Employee Competence Research Articles

Exploring the Impact of Transformational Leadership on Organizational Performance at University Level

The objective of this research was to evaluate the effects of transformational leadership on organizational performance within the context of higher education institutions. This descriptive study targeted faculty members from The Islamia University of Bahawalpur and Bahaulddin Zakaria University, Multan. A convenience sample of 250 teachers, comprising both genders, was selected for the study. Data was collected through a structured questionnaire divided into three sections. The questionnaire underwent expert validation to ensure clarity and relevance, with improvements incorporated based on feedback. Data collection was conducted through surveys, and the responses were formatted, coded, and analyzed using the Statistical Package for Social Sciences (SPSS-27.0). The analysis employed techniques such as frequency distribution, percentages, mean scores, standard deviations, and regression analysis. The results revealed that transformational leadership had a significant and positive impact on organizational performance among university faculty. Leadership behaviors were found to foster an environment conducive to enhanced employee performance and organizational effectiveness. Additionally, employee competency was identified as a crucial determinant of university performance, exerting a direct positive influence on organizational outcomes. Regression analysis confirmed that employee competency partially mediated the relationship between transformational leadership and organizational performance. The study recommends implementing transformational leadership training and fostering a culture of competency development to enhance organizational effectiveness. Further research should explore additional mediating variables and expand to other educational institutions for broader applicability.

Career Development as Part of Employee Competency Improvement Planning at the Regional Office of the Ministry of Law and Human Rights of North Sulawesi

This study aims to determine and analyze career development as part of employee competency improvement planning at the Regional Office of the Ministry of Law and Human Rights of North Sulawesi. The research method uses a research approach with a qualitative approach that focuses on career needs indicators, agency support, training, promotion, employee placement and career development. The study involved a total of 15 participants who provided information. Information was gathered from various sources, including direct observation, interviews, and reviewing documents. The process of analysing the information involved gathering, summarising, and presenting the data to draw conclusions. The findings indicated that career development was identified as a key strategy for enhancing the skills and competencies of employees. Agency support in terms of leadership and staffing support plays a role in providing direction, guidance, and new assignment opportunities, while staffing is tasked with developing training programs, performance evaluations, and helping employees plan their career paths clearly. Placing employees in the right positions not only improves individual performance, but also provides opportunities for employees to develop and lead in the future. Training serves as an important instrument in career development, especially in modifying employees' knowledge, skills and behavior. Periodic evaluation of employee performance and competence is essential in planning effective career development. Employee career development not only benefits the individual, but also contributes to the achievement of organizational goals. Well-developed employees will be able to make maximum contributions in supporting the organization's strategic tasks, such as improving legal services and protecting human rights. The findings of this study suggest that with the adoption of competency-focused career development strategies and strategic planning, the North Sulawesi Regional Office of the Ministry of Law and Human Rights has the potential to cultivate a workforce of highly skilled and dedicated individuals, ultimately leading to improved delivery of public services within the realm of law and human rights.

The Influence of Occupational Health and Safety and Employee Competence on Risk Mitigation Affecting the Operational Performance of the Port at PT Pelindo IV Pare Pare Port

The Influence of Occupational Health and Safety and Employee Competence on Risk Mitigation Affecting the Operational Performance of the Port at PT Pelindo IV Pare Pare Port

The role of employee competence in shaping public satisfaction: Examining service quality as a mediating factor

In immigration services, it is essential to provide good service to the public, in line with the principles of public service. However, in reality, many people still feel that they have not received optimal public service. This study addresses the issue of whether there is a direct and indirect influence of employee competence on citizen satisfaction, with the indirect influence using service quality as a mediating variable. This research employs a quantitative associative method with a population of applicants at the Surakarta Class I Checkpoint Immigration Office over one month, totaling 6236 individuals. A sample of 259 people was obtained using the Isaac and Michael table. Data collection was conducted using a questionnaire distributed via Google Forms to the applicants. The results were then analyzed using descriptive analysis, hypothesis testing with SPSS version 26, path analysis, and finally, the Sobel test. The results of the study indicate that employee competence directly affects service quality with a t-value (18.119) exceeding the t-table (1.969), but does not directly affect citizen satisfaction with a t-value (0.831) less than the t-table (1.969). Meanwhile, service quality directly affects citizen satisfaction with a t-value (10.156) greater than the t-table (1.969). Path analysis and the Sobel test also show that employee competence indirectly affects citizen satisfaction through service quality, with a Sobel test t-value of (8.87) greater than the t-table (1.969). Based on these results, it is concluded that there is no direct influence of employee competence on citizen satisfaction, but there is an indirect influence of employee competence on citizen satisfaction through service quality.

