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Airlines must always improve passenger services on the ground. One of its services is the determination of time or On Time Performance which is a benchmark for the trust of service users who are the choice to travel. There are obstacles that become obstacles in achieving On Time Performance, namely worsening uaca, inadequate airport facilities, traffic and others. This study aims to determine the performance of Ramp Handling in handling aircraft at Wings Air at PT. Merpati Angkasa Abadi at Sultan Muhammad Kaharuddin Airport Sumbawa and for 2.knowing the stipulation of aircraft departure time on Wings Air airline At PT. Merpati Angkasa Abadi at Sultan Muhammad Kaharuddin Airport Sumbawa. This research is qualitative with data obtained from observation, interviews, and documentation. The data analysis techniques used are data reduction, data presentation, and conclusions. This research will be conducted in July 2023 at PT. Merpati Angkasa Abadi at Sultan Muhammad Kaharuddin Airport Sumbawa. The result of this study is the performance of Ramp Handling in handling aircraft is to ensure all tools, needs and employees are ready to be positioned with their respective duties, and monitor the weather for the aircraft in order to land. In addition, the Ramp Handling Unit serves as a liaison between operational activities at the facility and operational activities at the terminal. To provide or ensure all activities on the aircraft and in the terminal run properly. The achievement of On Time Performance has been maximally optimized according to the time given by the company for 20 minutes the aircraft while on the ground, the Ramp unit makes excellent use of this time. The achievement of punctuality has been carried out optimally starting from before the plane landed. All jobs such as, helping cabin crew pick up garbage from the plane, communicating with pilots, and communicating with engineers to ensure the condition of the engine to raise passengers into the plane.

This research was conducted at Bank Muamalat KCP Stabat. The results of this study indicate the important factors of a leader to lead his company so that it is even better and must also be accompanied by strong motivation so that all employees have good performance and have presentation skills, the ability to ask questions, adaptability, and technical knowledge have a positive and significant influence on the skills of selling goods from the company.

This study aims to determine the Effect of Work Discipline and Competence on Work Productivity of employees in the production section of the Bintang Satu Factory in Ciamis Regency. This study uses a descriptive method with a quantitative approach. The research population was employees of the production section of the Bintang Satu Factory in Ciamis Regency and used a saturated sampling technique, where all members of the population were sampled, namely 40 respondents. Data collection techniques using interviews and questionnaires. The method used is multiple linear regression analysis with SPSS version 25. The results of this study indicate that Work Discipline (X1) and Competence (X2) simultaneously have a significant effect on the dependent variable, namely Work Productivity (Y). Work Discipline (X1) partially has a positive and significant effect on Work Productivity (Y). Competence (X2) partially has a positive and insignificant effect on work productivity (Y).

In this case it refers to the purpose of the content in this final project, namely by compiling a schedule for the Implementation of KM.Mutiara Ferindo 5 Ship Maintenance during the docking process at the PT.PAL Indonesia shipyard. Making a schedule includes what components are repaired when the ship is in a condition shipyard, make a ship maintenance management schedule that has been carried out in the shipyard. The data used in this thesis are data from PT.Antosim Lampung Pelayaran Surabaya and the researchers themselves. The type of data used in this research is primary data. will be related to the problem being studied and the results of the questionnaire distributed to several employees related to this research. In carrying out repairs there is a work list that shows how many items of work work must be done. So this work list has been approved to be carried out in the ship repair process. KM ship repair work. Mutiara Ferindo 5 which carries out planned repairs both at the shipyard and when the ship anchors at sea carries out maintenance technically and economically. Repair work on RO-RO ships that carry out maintenance on a scale that has been determined by the office and ship crew who are authorized to help carry out ship repairs. Repair work on the ship KM. Mutiara Ferindo 5 is well planned in terms of safety equipment and also component equipment that plays an important role in the smooth operation of the ship (maintenance of the entire engine room, deck, safety equipment and maintenance of the inside and outside of the ship). Implementing an economical system of estimating the remaining funds after maintenance at the shipyard.

The purpose of this study is to determine and analyze the influence of reward, punishment and employee discipline at PT. Pos Indonesia (Persero) Tasikmalaya. The research method used is a survey method with a quantitative approach, the data obtained directly through questionnaires to 45 respondents taken from employees of PT. Pos Indonesia (Persero) Tasikmalaya. Sampling used saturated sampling technique and the analytical method used in this study was multiple linear regression analysis using SPSS 25 software. The test results showed that rewards partially had a significant effect on work discipline and punishment partially had a significant effect on work discipline. Simultaneously reward and punishment have a significant effect on employee discipline at PT. Pos Indonesia (Persero) Tasikmalaya.

