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All Journal Jurnal Riset Manajemen Jurnal Ekonomi, Akuntansi dan Perpajakan
Kurniawan Wahyu Saputra
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Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

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Pengaruh Kompetensi dan Keterampilan Kerja terhadap Kinerja Karyawan berbasis AMO (Ability, Motivation, Opportunity) pada Industri Rajasa Teknik Kurniawan Wahyu Saputra; Wahyu Selamet Prihatin; Arrif Wahyudi
Jurnal Ekonomi, Akuntansi, dan Perpajakan Vol. 3 No. 1 (2026): Februari: Jurnal Ekonomi, Akuntansi, dan Perpajakan (JEAP)
Publisher : Asosiasi Riset Ekonomi dan Akuntansi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/jeap.v3i1.2116

Abstract

This article explores inconsistencies in employee performance within small, project-oriented service sectors, where quality depends on daily tasks, punctuality, and adherence to procedures. Since skill development relies largely on informal workplace learning, differences in worker competencies often lead to rework, customer complaints, and safety issues. The study investigates how skills and competencies affect employee performance, illustrating how individual abilities translate into observable performance through the ability–motivation–opportunity (AMO) framework and experience-based learning. A qualitative case study at Rajasa Teknik included interviews and observations to examine project coordination, quality standards, and supervision practices. Results indicate that competencies and skills primarily influence ability, but sustained motivation- driven by realistic goals and fair feedback- along with ample opportunities such as smooth material flow, clear roles, and on-site decision support, enhance performance. The findings underline the importance of a cohesive work system (task division, quality control, communication), a consistent safety culture (K3), and straightforward, repetitive HR practices that facilitate tacit knowledge transfer into routines. Improvements suggested involve mapping core competencies, brief mentoring sessions, quality-focused standards, and evaluation systems to minimise service variation and promote sustainable performance in similar businesses. Overall, this research broadens the understanding of performance management in small enterprises and offers practical guidance for interventions.
Pengaruh Employer Branding, Lingkungan Kerja, dan Kompensasi terhadap Retensi Karyawan pada Pt Timbul Mandiri Jaya Boyolali Kurniawan Wahyu Saputra; Unna Ria Safitri; Alean Kistiani H. S.
JURNAL RISET MANAJEMEN (JURMA) Vol 4 No 3 (2026): September: JURNAL RISET MANAJEMEN (JURMA)
Publisher : Institut Teknologi dan Bisnis (ITB) Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54066/jurma.v4i3.4670

Abstract

This study aims to analyze and prove the influence of employer branding, work environment, and compensation on employee retention at PT Timbul Mandiri Jaya Boyolali. The research applies a quantitative approach with a causal-explanatory design. The population comprises all 60 active employees of the company, and the entire population was used as the sample through a saturated sampling technique. Primary data were collected through a structured questionnaire measured on a five-point Likert scale, while secondary data were obtained from journals, books, and prior research relevant to human resource management. The data analysis techniques applied include instrument validity and reliability tests, classical assumption tests, multiple linear regression analysis, and hypothesis testing through the t-test, F-test, and the coefficient of determination. The results show that, partially, employer branding and work environment have no significant effect on employee retention, whereas compensation has a positive and significant effect on employee retention. Simultaneously, employer branding, work environment, and compensation together have a significant effect on employee retention, with an adjusted R square of 36.5 percent. These findings imply that compensation is the dominant factor driving retention at PT Timbul Mandiri Jaya, while employer branding and a conducive work environment remain necessary complementary conditions rather than standalone determinants. Management is advised to maintain a fair and competitive compensation system while continuing to strengthen the company's image and workplace conditions to support long-term employee retention.
Co-Authors Alean Kistiani H. S. Arrif Wahyudi Safitri, Unna Ria Wahyu Selamet Prihatin