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Human Resource Management (HRM) plays a crucial role in ensuring that a company is able to grow, compete, and sustain its operations in an increasingly dynamic business environment. Effective HRM practices help organizations optimize employee performance, improve productivity, and maintain workforce stability. One of the key aspects of HRM that significantly influences employee performance is workload and job satisfaction. An imbalance in workload or low levels of job satisfaction may lead to decreased motivation, stress, and reduced work performance. This research aims to explore and evaluate the levels of workload and job satisfaction among employees at PT Indomarco Tangerang 1. Understanding these factors is essential to identify potential problems that may affect employee performance and organizational effectiveness. The study employs a quantitative research approach, which involves collecting numerical data that can be statistically analyzed to provide objective and measurable results. Data were gathered through structured questionnaires distributed to employees. A total of 30 employees from various divisions at PT Indomarco Tangerang 1 participated in this study. Statistical analysis was used to assess the relationship between workload and job satisfaction, as well as their overall condition within the company. The findings of this research are expected to provide useful insights for management in developing appropriate strategies to manage workload effectively and enhance job satisfaction. Ultimately, improving these aspects is expected to contribute to higher employee performance and support the long-term success of the company.

Employee performance, which is a reflection of their competence in completing tasks, is very important for achieving organizational goals. Therefore, improving performance is a top priority for the company.This quantitative research aims to analyze the factors that influence employee performance in the Quality Control division of PT. Hwa Seung Indonesia, Jepara. Of the total 174 employees, 121 were used as research samples selected using the Slovin formula. Data collection was carried out through questionnaires with saturated sampling techniques. The collected data was then analyzed using various statistical methods, including multiple linear regression analysis. The research results show that the variables workload, compensation (t-value 2.865), work discipline (t-value 4.707), and motivation (t-value 4.425) together have a positive and significant influence on employee performance.

The problem in the research is that the work given exceeds the provisions of written regulations, company leaders do not pay enough attention to their employees or do not provide enough motivation to their employees, performance fluctuates from year to year because employees are less careful in their work. The aim of this research is to determine the workload and motivation of employee performance at PT. Mandiri Abadi Permai. The type of this research is quantitative. The population in this research is employees of PT. Mandiri Abadi Permai, totaling 140 respondents. Determining the number of samples using the Slovin formula was 58 respondents, while the sampling technique was carried out randomly. The data sources in this research are primary and secondary data. Then the data collection methods in this research are observation, interviews, questionnaires and documentation. Meanwhile, the data analysis technique used is multiple linear regression analysis. Multiple linear regression test results Y=8.137+0.5221+0.532X2+e. The results of the test (t) or partial test show that workload has a positive and significant effect on employee performance which can be seen from tcount 6.477>ttable 2.004 and the Motivation variable has a positive and significant effect on employee performance where it can be seen tcount 11.166>ttable value 2.004. Then simultaneously (F test), the F value is 83.947> F table 3.16. So that workload and motivation have a positive and significant effect on employee performance at PT. Mandiri Abadi Permai. The results of the coefficient of determination for the Adjusted R square value are 0.744 (74.4%). So it can be said that 74.4% of the variation in the independent variables in workload and motivation contributes to employee performance variables at PT. Madiri Abadi Permai, while the remaining 25.6% is influenced by other variables outside the model.

The analysis intends to evaluate the impact of company values also workload on staff performance at Bank Syariah Indonesia KC Depok Margonda 2. Utilizing a quantitative statistical method, data collection involves observations and surveys provided to 33 employees. Using SPSS version 27, data assessment included aNOVA, correlation analysis, chi-square test, and R-squared value. Outcomes from the t-test reveal workplace culture (X1) adversely affects employee output (Y), yielding a t-value of -5.266, greater t-table 1.697 a significance value of 0.000. In conclusion, workload (X2) contributes positively and considerably to performance, reflected by a t-value of 5.765 > t-table 1.697 also a significance of 0.000. The F-test confirms that both variables jointly affect performance significantly (F-value 16.700 > F-table 3.316). The coefficient of determination (R²) measures 52.7%, revealing that work culture and workload together affect performance, with the remaining 47.3% influenced by different variables.

