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The purpose of this study was to evaluate the impact of Competence and Work Motivation on Employee Performance and also the role of Work Discipline as a moderator variable. The population used in this study were all civil servants at the Senori District Office, Tuban Regency, and the sample taken using saturated or census sampling techniques, with a total of 37 respondents. Data analysis used Smart Partial Least Square (PLS) software.The results of this study indicate that good competence will improve employee performance, also with good motivation will improve employee performance. This study also found that work discipline can improve employee performance. Furthermore, it was also found that work discipline has a strong moderating role on competence towards employee performance, and has a moderating role on motivation towards employee performance at the Senori District Office, Tuban Regency.

Employee competency development is a key aspect in increasing performance productivity within the State Civil Service Agency (BKN). This research aims to identify the influence of competency development on employee performance productivity at BKN. The research method used is a survey and data analysis using linear regression techniques. This research was carried out in 2024, with the research locus at the Deputy for Supervision and Control of BKN. The research sample consisted of employees involved in the competency development program at BKN. The independent variable is competence, while the dependent variable is employee performance productivity. The results of the analysis show that there is a significant positive relationship between competency development and employee performance productivity. It is known that the coefficient of determination or R²  value is 57,1%. This figure means that the competency variable (X1) has an effect on the work productivity variable (Y) by 57.1%. Meanwhile, the remainder (100% - 57.1% = 42.9%) is influenced by other variables outside this equation or variables that were not studied. These findings highlight the importance of investing in competency development as a strategy to increase employee performance productivity at BKN. Managerial implications and policy recommendations are presented to support efforts to develop human resources and increase BKN organizational efficiency. This research provides an important contribution in understanding the dynamics of the relationship between competency and employee performance productivity in the government context.

This research aims to measure the direct and indirect influence of competence on employee performance through work discipline. This research uses quantitative research methods with the subjects being employees of the North Tambun District Office. The population in this study was 43 employees and the sample size was 43 respondents using the saturated sampling technique formula. The design used in this research is hypothesis testing using the statistical tool SPSS version 26. The results of the research show that competence has no effect on employee performance with a t value of 1.411 > 2.01954, competence has an effect on work discipline with a t value of 3.983 > 2.01954, work discipline has an effect on employee performance with a t value of 5.627 > 2.01954, and the indirect influence of competence on employee performance through work discipline has an effect with a total effect value greater than the direct effect of 0.563 > 0.215.

PT Digdaya Olah Teknologi Indonesia is a company engaged in technology and domiciled in the city of Malang. PT Digdaya Teknologi Indonesia focuses on technology development solutions that have a significant role in various sectors, including MSMEs, private companies, and the government sector. This study aims to prove and analyze the influence of work competence, job training, and career development on the performance of employees of the technology division of PT Digdaya Olah Teknologi Indonesia in Malang. The research method used was quantitative with a saturated sampling technique on 54 employees of the technology division of PT Digdaya Olah Teknologi Indonesia. The analysis technique used in this study is multiple linear regression analysis. Some of the analyses used in this study are, Descriptive Analysis, Validity Test, Reliability Test, Correlation Coefficient Analysis, Partial Hypothesis Test, Simultaneous Hypothesis Test, and Determination Coefficient Test. Meanwhile, the classical assumption tests used in the study are the Normality Test, Multicollinearity Test, Heteroscedasticity Test, Linearity Test, Autocorrelation Test. The results of this study show that work competence has a significant effect on the performance of employees of the technology division of PT Digdaya Olah Teknologi Indonesia in Malang city, job training has a significant effect on the performance of employees of the technology division of PT Digdaya Olah Teknologi in Malang city, career development has a significant effect on the performance of employees of the technology division of PT Digdaya Olah Teknologi in Malang city. And based on the results of the analysis, it was explained that work competence, job training, and career development simultaneously affected employee performance by 53.6% while the remaining 46.4% was influenced by other variables that were not studied in this study.

