Publication Search

This internship report examines the issue of attendance non-compliance among sales employees at PT. Majesty Enerbion Nusantara (PT MEN) and the efforts to improve it through the implementation of a reward and punishment–based system. The main issues identified include inconsistent attendance records, inaccurate presence data, weak supervision, and irregular clock-in and clock-out times. Through field observations, interviews, and analysis of attendance documents, a comprehensive understanding of the underlying causes of non-compliance was obtained. Based on these findings, a new attendance Standard Operating Procedure (SOP), workflow flowchart, and field attendance form were designed as supporting solutions. Implementation was carried out through procedure socialization, pilot testing of the reward and punishment system, and evaluation of data before and after implementation. The results show a significant improvement in punctuality, attendance consistency, and data accuracy, with all sales employees achieving 100% compliance during the evaluation period. This program has proven effective in strengthening work discipline, enhancing HR administrative efficiency, and improving the company’s overall industrial relations quality.

This study aims to describe and analyze the factors that influence employee job satisfaction at PT Trans Jaya Papua by employing a qualitative descriptive method supported by observation and semi-structured interviews with 12 employees across different departments. The findings reveal that job satisfaction arises from a combination of internal and external factors that interact to shape employees’ overall perceptions of their work. Internal factors consist of individual attitudes, motivation, and the quality of interpersonal relationships, all of which determine how employees respond to daily tasks and workplace dynamics. External factors include leadership style, salary, work environment, and organizational support, each playing a crucial role in shaping employees’ sense of stability and fairness. The results highlight that positive work attitudes and effective communication are the most dominant contributors to employee satisfaction, strengthened by adequate compensation and supportive supervision from leaders. The study concludes that job satisfaction can be further improved through transparent communication, equitable reward systems, and consistent leadership involvement in employee development. These findings provide practical implications for management, particularly in formulating more responsive human resource strategies aimed at enhancing employee performance and organizational effectiveness.

This study aims to analyze the effectiveness of human resource (HR) governance in improving employee performance at the Serang City Cooperatives and SMEs Office in 2025. The research method used is a quantitative approach with a survey design, involving 100 employees as respondents. Data were collected through questionnaires and analyzed using multiple linear regression to test the effect of HR governance variables, which include planning, organizing, implementing, and supervising, on employee performance. The results of the study indicate that HR governance has a positive and significant influence on improving employee performance at the Serang City Cooperatives and SMEs Office. Specifically, clear HR planning, efficient organization, structured implementation, and effective supervision have been shown to increase employee productivity and work quality. The implication of this study is the importance of improving and strengthening HR governance as a strategy to improve employee performance, which ultimately can increase productivity, efficiency, and effectiveness in carrying out the duties and responsibilities of local government agencies.

This study aims to determine the effect of communication and work discipline on employee performance through work supervision as an intervening variable at Jambi Ekspres Televisi. The population in this study consisted of 30 employees, all of whom were used as samples using the total sampling technique. This research employed a quantitative approach with a questionnaire based on a Likert scale, and the data were analyzed using the Partial Least Square (PLS) method through the SmartPLS software. The results showed that communication and work discipline were categorized as good and played an important role in improving employee performance through work supervision. Communication had a positive and significant effect on work supervision, while work discipline also had a positive and significant effect on work supervision. However, communication had a positive but insignificant effect on employee performance. Conversely, work discipline had a positive and significant direct effect on employee performance. Meanwhile, work supervision had a negative and insignificant effect on employee performance. The indirect effects of communication and work discipline on performance through work supervision were also negative and insignificant, indicating that work supervision has not yet played an optimal role as an intervening variable. Based on these findings, it is recommended that the company enhance internal communication effectiveness, strengthen the consistent implementation of work discipline, and optimize the role of work supervision to function more as a coaching and motivational tool, thereby contributing positively to improving employee performance.

This study investigates the implementation strategy of work discipline as a means to improve the productivity of daily contract employees in the Traffic Division of the Semarang City Transportation Agency. Work discipline is a critical component of human resource management that influences performance effectiveness and organizational efficiency. The research applies a qualitative descriptive approach using interviews, observation, and document analysis to examine discipline practices, attendance data, and managerial supervision. The results show that effective disciplinary implementation—through structured supervision, reward and punishment systems, continuous coaching, and welfare enhancement—significantly improves employee productivity. Leadership quality, motivation, and consistent policy enforcement emerge as primary determinants of disciplined behavior. The study concludes that establishing a fair and transparent disciplinary system can foster accountability, punctuality, and professional service delivery among public employees.

This study aims to analyze the influence of performance appraisal, supervision, and non-physical work environment on employee performance at PT Pos Indonesia (Persero) Kediri Branch Office. A quantitative approach was employed with saturated sampling, in which all 64 employees were included as respondents. The research instrument was a questionnaire based on validated theoretical and empirical indicators. Data were analyzed using multiple linear regression, t-test, F-test, and the coefficient of determination. The findings indicate that, partially, performance appraisal, supervision, and non-physical work environment have a positive and significant effect on employee performance. Simultaneously, these three variables contribute 70% to the variation in employee performance, with the non-physical work environment being the most dominant factor. These results highlight the importance of integrating transparent performance appraisal systems, consistent supervision, and a supportive organizational climate to improve employee productivity. This research contributes academically by reinforcing the Goal Setting theory and Perceived Organizational Support, and provides practical implications for PT Pos Indonesia’s human resource management.

