Syntax Literate: Jurnal Ilmiah Indonesia p�ISSN: 2541-0849 e-ISSN: 2548-1398
Vol. 7, No. 12, Desember 2022
THE
INFLUENCE OF THE WORK ENVIRONMENT AND INFORMATION TECHNOLOGY ON THE PERFORMANCE
OF HUMAN RESOURCES IN THE PINRANG REGENCY COURSE AND TRAINING INSTITUTE
Ibrahim,
Rahmawati Umar, Rusdiah Hasanuddin, Tamsil Pattalolo, Haeruddin
YPUP College of Economics
Makassar, Indonesia Polytechnic of Indonesian Institute of Education and
Professional Development Makassar, Indonesia
Email: [email protected], [email protected], [email protected], [email protected], [email protected]
Abstract
This
study aims to determine and analyze the effect of the work environment on the
performance of Human Resources Skills and Training Institutes in Pinrang District, identify and analyze information
technology on the performance of LKP human resources in Pinrang
District, identify and analyze the effect of the work environment and
information technology simultaneously on HR performance in Penang Regency. This
research is a quantitative descriptive using a sampling technique with the Slovin method. Primary data from the results of the
questionnaire as many as 48 samples were received and processed using SPSS 24
statistical tools using multiple linear regression methods. The research
results obtained are the work environment has a positive but not significant effect
on the performance of LKP Human Resources in Pinrang
Regency, information technology has a positive and significant effect on HR
performance in Pinrang Regency, the work environment
and information technology simultaneously have a positive and significant
effect on the performance of LPK HR in Penang Regency.
Keywords:
Work Environment, Information Technology, Human Resource Performance.
Pendahuluan
Human resources in an agency have a very important
role compared to other resources, because humans are the driving factor of all
organizational or institutional activities that must be able to pay more
attention to performance (Yusuf & Al Arif, 2015).
The role of leaders is very large in improving HR performance, in order to be
able to work in accordance with the programs that have been set by the agency.
The success of an organization or institution depends on good and bad
performance (Hasibuan, 2018). To be able to see the
achievement of good performance, it can be seen from the performance of human
resources owned by each organization or institution. Good performance from
human resources has a direct impact on progress or the decline
of an
organization or institution
(Anwar, 2021). Every
organization has goals
that have been set,
so that
in achieving
organizational goals must
be supported
by supporting
factors, among others;
capital, equipment, natural
resources and human resources.
The most
important factor in this achievement
is the human resource factor,
because human resources
(HR) play
an important
role in driving the
running of an
organization or institution.
Organizations definitely want
the presence
of high
productivity from their
employees, because with
high performance,
organizational goals will
be easier
to achieve.
The management
of the
organization always expects
a state
in which
HR has
a high
performance. Dessler (2010:329) cited
in (Daryanti et al., 2013).
mentioned that there
are six
indicators of performance, namely: quality
of work, productivity, knowledge of
work, reliability,
availability and freedom.
The development
of information and communication technology has
now accelerated,
information technology is a set of tools
that help you work
with information and carry out tasks
related to information processing, while
communication technology is
a set
of tools
or devices
that combine social aspects
that allow
each individual
to be
able to
obtain, transmit, and
exchange information with
other individuals.
An indispensable
device in improving HR
performance is information technology which is
one of the types
of technology
in the
form of
technical equipment and serves to
process and convey
information.
Information technology includes
a set
of equipment
that serves
as a
tool for processing data
or information, an auxiliary tool,
a manipulation tool, and
an information
management tool. (Sutopo, 2012)
Information technology in
this era
of globalization
is experiencing very rapid
development, it is
characterized by increasingly
sophisticated technological equipment and
a wider
range. With the
advancement of information
technology, the activities
carried out by
humans can be
completed more effectively
and efficiently and get
maximum results. In
principle, the application of
information technology in a company
or organization is adjusted to the needs of the organization, not
necessarily necessarily
using the latest technology as long as
the organization's needs for existing
information technology have been met,
but if
needed the organization or the needs
must run
and apply
the latest
information technology. This
needs to
be considered
because the application
of information
technology, is useful
for lowering
operational costs and
helping organizations or institutions
become competitive in
competition with other
institutions. In a business environment,
information technology is
needed to help
operational activities and accelerate performance
and provide
maximum results for
the organization.
Information technology applied
in an
institution can also be
used for
business management analysis
activities, decision making,
and other
needs that
can be
met appropriately.
