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Abstract. This research aims to analyze the effectiveness and reliability of production machines in the process of making public street lighting poles (PJU) at PT. XYZ The main problem faced by the company is high machine downtime so that production targets are not achieved. Therefore, a method is needed that is able to measure machine effectiveness as a whole and identify the main causes of production losses. The method applied includes Overall Equipment Effectiveness (OEE) to measure machine effectiveness based on three components, namely availability, performance and quality. The Total Productive Maintenance (TPM) approach is used to identify factors causing low effectiveness through Six Big Losses analysis. Apart from that, Mean Time To Repair (MTTR) and Mean Time Between Failure (MTBF) are calculated to determine the level of machine reliability. The data used includes machine working hours, downtime, operating time, production quantities, defective products, as well as machine damage and repair data. The analysis results are expected to show the level of machine effectiveness and identify the dominant factors causing downtime. Based on these results, improvement proposals are prepared to reduce downtime, increase machine reliability and improve production productivity Keywords: Overall Equipment Effectiveness (OEE), Total Productive Maintenance (TPM), Six Big Losses, Downtime, Efektivitas   Abstrak. Penelitian ini bertujuan untuk menganalisis efektivitas dan keandalan mesin produksi pada proses pembuatan tiang penerangan jalan umum (PJU) di PT. XYZ Permasalahan utama yang dihadapi perusahaan adalah downtime mesin yang tinggi sehingga target produksi tidak tercapai. Oleh karena itu, diperlukan metode yang mampu mengukur efektivitas mesin secara menyeluruh dan mengidentifikasi penyebab utama kerugian produksi. Metode yang diterapkan meliputi Overall Equipment Effectiveness (OEE) untuk mengukur efektivitas mesin berdasarkan tiga komponen, yaitu availability, performance, dan quality. Pendekatan Total Productive Maintenance (TPM) digunakan untuk mengidentifikasi faktor penyebab rendahnya efektivitas melalui analisis Six Big Losses. Selain itu, dilakukan perhitungan Mean Time To Repair (MTTR) dan Mean Time Between Failure (MTBF) untuk mengetahui tingkat keandalan mesin. Data yang digunakan mencakup jam kerja mesin, downtime, waktu operasi, jumlah produksi, produk cacat, serta data kerusakan dan perbaikan mesin. Hasil analisis diharapkan dapat menunjukkan tingkat efektivitas mesin dan mengidentifikasi faktor dominan penyebab downtime. Berdasarkan hasil tersebut, disusun usulan perbaikan untuk mengurangi downtime, meningkatkan keandalan mesin, dan memperbaiki produktivitas produksi Kata kunci: Overall Equipment Effectiveness (OEE), Total Productive Maintenance (TPM), Six Big Losses, Downtime Mesin, Efektivitas Mesin

Penelitian ini dilatarbelakangi oleh pentingnya kepuasan kerja karyawan dalam mendukung produktivitas dan keberhasilan organisasi di tengah perubahan sistem kerja yang semakin fleksibel. Penelitian ini bertujuan untuk menganalisis pengaruh Flexible Working Arrangement, Work Life Balance, dan kompensasi terhadap kepuasan kerja karyawan pada Hearts Asesoris Surakarta. Penelitian menggunakan metode kuantitatif dengan pendekatan survei. Sampel penelitian berjumlah 37 karyawan yang ditentukan menggunakan teknik sampling jenuh. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan regresi linear berganda. Hasil penelitian menunjukkan bahwa Flexible Working Arrangement berpengaruh positif dan signifikan terhadap kepuasan kerja karyawan. Work Life Balance dan kompensasi berpengaruh positif tetapi tidak signifikan terhadap kepuasan kerja. Secara simultan, ketiga variabel berpengaruh signifikan terhadap kepuasan kerja karyawan dengan kontribusi sebesar 60,8%. Implikasi penelitian ini menunjukkan bahwa perusahaan perlu mempertahankan dan mengembangkan kebijakan kerja yang fleksibel serta meningkatkan perhatian terhadap keseimbangan kehidupan kerja dan pemberian kompensasi guna meningkatkan kepuasan kerja karyawan.

