How to cite:
Titi Hasanah, Melia Andayani, Hestin, Pahlan. (2022). The Effect of
Performance Assessment and Work Experience on Employee Career
Development In PT. Cipta Niaga Semesta Lahat. Journal Eduvest. Vol
2(2): 365-377
E-ISSN:
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Eduvest Journal of Universal Studies
Volume 2 Number 2, February, 2022
p- ISSN 2775-3735- e-ISSN 2775-3727
THE EFFECT OF PERFORMANCE ASSESSMENT AND
WORK EXPERIENCE ON EMPLOYEE CAREER
DEVELOPMENT IN PT. CIPTA NIAGA SEMESTA LAHAT
Titi Hasanah, Melia Andayani, Hestin, Pahlan
Sekolah Tinggi Ilmu Ekonomi (STIE) LAHAT, Indonesia
Email: [email protected], [email protected],
ARTICLE INFO ABSTRACT
Received:
January, 26
th
2022
Revised:
February, 17
th
2022
Approved:
February, 18
th
2022
This study aims to determine and analyze the effect of
performance appraisal and work experience on employee
career development and the effect of performance appraisal
on career development and the effect of work experience on
employee career development at Pt.Cipta Niaga Semesta
Lahat. The sample in this study were 36 employees of PT
Cipta Niaga Semesta Lahat. So the sampling method used in
this study is a census sampling method, which collects data
from the entire population. The analytical method in this
study uses quantitative analysis with the help of the SPSS
program. Based on the results of data processing using SPSS
the regression equations obtained are: The equation can be
concluded that if there is no performance appraisal variable
(X1), work experience variable (X2), then the value of work
experience is 8,216. If the performance appraisal variable (X1)
is increased by one unit, it will temporarily increase the career
development variable (Y) by 0.455. If the work experience
variable (X2) is increased by one unit, it will increase the
career development variable (Y) by 0.79. The value of the
coefficient of determination () based on the SPPS data
processing table is 0.610. This means that the influence of the
Titi Hasanah, Melia Andayani, Hestin, Pahlan
The Effect of Performance Assessment and Work Experience on Employee Career
Development In PT. Cipta Niaga Semesta Lahat 366
variable career development of employees at Pt. Cipta Niaga
Semesta Lahat can be explained by the variables of
performance appraisal and work experience with a
contribution of 61%, while the remaining 39% can be
explained by other variables not included in this research
model.
KEYWORDS
Performance Appraisal, Work Experience And Career
Development
This work is licensed under a Creative Commons
Attribution-ShareAlike 4.0 International
INTRODUCTION
PT.Cipta Niaga Semesta Lahat aims to distribute Mayora's products in modern and
traditional markets, in addition PT Cipta Niaga Semesta will be the sole distribution so that
prices in the market are uniform. The increasingly fierce open competition forces every
company to seek superiority with other companies, through food products and by providing
facilities and conveniences for each of its consumers. This causes each company to want to
try to implement management policies.
Through the employee recruitment and selection process, the company makes
performance appraisal a requirement in employee career development (Dar, Bashir,
Ghazanfar, & Abrar, 2014). Career development for employees is a form of achieving a self-
development cycle to be better economically and socially (Hameed & Waheed, 2011).
Continuous career development for employees is an obligation that must be fulfilled by the
company. For employees in particular, becoming a Pt.Cipta Niaga Semesta Lahat employee
is not only a means to fulfill basic needs, but in the end every employee wants a better career
that can provide higher social status and greater power (Arikunto, 2010).
As a company National distributor of Fast Moving Consumer Goods (FMCG)
products in Kota Lahat Pt.Cipta Niaga Semesta Lahat also has a standard career development
program for all of its employees. Pt.Cipta Niaga Semesta Lahat procedurally actually already
has a career program that is quite clear and measurable (Siregar & Hafnidar, 2020).
