Corresponding Author: Refinda
Sari
E-mail: [email protected]
INTRODUCTION
Source power man (HR) is wrong one source of power
which urgent in something organization for support activity, survival, and
success of an organization because HR is the only resource that has a reason,
feeling, desire, skill, knowledge, drive, power, and creation (Sutrisno, 2013). Because of that, every organization must do
management HR appropriately so that the aim organization can succeed. Several
factors determine a successful organization, and wrong one of factor most
important is employee performance. Employee performance is very important
because employees are perpetrators who operate the activity from start
planning, execution to evaluation (Kridharta &
Rusdianti, 2017). Internal government agencies' operations carry out
their respective functions, of course, must pay attention to the performance of
their employees, especially for intersecting government agencies directly by
providing services to the public. To be able to provide services to the
community, then employees must be able to improve their performance. Therefore
performance management is a very important thing to do emphasis within an
organization to provide impactful feedback to enhancement performance from
employee in every organization government (Sinaga et al., 2020). As for the wrong agency, which is related to the employee's
country civil and oriented on service, that is agency Body Manager Tax and
Retribution Area City Medan.
Performance can be interpreted as a result of work
that can be achieved by someone or a bunch of people in something organization,
following the authority and not quite enough answer each, in framework effort
reach aim organization concerned legally, does not violate the law and is following
morals and ethics (Syaleh, 2019). The following is the identification of problems
carried out through a questionnaire pre-survey on 30 employees of BPPRD City
Medan, as respondents explained.
Table 1. Results Performance Pre-survey Employee BPPRD City Medan
|
Statement
|
|
Choice Answer
|
|
|
Yes
|
No
|
|
I am capable finish
profession faster than
the deadline already
determined
|
7
(23%)
|
23
(77%)
|
|
I always reach
the target which has in set
|
26
(87%)
|
4
(13%)
|
|
I can work profession with
|
23
|
7
|
|
level of neatness, which
good
|
(77%)
|
(23%)
|
|
I can work with
level error
|
18
|
12
|
|
Very minimum
|
(60%)
|
(40%)
|
|
|
|
|
|
Source: Results Pre-survey, 2022 (Data processed)
Table 1 shows
that as many as 77% of City BPPRD employees in Medan were unable to complete
the work faster than the deadline already
determined. This is because employees tend to delay work often and work their job
when they already approach
deadlines, which cause as many
as 40% of an employee not to
be capable of working with a
level of minimum error. In
addition, as many as 23% of employees are still unable to work profession with a good
group of neatness, and as many
as 13% of employees cannot achieve the set targets. From the
description above, an employee's performance at
BPPRD Medan city is not optimal.
Several factors can affect
performance, one of them being individual characteristics. Each employee has
inherent features, self each employee and reluctant others (Doloksaribu, 2021). States that individual parts can be seen from abilities, values, attitudes, and interests� characteristics formed from the environment around them. The unique
features of employees have a very real impact on the behavior of individuals in doing profession because aspects are carried away into the work
environment (Kridharta & Rusdianti, 2017). Differences in life and environmental backgrounds cause individual characteristics of City
Regional Tax and Retribution Management Agency employees Medan; differences also influence performance and method of work.
Parts of an individual have a connection which is
very strong with performance; if there
are similarities between the values and desires of an employee with dimensions characteristics individual which there is
an agency, so will Upgrade
performance employee which seen from flavor have and not quite enough answer employee towards his work. This is in line with
research conducted by (Mahayanti & Sriathi, 2017) (Agustina et al., 2019), which states that characteristics individual affect employee performance.
But there is a difference between the results
of the research conducted (Kridharta & Rusdianti, 2017) and (Purwanto, 2019), which states that individual characteristics do not affect employee performance. Based on the
background above, this study aims to determine and analyze the characteristics
of the influence of individuals and competencies on performance with work
placement variables.
METHOD
This type of
research is an explanatory research approach quantitative. For variables
connected in this research are individual characteristic variables (X1) and
competence (X2) to Performance Employee (Y) with Placement work as variable
mediation (Z). The population in the study is the whole Apparatus Civil Country
(ASN) Retribution Office and Tax Area City Medan, which amounts to 287 employees.
