Effect of Training and Motivation on Employee Performance at Foresthree Coffee Surabaya
Silfia Nopiana
Management Study Program Narotama University Surabaya [email protected]
Abstract
Human resources are a determining factor in achieving company goals. In every organization it can be said that one of the important resources is human. Without human resources, other resources are meaningless. Because human resources are part of the power of competitiveness, human resources are required to be superior and professional in their work for the advancement and achievement of company goals. The purpose of this study is to determine whether training and motivation have a significant effect on employee performance at Forestthree Coffee Surabaya. The population in this study were all employees of Forestthree Coffee Surabaya. The sampling technique in this research is purposive sampling, taking the entire sample of 55 respondents. The method in this research is using multiple linear regression analysis method. Research results and hypotheses indicate that training and motivation simultaneously and partially have a positive and significant effect on employee performance at Forestthree Coffee Surabaya.
Keywords:
Employee Performance, Motivation, Training
1. Introduction
Source Power Human (HR) has an important meaning Thing this because existence role active and dominant from man in every activity organization , which is human have role as determinant , doer even planner in reach destination company and at the same time determine Up retreat a company (Jufrizen 2017). So from that man Becomes perpetrator main will move source power that , Source Power Human (HR) must be quality (Sinambela 2016).
Source Power Human (HR) is aspect most important in success organizations that do not could release from motivation work and training. With existence more and more training increase and exist correct to shortcomings performance needed for enhancement performance and productivity through training and motivation from leader or company.
Progress company influenced by several factors, one of which is factor from Source Power Human, because Source Power Man play a role in management or executor an enterprise system in which the goal is company is so that the system could walk according to plans and regulations. So, from that should Source Power Man managed with good to get utilized as should be in something company. Something company have a number of factors that can influence success something company, one factors that can influence success something company is performance employees.
Employee Performance have very important function in something company and every company will always attempted for increase performance employees with various method with hope that the goal from company they could achieved with maximum. Performance is achievement or performance somebody regarding with assigned tasks to him according to Marwansyah (2016), while according to Supardi in study Francis and Djoko Wiyono say that performance employee influenced by several factors, including is motivation, condition environment work , relationship with colleague past work, abilities and experience.
By no direct , with existence training for employee will can help employee more responsible to his job, and will beneficial for increase results work employees and will reduce use the cost of his work, because if employee the more skilled will be very influential to enhancement productivity (Wilson 2012).
Employee will give opportunity for develop skills and abilities new in work if get opportunity follow training, so you can know and master moment this nor for the future, so could help employee for can understand how actually to do and what to do done, give opportunity for add knowledge, expertise whereas with motivation will give opportunity to employee for defeat the individual ego and strengthen commitment employees at the company (Andayani et al. 2016).
Way to increase quality Source Power Human (HR) is give training to employee because besides for increase Source Power Man employees will also motivated so that will influence productivity performance
Training is one effort for increase ability, good individual nor group in order to give donation to effectiveness and efficiency organization, where through ability, good knowledge and skills adequate and appropriate employees with field Duty will could give contribution to enhancement efficiency and effectiveness company in reach exam the target. However if employee no or not enough have ability in knowledge skills, other than will Becomes burden organization, will also make organization the not enough effective and efficient in reach goals that have been established (Boe 2014).
Source power quality human will could generate if management source power man conducted with good, and can shape performance employee the finer, so can impact positive on effectiveness performance in the company by whole. This all could supported with existence gift motivation, because by no go ahead, motivation is stimulant for employees so that they can work better, and can push employee for more active again in work and more excited, so will profitably company. Motivation that alone is one factors that can influence performance employee in company and is driving factor somebody for have desire and willingness work. Even for motivated employees in doing work, have assumption that Duty they is a must challenge resolved, and they will deploy whole the abilities they have for complete profession by enthusiastic and share employees who don't motivated, then performance no could maximum and goal company no could achieved (Galih, Musadieq, and Nurtjahjono 2015).
