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Optimizing human resource (HR) performance through a business process reengineering (BPR) approach is a crucial strategy in a competitive and dynamic industrial environment. This study qualitatively examines through a literature review how BPRs radically redesign business processes to improve productivity, quality, time efficiency, and reduce operational costs, with a focus on HR aspects such as recruitment, training, performance appraisal, and career development. The BPR theory by Michael Hammer and James Champy emphasizes the principles of results-based workflow reorganization, the integration of information technology such as ERP and AI, and the empowerment of HR to eliminate task redundancy. In the Indonesian industrial context, the integration of BPR with digital transformation supports Industry 4.0, where HR acts as a catalyst for innovation through adaptive skills and cross-functional collaboration. The study results show that BPR implementation strategies including as-is process analysis, to-be design, change management, and continuous evaluation increase employee motivation, retention, and sustainable competitive advantage. Case studies such as PT Telkom Indonesia and PT Cahaya Mega Group demonstrate efficiency increases of up to 100%. This approach not only streamlines operations but also builds an organization resilient to market and technological disruption.

This study aims to analyze the effect of training, motivation, and work environment on employee productivity at PT. Angkasa Pura Indonesia (Persero), Soekarno-Hatta International Airport. In the increasingly competitive aviation industry, improving human resources is essential to support company performance. The research employed a quantitative method with an associative approach. The sample consisted of employees selected using simple random sampling. The research instrument was a questionnaire tested for validity and reliability, and the data were analyzed using multiple linear regression. The results show that training, motivation, and work environment have a positive and significant effect on employee productivity, both partially and simultaneously. These findings indicate that better training programs, higher work motivation, and a more conducive work environment lead to improved employee productivity. The practical implication highlights the importance for management to strengthen continuous training programs, establish effective reward and incentive systems, and create a healthy work atmosphere. This study is expected to serve as a reference for PT. Angkasa Pura Indonesia (Persero) and other companies in the same sector in formulating human resource development strategies to enhance competitiveness

This study aims to analyze the influence of leadership style, motivation, and work environment on employee performance at UD. Nur Amalina, Kediri Regency. The research employed a quantitative descriptive approach involving 38 employees as the total population, using a census sampling technique. Data were collected through a five-point Likert scale questionnaire and analyzed using multiple linear regression analysis with IBM SPSS version 25.0. The results reveal that leadership style, motivation, and work environment have a positive and significant effect on employee performance, both partially and simultaneously. Among these variables, leadership style shows the most dominant influence in improving employee performance. The coefficient of determination (R²) value of 0.925 indicates that 92.5% of employee performance variation can be explained by these three variables, while the remaining 7.5% is influenced by other factors outside the research model. These findings highlight the crucial role of effective leadership, fair motivation systems, and a supportive work environment in enhancing employee performance and productivity within the agribusiness sector.

Employee performance is a key factor in the operational success of a business, including at Kalenan Cafe & Resto Sawahan Nganjuk, which is growing in the culinary sector. The low performance of some employees is suspected to be influenced by suboptimal leadership styles and a compensation system that is not transparent and fair. This study aims to examine the effect of leadership style on employee performance; the effect of compensation on employee performance; and the simultaneous effect of leadership style and compensation on employee performance. The study employed a quantitative survey approach with 65 employees selected using simple random sampling. Data were collected through questionnaires and documentation related to performance, leadership, and compensation, and analyzed using multiple linear regression. The results indicate that leadership style has a positive and significant effect on employee performance, while compensation has a negative yet significant effect. Simultaneously, leadership style and compensation significantly influence performance. Therefore, implementing a participative leadership style that supports two-way communication and a fair compensation system is essential to enhance employee motivation and performance, as well as to create a productive, harmonious work environment that supports business growth.

This study aims to analyze the influence of digital transformation and work environment on employee performance at the Energy and Mineral Resources Office of East Kalimantan Province. Digital transformation is a crucial element in promoting bureaucratic efficiency and public service quality, while a conducive work environment plays a vital role in enhancing employee motivation and productivity. A quantitative approach was applied using a survey method with a census of 68 employees. The data were analyzed using multiple linear regression with SPSS version 22. The results show that both digital transformation (t = 4.401; sig. = 0.000) and work environment (t = 2.126; sig. = 0.037) have a positive and significant partial effect on employee performance. Simultaneously, the variables also have a significant influence (F = 114.254; sig. = 0.000). The coefficient of determination (R² = 0.780) indicates that 78% of the variation in employee performance is explained by these two factors. These findings emphasize the importance of implementing effective digital systems and creating a supportive work environment to optimize bureaucratic performance in the public sector

