The Effect of Education and Training on Employee Performance at PT. PERTAMINA (persero)

The research objective was to find out to what extent the effect of education and training on employee performance at PT. PERTAMINA (persero) Fuel Oil Terminal of Gorontalo. The data collection was performed by distributing a questionnaire to respondents who have met the standard of the determined sample hence the research data were classified as primary data. The research samples were 30 people. The data were obtained from observation, interview, questionnaire, and documentation. Then, the data analysis used simple linear regression through the assistance of SPSS version 22 program. The findings of research showed that the value of determination coefficient R2 was 0,314 and it signified that 31,4% of employee performance at PT. PERTAMINA (persero) Fuel Oil Terminal of Gorontalo was affected by Education and Training program conducted by the company. Meanwhile, the rest employee performance for 68,6% was probably affected by other variables such as the compensation system, work culture, performance assessment, and others. This meant that a better Education and Training program conducted by the company would improve employee and company performance.


Human
resources are the companies' most important assets because of their role as subjects of the implementation of company policies and operational activities. Resources owned by companies such as capital, methods, and machinery cannot provide optimum results if they are not supported by human resources who have optimum performance. Therefore, companies need highperforming employees.
The human factor is prominent for a company considering the competition with one to another company increasingly competitive; this requires a company to work more effectively, productively, and efficiently. The level of competition will make a company able to maintain its survival by giving attention to aspects of human resources in the company because human beings are the focal point for achieving a goal.

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The quality of human resources is determined by the extent to which the system in the field of human resources is able to support and satisfy the desires of both employees and companies. The development of human resources shows a deliberate effort with the aim of changing or increasing the capabilities of the human resources themselves. The enhancement of knowledge, skills, changes in attitude, behavior, and performance deficiencies correction is needed to improve performance and productivity through education and training from the leader or the company. Education and training will provide opportunities for employees to develop new skills and abilities to work so that what is known and mastered now and in the future can help employees understand what is actually done and why it must be done, providing opportunities to add knowledge and expertise. Assessment of the implementation of work carried out by employees or often referred to as performance appraisal, or performance appraisal is also absolutely necessary to see the extent of the success of education and training to these employees. This employee performance appraisal system is the work of employees within the scope of their responsibilities.
The company encounters changes along with the times, changes in the environment, and increasingly high demands. The company is faced with situations and conditions that demand quality human resources, so the company will continue to strive to achieve the goals set in advance. One of the most important things to achieve success in a company's activities does not depend on technology, planning, facilities, and infrastructure, but the important thing is the existence of quality human resources so that it can produce good performance in accordance with the desired goals of the company. This is in line with the concepts proposed by Amstrong and Baron that performance is the result of work that has a strong relationship with the organization's strategic objectives, customer satisfaction and economic contribution (in Fahmi 2014: 128) The development of an integrated education and training system in relation to efforts to develop general human resources and the development of special employment is indeed a necessity and an increasingly felt need. In fact, although it seems that people are increasingly difficult to manage at present, withdrawal problems, selection, development, and utilization of human resources have been around for thousands of years. These activities are the main part of the work of every manager, managing people who are the basic elements of all organizations, not all abilities needed by the world of work can be obtained from formal schools, this is because the required skills (skills) are needed more specific and focus on what will be assigned, the concept of integrated education and training systems needs to be prioritized for development, with a number of conditions that exist especially in the context of human resource development. The needs are very pronounced, for example job creation, unemployment reduction, human resource development, which in turn requires independent professionals and a high and productive work ethic. This is in line with the concept put forward by Priansa (2017:  From the results of initial observations and interviews at PT. Pertamina (Persero) Gorontalo Fuel Oil Terminal, there are still employees who do not understand work in several fields such as quality & quantity because there are still employees who do not understand work in the field of quality & quantity whose job is to inspect every fuel product that will be received or which will be distributed due to most employees who are appointed do not understand the standards of BBM products to be accepted and which will be distributed. There are still work accidents caused by employees who do not understand and implement the standard operating procedures, there is still a lack of ability of employees to use more modern information technology equipment, there are still fewer employees to carry out the provisions of the rules in doing work on the Sales services & General Affair who served as sales and administrative services. Based on the existing background, researchers need to raise the title "The Effect of Education and Training on Employee Performance at PT. Pertamina (Persero) Gorontalo Fuel Oil Terminal."

METHOD
This study employed a quantitative method. The design basically describes the procedures that allow researchers to test the researcher's hypothesis, to be able to reach valid conclusions about the influence or interrelationships between independent variables with the dependent variable in the study. The population in this study were all employees at PT. Pertamina (Persero) Gorontalo Fuel Oil Terminal totaling 102 employees. Variable regression value of X or Education and Training programmed by PT. PERTAMINA (Persero) Gorontalo Fuel Oil Terminal is 0.561 points / unit, which explains that if there is an addition of 1 unit/point from the implementation of Education and Training by employees, such as "Risk and Safety Training is carried out routinely every year, and education and training programs are required to be followed by all employees ", it will add value employee performance at PT. PERTAMINA (Persero) Gorontalo Fuel Oil Terminal, which previously was 24,322 and will increase by 0.561 points.

Hypothesis Test / t-Test (partial)
To find the value of t table, it depends on the amount of df (degree of freedom) and the level of significance used. By using a significance level of 5% and a df value of n-k-1 = 30-1-1 = 28 ttable value of 1.701 was obtained. Based on these references, the test is based on the results of t count of each independent variable on t table. As the SPSS output display in table 4.9, the t-value obtained for the Education and Training variable is 3.576 with a significance value of 0.001. Based on this, it can be concluded that the calculated t value is greater than the t table value (3.576> 1.701). And the significance value (0.001) is lower than the alpha probability value (0.05). From these explanations, it can be concluded that the research hypothesis was accepted or H0 was rejected and Ha was accepted or explained that partially or individually the variable Education and Training conducted by PT. PERTAMINA (Persero) Gorontalo Fuel Oil Terminal has a positive and significant influence on employee work performance.