Pengaruh Pelatihan dan Pengembangan Karyawan terhadap Penerapan Manajemen Mutu di PT Cipta Tenaga Nusantara

Farida Giawa (Institut Bisnis dan Komputer Indonesia)
Febilia Zendrato (Institut Bisnis dan Komputer Indonesia)
Herniwat Gea (Institut Bisnis dan Komputer Indonesia)
Putri Mariana Siregar (Institut Bisnis dan Komputer Indonesia)
Togu Harlen Lbn. Raja (Institut Bisnis dan Komputer Indonesia)

Neo Journal of economy and social humanities
Vol 5 No 3 (2026): Neo Journal of Economy and Social Humanities

This study aims to determine and analyze the effect of employee training and development on the implementation of quality management at PT Cipta Tenaga Nusantara, both partially and simultaneously. This study employed a quantitative approach using an associative research design. The research population consisted of employees of PT Cipta Tenaga Nusantara, with a sample of 60 respondents. The sampling technique used was purposive sampling, with the criteria that respondents must have worked for at least six months and understand the company's work procedures. Data were collected using a questionnaire with a five-point Likert scale. The independent variables in this study were employee training (X1) and employee development (X2), while the dependent variable was the implementation of quality management (Y). Data analysis was conducted using validity and reliability tests, classical assumption tests, multiple linear regression analysis, t-tests, F-tests, and the coefficient of determination. The data analysis results indicate that employee training has a positive and statistically significant effect on the implementation of quality management, with a calculated t-value of 3.194 and a significance level of 0.002. Employee development also has a positive and statistically significant effect, with a calculated t-value of 4.220 and a significance level of 0.000. Simultaneously, employee training and development have a positive and statistically significant effect on the implementation of quality management, with a calculated F-value of 61.690 and a significance level of 0.000. The coefficient of determination of 0.684 indicates that 68.4% of the variation in the implementation of quality management can be explained by employee training and development, while the remaining 31.6% is explained by other factors outside the research model. These findings highlight the importance of corporate investment in enhancing employee competencies as part of ongoing efforts to improve the implementation of quality management sustainably.