Study this conducted at Forestthree Coffee San Antonio, which is located at Ruko San Antonio, Jl North Kalisari 1 N1-27, Mulyorejo, Surabaya, Forestthree Coffee Kertajaya Jl. Kertajaya No.73A, Airlangga, Kec Gubeng , Surabaya, Forestthree Coffee Panjang Jiwo , which is located at Jl. Tenggilis Mejoyo, Forestthree Coffee Dharmahusada which is located on Jl. Dharmahusada Indah I No.37, Mulyorejo Surabaya, Forestthree Coffee Dukuh Kupang which is located at Jl. Raya Hamlet West Kupang No.67, Dukuh Pakis Surabaya . This business engaged in culinary, business this start opened in 2016, which started owner only have a coffee shop on Jl.
Kertajaya Surabaya now already reached five coffee shops spread across the Surabaya area.
In the current era this many coffees shop popping up where coffee business starts vigorous developed start from a franchise or franchises and there are also those who make their own brands. In Surabaya alone many once a new coffee shop can find at each corner the city of Surabaya. Therefore, for face competition diera moment this an employee sued for have good performance through motivation from boss and training so that could contribute with good for the company.
Based on results Interview with owner effort about motivation work employee Forestthree Coffee Surabaya:
A week very owner effort always come to the store in Surabaya for controlling, every closing store in the group WhatsApp every at night there is group reports and evaluations WhatsApp. Evaluation conducted for knowing level sales and power buy consumers, other than it's also for knowing satisfaction customer to services performed by employees Forestthree Coffee Surabaya. Here writer want to explain about level saturation employee when weakening level sales, other than it's also for knowing what only you can used for create motivation to employee Forestthree Coffee Surabaya when weakening sales. Due to sue for meet sales target every month.
1.1. Formulation of the problem
Based on the research background described above, the formulation of the problem in this study are:
1. Is Training take effect by Partial on Employee Performance 2. At Forestthree Coffee Surabaya?
3. Is Motivation take effect by Partial on Employee Performance 4. At Forestthree Coffee Surabaya?
5. Is Training and Motivation take effect by simultaneous to Loyalty Customers on Forestthree Coffee Surabaya?
1.2. Research Objectives
Based on the formulation of the problem above, the objectives in this study are:
1. For analyze influence by Partial from variable Training on Employee Performance at Forestthree Coffee Surabaya
2. For analyze influence by Partial from variable Motivation on Employee Performance at Forestthree Coffee Surabaya
3. In order to analyze the influence simultaneous from variable Training and Motivation on Employee Performance at Forestthree Coffee Surabaya
2. Theoretical Review
2.1 Employee PerformanceAccording to Mangkunegara (2017) "Performance is results work by quality and the quantity achieved by an employee in doing his job in accordance with not quite enough answer which given to him"
According to Hero in Pramularso (2017) “Performance is output that generated by functions or indicators something profession or something profession in time certain".
According to Rahadi in (Widiyanti and Fitriani 2017) suggests that : “performance is results work that can achieved by someone or group insider something organization, appropriate with authority and responsibility answer each in skeleton effort reach destination organization concerned by legal, no violate law and in accordance with moral nor ethics".
From opinion some experts above, can concluded that performance is level success achieved by employees in to do something activity work with refer to must -do task carried out, based on knowledge, attitude and Skills in skeleton reach destination organization.
Indicator For analysis response respondent to performance employees given by Forestthree Coffee Surabaya, there are 3 indicators used for measure performance employee that is as following:
1. Quality 2. Quantity 3. Punctuality 2.2 Training
According to Widodo (2015) training is series activity individual in increase expertise and knowledge by systematic so that capable have professional performance in their field. Training is a learning process that allows employee doing current job in accordance with standard.
Whereas according to sonny in Sinambela (2016) Education and training is one important factor in development source power human . Education and Training not only add knowledge, but also improve Skills work so that increase productivity work.
Indicators used in study this are:
a. Instructor / trainer b. Theory
c. Method Training 2.3 Motivation
According to Hasibuan (2014)" Motivation " is gift power the mover create excitement work someone so that they want to work same work effective, and integrated with all power effort for reach satisfaction.
According to Edwin in (Hasibuan 2014) “Motivation is something expertise, in direct employee and organization so that want to work as long as successful, so that desire para employee and destination organization at a time achieved".
According to Country, et al in (Gianika 2018) Definition motivation is "influential conditions" generate, direct, and maintain behavior which relate with environment work".
