The Influence of Development and Management Strategies on Employee Performance at the North Sumatra Governor's Office

Abstract

Aims: Employee performance is an important factor in improving the effectiveness of public services in the government environment. However, there are still obstacles in implementing human resource development strategies and management that have an optimal impact on employee performance. Therefore, this study aims to analyze the influence of development and management strategies on employee performance at the North Sumatra Governor's Office, both partially and simultaneously. Study Design: This research employs a quantitative approach with explanatory and descriptive designs. The independent variables in this study are development (X1) and management (X2), while the dependent variable is employee performance (Y). Place Study: The study was conducted at the North Sumatra Governor's Office in Medan, Indonesia, Methodology: A total of 50 respondents were selected using purposive sampling. Data was collected through questionnaires using a 5-point Likert scale and analyzed using SPSS version 24. Validity and reliability tests were conducted prior to regression analysis. The analytical tools used included multiple linear regression, t-test, F-test, and the coefficient of determination (R²). Results: The findings show that both development and management have a positive and significant effect on employee performance. The t-test revealed that the development variable had a t-value of 3.383 (p = 0.027) and the management variable had a t-value of 3.493 (p = 0.000), both exceeding the critical value of 2.002. The F-test demonstrated that development and management jointly influence performance significantly (F = 37.314, p < 0.05). The Adjusted R Square value was 0.525, indicating that 52.5% of the variation in employee performance is explained by the two variables. Conclusion: The study concludes that strategic efforts in employee development and effective managerial practices significantly improve employee performance in public institutions. The results support the theory that management and development are essential to enhance organizational outcomes. Future research should consider other influencing factors such as motivation, leadership style, and organizational culture to further explain variations in performance.