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This study aims to determine the effect of Work Division (X1), Work Discipline (X2), and Workload (X3) variables on Employee Performance (Y) at PR Gudang Rasa Srikaton Ringinrejo Kediri. The type of research employed is quantitative with an associative approach. Data collection techniques involved primary data obtained through questionnaires and secondary data derived from company documents. The sampling technique used was a saturated sample, in which the entire population was taken as respondents, resulting in 50 employees as the research sample. The data analysis techniques applied included Validity and Reliability Tests to ensure the quality of the instrument, Classical Assumption Tests to test the feasibility of the model, and Multiple Linear Regression Analysis as the primary method to measure the influence between variables. Furthermore, hypothesis testing was conducted through the t-test, F-test, and the Coefficient of Determination (R²). The partial test results (t-test) show that the work division variable has a positive and significant effect on employee performance with a t-value of 3.611 and a significance of 0.001. The work discipline variable also has a significant effect with a t-value of 2.719 and a significance of 0.009. Meanwhile, workload has a significant effect with a t-value of 2.349 and a significance of 0.023. Simultaneously, the F-test indicates that the three independent variables significantly affect employee performance, with an F-value of 26.652 and a significance of 0.000. The R Square value of 0.635 indicates that 63.5% of the variation in employee performance can be explained by work division, work discipline, and workload, while the remaining percentage is influenced by other factors. Thus, this study concludes that work division, workload, and work discipline, both partially and simultaneously, play an important role in improving employee performance at PR Gudang Rasa Srikaton Ringinrejo Kediri.

This study investigates the influence of sustainable leadership and customer-oriented culture on employee performance at PT Krakatau Sarana Properti (PT KSP), a subsidiary of PT Krakatau Steel operating in Indonesia’s commercial property sector. Amid rapid globalization and technological change, organizations are compelled to foster adaptive cultures and leadership approaches that ensure both operational excellence and long-term sustainability. Drawing on Organizational Behavior and the Resource-Based View, this research positions sustainable leadership as a strategic resource that not only directly enhances employee performance but also shapes a customer-oriented culture—an intangible asset vital for organizational competitiveness. Employing a quantitative, explanatory research design, data were collected from 95 employees using a structured questionnaire and analyzed with Structural Equation Modeling-Partial Least Squares (SEM-PLS). The findings reveal that sustainable leadership has a significant positive impact on employee performance and customer-oriented culture. Additionally, customer-oriented culture exerts a strong influence on employee performance and partially mediates the relationship between sustainable leadership and employee performance. These results underscore the importance of integrating sustainability principles into leadership practices and embedding customer-centric values throughout the organization. The study provides both theoretical and practical contributions, offering a more holistic understanding of how sustainable leadership and organizational culture jointly drive superior performance. For PT KSP and similar organizations, investing in sustainable leadership development and cultivating a customer-oriented culture are recommended strategies to enhance employee motivation, adaptability, and long-term competitive advantage in a dynamic business environment.

This study aims to examine and analyze how the implementation of Standard Operating Procedures (SOP) impacts employee performance improvement at Chatter Lounge Restaurant, Gumaya Tower Semarang. The background of this research stems from initial observations and interviews that revealed inconsistencies in SOP implementation, particularly in aspects of grooming and staff attitudes toward guests. A qualitative descriptive method with a case study approach was employed to gain a comprehensive understanding of the phenomenon. Data were collected through in-depth interviews with four key informants, direct observations of operational activities, and digital documentation related to SOP practices. The data analysis followed the interactive model of Miles and Huberman, which includes three main stages: data reduction, data display, and conclusion drawing. The findings indicate that SOP implementation positively contributes to enhancing employee discipline, time efficiency, and accuracy in following service procedures, leading to a more standardized service quality. Nevertheless, the implementation is not yet fully optimal as several employees lack a comprehensive understanding of SOP content. Inhibiting factors include limited advanced training opportunities, one-way briefings that restrict interactive communication, and the absence of a performance-based reward system to motivate staff. The study highlights that while SOPs serve as a crucial guideline to improve consistency and professionalism, their effectiveness depends heavily on continuous reinforcement and employee engagement. Therefore, it is recommended that the restaurant management strengthen SOP implementation through ongoing training, more participatory internal communication, and the establishment of performance-based reward mechanisms to maximize employee motivation, ensure service excellence, and ultimately enhance guest satisfaction.

