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

Digital transformation in village governance has become a primary strategy for enhancing efficiency and effectiveness in human resource (HR) management. This study aims to analyze the implementation of digital technology in village government HR management and its impact on productivity and administrative efficiency. Employing a systematic literature review method, this research examines implementation trends, success factors, challenges, and optimal strategies for digitalization in HR management at the village level. The findings indicate that the adoption of technologies such as electronic Human Resource Management (e-HRM), cloud computing, and village information systems contributes to faster administration, increased accountability, and optimized performance of village officials. However, challenges remain in technology adoption, including low digital literacy among village officials, limited information and communication technology (ICT) infrastructure, as well as regulatory and policy constraints. To overcome these hurdles, a comprehensive strategy is required, encompassing capacity building through training, strengthening digital infrastructure, and fostering collaboration among central government, village governments, and the private sector. With appropriate policy implementation, the integration of digital technology in village-level HR management can improve public service quality and support more modern and responsive governance.

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

In the era of globalization, the success of a company depends on the ability of human resources to adapt to an increasingly open and diverse work environment, with the main challenges for HR related to cultural diversity and leadership dynamics. This study examines the influence of leadership style and work environment on the performance of MSME employees in Boyolali Regency, filling the gap from previous studies that produced different findings. Using a quantitative approach, data were collected through a survey of 152 employees and analyzed using the SEM PLS method. The results showed that both variables had a significant effect on performance. Although validity and reliability were met, this study was limited to the scope of local MSMEs without considering external factors. These findings emphasize the importance of leadership and work environment in improving the performance of MSME employees.

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

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

Employee performance is a benchmark for an organization or company in assessing the success of an organization. The Secretariat of the Pan Faction of the House of Representatives of the Republic of Indonesia is the main activity of the agency to evaluate the performance of employees and the board. There are problems in this study, namely errors in work, the amount of work that is overloaded because it is not supported by unbalanced human resources, then the problem of missed communication. The purpose of this study is to know and analyze how employees perform at the Secretariat of the Pan Faction of the House of Representatives. This study uses the theory of T.R. Mitchell (1978) in Sedarmayanti (2001) the indicators used in this study are service quality, communication, speed, ability, initiative. This research method uses qualitative descriptive techniques with data collection from interviews, observations and documentation. The results of this study show that the principle of service quality in employee performance pays attention to the servants provided in doing work. In the principle of communication, employees can easily carry out good communication so as to make it easy to be able to understand the goals and words given by employees, but there are still shortcomings in communication, namely missed communication. In principle, speed in doing work as a whole is good enough, where the work is carried out on a schedule that has been set in the planning. In principle, the ability of employees is able to use computer facilities well, but sometimes they are still not careful in their work, causing errors such as data input. Initiative in doing their respective jobs is quite good where employees do not procrastinate work, and help other teams in completing work.

Human resource management is the development of human resources that functions in carrying out human resource planning, implementation, recruitment, training, employee career development and conducting initiatives for the organizational development of an organization or company. The purpose of this study was to determine the organizational culture and work discipline affect employee performance. In this study, researchers used statistical quantitative analysis, multiple linear regression analysis and coefficient of determination analysis with the help of IBM SPSS 25 software. The sample used in this study was a saturated sample of 40 employees. The results of this study obtained using the t test that organizational culture partially has a positive and significant effect on employee performance with a significant level of 0.002 <0.05 and t test results of 3.316> 2.022. Work discipline partially has a positive and significant effect on employee performance with a significant level of 0.001 <0.05 and t test results of 3.491> 2.022. Organizational culture and work discipline simultaneously have a positive and significant effect with a significant level of 0.000 <0.05 and F test results of 17,066> 3.25 on employee performance.

This study analyzes the performance of e-KTP services at the Cisarua Sub-district Office, West Bandung Regency, focusing on four main indicators: quality, quantity, task implementation, and responsibility. The method used is in-depth interviews with seven informants, involving officers and the community involved in the e-KTP service process. The findings revealed significant challenges such as inadequate infrastructure, technical problems, lack of human resources, inefficient procedures, and disciplinary problems. The conclusion of this study is that improving the performance of e-KTP services can be achieved through intensive and continuous training for human resources, updating information technology systems, and simplifying service procedures. The implementation of these solutions is expected to accelerate the service process, reduce waiting times, and increase public satisfaction with e-KTP services at the Cisarua Sub-district Office.

