How to cite:
Moh Bonnario. (2021) Human Resource Training and Planning for Work
Productivity of Employees Ministry of Coordinating Ministry of Human
Development and Culture. Journal Eduvest. 1(9): 961-969
E-ISSN:
2775-3727
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https://greenpublisher.co.id/
Eduvest – Journal of Universal Studies
Volume 1 Number 9, September 2021
p- ISSN 2775-3735 e-ISSN 2775-3727
HUMAN RESOURCE TRAINING AND PLANNING FOR WORK
PRODUCTIVITY OF EMPLOYEES MINISTRY OF COORDINATING
MINISTRY OF HUMAN DEVELOPMENT AND CULTURE
Moh Bonnario, Harries Madiistriyatno and Azis Zulfikar
STIMA IMMI Jakarta
E-mail: [email protected], [email protected],
[email protected]
ARTICLE INFO ABSTRACT
Received:
August, 26
th
2021
Revised:
September, 13
rd
2021
Approved:
September, 15
th
2021
The training is intended to improve the mastery of various
skills and techniques for carrying out certain, detailed and
routine work. Human resource planning serves to determine
the number and types of employees needed to achieve the
goals that have been set. Work productivity is a comparison
between the results achieved (output) with the overall
resources (inputs) used per unit of time. The purpose of this
study was to determine: The Effect of Training and Human
Resource Planning on Employee Work Productivity at the
Coordinating Ministry for Human Development and Culture.
The sampling technique used in this study the author uses the
Random Sampling technique or by using the Slovin formula in
Husein Umar. Where each population has the same
opportunity to be selected as a sample in this study. The
results obtained that partially and simultaneously there is a
positive and significant influence between Training and
Human Resource Planning on Employee Work Productivity.
KEYWORDS
Training, HR Planning and Employee Productivity
This work is licensed under a Creative Commons
Attribution-ShareAlike 4.0 International
INTRODUCTION
Training that has been established by the organization in the performance
improvement activities of party administrators is expected to be carried out properly in
Moh Bonnario, Harries Madiistriyatno and Azis Zulfikar
Human Resource Training and Planning for Work Productivity of Employees Ministry
of Coordinating Ministry of Human Development and Culture 962
order to create skilled employees so that the organization's objectives are achieved
(Hanggraeni, 2012). In essence, the processing of human resources in the organization is
the most essential thing to lead to the efficiency and effectiveness of the organization's
goals (Laili, 2016). In connection with this, it is necessary for management to further
review the existence of human resources so as to improve the human resource planning of
employees. One of the factors to improve the human resource planning of employees is
the improvement of the quality of work held by the organization (Hasnadi, 2019).
Manusi resource planning is the basis for the implementation of organizational
activities (Putri, 2017). Without planning for human resources, the organization's
objectives cannot direct activities with the knowledge it has (Susan, 2019). Likewise, the
development of human resources in the organization will spur employees to develop their
potential (Rohida, 2018). On the other hand, the training and good human resource
planning of the organization will facilitate the achievement of the goals set by the
Coordinating Ministry for Human Development and Culture which emphasizes the ability
to improve the quality of employee work as we know that the achievement of this
organizational goal is something that is desired by every organization but instead
employees who have low quality are already Of course, it will be difficult to achieve
good and satisfactory results (Hadijaya, 2013).
Work productivity is the result of a comparison between output / out put and input.
Input here is limited by employee input while output is measured in physical unity and
value (Sulaksono, 2015). Productivity can mean the results achieved by a worker or other
factors of production within a certain period of time while "Produktivity" is the amount
produced by each worker within a certain period of time (Syahrudin & Thoharudin,
2020). Employee Productivity in the Coordinating Ministry for Human Development and
Culture is influenced by many factors including training, resource planning or leadership,
and so on (Nadhifah, 2020).
One effective way that an organization applies to increase employee work
productivity is to always improve its training program and resource planning that is really
in accordance with its position, because it is a management activity to carry out
operational standards set by the organization (Risa, 2018). Employee Work Productivity
in the Coordinating Ministry for Human Development and Culture is still not optimal and
must be further improved so that in the future employee work productivity in accordance
with what the leadership expects (Nugroho, 2017).
This research was conducted with the aim to find out if there is an effect of training
on employee productivity in the Coordinating Ministry for Human Development and
Culture. Is there an influence of Human Resource Planning on Employee Work
Productivity in the Coordinating Ministry for Human Development and Culture. To find
out simultaneously whether there is an influence of Human Resource Training and
Planning on Employee Work Productivity in the Coordinating Ministry for Human
Development and Culture.
