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The low effectiveness of the road crossing system causes frequent accidents and minor incidents that are detrimental to employees and drivers. The large number of accidents that occur can be caused by many factors, including human error, the environment and integrated systems. To be able to measure the possibility and determine a solution to this, XYZ Port applies the HIRADC method which is integrated with the road crossing system. The HIRADC method is an abbreviation for Hazard Identification Risk Assessment and Determining Control. HIRADC is a method in K3 that is used to carry out hazard identification activities, assess the risks posed and determine the form of control for the risks. To achieve superior mobility revitalization, there needs to be an appropriate method for measuring and managing risks in the existing road crossing system. Therefore, the HIRADC method is used to measure all forms of danger and risk in several factors related to optimizing the road crossing system. From the risk analysis, the results obtained were that activities that had a high risk of crossing accidents were crossing traffic management activities. In this activity, there are two dangers that pose a medium risk, namely the danger of vehicles crossing and trailers passing, each at level 9. So it requires more comprehensive risk control efforts to resolve these two dangers.

This article discusses the performance evaluation process at the LIA Cibinong Language Institute, which is a crucial step in measuring and assessing employee performance. This process is essential to ensure the effectiveness and efficiency of organizational operations, while providing feedback that supports overall performance improvement. LIA Cibinong, as an educational entity, considers performance evaluation management important in monitoring employee achievements. The evaluation process at LIA Cibinong consists of planning, implementation, assessment, and follow-up. The planning stage establishes the objectives of the performance evaluation in line with the objectives of the organization, with criteria that include quantity, quality, timeliness, and collaboration. Implementation involves collecting performance data through self-assessment, supervisors, and colleagues. The assessment stage uses techniques such as rating scales, comparisons, and free assessments, tailored to the evaluation criteria. Ultimately, the follow-up stage uses the assessment results as feedback, not just evaluation, but as a guide to improving employee performance. Careful implementation of performance evaluation by LIA Cibinong ensures that employees contribute optimally in accordance with the vision and mission of the organization. This process is not only an evaluative instrument, but also a foundation for individual development and overall institutional performance improvement.

Employee performance refers to the abilities, skills and work results demonstrated by an employee in carrying out their duties and responsibilities. This includes the extent to which an employee is successful in achieving the goals and standards that have been set, both in terms of quality and quantity. Employee performance can also be influenced by various factors, including work environment, job satisfaction, and other personal factors. The aim of this research is to examine and analyze the influence of the work environment on employee performance which is mediated by employee job satisfaction at PT. Heulang. The research subjects were all employees of the production department of PT. Heulang with 115 employees. The method used in this research is quantitative causality research using saturated sampling techniques. Data collection was carried out using a questionnaire that had been tested by SEM PLS. The results of this research show that the work environment has a significantly positive effect on employee performance, apart from that the work environment also mediates employee job satisfaction which can influence employee performance.

 This research was conducted at the Office of the Civil Service Police Unit (Satpol PP) Solok City. The purpose of this study was to determine whether Work Discipline and Compensation had an effect on the Work Productivity of Non-PNS Employees at the Office of the Praja Police Unit (Satpol PP) Solok City. The research method used is the Total Sampling technique, namely the number of samples is the same as the population. From the population taken as many as 77 respondents, data collection methods using observation, interviews and questionnaires. The results of the multiple linear regression coefficient test can be the equation Y = 12.727 + 0.361 X1 + 0.312 (X2), it can be said that the independent variables are Work Discipline and Compensation together have a positive sign in the direction of the Work Productivity of Non-PNS Employees at the Solok City Satpol PP Office. The results of the coefficient of determination (R2) obtained a value of 0.267 that the contribution between the variables of Work Discipline and Compensation of 0.267 or 26.7% and influenced by other variables (100-0,267) was % of variables not examined in this study such as satisfaction, attitudes, behavior, training and willingness to work. The results of the tcount of Work Discipline are 2,631 > 1,992, which means that the Work Discipline variable (X1) has an effect and is significant on Work Productivity (Y). The result of t-count Compensation (X2) is 2.391 > 1.992, which means that the Compensation variable has an effect and is significant on Work Productivity. And the results of the f test are 13,499 > f table 3,12 with a significant level of 0.000 < 0.05. The large fcount value of the ftable value and a significant value less than 0.05 indicates that Work Discipline (X1) and Compensation (X2) simultaneously or jointly have a significant and significant effect on the dependent variable, namely Work Productivity.

