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Financial performance is a form of achievement on the results of management's work to achieve the company's goals in conducting an assessment by measuring financial ratios periodically the company's operational activities according to the criteria approved by the company. This study uses common size analysis which is a financial statement calculation technique to be simpler generally in the form of horizontal and vertical analysis, so as to show the relationship and trend of the company's financial position. This study aims to determine the circumstances, conditions and financial proportions in more detail of the company under study. The study was conducted descriptively with a comparative approach by processing secondary data in the form of company financial statements. The object of research is a food and beverage company listed on the IDX, namely PT. Mayora Indah Tbk and its competitor, PT. Indofood CBP Sukses Makmur Tbk and PT. Siantar Top Tbk. Sampling was taken with a research period of 7 years, from 2015 to 2021 and found as many as 21 financial data. The method used is Common size analysis. The results obtained are financial management in terms of liquidity is mostly done by PT. Indofood CBP Sukses Makmur which is offset by assets that also increase is reflected in the management balance sheet report showing optimal management with stable sales over time, PT. Mayora Indah Tbk transfers a lot of funds to the company's assets and equity, but in a pandemic situation, management still has difficulty managing funds so that operating profit has decreased, while PT. Siantar Top Tbk shows a unique pattern of liabilities with debt rising and falling from year to year based on profit appears very sharp decline in addition the company has a proportion of funds that mostly go to sales expenses compared to other account components.

The present study explores the implementation of talent management at Anak Langit Educational Institution, aiming to design a comprehensive talent management framework tailored to the organization's unique needs. The research uses a qualitative approach to identify talent criteria, assess selection methods, and examine on-boarding, development, and retention practices. The findings reveal that Anak Langit demonstrates a strong commitment to shaping a 'rabbani' generation through structured talent management practices. The institution actively engages in recruitment using various methods, including social media promotion and campus relations. Talent development primarily consists of workshops and training programs, with opportunities for individual skill enhancement. Performance evaluation extends beyond job performance to personal development and interpersonal skills. In talent retention efforts, Anak Langit provides informal appreciation, support, and work-life balance programs. However, the study suggests opportunities for further development, such as the creation of detailed talent management guidelines for transparency and effectiveness. The comprehensive talent management framework proposed includes specific talent criteria, a Talent Development Center, Key Performance Indicators (KPIs) implementation, and flexible individual development plans, ensuring a structured, flexible, and individual-focused approach.

Community service activities carried out by the Community Service Team for teachers at SMKN 2 Semarang City aim to provide knowledge and skills regarding increasing teacher professionalism through the development of digital-based time management, namely Google Calendar. The direct benefit of this community service activity is that it provides additional knowledge, skills and experience for SMKN 2 Semarang teachers in increasing their professionalism in performance through well-designed time management. The expected derivative benefit is an increase in teachers' ability to develop themselves because planning, organizing and implementing activities based on performance targets will be able to improve the quality of work and ultimately will be able to increase the professionalism of the teachers themselves. This community service activity is carried out in the form of training by providing material and practices for developing digital-based time management via the Google Calendar platform. The target audience for this community service activity is representatives of teachers at SMKN 2 Semarang and 20 teachers who are members of the MGMP MPLB Semarang City. The activity methods used in this community service are lecture, question and answer, discussion and practice methods. Evaluation of activities used in community service is the knowledge and skills aspect. The service activity ran smoothly and all participants felt satisfied and happy with this activity because it increased their knowledge and skills in digital-based time management.

Human Resource Management (HR) is an important asset in government and private companies. Human resources will organize and manage other resources owned by the company to realize the company's vision and mission. By taking a sample of 35, namely all UD. Dian Coklat Papar uses correlation and regression analysis techniques. The results of the analysis concluded: 1) Teamwork has a positive and significant effect on the performance of UD. Dian Brown Papar. 2) Work Motivation has a negative and significant effect on the performance of UD. Dian Brown Papar. 3) Work Discipline has a positive and significant effect on the performance of UD. Dian Brown Papar. 4) Simultaneously, it is known that there is a significant influence between teamwork, work motivation and work discipline on the performance of UD. Dian Brown Papar.

The Simalungun Regency Transportation Service is one of the agencies within the Simalungun Regency government. This research aims to see the influence of the work environment and motivation on employee performance at the Simalungun Regency Transportation Service. The theory used in this research is human resource management theory which is related to the work environment, motivation and performance. This type of research is descriptive quantitative and the nature of the research this is explanatory research. The sample in this study was 30 people. Data collection methods were carried out by interviews, distributing a list of questions and documentation studies. The results of the research on the first hypothesis show that the work environment does not have a positive influence, but motivation has a positive influence on employee performance at the Simalungun Regency Transportation Service.

