<![CDATA[This study aims to determine and analyze the effect of Construction Work Training on Employee Performance in the Construction Development Division of the PUPR Department of Jambi Province. The background of this study is based on the persistence of variations in employee performance despite having participated in the same training program, so it is necessary to empirically examine the extent of the influence of training on employee performance. This study used a quantitative method with a descriptive approach. The population in this study consisted of all employees of the Construction Development Division of the PUPR Department of Jambi Province, totaling 33 people, with a saturated sampling technique used so that the entire population was used as the research sample. Data collection was carried out through the distribution of questionnaires using a Likert scale, consisting of 10 statement items for the Construction Work Training variable and 10 statement items for the Employee Performance variable. The data obtained were then analyzed using validity testing, reliability testing, classical assumption testing, simple linear regression analysis, hypothesis testing (t-test), and the coefficient of determination test with the assistance of the SPSS program. The results of the study show that all statement items were declared valid and the research instrument was reliable. The residual data was normally distributed, the relationship between variables was linear, and no symptoms of heteroscedasticity were found in the regression model. The results of the simple linear regression analysis produced the equation Y equals 4.709 plus 0.863X. The results of the hypothesis test show a calculated t value (10.110) > t table (2.040), with a significance value of < 0.001, so it can be concluded that Construction Work Training has a positive and significant effect on Employee Performance. The coefficient of determination value of 0.791 shows that Construction Work Training is able to explain 79.1 percent of the variation in Employee Performance, while the remaining 20.9 percent is influenced by other factors outside this study.]]>
