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Employee performance is a crucial aspect that plays a crucial role in maintaining the sustainability, productivity, and competitiveness of a company, including in the micro, small, and medium enterprises (MSMEs) sector. Optimal performance levels not only impact the achievement of company targets but also influence customer satisfaction and business churn. One factor believed to be able to improve employee performance is the provision of rewards and motivation. Rewards can be financial or non-financial, which serve as a form of company appreciation for employee contributions. Meanwhile, motivation functions as an internal driver that raises work enthusiasm to achieve the best results. This study aims to analyze the effect of rewards and motivation on employee performance at the Nasi Kulit Syuurga MSME. The study used a quantitative descriptive approach with a saturated sampling technique, where the entire population of 32 employees were used as respondents. The research instrument was a structured questionnaire, and the data obtained were analyzed using multiple linear regression methods using SPSS version 25 software. The results showed that rewards have a significant influence on employee performance. This indicates that appropriate recognition can improve work quality and productivity. However, motivation partially did not have a significant effect on employee performance, which is likely caused by other factors such as working conditions, organizational culture, or suboptimal job satisfaction. Nevertheless, rewards and motivation have been shown to simultaneously contribute to improved employee performance. This finding underscores the importance of designing an effective reward system, coupled with more targeted motivation strategies, to enable MSMEs to retain high-performing employees and increase their competitiveness.

"Insider" practices and "privileges" are often overlooked in human resource management (HRM) discourse, despite their significant impact on organizational justice, employee motivation, and overall performance. This article explores how informal connections and preferential treatment undermine meritocratic systems, distort perceptions of fairness, and reduce job satisfaction and employee commitment. Using a qualitative case study approach, the findings reveal that perceptions of injustice caused by informal practices—such as promotions based on personal ties, biased performance evaluations, and exclusive access to opportunities—can significantly weaken both intrinsic and extrinsic employee motivation. The study highlights the urgency of implementing transparent, accountable, and performance-based reward systems as strategic efforts to foster a fair and healthy organizational culture. Practically, organizations must develop HRM policies that are not only procedurally fair but also perceived as equitable to sustain long-term employee productivity and retention.

This research aims to determine the effect of rewards on the performance of CV Teknika Kreasindo employees in Makassar City. The variables in this research consist of the independent variable, namely Reward, and the dependent variable, namely employee performance. The population and sample in this research are all CV employees. Teknika Kreasindo in Makassar City. The data collection techniques used were observation and questionnaires. The data analysis technique used is simple linear regression analysis with SPSS version 26 software to prove the hypothesis. The results of this research show that there is a positive and significant influence between the rewards given by the company on employee performance. These findings indicate that providing appropriate rewards can increase employee motivation and work productivity, so that they can contribute to organizational achievements. It is hoped that this research can provide a reference for companies in designing effective reward systems to improve employee performance.

The purpose of this study was to analyze the significance of the influence of work motivation, workload and work discipline on the performance of inpatient room nurses at Karanganyar Regency Hospital. This research is a quantitative study at Karanganyar Regency Hospital with a population of 239 inpatient room nurses. The sample was 71 people with proportional cluster random sampling technique. Data collection techniques using questionnaires and observation. Data analysis techniques using multiple linear regression analysis, t test, F test, and coefficient of determination (R2) test. The t test results show that work motivation, workload, work discipline have a significant partial effect on the performance of inpatient room nurses at Karanganyar Regency Hospital. The results of the F test obtained the right model in predicting the effect of work motivation (X1), workload (X2) and work discipline (X3) on nurse performance (Y) in the hospital room of Karanganyar Regency Hospital.  Based on the results of the study, it is hoped that the Director will provide opportunities for nurses to participate in education and training and provide rewards proportional to workload, namely medical services according to the number of patients served.

