THE INFLUENCE OF TRAINING AND HUMAN RESOURCES DEVELOPMENT ON THE PERFORMANCE OF EMPLOYEES OF THE COMMUNICATIONS AND INFORMATICS OFFICE OF Tulang Bawang

. The phenomenon that occurs at the Department of Communication and Informatics of Tulang Bawang Regency regarding employee training is the minimum number of trainings attended by employees. The phenomenon that occurs related to the development of human resources in the Department of Communication and Informatics in Tulang Bawang Regency is still not optimal. Seeing and paying attention to the problems of HR training and development as described above, it is suspected that this accumulation of problems also contributes to weak performance, this can be seen from the realization of the implementation of work targets that are not according to plan. The formulation of the problem in this study is whether the influence of training and development of human resources either partially or simultaneously on employee performance. The purpose of this study was to study the influence of training and human resource development on employee performance. The hypothesis in this study is that there is an influence of training and human resource development either partially or simultaneously on employee performance. The sample in this study amounted to 40 employees. Data collection techniques include observation, data collection and questionnaires. Methods of data analysis using a quantitative approach with the help of statistical tools SPSS version 21.0 includes the calculation of validity tests, reliability tests, simple and multiple linear regression tests, t tests, F tests and tests of the coefficient of determination. The results of hypothesis testing show that the training variable partially has a positive influence on performance with a contribution of 54.3%. Human resource development has a positive influence on performance with a contribution of 49.6%. Simultaneous hypothesis testing shows that training and human resource development variables together have a positive influence on employee performance variables with a contribution of 58.7%,


INTRODUCTION
Based on the data presented in the table above, it can be explained that in the 2022

HR Development Objectives
According to Notoatmodjo (2013:31) the aim of human resource development is to increase the contribution of human resources to the organization in order to achieve the

Employee Performance Indicators
According to Mas'ud (2014:44), employee performance indicators are as follows following: 1. Quality, the level at which the results of the activity carried out are close to perfect, in the sense of adapting to some ideal way of performing the activity or fulfilling the expected goals of an activity.
2. Quantity, the amount produced in terms of the number of units, the number of activity cycles completed.

Coefficient of Determination Test
The coefficient of determination test according to Priyatno (2015: 83) is intended to measure the ability of the variation in the independent variable in the multiple linear regression model to explain the variation in the dependent variable.
The coefficient of determination value is between 0 (zero) and 1 (one).A small R² value (zero) means that the ability of the independent variables (HR training and development) to explain variations in the dependent variable (employee performance) is very limited.

RESEARCH RESULTS AND DISCUSSION
Partial hypothesis testing results: Employees as an element of HR play a central role in every organizational activity, because they are the planners, actors and determiners of how the goals of the organizational system can be realized because it is humans who provide their energy, talent, creativity and effort to the organization.Realizing the importance of the HR element in an organization, it is appropriate to say that people are the most valuable asset and have a direct impact on the organization compared to other resources.One of the instruments in developing apparatus resources or improving the quality of apparatus is through training.Through this training, the aim to be achieved is basically to increase knowledge, expertise, skills and attitudes to be able to carry out the duties of the position professionally based on the personality and ethics of civil servants in accordance with the needs of the agency, creating an apparatus that is able to act as a reformer and cement of unity.nation, strengthening personality attitudes and spirits that are oriented towards service, protection and community empowerment, and creating a common vision and dynamic mindset in carrying out general government and development tasks for the realization of good governance.The phenomenon that occurs in the Tulang Bawang Regency Communication and Informatics Service regarding employee training is the minimal amount of technical training attended by employees.This can be seen in the following: Improving employee knowledge, skills and attitudes requires effective Human Resources (HR) development.The aim of HR development is to improve employee performance.It is hoped that HR development can improve knowledge and skills, as well as improve employees' attitudes towards their duties.Likewise with the Tulang Bawang Regency Communication and Informatics Service, in order to improve the knowledge, skills and attitudes of employees at work and in order to improve performance, it can be done by increasing human resource development, so that it is hoped that employees will be able to work professionally, responsibly, and can work efficiently.effective and efficient, and can improve work performance which ultimately achieves the vision and mission of the organization.

