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This study aims to determine the effect of clarity of budget targets, accounting control, and reporting systems on performance accountability at the Central Java Provincial Transportation Agency. The population in this study were all employees of the Central Java Provincial Transportation Agency, conducted by sampling, with a census sample (Finance Division), a sample of 30 respondents was obtained. The analysis technique used was multiple linear regression by distributing questionnaires (google form) to respondents. Scoring of respondents' answers to questions used a Likert scale. The results of the study can be concluded that: 1.) Clarity of budget targets does not affect performance accountability. 2.) Accounting control does not affect performance accountability. 3.) The reporting system has a positive and significant effect on performance accountability.

The background of this research was the importance of assesing the financial performance  of  cooeratives as an  evaluation for the company’s future development. This research aimed to determine the condition of the financial performance pf the Bahtera Sejahtera Credit Union  based on the indicators of Liquidity Ratio, Solvency Ratio, and Profitability Ratio. The populatiom and samples in this research were the data  from the financial statements of the Bahtera Sejahtera Credit Union  from 2017-2021. The research type was descriptive with a quantitative approach.  The findings showed that the financial performance of the Bahtera Sejahtera Maumere Credit Union in 2017-2021 according to the Regulation  of the Minister  of Cooperatives and  Small and Medium Enterprises of the Republic of Indonesia No.06/per/M.KUKM/V/2006 for the Liquidity Ratio (Current Ratio)  was at bad criteria  with an average yield of 121.00% based on the the standards set, namely <125%->135%. The Solvency Ratio (Total Debt To Total Assets) was in the unfavorable criteria with an average value of 76.37% based on the established standard  of 60%-80%, and (Total Debt To Equity) was in the bad criteria with results the average was 328.03% based on the established standard  of  >200%, while the profitability ratio (Return On Assets) is in the unfavorable criteria with an average value of 1.20% based on established standard  of 1%-3%, and (Return On Equity) were in the unfavorable criteria with an average value of 5.24% based on established standard of 3%-<9%.

The district office is one of the forefront public service agencies which its performance is directly felt and catched by the public, but the performance of its employees are stil not optimal. The main purpose of this research is to determine the priority of the employee's performance improvement policies of the district offices in the Semarang regional government. This research is using qualitative approach by analyzing the work ability, work facility, standard operational procedure and work discipline as the alternative variables in order to achieve the work performance improvement as the goals variable. The population of this research is 27 district offices in the Semarang renal government with the samples that being used are 13 persons hat consist the key informants, the main informants and the supporting informant who's being chosen though some determined criteria. The results of the analysis using AHP method find that the work discipline is the first priority, the work ability is the second, the standard operational procedure is the third priority and the work facility is the fourth priority with the consistency ratio (CR) value is 0,01. The study's conclusion is that work discipline improvement is the first priority in the way to the employee's performance improvement of the district offices in the Semarang regional government which shows that work discipline of the public service office's employees is still not in the way they were desired to be.

The background of this employee's performance of Perumda Wair Pu'an Water Supply Sikka Regency has not been maximized. This research aims to (1) determine the description of employee performance, work motivation, and job satisfaction; (2) analyze the influence of work motivation and job statistics on employee performance both partially and simultaneously. The population in this research were employees of Perumda Wair Pu'an Water Supply Sikka Regency, totaling 50 people. This research was carried out through a census or saturated sampling due to limited population. Data were collected through questionnaires and analyzed using descriptive methods and inferential statistics, namely multiple linear regression. Hypothesis testing was done through the F-test and t-test. The descriptive analysis results showed that the variables of employee. Performance, work motivation, and job satisfaction were categorized as good enough. The statistical results of the F test showed that simultaneously the variables Work Motivation and Job Satisfaction had a significant influence on employee performance. The results of the t-test statistic showed that partially the variables of work motivation and job satisfaction had a significant influence on employee performance. The results of the Determination analysis showed that the two independent variables in this research can explain the fluctuation of employee performance by 30.5%.

In the rapidly developing digital era, technology provides opportunities and challenges for society, especially in the economic and business sectors. This study aims to review digital marketing strategies that can help the development of Micro, Small, and Medium Enterprises (MSMEs). Using qualitative research methods and literature studies, this study found that digital marketing allows MSMEs to expand market share, attract customers, and build closer relationships with consumers. Digital marketing also provides the competitive advantage and innovation needed in this era. However, MSME actors still face obstacles in understanding technology, budget, and adaptation to digital transformation. Therefore, it is important for MSMEs to conduct an in-depth analysis of business needs and challenges, and evaluate the performance of digitalization strategies to ensure business sustainability and growth.