According to Wibowo in (Gianika 2018) states motivation work is whole power mover or power booster good that comes from in (intrinsic) and from outside (extrinsic) which causes existence desire for do something activity or activity in operate Duty as employees.
According to Draft in (Kussanti and Leliana 2018), “Motivation could interpreted as strength which appear from in nor from outside self-somebody and awaken spirit as well as perseverance for reach something which wanted”
Indicators used in study this are:
a. Needs Physiological b. Safety Needs c. Needs Social d. Needs Award
e. Needs Actualization Self
3. Method
3.1. Research approach
The research to be conducted is a quantitative research type. According to Kasiran, quantitative research methods are the efforts of a researcher to find knowledge by providing data in the form of numbers. The figures
answer the problem formulation, concepts or theories are used so that hypotheses can be formulated. The hypothesis is then tested through field data collection. To collect data used research instruments. The collected data is then analyzed quantitatively using the SPSS application so that it can be concluded that the formulated hypothesis is proven or not.
The design of the influence of Training, and Motivation having an effect on Employee Performance, can be described as in the picture below:
Figure 1. Research approach 3.2 Population and Sample
3.2.1 Population
According to Sugiyono, (2015) Population can be interpreted as a generalization area consisting of objects or subjects that have certain qualities and characteristics determined by researchers to be studied and then conclusions will be drawn. In this study the population that will be used is all employees of Forestthree Coffee Surabaya, totaling 55 employees.
3.2.2 Sample
The sample is part of the amount of data and characteristics possessed by the population in the form of assumptions or perceptions from customers through questionnaires in the form of several closed questions (Sugiyono, 2012) The sampling technique used is the saturated sample technique, which is a sampling technique where all members of the population are used as samples. The number of samples used in this study were 55 employees.
3.3 Data Collection Techniques 3.3.1. Questionnaire / questionnaire
Questionnaires or can also be called questionnaires or self-administered questionnaires are data collection techniques by sending a list of questions or statements to respondents to fill out. This study uses a questionnaire / questionnaire data collection technique, which will be distributed via google form.
3.4 Data Analysis Techniques 3.4.1. Validity test
According to Rumengan (2013) validity shows the extent to which the measurement tool measures what is to be measured. If the researcher will measure what will be measured using a questionnaire, then the questionnaire that will be compiled must measure what he wants to measure. (Sugiyono 2014) states that the validity test is an equation of data reported by researchers with data obtained directly that occurs in research subjects. Validity test is used to measure whether or not a questionnaire is valid. A questionnaire is said to be valid if the statement on the questionnaire is able to reveal what the questionnaire will measure. Test the validity of each question if r count > r table at a significant level (α = 0.05) then the instrument is considered invalid and if r count < r table then the instrument is considered invalid.
3.4.2. Reliability Test
According to Sugiyono (2014) the reliability test is the degree of consistency and stability of the data or findings. Unreliable data cannot be processed further because it will produce biased conclusions. A measuring instrument that is considered reliable if the measurement shows consistent results from time to time.
Training (X1)
Employee Performance
(Y) Motivation
(X2)
H1 H2 H3
3.4.3. Normality Test
The normality test is used to determine whether the data has been evenly distributed, so that the data from the research results can be said to represent the entire existing population (Priyatno, 2014) .
3.4.4. Multicollinearity Test
The multicollinearity test is to see whether or not there is a high correlation between the independent variables in a multiple linear regression model. The relationship between the independent variables and the dependent variable becomes disturbed, if there is a high correlation between the independent variables (Sutopo and Slamet, 2017)
3.4.5. Heteroscedasticity Test
Homoscedasticity test aims to test whether in the regression model there is an inequality of variance from the residual of one observation to another observation. If the residual observation to other observations remains, it is called homoscedasticity and if it is different it is called heteroscedasticity (Zulfikar, 2012).
3.4.6. Partial Effect Significance Test (T Test)
The t-test is known as the partial test, which is to test how the influence of each independent variable individually on the dependent variable. This test can be done by comparing t count with t table or by looking at the significance column in each t count. The t-test process is identical to the f-test (see SPSS calculation in (Coefficient Regression Full Model/Enter).
