Improving knowledge and skills

Oct 13, 2025 by talynt.org 25 views

Introduction

Improving the quality of health services is a crucial aspect of ensuring the well-being of the community. One of the key factors that contribute to the quality of health services is the availability of quality medical devices. However, the accuracy, accuracy, and safety of use of these devices can only be guaranteed if they are properly maintained and calibrated. Therefore, it is essential to maintain the function and reliability of medical devices and know their condition to ensure they remain ready for use. This effort can be achieved through regular testing and calibration of tools, providing comprehensive protection for the community and ensuring the accuracy of the conditions of the medical devices used.

In this context, the performance of employees at the Health Facilities Security Center (BPFK) plays a vital role in ensuring the quality of health services. The performance of employees is influenced by various factors, including individual, organizational, and psychological factors. Individual factors include knowledge and skills, while organizational factors include means, leadership, rewards, and work design. Psychological factors, on the other hand, include attitudes and motivation. Understanding the relationship between these factors and employee performance is crucial for improving the quality of health services.

Methodology

This study aims to explore the factors related to the performance of Medan BPFK employees. The study employed a survey with a descriptive and analytical approach, using the cross-sectional study method. The population studied was 25 Medan BPFK employees, all of which were included as samples. The data was collected using a questionnaire that assessed the knowledge, skills, facilities, leadership, rewards, and motivation of the employees.

The results of the analysis using the Spearman ranking correlation coefficient test at the 5% significance level showed that the knowledge, skills, facilities, leadership, rewards, and motivation factors had a significant relationship with the performance of BPFK Medan employees. Furthermore, the results of multiple logistics regression tests showed that simultaneously, individual factors have the largest beta value, which is 3,146, indicating that this factor is more dominant related to employee performance compared to organizational factors (beta value 0.870) and psychological factors (beta value 2,401).

Results

The results of the study showed that the performance of Medan BPFK employees is still not in line with expectations, with more than half of employees (56%) categorized as bad. This is also influenced by the low knowledge, skills, leadership, rewards, and motivation, which are generally categorized as bad. The results of the multiple logistics regression tests showed that skills have a beta value of 3,130, making it the most dominant factor related to employee performance, compared to knowledge (beta value 2,801), leadership (beta value 3,029), rewards (beta value 2,945), and motivation (beta value 0.312).

Discussion

The results of the study highlight the importance of individual, organizational, and psychological factors in improving employee performance. The study found that individual factors, particularly skills, have the largest beta value, indicating that this factor is more dominant related to employee performance compared to organizational factors and psychological factors. This suggests that improving the knowledge and skills of employees through structured education and training is crucial for enhancing their performance.

Furthermore, the study found that the reward system is also an important factor in improving employee work motivation. The results showed that the reward system has a significant relationship with employee performance, indicating that improving the reward system is essential for increasing employee motivation and, subsequently, their performance.

Conclusion

In conclusion, the study highlights the importance of individual, organizational, and psychological factors in improving employee performance at the Health Facilities Security Center (BPFK). The study found that individual factors, particularly skills, have the largest beta value, indicating that this factor is more dominant related to employee performance compared to organizational factors and psychological factors. The study also found that the reward system is an important factor in improving employee work motivation.

To improve the performance of Medan BPFK employees, it is essential to increase knowledge and skills through structured education and training. In addition, improving the reward system is also an important step to increase employee work motivation. By paying attention and managing these factors, BPFK can improve its employee performance, which in turn will contribute to improving the quality of health services for the community.

Recommendations

Based on the findings of the study, the following recommendations are made:

Improving knowledge and skills: BPFK should provide structured education and training to improve the knowledge and skills of employees.
Improving the reward system: BPFK should improve the reward system to increase employee work motivation.
Enhancing leadership: BPFK should enhance leadership to improve employee performance.
Providing facilities: BPFK should provide facilities to support employee performance.
Monitoring and evaluating employee performance: BPFK should regularly monitor and evaluate employee performance to identify areas for improvement.