This study aims to analyze the reliability and performance of Rubber Tyred Gantry (RTG) cranes using the Mean Time To Repair (MTTR), Mean Time Between Failures (MTBF), and Inherent Availability (IA) methods. The MTTR method is used to measure the average time required for repairs, while MTBF calculates the average time between failures. Meanwhile, the IA method assesses the inherent availability of the equipment based on the previous two parameters. The results indicate that some RTG units experience high MTTR, such as RTG035-12, which recorded a repair time of 124.15 hours in January, and RTG035-13 with 441.23 hours in February. On the other hand, RTG035-19 demonstrated more stable performance with low MTTR in several months. In terms of MTBF, RTG035-16 recorded the lowest value of 0 hours in July, indicating significant disruptions, whereas RTG035-12 exhibited the best performance with the highest MTBF of 614 hours in December. The IA analysis revealed that some RTGs had low values, such as RTG035-13, which only reached 0.312 in February, while RTG035-19 maintained values above 0.95 throughout the year, demonstrating high reliability. This study provides insights into the performance of RTG equipment at the Semarang Container Terminal (TPKS) and emphasizes the need for effective maintenance strategies to enhance operational reliability and efficiency.

This study was conducted on banks sub-sector companies listed on the Indonesia Stock Exchange (IDX) in 2018-2022 with the aim of testing and determining the effect of Good Corporate Governance Mechanisms (board of commissioners, board of directors, audit committee, institutional ownership) and Company Size on Financial Performance. The sampling technique used is the purposive sampling method where there are 26 companies x 5 years = 130. The analysis method used in this study is multiple linear regression analysis. Then the determination coefficient analysis is also used to see the magnitude of the variable contribution. Based on the results of the determination coefficient research in this study, it shows that the board of commissioners obtained a value of 0.046 <0.05, the board of directors 0.000 <0.05, institutional ownership 0.000 <0.05, and company size 0.003 <0.05, this shows that the board of commissioners, board of directors, institutional ownership and company size have an effect on financial performance. While the audit committee does not affect financial performance because its value is 0.942> 0.05.

This research is grounded on the issue of employee performance seen from quality aspects of employees at the Public Works and Spatial Planning Office of Sikka Regency has not been maximized. This research aimed to: (1) determine the description of employee performance, human resource empowerment, and competence (2) analyze the influence of human resource empowerment and competency on employee performance either partially or simultaneously. The population in this research was 56 employees of the Public Works and Spatial Planning Office of Sikka Regency. Due to limited population, this research was conducted through census or saturated sampling. Data were collected through questionnaires and analyzed using descriptive methods and inferential statistics, namely multiple linear regression. Hypothesis testing was done through the F-test and t-test. The results of descriptive statistical analysis showed that the response perception and employee performance variables, human resources empowerment, and competency were categorized as good. The results of the t-test showed that partially the human resource empowerment variable had a positive and significant influence on employee performance. The results of the F test showed that the variables of human resource empowerment and competency simultaneously significantly affected employee performance. The results of the determination analysis showed that the two independent variables in this research were able to explain the fluctuation of employee performance at the Public Works and Spatial Planning Office of Sikka Regency by 31.2% .  

The purpose of this research is to build a mutation pattern policy based on Justice, Certainty, and Benefit. this policy is associated with talent management that has been implemented in Financial and Development Supervisory Board (BPKP). The method used in this research is a case study method based on phenomena that occur in BPKP. the result of this research is the formation of a mutation pattern policy, namely mutations based on organizational needs with the pattern Organization - Organization - Domicile and mutations based on employee needs. With this mutation pattern policy, employees are expected to improve their performance. But this research does not further examine the effect of this mutation policy on employee performance and also does not consider other factors such as age, gender of employee and Fund to apply this policy

Graphic design has become a key element in shaping consumer perception and influencing engagement metrics in digital marketing. This study aims to explore the role of graphic design in the success of digital marketing campaigns through an experimental approach. The study compared the performance of visually optimized content with non-optimized content on various digital platforms, including social media, websites, and email marketing. The results of the experiment showed that content with optimized graphic design resulted in significant increases in consumer engagement, brand recall, and conversion rates. The increase in consumer engagement reached an average of 35%, while brand recall increased by up to 20% compared to non-optimized content. This study highlights the importance of integrating design aesthetics into digital marketing strategies to achieve higher effectiveness. The findings provide practical insights for marketing professionals in designing more visually appealing campaigns, while opening up opportunities for further research on the specific elements of graphic design that have the greatest impact on consumer behavior. Thus, this study strengthens the strategic role of graphic design in the era of digital-based marketing.

