275 AMERICAN Journal of Public Diplomacy and International Studies www. grnjournal.us AMERICAN Journal of Public Diplomacy and International Studies Volume 02, Issue 02, 2024 ISSN (E): 2993-2157 Analysis of Soft Skills, Hard Skills, and Life Skills Training Effects Toward Employee Performance at PT. Bank Negara Indonesia (Persero) Tbk. Kotamobagu Branch Reffaldi Rezky Lahope Master of Management Program, Faculty of Economics and Business Sam Ratulangi University, Indonesia reffaldi.lahope98@gmail.com Greis M. Sendow Master of Management Program, Faculty of Economics and Business Sam Ratulangi University, Indonesia greis5sendow@gmail.com Genita G. Lumintang Master of Management Program, Faculty of Economics and Business Sam Ratulangi University, Indonesia genitalumintang@unsrat.ac.id Annotation: Employees have an important role in carrying out company strategy in order to achieve company goals. For this reason, good performance is needed from these employees. Increasing employee capabilities can be achieved by holding training to increase the potential of the company's Human Resources. The purpose of this research is to determine the effect of soft skills, hard skills and life skills training on employee performance at PT. Bank Negara Indonesia (PERSERO) Tbk Kotamobagu Branch. This research is quantitative research by giving questionnaires to 50 respondents. This research uses data analysis such as validity and reliability tests, classical assumption tests, multiple linear regression, coefficient of determination tests and hypothesis tests. The results of this research show that: (1) Soft skills training, hard skills training and life skills training together have a significant influence on employee performance at PT. Bank Negara Indonesia Kotamobagu Branch. (2) Soft skills training has a positive and significant effect on employee performance at PT. Bank Negara Indonesia Kotamobagu Branch. (3) Hard skills training has a positive and significant effect on employee performance at PT. Bank Negara Indonesia Kotamobagu Branch. (4) Life skills training has a positive and significant effect on employee performance at PT. Bank Negara Indonesia Kotamobagu Branch. Keywords: Training, Soft Skills, Hard Skills, Life Skills, Employee Performance http://www/ mailto:reffaldi.lahope98@gmail.com mailto:greis5sendow@gmail.com mailto:genitalumintang@unsrat.ac.id 276 AMERICAN Journal of Public Diplomacy and International Studies www. grnjournal.us INTRODUCTION Background Rapid changes in the world of work mean that companies must be well prepared to be able to adapt at any time. Human Resources plays an important role in helping the company achieve these goals. Human Resources are the main tool for the smooth running of a company's activities, because humans are one of the factors in the workforce that can grow and develop. The competencies possessed by each employee determine the company's success in achieving its vision and mission. Banking itself is an important factor in increasing economic growth in almost every country in the world. The Bank strives to provide the best service to its customers by easily accessing banking products such as opening accounts and savings books, credit cards, people's credit (KPR) and other service products. For example, developments in the banking world include customers wanting to open savings books only via cell phone or smartphone, of course this will make transactions easier for people. The speed of change and technological progress applied in industry requires human resources who have adaptability, flexible competitiveness and also have good performance. Employee performance is the employee's ability and competency based on the level of knowledge and scientific discipline to carry out their work in accordance with work standards determined by the company and universal work standards. Based on this explanation, it means that employee abilities also determine the extent to which employee performance can be achieved.Human resource training is an important means of developing human resources.Training is a systematic and planned effort to change or develop new knowledge, skills, attitudes in accordance with organizational needs. The ultimate goal of providing training is basically to improve the basic abilities of employees. According to Dessler in (Hutar, 2022:75) Training is a process of teaching the skills needed by new and existing employees to do their jobs. Training is one effort to improve human resources in the world of work. With training activities, employees have the opportunity to absorb new knowledge or new values, so that with this knowledge employees can improve their abilities in carrying out the tasks assigned to them. This research will be carried out at PT. Bank Negara