RESEARCH METHOD
This study uses a quantitative descriptive method with data collection techniques
used in this study are: Questionnaire (Questionnaire). The population is 341 employees at
the Coordinating Ministry for Human Development and Culture. The sampling technique
used in determining the sample size can be used by the Slovin formula model quoted by
Sevilla in Husein Umar, namely:
n = number of samples
N = total population
e = Error (tolerable % of the inaccuracy of using the sample as a substitute
Eduvest – Journal of Universal Studies
Volume 1 Number 9, September 2021
963 http://eduvest.greenvest.co.id
for the population) . In this case the author uses an error of 10% so that the sample size
can be calculated as follows:
N
n = 
1 + N (e)
341
= 
1 + 341 (0,10)
2
= 77 samples
So that the samples taken in the study were 77 employees as samples. The
correlation technique applied in this study is the product moment correlation technique.
The Product Moment correlation formula, according to Sugiyono, to find the value of
rcount or validity is as follows:
r
xy
=
2222
)()(..)()(
..
YYnXXn
YXXYn
Where:
r
xy
= Correlation Coefficient between X and Y
XY = The number of times between X and Y
X
2
= Sum of squares X
Y
2
= Sum of squares Y
n = Number of Samples (Amount of Data)
RESULT AND DISCUSSION
A. Test the Validity and Reliability of the Questionnaire Result Data
a. Training Variable (X1)
To find out the results of the analysis of the Training variable (X1) using the
Computer Statistical Package for Social Sciences (SPSS) Version 24 program for
Windows input which is ordinal data from a sample of 10 Try Outs (N = 10) with a total
of 10 questions as follows:
Table 1 Comparison of R-count Results with R-table Training Variables (X1)
Questions
Training (X
1
)
r
table
Information
1
2
3
4
5
6
7
8
9
10
0,666
0,666
0,666
0,666
0,666
0,666
0,666
0,666
0,666
0,666
Validation
Validation
Validation
Validation
Validation
Validation
Validation
Validation
Validation
Validation
Reliability Test of Training variable (X1) with rtable value of 0.666 while Alpha
value of 0.932 so it can be concluded that Alpha is positive and greater or 0.932 > 0.666
Moh Bonnario
Human Resource Training and Planning for Work Productivity of Employees Ministry
of Coordinating Ministry of Human Development and Culture 964
then the research instrument of Training variable (X1) is Reliable. For more details, see
the following table.
Table 2 Training Variable Reliability Test (X1)
b. Human Resource Planning Variable (X2)
To be able to find out the results of the analysis of the Human Resource Planning
(X2) variable using the Statistical Package for Social Sciences (SPSS) version 24
computer program for Windows input ordinal data from a sample of 10 Try Out (N =
10) with a total of 10 questions as following :
Table 3 Comparison of R-calculated Results with R-table of Human Resource
Planning Variables (X2)
Questions
Human Resource Planning (x
2
)
R
count
r
table
Information
1
2
3
4
5
6
7
8
9
10
0,758
0,936
0,945
0,771
0,826
0,734
0,971
0,859
0,949
0,984
0,666
0,666
0,666
0,666
0,666
0,666
0,666
0,666
0,666
0,666
Validation
Validation
Validation
Validation
Validation
Validation
Validation
Validation
Validation
Validation
Reliability Test of the Human Resource Planning variable (X2) with an rtable value
of 0.666 while the Alpha value of 0.973 so it can be concluded that Alpha is positive and
greater or 0.973 > 0.666 then the instrument variable Human Resource Planning (X2) is
Reliable. For more details can be seen in the following table.
Table 4 Reliability Test of Human Resource Planning Variables (X2)
c. Employee Work Productivity Variable (Y)
To be able to find out the results of the analysis of the Employee Productivity (Y)
variable using the Statistical Package for Social Sciences (SPSS) version 24 computer
program for Windows, input ordinal data from a sample of 10 Try Outs (N = 10) with a
total of 10 questions:
Reliability Statistics
.932
10
Cronbach's
Alpha
N of Items
Reliability Statistics
,973
10
Cronbach's
Alpha
N of Items
Eduvest – Journal of Universal Studies
Volume 1 Number 9, September 2021
965 http://eduvest.greenvest.co.id
Table 5 Comparison of the results of the rcount with the rtable of the Employee
Productivity variable (y)
Pertanyaan
Produktivitas Kerja Pegawai (Y)
r
hitung
r
tabel
Keterangan
1
2
3
4
5
6
7
8
9
10
0,720
0,890
0,647
0,862
0,677
0,880
0,776
0,922
0,963
0,952
0,666
0,666
0,666
0,666
0,666
0,666
0,666
0,666
0,666
0,666
Valid
Valid
Valid
Valid
Valid
Valid
Valid
Valid
Valid
Valid
The reliability test of the employee productivity variable (Y) has an rtable value of
0.666, while the Alpha value is 0.962 so it can be concluded that the rAlpha is positive
and greater or 0.962 > 0.666, thus the research instrument for the employee productivity
variable (Y) is reliable. For more details, see the following table.
