Publication Search

The research was carried out with the aim of knowing the impact of Career development and discipline on work motivation of PD. BPR Artha Sukapura Salopa branch. The problem of employee work motivation at PD BPR Artha Sukapura Salopa Branch is not optimal, it occurs from career development which is relatively difficult and discipline is still lacking causing employees to be less motivated at work, according to (Bukhori & Dewi, 2018) with a high level of employee work discipline it will Motivate employees to carry out their work well, which will indirectly increase employee performance. The method used in this research is quantitative descriptive. Research results: 1. Career development has a positive and significant effect on work motivation. This means that if career development increases, work motivation will also increase. 2. Work discipline has a positive and significant effect on work motivation. This means that if Work Discipline increases, then Work Motivation will also increase. 3. Career Development and Work Discipline have a positive and significant effect on Work Motivation. This means that if career development and work discipline increase, then work motivation will also increase.

This study aims to examine the effect of: (1) To determine the Effect of Work Motivation on Employee Performance, (2) To determine the Effect of Career Development on Employee Performance, (3) To determine the Effect of Work Motivation and Career Development on Employee Performance at the Office of the Disaster Management Agency Bima city area. The type of research used in this research is associative. The population in the study were all employees at the Regional Disaster Management Agency Office, Kota Bima, totaling 62 people and a sample of 30 people using a purposive sampling technique. Data collection techniques used are observation, literature study and questionnaires. The data analysis technique used is validity test, reliability test, classic assumption test, multiple linear regression analysis, coefficient of determination, correlation coefficient, t test and f test. The results of the research based on the t test and f test show that: (1) Work Motivation has a positive and significant effect on employee performance (2) Career Development has a positive and insignificant effect on employee performance, (3) Work Motivation and Career Development have a simultaneous effect on employee performance at the Bima City Regional Disaster Management Agency office. x

Women workers in Indonesia have an important role in the Indonesian economy. Women and men as subjects and objects of development have the same rights, obligations and opportunities. Employers may not discriminate against women workers in terms of wages, promotion and career development. Writing this is to determine the need for legal protection for women workers. Therefore, the state provides legal protection, namely Law Number 13 of 2003 concerning Manpower to provide protection for women workers.

This research on teacher performance aims to analyze the effect of achievement motivation and career development on teacher performance with organizational commitment as a mediating variable. The population in this study were all public elementary school teachers in the Education Coordination Unit, Mlonggo District, Jepara Regency, amounting to 298 people. Determination of the number of samples in this study based on Isaac's table and with an error rate of 5%, obtained 158, and the data processed were 125. The method of analysis used path analysis with multiple regression models. The results of hypothesis testing show that achievement motivation has a positive and significant effect on organizational commitment, so it can be interpreted that the higher the achievement motivation, the higher the organizational commitment. Career development has a positive and significant effect on organizational commitment, so it can be interpreted that the better the career development, the higher the organizational commitment. Organizational commitment has a positive and significant effect on teacher performance, so it can be interpreted that the higher the organizational commitment, the better the teacher's performance. Achievement motivation has a positive and significant effect on teacher performance, so it can be interpreted that the higher the achievement motivation, the better the teacher's performance. Career development has a positive and significant effect on teacher performance so that it can be interpreted that the better the career development carried out, the better the teacher's performance. The results of the analysis of mediating variables using the Sobel test, found that organizational commitment can mediate the effect of achievement motivation on teacher performance. This proves that organizational commitment as a mediating variable of the influence of achievement motivation on teacher performance. Organizational commitment can mediate the effect of career development on teacher performance. This proves that organizational commitment as a mediating variable of the influence of career development on teacher performance.

Employees of the Cilacap Tengah District Office, Cilacap Regency often receive criticism from the public. The District itself certainly considers the criticism to be an encouragement and motivation to make the institution's performance even better. This performance improvement can be done through job analysis and career development of each member of the Cilacap Tengah District Office Employees. This study aims to determine 1). Analysis of the influence of positions on the performance of Cilacap Tengah District Office Employees, 2). The influence of career development on the performance of Cilacap Tengah District Office Employees, and 3). Analysis of the influence of positions and career development on the performance of Cilacap Tengah District Office Employees. Therefore, this study uses quantitative research which then interprets the data to produce descriptive data. While the data collection technique uses a questionnaire, and data analysis uses multiple linear regression. The results of the study indicate that job analysis and career development have a positive effect on the performance of Cilacap Tengah District Office Employees. If job analysis and career development are better, then the performance of the members will also be better, and vice versa if job analysis and career development are worse, then the performance of the Cilacap Tengah District Office Employees will also decrease.

