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Zulkifli Rangkuti
Management and Business Study Program, Mitra Bangsa University, Jakarta, Indonesia
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Industrial & Manufacturing Engineering Other

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Analysis of The Effect of Training Education (Diklat), Work Period and Career Development on Personnel Performance of The Medical aAnd Health Center of The Republic of Indonesia State Police Deti Novalia; Zulkifli Rangkuti; Eddy Hermawan Hasudungan Panjaitan
Dinasti International Journal of Management Science Vol. 7 No. 4 (2026): Dinasti International Journal of Management Science (March - April 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i4.6497

Abstract

The purpose of this study is to describe and analyze the influence of education and training (diklat) on personnel performance, the influence of length of service on the performance of Pusdokkes Polri personnel, the influence of career development on personnel performance, and the influence of training, length of service, and career development simultaneously on the performance of Pusdokkes Polri personnel. There is an influence of training on work behavior , this can be seen from the calculated tvalue for Training (X1) of 4.804 while the ttable value for n = 115 is 1.981. So 4.804 > 1.981, then H0 is rejected and Ha is accepted. There is an influence of training on work behavior, this can be seen from tvalue for training (X2) is 8.434 while the ttable value for n = 115 is 1.981. So 8.434 > 1.981, then H0 is rejected and Ha is accepted. There is an influence of supervision on work behavior, this can be seen from The calculated tvalue for career development (X3) is 4.253 while the ttable value for n = 115 is 1.981. So 4.253 > 1.981, then H0 is rejected and Ha is accepted. There is an influence of training, length of service, and career development which jointly influence the performance of the personnel of the Indonesian National Police Health Center, this can be seen from the calculated Fvalue is 119.862 while the Ftable (a0.05) for n = 115 is 2.45. So the calculated F is > from the Ftable ( a0.05) or 119.862 > 2.45, with a significance level of 0.000 because 0.000 < 0.05
The Effect of Planning and Supervision in Improving Marketing Services Towards Prospective Students at The Aneka Pratama Edukasi Foundation Endang Wahyuti; Zulkifli Rangkuti; Nurwulan Kusumadevi
Dinasti International Journal of Management Science Vol. 7 No. 4 (2026): Dinasti International Journal of Management Science (March - April 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i4.6499

Abstract

The purpose of this study is as follows: To determine the effect of planning on improving marketing services to prospective students, To determine the effect of supervision on improving marketing services to prospective students and To determine the effect of planning and supervision simultaneously on improving marketing services. The results of the t test show that the calculated t value is greater than the t table and the significance level is less than 0.05, so the hypothesis stating that there is an influence of Planning on marketing services can be accepted, Supervision has a significant effect on marketing services to prospective students. Based on the results of the t test, the Supervision variable has a significant effect on marketing services. Effective supervision is able to ensure that the implementation of marketing activities runs according to plans, operational standards, and predetermined objectives, Planning and Supervision simultaneously have a positive and significant effect on marketing services to prospective students. The results of the F test show that the calculated F value is much greater than the F table with a significance level below 0.05. This shows that Planning and Supervision together have a very important role in improving the quality of marketing services.
The Influence of Training and Education (Diklat) and Service Period on Personnel Career Development in The Special Detacion 88 Anti-Terror of The Police of The Republic of Indonesia Hari Priyanto; Zulkifli Rangkuti; Eddy Hermawan Hasudungan Panjaitan
Dinasti International Journal of Management Science Vol. 7 No. 4 (2026): Dinasti International Journal of Management Science (March - April 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i4.6502

Abstract

The research objectives are as follows: To analyze and test the influence of education and training (Diklat) on personnel career development, Analyze and test the influence of length of service on personnel career development and Analyze and test simultaneously the effects of education and training (Training) and length of service on personnel career development, for the Education Training (Diklat) variable (X1) of 6,838 while the t-table value for n = 130 is 1.978. So 6.838 > 1.978 , then H0 is rejected and Ha is accepted, it can be stated that Education and Training (Diklat) (X1) has a significant effect on personnel career development (Y), the calculated t value for the variable Length of Service (X2) is 6.402, while the ttable value for n = 130 is 1.978. So 6.402 > 1.978, then H0 is rejected and Ha is accepted, it can be concluded that partially the variable Length of Service (X2) has an effect on personnel career development (Y) and the test ANOVA obtained a calculated F value of 111.456, while the Ftable (0.05 a) for n = 130 was 2.67. So the calculated F > from the Ftable (a 0.05) or 111.456 > 2.67 with a significance level of 0.000 because 0.000 < 0.05, it can be said that Education and Training (Diklat) (X1) and Service Period (X2) together or simultaneously have a positive effect on personnel career development (Y).
The Influence of Individual Characteristics and Employee Loyalty on The Performance of Police Sector Employees New Attack Heru Abdullah; Zulkifli Rangkuti; Eddy Hermawan Hasudungan Panjaitan
Dinasti International Journal of Management Science Vol. 7 No. 4 (2026): Dinasti International Journal of Management Science (March - April 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i4.6508

