The study, published in 2026 in the International Journal of Sustainable Applied Sciences, examined how human resource management affects staff performance at PKMI-1 Medan, an educational institution in Medan, Indonesia. The findings are significant because employee productivity and service quality directly influence public trust, institutional reputation, and student enrollment.
Researchers found that stronger training programs, higher employee motivation, and improved work discipline collectively contributed to better staff performance. The study also revealed that these three factors explained 84.4 percent of the variation in employee performance at the institution.
Declining Student Enrollment Raised Concerns
The research emerged amid concerns over declining student enrollment at PKMI-1 Medan. Institutional data cited in the study showed that the number of students dropped from 754 in the 2021/2022 academic year to 465 in 2025/2026.
According to the researchers, declining employee performance was one of the factors contributing to reduced public confidence in the institution. Administrative delays, low productivity, lack of punctuality, and inconsistent workplace discipline were identified as recurring issues among staff members.
The study highlighted that educational quality depends not only on teachers but also on administrative employees, technicians, security personnel, janitors, and other support staff who help maintain effective academic operations.
In modern educational management, efficient administrative services and professional workplace behavior are increasingly seen as essential components of institutional competitiveness.
Research Involved All Employees at PKMI-1 Medan
The researchers used a quantitative approach involving all 30 employees at PKMI-1 Medan. Data were collected through questionnaires using a Likert-scale format to measure perceptions of training quality, motivation, discipline, and employee performance.
The responses were analyzed using multiple linear regression to determine how strongly each factor affected staff performance.
The results showed that all three variables had a positive and statistically significant impact on employee performance.
Key findings from the study include:
- Training had a positive coefficient value of 0.245
- Motivation showed a coefficient value of 0.215
- Work discipline recorded a coefficient value of 0.203
- The combined influence of the three variables reached 84.4 percent
The findings indicate that employee performance improves when institutions invest in professional development, workplace motivation, and organizational discipline simultaneously.
Motivation Became the Strongest Driver
Among the three factors, work motivation emerged as the most influential contributor to employee performance.
Employees who received recognition, appreciation, career opportunities, and supportive workplace relationships demonstrated higher enthusiasm and stronger work commitment. The study found that motivated employees were more likely to complete tasks efficiently and take greater responsibility in their roles.
The researchers connected these findings to Herzberg’s Motivation-Hygiene Theory, which emphasizes that recognition, achievement, and responsibility are major drivers of workplace performance.
The authors from Universitas Methodist Indonesia explained that motivation affects the emotional and psychological dimensions of employee behavior, making it a central factor in organizational productivity.
The study also noted that motivation does not always depend solely on salary increases. Recognition, professional appreciation, and opportunities for self-development can significantly improve employee morale.
Training Improved Technical and Professional Skills
Training programs also played an important role in improving employee performance at PKMI-1 Medan.
The institution provided training related to student services, school administration, and financial system management. According to the researchers, these programs helped employees improve technical competence, workplace efficiency, and professional attitudes.
Employees who understood operational procedures more clearly were better prepared to complete tasks productively and adapt to organizational changes.
The study emphasized that training should remain relevant to technological developments and institutional needs. Continuous evaluation of training materials was recommended to maintain effectiveness over time.
As paraphrased from the research findings, Yuli Tripasa Purba and colleagues stated that effective training not only strengthens technical skills but also builds professionalism and organizational responsibility among employees.
Discipline Remains Essential for Institutional Performance
Work discipline was another critical factor identified in the study.
Researchers observed that employee discipline at PKMI-1 Medan still required improvement, particularly regarding punctuality, attendance, and compliance with institutional regulations.
The study found that disciplined employees were more consistent in maintaining work quality and completing responsibilities on time. Institutional policies such as strict attendance systems, fixed working hours, and regular evaluations were considered important tools for strengthening discipline.
According to the researchers, organizations with stronger discipline tend to create more orderly and productive work environments.
The findings align with previous studies in Indonesia showing that workplace discipline significantly influences employee productivity in educational and corporate settings.
Implications for Education and Human Resource Management
The study offers broader implications for educational institutions, businesses, and public organizations seeking to improve workforce performance.
The findings suggest that employee productivity cannot rely solely on recruitment quality. Long-term investment in staff development, workplace motivation, and organizational culture is equally important.
For schools and universities, the research reinforces the idea that educational quality depends on the performance of all institutional employees, not only academic staff.
For human resource managers and policymakers, the study provides evidence that integrated employee development strategies can improve institutional effectiveness and public trust.
The researchers recommended that PKMI-1 Medan continue implementing regular training programs, maintain employee motivation through recognition and incentives, and enforce disciplinary policies consistently to strengthen workplace culture.
Author Profiles
Yuli Tripasa Purba is a researcher from Universitas Methodist Indonesia specializing in human resource management and organizational performance studies.
Anton A.P. Sinaga is a lecturer and academic researcher at Universitas Methodist Indonesia with expertise in organizational management and workforce development.
Thomas Sumarsan Goh is also affiliated with Universitas Methodist Indonesia and focuses on management studies, institutional effectiveness, and employee performance research.
Source
This article is based on the peer-reviewed journal study titled “The Effect of Training, Motivation and Work Discipline on Employee Performance at PKMI-1 Medan” published in the International Journal of Sustainable Applied Sciences, Vol. 4 No. 4, 2026.
Official DOI:
https://doi.org/10.59890/ijsas.v4i4.427
URL:
https://dmimultitechpublisher.my.id/index.php/ijsas
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