Basically, human resources from an organization
have a desire to be able to work with a conducive work environment atmosphere
to feel comfortable, so as to be able to create good and optimal work results.
The work environment in an organization is one of the important things to pay
attention to. Although the work environment does not carry out work processes
in an organization, the work environment has a direct influence on the human
resources who carry out these work tasks. A work environment that concentrates
on human resources, can improve performance.on
the contrary, an inadequate work environment will be able to reduce
performance. The work environment refers to things that surround and surround
the work of employees in an organization. The work environment is not only
limited to the physical form in which we work. The work environment can be
influenced by other factors such as facilities and infrastructure provided by
agencies, colleagues, level of competition, leadership, communication, so that
the work environment is support will
keep employees afloat and can reduce work stress on employees, so that it can
affect employee performance in the organization.
The work environment is one of the most important
factors in efforts to improve performance so that employee job satisfaction is
created. The working environment or working conditions themselves are the
conditions in which the employee works. So it is
natural that the management of the organization prepares the right working
conditions of personnel so that the organization's human resources can work
properly. Sedarmayanti (2006) in (Yusnaini,
2019) such as facilities in the office, office work support equipment,
temperature, air circulation, cleanliness, lighting, noise and others, while
the non-physical work environment is all circumstances that occur related to
work relationships, both relationships with superiors and relationships with
fellow colleagues, or relationships with subordinates. A non-physical work
environment is a state of the employee's workplace environment in the form of a
harmonious work atmosphere where there is a relationship or communication
between the boss (horizontal relationship). With a harmonious work atmosphere
and communication, employees will feel at home at work so that the work done
can be carried out properly, efficiently and effectively.
A successful organization is one that has a clear,
measurable and actualizable vision and mission in organizational performance.
In an organization that is formed, of course, it has set certain goals that are
directions for the leadership and all employees in an agency. This is because
the organization is a forum to achieve certain goals, whether or not the
success of the organization's goals is influenced by human resource factors.
Human resources
have a very important
role in various sectors,
because human resources are a
key factor
to drive
other resources
in companies or governments.
So important
is the role of
human resources, it results
in an
organization having to
allocate a large
amount of funds for
the improvement
of these
human resources.
The success
of an organization
in achieving its goals also depends
on the human resource
factor, where an
intraction
and coordination is needed
designed to connect
its tasks,
both individually
and in groups in
order to
achieve organizational goals.
Human resources are a key factor for improving the organization. To
realize the desired goal, one of the ways that must be taken is to improve the
performance of human resources. The importance of the role of human resources
for each organization is expected to improve the performance of employees who
have reliable skills or skills in handling every job. According to Mathis and
Jackson (2006: 378) in (Juniari et al., 2015) there
are generally several elements of employee performance, including: quantity of results,
quality of results, timeliness of results, attendance, ability to cooperate.
The Course and Training Institute (LPK) is a privately owned business
institution that provides course and training services to the community. As a
service provider institution, the quality of service is very important to pay
attention to in order to provide satisfaction to customers. Various things that
are phenomena related to human resouce and
operational management at LPK concerns
information technology and the work environment.
Related to the importance of HR performance issues,
this needs to be improved at LPK in Pinrang Regency
in supporting its operational activities, one of the efforts that needs to be
made to prepare information technology devices as one of the factors that
affect HR performance. Work facilities are part of the work environment that
strongly supports the activities or process of completing the work of employees
in an organization. Work facilities are a form of organizational support for
employees in order to support performance in meeting the needs of their
employees, so as to improve HR performance. The existence of work facilities
provided is a tool or facility and infrastructure to help employees to make it
easier to complete their work and employees will work even better. The
condition caused problems in achieving performance at the Pinrang
Regency Course and Training Institute (LKP). The achievement of performance
that is not optimal is that human resources have not mastered the use of
information technology, inadequate facilities and infrastructure, and other
matters concerning the attention of the owner (leader) to subordinates,
especially regarding adequate rewards or income,
The importance of the work environment and
information technology in improving HR performance at Course and Training
Institutions (LPK) is an interesting thing and is the subject of research with
the title "The Influence of the Work Environment and Information Technology
on HR Performance at the Pinrang Regency Course and
Training Institute (LKP). The study aims ; to find out
and analyze the influence of the work environment on HR performance at the Pinrang Regency Course and Training Institute (LKP), know
and analyze the influence of information technology on the HR performance of
the Pinrang Regency Course and Training Institute
(LKP), To find out and analyze the influence of the work environment and
information technology together on HR performance at the Course and Training
Institute (LKP) Pinrang Regency.