This study is motivated by the importance of employee performance as a key factor in achieving organizational goals. Optimal performance is significantly influenced by various factors, one of which is workload and the working environment. An unbalanced workload can hinder productivity, while a non-conducive working environment can reduce comfort and work enthusiasm. Therefore, this study aims to analyze the impact of workload and the working environment on employee performance at PT Kampung Bali Indah Jakarta Pusat, both partially and simultaneously. This study uses a quantitative approach with a saturated sample of 52 respondents. Data collection was conducted using questionnaires, and the data were analyzed using SPSS version 25. The analysis included validity and reliability tests, classical assumption tests, multiple linear regression, t-tests, F-tests, and the coefficient of determination. The results show that workload has no significant partial effect on employee performance. This indicates that, although excessive workload can affect performance, other factors play a more dominant role in influencing employee performance. In contrast, the working environment has a positive and significant impact on employee performance. A conducive work environment provides comfort for employees to work more effectively and efficiently. Simultaneously, both workload and the working environment significantly affect employee performance, contributing 73.5%. This means that more than 70% of employee performance is influenced by these two factors, while the remaining performance is influenced by other factors not covered in this study. These findings suggest that to improve employee performance, the company should enhance the working environment to better support employee comfort and productivity. On the other hand, workload management should also be adjusted to remain optimal without adding excessive pressure on employees.

The Regional Drinking Water Company (PDAM) Tirta Perwira Purbalingga is a regional institution that provides clean water services to 62,748 customers in Purbalingga Regency. The company’s performance is strongly influenced by the quality of its human resources. This study aims to analyze the effect of training, work climate, and job rotation on employee performance. The research used a quantitative approach with descriptive methods and data processing through SPSS version 25.0. The population consisted of 164 employees, with a sample of 62 respondents determined by the Slovin formula (10%) using stratified random sampling. The results showed that training and work climate had a positive and significant effect on employee performance, while job rotation did not have a significant effect. The coefficient of determination (R²) was 96.4%, meaning that the three variables together explained 96.4% of employee performance, while the remaining 3.6% was influenced by other factors not examined in this study. These findings indicate that systematic training and a supportive work climate are the dominant factors in improving performance, whereas job rotation requires better alignment with employee competencies to be effective. In conclusion, PDAM Tirta Perwira needs to strengthen its training programs, foster a conducive work atmosphere, and carefully evaluate job rotation policies. The results of this study are expected to contribute to the development of human resource management strategies and provide reference material for future research on organizational performance.

Through the Field Work Lecture (KKL) program at PT Yakult Indonesia Persada, this community service activity was carried out with the aim of providing practical experience for students related to the implementation of Human Capital Management (HCM) in the industrial world. This program not only aims to provide theoretical insight, but also introduces students to the application of important concepts in human resource management in companies. The focus of the activity covers various aspects, such as the recruitment process, training programs and career development, and the reward system implemented at PT Yakult. This activity also provides an understanding of the important role of HCM in improving company performance through effective employee management. The results of the activity show that PT Yakult has developed a continuous training pattern aimed at improving employee competencies as a whole. In addition, the company also conducts employee talent mapping that allows for a systematic career path, which provides development opportunities for each individual within the company. The benefits obtained by students from this activity are not only increased knowledge of HCM, but also strengthened analytical skills, developed professional attitudes, and preparedness to face challenges in an increasingly dynamic workplace. Therefore, this KKL program is a very important tool for building stronger synergy between universities and the industrial world, so that students can be better prepared and competent in facing the ever-growing needs of industry.

Through the Field Work Lecture (KKL) program at PT Yakult Indonesia Persada, this community service activity was carried out with the aim of providing practical experience for students related to the implementation of Human Capital Management (HCM) in the industrial world. This program not only aims to provide theoretical insight, but also introduces students to the application of important concepts in human resource management in companies. The focus of the activity covers various aspects, such as the recruitment process, training programs and career development, and the reward system implemented at PT Yakult. This activity also provides an understanding of the important role of HCM in improving company performance through effective employee management. The results of the activity show that PT Yakult has developed a continuous training pattern aimed at improving employee competencies as a whole. In addition, the company also conducts employee talent mapping that allows for a systematic career path, which provides development opportunities for each individual within the company. The benefits obtained by students from this activity are not only increased knowledge of HCM, but also strengthened analytical skills, developed professional attitudes, and preparedness to face challenges in an increasingly dynamic workplace. Therefore, this KKL program is a very important tool for building stronger synergy between universities and the industrial world, so that students can be better prepared and competent in facing the ever-growing needs of industry.

