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The division of tasks is a series of activities carried out in order to determine what should be done or what the work is and who should do it. Competence is an ability to carry out or do a job that is based on skills and is supported by the work attitude demanded by the job. Competence denotes skills and knowledge characterized by professionalism. in this study, namely the formulation of whether the division of tasks and competencies jointly affect the performance of employees in the Sibolga Kota District Government? This study aims to determine how much influence the division of tasks and competencies has on employee performance in the Sibolga Kota District Government. The provisional hypothesis is that the division of tasks and competencies has a joint effect on the performance of employees in the Sibolga Kota District Government. The population is 85 people and used as a sample. Data collection techniques using library research and field research. The results of the research show that the division of labor and competency variables can influence the performance variables of employees in the Sibolga Kota District Government by 54.2%. The division of tasks and competencies jointly or simultaneously has a positive and significant effect on the performance of employees in the Sibolga Kota District Government. Where the Fcount value is greater than the Ftable value (38.510 > 3.11). Partially the division of labor and competence has a positive and significant effect on employee performance in the Sibolga Kota District Government. Where the value of tcount = (2.373) is greater than the value of ttable (1.992), Partially the most dominant division of labor affects employee performance, meaning that the variable of division of labor is more decisive in improving employee performance compared to work involvement. Where the value of tcount = (4.453) is greater than the value of ttable (1.995).

The formulation of the problem in this study is whether work ethics and work motivation have a positive and significant effect on employee performance at the Sibolga Sambas District Office. This study aims to determine the effect of work ethics and work motivation on employee performance at the Sibolga Sambas District Office. The sample in this study were all employees of Sibolga Sambas District, totaling 87 (eighty seven) people. The data analysis technique in this study is Multiple Linear Regression. The results of this study indicate: work ethics partially has a positive and significant effect on employee performance; Work motivation partially has a positive and significant effect on employee performance; Work ethics and work motivation partially have a positive and significant effect on employee performance.

The purpose of this study is to discuss how a servant leader is an honest, responsible leader and can delegate tasks to his subordinates. Higher education rectors in implementing servant leadership can also increase the satisfaction and performance of the lecturers they lead. Work discipline can encourage the creation of satisfaction and performance of lecturers in tertiary institutions. This research was conducted with the aim of knowing the impact of work discipline, compensation, servant leadership and job satisfaction on the performance of lecturers at the Indonesian Muslim University. This study used a quantitative approach with a total of 52 respondents as research subjects. Methods of data processing using path analysis (path analysis) and descriptive statistical methods. From the results of the study it was concluded that servant leadership does not have an effect on job satisfaction, compensation has a positive effect on employee performance, the greater the compensation, the greater the employee morale, work discipline has a positive effect on job satisfaction, servant leadership has a positive effect on lecturer performance, discipline work has a positive effect on lecturer performance, and job satisfaction has no effect on lecturer performance..    

This research aims to examine the influence of organizational climate and emotional intelligence on employee performance through work motivation as an intervening variable at PT. Indo Bismar Surabaya. The sampling technique used in this study was probability sampling, specifically Simple Random Sampling, with a sample size of 53 employees. Data collection was conducted through interviews and the distribution of questionnaires via Google Forms. The research method was assisted by the Partial Least Squares (PLS) technique using Smart PLS software version 4.0.8.6. The hypothesis testing results indicate the following: There is a non-significant positive influence between organizational climate and employee performance. There is a non-significant positive influence between emotional intelligence and employee performance. There is a significant positive influence between organizational climate and motivation. There is a significant positive influence between emotional intelligence and motivation. There is a significant positive influence between motivation and employee performance. There is a significant positive influence between the organizational climate variable and employee performance through motivation as an intervening variable. There is a significant positive influence between the emotional intelligence variable and employee performance through motivation as an intervening variable.    

The purpose of this study was to examine the impact of work motivation variables on employee performance at PDAM Tirta Langkisau. to examine the impact of competency variables on employee performance at PDAM Tirta Langkisau. Collecting data by distributing questionnaires to 50 respondents using saturated sampling technique, in which all members of the population are sampled, using instrument testing (validity test and reliability test), descriptive analysis, classic assumption test (normality test, multicollinearity test and heteroscedasticity test) multiple linear regression and t test, with the help of the SPSS application. The results of the study show that work motivation has a positive and significant effect on employee performance at PDAM Tirta Langkisau, competence has a positive and significant effect on employee performance at PDAM Tirta Langkisau. Which means the first hypothesis is accepted and the second hypothesis is accepted.

