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Pengaruh Kualitas Sumber Daya Manusia (Sdm) Dan Pendidikan Pelatihan Terhadap Prestasi Kerja Pegawai Pada Dinas Kependudukan Dan Pencatatan Sipil Kabupaten Pesisir Barat Palepi, Riza; Parela, Epi
JMMS - JURNAL MANAJEMEN MANDIRI SABURAI Vol 7, No 4 (2023): JMMS-JURNAL MANAJEMEN MANDIRI SABURAI
Publisher : Universitas Sang Bumi Ruwa Jurai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24967/jmms.v7i4.3566

Organisasi, baik pemerintah maupun swasta, akan selalu berusaha untuk mencapai tujuan dengan efektif dan efisien. Dengan sumber daya manusia yang berkualitas tinggi, pelaksanaan aktivitas akan lebih lancar dan prestasi kerja pegawai akan meningkat. Pegawai memegang peran utama dalam setiap upaya untuk mencapai tujuan organisasi dan hasrat organisasi yang menaunginya. Tujuan dari penelitian ini adalah untuk mengetahui bagaimana pendidikan pelatihan dan pengembangan sumber daya manusia berdampak pada prestasi kerja pegawai di Dinas Kependudukan dan Pencatatan Sipil Kabupaten Pesisir Barat.Penelitian ini menggunakan model penelitian kuantitatif. Dalam penelitian ini, 44 responden penelitian. Dalam penelitian ini, ada tiga variabel: dua variabel bebas (X1 dan X2), dan satu variabel terikat. Variabel bebasnya adalah pengembangan sumber daya manusia (X1) dan pendidikan pelatihan (X2), dan variabel terikatnya adalah prestasi kerja pegawai (Y).Berdasarkan analisis data, jawaban hipotesis berikut ditemukan: pengembangan sumber daya manusia (X1) memengaruhi prestasi kerja pegawai (Y), dengan tingkat pengaruh sebesar 25,9%; pendidikan pelatihan (X2) memengaruhi prestasi kerja pegawai (Y), dengan tingkat pengaruh sebesar 28,9%; dan pengembangan sumber daya manusia (X1) dan pendidikan pelatihan (X2) memengaruhi secara keseluruhan prestasi kerja pegawai (Y).

The Influence Of Work Ethos And Discipline On The Effectiveness Of Organizational Performance In Smp Islam Terpadu Bustanul Ulum Central Lampung Nur Fathi; Parela, Epi
Innovative Business Management Journal Vol. 1 No. 2 (2025): April
Publisher : Utami Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70963/ibm.v1i2.211

This study examines the influence of work ethic and work discipline on organizational performance effectiveness at SMP Islam Terpadu Bustanul Ulum Lampung Tengah, which are essential factors in achieving optimal learning objectives. A strong work ethic encourages teachers and staff to work diligently and responsibly, while work discipline involves adherence to rules and punctuality in executing tasks. By understanding the impact of these two factors, the research aims to identify strategies to enhance educational quality and create a productive work environment. This research location was chosen because of its relevance to the research focus on the influence of work ethic and discipline on the effectiveness of organizational performance. With an adequate organizational structure and number of employees, this junior high school is an ideal location to be used as a sample. The research, which is quantitative in nature with a descriptive approach, will take place from May to July 2024, aiming to provide a systematic and accurate presentation of population’s factsQuantitative analysis results indicate that the work ethic variable (X1) has a 21.4% influence on organizational performance effectiveness (Y) at SMP Islam Terpadu Bustanul Ulum Lampung Tengah, while the work discipline variable (X2) has a greater influence of 60.9%. The third hypothesis test indicates that work ethic (X1) and work discipline (X2) simultaneously influence organizational performance effectiveness (Y) with an R-Squared value of 69.3% and an R value of 0.770, demonstrating a strong relationship between the two variables and an improvement in organizational performance effectiveness at the school.

