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This study aims to determine the effect of training and work discipline on employee performance at the North Toraja Regency Culture and Tourism Office. And the object in this study is the Culture and Tourism Office of North Toraja Regency. The population in this study were all employees of the culture and tourism service, totaling 58 people. The results of this study indicate that training has no effect on performance and work discipline simultaneously. the coefficient of determination obtained a value of 0.378 or 37.8%.

This research aimed to (1) determine the description of employee performance, professionalism and organizational commitment; and (2) analyze the effect of professionalism and organizational commitment on employee performance bith partially and simultaneously. The populations in this research were employees at the Inspectorate Office of Sikka Regency as many as 43 people. This research was conducted by census or saturated sampling due to limited population. Data were collected through questionnaires and analyzed through descriptive and inferential statistical methods, namely multiple linear regression. Hypothesis testing was done through the F-test and t-test. The results of descriptive analysis showed that the variables of employee performance, professionalism, and organizational commitment were categorizedas good. The results of the test statistic showed that partially the variables of professionalism and organizational commitment had a positive and significant effect on employee performance. The results of the T-test statistic showed that simultaneously, the professionalism and organizational commitment variables had a significant effect employee performance. The results of the determination analysis indicated that the two independent variables in this research could explain the fluctuation of employee performance at the Inspectorate Office of Sikka Regency by 25,1%

This research aimed to (1) determine the description of employee performance, work ethic and capabilities of Human Resources at the Civil Registry and Population Office of Sikka Regency, and (2) determine the influence of work ethic and Human Resources capabilities on employee performance both partially and simultaneously. The population in this research were 55 employees who worked at the Civil Registry and Population Office of Sikka Regency. The sample used the saturated sample technique. Data was collected through census or saturated sampling. Data were collected through questionnaires and analyzed using a descriptive method, namely multiple linear regression. Hypothesis testing through the F test and t-test. The findings of the descriptive analysis revealed that the variables of employee performance, work ethic, and Human Resources capabilities were quite good. The results of the t-test showed that the work ethic variable had no significant influence and the ability of Human Resources had a significant value on employee performance. The results of the F test showed that the variables of work ethic and Human Resources capabilities simultaneously had a significant influence on employee performance. The coefficient of determination was 0.477 which indicated the contribution of the work ethic and Human Resources variables on employee performance of the Civil Registry and Population Office of Sikka Regency was 22.7%

This research aims to find out whether work motivation, work ability, and the work environment have a partial or simultaneous influence on employee performance of UD Rahayu Kec. Gurah District Kediri. Sampling technique in this research, the saturated sample method was used, namely the entire number population of 38 employees. The data source for this research was obtained through observation, interviews, library or literature studies, questionnaires, and dokumentation. Data processing is through the SPSS 21 program. Data analysis techniques used are validity test, reliability test, classical assumption test, regression analysis multiple linear, hypothesis testing, and analysis of the coefficient of determination (R2). The research results show that: (1) Work motivation has a signifiant effect on employee performance, with the t test results obtained a significance value of 0,001 and the calculated t value is 3,473. (2) Work ability has significant effect on employee performance, with the t test results obtained a significance value of 0,009 and the calculated t value is 2,772. (3) The work environment has a significant effect on employee performance, with the t test results obtained a significance value of 0,005 and the calculated t value is 2,966. (4) Work motivation, work ability and work environment has a significant effect on employee performance, with the F test results obtained a significance value of 0,000 and a calculated F of 18,287.

Leadership is one description of an institution as a process of influencing other people in a certain scope to work together in a productive way and in pleasant conditions. (Tappen, 1995 in Sitorus and Panjaitan, 2011). As a leader you should be able to create an atmosphere work that creates a new and innovative atmosphere for its staff in achieving goals to be better and obtain higher results than before. It is described that an effective leader is considered to be a person who can read situations and conditions and is able to overcome problems with responsibility and integrity and has good ethics (Muninjaya, 2004). Innovative work behavior is the creation, introduction and implementation of new ideas or ideas in work, either as a group or organization in an effort to improve performance in an organization (Jansen, 2000). As explained above, assistance is needed for business actors or employees who are willing to become respondents to take part in Democratic Leadership Training carried out by researchers. The output target achieved from this research is the production of scientific publications in national journals with ISSN.

