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This research examines the influence of human resource development on the competency and performance of employees at the Customs and Excise Supervision and Service Office Type Madya Customs B Medan. Through interviews with five employees of the Medan Customs and Excise Supervision and Service Office of Type A Customs, this research identified the steps taken by the leadership to improve employee competency and performance, as well as overcome the obstacles faced. The main focus of research is development programs which include training, skills and mental development, assessment, and providing motivation through capacity building activities. The theory used refers to the concept of employee performance according to Sedarmayanti, with a qualitative approach that includes observation, interviews and collecting supporting documents. The research results show that the human resource development carried out plays an important role in improving the competency and performance of employees in the office.

The purpose of this research is to determine the effect of motivation ang compensation on employee performance in the Pa‟tengko Tourism Village. The type of research used is quantitative research. The population in this research is all 32 employees in the Pa‟tengko Tourism Village and the sample used is saturated sampling. That is,the entire population was sampled. The methods used in this research include Validity Test, Reliability Test, Normality Test, Multicollinearity Test, Heteroscedasticity Test, Multiple Linear Regression Test, t Test (Partial), f Test (Simultaneous), Correlation Test and Determination Test (R2). The data was processed using SPSS software version 26. The results of this research show that (1) motivation has a positive and significant effect on employee performance in Pa‟tengko Tourism Village. (2) compensation has a positive and significant effect on employee performance in Pa‟tengko Tourism Village. (3) motivation and compensation simultaneously have a positive and significant effect on employee performance in the Pa‟tengko Tourism Village.

Employee performance, particularly in the customer care department, is crucial as all aspects of hospital care related to patient experience. Effective and responsive interactions can enhance patient satisfaction, build trust, and create a supportive environment that aids the healing process. Additionally, customer care employees serve as a bridge between patients and medical staff, ensuring that patients' needs and inquiries are addressed with distinction. Therefore, it is essential for hospital management to maintain employee performance by providing work motivation, discipline, and appropriate compensation. This study aims to analyze the partial and simultaneous effects of work motivation, work discipline, and compensation on improving employee performance in the Customer Care Department of Bandung Adventist Hospital. This descriptive quantitative research was conducted with 30 customer care employees at Bandung Adventist Hospital in early September 2024. The findings indicate that work motivation and compensation do not significantly affect employee performance according to the data analysis, whereas work discipline has a significant impact on employee performance. However, when considered together, work motivation, work discipline, and compensation collectively have a significant effect, accounting for 44.1% of the variance. From this data, it can be concluded that maintaining work motivation, discipline, and compensation together can help sustain employee performance in the Customer Care Department of Bandung Adventist Hospital.

The Effect of Reward and Work Motivation on Employee Performance at the South Sulawesi Agricultural Instrument Standardization Agency. Thesis Management Study Program of the Indonesian Institute of Education Management (STIM-LPI) Makassar which is supervised by Drs. H. Andi, Saharuddin, MM. and Hasiah, S. E., M.M.This study aims to determine the effect of rewards (Reward) and Work Motivation on Employee performance. The object of this research is the South Sulawesi Agricultural Instrument Standardization Agency. The type of research used is quantitative research by distributing questionnaires via google from. Sampling using saturated sample technique. The results of this study indicate that the partial test Award (Reward) has a significant effect of 0.000 or is below 0.05 while Work Motivation also has a strong influence on Employee Performance but when compared between Award and Work Motivation.  

This study aims to analyze the influence of motivation, incentives, and work discipline on employee performance in the Finance Department of Bandung Adventist Hospital. The method used is multiple linear regression analysis to determine the relationship between independent variables (motivation, incentives, and work discipline) and the dependent variable (employee performance). The analysis results indicate that motivation has a significant and positive effect on employee performance, with a regression coefficient of 0.326 and a significance level of 0.009, supporting the hypothesis that motivation plays an important role in enhancing employee productivity and commitment. Conversely, the incentive and work discipline variables show a negative and non-significant effect on performance, with coefficients of -0.162 and -0.208, respectively. This suggests that the current incentive and work discipline practices are not fully effective or do not meet employee expectations. Simultaneously, the three independent variables have a significant effect on employee performance, with the F-test showing a significance level of 0.009. This study recommends that management prioritize motivation improvement through training programs, rewards, and the development of a supportive work environment. Additionally, it is essential to evaluate the incentive system and adopt a more flexible disciplinary approach to align with employee needs and expectations.