The Influence Of Training And Work Motivation On Employee Performance In The Dinas Lingkungan Hidup Kabupaten Pesisir Barat Wati, Shinta Puspita; Parela, Epi
Journal of Management, Economic, and Accounting Vol. 4 No. 1 (2025): Januari- Juni
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar

Based on observations at the Dinas Lingkungan Hidup Kabupaten Pesisir Barat, employee performance has not been optimal, as can be seen from the achievement of performance indicator targets which have not been maximized. This is thought to be caused by the visible phenomenon that the training given to employees is still not good enough in terms of quantity and quality. Apart from that, another problem is low employee motivation in terms of enthusiasm for doing work so that work often cannot be completed as planned.The purpose of this research is to determine the influence of work motivation training on employee performance. The hypothesis in this research is that there is an influence of work motivation training, both partially and simultaneously, on employee performance. The sample in this study consisted of 30 employees. Data collection techniques include observation, documentation and questionnaires. The data analysis method uses a quantitative approach with the help of SPSS version21.0 statistical tools including calculation of validity tests, reliability tests, simple and multiple linear regression tests, t tests, F tests and coefficient of determination tests.The results of hypothesis testing show that training partially has a positive influence on performance with a contribution of 50.1%. Work motivation has a positive influence on performance with a contribution of 45.6%. Simultaneous hypothesis testing shows that work motivation training together has a positive influence on performance with a contribution of 56.5%, while the remaining43.5% is a variation of other variables outside this research. The implication conveyed in this research is that independent internal training activities need to be pursued by management, the leadership element should be more intensive in providing direct direction to employees in carrying out their duties and work, the leadership element can be more intensive in carrying out the supervision function to their subordinates, especially regarding the utilization of work time as influenceively as possible.

UNDERSTANDING THE ROLE OF WORK EXPERIENCE IN MODERATING THE EFFECT OF EDUCATION ON THE PERFORMANCE OF EMPLOYEES OF THE BERINGIN RAYA HEALTH CENTER Parela, Epi; Mustakim, Senen
Mabha Jurnal Vol 6 No 1 (2025): Mei 2025
Publisher : Akparta Mandala Bhakti Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70018/mb.v6i1.98

Tingkat pendidikan yang baik dapat menunjang keberhasilan organisasi karena dari setiap tingkat pendidikan yang dilalui oleh seseorang dapat memberikan pengetahuan dan kemampuan yang lebih baik. Sedangkan pengalaman kerja berkaitan dengan kemampuan dan kecakapan seorang pegawai dalam melaksanakan tugas yang diberikan kepadanya. Pengalaman kerja tidak hanya ditinjau dari keterampilan, keahlian dan kemampuan yang dimiliki saja, akan tetapi pengalaman kerja dapat dilihat dari pengalaman seseorang yang telah bekerja atau lamanya bekerja pada suatu instansi. Penelitian ini bertujuan untuk mengetahui pengaruh tingkat pendidikan dan pengalaman kerja terhadap kinerja pegawai serta peran pengalaman kerja memoderasi pengaruh tingkat pendidikan terhadap kinerja pegawai Puskesmas Beringin Raya Kota Bandar Lampung. Jenis penelitian yang digunakan dalam penelitian ini adalah penelitian lapangan (field reseach), bersifat kuantitatif dimana penjelasannya bersifat objektif dengan pendekatan asosiatif. Penelitian ini menggunakan 60 responden penelitian. Berdasarkan analisis data telah ditemukan hasil penelitian yaitu variabel pendidikan berpengaruh terhadap variabel kinerja pegawai, variabel pengalaman kerja berpengaruh terhadap variabel kinerja pegawai dan variabel pengalaman kerja memperkuat pengaruh pendidikan terhadap variabel kinerja pegawai. Variabel pendidikan memiliki pengaruh yang dominan terhadap kinerja pegawai sebesar 73,1%.

Influence Discipline And Environment Work On Employee Performance In Management Body Finance And Asset Mesuji District Area Maksum, Maksum; Parela, Epi
Journal of Accounting and Management Vol. 2 No. 1 (2025): June
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70963/jam.v2i1.685

Employee performance is Wrong one factor that must be considered by organizations or government agencies in order to achieve their goals. An organization that has high discipline will certainly find it easier to achieve its goals because the applicable systems or rules can be implemented well by its employees. The next factor that must be considered is the work environment, both physical and non-physical. This study aims to determine the influence of work discipline and work environment on employee performance at the Regional Financial and Asset Management Agency of the Regency Mesuji. The type of research used in this study is quantitative field research , namely research that emphasizes its analysis on data in the form of numbers and the research examines... real life in the field in this case on the object being studied. This study used 44 research respondents. Based on data analysis has found answer the hypothesis is as follows; There is an influence of work discipline (X 1 ) on employee performance (Y), with level of influence by 21.9%. There is environmental influence work (X 2 ) on employee performance (Y) with an influence level of 27.1%. There is an influence of work discipline (X 1 ) and work environment (X 2 ) together on employee performance (Y) with an influence level of 42.7%.

