THE TRAINING AND COMPETENCE EFFECT OF PT BATIK TRUSMI CIREBON’SEMPLOYEE PERFORMANCE

This study aims to determine the training and competence effect of PT. Batik Trusmi Cirebon’s employee performance; the research used quantitative research method. The total of 69 employees of PT. Batik Cirebon was used as population samples in this study, frequency distribution and multiple regression are used as statistical analysis. Based on the hypothesis test results, it is known that F_calculate > F_ (table) is 93.879> 2.17, so it can be concluded that there is a positive and significant influence between the training and competence to the employee performance. Based on the result of the correlation coefficient is known that the value of R is 0.860, which implies a very strong degree of closeness between training and performance competence. Based on the coefficient of determination known that the value of Adjusted R Square is 0.732, which means equal to 73.2% of training and competence affect on employee performance and the rest of 26.7% influenced by the other factors that are not examined in this study. Keyword: Training, Competence, Performance. PRELIMINARY The development of Small and Medium Industry (IKM) Cirebon’s Batik has increased very rapidly year to year. In 2012 there is 110 IKM batik in Cirebon regency, and in 2014 the number is increased significantly to 530 IKM batiks, (Disperindag Kabupaten Cirebon, 2014). Increasing the number of IKM batik in Cirebon has an impact on the high competition among fellow of IKM batik. Every IKM 346 batik must think of the survive ways in the increasingly fierce competition. PT. Batik Trusmi is the famous one of batik industry in Cirebon Regency. The emergence of new batik IKM in Cirebon will certainly have an impact on the existence of PT. Batik Trusmi. The company must encourage employees to get the high performance in order to maintain the competitive advantage of the company. Performance is the result of work in quality and quantity that achieved by an employee in performing its duties in accordance with the responsibility given to him, Mangkunegara (2013: 67). Many factors can affect the employee performance. Amin et al (2013), Athar et al (2013) and Rustiana (2010) show if the training is one of the factors that can affect the performance. Training is JAM


PRELIMINARY
The development of Small and Medium Industry (IKM) Cirebon's Batik has increased very rapidly year to year.In 2012 there is 110 IKM batik in Cirebon regency, and in 2014 the number is increased significantly to 530 IKM batiks, (Disperindag Kabupaten Cirebon, 2014).
Increasing the number of IKM batik in Cirebon has an impact on the high competition among fellow of IKM batik.Every IKM batik must think of the survive ways in the increasingly fierce competition.PT.Batik Trusmi is the famous one of batik industry in Cirebon Regency.The emergence of new batik IKM in Cirebon will certainly have an impact on the existence of PT.Batik Trusmi.
The company must encourage employees to get the high performance in order to maintain the competitive advantage of the company.Performance is the result of work in quality and quantity that achieved by an employee in performing its duties in accordance with the responsibility given to him, Mangkunegara (2013: 67).
Many factors can affect the employee performance.Amin et al (2013), Athar et al (2013) and Rustiana (2010) show if the training is one of the factors that can affect the performance.Training is The Training and Competence Effect of PT Batik Trusmi Cirebon'Semployee Performance

THEORETICAL REVIEW Training
According to Rivai and Sagala (2014: 164).Training is defined as the systematical process to change the employee's behavior in order to achieve organizational goals.Training deals with the skills and abilities of employees to carry out the current work.Training can also be interpreted as a shortterm educational process utilizing systematic and organized procedures, in which non-managerial personnel learns skills and technical knowledge for a particular purpose, (Sikula in Sedarmayanti, 2016: 188).Gintings (2011: 11) suggests that there are two benefits of training activities: 1) Increased performance of employees or personnel concerned.2) Increased productivity of the company or organization where the training participants come from.
In order for training activities to run optimally, there are several factors that must be considered to support the success of the training are: 1) The ability and preference of training instructors.The selected trainers must have sufficient qualifications according to their field, competent and experienced.2) Required program material.The program material is compiled from the estimation of training needs and objectives, needs in the form of special.3) Principles of learning that method is a guide where the learning process will be more effective if the method of training is tailored to the learning participants attitude.4) Provisions and conformity of facilities.The company provides facilities according to the needs and number of trainees.5) Ability and preferences of trainees.The training participants should be selected based on certain requirements, in addition, the trainees must have high spirits (Rivai and Sagala, 2014: 173).
a learning process to master the new skills, knowledge, and attitudes to prepare someone to be able to carry out the work that is currently his responsibility or which will be his later responsibility as part of the development of the individual or organization in which he works (Nedler in Gintings, 2011).
The effective training and development programs can improve the employee performance.Training can bridge the gap between current performance and expected performance standards.Training programs are not only developed employees but also help companies to empower human resources as well as possible to support competitive advantage.(Elnaga and Imran, 2013).Shen and Derby (2006) in his research show that employee training and development has become an important issue in increasing work productivity in Chinese Multinational Enterprises.A competence is another factor that can affect the employee performance.The research of Rizal et al (2013), Abbaszadeh et al (2012) and Yunus (2009) showed if competence has positively and significantly influenced the performance.According to Boyatzis (in Thoha and Hutapea, 2008: 4), competence is the capacity that exists in a person who can make the person able to fulfill what is required by the work in an organization with the result that the organization is able to achieve the expected results.
The importance of employee competence in improving the performance is also expressed by Taylor (2007), which states that one of the efforts for the company to grow and develop, it is necessary to improve the effective competitiveness through the preparation of human resources in accordance with the standard of competence hinted, because the competence difference will cause a difference in performance.PT Batik Trusmi as one of the market leader of Cirebon's batik industry must improve the employee performance through the training program and improvement of employee competency continuously, in order to survive in the increasingly fierce business competition.Based on that, the authors are interested in researching the effect of training and competence on employee performance at PT. Batik Trusmi Cirebon.