Latar belakang penelitian ini berakar pada fenomena kemajuan yang tidak merata di antara indikator pembangunan di Sumatera Utara, di mana Indeks Pembangunan Manusia (IPM), meskipun diklasifikasikan dalam kategori “tinggi”, belum secara konsisten berkontribusi pada penurunan tingkat pengangguran. Tujuan utama penelitian ini adalah untuk menguji pengaruh IMB, tingkat kemiskinan, dan tingkat pengangguran terhadap pertumbuhan ekonomi di Provinsi Sumatera Utara. Metode yang digunakan adalah pendekatan kuantitatif dengan analisis regresi linier berganda menggunakan data deret waktu dari tahun 2010 hingga 2025 yang bersumber dari BPS. Hasil penelitian menunjukkan bahwa secara simultan, IPM, kemiskinan, dan pengangguran secara signifikan mempengaruhi pertumbuhan ekonomi daerah. Secara parsial, IMB memiliki pengaruh positif dan signifikan, menunjukkan bahwa investasi dalam kualitas modal manusia meningkatkan produktivitas ekonomi. Sebaliknya, baik tingkat kemiskinan maupun tingkat pengangguran terbuka menunjukkan pengaruh negatif dan signifikan, yang menyiratkan bahwa peningkatan variabel-variabel ini cenderung menghambat ekspansi ekonomi. Lebih lanjut, variabel independen yang dimasukkan dalam model ini menjelaskan 49,49% variasi pertumbuhan ekonomi, sedangkan proporsi sisanya dijelaskan oleh faktor eksternal di luar cakupan penelitian ini. Hasil ini menyoroti pentingnya penerapan kebijakan yang menyelaraskan pengembangan sumber daya manusia dengan tuntutan pasar tenaga kerja untuk mengatasi masalah pengangguran terdidik.

The purpose of this study was to determine whether employee productivity affects the job desk. To determine whether the work system affects the job desk through employee productivity as an intervening variable. To determine whether work procedures affect job desks through employee productivity as an intervening variable. The research methodology was carried out using quantitative research with 33 respondents of PT Hear Life Medan employees.  From the results of hypothesis testing that has been done, H0 is rejected and Ha is accepted. This shows that the work system, work procedures and job descriptions have a significant influence on employee productivity The effect of the work system on employee productivity can be seen from the coefficient of determination (R2). Based on the calculation results, the R2 value is 0.775. This means that the work system only provides an influence of 75.5% on employee productivity, while the remaining 24.5% is influenced by other factors.

This study aims to analyze the influence of the work environment on employee productivity at PT Harmoni Reka Cipta. The research employs a descriptive c method using Spradley’s approach, which includes place, actor, and situation. Informants were selected based on inclusion and exclusion criteria, resulting in one key informant and four main informants relevant to the data requirements. Data were collected through in-depth interviews and field observations. The research findings, based on NVIVO analysis visualized through a word cloud, indicate that the most dominant aspect in discussions of the work environment is workplace facilities, followed by work relations, work atmosphere, and operational constraints. Interviews revealed that lighting and coworker relationships are generally in good condition; however, challenges remain, including limited workspace, insufficient facilities, and suboptimal air circulation, especially in the production area. These conditions affect employee comfort, focus, and work effectiveness. NVIVO results related to productivity show that quantity, quality, and timeliness are influenced by a work environment that is not yet fully supportive. Some delays occur due to high production intensity, heavy workloads, and inadequate facilities. This study concludes that improving facilities, reorganizing workspace layouts, and enhancing physical comfort are necessary to support optimal employee productivity

