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Training and development is an important aspect in almost all companies or organizations because it leads to increased performance in the required areas. Training is an important learning process in organizations that care about productivity. Each individual is encouraged and given training to continuously improve their skills and expertise throughout their career. Skilled and highly motivated people contribute greatly to work productivity. In improving an employee's performance, the most important supporting factor is the level of skills the employee possesses. Skills refer to a person's ability to carry out a task or job. Training and development provides opportunities for employees to acquire new skills or improve existing skills so that they are relevant to the needs of the ever-growing digital era. Training and development can improve employee skills in facing the challenges of the digital era. Training that focuses on information and communication technology (ICT), such as using the latest software or understanding data analytics, can help employees keep up with rapid technological developments in today's digital era.

Career management is a crucial process for both individuals and organizations. For individuals, it facilitates the achievement of career goals and enhances job satisfaction. For organizations, it aids in attracting, developing, and retaining qualified employees. This study delves into the factors influencing career management, encompassing individual factors (abilities, skills, interests, values, and personality), organizational factors (organizational culture, structure, career opportunities, and career policies), and environmental factors (economic, socio-political, and technological conditions). The findings demonstrate that effective career management can enhance employee career effectiveness, job satisfaction, and organizational performance. The study also provides recommendations for improving career management, including regular career assessments, career development program development, information and training, a supportive organizational culture, and encouraging employees to proactively manage their careers. Further research is warranted to develop more effective and contextual career management models and investigate the impact of career management on other factors such as organizational commitment, employee turnover, and gender equality in the workplace.    

The gap between awareness of integrity in business and lowering standards of behavior is growing. The implication is that the attribute of integrity is only given to individuals with morality that conforms to societal standards. However, assigning the attribute of integrity does not always require moral approval. This research aims to analyze the influence of a culture of behavioral integrity on the work environment. The results of this research can be used as a reference and reference regarding behavior integrity in the work environment. This research uses library research methods. The results of the discussion concluded that a culture of behavioral integrity had a positive and significant effect on performance at several institutions. A behavioral culture of integrity also has a significant influence on company performance. Integrity in the workplace has benefits such as maintaining integrity, reducing stress, increasing job satisfaction, and building a positive organizational culture for employee development.

Job satisfaction has the potential to increase company productivity and emphasizes the importance of developing concepts to measure human resources. Each individual has varying levels of job satisfaction, influenced by the values they hold and their unique characteristics. Satisfaction is also related to the extent to which individuals feel their needs, wants and aspirations are met, which ultimately depends on the goals they want to achieve in their lives. The purpose of this study is to determine the relationship between the variables of Performance Management, Enthusiasm, Motivation, and Training to Employee Job Satisfaction simultaneously and partially. This research is a deductive type of research using quantitative methods. The sample in this study amounted to 145 respondents using data collection techniques using purposive sumpling. Then the data is processed using multiple linear regression analysis methods using SPSS. Based on the test results, it is known that the variables of performance management, enthusiasm, motivation, and training simultaneously and partially have a positive effect on job satisfaction.

Individual Competency describes a characteristic or ability possessed by each employee in carrying out work. Of course, paying attention to existing factors and indicators can create quality competencies and improve employee performance. By using the literature study method, it is hoped that we will be able to analyze individual competencies accurately according to data from existing sources. So in this case, the development of human resources within the company will be of high quality. This article describes individual competencies which include the relationship between employee performance and motives, traits, self-concept, knowledge and skills, and the benefits for the company and employees. This material is designed to help employees develop their ability to develop, increase resilience, ability to face problems and develop skills in innovation and improve their individual performance. With individual competency, employees can shape their personality and increase employee knowledge, and employee skills will have a positive impact on maximizing company productivity.