This research was conducted with the aim of explaining the influence of compensation, work environment and employee competency on employee performance at UD. Berkah Andita Mandiri Group. The variables in this research are Compensation (X1), Work Environment (X2), Employee Competency (X3) and Employee Performance (Y). This research uses data collection techniques in the form of observation, interviews, and distributing questionnaires to UD employees. Blessings Andita Mandiri Group. This research has a population of 84 respondents and a sample of 70 respondents. The techniques for normality testing, heteroscedasticity testing, linearity testing, multicollinearity testing and hypothesis testing are expected to be able to answer the four problem formulations in this research. The analysis was carried out using SPSS for Windows version 25 software. Based on the results of the tests carried out, it can be concluded that: Compensation (X1) partially has a significant effect on employee performance (Y) at UD. Blessings Andita Mandiri Group. Work Environment (X2) partially has a significant effect on employee performance (Y) at UD. Blessings Andita Mandiri Group. Competency (X1) partially has a significant effect on Employee Performance (Y) at UD. Berkah Andita Mandiri Group; Compensation, work environment and competency simultaneously have a significant effect on employee performance and Competency simultaneously have a significant effect on Employee Performance (Y) at UD Berkah Andita Mandiri Group.

Purpose − In the ever-evolving digital era, the paradigm of employee compensation and rewards is also undergoing a fundamental transformation. Digital Compensation and Rewards concepts have emerged as a response to these changes, with a focus on building adaptive performance systems, innovative bonus approaches, and flexibility in employee rewards. Overall, the Digital Compensation and Rewards paradigm brings modern concepts to human resource management. In the digital era, employee compensation and reward systems are experiencing fundamental changes. The use of technology allows for more efficient implementation of performance-based systems. Findings- The results of the literature review show that technology has a significant positive impact on the employee recruitment stage. Apart from that, the implementation of digital compensation and rewards is also an integral part of employee performance. Design/methodology/approach- By using data-based performance assessments with digital platforms, companies can collect and analyze employee performance data in more detail. This allows for more objective and accurate assessments, as well as providing opportunities for appropriate recognition of individual contributions. Practical implications- Involves improving the recruitment process through the use of digital technology and social media, adjusting the compensation system to include digital performance bonuses and application-based incentives, flexibility in providing rewards tailored to individual preferences, the use of data and analysis to measure employee performance accurately, as well as development of HR skills in integrating digital technology in human resource management. By paying attention to these practical implications, companies can improve their human resource management strategies to face the challenges and opportunities in the digital era, which can support organizational growth and success. Originality/value- This research presents an innovative view of how organizations can use digital technology and more flexible bonus systems to increase employee motivation and productivity. With a focus on the digital era, this paper provides insight into the importance of adapting to technological changes in human resource management. The value of this paper is that it provides practical guidance for companies seeking to improve their human resource management strategies to optimize employee performance and rewards in the ever-changing digital era.

This study aims to determine the relationship between Leadership Style and Work Motivation simultaneously on Employee Performance of the Deputy Secretariat of the Ministry of Tourism and Creative Economy of the Republic of Indonesia which is an agency for the protection of tourism and the creative economy which has the duties and functions of preparing strategic plans, evaluating performance, and establishing cooperation with various related parties to achieving goals and development in the field of tourism. This research method uses a statistical quantitative method and is measured using the Statistical for the Social Science Package (SPSS) Version 23. The sample in this study is a saturated sample of 50 employees of the RI Ministry of Tourism and Creative Economy Deputy Secretariat. through instrument testing using the t test and f test to prove the hypothesis. The results of the study show that the relationship between leadership style and work motivation on employee performance is simultaneously positive and significant. Leaders in the strategic policy deputy secretariat work unit need to maintain work motivation and apply a more effective and appropriate leadership style, so that employee performance will get better.

This research aims to determine the influence of organizational climate and organizational commitment on employee performance at PDAM Kolaka branch.  This research uses a quantitative method approach.  Data collection in this research used observation and questionnaires.  The population of this study were employees of PDAM Kolaka branch.  Meanwhile, the sample in this study amounted to 40 people.  Research instrument testing uses validity and reliability tests with SPSS 25.0.  The data analysis technique used in this research is instrument model testing (outher model) and structural model testing (Inner model) with Smart PLS 3.0.  Based on the research results, it is known that there is a positive and significant influence between the Organizational Climate variable on employee performance as indicated by the T-statistic value of 2.731 and the original sample of 0.369, while the Organizational Commitment variable has a positive and significant influence on employee performance as indicated by the T-statistic value of  3.605 with an original sample value of 0.416.

