scholarly journals Analyze the Influence of Talent Management and Knowledge Management on Employee Performance through Employee Retention as Intervening Variable at PT Bhanda Ghara Reksa Divre I Medan

2021 ◽  
Vol 8 (9) ◽  
pp. 189-204
Author(s):  
Nidya Banuari ◽  
Yeni Absah ◽  
Elisabet Siahaan
Keyword(s):  
Knowledge Management ◽  
Statistical Analysis ◽  
Significant Influence ◽  
Research Method ◽  
Employee Retention ◽  
Employee Performance ◽  
Sampling Technique ◽  
Talent Management ◽  
Saturated Sample ◽  
Permanent Employees

Employee performance is one of the most important things to achieve company goals. With employee performance, company optimization can be realized. PT Bhanda Ghara Reksa's performance in 2019 experienced a decline in revenue so that the profit target generated was not maximized. In order to improve employee performance, the company must design a strategy to retain potential employees. One of them is the application of a talent management and knowledge management. The objective of this research was to analyze the influence of talent management and knowledge management on employee performance through employee retention as intervening variable at PT Bhanda Ghara Reksa Divre I Medan. The research used descriptive quantitative approach and explanatory research method. The population in this research are permanent employees as many as 74 respondents, taken by using saturated sample with census sampling technique. The method in analyzing the data is descriptive and inferential statistical analysis with using path analysis and Sobel test to test the significance of the intervening variable. The result of the research showed that talent management had positive and significant influence on employee retention, knowledge management had positive and significant influence on employee retention, employee retention had positive and significant influence on employee performance, talent management had positive and significant influence on employee performance, knowledge management had positive and significant influence on employee performance, talent management had positive and significant on employee performance through employee retention, and knowledge management had positive and significant on employee performance through employee retention. Knowledge management most dominantly affects employee retention and employee retention most dominantly affects employee performance. Keywords: Talent Management, Knowledge Management, Employee Retention, Employee Performance.

Pengaruh Kecerdasan Emosional Dan Kecerdasan Spiritual Pada Kepuasan Kerja Yang Berdampak Terhadap Kinerja Karyawan PT. Madu Baru Bantul, Yogyakarta

2018 ◽  
Vol 26 (1) ◽  
pp. 13-29
Author(s):  
Erlangga Arya Mandala ◽  
Faresti Nurdiana Dihan
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Statistical Analysis ◽  
Significant Influence ◽  
Significant Relationship ◽  
Research Method ◽  
Quantitative Method ◽  
Employee Performance ◽  
Spiritual Intelligence ◽  
Employee Job Satisfaction

The Emotional intelligence, spiritual intelligence and job satisfaction to be part of the factors that influence performance. The purpose of this study was to determine the effect of emotional intelligence and spiritual intelligence on the performance through job satisfaction as an intervening variable partially and simultaneously. This study also aimed to determine the effect of emotional intelligence and spiritual intelligence on the performance through job satisfaction as an intervening variable directly and indirectly. This study was conducted to 77 respondents employees of PT. Madu Baru, Yogyakarta. The research method used is quantitative method uses statistical analysis and descriptive. The results of this study are (1) there is a significant effect of emotional intelligence on employee job satisfaction. (2) there is a significant influence of spiritual intelligence on employee job satisfaction. (3) There is a significant relationship between emotional intelligence and spiritual intelligence on job satisfaction. (4) There is a significant relationship between emotional intelligence on employee performance. (5) There is a significant relationship between spiritual intelligence on employee performance. (6) There is a significant relationship between emotional intelligence and spiritual intelligence on employee performance. (7) There is a significant relationship between job satisfaction on employee performance. (8) There is an indirect effect of emotional intelligence on the performance of employees through job satisfaction. (9) There is the indirect influence of spiritual intelligence on the performance of employees through job satisfaction. Keywords: emotional intelligence, spiritual intelligence, job satisfaction and employee performance

PENGARUH KEPEMIMPINAN DAN MOTIVASI TERHADAP KINERJA KARYAWAN PT. ASTRA HONDA MOTOR DI CIKAMPEK

2016 ◽  
Vol 4 (3) ◽  
Author(s):  
Nuridin, SE., MM Nuridin ◽  
Winda Lia Septiani
Keyword(s):  
Research Method ◽  
Employee Performance ◽  
Research Result ◽  
Sampling Technique ◽  
Analysis Approach ◽  
Explanatory Analysis ◽  
Leadership Motivation ◽  
Saturated Sample ◽  
Causality Relationship ◽  
The Relationship