In developing business management, it is committed to exploring Green Human Resource Management (GHRM) as a way to improve Corporate Social Responsibility (CSR) practices, both internally such as company employees and external parties such as stakeholders and the wider community. Recent research focuses on the impact of corporate social responsibility (CSR), green human resource management (GHRM), and green innovation on corporate sustainability. The aim of this research is to determine the extent of the implementation of GHRM and CSR for corporate sustainability which refers to strategies and practices designed by a company to provide long-term benefits for all stakeholders, including shareholders, employees, customers and the community around the company's business activities. as well as marketing mix combinations in the business world. The method used in this research is descriptive qualitative. Researchers obtained the information needed by conducting direct interviews with the management of the Ananda Farma pharmacy. The process of collecting information in this study went through the first stage, by conducting a literature audit related to studies on GHRM and CSR. This study reveals that companies that invest in CSR activities in developing countries can significantly improve their performance and contribute to the overall welfare of society. In conclusion, this research also highlights the importance of CSR in meeting the needs of vulnerable communities in developing countries and highlights the importance of business practices in increasing customer satisfaction, loyalty and corporate social responsibility.    

In the era of globalization, effective cross-cultural management is crucial for organizations operating in diverse environments. This study examines the cross-cultural dynamics within Microsoft, a multinational technology company with a global workforce. Utilizing the frameworks of Hofstede and Trompenaars, along with insights into corporate culture types and organizational structures, the analysis delves into the cultural dimensions influencing Microsoft's operations. The study aims to provide a comprehensive understanding of how Microsoft navigates cultural diversity in its global business environment, shedding light on the formation of core values and organizational behaviors. Through an in-depth examination, the analysis explores the implications of cross-cultural aspects on human resource management strategies, such as recruitment, performance management, and career development. Insights gained from this study can contribute to Microsoft's sustained global success by informing strategies related to cultural training, onboarding programs, and global rotations. Ultimately, understanding and managing cross-cultural nuances within Microsoft are imperative for fostering integration, collaboration, and optimal productivity among employees from diverse backgrounds and for guiding successful expansions and acquisitions in culturally distinct regions.    

Examination for Infections Transmitted through Blood Transfusion (IMLTD) includes the identification of Hepatitis B surface Antigen (HBsAg) and antiHIV. One way to check HBsAg and anti-HIV can be done using the Chemiluminescence Immuno Assay (ChLIA) method. This study aims to analyze the comparison of HBsAg and antiHIV reactive examination results using the ChLIA method at PMI (Indonesian Red Cross) in Yogyakarta City. The method used was secondary data collection in 2020-2022. Data analysis was done using the Kruskal Wallis test. The results of the statistical analysis of the HBsAg examination showed a p value of 0.041, which means that there were differences in the levels of reactive HBsAg examination results using the ChLIA method. Then the results of the statistical analysis of the anti-HIV examination showed a p value of 0.967, which means there was no difference in the levels of reactive anti-HIV examination results using the ChLIA method. The results revealed donor HBsAg and anti-HIV reactive examinations based on the characteristics of the majority was male, the majority was adult (20-54 years), most blood types was type O, all were rhesus positive, the majority of jobs was other categories for reactive HBsAg, and employees/employee for anti-HIV reactive.

Elections are an important moment in the democratic life of a country, when citizens have the opportunity to choose their own leaders and representatives. The campaigns carried out play a role in printing which plays an important role in delivering campaign materials such as leaflets, posters, banners and booklets. Therefore, now that it is the digital era, many printing industries are also facing various challenges and intense competition with their competitors. Then, in terms of marketing, the printing industry must pay attention to its strengths and threats, such as environmental, technological and other factors in facing this election. Therefore, the research that will be carried out aims to examine the marketing strategies used by the printing industry so that it can outperform the competition and what strategies will be implemented if there is a surge in demand. The method used for this research is a qualitative method, which means the researcher analyzes in detail a problem with the printing industry. The researcher used observation and interview techniques for data collection techniques in the printing industry so that they could analyze and collect data in detail. The results of this research are that the MD Draftika printing industry took part in the auction conducted by the KPUD by choosing the place, time and maximum promotion on social media. As a strategy to deal with the surge in demand, MD Draftika made changes to operational hours, added machine technology, added temporary additional employees and maximized supplies of raw materials from suppliers. Keywords: Election, Printing, Strategy, Marketing, Media.