This study aims to examine the optimization efforts made by the Apron Movement Control (AMC) unit in supervising and regulating the movement of people and vehicles in the airside area of ​​Komodo International Airport, Labuan Bajo. The AMC unit is responsible for managing the movement of aircraft, people, and vehicles, including plotting parking stands, arranging ground handling, administering flight data, licensing airside vehicles, supervising engine run-up, apron cleanliness, and handling fuel spills. Supervision is carried out based on SOP, but in emergency situations such as aircraft skidding or unloading on the taxiway, the AMC must be able to adapt quickly to relevant safety procedures. This study uses a qualitative method with direct observation techniques, interviews with three AMC personnel, as well as SOP documentation and incident reports. The results show that the implementation of supervision and control has been running according to PM-IK standards. The focus of supervision includes aircraft movement, engine idle, GSE vehicle speed, completeness of worker PPE, and passenger arrangements to the aircraft. However, the main obstacle is the limited personnel which causes a high workload and supervision is not optimal, so that violations by service users or workers still occur and have the potential to endanger flight safety.

This research aims to determine how much influence Transformational Leadership Style and Workload have on Employee Performance with Job Satisfaction as an Intervening Variable at Bank Nagari Main Branch. The data collection technique uses a questionnaire filled in by 67 employees as respondents. The analytical method used is Structural Equalition Modeling (SEM) with Partial Least Square (PLS).The results of data analysis conclude (1) Transformational Leadership Style has a positive and significant effect on Job Satisfaction.  (2) Workload has a positive and significant effect on Job Satisfaction. (3) Transformational Leadership Style has a positive and insignificant effect on Employee Performance. (4) Workload has a positive effect on employee performance. (5) Job satisfaction has a positive and significant effect on employee performance. (6) Transformational Leadership Style has a positive and significant effect on Employee Performance through Job Satisfaction. (7) Workload has a positive and significant effect on employee performance through job satisfaction.

This study aims to analyze the implementation of leadership supervision in efforts to improve the performance quality of Civil Servants (PNS) in the Economic Affairs Section at the Regional Secretariat of Langkat Regency. The research findings indicate that the effectiveness of supervision greatly depends on clear objectives, performance indicators, periodic evaluations, and open communication between leaders and staff. Although there are challenges such as ineffective communication and imbalanced workloads, proposed solutions include improving communication and utilizing technology to enhance supervision and employee performance. Optimal supervision has been shown to play a key role in improving PNS performance, with an emphasis on monitoring, evaluation, and skill development. Despite challenges like limited resources and ineffective communication, solutions such as training, open communication, and technology can improve supervision efficiency. Most PNS show a positive attitude towards management and supervision, although there is still room for improvement in communication and skill development. Going forward, it is expected that supervision will become more structured, technology-based, and communicative to support the achievement of organizational goals more efficiently and enhance public service quality.

This research aims to determine the influence of leadership, workload and work ability on employee turnover intention at PT Pendidikan Maritim Dan Logistik Indonesia (Pmli) Bogor. Before an employee takes a turnover action, it is usually preceded by turnover intention. In this research, the cause of the employee's desire to stop working is thought to be leadership that is not working well, too much workload and a mismatch in abilities and job duties. Sampling of 100 employees was carried out using proportional stratified random sampling. The analytical method used in the research is descriptive and verification methods. Data collection techniques through questionnaires, observation, interviews and literature study. Data analysis uses multiple regression analysis, coefficient of determination analysis, F test and t test. The results of this research show that the variables of leadership, workload and work ability simultaneously have a positive and significant effect on employee turnover intention. Meanwhile, partially leadership and workload have a positive and significant effect on employee turnover intention and work ability has a negative and significant effect on employee turnover intention.

