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This paper examines the impact of innovative Human Resource Management (HRM) strategies on organizational success in the digital era. Over time, companies have increasingly adopted advanced technologies, including the internet, modern devices, social networks, e-learning, and digital platforms, to enhance employee performance and drive growth. These tools have positioned HRM as a critical factor for ensuring organizational survival and competitiveness in a technologically advanced world. The study highlights the effects of digital applications on HR processes such as recruitment, promotion, performance evaluation, employee satisfaction, and staff retention. It emphasizes the need for further development in HR practices to address challenges and seize opportunities in the digital context. The findings reveal that leveraging technology in HRM improves organizational efficiency, enhances employee satisfaction, and supports the development of an adaptable and innovative workforce essential for thriving in a dynamic digital workplace.

The Merit System is an approach that emphasizes employee assessment based on abilities, achievements, qualifications and work results carried out fairly. Work relationships include interactions between employees with both colleagues and superiors. The Merit System will run well followed by a person's work relationship running harmoniously so that a person will have a commitment to work well. A person's performance is categorized as performing well in accordance with the targets/standards set by the company. This research aims to analyze the effect of implementing the merit system and employment relations on employee performance at Bandung Adventist Hospital. The research method used was quantitative research with descriptive analysis with 89 employee respondents. The results of this research show that the implementation of the merit system does not have a significant effect on employee performance, while work relationships have a significant effect on employee performance. The combined effect of the implementation of the merit system and work relations on employee performance has a significant effect of 18.2%. From this data it can be concluded that implementing a merit system in accordance with Law No. 5 of 2014 and working relationships that have good communication can improve employee performance.

This This Study aimed to (1) understand the overview of employe, performance, Organizational support, and work discipline, and (2) analyze the influence of organizational support and work discipline on employee performace both partially and simultaneously. The population in this study consisted of 40 employees of the Regional Planning, Research, and Development Agency (BAPELITBANG) of the Sikka Regency. Due to the limited population, the study was conducted using a census or saturated samping method. Data were collected through questionnaires and analyzed using descriptive and infertial statistical methods, specificallymultiple linear regression. Hypothesis testing was conducted using f- tesr and t-test. The results of the descriptive analysis indicated that the employee performance variable was categorized as good, the organizational support variable was also categorized as good,and the work discipline variable was categorized as good as well. The results of the t-test showed that partially,the organizational support variable had a positive and significant effect on employee performance. Additionally, the work discipline variable had  a positive and significant effect and employee performance.the result of the f-test showed that simultaneously, the organizational support and the work discipline variables had a significant effect on employee performance. The determination analysis results indicated that the two independent variables in this study could explain 23,4%  of the variation in the rise and fall of employee performance at the regional planning, Reseach, and Development Agency ( BAPELITBANG) of Sikka Regency.

This study highlights the importance of implementing human relations principles in creating a harmonious and productive work environment. Open communication, empathy, and constructive conflict management were found to be key factors in building positive work relationships between employees and managers. Employees who feel valued and listened to tend to be more engaged in their work, increasing motivation and morale, which ultimately impacts the performance of the team and the organization as a whole. In addition, effective conflict management can strengthen interpersonal relationships and create a work atmosphere that is more conducive to collaboration and innovation. This study also shows that poorly managed conflict can damage work relationships and reduce productivity. In such situations, a tense work environment can lower employee morale, increase turnover rates, and hinder the achievement of organizational goals. Therefore, organizations need to actively develop strategies that support clear and effective communication, as well as pay attention to employee emotional well-being. Building an inclusive work culture and providing constructive conflict resolution mechanisms are essential to maintaining the stability and sustainability of productivity in the long term.

