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This study aims to analyze the influence of work discipline, work motivation, and incentive provision on employee performance in the production department of PT Wonojati Wijoyo. The study employed an associative quantitative approach, with 65 respondents selected using a purposive sampling technique. Data were collected through a five-point Likert-scale questionnaire that passed validity and reliability tests. The data were analyzed using multiple linear regression with SPSS version 29, including classical assumption tests, t-test, F-test, and the coefficient of determination (R²). The results show that work discipline has a positive and significant effect on employee performance, while work motivation and incentive provision have no significant effect. However, simultaneously, the three variables significantly affect employee performance, with a coefficient of determination of 77.9%, indicating that the remaining 22.1% is influenced by other factors not included in the model. These findings highlight the importance of implementing human resource management policies that balance discipline, reward systems, and motivation programs to improve employee performance sustainably.

This study aims to examine the influence of transformational leadership, work motivation, and organizational culture on organizational commitment at PT Kembang Jawa Permai. The research employs a quantitative approach with an associative causal design, using a survey method and data collected through a questionnaire distributed to all 46 employees as respondents. The sampling technique used is saturated sampling, considering the small population size. Data analysis was performed using multiple linear regression analysis with validity, reliability, and classical assumption tests (normality, multicollinearity, heteroscedasticity, and linearity) conducted beforehand to ensure model accuracy. The results indicate that transformational leadership, work motivation, and organizational culture each have a positive and significant effect on organizational commitment, both partially and simultaneously. Among the three variables, organizational culture shows the most dominant influence, indicating that strong organizational values and teamwork orientation play a key role in strengthening employee commitment. The coefficient of determination (R²) of 0.848 implies that 84.8% of the variation in organizational commitment can be explained by the three independent variables. This study contributes to human resource management theory and provides practical insights for organizations to enhance employee commitment through effective leadership, motivation, and cultural reinforcement.

This study aims to analyze the effect of physical work environment, work motivation, and teamwork on employee performance at PT Adira Dinamika Multi Finance Tbk. The research employed a quantitative approach with a survey method involving all 51 employees as the total sample using a saturated sampling technique. Data were collected using a five-point Likert scale questionnaire developed from the theories of Herzberg, Luthans, and Tuckman. Validity and reliability tests were conducted to ensure instrument quality, while data were analyzed using multiple linear regression with SPSS version 26. Classical assumption tests, including normality, multicollinearity, heteroscedasticity, and autocorrelation, were performed to verify the model’s adequacy. The results indicate that the physical work environment, work motivation, and teamwork have positive and significant effects on employee performance, both partially and simultaneously. Among these variables, work motivation exerts the strongest influence on performance improvement. Overall, the three independent variables explain 84.2% of the variation in employee performance, while the remaining 15.8% is explained by other factors not included in the model. These findings highlight the importance of strengthening employee motivation, improving workplace conditions, and fostering a collaborative work culture to enhance human resource management effectiveness in the financial service industry.

In the era of rapid globalization, human resource management has become a crucial element in achieving optimal productivity, where employee performance is strongly influenced by several factors. This study identifies obstacles related to work motivation and discipline, as well as environmental conditions that may affect performance, such as tardiness and unexcused absences. The purpose of this research is to analyze the influence of work environment, work motivation, and work discipline on employee performance at UD Rahayu Indah. This research employs a quantitative method with a population of 76 respondents. The sample also consists of 76 respondents, determined using the saturated sampling technique. The analytical tool used in this study is SPSS 25.0. The findings indicate that the work environment has a significant partial effect on employee performance, work motivation has a significant partial effect on employee performance, work discipline has a significant partial effect on employee performance, and the work environment, work motivation, and work discipline simultaneously have a significant effect on employee performance.

This study aims to examine the influence of competence, job placement, and work discipline on employee performance at the Samsat Office of Bima Regency. The research applies a quantitative approach using a survey method. Data were collected through questionnaires distributed to 30 civil servants selected using purposive sampling. The data analysis techniques include validity and reliability tests, multiple linear regression, t-test, and F-test. The results show that competence, placement, and work discipline each have a positive and significant influence on employee performance, both partially and simultaneously. The coefficient of determination indicates that 45.2% of the variance in performance is explained by the three variables. These findings suggest that improving employee competence through training, placing staff according to their skills, and consistently enforcing work discipline can enhance employee effectiveness and productivity. The study has important implications for human resource management in public institutions, particularly in improving service quality through better employee performance.

Human resources are the driving force of animal husbandry in Indonesia, because the role of human resources is important and aligned with qualified work skills will create sustainable dairy farms. This Literature Review aims to examine the effect of increasing productivity and sustainability of dairy farms through optimizing human resource management. This study used a systematic review method. After collecting information from 13 SINTA accredited journals and SCOPUS indexed journals, it was found that optimizing human resource management plays an important role in realizing productivity and sustainability of dairy cows, as found in this literature review that empowering farmers by providing training, knowledge and skills is a key factor in increasing production yields that support business sustainability.

