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

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

Education plays a crucial role in shaping superior human resources, where learning motivation is the main factor in students' academic achievement. One of the external factors that contribute to learning motivation is family social support. This study aims to analyze the effect of family social support on the learning motivation of grade IX students at SMPN 5 Tangerang. A quantitative approach was used in this study with a survey method by distributing questionnaires to randomly selected respondents. The data obtained were analyzed using simple linear regression to test the relationship between the independent variables, namely family social support, and the dependent variable, namely student learning motivation. The results showed that there was a positive and significant relationship between family social support and student learning motivation. The most dominant forms of support in increasing learning motivation include emotional, financial, instrumental, and reward support. The implications of this study emphasize the importance of family involvement in the education process in order to increase student learning motivation. With optimal support from the family, students are expected to have a higher enthusiasm for learning and achieve better academic achievement.

This study aims to analyse the effect of work climate on teacher morale at MAN 1 Medan. Work climate is an important factor in creating a work atmosphere that supports the performance and motivation of educators. Teachers' morale, as an indicator of the success of the education process, is influenced by various aspects, including interpersonal relationships, leadership of the madrasah head, and work environment conditions. This study used a quantitative approach with a survey method. Data were collected through questionnaires distributed to 50 teachers at MAN 1 Medan. Work climate variables were measured through dimensions such as leadership, openness of communication, and peer support. Meanwhile, morale was measured through indicators of productivity, motivation, and commitment to duty. Data analysis was conducted using simple linear regression technique to determine the relationship and influence between the two variables. The results showed that work climate has a significant influence on teachers' morale at MAN 1 Medan. This finding indicates that a positive work climate, characterised by open communication, adequate support, and inspirational leadership, can significantly improve teachers' morale. Conversely, a less conducive work climate negatively impacts teachers' motivation and performance. This study concludes that effective work climate management is an important strategy in improving teachers' morale. The madrasah is advised to pay attention to the aspects that make up the work climate, such as rewarding performance, creating a harmonious working atmosphere, and ensuring good communication between the madrasah head and teachers. Thus, the quality of education at MAN 1 Medan can continue to be improved through strengthening the morale of the teaching staff.

This research is motivated by the limited workforce at Risse Convection, where this convection has not been able to increase income significantly due to limited production capacity caused by a lack of qualified workforce. The aim of this research is to provide concrete recommendations for Risse Convection in developing an effective human resource development strategy to deal with workforce limitations and meet demand for sharia clothing products. The following is the essence of the research based on the problem formulation for copra entrepreneurs in Nagari Lansek Kadok: the majority of copra entrepreneurs in Nagari Lansek Kadok, South Rao District, Pasaman Regency, prioritize excellent service to customers and analyze the growth of their business to increase people's income. Because most of the residents of Nagari Lansek Kadok have lower middle class incomes, the community still views the purchase price given by the seller (copra entrepreneur) as reasonable. The business strategies of Nagari Lansek Kadok copra entrepreneurs, the factors that hinder these entrepreneurs, and the development strategies carried out by traders in this area are things that need to be improved if the residents of Nagari Lansek Kadok, South Rao District, Pasaman Regency can make improvements. to see an increase in their income. The reason behind this is that they continuously incorporate new ideas into the development of their company. Based on the research results, it can be concluded that the human resource development strategy to overcome the limited workforce in Risse Convection Sungai Pua, Agam Regency is: 1. Lack of workforce at Risse Konveksi resulted in reduced production of sharia clothing on the market, workforce competency occurred due to the lack of special training for employees, resulting in the work being completed more slowly or not on time. To overcome this problem, Risse Convection implements an annual reward system, and employee training is carried out personally. For new employees, Risse Convection uses its convection advantages in innovative sharia clothing designs to be able to recruit employees from the surrounding area or outside the village/nagari as well as the use of social media to promote new design innovations to reach a wider audience and increase brand visibility. 2. By using the SO (Strength-Opportunity) strategy method, namely optimizing existing strengths by taking advantage of existing opportunities. The SO (Strength-Opportunity) strategy that can be applied in increasing employment at Risse Convection is: utilizing excellence in innovative sharia clothing design to recruit employees from the surrounding area or outside the village/nagari and maintaining an annual reward system for employees who work hard to improve motivation and productivity.