This study aims to explore the influence of work motivation, leadership style, and compensation on employee performance at Rumah Sakit Advent Bandung. With a total population of 720 employees, the study uses a simple random sampling technique to select a sample of 88 respondents, deemed sufficiently representative. Data collection is conducted through a Likert-scale questionnaire designed to capture respondents' perceptions of work motivation, leadership style, and compensation variables. To ensure data quality, the instrument's validity is tested through factor analysis, and its reliability is measured using Cronbach’s Alpha to guarantee consistency in results. Hypothesis testing is carried out using classical assumption tests and multiple linear regression analysis via SPSS version 27.The results reveal that work motivation and compensation have a positive and significant impact on employee performance, indicating that higher motivation and compensation are associated with improved employee performance. In contrast, leadership style does not show a significant effect on employee performance, possibly due to varying perceptions of the role of leadership within this organizational context. Collectively, work motivation, leadership style, and compensation variables have a significant effect on employee performance. The obtained R Square value of 0.309 indicates that 30.9% of the variation in employee performance can be explained by these three variables, while the remaining 69.1% is influenced by other factors outside this model, such as work environment, organizational culture, or other individual factors. These findings provide valuable insights for management in designing strategies to enhance employee performance.

Salary reform as a structural improvement in a company’s compensation system is a widely applied strategy to enhance employee motivation and performance. Compensation policies that are responsive to employee needs are expected to create a work environment that supports productivity, where intrinsic motivation can be strengthened through fair and proportional rewards. This study aims to explore the extent of the influence of salary reform on improving employee motivation and performance within organizations by using a literature review method. Based on analyses of previous studies, it was found that salary reform not only plays a significant role in fostering employees' intrinsic motivation but also impacts the overall productivity of the organization. Reforms that include salary structure adjustments, performance-based incentives, and increased transparency in compensation management have proven effective in reducing disparities, enhancing loyalty, and improving workplace climate. These findings strongly imply that management should continuously develop adaptive compensation policies focused on employee needs and well-being, with the aim of optimally contributing to achieving the company’s strategic goals and enhancing organizational competitiveness.

This research reveals that effective Human Resource Management (HRM) is essential to improve the competitiveness of MSMEs. In this research that uses descriptive qualitative methods, researchers review how improving the competence and quality of HRM through continuous training and development can help MSMEs adapt to market changes and improve their performance. The result of this study is how good HR Management not only improves the quality of the workforce, but also contributes to the sustainability and competitiveness of MSMEs in an increasingly competitive market. So that by optimising HR management, MSMEs can create a positive work environment, which in turn increases employee motivation and productivity.

This study aims to analyze the influence of motivation, competence, and organizational culture on employee performance. The research design used in this study is a quantitative method with descriptive analysis. Data collection was conducted online using a questionnaire with a Likert scale ranging from one to five and obtained through simple random sampling from 86 respondents who are over 17 years old and have worked or are currently working in an organization or company. The data analysis techniques used in this study include: Outer Model analysis with calculations for Convergent Reliability, Discriminant Validity, Composite Reliability, Cronbach's Alpha, and Inner Model analysis with calculations for t-statistic, R-Square, f-Square, and VIF using the smartPLS (Partial Least Square) version 4.0.9.3 software. The results of this study indicate that: 1.) Motivation has a significant influence on employee performance. 2.) Competence has a significant influence on employee performance. 3.) Organizational culture has a significant influence on employee performance.

This research aims to analyze the effectiveness of the employee performance appraisal system  at PT. Flypower, a company engaged in the production of badminton equipment since 2002 employee performance appraisal is an important component in human resource management, which involves evaluating employee contributions to achieving company goals through assessing achievements identifying strengths and weaknesses and providing feedback. This research uses a descriptive qualitative approach method. This method is used to describe phenomena related to human resource management and to understand the meaning contained in employee experiences related  to the assessment system implemented data was collected through in-depth interviews participatory observation, and analysis of relevant documents, as many as 20 employees were involved as respondents to get a comprehensive perspective on the existing assessment system. The research results show that the performance appraisal system at PT. Flypower has experienced a development from a simple assessment method to a more structured system based on document analysis, in line with the implementation of the ISO 9001 standard. Transparency and regular feedback contribute positively to employee motivation. However, there are several weaknesses, such as a lack of clarity in the assessment criteria which can hinder employee understanding. This research recommends improvements in the communication of assessment criteria and the provision of understanding resources to support achievement of performance targets.

