The Effect of Selection and Training Process on Competency and Its Impact on Employee Performance in Pt. Nok Indonesia

Organization is not able to run the operations of the company to developed without the people behind the organization. Human resources would require competence in their respective fields so that the activities and corporate objectives can be achieved. In order to get competent employees, support of the selection process and training adequate is highly required. The research model was tested on PT NOK Indonesia as the object of research. This research aims to know the influence of the selection process and trainning of competence and its impact on the perfomance of the employees at PT NOK Indonesia. The object of this study is the employees of production section 4 on PT NOK Indonesia. Population in this study were employees of PT NOK Indonesia at departement of production section 4 totaling 178 people. This sample was done to 64 respondents by using incidental sampling technique. Data analysis that is used in this research was SEM-PLS with the help of SmartPLS 3.0 software. The results show that the selection process and training process has the positive and direct significant influence to the perfomance of the employees. Furthermore, the selection process and training has the positive and insignificant indirect influence to the perfomance of the employees.


Performance
According to Marwansyah (2016: 228), Performance is the achievement or achievement of a person regarding the tasks assigned to him. Whereas according to Suwanto and Priansa (2016: 196), performance is a performance or performance. Performance can also be interpreted as work performance or implementation of work or results for work. According to Suparyadi (2015: 299), employee performance, basically is an effort to manage the ability of employees carried out by the organization systematically and continuously so that employees have the level of performance expected by the organization, which is able to provide optimal contribution, so that organization goals. Indicators used, Edison, Anwar and Komariyah (2017): (1) Target (2) Quality (3) Time of Settlement and (4) Obedient principles.

Relationship between Selection Process and Competence
Utami, Desi (2013) the selection process has a positive and significant influence on competence, namely considering academic ability in the field of management. Sitorus and Ghozi (2014), the employee selection process was increased so that employee competencies increased as well. Supported by Faradina, Dinda (2015), the selection process has a significant effect on competence. H1: There is a significant influence from the selection process on employee Competencies

Relationship Training with Competence
Wisastra and Sagala (2016) one of the dimensions that has the greatest influence on employee competency is the training method and then followed by the training goals and objectives and the least influential dimension is the quality of the coach. Purnomo, Sudana and Mananda (2016), education and training have a positive and significant influence on performance. Dispingping Raharjo, Paramita and Warso (2016) states that job training has a significant effect on work competence. H2: There is a significant effect of training on employee competencies. Rizki, Muhammad (2017), Competency variables have an influence on employee performance. It is supported by Nurzaman, Nanan (2013), competence has a positive and significant effect on performance. Then F, Ahrul Tsuni (2013) in his research found that competence does not have a positive and significant effect on employee performance. H3: There is a significant effect of competence on employee performance. Kartodikromo, Bernhard, and Trang (2017) in their research found that the selection process simultaneously had a significant effect on employee performance. Then Renaldo, Lengkong, and Maniharapon (2016) in their study found that from the regression and partial tests between employee selection and employee performance there were positive and significant influences. After that Ekwoaba, Ikeije. U and Ufoma (2015) in their study found that the selection criteria had a significant influence on employee performance.  Vol.11, No.21, 2019 156 H4: There is a significant effect of the selection process on employee performance. Saluy (2019), concluded that there was an influence between the training on the performance of Military / TNI personnel in the National Civil Service Commission I. Ataunur and Ariyanto (2015) in their study found that job training had a significant effect on work competencies. And work competency has a significant positive effect on employee performance. Then Dwihatmojo, Nelwan and Kawet (2016) in their study found that simultaneously and partially, training had a positive and significant effect on employee performance. Besides that, Purnomo, Sudana, and Mananda (2016) in their research found that training had a positive and significant influence on performance directly. H5 : There is a significant effect of training on employee performance.

Relation of Selection Process to Employee Performance with Competence as Intervening Variable
Tigor and Ghozi (2014), in their research found that the influence of employee competency mediation or the direct influence of employee selection processes on employee performance was stronger and more significant. According to Warsinah (2014), in his research found that the selection process had a positive and significant direct and indirect effect on employee performance. H6 : There is a significant effect of the selection process on employee performance with competence as an intervening variable.

Relation of Training to Employee Performance with Competence as Intervening Variable
Danang, Sudana and Mananda (2016), in their research found that education and training had a positive and significant influence on the performance of Bali guides directly and indirectly. Raharjo, Paramita and Mukeri (2016), in their study found that training research had a significant direct and indirect effect. Then Ekaningsih, Ana Sri (2013), in his research found that self competence was proven to mediate the influence of education and training on improving the quality of apparatus resources. According to Warsinah (2014), in his research found that training had a positive and significant direct and indirect effect on employee performance. H7 : There is a significant effect of training on employee performance with competence as an intervening variable.

RESEARCH METHODS
In this study using explanatory research is a causal relationship between the research variables which then tests the hypotheses that have been formulated. This research was conducted at the company PT NOK Indonesia located in MM2100 Industrial Estate Jl. Sulawesi II Blok F 3-4 Cikarang Barat Bekasi-17520, West Java. The study was conducted for nine months starting from August 2018 to February 2019.
The population in this study were employees of PT NOK Indonesia, amounting to 178 employees. In determining the number of samples in this study, researchers used the Slovin formula with a margin of error of 10%, then the number of samples that will be used in this study to obtain 64 respondents. The data analysis used in this study is descriptive statistical analysis techniques and Structural Equation Modeling (SEM) analysis with the help of SMARTPLS 3.0 application.