This study aims to analyze the influence of work discipline and organizational culture on employee job satisfaction at Hotel Sangga Buana. Job satisfaction is a crucial factor in improving performance, productivity, and employee loyalty in the hospitality industry, which demands professionalism and excellent service. The research employed a quantitative approach using a survey method. Data were collected through questionnaires distributed to 30 employees from operational and administrative departments. The data were analyzed using multiple linear regression with the assistance of SPSS version 25. The results reveal that both work discipline and organizational culture have a positive and significant effect on job satisfaction, both partially and simultaneously. Work discipline was found to be the most dominant variable influencing job satisfaction, as high discipline fosters order and accountability in the workplace. Meanwhile, a positive organizational culture contributes to a harmonious work environment and enhances employee motivation. These findings emphasize the importance of implementing strong discipline and cultivating a supportive organizational culture to improve job satisfaction and overall employee performance in the hospitality sector.

This study aims to analyze the effect of physical work environment, work motivation, and teamwork on employee performance at PT Adira Dinamika Multi Finance Tbk. The research employed a quantitative approach with a survey method involving all 51 employees as the total sample using a saturated sampling technique. Data were collected using a five-point Likert scale questionnaire developed from the theories of Herzberg, Luthans, and Tuckman. Validity and reliability tests were conducted to ensure instrument quality, while data were analyzed using multiple linear regression with SPSS version 26. Classical assumption tests, including normality, multicollinearity, heteroscedasticity, and autocorrelation, were performed to verify the model’s adequacy. The results indicate that the physical work environment, work motivation, and teamwork have positive and significant effects on employee performance, both partially and simultaneously. Among these variables, work motivation exerts the strongest influence on performance improvement. Overall, the three independent variables explain 84.2% of the variation in employee performance, while the remaining 15.8% is explained by other factors not included in the model. These findings highlight the importance of strengthening employee motivation, improving workplace conditions, and fostering a collaborative work culture to enhance human resource management effectiveness in the financial service industry.

This study aims to analyze the effect of workload, organizational culture, and work discipline on employee productivity at UD. Berkah Andita Mandiri II. In today’s competitive business environment, employee productivity is considered a crucial determinant of organizational performance and sustainability. The research employed a quantitative approach using a survey method by distributing structured questionnaires to employees. A total of respondents participated, and the data collected were processed using multiple linear regression analysis to test both partial and simultaneous influences of the independent variables. The findings reveal that workload has a negative and significant impact on employee productivity, indicating that excessive demands can reduce performance and efficiency. On the other hand, organizational culture and work discipline show positive and significant effects on productivity, suggesting that a strong cultural foundation and consistent discipline practices can enhance employee performance. Moreover, the simultaneous test results confirm that workload, organizational culture, and work discipline collectively have a significant effect on employee productivity. These results emphasize the importance of balancing employee workload to prevent burnout, promoting a positive organizational culture that fosters collaboration and motivation, and consistently enforcing discipline to ensure accountability. Overall, the study highlights that effective human resource management practices play a key role in improving employee productivity and, consequently, in achieving organizational goals.

In the era of rapid globalization, human resource management has become a crucial element in achieving optimal productivity, where employee performance is strongly influenced by several factors. This study identifies obstacles related to work motivation and discipline, as well as environmental conditions that may affect performance, such as tardiness and unexcused absences. The purpose of this research is to analyze the influence of work environment, work motivation, and work discipline on employee performance at UD Rahayu Indah. This research employs a quantitative method with a population of 76 respondents. The sample also consists of 76 respondents, determined using the saturated sampling technique. The analytical tool used in this study is SPSS 25.0. The findings indicate that the work environment has a significant partial effect on employee performance, work motivation has a significant partial effect on employee performance, work discipline has a significant partial effect on employee performance, and the work environment, work motivation, and work discipline simultaneously have a significant effect on employee performance.

This study aims to analyze the effect of communication and work environment on employee morale at the Maritime Affairs and Fisheries Service of Bima Regency. A quantitative approach was employed using a Likert-scale questionnaire distributed to 80 respondents selected through purposive sampling. Data were analyzed using multiple linear regression with SPSS for Windows. The results reveal that communication (β = 0.551; t = 18.459; p < 0.05) and work environment (β = 0.401; t = 16.786; p < 0.05) have a significant partial effect on employee morale. Simultaneously, these two variables contribute 94.4% to the increase in employee morale (R² = 0.944; F = 43.288; p < 0.05). These findings indicate that effective communication and a supportive work environment can enhance motivation and productivity among public sector employees. The practical implication of this study suggests that organizational management needs to improve the quality of internal communication and create a conducive work environment to optimize organizational performance.

