Develop a more effective strategy in developing career development programs

Oct 13, 2025 by magicalceylontours.com 9 views

The Effect of Career Development and Organizational Culture on Employee Performance at PT. Taspen (Persero) Medan Main Branch Office

Introduction

In today's competitive business landscape, employee performance is a crucial factor that determines the success of an organization. PT. Taspen (Persero) Medan Main Branch Office, a leading company in the industry, has been facing challenges in improving employee performance. The lack of clarity in career development, weak implementation of career development rules, and suboptimal service culture to customers have been major concerns. Furthermore, employee delays in coming to work and criteria for employee performance appraisal have not reached the desired level. This study aims to investigate the effect of career development and organizational culture on employee performance at PT. Taspen (Persero) Medan Main Branch Office.

Background

The phenomenon of lack of clarity in career development and weak implementation of career development rules has been a major concern at PT. Taspen (Persero) Medan Main Branch Office. This has led to a lack of motivation among employees, resulting in suboptimal performance. Additionally, the service culture to customers has not been optimal, which has affected the company's reputation and customer satisfaction. Moreover, employee delays in coming to work have been a recurring issue, which has impacted productivity and efficiency. The criteria for employee performance appraisal have also not reached the desired level, which has led to a lack of accountability and motivation among employees.

Methodology

This study uses a nonprobability sampling method to determine the sample, which consists of 56 employees of PT. Taspen (Persero) Medan Main Branch Office. Data collection is carried out through descriptive analysis and statistical analysis techniques, with data collection methods including interviews, questionnaires, and documentation studies.

Results

The results of this study show that both career development and organizational culture have a significant influence on employee performance at PT. Taspen (Persero) Medan Main Branch Office. The partial test also shows that both have a positive and significant influence on employee performance. Organizational culture is the dominant variable that affects employee performance at PT. Taspen (Persero) Medan Main Branch Office. This shows that a strong and positive organizational culture can increase morale, discipline, and employee motivation.

Discussion

Organizational culture plays a crucial role in shaping employee behavior and performance. A positive organizational culture can increase employee motivation, morale, and discipline, which can lead to improved performance. On the other hand, a negative organizational culture can lead to decreased motivation, morale, and discipline, which can result in poor performance. Therefore, it is essential for organizations to develop a positive organizational culture that encourages employees to contribute optimally.

Career development also plays a crucial role in improving employee performance. A clear and structured career development program helps employees plan their future, improve skills and knowledge, and give them the opportunity to grow within the organization. When employees feel that the organization pays attention to their career development, they will be more motivated to work hard and achieve company goals.

Conclusion

In conclusion, this study shows that both career development and organizational culture have a significant influence on employee performance at PT. Taspen (Persero) Medan Main Branch Office. Organizational culture is the dominant variable that affects employee performance, and a strong and positive organizational culture can increase morale, discipline, and employee motivation. Career development also plays a crucial role in improving employee performance, and a clear and structured career development program can help employees plan their future, improve skills and knowledge, and give them the opportunity to grow within the organization.

Recommendations

Based on the findings of this study, the following recommendations are made:

Develop a more effective strategy in developing career development programs: The management of PT. Taspen (Persero) needs to develop a more effective strategy in developing career development programs that cater to the needs of employees.
Strengthen organizational culture: The management of PT. Taspen (Persero) needs to strengthen organizational culture by promoting a positive and supportive work environment that encourages employees to contribute optimally.
Provide constructive feedback: The management of PT. Taspen (Persero) needs to provide constructive feedback to employees to help them improve their performance and achieve company goals.
Strengthen company values: The management of PT. Taspen (Persero) needs to strengthen company values that encourage employees to provide the best in their work.

Limitations

This study has several limitations, including:

Small sample size: The sample size of this study is small, which may limit the generalizability of the findings.
Nonprobability sampling method: The nonprobability sampling method used in this study may not be representative of the population.
Limited data collection methods: The data collection methods used in this study are limited, which may not provide a comprehensive understanding of the phenomenon.

Future Research Directions

Future research directions include:

Investigating the impact of career development on employee performance: Future research can investigate the impact of career development on employee performance in different organizational settings.
Examining the relationship between organizational culture and employee performance: Future research can examine the relationship between organizational culture and employee performance in different organizational settings.
Developing a more effective strategy in developing career development programs: Future research can develop a more effective strategy in developing career development programs that cater to the needs of employees.

Conclusion

Q: What is the main focus of this study? A: The main focus of this study is to investigate the effect of career development and organizational culture on employee performance at PT. Taspen (Persero) Medan Main Branch Office.

Q: What are the key findings of this study? A: The key findings of this study show that both career development and organizational culture have a significant influence on employee performance at PT. Taspen (Persero) Medan Main Branch Office. Organizational culture is the dominant variable that affects employee performance, and a strong and positive organizational culture can increase morale, discipline, and employee motivation.

Q: What are the implications of this study for organizations? A: The implications of this study for organizations are that they should prioritize the development of a positive organizational culture and career development programs that cater to the needs of employees. This can lead to improved employee performance, increased motivation, and better overall performance.

Q: What are the limitations of this study? A: The limitations of this study include a small sample size, nonprobability sampling method, and limited data collection methods. These limitations may affect the generalizability of the findings.

Q: What are the future research directions based on this study? A: The future research directions based on this study include investigating the impact of career development on employee performance, examining the relationship between organizational culture and employee performance, and developing a more effective strategy in developing career development programs.

Q: What are the recommendations for organizations based on this study? A: The recommendations for organizations based on this study include developing a more effective strategy in developing career development programs, strengthening organizational culture, providing constructive feedback, and strengthening company values.

Q: How can organizations prioritize career development and organizational culture? A: Organizations can prioritize career development and organizational culture by:

Developing a clear and structured career development program that caters to the needs of employees
Strengthening organizational culture by promoting a positive and supportive work environment
Providing constructive feedback to employees to help them improve their performance
Strengthening company values that encourage employees to provide the best in their work

Q: What are the benefits of prioritizing career development and organizational culture? A: The benefits of prioritizing career development and organizational culture include:

Improved employee performance
Increased motivation and engagement
Better overall performance
Increased employee retention and reduced turnover
Improved customer satisfaction and loyalty

Q: How can organizations measure the effectiveness of their career development and organizational culture initiatives? A: Organizations can measure the effectiveness of their career development and organizational culture initiatives by:

Conducting regular employee surveys and feedback sessions
Tracking employee performance and productivity metrics
Analyzing customer satisfaction and loyalty metrics
Conducting regular organizational culture assessments and feedback sessions

Q: What are the challenges of implementing career development and organizational culture initiatives? A: The challenges of implementing career development and organizational culture initiatives include:

Limited resources and budget
Resistance to change from employees and management
Difficulty in measuring the effectiveness of initiatives
Limited time and attention from management and employees

Q: How can organizations overcome these challenges? A: Organizations can overcome these challenges by:

Developing a clear and compelling business case for career development and organizational culture initiatives
Engaging employees and management in the planning and implementation process
Providing regular feedback and coaching to employees and management
Continuously monitoring and evaluating the effectiveness of initiatives and making adjustments as needed.