The purpose of this study was to determine how the relationship and influence of leadership and motivation to employees performance at PT. Astra Honda Motor. The research method was used with Explanatory Analysis approach that explains the causality relationship between variables. Sampling technique was using saturated sample, all members of the population were sampled. From this research result was found there is a relationship and influence which is significant between the variables of leadership motivation to employee performance at PT. Astra Honda Motor among variables by using the test F, where F count larger than F table (32.173 > 3.158). Conclusion: There is a significant effect that can be explained by the result obtained from the R-square is 0530, which means that the variables of leadership and motivation are giving contribution of 53.0% to the variable of employees performance at PT. Astra Honda Motor, while the remaining 47.0% was contributed by other variables which not researched. Suggestions which the author convey to company, leadership which was contained in the company would need to be more increased, considers motivation of employees was good enough.

scholarly journals Pengaruh Motivasi Kerja, Manajemen Pengetahuan dan Dukungan Organisasi Terhadap Kinerja Karyawan Hotel Chanti Semarang

2021 ◽  
Vol 2 (1) ◽  
pp. 59-68
Author(s):  
Lusy Diah ◽  
Krisnawati Setyaningrum Nugraheni
Keyword(s):  
Knowledge Management ◽  
Statistical Analysis ◽  
Linear Regression ◽  
Significant Influence ◽  
Organizational Support ◽  
Work Motivation ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Quantitative Descriptive ◽  
Dominant Influence

This study aims to analyze the effect of work motivation, knowledge management and organizational support on employee performance at Hotel Chanti Semarang. This research uses quantitative descriptive which describes factual conditions with data collected from questionnaires based on direct observation of objects and interviews. Population and sample in this study were 64 employees of Hotel Chanti Semarang. Descriptive analysis through frequency and percentage, as well as statistical analysis using Multiple Linear Regression. The findings of this study, namely Work Motivation, Knowledge Management, and Organizational Support have been applied by employees and have had a positive and significant influence both simultaneously and partially on the performance of employees of Hotel Chanti Semarang. The results of the analysis show that all observed variables in the form of Work Motivation, Knowledge Management and Organizational Support are significant based on the acquisition of tcount > ttable, and it is found that the dominant influence of Organizational Support (X3) affects the Employee Performance of Chanti Hotel Semarang

scholarly journals The effect of knowlege management and talent management on employee performance and the impact on competitive advantage (Survey at private colleges in Kulonprogo district, Yogyakarta)

2019 ◽  
Vol 3 (1) ◽  
pp. 41
Author(s):  
Titi Laras ◽  
Nindyo Cahyo Kresnanto ◽  
Rini Raharti ◽  
Nurwiyanta Nurwiyanta ◽  
Apriyanto Giri Wibowo
Keyword(s):  
Knowledge Management ◽  
Competitive Advantage ◽  
Private Colleges ◽  
Research Method ◽  
Employee Performance ◽  
Talent Management ◽  
Likert Scale ◽  
Knowlege Management ◽  
Education Personnel ◽  
The Impact

<p>This study aims to examine the effect of talent management and knowledge management on employee performance and the impact on performance of Private Colleges Employees in Kulonprogo, Yogyakarta, either partially or simultaneously. The research method used a survey with a questionnaire measured by a Likert Scale. The population is 104 Lecturers and Education Personnel at three active Private Colleges in Kulonprogo District. The data were analyzed by Lisrel 8.80 software. This study produced seven findings. First, Knowledge Management (X1) significantly affects on Employee Performance. Second, Talent Management (X2) significantly affects on Employee Performance (Y). Third, Knowledge Management (X1) and Talent Management (X2) simultaneously have a significant effect on Employee Performance (Y1). Fourth, Knowledge Management (X1) insignificantly affects on Competitive Advantage (Y2). Fifth, Talent Management (X2) insignificantly affects on Competitive Advantage (Y2). Sixth, Knowledge Management (X1) and Talent Management (X2) simultaneously have a positive and significant effect on Competitive Advantage (Y2). Seventh, Employee Performance (Y1) significantly affects on Competitive Advantage (Y2);</p>

scholarly journals Pengaruh Konflik dan Stres Kerja terhadap Kinerja Karyawan pada PT Sumber Alfaria Trijaya Tbk (Alfamart) Wilayah Tigaraksa

2021 ◽  
Vol 4 (1) ◽  
Author(s):  
Ahmad Maulana Irfanudin
Keyword(s):  
Job Stress ◽  
Significant Influence ◽  
Employee Performance ◽  
Sampling Technique ◽  
Test Reliability ◽  
Coefficient Of Determination ◽  
Work Conflict ◽  
Saturated Sample ◽  
Analysis Determination

