How to cite:

Chelly Theresye Langi (2024) Human Resource Development to Improve Employee Performance at

the Sulawesi One River Regional Center, North Sulawesi Province, (06) 07,

E-ISSN:

2684-883X

Published by:

Ridwan Institute

Universitas Sam Ratulangi, Indonesia

This research aims to analyze human resource development to improve employee

performance at the Sulawesi River One Regional Office, North Sulawesi Province. The

research uses a research design with a qualitative descriptive approach. This research focuses

direct motivation is in the form of praise, awards, bonuses and service stars. Meanwhile,

indirect motivation involves providing job support facilities. Developing human resources

from personality indicators, leaders build a sense of ownership of the work given, a "sense of

belonging" and provide a form of cadre formation for subordinates by developing skills at

work. Based on skill indicators, employees are given coaching and counseling that is oriented

towards the ability to carry out work with quality results and leaders hone employees' abilities

by providing work and individuals must be willing to develop themselves, including being

able to take advantage of digital opportunities as part of self-investment and being able to set

priorities well. The conclusion of this research is that human resource development for

employees at BWS 1 North Sulawesi province has been carried out in order to improve

an institution or organization wants employees to be able to carry out their work in

accordance with their abilities to achieve the goal of good work results (Eka S, Sunoharyo, &

Utami, 2016). Without good performance from all employees, success in achieving goals will

be very difficult to achieve. Performance basically includes mental attitudes and behaviors

that always have the view that the work carried out today must be of higher quality than the

performance of past work. Employees will feel proud and satisfied with their achievements

based on the performance they provide for the workplace.

human resources. Especially today, organizations are faced with the challenges of high

competition, the era of global market competition, advances in information technology, and

increasingly wide demands of customers or service users (Putri & Muid, 2017). In fact,

performance is a key question to the effectiveness of work or the success of an organization

where an institution or organization depends on the resources it has where human resources

are the most important resources in an organization or institution.

Human resources are the most important or main asset for an organization or institution

that is an active planner and actor in all activities carried out in the organization or institution

(Dessler, 2015). Human resources have thoughts, feelings, desires, status, and educational

backgrounds whose mindset can be brought into an organizational environment. In other

products or services, increasing competitiveness, and improving organizational performance.

Each organization, team, or individual can define its own goals. The achievement of

organizational goals shows the work results/work achievements of the organization and shows

as the performance or performance of the organization. The results of the organization's work

are obtained from a series of activities carried out by the organization. To ensure that these

activities can achieve the expected results. Management efforts are needed in carrying out

their activities through human resource development, including the human resource

development process.

The human resource development carried out includes various tasks in operational

activities, to improve the performance of employees consisting of various sections

River Regional Center I, North Sulawesi Province carries out human resource development

for its operational employees with the aim of being able to improve employee performance so

that it can support the company's operational activities to the maximum.

The implementation of human resource development must be well planned to get

satisfactory results and in accordance with expectations. Before implementing, it is necessary

to conduct an analysis to find out the type and method of development needed by employees.

Choosing the right method will help in the smooth implementation. To find out whether the

results obtained are in accordance with the objectives, an evaluation of the implementation of

human resource development is needed. With careful planning, it is hoped that the

implementation of human resource development can run in accordance with the goals that the

3246 Syntax Idea, Vol. 6, No. 07, Juli 2024

estimated to be the most optimal (Rosmajudi, 2019).

Strategy is at the heart of every decision taken now and concerns the future. Each

strategy is always associated with an effort to achieve a goal in the future, both near and far.

Without the goal you want to achieve, there is no need to develop a strategy. Furthermore, a

strategy can only be developed if there are at least two options. Without it, people simply take

the only alternative that exists and can be explored. Employee Training and Development

(HR) is a planned effort by an organization to improve the knowledge, skills, and abilities of

employees (Gustiana, Hidayat, & Fauzi, 2022). This training is oriented towards improving

the ability to do specific work, and development is more emphasized to do work in the future.

The reasons for training and development can include: the recruited employees have not been

Resource Development to Improve Employee Performance at the Sungau Sulawesi One

Regional Hall, North Sulawesi Province. This study aims to analyze the development of

human resources to improve employee performance at the Sulawesi One River Regional

Center, North Sulawesi Province.

