Publication Search

Human resources (HR) is a crucial factor in any organization. The success of an organization is greatly influenced by the quality and quantity of its human resources, which impact performance achievements. One of the issues faced by PT. Bursa Efek Indonesia Kp.Sumut during the author's internship is the insufficient quantity of employees. The aim of this research is to empirically understand the increase in both quantity and quality of human resources (HR) as a solution to the issues at PT. Bursa Efek Indonesia Kp.Sumut. This study utilizes a descriptive method, where the problem-solving procedures investigated depict the condition of the subject or object based on observable facts. Data collection methods include observation, interviews, and documentation. Based on the research findings, several conclusions can be drawn. To address the issues of quantity and quality of HR at PT. Bursa Efek Indonesia Kp.Sumut, the company needs to enhance HR through recruitment, selection, human resource planning, and performance evaluation.

For organizations, the most important asset is human resources, because basically human resources are the driving factor in every activity within the company. For an organization to carry out its activities to achieve its desired goals, it requires good management, especially human resources, because human resources are the main capital for planning, organizing, coaching and mobilizing other resources in the organization. Human resource management is a part of organizational management that focuses on the elements of human resources. The level of job satisfaction is the company's focus in retaining its employees. One of them is PT Bank Mandiri Taspen which is a private company that provides banking services for retirees. PT Bank Mandiri Taspen is a subsidiary of PT Bank Mandiri and PT Taspen which was founded on November 3 1992. Currently the company is trying to improve employee performance by paying attention to employee job satisfaction.The aim of this research is to analyze the impact of employee job satisfaction in terms of the work environment, work commitment and compensation on employees of PT Bank Mandiri Taspen KC Jakarta. The type of research used is descriptive and the method used is quantitative research methods. with the population being all employees of PT Bank Mandiri Taspen KC Jakarta. The sample used in this research was 75 respondents. The research data used is primary data, which was obtained through distributing questionnaires to samples or research respondents. The data analysis techniques used are multiple linear analysis, correlation, coefficient of determination, and hypothesis testing. The research results show that the work environment contributes to job satisfaction. Work commitment contributes to job satisfaction. Compensation contributes to job satisfaction. Then the work environment, work commitment and compensation simultaneously contribute to job satisfaction.

Human resource readiness is an important asset and is the main determining factor in the performance of all activities and institutional activities, so that it can support employee career development. Career development is very important to support life achievements and quality of life as well as job satisfaction with each individual's current achievements. There are two factors in career development that can determine a person's career success, namely internal factors including motivation to progress, intellectual ability, interpersonal skills, level of education, and work experience. Meanwhile, factors that come from outside are the attitude of superiors, the weight of work, job vacancies and work productivity. The aim of this research is to determine the personal readiness of HR in the PKP-PK unit in career development at UPBU Tebelian Sintang and to find out the process, obstacles and solutions regarding HR readiness in career development at the unit (PKP-PK) at UPBU Tebelian Sintang. This study uses a qualitative method. The data collection techniques used were observation, interviews and documentation. The respondents in this research were PKP-PK unit personnel at UPBU Tebelian Sintang. The observations in this research were to conduct reviews and observations at the PKP-PK unit at UPBU Tebelian Sintang. The documentation in this research is activities that occurred in the PKP-PK area at UPBU Tebelian Sintang. The results of the discussion in this research are that Readiness is a process or action carried out by a person to be ready to change or respond to something that can make them ready to provide a certain response or response to a situation and employees in the PKP-PK unit have provided information that their level of readiness is sufficient. far above average. Because it is able to prepare quality human resources who are willing to continue learning and developing themselves and Tebelian Sintang Airport has stages of career development in the Aviation Accident Relief and Fire Fighting (PKP-PK) unit, namely through a proposal process from superiors to be registered and get a queue where there will be further information if there is a call in the queue and then the names that come out must be ready to carry out training to support career development at the PKP-PK unit at Tebelian Sintang Airport.    