This study discusses the influence of conflict management on employee performance in organizations. Conflict that is not managed properly can have a negative impact on productivity, but if handled constructively, conflict can be a source of innovation and performance improvement. Effective conflict management includes strategies such as avoiding, accommodating, compromising, competing, and collaborating. Proper conflict management can increase collaboration, trust, and creativity in the workplace. This study also highlights the importance of emotional intelligence in managing conflict, where emotionally intelligent individuals are better able to resolve disputes constructively, thus positively impacting team performance.  

This study aims to optimize employee performance at PT. Surya Putra Sejahtera Jakarta by designing an integrated motivation and training program. In the context of increasingly fierce business competition, companies must ensure that employees have high motivation and adequate skills. This study employs a qualitative research method using Cresswell’s triangulation approach, combining in-depth interviews, observations, and document analysis to obtain comprehensive data. Training needs analysis was conducted through surveys and interviews with employees and managers to identify areas requiring improvement. The research results show that a motivation program designed based on employee needs and aspirations, along with training tailored to specific tasks and responsibilities, significantly enhances productivity and job satisfaction. The implementation of this program not only improves technical skills but also fosters employee commitment and loyalty to the company. Performance evaluations were conducted before and after program implementation to measure its impact. The results indicate a significant improvement in various aspects of performance, including work quality, efficiency, and team collaboration. This study concludes that an integrated approach combining motivation and training is highly effective in creating a productive work environment. The recommendation for the management of PT. Surya Putra Sejahtera is to continuously adapt this program to meet evolving needs and future challenges.

Asy-Syifa Regional General Hospital in West Sumbawa Regency, as a public health service institution, should have employees who are enthusiastic and motivated to work effectively and efficiently. The salaries and wages given need to be adjusted to the profession, education, and length of service of employees so that they are able to demonstrate high productivity in order to achieve the mission and goals that have been set. However, there are problems at Asy-Syifa Hospital related to the inconsistency in determining employee salaries, incentives, and work motivation. This happens because the salary given is not balanced with the expertise, education, or skills possessed by employees, thus reducing their response and interest in the tasks given by their superiors. The suboptimality in providing incentives and work motivation can be seen from the lack of employee enthusiasm in working, as well as low interest and positive attitudes towards work due to inappropriate rewards, which ultimately have an impact on suboptimal performance. This study aims to determine the effect of Salary, Incentives, and Work Motivation on Employee Performance. The focus of the study was Non-Permanent Employees at Asy-Syifa Hospital, West Sumbawa Regency, with 100 respondents as a sample taken using the Slovin formula. The data were analyzed using multiple linear regression with SPSS Version 27. The results of the study showed that Salary, Incentives, and Work Motivation partially and simultaneously had a significant effect on Employee Performance at Asy-Syifa Hospital, West Sumbawa Regency.  

The results of the study show the application of environmental accounting (Green accounting) according to the Islamic perspective of waste management of PT. Sources of Graha Sejahtera (SGS) include Avoiding Air Pollution, Good Waste Management and Green Spaces.  PT incurs costs for environmental activities such as waste management, environmental monitoring costs, employee training costs, and environmental activity audit costs. All environmental costs, and allocating these costs based on cost types in a structured environmental accounting contribute well to environmental performance. The impact of the application of environmental accounting in waste management at PT. Sumber Graha Sejahtera (SGS) produces goodness and cleanliness because when a company carries out activities support environmental management, the management must wisely record every cost incurred related to environmental activity. These costs are referred to as environmental costs that must be charged to functions within the company appropriately, for example, production functions, marketing functions and other functions.