Table 6 Reliability Test of Employee Work Productivity Variables (Y)
d. Partial Correlation Coefficient Analysis
The results of the Pasrial Correlation Analysis are one of the statistical methods
used to determine the level or magnitude of the Effect of Training Variables (X1), and
Human Resource Planning (X2) on the Employee Work Productivity variable (Y) which
can be seen in the following table 8
Table 7 Results Of Partial Correlation Analysis
Correlations
Training
(X1)
Human
Resource
Planning (X2)
Employee Work
Productivity (Y)
Training (X1)
Pearson Correlation
1
.749
**
.911
**
Sig. (2-tailed)
.000
.000
N
77
77
77
Human Resource
Planning (X2)
Pearson Correlation
.749
**
1
.877
**
Sig. (2-tailed)
.000
.000
N
77
77
77
Employee Work
Productivity (Y)
Pearson Correlation
.911
**
.877
**
1
Sig. (2-tailed)
.000
.000
N
77
77
77
**. Correlation is significant at the 0.01 level (2-tailed).
Reliability Statistics
,962
10
Cronbach's
Alpha
N of Items
Moh Bonnario, Harries Madiistriyatno and Azis Zulfikar
Human Resource Training and Planning for Work Productivity of Employees Ministry
of Coordinating Ministry of Human Development and Culture 966
e. Multiple Correlation Coefficient
The purpose of the correlation coefficient analysis is to determine the level of
influence and significant influence between the independent variables, namely the
variable with the dependent variable, namely the variable (Y) both simultaneously
(together) using the Statistical Package for Social Sciences (SPSS) version 24 computer
program for Windows. the results see the Summary model table as follows:
Table 8 Analysis of the Correlation Coefficient Together
Model Summary
b
Model
R
R Square
Adjusted R
Square
Std. Error of
the Estimate
Durbin-Watson
1
.89
3
a
.797
.792
1.84009
2.164
a. Predictors: (Constant), Human Resource Planning (X2), Training (X1)
b. Dependent Variable: Employee Work Productivity (Y)
Based on the table above, it is stated by the results of the joint analysis of the
variables of Training (X1) and Human Resource Planning (X2) on Employee Work
Productivity (Y), namely the Summary model which produces an R value of 0.893 and a
R Square value of 0.797 or 79.7%, this can have a positive value and the level of
influence is very strong, so the two independent variables can affect the dependent
variable.
B. Multiple Linear Regression Analysis
The results of multiple linear regression analysis using the Computer Statistical
Package for Social Sciences (SPSS) Version 24 for Windows program are multiple linear
regression analysis as follows:
Table 9 Multiple Linear Regression Analysis
Coefficients
a
Model
Unstandardized
Coefficients
Standardized
Coefficients
t
Sig.
B
Std.
Error
Beta
1
(Constant)
7.
454
2.101
3.
548
.0
01
Training (X1)
.6
41
.075
.672
8.
492
.0
00
Human Resource
Planning (X2)
.3
97
.058
.371
3.
426
.0
01
a. Dependent Variable: Produktivitas Kerja Pegawai (Y)
To determine the value of the multiple linear regression equation as follows:
Y = 7.454 + 0.641 X1 + 0.397 X2
Can be explained as follows:
a. The intercept constant value of 7.454 states that if the Training variable (X1) of
the Human Resource Planning variable (X2) increases by 1 unit, then the Employee Work
Productivity (Y) variable will increase by 7.454 this illustrates the average Employee
Work Productivity (Y) if Training (X1) and Human Resource Planning (X2) are zero.
Eduvest – Journal of Universal Studies
Volume 1 Number 9, September 2021
967 http://eduvest.greenvest.co.id
b. The regression coefficient value of the Training variable (X1) on Employee
Work Productivity (Y) is 0.641. This means that if the Training variable (X1) increases
by 1 unit, it will increase the Employee Productivity (Y) variable by 0.641, assuming the
Training variable (X1) and the Human Resource Planning variable (X2) are considered
constant.
c. The regression coefficient value of the Human Resources Planning variable (X2)
on the Employee Work Productivity variable (Y) is 0.397. This means that if the Human
Resource Planning variable (X2) increases by 1 unit, the Employee Work Productivity
variable (Y) will increase by 0.397 with the assumption that the Human Resource
Planning variable (X2) and the Training variable (X1) are considered constant.
