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Indonesia's micro, small, and medium enterprises (MSMEs) continue to encounter a range of obstacles, particularly in enhancing their productivity and competitiveness. The 2020 survey conducted by the Ministry of Education and Cultural Affairs indicates that Indonesia still has substantial challenges in terms of education quality, especially in rural and underdeveloped urban areas. Several factors, such as the availability of high-quality education, access to educational resources, and the level of teaching excellence, can significantly impact individuals' capacity to effectively manage their enterprises and promote innovation (Kemendikbud RI, 2020). This study investigates the link between knowledge sharing practices, innovation, and employee performance within Indonesian MSMEs. Through exploratory analysis, it offers fresh insights into how innovation and knowledge sharing behaviour can affect employee performance in Indonesian MSMEs. The main objective is to analyse and explore the impact of innovation and information sharing behaviours on employee performance in small and medium-sized enterprises (SMEs) in Indonesia. Based on this research and its findings, several strategies have been identified. These strategies aim to explore the complex relationship between an employee's performance, their willingness to share knowledge, and their ability to demonstrate innovative behaviours in MSMEs. Future study could focus on improving the quality of human resources, specifically in areas such as knowledge, expertise, competence, and entrepreneurial attitude. Investing in the development of human resources yields benefits for both MSME business owners and the overall well-being of workers..

This research is grounded on the issue of employee performance seen from quality aspects of employees at the Public Works and Spatial Planning Office of Sikka Regency has not been maximized. This research aimed to: (1) determine the description of employee performance, human resource empowerment, and competence (2) analyze the influence of human resource empowerment and competency on employee performance either partially or simultaneously. The population in this research was 56 employees of the Public Works and Spatial Planning Office of Sikka Regency. Due to limited population, this research was conducted through census or saturated sampling. Data were collected through questionnaires and analyzed using descriptive methods and inferential statistics, namely multiple linear regression. Hypothesis testing was done through the F-test and t-test. The results of descriptive statistical analysis showed that the response perception and employee performance variables, human resources empowerment, and competency were categorized as good. The results of the t-test showed that partially the human resource empowerment variable had a positive and significant influence on employee performance. The results of the F test showed that the variables of human resource empowerment and competency simultaneously significantly affected employee performance. The results of the determination analysis showed that the two independent variables in this research were able to explain the fluctuation of employee performance at the Public Works and Spatial Planning Office of Sikka Regency by 31.2% .  

Every company, whether public or corporate, is established to achieve certain goals. To achieve success, the foundation of competence needs to be considered. Factors are useful to help organizations improve performance. To support the performance of an employee, employees are needed who have performance factors in accordance with the needs needed in a company. This study aims to determine the factors of employee performance seen from indicators of performance knowledge, motivation, organizational culture of the performance of employees of the advanced palm oil plantation cooperative Pirbun West Pasaman in carrying out their duties or work. The research motede used is a qualitative method, data collection techniques are interviews, observations, and document studies. The results of this study obtained the conclusion that the performance factors of employees in the advanced palm oil plantation cooperative (KPS) advanced pirbun pasaman barat are adequate. This can be seen based on indicators put forward by Spencer, namely performance knowledge, motivation, employee performance organizational culture. each of these indicators has been fulfilled in the employees of the advanced palm oil plantation cooperative (KPS) pirbun west pasaman.