One of the crucial components in human resource management is a fair and appropriate compensation system. This research analyzes the compensation system at UKM XYZ in Bogor Regency using the Overlapping method. Analysis methods include descriptive analysis, job analysis, given system method analysis, and salary mapping analysis with the Overlapping method. The results showed that the initial salary of UKM XYZ was not ideal because the mid-to-mid value comparison was still greater than the spread value. After revamping with the Overlapping method, a new compensation structure was obtained with an increase in operating costs of 6.75%. A competitive and fair compensation system is expected to improve employee motivation, productivity, and performance as well as the competitiveness of UKM XYZ in the industry. This research provides recommendations for UKM XYZ to implement a new compensation system based on the Overlapping method to meet the needs of the company and employees.

Organizations must be able to adapt and innovate to maintain their edge in the increasingly competitive era of globalization. Employee performance is a critical component that contributes to organizational success. An organized and sustainable job training program is one of the most effective methods. This research is a descriptive qualitative research, with a literature study approach to analyze the role of training in improving employee performance. The data sources in this study consist of various scientific articles, journals, books, and research reports that focus on the relationship between training and employee performance. The results show that employee training has a significant impact on individual and organizational performance. Based on the literature review conducted, there is a consensus that a structured and relevant training program can improve employees' skills, knowledge and motivation. By understanding the factors that influence training effectiveness, organizations can formulate more appropriate strategies to achieve desired business goals.

The purpose of this study is to identify some significant effects of work discipline and motivation on the work performance of the deputy governor of the Sukmajaya district of the Depok city. The quantitative deskriptif method is the one used in this study. In this survey, 36 respondents who were dikantors of Sukmajaya Kota Depok were polled. Uji Validitas, Uju Realiabilitas, Uji Asumsi Klasik, Uji Normalitas, Uji Heteroskedastisitas, Uji Multikolinearitas, Uji Regresi Liner Berganda, Uji T (Parsial), Uji F (Stimultan), dan Uji Koefisien Determinasi sebagaian langit. Discipline-related discipline effects on work performance have a Thitung>TTabel ( 8,485 > 2,035 ) value; this is supported by a signifikativity of 0.000<0,05. This can be interpreted as meaning that Ho is dead and Ha is alive. The influence of motivation on employee work performance has a Thitung>TTabel (30,626 > 2,035) value; this may be explained by a signifikan 0,000<0,005. This can be seen as showing that Ho is tolak and Ha is diterima. The impact of work discipline and motivation simultaneously on the work-related kinerja is demonstrated by the Fhitung > 1141,097 > 4,13 and the signifikan 0,000 < 0,005 nilai koefisien determinasi (R2), which is around 0.986. This indicates that job satisfaction and work culture have a positive effect on employee work performance of around 0.986% or 98.6%, while the influence of other factors is responsible for the remaining 1.4% or 0.14 percent. It may be inferred from this that Ho is not the same as Ha.  

Introduction: Human resources play a crucial role in the sustainability of a company, and good employee performance is a critical aspect of its operations. It is important for companies to understand and improve the factors influencing employee performance to enhance the overall quality of the organization. Objective: This study aims to analyse the influence of compensation, work motivation, and work discipline on employee performance at PT. Heulang Bandung, both partially and simultaneously. Method: The research was conducted on the employees of PT. Heulang Bandung, which has a total of 115 employees, using a sample of 55 employees and employing a quantitative method to analyse the influence of variable X on Y. Results: The findings indicate that compensation has a negative and insignificant effect on employee performance (regression coefficient -0.051), while work motivation (coefficient 0.465) and work discipline (coefficient 0.749) have positive and significant effects. These three variables collectively influence employee performance by 86.1%, with 13.9% affected by other factors. The F-test shows a significant effect of these three variables on employee performance with a significance value of 0.000. Conclusion: Work motivation and discipline are the main factors influencing employee performance at PT. Heulang Bandung, while compensation has a lesser impact.

PT.XXX is one of the companies in cikarang engaged in Electrical Supply and Maintenance Service that has many projects in various regions of Indonesia. To be able to know what influences can affect the resulting performance. Then the company also needs to know whether the motivation that has been given has an effect on performance and whether work discipline is prioritized in carrying out work. The research method used is a quantitative statistical method by doing reset and questionnaires to collect data. In this writing using analytical techniques consisting of several multicollinearity test that get the value of 2.286 < 10 which means that the regression model does not occur multicollinearity problem, Hetereskeasticity test that produces images with point spread which means that the regression model can be used, normality test that produces the value of sig 0.127 > 0.05 which shows that normality is met. Multiple Linear regression test results in the value of Y=11.916 – 0.002 + 0.571 which shows that motivation and discipline are constant motivation variable if having an increase of 1 will decrease by -0.002 in the discipline variable will increase by 0.571, the T test shows that motivation does not affect performance while discipline affects performance, the F test shows that the independent variable together affect the dependent variable, the coefficient of determination test shows that the value of R 0.599 which means it is quite strong and the value of R square is 0.359 which shows that 35.9% is influenced by motivation and discipline.  

