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This study seeks to identify and prioritize the factors influencing employee job satisfaction at PT. Tirta Perkasa Sejahtera using the Analytical Hierarchy Process (AHP). The research integrates both literature review and expert judgment to determine factors such as work environment, interpersonal relationships, compensation systems, career development, and work-life balance. AHP was used to analyze pairwise comparison matrices to establish the relative weight of each criterion. The results showed that compensation and career development were the most influential factors, followed by work-life balance, work environment, and interpersonal relationships. The study provides a quantitative basis for management to enhance employee satisfaction and improve organizational performance.

This research was conducted at the Civil Service Police Unit Office (Satpol PP) in Solok City. The purpose of this research was to find out the effect of personality and work conflict simultaneously on the performance of the Civil Service Police Unit Office staff in Solok City. In this study, the population in this study were all civil servants at the Civil Service Police Unit Office, Solok City, namely 39 people. By using a total sampling of 39 employees of the civil service at the Civil Service Police Unit Office, Solok City. Data collection techniques using a questionnaire / questionnaire. Based on multiple linear regression analysis of the variables Personality and Work Conflict Influence Employee Performance Y = -3.478 + 0.765X1 + 0.308X2+ e. From the t test conducted, it was found that the variable X1 Personality had an effect on employee performance with a known variable value tcount 5.557 > ttable 1.688 and sig 0.000 <0.05. Variable X2 Work Conflict on Employee Performance with a tcount of 1.975> ttable of 1.688 and sig 0.002 <0.05. From the F test conducted, it was found that personality and work conflict simultaneously influence employee performance. The F count is 58.836 > 3.259 and a significance value (0.000 < 0.05).    

This research aims to find out how much influence communication and motivation have on employee morale at CV. Penta's work on the head office. The research method used is a quantitative method approach with data collection techniques using probability sampling with a population of 108 employees and samples taken using the Slovin formula, namely 52 respondents. Data were collected using a questionnaire in ordinal (Likert) scale units. Data processing uses SPSS 26 software for instrument testing, multiple linear regression analysis, and hypothesis testing. The research results show that both partially and simultaneously communication and motivation have a positive effect on the performance of CV employees morale. Penta's work. This is because 446,808 f count > f table, where f table is 3,18 and is supported by a significance value of 0.000 where the condition for accepting the hypothesis is a significance value of less than 0.05.

The performance of Mayapada Bank employees at Darmo 57 Surabaya Branch can be assessed from their ability to complete tasks well and on time. This good performance is very important for the success of the company. However, several factors such as lack of motivation, low discipline, negative work environment influences, and lack of role models can hinder employee performance. At this time, Mayapada Bank Darmo 57 Branch finds it difficult to build and improve employee performance, therefore employee performance must be improved to improve the quality of employee work. The data analysis technique needed is data reduction (data reduction) reducing data means summarizing and data display (data presentation) limiting a presentation as a set of structured information that allows for drawing conclusions and taking action. Source triangulation to test data credibility is done by checking the data that has been obtained. Technique triangulation to test data credibility is done by checking data to the same source with different techniques. Time triangulation often affects data credibility. Based on the results of interviews conducted by researchers, several factors emerged that influenced the quality of employee performance, namely a Comfortable Work Environment, Leadership Style, Salary, Routine Meetings.

Non-Civil Servant Government Employees (PPNPN) are a vital component in the operational activities of an organization. However, their performance management faces challenges in efficiency and standardization. This scientific paper examines the potential implementation of Google Sites as a platform for PPNPN performance management. The analysis focuses on the existing regulatory framework. The proposed model leverages the integration of Google Sites with Google Forms, Google Sheets, and other supporting applications provided by Google to digitize the performance management cycle, from planning, monitoring, and evaluation (based on indicators such as integrity, discipline, teamwork, communication, and service), to documentation and feedback. The main advantages of this platform include administrative efficiency, increased data transparency and accessibility, centralized data management, potential for consisten process, collaboration, and cost-effectiveness. Nevertheless, its implementation faces significant challenges related to the digital literacy gap among PPNPN with diverse roles, data security and privacy issues in the public sector, the need for robust change management, feature limitations compared to specialized HRIS systems, particularly in the Ministry of Finance where the research object's office is located, and the necessity for adequate supporting infrastructure. This research concludes that Google Sites offers a technically viable solution, but its success highly depends on the organizational and human resource readiness of both the HR managers and the PPNPN themselves.