The purpose of the study was to determine and describe (1) the competence, motivation, and performance of employees of the Ciamis Regency Statistics Agency, (2) the influence of competence on employee performance at the Ciamis Regency Statistics Agency, (3) the influence of motivation on employee performance at the Ciamis Regency Statistics Agency, and (4) the influence of competence and motivation on employee performance at the Ciamis Regency Statistics Agency. With the formulation of the problem how the research objectives are formulated. The method used in this study is descriptive and verification research. Based on the results of the research and discussion, the following conclusions were obtained. The competence of BPS employees based on respondents is included in the good category, with the highest indicator being the attitude indicator with an average score of 144.33 or 78.01% (in the good category) while the lowest average score occurred in the knowledge indicator of 135 or 72.97% (in the good category). The results of data processing show that the competence of BPS employees has a positive effect on employee performance at the Ciamis Regency Statistics Agency. This means that if there is an increase in competence and motivation, it will be followed by an increase in employee performance. With competence and motivation that continue to increase, employee performance will increase further. The work motivation of BPS employees based on respondents is included in the good category, with the work motivation indicator being the indicator of the need for power with the highest average score of 148 or 80% in the good category while the lowest average score is in the indicator of the need for achievement of 145 or 78.70% in the good category. If presented as a whole, the respondents' responses to work motivation are 77.89% when compared to table 4.28. then it is in the 4th interval which means that the respondents' responses to employee performance are included in the good category. The results of data processing show that employee work motivation has a positive effect on employee performance at the Central Statistics Agency of Ciamis Regency. This means that if there is an increase in competence and motivation, it will be followed by an increase in employee performance. With increasing competence and motivation, employee performance will increase. Competence and motivation have a positive effect on employee performance at the Central Statistics Agency of Ciamis Regency. This means that if there is an increase in competence and motivation, it will be followed by an increase in employee performance. With increasing competence and motivation, employee performance will increase.

Hermina Hospital is one of the organizations that is a learning organization under the auspices of PT. Medikaloka Hermina Group. Hermina Hospital carries out Key Performance Indicators (KPI) to evaluate employees who work at Hermina Hospital. What is assessed from the KPI includes competency, performance, human resource development that is assessed, namely employee dropout and employee engagement with the company. Based on the results of interviews with the HRD department at Hermina Hospital, hospital employees with satisfaction, performance and strong attachment to the company were 73% of medical employees and 27% of non-medical employees. The data corresponds to the KPI values ​​for the period December 2022-May 2023 from each KPI unit that is declared good is with a minimum value of 6 (six) or more, along with data with a KPI value of less than 6, namely Directors, Jangmed, HRD, Finance, Quality staff and Accreditation, General Support and JKN, CSSU, Marketing while the KPI scores in the good category are Nursing, Yanmed, Laboratory units. The aim of this research is to analyze the influence of learning organizations on the performance of non-medical staff with job satisfaction, competence and employee engagement at Hermina Lampung Hospital. This research uses a questionnaire from the development of a previous research questionnaire. The questionnaire was collected using Google forms. This research uses a quantitative research method using a perception survey method to collect data from the population. This perception survey was conducted by distributing a list of questions to respondents. The survey conducted in this research was a cross-sectional survey. Apart from that, this research also used a quantitative descriptive approach using a total sampling that met the inclusion criteria of 58 respondents. Analysis using the path analysis method. The research results from data analysis showed that there was an influence between learning organization on performance, there was an influence of learning organization on job satisfaction, there was an influence of learning organization on competence, there was an influence of job satisfaction on performance, there was an influence of employee engagement on performance, while competency had no influence on performance.

This research reveals that effective Human Resource Management (HRM) is essential to improve the competitiveness of MSMEs. In this research that uses descriptive qualitative methods, researchers review how improving the competence and quality of HRM through continuous training and development can help MSMEs adapt to market changes and improve their performance. The result of this study is how good HR Management not only improves the quality of the workforce, but also contributes to the sustainability and competitiveness of MSMEs in an increasingly competitive market. So that by optimising HR management, MSMEs can create a positive work environment, which in turn increases employee motivation and productivity.

This study aims to analyze the influence of motivation, competence, and organizational culture on employee performance. The research design used in this study is a quantitative method with descriptive analysis. Data collection was conducted online using a questionnaire with a Likert scale ranging from one to five and obtained through simple random sampling from 86 respondents who are over 17 years old and have worked or are currently working in an organization or company. The data analysis techniques used in this study include: Outer Model analysis with calculations for Convergent Reliability, Discriminant Validity, Composite Reliability, Cronbach's Alpha, and Inner Model analysis with calculations for t-statistic, R-Square, f-Square, and VIF using the smartPLS (Partial Least Square) version 4.0.9.3 software. The results of this study indicate that: 1.) Motivation has a significant influence on employee performance. 2.) Competence has a significant influence on employee performance. 3.) Organizational culture has a significant influence on employee performance.