This study aims to analyze in depth the principal’s policies in improving teacher performance at public junior high schools (SMP Negeri) in Keluang District, Musi Banyuasin Regency. The principal plays a strategic role as an educational leader who is responsible for directing, guiding, and developing human resources—particularly teachers—so that they can perform professionally in accordance with the demands of the Merdeka Curriculum. This research employs a descriptive qualitative approach, using data collection techniques such as in-depth interviews, direct observation, and document analysis. The research subjects include principals, teachers, and school supervisors. The findings reveal that the principal’s policies to improve teacher performance are implemented through four main strategies. First, enhancing teacher competence through training, workshops, academic supervision, and continuous professional development activities. Second, implementing reward and sanction systems to foster motivation and discipline among teachers. Third, building a collaborative work culture through subject teacher discussions (MGMP), regular meetings, and reflective teaching activities. Fourth, strengthening participatory leadership by involving teachers in school planning and evaluation processes. These policies have proven effective in improving teachers’ sense of responsibility, creativity, and instructional innovation. Thus, the principal’s role as a transformational leader is crucial in creating a conducive work environment and fostering efforts to improve the quality of education at the junior secondary school level.

Human Resource Management (HRM) is a critical determinant of organizational productivity and competitiveness in the era of globalization and digital transformation. This study employs a Systematic Literature Review (SLR) approach to synthesize empirical findings on HRM strategies published between 2019 and 2024. The review identifies six key domains of effective HRM: competency-based recruitment, continuous training and upskilling, transparent performance evaluation, reward and incentive systems, workforce diversification and inclusion, and technology-enabled HRM. Evidence demonstrates that competency-driven recruitment reduces turnover and enhances job fit, while continuous training fosters innovation and adaptability. Transparent evaluation systems increase motivation and fairness, and balanced reward packages combining financial and non-financial recognition improve retention and engagement. Workforce diversification enhances problem-solving and innovation when paired with inclusive leadership practices. Technology integration, particularly HRIS and people analytics, streamlines processes and strengthens decision-making. Importantly, bundled strategies yield stronger productivity outcomes than isolated interventions, with improvements occurring through capability, motivation, and coordination pathways. The findings underscore the need for organizations to align HRM practices with strategic goals and global trends. This study contributes to HRM literature by providing evidence-based insights and offers practical guidance for managers seeking to enhance productivity in competitive environments.

This article aims to analyze the strategies of reward and punishment in enhancing the motivation and performance of agents at PT Asuransi Jiwa Sequis Life Medan Branch. This study employs a quantitative approach with a survey method. Data were collected through questionnaires distributed to 50 insurance agents working at the Medan branch. Data analysis was conducted using descriptive and inferential statistics. The findings indicate that the reward strategies implemented by the company, such as recognition and bonuses, positively impact the improvement of agents' motivation and performance. On the other hand, the application of punishment strategies, such as sanctions or incentive reductions, has also proven effective in improving discipline and performance. Overall, the combination of reward and punishment strategies significantly enhances the motivation and performance of agents at PT Asuransi Jiwa Sequis Life Medan Branch.

This study aims to understand the influence of ethical leadership on the performance of Civil Servants (PNS) in government organizations. Ethical leadership is considered important to create a conducive work environment, increase job satisfaction, productivity, and efficiency. The method used is a literature study, which examines various previous research sources to identify the influence of ethical leadership on PNS performance and factors that can strengthen or weaken the relationship. The results of the study indicate that ethical leadership has a positive effect on PNS performance through increased motivation, commitment, and job satisfaction. This finding also shows that the influence of ethical leadership can be strengthened by an organizational culture that supports ethical values and a fair reward system. The implications of this study indicate that strengthening ethical leadership needs to be accompanied by character development policies and training for leaders and employees in order to create an effective and accountable work environment. Overall, this study supports the application of ethical leadership as a strategy to improve performance in the public sector and improve the quality of public services.  