In the current era of globalization, human resources in a company play a very important role. The concentration of human resources is centered on people who have work ties in the company so that they can improve employee performance in it. One of the things that most affects employee performance is job dissatisfaction. Researchers added counterproduction work behavior as a mediating variable to consider employee reasons, why employees feel work stress towards job dissatisfaction. This study aims to determine the effect of work stress on job dissatisfaction with counterproduction work behavior as a mediating variable. This type of research is quantitative with an associative nature. The population in this study were employees of the Wayhalim branch of Mie Gacoan with a sample of 53 respondents, because this study used a non-probability sampling technique which was a saturated sampling type. Data processing with SmartPLS. Based on the research that has been done, the results are in accordance with the research hypothesis, namely that there is a positive and significant influence between work stress and job dissatisfaction. Work Stress has a positive and insignificant effect on counterproduction work behavior. Counterproduction work behavior has a positive and insignificant effect on job dissatisfaction. Counterproduction work behavior has a positive and insignificant effect on Job Stress and job dissatisfaction.  

This report discusses a four-month independent internship experience at the Regional Tax and Retribution Management Agency of Palangka Raya City, specifically in the general staffing section. The internship aimed to connect theoretical knowledge gained in college with practical work experience in a government environment, as well as to develop administrative, communication, and teamwork skills. During the internship, the author was involved in various staffing administrative activities, such as recording and disposition of incoming and outgoing mail, managing employee data, and supporting internal operations. Through observation, interviews, and documentation methods, the author gained a deep understanding of staffing administrative procedures and the importance of accuracy and coordination in supporting smooth organizational operations. This experience also strengthened professional readiness and broadened insight into the work dynamics within government institutions. The implications of this activity demonstrate that systematic and professional staffing administration plays a crucial role in supporting organizational performance and achieving institutional goals

The purpose of this study is to examine the service quality of PT. Pos Indonesia (Persero), Sukamerindu Branch, Bengkulu City. The method used is descriptive and qualitative, with data collection techniques including observation, interviews, and documentation. Data analysis was conducted through data reduction, data presentation, and conclusion drawing. The study assessed several dimensions: tangible evidence, reliability, responsiveness, assurance, empathy, and good corporate governance (GCG), particularly focusing on PT. Pos Indonesia’s ethical adaptation to the local cultural values and its active role in supporting the community’s economic development as part of its corporate social responsibility. The findings indicate that the service quality at the post office is poor. Based on these results, the researcher recommends that the central management of PT. Pos Indonesia (Persero) implement strict regulations regarding excellent service standards for all employees across Indonesia. In addition, the company should provide suggestion boxes and a call center with an accessible telephone number for customers to report poor service. The public is also encouraged to play a more active role in monitoring the performance of this state-owned enterprise (SOE) by submitting complaints to the Ombudsman or through the government reporting platform, lapor.go.id.

This research aims to determine the influence of organizational commitment, organizational culture and job satisfaction on the performance of Grand Rocky Bukittinggi hotel employees. The research used is a sampling technique using an associative approach in the form of a causal relationship of quantitative descriptive type. In collecting data, the technique used was distributing questionnaires to 99 respondents whose validity and reliability had been tested using a Likert scale. The analytical tool used is multiple linear regression. The techniques used in analyzing the data are data description, testing analysis requirements through normality, heteroscedasticity and multicollinearity tests assisted by SPSS v.25. The results of this research are that Organizational Commitment is classified in the sufficient category through a respondent achievement level of 3.22%, for Organizational Culture it is classified in the sufficient category through a respondent achievement level of 3.35%, then for Job Satisfaction it is classified in the sufficient category through a respondent achievement level of 3, 13%, and employee performance is in the sufficient category with a respondent achievement level of 3.35%. The contribution of Organizational Commitment (X1), Organizational Culture (X2) Job Satisfaction (X3) and Employee Performance (Y) is 13.5% while the remaining 86.5% is influenced by other factors.

