THE IMPACT OF COMPETENCY AND WORK PLACEMENT ON EMPLOYEE PERFORMANCE AT THE TOURISM OFFICE OF SLEMAN REGENCY Septianisa

Increased competition motivates organizations to continue enhancing performance. Transferring and promoting employees is one measure that can be taken to enhance employee performance. The mutation is anticipated to serve as the appropriate link between employees and positions. The purpose of this study is to investigate the mechanism of employee placement and the requisite competencies at Sleman Regency Tourism Office, as well as the effect of competence and job placement on employee performance. This study employed diverse research methodologies (Mixed Method). The sample in this study were 59 civil servants, freelance daily workers, and freelancer workers at Sleman Regency Tourism Office which was determined by using the disproportionate stratified random sampling technique. The instrument utilized in this investigation is subjected to validity and reliability testing. Data collected using a questionnaire, interview, and documentation. The analysis was performed by data reduction, triangulation, drawing conclusions, multiple linear regression, and hypothesis testing. The study findings indicate that partial competence has a positive and significant impact on employee performance. The work environment has a significant and positive effect on employee performance. This is also supported by the findings of interviews, which indicate that the quality of employee performance will increase if the work placement is conducted properly and appropriately. This study demonstrates that both competence and work placement have a significant impact on performance. The R value for all Sleman Regency Tourism Office employees with a coefficient of determination is 0.500, or 50.0%.


INTRODUCTION
Performance improvement is the most important thing that employees and organizations always want.Organizations want optimal employee performance for the benefit of improving work results and organizational profits whereas, employees want self-development and job promotion.Efforts can meet these second expectations, so a good performance management system is also needed.The success of an organization is greatly influenced by the performance of its employees.In improving employee performance requires competence, job placement and adequate abilities.
The existence of competence is the ability to carry out or do work based on skills and knowledge and is supported by the work attitude demanded by the job (Wibowo, 2017).Therefore, competence has an influence on performance, besides that job placement also affects performance results.If the job placement process is not right, it will have an impact on the quality of employees.One of the efforts that can be made to improve employee performance is employee mutation and promotion.This termination policy can be seen from the quality, attitude, and ability of individuals as state apparatuses.
Competency is one of the keys to improving employee performance.According to Irfansyah (2019), competence has a very strong influence on employee performance.Competence stores certain goals and objectives to become encouragement, knowledge, nature, and skills so that employees quickly overcome work problems faced with a sense of calm, confidence, and view that work is an obligation and responsibility that must be done in the organization.Manapo, Dotulong, and Uhing (2022) in his research explained that the influence of competence, work involvement, and job placement on the performance of Civil Servants Supervisors at the Manado City Tourism Office shows that partial competence has a positive and significant effect on employee performance.
Individual employees have different potentials and abilities from other employees.This difference greatly affects the placement of employees in the right position and in accordance with qualifications possessed with job requirements, as well as the assignment of work to prospective employees to be carried out.The results of research conducted by Ngebu, Sintaasih, and Subudi (2018) show that placement has a positive and on their knowledge, skills, and attitudes in order to achieve maximum performance.According to Ardana (2012), job placement is a match or comparison between the significant effects on employee performance.
Employee performance that is not optimal and their lack of competence is a problem in an organization.This will hinder the achievement of standards and goals that have been set and will affect the quality of employee performance.Efforts that must be made by an organization to solve these problems are maximizing employee performance, especially those related to improving discipline.Employees like this are required to do tasks on time and within predetermined limits.According to Mangkunegara (2017),