The aim of this research is to determine the partial and simultaneous influence of organizational culture and competence on employee performance. This research uses quantitative research methods with data collection techniques through distributing questionnaires and supported by secondary data. The data analysis technique used uses SPSS software. The sample in this research were all production employees of plastic companies in Surabaya. The total sample was 94 respondents from plastic company employees in Surabaya. The results of this research show that organizational culture variables have a significant effect on employee performance. The competency variable has a significant effect on the performance of Plastic Company employees in the city of Surabaya. Work culture variables and competency variables together have a significant effect on the performance of Plastic Company employees in Surabaya.

Juanda Heri. This study aims to describe employee mutations in the Banyuasin Regency Government. This research was conducted for three months using a descriptive qualitative approach. Data was collected through interviews, observation, and documentation. Data analysis techniques are carried out by presenting data, reducing data, and drawing conclusions. The results showed that the Evaluation of Employee Movements in the Government of Banyuasin Regency. From the context aspect, employee transfers carried out by BKD often violate existing rules or SOPs, namely without paying attention to the agreed provisions such as having 2-5 years, must be in accordance with competence and good career development, the transfer process is often intervened due to political factors. From the input side, there are many things that, indeed, employee transfers are not done out of necessity, but because there are personal and political factors, employee transfers are often done because they don't want to work in that place, can be far from home and the like, staffing appointments as well and this becomes a problem. one of the main problems in the mutation process. For the aspect of transferring and transferring employees, it is often not carried out with appropriate steps and processes, this is because the transfer of employees is not due to the needs of the institution, but because of the dislike and personal interest of the employee. While the product aspect is expected to be better than employee transfer, namely to improve employee performance and work productivity in a new place, but this is often ignored because the purpose of performance transfer does not always consider the aspect of improvement, but from the aspect of interest. The supporting factor and being the biggest force in the employee transfer process is the policy that regulates this, namely BKN Regulation Number 5 of 2019 concerning Procedures for Implementing Transfers, by following these rules, of course the transfer process will not experience problems. While the inhibiting factor in the problem of employee transfer is again caused by the interests of the institution and increasing work productivity, but is caused by political factors, and in the future if it continues to be influenced by political interests, every time a regime change there will be a change of employees this will make it easier.    

The development and progress of Village Credit Institutions (LPD) can be seen through various achievements such as financial performance and operational results. A good Village Credit Institution (LPD) is recognized from its financial reporting system and services. In reality, not all (LPD) are able to use AIS wisely and accurately. The purpose of this research is to understand the influence of employee competence, work motivation, and job satisfaction on the performance of the accounting information system. The population consists of LPDs in Ubud Regency, Bali with a representation of 96 people. The data collection techniques used in this study include quantitative. The studies that have been carried out prove that employee ability has a positive effect on AIS performance, work motivation has a positive effect on the use of AIS, and job satisfaction has a positive effect on the use of AIS. We found that it had a positive impact. The magnitude of the influence of independent variables on the use of AIS is 65.4%.

The aim of this research is to determine the effect of training, work experience, competence and motivation on performance. The study was conducted on mental health management employees at the Tasikmalaya Regency Regional Health Center. Sampling was carried out using census techniques, with a sample size of 97 samples, consisting of mental health management employees at the Tasikmalaya Regency Regional Health Center, which consists of 40 Community Health Centers. The research instrument used was a questionnaire with a Likert scale. The analysis technique used is path analysis using the SPSS application. The results of this research show that: 1) Training, work experience, competence, motivation and performance are in good condition. 2) Training, work experience and competence have a positive and significant effect on performance, motivation has a positive but not significant effect on performance. 3) Training, work experience, competency and motivation have a significant effect on the performance of mental health management health workers at the Tasikmalaya Regency Regional Health Center

