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This study aims to analyze the performance of human resources in the Directorate of Civil Service Status at the State Civil Service Agency in handling service problems or ASN status cases. Labor productivity is influenced by various factors related to the workforce itself as well as those related to the company environment and government policies as a whole, such as education, skills, discipline, attitude and work ethics. Research methods are classified based on the objectives and level of natural setting of the object, research methods can be classified into basic research objectives, applied research methods and research and development. In this study, the researcher chose the type of Qualitative research to present and describe in detail and in detail the analysis of employee productivity in serving ASN performance problems at the Directorate of Civil Service Status of the BKN. Research Results Overall, the quality of service at the Directorate of Civil Service Status of the State Civil Service Agency (BKN) can be categorized as very good, supported by clarity of information, ease of access through various communication channels, and employee responsiveness in handling complaints. The completeness of the files submitted by the proposing agency greatly affects the speed of the service process. When the files are complete, the process can run quickly and efficiently. However, incomplete files are often the cause of delays in service. and the use of technology, such as the ASN SI application, is very helpful in improving the efficiency and effectiveness of services. Technology allows ASN to access information and services more quickly and easily.

East Ciputat District one of the government institutions that has the task of providing community services. In providing services, Ciputat Timur District still has several problems, namely that performance accountability is not yet optimal, the use of information technology has not been optimized to help the smooth running of services, and the pattern of training for officers is not yet oriented towards improving performance. The purpose of this research is to determine the current performance of employees in East Ciputat District, South Tangerang City. The research method used in this research is descriptive with a qualitative approach, with data collection techniques namely observation, interviews and documentation. This research is based on the theory of Employee Performance Indicators by Bernardin (2016), and found several findings that now East Ciputat District employees have experienced an increase in their performance. This is known from the quality of employee performance which satisfies community expectations, and also from employee responsiveness in resolving problems. Apart from that, employees can also responsibly complete 3 cycles of work activities, successfully achieve predetermined performance targets, as well as being disciplined in carrying out their main duties. Apart from that, the employees are agile and have good synergy in working.

This research aims to determine whether leadership style can influence the progress and decline of employee performance at the Sirime Rice Refinery Business, Pidoli Lombang Village, Panyabungan District, Mandailing Natal Regency. The number of samples used was 30 respondents. The sampling technique in this research uses the Saturated Sampling technique, where all members of the population are used as samples. The data collection techniques used were observation, questionnaires and documentation. The analysis method for this research uses validity tests, reliability tests, normality tests, heteroscedasticity tests, simple linear regression tests, partial tests and coefficient of determination tests. All of these tests were carried out using the SPSS version 25 program. Leadership style has a positive effect on employee performance at the Sirime Rice Refinery Business. Pidoli Lombang Village, Panyabungan District, Mandailing Natal Regency is indicated by a significant t value of 0.000 < 0.05, the R Square value is 0.817, which means that the independent variable or leadership style variable (X) is able to explain the dividend variable or employee performance variable (Y) of 81, 7% while the remaining 18.3% is influenced by other factors. Based on the research results, it can be concluded that leadership style has a positive and significant effect on employee performance with a calculated t value > t table (11,169 > 1.701) on employee performance at the Sirime rice factory, Pidoli Lembang village, Panyabungan sub-district, Mandailing Natal district.

Effective communication is communication that can produce a change in attitude in each individual which is visible in a communication. This research uses a qualitative approach, with data collection techniques carried out using three techniques which include interviews, documentation, and observation or security. The research was carried out by going directly to the Blitar Regency Communication, Informatics and Statistics Service which is located on Jalan Sudanco Supriyadi Number 17, Bendogerit, Sananwetan District, Blitar City, East Java. The results of this research are based on a series of analysis processes from interview data, observation and documentation, showing that effective organizational communication patterns are very important in improving employee performance at the Blitar Regency Diskominotics. By implementing clear and transparent vertical communication, both from top to bottom and from bottom to top. Meanwhile, supporting and inhibiting factors, organizational communication patterns have a significant impact on improving employee performance. Supporting factors such as continuous training, positive work environment, constructive feedback.