Motivation is a drive that arises within an individual, whether consciously or unconsciously, to perform an action with a specific goal in mind. Motivation at work is closely related to performance evaluation, which reflects the outcomes of tasks carried out by individuals or teams. Performance evaluation is an essential element within an organization that shapes the expectations of each member. With performance evaluation, each individual feels that their efforts and hard work are appreciated by the company. Recognition of job performance achievements serves as a return for the work done and can boost work morale, encouraging employees to work more systematically and enthusiastically towards achieving better results. Therefore, this study aims to understand the impact of motivation on performance evaluation, as well as the relationship between work motivation and work productivity..

In the current global era, character building is needed in all fields, especially in companies that want their human resources to be better at work. "The Flash" New Character Building is a form of training for PT Swabina Gatra in creating employees who are competent and have active, flexible, intelligent and humble personalities. The method used in this research is descriptive qualitative, by interviewing trainees and training participants directly and making observations during the activity. The new findings that occurred when this training was carried out were changes in the participants' mentality to become more agile and adaptive to the surrounding environment, the presence of stimulus and The response from the trainer makes the participants have higher motivation and enthusiasm. Regular training programs are carried out with the aim of being a refreshing activity for employees. The implications of The Flash New Character Building training have positive implications in improving personal quality, performance and interpersonal relationships of individuals, as well as forming a good organizational culture

This research aims to analyze the impact of organizational culture and motivation on employee performance in the work environment. Organizational culture includes the values, norms, and beliefs that shape the identity of an organization, while motivation refers to the internal and external drives that drive individuals to achieve their goals. This research uses a quantitative approach through surveys and statistical data analysis to determine the relationship between organizational culture, motivation and employee performance. The research results show that a strong and positive organizational culture can increase employee motivation, which in turn contributes to improving their performance. Factors such as leadership, organizational communication, and recognition of achievements also play a key role in influencing the relationship between organizational culture, motivation, and employee performance. The managerial implications of these findings include the importance of building an organizational culture that supports and motivates employees to achieve organizational goals.

The problems faced in this study include (1) How do individual characteristics affect employee performance in the Education Personnel of Galuh Ciamis University? (2) How does workload affect employee performance in the Education Personnel of Galuh Ciamis University? (3) How do individual characteristics and workload affect employee performance in the Education Personnel of Galuh Ciamis University? This study aims to study, find out, and analyze (1) The effect of individual characteristics on employee performance in the Education Personnel of Galuh Ciamis University. (2) The effect of workload on employee performance in the Education Personnel of Galuh Ciamis University. (3) The effect of individual characteristics and workload on employee performance in the Education Personnel of Galuh Ciamis University. The method used in this study is an explanatory survey, while the technical data analysis, namely validity test, reliability test, descriptive statistics, Inductive Statistical Analysis (Inferential) with Multiple Regression. The results of the study inform that (1) Individual characteristics have a positive effect on employee performance in the Galuh Ciamis University Education Staff. This means that if individual characteristics are improved, then employee performance in the Galuh Ciamis University Education Staff will also increase. (2) Workload has a positive effect on employee performance in the Galuh Ciamis University Education Staff. This means that if the workload is increased, then employee performance in the Galuh Ciamis University Education Staff will also increase. (3) Individual characteristics and workload have a positive effect on employee performance in the Galuh Ciamis University Education Staff. This means that if individual characteristics and workload are improved, then employee performance in the Galuh Ciamis University Education Staff will also increase.

This study investigates the impact of digital gamification on employee motivation, engagement, and productivity in technology companies. Gamification, which integrates game design elements such as rewards, badges, and leaderboards into non-game environments, has gained popularity as a tool for enhancing employee performance in workplaces. The research employs a quantitative survey methodology to gather data from employees in technology firms that have implemented gamified systems. The findings reveal that gamification significantly increases employee motivation by tapping into intrinsic motivators such as autonomy, competence, and relatedness. Employees reported higher levels of engagement, with many attributing their increased participation to the fun and competitive nature of gamified tasks. Additionally, productivity improvements were observed, particularly among employees in roles that require individual performance, such as software engineers, where autonomy and goal-setting were key factors. The study also identifies variations in the effectiveness of gamification based on factors such as job role and organizational culture, emphasizing the need for customization to suit different employee needs. Despite these positive outcomes, challenges such as employee resistance, poorly designed systems, and resource constraints were noted as barriers to successful gamification implementation. These findings suggest that gamification is an effective strategy for improving motivation and engagement in technology companies but requires thoughtful design and alignment with company culture to maximize its impact. Future research should explore the long-term effects of gamification and examine how specific elements, such as leaderboards and rewards, influence employee behavior across different demographics.

