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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.

This research is motivated by an agency operating in the hospitality sector, because in agencies human resources are very important in achieving success. The purpose of this research is to explain the influence of teamwork, work discipline, and work ethics on employee performance. The research method used is a quantitative method using questionnaires as data. This research uses a saturated sampling technique. The sample in this research was all PKWT employees, 47 employees of Lotus Garden Hotel Kediri. In this research, the results showed that teamwork partially had no significant effect on the performance of Lotus Garden Hotel Kediri employees, work discipline partially had a significant effect on the performance of Lotus Garden Hotel Kediri employees, and work ethics partially had an effect on the performance of Lotus Garden Hotel Kediri employees. Meanwhile, simultaneously these three variables have a significant effect on the performance of Lotus Garden Hotel Kediri employees.

This research is motivated that in institutions engaged in the health sector, in this organization human resources are very important in achieving the goals and success of the agency. This study aims to determine the influence of work discipline and work stress on employee performance. This study used quantitative methods. The sampling technique uses Nonprobability Sampling with a saturated sampling method of 47 employees. Testing in this study using SPSS software program version 25.0. The analysis techniques used are validity test, reliability test, classical assumption test, multiple linear regression analysis, t test, F test and determination coefficient test. The results of this study show that  partially the variable of work discipline has a positive and significant effect on employee performance with a calculated tvalue of  3.059>ttable 2.01537 with a signification value of 0.004<0.05 and partially the variable of work stress has a positive and significant effect with  a calculated tvalue of  2.468>ttable  2.01537 with a signification value of 0.018<0.05, simultaneously the variables of work discipline and work stress have a positive and significant effect on employee performance  with a calculated Fvalue of  8.265>Ftable 3.21 with a signification value of 0.001<0.05.

This research aims to analyze the influence of transformational leadership style and human resource development on the performance of State Civil Service employees in the District Government in Sibolga City. This research uses a quantitative approach, with a quantitative method in the form of a survey. The researcher determined that the sample in the research was all Civil Servants in 4 sub-districts, including the village head in each sub-district, with a total of 160 people. The researchers took the entire population to be used as a sample of 160 people. Research results show that transformational leadership style on proven performance influential significant. The development source Power humans also matter positively and significantly to performance. However, a variable that influences performance is style leadership transformational. Coefficient results in determination in study This shows that mark R The adjusted square on performance is 0.7 64 (76.4%). This means that style leadership transformational and developmental source Power man contribute 76.4% to performance. Whereas the other side is 23.6% influenced by other variables not included in the study.

Human Resource Management (HR) is recognized as an important global issue in the competitive arena in the era of globalization. It is undeniable that many problems that arise in the development and competition of companies are human-rooted By taking a sample of 72 teachers at SMKN 3 Kediri using correlation and regression analysis techniques. The results of the analysis concluded: 1) The work environment has a negative and significant effect on teacher performance at SMKN 3 Kediri. 2) Work stress does not have a positive and significant effect on teacher performance at SMKN 3 Kediri. 3) Interpersonal communication has a positive and significant effect on teacher performance at SMKN 3 Kediri. 4) Simultaneously it is known that there is a significant influence between work environment, work stress, and interpersonal communication on teacher performance at SMKN 3 kediri.

Human resource management is the process of dealing with various problems faced by employees, workers and employees. Managers and other employees can support the operations of the organization or business to achieve the goals that have been set. The purpose of this study was to determine the effect of leadership style on improving employee performance and to find out the effect of work motivation on improving employee performance. Samples were taken using the Purposive Sampling Technique and produced a sample of 71 people. The data collection method was through the distribution of Google form questionnaires with a Likert scale of 1-5 as a measuring tool. Data analysis techniques in this study used multiple linear regression analysis, partial test (t test), and simultaneous F test. Data processing was carried out using SPSS 25. The results of this study indicate that leadership style has no significant effect on improving employee performance and work motivation. significant effect on improving employee performance.

The background of this research is that in an institution engaged in the health sector, because in an institution human resources are very important in achieving success. The aim of this research is to explain the influence of work ethic and individual characteristics on employee performance. This research uses purposive sampling. The sample in this study was 41 employees from a population of 71 Prambon Health Center employees. In this study, the results showed that work ethic and individual characteristics partially had a significant effect on the performance of Prambon Health Center employees. While simultaneously the two variables have a significant effect on the performance of Prambon Health Center employees.

This study aims to determine the effect of work discipline and human resource development on the performance of the Tasikmalaya Regency Population and Civil Registration Service Employees. This study uses a descriptive method with a quantitative approach. The research population was part of the Tasikmalaya Regency Population and Civil Registration Office employees and used a saturated sampling technique, where all members of the population were sampled, namely 40 respondents. Data collection techniques using interviews and questionnaires. The method used is multiple linear regression analysis with SPSS version 25. The results of this study indicate that Work Discipline (X1) and HR Development (X2) simultaneously have a significant effect on the dependent variable, namely Employee Performance (Y). Work Discipline (X1) partially significant effect on Employee Performance (Y). HR development (X2) partially significant effect on employee performance (Y).