This study aims to: 1) Identify the methods used by instructors in developing religious character through Qur’anic education at Taman Pendidikan Al-Qur’an (TPQ) Miftahul Huda, located in Segaralangu Village, Cipari District, Cilacap Regency; 2) Describe the implementation of religious character-building methods at the institution; and 3) Analyze the supporting and inhibiting factors in applying these methods. The research employs a descriptive qualitative approach with field research as its design. Data collection techniques include observation, interviews, and documentation. Data analysis was carried out through data reduction, data presentation, and conclusion drawing. The results indicate that the methods used for developing religious character include habituation, exemplary behavior, lectures/advice, as well as rewards and punishments. The learning process at TPQ involves habitual practices such as praying before and after lessons, disciplinary measures for tardy students, and promoting respectful behavior toward teachers and peers. Supporting factors include the presence of competent instructors, many of whom are alumni of TPQ Miftahul Huda, motivated students who actively participate in learning, adequate learning facilities, and a conducive learning environment. Inhibiting factors include unmotivated teachers, students with low learning motivation or who are prone to joking during lessons, lack of student preparedness (e.g., not bringing learning materials such as the Qur’an), and limited infrastructure, particularly classroom space, which necessitates a two-session system (day and afternoon classes).

Informed consent is a crucial component of medical records that ensures the legality and ethical compliance of medical procedures conducted on patients. At RSUP Surakarta, the completeness of informed consent documentation in the surgical ward has consistently failed to meet the national minimum service standard of 100%, with observed monthly completion rates ranging from 86% to 98% throughout 2024. This study aims to analyze the factors contributing to the incomplete documentation of informed consent in the surgical ward. A qualitative descriptive approach was employed using data collection techniques such as direct observation, in-depth interviews, documentation review, and participatory methods including the USG (Urgency, Seriousness, Growth) prioritization technique and brainstorming. The study involved four key informants: a medical services director, a surgeon, a surgical nurse, and a medical records officer. Findings indicate that the main contributing factors are the absence of Standard Operating Procedures (SOP) for consent documentation, lack of training, insufficient internal and external motivation due to absence of rewards or enforcement measures, limited knowledge, and short tenure of some staff members. The USG analysis identified the absence of an SOP as the most critical issue. Consequently, the development and dissemination of an SOP, coupled with regular staff training, were recommended as corrective measures. This study underscores the importance of structural and motivational support in improving the completeness of informed consent documentation, which is vital for patient safety and institutional accountability.

Penelitian ini untuk menganalisis pengaruh insentif, non finansial – reward dan disiplin kerja terhadap motivasi kerja salesperson toko candi elektronik 310 Surakarta. Hipotesis yang diajukan dalam penelitian ini, yaitu H1 : diduga intensif berpengaruh terhadap motivasi kerja, H2 : diduga non finansial - reward berpengaruh terhadap motivasi kerja, H3 : diduga disiplin kerja berpengaruh terhadap motivasi kerja, dan H4 : diduga insentif, non finansial - reward, dan disiplin kerja secara simultan berpengaruh terhadap motivasi kerja. Metode penelitian yang digunakan adalah penelitian kuantitatif dengan menggunakan observasi, wawancara dan angket kuesioner, yang bertujuan untuk memberikan penjelasan. Penelitian survei merupakan penelitian yang mengambil sampel dari suatu populasi dan menggunakan kuesioner sebagai alat pengumpulan yang pokok. Pengambilan sampel menggunakan teknik total sampling atau sensus yaitu teknik penentuan sampel bila semua anggota populasi digunakan sebagai sampel. Penelitian melibatkan sebanyak 34 orang karyawan sebagai responden, data dianalisis dengan model regresi linear berganda dengan menggunakan aplikasi SPSS v26. Hasil analisa data menunjukkan bahwa nilai Thitung variabel Insentif sebesar 4,217, variabel Non Finansial - Reward sebesar 2,955 dan Disiplin Kerja sebesar 3,638. Sedangkan untuk nilai ttabel sebesar 2,042. Dari hasil penelitian tersebut dapat disimpulkan bahwa insentif, non finansial – reward dan disiplin kerja secara parsial dan simultan berpengaruh terhadap motivasi kerja Toko Candi Elektronik 310 Surakarta.