This study was conducted with the aim of analyzing the influence of work discipline, workload, and work environment on employee performance, with a focus on Indomaret employees located in the West Jakarta area. The number of samples used in this study was 110 respondents who were directly selected from the employee population, with the data collection technique through the distribution of questionnaires using a Likert scale. The collected data were then analyzed using the multiple linear regression method with the help of SPSS software version 30. The results of the study indicate that partially, the variables of work discipline, workload, and work environment are proven to have an influence on employee performance, where each factor makes a different contribution in supporting or hindering work productivity. Meanwhile, simultaneously, the three independent variables are proven to have a significant influence on the dependent variable, namely employee performance. This finding confirms that the combination of good work discipline factors, balanced workload management, and a conducive work environment is very important in creating sustainable performance improvements. Thus, this study is expected to provide practical contributions as input for Indomaret management in the West Jakarta area in designing more effective human resource management strategies, both through policies to improve discipline, proportional workload management, and the creation of a work environment that is more supportive of employee comfort and motivation.

This study aims to empirically examine the influence of compensation, work motivation, and work environment on employee turnover intention at PT. XYZ, Kimia Merak Division. This study is expected to contribute both theoretically and practically in the field of human resource management, particularly in reducing employee turnover. The problem of turnover intention is a crucial issue because it can have negative impacts on organizational sustainability, such as increased recruitment costs, disrupted productivity, and the loss of experienced employees. The research method used is a quantitative approach with a purposive sampling technique. The study sample consisted of 75 permanent employees who have worked for at least two years. Data collection was carried out using a questionnaire instrument that has been tested for validity and reliability. Data analysis used multiple linear regression to test the influence of independent variables on the dependent variable. The results of the study indicate that compensation, work motivation, and work environment each have a negative and significant effect on turnover intention. This means that the better the compensation provided, the higher the employee's work motivation, and the more conducive the work environment, the lower the tendency of employees to intend to leave the company. The findings indicate that improving compensation packages, enhancing employee motivation, and maintaining a supportive work environment are crucial strategies to reduce turnover intention. Based on these results, companies are advised to design fair and competitive compensation systems, create programs that enhance intrinsic and extrinsic motivation, and ensure a safe, comfortable, and supportive work environment for employee performance. This way, companies can retain quality human resources and maintain operational stability.

This study investigates how transformational leadership, work motivation, and human resource (HR) human resources training influence employee performance across various industrial sectors in Indonesia. Improving employee performance is crucial for organizational success in an increasingly dynamic business environment. This study utilizes a quantitative survey method and involves 200 people from the manufacturing, service, and trade sectors. The data was analyzed using multiple linear regression after being collected through questionnaires. Research shows that human resource training, work motivation, and transformational leadership simultaneously and partially have a positive and significant effect on employee performance. The results indicate that organizations must enhance their inspiring leadership styles, boost employee morale through internal and external approaches, and implement sustainable training programs to improve their employees' skills. This study provides a theoretical basis for the advancement of human resource management science and offers practical benefits for human resource managers and practitioners in improving organizational efficiency.

This study aims to analyze the influence of leadership style and work environment on employee performance at Home Industry Ice Cream El Fariz. The background of this research highlights the importance of adaptive human resource management in small business environments, where interpersonal relationships and informal organizational structures significantly impact work effectiveness. The research employed a quantitative approach using a survey method, in which data were collected through questionnaires from 30 employees as respondents. Multiple linear regression analysis was used to examine both partial and simultaneous effects of the independent variables on employee performance. The findings indicate that neither leadership style nor work environment has a statistically significant effect on employee performance, as both variables showed p-values greater than 0.05. Simultaneously, the model was also found to be insignificant, with the F-statistic falling below the critical value. The coefficient of determination (R²) was 0.199, suggesting that only 19.9% of the variation in employee performance could be explained by the model, while the remaining 80.1% is influenced by other factors outside the study. These results imply that in the context of a home industry, informal factors such as intrinsic motivation, social bonds, and organizational culture play a more dominant role in shaping employee performance than the formal variables examined. This research provides practical insights for small business owners to adopt more contextual and relationship-based managerial approaches in enhancing workforce productivity.

This study aims to analyze the influence of work motivation, leadership style, and work environment on employee performance at Bale Ayu Resto. Using a quantitative approach with a survey involving 41 respondents, the results of the analysis show that work motivation and work environment have a significant positive influence on employee performance, with significance values ​​of 0.003 and 0.008, respectively. On the other hand, leadership style does not show a significant influence on employee performance, with a significance value of 0.507. Overall, the three independent variables together affect employee performance, as reflected in the F value of 6.679 and the coefficient of determination (R²) of 0.761. These results indicate that work motivation and work environment are the main factors that affect performance, while leadership style needs further attention to improve employee work results.