Fiscal
Year, there are still 3 (three) indicators that did not achieve the results as targeted.The average achievement of the target indicator was 76.88% with the lowest achievement being the IKM Value indicator for the Communication and Informatics Service, which was only achieved at 75.18%.Based on this fact, it can be indicated that the organizational performance of the Tulang Bawang Regency Communication and Information Service is still not optimal.The problem identification in this research is: 1.The training provided to employees of the Tulang Bawang Regency Communication and Information Service is still not sufficient in terms of quantity and quality.It is felt that training for employees is still lacking, and does not touch the routine work of each employee.2. Human resource development receives little attention, for example training is rarely held in accordance with each employee's main duties and responsibilities.3. Organizational performance is not yet optimal, this can be seen from the realization of work targets that are not according to plan.Based on the background of the problem above, the researcher is interested in conducting research with the title "The Influence of HR Training and Development on Employee Performance in the Tulang Bawang Regency Communication and Information Service".THEORETICAL BASIS Study of Training Variable Theory Wursanto (2014:83) said, to improve the quality of employees, both knowledge, skills, talents and mentality, employees need to be given various kinds of training and education.Training is a process of developing employees in the areas of skills, knowledge, skills, expertise as well as employee attitudes and behavior.According to Mathis and Jackson (2014: 177) training is training that enables employees to carry out their work, duties and responsibilities well.Dessler (2015:228) states that training is the process of teaching new employees the skills needed to do their jobs.The most well-known type of On the Job Training training is the coaching (guiding) or understudy (while learning) method.Here, an experienced worker or trained supervisor is assigned to train employees.For example, namely: internships, formal learning, Job Instruction Training, lessons, programmed lessons, audiovisual equipment, and training with simulations.(2013: 182) the methods or techniques used in training are divided into two types, namely: 1. On-the-job training On-the-job trainingor also called training with job instructions as a training method by which workers or prospective workers are placed in real work conditions, under the guidance and supervision of experienced employees or supervisors.Various types of on-the-job training techniques that are commonly training is to improve performance, update supervisory skills, reduce study time, solve operational problems, promote employees, employee orientation towards the organization, meet personal growth needs.:56) said that human resource development is an effort to improve the implementation of current and future work by providing information, influencing characteristics or increasing skills.The importance of human resource development according to Ranupandojo and Husnan (2014: 100) states that after employees are obtained, it is appropriate for them to be developed.This development is carried out to improve skills through training, which are needed to be able to carry out tasks well.This activity is becoming increasingly important due to the development of technology and the increasing complexity of leadership tasks.
Saburai-IJSSD : INTERNATIONAL JOURNAL OF SOCIAL SCIENCES AND DEVELOPMENT Volume 7, No. 2 (2023) E-ISSN: 2579-3640 P-ISSN: 2774-8707 productivity of the organization concerned.It can be understood that all organizational activities in achieving its mission and goals are very dependent on the people who manage the organization.Therefore, human resources must be managed in such a way that they are efficient and effective in achieving the mission and goals of the organization.Human Resources Indicators The indicators used to measure Human Resources (HR) development variables are the opinion of Hasibuan (2015: 82), namely: :47), states that work achievement or performance is a work result achieved by a person in carrying out the tasks assigned to him which is based on skill, experience, seriousness and time.Work performance or performance is a combination of three important factors, namely, a worker's ability and interest, ability and acceptance of explanations of task delegation, as well as the role and level of motivation of a worker.The measure of success cannot be compared from one individual to another.The success achieved by individuals is based on applicable standards and is adjusted to the type of work, as explained byAs'ad (2013: 59)    that what is meant by performance is the results achieved by a person according to the measures and standards that apply to the work in question.Thus it can be said that performance is the level of someone's success in carrying out work.