;   This research aims to find out: what the procedures are for checking the security of aircraft passengers and luggage transported by aircraft and individuals, so reliable human resources are needed. Therefore, airport operators have special units that carry out the role.  an Aviation Security unit (AVSEC) which has a role as a unit that ensures airport security which is under the operational division. The Aviation Security Unit (AVSEC) must have a license as a standard of suitability in carrying out duties at airports, Avsec personnel always adhere to or are Fully guided by ICAO (International Civil Aviation Organization) regulations. This study used qualitative research methods. The data collection techniques used were observation, interviews, documents, and documentation along with observations. The researcher directly carried out observations, the researcher also explained the results of the data taken during interviews and observations. For the interview, the researcher interviewed Aviation Security officers from 3 sources with document data obtained by the researcher. from documentation of the activities of Aviation security officers when carrying out their duties and responsibilities in the field and also in the form of implementation documents for the data analysis techniques used, namely data collection, data reduction, data presentation, discussion, and conclusions.  The role of aviation security officers is very important to support flight security.  Officers must ensure that passengers' luggage entering the plane contains no prohibited items or items that endanger other passengers. This is because the responsibility of aviation security officers is very large and Avsec officers have carried it out. duties in accordance with existing procedures in the company. The implementation of standard operating procedures (SOP) is also very influential in improving employee performance where standard operational procedures are a guidebook and procedures for carrying out the work of each employee at each job desk.

Hospitals are a health service industry which are now increasingly required to continue to adapt to developments and provide the best service for the community. Now, the current very tight competition requires hospitals to continue to improve the quality of their services. Lavalette Hospital is developing and continues to strive to provide the best service to the community by improving the performance of human resources. There are many factors that can influence employee performance, including employee engagement, work-life balance and job satisfaction as factors that can strengthen this influence. For this reason, this research aims to analyze the influence of employee engagement, work-life balance on employee performance with job satisfaction as a mediating variable at Lavalette Hospital Malang. The sample in this study was 167 respondents consisting of PWT and PWTT employees using a simple random sampling. The data collection technique uses a Google form which is distributed to respondents. Data analysis was carried out using SEM PLS analysis using SmartPLS 4.0. The research results showed that:1.Employee engagement has a significant effect on job satisfaction, 2.Work-life balance has a significant effect on job satisfaction,3.Employee engagement has a significant effect on employee performance,4.Work-life balance has a significant effect on employee performance,5.Job satisfaction has a significant effect on employee performance,6.Employee engagement has a significant effect on performance employees with job satisfaction as a mediating variable,7.Work-life balance does not have a significant effect on employee performance with job satisfaction as a mediating variable.

This study seeks to examine the function of work engagement as a mediating variable in the correlation between job rotation and employee performance at the Bireuen Regency Regional Secretariat. Although some organizations adopt job rotation to improve skills and mitigate employee monotony, its effect on performance continues to be a subject of contention. We propose that work engagement, an indicator of employee interest and dedication to their tasks, greatly affects the correlation between job rotation and employee performance. This study method adopts a quantitative approach, employing a survey technique with 150 workers of the Bireuen Regency Regional Secretariat as participants. We employed a path analysis model to examine the direct and indirect impacts of job rotation on employee performance via work engagement. The study's findings suggest that job rotation exerts a beneficial albeit statistically inconsequential impact on employee performance. The incorporation of job engagement as a mediating variable demonstrates a favorable and substantial effect on employee performance. Moreover, job rotation via work engagement positively and significantly influences employee performance. The Bireuen Regency Regional Secretariat has demonstrated that work engagement serves as a mediator in the link between job rotation and employee performance. This study indicates that management ought to prioritize enhancing employee work engagement via initiatives that promote job participation and satisfaction, particularly with job rotation, to attain superior performance.

The aim of this research is to determine the influence of the work environment, individual characteristics and employee performance at Bank Syariah Indonesia. This research uses a qualitative approach using literature study and technical content analysis. In the work environment at Bank Syariah Indonesia there is a huge support for the creation of a company's activity processes. With a good working environment, good and pleasant working conditions will be created, this can provide employee morale. According to (Rahmawanti et al., 2014). a work environment that is always around workers who are able to influence them in carrying out the tasks they have been burdened with. Meanwhile, individual characteristics are that each person must have different views, goals, abilities and needs from each other. These differences will bring habits into the world of work, which will cause self-satisfaction and cause differences between each other even though they work in the same place. An employee's performance is the result of a person's work during the period of work, for example standards, targets or target criteria that have been determined in advance and have been mutually agreed upon.