This study examines effects of resilience, social support, and psychological well-being on employee performance at CV Duta Jaya Tehnic. Resilience refers to an individual’s capacity to handle work pressure and challenges. Social support includes assistance from coworkers and family. Psychological well-being denotes a healthy mental state. The study proposed significant partial and joint effects for the three predictors. A quantitative survey design was used. Questionnaires were distributed to 38 employees. Multiple linear regression evaluated partial and joint relationships between predictors and performance. Results show a significant positive effect of resilience on performance (p = 0.001 < 0.05). Social support (p = 0.573) and psychological well-being (p = 0.700) show no significant partial effects. Jointly, the three predictors explain performance significantly (p < 0.001). The findings highlight a central role for personal resilience in improving performance at CV Duta Jaya Tehnic, while social support and psychological well-being show no standalone effect within this sample. Overall, the regression model with the three predictors provides meaningful explanatory power for employee performance in this company. Managerial implications follow from the evidence. Prioritize initiatives to build resilience, including brief coping-skill sessions, energy management, and recovery practices. Maintain support systems and well-being programs, yet direct resources first toward resilience building.  

This study aims to analyze the profitability and operational efficiency of Sube Huter credit union. Profitability is measured by the Net Profit Margin (NPM) ratio, while operational efficiency is measured using the Operating Cost to Operating Income ratio and several other indicators related to operational costs. The data utilized in this research consist of secondary data from Sube Huter's credit union financial reports for the period 2020 to 2024. The analysis was conducted employing the financial ratio method to assess the cooperative's profitability and operational efficiency. The results indicate that the cooperative's profitability falls into the unhealthy category with a consistent NPM of 2%, while operational efficiency is categorized as less healthy with a Operating Costs to Operating Income value approaching 97-98%. The primary cause of low efficiency is high operational costs, particularly employee salary expenses that are not commensurate with revenue. However, the indicator of operating costs to total receivables still demonstrates healthy performance. This study recommends the implementation of more effective cost management, financial product development, and increased transaction volume to enhance the cooperative's profitability and operational efficiency.

This study aims to analyze the effect of workload, organizational culture, and work discipline on employee productivity at UD. Berkah Andita Mandiri II. In today’s competitive business environment, employee productivity is considered a crucial determinant of organizational performance and sustainability. The research employed a quantitative approach using a survey method by distributing structured questionnaires to employees. A total of respondents participated, and the data collected were processed using multiple linear regression analysis to test both partial and simultaneous influences of the independent variables. The findings reveal that workload has a negative and significant impact on employee productivity, indicating that excessive demands can reduce performance and efficiency. On the other hand, organizational culture and work discipline show positive and significant effects on productivity, suggesting that a strong cultural foundation and consistent discipline practices can enhance employee performance. Moreover, the simultaneous test results confirm that workload, organizational culture, and work discipline collectively have a significant effect on employee productivity. These results emphasize the importance of balancing employee workload to prevent burnout, promoting a positive organizational culture that fosters collaboration and motivation, and consistently enforcing discipline to ensure accountability. Overall, the study highlights that effective human resource management practices play a key role in improving employee productivity and, consequently, in achieving organizational goals.

This study aims to examine the effect of employee performance and employee competence on the effectiveness of accounting information systems (AIS) at Koperasi Simpan Pinjam Tuke Jung. The research method applied is quantitative with a descriptive analysis approach. The data analysis techniques used include data quality tests, classical assumption tests, multiple linear regression analysis, hypothesis testing through t-test and F-test, as well as the coefficient of determination (R²). The sample of this study consisted of 40 employees of KSP Tuke Jung. The results indicate that employee performance has a positive and significant effect on the effectiveness of the accounting information system. Employee competence also has a positive and significant effect on the effectiveness of the accounting information system. Simultaneously, employee performance and competence have a positive and significant influence on the effectiveness of the accounting information system, as reflected in the coefficient of determination (R²), which shows the contribution of the independent variables to the dependent variable. Based on these findings, it can be concluded that improving employee performance and competence will enhance the effectiveness of the accounting information system implementation at KSP Tuke Jung.

The Regional Drinking Water Company (Perusahaan Daerah Air Minum/PDAM) Lae Nciho, Dairi Regency, faces significant challenges related to the low level of financial literacy and financial behavior of its human resources, which negatively affect financial performance, particularly the Return on Equity (ROE) indicator. A lack of understanding and discipline in internal financial management has led to waste and operational inefficiency. This phenomenon highlights the importance of improving financial literacy and financial behavior as a strategic effort to enhance the company’s efficiency and profitability. The purpose of this study is to examine and analyze the influence of human resources’ financial behavior and operational efficiency on financial performance, with financial literacy serving as a moderating variable. This research applies a quantitative descriptive approach, using data analysis with the SEM PLS 3.0 method. The study involved a total population and sample of 70 employees of the Regional Drinking Water Company (Perumda Air Minum) Lae Nciho in Dairi Regency, particularly those working in finance and operations divisions, selected through purposive sampling techniques. The findings reveal that, partially, the variables of human resources’ financial behavior and operational efficiency significantly influence financial performance and affect financial literacy. Moreover, financial literacy significantly influences financial performance. However, simultaneously, financial behavior and operational efficiency do not significantly affect financial performance when moderated by financial literacy.

