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In the warehouse department or warehouse in companies including PT. Semarang Packing Indonesia has a service system that still has not maximized the current technological developments that are growing rapidly. Included in the warehouse inventory system which often occurs is not available stock and excessive stock. This causes the inventory function in the warehouse not to work optimally. From these problems,. This system includes controlling inventory in the warehouse for purchases so as to reduce excessive or insufficient stock so that the stockter inventory is controlled, as well as the data input process that utilizes RFID so as to speed up the time in the data input process. This system uses the PHP and MYSQL programming languages as the database and utilizes the PHP Framework, namely CodeIgniter, in making this website. With a web-based system, it makes it easier for employees to process data in a timely manner.

This study aims to determine the effect of partially significant career development on employee job satisfaction at the Department of Communication and Informatics Statistics Bima Regency, to determine the effect of partially significant work motivation on employee job satisfaction at the Department of Communication and Informatics Statistics Bima Regency, to determine the development of career and work motivation simultaneously have a significant effect on employee job satisfaction at the Department of Communication and Informatics Statistics Bima Regency. The instrument in this study used a questionnaire with a Likert scale. The population in this study was 61 employees consisting of 41 civil servants, 7 regional honorary employees, and 13 non-permanent employees at the Department of Communication and Information, Bima Regency. The sample in this study were 41 civil servants with the sampling technique used, namely the purposive sampling technique. Data collection techniques using observation, interviews, questionnaires, documentation. The data analysis technique uses validity test, reliability test, multiple linear regression test, classical assumption test, multiple correlation coefficient test, coefficient of determination, t test and f test with the help of SPSS version 22 for windows. The results showed that career development had no significant effect on employee job satisfaction, work motivation had a significant effect on employee job satisfaction, career development and work motivation had a significant effect on employee job satisfaction at the Department of Communication and Informatics Statistics Bima Regency.  

This study aims to determine and explain whether there is an influence of work conflict, work stress, workload and work motivation on employee performance at the Imam Bonjol clinic in Kediri. The sampling technique used is saturated sampling technique, with data analysis technique using validity test, reliability test, multiple linear test, classical assumption test, t test and F test. The number of samples used is 30 employees. The results of this study are that there is a partial effect of work conflict on employee performance with the value of Sig. 0.000 <0.05, which means it has a significant effect. The effect of work stress partially on employee performance with the value of Sig. 0.001 <0.05 which means it has a significant effect. Partial effect of workload on employee performance with the value of Sig. 0.015 <0.05, which means it has a significant effect and work motivation partially has an influence on employee performance with a Sig value. 0.025 <0.05 which means that work motivation has a significant effect on employee performance. On the simultaneous influence of the variables of work conflict, work stress, workload and work motivation on employee performance, the results of the value of Sig. 0.000 <0.05 which indicates that work conflict, work stress, workload and work motivation have a significant influence that can improve employee performance at the Imam Bonjol Clinic, Kediri.

The purpose of this study is to determine and explain whether there is an influence between the variables of communication, work discipline and work environment on the performance of UD Tenun Ikat Kodok Ngorek employees. Several factors including communication, work discipline and work environment at UD Kodok Ngorek have an influence on employee performance using the sampling method with a saturated sampling approach. The data analysis technique is using the instrument test of validity and reliability, multiple linear test, classical assumption test, t test and F test of the coefficient of determination (R2). The number of samples is 30 employees. The results obtained include a partially significant effect of communication on work performance with the value of Sig. 0.000 < 0.05. The partial effect of work discipline on employee performance has a value of Sig. 0.037 <0.05 which means that it has a significant effect then the influence of the work environment on employee performance partially also has a significant effect on the value of Sig. 0.002 < 0.05. The simultaneous influence of the variables of communication, work discipline and work environment on employee performance has a Sig value result. 0.000 <0.05 indicates that communication, work discipline, and work environment have a positive influence in improving employee performance at UD Tenun Ikat Kodok Ngorek.