Technique withdrawal sample in a study uses the technique of proportional
random sampling, with a comprehensive selection of 168 people. Data analysis
techniques used to test hypotheses in research are descriptive analysis and
path analysis (path analysis).
RESULTS AND DISCUSSION
Table
2. Hypothesis Result
|
Hypothesis
|
Positive / Negative
|
Signifikant / No Significant
|
Information
|
|
Characteristics Individual positive and significant effects on Placement
work
|
β = 0.240
(Positive)
|
0.001 <0.05 (Significant)
|
Accepted
|
|
Competence has a positive effect and is significant in Placement work
|
β = 0.400
(Positive)
|
0.000 < 0.05
(Significant)
|
Accepted
|
|
Individual Characteristics influential positive, and significant to Performance
|
β = 0.406
(Positive)
|
0.000 < 0.05
(Significant)
|
Accepted
|
|
Competence has a positive effect and is significant for Performance
|
β = 0.127
(Positive)
|
0.034 <0.05
(Significant)
|
Accepted
|
|
Work placement matters positively and significantly to Performance
|
β = 0.189
(Positive)
|
0.013 <0.05
(Significant)
|
Accepted
|
|
Individual Characteristics positive and significant effect on
Performance with Placement work as
variable mediation
|
β = 0.045
(Positive)
|
0.042 <0.05
(Significant)
|
Accepted
|
|
Competence has a positive effect and is significant to Performance with
Placement work as
variable mediation
|
β = 0.076
(Positive)
|
0.021 <0.05
(Significant)
|
Accepted
|
1.
Characteristics Individual influential positive, and
significant to Placement Work
Based on the results study done on 168 respondents show that
characteristics of individuals are influential positive, and significant in job
placement. Hypothesis I is accepted, meaning the better the features of the
individual employees of the Medan City BPPRD, the greater the opportunities for
employees to get a job placement which appropriate.
According to (Rahman,
2014), Characteristics individual is characteristic typical
that show difference somebody about motivation, initiative, the ability for
permanent tough face Duty until they complete or solve the problem, or how to adapt
to change, which is related tightly to the environment, affect performance.
Individual characteristics for employees who have skills / good ability, have
the nature of openness with superiors and co-workers, have a responsible
attitude towards work, and have a good interest in work will become factors
main in consideration placement work, following the principle of placement,
namely, the right man in the right place and the right man behind in the right
job (Setiani,
2013). Employees with good
individual characteristics must get appropriate position placement work because
proper placement work will lead to high work motivation for employees to finish
their profession. Thereby will create a performance employee who is maximum and
capable of giving contributions, which is also for the organization.
2.
Competence is influential positive, and significant to
Placement Work
Based on the test results, it is known that competence has a positive
effect and is substantial to work placement. Hypothesis 2 is accepted, meaning
that the better the competence of Medan City BPPRD employees, the more
opportunities the employee has to get a job placement which appropriate.
Competence is the employee's capacity to follow the decree organization
and job demands that refer to behavior, thus bringing the desired results. In
other words, competence can help somebody do his job well (Muflihah,
2021). The competence of employees who the taller could be
measured from the increasing knowledge and skills as well as the development of
temperament or nature and self-concept is getting better. Competence is used as
a criterion to place employees. Employees assigned to specific tasks will know the
competencies needed to increase knowledge, skills, and expertise. Through
increasingly adequate competence, a person will have more control and enabler
apply in a manner that practice all Duty work following the specified job
description (Sriwidodo &
Haryanto, 2010). The better the competent
employee, the more likely the employee is to get placement-appropriate
positions and positions. That way, competence is suspected of having an influence
positive and significant to work placement.
3.
Characteristics Individual influential positive, and
significant to performance
Based on the results of research conducted, it is known that the
characteristics of individuals have a positive and significant effect on the Performance
of City BPPRD employees Medan. Individual characteristics possessed by each
person are very different and unique. When the organization cannot accommodate
the character of each employee who If there is, then cooperation between
employees cannot be established, which can affect the performance of the
employees themselves, it can be concluded that individual characteristics are
the nature of the employee's duties and include the number of responsibilities,
variety of tasks and levels of performance obtained from the characteristics
individual that alone. Characteristics of the individual have a connection
which is very strong with performance; if there is a similarity Between mark
nor desire for an employee with the dimensions of job characteristics that
exist in the agency, it will improve employee performance as seen from a sense
of ownership and responsibility employee towards his work.