This study investigates the implementation of a simple supply chain strengthening program to enhance the competitiveness of Indonesian micro, small, and medium enterprises (MSMEs) in the Malaysian market. Indonesian MSMEs face challenges in market entry, including limited knowledge of export procedures, high distribution costs, and low product acceptance due to labeling and packaging issues. The research aims to evaluate whether targeted, low-cost interventions can improve MSME readiness and performance in international trade. A total of 40 MSMEs from the food and beverage, handicraft, and processed product sectors participated, with 55 owners, managers, and employees engaged in training and mentoring activities. Data were collected using pre–post knowledge questionnaires, logistics cost records, product placement monitoring, in-depth interviews, and focus group discussions. The program resulted in a 35% increase in knowledge scores, a 15% reduction in average distribution costs, a rise in product acceptance from 45% to 72%, and successful distribution partnerships for 8 MSMEs, leading to a 180% increase in monthly orders. The findings indicate that practice-based, contextual training combined with logistics optimization and market facilitation significantly enhances MSME competitiveness. Low-cost interventions are shown to be effective and scalable, providing practical guidance for policymakers and support institutions. The study contributes to the literature on MSME export readiness by demonstrating that structured, simple supply chain strategies can deliver measurable outcomes in low-resource settings. Future research should examine larger samples, longer monitoring periods, and additional markets to assess long-term sustainability and sector-specific strategies

In the era of rapid globalization, human resource management has become a crucial element in achieving optimal productivity, where employee performance is strongly influenced by several factors. This study identifies obstacles related to work motivation and discipline, as well as environmental conditions that may affect performance, such as tardiness and unexcused absences. The purpose of this research is to analyze the influence of work environment, work motivation, and work discipline on employee performance at UD Rahayu Indah. This research employs a quantitative method with a population of 76 respondents. The sample also consists of 76 respondents, determined using the saturated sampling technique. The analytical tool used in this study is SPSS 25.0. The findings indicate that the work environment has a significant partial effect on employee performance, work motivation has a significant partial effect on employee performance, work discipline has a significant partial effect on employee performance, and the work environment, work motivation, and work discipline simultaneously have a significant effect on employee performance.

This study aims to determine the influence of communication and organizational culture on employee performance at the Bima City BPKAS Office. The instrument used in this study was a Likert-scale questionnaire. The sample consisted of 40 respondents selected using purposive sampling. Data collection techniques included observation, questionnaires, and literature review. Data analysis used multiple linear regression with SPSS for Windows. The results indicate that, partially and simultaneously, communication and organizational culture significantly influence employee performance at the Bima City BPKAD Office.

This study aims to analyze the influence of work discipline, job satisfaction, and motivation on the performance of billman employees at PT. PLN Electricity Services ULP Kediri City. Employee performance plays a strategic role in ensuring the company’s service quality and operational sustainability, particularly in the field of billing services which directly impacts customer satisfaction and company revenue. The research employs a quantitative approach with a multiple linear regression method to assess both partial and simultaneous effects of the independent variables. The population of this study consisted of all 33 billman employees of PT. PLN Electricity Services ULP Kediri City, and due to the small size, a saturated sampling technique was used so that the entire population served as respondents. Primary data were collected through questionnaires distributed to all employees and then analyzed statistically. The findings indicate that, partially, work discipline has a negative and insignificant effect on employee performance, suggesting that discipline alone does not guarantee productivity improvement. On the other hand, job satisfaction and motivation both have a positive and significant effect on employee performance, showing that intrinsic and psychological factors contribute more strongly to optimal work outcomes. Furthermore, when tested simultaneously, work discipline, job satisfaction, and motivation collectively exert a positive and significant influence on employee performance. The coefficient of determination (R²) of 0.786 indicates that 78.6% of variations in performance can be explained by the three variables, while the remaining 21.4% is influenced by other factors outside this research model. These findings emphasize the importance of fostering job satisfaction and motivation through supportive management policies to enhance employee contributions and organizational effectiveness.

