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Customer Relationship Management (CRM) is one of the business strategies that companies can employ to foster positive relationships between the company and its customers. This research aims to explore and analyze the CRM service strategies employed by Zipzap Corporation, examining the factors influencing the effectiveness of these strategies in enhancing brand loyalty for Zipzap Corporation. The research methodology utilized is qualitative, involving interviews with both Zipzap Corporation customers and customer service employees. The findings reveal that Zipzap Corporation implements CRM strategies encompassing post-sales and delivery service stages.  Customer perspectives indicate that factors such as communication ease, product quality, and trust are primary considerations when selecting a vendor. These factors are integral to the CRM service strategy, aiming to enhance brand loyalty for Zipzap Corporation. This study provides insights into CRM service strategies that companies can adopt to build strong customer relationships, ultimately contributing to the overall business objectives and sustainability.

This research aims to determine the influence of work discipline, work environment and motivation on the performance of medical personnel at Cut Mutia RSU, North Aceh Regency. This type of research is associative research. Data collection in this research was carried out using a survey approach with a quantitative descriptive type of research by distributing questionnaires to 54 respondents, while the population used in this research was employees of the Cut Mutia RSU medical staff. Data collection techniques were carried out using interviews, questionnaires and documentation studies. The data analysis tool used in this research uses SPSS (Statistical Product Software Solution). The data analysis techniques in this research are descriptive analysis, multiple linear regression analysis, hypothesis testing using a partial significant test (t test), simultaneous significant test (F test), and testing the coefficient of determination (R2). The results of this research show that simultaneously work discipline, work environment and motivation have a positive and significant effect on employee performance at Cut Mutia RSU with the research results showing that the Fcount value is (254.089) > Ftable (2.62) and the significance level is 0.00 < 0.05

This research aims to determine the role of HR management at PT Freight Express Surabaya Makassar Branch. This research uses qualitative research by looking at the role of human resource management at PT Freight Express Surabaya Makassar Branch. And for data analysis used, namely reviewing the data, reducing the data, compiling the reduced data, presenting the data and checking the validity of the data and drawing conclusions. The results of the research show that the role of HR Management in improving employee performance is to direct and control all employees so that they are effective in carrying out work by evaluating employee performance and ensuring that each employee carries out the duties and responsibilities according to their job and the management carries out job training to improve skills and performance assessment in human resource procurement. The efforts that have had a positive impact on employees that have been carried out by management are fulfilling employee rights by providing compensation and job training to improve skills and increase career paths as well as providing performance targets for each employee.

This research was conducted to examine how the role of the job description on the performance of employees of a company. The method used by the researcher in this research  is  literature  or  literature  study,  so  that  the  data  obtained  comes  from previous  research  related  to  the  same  topic,  namely  the  role  or  influence  of  job descriptions  on  employee  performance.  With  this  library  research  method,  re-searchers  must  first  collect  previous  research  that  can  support  data  collection  in this research. The results of this study indicate that the job description has a large and  significant  role  in  the  quality  of  employee  performance.  Companies  that  al-ready  have  good,  correct,  and  clear  job  descriptions  will  also  have  high  quality work  because  employees  will  easily  understand  what duties,  authorities  and  re-sponsibilities must be carried out in accordance with their position or position

Abstract. Basically, all companies want profits in running their business, and are able to minimize losses that occur in running their business. Therefore, many companies have good quality workforce but the number of employees is small. So a company often gives responsibility for various fields to one workforce in order to achieve goals according to plan by minimizing losses, one of which is by minimizing the workforce in a company. Lack of labor can have an impact on employee job satisfaction and employee work motivation. The right number of workers can make it easier to control outlet operations, because a shortage of workers can slow down the process of operational activities, causing outlet conditions to become unconducive. Apart from that, the lack of labor also affects work motivation because it can reduce work morale due to excessive working hours and multiple job descriptions. This makes it more likely that an employee will make mistakes due to decreased concentration at work. Not only that, the lack of labor also causes the number of customer complaints to increase due to less than optimal service.   Keywords: 3-5 words or phrases that reflect the contents of the article (alphabetically).     Abstrak. Pada dasarnya, semua perusahaan menginginkan keuntungan dalam menjalankan usahanya, serta mampu meminimalisir kerugian yang terjadi pada jalannya usaha. Oleh sebab itu banyak perusahaan yang memiliki kualitas tenaga kerja yang baik namun dengan kuantitas tenaga kerja yang minim.Maka sebuah perusahaan tak jarang membebankan sebuah tanggung jawab berbagai bidang pada satu tenaga kerja guna mencapai tujuan sesuai rencana dengan meminimalisir kerugian yang didapat, salah satunya dengan meminimalisir tenaga kerja pada sebuah perusahaan. Minimnya tenaga kerja dapat berdampak pada kepuasan kerja karyawan dan motivasi kerja karyawan. Kesesuaian jumlah tenaga kerja dapat melancarkan kendali operasional outlet, karena minimnya tenaga kerja dapat mengakibatkan lambatnya proses kegiatan operasional sehingga menyebabkan kondisi outlet menjadi tidak kondusif,selain itu minimnya tenaga kerja juga berpengaruh pada motivasi kerja karena dapat meurunkan semangat akibat jam kerja berlebih serta double job deskripsi yang menyebabkan kemungkinan besar seorang karyawan melakukan kesalahn karena menurunnya konsentrasi dalam bekerja.Tidak hanya itu, minimnya tenaga kerja juga menyebabkan jumlah complain customer meningkat karena terjadinya pelayanan yang kurang maksimal. Kata kunci : Labor, Job Satisfaction, Work Motivation, Midun Brothers

