Pengaruh peningkatan skill, motivasi diri, dan strategi penyediaan tenaga kerja terhadap peningkatan karir sdm dan produktivitas kerja sebagai variabel intervening
DOI:
https://doi.org/10.51903/kompak.v15i1.692Kata Kunci:
peningkatan skill, motivasi diri dan strategi penyediaan tenaga kerja, produktivitas kerja ,peningkatan karir sdmAbstrak
The purpose of this study was to determine the relationship between increasing skills, self-motivation and workforce supply strategies that directly and indirectly affect HR career development through work productivity as an intervening variable. This study only describes the effect of career advancement through skill improvement, HR self-motivation and labor supply strategies by the government that affect HR work productivity, where skill improvement, self-motivation and workforce provision are government programs to help improve career advancement through work productivity. . The novelty of this research is improving skills, self-motivation and strategies for providing manpower to increase HR careers and work productivity. The research method used in this research is descriptive quantitative research method using path analysis. Partially, only the skill improvement and self-motivation variables have a positive and significant effect on the work productivity variable and the HR career improvement variable. Meanwhile, simultaneously, the variables of increasing skill and self-motivation have a positive and significant effect on the work productivity variable through the HR career improvement variable as an intervening variable. With the increase in the skills possessed by HR, they will always motivate themselves to be better and can increase their competence, so that it will affect their ability to be productive, so as to be able to create work productivity of each individual which leads to increased employee performance.
Referensi
[2] R. L. Mathis And J. H. Jackson, “Manajemen Sumber Daya Manusia,” In Manajemen Sumber Daya Manusia, 2012.
[3] V. R. Zainal, “Manajemen Sumber Daya Manusia,” Manaj. Sumber Daya Mns. Untuk Perusah. Dari Teor. Ke Prakt., 2015.
[4] R. Amalia, S. Wasistiono, E. L. Wargadinata, And R. Lambelanova, “Open Selection Of State Civil Apparatus In The Ministry Of Administrative And Bureaucratic Reform,” J. Public Adm. Gov., 2019, Doi: 10.5296/Jpag.V9i2.14807.
[5] S. Bahri And Y. Chairatun Nisa, “Pengaruh Pengembangan Karir Dan Motivasi Kerja Terhadap Kepuasan Kerja Karyawan,” J. Ilm. Manaj. Dan Bisnis, 2017, Doi: 10.30596/Jimb.V18i1.1395.
[6] [BPS] Badan Pusat Statistik, “Statistik Indonesia,” BPS-Statistics Indones., 2021.
[7] S. D. Yana, “Efektifitas Program Kartu Prakerja Dalam Membangun Sumberdaya Manusia Di Tengah Pandemi,” J. Investasi Islam, Vol. 6, No. 1, Pp. 12–21, 2021.
[8] R. I. Kartikasari And I. Djastuti, “Pengaruh Pelatihan Dan Disiplin Kerja Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening (Studi Pada SPBE PT. Tunas Sejati Cilacap),” Diponegoro J. Manag., Vol. 6, No. 4, Pp. 1–12, 2017, [Online]. Available: Http://Ejournal-S1.Undip.Ac.Id/Index.Php/Dbr.
[9] R. Rosmaini And H. Tanjung, “Pengaruh Kompetensi, Motivasi Dan Kepuasan Kerja Terhadap Kinerja Pegawai,” Maneggio J. Ilm. Magister Manaj., Vol. 2, No. 1, Pp. 1–15, 2019, Doi: 10.30596/Maneggio.V2i1.3366.
[10] K. P. Feder And A. Majnemer, “Handwriting Development, Competency, And Intervention,” Developmental Medicine And Child Neurology. 2007, Doi: 10.1111/J.1469-8749.2007.00312.X.
[11] A. Nelfianti, Yuniasih, “Pengaruh Budaya Organisasi Terhadap Kinerja Karyawan,” J. Manaj. Bisnis, Vol. 18, No. 02, Pp. 119–128, 2018, [Online]. Available: Http://Jurnal.Ubharajaya.Ac.Id/Index.Php/Kajian-Ilmiah/Article/View/202/Pdf.
[12] W. Fleeson Et Al., “Pengaruh Gaya Kepemimpinan, Motivasi, Dan Disiplin Kerja Terhadap Kinerja Karyawan (Studi Kasus Pada PT Tritunggal Mulia Wisesa Surakarta) Diajukan,” J. Pers. Soc. Psychol., 2017, Doi: 10.1111/J.1469-7610.2010.02280.X.
[13] B. Rismayadi And M. Maemunah, “Pengaruh Motivasi Kerja, Kepemimpinan Dan Budaya Organisasi Terhadap Kepuasan Kerja Karyawan Serta Dampaknya Pada Kinerja Perusahaan (Studi Kasus Pada PT. Concord Indonesia),” J. Manaj. Bisnis Kreat., 2016, Doi: 10.36805/Manajemen.V2i1.181.
[14] K. Kamsinah, “Metode Dalam Proses Pembelajaran: Studi Tentang Ragam Dan Implementasinya,” Lentera Pendidik. J. Ilmu Tarb. Dan Kegur., Vol. 11, No. 1, Pp. 101–114, 2008, Doi: 10.24252/Lp.2008v11n1a8.
[15] N. Nohria, B. Groysberg, And L. Lee, “Competition Human Resources Marketing Organization & Culture Managing Technology Finance,” Harv. Bus. Rev., No. August, Pp. 79–85, 2008, Doi: Article.
[16] P. E. Sumantri, “Pengaruh Motivasi Kerja Dan Lingkungan Kerja Terhadap Kinerja Karyawan Pada Usaha Penjualan Mobil Bekas Di Kecamatan Purwokerto Selatan Kabupaten Banyumas,” J. Pro Bisnis, 2016.
[17] W. Widodo, “Pengaruh Sumber Daya Manusia Terhadap Kemampuan Kerja Pegawai (Studi Di Sekretariat Daerah Kabupaten Lampung Timur),” J. Tapis, 2015.
[18] M. Hasibuan, S.P, Manajemen Sumber Daya Manusia. 2014.
[19] D. Darmawan, Prinsip-Prinsip Perilaku Organisasi. 2013.
[20] Sedarmayanti, Perencanaan Dan Pengembangan SDM Untuk Meningkatkan Kompetensi, Kinerja Dan Produktivitas Kerja. PT Refika Aditama. Bandung, 2017.
[21] A. A. A. P. Mangkunegara, Manajemen Sumber Daya Manusia Perusahaan. 2015.
[22] Riduwan Dan Akdon, “Rumus Dan Data Dalam Analisis Data Statistika,” In Rumus Dan Data Dalam Analisis Statistika Cetakan Kedua Alfabeta, 2010.
[23] Sugiyono, “Metode Penelitian Kuantitatif, Kualitatif Dan R&D,” Bandung: Alfabeta. P. 361, 2012, Doi: 10.1017/CBO9781107415324.004.
[24] A. Suharsimi, Prosedur Penelitian : Suatu Pendekatan Praktik (Edisi Revisi), Vol. 1. 2010.
.png)
