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The South Tangerang Civil Registration Population Service has the task of providing community service by applying the principles of Good Governance. In its implementation, several problems are still found, such as a system that is often down and employee responsiveness which is part of accountability and there is still discrimination in services which is part of legal violations of rights. Same. This research aims to find out how the principles of Good Governance are implemented in the Population and Civil Registry Office in South Tangerang City. The method used is descriptive with a qualitative approach in data collection techniques in the form of interviews, observation and documentation. The results of this research are, 1. Accountability has carried out accountability every day, and each division has carried out accountability through reporting to the head of service where the results of the report usually contain sanctions for employees who are negligent in their duties, and the competencies possessed by the employees. And it is necessary to involve community participation to monitor the performance of the institution, 2. Transparency has been carried out well by the institution but there needs to be increased training and awareness of employees, 3. Participation has been carried out well by the institution but there needs to be training related to digital literacy involving the community and figures community, and creating inclusive forums in order to create good public services and in accordance with the principles of good governance, 4. The rule of law is not yet running well because there are still acts of discrimination by differentiating services between someone who has a position and one who does not have a position, so it is necessary to law enforcement that is applied fairly and inclusively regardless of a person's social status and training through education in schools.

This study aims to examine the effect of compensation, locus of control, and self efficacy on employee performance. The sampling technique used in this study was total sampling. The research sample was employees of the Manpower and Transmigration Office of West Sumatra Province. Where the number of employees at the Manpower and Transmigration Office was 40 people and all samples were sampled in this study. Data collection was carried out using the documentation method and literature study. The data analysis technique used is the Classical Assumption Test and Hypothesis Test using multiple linear regression using SPSS 26. The results showed that: (1) Compensation has a positive and significant effect on employee performance, (2) Locus of control has a positive and significant effect on employee performance. (3) Self efficacy has a positive and significant effect on employee performance.

This study aims to analyze the influence of work discipline and work ability on the work performance of employees at the Office of the National Population and Family Planning Agency (BKKBN) of Bima City. The research method used is a quantitative approach with survey techniques. Data was collected through a questionnaire distributed to Bima City BKKBN employees. The results of the study show that work discipline and work ability significantly affect employee work performance. Good work discipline can improve employee performance, while adequate work skills also make a positive contribution to work performance. This finding provides practical implications for BKKBN management in an effort to improve employee work performance through strengthening discipline and developing work skills.

This research is entitled "The Influence of Motivation and Work Discipline on the Performance of Employees of the III Regiment of the Pioneer Force". This study aims to see the influence of motivation and work discipline on employee performance partially and simultaneously. A sample taken for respondents. This study is a quantitative research by testing hypotheses using SPSS version 20. The results of the t-test (partial) test on the motivation variable showed that t counted 5.546 > t table 2.002 and a significant value of 0.000 < 0.05, meaning that the motivation variable partially affected and significant on the performance of employees of the III Passukan Pioneer Regiment. The results of the t-test (partial) test on the work discipline variable showed a t count of 4.973 > 2.002 and a significant value of 0.000 < from 0.05, meaning that the work discipline variable partially affected and significant on employee performance III Regiment of the Pioneer Force. Based on the output results of SPSS version 20, the results of the f test (simultaneous) test show that the F value is greater than the f table or 441.704 > 3.16 and the significant value is 0.000 < 0.05. Therefore, it can be concluded that motivation (X1) and work discipline (X2) together have a significant and significant effect on employee performance (Y).

The role of Human Capital Division is very influential in improving the employee performance Corporate Social Responsibility (CSR) of Head Office PT ANTAM Tbk South Jakarta. These significant results are based on investment in increasing employee skills, knowledge and experience which makes employees the capital or assets of a company which is the focus of improving employee performance. The purpose of this research is to find out the role of Human Capital Division in improving the employee performance Corporate Social Responsibility (CSR) of Head Office PT ANTAM Tbk South Jakarta. In this research, the author used a qualitative descriptive research method to develop a theory that was built when obtaining data in the field using data collection techniques in the form of observation, interviews and documentation. The research results show that increasing employee performance is a significant result of the role of the human capital division based on aspects of work quality, work quantity, task implementation and responsibility which are the focus of improving employee performance. The author's findings show that the emphasis on skills achieved through the recruitment process is the main thing. The human capital division ensures that the employees recruited have the skills necessary to make maximum contributions to the programs implemented by CSR. Increasing employee performance is achieved through various factors related to the role of the human capital division of PT ANTAM Tbk South Jakarta Head Office, such as providing training that is relevant to employee duties and responsibilities, not only increasing an employee's competency but also forming a strong foundation for increasing productivity. Regular evaluation also has a positive impact on improving employee performance, where there will be input and encouragement for each employee. This also makes employees open to each other so that communication is established well and loyalty is created between employees. Overall, this thesis confirms that the human capital division has an important role in improving employee performance. This is also formed from employees who are competent and willing to continue to improve their abilities and skills.      