This research is motivated by the issue of employee productivity at Estetiderma Clinic Bekasi, as indicated by the unmet distribution target data during the 2021–2024 period. In addition, there are indications that improvements are needed in the effectiveness of recruitment methods and employee work discipline, as reflected in the attendance data. The purpose of this study is to determine whether recruitment (X1) and work discipline (X2) have an effect on employee productivity (Y), either partially or simultaneously, at Estetiderma Clinic Bekasi. The research method used is associative quantitative research. The population and sample consist of all 130 employees of Estetiderma Clinic Bekasi. The data analysis techniques employed include multiple linear regression analysis, correlation coefficient analysis, coefficient of determination, and hypothesis testing (t-test and F-test). The results of the study show that: (1) the recruitment variable (X1) has a t-value of 9,503 > t-table 1.978 and a significance value of 0.000 < 0.05, indicating a positive and significant effect of recruitment on employee productivity; (2) the work discipline variable (X2) has a t-value of 13,154 > t-table 1.978 and a significance value of 0.000 < 0.05, indicating that work discipline has a positive and significant effect on employee productivity; and (3) the simultaneous F-test result shows an F-value of 114.347 > F-table 3.067 with a significance value of 0.000 < 0.05, which means that recruitment and work discipline simultaneously have a significant effect on employee productivity. These two variables contribute 64.3% to employee productivity, while the remaining 35.7% is influenced by other factors not included in this study.

Penelitian ini dilatarbelakangi oleh pentingnya kinerja karyawan dalam mendukung pencapaian tujuan organisasi, yang dipengaruhi oleh berbagai faktor, khususnya motivasi kerja dan lingkungan kerja. Tujuan penelitian ini adalah untuk menganalisis pengaruh motivasi kerja dan lingkungan kerja terhadap kinerja karyawan pada PT Istana Mitra Furnindo. Penelitian ini menggunakan pendekatan kuantitatif dengan desain kausalitas. Populasi penelitian berjumlah 35 karyawan dengan teknik sampling jenuh, sehingga seluruh populasi dijadikan sampel. Data dikumpulkan melalui kuesioner dengan skala Likert dan dianalisis menggunakan regresi linier berganda. Hasil penelitian menunjukkan bahwa motivasi kerja dan lingkungan kerja secara parsial maupun simultan berpengaruh positif dan signifikan terhadap kinerja karyawan. Hal ini menunjukkan bahwa peningkatan motivasi kerja serta perbaikan lingkungan kerja dapat mendorong peningkatan kinerja karyawan secara optimal. Implikasi penelitian ini adalah pentingnya bagi perusahaan untuk meningkatkan motivasi kerja melalui pemberian penghargaan dan menciptakan lingkungan kerja yang kondusif guna mendukung produktivitas dan efektivitas kerja karyawan.

This study aims to analyze the influence of Work Life Balance and Work Discipline on Employee Productivity at Seblak Bageur Bandung. The research background is based on operational phenomena such as high work intensity, consumer complaints regarding service accuracy, and pre-survey results indicating that Work Life Balance and Work Discipline are dominant factors affecting productivity. This study uses a quantitative method with descriptive and verificative approaches. The research population consisted of 34 employees, all of whom were used as samples through total sampling technique. Instruments in the form of questionnaires were tested for validity and reliability, then analyzed using multiple linear regression, t-test, F-test, and coefficient of determination. The results show that: (1) Partially, Work Life Balance (X1) has a regression coefficient of 0.801 > 0.3388, so H1 is accepted; Work Discipline (X2) has a regression coefficient of 0.862 > 0.3388, so H2 is accepted. (2) Simultaneously, Work Life Balance does not have a significant effect on productivity because the Work Discipline variable is more dominant, with a regression coefficient (b1) of 0.125, t-value of 0.591, and significance of 0.559. Meanwhile, Work Discipline has a stronger influence with a regression coefficient (b2) of 0.749, t-value of 3.543, and significance of 0.001. Overall, this study confirms that improving Work Life Balance and especially Work Discipline is an important strategy for increasing employee productivity at Seblak Bageur Bandung.

