Analysis Of The Effect Of Employee Work And Discipline On The Performance Of PDAM Tirtanadi PDAM North Sumatra Province In The Planning Division Of The Technical Equipment And Water Loss Division Division

Feb 27, 2025 by ADMIN 205 views

Analysis of the Effect of Employee Work and Discipline on the Performance of PDAM Tirtanadi PDAM North Sumatra Province in the Planning Division of the Technical Equipment and Water Loss Division Division

Introduction

In the context of public water supply companies, such as PDAM Tirtanadi in North Sumatra Province, employee performance plays a crucial role in ensuring the delivery of quality services to the community. The performance of PDAM Tirtanadi employees is influenced by various factors, including their ability and work discipline. This study aims to analyze the impact of employee ability and work discipline on the performance of PDAM Tirtanadi employees in the Planning Division, Technical Equipment Division, and Water Loss Management Division. The study uses multiple linear regression analysis to test the hypothesis that employee ability and work discipline have a significant positive influence on employee performance.

The Importance of Work Ability and Discipline

Employee ability refers to the skills, knowledge, and experience that individuals have in carrying out their duties and responsibilities. On the other hand, work discipline reflects employee attitudes and behavior in following the rules and procedures that apply in the company. In the context of PDAM Tirtanadi, good ability will ensure employees can carry out technical tasks efficiently and effectively, while high work discipline will increase compliance with company policies, and support the creation of a productive work environment.

The two variables complement each other in improving employee performance. Good ability without being balanced with high work discipline can cause employees not to achieve their full potential. Conversely, high work discipline without adequate ability will not produce optimal performance. Therefore, it is essential for the management of PDAM Tirtanadi to conduct training and development of skills and implement policies that support work discipline so that employees can achieve the expected performance.

Theoretical Framework

The theoretical framework of this study is based on the concept of human resource management (HRM) and organizational behavior. HRM refers to the management of an organization's workforce, including recruitment, selection, training, and development. Organizational behavior, on the other hand, refers to the study of how individuals and groups interact within an organization to achieve its goals.

The HRM model used in this study is based on the work of Ulrich and Lake (1990), who identified four key HRM functions: strategic HRM, administrative HRM, employee development, and employee maintenance. Strategic HRM refers to the alignment of HRM practices with the organization's overall strategy. Administrative HRM refers to the management of HRM functions, such as recruitment and selection. Employee development refers to the training and development of employees to improve their skills and knowledge. Employee maintenance refers to the management of employee relations, including employee discipline and performance evaluation.

Methodology

This study uses a quantitative approach, with a sample of 100 PDAM Tirtanadi employees from the Planning Division, Technical Equipment Division, and Water Loss Management Division. The data were collected using a survey questionnaire, which included questions on employee ability, work discipline, and performance. The data were analyzed using multiple linear regression analysis to test the hypothesis that employee ability and work discipline have a significant positive influence on employee performance.

Results

The results of this study showed that employee ability and work discipline have a significant positive influence on employee performance. The partial test also showed that these two variables, namely employee ability and work discipline, each have a positive and significant impact on the performance of PDAM Tirtanadi employees in the three divisions studied. Through the testing of the coefficient of determination, the adjusted R square value was 32.4%, which indicated that 32.4% of employee performance could be explained by employee ability and work discipline. The remaining 67.6% of employee performance can be influenced by other factors that are not examined in this study.

Implications for PDAM Tirtanadi

The results of this study provide important implications for PDAM Tirtanadi management. By knowing that employee ability and work discipline affect employee performance, management is expected to formulate a strategy to improve HR. Some steps that can be taken include:

Training and Development: Organizing sustainable training programs to improve employee capabilities, especially in the fields of engineering and management.
Disciplinary Policy: Developing a clear policy regarding work discipline, and giving awards for employees who show high discipline.
Performance Evaluation: Perform routine performance evaluation to identify employees who need additional assistance in terms of work capabilities or discipline.

With the right strategy, it is expected that PDAM Tirtanadi can improve employee performance and ultimately provide better services to the community, as well as contribute positively to the management of water resources in North Sumatra Province.

