Ratih Puspitasari Eko Putri, Dyah Sawitri
Universitas Gajayana Malang,
Indonesia
E-mail:
[email protected], [email protected]
|
KEYWORDS quality
of human resources, performance, productivity |
ABSTRACT This study aims to analyze the effect of quality of human resource on productivity,
quality of human resource on performance, productivity on performance, and
quality of human resource on performance with the mediation of productivity
in the new normal era at PT Bank Pembangunan Daerah Jawa Timur Tbk Malang
Branch. The research method used is path analysis on 64 respondents with
purposive sampling method. The results showed that the quality of human
resources has an effect on productivity, the quality of human resources has
an effect on performance, productivity has an effect on performance, and the
quality of human resources has an effect on performance with the mediation of
productivity in the new normal era at PT Bank Pembangunan Daerah Jawa Timur
Tbk Malang Branch |
INTRODUCTION
In entering the new normal era during the Covid-19
pandemic, Bank Jatim employees are required to be
able to adapt while maintaining mental health, and improving the quality of
their performance and productivity so they can survive, win back their customers,
reach new markets, and face intense competition (Gaol,
2014). For
this reason, companies need qualified and well-performing human resources.
Human resources are an integral part, so no matter how abundant other resources
are, if they are not supported by quality human resources, the company will not
last long, especially during the Covid-19 pandemic (Ghozali,
2011). The quality of
human resources mediated by productivity in the new normal era is an important
factor in improving the performance of Bank Jatim
Malang Branch because the banking sector is engaged in the service sector which
provides direct services to customers by its human resources (Hani,
2000).
The quality of human resources according to (Pasolong, 2020)
is a workforce that has high knowledge, skills and moral competence. If employees
do not have good quality, it will affect the resulting performance and will
have an impact on the company. Measuring the quality of human resources can use
criteria such as physical ability (health), intellectual ability
(intelligence), and psychological ability (mental).
According to (Sedarmayanti & Pd,
2001), performance is the achievement of
employee performance which is the result of work that can be achieved by
employees or a group of employees in an organization in accordance with the
authority and responsibilities of each job in an effort to achieve the goals of
an organization (Novitasari, 2018). To assess the level of achievement of
goals, objectives and strategies, performance indicators (indirect/qualitative
performance appraisals) and performance measures (direct/quantitative
performance appraisals) are needed. According to (Robbins & Coulter,
2007)
there are six performance indicators, namely quality, quantity,
timeliness, effectiveness, independence, and work commitment (Mathis,
2012).
According to (Hasibuan, 2005)
work productivity is a comparison between output and input, where the output
must have added value and better processing techniques. Input is called labor,
while output is measured in physical units, form and value. Meanwhile,
according to (Ivancevich, Konopaske,
& Matteson, 2006)
productivity has two dimensions, namely effectiveness (maximum work achievement
related to quality, quantity, and time) and efficiency (efforts to compare
input with the realization of its use) (Mangkunegara,
2000).
RESEARCH METHODS
The type of research
used is explanatory, namely a study to test a theory or hypothesis in order to
strengthen or possibly reject a theory or hypothesis from existing research
results (Sugiyono,
2017).
The type of research
used is explanatory, namely a study to test a theory or hypothesis in order to
strengthen or possibly reject a theory or hypothesis from existing research
results.
In collecting
research data using the questionnaire method, where the results are in the form
of respondents' answers to the variable indicators of human resource quality,
performance and productivity.
This study uses quantitative
data analysis methods, by means of: (1) descriptive statistical analysis
techniques (knowing the value of the independent and dependent variables), (2)
path analysis (testing the hypotheses that have been proposed and the effect of
mediating variables (intervening variables) in mediating the independent
variables on the dependent variable), and (3) the t test is known as the
partial test (testing how each independent variable affects the dependent
variable).
RESULTS AND
DISCUSSION
Research
Description
The results of the description of the
characteristics of the respondents show that the majority of respondents are
60.9 percent aged < 35 years; 53.1 percent male; and as much as 100 percent
is S1. If it is based on the work unit, the following characteristic description
results are obtained: 1.6 percent of the leadership work unit; 14.1 percent of
teller work units; 20.3 percent of customer service work units; 6.2 percent
general work units; 9.4 percent of fund marketing work units; 7.8 percent
credit operational units; 1.6 percent credit marketing unit; 7.8 percent PPK
units; 12.5 percent credit analyst work unit; and 18.7 percent of micro work
units with the results of a description of the characteristics based on the
position level of the respondents: 1.6 percent for the position of branch head;
12.5 percent supervisory positions; and 85.9 percent staff positions. However,
based on the years of service of the majority of the respondents, 65.6 percent
of the respondents had worked for 6-10 years (Robertson,
2002).
The
Influence of the Quality of Human Resources on Productivity in the New Normal
Era at PT Regional Development Bank East Java Tbk
Malang Branch
Based on the results of statistical tests
using path analysis, a path coefficient of 0.844 was obtained with a t-count
value of 12.400 > t-table value and a significance value (p) of 0.000 <
0.05. This shows that the quality of human resources has a positive and
significant effect on productivity, so that H1 can be accepted. That is, the higher the
quality of human resources can increase productivity. This can be seen from the
quality of human resources in terms of physical, intellectual and mental
abilities that are actually owned by Bank Jatim
Malang Branch employees to support their current work (Satriyo, n.d.).
The
Influence of Human Resource Quality on Performance in the New Normal Era at PT
Regional Development Bank East Java Tbk Malang Branch
Based on the results of statistical tests using path
analysis, a path coefficient of 0.668 was obtained with a t-count value of
6.279 > t-table value and a significance value (p) of 0.000 <0.05. This
shows that the quality of human resources has a positive and significant effect
on performance, or H2 is accepted. This means that the higher the quality of
human resources, the higher the performance. This can be seen from the quality
of human resources in terms of physical, intellectual, and mental abilities
that employees really have so that they can improve their performance both in
terms of quality, quantity, timeliness, effectiveness, independence, and work
commitment.
The
Effect of Productivity on Performance in the New Normal Era at PT Regional
Development Bank East Java Tbk Malang Branch
Based on the results of statistical tests using path
analysis, a path coefficient of 0.257 was obtained with a t-count value of
2.412 > t-table value and a significance value (p) of 0.019 <0.05. This
shows that productivity has a positive and significant effect on performance,
or H3 is accepted. That is, high-performing employees will have high
productivity, effective and efficient (Winarno,
2018).
The Effect of Quality of Human Resources on
Performance by Mediating Productivity in the New Normal Era at PT Regional
Development Bank East Java Tbk Malang Branch
Based on the results of statistical tests using path
analysis, a path coefficient of 0.217 was obtained with a t-count value of
2.360 > t-table value and a significance value (p) of 0.022 <0.05. This
shows that the quality of human resources has a positive and significant effect
on performance by mediating productivity, or H4 is acceptable. That is, the
high quality of human resources in terms of physical, intellectual and mental
abilities will lead to effective and efficient work productivity and will
affect quality, quantity, timely, independent and committed work performance.
CONCLUSION
The quality of human resources has a direct and
significant effect on productivity; the quality of human resources has a direct
and significant effect on performance; productivity has a direct and
significant effect on performance; and the quality of human resources has a
direct and significant effect on performance by mediating productivity in the
new normal era at PT Bank Pembangunan Daerah Jawa
Timur Tbk Malang Branch.
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Copyright holders:
Ratih Puspitasari
Eko Putri, Dyah Sawitri (2022)
First publication right:
Devotion - Journal of Research and Community Service
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