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The Importance of Employee Performance in Company Development and the Role of Human Resources in Achieving Goals at the Universitas Muslim Indonesia. Various factors affect employee performance, such as education, training, a conducive work environment, motivation, and appropriate compensation. This article explains how providing appropriate compensation can influence work performance, motivation, and job satisfaction, as well as how an adequate work environment can improve employee performance. In conclusion, this article states that employee performance is a crucial factor in the success of a company, and companies must pay attention to employee needs to achieve organizational goals. The importance of human resources in improving company performance is also highlighted. The key factor in achieving success at the Universitas Muslim Indonesia is through the potential and performance of each employee. Companies can improve employee performance by providing education, training, and appropriate compensation and creating a conducive work environment and motivation. Compensation is part of the reciprocal relationship between the company and human resources. The work environment also plays a vital role in enhancing employee performance. Therefore, the company must provide an adequate work environment, both physically and psychologically, to improve employee performance.

Along with the times, the establishment of the company will be more difficult to maintain its existence. This is influenced by the existence of intense business competition. From this reality, if a company does not have the ability to develop itself, it cannot be denied that there is a possibility of business setbacks. As for one form of effort that can be applied by companies to improve their competence or performance in order to survive in the business competition that occurs and encouragement to have the ability to adapt to the business environment is in the form of implementing the concept of learning organization in which this concept can support the goal of maintaining the company's survival as expected. business actors and employees. The method used in this study is literature review with a qualitative approach using analytical techniques in the form of descriptive analysis. As for the research that has been done, the results show that there is a high level of urgency from the variables of HR Quality, Organizational Culture, Knowledge Sharing, and Technology for the Creation of a Learning Organization.

For this study aims to determine the influence of organizational culture and organizational commitment to employee performance at PT. Pos Indonesia (Persero) Sibolga by withdrawing the hypothesis that there is an influence of organizational culture and organizational commitment on employee performance at PT. Pos Indonesia (Persero) Sibolga .                The results showed that there was a positive relationship between organizational culture and employee performance of 0.617, so that when interpreted on a value scale it can be categorized as sufficient correlation, thus the variable organizational commitment to employee performance is 0.684 which is categorized as sufficient correlation at PT. Pos Indonesia (Persero) Sibolga . The regression equation obtained is Y = 21.783 - 0.099 X1 + 0.512X2. The t test shows that the proposed hypothesis is accepted, where t count is -0.371 <2.03011, which means that the hypothesis that there is an influence of organizational culture on employee performance is rejected, while the hypothesis that there is an effect of organizational commitment on employee performance is proven significant, where t is smaller from t table (3.714 > 2.04841). While the coefficient of determination is known that organizational culture and organizational commitment only play a role of 24.2% on employee performance at PT. Pos Indonesia (Persero) Sibolga and the remaining 75.8% is influenced by other factors not included in the model. Hypothesis Testing There is an influence of organizational culture and organizational commitment simultaneously on purchasing decisions that are accepted as true, where Fcount is greater than Ftable, namely 7.015 > 3.35. /Anova (hypothesis test)

Superior human resources are needed by the village government in village development. The role of human resources is very strategic and important in achieving organizational goals. Therefore, improving the quality of human resources needs to be carried out by the village government. Skilled and expert human resources certainly have good performance and can help realize village development. The purpose of this research is to find out and analyze how the influence of human resource competence in improving employee performance is a case study in the Popongan Village Government. In this study using qualitative research with a qualitative descriptive approach. The analysis used in this study is to use SWOT analysis, which analyzes Strengths, Weaknesses, Opportunities and Threaths. This study found that the Popongan Village Government has strengths and opportunities that can improve employee performance. However, on the other hand it also has weaknesses and threats that can reduce employee performance. Then it is necessary to apply the right strategy to increase strengths and opportunities and reduce weaknesses and threats

The characteristics of organizational culture can have a significant impact on the performance of teachers in schools. Some characteristics of organizational culture that can influence teacher performance are as follows: task orientation, communication, social support, recognition, and learning culture. Research is conducted with a procedure or work stages starting from the preparation phase where the research team prepares a review of relevant theories related to the research being conducted, discussions, sharing of knowledge, and literature searches are activities in this phase. Then, initial observation is carried out on the problem, followed by submitting written questions to the respondents in the form of a questionnaire, and then the data is collected, tested, analyzed, and evaluated.