Indonesia Kotamobagu Branch. With a total of 121 employees, including 50 permanent employees, 15 Bina BNI employees, 48 outsourcing employees, and 8 FTE employees (Full-time Equivalent). Based on the results of an interview with one of the Deputy Leaders of the BNI Kotamobagu Branch, it was stated that there were several problems related to employee hard skill, soft skill and life skill variables.PThe problem related to the hard skill variable is that employees do not work according to the specified time.Furthermore, related to the soft skill variable, namely a lack of sense of responsibility towards work.For the life skills variable, the problem faced is the employee's adaptability and how the employee handles it. Problems that occur at PT. Bank Negara Indonesia Kotamobagu BranchThisOf course it has an impact on the performance of the employees there. Table 1 shows data regarding employee performance at PT. Bank Negara Indonesia Kotamobagu Branch in a 2 year period (2021-2022). Table 1. Employee Performance Assessment Data for 2021-2022 Judiciary / Performance Value Number of Employees Information 2021 2022 Tier 1 (460-500) 5 4 -- Tier 2 (380- < 460) 15 11 -- Tier 3 (280 - < 380) 31 35 -- Tier 4 (180 - < 280) 0 0 Not used < 180 0 0 Not used Total Employees 50 50 Notes: Tier 1 =Very good;Tier 2 =Good;Tier 3 = Standard;Tier 4 =Not good;Tier 5 =Very not goodSource: PT. Bank Negara Indonesia Kotamobagu Branch, 2023 Based on Table 1, it can be seen that in 2022 most employee performance assessments will be at Tier 3/Standard with a total of 35 employees and in 2021 most employee performance scores will also be at Tier 3/Standard with a total of 31 employees. Table 1 shows a decline in employee performance at http://www/ 277 AMERICAN Journal of Public Diplomacy and International Studies www. grnjournal.us BNI Kotamobagu from 2021-2022. The decline in employee performance scores could have occurred due to a lack of development/training for the employees there. This shows that there is a need for improvement regarding the performance of employees at PT. Bank Negara Indonesia Kotamobagu Branch. The need to increase employee performance is a business strategy need that needs to be considered in training planning within a company. PT. Bank Negara Indonesia Kotamobagu Branch places human resource development as one of the keys to success in winning the competition. PT. Bank Negara Indonesia Kotamobagu Branch aims to increase the competence and skills of employees according to business needs. The training at PT. Bank Negara Indonesia needs to pay attention to whether the training provided is in accordance with existing problems related to soft skills, hard skills and life skills. Table 2 shows data regarding the training attended by PT employees. Bank Negara Indonesia Kotamobagu Branch in 2020, 2021, 2022 and 2023. PT. BNI Bank Kotamobagu Branch sends employees to take part in training provided by BNI Center or provided by other organizations, as well as taking part in training both online and offline. Table 2. PT Training Data. Bank Negara Indonesia Kotamobagu Branch Year Type of Training Number of Employees who attended Training 2020 Pending Skip Completion 1 Team Building ADC 3 Level 1 Risk Management Certification 1 2021 International Banking Literacy Program 12 Level 1 Risk management certification 2 2022 Induction& Soft Skills for Assistants (KBMN Recruitment) 2 Credit Operational Brevet 1 Operational Risk 2 2023 SIMON (Single Integrated Monitoring Tool) Training 2 Trade Finance Training 2 Advanced stage FLA (Frontliner Academy) training 22 New Sales Model Training 3 Letter Training 1 Source: PT. Bank Negara Indonesia Kotamobagu Branch, 2023 Based on table 2. above, it can be seen that PT. Bank Negara Indonesia Kotamobagu Branch sent their employees to take part in training, but the problem was that there was a lack of training regarding soft skills and life skills. The training carried out actually focuses more on hard skills. One of the reasons for the lack of training at PT. Bank Negara Indonesia Kotamobagu Branch is a bank that must adapt to the conditions of the COVID-19 pandemic that hit Indonesia and the world from 2020-2022. So more training is held using an online system or using the zoom application. Based on the explanation regarding the problems and phenomena that occur above, it can be seen that a company carries out training as an effort to improve employee performance. Research related to hard skills, soft skills and life skills has been carried out several times. Several previous studies such as those conducted by (Ratnasari & Thriyara, 2020; Prastiwi, 2011; Astutik & Sulhan, 2022; and Wijayanti, 2020) focused more on examining the influence of soft skills, hard skills and life skills on