Determinants of Employee Performance: A Study at Makhad Al-Jamiah IAIN Langsa

This study aims to analyze the factors that affect employee performance at Makhad Al-Jamiah IAIN Langsa. Employee performance is a crucial element in supporting the achievement of organizational goals, especially in Islamic-based educational institutions. This study uses a quantitative approach with a survey method, involving 110 employees as respondents. Data was collected through questionnaires that included variables such as competence, motivation, leadership, work environment, and career development. Data analysis was carried out using descriptive statistical methods and multiple regression to determine the influence of each factor on employee performance. The results of the study show that employee competence has a significant influence on performance, where the improvement of skills and work knowledge is directly correlated with productivity. Motivation, both intrinsic and extrinsic, is also the dominant factor that determines the extent to which employees are willing to make the best contribution. Transformational leadership has been proven to be able to create a conducive work environment, increase morale, and encourage innovation. In addition, facilities and support in the work environment play an important role in ensuring employee comfort and efficiency. Career development through training and job guidance has a positive impact on loyalty and performance.

CIPP 평가모형에 기반한 의료기관 인증평가 대비 역량 강화 교육에 대한 연구

Objectives In this study, we developed and applied an education program for the purpose of strengthening the competency of employees preparing for the medical institution certification evaluation, analyzed by dividing it into the categories of context, input, process, and product according to Stufflebeam's CIPP evaluation model, and confirm the results of capacity strengthening through education. Methods 101 outpatient department-nursing staff at C city-based a teritiary hospital applied an education program to prepare for medical institution certification evaluation and investigated the evaluation and perception before and after education according to the CIPP evaluation model. Results As a result of systematically evaluating thecompetency enhancement education program for preparing for certification evaluation of medical institutions based on the CIPP model, it was confirmed that it was appropriate for each step. Participants' perceptions before and after education were compared, and the average score of perception after education was significantly improved to confirm the effectiveness of the education program. Conclusions The results of this study are expected to be used as basic data for planning, such as improving medical institutions' attitudes toward medical institution certification evaluation, establishing internal policies, and developing certification evaluation education programs.

Development of Character Education Assessment Instruments at Asta Learning Center Training Institution

Character education in vocational training institutions requires valid and reliable assessment instruments. At Asta Learning Center, the character assessment instrument has not been fully developed. This study aims to (1) identify the characteristics of the character education evaluation instrument at Asta Learning Center in relation to industrial needs, (2) examine the construction of character education variables based on empirical data, and (3) assess the validity and reliability of the developed character assessment instrument. This research uses the Research and Development (RnD) method, conducted from May to June 2024. The assessed character traits discipline, honesty, work ethic, independence, and social concern—are essential for developing competent employees. A Confirmatory Factor Analysis (CFA) approach, using SPSS 25.0 for Windows, was applied. The results indicate that the Likert-scale assessment instrument meets validity and reliability criteria. The small-scale trial (10 participants) showed a reliability of 0.761 and rtabel = 0.632, while the large-scale trial showed a reliability of 0.758 and rtabel = 0.367. The findings suggest that the developed instrument is valid, reliable, and suitable for use in Asta Learning Center's learning activities.

Pengaruh Kompetensi dan Locus of Control Terhadap Kinerja Karyawan PLN (Persero) Unit Pelaksana Pembangkit Maluku

This study explores the impact of competence and locus of control on employee performance at PT PLN (Persero) Maluku Power Generation Implementation Unit. The research aims to analyze how these factors contribute to employee performance. Utilizing a descriptive quantitative approach, the study included 35 employees as its population and employed SPSS 25 for data analysis using descriptive methods. The findings reveal that competence significantly influences employee performance, as indicated by a t-value exceeding the t-table and a significance level below the threshold (p < 0.05). Similarly, locus of control also demonstrates a significant positive effect on employee performance, supported by statistical results where the t-value exceeds the t-table, and the significance level is well within acceptable limits (p < 0.05). These results underscore the importance of enhancing employee competence and effectively managing locus of control to optimize performance.