This study aims to determine the influence of transformational leadership style and compensation through mediating variables of organizational commitment to employee performance CV Multi Warna Grafika Semarang, with saturated sample collection techniques taken based on non-probability sampling techniques. Data analysis was carried out using the Partial Least Square (PLS) method using SmartPLS 3 software. The results showed that transformational leadership style affects employees' organizational commitment. Compensation affects the organizational commitment of employees. Organizational commitment affects employee performance. Transformational leadership style has no effect on employee performance. Compensation has no effect on employee performance. Transformational leadership styles influence employee performance mediated by organizational commitment. Compensation affects employee performance mediated by organizational commitment.

In an organization or company, human resources cannot be separated from training activities. Training for human resources is a necessity for every organization or institution because almost everyone recognizes that the success of an organization or company is highly dependent on the human resources that manage them. Therefore, training is needed by employees so that they can improve their abilities, knowledge skills, motivation, and behavior. In today's modern era of development, human resource training is very important, because the formal education that employees have undergone is not enough to meet the demands of jobs and positions in organizations and companies. In addition, placing human resources directly at work does not guarantee that they will understand their duties and responsibilities well. New human resources often feel less confident and feel they do not understand their roles and responsibilities in the organization or company where they work. Therefore, new employees should receive training in the form of training that leads to an introduction to corporate culture and values, regulations, and policies, as well as their main tasks, which support the achievement of the vision and mission of the organization or company. Human resources who lack self-confidence are unlikely to carry out their duties and obligations to the fullest, especially in educational institutions. In addition, human resources professionals who have worked in organizations and companies for a long time also need to receive training to improve their skills, insights, and motivation in supporting the achievement of the organization's vision and mission.

Employees are the main factor that is very important in an organization to achieve organizational goals. Satisfactory performance of employees does not appear instantly but requires continuous evaluation. The objectives of this study are as follows: (1) to find out and analyze the effect of performance appraisal on employee performance, (2) To find out and analyze the effect of performance appraisal on employee career development, (3) To find out and analyze the effect of career development on employee performance. The research method used is a quantitative research method using a descriptive approach. Sampling in this study used a purposive sampling technique by distributing questionnaires to collect primary data. The population in this study are employees of PT. Surya Artha Sentosa Mojokerto. The number of employees of PT. Surya Artha Sentosa is 125 people with a research sample of 55 respondents. Based on the research results, the Job Assessment variable has an effect on Career, then Job Appraisal has an effect on Employee Performance, and Career Development has an effect on Employee Performance.

Transformational leadership performance occurs when leaders broaden and enhance the interests of employees, when they raise awareness and acceptance of the goals and mission of the group, and when they mobilize their employees to look beyond their own self-interest of either the group or the individual. Transformational leaders achieve this result in one or more ways. Employee performance is the ability of an organization to achieve its goals through productive and effective employees. Employee performance covers various aspects, including productivity, quality of work, attendance, creativity, and contribution to organizational goals. This Systematic Review is prepared based on Preferred Reporting Items for Systematic Reviews, full text articles and uses English and Indonesian. The keywords used in the search for articles are “Transformational Leadership” AND “Performance”. Analysis of the 13 articles explains that transformational leadership has benefits and effectiveness on employee performance. Based on the results of available literature, it can be concluded that transformational leadership style has a positive influence on employee performance. kind to employees. This can increase employee confidence, commitment, and involvement in achieving organizational goals. In addition, transformational leaders also have the ability to develop employee potential and strengthen the working relationship between employees and leaders.