Employee performance is an important factor that must receive serious attention for human resource management at PT Perkebunan Nusantara IV Regional I Medan. The level of success of a company is largely determined by the abilities of the employees in the company. This research aims to find out whether human relations, individual behavior and work ethic have an influence. The information analysis technique used is an associative research method with the help of the SPSS version 19 program. This research uses multiple linear regression analysis. The sample in this study was 55 respondents. Collecting preliminary information using a questionnaire. The results of the research show that human connection has a partially positive and significant effect on the performance of PT Perkebunan Nusantara IV Local I Medan employees. Individual behavior has a partially positive and significant effect on the performance of PT Perkebunan Nusantara IV Local I Medan employees. Work ethic has a partially positive and significant effect on the performance of PT Perkebunan Nusantara IV Provincial I Medan employees. Human connection, individual behavior and work ethic simultaneously have a positive and significant effect on the performance of PT Perkebunan Nusantara IV Provincial I Medan employees. The changed R Square value is 0.731 which can be called the coefficient of determination, which in this case means that 73.1% of employee performance can be obtained and explained by human connection, individual behavior and monkey ethos while the remaining 26.9% is explained by other factors or variables outside the research model.

This study aims to analyze the implementation of management regarding Human Resources, in order to improve the quality of education at SMA Negeri 1 Bandar Khalipah. Effective human resource management is a key to achieving a quality education goal. This study uses a qualitative approach with a case study method. The methods used to collect data are by conducting observations, interviews, and documentation. Data analysis is carried out using data reduction techniques, data presentation, and drawing conclusions. As for checking the validity of the data, it is by using triangulation of methods and sources. The results of this study will later present a description of the implementation of Human Resource Management to improve the quality of education at SMA Negeri 1 Bandar Khalipah by: 1) Analysis of the work carried out by the principal on educational and teaching staff, 2) Very comprehensive and structured human resource planning in the management of educational and teaching staff, 3) Procurement of human resources involves various stages and depends on the status of prospective educators (Honorary and PNS), 4) Selection of human resources involves various different stages for prospective educators, CPNS selection is stricter and more formal while honorary is more flexible, 5) Orientation of human resources involves stages and depends on the status of honorary or PNS, for honorary workers it is more flexible with an observation period while PNS is structured and comprehensive, 6) Appointment and placement of human resources depends on the status of honorary employees or PNS, honorary workers are placed according to the orientation period if accepted before the opening of a new class while PNS are based on SK and qualifications, 7) Compensation of human resources depends on employee status and applicable regulations, 8) Development of human resource careers human resources that should involve strategies and programs, both internal and external, 9) Evaluating human resource performance is done with various methods and frequencies, 10) Dismissal and termination of employment of human resources in this school depends on the conditions of the work contract, teacher requests and policies from the head of the education office and the principal. This study found that active participation from all parties in the school, including the principal, teachers, and staff plays an important role in supporting the improvement of the quality of education. This study concludes that in order to obtain quality human resources, in its management, it is necessary to implement good and correct human resource management so that it is in accordance with the expected needs.

This study aims to analyse the effect of socialisation and training on employee performance at Rumah BUMN Jakarta. This research is based on the increased knowledge, skills and networks of MSMEs through socialisation and training programmes, which are expected to improve the performance of MSMEs and their contribution to the local and national economy. This study uses a quantitative approach with an online survey technique. Data was collected from 258 respondents who were sampled from a population of 1,000 MSMEs assisted by Rumah BUMN Jakarta. Data analysis used multiple linear regression analysis to test the effect of independent variables (socialisation and training) on the dependent variable (MSME employee performance). The results showed that socialisation and training have a positive and significant influence on employee performance. Simultaneously, both independent variables are significantly related to employee performance. This shows that socialisation and training programmes are effective programmes to improve the performance of MSME employees at Rumah BUMN Jakarta.

For a company to achieve its goals, the human resource aspect must be competitive. Human resource performance is the spearhead of this achievement. Therefore, the company must provide work comfort to employees so that their performance is optimal and maximum. The purpose of this study aims to analyse the extent of the effects of job increments and remuneration on job performance through job comfort. The effect of job increments and remuneration on job comfort directly or indirectly through moderating variables. The population in this study totalled 136 people. With 120 respondents taking the sempel. The sampling technique uses proportional random sampling method. The data analysis method uses Structural Equation Modeling (SEM). The results of the study are job increments affect job comfort, remuneration affects job comfort, job increments affect job performance, remuneration affects job performance, job comfort affects job performance, job increments have no effect on job performance through job comfort, remuneration affects job performance through job comfort.

