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Large organisations have many different interests, so there is often a lack of understanding of tasks and missions. This study identified several issues, including the impact of current elder performance in GPP Sukadono Helvetia, the condition of elder support that does not meet performance standards, the influence of management on performance, and the impact of elder workload on performance became the main focus of this study. This research is descriptive-inferential, where there are functional relationships. If leadership (X) is systematically related to employee performance (Y), then future phenomena are likely to be predicted and the results may propose new or additional hypotheses that can be tested. This study wants to reveal that there is a significant contribution between leadership effectiveness (X) and employee performance (Y), to the empirical contribution of 27.3%. This shows that leadership plays an important role in overcoming all challenges in the organisation. Elder leadership plays an important role of 27.3% in the performance of GPP Sukadono Helvetia. Then, this study also found that the role of management in this area has not been optimal, resulting in ineffectiveness in achieving the desired performance, especially in promoting learning and improving congregational performance. This study suggests that the role of management in the future should be more aligned with the management and effectiveness of GPP Sukadono Helvetia. This will ensure that the work of GPP Sukadono Helvetia elders is not only focussed on programme activities but also that the programme contributes to the overall success of the organisation.      

The Ciptaker Law functions to increase investment and create new jobs, but is controversial because of workers' rights. Analysis of the relationship between the Ciptaker Law and employee welfare needs to pay attention to the concept of Competency-Based Employment, which allows companies to appoint and terminate employment based on employee capabilities and performance. However, this threatens the rights of employees, especially regarding termination and wages. The Ciptaker Law also expands the types of work for foreign workers in Indonesia. Even though it can increase investment and create jobs, the Ciptaker Law has the potential to reduce employee wages and make it easier for companies to terminate employment. The implementation of the Ciptaker Law needs to be closely monitored and evaluate especially in terms of protecting employee rights so that this Law can improve welfare and decent employment opportunities. Sorry, please add the text you want shortened. Thank You.

This research investigates the interplay between job satisfaction, leadership, human capital, corporate governance, tax awareness, and firm performance. The study aims to understand the intricate relationships among these factors in organizational success. Employing a qualitative research design, this study utilizes purposive sampling to gather data from participants representing various organizational levels. Data analysis involves thematic analysis to uncover patterns, themes, and relationships within the data. Results reveal nuanced insights into the influence of leadership styles, employee satisfaction, governance structures, and tax consciousness on firm performance. The findings underscore the significance of effective leadership, robust human capital management, sound corporate governance practices, and tax awareness in enhancing organizational outcomes. This study contributes to a deeper understanding of the multifaceted dynamics shaping organizational success in contemporary business environments.

Writing this thesis aims to determine the effect of work conflict and workload on employee performance at PT. Lucky Timber Sibolga. The problem encountered in this study is the lack of a sense of mutual support in doing work as a team.                The formulation of the problem in this study is whether there is an influence of work conflict and workload on employee performance at PT. Lucky Timber Sibolga? While the purpose of this study was to find out whether there is an influence of work conflict and workload on employee performance at PT. Lucky Timber Sibolga? The hypothesis put forward is that there is an influence of work conflict and workload on employee performance at PT. Lucky Timber Sibolga. The population in this study amounted to 525 people consisting of employees and contract employees, the sample in this study were 84 people. The data collection technique was carried out by distributing questionnaires. The data analysis technique used is quantitative analysis.                The results of the study found that work conflict and workload can affect employee performance at PT. It is known that Timber Sibolga has a coefficient of determination (R Square) of 0.605. Work conflict and workload together or simultaneously have a positive and significant effect on employee performance at PT. Lucky Timber Sibolga. Where is the Fcount > Ftable value (61.931> 3.11). Partially, work conflict has a positive and significant effect on employee performance at PT. Lucky Timber Sibolga. Where the value of tcount = (5.461) is greater than the value of ttable (1.989), Partially the most dominant workload affects performance, meaning that the workload variable is more decisive in improving employee performance compared to work conflict. Where the value of tcount = (8.886) > ttable value (1.989 ). Multiple linear regression equation Y = 11.315 + 0.315X1 + 0.511X2 employee performance shows a positive direction. It is recommended for companies to always try to control conflicts that occur in employees, namely by providing solutions to every problem that occurs in employees.