Andi Hamzah Makmur, 2024. The Effect of Human Resources Quality and Work Effectiveness on Employee Performance at the South Sulawesi Agricultural Instrument Standardization Agency. Employee Performance at the South Sulawesi Agricultural Instrument Standardization Agency. Thesis Management Study Program, College of Management Sciences, Institute of Education Indonesia (STIM-LPI) Makassar which is supervised by Dr. Ir. Andi Nuryadin, SE., M.Si. and Ansar Mulkin Bas, S.E., M.M. This research aims to determine the effect of Human Resources Quality and Work Effectiveness on Employee performance. The object of this research is the Agricultural Instrument Standardization Agency South Sulawesi. The type of research used is quantitative research quantitative research by distributing questionnaires via google from. Sampling using saturated sample technique. The results of this study shows that the partial test of the Quality of Human Resources has a significant effect of 0.000 or below 0.05 while the Effectiveness of Human Resources has a significant effect of 0.000. significant influence of 0.000 or below 0.05 while Work Effectiveness also has a strong influence on Employee Performance but Work Effectiveness also has a strong influence on Employee Performance, however when compared between the Quality of Human Resources and Work Effectiveness.

Arwan, 2024. The Effect of Service Quality on Community Satisfaction at the Paccerakkang Village Office, Makassar City. Thesis of the Management Science Study Program of STIM-LPI Makassar (supervised by Dr. Andi Hendra Syam, S.E., M.Si. and Rahmi Usman, S.S., M.Pd.)This study aims to determine the Effect of Service Quality on Community Satisfaction at the Paccerakkang Village Office, Makassar City. The method used in this study is a quantitative method with the number of respondents of 100 employees which is used as a sample with a sampling technique, namely probability or random sample with the slovin technique, where the data collection technique using questionnaires. The analysis used in this study is a Simple regression test. The results of this study partially showed that the training variable had a positive effect on employee performance with the T value calculated for the service quality variable was 12.278 while theT table with the level (ꭤ) = 0.05, N-K = 100-2 = 98 was 1.984. Based on the test criteria of theT count>Ttable, then Ha is accepted and Ho is rejected and the significance level is 0.000<0.05. Which means that partially the service quality variable has a significant effect on community satisfaction.

This research was conducted to determine the role of talent management and performance allowances in improving employee performance through organizational commitment at the Central Java Province Department of Industry and Trade. The research method uses quantitative research. The sample taken was 182 employees. Data analysis in this study used the Partial Least Square (PLS) method with calculations using Smart PLS 4.0 software. The research results concluded that talent management variables have a role in improving employee performance and organizational commitment, performance allowances play a role in increasing organizational commitment but do not play a role in improving employee performance, organizational commitment plays a role in improving employee performance.

This research aims to determine the magnitude of the influence of rewards on employee performance at Bank Muamalat in Bengkulu City, to determine the magnitude of the influence of punishment on employee performance at Bank Muamalat in Bengkulu City, to determine the magnitude of the influence of the work environment on employee performance at Bank Muamalat in Bengkulu City, to determine the magnitude of the influence of reward, punishment, and the work environment on employee performance at Bank Muamalat in Bengkulu City. This research method is exploratory. With a total sample of 60 respondents, data collection was carried out by distributing questionnaires. Based on the research results, it was found that there was an influence of reward (X1) on employee performance (Y). Bank Muamalat Ho was rejected and Ha was accepted. It was found that variable X1 had an effect on employee performance (Y). There is an influence of punishment (X2) on employee performance (Y) of Bank Muamalat. There is an influence of the work environment (X3) on employee performance (Y) of Bank Muamalat. From the significance value obtained, variable X3 has an effect on employee performance (Y). And it can be concluded that together the independent variables have an effect on the dependent variable

Performance is the employee's ability to complete work during the activity period according to the standards determined by the organization. Employee performance will be effective and efficient if interactions with co-workers and superiors are open, that is, giving freedom to express thoughts and ideas as a form of feeling supported by superiors who are always able to encourage and pay attention to seeing work challenges into opportunities. This research aims to determine the influence of emotional intelligence, communication patterns and transformational leadership on the performance of Bima Housing and Settlement service employees. The population in this study were 63 employees at the Bima Housing and Settlement Department, especially the Bima City Housing, Settlement and Land Department, with a sampling technique using purposive sampling, namely 38 civil servant employees as respondents.Data collection techniques using questionnaires. The data analysis technique uses multiple linear regression analysis with the help of SPSS version 27. The results of this study partially show that the emotional intelligence variable has a negative and insignificant effect on employee performance, the communication pattern variable has an insignificant effect on employee performance, and the transformational leadership variable has a positive and significant effect on performance. employee. Simultaneously, the variables emotional intelligence, communication patterns and transformational leadership have a positive and significant effect on employee performance Emotional Inteligence, Communication Patterns, Transformasi Leadership, Performance