There are many factors that can affect an employee's career. Two of the most
supportive factors are performance appraisal and work experience. With a clear performance
appraisal in accordance with the field, it will be able to produce good human resources and
can support skills, knowledge, thoughts and insights so that they can be ready to work in
accordance with their fields and have innovation, high creativity, analytical power and are
skilled in doing work (Fauzi, 2018).
One purpose of conducting performance appraisals is to assist management in
planning and developing employee careers (Milliman, Nason, Zhu, & De Cieri, 2017). But in
reality on Pt.Cipta Niaga Semesta Lahat, many employees who excel are not accommodated
in promotions and positions. In fact, half of the employees who were appointed to structural
positions at Pt.Cipta Niaga Semesta Lahat were taken from the process of transferring
employees to other branch offices (Taurisa & Djastuti, 2012).
Eduvest – Journal of Universal Studies
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367 http://eduvest.greenvest.co.id
In addition to performance appraisal which is a benchmark in influencing employee
career development. Work experience is also very influential (Idowu, 2017). To get a job
must be accompanied by work experience that is true. No matter how high the value of the
diploma achieved, it will be meaningless if you are faced with having to have work
experience (Wiryanto, 2019).
An employee's career development program can be influenced by his work
experience. Pt.Cipta Niaga Semesta Lahat applies the prerequisites of working period
(seniority) as a basis in determining whether or not a person deserves an increase in his
career, with the assumption that a longer working period means more work experience. This
condition further narrows the opportunities for employees of Pt.Cipta Niaga Semesta Lahat to
be able to get a promotion (Ulfah, Subiyanto, & Kurniawan, 2020).
In addition to these problems, there are still several problems that occur, including:
employees who have not received formal education, both skills and training courses from the
company, employees are not skilled, and have not mastered the ability and communication to
market the company's products, employees are still lacking in work. effective, too many
demands for rights, but the work has not been done, employees work passively. Employees
do not develop themselves in terms of their work abilities.
RESEARCH METHOD
The population taken in this study were all employees of Pt.Cipta Niaga Semesta
Lahat, totaling 36 people.so the sample of this study amounted to 36 peopleemployee
Pt.Cipta Niaga Semesta Lahat
The sampling technique used in this study is Census Sampling, which is a method of
determining the sample when all members of the population are used as samples (Sugiyono,
2013: 85).
Sources of data in research can be obtained through two sources, namely primary data
and secondary data. The type of research used in this study is quantitative research with a
descriptive approach. Quantitative research methods are one type of research whose
specifications are systematic, planned and structured, used to examine certain populations or
samples.
Data analysis was carried out using a computer program, namely SPSS (Statistical
Package for Social Science). There are several data analysis techniques used in this study,
namely Research Instrument Test, Validity Test, Reliability Test, Classical Assumption
Instrument Test, Normality Test, Multicollinearity Test, Heteroscedasticity Test, Multiple
Regression Test, Goodness Of Fit Test, t Test, f Test , Correlation Coefficient and
Determination Coefficient.
RESULT AND DISCUSSION
A. Data Quality Test
1. Validity test
In this research, there are 3 (three) variables studied, namely the performance
appraisal variable (X1), work experience (X2), as the independent variable and the career
development variable (Y) as the dependent variable.
a) Performance Appraisal Variable (X1)
SPSS results for service quality variables can be concluded:
Titi Hasanah, Melia Andayani, Hestin, Pahlan
The Effect of Performance Assessment and Work Experience on Employee Career
Development In PT. Cipta Niaga Semesta Lahat 368
Table 1. Validity Test Table
No Item
SPSS
Description
1
0.374
0.339
Valid
2
0.344
0.339
Valid
3
0.370
0.339
Valid
4
0.398
0.339
Valid
5
0.490
0.339
Valid
6
0.385
0.339
Valid
7
0.365
0.339
Valid
8
0.745
0.339
Valid
9
0.398
0.339
Valid
10
0.359
0.339
Valid
Source: Data processed
From the valid test results, the value of r is df = N-2, df = 36-2 = 34, r table = 0.339,
provided that the questionnaire item is valid if the arithmetic value> r table. The table above
shows that all questions 1 to 10 are valid because arithmetic > r table. Thus the measuring
instrument used in this study is suitable for measuring performance appraisal variables.
b) Work Experience Variable (X2)
SPSS results for the facility variable can be concluded.
