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This study investigates the relationship between employee performance, training, and human resource development at PT. Perkebunan Nusantara XIV in Makassar City. The study reveals findings with major significance for organizational improvement through meticulous data analysis and statistical evaluation. The research conclusively shows a link between employee performance and training. Statistics highlight the crucial influence that training plays in improving employee skills and work effectiveness. These findings support the constancy of this correlation by being in line with earlier studies. It advances our knowledge of organizational behavior and performance dynamics by clarifying the relationship between training and employee performance. The study's findings are insightful for businesses looking to maximize staff productivity through strategic training and human resource development programs. It acts as a manual for businesses hoping to use training to boost productivity and encourage staff development.

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

In order to achieve company goals, it is necessary to improve employee performance, the company must be able to utilize human resources optimally. This study examines the effect of coaching and competence on employee performance at PT. Nindya Karya Mataram Branch. The data collection method used is a census method by using primary data collected directly from respondents through filling out questionnaires. The type of research used is quantitative research with an associative approach.  The number of respondents in this study was 40 respondents.  The analysis tool used is Multiple Linear Regression analysis using SPSS program version 25.0. The results of the analysis show that: (1) the coaching variable has a significant and positive effect on the performance of PT. Nindya Karya Mataram Branch; (2) competence variables have a significant and positive effect on the performance of PT. Nindya Karya Mataram Branch.

X is one of the distribution agents of PT. Y whose main focus is on the distribution of BBM (Fuel Oil). The phenomenon in the company is that employee performance decreases because the workload received by employees is too heavy and employee turnover is quite high.This research uses quantitative descriptive research. The total population in the study was 93 employees with the sampling technique using saturated samples so that there were 93 samples.Simultaneously there is a significant effect between workload and employee turnover variables on the performance of PT. X. While partially found the workload variable has no significant effect on the performance of employees of PT. X. Partially it was found that the employee turnover variable had no significant effect on the performance of the employees of PT. X.

Employee performance in general is a manifestation of the work done by employees which is usually used as a basis or reference for evaluating employees in an organization. Good or bad performance is determined by the good and bad of existing human resources. To achieve performance, causal factors are needed that encourage better performance such as work motivation and competence. So the purpose of this study was to find out and describe the influence of work motivation and competence on employee performance at the UPTD Adipala II Health Center, Cilacap Regency. The method used is descriptive with a quantitative approach. The results of the study show that motivation has a positive and significant effect on employee performance. This means that if motivation increases, it will be followed by an increase in employee performance. Competence has a positive and significant effect on employee performance. This means that if competence increases, it will be followed by an increase in employee performance. Motivation and competence have a positive and significant effect on employee performance. This means that if motivation and competence increase, it will be followed by an increase in employee performance

This research is motivated by the problem of employee performance that is still not optimal. The prnyrbabya factors are the quality of human resources, the use of social media and business capital. Thus, the purpose of this study was to determine the effect of the quality of human resources, the use of social media and business capital on the performance of employees at CV Karisa Pratama in Pangandaran. The method used is a quantitative descriptive method, with the following research results. The quality of human resources has a positive and significant effect on employee performance. This means that if the quality of human resources increases, it will be followed by an increase in employee performance. The use of social media has a positive and significant effect on employee performance. This means that if the use of social media increases, it will be followed by an increase in employee performance. Business capital has a positive and significant effect on employee performance. This means that if the business capital increases, it will be followed by an increase in employee performance. The quality of human resources, the use of social media and business capital have a positive and significant effect on employee performance. This means that if the quality of human resources, the use of social media and business capital, increases, it will be followed by an increase in employee performance

The purpose of this study is to know the influence of personality traits and individual competencies on knowledge sharing and employee performance. This research was Dinas Pekerjaan Umum dan Penataan Ruang Kota Pasuruan. The data collection technique used is a questionnaire that’s been released online through Google Forms. Selection of research samples using sampling jenuh was 76 respondents. For statistical and data processing, Partial Least Square (WarpPLS 7.0). This result showed: (1) Personality traits (X1) positive and significant effects knowledge sharing (Y1). (2) Individual competencies (X2) positive and significant effects knowledge sharing (Y1). (3) Personality traits (X1) do not affect employee performance (Y2). (4) Individual competencies (X2) positive and significant effects employee performance (Y2). (5) Knowledge sharing (Y1) positive and significant effects employee performance (Y2).  