Policy Implementation is in principle a rare or way that is done so that the policy can achieve its goals. Policy implementation aims to measure the extent of the impact on society and the extent of implementation achieved. This type of research is empirical juridical research. The types and sources of data used are primary and secondary data. Primary data is data obtained directly from the research location through direct interviews with respondents and based on researcher observations. Secondary data is data obtained from literature studies. The data was analyzed descriptively qualitatively. Based on the results of this study, it shows that (1) The effectiveness of the policy implementation of the Kupang Mayor Regulation on the Use of Health Protocols, namely: (a) Kupang City government participation, (b) government performance. (2) Factors inhibiting the implementation of the law are: (a) Limited qualified human resources, (b) limited facilities and infrastructure, (c) the mindset of the community regarding the enforcement of health protocols.

Human Resources is a very important one. Apart from affecting safety, it can also affect work discipline on employee performance. This research uses quantitative research methods, and the sample used was 35 people with a saturated sampling technique. The influence of work safety on employee performance is 0.161 > 0.05 and the calculated t value is -1.433 < 1.69389. It can be concluded that the work safety variable partially has no influence on the employee performance variable. The Influence of Work Discipline on Employee Performance. Based on the results of data processing that has been obtained, it is known that the sign value is 0.000 < 0.05 and the calculated t value is 4.557 > 1.69389. It can be concluded that the Work Discipline variable partially has a significant influence on the Employee Performance variable. The Influence of Work Safety and Work Discipline on Employee Performance. Based on the results of data processing obtained by X1 and so it can be concluded that there is a significant influence between work discipline on employee performance at CV. Jakarta Natural Creation Core.    

In a company or organization basically aims to maximize profits, and to be able to achieve these benefits employees must be able to carry out work tasks optimally both in goods and services companies, so that the end result of the income earned will be more profitable and can cover expenses. Work really requires good individual skills to be able to carry out the job well. Islam regulates all aspects of human life, especially in terms of work, because work is an obligation that must be carried out by humans to fulfill their needs.   Employee performance has a big influence on the development of the company. If the company has quality resources, it will create good performance and be able to develop to achieve goals. Factors that can affect employee performance are religiosity and job satisfaction. The purpose of this research is to find out whether religiosity and performance satisfaction affect the performance of CV Corien Center employees. The number of samples in this study was 30 people and used a saturated sampling technique where all members of the population were used as samples. Multiple regression analysis was used as a data analysis technique. The results showed that there was no influence between religiosity and job satisfaction on employee performance. The percentage of contribution is 10.6% and the remaining 89.4% is influenced by other variables outside of this study.

This research is related to the analysis of motivation and rewards on employee work performance at PT Nusantara Surya Sakti Kelapa Dua Tangerang. The purpose of this study is to determine the development of employee performance through the provision of motivation and rewards, because the role of employees in generating performance is very influential for the development of the company, proper work motivation and reward will increase the sense of responsibility of employees towards the company, work enthusiasm, and can complete tasks within the time specified by the company. This type of research uses quantitative research with non-statistical methods. The technique used for data collection in this study used a total sampling technique with an interview instrument distributed to respondents. The results of this study indicate that motivation and reward have a positive impact on improving the quality of employee work, companies need human resources to maintain the stability of the company by maintaining and developing employee performance.

The role of human resources is needed to achieve good results within the company. Whether a company develops or not depends on the human resources in the company itself. Companies are required to find and print employees who will later provide good work results. Performance can be influenced by recruitment, selection and training and can be through the role of competency variables. The study aims to determine the role of recruitment, selection, and training on employee performance with competence as a mediating variable at the Aromatique Art Lab Store East Java Branch. The subject of the study was an employee of the East Java Branch of the Aromatique Art Lab Store. The employee sample consisted of 44 employees. The sampling technique is non probability sampling. The study used the Smart-PLS method. The results show that: (1) Recruitment does not have a significant effect on Employee Performance. (2) Selection does not significantly affect Employee Performance. (3) Training has a significant effect on Employee Performance. (4) Recruitment does not significantly affect the Competency to the extent. (5) Selection does not significantly affect the Competence. (6) Training has a significant effect on competence. (7) Competency has a significant effect on Employee Performance. (8) Recruitment has no significant effect on Competency-mediated Employee Performance. (9) Selection has no significant effect on Competency-mediated Employee Performance. (10) Training does not significantly affect Competency-mediated Employee Performance. The benefits of research are as material for taking company policies in encouraging employee performance and as a reference for further researchers. The next suggestion of researchers is that they are expected to look at other variables outside the variables used in this study in order to get maximum results.