The purpose of this research is to empirically determine the analysis of competency and innovative work behavior on employee performance mediated by knowledge sharing by conducting a study at the Tual City Personnel and Human Resource Development Agency). This research is positivism research, with the type of research being explanatory research. The population in this study was all employees of the Tual City Personnel and Human Resource Development Agency, totaling 33 people. The data analysis technique used in this research is Partial Least Square-Structural Equation Modeling (PLS-SEM) with the SmartPLS application. The research results show that competency is empirically unable to encourage increased employee performance. Innovative work behavior is empirically unable to encourage increased employee performance. Competency can empirically encourage increased knowledge sharing. Innovative work behavior is empirically able to encourage increased knowledge sharing. Knowledge sharing is empirically able to encourage increased employee performance. Competency is empirically able to encourage increased employee performance mediated by knowledge sharing. Innovative work behavior is empirically able to encourage increased employee performance mediated by knowledge sharing.

Improving organizational performance in the future requires the integration of information technology that not only plays a supporting role, but also as the main tool to ensure success in providing the best service to the community. The role of information technology in the work system has brought significant changes in the world of work, although the main challenge is to improve the competence of human resources which is crucial for the successful performance of government agencies. This systematic research adopted the Preferred Reporting Items for Systematic Reviews approach, by analyzing full articles in English and Bahasa Indonesia. With the implementation of an effective management information system, organizations can manage data and information more efficiently, which in turn enables more accurate and timely decision-making. This contributes significantly to increasing productivity, reducing operational costs, and responding more quickly to changes in the market or business environment. In addition, management information systems also play an important role in human resource management, inventory management, project management, and employee performance evaluation.  

This research can be concluded as follows. The method used in this research is a quantitative method. The population in this study was 39 permanent employee respondents. This research uses the census method and uses a questionnaire for data collection. The results of validity and reliability tests using the Person product moment correlation method and Cronbach's alpha, it is known that the items created are valid and calculations show that work discipline partially has a significant positive effect on employee performance, while partial competence has a significant positive effect on employee performance. The results of calculating the value of the influence of work discipline and competence simultaneously by looking for the coefficient of determination show how much influence there is between the two variables which can be studied from the R value and is 0.742. The size of the R square (R2) is 0.551, so the coefficient of determination (KD) is 0.551 x 100% = 55.1%, this means that it shows the influence of work discipline and competence on employee performance by 55.1% while the remaining 44.9% is influenced by other variables.

The Bureau of Apparatus Human Resources and Organization is one of the echelon II work units at the Secretariat General of the Ministry of Maritime Affairs and Fisheries of the Republic of Indonesia which has the task of coordinating, fostering and managing the human resources of the apparatus within the Ministry of Maritime Affairs and Fisheries. The Bureau of Human Resources Apparatus and Organization in managing human resources needs to pay anttention to the competence and work discipline of each employee in order to produce quality employees and superior performance. This study aims to determine the effect of competence and work discipline on employee performance of the Bureau of Human Resources Apparatus and Organization of the Ministry of Maritime Affairs and Fisheries of the Republic of Indonesia. The research method used is quantitative method with data collection using saturated samples or non probability sampling. A total of 64 respondents were sampled and the data obtained was processed using SPSS 25 software with multiple linear regression analysis techniques which included instrument testing, partial and simultaneous hypothesis testing. The results showed that there was a positive and significant influence, partially and simultaneously competence and work discipline on the performance of employees of the Bureau of Human Resources Apparatus and Organization of the Ministry of Maritime Affairs and Fisheries of the Republic of Indonesia.