PSYCHOSOPHIA
Journal of Psychology, Religion and Humanity performance is the result of work in quality and quantity achieved by an employee in carrying out his duties according to the responsibilities given.
The employee placement process must be in accordance with their fields to make it easier for employees to understand and know their duties so that they can achieve goals according to organizational standards.The ease of understanding tasks based on their abilities and knowledge certainly speeds up the process of completing work and can produce optimal employee performance.In research conducted by Pogoh, Mananeke, and Sendow, (2018) shows that competence and job placement have a significant influence on employee performance.
Based on news publications (Public Relations of the State Civil Service Agency, 2021), it is stated that the technical mechanism for submitting mutations, ranging from planning, or requirements for submitting mutations, to the limits of authority for mutation approval has been accommodated through the State Civil Service Agency Regulation Number 5 of 2019 concerning Procedures for Implementing Mutations.One type of mutation that is often done is the mutation of Civil Servants in one center or region.
Problems that often occur in an effort to achieve standards and achieve goals are the lack of optimal employee performance related to the completion of some work on time and according to the set targets as well as the lack of competent employees in technical activities due to improper job placement that affects the quality of employee performance.It still often happens in several agencies, one of which is in the Sleman Regency Tourism Office where the problems experienced by some employees related to the tasks given are not in accordance with the competencies possessed by employees so it affects the lack of maximum performance appraisal.
The area of Sleman Regency in the mutation mechanism system is determined to refer to existing regulations, but it turns out that there is still a lot of speculation, meaning that the termination tends to be based on family relationships and considerations Spoil System "like it or not" means that the mutation process cannot be carried out professionally in accordance with the established regulations.From the description above, the research focuses on competence and job placement on employee performance at the Sleman Regency Tourism Office.This study aims to explore the mechanism of employee placement and the competencies needed and to analyze the influence of competence and job placement on the performance of employees of the Sleman Regency Tourism Office.

Human Resource Management
According to Bratton & Gold (2022), Human resource management is a strategic approach to managing work and labor relations that underlines that utilizing community capabilities,

PSYCHOSOPHIA
Journal of Psychology, Religion and Humanity commitment and cooperation is a prerequisite for realizing desired goals.Achieved through a distinctive set of integrated employment practices and positive employment relationships, embedded in organizational, social, and ecological contexts.
Human Resource Management is an important thing and is related to the utilization of humans in carrying out an activity to reach the maximum level of effectiveness and efficiency in realizing the goals to be achieved in organizations and individuals.

Competence
Etymologically, competence is defined as a behavioral dimension of expertise and excellence, a leader or employee who has good skills, knowledge and behavior and in accordance with their respective circumstances.According to Wallo et al., (2020), competence development refers to the wide array of activities that can be used to increase competence levels among employees.Such activities include formal training and development activities.
Competence is the skills, knowledge and personality that must be possessed by each individual in carrying out tasks effectively and competencies possessed in accordance with their respective individual fields.

Work Placement
According to Mathis andJackson (2012, in Saleh, 2020) stated that job placement is placing a person's position into the right job position, how well an employee fits into his job will affect the number and quality of work.
The placement of these employees is an effort to channel the ability of human resources as well as possible.This is done by placing employees in a place or position that is appropriate and appropriate, and can increase the morale of the employees concerned, in other words placement can be interpreted as an effort to fill vacant positions carried out by using human resources from internal and external organizations.

Employee Performance
According to Purwanto et al., (2021), job performance has been an important issue in the study of organizational behavior.Other studies have explored some ancestry of job performance, including supervision, leader managerial style, and organizational commitment (Hung et al., 2022).
Performance is work results achieved by a person both in terms of quality and quantity in carrying out his work in accordance with the responsibilities given to employees.

Employee Placement System
Every placement plan should pay attention to the suitability aspect of a position seen from the quality of employees in achieving the level of effectiveness of organizational performance, so the employee placement process must be strictly in accordance with their qualifications.
Research conducted by Sila (2021) identified problems related to the Personnel Structure Analysis of the Enrekang City Sub District Office.The results of his research stated that an employee placement system can be said to be effective.When the foundation of education, work experience, and skills are in line with the plan executed.
Hadinata (2012) has also conducted another research entitled Analysis of Employee Assignment at the Indragiri Hilir Regency Government Office.The results explain why certain job placements continuously do not match the educational and professional backgrounds of workers.The existence of nepotism is PSYCHOSOPHIA Journal of Psychology, Religion and Humanity the cause of this problem because it makes the criteria considered ineffective.

The Effect of Competency on Employee Performance
One of the keys to increase employee productivity is developing their skill set.According to Salas et al., (2012), "The term competence development" encompasses a broad category of methods for enhancing workers' skill sets.Training and development programs fall within this category" (Wallo et al., 2020).
This research has been conducted before, especially by Manopo and Dotulong ( 2022) with the title The Effect of Competence, Availability, and Efficiency of Manpower in the Manado Tourism Office During the Covid-19 Pandemic.However, the result of the study shows that competence is a statistically significant and positively correlated factor in worker productivity.

