Compensation, Training, and Competency Development as Determinants of Employee Work Effectiveness in the Public Sector

Hafiza Radif Purnama; Tezar Arianto; Merta Kusuma

doi:10.59890/ijfbm.v4i2.224

Authors

Hafiza Radif Purnama Universitas Muhammadiyah Bengkulu
Tezar Arianto Universitas Muhammadiyah Bengkulu
Merta Kusuma Universitas Muhammadiyah Bengkulu

DOI:

https://doi.org/10.59890/ijfbm.v4i2.224

Keywords:

Compensation, Training, Competency Development, Work Effectiveness, Public Sector

Abstract

This study aims to examine the role of compensation, training, and competency development in influencing employee work effectiveness at a Regional Disaster Management Agency in Indonesia. A quantitative approach was employed using survey data collected from 43 employees. The independent variables consist of compensation, training, and competency development, while employee work effectiveness serves as the dependent variable. Data were analyzed using multiple linear regression, supported by instrument testing, classical assumption tests, coefficient of determination, and hypothesis testing.

The findings reveal that compensation, training, and competency development simultaneously have a significant effect on employee work effectiveness. Partially, each variable also demonstrates a positive and significant influence. Compensation contributes to enhancing employee motivation and performance outcomes, training improves employees’ skills and job-related capabilities, while competency development strengthens employees’ adaptability and overall effectiveness in performing their tasks.

These results indicate that integrating fair compensation systems, continuous training programs, and structured competency development initiatives can significantly improve employee work effectiveness in public sector organizations. This study contributes to the human resource management literature by providing empirical evidence on key determinants of employee effectiveness, particularly within disaster management institutions.

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