The formulation of the problem in this study is whether Integrity and Discipline have a positive and significant relationship to employee performance at the Secretariat Office of the Regional People's Representative Council (DPRD) of Sibolga City. This study aims to determine the relationship between integrity and discipline on employee performance at the Secretariat Office of the Regional People's Representative Council (DPRD) in Sibolga City. The sample in this study were all employees of the Secretariat of the Regional People's Representative Council (DPRD) of Sibolga City, totaling 39 (thirty nine) people. The type of research used in this research is the survey method, which is the method used to obtain data from certain natural places and the research collects data through observation, distribution of questionnaire documentation and interviews. The data analysis technique in this study is Multiple Linear Regression. The results of the regression analysis with the equation Y = 2.666 + 0.526 X1 + 0.397X2, it can be explained that a constant of 2.666 means that if Integrity (variable X1) and Discipline (variable X2) = 0, then the Performance variable Y = 2.666 and if Integrity (variable X1) and Discipline (variable X2) = 1, then performance (variable Y) = 3.589. From the F test (Simultaneous) or Ftest, Fcount is 21.941 > Ftable 3.259. Therefore Fcount 21.941 > Ftable 3.259, meaning that there is a significant influence between integrity and discipline on performance. So it can be concluded that integrity and significant influence on performance at the Secretariat Office of the Regional People's Representative Council (DPRD) of Sibolga City. Then the results of the F test, the hypothesis that the author examined from this study can be declared accepted. The results of this study indicate: Integrity partially has a positive and significant effect on employee performance; Discipline partially has a positive and significant effect on Employee Performance; Integrity and Discipline partially have a positive and significant effect on Employee Performance

  The organization is a means or tool for achieving goals, as a vehicle (vehicle) for the activities of workers who work together in their efforts to achieve goals. These goals certainly differ from one another, for example, they can be in the form of social services, education improvement, career development and so on. Every activity carried out by an organization certainly requires various resources, such as capital, materials, and machinery. Existing resources will be meaningless if not managed properly. To manage it requires other resources, namely, human resources. The formulation of the problem in this study is the formulation of whether work involvement and division of labor jointly affect the performance of employees in the Sibolga Kota District Government? This study aims to determine how much influence work involvement and division of labor have on employee performance in the Sibolga Kota District Government. The temporary hypothesis is that work involvement and division of labor have a joint effect on the performance of employees in the Sibolga Kota District Government. The population is 85 people and is used as a sample. Data collection techniques using library research and field research. The results of the study show that the variables of work involvement and division of labor can affect the performance of employees in the Sibolga Kota District Government by 54.2%. Work involvement and division of labor jointly or simultaneously have a positive and significant effect on the performance of employees in the Sibolga Kota District Government. Where the Fcount value is greater than the Ftable value (38.510 > 3.11). Partially, work involvement has a positive and significant effect on employee performance in the Sibolga Kota District Government. Where the value of tcount = (2.373) is greater than the value of ttable (1.992), Partially the most dominant division of labor affects employee performance, meaning that the variable of division of labor is more decisive in improving employee performance compared to work involvement. Where the value of tcount = (4.453) is greater than the value of ttable (1.995).

The division of tasks is a series of activities carried out in order to determine what should be done or what the work is and who should do it. Competence is an ability to carry out or do a job that is based on skills and is supported by the work attitude demanded by the job. Competence denotes skills and knowledge characterized by professionalism. in this study, namely the formulation of whether the division of tasks and competencies jointly affect the performance of employees in the Sibolga Kota District Government? This study aims to determine how much influence the division of tasks and competencies has on employee performance in the Sibolga Kota District Government. The provisional hypothesis is that the division of tasks and competencies has a joint effect on the performance of employees in the Sibolga Kota District Government. The population is 85 people and used as a sample. Data collection techniques using library research and field research. The results of the research show that the division of labor and competency variables can influence the performance variables of employees in the Sibolga Kota District Government by 54.2%. The division of tasks and competencies jointly or simultaneously has a positive and significant effect on the performance of employees in the Sibolga Kota District Government. Where the Fcount value is greater than the Ftable value (38.510 > 3.11). Partially the division of labor and competence has a positive and significant effect on employee performance in the Sibolga Kota District Government. Where the value of tcount = (2.373) is greater than the value of ttable (1.992), Partially the most dominant division of labor affects employee performance, meaning that the variable of division of labor is more decisive in improving employee performance compared to work involvement. Where the value of tcount = (4.453) is greater than the value of ttable (1.995).

The formulation of the problem in this study is whether work ethics and work motivation have a positive and significant effect on employee performance at the Sibolga Sambas District Office. This study aims to determine the effect of work ethics and work motivation on employee performance at the Sibolga Sambas District Office. The sample in this study were all employees of Sibolga Sambas District, totaling 87 (eighty seven) people. The data analysis technique in this study is Multiple Linear Regression. The results of this study indicate: work ethics partially has a positive and significant effect on employee performance; Work motivation partially has a positive and significant effect on employee performance; Work ethics and work motivation partially have a positive and significant effect on employee performance.

