International Journal Of Artificial Intelegence Research ISSN: 2579-7298

Vol 6, No 1.1, June 2022

Information On Workload, Recruitment, Selection and Their

Effects on Employee Performance PT. Harvest Engineering
Solutions

Diena Dwidienawati a,1*, Resista Vikaliana b,2

a
Business Management Program, BINUS Business School Undergraduate Program, Bina Nusantara University , b Logistic Engineering
Departement, Faculty of Industrial Technology, Universitas Pertamina, c Management Logistic Institut STIAMI
1
diena.t@binus.edu, 2 resista.vikaliana@universitaspertamina.ac.id, 3 erichermawan493@gmail.com
* corresponding author

ARTICLE INFO ABSTRACT

Article history: This paper discusses the effect of the independent variables of workload,
Received 31 Apr 2022 recruitment, and selection on the performance of employees of PT. Panen
Revised 6 May 2022 Solusi Engineering either separately or jointly. The method used is the
Accepted 13 June 2022 associative linear regression method using a full sample of 85 people. Based
on the opinion of previous researchers who stated that recruitment and
selection had a positive effect on employee performance. While the workload
has a negative effect. By combining these positive and negative influences, it
will provide an overview of the effect of workload, recruitment, and selection
on the performance of PT. Panen Solusi Engineering. Determination of simple
linear regression and multiple linear regression was carried out after testing
the validity, reliability, normality, multicollinearity and heteroscedasticity. The
significance test for simple regression was carried out by t-test by comparing
Keywords: tcount and ttable. Meanwhile, the significance test for multiple regression was
Workload, performed using the F-test, by comparing Fcount and Ftable. The results
Recruitment, obtained for the effect of workload on the performance of employees of PT.
Selection, Panen Solusi Engineering is negative and significant because tcount <- ttable.(
Performance
-10,767<-2,372) Meanwhile, the effect of recruitment and selection partially
on the performance of PT. Panen Solusi Engineering is positive and
significant because tcount > ttable. (8,670 and 6,451 > 2,372). The effect in
percent (%) for workload, recruitment and selection (X2) separately is 58.3%.,
47.5%. and 33.4%. Meanwhile, the total influence in % is 62.7%.
Copyright © 2023 International Journal of Artificial Intelegence Research.
All rights reserved.

I. Introduction
Based on previous research Eric Hermawan (2022) found that workload has a significant and
negative effect on the performance of employees of PT. Sakti Mobile Jakarta. Eric Hermawan (2022)
obtains free recruitment and selection which has a significant and positive effect on the performance
of employees of PT. Harvest Engineering Solutions.
Based on the two findings above, the researcher intends to determine the effect of workload,
recruitment and selection to combine the two findings and to determine the extent to which the
positive and negative influences play a role in PT. Harvest Engineering Solutions. Workload which is
defined as the pressure felt by an employee in completing his work tasks. Workload is something that
is very closely related to a job, where the individual gives an assessment of a number of task demands
or activities that require mental and physical activity that he must complete in a certain time, whether
it has been done or not. This is due to the development of information, communication and
transportation technology causing enormous changes in the business world. Therefore, the company
prioritizes recruitment and selection so that PT. Panen Solusi Engineering managed to dominate the
market well, as a comparison it took the negative influence of workload.

DOI: https://doi.org/10.29099/ijair.v6i1.1.739 W : http://ijair.id | E : info@ijair.id

 International Journal Of Artificial Intelegence Research ISSN: 2579-7298
Vol 6, No 1.1, June 2022