RESEARCH RESULTS ANALYSIS Descriptive Statistics Test Results
Based on the results of the descriptive statistical test in this study can be known:  The average calculation (mean) of the performance distribution is 3,631, which means that respondents generally answer agree on the statement in the questionnaire for performance variables.  The average calculation (mean) of competency distribution is 3.506, which means that respondents generally answer agree on the statement in the questionnaire for competency variables.  The average calculation (mean) of the distribution of the selection process is 3.507, which means that respondents generally answer agree on the statement in the questionnaire for the selection process variable.  The average calculation (mean) of the training distribution is 3.516, which means that respondents generally answer agree on the statement in the questionnaire for training variables.

Evaluation Results of Measurement Model (Outer Model) Test Results for Convergent Validity
Based on the results of the convergent validity test in this study, it can be seen as many as 3 indicators that have an outer loading of less than 0.6, namely: PS6, PS10, and PS12. Therefore, all three indicators will be removed from the model. The results of the modification of the convergent validity test can be seen, that all indicators have met convergent validity because the outer loading value is more than 0.6.

Test Results Average Variance Extracted (AVE)
Besides being seen from the outer loading, the convergent validity test can also be seen from the results of average variance extracted (AVE). Based on the results of the average variance extracted (AVE) test it can be seen that the construct values for all variables, namely: Performance, Competence, Training and Selection Process have a value of more than 0.5. So, there is no problem of convergent validity on the tested model.

Test Results for Discriminant Validity (Fornell-Larcker Criterion)
Based on the discriminant validity test, it can be seen that the root average variance extracted (√ ) square value of the four latent variables are: Performance = 0.817, Competence = 0.767, Training = 0.763, and Selection Process = 0.740. These values are greater than the correlation of each construct compared to other constructs. Based on the root average variance extracted (√ ) square value above, the construct in the estimated model meets the criteria of discriminant validity.

Test Results for the Reliability of Construction Reliability
The test results of the validity of construct reliability can be seen from the values of Cronbach's Alpha and Composite Reliability. Cronbach's Alpha value of the four latent variables, namely: Performance = 0.875, Competence = 0.825, Training = 0.896 and Selection Process = 0.896. Composite Reliability Value of the four latent variables, namely: Performance = 0.909, Competence = 0.877, Training = 0.917 and Selection Process = 0.915. Based on Cronbach's Alpha Values and Composite Reliability, the four latent variables show values of more than 0.7, which means that all latent variables in this study are declared reliable. This means that the statement items used in this study are able to obtain consistent data, in the sense that if the statement is submitted again, a relatively similar answer will be obtained.

Evaluation Results of Structural Models (Inner Model) R 2 Test Value
Based on the test results the value of R² can be seen from the Adjusted R Square (R²) value of model 1 is 62%. That is, the number means that the influence of the independent variable (free) is the Selection Process, Training on the dependent variable (bound) namely Performance in this study is 62% and the remaining 38% is influenced by other variables not included in this study, such as: discipline, career paths, motivation, and so on. And the second R Square value is 0.541 = 54.1%. This number means that the influence of independent variables (free), namely the Selection Process, Training and intervening variables (between) namely Competence affects Performance is equal to 54.1% and the remaining 45.9% is influenced by other variables not included in this study, such as discipline, career paths, motivation, and so on.

Effect Size Value Test result f 2 a. f 2 performance results
The result of the f 2 value of the endogenous variable Performance is 0.632, where the value is interpreted that the latent variable predictor has a strong influence on the structural level. b. f 2 Competency results Hasil nilai f 2 dari variabel endogen Kompetensi adalah sebesar 0,179 yang dimana nilai tersebut diinterpretasikan bahwa prediktor variabel laten memiliki pengaruh kuat pada level struktural. Q 2 Value Test Results Q 2 = 1 -( 1 -) ( 1 -) = 0,826 From the results of Q 2 calculations above, it is known that the value of Q 2 or the predictive value of relevance is 0.826. The meaning of 0.826 shows that the model has predictive relevance because the value of Q 2 is greater than 0.

Test Results for the Goodness of Fit (GoF) Value
Goodness of Fit (GoF) describes the level of suitability of the overall model calculated from the residual squares on the predicted model compared to the actual data. From the calculation of Goodness of Fit (GoF) above, it can be seen that the result is 0.588 which can be categorized as Large Goodness of Fit (GoF) because it is more than 0.38. This indicates that the performance between the measurement model (outer model) and the structural model (inner model) has a large Goodness of Fit that is equal to 0.588, which means the model in this study is appropriate and feasible to use. This means that the better the employee selection process, it will improve employee performance. 2. Training Variables of +0.290 state that Training has a positive influence on Performance. This means that the better the training of employees, it will improve employee performance. 3. Competency Variables of +0,246 state that Competence has a positive influence on Performance. This means that the better the competence of employees, it will improve employee performance. This means that the better the employee selection process, it will improve employee competency. 2. Training Variables of +0,526 state that Training has a positive influence on Competence. This means that the better the training of employees, it will improve employee competency Table 3 The results of hypothesis testing in this study can be seen from the The results of the hypothesis test for the first hypothesis obtained T values of statistics of 1.995 > 1.96, and P values of 0.047 < 0.05, which means that the selection process has an effect significant to Competence. Hypothesis 1 which states "the selection process has a significant effect on the competence of PT NOK Indonesia employees" means that it is accepted.

Training on Competence
The results of hypothesis testing for the second hypothesis obtained a statistical T value of 3.794 >1.96, and P Values of 0.000 <0.05, which means that training has a positive effect significant to Competence. Hypothesis 2 which states "training has a significant effect on the competencies of PT NOK Indonesia employees" means that it is accepted.

Competence on Performance
Hypothesis test results for the third hypothesis obtained T Statistics value of 2.328 > 1.96, and P Values of 0.020 <0.05, meaning Competence has a significant effect on Performance. Hypothesis 3 which states