This research aims to determine the influence of organizational culture on employee work discipline at PT Wira Mas Permai in Banggai Regency. The research employs a quantitative method, with data processed using descriptive statistics, classical assumption tests, and hypothesis testing. The data were analyzed using simple linear regression with the assistance of IBM SPSS 21 software. The type of data used in this research is primary data, which was collected through questionnaires distributed to the employees of PT Wira Mas Permai in Banggai Regency. This research consists of a dependent variable, namely employee work discipline at PT Wira Mas Permai in Banggai Regency, and an independent variable, namely organizational culture. The results indicate that the organizational culture variable has a positive and significant influence on employee work discipline. The regression analysis indicates a positive coefficient of 0.651, which means that every increase in organizational culture will improve employee work discipline. Organizational culture contributes 42% to employee work discipline, while the remaining 58% is influenced by other factors such as leadership, motivation, and the work environment.

This research focuses on examining the impact of organizational behavior and work motivation on the performance of employees at PT. Sentosa Harmony Steel Cikande. A quantitative methodology was utilized, employing a survey approach to gather data through questionnaires distributed among the employees of PT. Sentosa Harmony Steel. The analysis revealed that both organizational behavior and work motivation significantly contribute to enhancing employee performance. These results imply that a positive work environment, robust managerial support, and strong motivational factors can lead to increased productivity and success among employees. The study suggests that the company should consistently promote positive organizational behavior and adopt strategies to boost work motivation to achieve optimal performance.

This study explores leadership psychology within the context of education, focusing on the relationship between leadership styles, psychological empowerment, and organizational performance. Using a literature review method, the findings reveal that leadership styles such as transformational, democratic, and situational have a significant impact on creating a supportive and collaborative work environment. Effective leadership fosters psychological empowerment by enhancing employees' sense of meaning, competence, self-determination, and influence. This, in turn, directly contributes to increased motivation, job satisfaction, and overall performance within educational institutions. Therefore, a psychological approach to leadership is a crucial element in building competitive and adaptable educational organizations.

The problem in this research is that several employee performance assessments tend to decline, including service orientation, integrity, discipline and cooperation. The decline in performance is thought to be caused by several things, including a lack of quality of the work environment and job satisfaction that have not been fully met. The aim of this research is to test and analyze the influence of the environment and work motivation on employee performance through job satisfaction as an intervening variable at the Bondowoso District Office, Bondowoso Regency. This research was included in confirmatory research with a population and sample of 115 respondents, a saturated sampling technique was used because the entire population was used as the sample. The data analysis technique used is Structural Equation Modeling (SEM) processed with Smart PLS 4.0. Based on the results of data analysis, it shows that the quality of the work environment has a significant effect on job satisfaction. Work motivation has a significant effect on job satisfaction at the Bondowoso District Office, Bondowoso Regency. The quality of the work environment, work motivation and job satisfaction have a significant effect on employee performance at the Bondowoso District Office, Bondowoso Regency. The quality of the work environment has a significant effect on employee performance through job satisfaction at the Bondowoso District Office, Bondowoso Regency. Work motivation has a significant effect on employee performance through job satisfaction at the Bondowoso District Office, Bondowoso Regency

This research aims to determine the direct and indirect influence of leadership style and work environment on employee performance through work motivation as an intervening variable. This type of research uses quantitative because it leads to measurement methods and samples to test variables and hypotheses. The data sources in this research use primary and secondary data. The sample in the research was 31 CV employees. Timbul Jaya Motor Kediri uses a saturated sampling technique which uses all members of the population as samples. The analysis technique used is the measurement model test or outer model including the discriminant validity test, average and the structural model test or inner model which includes the R-square, Q-square test and hypothesis test.. The results of the research show that Leadership Style (X1), and Work Environment (X2), Work Motivation (Z) have a significant and positive effect directly on Employee Performance (Y) and Leadership Style (X1), and Work Environment (X2) indirectly has a significant and positive effect on Employee Performance (Y) through Work Motivation (Z) as an intervening variable. This research also shows that the coefficient of determination (R2) of employee performance variables has an influence of 88.9% in influencing leadership style and work environment variables while the remaining 11.1% is influenced by other variables not discussed in this research so that further research uses other variables outside this research. In this study, it is implemented that a company's performance factors are influenced and can be improved through leadership style and work environment variables through work motivation.