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

PT Ungaran Sari Garment is one of the Largest Export Oriented Apparel Company in Indonesia, operating world-class factories in various locations in Java supported by 11,000 skilled and professional workers. Ungaran Sari Garments' production capacity can handle 1.7 million dozen garments per year and still with great potential for expansion. In 2022 to 2024 experienced an increase and decrease in Actual Performance Production. Production Performance data at PT Ungaran Sari Garment for the last 3 years has experienced, indicates that there is a decrease in employee performance at PT Ungaran Sari Garment.

This study was an attempt to explore the nexus between career development and employee job performance in UNTAG Semarang, Central Java, Indonesia. The study was necessitated following the need to institute career development programs in organizations for employees to acquire additional knowledge for improved job performance. This study was a survey-type of research that employed a correlational design in an attempt to ascertain the magnitude of the relationship between the studied variables. Structured questionnaires were administered to a sample size of 250 drawn from the population of the study. The Likert 5- point scale was used in quantifying responses while simple regression was employed in determining the degree of the relationship between career development and employee job performance. The result shows a strong relationship between career mentoring and the quality of employee job performance in the organization and concludes that organizations that wish to improve on employee job performance must institute and entrench career mentoring necessary for skill acquisition. The study recommends that organizations should encourage career counseling activities as a leeway to providing a sustainable framework upon which employees acquire the needed operational skills that will enhance their job performance in a typical organization.

This study aims to analyze "The Influence of Competence, Work Motivation and Career Development on Employee Performance at PT Kayamas Intitama Semarang". Methods of data collection using a questionnaire. The sampling technique used random sampling technique. A sample of 60 respondents is an employee at PT Kayamas Intitama Semarang. Based on the results of the study, the competence variable has a positive effect on employee performance. This is indicated by the calculated t value that is greater than the t table, namely 5.608 > 1.672, with a sig value. of 0.000 <0.05 (significant). The magnitude of β1 0.402 (positive sign) means that the higher the competence, the higher the employee's performance. Work motivation has a positive effect on employee performance. This is with the calculated t value of 6.400 > t table, namely 1.672 with a sig. of 0.000 <0.05 (significant). The magnitude of β2 is 0.467 (positive sign), meaning that the better the work motivation, the higher the employee performance. Career development has a positive effect on employee performance. This is indicated by the calculated t value which is equal to 5.042 > t table which is 1.672 with a sig value. of 0.000 <0.05 (significant). The magnitude of β3 is 0.345 (positive sign), meaning that the higher the employee's career development, the higher the employee's performance.

This study aims to determine the effect of partially significant career development on employee job satisfaction at the Department of Communication and Informatics Statistics Bima Regency, to determine the effect of partially significant work motivation on employee job satisfaction at the Department of Communication and Informatics Statistics Bima Regency, to determine the development of career and work motivation simultaneously have a significant effect on employee job satisfaction at the Department of Communication and Informatics Statistics Bima Regency. The instrument in this study used a questionnaire with a Likert scale. The population in this study was 61 employees consisting of 41 civil servants, 7 regional honorary employees, and 13 non-permanent employees at the Department of Communication and Information, Bima Regency. The sample in this study were 41 civil servants with the sampling technique used, namely the purposive sampling technique. Data collection techniques using observation, interviews, questionnaires, documentation. The data analysis technique uses validity test, reliability test, multiple linear regression test, classical assumption test, multiple correlation coefficient test, coefficient of determination, t test and f test with the help of SPSS version 22 for windows. The results showed that career development had no significant effect on employee job satisfaction, work motivation had a significant effect on employee job satisfaction, career development and work motivation had a significant effect on employee job satisfaction at the Department of Communication and Informatics Statistics Bima Regency.  

This study aims to determine the effect of Talent Management, Knowledge Management, Performance Assessment, Personality, and Creativity on the Career Development of the Ministry of Religion's Office employees, Padang Pariaman Regency. The population in this study were all employees the Ministry of Religion, Padang Pariaman Regency, with as many as 62 people. By using the Multiple Linear Regression method. The results of this study indicate that talent management has a positive influence on employee career development at the Office of the Ministry of Religion of Padang Pariaman Regency, Knowledge management has a positive influence on the career development of employees of the Ministry of Religion Office of Padang Pariaman Regency, Performance appraisal has a positive influence on employee career development. Office of the Ministry of Religion of Padang Pariaman Regency, Personality has a positive influence on the career development of employees of the Office of the Ministry of Religion of Padang Pariaman Regency, Creativity has a positive influence on the career development of employees of the Office of the Ministry of Religion of Padang Pariaman Regency.  