employee performance and did not discuss the influence from training on these three variables. In previous research, the variables of how training or type of training were carried out were not yet discussed. In research conducted by Widyaningsih, Sinaga & Wirawan (2023) explained that soft skills and hard skills training has a significant effect on employee performance. This research will examine the extent to which the influence of soft skills, hard skills and life skills http://www/ 278 AMERICAN Journal of Public Diplomacy and International Studies www. grnjournal.us training carried out by the company can influence employee performance. This research will also measure the hard skill, soft skill and life skill competencies possessed by BNI Kotamobagu Branch employees. This research also wants to show novelty in terms of strategies to improve employee performance. This strategy is related to increasing training or training that is tailored to employee competency needs. Research purposes The aims of this research are 1). To analyze the influence of Soft Skill, Hard Skill and Life Skill Training on PT Employee Performance. Bank Negara Indonesia Kotamobagu Branch; 2). To analyze the effect of Soft Skills Training on PT Employee Performance. Bank Negara Indonesia Kotamobagu Branch; 3). To analyze the effect of Hard Skills Training on PT Employee Performance. Bank Negara Indonesia Kotamobagu Branch; 4), To analyze the effect of Life Skills Training on PT Employee Performance. Bank Negara Indonesia Kotamobagu Branch. LITERATURE REVIEWS Training According to Sundari & Almubaroq (2023:34) employee training is a method or process used by companies to improve employees' skills, knowledge and abilities in carrying out their duties. Soft Skills Siahaan & Sihombing(2017) stated that soft skills are a person's skills in managing themselves (intrapersonal skills) and skills in relating to other people (interpersonal skills) which are able to develop work optimally. Hard Skills According to Robbins in (Siahaan & Sihombing, 2017) hard skills are often also called intellectual abilities.Intellectual abilityis the ability needed to determine various mental activities-thinking, reasoning and solving problems. Life Skills According to Nurzaman & Widiastuti(2019) life skills can be stated as skills for life. In terms of life, you don't just have to have certain abilities (vocational job), but you must have basic functional supporting abilities such as reading, writing, calculating, formulating and solving problems, managing resources, working in a team, continuing to learn on the spot. work, using technology. Employee performance According to Handayani(2022:58) states that performance is the result of work related to organizational goals such as quality, efficiency and other criteria besides effectiveness. Previous Research Widyaningsih, Sinaga & Wirawan (2023). The aim of this research is to determine the effect of soft skills and hard skills training on performance at the Bali Beach Glamping Resort. The results of this research are that soft skills and hard skills training have a significant effect on employee performance at Bali Beach Glamping Resort. Astutik & Sulhan (2022). This research aims to determine employee competency (Training, Technical, non-Technical) which influences employee performance. The research results found that the three independent variables (X) had a significant effect on employee performance (Y). Nurzaman & Widiastuti (2019). The aim of this research is to find out data about planning and implementation along with the impact of life skills training in improving entrepreneurial abilities through culinary life skills training for residents. The research results show that the planning used to improve entrepreneurial abilities through culinary life skills training is to increase literacy skills first. Research Model and Hypothesis http://www/ 279 AMERICAN Journal of Public Diplomacy and International Studies www. grnjournal.us Research Model The research model was created to describe the relationship between the independent variables, namely Soft Skills Training (X1), Hard Skills Training (X2), and Life Skills Training (X3) with the dependent variable, namely Employee Performance. The research model can be depicted in Figure 1. Figure 1. Research Model Source:Literature Reviews, 2023 Hypothesis The hypothesis in this research is as follows: H1: It is suspected that Soft Skills, Hard Skills and Life Skills training together influences the performance of PT employees. Bank Negara Indonesia Kotamobagu Branch. H2: It is suspected that Soft Skills Training has an influence on PT Employee Performance. Bank Negara Indonesia Kotamobagu Branch. H3: It is suspected that Hard Skills Training has an effect on PT