This study will analyze the influence of digital competence (E-Skills) as an important factor in improving the performance of educational staff through the moderating role of digital leadership or E-Leadership. This research uses the Structural Equation Modeling (SEM) method based on Partial Least Square which involves 120 respondents who work as Education Personnel at Pancasakti University Tegal as research samples using a questionnaire with a Likert scale of 1-5. Data analysis was processed using the SmartPLS v.4 program using the Second Order method approach. The research results show that 1) digital competence has a positive influence on the performance of educational staff, 2) The role of E-Leadership in moderating the influence of digital competence on employee performance is not statistically significant in this research. This is caused by variability in the application of E-Leadership, varying levels of digital competence among employees, as well as other contextual factors outside of the more dominant research. 3) The level of respondents' perception of Access, Use, Communication and Creation as dimensions of Digital Competence is in the medium category so efforts need to be made to increase it through developing digital competence.

The purpose of this study was to evaluate the impact of Competence and Work Motivation on Employee Performance and also the role of Work Discipline as a moderator variable. The population used in this study were all civil servants at the Senori District Office, Tuban Regency, and the sample taken using saturated or census sampling techniques, with a total of 37 respondents. Data analysis used Smart Partial Least Square (PLS) software.The results of this study indicate that good competence will improve employee performance, also with good motivation will improve employee performance. This study also found that work discipline can improve employee performance. Furthermore, it was also found that work discipline has a strong moderating role on competence towards employee performance, and has a moderating role on motivation towards employee performance at the Senori District Office, Tuban Regency.

Employee competency development is a key aspect in increasing performance productivity within the State Civil Service Agency (BKN). This research aims to identify the influence of competency development on employee performance productivity at BKN. The research method used is a survey and data analysis using linear regression techniques. This research was carried out in 2024, with the research locus at the Deputy for Supervision and Control of BKN. The research sample consisted of employees involved in the competency development program at BKN. The independent variable is competence, while the dependent variable is employee performance productivity. The results of the analysis show that there is a significant positive relationship between competency development and employee performance productivity. It is known that the coefficient of determination or R²  value is 57,1%. This figure means that the competency variable (X1) has an effect on the work productivity variable (Y) by 57.1%. Meanwhile, the remainder (100% - 57.1% = 42.9%) is influenced by other variables outside this equation or variables that were not studied. These findings highlight the importance of investing in competency development as a strategy to increase employee performance productivity at BKN. Managerial implications and policy recommendations are presented to support efforts to develop human resources and increase BKN organizational efficiency. This research provides an important contribution in understanding the dynamics of the relationship between competency and employee performance productivity in the government context.

This research aims to measure the direct and indirect influence of competence on employee performance through work discipline. This research uses quantitative research methods with the subjects being employees of the North Tambun District Office. The population in this study was 43 employees and the sample size was 43 respondents using the saturated sampling technique formula. The design used in this research is hypothesis testing using the statistical tool SPSS version 26. The results of the research show that competence has no effect on employee performance with a t value of 1.411 > 2.01954, competence has an effect on work discipline with a t value of 3.983 > 2.01954, work discipline has an effect on employee performance with a t value of 5.627 > 2.01954, and the indirect influence of competence on employee performance through work discipline has an effect with a total effect value greater than the direct effect of 0.563 > 0.215.

PT Digdaya Olah Teknologi Indonesia is a company engaged in technology and domiciled in the city of Malang. PT Digdaya Teknologi Indonesia focuses on technology development solutions that have a significant role in various sectors, including MSMEs, private companies, and the government sector. This study aims to prove and analyze the influence of work competence, job training, and career development on the performance of employees of the technology division of PT Digdaya Olah Teknologi Indonesia in Malang. The research method used was quantitative with a saturated sampling technique on 54 employees of the technology division of PT Digdaya Olah Teknologi Indonesia. The analysis technique used in this study is multiple linear regression analysis. Some of the analyses used in this study are, Descriptive Analysis, Validity Test, Reliability Test, Correlation Coefficient Analysis, Partial Hypothesis Test, Simultaneous Hypothesis Test, and Determination Coefficient Test. Meanwhile, the classical assumption tests used in the study are the Normality Test, Multicollinearity Test, Heteroscedasticity Test, Linearity Test, Autocorrelation Test. The results of this study show that work competence has a significant effect on the performance of employees of the technology division of PT Digdaya Olah Teknologi Indonesia in Malang city, job training has a significant effect on the performance of employees of the technology division of PT Digdaya Olah Teknologi in Malang city, career development has a significant effect on the performance of employees of the technology division of PT Digdaya Olah Teknologi in Malang city. And based on the results of the analysis, it was explained that work competence, job training, and career development simultaneously affected employee performance by 53.6% while the remaining 46.4% was influenced by other variables that were not studied in this study.