This study examines the application of management psychology approach as a strategy to improve the effectiveness of learning and performance of educators in Indonesia. Using descriptive-analytical qualitative methods, this study explores how factors such as work motivation, leadership, and stress management contribute to creating a conducive educational environment. Literature analysis and empirical findings reveal that increasing educator motivation through rewards, feedback-based evaluation, and the implementation of transformational and participatory leadership can significantly increase work enthusiasm and innovation in the learning process. In addition, balanced workload management and the provision of work welfare programs have been shown to help reduce stress levels and improve the psychological well-being of educators. The results of this study provide recommendations for educational institutions to integrate the principles of management psychology into human resource management policies in order to achieve continuous improvement in the quality of teaching and learning.

This study aims to analyze human resource development (HRD) in improving employee performance at PT. Weelim Indo Perkasa. Effective HRD development is considered an important factor in improving employee productivity and work quality, which in turn has an impact on the success of the company. The research method used is a quantitative approach with descriptive analysis to describe the relationship between HRD development programs and employee performance. The results of the study indicate that structured training, ongoing performance evaluation, and employee empowerment can improve employee competence and motivation, which have a positive impact on their performance. In addition, the implementation of a fair reward system and improvement of work infrastructure have also been shown to contribute significantly to improving performance. This study suggests that companies continue to develop more integrated HRD development policies and programs, and pay attention to employee retention aspects to achieve more optimal long-term goals. Thus, ongoing HRD development is the key to improving employee performance and company progress.

This study aims to examine the influence of reward strategies, management behavior, and remuneration on the work motivation of Madrasah Aliyah Negeri (MAN) teachers in Jambi Province, both partially and simultaneously, as well as directly or indirectly. Using a quantitative approach with a survey method of 145 teachers and analyzed by path analysis, this study shows that the three independent variables have a significant effect on teachers' work motivation. Key findings include the direct influence of reward strategies and management behaviors on remuneration and work motivation, as well as indirect influences through remuneration. Overall, the results indicate that the better the reward strategy, management behavior, and remuneration, the higher the teacher's motivation to work.  

Qur’anic literacy plays a strategic role in shaping students’ character in Islamic educational institutions, particularly at TPQ and RTQ. This study aims to analyze how Qur’anic literacy contributes to strengthening children’s moral, spiritual, and social values in both formal and non-formal educational contexts. Employing a qualitative approach through an extensive literature review, the research synthesizes findings from previous studies on Qur’an-based character education, emphasizing the multidimensional nature of literacy that goes beyond reading and memorization. Qur’anic literacy encompasses understanding, internalizing, and applying Qur’anic teachings in daily behavior and decision-making processes. The results indicate that several interrelated factors influence this process, including habituation through regular practice, exemplary role models provided by parents, teachers, and community leaders, as well as the role of the social environment in reinforcing values. Furthermore, constructive implementation of rewards and sanctions is found to be effective in sustaining children’s motivation and discipline. Early habituation of reading, memorizing, and reflecting on the Qur’an has been proven to nurture positive traits such as responsibility, honesty, empathy, and social awareness. The study highlights that Qur’anic literacy is not only a pedagogical tool but also a holistic instrument of character formation that aligns spiritual values with modern educational challenges. These findings affirm the necessity of optimizing Qur’anic literacy programs through synergy among families, schools, and communities, ensuring that children grow into religious, virtuous, and resilient individuals. Ultimately, Qur’anic literacy serves as a foundation for building a generation that is intellectually capable, spiritually grounded, and socially responsible in contributing positively to society and addressing global challenges.