3.4.7. Simultaneous Significant Test (F Test) Decision making basis:
1. If the value of sig < 0.05, or F count > from F table, then there is an effect of variable X simultaneously on variable Y.
2. If the value of sig > 0.05, or F count < from F table, then there is no effect of variable X simultaneously on variable Y.
3.4.8. Coefficient of determination (R 2)
The correlation coefficient test is used to determine the relationship between two or more independent variables by looking at the R value, if it is close to one, the relationship between the independent variables can be stated to be closely related (Priyatno 2014).
3.4.9. Multiple Linear Regression
Multiple linear regression analysis is used to measure whether or not there is a relationship between leadership style and work environment on work productivity. The multiple linear regression formula in this study is:
Y=a+β1X1+β2X2+e Where:
Y : Employee Performance A : Constant
1β2 : Regression Coefficient X1 : Training
X2 : Communication Style e : Standard error
4. Results and Discussion
4.1. Test validityTable 1. Validity Test Results
Variable Indicator R table R count Information
Training mop1 0.2656 0.863
Valid
(Mop) mop2 0.2656 0.729
mop3 0.2656 0.729
Motivation Mot1 0.2656 0.806
Based on the table above, it can be seen that all statement items for each indicator of all variables consisting of leadership, work environment and work productivity, totaling 20 items, have a significant value (2 tailed) less than 0.05, which means that all statement items can be said to be valid. and can be used in research.
4.2. Reliability Test
Table 2. Reliability Test Results
Variable Calculation of Cronbach Alpha Cronbach Alpha (a) Information
Training (Mop) 0.667
0.60
Reliable
Motivation (Mot) 0.791 Reliable
Employee Performance (KK) 0.637 Reliable
Could is known that score Cronbach alpha (a) on all items in the study this from each indicator statement on the questionnaire consisting of from variable training, motivation and performance employee has have score more Cronbach alpha (a) big of 0.60. This thing means that all items each indicator consisting of from variable training, motivation and performance employee in study this could said reliable and able used in research.
4.3. Normality test
Table 3. One-Sample Kolmogorov-Smirnov Test Unstandardized
Residual
Standardized Residual
N 55 55
Normal Parameters a,b mean 0E-7 0E-7
Std. Deviation ,25270380 ,98130676 Most Extreme Differences
Absolute ,169 ,169
Positive ,084 ,084
negative -,169 -,169
Kolmogorov-Smirnov Z 1.253 1.253
Asymp . Sig. (2-tailed) ,087 ,087
a. Test distribution is Normal.
b. Calculated from data.
Based on Table 3, can show that score significant in research this that is of 0.087 > 0.05 which means that variable used in study this already bigger of 0.05. So could concluded that the data normally distributed and can used in research.
4.4. Multicollinearity Test
Table 4. Multicollinearity Test Results Model Collinearity Statistics
Tolerance VIF 1
(Constant)
Pel ,677 1,478
Motto ,677 1,478
Based on Table 4 it can be show that each variable has have tolerance value > 0.10 and VIF value < 10.0 then could concluded that all variable free consisting of from training and motivation no occur Multicollinearity, so that variables they could use in research.
Mot4 0.2656 0.747
Mot5 0.2656 0.866
Performance KK1 0.2656 0.749
Employee KK2 0.2656 0.777
(KK) KK3 0.2656 0.758
4.5. Heteroscedasticity Test
Figure 2. Heteroscedasticity Test
Could see that no there is clear pattern, as well as dot, dot, dot spread by random above and below the number 0 on the Y axis. Then could concluded that no occur heteroscedasticity in the regression model. This thing showing that results estimation multiple linear regression worthy for interpretation and analysis more continued.
4.6. Partial Effect Significance Test (T Test)
Table 5. Partial Effect Significance Test (T test)
Model t Sig.
1
(Constant) ,636 ,528
Pel 8,229 ,000
Motto 2,594 0.012
1) Test Hypothesis 1: Training take effect significant on Employee Performance.
Based on results testing hypothesis in the research in Table 5.14 above, the effect of Mop on KK produces score Sig-Value of 0.000. because of Sig-Value (0.000) < Sig. Tolerance (0.05) then Training take effect significant on Employee Performance. With thereby proposed hypothesis “Training _ take effect significant on Employee Performance "proven" the truth.