This research aims to analyze work stress, job training, and work culture which influence the performance of J&T Express East Java, North Surabaya employees. This type of research is research with a quantitative approach. The population in this study were all employees of J&T Express East Java, North Surabaya. Determining the sample in the study used probability sampling using the Slovin formula so that the number of samples in this study was 80 employees. The data analysis method in this research uses SPSS analysis tools through validity, reliability, classical assumption tests, namely normality test, multicollinearity test, heteroscedasticity test, multiple linear regression, t test, F test and correlation and determination coefficients. The results of this research are known to be (1) The research results obtained tcount of 2.928 with a significance value of 0.005 <0.05, so Ho is rejected and H1 is accepted so that work stress (X1) influences employee performance (Y) 2. The research results obtained tcount of 4.676 with a value significance is 0.000 < 0.05, then Ho is rejected and H2 is accepted so that the job training variable (X2) has an effect on employee performance (Y). 3. The research results obtained a tcount of 0.533 with a significance value of 0.596 > 0.05, so Ho was accepted and H3 was rejected. So the work culture variable (X3) has no effect on employee performance (Y) 4. From the results of these calculations, Fcount is 29.174, which means Fcount is 29.174 > Ftable 2.730, so Ho is rejected and H4 is accepted. So the independent variables: Job Stress, Job Training and Work Culture simultaneously/together influence employee performance at J&T Express, East Java, North Surabaya Region.

The purpose of this study is to ascertain how innovatice behavior and creativity affect the productivity of millennial workers in Bandar Lampung's tourist and hospitality sector. In order to accomplish this, a quantitative technique was used in the research, and data was gathered via a Likert scale questionnaire. Because the exact number of population members is unclear, the study used a purposive sampling method to establish the sample size, which amounted to 150 respondents. Software called SPSS 26 was used to examine research data, instruments, and hypothesis testing. This study employed multiple linear regression analysis as its analysis approach. The study's findings demonstrate that innovative and creative behavior benefit millennial workers' performance in the tourism and hospitality sectors in Bandar Lampung. Workers show efficacy in putting ideas into practice, but they are not as proactive in seeking out novel chances. Despite a propensity to be cautious when attempting new ideas, employee innovation has proved to be crucial to organizational success. As a result, encouraging innovation is crucial for raising employee performance and fostering organizational expansion.

The work environment, discipline and teamwork of a company greatly determines the company's performance, as does the Jakarta Convention Center where human resources have a very big role because it is humans who carry out activities within the company so that the company is able to achieve its goals. This research aims to test and analyze the influence of the work environment, work discipline, and teamwork on employee performance at the Jakarta Convention Center. Respondents in this research were employees of the Jakarta Convention Center. Based on random sampling techniques, the type of sample used in the research was saturated sampling so that the respondents in this study were all 150 employees of the Jakarta Convention Center. This research uses primary data obtained from distributing questionnaires. The analytical method used in this research is multiple linear regression analysis. The research results show that simultaneously or partially, work environment variables, work discipline and teamwork have a positive effect on the performance variables of Jakarta Convention Center employees.

The purpose of this study is to find out the change in strategy in PT Matahari Jabatan Tbk Bekasi Cyber Park.This study uses a qualitative research method with data collection techniques carried out by observation, interview and documentation techniques. Research that aims to describe and describe events and phenomena that occur in the field and present data systematically, factually and accurately about facts or phenomena that occur in the field. The research informants in this study are 1 manager, 2 supervisors, and 2 general employees as informants. So there are 5 people who are supporting informants. The results of this study show that the strategy changes. Related to HR strategies Human change is related to the roles, attitudes, perceptions and expectations of employees in the organization. Meanwhile, changes in the structure include authority, work flow, and, labor in the organization. Meanwhile, changes in the structure include authority, work flow, and, labor in the organization. Human resources greatly determine the successful process of an organization's performance. Human resource development is to make it easier to realize the company's goals, because the quality of human resources is considered capable of carrying out their duties and functions as employees in an organization.  

The development of a business institution or company is inseparable from the role of labor (employees). Employees as a unit of human resources (HR) are so important in companies or agencies and as assets that determine the success of an organization when meeting increasingly fierce competitors. Basically, a company is a form of cooperation between two or more individuals, both organizations and groups, which aims to achieve certain goals. In order for the company to be able to continue operating, the company needs to be able to carry out optimization of the resources it has in order to achieve these goals. Therefore, companies must pay attention to and elevate employee performance in order to achieve their goals.

