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The purpose of this research is to build a mutation pattern policy based on Justice, Certainty, and Benefit. this policy is associated with talent management that has been implemented in Financial and Development Supervisory Board (BPKP). The method used in this research is a case study method based on phenomena that occur in BPKP. the result of this research is the formation of a mutation pattern policy, namely mutations based on organizational needs with the pattern Organization - Organization - Domicile and mutations based on employee needs. With this mutation pattern policy, employees are expected to improve their performance. But this research does not further examine the effect of this mutation policy on employee performance and also does not consider other factors such as age, gender of employee and Fund to apply this policy

This research at the Public Housing and Settlement Area Service (PRKP) Karawang Regency,Identification of research problems Compensation is not in accordance with performance. (X1), servicequality has not met expectations. (X2), Inadequate facilities and infrastructure. (X2), Have not reachedstandardization of performance. (Y) and Less Effective Employee Performance. (Y) so the problem iswhether there is an effect of salary levels and employee performance on service quality at the PublicHousing and Settlement Area Service (PRKP) Karawang Regency, then the benefits for postgraduatestudents can be used as a reference for further research. Employee Salaries and Performance on ServiceQuality at the Public Housing and Settlement Area Office (PRKP) of Karawang Regency. Quantitativeresearch methods by observation and distributing online questionnaires to respondents, Data Analysis byCollecting data on the first Primary and secondary model analysis, Data reduction, Data presentation,Drawing conclusions. combined the two indicators in accordance with the hypothesis. In this test, it can beseen that Compensation (XI) and Service Quality (X2) have a significant effect on Employee Performance.Based on the conclusions and consequences described, the author intends to improve the compensationvariable X1 and Service Quality Variable (X2) if you want to increase employee performance variable (Y).

This research was conducted to determine the effect of transformational leadership and the physical work environment on the performance of PNPN employees with motivation as an intervening variable in land offices throughout West Priangan (Cianjur Regency, Sukabumi Regency and Sukabumi City). It is hoped that this research can provide input for institutions in improving the quality and quantity of Transformational Leadership, Physical Work Environment and Motivation, in order to improve employee performance. In this research, sampling was used using Simple Random Sampling by distributing questionnaires to 113 ASN employees at the West Priangan Land Office in 2024. Data from the questionnaire were analyzed using SPSS Version 27 and Lisrel 8.80 software. The results of this research state that Transformational Leadership influences Employee Performance, the Physical Work Environment influences Employee Performance, Motivation influences Employee Performance, Motivation is able to mediate the influence of Transformational Leadership on Employee Performance, as well as the Physical Work Environment, Motivation can still mediate its influence on Employee Performance.

This study examines the influence of work-life balance and compensation on employee performance, focusing on 50 part-time student employees at Suweger Indonesia in Surabaya. Respondents were selected through purposive sampling, targeting individuals balancing academic and work responsibilities. The analysis utilized the Partial Least Square (PLS) method and revealed that compensation significantly and positively influences employee performance, indicating that improved compensation boosts performance. Meanwhile, work-life balance shows a positive but statistically insignificant effect. These results highlight the dominant role of compensation in improving employee performance, complemented by the contribution of work-life balance.

The effect of Segmenting, Targeting, and Positioning (STP) tactics on Mutia Kaos Banjaran's sales performance is investigated in this study. Finding the impact of each STP component, both separately and collectively, on sales is the goal. The study employs a quantitative methodology, gathering information from 100 respondents via questionnaires. While positioning has no discernible effect on sales, the results show that segmenting and targeting significantly increase sales. Targeting students and private employees, as well as segmenting the market to focus on young female consumers between the ages of 21 and 30, proved to be successful tactics. However, to improve consumer perception and brand identity, positioning needs to be improved. All things considered, STP tactics greatly increase sales; they account for 76.9% of the variation in sales. These results highlight how crucial targeted and integrated marketing strategies are to improving company performance.