This research aims to analyze the influence of competence, intrinsic motivation and emotional intelligence on the performance of Burger King Semarang employees. The method used was quantitative with a sample of 109 respondents using purposive sampling technique. Data analysis includes descriptive analysis of variables, classical assumption tests (normality, heteroscedasticity and multicollinearity), multiple linear regression analysis, as well as t tests, f tests and coefficient of determination tests. The research results show: (1) The t test shows that competence (tcount = 0.002 > ttable 0.05) and emotional intelligence (tcount = 0.000 < ttable 0.05) have a positive and significant effect on employee performance. (2) The F test shows the value of Fcount = 0.000 < Ftable = 0.05, indicating that simultaneously competence, intrinsic motivation and emotional intelligence have a significant effect on employee performance. (3) The coefficient of determination (R² = 0.979) shows that 97.9% of the variation in employee performance can be explained by the variables of competence, intrinsic motivation and emotional intelligence, while the remaining 2.1% is influenced by other variables such as work experience, incentives and promotions. position.      

The purpose of this study is to determine how important career planning is for the State Civil Apparatus (ASN) in improving the performance of government organizations. This research highlights the importance of ASN with integrity, professionalism, and free from KKN practices, with reference to the Law of the Republic of Indonesia Number 5 of 2014 concerning ASN. Achieving organizational goals requires effective human resource management, particularly with regard to career planning and development. Data for this study were collected from various sources of related literature using qualitative methodology and literature review strategy. The research findings show that effective career planning can improve ASN competence and job satisfaction, foster employee motivation, and ensure assignments that match skills and interests. Effective career planning also helps retain exceptional workers and produce future leaders capable of leading the organization. Therefore, ASN career planning patterns are beneficial for the personal development of each ASN and also for the organization as a whole.

The purpose of this research is to analyze the partial significance of the influence of work motivation, work discipline, organizational commitment, and competence on employee performance in DPKUKM Cilacap Regency. The sample in this study includes the entire population, consisting of 38 employees. The sampling technique used is proportional random sampling. Data analysis is conducted using multiple linear regression. The results of this research is work motivation, organizational commitment, and competence have a significant positive effect on the performance of DPKUKM employees in Cilacap Regency. However, work discipline does not have a significant effect on the performance of DPKUKM employees in Cilacap Regency. The implications of this research suggest that DPKUKM Cilacap Regency needs to enhance employee performance by: 1) increasing work motivation by improving employee compliance with applicable regulations; 2) enhancing organizational commitment by strengthening the sense of family among employees; 3) improving competence by training employees in precision at work. Although work discipline does not significantly influence employee performance, DPKUKM Cilacap can improve punctuality in working hours through stricter monitoring of office entry, break, and departure times.  

This research is based on the gap phenomenon in the form of the level of work achievement of employees which is considered not optimal. Condition can demonstrated through reports on the work achievements of Purbalingga Regency Education and Culture Service employees and research gaps in the form of differences in research results for each variable. The aim of this research is to analyze the influence of work motivation, training, competence and job satisfaction on the work performance of employees of the Purbalingga Regency Education and Culture Service. The population in this study ASN employees of the Purbalingga Regency Education and Culture Service, totaling 86 people with a sample of 75 respondents. The data analysis method used is multiple linear regression and hypothesis testing using t test calculations. The results of this research show work motivation, training, competence and job satisfaction influence work performance. From the results the research, can be implied that the leadership of the Purbalingga Regency Education and Culture Office needs to provide recognition to employees, needs to pay more attention to the qualifications of trainers for employees, increases responsiveness in carrying out work, needs to pay attention to the amount of payment an employee receives as needed.

This research was conducted because the author observed the conditions at the Ciamis Regency Regional Financial and Asset Management Revenue Office, which showed that some employees had suboptimal performance even though they already had adequate competence. This low performance is caused by a lack of attention and support from leaders, lack of cooperation between divisions, employee competencies that are still below organizational expectations, and rapid development of information technology that is not balanced by the improvement of knowledge, skills, and work attitudes of employees. As a result, the results of the work produced have not been optimal. Many employees lack discipline in carrying out the rules and work procedures set by the organization, which can also be seen from the untimely attendance and the presence of employees who are absent from their duties. Employee empowerment is also uneven because employees who have the necessary skills are limited, so more work is done by certain employees only. The delegation of work is also often not accompanied by a complete explanation to the recipient, causing the completion of the work to exceed the set time target and the quality of the work is not optimal. The purpose of this research is to study, know, and analyze the influence of the work environment, competence, and empowerment on employee performance. This study uses an explanatory survey method with a quantitative approach, as well as descriptive and inferential statistical data analysis techniques with correlation analysis and multiple regression analysis tools. The results of the study show that the work environment, competence, and empowerment are empirically in high condition, and have a significant influence on employee performance. A good work environment, very high competence, and optimal empowerment have a positive effect on high employee performance.