To achieve this goal, companies need to pay attention to employees in all aspects of their work because this becomes an incentive for employees to carry out their work activities and achieve organizational goals. For this reason, it is natural to pay attention to the whereabouts of employees from the start. Employees who are company assets need to know their needs and desires so that they are expected to be able to produce job satisfaction, good performance and high loyalty to the company so as to achieve company goals. Effective human resource management requires managers to find the best way to employ employees to achieve goals. company. There are many things that can be done to empower good human resources, including efforts that include level education, training, and creating a conducive work situation or environment so that employees feel at home carrying out their work. Compensation is an important aspect in determining employee performance. Company attention is important because employees try to achieve the performance determined by the company. Realizing the importance of compensation for company performance, compensation management should be important. In providing compensation, the timeliness of providing compensation and the amount of compensation given by the company to employees affects employee morale, motivation, work performance and performance. An employee's absolute income level will determine the scale of his life and relative income shows his status and dignity. Therefore, if employees perceive that the compensation they receive is inadequate, this will cause employee morale, motivation, work performance and performance to decline drastically. Motivation is a condition that drives employees who are directed or focused on achieving company goals. Achieving this goal means also achieving the personal goals of the members concerned.

In a company, human resources are considered the most important and determine the success of a company, humans act as managers of the production factors used in company operations. Human resources in a company are said to be unique because basically humans find it difficult to free themselves from conflicts of interest such as the interests of the organization and the interests of the individual himself. It is impossible for a company to operate its activities without humans. No matter how simple a company is, human resources are the core of the company's activities so that the company is the result of activities of humans by humans and for humans. Human resources that support the smooth achievement of company goals are employees who have the ability to work well, have initiative, creativity, high responsiveness and the ability to carry out assigned tasks effectively. Managing human resources really depends on the character of the leader. Leadership style greatly influences the achievement of an organization's goals, where it influences employee performance. Therefore, a company definitely needs a leadership role in controlling the company to achieve common goals. This can be used as a consideration for the company which will later influence decision making and every company policy. The problem in this research is: is there an influence of autocratic, democratic and control-free leadership styles on the performance of PT employees. Mandom Indonesia Tbk Surabaya Branch? The data used in this research is primary data obtained by distributing questionnaires to PT employees. Mandom Indonesia Tbk Surabaya Branch.

This study aims to analyze the performance of human resources in the Directorate of Civil Service Status at the State Civil Service Agency in handling service problems or ASN status cases. Labor productivity is influenced by various factors related to the workforce itself as well as those related to the company environment and government policies as a whole, such as education, skills, discipline, attitude and work ethics. Research methods are classified based on the objectives and level of natural setting of the object, research methods can be classified into basic research objectives, applied research methods and research and development. In this study, the researcher chose the type of Qualitative research to present and describe in detail and in detail the analysis of employee productivity in serving ASN performance problems at the Directorate of Civil Service Status of the BKN. Research Results Overall, the quality of service at the Directorate of Civil Service Status of the State Civil Service Agency (BKN) can be categorized as very good, supported by clarity of information, ease of access through various communication channels, and employee responsiveness in handling complaints. The completeness of the files submitted by the proposing agency greatly affects the speed of the service process. When the files are complete, the process can run quickly and efficiently. However, incomplete files are often the cause of delays in service. and the use of technology, such as the ASN SI application, is very helpful in improving the efficiency and effectiveness of services. Technology allows ASN to access information and services more quickly and easily.

;   This research aims to find out: what the procedures are for checking the security of aircraft passengers and luggage transported by aircraft and individuals, so reliable human resources are needed. Therefore, airport operators have special units that carry out the role.  an Aviation Security unit (AVSEC) which has a role as a unit that ensures airport security which is under the operational division. The Aviation Security Unit (AVSEC) must have a license as a standard of suitability in carrying out duties at airports, Avsec personnel always adhere to or are Fully guided by ICAO (International Civil Aviation Organization) regulations. This study used qualitative research methods. The data collection techniques used were observation, interviews, documents, and documentation along with observations. The researcher directly carried out observations, the researcher also explained the results of the data taken during interviews and observations. For the interview, the researcher interviewed Aviation Security officers from 3 sources with document data obtained by the researcher. from documentation of the activities of Aviation security officers when carrying out their duties and responsibilities in the field and also in the form of implementation documents for the data analysis techniques used, namely data collection, data reduction, data presentation, discussion, and conclusions.  The role of aviation security officers is very important to support flight security.  Officers must ensure that passengers' luggage entering the plane contains no prohibited items or items that endanger other passengers. This is because the responsibility of aviation security officers is very large and Avsec officers have carried it out. duties in accordance with existing procedures in the company. The implementation of standard operating procedures (SOP) is also very influential in improving employee performance where standard operational procedures are a guidebook and procedures for carrying out the work of each employee at each job desk.