His study aims to (1) To know and explain the effect of job training on employee performance of PT Ungaran Sari Garment Ungaran Branch, (2) To know and explain the effect of financial compensation on employee performance of PT Ungaran Sari Garment Ungaran Branch, (3) To know and explain the effect of career development on employee performance of PT Ungaran Sari Garment Ungaran Branch, (4) To know and explain the effect of job training, financial compensation, and career development on employee performance of PT Ungaran Sari Garment Ungaran Branch.The method used in this research is quantitative research method. The conclusions of this study are: (1) Job training has a positive and significant effect on employee performance of PT Ungaran Sari Garment Ungaran Branch, (2) Financial compensation has a positive and insignificant effect on employee performance of PT Ungaran Sari Garment Ungaran Branch, (3) Career development has a positive and significant effect on employee performance of PT Ungaran Sari Garment Ungaran Branch, (4) Job training, financial compensation, career development affect employee performance of PT Ungaran Sari Garment Ungaran Branch

This final report aims to design a website-based electronic archiving system using PHP and MyAdmin. The data collection method used by the author in this research is the field research method through interviews, observation, library research, and descriptive qualitative data analysis techniques using the waterfall method, namely the Development Life Cycle (SDLC) system, which is used to develop information systems in the website creation process. This method uses a systematic and gradual approach. This electronic filing system can help companies overcome various obstacles when recording and rediscovering documents. Automating processes in the system in systematic recording and storage can save time and help provide information quickly so that the administrative process is smooth. Reduces the use of paper (less paper) because documents are stored in digital format, so documents will not pile up and can reduce the use of archive storage space. In electronic archiving, there is no longer a need to manually record the agenda for incoming and outgoing letters, because when recording transactions, incoming or outgoing letters will be automatically recorded on the agenda for incoming or outgoing letters. For the system to continue running optimally, it is recommended that companies carry out employee training, routine system maintenance, continuous development, implementation of information security policies, and regular system performance monitoring.  Implementing these recommendations is expected to increase operational efficiency and accessibility of company information

Ther success of a company depends on the work achievements of employees. The purpose of this study is to determine the influence of democratic leadership style, job satisfaction, and organizational citizenship behavior partirally and simultaneously on the performance of employees of the National Land Agency of Gianyar Regency. A total of 65 ermployees became the population in this study and by using saturated sampling, a sample of 65 respondents was obtained. The data analysis used in this study is the classical assumptiron test, multiple linear regression analysirs, determination analysis, partial significance test (t-test), and simultaneous significance test (F-test). The results of the study prove that democratic leadership style, job satisfaction, and organizational citizenship behavior partially and simultanerously have a positive and significant effect on employee performance at the National Land Agency of Gianyar Regency. An employeer who has a leader with the right leadership styler, will creater job satisfaction in the minds of employeers which will later increaser the effectiveness of employeers at work and have an impact on improving employeer performance.

The success of a company depends on the work achievements of employees. Communication between fellow employees and superiors, employees' emotional intelligence, and work climate determine the performance produced by employees. The purpose of this study is to determine the influence of communication, emotional intelligence, and work climate partially and simultaneously on the performance of Prasi Hospitality employees. A total of 70 employees became the population in this study and by using saturated sampling, a sample of 70 respondents was obtained. The data analysis used in this study is the classical assumption test, multiple linear regression analysis, determination analysis, partial significance test (t-test), and simultaneous significance test (F-test). The results of the study prove that communication, emotional intelligence, and work climate partially and simultaneously have a positive and significant effect on employee performance at Prasi Hospitality. Communication between fellow employees that is well established, supported by high emotional intelligence and a good work climate, tends to encourage employees to achieve optimal performance.