This study aims to analyze the influence of leadership and human resource quality on work productivity in the Human Resources Division of PT Pembangunan Perumahan (PP) Tbk. The research uses a quantitative associative approach with a census method applied to the entire population of 60 employees in the HR Division. Data were collected through questionnaires and analyzed using simple and multiple linear regression with SPSS 24.0. The results show that leadership has a positive and significant effect on work productivity (regression coefficient = 0.975; determination = 95.1%). Human resource quality also has a positive and significant effect (regression coefficient = 0.978; determination = 95.6%). Together, both variables influence work productivity with a determination coefficient of 96.8%. Leadership and human resource quality are critical factors in improving work productivity. Organizations are advised to develop participatory leadership styles and sustainable competency development programs.

The hyper-connected work era has fundamentally blurred the temporal and psychological boundaries between professional and personal spheres, triggering a productivity paradox phenomenon where increased digital connectivity is inversely proportional to long-term cognitive efficiency. Consequently, this research aims to explore deeply and comprehensively the critical roles of cognitive resilience and digital wellbeing strategies as vital preventive mechanisms against the rising risk of burnout resulting from cumulative cognitive fatigue. Employing a qualitative approach with a rigorous literature review design, this study synthesizes extensive secondary literature retrieved from accredited academic databases and global policy reports within the last five years to analyze current trends and theoretical frameworks. The in-depth analysis reveals that cognitive resilience, significantly bolstered by metacognitive digital literacy, functions as an adaptive shield against the mounting pressures of information overload and attention fragmentation. Furthermore, the findings emphatically confirm that sustainable productivity is not achieved through borderless connectivity, but rather necessitates disciplined cognitive energy management and the strict implementation of "right to disconnect" protocols. Concluding the study, it is strongly recommended that organizations integrate comprehensive digital wellbeing policies into their work culture architecture to safeguard long-term employee performance and ensure organizational sustainability amidst the challenges of the attention economy.  

Project scheduling is an important element for shipyard companies to gain more profit. The most frequently used analysis is the Critical Path Method (CPM). However, in reality, planning using the CPM method is considered less efficient because it does not consider the productivity of each job in it and adds safety time which causes the project duration to become longer. In accordance with the above problems, a new method for planning project schedules is now being developed, namely Critical Chain Project Management (CCPM). CCPM is a project planning method that emphasizes the resources needed to carry out existing tasks in the project. This method is carried out by eliminating multitasking, student syndrome, Parkinson's law and providing a buffer at the end of the project. In this final project, a comparison of the duration of the results of applying the CCPM method with the Critical Path Method (CPM) method is carried out in a case study of ship repairs at PT. Galangan Kapal Madura. The initial project scheduling uses the traditional method in the form of a Gantt chart which is then broken down in more detail and completely with the relationship between activities in the form of CPM, and then will be compared with the duration of the results of CCPM scheduling which has eliminated multitasking, eliminated Safety time for each activity and provided a buffer in the work.

Labor productivity is a critical factor in construction project success as it directly affects time, cost, and work quality. In the Palm Vista Residence housing development project, delays in ground floor structural works indicate suboptimal human resource performance. This study aims to analyze labor productivity levels, identify factors influencing productivity, and formulate strategies to improve productivity in sloof beams, columns, and floor slab works. The research employs a quantitative approach with descriptive-analytical methods through field observations, questionnaires, and interviews. Labor productivity is measured using the work sampling method and the Labour Utilization Rate (LUR), while influencing factors are analyzed using multiple linear regression. Strategy prioritization for productivity improvement is determined using the Analytical Hierarchy Process (AHP). The results show that labor productivity is at a moderate level and is significantly influenced by work experience, managerial aspects, and coordination and planning. The priority strategies include improving worker competence and strengthening project management practices. These findings are expected to provide practical guidance for construction labor management to enhance efficiency and ensure timely project completion.

