The Importance of Human Resources in Achieving Company Goals

Oct 13, 2025 by leolavanderia.com.br 8 views

The Impact of Individual Characteristics and Job Satisfaction on Employee Performance at PT. Hutama Karya Infrastructure (IPR) Zone 4 Langkat Regency

Introduction

In today's competitive business landscape, companies are constantly seeking ways to improve their performance and achieve their goals. One of the key factors that contribute to a company's success is the quality of its human resources. Human resources are the most valuable asset of any organization, and their performance is crucial in achieving the targets set by the company. Therefore, it is essential for companies to pay attention to the characteristics of individual employees and create job satisfaction to increase work motivation, ultimately leading to optimal performance.

The Importance of Human Resources in Achieving Company Goals

Human resources are the backbone of any organization, and their performance is critical in achieving the company's objectives. Good employee performance is the key to achieving the targets set by the company, and it is essential to identify the factors that influence employee performance. Individual characteristics, such as age, education, and length of work, play a significant role in determining employee performance. Additionally, job satisfaction is another critical factor that affects employee productivity and commitment to the organization.

Methodology

This study uses a quantitative approach with a cross-sectional design, involving 70 respondents from PT. Hutama Karya Infrastructure (IPR) Zone 4 Langkat Regency. The data analysis was carried out using the univariate method to determine the frequency, bivariary analysis using the Chi Square test, and multivariate analysis with logistics regression tests. The results of the study showed that 61 employees (87.1%) had good performance.

Effect of Individual Characteristics on Employee Performance

Individual characteristics, especially working length and education, have a significant influence on employee performance at PT. Hutama Karya Infrastructure (IPR) Zone 4 Langkat Regency. Employees with longer work lengths tend to have more experience, which has a positive impact on their performance. Education also plays an important role, as a higher level of education is usually related to a better understanding of the work and expertise needed.

The Role of Education in Employee Performance

Education is a critical factor that influences employee performance. Employees with higher levels of education tend to have better understanding of the work and expertise needed, which ultimately leads to better performance. Education also provides employees with the necessary skills and knowledge to perform their jobs effectively. Therefore, companies should consider the level of education when recruiting employees.

The Impact of Length of Work on Employee Performance

Length of work is another critical factor that affects employee performance. Employees with longer work lengths tend to have more experience, which has a positive impact on their performance. Experience is essential in developing skills and knowledge, which ultimately leads to better performance. Therefore, companies should consider the length of work when recruiting employees.

Job Satisfaction and Employee Performance

Job satisfaction is another factor that is no less important in influencing performance. Research shows that job satisfaction in intensive aspects, such as the work environment and adequate facilities, contributes positively to employee productivity. Employees who are satisfied with their jobs are more likely to work well and commit to the organization.

The Role of Job Satisfaction in Employee Performance

Job satisfaction is a critical factor that affects employee performance. Employees who are satisfied with their jobs tend to be more productive and committed to the organization. Job satisfaction is influenced by various factors, including the work environment, adequate facilities, and opportunities for growth and development. Therefore, companies should create a work environment that promotes job satisfaction.

Recommendations for the Company

Based on the research findings, it is recommended for companies to consider employee work time when the recruitment process. Employees with longer experience often have better performance thanks to the experience they have collected. In addition, companies are also advised to provide sustainable training and learning for each employee. This will not only increase their expertise but can also increase overall job satisfaction.

Conclusion

This study shows that the combination of individual characteristics and the level of job satisfaction has a significant effect on employee performance at PT. Hutama Karya Infrastructure (IPR) Zone 4 Langkat Regency. With the right strategy, the company can make maximum utilization of employee potential, so as to achieve company goals effectively. Therefore, companies should consider the individual characteristics and job satisfaction of their employees to improve their performance and achieve their goals.

Limitations of the Study

This study has several limitations. Firstly, the study was conducted in a single company, which may limit the generalizability of the findings. Secondly, the study used a cross-sectional design, which may not capture the dynamic nature of employee performance. Finally, the study relied on self-reported data, which may be subject to biases.

Future Research Directions

Future research should aim to replicate this study in other companies to increase the generalizability of the findings. Additionally, future research should use a longitudinal design to capture the dynamic nature of employee performance. Finally, future research should use objective measures of employee performance to reduce the risk of biases.

References

[List of references cited in the study]

Appendix

[Appendix containing additional information, such as tables and figures]

Abstract

This study examines the effect of individual characteristics and job satisfaction on employee performance at PT. Hutama Karya Infrastructure (IPR) Zone 4 Langkat Regency. The study used a quantitative approach with a cross-sectional design, involving 70 respondents. The results showed that individual characteristics, such as age, education, and length of work, and job satisfaction in intensive aspects, such as the work environment and adequate facilities, have a significant effect on employee performance. The study recommends that companies consider employee work time when the recruitment process and provide sustainable training and learning for each employee.
Frequently Asked Questions (FAQs) about the Effect of Individual Characteristics and Job Satisfaction on Employee Performance

Q: What is the main objective of this study?

A: The main objective of this study is to examine the effect of individual characteristics and job satisfaction on employee performance at PT. Hutama Karya Infrastructure (IPR) Zone 4 Langkat Regency.

Q: What are the individual characteristics that were studied?

A: The individual characteristics that were studied include age, education, and length of work.

Q: How did the study measure job satisfaction?

A: The study measured job satisfaction using a survey that asked employees about their satisfaction with various aspects of their job, including the work environment, adequate facilities, and opportunities for growth and development.

Q: What were the findings of the study?

A: The study found that individual characteristics, such as age, education, and length of work, and job satisfaction in intensive aspects, such as the work environment and adequate facilities, have a significant effect on employee performance.

Q: What are the implications of the study's findings?

A: The study's findings suggest that companies should consider employee work time when the recruitment process and provide sustainable training and learning for each employee to improve their performance and achieve their goals.

Q: What are the limitations of the study?

A: The study has several limitations, including the use of a cross-sectional design, which may not capture the dynamic nature of employee performance, and the reliance on self-reported data, which may be subject to biases.

Q: What are the future research directions?

A: Future research should aim to replicate this study in other companies to increase the generalizability of the findings, use a longitudinal design to capture the dynamic nature of employee performance, and use objective measures of employee performance to reduce the risk of biases.

Q: What are the practical implications of the study's findings?

A: The study's findings have practical implications for companies, including the need to consider employee work time when the recruitment process and provide sustainable training and learning for each employee to improve their performance and achieve their goals.

Q: How can companies apply the study's findings in practice?

A: Companies can apply the study's findings in practice by considering employee work time when the recruitment process, providing sustainable training and learning for each employee, and creating a work environment that promotes job satisfaction.

Q: What are the benefits of improving employee performance?

A: Improving employee performance can have numerous benefits for companies, including increased productivity, improved job satisfaction, and better overall performance.

Q: How can companies measure employee performance?

A: Companies can measure employee performance using various metrics, including productivity, job satisfaction, and overall performance.

Q: What are the key takeaways from the study?

A: The key takeaways from the study are that individual characteristics, such as age, education, and length of work, and job satisfaction in intensive aspects, such as the work environment and adequate facilities, have a significant effect on employee performance, and companies should consider employee work time when the recruitment process and provide sustainable training and learning for each employee to improve their performance and achieve their goals.