Workability Mediates Job Training on Employee Performance (Empiric Study of PT RKN Forge Indonesia, Karawang District)

Employee performance is influenced by several things, including the incompetence of employees, which certainly hurts the company. Company efforts in improving performance can be made with job training. This research was conducted to see and determine the effect of job training on work performance which is mediated by the workability of employees.Data analysis used path analysis for verification tests and scale-range analysis to test descriptively, describe all exogenous and endogenous variables and verify hypotheses and the extent of their effects. The sample of respondents in this study is saturated, taking all 77 employees as respondents. This study uses Statistical Product and Service Solutions using path analysis. The test results that have been carried out prove that employee performance and abilities are in the excellent category and job training is in the category according to needs. Meanwhile, employee performance is influenced by training either directly or indirectly by mediating workability. Thus, proper job training will improve workability so that it has a good effect on employee performance.


INTRODUCTION
Many companies lose their business and even close or go bankrupt caused of competition or intense competition. Competition in the business world is increasingly felt because of the free market. For a company to be competitive, it needs to improve in several ways. The most significant update is in human resources. The central spear in running a business in a company is quality human resources (Rismayadi, 2014).
Employees' training, maintenance and career development determine the quality of human resources that can compete. Every company hopes that the training that has been carried out will bring satisfactory results, but some employees still make products that need to be revised (Reject) (Suherman, 2019). Companies engaged in manufacturing through forging or forging as a production process are PT. RKN FORGE Indonesia. The goods produced are safety parts & non-safety parts for cars, buses and trucks. The number of employees, 77 (as of Dec 2022), was founded in March 2012. In the production process, there are rejected goods. Rejected goods occur due to several factors, including machinery and labour, due to the need to understand operational work standards (SOP).
The results of PT.RKN FORGE's report data for the production process do not match the Reject target from management, which is 0.8% every month. In completing the tasks demanded by the company, workability is needed.
Sumber : PT. RKN Forge Indonesia, 2022 Figure 1. Goods NG PT. RKN FORGE Indonesia Based on Figure 1, it can be seen that rejected or NG goods have increased from 2017 to 2022. In August 2022, the NG ratio was very high, namely 2.55%. The results of an interview conducted on October 18 2022, with one of the production employees gave answers related to the causes of Reject goods, including machines and production process errors carried out by employees. The report results in Figure 1.1 show that the target or standard of 0.8% NG or rejected goods has never been realized.
At PT RKN FORGE Indonesia, training has been provided to all employees according to the needs of their respective fields. The results of an interview conducted on October JENIUS 596 18, 2022, with one of the production employees, for NG goods are suspected to be due to a lack of employee work ability. PT. RKN FORGE Indonesia.
One way to improve employee work skills is to prepare training. By holding the training, all employees will become experienced, functional, and able to carry out their duties properly. Training conducted for employees is a way of transferring skills and experience so that employees become superior employees and can complete the burdens and responsibilities given. Holding training aims to improve work excellence, performance, and work skills.
This research is based on the findings in previous research, and the researcher found that there were research results that created gaps in the research (research gap) where the results of previous studies could have been more consistent. According to (Sumardana, 2022), training substantially affects the performance of Ubud Hotel The Royal Pita Maha Bali employees. Meanwhile, according to (Tanjung, 2020) Partially, training has little impact on employee performance. This study aims to determine the impact of job training on performance mediated by work skills at PT.RKN FORGE, Karawang Regency

LITERATURE REVIEW 1. WORK TRAINING
According to (Kasmir, 2016), training is a technique for employees to increase their knowledge, abilities, insights, and personality. Training will make employee behaviour on organizational expectations, such as the level of insight, ability and expertise following their respective fields of work.
According to (Wibowo, 2019), training is a variety of individual activities to broaden skills and insights in a structured way to become competent employees in their fields. Training is a maintenance technique that empowers employees to work according to regulations.
According to (Mangkunegara, 2017) Training is a short learning method that applies planned and orderly provisions where employees deepen insights and skills for specific targets.
Based on Nitisemito (Ratnasari, 2013.) Thoha (2014, p. 154) argues that "ability is a condition that shows part of the skills that have to do with knowledge and skills that can be obtained from learning, training or training and insight.