Conclusion

In conclusion, this study has shown that employee ability and work discipline have a significant positive influence on employee performance in PDAM Tirtanadi. The results of this study provide important implications for PDAM Tirtanadi management, and highlight the need for a strategic approach to HRM. By improving employee ability and work discipline, PDAM Tirtanadi can improve employee performance and ultimately provide better services to the community.

References

Ulrich, D., & Lake, D. (1990). Organizational capability: Creating competitive advantage through people, technology, and knowledge. Human Resource Management, 29(2), 155-173.

Limitations of the Study

This study has several limitations. Firstly, the sample size is relatively small, which may limit the generalizability of the results. Secondly, the study only examines the impact of employee ability and work discipline on employee performance, and does not consider other factors that may influence employee performance. Finally, the study is based on a single case study, and may not be representative of other public water supply companies.

Future Research Directions

Future research should aim to replicate this study in other public water supply companies to increase the generalizability of the results. Additionally, future research should examine the impact of other factors, such as employee motivation and job satisfaction, on employee performance. Finally, future research should investigate the effectiveness of different HRM strategies in improving employee performance in public water supply companies.
Q&A: Analysis of the Effect of Employee Work and Discipline on the Performance of PDAM Tirtanadi PDAM North Sumatra Province in the Planning Division of the Technical Equipment and Water Loss Division Division

Q: What is the main objective of this study?

A: The main objective of this study is to analyze the impact of employee ability and work discipline on the performance of PDAM Tirtanadi employees in the Planning Division, Technical Equipment Division, and Water Loss Management Division.

Q: What are the key variables examined in this study?

A: The key variables examined in this study are employee ability, work discipline, and employee performance.

Q: What is the theoretical framework of this study?

A: The theoretical framework of this study is based on the concept of human resource management (HRM) and organizational behavior.

Q: What is the methodology used in this study?

A: This study uses a quantitative approach, with a sample of 100 PDAM Tirtanadi employees from the Planning Division, Technical Equipment Division, and Water Loss Management Division. The data were collected using a survey questionnaire, which included questions on employee ability, work discipline, and performance.

Q: What are the results of this study?

A: The results of this study showed that employee ability and work discipline have a significant positive influence on employee performance. The partial test also showed that these two variables, namely employee ability and work discipline, each have a positive and significant impact on the performance of PDAM Tirtanadi employees in the three divisions studied.

Q: What are the implications of this study for PDAM Tirtanadi management?

A: The results of this study provide important implications for PDAM Tirtanadi management. By knowing that employee ability and work discipline affect employee performance, management is expected to formulate a strategy to improve HR. Some steps that can be taken include:

Training and Development: Organizing sustainable training programs to improve employee capabilities, especially in the fields of engineering and management.
Disciplinary Policy: Developing a clear policy regarding work discipline, and giving awards for employees who show high discipline.
Performance Evaluation: Perform routine performance evaluation to identify employees who need additional assistance in terms of work capabilities or discipline.

Q: What are the limitations of this study?

A: This study has several limitations. Firstly, the sample size is relatively small, which may limit the generalizability of the results. Secondly, the study only examines the impact of employee ability and work discipline on employee performance, and does not consider other factors that may influence employee performance. Finally, the study is based on a single case study, and may not be representative of other public water supply companies.

Q: What are the future research directions?

A: Future research should aim to replicate this study in other public water supply companies to increase the generalizability of the results. Additionally, future research should examine the impact of other factors, such as employee motivation and job satisfaction, on employee performance. Finally, future research should investigate the effectiveness of different HRM strategies in improving employee performance in public water supply companies.

Q: What are the practical implications of this study?

A: The practical implications of this study are that PDAM Tirtanadi management should prioritize the development of employee ability and work discipline to improve employee performance. This can be achieved through training and development programs, disciplinary policies, and performance evaluation.

Q: What are the theoretical implications of this study?

A: The theoretical implications of this study are that employee ability and work discipline are important factors that influence employee performance in public water supply companies. This study contributes to the existing literature on HRM and organizational behavior by providing evidence of the impact of employee ability and work discipline on employee performance.

Q: What are the policy implications of this study?

A: The policy implications of this study are that public water supply companies should prioritize the development of employee ability and work discipline to improve employee performance. This can be achieved through policies and programs that support employee development and work discipline.