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The role of job training, self-efficacy, and human resource development (HRD) in improving employee performance is discussed in this study. The problem raised is how these three components can synergistically influence employee work efficiency, considering the many challenges faced by organizations in optimizing their human resource potential. The library method and literature review approach are used in this study. This involves the analysis of primary and secondary data from reliable international journals indexed by Scopus and national journals indexed by Shinta. These data were collected through a review of relevant literature covering theories and empirical research on self-efficacy, job training, HRD, and their effects on performance. The results of the study indicate that increasing employee motivation and confidence to complete assigned tasks is very important. Technical skills and adaptability to changes in the work environment are improved through competency-based job training. Meanwhile, an innovative and productive work culture is generated through continuous learning and mentoring programs. When used together, these three components can contribute to improving individual and organizational performance. According to this study, to maintain the sustainability and competitiveness of organizations in the modern era, a holistic approach to HR management is essential

This study examines the pivotal role of artificial intelligence (AI) in talent attraction within the human resources sector, particularly in the context of modern technological advancements. We aim to understand the influence of AI on recruitment processes and identify factors affecting talent attraction in the information age, as well as the associated challenges. The study focuses on how AI impacts recruitment and utilizes statistical methods, including interviews, questionnaires, standard deviation, arithmetic mean, and Spearman's rank correlation, to achieve accurate results. Participants included 100 employees and professors from the Ministry of Higher Education and Scientific Research, with a research community of around 750. Findings suggest that organizations employing AI for recruiting, attracting, training, and guiding individuals tend to succeed. The study recommends the urgent integration of AI into organizational operations, urging a shift from traditional applicant comparison methods to modern assessment techniques while avoiding favoritism. Additionally, organizations should implement contemporary training programs to boost employee performance.

This study aims to examine the effect of Work Life Balance (WLB) and Job Satisfaction (JS) on employee performance at PT PLN ULP Banjarbaru, both jointly and individually, while also identifying the most dominant factor influencing performance. The research background is based on theoretical frameworks, expert opinions, and the researcher’s direct observations of workplace conditions. To achieve the research objectives, hypotheses were formulated and tested using empirical data. The study employed a quantitative approach with a saturated sampling technique, involving the entire employee population. A total of 37 respondents participated as the research sample. The collected data underwent validity and reliability testing to ensure the accuracy and consistency of the measurement instruments. Furthermore, classical assumption tests were performed to meet the requirements of multiple linear regression analysis. The results of the analysis demonstrate that both Work Life Balance and Job Satisfaction have a significant effect on employee performance, both simultaneously and partially. Among the two independent variables, Work Life Balance was identified as the most dominant factor influencing performance, indicating that employees who maintain a better balance between their personal and professional lives tend to perform better in their work. The adjusted R² value of 0.862 signifies that 86.2% of the variation in employee performance can be explained by the two independent variables studied, while the remaining 13.8% is influenced by other variables not included in this research model, such as leadership style, work motivation, or organizational culture. These findings highlight the importance of maintaining a healthy work-life balance and ensuring job satisfaction to optimize employee performance. The study suggests that organizations should implement policies and practices that promote flexibility, support employee well-being, and foster a positive work environment to enhance both individual and organizational outcomes.

This study aims to understand the effect of flexible work arrangement and work life balance on employee performance, especially lecturers at state universities in Bandar Lampung City. The method used is non-probability sampling, data was collected using convenience sampling techniques to 109 lecturers at state universities in Bandar Lampung City. Validity and reliability tests were carried out by conducting Confirmatory Factor Analysis and Cronbach's Alpha tests. Then the Kolmogorov Smirnov test was carried out to test the data distribution. Hypothesis testing was carried out by looking at the t-value and significant value in multiple regression. The results of the study showed that hypothesis 1, namely flexible work arrangement, has a positive and significant effect on employee performance at state university lecturers in Bandar Lampung City. While hypothesis 2, namely work life balance, does not have a positive and significant effect on employee performance at state university lecturers in Bandar Lampung City. Therefore, agencies need to increase employee commitment, encourage personal work life balance, and strengthen the alignment of individual and organizational goals, in order to create a productive and sustainable work environment.

