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MSMEs can play a significant role in bolstering a community's economy, with their growth highly dependent on workforce performance. Effective leadership and appropriate incentives significantly enhance employee productivity, motivation, and engagement. The purpose of this study is to ascertain how employee performance in MSMEs in the Bantar Gebang market is impacted by knowledge-oriented leadership and incentives. 135 employees of MSMEs in the Bantar Gebang market were given paper questionnaires to complete in order to gather data. Validity and reliability tests were performed using SPSS version 27 for data analysis in this study. CFA with KMO, Anti-Image, and Factor Loading was used for the validity test; Kolmogrov-Smirnov was used for the normalcy test; multiple linear regression and t-tests were used for hypothesis testing. The findings supported hypothesis 1 by demonstrating that knowledge-oriented leadership significantly and favorably affected worker performance. Additionally, the data supported hypothesis 2 by demonstrating that rewards significantly and favorably impacted employee performance. Employees need to be encouraged by MSMEs leaders to expand their knowledge and abilities through a variety of experiences. MSMEs must put in place extra incentive programs to show their staff how much they are valued. MSMEs owners are required to evaluate and recognize staff members who exhibit strong initiative and go above and beyond the call of duty.

This research analyzes the influence of leadership, work facilities, competence and motivation on the performance of employees of the Ketakasi Fruit Cooperative in Jember. Effective leadership, adequate work facilities, employee competence, and motivation are the main factors that influence productivityThis research used a total population of 69 employees of the Ketakasi Fruit Cooperative in Jember. This research uses a saturated sample method. The results of the research show that leadership, work facilities, competence and work motivation have a significant influence on lecturer performance and together these factors have a significant influence on lecturer performance. From the results, it is concluded that the research emphasizes the importance of competency-based leadership (communication, analysis, decision making) to create a supportive work environment, increase employee motivation and performance. The results can help design more effective leadership development programs. Adequate work facilities increase employee comfort, efficiency and productivity. These findings encourage organizations to improve relevant facilities to create a conducive work environment and reduce turnover rates. Employee competencies (knowledge, skills, attitudes) have a significant influence on performance. Organizations can use these results to develop training that focuses on increasing competency, supporting productivity, and increasing competitiveness. And work motivation has a no direct impact on employee performance. Institutions can leverage these results to design motivation-enhancing programs, such as rewards or recognition, to create a more productive work environment.

Human resource management (HR) has a very important role in managing human capital and talent management in organizations. The presence of qualified and professional human resources can become strategic players in achieving organizational goals and improving individual and collective performance. This study aims to examine the function of HR as a strategic player in human capital management and talent management. This study uses a qualitative descriptive research method by collecting data through interviews, observation, and analysis of related documents. Respondents to this study were HR managers, employees and team leaders working in various companies in the private sector. The collected data were then analyzed using a thematic approach. The results of the study show that the function of HR as a strategic player in human capital management includes the process of recruitment, selection and appropriate placement, competence development, performance management, as well as coaching and fair rewards. Good human resources can help organizations manage human capital effectively, increase productivity, and build a positive organizational culture. In addition, the function of HR as a strategic player in talent management involves identifying and developing individual potential, creating clear career paths, managing knowledge and experience, and leadership development programs. Human resources who are able to manage and utilize existing talent will help the organization face the challenges of intense competition and ensure long-term sustainability.