The Influence of Competence, Training and Motivation on the Performance of Employees of the National Coaching & Instructor Professional Certification Agency

https://doi.org/10.35912/ijfam.v7i1.3004
Published: Jul 17, 2025

Abstract:

Purpose: This research was conducted at the National Training and Instructor Professional Certification Institute (LSP Pelatinas) using the path analysis method.

Research methodology: The author collected data using a questionnaire with a population of 80 respondents from LSP Pelatinas employees. Respondent samples were taken from the entire population with a total sample of 80 employees. Previously, instrument testing was carried out and, after that, analysis requirements were tested using the normality test, linearity test and homogeneity test. The latter performs hypothetical testing with path analysis.

Results: This study investigated the influence of competence, training, and motivation on employee performance at LSP Pelatinas (Indonesian National Coaching and Instructor Professional Certification Institute) using a survey method with path analysis on 80 employees. The research findings confirmed that competence, training, and motivation all have significant positive effects on employee performance, with competence emerging as the most influential factor for enhancing organizational performance and employee motivation.

Conclusions: The study demonstrates that competence, training, and motivation all have significant positive effects on employee performance at LSP Pelatinas, with competence being the strongest predictor (contributing 24.2%), followed by motivation (76.4%), while these three variables collectively explain 95.7% of the variance in employee performance.

Limitations: The research was constrained by limited references on similar studies within LSP Pelatinas context, restricted research scope, reliance solely on Google Forms for data collection without direct interviews, and insufficient time for comprehensive data collection and literature review.

Contribution: This study provides empirical evidence for human resource management practitioners and organizational leaders in Indonesian professional certification institutions, contributing to the field of organizational behavior and performance management by demonstrating the significant relationships between competence, training, and motivation on employee performance.

Keywords:
1. Competency
2. Performance
3. Training
4. Work motivation
Authors:
1 . Yohanes Ferry Cahaya
Universitas Dirgantara Marsekal Suryadarma, Jakarta, Indonesia
2 . Patrick Dwi Rahardi
Universitas Dirgantara Marsekal Suryadarma, Jakarta, Indonesia
3 . Herni Pujiati
Universitas Dirgantara Marsekal Suryadarma, Jakarta, Indonesia
4 . Annathasia Puji Erasashanti
Perbanas Institute, Jakarta, Indonesia
5 . Devia Fairus Bilqis
Universitas Dirgantara Marsekal Suryadarma, Jakarta, Indonesia
View PDF
How to Cite
Cahaya, Y. F. ., Rahardi, P. D. ., Pujiati, H. ., Erasashanti, A. P. ., & Bilqis, D. F. (2025). The Influence of Competence, Training and Motivation on the Performance of Employees of the National Coaching & Instructor Professional Certification Agency . International Journal of Financial, Accounting, and Management, 7(1), 141–155. https://doi.org/10.35912/ijfam.v7i1.3004
Download Citation
  1. Endnote/Zotero/Mendeley (RIS)
  2. BibTeX

Downloads

Download data is not yet available.
Issue & Section
Vol. 7 No. 1 (2025): June
Articles
Creative Commons License

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

References

    Adityawarman, Y., Sanim, B., & Sinaga, B. M. (2015). Pengaruh Beban Kerja terhadap Kinerja Karyawan PT. Bank Rakyat Indonesia (persero) Tbk Cabang Krekot. Jurnal manajemen dan organisasi, 6(1), 34-44. doi:https://doi.org/10.29244/jmo.v6i1.12182

    Adula, M., Birbirsa, Z. A., & Kant, S. (2023). The effect of interpersonal, problem solving and technical training skills on performance of Ethiopia textile industry: Continuance, normative and affective commitment as mediators. Cogent business & management, 10(3), 2286672. doi:https://doi.org/10.1080/23311975.2023.2286672

    Afifi, A., & Andriani, J. (2024). Pengaruh Motivasi Kerja Dan Disiplin Kerja Terhadap Kinerja Karyawan Pada PT Delamibrands Kharisma Busana Kota Tangerang. JURNAL ILMIAH EKONOMI DAN MANAJEMEN, 2(8), 705-713. doi:https://doi.org/10.61722/jiem.v2i8.2367

    Akhyadi, K. (2015). Pengembangan sumber daya manusia. Bandung: Alfabeta.

    Amar, M., Setiadi, I. K., & Sumardjo, M. Pengaruh Transformational leadership dan Cyberloafing terhadap Employee Engagment dengan Organizational citizenship behavior sebagai Variabel Mediasi Karyawan Startup di Jakarta. doi:https://doi.org/10.54371/jiip.v6i10.2266

    Cahyadi. (2022). Pengaruh Kualitas Produk Dan Harga Terhadap Keputusan Pembelian Baja Ringan Di Pt Arthanindo Cemerlang.