This research discusses the importance of teamwork in improving employee performance in a company. Teamwork is an effective way to unite all employees in achieving company goals with better results. Several important aspects of teamwork include clear goals, open and honest communication, cooperative decision making, and an atmosphere of trust. Research shows that teamwork has a positive influence on employee performance, especially in teams involved in complex knowledge work. Other factors that influence employee performance include competence, work motivation, leadership, and work environment. Employee performance assessments are carried out to improve work quality, career development and compensation adjustments. This research uses qualitative methods with literature studies to explore information from various relevant sources.

Regarding the implementation of employee performance of the Housing, Residential Areas and Land Agency of Cilacap Regency, it is marked by the fact that there are still delays in completing tasks and work for employees. This results in delays in providing reports on their tasks and work to the leadership, and low employee awareness of the tasks/obligations that are their responsibility and inadequate employee abilities for the tasks assigned to the work apparatus. The formulation of the problem proposed in this study includes: 1. How does work motivation affect employee performance? 2. How does competence affect employee performance? 3. How much influence do work motivation and competence have on employee performance? The method used in this study uses a quantitative method. To analyze it, using statistical correlation and multiple regression test data analysis using the SPSS program. The results of the analysis prove that motivation has a positive and significant effect on employee performance. This means that the higher the motivation, the higher the employee performance, this is evidenced by the results of the analysis of the contribution data of X1 to Y with a coefficient of determination (r2) of 0.407 (40.7%) and then competence has a positive and significant effect on employee performance. This means that the higher the competence, the higher the employee performance, this is evidenced by the results of the analysis of the contribution data of X2 to Y with a coefficient of determination (r2) of 0.453 (45.3%). Furthermore, motivation and competence have a positive and significant effect on employee performance. This means that if there is motivation and competence, then employee performance will also increase. This is evidenced by the results of the analysis which states the contribution of variables X1 and X2 to Y with a correlation (r) of 0.722. If consulted with the table of interpretation values ​​r, then the level of relationship between X1 and X2 to Y is included in the fairly strong category. The coefficient of determination (r2) is 0.521 which means that motivation and competence affect employee performance by 52.1% while the remaining 47.9% is influenced by other factors outside that are not studied.

With empowerment conditions that can be seen from the four dimensions, namely meaning, competence, self-determination, impact, job satisfaction will be created which will then have an impact on company performance. In the property sector, decisions on project work take into account the correctness of the information, certainty of payment methods and profit margins that are appropriate to the level of project difficulty. Employees' skills and abilities in negotiating, planning, being keen to see opportunities and making decisions in the project process from start to finish are always needed to counter changes and environmental influences that will inevitably occur in the project work process. The success of a project work can be seen from the company's performance which is based on the completion of a project according to or faster than schedule and conformity to the detailed project specifications agreed with the project owner.    

This research aims to test how much influence financial knowledge and personality have on This research aims to examine the influence of work experience and work motivation on employee performance through job competence. The data collection method is through surveys and distributing questionnaires, with a sample of 57 respondents. The analytical method used is structural equation modeling using smartpls. The research of this study conclude that : (1) work experience influences work competency at PT. Transco Energi Utama. (2) work motivation has a negative and significant influence on work competence at PT. Transco Energi Utama. (3) work experience does not have a positive and significant effect on employee performance at PT. Transco Energi Utama. (4) work motivation does not have a positive and significant effect on employee performance at PT. Transco Energi Utama. (5) work competency has a positive and significant influence on employee performance at PT. Transco Energi Utama. (6) work experience has a negative and significant effect on employee performance through work competency at PT. Transco Utama Energi. (7) work motivation has a positive and significant effect on employee performance through work competency at PT. Transco Energi Utama.

