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This research is motivated by several problems, namely, the existence of employees who work not in accordance with hotel standards and quality, often miscommunicate when over handling to the next shift, no training on standard operating procedures (SOP) for employees.  The type of research used in this study is quantitative with a causal associative approach. The results of this study indicate that employee work motivation is in the good category, namely 80%. Work experience is in the good category, namely 57.1%, but there are still 11.4% who are classified as sufficient and poor categories. And employee performance is included in the good category, namely 42.9%, but there are still 45.7% who are classified as sufficient and poor categories. The effect of work motivation (X1) and work experience (X2) on employee performance (Y) with an Adjusted R Square value of 0.244 with a sig value. 0.004 < 0.05. This means that 24.4% of employee performance is influenced by work motivation and work experience while 75.6% is influenced by other factors.

The National Police Research and Development Center (Puslitbang Polri) is a police institution that operates in the field of research, especially those related to the performance of police and community organizations. Supporting elements in the fields of research, study, implementation and development at the National Police Headquarters level which is under the National Police Chief. In the development process, competent and always motivated Human Resources (HR) are needed, one solution is to create a computerized system to increase employee motivation, namely the best employee assessment decision support system. The process of evaluating the best employees at the National Police Research and Development Center is still carried out conventionally so it is less objective and effective. To overcome this problem, a good system is needed. The aim of this research is to make an assessment of the best employees at the National Police Research and Development Center, because there is no system that can help the Head of the National Police Research and Development Center and the Head of the Human Resources Subdivision to determine the best employee assessment. This research aims to find out the best employees using data from 8 employees at the National Police Research and Development Center. The method used is Simple Addtive Weighting (SAW) with 4 attributes. The results of the research were that 1 was selected as the best employee and received a salary bonus.

This research is quantitative research using a questionnaire aimed at employees of PT Graha Inti Permai. Sampling in this research was carried out by distributing questionnaires with a sample size of 105 respondents. The design used in this research is hypothesis testing using the Smartpls 4.0 statistical tool. The results of this research provide an explanation that the Workload variable has a positive effect on employee performance at PT Graha Inti Permai. However, the Job Stress and Work Motivation variables have no effect on employee performance at PT Graha Inti Permai. This research shows that work stress is not the main consideration in employee performance. This research has limited research objects which were only carried out on employees of PT. Graha Inti Permai. In this research, it combines the variables of work stress, workload and work motivation on employee performance at PT. Graha Inti Permai.

Human resources are the most important capital and wealth in every human activity, meaning that a company cannot function properly without human resources. Employees have a role as planners, implementers and supervisors who always play an active role in realizing company goals. The success of a company greatly influences the performance of its employees, because employee performance is a very important starting point for the success of the company. This research aims to determine the effect of work discipline and leadership on employee performance with work motivation as an intervening variable at PT. XYZ This research design uses a quantitative research design. The population and sample size in this study were all 68 employees of PT XYZ. The data source used is primary data in the form of a questionnaire. The measurement scale used is the Likert scale. The data analysis technique used is Partical Least Square (PLS) with SmartPLS 3.2.9 software. The research results show that; work discipline, leadership, and motivation have a positive and significant effect on performance; work discipline and leadership have a positive and significant effect on motivation; and work discipline and leadership have a positive and significant influence on performance which mediates motivation.

Employee performance must always be maintained so that the company survives. Research to determine the influence between variables of Leadership, Motivation and Work Discipline on Employee Performance at NEO Hotel, Kebayoran, Jakarta. This research method uses quantitative research methods by conducting parametic statistical analysis in the form of multiple linear regression analysis. The data used is primary data obtained from the answers of 40 respondents.The results showed that leadership and motivation had a significant effect partially and simultaneously all of them had a significant effect on employee performance and the correlation value was 75.4% and the remaining 24.6% was found in other factors that were not studied.

