EMPLOYEE PERFORMANCE REVIEW OF COMPETENCE, MOTIVATION, AND WORK DISCIPLINE AT PT INDAH LOGISTIC SOLO BRANCH

: Developments in the fast-paced economy and superior human resources are a separate value for a company. Companies must be able to improve and make plans and evaluate each other's performance so that the company develops and has the value of public trust through its resources. This study aims to determine the effect of competence, motivation, and work discipline on employee performance at PT. Indah Logistics Solo Branch. The research approach used is descriptive quantitative. Non-probability sampling was used in this study with a saturated sample method of 58 i respondents. i The i analysis i is i multiple linear regression. The i result is that competence has a positive and significant effect on employee i performance i with i a i t-value = 1.676 > i t-table value = 1.674. Motivation has a i positive i and i significant i effect i on i employee performance with i a value of t i count = 1.789 > i t i table = 1.674 i and discipline has i a positive and significant effect on employee performance with a value of t count = 4.455 > i t i table = 1.674. .


Introduction
Developments in the fast-paced economy and superior human resources are a separate value for a company. Moreover, entering the era of revolution 4.0, where almost all economic segments are experiencing developments in all fields that trigger competition between companies to survive each other. Companies must be able to improve and make plans and evaluate the performance of each existing human resource (Hidayat, 2021).
Companies must have their own tricks and strategies if they want to survive in the midst of dynamic economic growth. One of the company's tricks and strategies is to improve the performance of its employees. Affandi and Bahri (2020) state that performance is an important part for an employee. Performance appraisal is important for employees because employees feel that they are getting attention from their superiors, so that they can improve their competence and performance. If the employee is given an award in his work, then the employee is eager to develop his abilities. The better the ability of employees, it will have an impact on companies that are moving fast and dynamically. The ability to work and individual interests and talents cannot be separated from the competencies that exist in the individual (Esthi and Marwah, 2020).
Competence as a benchmark for employees in predicting their success at work (Yuni, 2019). Employee competencies include knowledge, skills, and attitudes. These competencies must be in accordance with the parts that are needed by the company, so that superior and competitive employee performance is formed (Safety, 2021). The competencies that exist in employees can be used to form jobs (job designs) that are tailored to the functions, roles, targets and responsibilities that exist in a job.
The next factor is about motivation. Motivation comes from within the individual that can cause, channel, and support employee behavior, so that the employee has enthusiasm in working to achieve maximum results. No matter how good the plans that have been designed by the company's leadership, if employees lack motivation in themselves, then the company's goals will not be planned (Esthi and Marwah, 2020).
Next is work discipline. Work discipline has an important part in the company's performance factors. Siagian (2018) this work discipline is important to regulate the behavior and things that employees do to cooperate with fellow employees and with leaders. In addition, the discipline that is made must be firm with fair and reasonable rules to improve employee performance.
The results of initial observations at PT. Indah Logistic Solo Branch, which is located at Jalan Ahmad Yani No.79 Kartasura, was obtained by employees who did not carry out their work optimally. It can be seen that there are employees who arrive late or do not come to work one day or more without explanation, employees extend their rest periods, and leave prematurely. According to the HRD manager of PT. Indah Logistic Solo Branch based on employee monthly attendance shows that there are still undisciplined employees. In addition, there are still some employees who come from high school / vocational school graduates and have minimal work experience in the fields they occupy. Seeing this, researchers are interested in conducting research at PT. Indah Logistics Solo Branch.

2.
Literature Review Competence Pianda (2018: 30) competence as a form of characteristics that form the basis of a person's work so that it can increase the effectiveness of individual performance as an individual causal relationship with work references set by the company. Superior and adequate competencies are needed for a company to be able to achieve its company goals. Hidayat (2021) competence consists of knowledge, character, and skills, which are an important part of a job that is needed in carrying out the duties and obligations of an employee. The competency indicators used in this study include personal characteristics, selfconcept, knowledge, and skills.

Motivation
Rahmawati et al (2020: 3) motivation is a condition that gives encouragement to individuals to act consciously. Motivation is also a feeling that encourages someone to carry out work or something that is in their power (Vanchapo, 2021: 8). Motivation as a source of enthusiasm and passion for work, so that employees work together, work correctly and effectively and are integrated so that the company's goals are achieved. Indicators of motivation according to the Hierarchy of Needs theory include physiology, sense of security, social sense, self-actualization, and appreciation.