Managing human resources and entrepreneurship are two crucial components of any successful organization. Human resources management focuses on recruiting, training, and retaining employees to ensure they can perform their job duties effectively. On the other hand, entrepreneurship involves the creation and development of new business ventures, products, or services. Both areas play a significant role in the overall success and growth of a company. In this paper, we will explore the intersection of human resources management and entrepreneurship, examining how these two disciplines can work together to drive innovation and organizational success. By leveraging the expertise and creativity of both HR professionals and entrepreneurs, companies can cultivate a culture of innovation and adaptability. This collaboration can lead to the development of cutting-edge products and services, as well as the implementation of forward-thinking HR practices that attract and retain top talent. However, integrating HR and entrepreneurship may also present challenges, such as balancing risk-taking with employee well-being and ensuring that organizational goals align with individual aspirations. Despite these obstacles, the potential benefits of combining these disciplines are vast, offering companies a strategic advantage in today's competitive business landscape.

"Insider" practices and "privileges" are often overlooked in human resource management (HRM) discourse, despite their significant impact on organizational justice, employee motivation, and overall performance. This article explores how informal connections and preferential treatment undermine meritocratic systems, distort perceptions of fairness, and reduce job satisfaction and employee commitment. Using a qualitative case study approach, the findings reveal that perceptions of injustice caused by informal practices—such as promotions based on personal ties, biased performance evaluations, and exclusive access to opportunities—can significantly weaken both intrinsic and extrinsic employee motivation. The study highlights the urgency of implementing transparent, accountable, and performance-based reward systems as strategic efforts to foster a fair and healthy organizational culture. Practically, organizations must develop HRM policies that are not only procedurally fair but also perceived as equitable to sustain long-term employee productivity and retention.

Human Resource Management (HRM) is a strategic field that plays a crucial role in achieving organizational goals. HRM is not just about managing people, but also requires knowledge of human behavior and the ability to manage it effectively. The formulation of techniques in HRM must be relevant to the business methodology used by the organization. HRM is not just a science, but also an art in the business world. HRM aims to regulate the relationship and role of manpower to be effective and efficient, so that it can help achieve the goals of the company, employees, and society.

In the dynamic era of globalization, Human Resource Management (HRM) has become key to success for companies in the global market. Global HRM involves an approach that considers global factors such as culture, labor regulations, and market demands. Challenges include adapting to cultural diversity, varying labor regulations, and managing dispersed teams. However, global HRM also presents opportunities, including broader access to global talent. Through detailed analysis, this journal aims to provide valuable insights for HRM practitioners and company leaders in managing human resources in the globalization era. The research method used is qualitative and descriptive, with literature studies as the data source. The research results highlight the importance of global human resource management in achieving organizational goals in diverse global markets. Proposed solutions include flexibility, effective resource management, cultural awareness enhancement, and employee engagement. With the implementation of effective HRM policies, organizations can enhance their performance and achieve their business goals in the global business era  

The novel The Last Shoe tells the story of the life of a father named Pak Marwan. The character Pak Marwan in the novel The Last Shoe is the main character of the story. Mr, Marwan is a shoe craftsman whose name is known as the “father of shoes”. Pak Marwan opened a shoe business and made the name of his village known to many people. This type of research is qualitative research which aims to understand social phenomena, including the phenomenon being studied. The descriptive method of analysis is to describe the facts followed by content analysis. The data in this research is in the form of discourse related to the object of research is the novel The Last Shoe by Toni Tegar Sahidi. The primary data source in this research is the next of the novel The Last Shoe. Data collection techniques use heuristic and hermeneutic reading methods. The results of this research are to find out the characterizations contained in the novel The Last Shoes by Toni Tegar Sahidi, namely responsible, hardworking, business style, and teaching employees to be independent.

Human resource management is an important aspect in the business world, in a company the potential of human resources will determine the direction in achieving a goal set by the company. This study explains the effect of work discipline, occupational safety and occupational health on the work productivity of UD Mugi Lestari Papar employees. The number of samples taken in this study was 33 employees. In this study, it was found that work discipline had a partial and significant effect on employee work productivity, work safety had a partial and significant effect on employee work productivity and occupational health had a partial and significant effect on employee work productivity. Furthermore, work discipline, occupational safety and occupational health have a silmutant and significant effect on employee work productivity.

Human resource management is one of the most important aspect in the course of a agency to achieve its vision, mission, strategy and the creation of agency goals. The aim of this research is to explain the influence of workload, work stress and work motivation on employee performance. This research uses a saturated sample. The sample in this study was 31 employees of the Nganjuk Regency Investment and One Stop Integrated Services Service. In this research, the results obtained were that workload, work stress and work motivation partially had a significant effect on the performance of employees of the Nganjuk Regency Investment and One-Stop Integrated Services Service. Meanwhile, simultaneously these three variables have a significant effect on the performance of employees of the Nganjuk Regency Investment and One Stop Integrated Services Service.