Jurnal Ekonomi Pembangunan STIE Muhammadiyah Palopo, 2016
Penelitian ini bertujuan untuk mengetahui pengaruh pemberian kompensasi terhadap kinerja karyawan... more Penelitian ini bertujuan untuk mengetahui pengaruh pemberian kompensasi terhadap kinerja karyawan pada KUB Sibali Resoe. Penelitian ini menggunakan sampel sebanyak 19 responden dengan metode sensus yang terdiri dari seluruh populasi dan pengumpulan data menggunakan metode wawancara, kuesioner serta studi pustaka dan diuji dengan metode analisis secara komputerisasi dengan bantuan program SPSS for windows. Hasil dari penelitian diperoleh persamaan Y = 9.711 + 0.768X+e ataua = 9.711 adalah bilangan konstanta yang berarti apabila variabel bebas yaitu X=0, maka besarnya variabel Y adalah 9.711. Dengan kata lain jika variabel bebas pemberian kompensasi nilainya dianggap nol berarti besarnya adalah 9.711 Karena besarnya kinerja karyawan tidak dapat digambarkan secara kuantitatif, jika tidak ada variabel pemberian kompensasi masih ada kecenderungan.b= 0.768 adalah besarnya koefisien regresi variabel bebas Xpemberian kompensasi yang berarti setiap pemberian kompensasi akan meningkatkan kinerja karyawan sebesar 0.768 satuan. Uji F dilakukan untuk mengetahui variable pemberian kompensasi terhadap kinerja karyawan pada KUB Sibalie Resoe bahwa F-hitung sebesar 23.041> dari F-tabel 4.45 yang berarti bahwa pada taraf nyata = 0,05 variabel Pemberian Kompensasi (X) secara simultan mempunyai pengaruh signifikan (bermakna) terhadap kinerja karyawan pada KUB Sibalie Resoe Masamba (Y) dapat diterima atau teruji pada taraf nyata = 0,05. Selain itu untuk mengetahui signifikansi pengaruh variabel terikat terhadap variabel bebas secara bersama-sama dengan membandingkan antara probabilitas signifikan (0,000) dengan (0,05). Dimana, jika probabilitas < maka variabel bebas secara bersama-sama berpengaruh signifikan terhadap variabel terikat. Dengan demikian hipotesis teruji secara statistik. Nilai Adjusted R square atau nilai koefisien determinasi setelah disesuaikan sebesar 0.550. Hal ini menunjukkan bahwa 55,00 persen kinerja karyawan KUB Sibalie Resoe Masamba dapat dijelaskan oleh variabel pemberian kompensasi sebesar 55 persen. Sedangkan sisanya 45 persen dipengaruhi oleh variabel lain yang tidak dimasukan dalam model penelitian ini. Dengan demikian hipotesis diterima karena ada pengaruh yang signifikan terhadap kinerja karyawan KUB Sibali Resoe.
Human resource development is essential for any organization that wants to be a dynamic and growt... more Human resource development is essential for any organization that wants to be a dynamic and growth-oriented. Unlike other resources, human resources have the potential ability rather limited. This potential can be used only by creating a climate that can continuously identify, bring to the surface, maintain and use the ability. An HRD number of techniques have been developed in recent years to carry out the above tasks based on certain principles.This study aims to know the extent of the influence of Education and Training toward the Achievement of Employees Performance at PT. ANTAM Tbk, Nickel Ore Processing Unit Pomalaa. The population in this study was all the employees of PT. ANTAM Tbk, Nickel Ore Processing Unit Pomalaa, totaled 1,060 people, sampling is done by using the formula Slovin, so the sample is 91 people. The analysis method used in this study is a simple linear regression analysis.The results of this study showed that the variables of the Education and Training towar...