[9] states that recruitment is defined as a process to get prospective employees who have abilities
that match the qualifications and needs of a company. [13] stated that recruitment is a process of
obtaining a number of quality human resources (employees) to occupy a position or job in a company.
While selection is a series of activities carried out to decide whether an applicant is accepted or
rejected, in a particular agency after undergoing a series of tests carried out. Based on the opinion
above, the recruitment and selection variables cannot be denied that they have a positive effect on
employee performance and the influence in percent is around 40-50%. With the workload that has a
negative effect, there will be interactions between the independent variables.
Based on the above, the authors intend to examine the effect of the three independent variables,
namely workload, recruitment and selection on the performance of employees of PT. Harvest
Engineering Solutions either partially or simultaneously. This research is expected to provide an
overview of how the interaction between negative and positive influences plays a role in the
performance of employees of PT. Harvest Engineering Solutions.
Thr problem formulation are : 1) Does the workload affect the performance of employees of PT.
Harvest Engineering Solutions ? 2) Does recruitment affect the performance of employees of PT.
Harvest Engineering Solutions ? 3) Does the selection affect the performance of employees of PT.
Harvest Engineering Solutions ? 4) Does the workload, recruitment and selection simultaneously
affect the performance of employees of PT. Harvest Engineering Solutions ? 5) Can the workload,
recruitment and selection increase the performance of PT. Harvest Engineering Solutions ?
Performance. In general, performance is the result of work in quality and quantity that can be
achieved by an employee in carrying out his main duties and functions as an employee in accordance
with the responsibilities assigned or given to him. A person's performance in an organization will be
influenced by several factors. In general, the following are the factors that affect performance: 1)
Personal/Invidual Factors, namely factors from within a person that affect his performance, including:
knowledge, skills (skills), ability, confidence, motivation, and commitment. 2) Leadership Factor,
namely the support factor given by superiors to someone, including: encouragement, motivation, and
direction. 3) Team factor, namely the support factor given by colleagues to someone, including: trust
in fellow team members, the cohesiveness of team members. 4) System factors, namely factors
originating from the organization where a person works, including: work culture, work systems, work
facilities, and others. 5) Contextual (Situational) Factors, namely factors originating from a person's
internal and external environment, including: family environment, work environment, work pressure,
and others.
The dimensions and performance indicators used by the author are taken from Anwar Prabu
Mangkunegara in [5], namely: 1) Quality is something that is related to the work process to work
results that can be measured by the level of efficiency and effectiveness of a person in doing a job that
is supported by other resources. The indicators are: neatness, accuracy and reliability. 2) Work
quantity, quantity, namely the unit amount or maximum limit that must be achieved by workers with
the time determined by the company leadership. The indicators of quantity are: timeliness, work
results and job satisfaction. 3) Cooperation, cooperation is the attitude and behavior of every
employee who establishes a cooperative relationship with leaders or colleagues to complete work
together. The indicators of cooperation are: cooperation and cohesiveness. 4) Responsibility,
responsibility is something related to the results of work that has been completed which must be
accounted for by employees if there is still work that has not met the expectations of the leadership.
The indicators of responsibility are: a. sense of responsibility in making decisions b. utilizing facilities
and infrastructure. 5) Initiative, initiative is any form of movement from within the members to do
work and overcome problems. The indicators of initiative are a. independence b. ability to work.
Workload. The definition of workload is the demands of tasks given to employees that must be
completed within a certain period of time. If a worker is able to complete and adapt to a given number
of tasks, then this does not become a workload. However, if the worker is not successful then the tasks
and activities become a workload. Mudayana in [4] states that workload is something that arises from
the interaction between task demands, work environment, skills, behavior, and perceptions of workers
[7] says that one indicator of workload is The work environment is something that exists around the
workers and influences them in carrying out their duties. [16] stated that workload has a negative and
significant effect on employee performance at PT. Asuransi Jiwasraya Manado City Branch, this
explains that if the workload increases it will reduce the potential for employee performance.

Diena Dwidienawati et al (Information On Workload, Recruitment, Selection and Their Effects on

Employee Performance PT. Harvest Engineering Solutions)
ISSN: 2579-7298 International Journal Of Artificial Intelegence Research
Vol 6, No 1.1, June 2022