This study was made to determine whether the influence of the work environment and career path on employee loyalty KFC Pettarani Makassar. This study has 3 variables, namely, work environment (X1), career path (X2), employee loyalty (Y). The study used data collection techniques through questionnaires from all respondents, namely 38 people, because respondents were less than 100 then the entire population was a sample. The data analysis conducted in this study is multiple linear analysis to see whether the work environment and career path have a partial or simultaneous effect on employee loyalty at KFC Pettarani Makassar. From the results of multiple linear analysis, it can be explained by the equation Y = 1.114 + 0.342X1 + 0.449X2 with a constant value of 1.114, meaning that if the work environment (X1) and career path (X2) are zero, then the work environment and career path are 1114. The regression coefficient of the work environment and career path of 0.342 and 0.449 means that the work environment and career paths have increased, so employee loyalty has also increased. And the value of Fcount > Ftable which is 31,814 > 1,739 also a significant value of 0.000 < 0.05 which means that the work environment and career path simultaneously (together) have an influence on employee loyalty.

Research Objectives To determine the influence of discipline, motivation and compensation variables on employee work performance at PT. Wesitan Development Consultation in Makassar. To find out what variables are most dominant in employee work performance at PT. Wesitan Development Consultation in Makassar. The research method used is a quantitative research method. Simultaneously shows that discipline, motivation and compensation factors have a significant effect on employee work performance at PT. Wesitan Development Consultation in Makassar. Partially, discipline, motivation and compensation factors significantly influence employee work performance at PT. Wesitan Development Consultation in Makassar. Partially, compensation factors have a dominant influence on employee work performance, followed by discipline and motivation factors in community service.

The aim of the research is to determine the quality factors of human resources that influence employee performance at the Transmigration Training Center in Makassar. To find out the factors that have a dominant influence on employee performance at the Transmigration Training Center in Makassar. This research uses quantitative research methods. Research results: The influential variables are education (X1), skills (X2), length of service (X3) and work discipline (X4) which together have a significant influence on the performance of employees at the Transmigration Training Center in Makassar. This can be seen by the F table value being greater than F Calculation or a significance of 0.000 which is smaller than 0.05. Of all these influencing factors, it turns out that the skill variable (factor) (X2) is dominant in increasing the performance of employees at the Transmigration Training Center in Makassar. This can be seen in the regression coefficient value (0.313 which is greater than the regression coefficient value of other independent variables) and the significance value (0.000).

This study aims to determine and prove the influence of leadership, work environment and compensation on work productivity of employees of the Class II Railway Engineering Center for Southern Sumatra Region with Job Satisfaction as an Intervening Variable either directly or indirectly. The population in this study were all employees of the Class II Railway Engineering Center for the Southern Sumatra Region, while the sample was part of the population that would be the object of research. In this study, the total population was 91 people. Sampling in this study used the Saturated Sample technique, namely sampling was carried out as a whole from the total population. In line with the opinion above, in this study, by considering a population of 91 people, the authors took a total of 91 people as research samples. The data analysis used in this study was to use the Structural Equation Model (SEM) analysis method which was operated through the Partial Least Square (PLS) program.

The main problem discussed in this paper is whether there is a positive influence self concept and development of the personality on employee performance Stasin TVRI Surabaya (Part Program). To solve the problems discussed authors use data analysis method is multiple linear regression analysis were preceded by calculating the average of each variable. And before should be done beforehand regression analysis instrument to be tested for validity and reliability. The analysis shows that the authors have found show that : 1) partially self-concept and personality development is partially significant effect on the performance of TVRI Surabaya Employees (Part Program). 2) simultaneously the concept of self and personality development affect the work performance of employees TVRI Surabaya (Part Program). 3) Variable kansep self is the dominant variable effect on employee job performance TVRI Surabaya (Part Program).

The process of finding employees, or what is often called employee recruitment, is an important concern for employers. Recruitment is carried out with the hope of getting employees with the required classification. After the recruitment process is carried out, it is necessary to conduct training for new employees according to their job title. The training was conducted to equip employees to be more creative and able to provide excellent service to visitors. Training is one of the efforts to achieve the service standards that have been set in the business. The population and sample of this study were all 37 employees at RIC, with the data collection method in this study being a questionnaire that will be distributed to employees. The list of questions on the research questionnaire uses a Likert scale. The data analysis method uses descriptive qualitative analysis, namely by distributing questionnaires to respondents to solve the problems to be studied, and quantitative analysis is carried out by processing the data using the SPSS version 23 software tool. From the results of the study, it can be concluded that there is a significant influence between recruitment and training on employee performance at Coffee Idea House. This means that business people must pay attention to a good recruitment process and intense training to improve employee performance.

