Pengaruh Pelatihan dan Pengembangan Karier Terhadap Kinerja Karyawan PT Waskita Karya (Persero) Tbk - Muhammad Abdul Latif; Rakhmat Hadi Sucipto; Tri Indah Annisa (Antartika Media Indonesia, 2025)
Sumber daya manusia memegang peran penting sebagai pelaksana kebijakan perusahaan sehingga diperlukan pelatihan dan pengembangan karier yang memadai untuk meningkatkan kinerjanya. Penelitian ini bertujuan untuk mengetahui pengaruh pelatihan dan pengembangan karier terhadap kinerja karyawan PT Waskita Karya (Persero) Tbk, baik secara parsial maupun simultan. Metode yang digunakan adalah pendekatan deskriptif kuantitatif dengan analisis regresi linear berganda. Dari total 295 karyawan tetap, sebanyak 30 orang dijadikan sampel menggunakan teknik simple random sampling berdasarkan pedoman Roscoe, dengan pertimbangan keterbatasan akses populasi. Teknik pengumpulan data dilakukan melalui observasi dan penyebaran kuesioner. Hasil analisis menunjukkan bahwa secara parsial pelatihan berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai t hitung 3,032 > t tabel 2,051. Sementara itu, pengembangan karier tidak menunjukkan pengaruh signifikan karena nilai t hitung 1,650 < t tabel 2,051, salah satunya diduga akibat ukuran sampel yang relatif kecil sehingga pengaruh sebenarnya tidak terdeteksi. Secara simultan, pelatihan dan pengembangan karier berpengaruh positif dan signifikan terhadap kinerja karyawan, dengan nilai F hitung 8,375 > F tabel 3,35. Nilai R Square sebesar 0,383 menunjukkan bahwa 38,3% variasi dalam variabel kinerja karyawan (Y) dapat dijelaskan oleh variabel pelatihan (X1) dan pengembangan karier (X2), sedangkan sisanya 61,7% dipengaruhi oleh faktor lain di luar model penelitian ini. Human resources play an important role as implementers of company policies so adequate training and career development are needed to improve their performance. This study aims to determine the influence of training and career development on the performance of employees of PT Waskita Karya (Persero) Tbk, both partially and simultaneously. The method used is a quantitative descriptive approach with multiple linear regression analysis. Of the total 295 permanent employees, 30 people were sampled using a simple random sampling technique based on Roscoe guidelines, taking into account limited population access. The data collection technique was carried out through observation and the distribution of questionnaires. The results of the analysis showed that partially training had a positive and significant effect on employee performance with a calculated t value of 3.032 > t table 2.051. Meanwhile, career development did not show a significant effect because the t-value was calculated at 1,650 < t table 2,051, one of which was suspected to be due to a relatively small sample size so that the actual influence was not detected. Simultaneously, training and career development have a positive and significant effect on employee performance, with an F score of 8.375 > a table of 3.35. The R-Square value of 0.383 indicates that 38.3% of the variation in employee performance variables (Y) can be explained by training variables (X1) and career development (X2), while the remaining 61.7% is influenced by other factors outside of this study model.