Table 2 Validity Test Table
No Item
SPSS
Description
1
0.362
0.339
Valid
2
0.373
0.339
Valid
3
0.358
0.339
Valid
4
0.479
0.339
Valid
5
0.359
0.339
Valid
6
0.369
0.339
Valid
7
0.350
0.339
Valid
8
0.397
0.339
Valid
9
0.531
0.339
Valid
10
0.399
0.339
Valid
Source: Data processed
From the valid test results, the value of r is df = N-, df = 36-2 = 34, r table = 0.339,
provided that the questionnaire item is valid if the arithmetic value> r table. The table above
shows that all questions 1 to 10 are valid because arithmetic > r table. Thus the measuring
instrument used in this study is suitable for measuring work experience variables
(Hutagalung, Dalimunthe, Pambudi, Hutagalung, & Muda, 2017).
c) Career Development Variable (Y)
SPSS results for customer satisfaction variables can be concluded:
Eduvest – Journal of Universal Studies
Volume 2 Number 2, February 2022
369 http://eduvest.greenvest.co.id
Table 3 Validity Test Table
No Item
SPSS
Description
1
0.376
0.339
Valid
2
0.355
0.339
Valid
3
0.392
0.339
Valid
4
0.543
0.339
Valid
5
0.379
0.339
Valid
6
0.358
0.339
Valid
7
0.350
0.339
Valid
8
0.503
0.339
Valid
9
0.631
0.339
Valid
10
0.523
0.339
Valid
Source: Data processed
From the valid test results, the value of r is df = N-2, df = 36-2 = 34, r table = 0.339,
provided that the questionnaire item is valid if the arithmetic value> r table. The table above
shows that all questions 1 to 10 are valid because arithmetic > r table. Thus the measuring
instrument used in this study is suitable for measuring career development variables.
1. Reliability Test
The reliability test was carried out using Cronbach's alpha. The number obtained
through Cronbach's alpha method is then compared with the coefficient (r) = 0.600.
a) Performance Appraisal Variable (X1)
Table 5 Reliability Statistics
Cronbach's Alpha
N of Items
,642
11
Source: Data processed
From the SPSS table above, it can be concluded that the Cronbach's alpha value of
the performance appraisal variable (X1) obtained is greater than 0.600, so it can be concluded
that the questionnaire made in this study is reliable.
b) Work Experience Variable(X2)
Table 6 Reliability Statistics
Cronbach's Alpha
N of Items
,657
11
Source: Data processed
From the SPSS table, it can be concluded that the alpha value of the work experience
variable (X2) obtained is greater than 0.600, so it can be concluded that the questionnaire
made in this study is reliable.
Titi Hasanah, Melia Andayani, Hestin, Pahlan
The Effect of Performance Assessment and Work Experience on Employee Career
Development In PT. Cipta Niaga Semesta Lahat 370
c) Career Development Variable (Y)
Table 7 Reliability Statistics
Cronbach's Alpha
N of Items
,573
11
Source: Data processed
From the SPSS table above, it can be concluded that the Cronbach's alpha value of
the career development variable (Y) obtained is greater than 0.60, it can be concluded that the
questionnaire made in this study is reliable or reliable.
B. Classic assumption test
a. Data Normality Test
Table 8 Tests of Normality
Kolmogorov-Smirnova
Shapiro-Wilk
Statistics
df
Sig.
Statistics
df
Sig.