Employee Performance. Bank Negara Indonesia Kotamobagu Branch. H4: It is suspected that Life Skills Training has an influence on PT Employee Performance. Bank Negara Indonesia Kotamobagu Branch. RESEARCH METHODS Type of Research The type of research used in this research is quantitative research. According to Sugiyono (2017) quantitative research is a research method based on the philosophy of positivism, used to research certain populations or samples, collecting data using research instruments, quantitative or statistical data analysis, with the aim of testing predetermined hypotheses. Location and Place of Research This research was conducted at PT. Bank Negara Indonesia, Kotamobagu Branch, North Sulawesi. This research was carried out in October-November 2023. Method of collecting data 1. Interview. Interviews are used as a data collection technique if the researcher wants to carry out a preliminary study to find the problem to be researched, and if the researcher also wants to know things from the respondents in more depth and the number of respondents is small (Sugiyono, 2017). 2. Questionnaire. A questionnaire is a data collection technique that is carried out by giving a set of questions or written statements to respondents to answer (Sugiyono, 2017). 3. Observation. Observation is a data collection technique that has specific characteristics when compared with other techniques. Observations are carried out by looking directly in the field, for example the conditions of the work space and work environment which can be used to determine appropriate factors which are supported by interviews and questionnaires regarding job analysis. Research Population and Sample Population http://www/ 280 AMERICAN Journal of Public Diplomacy and International Studies www. grnjournal.us Sugiyono (2017:90) describes population as a generalization area consisting of objects/subjects that have certain qualities that are determined by researchers to be studied and then conclusions drawn. In this research, the population is all permanent employees of PT. Bank Negara Indonesia Kotamobagu Branch, numbering 50 people. Sample According to Sugiyono (2017) in quantitative research, the sample is part of the number and characteristics of the population. The sampling technique in this research is a saturated sampling technique which is part of nonprobability sampling. Saturated sampling is a sampling technique when all members of the population are used as samples. This research uses a saturated sampling technique because the population is less than 100 people, namely 50 permanent employees of PT. State Bank Kotamobagu Branch. So the sample used in this research was 50 employees at PT. Bank Negara Indonesia Kotamobagu Branch. Data analysis This research uses data analysis such as validity and reliability tests, classical assumption tests, multiple linear regression, coefficient of determination tests and hypothesis tests including F test and t test. Research Instrument According to Sugiyono (2017:133), research instruments are used to measure the value of the variables studied with the aim of producing accurate quantitative data, so they must have a scale. The data measurement technique in this research uses a Likert Scale. Sugiyono (2017:134) suggests that the Likert scale is used to measure the attitudes, opinions and perceptions of a person or group regarding social events or phenomena. RESEARCH RESULTS AND DISCUSSION Research result Validity Test Results Table 1. Validity Test Results Variable Statement Person Correlation Sig Alpha Status Training Soft Skills (X1) X1.1 0.662 0,000 0.05 Valid X1.2 0.644 0,000 0.05 Valid X1.3 0.642 0,000 0.05 Valid X1.4 0.753 0,000 0.05 Valid X1.5 0.687 0,000 0.05 Valid X1.6 0.707 0,000 0.05 Valid X1.7 0.356 0,000 0.05 Valid X1.8 0.523 0,000 0.05 Valid X1.9 0.346 0,000 0.05 Valid X1.10 0.565 0,000 0.05 Valid X1.11 0.493 0,000 0.05 Valid Training Hard Skills (X2) X2.1 0.782 0,000 0.05 Valid X2.2 0.860 0,000 0.05 Valid X2.3 0.786 0,000 0.05 Valid X2.4 0.834 0,000 0.05 Valid X2.5 0.691 0,000 0.05 Valid X2.6 0.572 0,000 0.05 Valid X2.7 0.572 0,000 0.05 Valid X3.1 0.657 0,000 0.05 Valid X3.2 0.890 0,000 0.05 Valid X3.3 0.865 0,000 0.05 Valid http://www/ 281 AMERICAN Journal of Public Diplomacy and International Studies www. grnjournal.us Training Life Skills (X3) X3.4 0.753 0,000 0.05 Valid X3.5 0.827 0,000 0.05 Valid X3.6 0.324 0,000 0.05 Valid X3.7 0.849 0,000 0.05 Valid X3.8 0.789 0,000 0.05 Valid X3.9 0.611 0,000 0.05 Valid Employee performance (Y) Y1.1 0.343 0,000 0.05 Valid Y1.2 0.410 0,000 0.05 Valid Y1.3 0.436 0,000 0.05 Valid Y1.4 0.401 0,000 0.05 Valid Y1.5 0.784 0,000 0.05 Valid Y1.6 0.704 0,000 0.05 Valid Y1.7 0.753 0,000 0.05 Valid Y1.8 0.714 0,000 0.05 Valid Y1.9 0.714 0,000 0.05 