Government agencies are organizations chosen to carry out state functions. The most valuable possession of any organization is the human resources employed in its activities. Human resource management is thus needed in the control and rationalization of the administration of human resources in an organization. Emotional intelligence refers to the capability to identify and know one's own emotions and feelings. The work environment, too, might affect employees in the demonstration of OCB. OCB refers to employee behavior beyond their routine activities. It involves displaying personal interest in fellow employees, giving suggestions for the better performance of fellow employees, and respecting and committing to the company. This study, therefore, aims at ascertaining the extent to which Emotional Intelligence and Work Environment influence the organizational citizenship behavior of Disdukcapil employees. The research design employed in this research is quantitative, with primary data sources. The sample used in this research includes all staff members from the Disdukcapil in Surakarta City. Data obtained by the researcher were analyzed using SPSS version 27. The results of this study conclude that emotional intelligence has a significant effect on OCB, work environment has a significant effect on OCB, and emotional intelligence and work environment both have a significant influence on OCB.

This research is related to the influence of reward and punishment on employee performance with work discipline as a mediating variable on the District Election Committee and Voting Committee in Serang District. The purpose of this research is to determine the effect of reward on work discipline partially, the effect of punishment on work discipline partially, the effect of work discipline on employee performance, the effect of reward on employee performance, the effect of punishment on employee performance, the effect of reward on employee performance through work discipline on the District Election Committee and Voting Committee in Serang District. The respondents in this study were 89 employees. The data collection method used was a questionnaire and analyzed using regression analysis and path analysis. The results of this research show that rewards have a positive and significant effect on work discipline and employee performance, then punishment also has a positive and significant effect on work discipline and employee performance. Apart from that, there is an indirect effect of reward on employee performance through work discipline, and an indirect effect of punishment on employee performance through work discipline.

Human Resources (HR) is a crucial asset for every organization, including CV Wahyu Artha Technic. Effective HR management through good leadership and proper training is essential to achieve company goals. This study aims to explore the relationship between leadership style and job training on employee performance at CV. Wahyu Artha Technic, West Java. Data were obtained through questionnaires completed by 65 respondents in May 2024, with a 100% response rate. The results showed that participative leadership style and timely job training have a positive and significant influence on employee performance. Sales data shows fluctuations from year to year, which is closely related to the lack of training and ineffective leadership style. A survey of respondents showed that employee performance can be improved through opportunities provided by leadership to convey feedback and complaints. Training that is relevant to operational needs and technological developments is proven to improve employee competence and productivity. The conclusion of this study is that good leadership style and structured job training significantly improve employee performance at CV. Wahyu Artha Technic. The recommendations of this study include the importance of effective communication between management and employees as well as the development of continuous training programs to maintain employee competence and motivation. Implementation of these strategies is expected to optimize overall organizational performance.

Employee performance is a determinant factor in achieving organisational political goals, including in the context of organisational service decline. This study aims to analyse the quality of political actor interactions in organisations through various dimensions of employee performance, at the Salatiga Environmental Health Laboratory (BBLKL), Ministry of Health. The research approach used is complementary quantitative research. The data collection method was conducted by survey. The results showed that partially, work quality, responsibility, and teamwork have a significant influence on the quality of interaction of political actors in the organisation. The quality of work dimension has the strongest influence with a t-count value of 4.623. Responsibility and teamwork also show significant influence with t_count values of 2.787 and 2.728 respectively. However, the work ability dimension does not show a significant influence on the quality of interaction of political actors in the organisation with a t-count value of 1.626. Simultaneously, the four dimensions of employee performance have a significant influence on the quality of interaction of political actors in the organisation, indicated by the F_hitung value of 75.. The regression model used is able to explain 69.5% of the variation in the quality of employee performance, while the remaining 30.5% is explained by other factors not studied. Based on these findings, it is recommended to improve the quality of employee performance through an elite performance evaluation system of political actors as leaders, strengthening the sense of responsibility and teamwork, and leaders re-evaluating the work ability dimension.

This research aims to determine the influence of work discipline and work environment on employee performance at PT. Corintek Inti Sejahtera Bekasi City. The type of research used in this research is quantitative research. The sampling technique used a saturated sampling technique through a questionnaire created via Google Form with the criteria of all 84 employees PT. Corintek Inti Sejahtera Bekasi City. The data analysis method uses multiple linear regression. The data was processed using IBM SPSS Statistics 23. The results of this study show that (1) Work discipline has a significant effect on employee performance at the PT. Corintek Inti Sejahtera Bekasi City, (2) The work environment has a significant effect on employee performance at the PT. Corintek Inti Sejahtera Bekasi City and (3) Work Discipline and Work Environment simultaneously influence employee performance at the PT. Corintek Inti Sejahtera Bekasi City.  

