<![CDATA[Purpose: This research analyses whether perceived competency training effectiveness is associated with employee performance at the Directorate Office of Pabrik Gula Rajawali I Surabaya. The focus is not only on whether training is positively received, but also on whether the response pattern is strong enough to explain differences in work performance scores. Design/methodology/approach: The manuscript applies a quantitative associative design using 60 structured employee responses prepared from the converted quantitative instrument. Competency training effectiveness and employee performance were each measured through ten Likert-scale items. The data were examined through descriptive statistics, item validity, Cronbach's alpha reliability, Pearson correlation, and simple linear regression. Findings: Training effectiveness obtained an average total score of 39.15 out of 50, or 3.92 per item. Employee performance averaged 38.62 out of 50, or 3.86 per item. The instrument was internally consistent, with Cronbach alpha values of 0.859 for training effectiveness and 0.856 for employee performance. The regression model was significant, F = 34.71, p < 0.001, with a slope of 0.607. Training effectiveness explained 37.4% of employee performance variance. Research limitations/implications: This study is limited to the available quantitative dataset; therefore, future research should involve broader field data to strengthen the generalisability of the findings. The model is analytically useful but should not be read as a complete explanation of employee performance. Practical implications: Training programmes need to be followed by workplace application, supervisor feedback, and performance monitoring. The results suggest that training delivery alone is insufficient when post-training transfer is weak. Originality/value: This article provides a quantitative perspective on competency training effectiveness and employee performance in the Indonesian sugar industry context. Paper type: Research Paper]]>