The purpose of this study is to discuss how a servant leader is an honest, responsible leader and can delegate tasks to his subordinates. Higher education rectors in implementing servant leadership can also increase the satisfaction and performance of the lecturers they lead. Work discipline can encourage the creation of satisfaction and performance of lecturers in tertiary institutions. This research was conducted with the aim of knowing the impact of work discipline, compensation, servant leadership and job satisfaction on the performance of lecturers at the Indonesian Muslim University. This study used a quantitative approach with a total of 52 respondents as research subjects. Methods of data processing using path analysis (path analysis) and descriptive statistical methods. From the results of the study it was concluded that servant leadership does not have an effect on job satisfaction, compensation has a positive effect on employee performance, the greater the compensation, the greater the employee morale, work discipline has a positive effect on job satisfaction, servant leadership has a positive effect on lecturer performance, discipline work has a positive effect on lecturer performance, and job satisfaction has no effect on lecturer performance..    

This research aims to examine the influence of organizational climate and emotional intelligence on employee performance through work motivation as an intervening variable at PT. Indo Bismar Surabaya. The sampling technique used in this study was probability sampling, specifically Simple Random Sampling, with a sample size of 53 employees. Data collection was conducted through interviews and the distribution of questionnaires via Google Forms. The research method was assisted by the Partial Least Squares (PLS) technique using Smart PLS software version 4.0.8.6. The hypothesis testing results indicate the following: There is a non-significant positive influence between organizational climate and employee performance. There is a non-significant positive influence between emotional intelligence and employee performance. There is a significant positive influence between organizational climate and motivation. There is a significant positive influence between emotional intelligence and motivation. There is a significant positive influence between motivation and employee performance. There is a significant positive influence between the organizational climate variable and employee performance through motivation as an intervening variable. There is a significant positive influence between the emotional intelligence variable and employee performance through motivation as an intervening variable.    

Employee performance is the result of work in quality and quantity achieved by an employee in carrying out their duties in accordance with the responsibilities they provide (Mangkunegara, 2009:9). The demand for high employee performance has indeed become a part of all companies. However, the current facts show that not all employees have high performance according to company expectations. There are still many employees who have low performance, as happened to Bank Jatim Surabaya employees in the initial findings in the field which showed that some employees of Bank Jatim Surabaya experienced problems related to performance as seen from not achieving targets on marketing employees.

Motivation is an inner or psychological process that occurs in a person who is strongly influenced by several factors, namely internal factors and external factors. These internal factors are factors that are inherent in every human being such as nature, experience, level of education, desires and hopes for the future. While external factors are the environment / working conditions, leadership and leadership. Robbins and Coulter (2010: 109) state that motivation is a process in which a person's efforts are energized, directed, and sustained towards achieving a goal. One of the intended goals is to achieve high performance, such as the theory put forward by Mangkunegara (2009:67) that motivation is one of the factors that influence performance. The results of research by Rizal et al (2014) found a significant and positive effect of motivation on employee performance.

Each agency in carrying out its activities has goals that must be achieved. To achieve or realize these goals, each agency must be good at choosing strategies, especially there is human resource planning which in essence is focused on certain steps taken by management. For the availability of a permanent workforce to occupy the position and the right time in order to achieve the goals and various targets set. Employee placement is expected to make an adequate contribution to the organization in addition to being an effort to develop human resource competencies in the organization. With improper placement, a person's performance will not match the expectations of management and organizational demands, thus they display low work productivity which can result in boredom and boredom. Theoretically, the placement of employees in an organization must have an adjustment between the qualifications or educational background of employees with the qualifications of the job they will carry. To find out whether the placement process is successful or not, what the company can do is to evaluate employee behavior and work performance in the form of a work presentation assessment. The ability of employee resources is often hampered if faced with job placement problems.  

The purpose of this study was to examine the impact of work motivation variables on employee performance at PDAM Tirta Langkisau. to examine the impact of competency variables on employee performance at PDAM Tirta Langkisau. Collecting data by distributing questionnaires to 50 respondents using saturated sampling technique, in which all members of the population are sampled, using instrument testing (validity test and reliability test), descriptive analysis, classic assumption test (normality test, multicollinearity test and heteroscedasticity test) multiple linear regression and t test, with the help of the SPSS application. The results of the study show that work motivation has a positive and significant effect on employee performance at PDAM Tirta Langkisau, competence has a positive and significant effect on employee performance at PDAM Tirta Langkisau. Which means the first hypothesis is accepted and the second hypothesis is accepted.