Dimensions and workload indicators according to [15] state that the workload variable has 4 (four)
dimensions, namely: 1) Irregularity has 4 (four) indicators, namely: Change of job; Role is not clear;
Policy differences; Conflict between employees. 2) Disliking overtime has 3 (three) indicators,
namely: The number of orders; Expiration of the order; confused. 3) Work acceleration has 5 (five)
indicators, namely: Time constraints; The amount of work; Company demands; Lack of employees;
Number of orders. 4) Too many tasks have 3 (three) indicators, namely: Overwork; Time constraints;
Lack of employee skills. Workload is something that is very closely related to a job that requires
mental and physical activity that must be completed within a certain time, whether it has been done or
not. positive or negative impact on their work. Workload is positively related to work stress and
inversely related to employee performance. [3] states: Workload is a number of activities that must be
completed by an organizational unit or position holder systematically by using job analysis
techniques, other workload analysis techniques within a certain period of time to obtain information
about the efficiency and effectiveness of an organizational unit. Meshkati in [19] states that: Workload
can be defined as a difference between the capacity or ability of workers and the demands of the work
that must be faced.
Recruitment. The recruitment process can be done in various ways, namely: 1) Direct
Applicants are often known as "applications at the gate" meaning that job seekers come to an
organization themselves to apply. 2) Advertisements (Job Advertisements) are one of the most used
recruitment channels. Advertisements can be placed in various places and use various media, both
visual, audio and audio-visual in nature. 3) Recommendations from Internal Companies (Employee
Referrals) Applications Based on Inside Information Members of the organization recommend various
parties such as relatives, neighbors, school friends to submit applications. This source of recruitment
is worth considering.4) Employment and Recruitment Agencies, employment placement companies
One of the new developments in the world of manpower is the growth and operation of private
companies whose main activities are looking for and distributing workers. 5) Educational Institutions.
Educational institutions as a source of recruitment of new workers are those that organize secondary
school, senior and tertiary education. 6) Government Institutions (Government Job Centers).
government agency There is an agency whose functional task is to take care of manpower nationally,
such as the department of manpower, the department of labor, the department of human resources or a
government agency whose scope of duties is similar. 7) Professional organizations, more and more
professional organizations are being formed such as in the fields of medicine, engineering,
economists, administration experts, agricultural experts, and so on.
[21] states that there are 7 (seven) dimensions and recruitment indicators, namely: 1)
Organizational policies, consisting of the number of formations in accordance with the needs of the
company, requirements according to available positions and requirements according to prospective
applicants. 2) Recruitment planning, consisting of clear form filling data, provision of adequate forms
and timely submission of forms.3) The implementation of the intelligence test consists of test material
according to the education level of the candidate, good test space and time to carry out the test on
time. 4) The time for carrying out the aptitude test consists of a clear aptitude test assessment, the
suitability of the level of aptitude with the position, the time for carrying out the aptitude test on time.
5) The implementation of the test consists of giving interesting interviews and clear interview
directions. 6) The implementation of medical tests consists of test equipment according to standards,
good implementation places, health tests according to health quality standards. 7) The assessment
results are accepted or rejected consisting of clear assessment criteria, open assessment and use of
mass media.
Selection. Selection is the specific steps taken to decide which applicants to accept and which to
reject. The selection process starts from receiving applications and ends with a decision on the
application. Selection is carried out not only for the acceptance of new employees, but this selection
can also be carried out for development or acceptance, because there are job opportunities. To obtain
or get the opportunity for this position, it is necessary to carry out a selection so that qualified
employees can be obtained according to needs. [12] stated that selection has a large effect on
employee performance.
The selection process is very important in companies. The human resource management section
must help and be able to find suitable and appropriate human resources that can help companies with
the best quality performance. [6] states that the selection process will obtain employees who will
comply with the rules and be loyal to the company. By selecting employees after going through the
Diena Dwidienawati et al (Information On Workload, Recruitment, Selection and Their Effects on Employee
Performance PT. Harvest Engineering Solutions)
 International Journal Of Artificial Intelegence Research ISSN: 2579-7298
Vol 6, No 1.1, June 2022