This study aims to analyze the influence of performance appraisal, supervision, and non-physical work environment on employee performance at PT Pos Indonesia (Persero) Kediri Branch Office. A quantitative approach was employed with saturated sampling, in which all 64 employees were included as respondents. The research instrument was a questionnaire based on validated theoretical and empirical indicators. Data were analyzed using multiple linear regression, t-test, F-test, and the coefficient of determination. The findings indicate that, partially, performance appraisal, supervision, and non-physical work environment have a positive and significant effect on employee performance. Simultaneously, these three variables contribute 70% to the variation in employee performance, with the non-physical work environment being the most dominant factor. These results highlight the importance of integrating transparent performance appraisal systems, consistent supervision, and a supportive organizational climate to improve employee productivity. This research contributes academically by reinforcing the Goal Setting theory and Perceived Organizational Support, and provides practical implications for PT Pos Indonesia’s human resource management.

This study examines the impact of workload and work stress on employee job satisfaction at PT Inhutani I UMI Gresik, a wood-processing company operating under Perum Perhutani. The research employed a quantitative design with an associative (causal) approach to identify the extent to which workload and stress contribute to variations in job satisfaction. Data were collected through questionnaires distributed to 48 employees selected using a simple random sampling method. The analytical process involved validity and reliability testing, classical assumption tests, multiple linear regression, as well as t-tests, F-tests, and the coefficient of determination (R²). The results indicate that workload and work stress, when considered simultaneously, have a significant influence on job satisfaction. However, partial testing revealed that workload did not exert a significant effect, while work stress had a statistically significant negative impact on satisfaction. Regression analysis further demonstrated that work stress emerged as the dominant predictor, accounting for a larger proportion of variance compared to workload, as reflected by the higher beta coefficient and partial determination value. These findings suggest that while workload may serve as a motivator when maintained within reasonable limits, unmanaged stress arising from role ambiguity, conflicting demands, and organizational pressures significantly undermines job satisfaction. The study underscores the importance of stress management strategies within organizations, particularly in high-demand industries such as forestry and wood processing. Practical implications include the need for supportive leadership, effective communication, realistic target-setting, and the implementation of employee assistance programs. By addressing stress more effectively, organizations can enhance employee well-being, foster greater job satisfaction, and ultimately improve overall organizational performance.

Employee engagement is a crucial factor in improving individual performance and organizational success. Companies with a high level of employee engagement tend to create a positive, productive, and sustainable work environment. This study aims to analyze the impact of work environment, leadership style, and self-efficacy on employee engagement at PT Wisata Titiannusantara Pelangi (Al Malik Travel) West Jakarta. This research uses a quantitative approach with a survey method. The sampling technique used is non-probability sampling with a saturated sample method, involving 40 respondents out of the total population of 41 permanent employees. The research instrument is a Likert scale questionnaire, supported by observations and literature study. The data were analyzed using SPSS version 30 and Microsoft Excel 2006 with multiple linear regression analysis techniques. The results indicate that work environment and leadership style have no significant effect on employee engagement, while self-efficacy has a positive and significant impact on employee engagement. The coefficient of determination (R²) value of 0.876 shows that the variables of work environment, leadership style, and self-efficacy explain 87.6% of employee engagement, while the remaining is influenced by other factors outside this study. These findings emphasize the importance of enhancing employee self-efficacy as the main factor in strengthening engagement, and provide practical implications for companies to develop more effective, sustainable human resource management strategies, focusing on improving employee self-confidence and competence.

PT. CKL Indonesia Raya is a national logistics company established in 2015 in Jakarta, providing services in land, sea, air, and export-import logistics. Recognized for its professionalism and discipline, the company was awarded “Airfreight Forwarder of the Year 2024” by Supply Chain Indonesia. Employee productivity plays a crucial role in determining organizational success, and factors such as work culture and discipline are key in shaping a productive and competitive work environment. This study aimed to analyze the influence of work culture and discipline on employee productivity at PT. CKL Indonesia Raya. The research employed a quantitative method with a survey approach, using questionnaires distributed to 86 employees as respondents. Validity and reliability tests confirmed the appropriateness of the instrument. Data analysis was conducted using t-tests and F-tests. The results showed that both work culture and discipline had significant partial effects on employee productivity (t-count = 4.550 and 5.116 > t-table = 1.663; sig. = 0.001 < 0.05). Furthermore, the simultaneous test indicated a significant combined effect (F-count = 125.092 > F-table = 3.10; sig. = 0.001 < 0.05). These findings demonstrate that strong work culture and high discipline significantly contribute to enhancing employee productivity. Therefore, companies are advised to strengthen these factors through consistent policies, clear communication, and fair implementation to further improve employee performance and organizational competitiveness in the logistics industry.advised to strengthen both through fair and consistent policies to improve performance and competitiveness.