Human resources are all employees of a company who want to feel comfortable and happy. When working, an employee must have a big commitment to the company to be able to assist the company in achieving the expected goals, ,and the company must also foster job satisfaction for its employees. This study aims to determine the effect of organizational commitment and job satisfaction on. This study is descriptive with a quantitative approach method, validity test, reliability test, classic assumption test, multiple linear regression test, coefficient of determination test, t-test, and f-test. The results of this study indicate that organizational commitment has a significant impact on employee performance, with the results of the t-test being 10.613 > t-table 2.01174 with a significant level of 0.00 <0.05. Job satisfaction significantly impacts employee performance,with the results of t count 7.731 > t table 2.01174 with a significant level of 0.00 <0.05. The results of testing the independent variable’s simultaneous influence on the dependent variable obtained a value of Fcount = 158.967 > Ftable value of 3.20, so that means there is a positive and significant influence between organizational trust in job satisfaction and CV employee performance. Juanda Group JR Petshop Branch.    

Human resource management must be carried out professionally in order to produce competent human resources to improve the performance of individuals and companies. The role of a leader is very important in improving employee performance, because effective leadership provides direction to the efforts of all workers in achieving organizational goals. One of the appropriate leadership styles in dealing with change and addressing the proactive nature of employees is a transformational leadership style that brings change through a clear vision by involving subordinates in every activity. The right leadership style will make employees respectful at work and willing to contribute their best. With the implementation of the transformation leadership style in the company, it will create maximum employee performance which will affect the company's progress.

Currently the level of competition in every company is very tight, this also encourages competition in managing human resources, especially in recruiting and selecting employees. Cahaya Katika Raya Tangerang Selatan This shows that recruitment and selection play an important role in influencing the performance of a company's employees. The implication of this research study is that the company can pay close attention to and evaluate the recruitment and selection applied by the company in order to meet the company's human resource needs.

This research aims to increase knowledge and insight in the field of industrial economics, both in terms of concept, application and development of industrial economics in Indonesia. In order to increase knowledge and insight specifically in the field of industrial organization and business competition, both in terms of concept and implementation. Determine estimates and predictions and what is most likely regarding the company's condition and performance in the future. The research method uses qualitative methods and library research. The data collection technique is to record important information in carrying out data analysis by means of data reduction, data display and drawing conclusions to obtain conclusions. The results of this research show several developments in the industrial sector in Indonesia. The industrial sector is the largest contributor to Indonesia's GDP, especially the manufacturing sector which contributes around 73% of Indonesia's total industrial production. However, the industrial sector in Indonesia is still hampered by several factors, such as poor infrastructure and limited human resources..  

Purpose-The main orientation of this article is to recognize the pattern of digitalization's impact on the current development of Artificial Intelligence (AI) and human resource management and how it affects the skills needed by HR professionals for decision-making through talent management and employee retention to ensure employee capabilities by aligning work at the right time based on the company's business priority goals. Methodology-This study uses a qualitative methodology that uses descriptive research. This research focuses on decisions made by leaders to improve the quality of human resources and seeks to identify areas of knowledge that have not been explored in research. Findings-Research results show that the company's strategy of using Artificial Intelligence (AI) provides many benefits, such as improving operational efficiency, developing innovative products or services, and making better business decisions based on better forecasting and analysis. Practical Implications-Through the implications of HR data analysis as decision-making in forecasting human resource trends using AI, talent management, and employee retention. This is applied to the recruitment and selection process that provides benefits such as rewards to employees who can achieve targets. Therefore, a supportive work culture by honing the talents and potential of employees to create maximum and efficient performance can have a good impact on the company.