This research aims to find out how much influence work motivation and work discipline have on employee performance through job satisfaction at the Class II B State Detention Center in Padang. Documentation methods and types of primary data.. Research results obtained based on partial tests (T tests) obtained: There is a significant positive influence of motivation on job satisfaction at the Kles II B Padang State Detention Center. There is a significant positive influence of Work Discipline on Job Satisfaction at the Kles II B Padang State Detention Center. The largest or dominant value is 0.906. There is an insignificant positive effect of motivation on employee performance at the Kles II B Padang State Detention Center. The largest or dominant value is 0.899. There is an insignificant positive influence of Work Discipline on Employee Performance at the Kles II B Padang State Detention Center. The largest or dominant value is 0.906. There is a significant positive influence of Job Satisfaction on Employee Performance at the Kles II B Padang State Detention Center. The largest or dominant value is 0.859. Job Satisfaction is able to mediate Motivation on Employee Performance at the Kles II B Padang State Detention Center. The largest or dominant value is 0.899 and the smallest value is 0.822. Job Satisfaction is able to mediate Work Discipline on Employee Performance at the Kles II B Padang State Detention Center. The largest or dominant value is 0.906.    

Communication plays a crucial role in influencing employee performance. Performance decline is often caused by communication issues, particularly in the hotel back office, such as the lack of effectiveness in information delivery and miscommunication among employees. This study aims to analyze the impact of communication on employee performance at Hotel Tentrem Yogyakarta. The data used includes quantitative data from employee performance evaluations in 2023, the number of employees, employee communication levels from 2019-2023, and qualitative data from interviews with human resources. The study population consists of 241 employees at Hotel Tentrem Yogyakarta. Data was collected using documentation and questionnaires distributed to respondents. Data analysis techniques include validity testing, reliability testing, normality testing, heteroskedasticity testing, simple linear regression, t-test, and coefficient of determination (R²). The study findings show that the calculated t value (38.728) is greater than the t table value (0.1264) with a significance level of 0.000, indicating a positive and significant effect of communication on employee performance at Hotel Tentrem Yogyakarta. The coefficient of determination value of 0.863 indicates that 86.3% of the impact on employee performance is due to communication, while 13.7% is influenced by other factors outside the scope of this study.

Performance is the result of work that can be achieved by an individual or a group within an organization, both quantitatively and qualitatively, in accordance with their authority and responsibilities, in an effort to achieve the organization's goals legally, without violating the law, and in accordance with morals and ethics. The purpose of this study is to determine the effect of work conflict, work quality, and job stress on employee performance at CV. Maha Surya Motor Penarukan. This study uses a quantitative approach. The data collection technique used in this study is a questionnaire with measurement tools tested for validity and reliability, with 42 employees of CV. Maha Surya Motor Penarukan selected as respondents.The data analysis techniques used in this study are Descriptive Statistics, Classical Assumption Tests, and Multiple Linear Regression. Based on the research results, it is shown that the work conflict variable has a positive but not very significant effect on employee performance, the work quality variable has a positive but not significant effect on employee performance, and the job stress variable has a positive and significant effect on employee performance. This study concludes that to improve employee performance at CV. Maha Surya Motor Penarukan, the company needs to manage work conflict well, enhance work quality through training and development, and reduce job stress by creating a more conducive work environment.

This research examines knowledge, skills, behavior, organizational commitment, and performance in the personnel sections of each regional government organization in the Riau Islands Province. The sample used is non-probability sampling, with a study conducted on 133 personnel department employees from various regional government organizations in the Riau Islands Province. The research method is associative with a quantitative approach, utilizing Partial Least Square (PLS) analysis technique with the SmartPLS Version 3.0 program. The results of this study indicate that there is a significant influence of the knowledge variable on the performance variable, a significant influence of the skills variable on the performance variable, no significant influence of the behavior variable on performance, a significant influence of the organizational commitment variable on the performance variable, a significant influence of the knowledge variable on the organizational commitment variable, a significant influence of the skills variable on the commitment variable, no significant influence of the behavior variable on the organizational commitment variable, a direct influence of the skills variable on the performance variable with organizational commitment as an intervening variable, a direct influence of the knowledge variable on the performance variable with organizational commitment as an intervening variable, and no direct influence of the behavior variable on the performance variable through organizational commitment. The influence of knowledge, skills, and behavior on organizational commitment is 46.2%, with the remaining 53.8% influenced by other variables outside this study. Meanwhile, the influence of knowledge, skills, and behavior on performance is 66.1%, with the remaining 33.9% influenced by other variables outside this study.