This research aims to determine the effect of Work Conflict and Job Stress on Employee Performance at PT. Sumber Alfaria Trijaya Tbk (Alfamart), Tigaraksa, either partially or simultaneously. The method used is descriptive quantitative method. The sampling technique used was saturated sample with a sample of 72 respondents. The data analysis used validity test, reliability test, classic assumption test, regression analysis, correlation coefficient analysis, determination coefficient analysis and hypothesis testing. The results of this study indicate that partially work conflict has no significant effect on employee performance with a regression value of -0.583X1. The value of tcount -7.513 <ttable 1.994, which means that there is no significant influence between work conflict on employee performance. Job stress partially has no significant effect on employee performance with a regression value of -0.526X2. The value of tcount -7,015 <ttable1.994, which means that there is no significant influence between job stress on employee performance. Simultaneously, work conflict and work stress have a significant effect on employee performance, this is evidenced by the value of Fcount 28.505> Ftable 2.740 with a significance value of 0.000 <0.05 and the value of R or the coefficient of determination of 45.2%.   Abstrak   Penelitian ini bertujuan untuk mengetahui pengaruh Konflik Kerja dan Stres Kerja terhadap Kinerja Karyawan pada PT. Sumber Alfaria Trijaya Tbk (Alfamart) Wilayah Tigaraksa baik secara parsial maupun secara simultan. Metode yang digunakan adalah metode deskriptif kuantitatif. Teknik sampling yang digunakan adalah sampel jenuh dengan sampel sebanyak 72 responden. Analisis data menggunakan uji validitas, uji reliabilitas, uji asumsi klasik, analisis regresi, analisis koefisien korelasi, analisis koefisien determinasi dan uji hipotesis.Hasil penelitian ini menunjukkan bahwa secara parsial Konflik kerja tidak berpengaruh signifikan terhadap Kinerja Karyawan dengan nilai regresi -0,583X1. Nilai thitung -7,513 < ttabel 1,994 yang artinya tidak terdapat pengaruh signifikan antara konflik kerja terhadap kinerja karyawan. Stres kerja secara parsial tidak berpengaruh signifikan terhadap kinerja karyawan dengan nilai regresi -0,526X2. Nilai thitung-7,015 < ttabel 1,994yang artinya tidak terdapat pengaruh signifikan antara stres kerja terhadap kinerja karyawan. Secara simultan Konflik kerja dan Stres Kerja berpengaruh signifikan terhadap Kinerja Karyawan, hal ini dibuktikan oleh nilai Fhitung28,505 > Ftabel 2,740 dengan nilai signifikansi 0,000<0,05 dan nilai R atau Koefisien Determinasi sebesar 45,2%. Simpulan penelitian ini, secara parsial variabel stress kerja maupun konflik kerja tidak mempengaruhi kinerja, secara simultan atau bersama-sama stress dan konflik kerja berpengaruh signifikan terhadap kinerja karyawan. Kata Kunci:Stress, Konflik, Kinerja Karyawan  

PENGARUH KOMPETENSI DAN MOTIVASI TERHADAP KINERJA KARYAWAN PT. MUTIARA AGUNG

2018 ◽  
Vol 6 (1) ◽  
Author(s):  
Muhammad Irawan Noor, M.Si.
Keyword(s):  
Significant Influence ◽  
Random Sampling ◽  
Research Method ◽  
Sampling Method ◽  
Employee Performance ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Analysis Approach ◽  
F Test ◽  
Performance Variable

The purpose of this study was to determine how the influence of competence and motivation to employee performance PT. Mutiara Agung. The research method was used by Explanatory Analysis approach that explains the causalistic relationship between variables. Sampling technique was using Slovin formula which further in sampling with simple random sampling method. This can be done because the characteristics of respondents in this research was homogeneous, that is the employees of PT. Mutiara Agung. Based on the results of this research, there is a significant influence between competence and motivation variables to employee performance PT. Mutiara Agung, with using F test, where F count is bigger than F table (38,365> 3,214). Conclusion: There is significant influence which is explained by result from R square is 0,641 which mean that competence and motivation variable give contribution equal to 64,1% to employee performance variable, while the rest equal to 35,9% was donated by other variable which not examined. Suggestions that the authors convey to the company is the competence contained in the company should still be improved and the leader provides motivation to employees such as with rewards on employees' achievment.

scholarly journals PENGARUH PENGEMBANGAN SDM, MANAJEMEN TALENTA DAN MANAJEMEN PENGETAHUAN TERHADAP KINERJA KARYAWAN (STUDI PADA KARYAWAN BIDANG LAYANAN DAN BIDANG PEMASARAN BANK DKI KCU BALAIKOTA)

