The Influence of Training, Work Experience, and Competence on Employee Performance at Surabaya Husada

The purpose of this research are for known as training, work experience, and competence towards improving employee performance in Surabaya Rs Husada Utama. This research is a quantitave. The population and samples are based upon questionnaire that had been given to 56 respondesnts of Rs Husada Utama nurse in Surabaya. Data retrieval techniques by interview, observation and questionnaire. Data analysis that had been use are validity test, reability test, classic assumption test, and multiple linier analysis test. The research shows that the influence of training, work experience, and competence on employee performance Surabaya Husada Utama Hospital showed a positive and significant known amounted to 94.1%. partially training has amounted to 17.7% influence on the performance of employes, work experience has amounted to 51.1% influence on the performance of employes, and the competence affects employee performance Surabaya Husada Utama Hospital amounted to -11.5%.


INTRODUCTION
Human Resources is an important aspect of a company that needs to be explored and built so that humans can gain superior skills. Thus the completion of the tasks and responsibilities charged to him can be carried out properly. Well-managed hospitals and supported by human resources and adequate health equipment, the goal of the hospital is achieved, namely to be the people's choice in examining their health. Efforts to maximize the quality of human resources can be started from the selection of a potential workforce with the appropriate level of education in work. Through adequate work experience employees have the competency to compete, especially in global competition and increasingly diverse consumer demands. There are many ways to improve Employee Performance at Husada Utama Hospital, such as through good service, optimal work experience, and work competencies that must be considered, if a hospital has and creates good work services can improve employee performance in handling and serving patient of Husada Utama Hospital. As quoted on the report page lapor.go.id, which stated that there was a complaint from one of the Surabaya community that they mentioned complaints about the attitude of doctors at the Husada Utama Hospital, which essentially patients received treatment that was not in accordance with the standardization of international hospital services. The news can be quoted at (https://www.lapor.go.id/pengaduan/1740365/keluhan-tikap-dokter-di-rumah-sakit.html, accessed December 7, 2018, 18:30 WIB). Through observations seen at the level of Service and Handling need to be repaired and addressed. One of the factors needed by hospitals to participate in the competition and provide the best service for patients is Employee Performance. The purpose of this research are for known as training, work experience, and competence on employee performance in Surabaya Husada Utama Surabaya parcial and simultaneously.

THEORITICAL FRAMEWORK
Human Resource Management (Newman dan Hodgetts 1998:4) "Human Resource Management is a process carried out by an organization or company to provide human resources that are used effectively in an effort to achieve the goals of the organization or company in accordance with individual goals." Training (Simamora, 2004:344) employee training or training is a systematic effort of the company to improve all the knowledge, skills and attitudes of employees through the learning process in order to be optimal in carrying out functions and tasks his position. (Ranupandojo, 2002:18), said that work experience is an old measure or period of work that has been completed. One can complete work tasks and have been done well.

Competence
(Liestyodono dan Purwaningdyah, 2008) competence is knowledge, skills, and abilities that are mastered by someone who has become a part of him, so that he can perform cognitive, affective, and psychomotor behaviors as well as possible. (Mangkunegara (2005: 6)), states that the performance of Human Resources is a term of the word Job performance or Actual performance (work performance) is the work of quality and quantity that is achieved by an employee / employee in carrying out their duties in accordance with responsibility given to him. (Leonardo William, 2015) training has a positive and significant influence on employee performance. Training is the lowest variable compared to the increase in company performance in this study. (Trisofia Junita Mamangkey, 2015) meaningless work experience on employee performance at PT Bangun Wenang Bevereges. (Ilman Ataunurl Eny Ariyanto, 2015) has positive and significant competence and training on the performance of PT Adaro Energy Tbk. The results of the first hypothesis verification are competencies that have a significant positive effect on performance.

Type of Research
The research used in this study is quantitative, the process starts from theory, followed by using research and collecting research hypotheses collected from data collection / data collection and analysis, so that it can be obtained as research findings.

Place and Time of Research
This research was conducted at the Husada Utama Hospital Surabaya with the address Jl. Prof. Moestopo No.31-35, Surabaya. The time of the study was carried out from September to January 2019.

Population and Sample
The population is a combination of all elements in the form of events, things or people who have similar characteristics that are the center of attention of a researcher because it is seen as a study (Ferdinand, 2006). This research is an employee of Husada Utama Hospital, Surabaya. The population in this study were all nurses who worked at Surabaya Husada Utama Hospital, amounting to 56 people. if the population is greater than 100 people, it can be taken 10-15% or 20-25% of the population. The sample is part of the number and characteristics possessed by the population (Sugiyono, 2008:81).

