of employees to adapt in the present day (Alqudah, Carballo-Penela, & Ruzo-Sanmartín, 2022). Moreover, when a company has more high-performing workers on its payroll, overall productivity increases, making it more resilient to changing environmental conditions (Danni & Bachri, 2021). If employees work optimally, then the complaints of service users, namely traditional market traders, decrease. From the results of the graph of traders' complaints on the performance of Medan City Market PUD employees, it has increased.
The number of complaints that occur tends to increase. This is certainly an achievement that the Medan City Market PUD manager did not expect because it harmed the company's main source of income. Traditional markets are an excellent alternative for shopping among people. The variety of goods plus the freshness of fish, meat, and vegetable products attract consumers to shop at this market. It can be recognized that there is a dependency on the ability of employees to become an obstacle in improving company performance. The employees needed are employees who are expected to innovate in work practices so that they are more capable of responding to the demands of existing changes.
From the research results by (Ronald, 2010), employee performance is influenced by various factors, namely competence and motivation. Performance is influenced by leadership style, organizational communication, and work motivation (Sehfudin & Mas'ud, 2011). In addition, work culture also influences employee performance (Assagaf, 2012;Munawirsyah, 2018). Regardless of the organization, organizational culture exists; it binds the organization to a chain of implicit meanings that provides distinct meanings for all human actions and organizational processes (Cucu-Ciuhan & Guită-Alexandru, 2014).
The objectives of this research are: a. Knowing the factors that cause employee performance at PUD Market of Medan City is still not optimal. b. Develop strategies to improve employee performance at PUD Market of Medan City.

Method a. Type of research
The type of research used is correlational research. This research was carried out to detect how variations in a factor are related or correlated with one or more other factors based on the correlation coefficient (Sinulingga, 2012).

b. Population and Sample
The population is the entire subject or object of research (Ghozali, 2009). In this study, the population was employees who served in the Medan City Market PUD Office. Sampling in this study using the census technique or all of the population used as research respondents.
The number of employees of Medan City Market PUD as of April 30, 2022, is 652 people (including casual daily workers). In this study, the sample size is based on the opinion of (Hair, Anderson, Tatham, & Black, 1998), which states that the ratio between the number of subjects and the number of independent variables in multivariate analysis is recommended for around 15 to 20 subjects. Based on the conceptual framework that are competence, work culture, organizational communication, and motivation, there are four independent variables, thus the number of research subjects is between 60 to 80 respondents. In this study, questionnaires were distributed to 80 respondents.
The sample is part of the number and characteristics of the population (Sugiyono, 2006). The sampling method used is the probability sampling method. This method provides equal opportunities for each member of the population to be a sample. Determination of the sample using a simple random sampling technique.

c. Data collection technique
Data collection is a systematic and standard procedure to obtain the required data (Torang, 2012). The techniques used to collect data are: 1) The questionnaire is a list containing questions to be filled out by the respondents based on indicators on the operational definition of variables. The way of assessing the results of the answers to the questionnaire is done using a Likert scale. 2) Documentation study.

d. Data analysis
Analyze the magnitude of the relationship and the influence of independent variables whose number is more than two. It is known as multiple regression analysis (Hasan, 1999).

A. Coefficient of Determination Results
Coefficient of determination determines how much the independent variable's ability to influence the dependent variable (Priyatno, 2008). The coefficient of determination is located in the model summary table in the Adjusted R Square column.
The correlation coefficient (R) value shows how big the relationship between the independent variables and the dependent variable is. The value of R ranges from 0 to 1. The value closer to 1 means the relationship is getting stronger. On the contrary, the relationship is weaker when the value gets closer to 0. This test determines whether the independent variables (X1, X2, X3, X4) together or simultaneously have a significant effect on the dependent variable (Y). Alternatively, to find out whether the regression model can be used to predict the dependent variable or not (Priyatno, 2008), as shown in Table 2.

C. Results of Partial Hypothesis Testing (t-test)
This test is used to determine whether, in the regression model, the independent variables (X1, X2, X3, X4) partially have a significant effect on the dependent variable (Y) (Priyatno, 2008). Based on Table 3, the following results were obtained: 1) The distribution table t or t-table is searched at alpha = 5% with degrees of freedom (df) = n-k-1 or df=80-4-1=75 (n is the number of respondents and k is the number of independent variables). Using the formula "=TINV(0.05,75)" in Microsoft Excel 2010, the t-

Conclusion
The performance of Medan city market pud employees of 35.8% is influenced by competence, work culture, communication, and motivation. While the remaining 64.2% is influenced by other variables outside the variables used in this study.
Organizational communication is one of the factors that gives the most prominent impression on employee performance decisions, while work culture is the second biggest influence.
Competence and motivational factors partially do not affect the performance of the PUD market of Medan city employees.