The Role of HR Information Systems, Competence and Work Discipline in Improving Employee Performance in (Study of Regional Revenue Management UPT Jember District)

The purpose of this research is to analyze and determine the role of HR Information Systems, Competency and Work Discipline in Increasing Employee Performance in (UPT Study of Jember Regency Regional Revenue Management). This research uses a qualitative research approach with a descriptive type. Data collection techniques use observation, interviews and documentation. Data analysis uses an interactive model of Milles, Huberman and Saldana theory with steps of data collection, data reduction, data presentation and conclusion drawing, data validity using source triangulation and technique triangulation. The results of this research are: 1) HR information systems play an important role in employee performance, namely attendance using FC ID finger print because recording digital attendance is one of the first steps to improve the performance of employees at the Jember Regional Revenue Management UPT. 2) Employee competency plays an important role in improving performance at the Jember Regional Revenue Management UPT. a) Interpersonal competence (active joint operations and socialization of superior service schedules). b) Leadership competency (Jember coordinator performance evaluation meeting). c) Personality competency (optimization of external services to collect motor vehicle tax arrears). d) Public service competency (mobile samsat). 3) Work discipline plays a very important role in improving employee performance in terms of timeliness, compliance with rules and procedures and ensuring tasks are completed on time. a) Timeliness (digital attendance). b) Compliance with regulations (definite time for coming to the office and completing tasks), c) Ensuring that each task is completed on time (actively coordinating data collection section and matching data related to P-AP TA.2024

BUILDING DATA WAREHOUSE FOR EMPLOYEE TRAINING MINISTRY OF LAW AND HUMAN RIGHTS

In order to improve and expand each employee's competency and knowledge, education and training are crucial for the Ministry of Law and Human Rights. They may also be utilized for employee mapping. In the past, it was necessary to gather data on things like the number of employees who attended a particular training, which training had reached its participant quota, and the number of graduates in each training. This required extensive processing and repeated cross-checking of data sources to make sure the data was accurate and legitimate before it could be compiled into a table for analysis. Information technology may be used to immediately process employee competence data and education and training results into information. Therefore, it is expected that the Nine Step method, which is part of the Kimball & Ross (2010), methodology will simplify and accelerate the process of processing training data into information presented for analysis and reporting purposes at the leadership level in each work unit. Keywords: data warehouse, OLAP, ETL, pentaho, kemenkumham, training

Strategi Manajemen Kinerja Karyawan Berdasarkan Kompetensi di Era Industri 4.0

The improvement of employee competencies is the key to organizational success in facing competition in the era of Industry 4.0. This research aims to formulate effective performance management strategies in developing employee competencies. this research uses a library study. Literature collection was conducted using free online databases such as Google Scholar, academia.edu, and researchgate.net. This article is categorized as a literature study, specifically a descriptive review. The research results indicate that effective performance management strategies must integrate competency development into all aspects of work, provide opportunities for employees to develop themselves, and create a work environment that encourages innovation and creativity.

Mergers & Acquisitions of Banking Institutions and Customer Satisfaction in Rwanda: A Case of KCB Rwanda & BPR