This study aims to determine the Effect of Accounting Information Systems and Work Motivation on Employee Performance. This study used a quantitative approach, using primary data through questionnaires. The sampling technique uses the Slovin sample, where the determination of the sample is carried out and determined by dividing the population into several parts with a sample of 80 respondents. Data collection techniques using questionnaires were distributed to 80 respondents, where data analysis used multiple linear regression analysis using the Statistical Package for the Social Sciences (SPSS). Hypothesis testing is done through Test t and Test F. The results of the t test show that it shows that partially the Accounting Information System has no effect on employee performance. And UJi F partially shows that work motivation has a positive effect on employee performance.

This study aims to determine the effect of compensation and the environment simultaneously on employee motivation at CV. Nuri City of Tasikmalaya. The effect of organizational culture and job satisfaction partially on employee performance at CV. SPP Corporation. The method used in this research is quantitative with a survey approach. With a research sample of 40 people as respondents to CV. Nuri City of Tasikmalaya based on 40 known population data. The data used is primary data. The analytical tool used in this study is multiple linear regression using the SPSS support application version 25. The results of simultaneous testing of compensation and the environment have a significant effect on employee motivation The results of partial testing of compensation variables have a significant effect on employee motivation, as well as environmental variables that have a partial significant effect on employee motivation.

The research is motivated by a problem where employee performance has decreased compared to the previous year, this indicates that employee performance is still not optimal. Human resource development carried out by the company has not had an impact on improving company performance. So the purpose of this research is to know and describe the development of human resources (HR) in the Bido Collection Company. Employee performance at the Bido Collection Company. The influence of human resource development (HR) on employee performance in the Company. The method used is descriptive quantitative. The research results show that . The development of human resources at the Bido Collection Company based on the responses of respondents is included in the very good category. This means that the Bido Collection Company has developed very well. The performance of the Bido Collection Company's employees is in the very good category. Artonya employees have a very good assessment during their work. This means that the performance appraisal of Bido Collection employees is very good and human resource development has a positive and significant effect on the performance of Bido Collection Company employees. This means that if the HR development of the Bido Collection company increases, it will be followed by an increase in the performance of its employees.

This study aims to determine the effect of variables of work discipline, work motivation, and job satisfaction on employee performance in the General Secretariat of the Regional Representative Council (DPD) of the Republic of Indonesia, both per and simultaneously. Data collection was carried out by distributing questionnaires, the study was conducted on 50 respondents, a sample of all employees of the General Secretariat of the Regional People's Representative Council (DPD) RI. Using the Likert scale, respondents' answers were processed by multiple regression analysis, t-test, f-test and test . The results showed that some work disciplines had a positive and significant effect on employee performance, work motivation had a positive and significant effect on employee performance and job satisfaction had a positive and insignificant effect on employee performance. Simultaneously, work discipline, work motivation, job satisfaction have a significant effect on the performance of employees of the General Secretariat of the Regional Representative Council (DPD) of the Republic of Indonesia.

Customer satisfaction is a level of one's feelings after comparing several related factors such as perceived performance or results which can then be compared with the desired expectations. The purpose of this study was to determine the effect of Wings Air airline service quality at Sultan Muhammad Salahuddin Bima Airport, to determine the effect of Wings Air airline passenger complaints at Sultan Muhammad Salahuddin Bima Airport and to determine how much influence service quality and passenger complaints have on employee performance. This research is quantitative research using primary and secondary data. Primary data was obtained from a questionnaire (questionnaire), while secondary data was obtained from PT. Wings Air, articles and website internet. The analysis technique uses descriptive analysis, multiple regression, t-test, and f-test. The results of this study indicate that the calculated F value is 82.002 and a sig value of 0.00 is less than 0.05.

This research aims to examine the effects of compensation, work discipline, and motivation on employee productivity in PT Fimaha Serang. The study utilized a multiple linear regression analysis to investigate the relationships between the independent variables (compensation, work discipline, and motivation) and the dependent variable (employee productivity). Data was collected from 50 employees working in the production department, and a structured questionnaire was used for data collection. The findings indicated that work discipline had a significant and positive impact on employee productivity, while compensation and motivation showed positive effects, but their contributions were weaker and did not reach statistical significance at the 0.05 level. This study highlights the importance of work discipline in enhancing employee productivity and suggests that further investigation is needed to understand the roles of compensation and motivation in improving employee performance. These findings provide valuable insights for PT Fimaha Serang in optimizing factors that can boost employee productivity, particularly by emphasizing the importance of maintaining and improving work discipline. Further analysis and consideration are recommended when formulating compensation and motivation policies to enhance overall employee productivity.