Research
Methods
The research design used in this study is a quantitative research
method. Quantitative research is a type of research that basically uses a
deductive-inductive approach. This approach departs from a theoretical
framework, ideas from experts, and researchers' understanding based on their
experience, then developed into problems and solutions that are proposed to
obtain justification (verification) or assessment in the form of empherical support in the field.
This research uses quantitative research, which is a method used to
answer research problems related to data in the form of numbers and statistical
programs. To be able to describe well the approaches and types of research,
population and samples, research instruments, data collection techniques, and
data analysis in a proposal and / or research report, a good understanding of
each of these concepts is needed (Wahidmurni, 2017).
The data from the field in the form of work environment scores, information
technology on HR performance in the form of quantitative figures. The type of
research used is survey research. The survey method is used to obtain data from
certain natural (not artificial) places, but researchers carry out treatment in
data collection, for example by circulating questionnaires, tests, structured
interviews and so on (Sugiyono, 2018).
This type of research, gives a clear boundary about data, because the
influence in question is a force that exists or arises from something (people,
things) that contributes to shaping a person's disposition, belief, or actions
(Sukmadinata, 2018). This type of survey research was
chosen because it was adjusted to the purpose of this study, namely to
determine the influence of variables of the Work Environment
and information technology on the human resources performance of the Pinrang Regency Course and Skills Institute (LKP).
The research location was carried out at the Course and Training
Institute (LKP) in Pinrang Regency. The planning time
of this study was carried out for two months, starting from August to September
2022. According to (Margono, 2007), Population is the
entire data that concerns us in a scope and time that we determine. Based on
the theory about the population and linked to the research site, the population
is 40 LPK with a total of 48 qualified human resources (employees). The total
population is 48 people, because the number is below 100, the sampling
technique using the saturated sample method or the sample is the entire
population of 48 people.
Data is a unit of information recorded media that can be distinguished
from other data, can be analyzed and is relevant to a particular program. Data
collection is a systematic and standard procedure for obtaining the necessary
data. To collect research data, the authors used questionnaire methods.
Results and
Discussion
A. Respondent Characteristics Test
1. Characteristic of Respondents By Gender
Based on the results of the SPSS test, the
characteristics of respondents according to sex with a total of N were 48 and
processed and the results were all valid. To see the number of respondents as
many as 48 with a breakdown of respondents by gender can be seen in the
following table:
Table 1. Characteristics of Respondents By Gender
|
Gender |
|||||
|
|
Frequency |
Percent |
Valid Percent |
Cum. Percent |
|
|
Valid |
Laki-Laki |
22 |
45,8 |
45,8 |
45,8 |
|
Perempuan |
26 |
54,2 |
54,2 |
100,0 |
|
|
Total |
48 |
100,0 |
100,0 |
|
|
Source:
Output SPSS:2022
From the table above, it can
be explained that the number of respondents was 48 people with 22 men or 45.8%
and women 26 or 54.2%. Of all respondents based on gender characteristics, the
most dominant was women with the number of respondents filling out the
questionnaire as many as 26 or 54.2%.
2.
Characteristics of
Respondents By Age
Based on the
results of the SPSS test, the characteristics of respondents according to sex
with a total of N were 48 and processed and the results were all valid. To see
the number of respondents as many as 48 with a breakdown of respondents by age
can be seen in the following table:
Table 2. Characteristics
of respondents by
age
|
|
Freq. |
Percent |
Valid Percent |
Cumulative Percent |
|
|
Valid |
> 51 tahun |
9 |
18,8 |
18,8 |
18,8 |
|
21-30 tahun |
14 |
29,2 |
29,2 |
47,9 |
|
|
31-40 tahun |
10 |
20,8 |
20,8 |
68,8 |
|
|
41-50 tahun |
15 |
31,3 |
31,3 |
100,0 |
|
|
Total |
48 |
100,0 |
100,0 |
|
|
From the table above, it can
be explained that the number of respondents was 48 people with an age range of
> 51 years as many as 9 or 18.8%, 21-30 years as many as 14 or 29.2%, 31-40
years 10 years or 20.8%, 41-50 years as many as 15 or 31.3%..