The research uses a research design with a qualitative descriptive approach that aims to

understand the phenomenon of what the research subject experiences holistically by

describing in the form of words and language in a special natural context and by utilizing

from the results of interviews, field notes, and documentation by organizing data into

categories and describing them into units, synthesizing and arranging them into patterns and

choosing which ones are important and what will be studied to make conclusions so that they

are easily understood by yourself and others (Tarsito, 2014). The data analysis process carried

out in this study consists of three steps, namely data reduction, data presentation and

conclusion drawing.

Human resource development is an integrated part of human resource management. The

management and development of human resources of an organization is an integrated system.

Human resource development is one of the key factors for an organization's success in

determined by the quality of human resources as the main capital (human capital), especially

the people who work in the organization, including in the Sulawesi One River Regional

Center, North Sulawesi Province.

Human resource development is urgently needed which aims to obtain capable and

professional employees/employees so that it is necessary to be given skills, motivation and

grow a personality that is responsible for the job tasks given as an effort to prepare qualified

employees so that the goals of the organization/company to be achieved can increase. The HR

personality and skills.

The motivation carried out is by providing encouragement, enthusiasm in the form of

counseling and coaching about awareness that employees are subjects in the organization.

Employees are motivated for career or personal development by providing support or support

to employees to continue their higher education. As a subject, employees as the driving force

of the organization, in this case the Sulawesi One River Regional Center of North Sulawesi

Province is determined by the quality of the existing employees. This aims to have qualified

employees who have a large contribution to the organization that deserves to get positions and

facilities. The awareness process provided is expected to motivate employees to always

improve their knowledge and work quality. Providing motivation is carried out in the form of

The form of direct motivation given, namely the leader provides direct motivation to

each subordinate to meet his needs and satisfaction where the leader gives praise, awards,

holiday allowances (bonuses) and service stars, including to the leader who receives from the

leader of the higher position.

The indirect motivation given by the leadership at the Sulawesi One River Regional

Center of North Sulawesi Province is by providing facilities that support and support work

3248 Syntax Idea, Vol. 6, No. 07, Juli 2024

workspaces, a harmonious work atmosphere and appropriate work placement.

The leadership of the Sulawesi One River Regional Center of North Sulawesi Province

in providing motivation, the leadership motivates employees by building good social

relationships and creating a positive and pleasant work atmosphere, giving appreciation for

improving performance to employees. In addition, the leadership controls employees when

carrying out work as part of motivation in carrying out tasks and work. Motivation plays an

important role in human resource development because it will encourage the performance of

that work motivation is a psychological process in a person will be influenced by internal

factors and external factors of employees. Motivation has principles including the principle of

participation, the principle of communication, the principle of acknowledging the contribution

of subordinates and the principle of delegation of authority.

Employees are a potential success to keep pace with changes and advances in various

aspects that affect the workload of leaders. It is required to have the availability of manpower

that meets needs at all times. In developing work productivity, each employee must be able to

show his or her personality purely in the midst of society. A person's personality is one of the

factors in human resource development to improve employee performance. In general,

employees as human beings will not show their personality sincerely and purely which

Sulawesi Province shows that the employees carry out their work well and honestly as part of

themselves to develop the quality of human resources that have an impact on the performance

of their own employees. In addition, career development by employees is carried out for

employees who have work ability or who have high performance so that it is good to get a job

promotion. In addition, employees have a work commitment to the organization that must be

accompanied by employees to obtain a job according to the given workload which

automatically creates a "sense of belonging" or a sense of belonging to the organization.

Leaders must also provide support for subordinates where leaders must carry out cadre

good leader is a leader who prepares cadres who are able to replace and continue their

in any matter.

Personality is often heard to be related to a person's condition or disposition. Personality

can be interpreted as a person's identity, so it concerns many issues of character, nature, which

are reflected in a person's deeds and deeds. A person with a personality is a person who is

aware of himself and can understand his personality well. A person with a strong personality

is a person who can determine for himself, what to do, as what, what to want and so on,

because the personality is structured or disposition, which is arranged in a hierarchical order

Therefore, the difference in a person's background will create a unique personality. The

background in question includes biological, social, psychological, cultural, physical, and

spiritual backgrounds. The uniqueness of each person's background will create uniqueness in

each person. Each individual is seen as a person who has a unique dynamic in his behavior

(Fatwikiningsih, 2020). Therefore, there are individuals who are dynamic, fast, and

productive, but there are also individuals who are static, slow, and less productive. Judging

from the realization process, each individual can be seen as being in the process of

development towards achieving self-realization. Individuals will go through stages of

continuous development. His presence as an employee at this time is essentially an existence

in a stage of development which is the result of past stages and is a starting point for the

stages of development in the future.