This study examines the influence of work ethic, human resource competence, and performance on productivity at the Maju Jaya Farmer Group in Bintan Buyu Village. The research employed a quantitative approach with a saturated sampling technique involving 39 respondents. Data were collected through questionnaires using a Likert scale and analyzed using multiple linear regression with SPSS 24. The results indicate that work ethic significantly and positively affects productivity (t=3.638, sig=0.001), human resource competence significantly and positively affects productivity (t=2.181, sig=0.036), and performance significantly and positively affects productivity (t=2.737, sig=0.010). Simultaneously, the three variables have a significant positive effect on productivity (F=163.762, sig=0.000) with a contribution of 93.3% (Adjusted R²=0.928). This study confirms that internal factors of farmer group members play a crucial role in improving agricultural productivity in island regions with limited land resources

PT Adhi Karya (Persero) Tbk is a State-Owned Enterprise (BUMN) in Indonesia that operates in the construction industry. PT. Adhi Karya (Persero) Tbk. was awarded the contract for the Yogyakarta-Bawen toll road construction project, Package 1, Section 1. Construction safety is a very important aspect in the project. The toll road construction project involves work at heights, especially on erection grider work. Erection grider work is a high-risk job, so construction safety must be guaranteed. If construction safety is not guaranteed in the work environment, workers will be more careful in working to reduce risks so that work slows down. This can reduce work productivity. However, when safety is guaranteed, workers will feel safe to work so that it can increase work productivity. This study aims to determine the effect of construction safety (X) on work productivity (Y). The data collection method was carried out by distributing questionnaires to 30 respondents of erection grider workers. Data processing used the Structural Equation Modeling–Partial Least Squares (SEM PLS) method with SmartPLS 4.0 software. The results of data processing showed that construction safety had a significant influence on work productivity with a t-statistic value of 7.329 and a p-value of 0.000.  

This study aims to analyze the effect of teamwork, workload, and work discipline on the work productivity of employees at PT Sejin Fashion Indonesia Pati. The study used a sample of 94 respondents determined using proportionate stratified random sampling. Data collection was conducted using questionnaires and analyzed using multiple linear regression through SPSS version 25, including validity and reliability tests, t-tests, F-tests, and determination coefficients. The results show that: 1) teamwork has a positive and significant effect on employee productivity; 2) workload has a positive and significant effect on employee productivity; and 3) work discipline has a positive and significant effect on employee productivity; 4) teamwork, workload, and work discipline have a simultaneous effect on employee productivity. Work discipline is the most dominant variable in increasing employee work productivity. These findings imply that strengthening teamwork, adjusting workloads, and improving employee discipline are important strategies for companies to increase employee work productivity.

This study aims to determine the extent to which motivation and work discipline affect employee productivity at CV. Langgeng Jaya. The study uses a quantitative descriptive approach with data collection techniques through distributing questionnaires. The study population includes all 80 employees of CV. Langgeng Jaya, with a sampling technique using Saturated Sampling. Data analysis was carried out through Multiple Linear Regression Tests and Hypothesis Tests with the help of the SPSS 27 program. The results of the study indicate that motivation has a significant influence on employee productivity partially, while work discipline does not have a significant influence. However, simultaneously, motivation and work discipline have been proven to have a significant influence on employee productivity. Therefore, CV. Langgeng Jaya is expected to prioritize increasing employee motivation through targeted programs and conducting evaluations and coaching on work discipline aspects, so that both factors can support each other in increasing overall productivity. This aims so that both factors can support each other in increasing overall employee productivity, creating a more productive work environment, and improving company performance in the long term.