In this research, quantitative methods were used to measure the influence of competency and social support on employee performance at the Regional Apparatus Organization (OPD) Office of Penajam District, North Penajam Paser Regency. This research aims to determine and analyze the impact of Human Resource Competency on Employee Performance. Second, this research aims to understand and analyze the Effect of Social Support on Employee Performance and third, this research also aims to evaluate the simultaneous impact of Human Resource Competency and Social Support on Employee Performance in Regional Apparatus Organizations (OPD) Penajam District, Penajam Regency North Paser. The research results show that employee competency has a positive and significant impact on their performance in the Penajam District OPD. This illustrates that the higher the level of competency, the more optimal the employee's performance, in line with the concept that skills and abilities directly influence work results. Additionally, social support also plays an important role, with the finding that support from colleagues and superiors creates a conducive work environment, increases motivation, and reduces stress levels, contributing to improved overall performance. Simultaneously, the combination of competence and social support also has a positive and significant impact on employee performance in the Penajam District OPD, emphasizing the importance of having adequate skills and social support in creating optimal conditions for improving performance.

Human resources are very valuable assets and are a major investment that can determine the progress of an organization. Human resources who have knowledge, skills and attitudes that are in accordance with the needs of the organization will encourage creativity and new innovations so that they become a source of unique competitive advantage that is difficult to imitate. Thus, human resources as an asset in an organization must be managed effectively so that they are useful and effective in realizing organizational goals. Employee performance can be used as a benchmark to assess the progress of an organization. Performance measures can be seen from the number and quality of certain aspects according to the standards set by the organization or company, the form can be tangible (the measuring instrument or standard can be determined) or intangible (the measuring instrument or standard cannot be determined), depending on the form and process of implementing the work. This study aims to determine the level of work competence and work motivation as an effort to improve the performance of employees of the Archives and Library Service of Banjar City. This study uses a descriptive survey method, namely research that seeks to collect data, critically analyze the data and conclude it based on facts during the research period. The population in this study were employees of the Archives and Library Service of Banjar City, both civil servants and non-civil servants. Data processing used SPSS version 20. The results of the study were obtained from the results of testing with multiple linear regression tests showing that competence had an effect of 48.3%, and work motivation had an effect of 44.5% on performance partially, overall both variables had an effect of 78.9% and the remaining 21.1% was influenced by other factors.

This study investigates the impact of digital gamification on employee motivation, engagement, and productivity in technology companies. Gamification, which integrates game design elements such as rewards, badges, and leaderboards into non-game environments, has gained popularity as a tool for enhancing employee performance in workplaces. The research employs a quantitative survey methodology to gather data from employees in technology firms that have implemented gamified systems. The findings reveal that gamification significantly increases employee motivation by tapping into intrinsic motivators such as autonomy, competence, and relatedness. Employees reported higher levels of engagement, with many attributing their increased participation to the fun and competitive nature of gamified tasks. Additionally, productivity improvements were observed, particularly among employees in roles that require individual performance, such as software engineers, where autonomy and goal-setting were key factors. The study also identifies variations in the effectiveness of gamification based on factors such as job role and organizational culture, emphasizing the need for customization to suit different employee needs. Despite these positive outcomes, challenges such as employee resistance, poorly designed systems, and resource constraints were noted as barriers to successful gamification implementation. These findings suggest that gamification is an effective strategy for improving motivation and engagement in technology companies but requires thoughtful design and alignment with company culture to maximize its impact. Future research should explore the long-term effects of gamification and examine how specific elements, such as leaderboards and rewards, influence employee behavior across different demographics.