This research analyzes the influence of leadership, work facilities, competence and motivation on the performance of employees of the Ketakasi Fruit Cooperative in Jember. Effective leadership, adequate work facilities, employee competence, and motivation are the main factors that influence productivityThis research used a total population of 69 employees of the Ketakasi Fruit Cooperative in Jember. This research uses a saturated sample method. The results of the research show that leadership, work facilities, competence and work motivation have a significant influence on lecturer performance and together these factors have a significant influence on lecturer performance. From the results, it is concluded that the research emphasizes the importance of competency-based leadership (communication, analysis, decision making) to create a supportive work environment, increase employee motivation and performance. The results can help design more effective leadership development programs. Adequate work facilities increase employee comfort, efficiency and productivity. These findings encourage organizations to improve relevant facilities to create a conducive work environment and reduce turnover rates. Employee competencies (knowledge, skills, attitudes) have a significant influence on performance. Organizations can use these results to develop training that focuses on increasing competency, supporting productivity, and increasing competitiveness. And work motivation has a no direct impact on employee performance. Institutions can leverage these results to design motivation-enhancing programs, such as rewards or recognition, to create a more productive work environment.

Employee performance is a crucial aspect that plays a crucial role in maintaining the sustainability, productivity, and competitiveness of a company, including in the micro, small, and medium enterprises (MSMEs) sector. Optimal performance levels not only impact the achievement of company targets but also influence customer satisfaction and business churn. One factor believed to be able to improve employee performance is the provision of rewards and motivation. Rewards can be financial or non-financial, which serve as a form of company appreciation for employee contributions. Meanwhile, motivation functions as an internal driver that raises work enthusiasm to achieve the best results. This study aims to analyze the effect of rewards and motivation on employee performance at the Nasi Kulit Syuurga MSME. The study used a quantitative descriptive approach with a saturated sampling technique, where the entire population of 32 employees were used as respondents. The research instrument was a structured questionnaire, and the data obtained were analyzed using multiple linear regression methods using SPSS version 25 software. The results showed that rewards have a significant influence on employee performance. This indicates that appropriate recognition can improve work quality and productivity. However, motivation partially did not have a significant effect on employee performance, which is likely caused by other factors such as working conditions, organizational culture, or suboptimal job satisfaction. Nevertheless, rewards and motivation have been shown to simultaneously contribute to improved employee performance. This finding underscores the importance of designing an effective reward system, coupled with more targeted motivation strategies, to enable MSMEs to retain high-performing employees and increase their competitiveness.

"Insider" practices and "privileges" are often overlooked in human resource management (HRM) discourse, despite their significant impact on organizational justice, employee motivation, and overall performance. This article explores how informal connections and preferential treatment undermine meritocratic systems, distort perceptions of fairness, and reduce job satisfaction and employee commitment. Using a qualitative case study approach, the findings reveal that perceptions of injustice caused by informal practices—such as promotions based on personal ties, biased performance evaluations, and exclusive access to opportunities—can significantly weaken both intrinsic and extrinsic employee motivation. The study highlights the urgency of implementing transparent, accountable, and performance-based reward systems as strategic efforts to foster a fair and healthy organizational culture. Practically, organizations must develop HRM policies that are not only procedurally fair but also perceived as equitable to sustain long-term employee productivity and retention.

This research aims to determine the effect of rewards on the performance of CV Teknika Kreasindo employees in Makassar City. The variables in this research consist of the independent variable, namely Reward, and the dependent variable, namely employee performance. The population and sample in this research are all CV employees. Teknika Kreasindo in Makassar City. The data collection techniques used were observation and questionnaires. The data analysis technique used is simple linear regression analysis with SPSS version 26 software to prove the hypothesis. The results of this research show that there is a positive and significant influence between the rewards given by the company on employee performance. These findings indicate that providing appropriate rewards can increase employee motivation and work productivity, so that they can contribute to organizational achievements. It is hoped that this research can provide a reference for companies in designing effective reward systems to improve employee performance.