Purpose: The core aim of this research was to analyse the impact of mergers and acquisitions on consolidated banks’ service quality, by applying modified SERVQUAL model that served as a tool to show the change reflected in the service quality matrix after M&A through service quality demands grouped in dimensions of tangibility, assurance, responsiveness, empathy, employee skills, convenience, reliability, access, and financial aspect in the context of Rwandan banks. Methodology: The target population is composed of 428,000 clients of the two banks at the time of their merger while the sample is 385 clients, number arrived at by using the formula by Mugenda and Mugenda. A descriptive case and explanatory study strategy was utilized as the research sake to define client perception of the quality of service and further aimed to clarify the link between M&A and the quality of service and how it impacts client satisfaction. Findings: The findings from the research revealed that service quality demands are satisfactorily responded in both situations of before and after M&A given that in each situation clients’ expectation is generally met, in the range from 63% to 75% before M&A and 58% to 88% after M&A. The t-tests and ANOVA methods were used to examine the field data gathered with emphasis on statistical significance. The research results then provided the extent of the impact of mergers and acquisitions on the overall quality of service and therefore on clients approval. The analysis shows that M&A exercise allowed the increase of overall clients’ satisfaction from the pre-merger positive overall gap of 0.021 to a post-merger positive gap of 0.135. This positive variation was due to improvement of 8 service quality dimensions in the order of Tangibility for 0.207, Empathy for 0.203, Reliability for 0.194, Assurance for 0.171, Employee Competences for 0.149, Convenience for 0.114, and Financial Aspects and Access for 0.031 each. The decrease of satisfaction was observed only on one quality dimension of Responsiveness for -0.073. For the client satisfaction benefit, the research identified “Promptness” as an area of service quality attributes to improve post-2021 mergers and acquisitions at BPR Bank. Unique Contribution to Theory, Practice and Policy: We recommend that during the exercise of M&A, new banking institutions strive to put in place measures for respecting the promised timing of service delivery.

AI adoption and organizational readiness: boosting accounting efficiency in Jordan

Purpose Artificial intelligence (AI) use is on the rise and evolving fast, which expectedly is set to transform the way we carry certain processes in accounting. This study aims to examine the use of AI in enhancing accounting efficiency in terms of AI adoption, employee competence, data quality and organizational readiness. Design/methodology/approach This study gathered data from 192 participants working in the field of accounting in Jordan to look into these factors and how they influence the efficiency of accounting processes. The research hypotheses were tested using partial least squares (PLS)-structural equation modeling. Findings The outcomes of this study documented that a high level of AI adoption, better data quality and competent employees can achieve better accounting efficiency. The PLS analysis also showed that accounting efficiency in Jordan could be enhanced with increased AI adoption level, mainly when organizational readiness elements such as sufficient infrastructure and positive organizational cultures are in place. Originality/value In the realm of emerging markets, this study takes a leading position as the researcher recognizes the vital importance of AI in increasing accounting efficiency across different entities. The outcomes of this study highlight the importance of aligning AI initiatives with broader organizational development strategies to fully gain the advantages of AI in accounting.

THE INFLUENCE OF WORK DISCIPLINE AND EMPLOYEE COMPETENCY ON EMPLOYEE PERFORMANCE THROUGH WORK MOTIVATION AS AN INTERVENING VARIABLE

Increasing organizational performance cannot be separated from employee compliance with the regulations and norms that apply within the organization. Apart from that, the ability of employees to provide all the capacities and competencies they have can increase motivation and will also increase positive behavior by increasing employee performance which is beneficial for the organization. This research aims to see how work discipline and employee competence influence employee performance through employee work motivation in employees of the East Luwu Timur Regional Revenue Agency. This research is a quantitative study with a population of 102 people, where the sample was determined using saturated sampling, which means the entire population was sampled. Data collection uses a questionnaire that has been tested using validity and reliability tests. The data that has been collected will be carried out descriptive tests and hypothesis testing using the help of the SmartPLS statistical tool. The research results show that work discipline and employee competence have a positive and significant influence on employee performance. Apart from that, work motivation has been proven to act as an intervening variable that strengthens the influence of work discipline and employee competence on employee performance. Specifically, work discipline and employee competency each have a significant direct influence on work motivation, which then influences employee performance. This research underlines the importance of improving work discipline and employee competence as an effort to improve employee performance. Apart from that, increasing work motivation must also be a focus to maximize the potential influence of discipline and competence on employee performance.