2) Test Hypothesis 2: Motivation take effect significant on Employee Performance.
Based on results testing hypothesis in the research in Table 5.14 above, the effect of Mot on KK produces score Sig-Value of 0.012. because of Sig-Value (0.012) < Sig.Tolerance (0.05) then Motivation take effect significant on Employee Performance. With there by the proposed hypothesis " Motivation " take effect significant on Employee Performance " proven " the truth.
4.7. Simultaneous Significant Test (F Test)
Table 6. Simultaneous Significant Test (F Test) ANOVA a
Model Sum of Squares df Mean Square F Sig.
1
Regression 9,673 2 4,836 72,930 ,000 b
Residual 3,448 52 ,066
Total 13.121 54
a. Dependent Variable: KK b. Predictors: (Constant), Mot, Pel
From Table 6 it can be is known that the model is feasible for conducted study because have Fcount of 72,930 and F table of 6 with thereby could concluded that F count > F table so variable independent consisting of from training and motivation by together capable influence performance employee
4.8. Coefficient of determination (R 2)
Table 7. Coefficient of determination (R 2) Model Summary b
Model R R Square Adjusted R Square Std. Error of the Estimate
1 ,859 a ,737 ,727 ,25752
a. Predictors: (Constant), Mot, Pel b. Dependent Variable: KK
Source: Appendix 10
From Table 7. it can be is known that the value of R Square (R²) is 0.737 or by 73.7% p this means that variable training and motivation capable contribute by 73.7% against performance employees, while the remaining 26.3 % is obtained by of (100%-73.7% = 26.3%) is could explained by other factors which are outside from variable training and motivation.
4.9. Multiple Linear Regression
Table 8. Multiple Linear Regression Test Results Coefficients a
a. Dependent Variable: KK Source: Appendix 8
From Table 5.16 above could is known equality regression as following:
KK = 0.185 + 0.702Pel + 0.269Mot + e
1. Constant = 0.185 indicates that if variable training and motivation value 0, then performance employee will increase by 0.185. It means without see training and motivation so performance employee experience increases of 0.185.
2. Coefficient regression Training (Mop) = 0.702 shows direction connection positive (direction) between variable training with performance employee at Forestthree Coffee Surabaya. Show that if training up 1 unit so performance employee will experience increase of 0.702. This thing occurs with assumption influence the other variables are constant.
3. Coefficient regression Motivation (Mot) = 0.269 shows direction connection positive (direction) between variable motivation to performance employee Forestthree Coffee Surabaya. Showing that if motivation experience increases by 1 unit so performance employee will experience increase of 0.269. This thing occurs with assumption influence the other variables are constant.
5. Analysis and Discussion of Research Results
From the results of data testing involving 35 employees at the Classic Coffee Cafe, consisting of 24 men and 11 women. The results of the validity test show that all data are valid because the total correlation of items has a significant value (2 tailed) less than 0.05, which means that all statement items can be said to be valid and can be used in research. And the reliability test can show that each statement item used will be able to obtain consistent data, which means that if the statement is resubmitted, the answer is relatively the same as the previous answer. The results of the normality test are declared normal, it can be seen that the value of Asymp sig (2-tailed) is 0.792 > 0.05, this is in accordance with the provisions that have been set, it can be concluded that the data in the model is normally distributed and can be used in research. The results of the determination test of R and R2
Model Unstandardized Coefficients
B Std. Error
1
(Constant) ,185 ,291
Pel ,702 ,085
Motto ,269 ,104
obtained an R Square value of 0.793%. And found a positive and significant influence between Leadership Variables (X1) and Work Environment (X2) on work productivity (Y).
6. Conclusion
Based on data analysis and discussion of leadership and work environment variables that affect employee productivity at Classic Coffee, Sumenep Regency, the following conclusions can be drawn:
1. Training and motivation simultaneously have a positive effect on the performance of Forestthree Coffee Surabaya employees.
2. Training and motivation partially have a positive effect on the performance of Forestthree Coffee Surabaya employees.
3. The results of the analysis of the T test and F test showed significant values below 0.05, so it can be concluded that the independent variables, consisting of training and motivation, had a significant effect on the performance of Foresthree Coffee Surabaya employees.
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