Every organization in a government agency has a mission to achieve. Achievement of goals and objectives that have been set through a performance accountability system which is a general indicator for measuring mission achievement. This research aims to adhere to accountability, internal control siste and accounting information siste on organizational performance in government agencies. This study used a quantitative method with primary data obtained from respondents through questionnaires distributed to employees of the Regional Financial and Asset Management Agency located in the City of Surabaya. The data analysis technique used is progra SPSS version 20. The results of this study show that accountability has a significant positive effect on organizational performance, the internal control system has no positive and significant effect on organizational performance, the accounting information system has a positive and significant effect on organizational performance and accountability, the internal control system and the accounting information system together have a significant positsive effect on organizational performance. 

Management of qualified, adaptive, and innovative human resources plays an important role in the digital transformation era. According to the Minister of Manpower Ida Fauziyah, this will support national economic recovery. In addition, building HR resilience for company safety and health is an important function of HRM. Employee health is also a crucial factor in maintaining business continuity. Based on news quotes from CNN Indonesia, HRM has a vital role in creating quality human resources to achieve optimal employee performance. Organizational culture and work discipline are driving forces to improve the quality of employee work. Organizational culture has long been used in daily activities to improve work quality. Meanwhile, discipline is an attitude of respect and following the rules. R2 test results show numbers Adjusted R Square of 0.741 or 74.1% which means the Organizational Culture variable (X1) and Work Discipline (X2) both affect performance (Y) by 74.1% while the remaining 25.9% are influenced by other variables. Organizational Culture (X1) partially affects employee performance (Y) with a t count of 3.369 > t table of 1.98447. Work Discipline (X2) partially affects Employee Performance (Y) with a t count of 6390 > t table of 1.98447. X1 and X2 variable simultaneously have a positive effect on variable Y with a calculated f value of 138.779 > f table 3.09.    

Peningkatan kualitas sumber daya manusia merupakan hal yang patut diperhatikan karena faktor manusia sangat berperan dalam mencapai tujuan organisasi. Pengelolaan SDM yang baik merupakan suatu keharusan apabila organisasi ingin berkembang. Faktor-faktor yang dapat mempengaruhi kinerja karyawan, difokuskan pada tiga variabel person organization fit, person job fit dan organizational citizenship behavior. Tujuan dalam penelitian ini untuk mengetahui dan menganalisa pengaruh person organization fit dan person job fit terhadap organizational citizenship behavior, serta pengaruh person organization fit dan person job fit terhadap kinerja pegawai. Penelitian ini menggunakan metode kuantitatif yaitu penelitian yang menggambarkan atau menjelaskan pengaruh person organization fit dan person job fit terhadap kinerja pegawai dengan OCB sebagai variabel mediasi. Metode total sampling ini dipakai karena populasi relatif kecil (mudah dijangkau). Sampel dalam penelitian ini adalah 88 pegawai di Dindukcapil Kabupaten Demak. Penggunaan sampel berjumlah 88 responden. Hasil penelitian menunjukkan bahwa person organization fit dan person job fit berpengaruh positif dan signifikan terhadap organizational citizenship behavior. Analisis lain juga menunjukkan bahwa person organization fit, person job fit, organizational citizenship behavior berpengaruh positif dan signifikan terhadap kinerja pegawai.