Examining the Mediating Role of Personality on the Relationship between Talent, Technology Systems, and Employee Competency

Examining the Mediating Role of Personality on the Relationship between Talent, Technology Systems, and Employee Competency

Training and Human Resource Development Methods and Effectiveness

Human Resource (HR) training and development is a strategic aspect in improving organisational performance and competitiveness. This research aims to explore the training methods used by organisations and evaluate their effectiveness in improving employee competencies. This research uses a qualitative approach with a case study design in a multinational company in Jakarta. Data was collected through in-depth interviews, participatory observation, and document analysis from 15 employees who had attended the training programmed. The results showed that the company uses various training methods, such as simulation, technology-based training, and mentoring. The effectiveness of the training varies depending on the relevance of the material, the involvement of the instructor, and the contextualisation of the programme to the needs of the employees. The main supporting factors are the availability of resources and management commitment, while barriers include the lack of personalisation of the programmed and inflexible schedules. The study concludes that training effectiveness is influenced by the suitability of methods to individual and organisational needs. Recommendations include improved training needs analysis, adoption of interactive learning technologies, and continuous evaluation to ensure skills application on the job.

Design of a Web-Based E-Learning Application for Enhancing Employee Competence at Nusa Computer Using Python Flask and MongoDB

This study aims to develop and implement a web-based e-learning application specifically designed to meet the internal training needs of Nusa Computer. The application was designed using the waterfall methodology, which consists of requirement analysis, system design, implementation, integration, and testing stages. The requirements analysis process was conducted through surveys using Google Forms distributed to Nusa Computer employees to identify training needs and challenges. The application's backend was built using Python Flask, while the frontend was designed with HTML5, CSS3, and JavaScript. MongoDB was used as the database to store user information and learning materials in a structured document format. The interface prototype was designed using Figma, while UML diagrams, such as use case diagrams and class diagrams, were created using draw.io to map user interaction flows and data structures. Based on the analysis results, the developed application includes key features such as learning material management, discussion forums, a vocabulary dictionary, and a dedicated page for discussions with mentors.

Efektivitas E-Kelurahan Air Tawar Barat dalam Pelayanan Publik Kota Padang

This research analyzes the effectiveness of e-Government through the e-Kelurahan program and its impact on public services in Padang City. With a descriptive qualitative approach, the research uses secondary data and interviews to understand the phenomenon in depth. This digital transformation is supported by the high number of internet users (63.61% of the total population of Padang City), which aims to improve efficiency, transparency and accessibility of public services. The results show an increase in the number of online document submissions as an indication of the program's success. However, challenges remain, including limited employee competence in information technology and lack of socialization to the public. Supporting tools are in place, but require regular updates to keep the system running smoothly. Padang City Government has strengthened application security to protect citizen data. The e-Kelurahan program has great potential to improve the quality of public services, although it needs to be balanced with staff training and effective socialization to the community.

Aligning Employability Skills and Career Opportunities Among Employees in the Electronics Industry: A Proposed Upskilling of the Digital Talent Development Strategy in Guangdong Province, China

The research paper investigated the skills gap in the electronics industry, emphasizing the necessity for employees to continuously update their competencies due to rapid technological advancements and the emergence of Industry 4.0. It identified key employability skills, including problem-solving, teamwork, communication, and technology. The study proposed an upskilling strategy to align education and training with industry demands, ensuring employees possessed both technical and soft skills. A descriptive-correlational design and convenience sampling method were used to collect data from 410 respondents across 10 major electronics companies in Dongguan City, Guangdong, China. A Self-administered survey assessed respondents' employability competency levels and the contribution levels in influencers on career opportunities, and further analyzed the significant alignment between employability skills and career opportunities. Based on the results of the findings, the study proposed a digital talent development upskilling strategy aimed at addressing the skills gap and enhancing employability within the sector.

Pengembangan Sumber Daya Manusia terhadap Peningkatan Kompetensi Dikantor Pengawasan dan Pelayanan Bea dan Cukai Tipe Madya Pabean B Medan

This research examines the influence of human resource development on the competency and performance of employees at the Customs and Excise Supervision and Service Office Type Madya Customs B Medan. Through interviews with five employees of the Medan Customs and Excise Supervision and Service Office of Type A Customs, this research identified the steps taken by the leadership to improve employee competency and performance, as well as overcome the obstacles faced. The main focus of research is development programs which include training, skills and mental development, assessment, and providing motivation through capacity building activities. The theory used refers to the concept of employee performance according to Sedarmayanti, with a qualitative approach that includes observation, interviews and collecting supporting documents. The research results show that the human resource development carried out plays an important role in improving the competency and performance of employees in the office.