Human resources (HR) play an important role in a company because they can influence the company's efficiency and effectiveness. This research was conducted by exploring the perceptions of PT employees. Multi Teknik Telaga Indonesia to determine employee performance and the factors that influence it, namely leadership style and organizational culture. This research is located on Jl. Daan Mogot 119 Block C12 Jakarta. The research method used is a quantitative method. The type of research approach is using field research, by carrying out activities such as distributing questionnaires to respondents, processing data and analyzing data obtained from respondents. The number of samples taken from PT. Multi Teknik Telaga Indonesia as many as 30 respondents. The data analysis technique used is multiple linear regression analysis and the hypothesis in this study was tested using the Partial Test (T) and Simultaneous Test (F). The results of the analysis show that Leadership Style and Organizational Culture have a positive and significant effect simultaneously on Employee Performance in the Production Division at PT. Multi Teknik Telaga Indonesia. Partially Leadership Style (X1) has a positive but not significant effect on Employee Performance (Y). Furthermore, Organizational Culture (X2) has a positive and significant effect on Employee Performance (Y).

Esources such as capital and office infrastructure. Human resources are the most important thing for an institution, because humans have the ability to set goals, collaborate, and work so that planned goals are achieved. Likewise, it is no less important than the office infrastructure in an institution that has a big influence in efforts to increase work efficiency and effectiveness. Therefore, an institution really needs office infrastructure that can be used by employees in carrying out their duties and responsibilities so that administrative activities and other operational activities can run well and smoothly. Office infrastructure is one of the factors that supports the success of an institution in achieving the organization's goals. Office facilities and infrastructure are an important part that need to be prepared ideally and continuously so that they can ensure the smooth running of employee work activities. Considering that office facilities and infrastructure are very important in efforts to facilitate employee work activities, therefore it is necessary to manage adequate facilities and infrastructure. Means are anything that is used as a tool to achieve aims and objectives, means are more indicated for moving objects such as computers and machines. Infrastructure is something that is the main support for the implementation of the process (Business, Development, Project), infrastructure is more indicated for immovable objects such as buildings, space, land. Work effectiveness is a condition that shows the level of success of management activities in achieving goals including quantity work, quality of work, and timeliness in completing work. Effectiveness is often associated with an efficient system, so that the service process takes place effectively, optimally and on time, thereby eliminating the need for overtime work with its implications. The efficiency of work processes, the level of effectiveness of office technology users, and the comfort of the work environment will directly and indirectly influence employee performance in completing assigned tasks. Apart from that, there are also various factors that influence work effectiveness, including: time, tasks, productivity, motivation, work evaluation, supervision, work environment, equipment and facilities. It is logical and appropriate if increasing effectiveness is made one of the government's long-term targets in implementing its strategy. Based on the phenomena presented above, it is clear that the Office of Industry, Trade, Energy and Mineral Resources of North Sumatra Province has not been well managed regarding infrastructure and has not complied with the appropriate regulatory principles. Problems like this should be addressed immediately and maximized so that in the future it can be as good as it should be. If this is resolved, it will certainly create a comfortable and conducive atmosphere so that employees can carry out their work responsibilities well and optimally. Therefore, the researcher was interested and conducted research as a result of an internship, with the title "The influence of the lack of office infrastructure on the effectiveness of employee performance

This research is motivated by a company engaged in the field of online transportation, because in the company of human resources is a determinant of success. The purpose of this study to explain the effect of work motivation, communication and non-physical work environment on employee performance. The study was conducted on Maxim drivers in Kediri. The research method used is quantitative method. This study used purposive sampling technique. The population of this study was 1000 drivers and the sample used was 69 respondents. The data analysis techniques used are multiple linear regression analysis, coefficient of determination (R2), t test and f test. The results obtained by this study concluded that work motivation has a positive and insignificant effect on performance. Communication has a negative and insignificant effect on performance. The non-physical work environment has a positive and significant effect on performance. Simultaneously work motivation, communication and non-physical work environment have a positive and significant effect on performance.