Tujuan penelitian ini adalah  untuk mengetahui dan menganilisis pengaruh:  a) budaya organisasi terhadap komitmen organisasi; b) motivasi kerja terhadap komitmen organisasi. c) kepuasan kerja terhadap komitmen organisasi. d) budaya organisasi terhadap kinerja pegawai. e) motivasi kerja terhadap kinerja pegawai;. f) kepuasan kerja terhadap kinerja. g) komitmen organisasi terhadap kinerja pegawai Sekretariat Daerah Kabupaten Blora. Kinerja adalah hasil dari fungsi suatu pekerjaan atau kegiatan tertentu selama suatu periode waktu tertentu. Kinerja dalam hal ini menunjukkan hasil kerja yang dicapai seseorang setelah melakukan tugas pekerjaannya yang dibebankan oleh organisasi. Penelitian ini menggunakan jenis penelitian kuantitatif. Sumber data primer berasal dari hasil angket dan observasi. Variabel yang diigunakan dalam penelitian ini adalah budaya organisasi (X1), motivasi (X2), kepuasan kerja (X3), komitmen organisasi (X4/Y1) dan Kinerja (Y2).  Populasi dalam penelitian ini adalah semua pegawai pada Sekretariat Daerah Kabupaten Blora,sampel yang diambil dalam penelitian ini adalah sampel jenuh, yaitu semua anggota populasi dijadikan sampel.  Metode pengumpulan data yang digunakan adalah angket dan studi pustaka. Teknik analisa data yang digunakan adalah: Uji validitas, realiabilitas, uji asumsi klasik, regresi berganda, analisis jalur, uji t, uji F  dan uji determinasi. Hasil penelitian ini adalah 1) budaya organisasi tidak berpengaruh secara signifikan terhadap komitmen organisasi, (thitung  1,895 > dari ttabel 1,684 dan   nilai signifikasi 0,065>0,050). 2) Motivasi kerja berpengaruh dan signifikan terhadap komitmen organisasi (thitung  variabel motivasi kerja 2,280>dari ttabel (1,684)  dan nilai signifikasi 0,028>0,050). 3)  Kepuasan kerja tidak berpengaruh secara signifikan terhadap komimen organisasi (thitung  kerja 0,141 < dari ttabel  1,684,   dan nilai signifikasi 0,889>0,050). 4) Budaya organisai berpengaruh positif dan signifikan terhadap kinerja (thitung  variabel budaya organisasi sebesar 2,517 > dari ttabel (1,684)  dengan nilai signifikasi 0,016 <0,050). 5) Motivasi berpengaruh positif dan signifikan terhadap kinerja. (thitung  motivasi kerja sebesar 2 ,766 > dari ttabel (1,684)  dengan nilai signifikasi 0,008>0,050). 6. Kepuasan kerja berpengaruh positif dan signifikan terhadap  kinerja (thitung  variabel kepuasan kerja sebesar 2,042 > dari ttabel (1,684)   dengan nilai signifikasi 0,047<0,050) 7. Komitmen organisasi berpengaruh positif dan sgnifikan terhadap kinerja (thitung  variabel komitmen organisasi sebesar 2,479 > dari ttabel (1,684)   dengan nilai signifikasi 0,017<0,050).

Tujuan dari penelitian ini adalah untuk mengetahui pengaruh kompetensi, Quality of Work Life (QWL), komitmen organisasional dan kepuasan kerjaterhadap kinerja pegawai di lingkungan Pasar Daerah Kabupaten Pemalang. Responden dalam penelitian ini adalah pegawai di lingkungan Pasar Daerah Kabupaten Pemalang, Jumlah responden dalam penelitian ini ditetapkan 154 responden dengan menggunakan teknik pengambilan sampel yang disebut proporsional random sampling. Penelitian ini menggunakan analisis Model Regresi Linier dengan bantuan program SPSS.     Hasil penelitian ini menunjukkan bahwa: 1) kompetensi berpengaruh positif dan signifikan terhadap kepuasan kerja, 2) Quality of Work Life (QWL)berpengaruh positif dan signifikan terhadap kepuasan kerja, 3) komitmen organisasional berpengaruh positif dan signifikan terhadap kepuasan kerja, 4) kompetensi berpengaruh positif dan signifikan terhadap kinerja pegawai, 5) Quality of Work Life (QWL)berpengaruh positif dan signifikan terhadap kinerja pegawai, 6) komitmen organisasional berpengaruh positif dan signifikan terhadap kinerja pegawai, dan 5) kepuasan kerjaberpengaruh positif dan signifikan terhadap kinerja pegawai.