Employee performance as one of the values ​​and control of human resources is a complex value possessed by employees that can be influenced by various things which can increase employee performance and can reduce the value of employee performance which can be detrimental to the company. This study aims to determine the effect of employee placement on employee performance, workload on employee performance, and employee placement, workload on employee performance that occurs at bank 9 syari'ah Jambi. The results of the research conducted show that (1) work placement has a positive but not significant effect on employee work performance at bank 9 syari'ah Jambi. (2) workload has a positive but not significant effect on employee performance at bank 9 Jambi syari'ah.

In the digital era, the role of information technology in facilitating services has presented both challenges and opportunities for businesses seeking to provide exceptional customer service. To remain competitive and maintain customer satisfaction, businesses need to implement technology in the form of service management and customer management information systems. Using technology, community service endeavors aim to establish a service management information system and consumer management. For employees and clients, assistance is provided through technology transfer, socialization, training, and technical support. The outcomes of this assistance indicate advancements in consumer data management and the implementation of more effective technology. The PKM implementation team at INSTIKI discovered that active participation from partners and customers contributed to the success of the program. Partner participation helps identify actual needs and issues in the use of information systems, enabling mentoring programs to be tailored to user requirements and optimize service quality in the digital era.

This research is motivated by the existence of problems where iIncentives are still lacking so that they affect employee motivation. There is still little ability to communicate between records. Still low employee motivation. Employees are less responsible in carrying out work in accordance with accountability. The risk indicators have not been implemented which is marked by the assigning employee to carry out the assigned task quickly and precisely, the less optimal execution of the signing of the marker, marked by the lack of desire of the employee to be successful at work by increasing performance by obtaining a score of 52%. Incentives affect enthusiasm at work. Poor communication between employees affects work motivation, thus the purpose of this study is to determine the effect of incentives and the quality of communication on work motivation in the Public Housing, Settlement Area and Environment (DPRKLH) Office of Ciamis Regency. The research method used is quantitative descriptive with the results of research that incentives tend to be high, as well as high employee motivation. Thus, the incentives affect the work motivation of employees of the freelance daily workers of the Public Housing, Residential Areas and Environment Office of Ciamis Regency. The highest average score obtained from the research results is found in the supporting indicators. Meanwhile, the lowest average value is found in work performance indicators. The quality of communication tends to be high, as well as high employee motivation. Thus, the quality of communication has an effect on the work motivation of the employees of the freelance workers of the Public Housing, Settlement Areas and Environment Office of Ciamis Regency. This means that if the quality of communication increases, employee motivation also increases. As for the acquisition of the highest average score from the results of the study found on the communicant indicator. Meanwhile, the lowest value is found in the media indicator. Incentives and quality of communication tend to be high, as well as high employee motivation. Thus, the incentives and quality of communication have an effect on the motivation of employees of the freelance daily workers of the Public Housing, Settlement Areas and Environment Office of Ciamis Regency.

Increasing the productivity of an agency's performance is inseparable from the quality of human resources (HR) who are reliable, professional and have high integrity. Increasing the competence or expertise of HR can support an increase in employee performance. Managing employee performance effectively is one of the key factors to improve the company's business performance. In this case, effective performance management includes the process of measuring employee performance objectively through a series of appropriate performance indicators. The problems that have been the inhibiting factors are 1) the process of determining the best employees still uses conventional methods, so errors often occur in evaluating employee performance, 2) there is no system or method that can quickly, precisely and accurately determine the best employees at CV Diana Cosmetics Bandung, so as to produce reports that are more organized, so that they can be used as a reference for future elections. Implementation of the Analytical Hierarchy Process (AHP) Method for Determining the Best Employees at CV. Diana Cosmetics Bandung is the right method to use so that the final result can be obtained by multiplying the priority criteria value with the priority value of the sub criteria according to the Employee value data, for example the value "0.17" in the discipline column row A results from "0.41" ( obtained from the sufficient value of employee A, the priority of the sub criteria is sufficient on discipline) multiplied by the priority of the disciplinary criteria "0.42".

The purpose of this study is to analyze the effect of compensation, motivation, communication and workload on employee morale. This type of research is a quantitative approach using survey methods. Sources of data used are primary data and secondary data. The population in this study are employees of PT XYZ. The number of samples used were 103 employees. The sampling technique uses probability sampling with simple random sampling or simple random sampling. Data collection techniques using a questionnaire. Data analysis in this study used descriptive analysis, multiple linear regression test, t test, f test and coefficient of determination test. The results showed that compensation has a significant effect on morale, motivation has a significant influence on morale, communication has a significant influence on morale and workload has a significant influence on employee morale at PT XYZ. Simultaneously compensation, motivation, communication and workload have a significant influence on employee morale.