This study analyzes the synergy between human resource development (HRD), work culture, and decision-making systems in enhancing productivity and organizational performance. The approach used is a descriptive qualitative literature review, with sources from peer-reviewed articles from 2021-2025 obtained through databases such as Google Scholar and ScienceDirect. The research findings indicate that HRD can improve employee competence by up to 28.7%, while work culture contributes 41.4-55% to motivation and collaboration within teams. Decision-making systems, such as AHP (Analytical Hierarchy Process) and BI (Business Intelligence), play a role in optimizing operational efficiency by up to 65%. The synergy of these three elements forms a more adaptive organization to change. One example of the implementation of this synergy can be seen in PT X Jakarta, which experienced a 28% increase in output and employee satisfaction reached 85%. However, the main challenge faced is resistance to change, which can be overcome through effective communication. The practical implications of this study include recommendations for holistic organizational transformation, especially in Indonesia, to face the challenges of global disruption.

Vairiious studiies iin the Humain Resources sector haive used quaintiitaitiive reseairch daitai wiith survey methods aind used reseairch iinstruments usiing questiionnaiiires thait aipply ai Liikert scaile ais ai tool to meaisure the opiiniions, aittiitudes, aind perceptiions of employees, both iindiiviiduails aind groups, regairdiing ongoiing sociiail phenomenai. Aiccordiing to previious reseairch (Ainaindai et ail., 2023), leaidershiip style aind work motiivaitiion haive ai siigniifiicaint iimpaict on employee performaince ait PT. Tiirtai Sukses Paindain. Where thiis staitement iis the saime ais the results of previious reseairch (Gemiinii, 2021) whiich showed thait leaidershiip style aind work motiivaitiion ailso haive ai siigniifiicaint iimpaict on employee performaince ait Baink Sulselbair Jeneponto Brainch. Thiis study iis ai development of reseairch (Ainaindai et ail., 2023) usiing quaintiitaitiive methods aind usiing ai Liikert scaile ais ai meaisuriing tool to how much iinfluence leaidershiip style aind work motiivaitiion haive on employee effectiiveness ait Plaismai PT. Graihai Iintii Jaiyai. Baised on taible 4.6, the results of the siimultaineous test (F test) show thait the cailculaited F vailue iis 426.340 aind iits siigniifiicaince reaiches 0.000. Meainwhiile, the F taible corresponds to the diistriibutiion taible ait ai 5% error raite of 2.72. Thiis iindiicaites thait the cailculaited F iis greaiter thain the F taible (426,340 > 2.72) aind iits siigniifiicaince iis 0.00, less thain 0.05.  

This study aims to determine the effect of discipline and motivation on employee work productivity at the Office of the Personnel, Education, and Training Agency (BKPP) of Polewali Mandar Regency, both partially and simultaneously. This research employed a quantitative approach using a survey method. Data were collected through questionnaires distributed to all 43 employees of the BKPP Office of Polewali Mandar Regency. The analytical technique used was multiple linear regression to examine the relationship between the variables of discipline, motivation, and work productivity.The results of the study indicate that motivation has a significant effect on employee work productivity. Employees with high motivation tend to demonstrate greater enthusiasm, a strong sense of responsibility, and optimal performance achievement. Conversely, discipline does not show a significant effect when observed separately, but it still plays an important role when combined with motivation. The combination of discipline and motivation has been proven to enhance overall work productivity. Motivation significantly influences employee work productivity, whereas discipline does not have a partial effect. However, together, discipline and motivation contribute to improving employee work productivity at the BKPP Office of Polewali Mandar Regency.

The transition to the remote working era has reached a point of stabilization as a fundamental structure in the 2025 global employment landscape. This systematic literature review aims to evaluate the impact of remote work on employee productivity, mental well-being, and the role of Artificial Intelligence (AI) integration. By analyzing large-scale secondary data (>10,000 participants) from various authoritative databases, the study finds that productivity experienced a net increase of 13% to 22%. The primary driver is the average commute time saving of 72 minutes per day, which is converted into productive work hours. However, findings also indicate a risk of digital burnout in 69% of respondents due to an "always-on" work culture. AI integration has assisted 65% of workers in automating administrative tasks, shifting focus toward strategic work. This research concludes that the success of remote work models requires a shift in leadership style toward trust-based management and formal policies regarding the "right to disconnect.".