This article discusses the critical importance of employee development as a strategic approach to enhance organizational performance. In an increasingly competitive business environment, organizations must prioritize the growth and development of their workforce to maintain a competitive edge. By identifying specific training and development needs, organizations can create tailored programs that effectively improve employees' skills, knowledge, and competencies. This research employs a qualitative approach, utilizing case studies from several companies in Indonesia to explore various employee development initiatives and their impact on organizational outcomes. The findings indicate that investing in employee development not only enhances individual performance but also contributes significantly to the overall achievement of organizational goals. Furthermore, the study highlights the role of leadership, mentoring, and the integration of technology in facilitating effective employee development strategies. Ultimately, this research underscores the necessity for organizations to adopt comprehensive employee development practices to foster a culture of continuous improvement and engagement.

This research aims to explore strategies for realizing sustainable performance management at PT. Tanjungpinang Branch Pawnshop. This research uses qualitative research through data collection, observation and interviews. The sampling technique used was purposive sampling. The informant is Mr. HR as Marketing Officer. The data analysis used in this research is descriptive analysis, namely the researcher collects, processes and analyzes data to describe the problems that exist at PT Pegadaian Tanjungpinang Branch. The research results show that the strategy applied at PT. Pegadaian Tanjungpinang Branch in realizing sustainable performance management, namely the digitalization strategy of Human Resources and Talent Management. In this case, the Human Resources digitalization strategy includes transforming the Human Resources Management system through digital platforms, increasing employee skills in technology, using data for strategic decision making, and implementing an adaptive technology-based work culture. Meanwhile, talent management includes recruitment planning and appropriate individual selection, as well as skills development through training and mentoring.

This study aims to determine the performance of KCU Pintu Air by using the balanced scorecard method. This research method is a quantitative descriptive method. The data in this study were obtained from documentation in the form of financial reports and distributing questionnaires. The population in this study was KCU Pintu Air with a sample of a financial perspective in the form of financial reports, a customer perspective with a sample of 44 members, an internal business process perspective and a growth and learning perspective with a sample of 27 employees. The findings of this study show that the performance of KCU Pintu Air when measured using the balanced scorecard method results in a rating scale of 0.2 which lies between 0-0.6 which indicates that the cooperative's performance is quite good. The results of perspective calculations in the balanced scorecard are financial perspective calculations with unfavorable results, this is because most of the PEARLS ratio calculation results are in the bad category. The customer perspective shows good results, which are obtained from indicators of member retention and member acquisition which experience fluctuations and indicators of member satisfaction as much as 79% of members are satisfied with cooperative services. The internal business process perspective shows very good results, which are obtained from the results of the questionnaire with an operational efficiency indicator of 80% and an indicator of competitive position of 83%, which means that the respondents stated that they were very satisfied. The growth and learning perspective shows good results obtained from the results of employee satisfaction indicators as much as 91% of employees who express attitudes towards very high satisfaction, employee retention indicators that show good results and employee productivity indicators that experience fluctuations during the study period.

MSMEs are the business entities that contribute the most to employment in Indonesia. During the 1997 crisis, MSMEs were able to survive and become models in the case of economic crises. However, during the Covid-19 Pandemic, MSMEs are allegedly the most affected. The Indonesian government uses MSMEs to revive economic conditions that have been slumped during the Covid-19 Pandemic. In the midst of the boom, MSMEs in Indonesia, especially the invasion of imported products, need to find solutions in maintaining the sustainable performance of MSMEs. Innovation is needed by paying attention to open innovation and knowledge sharing so that MSMEs can rise again. This research is located in Surakarta, Indonesia with a saturated sample format of 50 Batik MSMEs. Data was obtained from Surakarta Batik MSMEs in the period of October to November 2024. Perseption measuarement in sustainable innovation peroformance, open innovation and knowledge sharing variable.  The analysis tool uses path analysis equipped with t-test, F-test, determination coefficient, correlation test and Sobel test. The sobel test is used to determine the role of variable intervening. Before the analysis, the data is tested using data quality testing (validity and reliability). The findings shown that open innovation significant positive on knowledge sharing. Open  innovation and knowledge sharing have a significant positive effect on sustainability innovation performance. Direct effect, more effective in improving the sustainable innovation performance.  Another finding shows that although open innovation is directly more effective in influencing the sustainable innovation performance. Sobel test, show that knowledge sharing is more emphasized as an intervention although the influence is effective if it is carried out by choosing direct effect. The results of this study contribute to sustainable innovation performance in MSMEs Batik.

This study discusses the theory of decision-making applied in the management of MSMEs, focusing on a case study of MSME Nyiidam Duren Kertabumi which is facing a crisis and almost going bankrupt. The right decision-making process is very important for business continuity, especially in situations full of uncertainty. This study aims to explore the obstacles faced by MSMEs in managing the workforce and identify decision-making steps that can be taken to save the business. Based on direct interviews with business managers, it was identified that one of the main obstacles was the inability of the workforce to meet company expectations. This study also analyzes the decision-making style and process used in dealing with the crisis, and provides recommendations for strategic steps that can be taken to improve business conditions. The results of this study indicate that rational and participatory decision-making, with a focus on workforce training, performance evaluation, and the application of digital technology, can be an effective solution in facing existing challenges.