As part of the system factor, reward (reward) is an important element to create high employee performance. Reward (reward) is one way used to motivate someone to do good and work achievements or performance.  This study aims to find out whether the provision of rewards to employees at Citilink companies affects the performance of Citilink employees at Yogyakarta International Airport and how much influence the provision of rewards has on employee performance at Citilink Yogyakarta International Airport. Quantitative research was employed in this study. Questionnaires are sent in order to collect data. All Citilink Indonesia Airlines personnel at Yogyakarta International Airport comprised the population under study, totaling 20, and 20 persons made up the sample because the population was under 100. Data analysis techniques use instrument tests, namely validity tests, and reliability tests, as well as hypothesis tests, namely Simple Linear Regression, T Test, and Determination coefficient test. A significant value for the partial effect of X on Y is 0.008 < 0.05 and with the results of the t table and t value calculated, then 2.955 > 2.10092, it can be concluded that there is an effect of giving rewards on the performance of Citilink Airlines employees at Yogyakarta International Airport. This study found a relationship between the provision of rewards and employee performance. The partial effect of Variable X on Variable Y (0.327 R Square) is 32.7%, with additional factors not included in this research influencing the other portions.

With the increasing demand for air transportation services, it must be accompanied by an increase in aviation safety and security, both safety and security in airspace, aircraft and airports. Airport security is determined by the active role of Aviation Security to implement security programs set by the government. Increasing the quality of AVSEC is very urgent and needs to be carried out in a planned, directed and sustainable manner in order to increase capability and professionalism. To support this, it is necessary to have soft skill behavior to guide performers to improve and form quality attitudes and behaviors that can produce maximum performance in order to realize goals and benefits properly. The purpose of this study was to determine the influence of soft skills on the performance of aviation security and to find out how much influence soft skills have on the performance of aviation security at Mopah Merauke International Airport, Papua. This research used a quantitative method using the Non Probability Sampling technique using a saturated sample. The sample used was 30 respondents, the results of distributing questionnaires to all Avsec employee respondents at Mopah Merauke International Airport, Papua. Retrieval of data on the number of samples using a survey with an instrument in the form of a questionnaire. Data were analyzed using simple linear regression, T test and coefficient of determination with soft skills as the independent variable and Avsec employee performance as the dependent variable which were processed using the SPSS Version 26.0 application. The results showed that the t count > t table with a value of 7.987 > 0.374 with a significant level of 0.05, so it can be concluded that Ho is rejected and Ha is accepted which means that there is an influence of soft skills on the performance of Avsec employees at Mopah Merauke International Airport, Papua partially accepted . The percentage based on the coefficient of determination test shows that the R square is 0.695. This means that the influence of soft skills on the performance of Avsec employees at Mopah Merauke International Airport, Papua is 69.5%.

The background of this research is that the performance of employees of the Ciamis Regency Investment and One-Stop Services Office is still not optimal. This is thought to be caused by not optimal work attitudes and implementation of organizational learning. The purpose of this study was to find out 1) The effect of work attitude on employee performance at the Investment and One-Stop Services Office of Ciamis Regency; 20 The effect of organizational learning on employee performance at the Investment and One-Stop Services Office of Ciamis Regency; 3) The influence of work attitudes and organizational learning on employee performance at the Investment and One-Stop Services Office of Ciamis Regency. In this study used a survey method with a quantitative data approach. The population in this study were ASN employees at the Ciamis Regency Investment and One-Stop Services Office, totaling 35, so the authors took samples using a saturated sampling technique so that the number of samples in this study were 35 people. Analysis was carried out on the data collected both from the results of observations, interviews, and questionnaires. The stages of data analysis begin with validity, reliability and verification/quantitative data analysis. The results of the study show that: 1) There is a positive and significant effect of work attitude on employee performance at the Investment and One-Stop Services Office of Ciamis Regency. This means that the better the work attitude at the Ciamis Regency One Stop Investment and Integrated Services Service, the employee's performance will increase; 2) There is a positive and significant effect of organizational learning on employee performance at the Investment and One-Stop Services Office of Ciamis Regency. This means that the better the organizational learning at the Investment and One-Stop Service Office of Ciamis Regency, the employee's performance will increase; 3) There is a positive and significant effect of work attitude and organizational learning on employee performance at the Investment and One-Stop Services Office of Ciamis Regency. This means that the better the work attitude and organizational learning at the Investment and One-Stop Services Office of Ciamis Regency, the employee's performance will increase.

