Analisis Pengaruh Rekrutmen dan Pelatihan terhadap Kinerja Karyawan: Studi Kasus pada PT PLN UP3 Banda Aceh
DOI:
https://doi.org/10.35870/jemsi.v11i3.4245Keywords:
Recruitment, Training, Employee Performance, Human ResourcesAbstract
This study aims to analyze the effect of recruitment and training on employee performance at PT PLN UP3 Banda Aceh. The research problem centers on the importance of effective recruitment and training processes in enhancing employee productivity and performance. A quantitative approach was employed using a survey method, with data collected through questionnaires distributed to 55 employees of PT PLN UP3 Banda Aceh. The data were analyzed using multiple linear regression, including both partial (t-test) and simultaneous (F-test) analyses. The results indicate that both recruitment and training variables have a significant partial effect on employee performance. Furthermore, the simultaneous test confirms that these two variables jointly have a significant impact on performance. These findings highlight the critical role of improving recruitment quality and training programs in boosting human resource performance within the company.
Downloads
References
Afandi, P. (2018). Manajemen sumber daya manusia (Teori, konsep dan indikator). Riau: Zanafa Publishing, 3.
Aisyah, N., & Giovanni, A. (2018). Pengaruh proses rekrutmen (porek) dan seleksi terhadap kinerja karyawan PT. Bank Maya Pada Internasional, Tbk. Jesya (Jurnal Ekonomi dan Ekonomi Syariah), 1(2), 8-18. https://doi.org/10.36778/jesya.v1i2.17.
Bangun, W. (2018). Manajemen sumber daya manusia.
Dessler, G. (2015). Manajemen Sumber Daya Manusia Edisi 14. Jakarta: Salemba Empat.
Eko, W. S. (2015). Manajemen Pengembangan Daya Manusia. Pustaka Pelajar, Yogyakarta, Jakarta.
Fahmi, I. (2016). Manajemen sumber daya manusia teori dan aplikasi. Bandung: Alfabeta, 82.
Gaol, J. L., & Jimmy, L. (2015). A to Z Human capital (Manajemen Sumber Daya Manusia) Konsep. Teori, dan Pengembangan dalam Konteks Organisasi Publik dan Bisnis (Jakarta: Grasindo (ed.)).
Ghozali, I. (2018). Aplikasi analisis multivariete dengan program IBM SPSS 23.
Hasibuan, M. S., & Hasibuan, H. M. S. (2016). Manajemen sumber daya manusia. Bumi aksara.
Iskarim, M. (2019). Rekrutmen pegawai menuju kinerja organisasi yang berkualitas dalam perspektif MSDM dan islam.
Kuantitatif, P. P. (2016). Metode Penelitian Kunatitatif Kualitatif dan R&D. Alfabeta, Bandung.
Mangkunegara, A. A. P. (2011). Manajemen sumber daya manusia perusahaan.
Masram, M. A., & Mu’ah, D. H. (2017). Manajemen Sumber Daya Manusia Profesional. Sidoarjo: Zifatama Publisher.
Nawawi, H. (2001). Manajemen sumber daya manusia.
Nuraeni, N. (2018). Penerapan Metode Simple Additive Weighting (Saw) Dalam Seleksi Calon Karyawan. Swabumi, 6(1), 63-71.
Robbins, S. P., & Judge, T. A. (2015). Perilaku organisasi edisi 16. Jakarta: Salemba Empat, 109-182.
Rozarie, C. R. D., & Indonesia, J. T. N. K. R. (2017). Manajemen Sumber Daya Manusia.
Sedarmayanti, S. (2017). Perencanaan dan Pengembangan SDM untuk Meningkatkan Kompetensi, Kinerja, dan Produktivitas Kerja. Bandung: Penerbit PT. Refika Aditama, 64.
Simamora, H. (2004). Manajemen sumber daya manusia.
Simbolon, V. D. (2018). Pengaruh Proses Rekrutmen Dan Seleksi Terhadap Kinerja Pegawai Pada Pt. Pegadaian (Persero) Kantor Wilayah I Medan.
Sinambela, L. P. (2021). Manajemen Sumber Daya Manusia: Membangun tim kerja yang solid untuk meningkatkan kinerja. Bumi Aksara.
Stone, T. H. (2011). Manajemen Sumber Daya Manusia Dalam Organisasi Publik dan Bisnis. Edisi kedua. Jakarta: Penerbit Alfabeta.
Sutrisno, E. (2016). Manajemen Sumber Daya Manusia, cetakan kedelapan. Penerbit: Kencana Prenada Media Group, Jakarta.
Widodo, S. E. (2023). Manajemen pengembangan sumber daya manusia.
Downloads
Published
Issue
Section
License
Copyright (c) 2025 Syarifah Mauli Masyithah, Muhammad, Zuliani, Farah Ivana , Sisca Mediyanti , T Muhammad Jumeil
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:
1. Copyright Retention and Open Access License
Authors retain copyright of their work and grant the journal non-exclusive right of first publication under the Creative Commons Attribution 4.0 International License (CC BY 4.0).
This license allows unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
2. Rights Granted Under CC BY 4.0
Under this license, readers are free to:
- Share — copy and redistribute the material in any medium or format
- Adapt — remix, transform, and build upon the material for any purpose, including commercial use
- No additional restrictions — the licensor cannot revoke these freedoms as long as license terms are followed
3. Attribution Requirements
All uses must include:
- Proper citation of the original work
- Link to the Creative Commons license
- Indication if changes were made to the original work
- No suggestion that the licensor endorses the user or their use
4. Additional Distribution Rights
Authors may:
- Deposit the published version in institutional repositories
- Share through academic social networks
- Include in books, monographs, or other publications
- Post on personal or institutional websites
Requirement: All additional distributions must maintain the CC BY 4.0 license and proper attribution.
5. Self-Archiving and Pre-Print Sharing
Authors are encouraged to:
- Share pre-prints and post-prints online
- Deposit in subject-specific repositories (e.g., arXiv, bioRxiv)
- Engage in scholarly communication throughout the publication process
6. Open Access Commitment
This journal provides immediate open access to all content, supporting the global exchange of knowledge without financial, legal, or technical barriers.