This research examines the impact of hybrid work systems, reward systems, and work productivity on employee performance in state-owned companies. Using the systematic literature review (SLR) method, this research analyzed 45 journals published on various academic platforms such as Google Scholar and Publish or Perish. With a qualitative approach and descriptive analysis, this study investigates how the implementation of a hybrid work system that combines work from home and work from office affects employee performance. The research also explores the role of reward systems as a form of reward and motivation, as well as the impact of work productivity in the context of BUMN. The research results show that these three variables have a significant influence on the performance of BUMN employees, with the hybrid work system providing flexibility which has an impact on work balance, the reward system increasing work motivation, and productivity acting as a benchmark for the success of company performance.

This research analyzes the satisfaction level of PERISAI agents regarding BPJS Ketenagakerjaan regulations at the Darmo Surabaya Branch Office. The PERISAI program, launched in 2018, represents a strategic innovation in the agency system to expand membership, particularly in the Non-Wage Recipient (BPU) sector. The study employs a qualitative approach with a case study design, involving participatory observation over four months (September-December 2024), in-depth interviews, and documentation analysis. Results indicate that the PERISAI policy transformation since May 2022, particularly the increase in contribution incentives from 7.5% to 15%, has positively impacted agent motivation. The reward system combining financial and non-financial incentives through gathering programs and point systems proves effective in building loyalty. Success in achieving BPU participant acquisition targets is influenced by agents' ability to develop personal approaches and build local community networks. The integration of digital platforms in acquisition processes and performance monitoring enhances operational efficiency. Capacity development programs through cross-generational communication training and social security fund management provide a strong foundation for PERISAI agents' task execution.

This study aims to analyze human resource management (HRM) strategies in creating a conducive work environment at Islamic boarding schools (Pondok Pesantren). This research employs a qualitative method with a case study approach to deeply examine HRM strategies, including planning, training, development, and performance evaluation. Data were collected through in-depth interviews, participatory observations, and document analysis. The results indicate that effective HRM fosters a harmonious work environment, enhances motivation, and builds collaboration among teaching staff and administrative personnel. Key strategies include strengthening internal communication, implementing performance-based rewards, and cultivating a work culture based on pesantren values. However, the study also highlights challenges such as limited resources and resistance to change. This study recommends improving HR competencies through continuous training, formulating adaptive HRM policies, and strengthening leadership to establish a productive and conducive work atmosphere.

Singular Digital Printing is the name of a business operating in the printing, digital printing, advertising & merchandise sector. As a business activity in providing services to consumers and in the midst of increasingly tight competition, companies are required to provide services quickly and precisely according to the expectations of today's consumers who want smart services. Therefore, in an effort to motivate the performance of its employees, Singular Digital Printing provides rewards in the form of additional income to its employees in the form of incentives, the results of which have yet to be felt. Suryani (2019) states that incentives are stimuli given to employees with the aim of encouraging employees to act and do something for company goals. In this Community Service, the aim is to carry out socialization activities regarding the mechanism/pattern of giving rewards in the form of additional income in the form of incentives so that when implementing incentives there is a standard operational basis/guidelines, and employees know and understand their rights and obligations.  Incentives provided programmatically in the form of performance bonuses, awards or additional allowances have fostered motivation, loyalty and enthusiasm to be more productive and perform better in employees.

This research examines the impact of development on teacher performance, with job satisfaction serving as a mediating variable at SMK Negeri 1 Muaro Jambi. The approach used in this research is quantitative, and data collection was done through questionnaires from 58 teachers. The findings indicate that development has a positive impact on teacher performance, both directly and indirectly through job satisfaction as a mediating variable. Job satisfaction also plays a significant role in enhancing teacher performance. This study showed that with proper designs, the development programs improve job satisfaction and motivational levels among the teachers. Development of training, adequate reward, and appropriate job variation may improve the state of affairs for increasing satisfaction and teacher productivity. All this was hoped to become inputs into the human resource management aspect of educational institutions.