This research is motivated by the fact that in a public company operating in the fast food sector, human resources are very important in achieving company goals. The aim of this research is to explain the influence of communication, teamwork and rewards on employee performance. This research method uses a quantitative method using a questionnaire as data. This research uses a saturated sample method. The sample in this research was all 53 employees. The technique used to analyze the data is the SPSS 25 program. The data analysis technique in this research is multiple linear regression analysis, coefficient of determination (R2), t test and F test. The results of this partial test (t) show that the communication variable has a significant value of 0.030 < 0.05, which means that the communication variable partially or significantly influences employee performance. The teamwork variable has a significant value of 0.045 <0.05, partially influencing or being significant on employee performance. The reward variable has a significant value of 0.901 > 0.05 and partially does not have a significant effect on employee performance. And the F test results show that the variables of communication, teamwork and rewards have a significant effect on employee performance with a significant value of 0.000 < 0.05. So it can be concluded that communication and teamwork partially have a significant effect on employee performance, while rewards do not have a significant effect on employee performance. And simultaneously these three variables have a significant effect on the performance of McDonald's Sri Ratu Kediri employees.

This research aimed to (1) determine the description of employee performance, work ethic and capabilities of Human Resources at the Civil Registry and Population Office of Sikka Regency, and (2) determine the influence of work ethic and Human Resources capabilities on employee performance both partially and simultaneously. The population in this research were 55 employees who worked at the Civil Registry and Population Office of Sikka Regency. The sample used the saturated sample technique. Data was collected through census or saturated sampling. Data were collected through questionnaires and analyzed using a descriptive method, namely multiple linear regression. Hypothesis testing through the F test and t-test. The findings of the descriptive analysis revealed that the variables of employee performance, work ethic, and Human Resources capabilities were quite good. The results of the t-test showed that the work ethic variable had no significant influence and the ability of Human Resources had a significant value on employee performance. The results of the F test showed that the variables of work ethic and Human Resources capabilities simultaneously had a significant influence on employee performance. The coefficient of determination was 0.477 which indicated the contribution of the work ethic and Human Resources variables on employee performance of the Civil Registry and Population Office of Sikka Regency was 22.7%

Purpose − In the ever-evolving digital era, the paradigm of employee compensation and rewards is also undergoing a fundamental transformation. Digital Compensation and Rewards concepts have emerged as a response to these changes, with a focus on building adaptive performance systems, innovative bonus approaches, and flexibility in employee rewards. Overall, the Digital Compensation and Rewards paradigm brings modern concepts to human resource management. In the digital era, employee compensation and reward systems are experiencing fundamental changes. The use of technology allows for more efficient implementation of performance-based systems. Findings- The results of the literature review show that technology has a significant positive impact on the employee recruitment stage. Apart from that, the implementation of digital compensation and rewards is also an integral part of employee performance. Design/methodology/approach- By using data-based performance assessments with digital platforms, companies can collect and analyze employee performance data in more detail. This allows for more objective and accurate assessments, as well as providing opportunities for appropriate recognition of individual contributions. Practical implications- Involves improving the recruitment process through the use of digital technology and social media, adjusting the compensation system to include digital performance bonuses and application-based incentives, flexibility in providing rewards tailored to individual preferences, the use of data and analysis to measure employee performance accurately, as well as development of HR skills in integrating digital technology in human resource management. By paying attention to these practical implications, companies can improve their human resource management strategies to face the challenges and opportunities in the digital era, which can support organizational growth and success. Originality/value- This research presents an innovative view of how organizations can use digital technology and more flexible bonus systems to increase employee motivation and productivity. With a focus on the digital era, this paper provides insight into the importance of adapting to technological changes in human resource management. The value of this paper is that it provides practical guidance for companies seeking to improve their human resource management strategies to optimize employee performance and rewards in the ever-changing digital era.

Human resource management is one of the most important aspect in the course of a agency to achieve its vision, mission, strategy and the creation of agency goals. The aim of this research is to explain the influence of workload, work stress and work motivation on employee performance. This research uses a saturated sample. The sample in this study was 31 employees of the Nganjuk Regency Investment and One Stop Integrated Services Service. In this research, the results obtained were that workload, work stress and work motivation partially had a significant effect on the performance of employees of the Nganjuk Regency Investment and One-Stop Integrated Services Service. Meanwhile, simultaneously these three variables have a significant effect on the performance of employees of the Nganjuk Regency Investment and One Stop Integrated Services Service.