This research was conducted to determine the influence of career progression and work environment on employee performance at PT. Multisrada Arah Sarana Tbk. Bekasi. Using SPSS Version 25, this analysis uses multiple linear regression which aims to determine the effect of the Independent variable (X) on the Dependent variable (Y). This research involved 170 PT respondents. Multisrada Arah Sarana Tbk. Bekasi from various divisions. The data collection technique is carried out by distributing statement data that has been previously tested for validity and reliability, then the results of the respondents' answers are processed for analysis. The results of the analysis of this research data can be concluded that Career Pathing does not have a significant effect on Employee Performance, while the Work Environment has a significant effect on Employee Performance. However, career progression and work environment simultaneously have a significant effect on PT employee performance. Multisrada Arah Sarana Tbk. Bekasi.

The purpose of this study was to analyze the effect of incentives and organizational culture on employee performance and organizational commitment as a mediating variable in Semarang amil zakat institutions. The population of this study is 265 people and the samples taken as many as 159 people. The data analysis used is path analysis (Path) multiple regression model.The analysis showed that: H1 Incentive positive effect on organizational commitment, H2 Organizational culture positively affects organizational commitment, H3 Komiten organization positive effect on performance, H4 Incentives positive effect on performance, H5 organizational culture brpengaruh positively to performance, H6 organizational commitment can mediate incentives for performance, organizational commitment H7 can mediate organizational culture on performance.

The research explains the relationship between employee recruitment and work placement on employee performance at CV Trans Berjaya, the research sample used is a saturated sample because population under 100. The research instrument used a questionnaire, tested data through partial and simultaneous tests, multiple regression test using SPSS 25 software. Partial test results revealed that variabel X1 recruitment affected employee performance by 0,722 or 72,2% and variable X2 work placement influenced performance employees by 0,631 0r 63,1%. And the simultaneous test of recruitment and work placement variables on employee performance has an impact of 0,731 or 73,1%. Thus, the performance of Trans Berjaya employees is influenced by recruitment and job placement. Variables X1 and X2 have a positive and significant effect variable Y.  

Employee performance in a company that is not well managed can be one of the obstacles to company activities in achieving its goals. The purpose of this study is to explain the effect partially and simultaneously skills and work culture on employee performance. This type of research uses quantitative research. Source of data in this study using primary data and secondary data. The sample in this research is 40 employees of UD. Indokey uses a saturated sampling technique in which researchers use all UD employees. Indokey is a sample. The analysis technique used is validity test, reliability test, normality test, linearity test, multicollinearity test, heteroscedasticity test, t test, F test, multiple linear regression analysis, and coefficient of determination test (R2) using the SPSS version 25 program. The results of this study are that partially the skill variable has a positive and significant effect on the performance of employees at UD. Indokey, partially the work culture variable has a positive and significant effect on the performance of employees at UD. Indokey and simultaneously stated that the variable skills and work culture have a significant effect on the performance of employees at UD. Indokey

The company certainly has human resources as managers in organizing, managing and developing a strategic plan for the company's goals. In realizing these goals the most important thing is how the competence and performance of employees in the company. As an effort to improve employee performance, it must be supported by all components and the most important factor is increasing employee competence. The purpose of this theoretical review study is to find out how work competence influences the performance of employees in the company. The method used is a theoretical review by analyzing and comparing existing theories. The result of this theoretical review is that work competence greatly influences employee performance. The effect of competence on performance can be seen from the level of competence which has practical implications in human resource planning. It can be concluded that there is an influence of work competence on employee performance. The performance and effectiveness of employees in carrying out their duties is largely determined by competence. Companies are expected to always improve employee performance through training employees with their respective competency standards. This is because success in a company is influenced by the basic performance of employees obtained from the level of education, abilities and expertise possessed by these employees, so that they can contribute effectively and efficiently to the company.