In the world of work, communication is at the root of all important aspects inherent in the person of each individual, helping to achieve goals both personally and organizationally. This study was made using literacy study methodology which found that effective communication is associated with increased productivity, better organizational health, and employee satisfaction. Identification of communication styles is also considered to play an important role in building positive interactions with others and play a key role in building personal branding. Good communication can help improve well-being in relationships and play a role in personal and professional growth and success. Case studies also show that clear internal communication positively affects employee performance, while lack of communication can lead to misunderstandings and decrease productivity. In the context of sales, communication in marketing also plays an important role in increasing sales volume by presenting clear and precise information about the product to build consumer trust.

Every financial institution has a frontliner who serves as a front guard or sequencer and provides information about banking as well as initial impressions of a bank. Due to the rapid development of the banking industry, PT. Bank Sumut KCP Syariah Lubuk Pakam must determine ways to improve the performance of frontline employees so they can compete with other banks. The problems raised in this research relate to how PT. Bank Sumut KCP Syariah Lubuk Pakam chose an approach to improve frontliner performance through SWOT analysis. Frontline Officers must have the knowledge and expertise in their profession to carry out their primary duties effectively. To do this, they must receive training and support that starts from the individual's outer appearance and continues within, so that when providing consumers receive fast, efficient and polite service, resulting in high customer satisfaction. This research uses qualitative methods and descriptive research design. SWOT analysis is used to apply qualitative and descriptive analysis to arrive at research conclusions. Based on the results of the Cartesian diagram, the institution is in Quadrant I, actively implementing a Growth-Oriented Strategy and supporting this strategy.

The aim of this research is to determine the influence of servant leadership on individual performance in the psychological mediation of empowerment. This research uses a quantitative approach with the employee population of PT Trikayarasa Jaya Food in Sidoarjo. The sample used was 70 employees of PT Trikayarasa Jaya Food. Data collection was carried out through questionnaires. The analysis in this research uses Partial Least Square (PLS) with SmartPLS 4.0 software. There are two model specifications used in PLS, namely: outer and inner models. The results of this research found that servant leadership influences individual performance, servant leadership influences the psychology of empowerment, individual performance influences the psychology of empowerment, psychology of empowerment mediates servant leadership on individual performance.

The aim of this research is to determine the influence of servant leadership on individual performance in the psychological mediation of empowerment. This research uses a quantitative approach with the employee population of PT Trikayarasa Jaya Food in Sidoarjo. The sample used was 70 employees of PT Trikayarasa Jaya Food. Data collection was carried out through questionnaires. The analysis in this research uses Partial Least Square (PLS) with SmartPLS 4.0 software. There are two model specifications used in PLS, namely: outer and inner models. The results of this research found that servant leadership influences individual performance, servant leadership influences the psychology of empowerment, individual performance influences the psychology of empowerment, psychology of empowerment mediates servant leadership on individual performance.

Personal branding is a factor that already exists in every individual, with the personal branding that is formed in each community or individual being different depending on the surrounding environment. Where personal branding correlates with the communication carried out as well as from that process later utilized in the world Work. Organization The company has divisions that have been divided to facilitate performance within the company and make it more effective. This will form the trust and respect shown to managers by employees. When someone wants to build their personal brand, they must pay attention to aspects of skill set, aura and identity. These three aspects are very important in building and developing personality branding individual, so that the result maximum. No only just do Personal branding by sharing photos or various actual activities is felt to have less than optimal impact, and can even be contradictory to the original goal.