This research is motivated by the influence of motivation and work enthusiasm on employee performance at the Department of Cooperatives and Micro Enterprises in Depok City. This is done to see how much the level of motivation and morale on employee performance. The research method used is a quantitative method because it is a method used to determine the relationship or influence between two or more variables. Data collection technique through questionnaires distributed to 66 respondents using probability sampling technique with simple random sampling. In analyzing the data, using Instrument Test, Classic assumption test and Hypothesis Test. The results showed that the coefficient of determination was 0.652, which means that 65.2% of the contribution of the Variables of Motivation (X1) and Morale (X2) affect Employee Performance (Y). The conclusion from the data analysis above is that there is a positive and significant influence of Motivation and Work Enthusiasm on Employee Performance at the Department of Cooperatives and Micro Enterprises in the City of Depok.

His research is to determine the effect of training and work discipline on the performance of employees of the Balai Perikanan Budidaya Air Payau (BPBAP) Takalar. The sample in this study was all employees of the Takalar Brackish Water Aquaculture Fisheries Center (BPBAP), totaling 83 employees. The data used is primary data and secondary data. Data collection was carried out using questionnaires, interviews and documentation. The data analysis techniques used in this research consist of validity tests, reliability tests, classical assumption tests, autocorrelation tests, multiple linear regression analysis, hypothesis tests and R determinant tests. The results of the research after the data were processed with SPSS.13 show that there is a positive influence between the Training variable (X1) on Employee Performance (Y) and the positive influence of Work Discipline (X2) on Employee Performance (Y) which can be shown through the results of the hypothesis test (t test) where the calculated t result is greater than the t table. Based on this description, it can be concluded that training and work discipline have a positive and significant effect on the performance of the employees of the Balai Perikanan Budidaya Air Payau (BPBAP) Takalar.

Human resource management is one of the most important aspect in the course of a agency to achieve its vision, mission, strategy and the creation of agency goals. The aim of this research is to explain the influence of workload, work stress and work motivation on employee performance. This research uses a saturated sample. The sample in this study was 31 employees of the Nganjuk Regency Investment and One Stop Integrated Services Service. In this research, the results obtained were that workload, work stress and work motivation partially had a significant effect on the performance of employees of the Nganjuk Regency Investment and One-Stop Integrated Services Service. Meanwhile, simultaneously these three variables have a significant effect on the performance of employees of the Nganjuk Regency Investment and One Stop Integrated Services Service.

Leadership style, motivation and job satisfaction are part of the factors which affects performance. The purpose of this study is to determine the effect leadership style and motivation on performance through job satisfaction as an intervening variable. This research is also intended to determine the effect of style leadership and motivation on performance through job satisfaction as a variable intervene directly and indirectly. This research is done to 50 employee respondents of Prima SR Hotel & Convention Yogyakarta. Method the research used is a quantitative method using statistical and descriptive analysis. The results of this study are (1) There is an influence of leadership style significant positive effect on job satisfaction. (2) there is a stylistic influence leadership has a significant positive effect on performance. (3) there is influence positive and significant work motivation on job satisfaction. (4) there is influence positive and significant work motivation on performance. (5) there is an influence positive and significant job satisfaction on performance. (6) the influence is not direct leadership style on employee performance through job satisfaction greater than the direct influence of leadership style on performance employees (7) the direct effect of motivation on employee performance is greater rather than the indirect influence of motivation on employee performance through job satisfaction.

This research aims to determine the significance of the influence of work discipline, work environment, and leadership on employee performance at UD. Timbul Jaya, Wates Subdistrict, Kediri Regency. The sampling technique used in this research is saturation sampling with a total sample of 34 respondents. The analysis technique used includes Validity Test, Reliability Test, Classical Assumption Test (Normality Test, Heteroscedasticity Test, Linearity Test, and Multicollinearity Test), Multiple Linear Regression Analysis, t-Test, F-Test, and Coefficient of Determination (R2). The results of the research based on partial testing indicate that Work Discipline does not significantly affect the Employee Performance of UD. Timbul Jaya, Wates Subdistrict, Kediri Regency, the Work Environment significantly affects the Employee Performance of UD. Timbul Jaya, Wates Subdistrict, Kediri Regency, and Leadership does not significantly affect the Employee Performance of UD. Timbul Jaya, Wates Subdistrict, Kediri Regency. Simultaneous testing shows that Work Discipline, Work Environment, and Leadership have a significant impact on Employee Performance at UD. Timbul Jaya, Wates Subdistrict, Kediri Regency.

The Service Technical Implementation Unit (UPTD) of the Maria Donggomasa Forest Management Unit Center is one of the government agencies under the protection of the Environment and Forestry Service of West Nusa Tenggara Province which is located in the Bima region of West Nusa Tenggara province. The Service Technical Implementation Unit (UPTD) of the Maria Donggomasa Forest Management Unit is the implementing element for operational technical activities or technical investigation activities at the West Nusa Tenggara Provincial Forestry Service. The function and aim of establishing the KPH is to carry out forest management, outline National, Provincial, Regency/City forestry policies to be implemented, carry out forest management activities in its work area based on Determination Decree No.337/Menhut-VII/2009. The area of ​​the Maria Donggomasa Forest Management Unit (UPTD) includes the city and district of Bima which is divided into a working area of ​​9 resorts and has 96 employees consisting of 41 ASN and 55 workers.