Competence
The concept of competence was first introduced by David McClelland in 1973 (Rivai and Sagala, 2014: 303).Today there are many experts who discuss this concept, one of which is Spencer and Spencer (1993: 9) that defines competence as a character of attitude and behavior, or a relatively stable individual ability when dealing with workplace situations formed from the synergy between character, self-concept, internal motivation, and the capacity of contextual knowledge.Wibowo (2007: 86) said that competence is an ability to perform or to do the job or tasks based on skills and knowledge and supported by the work attitude that demanded by the job itself.This is in accordance with Schuller's opinion (in Abbaszadeh, 2012) which defines competence as any knowledge, abilities and other characteristics that needed by the person to perform the job effectively.
There are three indicators that can be used to measure one's competence: 1) Knowledge is the information that owned by an employee to carry out their duties and responsibilities in accordance with the field that they do (particularistic).2) Skill is an effort to carry out duties and responsibilities that the company provides to an employee with good and maximum.3) Attitude is an employee's behavior patterns in carrying out its duties and responsibilities in accordance with company regulations (Hutapea and Thoha, 2008: 28).

Performance
Performance is the result of work achieved by someone based on the job conditional or job requirement (Bangun, 2012: 231).Performance can also be interpreted as what is done and what is not done by employees (Mathis and Jackson, 2006: 378).In essence, the performance talks about how to do something and what has been done is not what has been discussed (Stuart and Kotze, 2009).Mathis and Jackson (2006: 376), suggested that there are 5 criteria that can be used to measure a person's performance: 1) the quality of the results 2) the quantity of the results 3) the timeliness of the results 4) the presence 5) teamwork ability While Mangkunegera (2013: 75), argued that to measure the person performance can be done by looking at: 1) quality of work 2) quantity of work 3) can not be relied upon 4) attitude

Framework
Based on the theoretical study of training, competence, and performance, the authors formulated the research framework as follows:

Hypothesis
Based on the framework, the authors formulate the hypothesis in this study as follows: Ho: There is no positive and significant influence between training and competence to the performance.Ha: There is a positive and significant influence between training and competence to the performance.
The Training and Competence Effect of PT Batik Trusmi Cirebon'Semployee Performance Based on the above calculation, it can be concluded that the number of samples in this study as many as 69 people.

Resources and Data Collection Techniques
Data collection techniques used by researchers are questionnaires and interviews.Questionnaires were done by spreading the questionnaire to the respondents ie; PT.Batik Trusmi employees while the interview was conducted with Mr. Ali Yasin as the HRD manager of PT.Batik Trusmi, Cirebon.

Statistic analysis
Using descriptive statistical analysis;is the analysis of frequency distribution and inferential statistic that is double linear regression analysis.Furthermore, the authors perform the F test, to test the hypothesis of this study.

RESEARCH RESULT Respondents Characteristics
To know the respondent's description in this study, the authors have made the characteristics breakdown of the respondents in the following  Based on the table above we can know that female is the respondent's majority with a number to 65%.The majority of respondents aged 25-35 years or 72%.The respondent's majority with high school education level reached to 70%.Based on the employment, the majority of respondents have a working period of 1-5 years.