Based on these results, the most dominant age of respondents was 41-50 years
old with a percentage of 31.3%.
3.
Characteristics of
Respondents According to Final Education
Based on the results of the
SPSS test, the characteristics of respondents according
to final education with a total of N
were 48 and processed and the results were all valid. To see the number of
respondents as many as 48 with a breakdown of respondents by gender can be seen
in the following table:
Table 3. Characteristics of Respondents Based on Final Education
|
|
Freq. |
Percent |
Valid Percent |
Cumulative Percent |
|
|
Valid |
D1-D3 |
3 |
6,3 |
6,3 |
6,3 |
|
D4/S1 |
27 |
56,3 |
56,3 |
62,5 |
|
|
S2 |
8 |
16,7 |
16,7 |
79,2 |
|
|
S3 |
1 |
2,1 |
2,1 |
81,3 |
|
|
SMA |
9 |
18,8 |
18,8 |
100,0 |
|
|
Total |
48 |
100,0 |
100,0 |
|
|
Sumber: Output SPSS, 2022
��������� From the table above, it can be
explained that the number of respondents was 48 people with the type of
education of respondents, namely D1-D3 as many as 3 people or 6.3%, D4-S1 as
many as 27 people or 56.4%, S2 as many as 8 people or 16.7% and S3 as many as 1
person or 2.1% and SMA and equivalent as many as 9 people or 18%. Of the types
of education, the respondents who were the most dominant in filling out the
questionnaire were D4 / S1 level education with a contribution of 56.4%.
4.
Characteristics of
Respondents According to
Service Period
Based on the results of the
SPSS test, the characteristics of respondents according to service life with a
total of N were 48 and processed and the results were all valid. To see the number
of respondents as many as 48 with a breakdown of respondents by gender can be
seen in the following table:
Table 4. Characteristics of Respondents
Based on
Service Life
|
|
Freq. |
% |
Valid Percent |
Cum. Percent |
|
|
Valid |
< 2 tahun |
4 |
8,3 |
8,3 |
8,3 |
|
10-15 tahun |
12 |
25,0 |
25,0 |
33,3 |
|
|
16-20 tahun |
16 |
33,3 |
33,3 |
66,7 |
|
|
2-5 tahun |
11 |
22,9 |
22,9 |
89,6 |
|
|
6-10 tahun |
5 |
10,4 |
10,4 |
100,0 |
|
|
Total |
48 |
100,0 |
100,0 |
|
|
Source: Output
SPSS: 2022
Based on the table above, it
shows that based on the working age of respondents, it can be described that
the working age of < 2 years is 4 or 8.3%, 10-16 years is 12 or 25%, 16-20
years is 16 or 33.3%, 2-5 years is 11 people or 22.9%, 6-10 years old is 5 or
10.4%. The dominating working age is the working age of 16-20 years of
respondents or as many as 16 or 33.3%.
B. Test Research Data Instruments
1.
Validity
Test
Table 5. Work Environment Variable Validity Test
(X1)
|
Item |
Sig. |
Syarat P=0,05 |
Information |
|
LK1 |
0.000 |
0,05 |
Valid (Sig.000<0,05) |
|
LK2 |
0.000 |
0,05 |
Valid (Sig.000<0,05) |
|
LK3 |
0.000 |
0,05 |
Valid (Sig.000<0,05) |
|
LK4 |
0.000 |
0,05 |
Valid (Sig.000<0,05) |
|
LK5 |
0.000 |
0,05 |
Valid (Sig.000<0,05) |
|
LK6 |
0.000 |
0,05 |
Valid (Sig.000<0,05) |
Source
: Data Primer diolah: 2022
Based on the
validity test results that can be seen in the table above, it provides
information that all items are declared valid because the results of Pearson
Correlation obtained a Sig. value of 000 < from 0.05 and with this result it
means that the data from the instrument is valid (correct) and has qualified to
be used as data to be processed in multiple linear regression.