The integration of digital transformation into government agencies' performance management has become essential in enhancing public service delivery, efficiency, and accountability. This study focuses on implementing the Electronic System for Government Agency Performance Accountability (E-SAKIP) in Indonesia as a case study of digital transformation. The research employs a qualitative approach with a case study design to explore the effectiveness, challenges, and impact of E-SAKIP on performance management. The findings indicate that E-SAKIP has significantly improved transparency and efficiency in government operations, reducing time and costs associated with performance reporting by up to 70%. However, challenges such as inadequate infrastructure, resistance to change, and insufficient training for government employees have hindered its full potential. The study underscores the need for ongoing support, including enhanced infrastructure, continuous training, and stronger leadership to ensure successful digital transformation. These insights offer valuable recommendations for further development of E-SAKIP and similar systems in other government contexts.

Non -communicable disease (PTM) is one of the increasing health problems in society every year and contributes to the largest proportion of death worldwide. According to a global status report on non -communicable diseases, non -communicable diseases can occur due to lack of exercise, smoking and malnutrition, which causes increased blood pressure, increased blood sugar levels and increased blood lipids. If not prevented, this increase will get worse and lead to chronic diseases such as hypertension, diabetes, cholesterol, dysplidemia, gout arthritis and obesity. The World Health Organization (WHO) reports that 40 million people worldwide suffer from non -communicable diseases, with the cause of cardiovascular disease, diabetes and injuries to be the main cause (Syam'ani, 2023).      

Employee performance can be seen from the quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities given to him. This research aims to analyze leadership, motivation, and discipline and employee performance in the Medan Perjuangan Village Head. The sample in this study was 32 employees at the Medan Perjuangan Village Head. The data collection instrument uses a questionnaire with a Likert scale, each of which has been tested and has met the validity and reliability requirements. Data analysis used multiple linear regression using SPSS 19.0 for Windows software tools. The results of the partial research show that partial testing for the leadership variable shows a p-value of 0.303, meaning that partial leadership does not have a significant effect on employee performance in the Medan Perjuangan Village Head. The partial test results for the motivation variable show a p-value of 0.009, meaning that motivation partially has a positive and significant effect on employee performance at the Medan Perjuangan Village Head. The partial test results for the work discipline variable show a p-value of 0.000, meaning that discipline partially has a positive and significant effect on employee performance at the Medan Perjuangan Village Head. The results of the simultaneous testing of the calculated F value are 512.757 which is greater than 3.33 and the significant value of 0.000 is smaller than 0.05 so it can be concluded that leadership, motivation and discipline have a significant simultaneous effect on employee performance at the Medan Perjuangan Village Head.

This study aims to analyze how the influence of transformational leadership, self-efficacy and career development on employee performance with achievement motivation as an intervening variable in female officials in the Riau Islands Provincial Government. The analysis used in this research is parametric and non-parametric statistics using SEM-PLS (Structural Equation Modeling-Partial Least Square). Data analysis with parametric and non-parametric statistics regarding research variables, calibration tests / pilot tests, validity and reliability, Outer model and inner model analysis, as well as discussion of the results of hypothesis testing or Path Analysis. This study uses path analysis to examine relationship patterns that reveal the effect of a variable or set of variables on other variables, both direct and indirect effects. The calculation of the path coefficient in this study was assisted by SmartPLS. The test results in this study found that Transformational Leadership and Career Development had no significant effect on the Performance of Women Officials in the Riau Islands Provincial Government, while Self Efficacy had a significant effect on the Performance of Women Officials in the Riau Islands Provincial Government, Career Development and Transformational Leadership had a significant effect on the Performance of Women Officials in the Riau Islands Provincial Government Transformational Leadership, Self Efficacy and Career Development have a significant effect on Performance with Achievement Motivation as an Intervening Variable on Women Officials in the Riau Islands Provincial Government.  

Based on the results of initial observations obtained from PT. Elang Reaksi Cepat, information was obtained that one of the problems that must be resolved at this time is how to encourage employees to further improve their performance. It was informed that the performance conditions of employees at PT. Elang Reaksi Cepat is still low. The aim of this research is to determine the partial and simultaneous influence of work motivation and work environment on employee performance at PT. Elang Reaksi Cepat, Jagakarsa, South Jakarta. The method used in this research is a survey method, using a quantitative correlational approach, namely looking at cause-and-effect relationships. The sample used was part of the population in this study, namely 78 employees using a saturated sample. This research can be concluded either partially or simultaneously, work motivation and work environment have a significant effect on employee performance at PT. Elang Reaksi Cepat, Jagakarsa, South Jakarta.