The objectives to be achieved in this study are to determine and analyze the influence of work discipline and career development on employee performance at the Central Tapanuli Regency Transportation Service? The hypothesis in this study is that work discipline and career development have a simultaneous positive effect on employee performance at the Department of Transportation, Central Tapanuli Regency. population amounted to 117 people and a sample of 54 people. The type of data in this study is primary data obtained from field research and literature studies. The results obtained work discipline and career development simultaneously have a positive effect on employee performance at the Department of Transportation of Central Tapanuli Regency, where Fcount (44.747) is greater than Ftable (3, 13) or (44.747 > 3.13) Partially, the work discipline variable has the most dominant effect on employee performance, where the t-count value is 4.056 > t-table value is 2.004. Partially the career development variable has a positive and significant effect on employee performance, where the t-count value is 2.823 > the t-table value is 2.004. The results of calculating the coefficient of determination R Square of 0.554 means that 55.4% of employee performance can be influenced by work discipline and career development. While the remaining 44.6% can be influenced by other factors not discussed in this study.

One of the goals of providing financial incentives is to encourage employees to have high performance. Besides that, individual characteristics make a difference when they are given assignments. But in reality the performance shown by employees is less than optimal. The purpose of this study was to find out whether financial incentives and individual characteristics jointly influence the performance of employees at the Central Tapanuli District Licensing Service. The hypothesis that the author proposes is that financial incentives and individual characteristics jointly influence the performance of employees at the Licensing Service of Tapanuli Tenga Regency. The population is 34 people and used as a sample. The results of the study found that financial incentives and individual characteristics simultaneously had a positive effect on employee performance at the Central Tapanuli District Licensing Service, where Fcount (44.747) > Ftable (3.13) Partially the financial incentive variable had the most dominant effect on employee performance, where the t-value count 4.056 > ttable value 2.004 Partially individual characteristic variables have a positive and significant effect on employee performance, where the t-count value is 2.823 > ttable value 2.004 (2.823 > 2.004) 55.4% employee performance can be influenced by financial incentives and individual characteristics. It is recommended that agencies need to pay attention to employees, especially THL, by providing financial incentives, not just employees with civil servant status, because the service wheels for the community serve more THL

Education and training have a strategic role in improving the quality of human resources, namely civil servants who are professional both in terms of competence, attitude and expected behavior in accordance with their respective duties and roles. The objectives of education and training have an influence on employee performance, this can be seen from the objectives of the training which are in line with performance measurement indicators. The purpose of this theoretical review is to find out how the functions and roles of education and training affect the improvement of employee performance skills in companies. The method used is a theoretical review by analyzing and comparing existing theories. The results of this theoretical review are in carrying out the roles and functions of education and training to improve employee performance skills by increasing human resources, advancing science and technology, and increasing the quality development of company quality. It can be concluded that the role and function of education and training is an activity of a company that intends to be able to improve and develop attitudes, behavior, skills and knowledge of employees in accordance with the wishes of the company in improving employee performance. For agencies or companies, it is also necessary to encourage the development of the basic capabilities of existing employees. The education and training carried out by the company is beneficial for the company, employees, and improves performance and performance in good quality.

This study aims to look into the effects of employee placement and selection at PT Kahatex in Bandung Regency. Simple random sampling was used in this study's 699-person population, and it produced a sample of 86 participants. The SPSS version 22 program was used to test the hypothesis in this study, which uses descriptive statistical analysis techniques. A significant value of 0.000 0.05 in the F test results indicates that both the selection and placement variables have an impact on employee performance. The t-test reveals that the selection variable only slightly affects worker performance.    

This study aims to determine the extent to which FaveHotel PGC Cililitan, in creating and enforcing work discipline for employees and agencies, in addition to knowing what steps need to be taken by FaveHotel PGC Cililitan in enforcing work discipline. In this case the researcher used a research design using a qualitative approach method with a purposive sampling technique. And data analysis methods using data reduction, data presentation, drawing conclusions and verification.