Work Discipline
Kristanti and Pangastuti (2019: 1) state that an employee is said to be disciplined at work if criteria are met starting from attitudes, norms, and responsibilities. According to (Edy & Sutrisno, 2016: 186), discipline is an attitude of being willing and willing to obey and obey the rules made around him. If the discipline is good, then an employee will have good behavior at work, his performance will also increase so that the company's performance will increase. In addition, good work discipline will increase work efficiency as much as possible. Work discipline is divided into two, namely self-discipline and ordered discipline. Indicators of employee work discipline in Esthi and Marwah's research (2020) include attendance, obedience to rules, adherence to work standards, having an alert attitude, and being polite.
A quantitative descriptive approach was used in this study. This research was conducted at PT. Indah Logistics Solo Branch. In this study, the sampling technique used was the non-probability sampling technique. The sample used is a saturated sample because all members of the population are used in this study. Arikunto (2015: 112), if the population is less than 100 people, then the entire population is used in the study, if the population is >100 people, taking 10-15% or 20-25% or more. So the population of 58 is taken all. So the sample in this study was 58 respondents from all employees of PT Indah Logistic Solo Branch. Based on that, the tolerance value for the competence variable was 0.824, the tolerance value for the motivation variable was 0.573, the work discipline variable was 0.634, meaning that all variables had tolerance values > 0.10 and it is known that there is no variable with a VIF value > 10. So, the regression model is not multicollinearity. It is known that the probability value (Sig) of the competence variable is 0.331, motivation is 0.495 and work discipline is 0.881, which means the probability value (Sig) is > 0.05. So, the regression model in this study is not heteroscedasticity. It is known that 2,695 is a value (constant). If it is interpreted that the value of the independent variable (competence, motivation, and work discipline) is 0, then the dependent variable (employee performance) is 2.695. b.

Multiple Linear Analysis
The value of the competence variable shows a B value with a positive value of 0.177. It means that for every increase of 1 in the competency variable, there is an increase in employee performance with a value of 0.177 as well as for every decrease in competence with a magnitude of 1 unit, there is a decrease in the value of employee performance of 0.177. c.
The value of the motivation variable shows a positive B coefficient of 0.178. It means that an increase in motivation by one will cause employee performance to increase with a value of 0.178 and if motivation decreases by one unit, employee performance decreases by a value of 0.178.

d.
The value of the discipline variable shows a positive B coefficient of 0.598. This means that if discipline increases by one, employee performance increases by 0.598 and if discipline decreases by one, employee performance decreases by 0.598.

t test
The results of the t-test are presented in table 4. It is obtained for X1 (competence) the t-count value = 1.676. Using = 0.05 and df = 58 -4 -1 = 53, the value of t table = 1.674 is obtained. From these results, the value of t in the table < from the calculated t, it is concluded that iHa is accepted and iHo is rejected. So, the competency factor has a positive effect on employee performance.
Obtained for the variable X2 (motivation) the value of t count = 1.789. Using = 0.05 and df = 58 -4 -1 = 53, the value of t table = 1.674 is obtained. From these results, the value of t table < t count, it is concluded that Ha is accepted and Ho is rejected. So, the motivational factor is positive on employee performance.
Obtained variable X3 (discipline) the value of t count = 4.455. Using = 0.05 and df = 58-4 -1 = 53, the value of t table = 1.674 is obtained. From these results, the value of t table < t count, it is concluded that Ha is accepted and Ho is rejected. So, the discipline factor has a positive effect on employee performance. It is known that the calculated F value = 21.983 and F in the table obtained a value of 2.78 from df 1 = 4 -1 = 3, df 2 = 58 -4 = 54, and = 5%. This means that if icount > iF table, then iHo is rejected and Hi is accepted. It is stated that together there is an influence of competence, motivation, and work discipline on employee performance. Obtained a value (adjusted R 2 ) that is 0.550. That is, 55% of employee performance is influenced by the variables of competence, motivation, and work discipline, then 45% of employee performance is influenced by other things that are not part of the research.

Conclusion
Based on the results of the analysis, the conclusions are: a.
Competence has a positive and significant influence on the quality of an employee's performance at PT. Indah Logistics Solo Branch. b.
Motivation has a positive and significant influence on the quality of an employee's performance at PT. Indah Logistics Solo Branch. c.
Work discipline has a positive and significant influence on the quality of an employee's performance at PT. Indah Logistics Solo Branch.
PT. Indah Logistik Solo branch is expected to encourage employees to increase their competence and motivation again, because when compared to work discipline this is still lacking. The goal is that the vision and mission of PT. Indah Logistik Solo branch is easy to reach and close to perfection.

2.
Future research is expected to be able to develop other factor variables that have an influence on employee performance.