selection process, a workforce that is willing and able to work in accordance with their field of work
will be obtained. [17] Employee selection is the process of selecting a group of applicants who best
meet the selection criteria for available positions within the company. [10] states that selection is a
material part of operational human resource management, namely procurement, while the
procurement itself consists of: planning, recruitment, selection, placement, and production. [11] states
that "Selection is the process of selecting individuals who have relevant qualifications to fill positions
in an organization".[14] state that the dimensions and indicators of selection are: 1) Preliminary
acceptance is carried out through employees, potential applicants to the personnel office, requests for
applications. 2) The selection technique consists of Interview, Psychologist Test, tests on matters
related to work at the Assessment Center, Biodata and References. 3) Acceptance tests of abilities,
experience, personality of applicants, and job requirements. 4) Medical Evaluation Includes an
applicant's medical examination before the hiring decision is made. 5) Direct Supervisor Interview
The direct supervisor is ultimately the person responsible for the new employees who are accepted. 6)
Acceptance Decision.

II. Method
Writing method. The method of writing this paper is descriptive research (descriptive research)
which aims to describe or describe the phenomenon of the influence between the dimensions of
recruitment, selection and work environment on the performance of employees of PT. Harvest
Engineering Solutions. To determine the effect of the independent variable on the dependent variable,
a questionnaire was distributed to 85 respondents who were employees of PT. Harvest Engineering
Solutions
Population and Sample. The population in this study is a homogeneous population, namely the
number of employees of PT. Panen Solusi Engineering, totaling 85 people. Because the population is
smaller than 100, a full sample is taken, namely 85 people.
Data Testing. There were 5 (five) data tests conducted, namely validity, reliability, normality,
multicollinearity and heteroscedasticity.
A. Influence of Independent Variables on Dependent Variables
1) Partial Effect
Partial effect is the influence of independent variables individually on the dependent variable. In
this study there are 3 (three) partial effects, namely: 1) Effect of workload on performance. 2) The
effect of recruitment on performance. 3) The effect of selection on performance.
2) Simultaneous Effects
Simultaneous effect is the effect of all independent variables used in the study together on
performance in this study is the effect of workload, recruitment and selection together with employees
of PT. Harvest Engineering Solutions

II. Result and Discussion

This study discusses the effect of workload, recruitment, and selection independent variables on
the performance of employees of PT. Harvest Engineering Solutions either partially or simultaneously.
A. Validation Test
The purpose of testing the validity is to ensure that the questionnaire is really good at measuring
symptoms so that valid data is produced. The results of the validation test can be seen in Table 1 as
follow

Table 1. Results of the research variable validation test

X and Y Index RcountX1 RcountX2 RcountX3 RcountY Rtable Information.
01 .442** .680** .658** .589** 0,278 valid
02 .434** .531** .533** .572** 0,278 valid
03 .547** .520** .672** .752** 0,278 valid
04 .628** .664** .704** .558** 0,278 valid
05 .696** .631** .610** .652** 0,278 valid
06 .605** .694** .458** .657** 0,278 valid

Diena Dwidienawati et al (Information On Workload, Recruitment, Selection and Their Effects on

Employee Performance PT. Harvest Engineering Solutions)
ISSN: 2579-7298 International Journal Of Artificial Intelegence Research
Vol 6, No 1.1, June 2022

07 .632** .629** .563** .584** 0,278 valid

08 .687** .630** .538** .552** 0,278 valid
09 .601** .441** .550** .412** 0,278 valid
10 .417** .493** .563** .638** 0,278 valid
11 .677** .709** .731** .691** 0,278 valid
12 .400** .690** .482** .680** 0,278 valid
13 .215* .616** .479** .554** 0,278 Valid
14 .447** .614** .555** .715** 0,278 valid
15 .474** .688** .491** .708** 0,278 valid