Performance assessment
,166
36
0.013
,964
36
,282
Work experience
,144
36
0.058
,954
36
,145
Career development
,171
36
,009
,940
36
,151
a. Lilliefors Significance Correction
Source: Data processed
From the results of SPSS calculations in this study, normality is met if the test results
are not significant for a significance level (a ) = 0.05. In the performance appraisal variable
(X1) the significance level is greater (0.282> 0.05) thus, the data comes from a normally
distributed population, the work experience variable (X2) has a greater significance level
(0.145> 0.05) thus, the data comes from population that is normally distributed and the career
development variable (Y) has a greater significance level (0.151> 0.05) thus, the data studied
in this study came from a normally distributed population.
b. Data Linearity Test
Table 9 ANOVA Table
Sum of
Squares
df
Mean Square
F
Sig.
Career
development *
Performance
appraisal
Between
Groups
(Combined)
167,460
11
15,224
5.577
,000
linearity
66,409
1
66,409
24,329
,000
Deviation from
Linearity
101,051
10
10,105
3,702
,114
Within Groups
65.512
24
2,730
Total
232,972
35
Source: Data processed
Eduvest – Journal of Universal Studies
Volume 2 Number 2, February 2022
371 http://eduvest.greenvest.co.id
If the determined is 5%, then based on the output above, it can be concluded that the
data used in this study can be explained by linear regression quite well because the value of
Sig. linearity of the data is 0.000 (less than 0.05) and the value of Sig. deviation from
linearity data is 0.114 (greater than 0.05).
c. Multicollinearity Test
This test was conducted with the aim of testing whether the regression model found a
correlation between the independent variables. This needs to be done because a good
regression model should not have a correlation between the independent variables. This can
be seen in the table of SPPS results:
Table 10
Coefficientsa
Model
Unstandardized
Coefficients
Standardized
Coefficients
T
Sig.
Collinearity
Statistics
B
Std. Error
Beta
Tolerance
VIF
1
(Constant)
9,363
3.103
3.018
,002
Performance
assessment
,455
,128
,364
3,425
,002
,493
2.028
Work experience
,791
,142
,840
5.586
,000
,493
2.028
a. Dependent Variable: Career development
Source: Data processed
In the table above, it can be concluded that the value of VIF X1 (performance
assessment) is 2.028, VIF X2 (work experience) is 2.028. They are all smaller than 10 so
there is no multicollinearity problem.
d. Heteroscedasticity Test
The test aims to test whether in the regression model there is an inequality of
variance from the residuals of one observation to another observation.This can be seen in the
table of SPPS results:
Table 11
Coefficientsa
Model
Unstandardized
Coefficients
Standardized
Coefficients
t
Sig.
B
Std. Error
Beta
1
(Constant)
9,363
3.103
3.018
,002
Performance
assessment
,455
,128
,364
3,425
,002
Work experience
,791
,142
,840
5.586
,000
a. Dependent Variable: Career development
Source: Data processed
Titi Hasanah, Melia Andayani, Hestin, Pahlan
The Effect of Performance Assessment and Work Experience on Employee Career
Development In PT. Cipta Niaga Semesta Lahat 372
If the specified is 5% (0.05), then based on the output above, it can be concluded that
the significance value of the performance appraisal variable (X1) is 0.002 less than 0.05,
meaning that there is heteroscedasticity in the performance appraisal variable, and the
significance value of the experience variable. work (X2) 0.000 is smaller than 0.05, which
means that there is heteroscedasticity in the work experience variable.
C. Statistic test
1. Descriptive statistics
Table 12
Descriptive Statistics
N
Minimum
Maximum
mean
Std. Deviation
Performance
Rating
36
22.00
35.00
28.3056
3.02201
Work experience
36
25.00
37,00
30,6111
2,73890
Career
development
36
27,00
39,00
32.0278
2.57999
Valid N (listwise)
36
Source: Data processed
Based on the results of SPSS calculations carried out by researchers, the results of
descriptive analysis on the performance appraisal variable (X1) obtained a minimum value of
22.00, a maximum value of 35.00, a mean value of 28.3056 and a standard deviation of
3.02201. The work experience variable (X2) obtained a minimum value of 25.00, a maximum
value of 37.00, a mean value of 30.6111 and a standard deviation of 2.73890. And the career
development variable (Y) obtained a minimum value of 27.00, a maximum value of 39.00, a
mean value of 32.0278 and a standard deviation of 2.57999.