This article discusses the performance evaluation process at the LIA Cibinong Language Institute, which is a crucial step in measuring and assessing employee performance. This process is essential to ensure the effectiveness and efficiency of organizational operations, while providing feedback that supports overall performance improvement. LIA Cibinong, as an educational entity, considers performance evaluation management important in monitoring employee achievements. The evaluation process at LIA Cibinong consists of planning, implementation, assessment, and follow-up. The planning stage establishes the objectives of the performance evaluation in line with the objectives of the organization, with criteria that include quantity, quality, timeliness, and collaboration. Implementation involves collecting performance data through self-assessment, supervisors, and colleagues. The assessment stage uses techniques such as rating scales, comparisons, and free assessments, tailored to the evaluation criteria. Ultimately, the follow-up stage uses the assessment results as feedback, not just evaluation, but as a guide to improving employee performance. Careful implementation of performance evaluation by LIA Cibinong ensures that employees contribute optimally in accordance with the vision and mission of the organization. This process is not only an evaluative instrument, but also a foundation for individual development and overall institutional performance improvement.

This research aims to examine the combined influence of (1) work discipline and job satisfaction on employee performance; (2) work discipline on employee performance; and (3) job satisfaction on employee performance. The research design employed is quantitative causal. The subjects of this study encompass all employees at Aston Batam Hotel & Residence, with a population of 100. Data collection was conducted through a survey using a questionnaire as the research instrument. The collected data were analyzed using multiple linear regression while adhering to classical assumptions. The results of the analysis indicate that both work discipline and job satisfaction, when considered together, significantly affect employee performance. Furthermore, work discipline and job satisfaction individually and significantly contribute to employee performance.

This article delves into the intricacies of the relationship between psychology and human resource management (HRM) in the context of the modern workplace. With a focus on fostering harmony in the workplace, the article explores ways to understand and manage employees' psychological aspects to enhance performance and satisfaction within the organization. Through a thorough examination of psychological theories and HRM principles, this article explores how a profound understanding of individual psychological needs can shape inclusive and sustainable HRM policies. Thus, the article not only discusses theories but also offers practical insights to assist organizations in achieving an optimal balance between psychology and HRM

Education and Training (DIKLAT) plays a vital role in developing individuals, especially in terms of improving employee performance. Studies have shown that TRAINING plays an important role in increasing employee performance. The aim of this research is to analyze the importance of the role of education and training in improving employee performance in Probolinggo district. This research uses a qualitative approach method where the data comes from observations and reading sources related to education and training. This research shows that education and training has various benefits, benefits for employees who carry out education and training, they can gain additional knowledge and improve their skills, and benefits for organizations that carry out education and training activities can get employees who are stratified, so that it has a good impact in the future progress of the organization..

This research has the objective of analyzing the relationship between the work environment, work culture and workload related to employee performance in an agency or company. This research uses quantitative methods through descriptive analysis, as well as online data collection using the Microsoft Forms Platform with a Likert scale of 1 to 5 with the Purposive Sampling method, there are 57 respondents with the age criteria 18-30 and currently working. Processed using the SmartPLS 4.0.9.2 application program. with Structural Eqution Modeling (SEM). The results showed that, the work environment is influential in supporting or improving the performance of its employees for the better and can produce quality work done by its employees. The work environment can be maximized when a company can implement or create a conducive, collaborative environment, and pay attention to all aspects such as the physical and psychological of its employees. Such factors as sufficient facilities, social support, and job security can increase employee performance productivity. Organizational work culture also plays an important role in shaping employee performance. Organizations with a culture that encourages innovation, collaboration, and employee motivation have better performance. Conversely, a work culture that does not support employees can hinder employee performance. Workload in accordance with individual capacity also affects employee performance. Too high a workload can lead to excessive stress and fatigue, which negatively impacts productivity. Therefore, wise management in determining workload is essential. From this study, it can be concluded that a good work environment, positive work culture, and workload adjustment can significantly improve employee performance. A company or an agency needs to pay attention to these factors to achieve optimal productivity and job satisfaction in the midst of intense competition between agencies.