Pengaruh Penerapan MSDM Terhadap Keahlian Karyawan Dengan Motivasi Kerja Sebagai Variabel Intervening Pada UKM di Kota Yogyakarta

Abstract

The purpose ofthe study was to determine the effect of HRM Implementation (based aspects: employee training, performance assessment, compensation and internal communications) to the employee's expertise. And to determine the application of HRM (based aspects: employee training, performance assessment, compensation, and internal communications) to the employee's expertise with employee work motivation as an intervening variable. As there search is the application of HRM variables (based aspects: training employees, Performance Appraisal, Compensation, Internal Communication), work motivation, and skills of employees. In this study, the population is all employees of the company on Small Business in the Village Ngampilan Bakpia Yogyakarta. Sampling technique in this study using two stage random sampling. Small Business Bakpia scattered in the villages Ngampilan Ngampilan districts of Yogyakarta which consists of several RT. From the village 3 RT then taken from each RT willbe taken as amember of Small Business Bakpia sample.. The sample sizeis taken to be 40% of the population is equal to 100 employees. Data analysis using descriptive analysis. And inferential analysis of the multiple regression were used to test there search hypothesis. The results of the study to determine the effect of HRM Implementation (based aspects: employee training, performance assessment, compensation and internal communications) against, employee expertise with multiple regression equation indicating Y2 = 1.423 + .511X1 + .748 X2 - 779X3 +.529 X4 + e Based on there gression equation shows the training of employees (X1), Assessment of performance (X2), and internal communication (X4)) there isa positive and significant influence with the expertise of employees (Y2). While the Compensation (X3) have a negative effect on employee skills (Y2) and not significant. F test showed sig 0000 so that together the application of HR (based on: (X1), Assessment of performance (X2), Compensation (X3), internal communication (X4)) has an influence on the expertise of employees (Y2) with α=5%. The results of the study to determine the effect of HRM Implementation (based aspects: employee training, performance assessment, compensation and internal communication) Motivation to Work, the multiple regression equation indicating Y1 = 13.211 + .005 X1 --.136 X2 + .365 X3 --.344 X4 + e Based on the regression equation shows the training of employees (X1), and Compensation (X3) has apositive influence onwork motivation (Y1). while the performance assessment (X2), and internal communication (X4) has anegative influence on work motivation (Y1), and not significant. In addition, the F test results show together training employees (X1), Assessment of performance(X2), Compensation (X3), internal communication (X4) does not have an influence on work motivation(Y1). This is demonstrated by the results of F of.458 with sig 0766 reater than 0.05. Thus the application of HRM (based aspects: employee training, performance assessment, compensation, and internal communications) to the employee's expertise with employee work motivation as an intervening variable result is not significant, withα=5%.