WORKABILITY
According to Wursanto (2013), skill (ability) is individual skills (skills, competencies) when solving a problem. Individuals who are not competent in solving a problem are not competent in finding out the problem that is happening. A lack of expertise will make the individual incompetent.
According to Kasmir (2016), workability is individual expertise in handling a job. They are included in training and previous work experience. (Nurhaedah et al.,, 2018) Argues that work skills refer to several indicators, including: a. Intellectual ability is the mental ability to think based on knowledge b. Physical ability: physical expertise in individuals to support physical work. c. Emotional ability: the ability to manage and familiarize yourself with job changes and deal with stress at work.
Definition Workability is individuals' skills, talents, and work abilities. This ability is obtained from job training to solve or overcome work problems and is expected to improve performance.

PERFORMANCE
According to (Jufrizen, 2018), performance is the result of individual work that is realized according to their field in the company's nature in a tangible and measurable form.
According to (Mangkunegara, 2017), performance is excellent, and the amount of capacity achieved by individuals follows the commitments the company targets.
According to (Sudaryo, et.al, 2018), performance is the most crucial effort in achieving a goal. The maximum achievement of goals results from good group or individual work. Conversely, failure to acquire or achieve predetermined goals is also the result of a group or individual performance that could be more optimal.
There are five performance measurements including (Bangun, 2012): a. Quantity of work, the indicator shows the amount of work done by individuals or groups as a standard of work requirements. b. Teamwork skills, some jobs require teamwork. c. Attendance is the type of work that requires the arrival of employees according to the time applied in the company. d. Timeliness, several other types of work depending on the timeliness of the previous job. Based on this understanding of performance, it can be synthesized that performance results from individual and organizational work completing work according to the quantity and quality targets set.

RESEARCH METHODOLOGY
This study uses a quantitative verification descriptive research method. Primary data in the form of observations, interviews, questionnaires and secondary data is a data collection technique in this study. According to Arikunto (2012, p. 104), the sample can be taken as a whole if the total population is less than 100 using a saturated sample. So this study took all employees, totalling 77 employees at PT. RKN FORGE Indonesia because the number is less than 100. The error rate is 5% using the Slovin formula.
This study describes descriptive verification using path analysis. In this study, to verify or test the effect of the direct and indirect relationship between variable X (training) on endogenous variables (performance Meanwhile, the highest score is 350, which indicates the trainer's ability to follow the field.

b. Work Ability Descriptive Analysis
The following results are descriptions based on answers to work skills from the results of the questionnaire data Source: Data Processing 2023 In the table above, all indicators for job training in the agreed category can be seen for the average category value of 328 on the agreed scale. Agree, which means that workability is good, but there is still the lowest score at 303, which indicates employee initiative. While the highest score is 344, which is an indicator of understanding operational standards.

c. Employee Performance Descriptive Analysis
The following results are description descriptions based on answers to performance from the results of the questionnaire data table as follows: In table three, all performance indicators are in the agreed category; this can be seen in the average value, which shows a value of 333 on a predetermined scale. This value explains that the employee's performance is good, but there is a lowest score of 322 which is an indicator of timely completion of work. Then the highest score is at a score of 342, which indicates working with a team and employees come with the time that is applied.

Verification Analysis
This study uses verification analysis with path analysis. (path analysis).

a. Validitas & Reabilitas Test
Data validity for each variable can be seen in the Kaiser Meyer Olkin (KMO) value. If the number is more than 0.5, then the data is correct. Following are the results of testing the validity and reliability of each variable:    Regarding the partial effect of job training on work skills, it can be seen in the following