THE INFLUENCE OF HUMAN RESOURCE QUALITY AND WORK MOTIVATION ON EMPLOYEE PERFORMANCE AT CV. BUMI ADIL IN KEC.TEGINENENG KAB.PESAWARAN Yusneli, Erma; Parela, Epi
Saburai International Journal of Social Sciences and Development Vol 8, No 1 (2024): SABURAI INTERNASIONAL JOURNAL OF SOCIAL SCIENCES AND DEVELOPMENT
Publisher : University of Sang Bumi Ruwa Jurai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24967/saburaiijssd.v8i1.3949

Human Resources (HR) has a very important role as the potential for all company activities. The success of an organization or organization is influenced by employee performance or the work achieved by an employee in performing tasks in accordance with the responsibilities given to him. Human resources have a very strategic position in the organization, which means that the human element plays an important role in carrying out activities to achieve goals. The better the quality of human resources in a company, the higher the competitiveness of the company against other companies. The human resource management system is very important for the effectiveness of running activities or sustainability in a company. Good and maximum HR management will provide maximum employee performance output. Another factor that is believed to contribute to high and low performance is compensation for employees. Employees will tend to show their best performance if the organization pays proper attention and meets the needs of employees. The purpose of this research is to find out: 1. The effect of infrastructure facilities on employee performance 2. The effect of compensation on employee performance 3. The effect of infrastructure facilities and compensation together on the performance of UPTD employees of the PSDA Service Region I Pringsewu. This research uses descriptive quantitative research methods, namely research methods that use data in the form of numbers in analyzing the facts found which aim to determine the relationship between variables in a population. The analysis used is simple and multiple regression. This study used 47 respondents. Based on the results of data analysis, the answers to the hypotheses are found, namely as follows; There is an influence of Infrastructure Facilities (X1) on Performance (Y) at UPTD Dinas PSDA Region I Pringsewu, with an influence level (R-square) of 69.8%. There is an influence of Compensation on Performance at UPTD Dinas PSDA Wilayah I Pringsewu with an influence level of 88%. There is an influence of Infrastructure Facilities and Compensation together on Performance at UPTD Dinas PSDA Wilayah I Pringsewu, with an influence level of 89.2%.

Coklat dari Desa untuk Nusantara: Digitalisasi UKM “Cooji” melalui Platform E-Commerce Paramitasari, Niken; Purnama, Husna; Parela, Epi; Astuti, Hesti widi
Devotion: Journal Corner of Community Service Vol. 3 No. 4 (2025): May
Publisher : CV. Tripe Konsultan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54012/devotion.v3i4.525

Tempeh is an original traditional food from Indonesia which is a cultural heritage of the noble culture of the Indonesian nation. Tempeh is a super food or food that is rich in nutrients. Tempeh innovation can be used as a variety of food that can increase the economic value of the community. Partners' problems include the lack of community skills on how to process tempeh into various kinds of foods that are attractive and have high nutritional value. The solution offered is to provide education and training on the skills of making various processed tempeh products, one of which is making tempeh chips. Community service activities are carried out with four stages of activities, namely identification, preparation, implementation and evaluation. Identification of the problems faced, preparatory activities include taking care of permits, the implementation of activities includes training in making tempeh chips as an effort to innovate products and demonstrations of making tempeh chips. Participants were enthusiastic in participating in the training until it was finished. The training on making tempeh chips as an effort to innovate products runs smoothly, can improve the community's economy and participants follow.

THE EFFECT OF HUMAN RESOURCES AND ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE AT THE HUMAN RESOURCES AND HUMAN RESOURCES DEVELOPMENT AGENCY (BKPSDM) OF MESUJI REGENCY Aspar, TB Reza; Parela, Epi; Zainuddin, Bustami
Saburai International Journal of Social Sciences and Development Vol 9, No 1 (2025): SABURAI IINTERNATIONAL JOURNAL OF SOCIAL SIENCES AND A DEVELOPMENT
Publisher : University of Sang Bumi Ruwa Jurai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24967/saburaiijssd.v9i1.4516