Paradigma ◽  
2021 ◽  
Vol 18 (2) ◽  
pp. 32-43
Author(s):  
Wiwin Finta Utami ◽  
Deni Wardani
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Employee Performance ◽  
Talent Management ◽  
Human Resources Development ◽  
Sample Number ◽  
Banking Business ◽  
Permanent Employees ◽  
Resources Development

The rapid competition of the banking business requires the company to improve the quality of service by improving employee performance. Therefore, companies need to pay attention to factors that can affect employee performance. The main factors that can affect employee performance are continuous development and improvement of individual factors including talent and knowledge. This research aims to test the influence of human resources development, talent management and knowledge management on the performance of permanent employees working in the field of services and marketing at Bank DKI KCU Balaikota with a sample number of 50 respondents. The sampling techniques in this study used saturated samples and data processing using SPSS 21. The results of this study show that human resources development variables partially affect the performance of employees of Bank DKI KCU Balaikota. Talent management variables have no effect on the performance of Bank DKI KCU Balaikota employees and knowledge management variables also partially have no effect on the performance of employees of Bank DKI KCU Balaikota.

scholarly journals FAKTOR-FAKTOR YANG MEMPENGARUHI EMPLOYEE PERFORMANCE PADA PEGAWAI DITJEN PAJAK DI JAKARTA

2020 ◽  
Vol 9 (7) ◽  
pp. 2704
Author(s):  
Maulana Hidayat ◽  
Prasetyo Hadi ◽  
Rusdi Musa Ishaq
Keyword(s):  
Knowledge Management ◽  
Employee Retention ◽  
Employee Performance ◽  
Talent Management ◽  
Partial Least Square ◽  
Least Square ◽  
Partial Least Square Analysis ◽  
Directorate General ◽  
Negative Effect ◽  
Positive Effect

This research is a quantitative study that aims to determine the effect of Talent Management and Knowledge Management on Employee Performance through Employee Retention. The population in this study are Talent Ready Now employees at the Directorate General of Tax whose work location is in DKI Jakarta. “The sample size was taken as many as 100 respondents, with non-probability sampling methods especially perposive sampling. Data collection was carried out through questionnaires. The analysis technique used is the PLS (Partial Least Square) analysis method.” The results of this study indicate that (1) Talent Management has a significant and positive effect on Employee Performance  (2) Talent Management indirectly has no significant and negative effect on Employee Performance through Employee Retention   (3) Knowledge Management has a significant and positive effect on Employee Performance  (4) Knowledge Management indirectly has a significant and positive effect on Employee Performance  through  Employee  Retention Keywords: Talent Management, Knowledge Management, Employee Performance, Employee Retention

scholarly journals Peningkatan Kinerja Karyawan Berbasis Talent Management dan Knowledge Management

2021 ◽  
Vol 12 (2) ◽  
pp. 151-162
Author(s):  
Masduki ◽  
Pipih Sopiyan
Keyword(s):  
Knowledge Management ◽  
Regression Analysis ◽  
Data Analysis ◽  
Multiple Regression Analysis ◽  
Employee Performance ◽  
Talent Management ◽  
Survey Method ◽  
Type Population ◽  
Permanent Employees ◽  
Research Type

Talent management and knowledge management are important forces in improving employee performance. This study aims to determine and prove the effect of talent management and knowledge management on employee performance either partially or simultaneously. The method used in this research is a survey method with associative research type. Population and sample in this research are permanent employees of PT. Sinjaraga Santika Sport Majalengka as many as 88 people. Data was collected through a questionnaire in the form of a list of statements, the method of data analysis used multiple regression analysis. The results of this study indicate that talent management and knowledge management have a positive and significant effect on employee performance either partially or simultaneously.

scholarly journals Pengaruh Teamwork terhadap Kinerja Karyawan melalui Job Satisfaction

2021 ◽  
Vol 9 (3) ◽  
pp. 954-965
Author(s):  
Dini Hariani Octavia ◽  
Budiono Budiono
Keyword(s):  
Job Satisfaction ◽  
Statistical Analysis ◽  
Significant Influence ◽  
Random Sampling ◽  
Employee Performance ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Quantitative Approach

This research aims to examine and analyze the effect of teamwork on employee performance through employees' job satisfaction at PT. Jasa Raharja Cabang Jawa Timur. This research is causality research with a quantitative approach. The population in this research is 159 employees. The sample was collected through a random sampling technique and obtained 62 respondents”the statistical analysis using Partial Least Square with SmartPLS 3.0. The results show that teamwork has a positive and significant influence on employee performance, teamwork has a positive and significant influence on job satisfaction. Job satisfaction has a positive and significant influence on employee performance. Teamwork has no significant influence on employee performance through job satisfaction. Companies can encourage employees to do teamwork by creating teams to complete tasks.

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