Hospitals are a health service industry which are now increasingly required to continue to adapt to developments and provide the best service for the community. Now, the current very tight competition requires hospitals to continue to improve the quality of their services. Lavalette Hospital is developing and continues to strive to provide the best service to the community by improving the performance of human resources. There are many factors that can influence employee performance, including employee engagement, work-life balance and job satisfaction as factors that can strengthen this influence. For this reason, this research aims to analyze the influence of employee engagement, work-life balance on employee performance with job satisfaction as a mediating variable at Lavalette Hospital Malang. The sample in this study was 167 respondents consisting of PWT and PWTT employees using a simple random sampling. The data collection technique uses a Google form which is distributed to respondents. Data analysis was carried out using SEM PLS analysis using SmartPLS 4.0. The research results showed that:1.Employee engagement has a significant effect on job satisfaction, 2.Work-life balance has a significant effect on job satisfaction,3.Employee engagement has a significant effect on employee performance,4.Work-life balance has a significant effect on employee performance,5.Job satisfaction has a significant effect on employee performance,6.Employee engagement has a significant effect on performance employees with job satisfaction as a mediating variable,7.Work-life balance does not have a significant effect on employee performance with job satisfaction as a mediating variable.

Communication plays a crucial role in influencing employee performance. Performance decline is often caused by communication issues, particularly in the hotel back office, such as the lack of effectiveness in information delivery and miscommunication among employees. This study aims to analyze the impact of communication on employee performance at Hotel Tentrem Yogyakarta. The data used includes quantitative data from employee performance evaluations in 2023, the number of employees, employee communication levels from 2019-2023, and qualitative data from interviews with human resources. The study population consists of 241 employees at Hotel Tentrem Yogyakarta. Data was collected using documentation and questionnaires distributed to respondents. Data analysis techniques include validity testing, reliability testing, normality testing, heteroskedasticity testing, simple linear regression, t-test, and coefficient of determination (R²). The study findings show that the calculated t value (38.728) is greater than the t table value (0.1264) with a significance level of 0.000, indicating a positive and significant effect of communication on employee performance at Hotel Tentrem Yogyakarta. The coefficient of determination value of 0.863 indicates that 86.3% of the impact on employee performance is due to communication, while 13.7% is influenced by other factors outside the scope of this study.

Human resources are the main asset for a company.  Resources that have intellect, feelings, desires, abilities, and skills.  All potential human resources greatly affect efforts to achieve the goals of an organization. So that between the organization and the individual in it is an unusual talent to be separated. Because the role of human resources is very important for an organization. Discussing cultural issues itself is essential for an organization or company, because it will always be related to the life in the organization. Organizational culture is a philosophy, ideology, values, assumptions, beliefs, hopes, attitudes and norms that are shared and binding in a certain community. Why is organizational culture important, because it is the habits that occur in the organizational hierarchy that represent the norms of behavior that are followed by the members of the organization. A productive culture is one that can make an organization strong and the company's goals can be accommodated.This study aims to find out the Improvement of Employee Performance through Organizational Culture and Employee Work Discipline at PT PLN Indonesia Power UBP Suralaya, Cilegon City.The method used in this study is the method of causal associative and by using a quantitative approach. The data collection technique used is by distributing questionnaires, with a population of 93 employees. The sampling technique uses a saturated sampling technique where all members of the population are sampled.The results of this study show that based on the results of the T test of Organizational Culture that obtained a value of tcount greater than ttable (3.148 > 1.986) with a significance value of less than 0.05 Partially, there is an influence of organizational culture on employee performance. So H0 was rejected and Ha was accepted. Work discipline value tcount greater than ttable (3,480 > 1,986) with a significance value of less than 0.05. So there is a partial Influence of Work Discipline on Employee Performance. So H0 rejected and Ha Accepted. Grade Fcount of 9.775 this result was then compared to Ftable. With a significant level (α) of 0.000, and df: n-k-1 = 93-2-1 = 90, the value f can be obtainedtable by 3.10. Because of the F gradecount 9.775 greater than ftable 3.10, then Ha is accepted.The conclusion in this study is that Organizational Culture and Work Discipline partially and simultaneously have a significant influence on Employee Performance at PT PLN Indonesia Power UBP Suralaya, Cilegon City.