Financial performance is an important indicator used to evaluate the financial condition of an entity, such as a bank. Financial performance evaluation provides an understanding of an entity's financial health, operational efficiency, profitability, and financial sustainability. This research aims to comprehensively investigate the influence of financial literacy on employee performance and its impact on financial performance in the Islamic banking environment. This research uses quantitative methods with descriptive analysis methods. The population and sample in this study were all employees at BSI KCP Blangpidie, namely 35 people. The data used in this research is primary data obtained from the results of distributing questionnaires. The analysis used in this research is path analysis. The research results show that financial literacy has a positive and significant influence in improving financial performance at BSI KCP Blangpidie, this is because the calculated t value is greater than the t table (9.074 > 2.034). Likewise, from the calculations that have been carried out, it is known that the direct effect is 0.346 and the indirect effect is 0.591, which means the direct effect is smaller than the indirect effect.

This research aims to examine the combined influence of (1) work discipline and job satisfaction on employee performance; (2) work discipline on employee performance; and (3) job satisfaction on employee performance. The research design employed is quantitative causal. The subjects of this study encompass all employees at Aston Batam Hotel & Residence, with a population of 100. Data collection was conducted through a survey using a questionnaire as the research instrument. The collected data were analyzed using multiple linear regression while adhering to classical assumptions. The results of the analysis indicate that both work discipline and job satisfaction, when considered together, significantly affect employee performance. Furthermore, work discipline and job satisfaction individually and significantly contribute to employee performance.

This article is a review of the relevant literature, and its purpose is to formulate research hypotheses concerning the interaction of variables that will be utilized in subsequent research, particularly in the field of Human Resource Management. For the purpose of writing the article on the literature review, the library research method was utilized, and online sources such as Google Scholar, Mendeley, and other academic online platforms were utilized. This literature review article's findings are comprised of three primary aspects, which are as follows: First, the influence of the organization's culture; second, the leadership style; and third, the performance of the employees. In addition to the exogenous variables that have been mentioned above, there are a great number of other factors that have an effect on the endogenous variable of motivation and performance. These factors include organizational culture, leadership style, and employee performance.

The aim of this study was to find out how the working environment, workload and communication affect the job satisfaction of employees at CV. Putra Putri Jombang. A quantitative methodology was used in this study. 40 employees form the population of this study while 40 respondents form the sample. A saturated sample was used in this research. The data was collected using a questionnaire and analyzed using SPSS version 26 multiple regression analysis. The results show that workload has a major impact on employee job satisfaction, work environment has a significant impact on employee job satisfaction and communication has a negligible impact on employee job satisfaction. The results of the coefficient of determination analysis showed 0.311 or 31.1%, which means that the variables work environment, workload and communication account for 31.1% of the variation in employee job satisfaction, while the remaining proportion is influenced by variables not included in this regression model.

Central warehouse PT. X is a place to store materials needed for production. PT. X is a large company operating in the maritime and energy sectors. 5S work culture (Seiri, Seiton, Seiso, Seikatsu, Shitsuke) is a work culture adopted from Japan which aims to create an orderly work environment and increase safety, efficiency and reduce non-value added activities. The implementation of the 5S+Safety culture is implemented according to the SOPs in the central warehouse, but the implementation is not optimal. Implementation of the 5S+Safety method in the PT warehouse. X is considered not optimal because only 2S (Seiketsu and Shitsuke) is running well while 4S (Seiri, Seiton, Seiso, Safety) is not running well. Warehouse employees are advised to apply the 5R checklist and carry out routine independent audits which will be supervised by the department head. Therefore, this research was conducted to evaluate the implementation of 5S+Safety in PT. X’s  central warehouse. Evaluation results using the 5S+Safety method support increasing company productivity and performance.    

This research aims to explore and analyze efforts to build harmonious industrial relations in the CV Swadaya Tekstil work environment. The main focus of this research is to find out 1) What influences harmony in CV. Swadaya Textiles? 2) What is the role of leadership in building harmonious industrial relations at CV. Swadaya Textile?. This research was carried out directly by conducting interviews with one of the CV Swadaya textile parties to gain an in-depth understanding of the dynamics of industrial relations in this textile company. The results of this research are key factors that contribute to harmony in industrial relations, including open communication that allows effective exchange of information between employees and employers, active employee participation in the decision-making process, and fairness in the implementation of company policies.