Furthermore, it tested the information technology independent
variable (X2) with a total of 6 items entered in the testing process. Based on
the Person Correlation table obtained providing qualified information for all
instruments of the research item as can be seen in the following table:
Table 6. Work Environment Variable Validity Test (X1)
|
Item |
Sig. |
Terms �P=0,05 |
Information |
|
T1 |
0.000 |
0,05 |
Valid (Sig.000<0,05) |
|
T2 |
0.000 |
0,05 |
Valid (Sig.000<0,05) |
|
T3 |
0.000 |
0,05 |
Valid (Sig.000<0,05) |
|
T4 |
0.000 |
0,05 |
Valid (Sig.000<0,05) |
|
T5 |
0.000 |
0,05 |
Valid (Sig.000<0,05) |
|
T6 |
0.000 |
0,05 |
Valid (Sig.000<0,05) |
Source: Data
Primer diolah:2022
The table above provides
information that from all items of the question instrument for information
technology (X2) obtained the value of Sig. each Sig. 0.000 < 0.05 and since
all items meet these requirements, the information technology instrument is declared
valid.
Table 7. Summary of HR Performance Variable Validity Test Results (Y)
|
Item |
Sig. |
P=0,05 |
Information |
|
KS1 |
,000 |
0,05 |
Valid (Sig.000<0,05) |
|
KS2 |
,000 |
0,05 |
Valid (Sig.000<0,05) |
|
KS3 |
,000 |
0,05 |
Valid (Sig.000<0,05) |
|
KS4 |
,000 |
0,05 |
Valid (Sig.000<0,05) |
|
KS5 |
,000 |
0,05 |
Valid (Sig.000<0,05) |
|
KS6 |
,000 |
0,05 |
Valid (Sig.000<0,05) |
|
KS7 |
,000 |
0,05 |
Valid (Sig.000<0,05) |
|
KS8 |
,000 |
0,05 |
Valid (Sig.000<0,05) |
|
KS9 |
,000 |
0,05 |
Valid (Sig.000<0,05) |
|
KS10 |
,000 |
0,05 |
Valid (Sig.000<0,05) |
|
KS11 |
,000 |
0,05 |
Valid (Sig.000<0,05) |
|
KS12 |
,000 |
0,05 |
Valid (Sig.000<0,05) |
Source: Output
SPSS: 2022
From the table above, it can be concluded that the
HR performance variables of all instruments processed in SPSS are declared all
valid because the value of Sig. obtained is less than 0.05. From the validity
test results for the work environment variables (X1), information technology
variables (X2) and HR Performance (Y) all instruments from the research
variables are declared valid and it can be concluded that all instrument items
from all research variables are correct (valid).
2. Reliability Test
From the case processing summary, with the number
of N as many as 48 or 100% all cases are declared all valid as much as N=48 and
there is no excluded cases data. For all data obtained jointly by all items
obtained cronbach alpha of 0.944 N of item 24. The
alpha cronbach alpha number can be seen in the table
of all item reliability statistics as follows:
Table 8. All Items Variable Reliability Test
|
Reliability
Statistics |
|
|
Cronbach's Alpha |
N of Items |
|
,944 |
24 |
Source:
Output SPSS: 2022
The table above proves that
statistical reliability is all reliable.
C. Hypothesis Test
1. Partial Test of Research Variables
As explained in the previous that in order to find
out whether the proposed hypothesis is accepted or rejected, it is necessary to
carry out hypothesis testing. Hypothesis testing with partial using t (partial)
test. The t-test is a statistical test method that compares the average of two
samples to test the correctness or not of a hypothesis (assumption pursuance)
in a population. To calculate partial influence (t-test) with a 95% confidence level or a 5% error rate (0.05) using the
Coefficient table the results of SPSS processing as shown in the following
table.
Tabel
9. Coeficient (Uji t)
Source
: Output SPSS;
2022
In the coefficient table above, it can be seen in the Unstandardized
Coefficients column in column B obtained values (Constant) with a value of
0.842 and Std.Error 0.477, work environment with a
value of B = 0.114 and Std.Error 0.149, information
technology with a value of B = 0.691 and Std, Error 0.135.
Based on the numbers in column B, then a multiple linear regression
equation can be created as follows:
0.842=0.114X1+0.691+e
In the t and Sig columns, numbers are obtained, namely Work environment
with a value of t = 0.764 and a value of Sig. 0.449 and Information Technology
with a value of t = 5,103 and Sig. 000. Based on these figures, partial
hypothesis testing can be seen in the following table:
Table 10. Hypothesis Testing Results 1 and 2
|
Hipotesis |
B |
Sig. |
Kesimpulan |
|
H1=X1�Y |
0,114 |
0,449 |
Influential
work environment (+)and insignificant to
performance human resource.
