THE INFLUENCE OF WORK DISCIPLINE AND EDUCATIONAL COMPETENCY ON EMPLOYEE PERFORMANCE IN PERSONNEL AGENCYAND HUMAN RESOURCES DEVELOPMENT

. Human resources have an important role for the organization because human resources as system managers, so that this system continues to run, of course in managing it must pay attention to important aspects such as competence, discipline, education and training as well as the level of comfort at work so that the employees concerned can be encouraged to provide all capabilities according to the needs of the organization. Human resources with good performance will eventually produce good employee performance as well. Employee performance is the result of work in quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities given to him. This research was conducted at the Staffing and Human Resources Development Agency in Lampung Utara Regency. The type of research used in this research is field research, which is quantitative in nature where the explanation is objective by explaining the existing approaches, with a total sample of 19 respondents. The results of this study are that the variable Work Discipline (X1) influences employee performance (Y) by 61.1%, Educational Competency Variable (X2) influences employee performance (Y) by 53.9%, and Work Discipline (X1) and Competence Education ( X2) simultaneously influences employee performance (Y) by 54.9%


INTRODUCTION
The table shows that indicators of low staffing can be seen from: as many as 6 people with a percentage (24.0%)did not complete the assigned tasks on time, as many as 7 people with a percentage (28.0%)worked not according to the specified working hours., as many as 3 people with a percentage (12.0%) of employees are rarely absent if it is not really urgent, as many as 4 people with a percentage

Competency Indicators
In this research, the competency variables that will be used to measure From these calculations it was found that the sample size was 18.6 rounded up to 19 respondents.

Analysis Techniques
Multiple linear regression analysis

Hypothesis test
In calculating and processing research data, the help of the Excel and SPSS 21 computer programs was used.To partially test the hypothesis, the t test was used with the formula: The criteria for the

F test
To find out whether the independent variables together have an influence on the dependent variable, the F test is used with the following formula: 1.In this case, F-count is compared with F-

Coefficient of Determination Test
To determine the level of closeness of the relationship, the correlation coefficients obtained are compared with the correlation interpretation table, namely:

RESEARCH RESULTS AND DISCUSSION
The t test is used to test the significance between constants and independent variables.Based national development is very dependent on the perfection of the state apparatus, especially Civil Servants (PNS).Therefore, in order to achieve national development goals, namely realizing a civil and law-abiding society, with a modern civilization, democratic, prosperous, just and with high morals, Civil Servants are needed who are an element of the state apparatus whose duties are as state servants and public servants.Civil Servants (PNS) are an element of the State apparatus whose task is to provide services to the community in a professional, honest, fair and equitable manner in carrying out state, government and development duties to the community based on loyalty and obedience to Pancasila and the 1945 Constitution.Human resources have an important role for the organization because human resources are the system managers, so that this system continues to run, of course in its management it must pay attention to important aspects such as competence, discipline, education and training as well as the level of comfort in working so that the employees concerned can be encouraged to provide all the capabilities required by the organization.Human resources with good performance will ultimately produce good employee performance as well.This research was carried out at the Personnel above, the recapitulation of absences above shows that there are still many employees of the North Lampung Regency Personnel and Human Resources Development Agency (BKPSDM) who are absent during active working hours, this can have a direct impact on employee performance.

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16.0%) of employees do not collaborate with colleagues, and as many as 5 people with a percentage (20.0%)employees are not happy to help colleagues who are having difficulty at work.According to the Head of the North Lampung Regency Personnel and Human Resources Development Agency, he said that his party could not/did not want to be burdened with targets.However, What he emphasized to the employees at the North Lampung Regency Personnel and Human Resources Development Agency was how to provide the best possible service.If people are served well, then of course, like people selling, they will also come to buy a lot.Although it must be admitted that it is not easy, considering that there is a lot of work, sometimes small problems can be the cause of not being able to maximize employee performance (Interview Results, 15 May 2023).Based on the background description above, several problems identified and thought to influence employee performance are: 1. Employee work discipline is still low, as can be seen from the fact that there are still employees who arrive late and do not utilize their working time.2. The achievement of employee performance is still not optimal and the realization has not yet been achieved in accordance with the targets set.3.The placement of employees is not fully in accordance with their competencies.4.Employee work discipline is not optimal.As the facts presented in the background of the problem above, the author is interested in conducting further research with the title "work discipline, the better the performance that can be achieved.Without good discipline, it is difficult for organizations to achieve optimal results.Discipline is the main factor needed as a warning tool for employees who do not want to change their character and behavior.According toSyarkani, (2017:33)    discipline is a procedure that corrects or punishes subordinates for violating rules or procedures.Rivai inSyarkani, (2017:34)    states: "Work discipline is a tool used by managers to communicate with employees so that they are willing to change behavior and as an effort to increase a person'knowledge and performance standards required to successfully complete a job or hold a position.In terms of terminology, competency is an attribute for attaching quality or superior human resources.Attributes refer to certain characteristics to be able to carry out work effectively.Because attributes consist of knowledge, skills and expertise requirements or certain characteristics.There are those who interpret competency as equivalent to ability and skill.There are others who interpret it as commensurate with skills, knowledge and high education.
output produced by the functions or indicators of a job or profession within a certain time.Supardi, (2016:54) believes that performance is a person's success in carrying out a job.Deikme, (2013:37) says that performance is the result of work achieved by a person based on job requirements, requirements usually called work standards, namely the level to which a particular job is expected to be completed and compared to the goals or targets to be achieved.research was carried out at the Personnel and Human Resources Development Agency of North Lampung Regency.The research carried out was quantitative descriptive research.This type of research is research that aims to provide a systematic, factual and accurate presentation of the facts and characteristics of a certain population.The type of research used in this research is field research, quantitative in nature where the explanation is objective by explaining existing approaches.The population in this study was all employees at the North Lampung Regency Personnel and Human Resources Development Agency, totaling 74 civil servants.The sample is part of the number and characteristics of the population.The sample is a portion or is considered representative of the entire population studied.To determine the number of samples selected in this study, the Slovin formula in Setyawan, FEB (2017:43) was used, which is as follows: So the sample in the study used a specified margin of error of 20% or 0.2 with a population of 74 people.