 The Effect of Leadership and Competence on Employee Performance at the Tanralili District Office, Maros Regency. Thesis Management Study Program of the Indonesian Institute of Education Management (STIM-LPI) Makassar, supervised by Dr. Andi Irfan, SE., M.Si and Dr. Amiruddin, S.Ag., M.Ag This research is to determine the effect of leadership and competence partially and the joint influence between leadership and competence on employee performance at the Tanralili sub-district office, Maros Regency. The object of this research is the tanralili sub-district office in maros district. The type of research used is quantitative research by distributing questionnaires via google from. The sample amounted to 32 civil servants. The results of this study indicate that the partial test of Leadership has a significant effect of 0.001 or below 0.05 while Competence also has a positive effect, while simultaneously has a significant effect of 0.001 <0.0 with an F value of 48,243.

The purpose of this research is to determine the influence of accounting information systems, internal control systems and work motivation on employee performance at PT. Selalu Cinta Indonesia. The research location is at PT. Selalu Cinta Indonesia Semarang. Analysis tools use data reduction, presenting data, and verifying conclusions. The analysis method used is multiple linear regression. Hypothesis testing uses a 5% degree of freedom. The results of the reliability and validity tests show that all question items are reliable and the constructs are valid, besides that the regression meets the model fit. The research results showed that the Accounting Information System (X1) had a significant positive effect on employee performance (Y). Internal Control (X2) has a significant positive effect on employee performance (Y). Work motivation (X3) has a significant positive effect on employee performance (Y).

The purpose of this research is to determine the influence of accounting information systems, internal control systems and work motivation on employee performance at PT. Selalu Cinta Indonesia. The research location is at PT. Selalu Cinta Indonesia Semarang. Analysis tools use data reduction, presenting data, and verifying conclusions. The analysis method used is multiple linear regression. Hypothesis testing uses a 5% degree of freedom. The results of the reliability and validity tests show that all question items are reliable and the constructs are valid, besides that the regression meets the model fit. The research results showed that the Accounting Information System (X1) had a significant positive effect on employee performance (Y). Internal Control (X2) has a significant positive effect on employee performance (Y). Work motivation (X3) has a significant positive effect on employee performance (Y).  

In the midst of increasingly complex globalization, organizations must continue to innovate and maximize the potential of existing resources to achieve competitive advantage. Human Resource Management (HRM) plays a strategic role in managing employees as important organizational assets. This research uses a Systematic Literature Review (SLR) approach to review various literatures that discuss the relationship between HRM strategies and achieving competitive advantage. The results of the literature analysis show that effective HRM strategies, including competency-based recruitment, employee development through training and education, fair reward systems, and the use of technology such as Human Resource Information System (HRIS), can improve organizational performance and competitiveness. In addition, transparent performance management and good internal communication are also important supporting factors. Nonetheless, challenges in implementing HRM strategies remain, such as changes in organizational culture and budget constraints, which require an adaptive approach. This research provides insights into how the right HRM strategy can contribute to the achievement of competitive advantage in the face of fast-changing global market dynamics.

This study aims to analyse the relationship between ethical leadership, organisational culture, and employee performance in the context of modern organisations. Through a comprehensive literature review, this study reveals that ethical leadership and a positive organisational culture have a significant influence on employee performance. Ethical leadership, characterised by leaders' concrete actions in implementing moral values, creates a work environment that supports ethical and innovative behaviour. A strong organisational culture, which reflects the shared values and norms adopted by members of the organisation, also plays an important role in shaping employee behaviour and improving performance. In addition, employee engagement and employee commitment are important factors that mediate the relationship between ethical leadership, organisational culture and employee performance. The findings of this study conclude that investment in ethical leadership development and the establishment of a positive organisational culture are strategic steps for organisations to achieve superior and sustainable performance.  

PT. Media XYZ is experiencing a high turnover rate of journalists due to a less objective selection process. The assessment carried out by HRD is currently still subjective and inaccurate. This has an impact on the company's performance and the quality of the news produced. Therefore, a decision-making model is needed that can be used as a guideline by HRD in order to overcome the mismatch between journalist qualifications and job requirements by implementing the Profile Matching method in the journalist selection process. This method will help companies select prospective employees who best match the required competency profile. By matching the competency profile of prospective employees with the competency profile of the position, it is expected to improve the quality of selection decisions, reduce the level of errors in recruitment, and improve company performance.