This research was conducted to determine the influence of career progression and work environment on employee performance at PT. Multisrada Arah Sarana Tbk. Bekasi. Using SPSS Version 25, this analysis uses multiple linear regression which aims to determine the effect of the Independent variable (X) on the Dependent variable (Y). This research involved 170 PT respondents. Multisrada Arah Sarana Tbk. Bekasi from various divisions. The data collection technique is carried out by distributing statement data that has been previously tested for validity and reliability, then the results of the respondents' answers are processed for analysis. The results of the analysis of this research data can be concluded that Career Pathing does not have a significant effect on Employee Performance, while the Work Environment has a significant effect on Employee Performance. However, career progression and work environment simultaneously have a significant effect on PT employee performance. Multisrada Arah Sarana Tbk. Bekasi.

The purpose of this study was to analyze the effect of incentives and organizational culture on employee performance and organizational commitment as a mediating variable in Semarang amil zakat institutions. The population of this study is 265 people and the samples taken as many as 159 people. The data analysis used is path analysis (Path) multiple regression model.The analysis showed that: H1 Incentive positive effect on organizational commitment, H2 Organizational culture positively affects organizational commitment, H3 Komiten organization positive effect on performance, H4 Incentives positive effect on performance, H5 organizational culture brpengaruh positively to performance, H6 organizational commitment can mediate incentives for performance, organizational commitment H7 can mediate organizational culture on performance.

The research explains the relationship between employee recruitment and work placement on employee performance at CV Trans Berjaya, the research sample used is a saturated sample because population under 100. The research instrument used a questionnaire, tested data through partial and simultaneous tests, multiple regression test using SPSS 25 software. Partial test results revealed that variabel X1 recruitment affected employee performance by 0,722 or 72,2% and variable X2 work placement influenced performance employees by 0,631 0r 63,1%. And the simultaneous test of recruitment and work placement variables on employee performance has an impact of 0,731 or 73,1%. Thus, the performance of Trans Berjaya employees is influenced by recruitment and job placement. Variables X1 and X2 have a positive and significant effect variable Y.  

Employee performance in a company that is not well managed can be one of the obstacles to company activities in achieving its goals. The purpose of this study is to explain the effect partially and simultaneously skills and work culture on employee performance. This type of research uses quantitative research. Source of data in this study using primary data and secondary data. The sample in this research is 40 employees of UD. Indokey uses a saturated sampling technique in which researchers use all UD employees. Indokey is a sample. The analysis technique used is validity test, reliability test, normality test, linearity test, multicollinearity test, heteroscedasticity test, t test, F test, multiple linear regression analysis, and coefficient of determination test (R2) using the SPSS version 25 program. The results of this study are that partially the skill variable has a positive and significant effect on the performance of employees at UD. Indokey, partially the work culture variable has a positive and significant effect on the performance of employees at UD. Indokey and simultaneously stated that the variable skills and work culture have a significant effect on the performance of employees at UD. Indokey

The company certainly has human resources as managers in organizing, managing and developing a strategic plan for the company's goals. In realizing these goals the most important thing is how the competence and performance of employees in the company. As an effort to improve employee performance, it must be supported by all components and the most important factor is increasing employee competence. The purpose of this theoretical review study is to find out how work competence influences the performance of employees in the company. The method used is a theoretical review by analyzing and comparing existing theories. The result of this theoretical review is that work competence greatly influences employee performance. The effect of competence on performance can be seen from the level of competence which has practical implications in human resource planning. It can be concluded that there is an influence of work competence on employee performance. The performance and effectiveness of employees in carrying out their duties is largely determined by competence. Companies are expected to always improve employee performance through training employees with their respective competency standards. This is because success in a company is influenced by the basic performance of employees obtained from the level of education, abilities and expertise possessed by these employees, so that they can contribute effectively and efficiently to the company.

The objectives to be achieved in this study are to determine and analyze the influence of work discipline and career development on employee performance at the Central Tapanuli Regency Transportation Service? The hypothesis in this study is that work discipline and career development have a simultaneous positive effect on employee performance at the Department of Transportation, Central Tapanuli Regency. population amounted to 117 people and a sample of 54 people. The type of data in this study is primary data obtained from field research and literature studies. The results obtained work discipline and career development simultaneously have a positive effect on employee performance at the Department of Transportation of Central Tapanuli Regency, where Fcount (44.747) is greater than Ftable (3, 13) or (44.747 > 3.13) Partially, the work discipline variable has the most dominant effect on employee performance, where the t-count value is 4.056 > t-table value is 2.004. Partially the career development variable has a positive and significant effect on employee performance, where the t-count value is 2.823 > the t-table value is 2.004. The results of calculating the coefficient of determination R Square of 0.554 means that 55.4% of employee performance can be influenced by work discipline and career development. While the remaining 44.6% can be influenced by other factors not discussed in this study.