Data Collection Method
Primary data is original data collected by researchers to answer the research problem specifically (Riduwan, 2005b). Primary data in this study was obtained through the results of the questionnaire. The primary data needed in this study is regarding the training and performance of employees of Surabaya Husada Utama Hospital. Sikula, 2011:117) states that training is a short-term educational process that uses systematic and organized procedures in which non-managerial employees learn knowledge and technical skills in limited objectives. (Garry Dessler dalam Suwatno, 2011:118) states job training is a process of teaching new or existing employees, the basic skills they need to carry out their jobs. X2: Work Experience (X2) is the process of forming knowledge or skills about the method of a job because of the involvement of these employees in the implementation of work tasks (Manulang, 1984). X3: Competence (X3) is an ability to carry out or do a job or task based on skills and knowledge and is supported by the work attitude demanded by the job (Wibowo, 2010). Y: Employee performance (Y) is (Hasibuan, 2001:34) suggests "performance (work performance) is a result of work achieved by someone in carrying out the tasks assigned to him based on skills, experience and sincerity and time".

Data Analysis Method Reliability and Validity Test
To test the validity of the measuring instrument, using the Pearson Product Moment formula contained in the SPSS data processor. If the instrument is valid, then the criteria used or the minimum limit for an instrument / questionnaire or test material are declared valid or considered to meet the requirements, if the value of the coefficient is> 0.300 (Riduwan, 2005)While reliability intended to measure a questionnaire which is an indicator of a variable. Reliability is measured by the cronbach's alpha (α) statistical test. A variable is said to be reliable if it gives a cronbach 'alpha value> 0.60 (Imam Ghozali, 2007:41).

Realibility and Validity
The value of Cronbach alpha for all variables greater than 0.6 is known. From the provisions that have been agreed before, all variables used for research are reliable. it can be seen that the value of sig. r indicator question is smaller than 0.05 (α = 0.05) or calculated r value is greater than r Regression equation models that can be written from these results in the form of standardized regression equations are as follows: Y = a + bX1 + bX2 + bX3 + e Y = 1,604+ (17.703 X1 + 5.112 X2 + -11,590 X3 + e From the above equation means: a. The constant (α) is 1,604, this shows that if there is no influence of the independent variable (X1, X2, X3) in the form of Training, Work Experience and Competence variables, then the employee's performance will remain at 1,604. b. Training regression coefficient (b1) has a negative value of 17.703, this means that if the training increases by one unit it will increase the performance by 17,703 units. c. Regression coefficient Work Experience (b2) has a positive value of 5.112, this means that if the Work Experience increases by one unit it will increase the performance by 5,112 units. d. The Competence regression coefficient (b3) has a positive value of -11,590, this means that if Competency increases by one unit it will increase the performance by -11,590 units.

Source: SPSS Output, 2019
The value of R Square is 0.941, it means that all independent variables: Training, Work Experience and Competence have positive relationship with Employee Performance.

Test of Classical Assumption Multicollinearity Result Table 3 Multicollinearity Result
Source : SPSS Output, 2019 It can be explained that the questionnaire research data used can be used for further testing because of the results of this multicollinearity test, the research data has a VIF value of <10 and a tolerance value of less than 1.

Figure 1 Heteroscedasticity Result
Source : Data Processed, 2019 Based on the results of heteroscedasticity test, it can be seen that there are no clear patterns and points spread above and below zero inj the Y. namely Training, Work Experience, and Competence.

Source : Data Processed, 2019
In the table the results of testing the normal distribution with the Kolmogorov Smimov method to strengthen the testing with graphs obtained a significance value of 0.836> 0.05, so that the regression model is normally distributed. In other words, it can be concluded that Work Experience that has more potential will improve employee performance. 3. Tabel 5 the results of t test X3 variable (Competence) obtained the value of t count = -11.590 with a significance level of 0.05. By using a 0.05 significance limit, t table is obtained at 2.262. This means t count <t table, which means Ho is rejected. Thus the third hypothesis is rejected. The direction of the negative regression coefficient means that Competence does not have a significant positive effect on employee performance. In other words it cannot be concluded that the more optimal Competence will increase employee performance.

DISCUSSION
The fourth hypothesis states that Training, Work Experience, Competence have a significant effect on performance. This is evident from the results of the questionnaire, the respondents stated that the company has provided Training, Work Experience and an Competence for them.

Training on Employee Performance
The first hypothesis proposed states that training has a significant effect on employee performance, partially this has been proven by the results of the t test value 17.703. This is rational because it is in accordance with the responses of respondents regarding Training. In response, respondents stated that the training provided by the company was in accordance with their expectations. The fact is there is a significant influence Training on performance can be clarified by the results of multiple linear regression analysis. Multiple linear regression analysis also indicates that every increase in one training unit performance will also increase by 1,213. Means that the higher / greater the training, the better / higher the employee's performance.

Work Experience on Employee Performance
The second hypothesis proposed states that Work Experience has a significant effect on performance, partially this has been proven by the results of t test value 5.112. In response, respondents stated that the Work Experience given by the company was in line with their expectations.