The Effect of Placement on Employee Performance
Each employee has unique skills and abilities that contribute to the team as a whole.This difference greatly affects the correct and appropriate placement of employee positions following their knowledge, skills, and attitudes to achieve maximum performance.
Based on the opinion according to Ardana (2012), the assignment and qualifications for work are a series in the process of determining the placement of prospective employee positions.
Further research has been conducted by Ngebu et al., (2018) which examined the effect of employee competence and placement on satisfaction in Ngada's education, culture, youth, and sports departments.The results showed that placement had a positive and statistically significant effect on labor productivity.

The Effect of Competency and Job Placement on Employee Performance.
The efficiency of the company's employees is a good indicator of its success.Efforts to improve employee performance are one of the main goals of every organization in achieving its goals.The performance of employees is based on individual performance to be assessed based on predetermined criteria requirements.
A person's professional reputation can be improved by paying attention to the quality and quantity of his work in performing the task or work given (Mangkunegara, 2017).As for the definition of performance in international journals, if translated in Indonesian, the definition is job performance has become an important issue in the study of organizational behavior.Other studies have explored several breeds of job performance, including supervision, leader's managerial style, and organizational commitment (Hung et al., 2022).
Competence is very influential on the work results of employees.The productivity of an employee increases proportionally by attending various levels of training and competence at work or outside the workplace.Employees who have a professional spirit tend to have a high level of knowledge and skills and know how to use their potential and quickly understand what needs to be done.
The process of placing employees must be appropriate with their expertise to make it easier for employees to understand and know their duties so that they can easily achieve goals based on organizational standards.Completing work tasks based on skills and knowledge is one of the abilities for employees in producing more optimal performance.

METHOD
This research used a mixed method approach, which combined qualitative and quantitative techniques with an associative approach.In this study, competence and job placement as dependent variables and skill level or employee performance as independent variables.In this study were 59 the population consisted entirely of civil servants, freelance daily worker, freelancer workers at the Sleman Regency Tourism Office.Samples for this study were collected using the disproportionate stratified random sampling technique, and the number of participants surveyed was 51 people.
Researchers made the tools for collecting the data, and conducted validity and reliability test.Data collection using Likert scale questionnaire technique in the form of a checklist, with the choices strongly agree (5), agree (4), disagree less (3), disagree (2), strongly disagree (1), followed by interview and documentation method.
For validity test, all questions or variable indicators used are valid by having a calculated value greater than r table = 0.278.Reliability test found that all Cronbach's Alpha values had greater results when compared to the reliability measurement standard, which was 0.60.

RESULTS
Primary information was collected through the distribution of questionnaires at the Sleman Regency Tourism Office.The questionnaires distributed amounted to 51, then the questionnaires that did not return amounted to 1 and the questionnaires processed amounted to 50 from the questionnaires distributed for secondary data information obtained during a direct meeting interview with the Head of the General and Personnel Subdivision of the Sleman Regency Tourism Office.
The demographics of respondent participation are shown in the table below.Table 2 above shows that male respondents dominate more than women by 60%.Based on age, it shows that the age range that fills out the most questionnaires is between 51-60 years old as much as 36%.Furthermore, at the education level, it shows that most educated respondents are dominated by high school education as much as 32%.The table 6 shows, from the partial test (t-test) above, the results of testing the influence between each independent variable on the dependent variable are as follows:

Multiple Linear Analysis
1. Competency variable, tcount = 4.006 > ttable = 2.011 of significant p value = 0.000 < 0.05, then Ho is rejected, and Ha is accepted which means there is a significant influence between Competency on Employee Performance so that the hypothesis can be accepted or proven.2. Job Placement Variable, tcount = 4.240 > ttable = 2.011 of significant p value = 0.000 < 0.05, thus Ho is rejected, and Ha is accepted which means there is a significant influence between Job Placement on Employee Performance so that the hypothesis can be accepted or proven.Looking at the table 7, it can be seen that the Fcount value of 23.523 with a significant value of 0.000 in the Ftable with a confidence level of 0.95 and a significance of 0.05 with a Ftable value of 3.19, then obtained Fcount 23.523 > Ftable 3.19 with a significance of 0.000 < 0.05 which shows that the variables Competency (X1), Job Placement (X2) simultaneously affect Employee Performance (Y).