The purpose of this community service is to increase the understanding of the Medan Johor community about job promotion, coworkers, and employee job satisfaction. The specific target in this community service is that the people of Medan Johor sub-district know what promotions are, coworkers, and employee job satisfaction. The materials presented in this community service are: what is job promotion, coworkers, and employee job satisfaction. Which in relation will affect the improvement of employee work in Medan Johor sub-district so that the community gets solutions to job promotions, coworkers, and employee job satisfaction. From this community service, the results show that the community of Medan Johor sub-district has known and understood the importance of insight into job promotions, coworkers, and employee job satisfaction so as to improve work performance.

Analysis of E-Learning Information Systems is certainly one of the efforts that can be made to overcome problems that arise in the process of implementing teaching and learning activities (KBM) in each school. Soft System Methodology (SSM) analysis is a method used to help model unstructured problems. The SSM methodology is suitable for assisting an organization in defining their goals and then building a human activity system to achieve those goals. The relationship between the internal and external academic community involves teachers, parents of students, students and school administrators to develop information for supervision and student Development approaches. E-Learning analysis using the Soft Systems Methodology (SSM) approach is expected that the E-Learning information system will be able to answer existing challenges and problems. This study carried out a CATWOE analysis of the holons and elements (Client, Actor, Transformation, World View, Owner, Environment) found in case studies, building E-Learning models by applying the roles of humans, processes and technology as knowledge-forming elements, then analysis. holons based on the modeling of the resulting Knowledge. The analysis of E-Learning needs is answered by the need between the internal staff of teachers, employees, counseling and external students and parents to improve the quality of teaching and learning activities and student development.

Culture has an important role in the company. One of the elements in corporate culture is values. Companies must ensure that the culture is acceptable and even practiced by employees. PR Sukun it self has problems related to employees' understanding of their cultural values. Internalization can be used as one of the company's strategies to ensure that cultural values ​​can be accepted and implemented. Of course, guidelines are needed as the basis for the implementation of internalization. Purpose of this study is to know the guidelines formulation process for the internalization of corporate cultural values. This research uses descriptive-qualitative. Data collected by triangulation method that are interviews, documentation, and observation. The results show that PR Sukun had espoused values “Sukun Kuat”, that are (contibutive, strong, original, and tados). Moreover, this research also got information about conditions and steps for internalizing the current PR Sukun values. The results are compared with the references obtained by the writer to make recommendation. The recommendations of this guideline contain the preparation of guide or internalization materials, the formation of agents of change and their duties, planning of internalization programs, and monitoring evaluations.

The development of business circumtances that always changes, leads companies to have competitive advantages in efficiency and effectivity. PT. Djinawi is a self-focused contractor company in optimalizing its human resources assets by adapting the empowerment to be successful in market competition. Such adapting of empowerment is viewed from four psychological empowerment dimensions that had been introduced by Spreitzer. Those foour dimensions are meaning, competence, self-determination, and impact. If all of these four dimensions, e.g., meaning, competence, self-determination, and impact is felt by employees, then the empowerment process will go through in good condition. This research used a holistic single case study, by using the technique of data collection by interview, direct-observation, and internal data of company. For the needs of mapping, a pra-case study had been carried out. From this research, it revealed that the adapting of empowerment can go through well, which viewed from the four dimensions, e.g, meaning, competence, self-determination, and impact that has been felt by employees. In line with it, from the triangulation may be obtained that the respondents also expressed some obstacles in project staff level. It can be concluded that if all of four dimensios, e.g, meaning, competence, self-determination, and impact could be felt by employees, then empowerment can go through well as well as make a company success in face against a tight of market competition.

Rewarding high-achieving teachers will motivate teachers to further increase their productivity in work. The performance of the work is the result of the quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities given to him. The purpose of this research is to know: 1) The effect of reward on teacher work performance in Yayasan Sekolah Albanna Denpasar 2) Large contribution of reward to teacher's work performance at Yayasan Sekolah Albanna Denpasar. The method in this study uses quantitative research korelational. The data collection techniques used are using questionnaires, observations and documentation. The sample is determined by the slovin formula and obtained as many as 107. The data is analyzed with a simple regression that was previously preceded by a prerequisite analysis test. The results showed 1) there was a positive and significant influence on teacher employment performance. This is indicated by Y= 47,334+0.525X which means if the reward variable increases by 1 point then there will be an increase in the reward of 0.525. Judging by the F test known Fcount is 65,334 smaller than the Ftable of 4.23 with a significant < 0.05, i.e. 0.000 greater than 0.05.,. This means Ho is rejected and Ha is accepted. 2) reward variables contributed 37.7% to teacher achievement variables and the remaining 62.3%were influenced by other factors not studied by the authors.

