\section{Results and Discussion}
Based on the results of the analysis using SPSS 24 for 50 respondents, the magnitude of the correlation coefficient between the independent variables was obtained.

\subsection{Numerical Results}
The magnitude of the correlation coefficient can be seen in the table below:

\begin{table}[h]
\centering
\caption{Correlation Coefficient Between Competency Variables and Organizational Culture}
\label{table_2}
\begin{tabular}{c|cc}
 & X1 & X2 \\
\hline
X1 & 1,000 & 0,238 \\
X2 & 0,238 & 1,000 \\
\end{tabular}
\end{table}

Based on the table above, the relationship between the independent variables in this study is explained as follows

\subsection{Graphical Results}
Based on the table above, the relationship between the independent variables in this study is explained as follows

\begin{figure}[h]
\centering
\includegraphics{figure_1.pdf}
\caption{Relations Design}
\label{figure_1}
\end{figure}

\begin{table}[h]
\centering
\caption{Table of Correlation Criteria}
\label{table_3}
\begin{tabular}{cc}
Correlation & Indication \\
\hline
0,80--1 & Very high \\
0,60--0,79 & Tall \\
0,40--0,59 & Currently \\
0,20--0,39 & Low \\
0,01--0,19 & Very low \\
\end{tabular}
\end{table}

Based on the calculation of the correlation coefficient and the criteria for the relationship between the independent variables, the following results show that the relationship between the Competency variable and the Organizational Culture variable is obtained with a coefficient value of 0.238. Thus it can be said that the relationship between the two variables is in the low category.

\subsection{Proposed Improvements}
The overall description of the answers regarding employee competence gives an average value of high employee competency variables, which means that employee competence which consists of the dimensions of knowledge, skills, self-concept and values, personal characteristics and motives is interpreted in high criteria. Of these dimensions, the motive dimension gives the highest contribution, while the personal characteristics dimension gives the lowest contribution. Even though it has high criteria, there are still low indicators, namely employee competence indicators. Therefore, this is one of the factors that must be addressed.

The overall description of the answers regarding employee organizational culture gives a high average organizational culture variable, which means that organizational culture consisting of the dimensions of involvement, consistency, adaptability and mission are interpreted as high criteria. Of these dimensions, the Consistency dimension provides the highest contribution, while the Involvement dimension provides the weakest contribution. Even though it has strong criteria, there is still a low indicator, namely adaptability. Therefore, this is one of the factors that must be addressed.

The discussion of the results of this research is enriched by the views of relevant experts in the field of the relationship between employee competence and organizational culture. They provide an in-depth look at the impact, challenges and implications of these relationships in the 21st century workforce. Following are some expert opinions that can support the discussion of research results: 1) Edgar H. Schein (2010): In Schein's view, organizational culture is a software that guides behavior within the organization. In the context of the results of this research, this approach supports the understanding of how an organizational culture that supports learning and innovation can help develop employee competencies. Schein views that an organization that has a culture that encourages individual competence will create a productive work environment \cite{Schein_2010}. 2) Peter F. Drucker (1999): Drucker highlighted the importance of