This research was used to analyze the performance of public services, especially on the Plavon platform that’s provided by employees at the Sidoarjo Regency of Population and Civil Registration Service. The theory that researchers use takes from Robbins in (Aziz, 2022) which contains five indicators of Work Quality, Quantity, Timeliness, Effectiveness, and Independence. The type of researchers used for this research is descriptive qualitative methods with sources and types pf research data divided into primary data and secondary data through the process of taking activity documentation, employee interview, and observing activities which can then be used to draw conclusions. The findings in this research are in the for of information related to incoming complaints which convey that there are still errors in input made by employees on the Plavon Disdukcapil Sidoarjo platform which that will then be evaluated and given direction, Communication and coordinate are running well, the human resources are inversely proportional to demographic condition in Sidoarjo which results in the fulfillment of services using an overtime system, and then to the implementation of employee discipline supported by performance motivation in the reward & punishment categorization.  

This study aims to examine the mediating role of work motivation on the effect of work stress on employee performance. The sample consisted of 140 employees selected using purposive sampling technique. Data were collected through questionnaire distribution. The data analysis technique employed in this study was Structural Equation Modeling (SEM) based on variance or component-based SEM known as Partial Least Squares (PLS). The results indicate that work stress has a negative and significant effect on employee performance. Work motivation has a positive and significant effect on employee performance. Work stress has a negative and significant effect on work motivation. Furthermore, work motivation mediates the effect of work stress on employee performance. Theoretically, the findings support previous research through the lens of Self-Determination Theory. Practically, the results provide valuable insights for companies to manage work stress effectively in order to improve employee performance and to enhance employee work motivation.

Training and career development play a crucial role in improving the performance of health center (puskesmas) employees to deliver optimal healthcare services. This study aims to analyze the influence of training and career development on employee performance at puskesmas and to identify challenges in their implementation. The method used is a literature review with a descriptive-analytical approach based on previous studies related to training, career development, and human resource performance in the health sector. The results show that relevant and continuous training enhances employee efficiency, accuracy, and mental readiness, while clear and sustainable career development increases motivation, loyalty, and employee engagement. The synergy between training and career development is key to successfully improving employee competence and motivation sustainably. However, program implementation faces challenges such as budget constraints, lack of policy support, geographic barriers, and less operational HR development policies. Therefore, strategic and integrated HR management is essential to improve the quality of healthcare services at puskesmas.  

Organizations today face increasing challenges related to environmental sustainability and social responsibility, requiring them to adopt modern management practices that enhance their sustainability and growth. This research aims to examine the concept of Green Human Resources Management (GHRM) and its role in supporting organizations' sustainable growth strategies. The research addresses the importance of adopting human resource management policies that take environmental dimensions into account, such as green recruitment and training, sustainable performance management, and rewards that promote positive environmental behaviors. It also explores the relationship between these dimensions and achieving sustainable organizational growth by improving operational efficiency, enhancing corporate image, and increasing employee and stakeholder satisfaction. The research relies on an analytical methodology that combines theoretical studies and practical experiences from organizations that have implemented green human resource strategies and achieved success in sustainable growth. The research concludes that integrating GHRM activities with organizational growth strategies leads to a sustainable competitive advantage and enhances organizations' ability to address modern environmental and economic challenges. What distinguishes our research from previous studies is its attempt to link the two disciplines of green human resource management and organizational growth strategy. This in itself is a rarity in this field compared to other research that links a single, precise discipline, given the importance of the role played by human resources and its impact on all business administration disciplines.

This literature research aims to compile and describe the role of managers in improving employee performance. The method used is the library research method. The data collection method used is the documentation method. The data analysis technique used is content analysis. To maintain the accuracy of the assessment and prevent errors in information in data analysis, cross-library checks are carried out and re-reading the literature and paying attention to the reviewer's comments. The results of this study show that the better the motivation provided by managers, the more significant it can improve employee performance.