The purpose of this study was to determine the effect of organizational culture (X1) and direct financial compensation (X2) on employee job satisfaction (Y). This research is a quantitative approach by performing parametric statistical analysis in the form of multiple linear regression analysis. The population in this study were 207 employees and a sample of 52 respondents using the Nonprobability Sampling technique. Data collection techniques using a questionnaire. The data was processed using SPSS (Statistics of Package for the Social Sciences) version 22 for window. The results showed that partially variable X1 and Variable X2 had significant effect on variable Y. Meanwhile, simultaneously, organizational culture and financial compensation had a positive and significant effect on job satisfaction and the determinant coefficient was 69.6%.

Perusahaan perlu mengelola pegawai dengan baik, sehingga perusahaan tidak kehilangan pegawai, terutama pegawai yang kompeten. Salah satu caranya yaitu dengan mengembangkan strategi retensi yang tepat. Faktor utama keberhasilan strategi retensi pegawai yaitu employee engagement. Penelitian ini bertujuan untuk mengetahui strategi retensi pegawai PT Sinkona Indonesia Lestari (SIL) yang berhasil dalam meningkatkan employee engagement. Metode yang digunakan dalam penelitian ini adalah deskriptif kualitatif. Teknik pengumpulan data menggunakan metode wawancara, observasi, dan dokumentasi. Populasi pada penelitian ini melibatkan 7 informan yang terdiri dari 6 pegawai dan 1 dari pihak manajemen. Hasil penelitian menunjukkan bahwa terdapat 5 strategi retensi yang berhasil membuat pegawai bertahan di PT SIL hingga puluhan tahun, sehingga dapat meningkatkan employee engagement yang terdiri dari 1) lingkungan kerja, 2) kompensasi, 3) kesejahteraan pegawai, 4) kepemimpinan, dan 5) hubungan kerja. Namun terdapat hambatan dalam implementasikan strategi retensi di PT SIL yaitu karena adanya keberagaman generasi yang ada saat ini, serta adanya pergantian kepemimpinan, sehingga implementasi strategi retensi di PT SIL mengalami perbedaan dengan pemimpin sebelumnya.

This study aims to determine the effect of organizational commitment, service quality, and employee performance on community satisfaction on employees of the Class IIA Padang Penitentiary. The method used in this research is quantitative research with a descriptive approach. The population in this study were employees of the Class IIA Penitentiary in Padang. The sample used was 144 people using a saturated sampling technique (census). The data analysis technique is multiple linear regression. The results showed that: (1) Organizational commitment has a positive and significant effect on community satisfaction. (2) Service quality has a positive and significant effect on community satisfaction. (3) Employee performance has a positive and significant effect on community satisfaction. (4) Organizational commitment, service quality, employee performance together have a positive and significant effect on community satisfaction in the Class IIA Padang Penitentiary.

This study aims to determine the effect of Talent Management, Knowledge Management, Performance Assessment, Personality, and Creativity on the Career Development of the Ministry of Religion's Office employees, Padang Pariaman Regency. The population in this study were all employees the Ministry of Religion, Padang Pariaman Regency, with as many as 62 people. By using the Multiple Linear Regression method. The results of this study indicate that talent management has a positive influence on employee career development at the Office of the Ministry of Religion of Padang Pariaman Regency, Knowledge management has a positive influence on the career development of employees of the Ministry of Religion Office of Padang Pariaman Regency, Performance appraisal has a positive influence on employee career development. Office of the Ministry of Religion of Padang Pariaman Regency, Personality has a positive influence on the career development of employees of the Office of the Ministry of Religion of Padang Pariaman Regency, Creativity has a positive influence on the career development of employees of the Office of the Ministry of Religion of Padang Pariaman Regency.  

To win competition in business world, all businessman must have selling method effective efficiently in order to get right target and low east, to reach the target, the company should have same index parameter. To measure quality of service that be given to customer, many company try to implement service excellence, but fail, meanwhile the company is given out cost, time, power no so a little to do some training for his employees, what problem ?, actually, just giving training is not one solution because, familiarization, and manner to save customer is not so enough will be paradigm and skill for front line to save the customer, but seriously, high commitment at each of organization especially top management service excellence must be implemented in structural oriented at each of company.