2. Inferential Statistics
a. Multiple Regression Model Coefficient Test
Multiple linear analysis in this study can be seen in the SPSS results below:
Table 13 Coefficientsa
Model
Unstandardized
Coefficients
Standardized
Coefficients
T
Sig.
B
Std. Error
Beta
1
(Constant)
9,363
3.103
3.018
,002
Performance
assessment
,455
,128
,364
3,425
,002
Work
experience
,791
,142
,840
5.586
,000
a. Dependent Variable: Career development
Source: Data processed
Eduvest – Journal of Universal Studies
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373 http://eduvest.greenvest.co.id
Based on the results of data processing using SPSS as presented in the table above,
the regression equation obtained is:
The equation can be concluded that if there is no performance appraisal variable
(X1), work experience variable (X2), then the work experience value is 9,363.
- If the performance appraisal variable (X1) is increased by one unit, it will
temporarily increase the career development variable (Y) by 0.455.
- If the work experience variable (X2) is increased by one unit, it willincrease
the career development variable (Y) by 0.791.
b. Hypothesis testing
1. t test (Partial)
This hypothesis test is carried out by using the t-count value with the t-table value.
The calculated t value can be seen in the results of SPSS data processing in the coefficient
table.
Table 14
Coefficientsa
Model
Unstandardized
Coefficients
Standardized
Coefficients
T
Sig.
B
Std. Error
Beta
1
(Constant)
9,363
3.103
3.018
,002
Performance
assessment
,455
,128
,364
3,425
,002
Work
experience
,791
,142
,840
5.586
,000
a. Dependent Variable: Career development
Source: Data processed
The value of t table with a significant level of 5% and degrees of freedom (df) with
dk in the numerator 3 and dk in the denominator 36, then t table is 2.042. By comparing the
value of t arithmetic and t table, it can be concluded that the performance appraisal variable
with t sig = 0.002 > 0.005, then Ho is rejected and Hi is accepted, this shows that there is a
significant influence between performance appraisal and career development of Pt.Cipta
Niaga Semesta Lahat employees (Rakhmalina, Emelda, Hafid, & Periansya, 2017).
2. ANOVA or F Test (Simultaneous)
Simultaneous hypothesis testing is used to determine whether the variable job
description and placement have an influence or not on purchasing decisions. The calculated F
value can be seen from the results of data processing using SPSS in the Anova table as
follows:
Titi Hasanah, Melia Andayani, Hestin, Pahlan
The Effect of Performance Assessment and Work Experience on Employee Career
Development In PT. Cipta Niaga Semesta Lahat 374
Table 15
ANOVAa
Model
Sum of Squares
df
Mean Square
F
Sig.
1
Regression
147,366
2
73.683
28,404
,000b
Residual
85.606
33
2,594
Total
232,972
35
a. Dependent Variable: Career development
b. Predictors: (Constant), Work experience, Performance appraisal
Source: Data processed
Simultaneous hypothesis testing is done by comparing the calculated F value with the
table F value. The calculated F value can be seen from the results of data processing in the
ANOVA section. The value of F table with a significant level of 5% and degrees of freedom
(df) with dk in the numerator of 3 and dk in the denominator of 36 is 2.86. The results of data
processing are known that the calculated F value is 28.404. Or the value because F sig = 0.00
> 0.05.