Valid Y1.10 0.749 0,000 0.05 Valid Source: Data processed by SPSS 25, 2023 Based on Table 1, it shows that all question items for each variable in the questionnaire are valid because the correlation value is > 0.279 on r table and n 50 and also the significance value is < 0.05. Reliability Test Results Table 2. Reliability Test Results Variable Cronbach's Alpha Soft Skills Training (X1) 0.802 Hard Skills Training (X2) 0.852 Life Skills Training (X3) 0.889 Employee Performance (Y) 0.793 Source: Processed data, 2023 Based on the results of reliability testing in Table 2, it is known that all instrument items have a Cronbach's Alpha value of more than 0.6. This means all items are reliable. Thus the entire statement (questionnaire) can be used for research. Normality Test Results Figure 1. Normal PP Plot Graph of Normality Test Results Source: Data processed by SPSS 25, 2023 Figure 1 above shows that the Normal PP of Regression Standardized Residual graph depicts the distribution of data around a diagonal line and the distribution follows the direction of the diagonal http://www/ 282 AMERICAN Journal of Public Diplomacy and International Studies www. grnjournal.us line of the graph, so the regression mode used in this research meets the assumption of Normality. The graph shows that there is no clear pattern and the points are spread above and below the number 0 on the Y axis, so there is no heteroscedasticity. Multicollinearity Test Results Table 3. Multicollinearity Test Results Model Collinearity Statistics Tolerance VIF 1 (Constant) Soft Skills Training (X1) ,631 1,584 Hard Skills Training (X2) ,620 1,612 Life Skills Training (X3) ,605 1,653 a. Dependent Variable: Employee Performance (Y) Source: Data processed by SPSS 25 (2023) Based on the results in Table 3, it shows that the variables Soft Skills Training (X1), Hard Skills Training (X2) and Life Skills Training (X3) have a Tolerance value ≥ 0.10 and a VIF value ≤ 10.00. So it can be stated that these three variables do not have symptoms of multicollinearity. Heteroskedasticity Test Results Figure 2. Heteroscedasticity Test Results Source: Data processed by SPSS 25, 2023 Figure 2 shows that the results of the heteroscedasticity test show that in the scatterplots, regression standardized predicted value image, there is no clear pattern and the points are spread above and below the number 0 on the Y axis. This shows that in this study there was no heteroscedasticity. Multiple Linear Regression Analysis Table 4. Results of Multiple Linear Regression Analysis Model Unstandardized Coefficients B Std. Error 1 (Constant) ,715 3,171 Soft Skills Training (X1) .401 ,076 Hard Skills Training (X2) ,228 ,083 Life Skills Training (X3) ,427 ,077 a. Dependent Variable: Employee Performance (Y) Source: Data processed by SPSS 25 (2023) Based on the results from Table 4 above, it can be seen that the regression equation formed is: Y = 0.715 + 0.401 X1+ 0.228 X2 + 0.427 X3 + e 1. Constant value (𝛼) of 0.715, meaning that if the independent variables, namely soft skills training, hard skills training, life skills training have a value of 0 (zero), then employee performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch is worth 0.715. http://www/ 283 AMERICAN Journal of Public Diplomacy and International Studies www. grnjournal.us 2. The regression coefficient value of the soft skills training variable (X1) is 0.401, which means that for every increase in soft skills training by 1, there will be an increase in employee performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch has a value of 0.401, assuming other variables are constant. 3. The regression coefficient value for the hard skills training variable (X2) is 0.228, which means that for every increase in hard skills training by 1, there will be an increase in employee performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch has a value of 0.228, assuming other variables are constant. 4. The regression coefficient value for the life skills training variable (X3) is 0.427, which means that for every increase in life skills training by 1, there will be an increase in employee performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch has a value of 0.427, assuming other variables are constant. Correlation and Determination Coefficient Results Table 5. Results of Determination Model Summary Model R R Square Adjusted R Square Std. Error of the Estimate Durbin- Watson 1 .906a ,820 ,808 1,564 1,830 a. Predictors: (Constant), Soft Skill Training (X1), Hard Skill Training (X2), Life Skill Training (X3). b. Dependent Variable: Employee Performance (Y) Source: Data processed by SPSS 25, 2023 Based on Table 5, the results of the correlation coefficient or R are 0.906, this shows that the relationship