By implementing these recommendations, BPFK can improve the performance of its employees, which in turn will contribute to improving the quality of health services for the community.

Limitations of the Study

This study has several limitations. Firstly, the study was conducted on a small sample size of 25 employees, which may not be representative of the larger population. Secondly, the study used a cross-sectional study method, which may not capture the dynamic nature of employee performance. Finally, the study relied on self-reported data, which may be subject to biases.

Future Research Directions

Future research should aim to replicate this study with a larger sample size and using a longitudinal study design. Additionally, future research should explore the impact of individual, organizational, and psychological factors on employee performance in different contexts.

Conclusion

In conclusion, this study highlights the importance of individual, organizational, and psychological factors in improving employee performance at the Health Facilities Security Center (BPFK). The study found that individual factors, particularly skills, have the largest beta value, indicating that this factor is more dominant related to employee performance compared to organizational factors and psychological factors. The study also found that the reward system is an important factor in improving employee work motivation. By paying attention and managing these factors, BPFK can improve its employee performance, which in turn will contribute to improving the quality of health services for the community.

Q: What is the main objective of this study?

A: The main objective of this study is to explore the factors related to the performance of Medan BPFK employees, including individual, organizational, and psychological factors.

Q: What are the individual factors that were studied in this research?

A: The individual factors studied in this research include knowledge and skills.

Q: What are the organizational factors that were studied in this research?

A: The organizational factors studied in this research include means, leadership, rewards, and work design.

Q: What are the psychological factors that were studied in this research?

A: The psychological factors studied in this research include attitudes and motivation.

Q: What was the methodology used in this study?

A: The methodology used in this study was a survey with a descriptive and analytical approach, using the cross-sectional study method.

Q: What was the sample size of this study?

A: The sample size of this study was 25 Medan BPFK employees.

Q: What were the results of the analysis using the Spearman ranking correlation coefficient test?

A: The results of the analysis using the Spearman ranking correlation coefficient test showed that the knowledge, skills, facilities, leadership, rewards, and motivation factors had a significant relationship with the performance of BPFK Medan employees.

Q: What were the results of the multiple logistics regression tests?

A: The results of the multiple logistics regression tests showed that simultaneously, individual factors have the largest beta value, which is 3,146, indicating that this factor is more dominant related to employee performance compared to organizational factors and psychological factors.

Q: What are the implications of this study?

A: The implications of this study are that individual factors, particularly skills, have the largest beta value, indicating that this factor is more dominant related to employee performance compared to organizational factors and psychological factors. Additionally, the study found that the reward system is an important factor in improving employee work motivation.

Q: What are the recommendations of this study?

A: The recommendations of this study are to improve knowledge and skills through structured education and training, improve the reward system to increase employee work motivation, enhance leadership to improve employee performance, provide facilities to support employee performance, and regularly monitor and evaluate employee performance to identify areas for improvement.

Q: What are the limitations of this study?

A: The limitations of this study are that it was conducted on a small sample size of 25 employees, which may not be representative of the larger population, and the study used a cross-sectional study method, which may not capture the dynamic nature of employee performance.

Q: What are the future research directions?

A: Future research should aim to replicate this study with a larger sample size and using a longitudinal study design. Additionally, future research should explore the impact of individual, organizational, and psychological factors on employee performance in different contexts.

Q: What is the significance of this study?

A: The significance of this study is that it highlights the importance of individual, organizational, and psychological factors in improving employee performance at the Health Facilities Security Center (BPFK). The study found that individual factors, particularly skills, have the largest beta value, indicating that this factor is more dominant related to employee performance compared to organizational factors and psychological factors. The study also found that the reward system is an important factor in improving employee work motivation.

Q: What are the practical implications of this study?

A: The practical implications of this study are that it provides evidence-based recommendations for improving employee performance at the Health Facilities Security Center (BPFK). The study suggests that improving knowledge and skills through structured education and training, improving the reward system, enhancing leadership, providing facilities, and regularly monitoring and evaluating employee performance can improve employee performance and contribute to improving the quality of health services for the community.