Healthy financial conditions are key to reducing risks and ensuring business continuity. Company management must carry out wise management in making decisions and preparing budget policies carefully. This research aims to determine the comparison of financial performance through profitability, liquidity and solvency of PT. Telekomunikasi Indonesia and PT. Indosat 2018-2021. This type of research is quantitative descriptive with a population of all PT financial reports. Telkom and PT. Indosat published by the Indonesian Stock Exchange. The research results show that PT. Telekomunikasi Indonesia shows a superior position when compared to PT. Indosat. The trend graph illustrates that PT. Telekomunikasi Indonesia Tbk has better performance compared to PT. Indosat. (1) PT Telekomunikasi Indonesia Tbk's Profitability Ratio is superior to PT Indosat in generating profits. (2) PT Telekomunikasi Indonesia's Liquidity Ratio is far superior to PT. Indosat. (3) Solvency Ratio of PT. Indonesian Telecommunication is superior compared to PT. Indosat. Based on the research results, PT Indosat and PT. Telecommunication needs to make better strategy or policy changes to manage its assets, assets and debts so that it can provide better profits in the future.

This research is motivated by an agency operating in the hospitality sector, because in agencies human resources are very important in achieving success. The purpose of this research is to explain the influence of teamwork, work discipline, and work ethics on employee performance. The research method used is a quantitative method using questionnaires as data. This research uses a saturated sampling technique. The sample in this research was all PKWT employees, 47 employees of Lotus Garden Hotel Kediri. In this research, the results showed that teamwork partially had no significant effect on the performance of Lotus Garden Hotel Kediri employees, work discipline partially had a significant effect on the performance of Lotus Garden Hotel Kediri employees, and work ethics partially had an effect on the performance of Lotus Garden Hotel Kediri employees. Meanwhile, simultaneously these three variables have a significant effect on the performance of Lotus Garden Hotel Kediri employees.

The purpose of this research is to determine and explain the partial and simultaneous effects of workload and work environment on employee performance at PT. Karunia Ultima Kemasan. This study employs a quantitative approach and includes the entire population of employees at PT Karunia Ultima Kemasan in Jatikalen Nganjuk. A saturated sample was used, comprising 76 employees of PT Karunia Ultima Kemasan in Jatikalen Nganjuk, selected through the distribution of questionnaires directly to the respondents. The data analysis was conducted using multiple regression analysis. The results of the research indicate that workload and work environment have a positive and significant influence on employee performance.

This research aims to first determine and analyze the Lake Toba Tourism development strategy by the Lake Toba Authority Implementing Body. Second, to find out the results of the SWOT analysis of employee performance improvement strategies using the IFAS and EFAS matrices, important factors can be identified from both the external environment and the internal environment which are strengths, weaknesses, opportunities and threats for improving performance. The research method used in this research is descriptive qualitative, the author also uses SWOT analysis. SWOT analysis is the systematic identification of various factors to formulate company strategy. From the results of the analysis, a growth strategy or growth oriented strategy is obtained. This strategy indicates that the company is strong and able to continue to develop by taking advantage of existing opportunities. This strategy was chosen because the calculation results were in quadrant I where the total weighted score of strengths-weaknesses was 3.36 while the total weighted score of opportunities-threats was 3.314. Positions in this quadrant are very profitable and can be implemented optimally.

Employee performance in an organization cannot be separated from experience, motivation and leadership style. The Ministry of Religion of Cilacap Regency really needs effective leaders, who have the ability to influence the behavior of their subordinates in increasing motivation in order to increase their work experience, so that they can improve the performance of their employees to achieve organizational goals. This research aims to determine the influence of experience on employee performance, the influence of motivation on employee performance, the influence of leadership style on performance and the influence of experience, motivation and leadership style together on employee performance at the Cilacap Regency Ministry of Religion Office. The research method uses quantitative descriptive methods. Meanwhile, the data collection technique uses a questionnaire, and data analysis uses multiple linear regression. The research results show that there is an influence between experience, motivation and leadership style together on employee performance at the Cilacap Regency Ministry of Religion Office. This means that the more employee work experience and the higher the employee's work motivation and the better the leadership, the better the employee's performance at the Cilacap Regency Ministry of Religion Office. Vice versa.