Learning motivation is a key factor in students' academic success. This study aims to analyze the effect of intrinsic rewards, extrinsic rewards, and punishments on elementary school students' learning motivation. Using the literature review method, this research examines various literatures related to the application of reward and punishment strategies in education. The results show that appropriately given rewards can enhance both intrinsic and extrinsic motivation in students. Intrinsic rewards, such as a sense of achievement and self-pride, encourage students to continue learning and develop independently, while extrinsic rewards, such as praise or gifts, provide external incentives that reinforce student motivation. On the other hand, punishments applied wisely can instill discipline and improve students' learning focus. However, rewards are found to be more effective in increasing student motivation compared to punishments, as rewards create a positive and enjoyable learning environment. Punishments, if overused or applied inappropriately, can negatively affect student motivation and lead to stress or fear. This study also shows that a combination of both approaches—rewards and punishments—when applied in the right balance, can produce optimal results in supporting students' academic development. These findings provide important implications for educators in designing effective learning strategies to enhance students' learning motivation, as well as the importance of a balanced and thoughtful approach to students' needs and characteristics.

The purpose of this study was to analyze the significance of the influence of work motivation, workload and work discipline on the performance of inpatient room nurses at Karanganyar Regency Hospital. This research is a quantitative study at Karanganyar Regency Hospital with a population of 239 inpatient room nurses. The sample was 71 people with proportional cluster random sampling technique. Data collection techniques using questionnaires and observation. Data analysis techniques using multiple linear regression analysis, t test, F test, and coefficient of determination (R2) test. The t test results show that work motivation, workload, work discipline have a significant partial effect on the performance of inpatient room nurses at Karanganyar Regency Hospital. The results of the F test obtained the right model in predicting the effect of work motivation (X1), workload (X2) and work discipline (X3) on nurse performance (Y) in the hospital room of Karanganyar Regency Hospital.  Based on the results of the study, it is hoped that the Director will provide opportunities for nurses to participate in education and training and provide rewards proportional to workload, namely medical services according to the number of patients served.

This study aims to analyze in depth the principal’s policies in improving teacher performance at public junior high schools (SMP Negeri) in Keluang District, Musi Banyuasin Regency. The principal plays a strategic role as an educational leader who is responsible for directing, guiding, and developing human resources—particularly teachers—so that they can perform professionally in accordance with the demands of the Merdeka Curriculum. This research employs a descriptive qualitative approach, using data collection techniques such as in-depth interviews, direct observation, and document analysis. The research subjects include principals, teachers, and school supervisors. The findings reveal that the principal’s policies to improve teacher performance are implemented through four main strategies. First, enhancing teacher competence through training, workshops, academic supervision, and continuous professional development activities. Second, implementing reward and sanction systems to foster motivation and discipline among teachers. Third, building a collaborative work culture through subject teacher discussions (MGMP), regular meetings, and reflective teaching activities. Fourth, strengthening participatory leadership by involving teachers in school planning and evaluation processes. These policies have proven effective in improving teachers’ sense of responsibility, creativity, and instructional innovation. Thus, the principal’s role as a transformational leader is crucial in creating a conducive work environment and fostering efforts to improve the quality of education at the junior secondary school level.

Education in Indonesia faces various challenges to meet the demands of a growing society. One of the important aspects in improving the quality of education is teacher competence. The leadership of the principal plays a significant role in encouraging the improvement of teacher competence, which in turn will have an impact on the quality of learning in schools. This study aims to describe how the principal's leadership in improving teacher competence at State Elementary School 09 Pemouthan, as well as the factors that support and hinder the process and how to overcome these obstacles. This research uses a qualitative descriptive approach through observation, interviews and documentation. The results of the study show that the principal of State Elementary School 09 Pemouthan in improving teacher competence has implemented various leadership strategies, including by acting as an educator, manager, administrator, supervisor, leader, innovator and motivator to improve teacher competence. The supporting factors encountered include the provision of resources, the use of technology in learning, and creating a positive work environment. Meanwhile, inhibiting factors include budget limitations, resources, time, lack of self-motivation and resistance to change. To overcome this, the principal encourages teachers to optimize the use of technology and the internet to access online training materials, build a positive learning culture by forming a learning community and involving driving teachers as resource persons, as well as providing rewards as competency support.