Employee performance in government agencies often gets a red report card from the public. These problems usually arise as a result of employee performance that is considered unsatisfactory to service users such as not being able to explain service procedures, unprofessional time management and lack of providing solutions to problems encountered. The assessment of employee performance as described by Andrew states; Quantity, Quality, Job knowledge and employee skills in carrying out work are one of the assessments of good performance on employees. The level of public satisfaction is influenced by the performance of employees and in this era of bureaucratic reform is very well considered by the government. The government through the Minister of Administrative Reform and Bureaucratic Reform issued Permenpan No.14 of 2017 which explains the guidelines for community satisfaction surveys in public service delivery units. The purpose of this study was to analyze the effect of village employee performance on community satisfaction in Nginden Jangkungan Village, Surabaya. The method used in this research uses quantitative methods. The population used is the people of Nginden Jangkungan Village using a sample based on the slovin formula which obtained the results of 105 respondents. The technique used in analyzing this research is simple linear regression. In processing the respondent's data, the author uses the SPSS version 26 system and produces an answer which states that the performance variable partially and significantly affects community satisfaction in Nginden Jangkungan Village, Surabaya. Then based on the simultaneous test, the performance variable of Nginden Jangkungan Village employees also has a positive and significant effect on community satisfaction. The conclusion of this study is that there is a significant and positive effect of urban village employee performance on community satisfaction. However, it is necessary to pay attention to the officer's ability to manage time management and responsibility because it is slightly lagging behind other statement items.

This research aims to evaluate the effectiveness of the reward and punishment system in employee performance management at Telkomsel Maumere, as well as to provide recommendations for improvements that can be implemented to enhance employee performance and job satisfaction.

This study aims to analyze the implementation of competency-based performance management in the digital era at Telkom Maumere. Amid the ongoing digital transformation, organizations are required to enhance employee performance through structured systems that are adaptive to technological changes. Competency-based management has become a key strategy to ensure that every individual possesses the skills and behaviors aligned with organizational goals. This research employs a qualitative descriptive approach with data collected through interviews, observations, and document analysis. The findings indicate that Telkom Maumere has adopted a performance management system integrated with digital technologies, such as the use of e-performance applications and online evaluation systems. However, challenges remain in terms of digital training and comprehensive competency mapping. The study concludes that competency-based performance management in the digital era can enhance work productivity, provided it is supported by adequate technological infrastructure and an adaptive organizational culture.

Maintenance and industrial relations are two crucial aspects in human resource management that are interrelated and play an important role in maintaining the continuity and success of the organization. Effective maintenance not only maintains the quality of employee performance but also contributes to the creation of harmonious industrial relations. Good industrial relations, in turn, create a conducive work environment, increase productivity, and reduce the potential for conflict in the workplace. The purpose of this study is to dig deeper into the understanding of maintenance and industrial relations. This study uses qualitative and quantitative methods. Data collection techniques are carried out through a review of several journals that have been searched, which are related to the importance of maintenance and industrial relations. From the data that has been successfully collected, maintenance of industrial relations in the entire process of human resource management focuses on the belief that good and harmonious relations between employers and workers in the organization are very important to be fostered and maintained for the benefit of all parties involved. Failure to maintain harmonious relations can cause losses for many parties, especially employers and workers involved. Effective maintenance and good industrial relations play an important role in the success and survival of the company. Therefore, maintenance is a vital element in today's business world and needs to be managed properly.

This study aims to obtain an overview of Human Resource Management (HRM) practices at the Fisheries Service of Gorontalo Regency. A descriptive qualitative approach was used in this study, with data collection techniques through interviews, observations, and documentation. The results of the study indicate that planning is carried out through a recruitment process that includes identifying needs, preparing job descriptions, and the orientation process for new employees. In terms of organization, service digitalization is applied to accelerate administration, increasing HR capacity through training, and involving the community in fisheries policies, which have been proven to increase service efficiency by up to 80%. However, implementation has not been optimal due to limited time, resources, communication constraints, and budget constraints. Work supervision involves leaders, supervisory positions, and other relevant parties, with leaders playing a central role in ensuring employee performance. Motivation is provided by providing opportunities for skill development and rewards for performance. Performance evaluations are carried out periodically to measure the achievement of organizational targets and goals. These findings provide important insights into efforts to improve the quality of human resource management in the public service sector.

This study aims to analyze the role of the compensation system in improving team performance in a competitive work environment, with a focus on the Public Company of the Kahyangan Jember Plantation Region. In this context, the research used a qualitative approach through semi-structured interviews, group discussions and direct observation to explore the views of employees and managers regarding the existing compensation system. The results of the study show that most employees feel that the compensation system implemented is fair and transparent enough which contributes to improved morale and team performance. Team achievement-based incentives have been proven to encourage collaboration and responsibility among team members. Nonetheless, there is still room for improvement, such as adding bonuses for teams that reach certain targets. The study concludes that the design of an effective compensation system is essential to achieve a productive and harmonious work environment, and provides recommendations for organizations to continuously evaluate and refine existing compensation structures.