Abstract

The purpose of this study is to describe and analyze the influence of individual characteristics on employee performance, the influence of employee loyalty on employee performance, and the simultaneous influence of individual characteristics and employee loyalty on employee performance in the Serang Baru Sector Police, there is an influence of individual characteristics on employee performance. It is proven that the t-count value for variable X1 (individual characteristics) is 4.786 while the t-table value for n = 54 is 2.005, There is an influence of employee loyalty on employee performance. It is proven that the t-count value for variable X2 (employee loyalty) is 9.693, while the t-table value for n = 54 is 2.005. The R Square value is 0.805. This indicates that 80.5% of individual characteristics (X1) and employee loyalty (X2) jointly influence employee performance (Y), while the remaining 19.5% is influenced by other factors not examined in this study.
The Influence of Leadership Managerial Abilities and Organizational Climate on Personnel Performance in The Identification and Socialization Unit of The Special Detachment 88 Anti-Terrorism Police of The Republic of Indonesia Nurul Rohim; Zulkifli Rangkuti; Eddy Hermawan Hasudungan Panjaitan
Dinasti International Journal of Management Science Vol. 7 No. 5 (2026): Dinasti International Journal of Management Science (May - June 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i5.6531

Abstract

The aim of the research is to describe and analyze the influence of the managerial abilities of leaders which have a significant influence on personnel performance, to find out the influence of organizational climate which has a significant influence on personnel performance and the influence of the managerial abilities of leaders and organizational climate. simultaneously affect performance personnel. The calculated t value for variable X1 (leadership managerial ability) is 6.196 while the t table value for n = 62 is 1.998. So, calculated t > t table or 6.196 > 1.998, it can be concluded that partially the variable Leadership managerial ability has an effect on employee work effectiveness, the calculated t value of variable X2 (organizational climate) is 8.186, while the t table value for n = 62 is 1.998. So the calculated t > t table or 8.186 > 1.998, it is concluded that the organizational climate partially influences the effectiveness of employee work. Thus, H0 is rejected and Ha is accepted, and it is concluded that there is a positive and significant influence between the variable X2 and the variable Y, the calculated F value is 131.225 which is greater than the F table of 2.75 with a significant level of 0.000 because 0.000 < 0.05, it can be said that the variable of the managerial ability of the leader (X1) and the variable of the organizational climate (X2) together influence the performance of personnel (Y).
The Effect of Supervision and Work Discipline on The Work Effectiveness of Members in The Divpropam of The Police Republic of Indonesia Restu Nurlaela; Zulkifli Rangkuti; Eddy Hermawan Hasudungan Panjaitan
Dinasti International Journal of Management Science Vol. 7 No. 5 (2026): Dinasti International Journal of Management Science (May - June 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i5.6533

Abstract

The objectives of this study are as follows: To determine the effect of supervision on work effectiveness, to determine the effect of work discipline on work effectiveness and to determine the effect of supervision and work discipline. together on the effectiveness of member work, the calculated t value for variable X1 (Supervision) is 8.004, while the t table value for n = 68 is 1.998. So 8.004 > 1.998. it can be concluded that Supervision (X1) does have an influence on work effectiveness, the calculated t value for variable X2 (Discipline) is 8,811, so 8,811 > 1.998, because tcount > ttable, then H0 is rejected and Ha is accepted and it can be concluded that Discipline (X2) does have an influence on Work Effectiveness. The calculated F value for both variables, namely Supervision (X1) and Discipline (X2), obtained an F count value of 135,531. While the Ftable (a0.05) n = 68 is 2.75. so Fcount > Ftable or 135,531 > 2.75. Thus H0 is rejected and Ha is accepted. It can be concluded that between Supervision and Discipline simultaneously does have an effect on work effectiveness
The Influence of Education and Career Development on Personnel Performance in The Special Detacion 88 Anti-Terror of The Republic of Indonesia Police Yanto Hermawan; Zulkifli Rangkuti; Eddy Hermawan Hasudungan Panjaitan
Dinasti International Journal of Management Science Vol. 7 No. 5 (2026): Dinasti International Journal of Management Science (May - June 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i5.6537

Abstract

The objectives of this study are: To determine and analyze the influence of education on personnel performance, to determine and analyze the influence of career development on personnel performance, and to determine and analyze the simultaneous influence of education and career development on personnel performance. The test statistics used were as follows: There is an influence of training on work behavior, this can be seen from the t count value for Education (X1) of 4.858 while the t table value for n = 71 is 1.950. So 4.858> 1.950, then H0 is rejected and Ha is accepted, it can be stated that Education (X1) has a significant effect on personnel performance (Y), the t count value for Career Development (X2) is 9.758 while the t table value for n = 71 is 1.950. So 9,758> 1,950, then H0 is rejected and Ha is accepted, It can be stated that Career Development (X2) has a significant effect on Personnel Performance (Y). The R-square (R2) value is 0.742. This indicates that 74.2% of Education (X1) and Career Development simultaneously influence Personnel Performance (Y), while the remaining 25.8% is influenced by other factors not examined in this study.
Co-Authors Deti Novalia Eddy Hermawan Hasudungan Panjaitan Endang Wahyuti Hari Priyanto Heru Abdullah Nurul Rohim Nurwulan Kusumadevi Restu Nurlaela Yanto Hermawan