Descriptive Statistics
1.The analysis results of frequency distribution of training variables.
To find out the respondent perception of the training variables, the authors have made the results of frequency distribution analysis in the following table :

The Training and Competence Effect of PT Batik Trusmi Cirebon'Semployee Performance
Based on the frequency distribution analysis of training variables, we get a picture if the training quality based on the respondent's perception is categorized in the medium or average category.It can be concluded based on the average value of the training variable's frequency distribution of 2.94 and is in the medium category (2.60-3.39).The highest scoring indicator is found in the 5th statement that "the quality of training means is adequate", while the scoring indicator that gets the lowest score is the 8th statement that is "the material according to the needs of the participants" and the 16th statement is "the trainer is the person who should have followed the training activities".

The analysis result of the frequency distribution of competence variables.
To know the respondents' description perceptions of the competence variables, the authors have made the analysis results of the frequency distribution of competence variables in the following table: Based on the results of frequency distribution analysis of performance variables, obtained an illustration that the level of employee performance based on perceptions of respondents is categorized in the medium or average category.
It can be concluded based on the average value of the training variable's frequency distribution of 2.95 and is in the medium category (2.60-3.39).The highest scoring indicator is in the 8th statement, "I am always present to the office outside of office hours when assigned (overtime and others)",while the lowest scoring indicator is in the 5th statement, "I can do the job on time".

Inferential Statistics 1. The results of regression equation of training and competence on performance
To know the prediction how the state (ups and downs) of the dependent variableis a performance when two independent variables of training and competence as predictor factors are manipulated (ups and downs) in value,the authors have done the analysis of multiple regression equations as follows: To determine the closeness degree of the relationship and the magnitude of the training impact and the competence on performance, then can be done by using the correlation calculation of coefficient and determination coefficient in the following table:  Based on the above table can be seen that the value of R of 0.860, its means the closeness degree of the relationship between training and competence to the employee performance is very strong category.Thus, it can be concluded if there is a very strong relationship between training and competence on employee performance.From the table above can be seen if the magnitude of Adjusted R Square is 0.732.The number shows the training influence and competence on employee performance variable of 73.2%.

Hypothesis test results of the training influence and competence to the performance
To find out the results of hypothesis testing research, the authors perform hypothesis testing using the F test, the following test results F by using software SPSS 16: Based on the above table can be seen that the value of F arithmetic amounted to 93.879, while the value of F table of 2.17.If the value of F arithmetic greater than the value of F table, then it can be said the test results are significant.This is evidenced by the value F_calculate>F_ (table) is The Training and Competence Effect of PT Batik Trusmi Cirebon'Semployee Performance 93.879 > 2.17.It shows the training and competence together have a positive and significant impact on employee performance.

DISCUSSION
Based on the results of hypothesis testing is known that training and competence have a positive and significant influence on performance, it has the meaning if the higher quality of the training and the higher the employee's competence will have an impact on the higher performance of employees.The simultaneously training and competence have an effect of 73.2% on employee performance, Besides the closeness degree of the training relationship variables and competence to the performance is a very strong category.This study results reinforce the results of previous research that conducted by Amin et al (2013), Athar et al (2013) and Rustiana (2010) which shows there is a training effect on employee performance.The training and development programs have an impact on employee efficiency (Amin, 2013), and Athar et al (2013) also found the same thing that training had an impact on employee performance improvement in the banking industry in Karachi Pakistan.Rustiana research results (2010) showed that training significantly affects the changes of employee behavior, that will ultimately improve the employee performance.
This study results also corroborate to the results of previous research that conducted by Rizal et al (2013), Abbaszadeh et al (2012) and Yunus (2009) on the competence influence to the employee performance.The results of Rizal et al ( 2013) is showed that competence has a positive influence on the individual's performance in the Agroindustri Go Public company.Abbaszadeh et al (2012) in his research results concluded that the increased of managers competence can improve the employee performance or productivity.And the results of Yunus research (2009) which states that the higher level of employee competence, then the performance of employees will increase.Then with the increasing of employees competence, it will have an impact on organizational performance (Zaim et al, 2013).

CONCLUSION
Based on the research results and discussion, it can be concluded that the training and competence have a positive and significant impact on employee performance.The higher of the training quality and the higher of the employee competency, it will impact the increasing employee performance.This study supports the theory and previous research result which shows if the factors that can affect the employee performance is the training and employees competence.

MANAGERIAL IMPLICATIONS
Based on the conclusion is known that the training and competence have a positive and significant influence on the performance,Then the management is expected to: 1) Continue to improve the training quality, especially in terms of the suitability of training materials to the needs of participants,as well as the suitability of participants with training activities.2) Encourage the improvement of employee competence, especially in terms of increasing employee insight, 3) Improve the employee performance especially in terms of timeliness in doing the job.

Table 2 Respondent Characteristics
Source: Results of data processing, 2016

Table 4 The Analysis Results of Frequency Distribution of Competency Variables
Source: Results of data processing, 2016