The increasingly tight level of business competition has resulted in companies being faced with the challenge of improving employee performance in order to maintain the company's survival. Employee performance itself is a fairly complex problem where the level of performance can be influenced by a number of factors such as organizational commitment and job training. Work loyalty is also expected to moderate between Organizational Commitment and Training. Because employees who have a high sense of loyalty can work optimally and have a high sense of responsibility for what they do. This study aims to determine the effect of Organizational Commitment and Training on Employee Performance through Loyalty as a moderating variable at PT Bunga Jaya Jati Bintang Company. This study uses a quantitative approach with data collection techniques using questionnaires. The population of this study was 60 employees with a sample of 60 employees, who were selected as a whole and analyzed using the SPSS (Statistical Package for the Social Sciences) version 26 analysis tool. The results of this study indicate (1) Organizational Commitment has a positive and significant effect on Employee Performance, (2) Training has a positive and significant effect on Employee Performance, (3) Loyalty can moderate (strengthen) the effect of Organizational Commitment on Employee Performance, and (4) Loyalty can moderate (strengthen) the effect of Training on Employee Performance.

Human resources are the main asset for a company.  Resources that have intellect, feelings, desires, abilities, and skills.  All potential human resources greatly affect efforts to achieve the goals of an organization. So that between the organization and the individual in it is an unusual talent to be separated. Because the role of human resources is very important for an organization. Discussing cultural issues itself is essential for an organization or company, because it will always be related to the life in the organization. Organizational culture is a philosophy, ideology, values, assumptions, beliefs, hopes, attitudes and norms that are shared and binding in a certain community. Why is organizational culture important, because it is the habits that occur in the organizational hierarchy that represent the norms of behavior that are followed by the members of the organization. A productive culture is one that can make an organization strong and the company's goals can be accommodated.This study aims to find out the Improvement of Employee Performance through Organizational Culture and Employee Work Discipline at PT PLN Indonesia Power UBP Suralaya, Cilegon City.The method used in this study is the method of causal associative and by using a quantitative approach. The data collection technique used is by distributing questionnaires, with a population of 93 employees. The sampling technique uses a saturated sampling technique where all members of the population are sampled.The results of this study show that based on the results of the T test of Organizational Culture that obtained a value of tcount greater than ttable (3.148 > 1.986) with a significance value of less than 0.05 Partially, there is an influence of organizational culture on employee performance. So H0 was rejected and Ha was accepted. Work discipline value tcount greater than ttable (3,480 > 1,986) with a significance value of less than 0.05. So there is a partial Influence of Work Discipline on Employee Performance. So H0 rejected and Ha Accepted. Grade Fcount of 9.775 this result was then compared to Ftable. With a significant level (α) of 0.000, and df: n-k-1 = 93-2-1 = 90, the value f can be obtainedtable by 3.10. Because of the F gradecount 9.775 greater than ftable 3.10, then Ha is accepted.The conclusion in this study is that Organizational Culture and Work Discipline partially and simultaneously have a significant influence on Employee Performance at PT PLN Indonesia Power UBP Suralaya, Cilegon City.

Employee performance is a good work success that has been achieved by employees through the activities that have been carried out. High performance indicates that employees successfully achieve the desired results, both in terms of quantity and quality of their work. It can be seen in increased productivity, service quality, customer satisfaction, and overall business results. This study aims to identify and analyze the effect of work discipline and work motivation on employee performance at PT Iss Indonesia. The research method used in this study is a quantitative method with a survey approach. Data was collected through questionnaires distributed to 68 employees at PT Iss Indonesia. The data analysis technique used is multiple linear regression analysis to determine the extent to which work discipline and work motivation affect employee performance. The results of this study indicate that work discipline has a significant effect of 0.812 or 81.2%, meaning that work discipline has a strong influence on employee performance. Motivation also has a significant effect of 0.832 or 83.2%, meaning that work motivation has a strong influence on employee performance. Simultaneously there is a positive and significant influence between work discipline and work motivation on employee performance at PT Iss Indonesia with a value of 87.5% and the remaining 12.5% is influenced by other factors.