The analysis of this research is whether the work environment and work facilities have an effecthas a positive and significant effect on employee performance at the Representative Council OfficeRegional People of West Sumatra Province. The method that I use in this research isquantitative method with the help of the SPSS 22.0 program. This study uses analysismultiple linear regression. The population in this study were all House of Representatives employeesRegional People of West Sumatra Province, and Sample A total of 89 respondents. primary datausing the Questionnaire. This study shows that the work environment has a positive effectand significant to the performance of employees of the Regional Representatives Council of Sumatra ProvinceWest. tested and acceptable based on the t-count value of Variable X1 3.258 t-table 1.663 andsign value (0.002 < 0.005) The magnitude of the influence of the work environment (X1) on performanceemployees (Y) of 0.191 units. Work facilities have a positive effect on employee performance.tested and acceptable based on t-count (5.480) t-table (1.663) and sign (0.00) < 0.05.the magnitude of the influence of work facilities (X2) on performance (Y) is 0.445. which meanevery time there is a good work facility it will increase performance by 0.445 units. R² valueis 0.467 which indicates that the independent variable (X1,X2) explains the effectto the dependent variable namely Employee Performance of 0.467 or 46.7%. conclusion onIn this study, the work environment and work facilities have a positive and significant effecton the performance of employees at the Regional People's Representative Council office of Sumatra ProvinceWest.

This study aims to test training on employee performance, to test HR development on employee performance. This research was conducted at Bank Nagari, Siteba Padang Branch. Sampling method using a total saturated sampling of 40 samples. Data analysis techniques used were validity, reliability, descriptive analysis, normality test, multicollinearity test, heteroscedasticity test, multiple regression analysis, and t test. The results of the study show that training has a positive and significant effect on employee performance. And HR development has a positive and significant effect on employee performance. So it can be concluded that the training was received and human resource development was received.

Internal communication that occurs at PT. XYZ will affect work behavior which is indicated by employee performance towards the company. The formulation of the problem in this study is how internal communication influences employee performance at PT. XYZ, how much influence does internal communication have on employee performance at PT? XYZ. The type of research method used in this study is a quantitative method with data collection techniques through questionnaires, literature study, and documentation study. The object of this research is all employees totaling 43 people. The analysis technique used is an instrument test (validity test and reliability test), simple linear regression analysis, F test, and correlation analysis. The results of data analysis show a simple linear regression equation Y = 42.116 + 0.510, which means that for every 1 unit increase in internal communication (X) then the performance (Y) increases by 0.510, with a correlation coefficient value of r = 0.528 meaning that internal communication simultaneously has a moderate effect on employee performance. which is also evidenced by count 15.825 > table of 4.08 with a significance level of 5%, Ho is rejected and Ha is accepted.

Employee performance is a description of the level of achievement of the implementation of an activity program or policy to realize the goals, objectives, vision and mission of an organization as outlined in a strategic plan. Punishment or punishment is a form of procedure or action given to individuals or groups for mistakes, violations or crimes that are made in the form of negative reinforcement or suffering in the context of fostering and improving behavior so that it does not happen again. This study aims to determine the effect of work discipline partially on employee performance at PT. Deli Rubber Industry especially in the R1B section. The method in this study used a quantitative approach and the number of samples taken in this study were 104 respondents, the data collection technique in this study used a questionnaire. Data analysis used multiple linear regression tests with the SPSS 25 program, so that research shows that work discipline partially affects employee performance.

SOPs can be defined as documents that describe operational activities carried out daily, with the aim that the work is carried out correctly, precisely, and consistently, to produce products according to predetermined standards” (Tathagati, 2014). The existence of SOP will help the company to achieve company goals. To achieve company goals, the company provides a design in the form of an SOP that will guide employees in carrying out their duties and minimize errors in carrying out the responsibilities of each employee. This study aims to determine the application of standard operating procedures (SOP) in the Inventory Department at PT RIMEX International Indonesia Balikpapan. This type of research is qualitative concerning the 7 main points in the SOP which include efficiency, consistency, minimizing errors, problem-solving, and defense boundaries. There are 3 research informants: One supervisor, one Quality Control, and 1 Warehouseman. Data collection techniques through interviews. The results of the analysis show that Inventory Department employees have implemented the SOP made by the company. The problem found is that there are differences in goods between the recording of goods in the company's recording system and the physical goods between the recording of goods in the company's recording system and the physical goods in the warehouse, such as how many items are left, abandoned and how many items are left in the warehouse.