The study aims to analyze the effect of e-learning, knowledge sharing and job rotation on the performance of generation Z employees in Semarang City mediated by self-development. This research is quantitative type using PLS-SEM data analysis technique with SmartPLS 3.2.9 software. The results of this study prove that: (1) E-learning affects employee performance; (2) Knowledge sharing has no effect on employee performance; (3) Job rotation has no effect on employee performance; (4) Self-development affects employee performance; (5) E-learning affects self-development; (6) Knowledge sharing has no effect on self-development; (7) Job rotation affects self-development; (8) Self-development mediates e-learning on employee performance; (9) Self-development does not mediate knowledge sharing on employee performance; (10) Self-development does not mediate job rotation on employee performance.

Kingbread, a bakery that has been operating since 2018, faces a major challenge in the form of employee indiscipline that has the potential to hinder the production and distribution process. To overcome this problem, Kingbread implemented an employee performance appraisal system that aims to improve productivity and discipline. The methods used include interviews, observations, documentation, and quantitative research to collect relevant data. The performance appraisal system is designed with key indicators such as responsibility, punctuality, quality of work, and communication, using a Google Form-based form for efficient data collection. The implementation results showed success in forming a comprehensive performance appraisal guide, creating an integrated data collection system, and producing in-depth performance analysis reports. Recommendations for further PkM include developing a training system based on individual employee needs, increasing the use of technology for data integration, and holding regular employee motivation programs. With this approach, Kingbread can continue to improve the quality of human resources, maintain productivity, and maintain competitiveness in the local market.

This study aims to determine and evaluate the Performance of the Food Crops Agriculture Service in the 2018-2023 Subsidized Fertilizer Distribution Program (Case Study of Rice Farmers, in Seso Village, Ngada Regency). Using a qualitative descriptive approach with Atik Septi Winarsih's theory and Robbins' theory which highlights Responsiveness, Responsibility, Accountability, Punctuality, Work Commitment. The study involved 12 Informants.The results showed that in the subsidized fertilizer distribution program, employees of the Food Crop Agriculture Office of Ngada Regency have not carried out their duties in accordance with the needs of farmers on agricultural land, this is due to communication deficiencies such as in terms of providing infrastructure, fertilizer stocks, and the problem of changing fertilizer price increases and in terms of special training in accessing the E-RDKK system. One of the factors that hinders access to this system is that farmers do not understand the use of the E-RDKK system through android phones and the lack of knowledge that farmers have. The Ngada Regency Food Crop Agriculture Office has also not provided sufficient facilities and infrastructure on farms because there are many delays in distribution that take more time than the specified time. Services at the Ngada Regency Food Crop Agriculture Office have not been in accordance with the implementation in the field so that farmers' needs have experienced delays in service. Another form of participation that supports the sustainability of the subsidized fertilizer distribution program is by conducting socialization activities. The form of participation that is carried out is contrary to community expectations where the completion time is delayed from the time that should be determined.