Individual personalities help shape the culture and image of the organization. Therefore,

is very large, and there is often a build-up, but the number of available employees is not

balanced with the number of existing jobs. On the other hand, there are employees who

cannot complete the impression of procrastinating on the work given. So that sometimes it

hinders the work of other employees because the results of the work made by other employees

are related to other jobs, but if the work is not completed automatically in terms of reporting

the work cannot be continued, which inevitably causes the work of other employees to have to

complete the work. This is of course an employee who does not complete or execute the work

properly is automatically not responsible for the work given so that it can be assessed that

3250 Syntax Idea, Vol. 6, No. 07, Juli 2024

unconsciousness. Therefore, a personality test is needed in the personnel selection procedure

to predict job performance. This is closely related to individual behavior that can affect

performance where individual behavior can have a positive and significant effect on employee

performance and organizational culture.

In the era of globalization and increasingly fierce business competition, corporate

achieve desired goals more effectively. The skills possessed are inseparable from effective

communication skills, which can build relationships, namely effective communication helps

build good relationships with colleagues and superiors, so as to create a harmonious work

environment. In addition, being able to convey ideas, namely in the form of the ability to

communicate ideas and ideas clearly and persuasively, can help employees contribute their

thoughts to the progress of the company. Communication as part of HR skills can overcome

conflicts where good communication makes it easier for employees to overcome conflicts and

differences of opinion professionally.

The skills of employees at the Sulawesi One River Regional Center of North Sulawesi

Province, the employees work according to their respective abilities and in accordance with

their respective duties. Among employees who have expertise in the field of computers (IT),

the employee performs work related to work on the computer, in addition to employees who

performing tasks while paying attention to the potential and expertise of employees. The skill

development system at the Sulawesi One River Regional Center, North Sulawesi Province is

obtained from employee self-development where employees continue to learn well in

adjusting to the field of work, especially for new employees/interns and cooperation in

guidance from old employees to new employees/interns.

In providing and supporting employee skills, the Sulawesi One River Regional Center

of North Sulawesi Province emphasizes skills as part of coaching and conceling for all

employees who are oriented towards the ability to carry out quality work. With qualified

Alfarisyi & Satrio, (2021) which explains that skill is an operational technical ability and

Kumjian, (2017) which shows the results of the research that in its implementation, employee

skills are not only education and training but can also improve employee performance.

Based on the results of the research and discussion that has been described, the author

draws the conclusion that the motivation given by the leadership and also built by employees

in the context of human resource development to improve performance, shows that the better

according to the talents and potential of employees because talented employees are assets for

the organization in order to win the competition. The skills of employees at BWS in one

province of North Sulawesi are developed to improve performance through leaders who

actively hone their skills and individuals who are able to take advantage of digital

opportunities and are able to develop skills in working as part of self-investment and are able

to set priorities well.

Alfarisyi, Salman, & Satrio, Budhi. (2021). Hubungan pengaruh keterampilan, pengetahuan,

Putra, Yudi Prasetya. (2021). Pengaruh Lingkungan Kerja, Stress Kerja, Dan Motivasi Kerja

Putri, Rowina Kartika, & Muid, Dul. (2017). Pengaruh good corporate governance terhadap

Rony, Rony. (2021). Urgensi Manajemen Budaya Organisasi Sekolah Terhadap Pembentukan

3252 Syntax Idea, Vol. 6, No. 07, Juli 2024

Rosmajudi, Arifah. (2019). Strategi Pengembangan Sumber Daya Manusia Dalam

Sedarmayanti, Hj. (2018). Manajemen sumber daya manusia; reformasi birokrasi dan

Sulia, Kara J., & Kumjian, Matthew R. (2017). Simulated polarimetric fields of ice vapor

Tarsito, Sugiyono. (2014). Metode Penelitian Kuantitatif, Kualitatif dan R&D. Alfabeta.