Effects of Interpersonal Communication and Compensation on Employee Performance of PT Panen

This study aims to investigate the effects of interpersonal communication and compensation on the performance of employees of PT Panen Jaya Sepasang Palembang. A sample of 90 respondents were obtained using a nonprobability sampling technique. Data were collected through questionnaires and observations, and analyzed employing the multiple linear regression method. The results evince that partially each interpersonal communication and compensation has a significant effect on employee performance. Likewise, simultaneously, interpersonal communication and compensation have a significant effect on employee performance. This research is beneficial for PT Panen Jaya Sepasang Palembang. To improve employee performance, the company must pay attention to interpersonal communication and compensation factors.


Introduction
Humans basically have to communicate and socialize, interact with other humans, meaning that the existence of an organization is expected to be a forum that brings together its members to communicate, interact, and socialize with leaders and colleagues in the organization. Communication is basically part of the activities that humans do in their daily life. Humans communicate to give and receive information according to their needs. When communicating, someone will feel the results of the communication such as feedback and getting the desired information (Agustin & Widayatmoko, 2019). According to kasmir (2016) compensation is the remuneration provided by the company to its employees, both financial and non-financial. This means that the company will provide remuneration to all employees involved in it.
Based on information from Mrs. Shinta as the deputy director, she stated that there are still frequent miscommunications or misunderstandings in the delivery of information between the leadership and employees which have an impact on expected performance. In addition, there are still frequent delays in completing the company's targets, so the compensation given is not so great. This study aims to determine the extent to which interpersonal communication and compensation affect the performance of employees of PT. Panen Jaya Sepasang. The following is the employee performance data of PT. Panen Jaya Sepasang.  -89). This happens because employee performance is still not optimal, so it can be seen in the total average value of employee work and one of the factors that decrease employee performance is that there is still miscommunication between co-workers, such as differences in perceptions between sending information and receiving information. The work does not run smoothly and results in delays in work and can cancel the company that will provide compensation if the company's target is not on time because of this factor.

Research Problem
Based on the research background that has been stated previously, the problems in this research are: 1. How does Interpersonal Communication influence Employee Performance at PT. Panen Jaya Sepasang Palembang? 2. How is the effect of compensation on employee performance at PT. Panen Jaya Sepasang Palembang? 3. How is the influence of Interpersonal Communication and Compensation on Employee Performance of PT. Panen Jaya Sepasang Palembang?

Research Objectives
The purpose of this research is to find out, analyze and prove

Compensation
According to kasmir (2016)) compensation is the remuneration provided by the company to its employees, both financial and non-financial. This means that the company will provide remuneration to all employees involved in it. The remuneration provided is the company's obligation for the hard work given to the company during work. On the other hand, for employees, compensation is the employee's right to the burdens and responsibilities given to the company. So compensation for the company is an obligation that must be given, while for employees it is a right that must be received. Compensation Indicators According to Nawa & Kempa (2017) 1. Salary and wages are fair according to the work.
2. Incentives that match the sacrifices.
3. Allowances in line with expectations.

Framework
This study examines how the influence of the development of Interpersonal Communication and Compensation on Employee Performance. There are three variables tested in this study, namely: Interpersonal Communication and Compensation as the independent variable and employee performance as the dependent variable. Interpersonal Communication and compensation variables allegedly affect the performance of employees at PT Panen Jaya Sepasang. Therefore, researchers will conduct further research to determine the effect of Interpersonal Communication and Compensation on Employee Performance PT Panen Jaya Sepasang Figure 1. Framework

Types and Sources of Data
In conducting the research, the writer tries to collect the required data and information as accurately as possible. For this reason, the author uses several methods or methods in collecting data needed in research. Sources of data used in this study: 1. Quantitative Data According to Hermanto (2020) quantitative data is data in the form of numbers, or quantitative data that is scored (scoring). So quantitative data is data that has a tendency to be analyzed by means or statistical techniques. The data can be in the form of numbers or scores and are usually obtained using a data collection tool whose answers are in the form of a range of scores or weighted questions.

Qualitative Data
According to Sugiyono (2020) qualitative data is data in the form of sentences, words or pictures. To support this research and obtain the required data, the data sources used are primary data and secondary data. Primary sources are data sources that directly provide data to data collectors. This primary data in the form of interviews and questionnaires made by researchers. Secondary sources are sources that do not directly provide data to data collectors, for example through other people or documents Sugiyono (2020).

Population and Sample
According to Sugiyono (2020)population is a generalization area consisting of objects and subjects that have certain qualities and characteristics determined by research to be studied and then drawn conclusions. The population in this study were all employees who worked at PT Panen Jaya Sepasang, totaling 90 people. According to Sugiyono (2020) defines the sample as part of the number and characteristics of the population. The sample is part of the population that has certain characteristics or conditions to be studied and is considered to represent the entire population. Sampling in this study used non-probability sampling with saturated sampling technique where the entire sample was taken from a population of 90 respondents.

Findings and Discussions
Multiple linear regression analysis was used to analyze the effect of the independent variable on the dependent variable. 2. The positive interpersonal communication variable regression coefficient is 0.183, which means that every increase in the interpersonal communication variable, it will increase employee performance interpersonal communication by 0.183. 3. The regression coefficient for the positive compensation variable is 0.630, which means that every increase in the compensation variable, the employee performance compensation will increase by 0.630.

Hypothesis Test Partial Test Results (t Test)
The t-value test is used to determine the level of influence of each independent variable on the dependent variable. An independent variable can be said how much influence on the dependent variable if the significance value generated in the test on each independent variable is smaller than the alpha value (< 0.05). The results of partial hypothesis testing for this study are as follows: The first hypothesis in this study is that interpersonal communication has an effect on employee performance. The hypothesis can be accepted if the resulting significance value is less than 0.05 and has a positive beta coefficient. The results for testing hypothesis 1 can be seen in table 4.12. Based on Table 4.12. It is known that the resulting significance value is 0.000, which is smaller than 0.05, meaning that the hypothesis is accepted. This shows that interpersonal communication has an effect on employee performance.
The first hypothesis in this study is that compensation has an effect on employee performance. The hypothesis can be accepted if the resulting significance value is less than 0.05 and has a positive beta coefficient. The results for testing hypothesis 2 can be seen in table 4.12. Based on Table 4.12, it is known that the resulting significance value is 0.000, which is smaller than the number 0.05, meaning that the hypothesis is accepted. This shows that compensation has an effect on employee performance.

Simultaneous Test Results (F-test)
This test is conducted to determine whether the independent variables as a whole or simultaneously affect the dependent variable. Interpersonal communication and compensation variables together can be said to have an effect on employee performance if the resulting significance value is smaller than the alpha value (<0.005). The results of testing the F value can be seen in the table below Source: The results of data processing using SPSS Version. 24.0.
In the table 4, it can be seen that the significant value generated in this test is 0.000, which value is smaller than 0.05. This shows that the variables of interpersonal communication and compensation together have a significant effect on employee performance variables.

Coefficient of Determination Test Results (Adjusted R2)
The coefficient of determination test is useful to find out how much the independent variable is able to explain the dependent variable. The results of testing the coefficient of determination in this study can be seen in Table 4.13 below:  Table 5 shows the R square value of 0.654, so it can be seen that the independent variable in this study which includes interpersonal communication and compensation explains the employee performance variable of 0.654 or 65.4%. The remaining value of 34.6% is another variable outside of this study which is able to explain the employee performance variable.