t-Test
To find out whether each of these research variables, including Training (X1) and
the Human Resource Planning variable (X2) partially has a significant influence on the
Employee Productivity (Y) variable, the tcount and ttable tests were carried out. For this
t-test, the author does it by comparing tcount with ttable, which has their respective
values as follows:
Table 10 T-Test Results (Hypothesis)
Variable
S
core
Standard Error
t
hit
ung
t
ta
bel
Training (X
1
)
0
,641
0,075
8,
492
1,
665
Human Resource Planning
(X
2
)
0
,397
0,058
3,
426
1,
665
Source: Processed Regression Analysis Results with SPSS
Based on the results of hypothesis testing between the Training variable (X1) on
Employee Work Productivity (Y) obtained a tcount value of = 8.492 > t0.05 (75) = 1.665,
then Ho is rejected and Ha is accepted which means that there is sufficient evidence that
between the Training variables (X1 ) on the variable of Employee Work Productivity (Y)
there is a significant effect.
From the results of hypothesis testing between the Human Resource Planning
variable (X2) on Employee Work Productivity (Y), the value tcount = 3,426 > t0.05 (75)
= 1,665, then Ho is rejected and Ha is accepted which means it has evidence, that
between the Planning variables Human Resources (X2) on Employee Work Productivity
(Y) has a significant effect. From the results of the t-test above, the hypothesis proposed
in the previous chapter of the literature review on the hypothesis points turned out to have
sufficient evidence of its truth (Wagenmakers, Wetzels, Borsboom, & Van Der Maas,
2011).
F test (Anova)
The Fcount test (Anova) using the Computer Statistical Package for Social
Sciences (SPSS) Version 24 for windows program, namely the ANOVA test, for more
details can be seen in table 12 below (Stevens, 2012).
Moh Bonnario, Harries Madiistriyatno and Azis Zulfikar
Human Resource Training and Planning for Work Productivity of Employees Ministry
of Coordinating Ministry of Human Development and Culture 968
Table 11 Simultaneous Test / ANOVA Test or Fcount
ANOVA
b
Model
Sum of Squares
df
Mean Square
F
Sig.
1
Regression
984.661
2
492.331
145.404
.000
a
Residual
250.560
74
3.386
Total
1235.221
76
a. Predictors: (Constant), Human Resource Planning (X2), Training (X1)
b. Dependent Variable: Employee Work Productivity (Y)
From the results of the analysis using the Statistical Package for Social Sciences
(SPSS) version 24 computer program for windows, namely the ANOVA test or the
Fcount of the Training variable (X1) and the Human Resource Planning variable (X2)
together or simultaneously there are on Employee Work Productivity ( Y) obtained a
value of 145.404 which is greater than Ftable (76) of 2.730 with a significant level of
0.000 because 0.000 <0.05, it can be said that the Training variable (X1) and the Human
Resource Planning variable (X2) together or simultaneously exists on Employee Work
Productivity (Y).
CONCLUSION
Based on the results of the analysis and discussion the author will draw a
conclusion. The conclusion is that based on the results of the partial correlation analysis,
it is stated that there is a positive influence between the variable Training on Employee
Work Productivity, a value of 0.911 is obtained, so it can be concluded that the level of
influence is very strong or the Coefficient of Determination value is 83.0%. Then the
hypothesis test of the training variable on employee productivity was carried out, the
value of tcount = 8.492 > t0.05 (75) = 1.665, then Ho was rejected and Ha was accepted,
meaning that there was sufficient evidence that there was a significant effect (Afroz,
2018).
While the results of the partial correlation analysis stated that there was a positive
influence between the variables of Human Resource Planning on Employee Work
Productivity obtained a value of 0.877 so that it can be concluded that the influence is
strong or the coefficient of determination is 76.9%. It is proven by testing the hypothesis
of the variable Human Resource Planning on Employee Work Productivity, the value of
tcount = 3,426 > t0,05 (75) = 1,665, then Ho is rejected and Ha is accepted, which means
it has evidence that there is a significant effect.
Simultaneously there is a positive effect between the variables of Training and
Human Resource Planning on Employee Work Productivity processed with the Statistical
Package for Social Sciences (SPSS) version 24 computer program for Windows, the
Summary Model value or R value is 0.893 and the R Square value is 0.797 or 79 .7%, so
Eduvest – Journal of Universal Studies
Volume 1 Number 9, September 2021
969 http://eduvest.greenvest.co.id
the effect is very strong. It is proven by the ANOVA test or Fcount of the Training
variable and the Human Resource Planning variable on Employee Work Productivity, the
value is 145.404 which is greater than Ftable (76) of 2.730 with a significant level of
0.000 because 0.000 <0.05, it can be said together -the same has a very significant effect.
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