This research intends to examine how the problem of Employee Performance of PT Mitra Industrial Chrome Technology Tanggerang. On this occasion the researcher get information about how problems in employee performance in form of initial interviews with several employees who work at PT Mitra Industrial Chrome Technology. Industrial Chrome Technology. Based on the results of initial interviews with several employees who work at PT Mitra Industrial Chrome Teknologi Tanggerang that there are production employees who make mistakes in making parts.

The quality of service at UPT Puskesmas Sibolangit is still not good. The quality of service at UPT Puskesmas Sibolangit is still not good which is related to the management of the health center which has not been able to carry out its functions properly including: planning, implementation and performance assessment. This study aims to determine the effect of planning, implementation and assessment of health center management work on service quality at UPT Puskesmas Sibolangit. This type of research is an analytical survey study with a cross-sectional design. The population of the study was all employees at the Sibolangit Health Center UPT as many as 52 people and using total sampling. The data collected were primary data and secondary data, primary data were obtained using a questionnaire. The data were analyzed using Multiple Logistic Regression statistical tests with a confidence level of 95%. The results showed that the majority of planning was less than good as many as 28 people (53.8%), the majority of implementation was less than good as many as 28 people (53.8%), the majority of assessment was less than good as many as 29 people (55.8%) and the majority of service quality was less than good as many as 29 people (55.8%). The conclusion of this study is that planning obtained p-value = 0.037 <α=0.05, implementation obtained p-value = 0.037 <α=0.05 and assessment obtained p-value = 0.022 <α=0.05 means that there is an influence of planning, implementation and assessment on the quality of service at the Sibolangit Health Center UPT and the most dominant health center management influencing the quality of service at the Sibolangit Health Center is the assessment variable that has an influence with a strength of influence of 29,153 times. It is recommended to the Head of the Health Center to increase the joint commitment of the leadership and employees and the Head of the Health Center to improve coordination, communication and cooperation by involving all program managers in the management process and for the Health Office to further improve technical guidance to the Health Center on health center management.

MJM is a leading workshop in Malang that focuses on car repairs and is known for its reliable reputation and quality service on Jl. Lake Tondano Raya F5/A26, Sawojajar. These workshops offer a variety of services, from engine to car body repairs, which makes manual transactions difficult and time-consuming due to increased service and cost complexity. This research aims to simplify transaction and operational processes in MJM workshops by developing supporting applications that include recording customer transactions, spare parts stock management, monitoring employee attendance, and mechanic payroll. The information technology provided can improve service quality, optimize operations, strengthen competitiveness, enable a sustainable approach, increase data accuracy, and support more timely decisions. The methodology used is waterfall, which follows a certain flow process starting from requirements analysis, planning, design, software development, testing, to the maintenance stage. The research focus is on the initial development of the system to ensure that the system functions well in the maintenance phase. The Operational Management Information System designed for MJM workshops includes important features such as recording spare parts, purchase and sale transactions for spare parts, service and car wash transactions, stock taking records, management of damaged or lost goods, stock cards, cash flow, and reports. transaction. This system is expected to reduce manual errors, provide better service, and improve overall operational performance.    

This research aims to: (1) find out how much influence training has on employee performance; (2) to find out how much the work environment influences employee performance; (3) to find out how much training and work environment influence employee performance. This research is quantitative research and was conducted at PT Maju Tambak Sumur Lampung Selatan with a total of 65 respondents using purposive sampling techniques. The data in this research was taken using questionnaires, observations, interviews. The analysis technique used to test the hypothesis is multiple linear regression analysis technique with the help of SPSS 29. From the results of this test it can be concluded that (1) the training variable (X1) has a positive effect on employee performance (Y); (2) work environment variables (X2) have a positive effect on employee performance (Y); (3) training variables (X1) work environment (X2) have a positive effect on employee performance (Y).

This research aims to determine the influence of leadership style, workload and work discipline on employee performance at the Corintek Inti Sejahtera Pondok Pekayon Bekasi sub-branch. The research method used in this research is quantitative research. The sampling technique used a saturated sampling technique through a questionnaire created via Google Form with the criteria for all employees of the Corintek Inti Sejahtera Pondok Pekayon Bekasi sub-branch, totaling 56 employees. The data analysis method uses statistical methods with SmartPLS 4.0 software. The results of this research show that: (1) Leadership style has a positive and significant effect on the performance of employees of the Corintek Inti Sejahtera Pondok Pekayon Bekasi sub-branch, (2) Work load has no partial effect on employee performance of the Corintek Inti Sejahtera Pondok Pekayon Bekasi sub-branch, (3) ) Work discipline has a positive and significant effect on employee performance at the Corintek Inti Sejahtera Pondok Pekayon Bekasi sub-branch, and (4) Leadership style and work discipline have a simultaneous effect on employee performance, but workload does not partially affect employee performance at the Corintek Inti Sejahtera sub-branch. Pondok Pekayon Bekasi.