Maju Jaya shop which is located on Jl. Fatmawati Raya No. 74 Semarang City. Toko Maju Jaya itself is engaged in selling computers and accessories. Toko Maju Jaya itself has 7 employees who work as a technician 1 person, marketing 2 people, inventory / warehouse 1 person, shop 1 person and administration 1 person. So far, customers come from the city of Semarang and its surroundings, such as Kendal, Pati, Jepara, Kudus, Demak, Ambarawa, Ungaran and Purwodadi

The purpose of this study was to determine the effect of non-physical work environment, reward and punishment on the work productivity of employees of the Jombang Investment and PTSP Office. This study uses a quantitative approach, with a sample size of 35 respondents. The sampling method uses saturated sampling. Data collection was done through distributing questionnaires. Data analysis techniques in this study used validity test, reliability test, normality test, linearity test, heteroscedasticity test, multicollinearity test, multiple linear regression analysis, t test, F test, and coefficient of determination (R^2). The results showed that the non-physical work environment, reward and punishment partially had a significant effect on work productivity and the non-physical work environment, reward and punishment simultaneously had a significant effect on work productivity.

Employee work productivity is a hot issue and there will be no end to discuss it. Problems related to productivity are also strategic issues for companies that are programming human resources. There are many internal and external aspects that support the creation of effective and efficient work productivity in corporate culture. The purpose of this study was to determine the effect of leadership style, organizational climate and incentives on the productivity of employees of PT Sai Apparel Industries. The approach used in this research is the quantitative approach. The results of this study are leadership style, organizational climate have a positive and significant impact on employee productivity. In addition, incentives have a negative and  insignificant effect on employee productivity.    

Background: Overnutrition is common in Indonesia, with 13.5% of adults being overweight and 28.7% being obese. Lack of physical activity, excessive food consumption, and high consumption of risky foods such as sugar, salt, and fat are risk factors for nutritional status Objective: To determine factors related to nutritional status in mini market employees Method: Researchers used a cross-sectional design in this study involving 99 respondents. The research began from September to October 2021. Data analysis used Fisher's test and logistic regression Results: Based on Fisher's test analysis, there was a significant relationship between salt intake (p=0.041), physical activity (p=0.002), and nutritional status. Meanwhile, no significant relationship was found between sugar and fat intake and nutritional status. The results of the logistic regression test show that the factor that has the most influence on nutritional status is excessive salt intake Conclusion: There is a relationship between salt intake, physical activity and nutritional status. Meanwhile, there was no relationship between sugar and fat intake and nutritional status. The factor most related to the nutritional status of employees in Makassar city mini markets is salt intake.

Shift work is a system for organizing human resource activities in a particular industry with the aim that the human resources in it can work according to a predetermined schedule. Main kitchen is the main kitchen section that handles a variety of sauces, stocks, and various main courses. This study aims to analyze the application of employee work shifts in the main kitchen of Best Western Papilio Hotel Surabaya. This research is a qualitative descriptive research. Data collection was done by field observation, interview with 1 sous chef, and giving questionnaires to 7 employees in the main kitchen. The data obtained were analyzed descriptively.The results showed: 1) The implementation of employee work shit in the main kitchen of Best Western Papilio Hotel Surabaya is in accordance with established company regulations and government regulations. The application in the main kitchen of Best Western Papilio Hotel Surabaya includes: working for 8 hours a day with a maximum break time of 1 hour; there is a difference in work limits between permanent and daily contract employees so that in making schedules it is always done in the middle of the month and the beginning of the month so that there is a regularity of schedules; there are 3 work shifts namely morning, afternoon and night with a pattern of 5 working days 1 day off in one week.

Introduction: Nutritional status is a balance between a worker's nutrient intake and better endurance. Nutritional status is one aspect of occupational health that has an important role in terms of work productivity. The nutritional intake of workers will be directly proportional to the nutritional status of the worker which can be translated through a normal Body Mass Index (BMI) in the range of 18.5 to 25. Work productivity is the ability of a person or group of people to produce goods or services. Increasing work productivity is required so that the employees can have more efficient, effective, and productive performance. Objective: The purpose of this study was to describe nutritional status in workers at the PT. Bina Sukses Lestari. Methods: This study uses observational (non experimental) method with semi quantitative approach. Data  is  obtained  directly  and  virtually  through  interview  methods  and  anthropometry  measurements  so that the types of data used are primary and secondary data. The instruments used are microtoise, weight scales. Result: The sample count consisted of 16 hotel employees with different positions and levels of physical activity. Based on the results of the calculation shows there are 5 people (31.25%) who have a skinny BMI and 11 people (68.75%) have a normal BMI. Conclusion: the BMI avarage of  workers in normal status, with an avarage working time in 8 hours/day.