According to the large Indonesian dictionary, effective means "able to bring results, successful in use" about efforts or actions. Can mean "already in effect" about laws or regulations. In the service sector, the human element plays a very important role in establishing relationships with consumers because the success of the company is determined by whether or not consumers are satisfied with the services provided. One of the service sectors engaged in fulfilling service needs is KBIH (Hajj Guidance Group). KBIH is a private institution authorized by the Ministry of Religion to participate in guiding the Hajj and Umrah pilgrimages. Where the author chose a research place at KBIH Chairul Umam. In this study the authors have research objectives, as follows 1. To find out the work effectiveness of KBIH Chairul Umam employees in increasing congregation satisfaction. 2. To find out the obstacles and solutions that KBIH Chairul Umam does in increasing congregation satisfaction. This research method is descriptive qualitative, through observation, interview, and documentation techniques. The results showed that 1. KBIH employee work Chairul Umam in increasing Jemaah satisfaction, it is known that the effectiveness of employee work has been carried out properly, namely work quality, discipline, cooperation, reliability, responsibility and utilization of working time. Customer satisfaction on several indicators shows that customers are satisfied with the quality of the product, the quality of service provided by KBIH Chairul Umam. 2. With good employee work effectiveness, obstacles that arise when doing work such as delaying work that can hinder other work can be overcome easily, be it obstacles from within the company or from outside the company. With information from the congregation and smooth communication between employees to employees and employees and superiors carried out to improve effectiveness at work and anticipate and find a way out of the obstacles that arise. The obstacles that arise can be overcome properly due to the quality of work, discipline, cooperation, reliability, responsibility and good utilization of working time so as to create a sense of satisfaction from the congregation.

The aim of this research is to test and analyze the influence of teamwork, communication and work discipline on employee performance at SMK Muhammadiyah 1 Rumbia. This research method is quantitative research and descriptive research. A population of several workers at SMK Muhammadiyah 1 Rumbia participated in this research. Muhammadiyah 1 Vocational School Rumbia, numbering approximately 30 employees using validity and reliability tests. This data analytical model uses multiple regression analysis. The results of the research are also the conclusions of the research. Partial teamwork has a positive and significant influence on the performance of employees at SMK Muhammadiyah 1 Rumbia. One of the impacts is positive and significant communication on the performance of employees at SMK Muhammadiyah 1 Rumbia. Partially, work discipline has a positive and significant effect on employee work results. At the same time, teamwork, communication and work discipline have a positive and significant effect on the work results of employees at SMK Muhammadiyah 1 Rumbia.

This study aims to examine and analyze the effect of job demands, job resources, and job involvement on employee job satisfaction. Job demands affect job satisfaction, job resources affect job satisfaction, and job involvement affects job satisfaction. The population in this study were employees of the Department of Tourism, Youth and Sports, Magelang Regency. The sample taken in this study were 45 employees with saturated sampling. The analytical tool used is Multiple Linear Regression. The results of this study indicate that job demands have a positive and significant effect on job satisfaction. Job resources have a positive effect on job satisfaction. Job involvement has a positive and significant effect on job satisfaction. Job demands, job resources, and job involvement have an influence of 84.4% on job satisfaction, while the remaining 15.6% is influenced by other variables.

The purpose of this research is to find out: (1) Providing incentives in an effort to improve employee performance at the travel tour company PT. Menara Dunia Tour Travel which has been running, (2) How incentives should be given in an effort to improve the performance of PT. Menara Dunia Tour Travel. This research method uses a qualitative descriptive approach. Data collection techniques include direct interviews with company leaders and employees, observation and documentation. The research results show (1) The incentive system provided by the company to its employees is in the form of material and non-material incentives in the form of bonuses, social security, awards, work training and joint holidays. Meanwhile, the things that drive employee performance and motivation are employee quality, employee quantity, and employee attendance or discipline. The results of this research are that providing incentives can increase work enthusiasm in increasing achievement, increase loyalty, discipline and responsibility for the position, and most importantly can improve employee performance, (2) By looking at the results of the analysis which shows that the program The incentives implemented by PT. Menara Dunia Tour Travel  For this reason, companies are expected to be able to maintain and improve their policy of providing incentives in an effort to improve employee performance.

Until now, many warehouses in companies are still not neatly arranged, this is because the storage layout is not perfect, making it difficult for employees to reach the materials that will be taken for use in production activities. PT. XYZ is the largest shipbuilding company in Indonesia. PT XYZ also has several warehouses, one of which is Warehouse 03 electrical. This research aims to help optimize the efficiency level of Warehouse 03 Electrical PT. XYZ uses the 5S method and Pie Chart. The implementation of the 5S culture in Warehouse 03 electrical is implemented according to the applicable SOP, but the implementation is not yet optimal. Application of the 5S method in warehouse 03 electrical PT. XYZ It is felt that XYZ is not yet optimal because only 2S (Seiso and Seiketsu) is running optimally. while 3S (Seiri, Seiton, Shitsuke) has not run optimally. Therefore, this research was conducted to evaluate the application of the 5S method in the 03 electrical warehouse of PT. XYZ. The evaluation results using the 5S method and Pie Diagram aim to support and increase productivity in the Warehouse 03 electrical area as well as company performance    

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.