Along with the rapid advances in technology and digitalization in the era of globalization, companies are required to adapt in various operational aspects, including the employee recruitment process. This research aims to analyze the impact of digital e-recruitment and human resource management (HRM) on the level of job satisfaction of new employees in companies that have implemented a structured digital recruitment and HRM system. By using a quantitative approach and involving 100 new employee respondents, the research results show that digital e-recruitment has a positive influence on job satisfaction, with a path coefficient of 0.213. Meanwhile, HRM provides a more significant influence with a path coefficient of 0.497. These findings indicate that the application of these two elements can increase new employee job satisfaction, and has the potential to increase company performance and productivity.

This study aims to determine and analyze the application of the balanced scorecard method as a benchmark for performance measurement at CV. Sumber Pinus Jaya. The research method used is a qualitative method, because this study does not aim to prove a hypothesis but rather aims to reveal facts and circumstances that occur at the time of the study. From the results of the discussion, it shows that the balanced scorecard method translates performance measures that have four indicators, namely in the financial perspective shows fluctuating numbers, the customer perspective shows good results, the internal business process perspective shows that the company has carried out an innovation process such as the concept of making furniture following current developments, the growth and learning perspective shows good company performance conditions because it can improve the quality of its employees. From the discussion above, it can be concluded that the use of the balanced scorecard method can be used as a benchmark for the success of a company. In order to be applied properly to the company, improvement efforts are needed both internally and externally.

This study aims to analyze the strategy of improving employee performance at PT XYZ, a state-owned company that plays a vital role in the provision of electricity in Indonesia. In the context of increasingly fierce competition and increasing customer demands, SWOT analysis is used to identify the strengths, weaknesses, opportunities, and threats facing companies. The results of the analysis show that internal strengths, such as technical expertise, can be leveraged to develop more innovative products and services. This study also emphasizes the importance of improving service quality as a key factor in increasing customer satisfaction. Thus, the recommendations produced are expected to assist PT XYZ in formulating an effective strategy to achieve its business goals. The results of this research make a significant contribution to the development of human resources and the improvement of company performance.

This research aims to prove and analyze the influence of transformational leadership, competency and level of job satisfaction on the performance of employees Serlok Kopi Surabaya partially or simultaneously. The population in this study was 55 respondents or all Serlok Kopi Surabaya employees. This research uses a sampling technique, namely a saturated sample using a data collection method through distributing questionnaires using quantitative data types. The method in this research uses the Validity Test, Reliability Test and Classical Assumption Test, data analysis is carried out using Multiple Linear Regression Analysis, while the hypothesis testing technique uses the t test and F test. Data analysis in this research uses SPSS version 25. The results of this research show that the variables Transformational Leadership (X1), Competency (X2), and ), Level of Job Satisfaction (X3) have a significant effect on employees Serlok Kopi Surabaya either partially or simultaneously.

The liquidation of a subsidiary in the banking sector is a strategic step with a significant impact on the financial performance, reputation, and sustainability of the parent company. This study aims to analyze the factors that drive liquidation, both internal such as financial performance, mismanagement, and legal compliance, as well as external such as market changes, natural disasters, and globalization pressures. Data were collected through academic literature review using qualitative approaches and data triangulation to improve the reliability of the results. The results of the study show that poor liquidity management, both due to internal and external factors, is the main cause of liquidation. The impact on the reputation of the parent company is dualistic: on the one hand it increases operational efficiency, but on the other hand it risks creating negative perceptions, such as management failures or employee losses. Therefore, companies must strengthen financial management, utilize technology to monitor cash flow in real-time, and develop flexible risk policies. Transparent communication with stakeholders is also important to minimize reputational impact. This study shows that effective liquidity management supports operational efficiency and increases public confidence, customers, and regulators, relevant for both Islamic and conventional banking in dealing with market dynamics.