This research was conducted with the aim of knowing partially and simultaneously the independent variables, namely Leadership Style, Motivation and Work Discipline, on the dependent variable, namely Employee Performance. This research was conducted at PT. Champ Resto Indonesia Bekasi branch. The data analysis used is the classical analysis test and multiple regression analysis, to test and prove the research hypothesis using the SPSS Version 26 application. Data collection was carried out by distributing questionnaires to 51 employees at PT. Champ Resto Indonesia Bekasi branch. Partially the results show that the Leadership Style variable has a significant effect on Employee Performance, with the results showing t-count (4.017) > t-table (2.012) sig (0.01) < (0.05) the Motivation variable has a significant effect on Performance Employees, with the results showing t-count (3.045) > t-table (2.012) sig (0.03) < (0.05). And the Work Discipline variable has a significant effect on Employee Performance, with t-count results (4.496) > (2.012) sig (0.00) < (0.05). Simultaneously, the results obtained from this research are that the Leadership Style, Motivation and Work Discipline variables simultaneously have a significant effect on the Employee Performance variable with results showing f-count (7.998) > f-table (2.80) sig (0.00) < (0.05). Contribution of Leadership Style, Motivation and Work Discipline to PT Employee Performance. Champ Resto Indonesia Bekasi Branch 68.1%.      

This study aims to determine HR competencies, the role of industry 5.0, and digital literacy on organizational performance through (mediated) learning motivation of PT XYZ employees. This research method is descriptive quantitative type by distributing questionnaires (Likert scale 1-5) to a sample size of 83 out of 500 respondents calculated using the Slovin formula and processed with SmartPLS 3.0 software. The results showed that the path coefficient and p-value of the HR Competency variable (0.191 and 0.002), the Role of Industry 5.0 (0.077 and 0.062), and Digital Literacy (0.150 and 0.025). This means that HR Competencies and Digital Literacy partially have a significant positive effect on the Organizational Performance of PT XYZ through (mediated) Employee Learning Motivation. While the Role of Industry 5.0 partially has no effect on the Organizational Performance of PT XYZ through (mediated) Employee Learning Motivation. Furthermore, the path coefficient and p-value of the Employee Learning Motivation variable are 0.410 and 0.002. This means that Employee Learning Motivation has a significant positive effect on the Organizational Performance of PT XYZ.

This research aims to analyze the role of motivation in the work environment and discipline on employee performance in accounting services firms. Qualitative methods are used to gain in-depth insight into how motivation and work discipline influence employee performance. Data was collected through interviews with employees at different accounting services offices. The research results show that high motivation and a conducive work environment can improve employee performance, while a lack of work discipline can hinder employee performance. Through this research, it is hoped that it can provide a better understanding of the factors that influence employee performance in the context of accounting services firms.

This research aims to investigate the role of leadership style in increasing employee performance effectiveness in the context of modern organizations. The main focus of this research is to analyze how different leadership styles, including transformational, transactional, and democratic leadership, influence employee motivation, engagement, and performance. Qualitative analysis methods are used to gain an in-depth understanding of employee perceptions of the leadership style applied in the workplace. This research involved in-depth interviews with a number of employees from various hierarchical levels in the organization. The data obtained was analyzed using a thematic approach, where the main patterns and themes surrounding employee experiences of leadership styles were explored and analyzed. The Donggala Regency Central Statistics Agency applies a democratic leadership style, where decision making involves deliberation to reach agreement. Leaders appreciate employee potential through research, while employees show responsibility in completing their tasks.

This study investigates the impact of digital gamification on employee motivation, engagement, and productivity in technology companies. Gamification, which integrates game design elements such as rewards, badges, and leaderboards into non-game environments, has gained popularity as a tool for enhancing employee performance in workplaces. The research employs a quantitative survey methodology to gather data from employees in technology firms that have implemented gamified systems. The findings reveal that gamification significantly increases employee motivation by tapping into intrinsic motivators such as autonomy, competence, and relatedness. Employees reported higher levels of engagement, with many attributing their increased participation to the fun and competitive nature of gamified tasks. Additionally, productivity improvements were observed, particularly among employees in roles that require individual performance, such as software engineers, where autonomy and goal-setting were key factors. The study also identifies variations in the effectiveness of gamification based on factors such as job role and organizational culture, emphasizing the need for customization to suit different employee needs. Despite these positive outcomes, challenges such as employee resistance, poorly designed systems, and resource constraints were noted as barriers to successful gamification implementation. These findings suggest that gamification is an effective strategy for improving motivation and engagement in technology companies but requires thoughtful design and alignment with company culture to maximize its impact. Future research should explore the long-term effects of gamification and examine how specific elements, such as leaderboards and rewards, influence employee behavior across different demographics.