This study aims to analyse the effect of authentic leadership on employee performance with employee engagement as a mediating variable at the Regional Drinking Water Company (PERUMDA) Tirta Kanjuruhan, Malang Regency. Authentic leadership is a leadership style that emphasises transparency, ethics, and honest relationships between leaders and employees, which is believed to increase employee engagement and performance. This study used a quantitative approach with a survey method. Data were collected through questionnaires distributed to employees of PERUMDA Tirta Kanjuruhan and analysed using Partial Least SquaresStructural Equation Modeling (PLS-SEM) technique. The results showed that authentic leadership has a positive and significant effect on employee engagement and employee performance. In addition, employee engagement was shown to act as a mediating variable that strengthens the relationship between authentic leadership and employee performance. The findings confirm the importance of authentic leadership in creating a work environment that supports employee engagement, which ultimately improves individual and organisational performance. This study provides implications for company management in developing more effective leadership strategies to improve employee productivity and well-being.

The purpose of this study is to determine how organizational culture, leadership, and compensation impact employee performance at Forever Hope Digital Printing Surabaya, with job satisfaction as an intermediary. This research was conducted quantitatively with a simple random sampling method, and questionnaires were distributed to 64 respondents. Data analysis was conducted using descriptive analysis and path analysis techniques, which were processed using IBM SPSS Version 20. The results showed that organizational culture, leadership, and individual compensation had a positive impact on employee performance at Forever Hope Digital Printing Surabaya, although not significantly. However, leadership and compensation have a positive and significant impact on employee job satisfaction in the company. In addition, job satisfaction has a positive and significant impact on employee performance. Thus, job satisfaction serves as a mediator that explains the relationship between organizational culture, leadership, and compensation with employee performance at Forever Hope Digital Printing Surabaya.

In a more competitive business environment, employee performance is a crucial factor that influences an organization's success. Elevated employee performance not only facilitates the attainment of business objectives but also fosters a positive and productive work environment. This study seeks to examine the correlation among employee motivation, work discipline, and performance, along with external influences that may affect the interplay among these three components. By comprehending this link, it is anticipated that firms can devise more effective strategies for managing human resources, hence enhancing total employee performance. This study used a quantitative methodology with a sample of all employees from energy companies in Madura, comprising a total of 50 individuals. Data were gathered via questionnaires with a Likert scale ranging from 1 to 5. Data study employed multiple linear regression, revealing that job motivation and work discipline significantly influenced employee performance. The analysis results indicated that the regression model accounted for 44.1% of the variance in employee performance, with work motivation and work discipline identified as significant independent factors. This study's conclusions offer theoretical and practical insights for firms to enhance employee performance. Organizations must cultivate a work environment that fosters internal drive and work discipline, while also considering external elements such as effective supervision and leadership structures. Consequently, firms can formulate more efficient human resource management strategies to enhance employee performance across diverse sectors.

This study aims to determine the influence of leadership style and communication on employee performance at PT. Baby Bar Indonesia. The background of the research is based on the crucial role of leadership and communication in improving work effectiveness and organizational competitiveness amid globalization and technological advancement. This research employs a quantitative approach with an associative method. The population consists of all employees of PT. Baby Bar Indonesia, totaling 50 individuals, with a saturated sampling technique. Data were collected through questionnaires and interviews, and analyzed using validity tests, reliability tests, simple and multiple linear regression, as well as t-tests and F-tests. The results indicate that both leadership style and communication significantly influence employee performance, both partially and simultaneously. A participative leadership style and effective communication were found to enhance employee motivation and work productivity. The study recommends improving two-way communication patterns and implementing a more open and supportive leadership approach to optimize employee performance.