This study aims to examine the effect of corporate social responsibility and capital intensity on tax evasion by using research samples of mining sector companies listed on the Indonesia Stock Exchange in 2019 - 2020. The taxes levied by the state function as the main source aiming to finance public expenditures and function as a tool to regulate and implement policies in the social and economic fields and to be used for the greatest prosperity of the people and the people. The phenomenon of tax avoidance in Indonesia can also be seen from the tax ratio (Tax Ratio). Tax collection performance can be seen from the ratio of taxes collected by the state. Tax avoidance is a saving on the amount of tax payable, individual and corporate taxpayers use the weak points of existing tax rules, in carrying out their tax management. Tax avoidance is also associated with tax planning, both of them use legal means to reduce or even eliminate tax obligations, but from a tax policy point of view, neglecting tax avoidance practices can result in injustice and reduced efficiency of a tax system. . The results obtained from this study are that corporate social responsibility has a negative effect on tax evasion. Meanwhile, capital intensity has no effect on tax evasion. This study uses a quantitative approach. This test is done with linear regression

Purpose − In the ever-evolving digital era, the paradigm of employee compensation and rewards is also undergoing a fundamental transformation. Digital Compensation and Rewards concepts have emerged as a response to these changes, with a focus on building adaptive performance systems, innovative bonus approaches, and flexibility in employee rewards. Overall, the Digital Compensation and Rewards paradigm brings modern concepts to human resource management. In the digital era, employee compensation and reward systems are experiencing fundamental changes. The use of technology allows for more efficient implementation of performance-based systems. Findings- The results of the literature review show that technology has a significant positive impact on the employee recruitment stage. Apart from that, the implementation of digital compensation and rewards is also an integral part of employee performance. Design/methodology/approach- By using data-based performance assessments with digital platforms, companies can collect and analyze employee performance data in more detail. This allows for more objective and accurate assessments, as well as providing opportunities for appropriate recognition of individual contributions. Practical implications- Involves improving the recruitment process through the use of digital technology and social media, adjusting the compensation system to include digital performance bonuses and application-based incentives, flexibility in providing rewards tailored to individual preferences, the use of data and analysis to measure employee performance accurately, as well as development of HR skills in integrating digital technology in human resource management. By paying attention to these practical implications, companies can improve their human resource management strategies to face the challenges and opportunities in the digital era, which can support organizational growth and success. Originality/value- This research presents an innovative view of how organizations can use digital technology and more flexible bonus systems to increase employee motivation and productivity. With a focus on the digital era, this paper provides insight into the importance of adapting to technological changes in human resource management. The value of this paper is that it provides practical guidance for companies seeking to improve their human resource management strategies to optimize employee performance and rewards in the ever-changing digital era.

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.

In order to improve health development, the Central Government and Regional Governments must be able to provide equitable, affordable and quality health services. The Health Laboratory is an important part of a health system in providing health services to the community. Health laboratory as an integral part of health services in health facilities. delivery of material The team delivered material on strengthening regional health laboratory accreditation (labkesda) at the Indragiri downstream district health office. This material includes the definition of accreditation of health laboratories, steps in strengthening accreditation, to ensure quality improvement, performance improvement and risk management implementation. From the activities that have been carried out, it can be concluded that participants understand the importance of strengthening health laboratory accreditation because it can provide a sense of security to patients during examinations considering that the laboratories used are standardized

The Service Technical Implementation Unit (UPTD) of the Maria Donggomasa Forest Management Unit Center is one of the government agencies under the protection of the Environment and Forestry Service of West Nusa Tenggara Province which is located in the Bima region of West Nusa Tenggara province. The Service Technical Implementation Unit (UPTD) of the Maria Donggomasa Forest Management Unit is the implementing element for operational technical activities or technical investigation activities at the West Nusa Tenggara Provincial Forestry Service. The function and aim of establishing the KPH is to carry out forest management, outline National, Provincial, Regency/City forestry policies to be implemented, carry out forest management activities in its work area based on Determination Decree No.337/Menhut-VII/2009. The area of ​​the Maria Donggomasa Forest Management Unit (UPTD) includes the city and district of Bima which is divided into a working area of ​​9 resorts and has 96 employees consisting of 41 ASN and 55 workers.