The following study aims to analyze and find out (1) The impact of incentives on the work results of PT employees. Amanah Safari Internasional Tour Travel, which has been running, (2) This research uses a qualitative approach to look for incentives to improve the performance of PT employees. Amanah Safari International Travel. Data mining methods encompass observation, documentation, and direct interviews with management and relevant staff. The results of this study show (1) the incentive system that the company has to provide material and non-material incentives to its employees, such as bonuses and social security, religious and non-religious awards and joint holidays. Employee quality, employee quantity, and employee attendance or discipline drive employee performance and motivation. This research shows that incentives can increase work morale and increase achievement, loyalty, discipline, and accountability towards positions. These valuable results can have an impact on improving employee performance. (2) According to the analysis results, PT. Amanah Safari Internasional Tour Travel has an incentive program that suits the needs of its employees, but further research is needed to improve the efficiency of this program. As a result, companies are expected to be able to maintain and improve their incentive policies to improve employee performance.

Human resources are very valuable assets and are a major investment that can determine the progress of an organization. Human resources who have knowledge, skills and attitudes that are in accordance with the needs of the organization will encourage creativity and new innovations so that they become a source of unique competitive advantage that is difficult to imitate. Thus, human resources as an asset in an organization must be managed effectively so that they are useful and effective in realizing organizational goals. Employee performance can be used as a benchmark to assess the progress of an organization. Performance measures can be seen from the number and quality of certain aspects according to the standards set by the organization or company, the form can be tangible (the measuring instrument or standard can be determined) or intangible (the measuring instrument or standard cannot be determined), depending on the form and process of implementing the work. This study aims to determine the level of work competence and work motivation as an effort to improve the performance of employees of the Archives and Library Service of Banjar City. This study uses a descriptive survey method, namely research that seeks to collect data, critically analyze the data and conclude it based on facts during the research period. The population in this study were employees of the Archives and Library Service of Banjar City, both civil servants and non-civil servants. Data processing used SPSS version 20. The results of the study were obtained from the results of testing with multiple linear regression tests showing that competence had an effect of 48.3%, and work motivation had an effect of 44.5% on performance partially, overall both variables had an effect of 78.9% and the remaining 21.1% was influenced by other factors.

This This study evaluates the performance of the customer friend team at the Regional General Hospital (RSUD) of Bogor City and analyzes the factors influencing their performance. The study adopts a qualitative field research method. Effective performance evaluation has been found to enhance employee competence and motivation, while ineffective evaluation can have negative repercussions such as employee complaints, decreased motivation, and turnover. Critical factors influencing the customer friend team's performance include inter-team coordination, customer engagement, and interpersonal communication skills. Training and skill fulfillment are also vital in improving employee performance. Effective performance evaluation aids RSUD Bogor City in enhancing employee competence, work motivation, and achieving organizational goals optimally. Factors such as fairness, transparency, and clear and constructive feedback are important considerations in performance evaluation. The study findings provide a better understanding of the factors influencing the customer friend team's performance and offer practical implications for RSUD Bogor City to enhance service quality and patient relations.

This study aims to determine ''The Influence of Competence, Work Motivation and Job Satisfaction on the Performance of Employees at the Konawe District Attorney's Office'' The population in this study were all employees of the Konawe District Attorney's Office, totaling 41 people. Determination of the sample in this study was carried out by census, meaning that the entire population was sampled. The analytical tool used is multiple linear regression analysis. The results of this study indicate that the variable Competence Work Motivation and Job Satisfaction simultaneously have a significant positive effect. and the results show that partially the competence variable has a significant effect while Work Motivation and Job Satisfaction have no significant effect on the performance of the Konawe District Prosecutor's Office employees.