This study aims to determine the influence of Work Motivation, Work Environment, and Job Satisfaction on Employee Productivity at PT. Nihon Seiki Indonesia. This research is motivated by the phenomenon of declining employee productivity as shown by the non-achievement of work targets in recent months. This problem indicates the possibility of a decline in internal quality that needs to be evaluated, such as low motivation, less supportive work environment conditions, and less than optimal job satisfaction. This decline can also have an impact on the company's overall performance, including in terms of efficiency, production quality, and customer satisfaction that are declining over time. The method used in this study is a quantitative method with a descriptive and verifiable approach. The data collection technique was carried out through the distribution of questionnaires to 90 employees as a sample of the total population of 115 employees working in the company. The research instrument was tested through validity and reliability tests. Data were analyzed using multiple linear regression analysis, t-test (partial), F test (simultaneous), and determination coefficient (R²) test, with the help of SPSS software version 26. The results of the study show that Work Motivation, Work Environment, and Job Satisfaction have a significant effect on Employee Productivity, both partially and simultaneously. These findings confirm that the increase in employee work productivity is not only dependent on external factors such as technology and management systems, but is also highly determined by internal factors that are directly related to individual comfort and satisfaction at work. Therefore, company management needs to focus more on efforts to create a conducive work environment, build strong motivation, and increase employee job satisfaction as a strategy to optimize productivity. In addition, continuous training and effective communication between teams also need to be improved to maintain morale, collaboration, and the achievement of overall organizational targets.

The background of this research is the employee performance of the Inspectorate Office in Sikka Regency has not been maximized. This research aimed to (1) determine the decription of work performance, work load, and work stress at the Inspectorate Office In sikka Regency and (2) analyze the influence of workload and work stress on the employee performace of the Inspectorate Office in Sikkaregercy both partially and simultaneously. The population in this research were employess of the Inpectorate Office in Sikka Regency totaling 43 people . This research was carried out by continuing to census or saturated sampling because the population was limited. Data were coocted though questionnaires and analyzed thoghdescriptive  and inferential statistical methods, namely multiple linear regression. Hypothesis testing was done though the F and t-tests. The result of descriptive analysis indicatend that the employe performance, workload,and work stress variables  were categorized as good. The statistical results of the F-test showed that together ( simultaneously ) all independemt variables consisting of workload variable (X1) and work stress variable ( X2) had a significant influence on employee performance.The statistical result of the t-test showed that individually (partially ) the workload variable ( X1) had a significant influence on the employe performance variable and then partially the work stress variable had a significant influence on the employee performance variable at the Inspectorate Office in Sikka Regency . The results of the determination analysis showed that the two independent variables in this research were able to explain the variation in the variation in the ups and downs of employee performance of 28.2%.

One form of employee development is to provide training to employees to improve hotel services. This training is very beneficial for employees because not only will their performance develop but they will also be ready when they will lead a company. Providing training to employees is an investment for the company not only for individuals, but for the company as a whole, with this training employees are helped to do the existing work, and improve their ability to carry out their work. It was found that there was a positive and significant influence between employee training and improving the quality of hotel services. This study aims to analyze the effectiveness of employee training programs on improving hotel services at Pullman Bandung, the implications of these findings indicate importance investment sustainable under development source Power humans to achieve service excellence.

Human Resource Management (HRM) is a strategic approach to managing the workforce within an organization, aiming to enhance both individual effectiveness and overall organizational performance. Job satisfaction plays a crucial role as a supplement for employees to maintain and carry out their jobs. When employees feel valued and heard, they tend to have higher intrinsic motivation, leading to improved performance. This research employs a quantitative approach with data collection techniques using questionnaires. The data analysis technique utilized is multiple regression analysis. The results of the study reveal that: Testing results indicate that discipline significantly affects the job satisfaction of employees at the Religious Affairs Office (KUA) in Banyuwangi Regency; Testing results indicate that the work environment significantly affects the job satisfaction of employees at the Religious Affairs Office (KUA) in Banyuwangi Regency; Testing results indicate that Organizational Citizenship Behavior (OCB) significantly affects the job satisfaction of employees at the Religious Affairs Office (KUA) in Banyuwangi Regency; Testing results indicate that discipline, work environment, and OCB collectively affect the job satisfaction of employees at the Religious Affairs Office (KUA) in Banyuwangi Regency. High discipline, supported by clear rules, can improve the job satisfaction of KUA employees in Banyuwangi Regency. Employees who feel comfortable in their workplace contribute to higher job satisfaction. Employees exhibiting strong OCB are more likely to experience greater job satisfaction. The synergy of high discipline, a conducive work environment, and strong OCB can significantly enhance the job satisfaction of KUA employees in Banyuwangi Regency.