This is in line with the study conducted by (Sukmawati
et al., 2020) expressed the opinion that the characteristics of individual
influences the performance of the employee in a manner partial and significant.
The results of these studies are strengthened by research from (Ratnasari
et al., 2020), who agreed that individual characteristics affect
employee performance.
4.
Competence is influential positive, and significant to performance
Based on the results study conducted, it is known that competence has a
positive and significant effect on the Performance of Medan City BPPRD
employees. The competence is the ability to
carry out or perform a job or task based on skills and knowledge and supported
by a good work attitude demanded by the job. Power is based on knowledge and
skills, which are supported by the implementation of tasks and work as well as
attitudes in place work, which following standard position applied by the organization
is a competence that must own the employee. The increasing competence of employees will impact
performance improvement, supported by (Ardiansyah
et al., 2022), which stated that there was a positive influence and
significant-good in a manner Partial and simultaneous Among performance competence.
However, (Rosmaini
& Tanjung, 2019) says that competency has no effect significant on
employee performance.
5.
Placement work is influential positive, and significant
to performance
Based on the test results, it is known that work placement has an effect
positive and significant impact on the Performance of Medan City BPPRD
employees. This is meaningful hypothesis 5 accepted, and it means the more
appropriate placement of employees, so performance employee will the more
increase. According to (Mawei
et al., 2014), placement work is the process assignment/filling
positions or assignment returns on new assignments/positions or different
positions. To put employees in place, one must also consider their knowledge of
the job; the higher a person's experience, the more knowledge in work will
increase, so that achievement works somebody also will increase. The skills
possessed by employees will also determine a person's position in work. Somebody
owns the tall Skills so that he will get promoted to a higher position at work.
Suppose it is already a promotion position, so the employee will be motivated
so that performance increases. This is supported by research conducted by (Bahri,
2019) and (Pua
et al., 2017), which state that placement
work positively affects employee performance.
6.
Characteristics Individual influential positive and
significant to Employee Performance with Placement Work as Variable Mediation
Based on the results study which obtained that hypothesis 6 was accepted,
which means that characteristics individual influential positive, and
significant on the Performance of Medan City BPPRD employees with work
placements as a mediation variable. Unique characteristics are attitudes, interests, and needs of an individual,
which are attached to self and formed by the environment in which he lives; these
values will be brought into situation work. An employee with good
characteristics must get a position work placement right because the
appropriate order will raise motivation for an employee in a finished
profession. Thereby will create a performance employee which maximum as well as
capable of giving contributions which maximum also for the organization.
7.
Competence is influential positive, and significant in performance
Based on the results study obtained, hypothesis 7 is accepted; it means
that competence is effective positive and important to implementing employee
BPPRD City Medan with placement work as variable mediation.
Efforts to be able to improve employee performance require adequate
competence. Increasingly sufficient competence will be more mastering and
empowering to apply in practice all work assignments following the job
description set. The better the competence of employees, the more likely the
employee will get the appropriate placement and position. So far, many agencies
and the government have not been having an adequate employees with competence;
this has been proven with low productivity employees, still there discrepancy
placement and how difficult measure performance employee. To achieve maximum
and satisfying work results, competency is needed to be owned by an employee is
supported by the appropriate placement; then, carrying out employee duties can
improve performance.
CONCLUSION
Individual characteristics have a
positive and significant effect on work placement of β = 0.240 with a
significance level of 0.001 <0.05. Competence has a positive and significant
effect on work placement of β = 0.400 with a significance level of 0.000
<0.05. Individual characteristics have a positive and significant effect on
performance of β = 0.406 with a significance level of 0.000 <0.05.
Competence has a positive and significant effect on performance of β = 0.127
with a significance level of 0.034 <0.05. Work placement is positively and
significantly important for performance β = 0.189 with a significance
level of 0.013 <0.05. Individual characteristics have a positive and
significant effect on performance with work placement as a mediating variable
of β = 0.045 with a significance level of 0.042 <0.05. Competence has a
positive and significant effect on performance with work placement as a
mediating variable of β = 0.076 and a significance level of 0.021 <0.05.
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