Asy-Syifa Regional General Hospital in West Sumbawa Regency, as a public health service institution, should have employees who are enthusiastic and motivated to work effectively and efficiently. The salaries and wages given need to be adjusted to the profession, education, and length of service of employees so that they are able to demonstrate high productivity in order to achieve the mission and goals that have been set. However, there are problems at Asy-Syifa Hospital related to the inconsistency in determining employee salaries, incentives, and work motivation. This happens because the salary given is not balanced with the expertise, education, or skills possessed by employees, thus reducing their response and interest in the tasks given by their superiors. The suboptimality in providing incentives and work motivation can be seen from the lack of employee enthusiasm in working, as well as low interest and positive attitudes towards work due to inappropriate rewards, which ultimately have an impact on suboptimal performance. This study aims to determine the effect of Salary, Incentives, and Work Motivation on Employee Performance. The focus of the study was Non-Permanent Employees at Asy-Syifa Hospital, West Sumbawa Regency, with 100 respondents as a sample taken using the Slovin formula. The data were analyzed using multiple linear regression with SPSS Version 27. The results of the study showed that Salary, Incentives, and Work Motivation partially and simultaneously had a significant effect on Employee Performance at Asy-Syifa Hospital, West Sumbawa Regency.  

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.

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 study investigates the relationship between performance-based accounting practices and employee motivation within organizations. Utilizing a quantitative research design, a survey was conducted among employees in a specific industry to analyze how performance measurement systems impact motivation levels. The sample included 200 employees in PT. Pabrik TERIGU Makassar, and data were collected on their perceptions of performance-based accounting practices, such as clarity of performance metrics and reward systems. Statistical analyses, including linear regression and correlation analysis, revealed a significant positive correlation between effective performance-based accounting and increased employee motivation. The findings suggest that organizations that implement clear performance metrics and recognition programs can enhance employee engagement and productivity. This study contributes to the existing literature by providing empirical evidence of the positive influence of performance-based accounting on employee motivation, highlighting practical implications for management practices aimed at fostering a motivated workforce.

The aim of this research is to analyze the significance of the influence of leadership, job satisfaction and motivation on the performance of Karanganyar Regency Dispermades employees. This research uses qualitative and quantitative data types. The data source used is the acquisition of primary data and secondary data. The population in this study was 40 employees of the Karanganyar Regency Dispermades, so the sampling technique in this study used a census technique, so that the entire population was sampled. The data analysis techniques used in this research are descriptive analysis, multiple linear regression analysis, t test, F test, and coefficient of determination (R2). The results of this research show that leadership (X1) has a significant effect on the performance of Karanganyar Regency Dispermades employees, thus the first hypothesis is proven to be true. Job satisfaction (X2) has no significant effect on the performance of Karanganyar Regency Dispermades employees, thus the second hypothesis is not proven true. Motivation (X3) has a significant effect on the performance of Karanganyar Regency Dispermades employees, thus the third hypothesis is proven to be true. The results of the F test show a significance value of 0.000, which means the model is correct in predicting the influence of leadership, job satisfaction and motivation on the performance of Karanganyar Regency Dispermades employees. The R2 test result is 0.915, meaning that the contribution of the leadership, job satisfaction and motivation variables to employee performance is 91.5%, the remainder (100% - 91.5%) = 8.5% is explained by other variables outside the model, for example discipline work, work environment, rewards, etc.

Compensation is a method adopted by companies as part of their strategy to encourage increased employee performance and motivation. Incentive systems are used in awards to reward individual work results. It is not only rewards that the company must give to its employees, it is also important to provide motivational encouragement to the company so that each team member in it can achieve optimal performance. The method applied in this research is quantitative research. Data is collected through research instruments and analyzed numerically or statistically. In this quantitative research, there are two types of variables that have been identified, namely independent variables such as compensation (X1) and motivation (X2), as well as dependent variables which include employee performance (Y).  The test results show that (1) Variable X1, namely termination, has a positive and significant effect on employee performance at PT. Prima Sola Indonesia. This can be seen from the significant value which is smaller than 0.05. (2) Variable X2, namely Motivation, has a positive and significant effect on Employee Performance at PT. Prima Sola Indonesia. This can be seen from the significant value which is smaller than 0.05. (3) Variables X1 (Compensation) and X2 (Motivation) have a positive and significant impact simultaneously on Employee Performance.