This study examines the impact of green talent management practices on HR performance quality in eco-friendly hotels in Central Java, Indonesia, using a phenomenological approach. Through in-depth interviews with 24 participants across six star-rated hotels, direct observation, document analysis, and focus group discussions, the research explores how green HRM practices influence employee performance and career development opportunities for young talent. The findings reveal that eco-friendly hotels have implemented various green talent management practices including environmentally-conscious recruitment, sustainability training, green performance management, and employee involvement in environmental initiatives. These practices positively impact multiple dimensions of employee performance: task performance through improved resource efficiency; contextual performance through enhanced teamwork; adaptive performance through increased innovation capability; and environmental performance through strengthened pro-environmental behaviors. The effectiveness of these practices is influenced by top management commitment, integration with business strategy, training quality, organizational culture, and resource availability. Young employees perceive involvement in green initiatives as valuable for developing leadership skills, expanding professional networks, and enhancing market competitiveness, although they identify the need for clearer sustainability-focused career paths. The study contributes to GHRM and talent management literature by explicating the mechanisms linking green talent management with performance outcomes in the hospitality industry context, while providing practical implications for hotel managers seeking to enhance both environmental sustainability and human resource performance. The research underscores the importance of a holistic approach to green talent management that aligns environmental priorities with employee development and organizational strategy.

The Online Document Information System (Si-DOI) represents a digital innovation aimed at improving the quality of population administration services. This research analyzes the implementation and performance of Si-DOI at the Population and Civil Registration Office of Palangka Raya City. The research methodology employs a qualitative descriptive approach with a case study design, utilizing data collection techniques through in-depth interviews, observation, and documentation. Research respondents include office employees, service users, and relevant stakeholders. The findings indicate that Si-DOI implementation has facilitated document access, accelerated administrative processes, and enhanced public service transparency. However, several technical constraints and infrastructure limitations still require improvement. The research recommends system capacity enhancement, human resource development, and continuous updates to optimize Si-DOI performance. The conclusion suggests that Si-DOI has the potential to become an effective population administration information system, but requires ongoing commitment to development and improvement.

Understanding the impact of digital technology on Micro, Small and Medium Enterprises (UMKM) in Makassar City is the aim of the research. The descriptive qualitative method used in this research is collecting data through observation, interviews and documentation. Research shows that this has a significant positive impact on the profits of UMKM in Makassar City from Digitalization. On the other hand, one of the factors that hinders UMKM actors in terms of the effectiveness of digitalization is the ability to utilize technological media as an indicator of digital economic performance.

Performance management is a strategy to improve individual and team performance through a structured evaluation process. This study aims to analyze the application of the Baron and Armstrong performance management model at the Regional Technical Implementation Unit (UPTD) for the Protection of Women and Children (PPA) in Tanjungpinang, Riau Islands. Baron and Armstrong's model includes a cycle of vision and mission, goal setting, planning, development, and feedback. Using a descriptive qualitative approach, data were obtained through interviews, documentation and observation, using purposive sampling techniques to select relevant resource persons. Data analysis was done thematically through the stages of reduction, presentation, and conclusion drawing. The results showed that the implementation of this model has strengths in building a systematic workflow, but also faces challenges related to limited resources. This research provides recommendations for additional programs that can improve the effectiveness of women and child protection services. The findings contribute to the development of performance management strategies in similar institutions.

This research aims to determine the effect of salary, incentives and motivation on the performance of PT employees. Pan Pacific Jakarta Semarang Branch. The data used is primary data, namely data obtained through questionnaires distributed to PT employees. Pan Pacific Jakarta Semarang Branch The sampling used in this research was simple random sampling. The number of samples in this research was 62 employees from 162 populations by using the Slovin formula. Then the data collection method is through questionnaires and data analysis using SPSS which includes validity testing, reliability testing, classical assumption testing, multiple linear regression analysis, F test, as well as hypothesis testing using the t test and R2. The research results are 1). Salary (X1) has a positive effect on employee performance (Y). This is proven by the calculated t value of 2.384 > t calculated 2.000 with a significance value of 0.020 < 0.05 (significant). 2). Incentives (X2) have no effect on employee performance (Y). This is proven by the calculated t value of 1.453 < t table 2.000 with a significance value of 0.152 > 0.05 (not significant). 3). The influence of motivation (X3) has a positive effect on employee performance (Y). This is proven by the calculated t value of 2.545 > t table 2.000 with a significance value of 0.014 < 0.05 (significant).