The purpose of this research is to empirically determine the analysis of competency and innovative work behavior on employee performance mediated by knowledge sharing by conducting a study at the Tual City Personnel and Human Resource Development Agency). This research is positivism research, with the type of research being explanatory research. The population in this study was all employees of the Tual City Personnel and Human Resource Development Agency, totaling 33 people. The data analysis technique used in this research is Partial Least Square-Structural Equation Modeling (PLS-SEM) with the SmartPLS application. The research results show that competency is empirically unable to encourage increased employee performance. Innovative work behavior is empirically unable to encourage increased employee performance. Competency can empirically encourage increased knowledge sharing. Innovative work behavior is empirically able to encourage increased knowledge sharing. Knowledge sharing is empirically able to encourage increased employee performance. Competency is empirically able to encourage increased employee performance mediated by knowledge sharing. Innovative work behavior is empirically able to encourage increased employee performance mediated by knowledge sharing.

Improving organizational performance in the future requires the integration of information technology that not only plays a supporting role, but also as the main tool to ensure success in providing the best service to the community. The role of information technology in the work system has brought significant changes in the world of work, although the main challenge is to improve the competence of human resources which is crucial for the successful performance of government agencies. This systematic research adopted the Preferred Reporting Items for Systematic Reviews approach, by analyzing full articles in English and Bahasa Indonesia. With the implementation of an effective management information system, organizations can manage data and information more efficiently, which in turn enables more accurate and timely decision-making. This contributes significantly to increasing productivity, reducing operational costs, and responding more quickly to changes in the market or business environment. In addition, management information systems also play an important role in human resource management, inventory management, project management, and employee performance evaluation.  

This research can be concluded as follows. The method used in this research is a quantitative method. The population in this study was 39 permanent employee respondents. This research uses the census method and uses a questionnaire for data collection. The results of validity and reliability tests using the Person product moment correlation method and Cronbach's alpha, it is known that the items created are valid and calculations show that work discipline partially has a significant positive effect on employee performance, while partial competence has a significant positive effect on employee performance. The results of calculating the value of the influence of work discipline and competence simultaneously by looking for the coefficient of determination show how much influence there is between the two variables which can be studied from the R value and is 0.742. The size of the R square (R2) is 0.551, so the coefficient of determination (KD) is 0.551 x 100% = 55.1%, this means that it shows the influence of work discipline and competence on employee performance by 55.1% while the remaining 44.9% is influenced by other variables.

The Bureau of Apparatus Human Resources and Organization is one of the echelon II work units at the Secretariat General of the Ministry of Maritime Affairs and Fisheries of the Republic of Indonesia which has the task of coordinating, fostering and managing the human resources of the apparatus within the Ministry of Maritime Affairs and Fisheries. The Bureau of Human Resources Apparatus and Organization in managing human resources needs to pay anttention to the competence and work discipline of each employee in order to produce quality employees and superior performance. This study aims to determine the effect of competence and work discipline on employee performance of the Bureau of Human Resources Apparatus and Organization of the Ministry of Maritime Affairs and Fisheries of the Republic of Indonesia. The research method used is quantitative method with data collection using saturated samples or non probability sampling. A total of 64 respondents were sampled and the data obtained was processed using SPSS 25 software with multiple linear regression analysis techniques which included instrument testing, partial and simultaneous hypothesis testing. The results showed that there was a positive and significant influence, partially and simultaneously competence and work discipline on the performance of employees of the Bureau of Human Resources Apparatus and Organization of the Ministry of Maritime Affairs and Fisheries of the Republic of Indonesia.