    Dessler, G. (2015). Human Resource Management. Retrieved from

    Doig, C. A., Brandenberg, T., & Marquardt, N. (2023). A mediation model among individual mindfulness, work engagement and collective mindfulness of employees in Lima-Peru. Psychology, 14(4), 607-634. doi:https://doi.org/10.4236/psych.2023.144032

    Dwipayana, A., Ferine, K. F., & Nuzuliati. (2023). The Influence of Work Discipline and Leadership on Employee Performance with Employee Work Motivation as An Intervening Variable at Airport Authority Office Region II Medan. doi:https://doi.org/10.54443/sinomika.v2i2.1226

    Ernur, M. M. H. (2014). Pengaruh Pelatihan, Kompensasi dan Pengembangan Karir terhadap Kinerja Karyawan Bagian Penjualan dengan Motivasi sebagai Variabel Mediasi pada PT. Gulang Medica Indah Pekanbaru. Riau University.

    Hair, J. F., Sarstedt, M., Ringle, C. M., Sharma, P. N., & Liengaard, B. D. (2024). Going beyond the untold facts in PLS–SEM and moving forward. European Journal of Marketing, 58(13), 81-106. doi:https://doi.org/10.1108/EJM-08-2023-0645

    Heale, R., & Twycross, A. (2015). Validity and reliability in quantitative studies. Evidence-based nursing, 18(3), 66-67. doi:https://doi.org/10.1136/eb-2015-102129

    Mastina Maksin, S. F. F. R., M. Rizky Hidayatullah , Siti Nur Fadhilah (2024). Peran Pendidikan Dan Pelatihan (DIKLAT) Dalam Meningkatkan Kinerja Pegawai Di Kabupaten Probolinggo. doi: https://doi.org/10.58192/populer.v3i1.1647

    Meidita, A. (2019). Pengaruh Pelatihan dan Kompetensi Terhadap Kepuasan Kerja Melalui Motivasi Kerja. doi:https://doi.org/10.30596/maneggio.v2i2.3772

    Moeheriono, E., & Si, D. M. (2012). Pengukuran kinerja berbasis kompetensi. Jakarta: Raja Grafindo Persada.

    Nusraningrum, D., Rahmawati, A., Wider, W., Jiang, L., & Udang, L. N. (2024). Enhancing Employee Performance Through Motivation: The Mediating Roles of Green Work Environments and Engagement in Jakarta’s Logistics Sector. Frontiers in Sociology, 9, 1392229. doi:https://doi.org/10.3389/fsoc.2024.1392229

    Nybø, G. (2004). Personnel development for dissolving jobs: towards a competency-based approach? The International Journal of Human Resource Management, 15(3), 549-564. doi:http://dx.doi.org/10.1080/0958519042000181250

    Purwoko, P., & Hassan, Z. B. (2023). Impact of Innovation Leadership on Supply Chain Efficiency: The Role of Process Improvement. Jurnal Manajemen Bisnis, 14(2), 257-273. doi:https://doi.org/10.18196/mb.v14i2.18816

    Robbins, S., Judge, T. A., Millett, B., & Boyle, M. (2013). Organisational behaviour: Pearson Higher Education AU.

    Sadikin, M. R. (2024). Employee Competencies Strategy; A Human Resource Management Perspective. doi:Mochamad Rizki Sadikin

    Salunkhe, H. A., Jain, D., Hinge, P., & Boralkar, M. (2024). Impact of Human Resource Practice on Work Engagement and Turnover Intention in Information Technology Companies. SA Journal of Human Resource Management, 22, 2723. doi:https://doi.org/10.4102/sajhrm.v22i0.2723

    Shrestha, M. B., & Bhatta, G. R. (2018). Selecting Appropriate Methodological Framework for Time Series Data Analysis. The Journal of Finance and Data Science, 4(2), 71-89. doi:https://doi.org/10.1016/j.jfds.2017.11.001

    shrm-bask. (2022). SHRM Body of Applied Skills and Knowledge.

    Soetrisno, E. (2016). Manajemen sumber daya manusia: Kencana.

    Wirawan, P. (2014). Evaluasi Kinerja Kepemimpinan Sumber Daya Manusia: Teori. Aplikasi, Dan Penelitian, Salemba Empat, Jakarta.