Organizational culture is a system of values, norms and beliefs held by a group of people in an organization that differentiates it from other organizations. This definition can also be seen as a pattern of basic assumptions discovered or developed by a group of people as they interact with each other. Organizational culture can also be interpreted as the characteristics or guidelines implemented by each member of an organization or company. Micro, Small, Small and Medium Enterprises (UMKM) are independent productive business units, carried out by individuals or business entities in all economic sectors which greatly assist the process of recovery or improvement of the Indonesian economy. Therefore, play a very important role in the rate of economic growth in Indonesia. The title of this research is "Organizational Culture Analysis of Employee Performance in the Umkm Scope of Tamansari Region, Tasikmalaya City".

The importance of employee performance accountability in transparent and efficient public financial management, particularly amid the demands for improved public service quality. This study aims to identify and analyze the factors affecting employee performance accountability, namely the regional government accounting system, accounting control, legislation, human resource quality, and reporting systems. The research employs a quantitative methodology with a descriptive approach. A census technique was utilized, where all employees of BPKAD, totaling 51 individuals, were designated as respondents. The data analysis technique employed is multiple regression to determine the influence of each independent variable on the dependent variable, which is employee performance accountability. The findings of the study indicate that the regional government accounting system, accounting control, and human resource quality significantly influence employee performance accountability. Conversely, legislation did not show a significant influence, while the reporting system approached the significance threshold. In conclusion, this study emphasizes that improving the quality of the accounting system, internal control, and human resource development is crucial for enhancing employee performance accountability at BPKAD Pekanbaru City. The implications of this research are expected to provide insights for decision-making and improvements in public financial management practices.  

The objective in this study involves demonstrating the importance in the role of Islamic economic units in eradicating accounting illiteracy, because the adoption of specific basics can enhance transparency and contribute to improving the level of financial reporting, which enhances confidence between investors and customers and thus facilitates decision-making and enables shareholders through informed decisions based on accurate financial information provided by those units, which achieves sustainable economic development and enhances the ability of those units to adapt to economic and social variables as The adoption of these units of Islamic accounting standards based on the principles of Islamic Sharia will help enable individuals working in these units and stakeholders to understand the principles of Islamic accounting and associated standards and then direct them towards correct investment decisions, this research used the deductive approach in the theoretical side and the inductive approach in the practical side by preparing a survey list for a sample of workers in Islamic economic units as well as investors and stakeholders, as the sample included 70 forms that were analyzed statistically. Using the SPSS program, it was concluded that there is a role for the adoption of Islamic economic units of AAOIFI  standards in the eradication of accounting illiteracy and its reflection on investment decisions, and the research recommends the need to pay attention to important methods and procedures in promoting accounting literacy in Islamic economic units through the organization of workshops and training courses for employees.Establishing educational curricula commensurate with their needs, cooperating with educational institutions, and preparing partnerships with universities and institutes to provide specialized educational programs to support this field, as accounting literacy in Islamic economic units needs integrated efforts based on activating Islamic accounting standards, which contributes to achieving sustainable development and enhancing economic performance.

Human Resources (HR) are an essential asset in an organization or company, as they encompass individuals with the skills, knowledge, and competencies needed to achieve organizational goals. Conflict management, organizational learning, and effective communication are the main pillars of HR management. Conflict management plays a role in transforming potential friction into opportunities for creative solutions, maintaining harmony, and improving team productivity. Organizational learning enables individuals and organizations to grow, adapt, and face new challenges with continuously evolving knowledge. Meanwhile, effective communication acts as a bridge that connects vision, mission, and actions, ensuring all elements of the organization move in alignment toward shared goals. CV. XYZ Surabaya is a company engaged in the supply and distribution of electrical equipment. Finding the right human resources for this organization is not an easy task. One of the company’s primary objectives is to improve employee performance, as improved employee performance is directly proportional to enhanced organizational performance. Based on the research findings, the t-test (partial) and f-test (simultaneous) analysis revealed that the variables of conflict management, organizational learning, and communication have a significant impact, both partially and simultaneously, on employee performance at CV. XYZ Surabaya.