The purpose of this study was to analyze the effect of work discipline on employee performance, analyze the effect of work stress on employee performance, and analyze the effect of work motivation on employee performance. The object of this research is at Bank BRI Cabang Pattimura Semarang. The method in this study is a survey research method with a quantitative approach. The population in this study were all employees at Bank BRI Cabang Pattimura Semarang. The number of samples in this study were 80 respondents who were obtained using saturated sampling, namely the sampling technique when all members of the population are used as samples. Methods of data collection through questionnaires and data analysis using SPSS which includes validity test, reliability test, classic assumption test, multiple linear regression analysis, hypothesis testing using t test, R² test. The results showed that the independent variables, namely work discipline (X1), work stress (X2), work motivation (X3) have a positive and significant effect on employee performance (Y) partially or simultaneously (together). Based on the coefficient of determination of 0.565, which means that the variables of work discipline (X1), work stress (X2), and work motivation (X3) are simultaneously able to explain the employee performance variable (Y) of 56.5%. The remaining 43.5% of employee performance (Y) is explained by other variables not included in this study.

Population administration plays a very important role in development, where it can be known about population data and information that is in accordance with the conditions of the population and the conditions of the area where they live. The Disdukcapil of Cilacap Regency, as the executor of population services, must provide excellent service to the community. However, in reality, KTP and KK services for the last 5 years at Disdukcapil, Cilacap Regency have not been able to reach the expected target. Besides that, the achievements in 2021 have also decreased when compared to the achievements in 2022. This indicates that the service quality of the Cilacap Regency Disdukcapil has not been optimal, so that it has not been able to meet community satisfaction. This study aims to determine 1) the effect of service quality on community satisfaction, 2) the effect of employee performance on community satisfaction, and 3) the effect of service quality and employee performance on community satisfaction in the Population and Civil Registration Office of Cilacap Regency. Because of this, this study uses quantitative data which is then interpreted to produce descriptive data. Meanwhile, data collection techniques used questionnaires, and data analysis used multiple linear regression. The research results show that service quality and employee performance have a positive effect on community satisfaction. This means that if the quality of service and employee performance is getting better, then community satisfaction will also increase, and vice versa.

Leadership in LPPBMN is currently being implemented in implementing units under the unit coordinator, so that the decision-making process requires more time. This leadership ineffectiveness has an impact on employees, including saturation in work effectiveness, which causes a decrease in the level of morale. Besides that, an uncomfortable work environment has an impact on decreased morale, resulting in low work performance. This study aims to determine 1) The influence of leadership on Employee morale, 2) The influence of the work environment on Employee morale, and 3) The influence of leadership and work environment on the morale of LPPBMN Kemenhub Employees. This research uses quantitative research methods. The results of the study show that leadership affects employee morale, the work environment influences employee morale, and leadership and work environment affect employee morale of LPPBMN Kemenhub. This means that the better the leadership and work environment, the morale will also increase, and vice versa.

This study has the main objective, namely to find out how the effect of job training and work motivation on employee performance at the Primkoppabri branch of Brebes. This research uses quantitative research with the SPSS 22 analysis tool. The population used in this research is Primkoppabri employees, totaling 74 employees. The sample in this study uses a saturated sample where all the number of employees is used in the sample. The method of data collection is done by distributing questionnaires. The results of the t test show that the job training variable has a significant positive effect on employee performance with a t count > t table (2.618 > 1.993) and a sig value of 0.011 <0.05. The variable of work motivation has a significant positive effect on employee performance with a t count > t table (6.428 > 1.993) and a sig value of 0.00 <0.05. Then through the F test it is known that the variables of job training and work motivation simultaneously influence employee performance with F count > F table (84.066 > 2.50). Adjuster R square of 70.4% indicates that job training and work motivation variables affect employee performance, and the rest is influenced by other variables.