This Community Service Program (PKM) was conducted as an effort to strengthen organizational capacity in improving the performance of Dasawisma in Bukit Timah Subdistrict, Dumai City, particularly in management and organizational practices. The main problems faced by the community partners included suboptimal organizational functions, limited understanding of organizational management, administration, and simple financial recording, which affected participation and program sustainability. This program aimed to enhance the knowledge, skills, and awareness of Dasawisma members regarding effective organizational management and administrative practices. The methods applied were participatory counseling and assistance through lectures, interactive discussions, and practical exercises on organizational management and basic bookkeeping. The results indicated an improvement in members’ understanding of organizational roles and functions, increased motivation and active participation, and the emergence of collective awareness about the importance of administration and collaboration. Furthermore, the program encouraged more structured and organized behavior, serving as an initial step toward strengthening Dasawisma’s institutional capacity.

In the rapidly evolving landscape of artificial intelligence (AI), optimizing human resources (HR) practices is imperative to foster organizational excellence. This qualitative research aims to explore the intersection of AI and HR practices to enhance organizational performance. The research adopts a qualitative approach utilizing in-depth interviews with HR professionals, AI specialists, and organizational leaders. Sampling techniques include purposive and snowball sampling to ensure diverse perspectives are captured. Data analysis involves thematic analysis, allowing for the identification of patterns and themes within the qualitative data. Preliminary findings indicate that organizations are increasingly leveraging AI to streamline HR processes, enhance talent acquisition, and improve employee engagement. Furthermore, the research reveals the significance of ethical considerations and human oversight in AI-driven HR practices. This study contributes to the growing discourse on AI integration in HR and provides insights for organizations aiming to navigate the AI-driven landscape while fostering excellence in HR practices.  

In the dynamic landscape of Human Resource Management (HRM), the emergence of Artificial Intelligence (AI) technologies presents both challenges and opportunities. This research aims to explore strategies for empowering talent amidst AI innovations in HRM. The research adopts a phenomenological approach to delve into the lived experiences of HR professionals and employees within organizations integrating AI technologies. Through purposive sampling, data were collected via in-depth interviews and focus group discussions. Thematic analysis was employed to identify patterns, themes, and insights from the narratives. The findings reveal a nuanced understanding of how AI impacts talent management practices, including recruitment, training, performance evaluation, and career development. Moreover, the research elucidates the importance of human-centric approaches in leveraging AI to augment rather than replace human capabilities. These insights contribute to enhancing organizational strategies for talent empowerment in the era of AI-driven HRM innovations.

The study of the influence of assertive communication style and organizational culture on employee performance with job satisfaction as an intervening factor was conducted by taking a sample of 72 respondents from the Al Ummah Education and Human Resources Foundation who were placed in Assalaam Integrated Islamic Junior High School Pekalongan City. From the results of the study, it was found that assertive communication style has a positive effect on job satisfaction; organizational culture has a positive impact on job satisfaction; Assertive communication style has a positive effect on employee performance, organizational culture has a positive impact on employee performance, job satisfaction has a positive effect on employee performance, job satisfaction does not mediate the influence of assertive communication style on employee performance, job satisfaction mediates the impact of organizational culture on employee performance.

This study aims to analyze the influence of servant leadership and compensation on employee performance either directly or through organizational commitment. The population in this study is 122 people. The size of the sample is 93 respondents. The data source used is primary data with questionnaire data collection method which gather using the simple random sampling techniques. The analysis technique used is path analysis. The results of the research showed that servant leadership and compensation has a positive and significant effect on organizational commitment. Servant leadership and compensation has a positive and significant effect on employee performance. The Sobel test results indicated that the variable of organizational commitment can mediate the influence of servant leadership and compensation on employee performance.

Organizational capabilities are essential for library performance. This article aims to build and determine the organizational capabilities of the library. The research method is descriptive. Data were analyzed qualitatively. The results showed that the organizational Capability for increasing library performance was not optimal. Organizational capabilities are not by library programs, so library performance is not maximized.