, the results of the assessment of the implementation of the work of Civil Servants are stated in the assessment list of the implementation of the work.The elements assessed are: , the degree to which an activity is completed at the desired initial time, seen from the point of coordination with output results and maximizing the time available for other activities.4. Effectiveness, the level of use of the organization's human resources is maximized with the aim of increasing profits or reducing losses for each unit in the use of resources.5. Independence, the level at which an employee can carry out his work functions without asking for guidance from the supervisor or asking for the supervisor's intervention to avoid detrimental results.Service of Tulang Bawang Bawang Regency which is located at Jalan Negara Lintas Timur Tiuh Tohou, Menggala District, Tulang Bawang Regency.The research period was carried out for four months, namely between May 2023 and July 2023.According to data, the number of employees of the Tulang Bawang Regency Communication and Information Service is 42 people as a population, with a composition of 30 civil servants and 12 non-civil servants.The minimum sample from the existing population is obtained by referring to the theory of Arikunto (2013: 108) that if the population members are greater than 100 then a sampling method can be used by taking a sample of 10% to 25% of the population members, but if the population members are smaller of 100 then the sample is taken from the entire population.From the definition above, the sample size is all employees at the Tulang Bawang Regency Communication and Information Service after deducting 2 people, namely the writer and the leader, so there are 40 employees.Operational research variables are structured to facilitate the steps in capturing and collecting data collected from respondents in accordance with the theories, concepts, Performance is the result of work in terms of quality and quantity that can be achieved by an employee in carrying out tasks in accordance with the responsibilities given to him.This research uses a survey at the research location as a problem solving method or step.The research carried out is descriptive quantitative research, this type of research is research that aims to present systematically, factually and accurately the facts and characteristics of a certain population using a Likert scale measurement with a score of 1 to 5. The data collection techniques used in this research are: 1) Direct Observation Technique The direct observation technique is a method of collecting data by making direct observations (without tools) of the symptoms of the object under study, whether carried out in previous situations or in special situations.2) Documentation Techniques Documentation techniques are an investigation that uses documentation sources to obtain the required data.3)Questionnaire Technique The questionnaire technique is a data collection method that is carried out by confronting respondents, especially in matters relating to the problem being studied.carried out to obtain the truth of what has been hypothesized.A hypothesis is a temporary answer to the problem being studied, where the answer is still weak, and its truth needs to be empirically tested, by carrying out statistical proof.1. Partial Hypothesis Testing The t test is used to test the significance of the relationship between variables X and Y, whether variables X1 and X2 (HR training and development) really influence variable Y (performance) individually or partially.in this research is used to determine the level of significance of the influence of the independent variables (Training and HR development) together (simultaneously) on the dependent variable (performance).

Table . 3
.Results of Partial Testing of the Effect of Training on Performance

Table . 3
.Results of Partial Testing on the Effect of Human Resource Development

Table . 4
.Coefficient of Determination Test Results Performance The results of the regression direction coefficient between training and HR development on employee performance were respectively 0.856 and 0.709 with a constant of 21.446, thus, the regression equation is Y = 21.446+0.856X1+0.709X2.This can be explained by the fact that if the training score increases by one score, the author uses the F test, with the condition that if the calculated F value is > F table then Ho is rejected and Ha is accepted.Conversely, if the calculated F value < the F table value then Ho is accepted and Ha is rejected.The table above shows that training variables and HR development variables together (simultaneously) have a positive effect onperformance.This can be seen from the F value countamounting to 41.507 which is greater than the F table of 3.238.The significance value of 0.000, which is smaller than 0.05, shows that

Table . 5.F-test
It is known that the R square is 0.587, meaning that 58.7% of the variation in changes in performance variables can be explained by the HR training and development variables, while the remaining 41.3% is explained by other factors not examined in this research.Communication and Informatics Service, as can be seen from the calculated t value for the HR development variable, namely 5.445 and the t table with a db of 40 and a significance level of 0.05 is obtained at 1.686, so Ha is accepted.The