Career Development Process for Competency-Based Performance
Abstract
This study aims to analyze the influence of Professional Competence on Human Resource (HR) Performance, both directly and through Career Development. The research type used is explanatory research with a quantitative approach. The population in this study includes all HR employees at the Customs and Excise Supervision and Service Office Type Madya Pabean A Semarang, consisting of 203 personnel, both civil servants and non-civil servants. Based on Slovin's formula, a total of 135 respondents were selected as samples. The sampling technique used is non-probability sampling with the convenience sampling method. The data were analyzed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. The results show that Professional Competence has a positive and significant effect on HR Performance, meaning that the higher an individual's professional competence, the better their performance outcomes. In addition, Professional Competence has a positive and significant effect on Career Development, indicating that enhanced competence contributes to better career progress. Furthermore, Career Development also has a positive and significant effect on HR Performance, implying that well-managed career development leads to improved employee performance. Therefore, strengthening professional competence and career development plays an essential role in enhancing the overall performance of human resources within government organizations.
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