The main objective of human resource development is to improve employee performance. Through human resource development activities, it is hoped that there will be an increase in the knowledge, skills, and work attitude of employees towards the tasks for which they are responsible. Human resource development does not only focus on technical abilities, but also on the formation of a positive mental attitude that encourages employees to continuously improve their performance quality. Basically, performance is a perspective and mental attitude that always strives to be better over time—today must be better than yesterday, and tomorrow must be better than today. This study uses a quantitative descriptive method, which is a method that analyzes numerical data to explain the relationship between variables in a population. In this study, simple and multiple regression analysis techniques were used with a total of 38 employee respondents. The analysis results show that there is a significant influence between human resource development and employee performance at the Mesuji Regency Civil Service and Human Resource Development Agency, with a coefficient of determination (R-square) of 77.9%. In addition, organizational culture also influences employee performance with an influence level of 49.5%. Simultaneously, human resource development and organizational culture have a strong influence on employee performance, with an influence level of 88%. These results show that improving the quality of human resources and strengthening organizational culture together can contribute significantly to improving employee performance

The Effect of Career Development and Work Culture on Employee Performance at the Regional Revenue Agency of Tulang Bawang Regency Ani, Ani; Parela, Epi
Saburai International Journal of Social Sciences and Development Vol 7, No 2 (2023): SABURAI INTERNASIONAL JOURNAL OF SOCIAL SCIENCES AND DEVELOPMENT
Publisher : University of Sang Bumi Ruwa Jurai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24967/saburaiijssd.v7i2.4141

The objectives to be achieved in this study were to determine: 1. the influence of career development on employee performance at the Regional Revenue Agency of Tulang Bawang Regency, 2. the influence of work culture on employee performance at the Regional Revenue Agency of Tulang Bawang Regency, 3. the influence of career development and work culture together on employee performance at the Regional Revenue Agency of Tulang Bawang Regency. The population in this study were employees of the Regional Revenue Agency of Tulang Bawang Regency who became the population in this study. Based on data on the number of Civil Servants (PNS) in the focus of this study were 49 people and saturated samples used in this study. The analytical tools used are validity test, reliability test, normality test, multiple linear regression test and determination coefficient test. The results of the study are: 1. T test results: there is an effect of career development (X1) on employee performance (Y) and there is an effect of work culture (X2) on performance (Y), 2. F test results: there is an effect of career development (X1) and work culture (X2) together affect employee performance (Y).

THE INFLUENCE OF INFRASTRUCTURE AND COMPENSATION ON EMPLOYEE PERFORMANCE AT UPTD DINAS PSDA REGION I PRINGSEWU Setiowati, Yuni; Parela, Epi
Saburai International Journal of Social Sciences and Development Vol 8, No 2 (2024): SABURAI INTERNASIONAL JOURNAL OF SOCIAL SCIENCES AND DEVELOPMENT
Publisher : University of Sang Bumi Ruwa Jurai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24967/saburaiijssd.v8i2.3945

Human Resources (HR) has a very important role as the potential for all company activities. The success of an organization or organization is influenced by employee performance or the work achieved by an employee in performing tasks in accordance with the responsibilities given to him. Human resources have a very strategic position in the organization, which means that the human element plays an important role in carrying out activities to achieve goals. The better the quality of human resources in a company, the higher the competitiveness of the company against other companies. The human resource management system is very important for the effectiveness of running activities or sustainability in a company. Good and maximum HR management will provide maximum employee performance output. Another factor that is believed to contribute to high and low performance is compensation for employees. Employees will tend to show their best performance if the organization pays proper attention and meets the needs of employees. The purpose of this research is to find out: 1. The effect of infrastructure facilities on employee performance 2. The effect of compensation on employee performance 3. The effect of infrastructure facilities and compensation together on the performance of UPTD employees of the PSDA Service Region I Pringsewu. This research uses descriptive quantitative research methods, namely research methods that use data in the form of numbers in analyzing the facts found which aim to determine the relationship between variables in a population. The analysis used is simple and multiple regression. This study used 47 respondents. Based on the results of data analysis, the answers to the hypotheses are found, namely as follows; There is an influence of Infrastructure Facilities (X1) on Performance (Y) at UPTD Dinas PSDA Region I Pringsewu, with an influence level (R-square) of 69.8%. There is an influence of Compensation on Performance at UPTD Dinas PSDA Wilayah I Pringsewu with an influence level of 88%. There is an influence of Infrastructure Facilities and Compensation together on Performance at UPTD Dinas PSDA Wilayah I Pringsewu, with an influence level of 89.2%.

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