<![CDATA[Employee performance is an important aspect in supporting the operational success of railway companies, where accuracy, discipline, competence, and compliance with operational standards are essential. At PT Kereta Api Indonesia (Persero) Regional Division IV Tanjung Karang, participation in education and training programs increased throughout the 2023–2025 period. Nevertheless, employee competence and performance remained below the company’s 100% target during the same period. This condition highlights the need to examine the effectiveness of training programs in improving employee performance, including through the development of employee competence. This study aims to analyze the effects of training programs on employee performance, the effect of training programs on competence, the effect of competence on employee performance, and the mediating role of competence in the relationship between training programs and employee performance at PT Kereta Api Indonesia (Persero) Regional Division IV Tanjung Karang. The study employed a quantitative approach using an explanatory research design. The sample consisted of 120 non-crew employees who had participated in the company’s training programs, selected using a saturated sampling technique. Data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with the assistance of SmartPLS 4 through measurement model evaluation, structural model assessment, and hypothesis testing. The findings indicate that the training program has a positive and significant effect on employee performance, with a path coefficient of 0.472 and a T-statistic of 5.579. The training program also has a positive and significant effect on competence, with a path coefficient of 0.702 and a T-statistic of 16.457. Furthermore, competence has a positive and significant effect on employee performance, with a path coefficient of 0.384 and a T-statistic of 4.271. The indirect effect analysis demonstrates that competence partially mediates the relationship between the training program and employee performance, with an indirect effect of 0.270 and a T-statistic of 3.983. Overall, the training program and competence explain 62.5% of the variance in employee performance. These findings indicate that improving employee performance is associated not only with the direct implementation of training programs but also with the extent to which such programs successfully develop employee competence. Therefore, the company should align training programs with the competency requirements of each position, strengthen technical and application-oriented training methods, and conduct continuous evaluations of employee competence and performance.]]>
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