This study aims to examine the effect of human resources, commitment and motivation on lecturer p... more This study aims to examine the effect of human resources, commitment and motivation on lecturer performance and examine the effect of rewards on the relationship between HR, commitment and motivation with lecturer performance. The sample of this study were (Permanent Lecturers and Civil Servants Foundation Lecturers) who conducted learning, research and community service at Lakidende Unaaha University with a total of 50 lecturers. Data were collected using a questionnaire, of the 50 questionnaires distributed, returned 50 questionnaires and which could be evaluated as many as 50 questionnaires by path analysis of the SmartPLS 2.0 M3 software. The results of this study concluded that Motivation influences Lecturer Performance, and Reward if placed as an independent variable also has a significant effect on Lecturer Performance, and HR, commitment has a significant effect on lecturer performance. simultaneously human resources, commitment, motivation and reward have a significant effect on lecturer performance and reward influences the relationship between HR, Commitment and Motivation on Lecturer Performance and reward is a moderating variable. Abstrak Penelitian ini bertujuan untuk menguji Pengaruh Sumber Daya Manusia, Komitmen dan Motivasi terhadap Kinerja Dosen serta menguji pengaruh Reward terhadap hubungan antara SDM, Komitmen dan Motivasi dengan Kinerja Dosen. Sampel penelitian ini adalah Dosen (DTY dan DPK) yang melakukan pembelajaran, penelitian dan pengabdian pada masyarakat (Tri Dharma Perguruan Tinggi) di Universitas Lakidende Unaaha berjumlah sebanyak 50 Dosen. Data dikumpulkan dengan menggunakan kuesioner, dari 50 kuesioner yang disebarkan, dikembalikan sebanyak 50 kuesioner dan yang dapat dievaluasi sebanyak 50 kuesioner dengan analisis jalur (path diagram) sofware SmartPLS 2.0 M3. Hasil Penelitian ini menyimpulkan Motivasi berpengaruh terhadap Kinerja Dosen, dan Reward bila ditempatkan sebagai variabel independen juga berpengaruh signifikan terhadap Kinerja Dosen, dan SDM, komitmen mempengaruhi signifikan terhadap kinerja dosen. secara simultan sumber daya manusia, komitmen, motivasi dan reward berpengaruh secara signifikan terhadap kinerja dosen serta reward mempengaruhi hubungan antara SDM, Komitmen dan Motivasi terhadap Kinerja Dosen dan reward merupakan variabel moderating.
Compensation is important for an employee as an individual because of the large size of the compe... more Compensation is important for an employee as an individual because of the large size of the compensation reflects the value of their employees among the employees themselves, family and employees masyarakat. Bila see their compensation is inadequate, performance, work culture and job satisfaction they could drop drastis. Dinas Public Works and Spatial Konawe, has some areas one of which is a field of garbage that have non-permanent employees (PHL) as field personnel. That the role of human resources are the most valuable resource. Therefore in the Public Works Department and the District Spatial Konawemenjadikan human resource issues as one of the important points of concern, which provides the opportunity for employees to improve their performance. This type of research is explanatory research that is associative, a study which aims to determine the relationship between two variables is the explanatory research between compensation and the effect of culture on performance pegawai. Pada this study, the entire population is non-permanent employees (PHL) Department of Public Works and Spatial Planning in the Field of Waste Konawe totaling 316 people. with reference to the opinion in this study were taken Slovin minimum number 126.4 or 126 employees PHL (rounding) survey respondents, in a sample randomly drawn in which members of the population have an equal opportunity to be sampled. Impact analysis results pemeberian compensation (X) on employee performance (Y) PHL employee performance at the Department of Public Works and Solid Waste District Spatial Division. Konawe shows that the correlation coefficient (R) = 0.037. The results of calculations for compensation (X) which produces t = 4.407 is smaller than t table = 1.984 with 0.006 singifikasi value. Results of this study showed that administration of compensation (X) in the PHL officials in the Department of Public Works Solid Waste Division and Spatial Kab. Konawe implementation in both categories. Which in this case can be seen that the performance will increase after the PHL employee compensation as expected. Keywords : Compensation, Employee Performance Employee Release Day.