between soft skills training (X1), hard skills training (X2), and life skills training (X3) has on employee performance (Y) at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch has a relationship of 90.6%, and it can be seen that the coefficient of determination value is found at the Adjusted R Square value of 0.808. This means that the ability of the independent variable to explain the dependent variable is 80.8%, the remaining 19.2% is explained by other variables not discussed in this research. F Test Results Table 6. Test Results (F) ANOVAa Model Sum of Squares Df Mean Square F Sig. 1 Regression 512,368 3 170,789 69,864 ,000b Residual 112,452 46 2,445 Total 624,820 49 a. Dependent Variable: Employee Performance (Y) b. Predictors: (Constant), Soft Skill Training (X1), Hard Skill Training (X2), Life Skill Training (X3) Source: Data processed by SPSS 25, 2023 Based on the test results in Table 6 above, it can be seen that the Fcount value is 69,864 with the Ftable value being 2.56 so that the Fcount value ≥ Ftable or 69,864 ≥ 2.56 and a significant level of 0.000 ≤ 0.05, it can be concluded that the soft skills training variable (X1), training hard skills (X2), and life skills training (X3) simultaneously have a significant effect on employee performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch, So Hypothesis One H1 can be accepted. t Test Results Table 7. t test results Model Unstandardized Coefficients Standardized Coefficients Q Sig. B Std. Error Beta http://www/ 284 AMERICAN Journal of Public Diplomacy and International Studies www. grnjournal.us 1 (Constant) ,715 3,171 ,226 ,82 3 Soft Skills Training (X1) .401 ,076 ,414 5,26 1 ,00 0 Hard Skills Training (X2) ,228 ,083 ,217 2,73 8 ,00 9 Life Skills Training (X3) ,427 ,077 ,445 5,53 9 ,00 0 a. Dependent Variable: Employee Performance (Y) Source: Data processed by SPSS 25 (2023) Based on Table 7, it shows that: 1. In Table 7 coefficients for the significant value of soft skills training (X1), the calculated t value is 5,261 ≥ t table 1,675, so it can be concluded that H2 is accepted, which means there is a positive and significant influence of soft skills training (X1) on employee performance (Y) at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch, So Hypothesis two H2 can be accepted. 2. In Table 7 coefficients, the significant value of hard skills training (X2) is obtained by a calculated value of 2,738 ≥ ttable 1,675, so it can be concluded that H3 is accepted, which means there is a positive and significant influence of hard skills training (X2) on employee performance (Y) at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch, So Hypothesis three H3 can be accepted. 3. In Table 7 coefficients for the significant value of life skills training (X3), the calculated t value is 5,539 ≥ t table 1,675, so it can be concluded that H4 is accepted, which means there is a positive and significant influence of life skills training (X3) on employee performance (Y) at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch, So Hypothesis four H4 can be accepted. Discussion The Influence of Soft Skill Training, Hard Skill Training and Life Skills on Employee Performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch The results of this research show that soft skills training, hard skills training, and life skills training together have a significant influence on employee performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch. The research results show that H1 can be accepted, namely soft skills training, hard skills training, and life skills training simultaneously have a significant effect on employee performance. Soft skills, hard skills and life skills training can have a significant influence on employee performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch. The combination of the three can provide a holistic and comprehensive impact on employee development and effectiveness at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch. The combination of these three types of training can create employees who not only have the technical skills needed for their jobs, but also have the interpersonal skills and emotional intelligence needed to be successful in the complex work environment at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch which pays attention to developing the entire spectrum of skills tends to have employees who are more skilled, productive and personally and professionally satisfying. The Effect of Soft Skills Training on Employee Performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch Soft skills training has a positive and significant effect on employee performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch. The research results show that H2 is acceptable, namely that soft skills