(Sig.0,449>0,05) |
|
H2=X2�Y |
0,691 |
0,000 |
Influential
information technology (+)and significant to performance human resource ( Sig.0,000<0,01) |
Source: Primary data processed: 2022
In the table above, it can be explained that the
independent variable of the work environment (X1) its effect on the dependent
variable of HR performance is positive (+) and insignificant. This condition
can be interpreted to mean that changes in the increase or decrease of work
environment variables will not have an impact on changes in the increase or
decrease in HR performance. Furthermore, the independent variable of
communication technology (X2) its effect on the dependent variable of HR
performance is positive (+) and significant. These results can be interpreted
to mean that if the independent variable of the work environment (X2)
increases, it will have an effect or impact on changing the increase in the
dependent variable of HR performance (Y).
2. Test F (Simultaneous)
Table 11.
Test Hypothesis F with ANOVA
Source :
Output SPSS: 2022
Based on the ANOVA table above, a decision can be
obtained that the hypothesis is accepted. This can be seen in the calculated F
value of 35,583 and the Sig.count of 0.000 is smaller
than 0.05. Thus, it can be concluded that this multiple regression model is
feasible to use, and independent variables covering the work environment and
information technology have a simultaneous effect on the dependent variables of
HR performance. Furthermore, the influence on the two variables can be seen in
the coefficient of determination (KD).
3. Coefficient of
Determination Test (KD)
Table 12. Model Summary for Coefficient of Determination
Source :
Output SPSS: 2022
Based on the SPSS "Model
Summary" output table above, it is known that the value of the coefficient
of determination or R Square is 0.763. The Square R value of 0.842 is derived
from the squaring of the value of the correlation coefficient or "R",
which is 0.783 X 0.783 = 0.613. The magnitude of the coefficient of
determination (R Square) is 0.613 or equal to 63.3%. This figure means that the
work environment variable (X1) and the information technology variable (X2)
simultaneously (together) affect the HR performance variable (Y) by 63.3%,
while the rest (100%-63.3%=23.7%) are influenced by other variables outside
this regression equation or variables that have not been studied.
Based on the results of the
hypothesis test on testing the partial influence of the work environment
variable (X1) on the HR performance variable (Y) the results were obtained that
the work environment had a positive and insignificant effect on HR performance.
This can mean that changes in the increase or decrease in work environment
variables do not have a noticeable impact on the increase or decrease in HR
performance variables. It gives the statement that hypothesis (H1) is rejected
and accepts Ho's hypothesis. The work environment is very important for HR
because it concerns the availability of work equipment and possible workplaces,
relationships with peers and others related to the working atmosphere at LKP.
However, it affects HR performance but in relation to HR performance it does
not have a real or significant impact.
In achieving the success of a
business institution, there are many factors that must be considered. One of
the things that is key is the performance of HR .
Human resources are always required to work productively to achieve company or
institutional goals. It is very rare for an institution to exploit HR
performance so that it does not pay attention to what HR needs, so that HR
performance decreases. Please note, that HR is one of the valuable assets of
the institution that needs to be considered. One thing is certain, an
institution wants HR performance to always be optimal. Several factors affect
employee performance; sarpras workplace, work
environment, job jobdesk, responsibilities, company
vision and mission, organizational culture, communication systems, leadership
performance, skill upgrades, bonuses and incentives. According to (Sedarmayanti, 2001) factors that affect performance
include; 1) attitude and mentality (work motivation, work discipline and work
ethics. 2) education, 3) skills, 4) leadership management, 5) income level, 6)
salary and health, 7) social security, 8) work climate, 9) facilities and
infrastructure.
Based
on the opinions above, the work environment has no real effect if only the work
environment variable is partial to HR performance, because it turns out that in
the opinion of the theory many factors affect HR performance. In this study, it
is very clear that the work environment has no real effect on HR performance,
this result is supported by the results of previous research, by (Hartono &
Maria Elizabeth Giovanni, 2021) Analysis of the influence of factors utilizing
information technology, work environment, and organizational culture on
auditors' performance during the covid-19 pandemic with partial testing results
obtained that the work environment does not have a significant effect on
auditors during the covid pandemic 19. Other supporting research results are (Sinaga et al., 2020); (Ariansyah,
2019). The two researchers also obtained the same result, namely that the work
environment did not have a significant effect on employee performance. Effect
of Information Technology Variables (X2) on Human Resources Performance (Y)
LKP. Pinrang County.