Jurnal Ekonomi Pembangunan STIE Muhammadiyah Palopo, 2016
Penelitian ini bertujuan untuk mengetahui pengaruh pemberian kompensasi terhadap kinerja karyawan... more Penelitian ini bertujuan untuk mengetahui pengaruh pemberian kompensasi terhadap kinerja karyawan pada KUB Sibali Resoe. Penelitian ini menggunakan sampel sebanyak 19 responden dengan metode sensus yang terdiri dari seluruh populasi dan pengumpulan data menggunakan metode wawancara, kuesioner serta studi pustaka dan diuji dengan metode analisis secara komputerisasi dengan bantuan program SPSS for windows. Hasil dari penelitian diperoleh persamaan Y = 9.711 + 0.768X+e ataua = 9.711 adalah bilangan konstanta yang berarti apabila variabel bebas yaitu X=0, maka besarnya variabel Y adalah 9.711. Dengan kata lain jika variabel bebas pemberian kompensasi nilainya dianggap nol berarti besarnya adalah 9.711 Karena besarnya kinerja karyawan tidak dapat digambarkan secara kuantitatif, jika tidak ada variabel pemberian kompensasi masih ada kecenderungan.b= 0.768 adalah besarnya koefisien regresi variabel bebas Xpemberian kompensasi yang berarti setiap pemberian kompensasi akan meningkatkan kinerja karyawan sebesar 0.768 satuan. Uji F dilakukan untuk mengetahui variable pemberian kompensasi terhadap kinerja karyawan pada KUB Sibalie Resoe bahwa F-hitung sebesar 23.041> dari F-tabel 4.45 yang berarti bahwa pada taraf nyata = 0,05 variabel Pemberian Kompensasi (X) secara simultan mempunyai pengaruh signifikan (bermakna) terhadap kinerja karyawan pada KUB Sibalie Resoe Masamba (Y) dapat diterima atau teruji pada taraf nyata = 0,05. Selain itu untuk mengetahui signifikansi pengaruh variabel terikat terhadap variabel bebas secara bersama-sama dengan membandingkan antara probabilitas signifikan (0,000) dengan (0,05). Dimana, jika probabilitas < maka variabel bebas secara bersama-sama berpengaruh signifikan terhadap variabel terikat. Dengan demikian hipotesis teruji secara statistik. Nilai Adjusted R square atau nilai koefisien determinasi setelah disesuaikan sebesar 0.550. Hal ini menunjukkan bahwa 55,00 persen kinerja karyawan KUB Sibalie Resoe Masamba dapat dijelaskan oleh variabel pemberian kompensasi sebesar 55 persen. Sedangkan sisanya 45 persen dipengaruhi oleh variabel lain yang tidak dimasukan dalam model penelitian ini. Dengan demikian hipotesis diterima karena ada pengaruh yang signifikan terhadap kinerja karyawan KUB Sibali Resoe.
Human resource development is essential for any organization that wants to be a dynamic and growt... more Human resource development is essential for any organization that wants to be a dynamic and growth-oriented. Unlike other resources, human resources have the potential ability rather limited. This potential can be used only by creating a climate that can continuously identify, bring to the surface, maintain and use the ability. An HRD number of techniques have been developed in recent years to carry out the above tasks based on certain principles.This study aims to know the extent of the influence of Education and Training toward the Achievement of Employees Performance at PT. ANTAM Tbk, Nickel Ore Processing Unit Pomalaa. The population in this study was all the employees of PT. ANTAM Tbk, Nickel Ore Processing Unit Pomalaa, totaled 1,060 people, sampling is done by using the formula Slovin, so the sample is 91 people. The analysis method used in this study is a simple linear regression analysis.The results of this study showed that the variables of the Education and Training towar...