The purpose of this study was to determine and analyze the effect of servant leadership, intrinsic motivation, and employee performance at the Inamosol Sub-District Office, West Seram Regency. The research approach that will be used in this research is a quantitative approach.       In this study, the population in this study were all employees of the Inamosol Sub-District Head of West Seram Regency totaling 34 people, where the entire population was used as a research sample using the saturated sample method, the sample used was 34 people. The data were analyzed using the classical assumption test, multiple linear regression, hypothesis testing and the coefficient of determination test. Data processing using SPSS software The results showed that servant leadership, intrinsic motivation had a significant and positive effect on employee performance at the Inamosol Sub-District Office, West Seram Regency.

Factors such as leadership behavior, employee compensation, and related policies significantly impact employee engagement in achieving organizational performance. Case studies from large and medium-sized companies in Indonesia indicate that achieving shared goals requires balancing performance targets at every individual level. This study analyzes human resource management (HRM) at the Rahmatan Lil Alamin Mosque Welfare Institution, Al-Zaytun Indramayu, and formulates HRM strategies using SWOT analysis.The findings show that HRM at the Rahmatan Lil Alamin Mosque Welfare Institution, Al-Zaytun, is implemented through two main approaches: motivation and soft skill development. The motivational approach aligns with fulfilling employees' physiological needs, while the soft skill approach addresses the need for security, appreciation, love, and self-actualization. The SWOT analysis reveals that the institution's internal strengths include standardized systems and procedures, well-managed human resources, and clear job descriptions for each role. Identified weaknesses are the absence of job analysis as a foundation for HR planning and recurring disciplinary violations. Externally, opportunities include utilizing e-commerce and implementing minimum service standards, while threats arise from individuals or parties who oppose the institution's existence.

This study aims to analyze the influence of Organizational Culture, Incentives and Motivation on Employee Performance of PT. Niaga Sejahtera Plastik Indonesia in Purwosari, Pasuruan Regency. The total sample of the study was 100 people. The variables used are organizational culture, incentives and motivation as independent variables and employee performance as the dependent variable. Data collection was carried out using a questionnaire and then analyzed using multiple linear regression analysis methods. Hypothesis testing used is the simultaneous significance test (F-test) and partial significance test (T-test). The results of the F test of this study indicate that the variables of organizational culture ( ), incentives ( ), and motivation ( ) have a simultaneous effect on employee performance. While the T test shows that the variable of organizational culture ( ), does not have a partial effect on employee performance, while the variables of incentives ( ), and motivation ( ) have a partial effect on employee performance.

Work motivation and job satisfaction are important things to improve performance. Work motivation provides a driving force that produces enthusiasm for work so that they want to  collaborate, work effectively, and combine all efforts to achieve satisfaction (Hasibuan, 2018: 65), while job satisfaction is a positive behavior of a worker towards his job (Afandi, 2018: 74). This research focuses on proving the effect of work motivation and satisfaction on the performance of PT Supraco Lines employees. This research system is qualitative research that is converted to a quantitative scale using multiple linear regression analysis with PT Supraco Lines employees as objects. The sample of this study was 50 respondents, using path analysis, this study tested 3 hypotheses. From the results of the research showed that work motivation and job satisfaction could not affect employee performance partially, but when the two variables were tested simultaneously, the results were able to significantly affect the job satisfaction of PT Supraco Lines employees.

Organizational achievement is influenced by the work environment where employees carry out activities also have an important role in improving their performance. The work environment refers to the material and psychological conditions of employees in the organization. This study aims to determine the effect of work motivation and work environment on employee performance at the Kulon Progo Regency Small and Medium Enterprises Cooperative Office. In this study, the data collection techniques used were questionnaires, observation, documentation and literature study. The analysis used is instrument test, classical assumptions, multiple regression, hypothesis testing, and R2 estimation. Sampling by distributing questionnaires directly to 37 samples. The results of data processing from motivation (X1) have a positive and significant effect on employee performance, namely tcount 2.573> ttable 2.032 with a significance of 0.015 <0.05 and the work environment (X2) has a positive and significant effect on employee performance, namely tcount 2.903> ttable 2.036 with a significance of 0.006 <0.05. Fcount value 7.803> Ftable 3.28, with a significance value of 0.002 <0.05. This means that motivation and work environment simultaneously affect employee performance. The results of the coefficient of determination test obtained an R-square value of 0.315 or 31.5%, which means that the influence of the independent variables on the dependent variable and the rest is influenced by other factors outside the research variables.