DISCUSSION
Based on the results of partial test research, it shows that Competency (X1) has a positive and significant influence on Employee Performance (Y) at the Sleman Regency Tourism Office.Based on the results t count = 4.006 > t table = 2.011.A significant value of 0.000 < 0.05, meaning that Ho is rejected, and Ha is accepted.Based on multiple linear regression values, it has a coefficient of 0.412.This proves that ability or competence has a positive influence on employee performance.It means that if the ability or competence of employees increases, then employee performance will also increase.So, competence has a significant influence on employee performance with a probability/significance value of 0.000 < 0.05.This is also supported by research conducted by A.M. Pogoh., L. Mananeke (2018), with the results of research that competence has a positive and significant influence on employee performance.In addition, B.Manopo., L.O.H.Dotulong (2022), also said that competence has a positive and significant effect on employee performance.
The partial test results show that Job Placement (X2) has a positive and significant influence on Employee Performance (Y) at the Sleman Regency Tourism Office, with the results of t count = 4,240 > t table = 2,011.Significant value = 0.000 < 0.05, thus Ho is rejected, and Ha is accepted.The result of multiple linear regression values has a coefficient of 0.500.It shows that the workplace has a significant influence on employee performance, with a probability value or significance level of 0.05 indicating that placement has a significant effect on employee performance.This is in line with the research of Ngebu et al., (2018), with the results of the study Employee placement had a positive and significant effect on employee performance.In addition, Swari, et al, (2020) with the results of their research showed that job placement had a positive and significant effect on employee performance at PT Kimia Farma Apotek Denpasar Business Unit.It shows that the design of the workplace environment has an effect in improving the performance of company employees.The next statement implies that if the placement rate increases, the level of worker achievement will also increase.This is further supported by the results of interview that show if the job placement is done appropriately and appropriately, the quality of employee performance will increase, of course, by looking at the skills and needs of each formation.
Simultaneously, the test results show that variable X1 and variable X2 have a significant influence on the results of work performance or variable Y at the Sleman Regency Tourism Office.Based on the results of Fcount 23.523 > Ftable 3.19 with sig.0.000 < 0.05, then Ho is rejected, and Ha is accepted.Then judging from the test results, the coefficient of determination together has an R value of 0.500 or 50.0%, meaning that it has a strong enough level of relationship.Based on the results of the simultaneous test (F Test) shows that variables X1, and X2 simultaneously affect variable Y, which is known to be Fcount 23.523 > Ftable 3.19 with sig.0.000 < 0.05.This is in line with research conducted by Manullang Kennedy, et al, (2020), the results of the study show that competence and job placement both partially and From incoming and outgoing mutation data obtained from Sleman Regency Tourism Office in December 2021, there were 2 candidates for Civil Servant mutation placed in the Secretariat of Finance, Planning and Evaluation and Human Resource Development and outgoing mutation/promotion for 1 person.In February 2022, there was a mutation of Civil Servant Candidates with the placement of 1 person in Tourism and Creative Economy Destination Development.Then in July 2022, the mutation data came out, and there was 1 person with a job placement in Temanggung.In October 2022, there was a mutation for 1 person with the job placement in Human Resource Development.
), have conducted research on the effect of competency level PSYCHOSOPHIA Journal of Psychology, Religion and Humanity and job placement of workers at TVRI North Sulawesi Station.Research findings show that employee competence and workplace environment have a significant influence on productivity.

Performance
this study are (a) Mixed Method oriented data reduction during the data collection process, (b) Triangulation with cross/intermediate types in the mixed method, (c).Draw conclusions about the analysis and verification activities in the mixed method, (d).Multiple linear regression, and (e).Test hypothesis consists of the Coefficient of determination test (R2), Partial Test (t Test), and Simultaneous Test (f Test).

Table 1 .
Reliability test results

Table 3 .
Multiple Linear Analysis ResultsAccording to the table 5, showing that the resulting R2 value is 0.500 or 50.0%, this figure explains that the performance of employees at the Sleman Regency Tourism Office is influenced by competence and job placement, while the remaining 50.0% is influenced by other variables that are not studied.