Work-life balance is a condition where an individual is able to maintain a balance between the world of work and personal life in a sustainable manner. This balance is something that is expected by every employee, including non-managerial employees of the HCGA division of PT XYZ. The main objective of this study is to determine the achievement of employee work-life balance as reviewed from three aspects, namely time balance, involvement balance, and satisfaction balance. In addition, this study also identifies factors that support and inhibit the achievement of work-life balance in employees. This study uses a qualitative descriptive approach, namely by describing and analyzing the problems that arise. Qualitative research is based on primary data and secondary data. Primary data in this study were obtained by conducting observations, interviews, and documentation, while secondary data were obtained through books, previous research, and articles related to the research. The results of the study indicate that not all employees are able to achieve optimal work-life balance. Some employees, especially those from the recruitment and general affairs departments, feel that they have a good work-life balance thanks to work flexibility and the ability to manage time. However, employees from the people development and administration departments of HCGA actually experience difficulties due to excessive workload, additional tasks outside of their job descriptions, and lack of team management from superiors. The support of coworkers who help each other and create a supportive work environment is one of the main supporting factors in achieving work-life balance. On the other hand, work pressure outside of working hours and ineffective communication are obstacles that are often faced. This study only uses one variable so that it cannot fully describe the relationship with other aspects such as work stress or job satisfaction. Therefore, further research is recommended to explore more variables in order to provide a more comprehensive understanding of work-life balance in the work environment.  

This research aims to determine the effect of workload and compensation on employee performance at Shopee Express Munda, Bima City. The research instrument used in this research was a Liker scale questionnaire. The population used in this research was all Shopee Express employees in Bima City, 56 respondents and a sample of 56 people. The sampling technique was carried out using the saturated sampling method. The data in this research was collected by observation, interviews, questionnaires and literature study. Then the data obtained was analyzed using validity tests, reliability tests, classical assumption tests, multiple linear regression, multiple correlation coefficients, determination tests, t tests and f tests. With the help of SPSS version 26. The results of the research show that 1) Workload does not have a significant effect on employee performance at Shopee Express Mpunda, Bima City, 2) Compensation has a significant effect on employee performance at Shopee Express Mpunda, Bima City. 3) Workload and Compensation have a significant effect on Employee Performance at Shopee Express Mpunda Bima City.

This study aims to analyse the workload of doctors at Ubhara Jaya Primary Clinic in order to improve the efficiency and quality of medical services. Effective human resource management, particularly in managing doctors' workload, is essential to provide fast, precise, and quality health services. This study uses the Full Time Equivalent (FTE) method to measure and analyse doctor workload. Interviews and direct observation were used to get primary data, while secondary data was collected from relevant documents such as doctors' work schedules, monthly reports, and medical records. The research method used is descriptive with a quantitative approach, as well as literature review as a theoretical basis. The overall results of the various activities carried out by doctors at the Ubhara Jaya Primary Clinic show that the FTE index value is below the normal limit, these results indicate the need for additional workload and do not require additional labour for each activity performed.

This study aims to determine; 1) influence of organizational climate on teacher commitment, 2) influence of workload on teacher commitment, 3) influence of organizational climate and workload simultaneously on teacher commitment. This research was conducted at SMK Negeri 1 Surakarta. This study uses a quantitative approach with correlational methods. The population in this study were all subject teachers, totaling 62 people, with the research sample using a saturated sampling technique. The data was collected by Likert scale questionnaire.  

This qualitative research aims to investigate the influence of teacher workload on students' academic achievement, particularly within the unique framework of science, technology, and Buddhism. Employing a phenomenological research model, the study delves into the lived experiences of teachers and students in educational settings infused with Buddhist principles alongside science and technology education. The sampling technique involves purposive sampling, selecting participants with diverse backgrounds and experiences. Data analysis follows thematic analysis methods, identifying patterns and themes within the collected narratives. Preliminary findings suggest a complex interplay between teacher workload, students' academic outcomes, and the integration of Buddhist perspectives within the curriculum. Understanding these dynamics can offer insights into optimizing teaching practices and curriculum design to enhance student learning outcomes in science, technology, and Buddhist-oriented educational contexts.