Research Organizational change management is a process for managing changes carried out by an organization. Organizational change management can help organizations to increase work productivity by increasing employee skills and knowledge, employee training and development can increase employee abilities to carry out their duties and work better. This can increase employee work productivity because employees can complete their tasks and work more quickly and efficiently, increase employee motivation and commitment, employee motivation and commitment programs can increase employees' sense of belonging and pride in the company. This can increase employee motivation and commitment to work harder and produce better performance, improve the work environment, a comfortable and safe work environment can increase employee work productivity because employees can work more focused and efficiently. PT. Mayora Indah Tbk has implemented organizational change management effectively to increase the work productivity of its employees. These efforts have produced positive results. PT employee work productivity. Mayora Indah Tbk will increase by 20% in 2023. This is proven by an increase in added value per employee by 20%. Organizational change management as an effort to increase work productivity at PT. Mayora Indah Tbk: Stay focused on change goals, ensure support from leadership, effective communication, support from employees, evaluate success. By implementing these suggestions, PT. Mayora Indah Tbk can increase the effectiveness of organizational change management and achieve its goal of increasing employee work productivity.

Dispora or Youth and Sports Service is a regional government located in the province or district/city. Dispora has an important role in developing youth potential and advancing the field of sports in a country or certain city district, and its objectives include developing leadership, creativity and youth skills. , as well as increasing achievement and participation in sports activities to support overall Community Health and Development. The general aim of this research is to find out what influences employee/worker loyalty in completing performance programs that will be implemented in the Youth and Sports Department. This research uses a research method with a qualitative approach, where the research carried out is descriptive. The focus of this research is the achievement of work results (performance) of government officials at the Youth and Sports Department in increasing loyalty to performance by analyzing problems, especially regarding employee readiness and response to performance and loyalty. The results of this research are that employee loyalty is one of the keys to the success of a program. performance, so as to reduce the risk of failure in the performance program, suggestions: To increase employee morale and work motivation, leaders should act more wisely, so that appropriate work programs are created.

Key Performance Indicator (KPI) is a metric or key indicator used to measure the performance of an organization, department, or individual in achieving set goals and objectives. KPI serves as a tool to evaluate how successfully an entity is achieving its strategic performance targets. This research aims to gain a deep understanding of the concept of Key Performance Indicator (KPI), motivation, and employee performance through a review of scholarly literature. By dissecting information from the literature, this research hopes to provide a strong theoretical foundation and contribute to a practical understanding of the impact of KPI on employee motivation and performance in an organizational context. The contribution of KPI in managing and aligning employee performance becomes a solution in providing information on the extent of success in achieving set work targets, identifying, and monitoring measures of success. Certainly, this is done by demonstrating clear, specific, and measurable performance indicators.

Review Article: Leadership and Work Environment Impact Employee Performance. A scientific article that generates research hypotheses on variable interactions for Performance Management research. This Literature Review article used Google Scholar, Mendeley, and other academic online platforms for literature research. This Literature Review concludes: 1) Leadership; 2) Work environment; 3) Leadership's impact on employee performance. These two exogenous variables affect motivation and performance, along with many others like organizational culture, job satisfaction, and workload. Many other factors, such as effective leadership and work environment, affect motivation and performance in addition to the two exogenous variables

This research aims to analyze the influence of leadership style and performance evaluation on employees at PT. Shopee Indonesia with a qualitative approach. The research method uses analysis of documents, articles, websites and journals related to leadership policies and employee performance evaluation. Leadership style, especially transformational, has a significant positive influence on employee motivation and performance at PT. Shopee Indonesia. Performance evaluation has also been shown to play a role in shaping employee perceptions of recognition for their contributions. This provides insight for company management in optimizing leadership practices and performance evaluation systems to improve work quality and employee productivity.

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