This research aims to analyze and find out how the management control system is implemented in the PT Telekomunikasi Indonesia incentive system and analyze and find out whether the management control system in the incentive system implemented can support effectiveness at PT Telekomunikasi Indonesia. The method used is the qualitative descriptive method, which is a research approach used to describe and explain a phenomenon or context without carrying out quantitative measurements or statistical analysis. This method focuses more on a deep understanding of the context, meaning and characteristics of a phenomenon. The existence of an incentive system at PT Telkom provides a number of benefits that can influence employee motivation, productivity and overall company performance in order to achieve company goals. Apart from that, the potential benefits obtained from PT Telkom's incentives are achieving company goals, work-life balance, increased creativity and innovation, and awards for achievements.

This research discusses the influence of work stress, work involvement, and job satisfaction on employee performance at PT. CORONA DWI DAYA BALIKPAPAN. This research uses quantitative methods with a total of 50 employees as respondents. Sampling was taken using stratified random sampling. The application used to test this research was SPSS 18. Data analysis techniques used multiple linear regression analysis, validity test, reliability test, classical assumption test, hypothesis test, and multiple determinant analysis (R2). The results of this research show that the t-test carried out partially shows that the work stress variable has a negative and significant effect on employee performance, the work engagement variable has a positive and significant effect on employee performance, the job satisfaction variable has a positive and significant effect on employee performance. Regarding the F test, it shows that the variables Job Stress, Job Engagement, and Job Satisfaction simultaneously significantly affect Employee Performance at PT. CORONA DWI DAYA Balikpapan.

Amidst a progressively intricate and constantly evolving corporate landscape, the performance of employees holds significant significance in attaining organisational triumph. The correlation between leadership style and the degree of motivation in the work environment has a substantial impact on the quality and productivity of employees. The objective of this study is to ascertain the impact of leadership style and motivation on employee performance in the workplace. For this study, we employed a thorough literature review as our research methodology, gathering pertinent and current information from relevant scholarly articles, journals, and books. Empirical evidence demonstrates that the manner in which leaders lead and the level of motivation present in the work setting exert a substantial impact on enhancing employee performance. This knowledge provides a valuable foundation for the development of more efficient leadership methods and motivating programs that can be implemented in the workplace.

This research aims to find out how the cash disbursement internal control system is implemented and to determine the suitability of implementing the cash disbursement internal control system at PT. Applicationnusa Lintasarta with elements of internal control in achieving the objectives of the internal control system. This research uses a descriptive approach. The object studied is the cash disbursement internal control system implemented at PT. Nusa Lintasarta Application. The informants in this research were the Director and Cashier. Data collection techniques include observation, interviews, documentation and literature study. The results of this research show that the results of the list obtained through interviews with the three respondents are 75%, which means the internal control system for cash disbursements implemented at PT. Applicationnusa Lintasarta Medan is quite in accordance with the elements of internal control in achieving the objectives of the internal control system, namely organizational structure, authorization system and recording procedures, healthy practices and employees whose quality is in accordance with their responsibilities.

This research summarizes findings from related journal literature to investigate the impact of work motivation and discipline on employee performance. Through a literature review, this article outlines the positive relationship between intrinsic and extrinsic motivation and employee performance, as well as the role of work discipline in increasing efficiency and effectiveness in the workplace. The various empirical studies reviewed show that a high level of motivation and a strong level of work discipline can create more productive and high-performing employees. Literacy also highlights the importance of integrating human resource management strategies that focus on increasing motivation and implementing effective work discipline. This research provides an in-depth understanding of these concepts and emphasizes their relevance in the modern organizational context. In conclusion, this article provides a practical view for human resource management in improving employee performance.

This study focuses on audit management of human resources at PT. Sarana Mentari Cemerlang Surabaya, with an emphasis on employee productivity, efficiency, and work quality. The method of data collection that is used is deskriptif, which involves gathering data through observations and wawancara. The subject of analysis is the employee of the company. The type of data that is used is qualitative, with initial data from employees and human resource management. The study's findings indicate that while the company's human resource management program has good potential, its implementation is still subpar. Programs for hiring, selection, training, and employee development turned out to be very effective, even though there is still room for improvement. Penilaian kinerja karyawan dianggap baik, notwithstanding the possibility of bias arising from a closed session. The compensation program and the JASA balas seem to be working well, but improvements are needed to raise the level of transparency and keadilan. Programs for health and safety at work are doing well, but home improvement needs to be improved. Although the work-related stress reduction program appears to be effective, it is recommended to increase employee turnover in PHK.