Healthy financial conditions are key to reducing risks and ensuring business continuity. Company management must carry out wise management in making decisions and preparing budget policies carefully. This research aims to determine the comparison of financial performance through profitability, liquidity and solvency of PT. Telekomunikasi Indonesia and PT. Indosat 2018-2021. This type of research is quantitative descriptive with a population of all PT financial reports. Telkom and PT. Indosat published by the Indonesian Stock Exchange. The research results show that PT. Telekomunikasi Indonesia shows a superior position when compared to PT. Indosat. The trend graph illustrates that PT. Telekomunikasi Indonesia Tbk has better performance compared to PT. Indosat. (1) PT Telekomunikasi Indonesia Tbk's Profitability Ratio is superior to PT Indosat in generating profits. (2) PT Telekomunikasi Indonesia's Liquidity Ratio is far superior to PT. Indosat. (3) Solvency Ratio of PT. Indonesian Telecommunication is superior compared to PT. Indosat. Based on the research results, PT Indosat and PT. Telecommunication needs to make better strategy or policy changes to manage its assets, assets and debts so that it can provide better profits in the future.

The study aims to analyze the accountability of decision funds, the commitment of the organization and the clarity of budget targets towards managerial performance at the Aceh Financial Management Agency both simultaneously and partially.The sample of this research is a staff member of the Aceh Financial Management Agency with a total of 29 staff members using census techniques. To test each item on each variable, a validity and reliability test of the instrument has been carried out. The results of the analysis show that simultaneously there is an influence on the accountability of otsus funds, organizational commitment and clarity of budget targets on managerial performance. The result of the F test is obtained a number Fcalculus > Ftable or (22,814>2,73) and the test signifies that the p value of 0,000<p is set to 0.05 which means significant. Partially variable decision fund accountability, organizational commitment and budget objective clarity influence managerial performance. The determination coefficient value of 73.2% indicates that the ability of the independent variable (the accountability of the otsus fund, the organic commitment and the clarity of budget targets) in explaining dependent variables (management performance) and the rest are other variables not described in this study.

Banking, which acts as a financial middleman, is crucial to a country's economy. One definition of a bank is an entity whose primary business is to accept deposits from the general public and then make loans, savings accounts, and other financial products and services available to residents of the community in order to raise everyone's quality of living. People's credit banks (BPR) in Indonesia are financial institutions that conduct their operations in accordance with traditional banking practices and/or sharia law. This research set out to quantify the impact of external funding and risk management on the bottom lines of Indonesia's islamic rural banks. From the total sample size of 164 businesses, 46 were selected at random as representative of the banking sector. The Statistical Package for the Social Sciences (SPSS 29) was used for all statistical analyses and data processing. Findings from the study include: (1) the insignificant impact of third-party funds on BPRS performance; (2) the insignificant negative impact of non-performing financing on BPRS performance; (3) the insignificant impact of the financing-to-deposit ratio on BPRS performance; and (4) the significant negative impact of operational costs on BPRS performance.

The aim of this research is to analyze the simultaneous significant influence of salary and incentives on employee work productivity in the Promotions Division of CV. Lentera Galuh R Tasikmalaya. Salary has a significant partial influence on employee work productivity in the Promotions Division of CV. Lentera Galuh R Tasikmalaya, while Incentives also have a significant partial influence on employee work productivity in the same division. The research method used in this study is a quantitative method with a causal associative analysis approach. The research sample consists of 39 employees of CV. Lentera Galuh R Tasikmalaya. Data were collected through questionnaires distributed to employees in the division. The analytical tool used in this research is multiple regression analysis conducted using SPSS 25.0. The research results indicate that Salary has a classification of Very Strong, Incentives have a classification of Very Strong, while Employee Work Productivity also has a Very Strong classification. The findings of this study are expected to provide a better understanding of the influence of salary and incentives on employee work productivity in CV. Lentera Galuh R Tasikmalaya and offer recommendations to the management for enhancing employee performance and productivity.

In 2019-2020 employee productivity decreased and there were fluctuations in the performance assessment of Gresik Regency Regional Revenue, Financial and Asset Management Agency (BPPKAD) employees, because there were obstacles in implementing training programs which had an impact on employee performance. This research aims to analyze the effectiveness of training programs in improving performance at the Gresik Regency Regional Revenue, Financial and Asset Management Agency (BPPKAD), as well as analyzing supporting and inhibiting factors for the implementation of training programs in improving the performance of Regional Revenue, Financial and Asset Management Agency (BPPKAD) employees. ) Gresik Regency. This research is qualitative research using primary data and secondary data. Data collection techniques in this study were through interviews and observations. The selection of informants in this study was carried out using purposive sampling method. In this research, as stated by the three informants, it can be said that the implementation of the training program at the Regional Revenue, Financial and Asset Management Agency of Gresik Regency can be said to be quite effective in improving agency performance, especially in the scope of the Gresik Regency Regional Revenue, Financial and Asset Management Agency. which can be seen from several responses and results of employee performance which can be considered quite productive and good enough. There are several shortcomings in the implementation of this training program. There are obstacles in its implementation, namely in the form of budget funds spent on this training program which are considered to be insufficient due to the Covid-19 pandemic outbreak, which basically requires the implementation of this program to be minimized. One effort can be made to ensure that the implementation of the training program continues, managing the existing budget as well as possible by providing training programs to employees in accordance with the AKD (Training Needs Analysis) that has been determined, so that the budget spent is not wasted or wasted. . Apart from the Regency/City APBD, training programs can also be obtained through the bidder APBN from the ministry, Bappenas. This research contributes to employees being able to maintain a sense of responsibility in their duties where training programs are provided to obtain the skill requirements needed to carry out employee duties and have employee motivation or goals to take part in the training program. This research was only conducted on employees of the Gresik Regency Regional Revenue, Financial and Asset Management Agency (BPPKAD).  