The test results found that all research variable questionnaires were declared valid because
all Pearson correlations calculated (Rcount) were greater than the coefficients from the table whose
value was 0.278 (85 respondents) with an accuracy of 0.01 (1%). Except X113valid with 5%
accuracy (0.215>0.213)
B. Reliability Test
The results of the validation test are variables X1, X2, X3, and Y are free from reliability, the
Cronbach Alpha value is > 0.700.
C. Normality Test
The rule for determining the normality of a data is that the data is said to be normally distributed
if the Asymp. Sig. (2-tailed) in the SPSS output is greater than the level of significance (0.05). All
research data are normally distributed as shown greater than the level of significance (0.05).
D. Multicollinearity Test
Yoo W et al. (2014) stated that an indication of the occurrence of multicollinearity is. if the VIF
value is greater than 10 and the tolerance is less than 0.1. It can be seen that all independent
variables escape the multicollinearity problem or none of the independent variables are affected by
multicollinearity, because the VIF of the three independent variables is <10 and tolerance> 0.1
E. Heteroscedasticity Test
The heteroscedasticity test in this study is to see the tendency of the independent variables to
have a high correlation. If there is a high correlation between the independent variables,
heteroscedasticity will occur. It was found that among the independent variables of workload,
recruitment and selection there is no correlation, so that it can be said that all independent variables
have no heteroscedasticity
F. Simple Regression
To determine the effect of workload, recruitment and selection partially on the performance of
PT. Harvest Engineering Solutions used simple regression analysis. The results obtained are tabled
in Table 2, as follows :

Table 2. esults of simple regression equation calculations

Effec formula tcount ttable Fcount Ftable Effet (%)
t
Y(X1) Y=85.318-0.803X1 -10.767 2,372 115.934 6.95 58.3
Y(X2) Y=19.042+0.630X2 8.670 2,372 75.171 6.95 47.5
Y(X3) Y=23.319+0.563X3 6.451 2,372 41.613 6.95 33.4

The results shown in Table 2 state that workload has a significant and negative effect. While
recruitment and selection have a significant and positive effect on the performance of employees of
PT. Harvest Engineering Solutions because for workload it applies tcount<-ttable and for
recruitment and selection applies tcount>ttableWhile the effect in % respectively is 58.3%, 47.5%
and 33.4%. This result is correct because Fcount>Ftable..

Diena Dwidienawati et al (Information On Workload, Recruitment, Selection and Their Effects on Employee
Performance PT. Harvest Engineering Solutions)
 International Journal Of Artificial Intelegence Research ISSN: 2579-7298
Vol 6, No 1.1, June 2022

G. Multiple Regression Equations

To determine the effect of workload, recruitment and selection simultaneously on the
performance of PT. Harvest Engineering Solutions used multiple regression analysis. The results
obtained are tabled in Table 3, as follows.

Table 3. The results of the calculation of the multiple regression regression equation
Effect Formula Fcount Ftable Effect (%)
Y(X1,X2,X3) Y= 56.690 - 0.539 X1,+0,242X2 +0.113X3) 48.114 4.03 62.7

III. Conclusions
Statistical testing of the effect of 3 (three) independent variables, recruitment, selection and
work environment on the performance of employees of PT. Harvest Engineering Solutions are as
follows:
Workload has a negative and significant effect on the performance of employees of PT. Harvest
Solutions Engineering.Effect in % is 58.3 %. Recruitment has a positive and significant effect on
the performance of employees of PT. Harvest Engineering Solutions Influence in % is 47.5 %.
Selection has a positive and significant effect on the performance of employees of PT. Yield
Engineering Solutions Influence in % is 33.4 %.Workload, recruitment and selection together have
a significant effect on the performance of employees of PT. Harvest Engineering Solutions. While
the effect in % is 62.7%. Based on influence in percent (%). The negative effect is 58.3% while the
positive effect is (47.5%+ 33.4% = 80.9%). The positive influence is more dominant so that it can
be said that the overall influence is positive. So the results of the influence of workload,
recruitment and selection can increase the performance of employees of PT. Sakti Mobile Jakarta.
A. Suggestions
It is suggested to managers, to comply with what is stated in the dimensions and indicators of
each research variable so that the positive influence obtained on the questionnaire results can be
fulfilled. The biggest positive effect on simple regression is the effect of recruitment followed by
selection. These two effects can offset the negative effect of workload. To be able to increase
performance, the dimensions and indicators of workload must be paid close attention so that
negative values ​can be reduced and positive values ​increased. It is suggested to other researchers to
further examine the problem of improving employee performance for other companies

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Diena Dwidienawati et al (Information On Workload, Recruitment, Selection and Their Effects on

Employee Performance PT. Harvest Engineering Solutions)