The purpose of this study was to determine the Influence of Competence, Motivation and Work Discipline on the Performance of Employees of the Investment and One-Stop Integrated Service Office of Ciamis Regency. In this study, the author used a quantitative research method, including subject selection, data collection techniques (such as questionnaires, observation and interviews). With the measurement scale used in this study is Likert. With the sampling technique using the total sampling technique, namely all employees of the Investment and One-Stop Integrated Service Office of Ciamis Regency in 2019 as many as 44 people. The results of the study showed that 1). There is an influence of competence on employee performance, the correlation coefficient value (R) of 0.767 means that the better the employee's competence, the employee's performance will increase, 2). There is an influence of motivation on employee performance, the correlation coefficient value (R) of 0.633 means that the better the motivation, the employee's performance will increase, 3). There is an influence of work discipline on employee performance, the correlation coefficient value (R) of 0.672 means that the better the work discipline, the employee's performance will increase, 4). There is an Influence of Competence, Motivation and Work Discipline on Employee Performance, the correlation coefficient value (R) is 0.839, meaning that the better the Competence, Motivation and Work Discipline, the more effective the employee performance will be. Based on the calculation, it is known that F count 31.785> F table 3.23, so the relationship between X1, X2, X3 and Y is significant. In other words, the hypothesis proposed by the author can be accepted because it has been statistically tested.

Computerized accounting is a system used to process company transaction data by using computers as a technological medium for application work processes and to produce financial reports for a company. The use and application of computer technology in office activities is a requirement and fairness that is needed, without having to eliminate manual systems. The use of computers will be able to improve employee performance in supporting activities in an agency or company. Financial management within the regional scope is the regional task and authority in organizing regional agencies which includes several sections including budgeting, income, expenditure, and accounting and accountability. The aim of this research is to design a web-based computerized accounting system for regional income and expenditure in Wates Village. And create a computerized accounting system that can assist the process of recording and storing web-based regional income and regional expenditure transaction data which produces regional income and expenditure report information. In creating a computerized system for regional income and expenditure, the software used is Sublime Texet3. Data storage uses MySQL and programming languages ​​use PHP and HTML. The research results show that the computerized accounting system makes it easier for finance employees to record financial transactions. Then financial reports are produced more quickly and data errors can be minimized and more structured data is stored in the database. So this new system really helps agencies in Wates Ngaliyan Village, Semarang, where the application is equipped with a menu for input, processes and reports that process transactions, both income and expenditure.

Abstract, Performance appraisal and promotion management are crucial elements in human resource management aimed at increasing productivity and creating a competitive work culture. Performance appraisal enables objective evaluation of employee contributions, identifying training needs, and building transparent career development paths. Meritocratic-based promotion not only encourages employee motivation and loyalty, but also minimizes the potential for internal conflict and the risk of bias. The results of the study indicate that an effective performance appraisal system contributes to talent retention, job satisfaction, and innovation in the organization. With a structured and development-oriented approach, companies can ensure sustainable productivity and strong leadership.    

This study was initiated because there was a problem of decreasing employee work motivation. So the purpose of this study is to find out and describe: Management of the regional government budget in 2020 at the Banjar City Secretariat. The performance of regional government institutions at the Banjar City Secretariat after experiencing budget refocusing in 2020. The effect of regional budget management on the performance of regional government institutions at the Banjar City Secretariat after experiencing budget refocusing in 2020. The method used in this study is qualitative descriptive research. Based on the results of the research and discussion, it was concluded that Regional Budget Management based on respondents was in the very good category, with the highest average score occurring in the reporting dimension with an average of 252 or 85.59% (in the very good category) while the lowest score occurred in the administration dimension with an average of 211.5 or 71.69% (in the good category). To provide an interpretation of this value. If presented as a whole, the respondents' responses to Regional Budget Management were 80.04% when compared to table 4.16. then it is in the 4th interval which means that the respondents' responses to Regional Budget Management are included in the very good category. Respondents' responses to Regional Government Institution Performance with the highest score are in the relevant dimension with an average of 243 or 82.37% or in the very good category, while the lowest average score is in the Better Process dimension of 226.5 or 73.77% with a good category. If presented as a whole, the respondents' responses to Regional Government Institution Performance are 78.75% when compared to table 4.38. then it is in the 4th interval which means that the respondents' responses to Regional Government Institution Performance are included in the good category.