  1. Adityawarman, Y., Sanim, B., & Sinaga, B. M. (2015). Pengaruh Beban Kerja terhadap Kinerja Karyawan PT. Bank Rakyat Indonesia (persero) Tbk Cabang Krekot. Jurnal manajemen dan organisasi, 6(1), 34-44. doi:https://doi.org/10.29244/jmo.v6i1.12182
  2. Adula, M., Birbirsa, Z. A., & Kant, S. (2023). The effect of interpersonal, problem solving and technical training skills on performance of Ethiopia textile industry: Continuance, normative and affective commitment as mediators. Cogent business & management, 10(3), 2286672. doi:https://doi.org/10.1080/23311975.2023.2286672
  3. Afifi, A., & Andriani, J. (2024). Pengaruh Motivasi Kerja Dan Disiplin Kerja Terhadap Kinerja Karyawan Pada PT Delamibrands Kharisma Busana Kota Tangerang. JURNAL ILMIAH EKONOMI DAN MANAJEMEN, 2(8), 705-713. doi:https://doi.org/10.61722/jiem.v2i8.2367
  4. Akhyadi, K. (2015). Pengembangan sumber daya manusia. Bandung: Alfabeta.
  5. Amar, M., Setiadi, I. K., & Sumardjo, M. Pengaruh Transformational leadership dan Cyberloafing terhadap Employee Engagment dengan Organizational citizenship behavior sebagai Variabel Mediasi Karyawan Startup di Jakarta. doi:https://doi.org/10.54371/jiip.v6i10.2266
  6. Cahyadi. (2022). Pengaruh Kualitas Produk Dan Harga Terhadap Keputusan Pembelian Baja Ringan Di Pt Arthanindo Cemerlang.
  7. Dessler, G. (2015). Human Resource Management. Retrieved from
  8. Doig, C. A., Brandenberg, T., & Marquardt, N. (2023). A mediation model among individual mindfulness, work engagement and collective mindfulness of employees in Lima-Peru. Psychology, 14(4), 607-634. doi:https://doi.org/10.4236/psych.2023.144032
  9. Dwipayana, A., Ferine, K. F., & Nuzuliati. (2023). The Influence of Work Discipline and Leadership on Employee Performance with Employee Work Motivation as An Intervening Variable at Airport Authority Office Region II Medan. doi:https://doi.org/10.54443/sinomika.v2i2.1226
  10. Ernur, M. M. H. (2014). Pengaruh Pelatihan, Kompensasi dan Pengembangan Karir terhadap Kinerja Karyawan Bagian Penjualan dengan Motivasi sebagai Variabel Mediasi pada PT. Gulang Medica Indah Pekanbaru. Riau University.
  11. Hair, J. F., Sarstedt, M., Ringle, C. M., Sharma, P. N., & Liengaard, B. D. (2024). Going beyond the untold facts in PLS–SEM and moving forward. European Journal of Marketing, 58(13), 81-106. doi:https://doi.org/10.1108/EJM-08-2023-0645
  12. Heale, R., & Twycross, A. (2015). Validity and reliability in quantitative studies. Evidence-based nursing, 18(3), 66-67. doi:https://doi.org/10.1136/eb-2015-102129
  13. Mastina Maksin, S. F. F. R., M. Rizky Hidayatullah , Siti Nur Fadhilah (2024). Peran Pendidikan Dan Pelatihan (DIKLAT) Dalam Meningkatkan Kinerja Pegawai Di Kabupaten Probolinggo. doi: https://doi.org/10.58192/populer.v3i1.1647
  14. Meidita, A. (2019). Pengaruh Pelatihan dan Kompetensi Terhadap Kepuasan Kerja Melalui Motivasi Kerja. doi:https://doi.org/10.30596/maneggio.v2i2.3772
  15. Moeheriono, E., & Si, D. M. (2012). Pengukuran kinerja berbasis kompetensi. Jakarta: Raja Grafindo Persada.
  16. Nusraningrum, D., Rahmawati, A., Wider, W., Jiang, L., & Udang, L. N. (2024). Enhancing Employee Performance Through Motivation: The Mediating Roles of Green Work Environments and Engagement in Jakarta’s Logistics Sector. Frontiers in Sociology, 9, 1392229. doi:https://doi.org/10.3389/fsoc.2024.1392229
  17. Nybø, G. (2004). Personnel development for dissolving jobs: towards a competency-based approach? The International Journal of Human Resource Management, 15(3), 549-564. doi:http://dx.doi.org/10.1080/0958519042000181250
  18. Purwoko, P., & Hassan, Z. B. (2023). Impact of Innovation Leadership on Supply Chain Efficiency: The Role of Process Improvement. Jurnal Manajemen Bisnis, 14(2), 257-273. doi:https://doi.org/10.18196/mb.v14i2.18816
  19. Robbins, S., Judge, T. A., Millett, B., & Boyle, M. (2013). Organisational behaviour: Pearson Higher Education AU.
  20. Sadikin, M. R. (2024). Employee Competencies Strategy; A Human Resource Management Perspective. doi:Mochamad Rizki Sadikin
  21. Salunkhe, H. A., Jain, D., Hinge, P., & Boralkar, M. (2024). Impact of Human Resource Practice on Work Engagement and Turnover Intention in Information Technology Companies. SA Journal of Human Resource Management, 22, 2723. doi:https://doi.org/10.4102/sajhrm.v22i0.2723
  22. Shrestha, M. B., & Bhatta, G. R. (2018). Selecting Appropriate Methodological Framework for Time Series Data Analysis. The Journal of Finance and Data Science, 4(2), 71-89. doi:https://doi.org/10.1016/j.jfds.2017.11.001
  23. shrm-bask. (2022). SHRM Body of Applied Skills and Knowledge.
  24. Soetrisno, E. (2016). Manajemen sumber daya manusia: Kencana.
  25. Wirawan, P. (2014). Evaluasi Kinerja Kepemimpinan Sumber Daya Manusia: Teori. Aplikasi, Dan Penelitian, Salemba Empat, Jakarta.