training has a positive and significant effect on employee performance. This means that the principles of leadership, ethics, honesty, fairness and communicating well during work can provide positive value to employee performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch. These results are in line with the research findings of Widyaningsih, Sinaga & Wirawan (2023) which stated that soft skills training had a positive and significant effect on employee performance at the Bali Beach Glamping Resort. These results are also in line with the http://www/ 285 AMERICAN Journal of Public Diplomacy and International Studies www. grnjournal.us research findings of Hikmah et al., (2023) which stated that soft skills have a positive and significant effect on the performance of PT employees. Bank Sulselbar Makassar. The Effect of Hard Skills Training on Employee Performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch Hard skills training has a positive and significant effect on employee performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch. The research results show that H3 is acceptable, namely that hard skills training has a positive and significant effect on employee performance. This means that employees are able to describe and look for relationships between the components contained in a problem or known object. So that hard skills training can have a positive impact on employee performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch. These results are in line with the findings of Widyaninsih, Sinaga & Wirawan (2023) who stated that hard skills training had a positive and significant effect on employee performance at the Bali Beach Glamping Resort. The Effect of Life Skills Training on Employee Performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch Life skills training has a positive and significant effect on employee performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch. The research results show that H4 is acceptable, namely that life skills training has a positive and significant effect on employee performance. This means that employees can build relationships with new people and be aware of the advantages and disadvantages that employees at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch. These results are in line with the research findings of Deftrika and Mahmudah (2021) which stated that life skills have a positive and significant effect on employee performance. CLOSING Conclusion 1. Soft skills, hard skills and life skills training together have a significant effect on employee performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch. 2. Soft skills, hard skills and life skills training together have a significant effect on employee performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch. 3. Hard skills training has a positive and significant effect on employee performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch. 4. Life skills training has a positive and significant effect on employee performance at PT. Bank Negara Indonesia (Persero) Tbk Kotamobagu Branch. Suggestion 1. This research provides advice to companies at PT. Bank Negara Indonesia Kotamobagu Branch regarding Human Resources (HR) development strategies. Hard skills development needs to be carried out regularly because employees' technical abilities can decline in line with developments over time. On the other hand, employee renewal or regeneration also needs to be carried out periodically to maintain company performance. The theoretical implications of this research emphasize that soft skills and hard skills are two aspects that are interrelated and cannot be separated. To ensure these two skills remain relevant, improvement through training is needed. Life skills also need to be improved through training to increase the adaptability of employees so that when placed in several places they are able to quickly adapt to the surrounding environment. 2. Training regarding soft skills, hard skills and life skills given to employees is expected to be carried out continuously and strategically and also in accordance with company culture so that it can have a big impact on the company. 3. The research has limitations in terms of the number of research variables, which focus on three basic competencies. There is an opportunity to conduct further research related to the level of employee academic education and its relationship with hard skills, soft skills and life skills. http://www/ 286 AMERICAN Journal of Public Diplomacy and International Studies www. grnjournal.us 1. The limitation of this research is that it only focuses on one research object in one company, so the results cannot be generalized to wider phenomena. 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