Improving HR Performance Through Professional Competence and Employee Engagement with the Influence of Cross-Functional Coordination Effects

Abstract

This study uses an associative explanatory method to explore the relationship between HR performance variables, professional competence, employee engagement, and cross-functional coordination at the Grobogan Police. The population studied was Police Personnel at the Grobogan Police, with proportional random sampling data collection techniques with 89 respondents. Data collection was carried out through a closed questionnaire with a statement interval of 1–5, ranging from Strongly Disagree (STS) to Strongly Agree (SS). Data were analyzed using the Partial Least Square (PLS) method. The results of hypothesis testing show that professional competence has a positive and significant effect on employee engagement, as well as on HR performance. This indicates that HR with high professional competence tends to have high work engagement and good performance. In addition, employee engagement also has a positive and significant effect on HR performance, indicating that the higher the HR engagement to their work, the better their performance. Furthermore, the findings also show that the influence of professional competence and employee engagement on HR performance will be stronger if supported by strong cross-functional coordination. Conversely, if cross-functional coordination is weak, the influence of both on HR performance will be lower. The managerial implications of these findings emphasize the importance of developing professional competencies, enhancing work engagement, and strengthening cross-functional coordination as strategies to improve human resource performance.