This research was conducted at PT. Bangun Makmur Medan. Work productivity that has not reached the company's target because there are still shortcomings that occur to employees when viewed with data in the last 5 years, not all employees can achieve work productivity targets that have not reached the company's target because there are still shortages that occur when viewed with data in 5 years Finally, not all employees can reach the target. Compensation is still very low due to the bonuses made by companies that have not been maximal for employees who have worked optimally. Employees are not satisfied with what they receive from their co-workers who cannot work together and the lack of opportunities for employees to get promotion opportunities and the amount of bonuses received is not yet in line with expectations because the bonuses made by the company are not maximized with employees who have worked optimally. The population is 129 employees and the sample in this study was 98 employees. The sampling technique used is sample random sampling. The technique of collecting data is by pembainigain kueisoner, interviews and documentation studies. Data analysis uses validity and reliability test, classic assumption test, multiple linear regression analysis, determinant coefficient and hypothesis testing.Conclusions in the study that simultaneous Compensation and Job Satisfaction influence the Work Productivity of PT. Bangun Makmur Medan. Partially Compensation and Job Satisfaction influence the Work Productivity of PT. Bangun Makmur Medan. Partially Job Satisfaction influences the Work Productivity of PT. Bangun Makmur Medan. The magnitude of the coefficient of determination that value .10 means compensation and job satisfaction can explain employee work productivity by 31% and the remaining 69% (100-31) is influenced by other variables outside of this study such as: work motivation, career development, work environment and so on

 Penelitian ini bertujuan untuk menganalisis pengaruh pengembangan karir dan motivasi ekstrinsik terhadap kepuasan kerja. Selain itu, penelitian ini juga bertujuan untuk menganalisis pengaruh variabel mediasi kepuasan kerja terhadap hubungan antara pengembangan karir dan motivasi ekstrinsik terhadap komitmen organisasi. Jenis data yang digunakan adalah data primer dan data sekunder. Sampel sebanyak  101 karyawan. Metode pengumpulan data yang digunakan adalah kuesioner. Teknik analisis yang digunakan adalah Analisis Jalur. Hasil penelitian menunjukkan bahwa: Pengembangan karir berpengaruh terhadap kepuasan kerja; Motivasi ekstrinsik berpengaruh terhadap kepuasan kerja;  Kepuasan kerja berpengaruh terhadap komitmen organisasi; Pengembangan karir berpengaruh terhadap komitmen organisasi; Motivasi ekstrinsik berpengaruh terhadap komitmen organisasi; Pengembangan karir berpengaruh terhadap komitmen organisasi dengan kepuasan kerja sebagai mediasi;  Motivasi ekstrinsik berpengaruh terhadap komitmen organisasi dengan kepuasan kerja sebagai mediasi.             

The purpose of this study was to determine the relationship between increasing skills, self-motivation and workforce supply strategies that directly and indirectly affect HR career development through work productivity as an intervening variable. This study only describes the effect of career advancement through skill improvement, HR self-motivation and labor supply strategies by the government that affect HR work productivity, where skill improvement, self-motivation and workforce provision are government programs to help improve career advancement through work productivity. . The novelty of this research is improving skills, self-motivation and strategies for providing manpower to increase HR careers and work productivity. The research method used in this research is descriptive quantitative research method using path analysis. Partially, only the skill improvement and self-motivation variables have a positive and significant effect on the work productivity variable and the HR career improvement variable. Meanwhile, simultaneously, the variables of increasing skill and self-motivation have a positive and significant effect on the work productivity variable through the HR career improvement variable as an intervening variable. With the increase in the skills possessed by HR, they will always motivate themselves to be better and can increase their competence, so that it will affect their ability to be productive, so as to be able to create work productivity of each individual which leads to increased employee performance.

This research aims to build a career development center information system at the Ketapang State Polytechnic. The results of this research are then used as a scientific study in the field of design and development of information systems. In addition, this career development center information system can be implemented at the Ketapang State Polytechnic so that it can contribute to the accreditation process of institutions and study programs, as a forum for building alumni networks and the availability of an alumni database, as a collection of important input/information for the development and improvement of universities. higher education (administration, curriculum and study design). Career centers at universities function to bridge the information needs of the world of work required by universities and to answer the challenges of the world of work. This career development center information system is based on the needs of alumni, tracer studies for campus accreditation, knowing the educational outcomes produced by universities, knowing the contribution of universities to existing competencies in the world of work, for monitoring college graduates when entering the word

This study examines the Effect of Mutation and Promotion ofPosition on Employee Career Development. The research was conductedby using survey method conducted on automotive company. The result ofthe research shows that Mutation and Promotion of Position onEmployee Career Development have positive and significant influence.The existence of mutations and promotion in a company if managedproperly so that generate a positive impact, then employees will be moreresponsible for the work they live.