The research objectives to be achieved in accordance with the formulation of the problem described above are to find out, analyze and answer the role of Employee Work Ethics on Subjective Well-Being in Family Companies in Indonesia. This study took respondents from all existing employees at PT Surya Polyplas Utama, with a total of 109 people. In carrying out the field, this study took primary data by using a questionnaire. This type of research that will be used is to use quantitative research methods with explanatory methods. The end result of this research is a picture of a causal relationship, so this method uses samples and hypotheses. The analysis technique used is multiple linear regression analysis and path analysis to test the hypothesis. While the classic assumption test used includes Multicollinearity Test, Heteroscedasticity Test, Autocorrelation Test, and Data Normality Test. Overall, the indicators used in this study are valid (because the correlation coefficient is > 0.200 with a significance level of <0.05) and reliable (because the coefficient value of Cronbach's Alpha is > 0.60). The results of the classical assumption test also show that this research has fulfilled, among others 1.) Both regression models are free from multicollinearity; 2.) There is no heteroscedasticity; 3.) There is no autocorrelation in both regression models; and 4.) The residuals of the two regression models are normally distributed. The findings of the analysis using path analysis while answering the hypothesis concluded that the influence of employee work ethics on subjective well-being is significant, with a value of Standardized coefficients Beta 0.746 with a significance level of 0.000.

The role of ICT (Information and Communication Technology) is needed by employees as a provision for them to face the changes and demands of the times in the Industrial Revolution 4.0 era. Operating a computer is a part of hard skills, employees need to have skills in operating programs found in Windows and the program most frequently used is Microsoft Excel. However, to achieve this, companies must overcome several obstacles, such as a lack of quality competence to develop and manage, analyze various high-tech systems Workers who have the competence and skills will be accepted in the world of work in the industrial era 4.0. The output target of this dedication is in the form of training services in the form of information for students about data processing, calculation and data management using the Microsoft Excel application. The method of implementing the activities used is the offline training, discussion, and question and answer method. The results of implementing this community service activity are providing an understanding of the use of the Microsoft Excel application for preparing financial reports and improving the hard skills of Pt employees. Resmar Hartana

Human resources are one of the organizational resources that play an important role in achieving its goals. Every organization is managed by humans. Without humans, the organization will not run. Challenges and opportunities in managing and creating organizations often stem from human-related problems. Therefore, in managing human resources (HR), the most vital resource is a strategic central activity. Based on this, this study aims to analyze the effect of competence, motivation, reward on employee performance with morale as an intervening variable. This research was conducted at Sembako Rahap Putra UMKM.The research method is to use a type of quantitative research. The population of this study is 215 employees, the sample in this study is 140 employees. The technique used in collecting data using observation and questionnaires as data collection instruments. Data processing techniques use the SmartPLS 3 application.Based on research at Sembako Rahap Putra MSME, the research results obtained show that competence is less influential in increasing morale with a P-Value of (0.093), Motivation has less effect in increasing Morale with a P-Value of (0.465), Rewards are less influential in increasing morale with a P-Value of (0.172), Morale has a positive effect on Employee Performance with a P-Value of (0.025), Competence has less effect on Employee Performance through Morale with a P-Value of (0.244) , Motivation has little effect on Employee Performance through Morale with a P-Value of (0.238), Reward has less effect on Employee performance through work enthusiasm with a P-Value of (0.431).  

PT Bank Aceh Syariah Kutacane Branch. Companies engaged in finance, in the form of capital, namely the provision of savings and loan capital. The number of employees is 22. In this study, the background to the problem is that the recruitment carried out by PT Bank Aceh Syariah has not fully paid attention to needs, so it is difficult to get professional employees which results in low employee performance. This research is descriptive qualitative, data collection method with field research using methods, direct observation and interviews on research objects to obtain an overview of research subjects. The recruitment system run by the company is not fully appropriate, in accordance with the company's goals, where there are still a number of employees who have educational backgrounds and concentrations, who have not been able to demonstrate and contribute to the company. 11 of 2002, regarding the withdrawal system (recruitment) which must use the media as a medium of information. From these conclusions it can be suggested that the recruitment system for the future must be in accordance with the objectives in accordance with standard operating procedures (SOP) so that it is easy to evaluate and measure employee performance. To see the effectiveness of the company's achievements.