Based on the results of partial hypothesis testing, the information
technology variable (X2) has a positive and significant effect on the
performance of HR (Y) LKP. Pinrang County. Results
processed below the degree of error of 0.05 with a degree of confidence of 0.95
or 95% obtained the result of the value of Sig. 0.000 < 0.01. These results
indicate that even if the margin of error installed is the lowest 0.01 or 1%
with a 99% confidence level, information technology has a significant influence
on HR performance. This means that if the improvement of information technology
in LKP in Pinrang Regency occurs, it will have an
impact on changing the performance of LKP human resources. Pinrang
County. These results are supported by several previous researchers, such as
Hartono, Maria Elizabeth Giovanni (2021), Eduard Ricardo Hasudungan
Sinaga, Sri Langgeng Ratnasari, Zulkifli. (2020), Riki Ariansyah and Muliza (2019). The three researchers obtained the same
research results, namely information technology has a positive and significant
effect on the performance of HR (employees). (Wilseliner,
2013) in (Hadia, 2021), Information technology has a
role in the activities of an organization or company, the development of
computer-based information technology can make it easier for every organization
to access information anywhere and make it easier to carry out activities that
occur in the organization, especially those that aim to produce products and
services that are very competitive in order to create strong competitiveness.
Based on the results of testing the influence of work environment
variables (X1) and information technology (X2) on LKP HR Performance. Pinrang Regency obtained research results with a positive
and significant influence as evidenced by the value of Sig.0.00 < from 0.05.
This can be given the meaning that if these two variables are combined into one
and simultaneously it still has a very significant impact on HR performance.
This can be proven by looking at the number of contributions to the
influence of work environment variables (X1) and information technology (X2)
with a total score obtained of 63.3% while the remaining 26.7% is another
factor that affects HR performance. Other factors referred to that have an
impact on HR performance include factors that affect performance, including; 1)
attitude and mentality (work motivation, work discipline and work ethics. 2)
education, 3) skills, 4) leadership management, 5) income level, 6) salary and
health, 7) social security, 8) work climate, 9) facilities and infrastructure (Sedarmayanti, 2011).
Some of the
research results that support
this research are the results
of the research of
Hartono, Maria Elizabeth
Giovanni (2021), Eduard
Ricardo Hasudungan Sinaga, Sri Langgeng Ratnasari, Zulkifli. (2020),
Riki Ariansyah and Muliza (2019). These
three researchers
discussed the same variables as the results
of the study, stating that simultaneously the variables
of work
environment (X1) and
Information Technology (X2)
have a
simultaneous effect on HR
performance, which means
that the
two variables
if increased
simultaneously will provide
a real contribution or impact
on improving
human resources
Conclusion
Based on the results and discussion of the research results, it can be
concluded that: The work environment (X1) has a positive and insignificant
effect on the performance of LKP human resources. Pinrang
Regency, Information Technology (X2) has a positive and significant effect on
the performance of LKP human resources. Pinrang
Regency and Work Environment (X1) and Information Technology (X2) have a joint
(simultaneous) effect on LKP's HR
performance. Pinrang County.
Based on the conclusions above, the suggestions that can be recommended
in this study to LKP Managers in Pinrang Regency are
(1) The work environment is a place where human resources work to achieve the
vision and mission of the organization or institution. Therefore, it is
partially said that the work environment has a positive effect on performance
even though the results are not significant, but improvements must still be
carried out so that there is a conducive atmosphere in carrying out work
activities in HR, (2) Two important things that are recommendations in this
study, considering the strong influence factor of the role of the work
environment and information technology that has a major impact on improving
human resources must always be considered and improved, so that the working
atmosphere and the achievement of the targets of each HR can be met. A
conducive, safe atmosphere and good team coordination without any tendency, as
well as the use of information technology, especially computer facilities that
can access business opportunities or other programs, must continue to be
increased in capacity, especially updating equipment and upgrading LKP HR
skills. (3) For subsequent researchers, they can examine this research more
deeply by adding several factors that support the role of creating human
resource performance and more complex analytical tools so that the research
results are more perfect and can show the important things of each of the most
influential indicators of each research variable
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Copyright holder: Ibrahim,
Rahmawati Umar, Rusdiah Hasanuddin, Tamsil Pattalolo, Haeruddin (2022) |
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First publication right: Syntax
Literate: Jurnal Ilmiah
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