The Effect of Job Training and Career Development on Employee Performance in a Regional Public Drinking Water Company

Abstract

Employee performance is a crucial factor in determining organizational effectiveness, particularly in public service organizations that provide essential services to the community. One of the main challenges faced by public sector organizations is ensuring that employees possess adequate competencies and clear career pathways to perform their duties effectively. Job training and career development are therefore regarded as strategic instruments in human resource management to enhance employee performance. This study aims to examine the effect of job training and career development on employee performance in a regional public drinking water company. The research adopts a quantitative approach using multiple linear regression analysis. Data were collected through questionnaires and documentation involving employees of the organization. The findings indicate that job training and career development jointly have a significant influence on employee performance. Furthermore, each variable independently demonstrates a significant effect on improving employee performance. Job training contributes to enhancing employees’ knowledge, skills, and work attitudes, while career development provides motivation and clarity regarding career progression, which in turn encourages better work performance. Overall, the results suggest that strengthening job training programs and implementing systematic career development policies play a vital role in improving employee performance in public service organizations. These findings provide important implications for organizational management in designing effective human resource development strategies to support sustainable organizational performance.