Goals Performance measurement is a process used to assess the extent to which an individual or organization has achieved the goals that have been set. Existing research explains the relationship between price, promotion, satisfaction, and loyalty, but many aim to explore one aspect without considering the dynamics of the interaction between price and promotion. In some contexts, lower prices are not always matched by high levels of satisfaction, indicating the need for further research. The Balanced Scorecard method can also be used to measure company performance. PT Dunkin Donat is a private company operating in the well-known food and beverage sector. To be able to have an advantage in rapid business competition, PT Dunkin Donat Unggul needs to have an appropriate performance measurement system framework. The following are the research results: 1). Service: The service provided by Dunkin Donuts is considered quite good for consumer needs, 2). Facilities: the facilities provided to consumers are considered quite good in terms of cleanliness and comfort, 3). Menu: the menu served by Dunkin Donuts is quite good because there are various types of menus that suit consumer tastes, dan 4). Appearance: the appearance of Dunkin Donuts employees is quite good because they look attractive so that consumers feel comfortable.

This study aims to analyze the effect of work supervision and work discipline on employee performance. This research method uses a quantitative method with an associative approach. Data obtained through distributing questionnaires to 54 permanent employees as respondents. Data analysis uses multiple linear regression analysis to determine the effect of the two independent variables (work supervision and work discipline) on the dependent variable (employee performance). The results of this study indicate that work supervision has a positive and significant effect on employee performance, which means that effective supervision can improve the performance of each individual. In addition, work discipline also has a positive and significant effect on performance, which indicates that employees with a high level of work discipline tend to work in accordance with applicable provisions. Simultaneously, work supervision and work discipline together have a significant effect on employee performance. Thus, the results of this study are expected to contribute to the management of PDAM Tirta Taman Kota Bontang in improving employee performance through supervision strategies and improving work discipline. This study concludes that work supervision and work discipline are key factors that can improve the performance of permanent employees at PDAM Tirta Taman Kota Bontang.

Human resource development is a vital activity that organizations must undertake to ensure that employees' knowledge, talents, and skills align with job requirements. Measuring the quantity of work completed by employees within a specific time frame using tools tailored to the nature of their work is referred to as employee performance. This study aims to determine the extent of the influence of human resource development on employee performance at the Sajoanging Sub-district Office, Wajo Regency. The theoretical framework for this research includes: Variable X (Human Resource Development) as defined by Nugraha (2016:178), encompassing education, work experience, skills, and technological capabilities. Variable Y (Employee Performance) as defined by Dewi & Harjoyo (2019:80), including work results, job knowledge, time discipline, reliability, and attitude. This research employs a census approach, meaning questionnaires are used to gather information from the entire population. The sample size for this study consists of 18 individuals. Data collection methods include questionnaires and observation. Quantitative associative analysis and descriptive data analysis are employed for data processing. The findings reveal that: Human resource development at the Sajoanging Sub-district Office, Wajo Regency, falls within the "very good" category. Employee performance at the Sajoanging Sub-district Office, Wajo Regency, also falls within the "very good" category. There is a positive influence of human resource development on employee performance at the Sajoanging Sub-district Office, Wajo Regency.

This research is motivated by the importance of understanding factors influencing employee performance, particularly at PT Air Minum Bandarmasih (PERSERODA) Banjarmasin. The study aims to analyze the effects of work behavior and workload on employee performance, both partially and simultaneously. This quantitative research employs a survey design with a population of 380 employees and a sample of 79 respondents selected using random sampling based on Slovin's formula. The data were analyzed using validity and reliability tests, classical assumption tests, linearity tests, multiple linear regression analysis, and hypothesis testing. The results reveal that work behavior and workload significantly affect employee performance, both individually and simultaneously. Positive work behavior enhances employee motivation, while a proportional workload supports employees in developing their potential. The implications of this study highlight the importance of organizational management in fostering productive work behavior and effectively managing workload to sustainably improve employee performance.