This study aims to examine the effect of human resources, commitment and motivation on lecturer p... more This study aims to examine the effect of human resources, commitment and motivation on lecturer performance and examine the effect of rewards on the relationship between HR, commitment and motivation with lecturer performance. The sample of this study were (Permanent Lecturers and Civil Servants Foundation Lecturers) who conducted learning, research and community service at Lakidende Unaaha University with a total of 50 lecturers. Data were collected using a questionnaire, of the 50 questionnaires distributed, returned 50 questionnaires and which could be evaluated as many as 50 questionnaires by path analysis of the SmartPLS 2.0 M3 software. The results of this study concluded that Motivation influences Lecturer Performance, and Reward if placed as an independent variable also has a significant effect on Lecturer Performance, and HR, commitment has a significant effect on lecturer performance. simultaneously human resources, commitment, motivation and reward have a significant effect on lecturer performance and reward influences the relationship between HR, Commitment and Motivation on Lecturer Performance and reward is a moderating variable. Abstrak Penelitian ini bertujuan untuk menguji Pengaruh Sumber Daya Manusia, Komitmen dan Motivasi terhadap Kinerja Dosen serta menguji pengaruh Reward terhadap hubungan antara SDM, Komitmen dan Motivasi dengan Kinerja Dosen. Sampel penelitian ini adalah Dosen (DTY dan DPK) yang melakukan pembelajaran, penelitian dan pengabdian pada masyarakat (Tri Dharma Perguruan Tinggi) di Universitas Lakidende Unaaha berjumlah sebanyak 50 Dosen. Data dikumpulkan dengan menggunakan kuesioner, dari 50 kuesioner yang disebarkan, dikembalikan sebanyak 50 kuesioner dan yang dapat dievaluasi sebanyak 50 kuesioner dengan analisis jalur (path diagram) sofware SmartPLS 2.0 M3. Hasil Penelitian ini menyimpulkan Motivasi berpengaruh terhadap Kinerja Dosen, dan Reward bila ditempatkan sebagai variabel independen juga berpengaruh signifikan terhadap Kinerja Dosen, dan SDM, komitmen mempengaruhi signifikan terhadap kinerja dosen. secara simultan sumber daya manusia, komitmen, motivasi dan reward berpengaruh secara signifikan terhadap kinerja dosen serta reward mempengaruhi hubungan antara SDM, Komitmen dan Motivasi terhadap Kinerja Dosen dan reward merupakan variabel moderating.
Compensation is important for an employee as an individual because of the large size of the compe... more Compensation is important for an employee as an individual because of the large size of the compensation reflects the value of their employees among the employees themselves, family and employees masyarakat. Bila see their compensation is inadequate, performance, work culture and job satisfaction they could drop drastis. Dinas Public Works and Spatial Konawe, has some areas one of which is a field of garbage that have non-permanent employees (PHL) as field personnel. That the role of human resources are the most valuable resource. Therefore in the Public Works Department and the District Spatial Konawemenjadikan human resource issues as one of the important points of concern, which provides the opportunity for employees to improve their performance. This type of research is explanatory research that is associative, a study which aims to determine the relationship between two variables is the explanatory research between compensation and the effect of culture on performance pegawai. Pada this study, the entire population is non-permanent employees (PHL) Department of Public Works and Spatial Planning in the Field of Waste Konawe totaling 316 people. with reference to the opinion in this study were taken Slovin minimum number 126.4 or 126 employees PHL (rounding) survey respondents, in a sample randomly drawn in which members of the population have an equal opportunity to be sampled. Impact analysis results pemeberian compensation (X) on employee performance (Y) PHL employee performance at the Department of Public Works and Solid Waste District Spatial Division. Konawe shows that the correlation coefficient (R) = 0.037. The results of calculations for compensation (X) which produces t = 4.407 is smaller than t table = 1.984 with 0.006 singifikasi value. Results of this study showed that administration of compensation (X) in the PHL officials in the Department of Public Works Solid Waste Division and Spatial Kab. Konawe implementation in both categories. Which in this case can be seen that the performance will increase after the PHL employee compensation as expected. Keywords : Compensation, Employee Performance Employee Release Day.
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Impact analysis results pemeberian compensation (X) on employee performance (Y) PHL employee performance at the Department of Public Works and Solid Waste District Spatial Division. Konawe shows that the correlation coefficient (R) = 0.037. The results of calculations for compensation (X) which produces t = 4.407 is smaller than t table = 1.984 with 0.006 singifikasi value. Results of this study showed that administration of compensation (X) in the PHL officials in the Department of Public Works Solid Waste Division and Spatial Kab. Konawe implementation in both categories. Which in this case can be seen that the performance will increase after the PHL employee compensation as expected.
Keywords : Compensation, Employee Performance Employee Release Day.
Impact analysis results pemeberian compensation (X) on employee performance (Y) PHL employee performance at the Department of Public Works and Solid Waste District Spatial Division. Konawe shows that the correlation coefficient (R) = 0.037. The results of calculations for compensation (X) which produces t = 4.407 is smaller than t table = 1.984 with 0.006 singifikasi value. Results of this study showed that administration of compensation (X) in the PHL officials in the Department of Public Works Solid Waste Division and Spatial Kab. Konawe implementation in both categories. Which in this case can be seen that the performance will increase after the PHL employee compensation as expected.
Keywords : Compensation, Employee Performance Employee Release Day.