From the results of the hypothesis test, the decision taken is to reject Ho and Hi
accepted, meaning that together the overall performance appraisal and work experience have
a significant influence on career development.employees of Pt.Cipta Niaga Semesta In this
test can be seen with the curve below:
F
Ho Accepted Ho Rejected
0 28,404
Figure 1 Simultaneous Test Curve
c. Correlation Coefficient
Table 16
Model Summary
Model
R
R Square
Adjusted R Square
Std. Error of the
Estimate
1
,795a
,633
,610
1.61063
a. Predictors: (Constant), Work experience, Performance appraisal
Source: Data processed
Eduvest – Journal of Universal Studies
Volume 2 Number 2, February 2022
375 http://eduvest.greenvest.co.id
Based on the table above, the results of the multiple correlation analysis (r) of 0.795,
it can be concluded that the performance appraisal variable and the work experience variable
have a very strong relationship to the career development variable.employees of Pt.Cipta
Niaga Semesta Lahat (Fitriana, Nasution, & Akbar, 2020).
d. TestDetermination
The coefficient of determination is used to determine how much influence the
performance appraisal variable (X1) and work experience variable (X2) have on the career
development variable (Y). The value of the determination test can be seen from the table of
data processing results using SPSS in the Model Summary table as follows:
Table 4 Model Summary
Model
R
R Square
Adjusted R Square
Std. Error of the
Estimate
1
,795a
,633
,610
1.61063
a. Predictors: (Constant), Work experience, Performance appraisal
Source: Data processed
The value of the coefficient of determination () based on the SPPS data processing
table above is 0.610. This means that the influence of career development
variables
employees of Pt.Cipta Niaga Semesta Lahatcan be explained by the variable
performance appraisal and work experience with a contribution of 61%, while the remaining
39% can be explained by other variables not included in this research model (Arijanto, 2017).
CONCLUSION
Based on the results of data processing using SPSS the regression equation
obtained is: . The equation can be concluded that if there is no performance
appraisal variable (X1), work experience variable (X2), then the work experience
value is 8.216. Y=9,363 +0,455 X_1 +0,791 X_(2 )+If the performance appraisal
variable (X1) is increased by one unit, it will temporarily increase the career
development variable (Y) by 0.455. If the work experience variable (X2) is
increased by one unit, it will increase the career development variable (Y) by 0.79
The value of the coefficient of determination (r^2) based on the SPPS data
processing table of 0.610. This means that the influence of career development
variablesemployee Pt.Cipta Niaga Semesta Lahat can be explained by the variable
performance appraisal and work experience with a contribution of 61%, while the
remaining 39% can be explained by other variables not included in this research
model.
The value of t count can be seen in the results of SPSS data processingwith a
significant level of 5% and degrees of freedom (df) with dk in the numerator 3 and
dk in the denominator 36, then t table is 2.042. By comparing the value of t count
Titi Hasanah, Melia Andayani, Hestin, Pahlan
The Effect of Performance Assessment and Work Experience on Employee Career
Development In PT. Cipta Niaga Semesta Lahat 376
and t table, it can be concluded: The performance appraisal variable with t sig =
0.000 > 0.005, then Ho is rejected and Hi is accepted, this shows that there is a
significant influence between performance appraisal and employee career
development.Pt.Cipta Niaga Semesta Lahat.Work experience variable with t count
> from t table or 5.586 > 2.042, then Ho is rejected and Hi is accepted, this shows
that there is a significant influence between work experience on employee career
developmentPt.Cipta Niaga Semesta Lahat.
Based on SPSS data processing the value of F table with a significant level of
5% anddegrees of freedom(df) with dk in the numerator of 3 and dk in the
denominator of 36 is 2.86. The results of data processing are known that the
calculated F value is 28.404. So the value of F sig = 0.00 > 0.05. From the results of
the hypothesis test, the decision taken is to reject Ho and Hi accepted, meaning that
together the overall performance appraisal and work experience have a significant
influence on career development.employeePt.Cipta Niaga Semesta Lahat.
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