Management of regional property is a very important element because it represents assets owned by the region and is supervised by the local government. Through effective asset management by local governments, all regional properties can be managed and utilized well. In accordance with Government Regulation Number 28 of 2020, State/Regional Property refers to things obtained or purchased using funds from the State/Regional Revenue and Expenditure Budget, as well as those obtained through other legal means. Macro human capital refers to a country's total workforce, encompassing individuals who have reached the age at which they are eligible to work, which includes both those already employed and those actively seeking work but still unemployed. Micro human resources refer to individuals who are part of the workforce within a company or organization, including workers and volunteers, who constitute the workforce of a company or organization.  

Human resource management is the process of dealing with various problems faced by employees, workers and employees. Managers and other employees can support the operations of the organization or business to achieve the goals that have been set. The purpose of this study was to determine the effect of leadership style on improving employee performance and to find out the effect of work motivation on improving employee performance. Samples were taken using the Purposive Sampling Technique and produced a sample of 71 people. The data collection method was through the distribution of Google form questionnaires with a Likert scale of 1-5 as a measuring tool. Data analysis techniques in this study used multiple linear regression analysis, partial test (t test), and simultaneous F test. Data processing was carried out using SPSS 25. The results of this study indicate that leadership style has no significant effect on improving employee performance and work motivation. significant effect on improving employee performance.

Human Resource Management (HR) is recognized as an important global issue in the competitive arena in the era of globalization. It is undeniable that many problems that arise in the development and competition of companies are human-rooted By taking a sample of 72 teachers at SMKN 3 Kediri using correlation and regression analysis techniques. The results of the analysis concluded: 1) The work environment has a negative and significant effect on teacher performance at SMKN 3 Kediri. 2) Work stress does not have a positive and significant effect on teacher performance at SMKN 3 Kediri. 3) Interpersonal communication has a positive and significant effect on teacher performance at SMKN 3 Kediri. 4) Simultaneously it is known that there is a significant influence between work environment, work stress, and interpersonal communication on teacher performance at SMKN 3 kediri.

Posyandu is a forum between professional services from health workers and community participation in overcoming public health problems, especially in efforts to reduce infant mortality. According to the 2022 Central Statistics Agency (BPS) report, Indonesia has an infant mortality rate of 16.9 per 1,000 live births. Posyandu Sari Kencana 1 dan 2 and 2, Pentur Village, Simo, and Boyolali shelter 2 RWs consisting of 5 RTs, namely RT 001–RT 005, with a total of 60–80 toddlers. This Posyandu has 10 cadres who assist in the process of implementing activities. In implementation, problems were found regarding a lack of service quality, especially data recording, which was still manual and unsystematic. In this service activity, service records are implemented into the posyandu register book (printed) and Ms. Exel and toddler posyandu cards for recording and reporting, which can be used to help posyandu performance in data and information management so that it can be carried out clearly, regularly, and quickly, which can later support smooth operations and policy making.

ISAI LIMBONG BAMBA. 2023. The Influence of Occupational Health and Safety on Employee Performance at the Kondosapata Regional General Hospital, Mamasa Regency. Thesis Management Study Program STIM-LPI Makassar (supervised by Dr. Milka Pasulu, S.E., M.Si and Mrs. Jumaidah, S.Sos., M.Sc). The purpose of this study was to examine the effects of the implementation of Occupational Health and Safety (K3) on the performance of employees at Kondosapata' Regional General Hospital, Mamasa Regency. The method used is a quantitative approach, which includes descriptive and inferential aspects. The sample consists of 80 employees, selected by the saturated sample method. The main data was collected through a questionnaire filled out by respondents at the Kondosapata Regional General Hospital. The analysis of the results includes a number of techniques, such as validity testing, reliability testing, hypothesis testing (T test and F test), the coefficients of determination, and the application of linear multiple tests which are carried out by utilizing SPSS version 23.0 software. The results of the analysis reveal that Occupational Health and Safety (K3) factors have a positive and significant impact on the performance of employees in hospitals.