Companies face a variety of human resources with varying characteristics and abilities, which significantly impact employee performance. The influence of work culture, work morale, and employee performance, including variables such as discipline, mutual respect, individual passion, team spirit, quality, punctuality, workers, salary, promotions, supervision, and coworkers, is crucial in determining how significantly they influence employee job satisfaction at PT RJN. By understanding this relationship, the director or leader of PT RJN can predict employee responses to job satisfaction, maintain it, and improve it so employees feel more comfortable and at ease in their work. The sampling technique in this study used a saturated sampling method, a non-probability sampling method. This research employed a quantitative approach with a concrete data processing methodology. The population consisted of 40 employees in the production, administration, marketing, and distribution departments. The sample used in this study was derived from primary data obtained from 40 respondents from the production department who were still actively working at PT RJN. Data were obtained through questionnaires and observations. From the results of the analysis that has been done, based on the results of partial testing, the job satisfaction of PT RJN employees is positively and significantly influenced by the variables of work culture, work spirit, and employee performance. Based on the results of simultaneous testing, the job satisfaction of PT RJN employees is significantly influenced by the variables of work culture, work spirit, and performance characteristics. significantly influence employee job satisfaction. This is known from the correlation analysis as follows: r value = 0.377 or 37.7% and then the remaining 62.3% comes from various factors outside this concentration and is influenced by other variables not examined in this study.

This research was conducted with the primary objective of examining and determining the effect of occupational safety, occupational health, and the Occupational Health and Safety Management System (OHSMS) on employee performance at UD. Berkah Mandiri, located in Kediri Regency. The background of this study is based on the importance of implementing OHS in the workplace as an effort to minimize the risk of accidents, improve employee well-being, and support overall company productivity. In today’s increasingly competitive industrial world, attention to occupational safety and health is a key factor that not only protects workers but also enhances organizational efficiency and effectiveness. The research method employed was a quantitative approach with an associative research design. The population consisted of 56 employees, all of whom were taken as respondents through a saturated sampling technique. Data were collected using a questionnaire instrument constructed based on indicators of occupational safety, occupational health, OHSMS, and employee performance. The data were then analyzed using SPSS version 25.0 through validity and reliability tests, multiple regression analysis, and hypothesis testing both partially and simultaneously. The results of the analysis revealed that occupational safety has a significant effect on employee performance, indicating that the better the implementation of safety standards, the higher the performance achieved. Similarly, occupational health was found to have a positive and significant effect on employee performance, suggesting that healthy working conditions contribute to higher motivation and work effectiveness. Furthermore, the OHSMS also significantly influenced employee performance, reflecting that proper policies, procedures, and supervision in OHS management create a safe and productive work environment. Collectively, the three variables—occupational safety, occupational health, and OHSMS—were proven to have a significant simultaneous effect on employee performance at UD. Berkah Mandiri. Thus, this study emphasizes that occupational safety, occupational health, and OHSMS are crucial factors that must receive serious attention in order to improve employee performance and support sustainable business continuity.

Efficient operations of PT PLN, as a vital electricity provider, heavily rely on effective service management, including customer data collection and payment processing. Employee performance supervision is crucial to ensure optimal results and customer satisfaction, given that traditional manual systems often suffer from inefficiencies, inaccuracies, and delays. This research aims to develop and implement a web-based performance monitoring system for electricity bill delivery officers to enhance operational efficiency and accountability at PT PLN. The Waterfall method was adopted as a systematic development framework, encompassing stages of requirements analysis, design using Unified Modeling Language (UML) such as use case diagrams and activity diagrams, implementation with PHP and MySQL, and black box testing to validate system functionality. The results of the black box testing indicate that all main functions of the system, including user authentication, user data management, uploading of daily reports and supporting files by officers, and the administrator's ability to monitor and review reports, function as expected. The successful implementation of this system indicates its capability to overcome the limitations of manual methods and provide real-time visibility into the performance of field officers. Thus, this web-based monitoring system not only contributes to improving data accuracy and operational efficiency at PT PLN but also supports more informative and strategic managerial decision-making, aligning with digital transformation initiatives in the energy sector

This study examines control activities in the delay in the return of Community Economic Empowerment (PEM) funds in Oeba Village, which is one of the policies of the Kupang City Government with interest-free funding assistance through the Community Empowerment Institution (LPM) of Oeba Village with the aim of developing productive businesses to increase the economic potential of the community. This study aims to determine the role of control activities in handling delays in the return of funds (PEM) and to determine the factors that cause the occurrence of arrears of funds (PEM) in Oeba Village, Kota Lama District. The type of data in this study is primary data obtained directly in the form of interviews with employees of the Community Empowerment Institution in Oeba Village. The data analysis technique used in this study is descriptive qualitative. The results of the study indicate that the delay in the return of funds (PEM) in Oeba Village is largely caused by weak supervision and performance reviews, in addition, inadequate human resource development and the absence of clear performance indicators hamper program evaluation. Factors causing PEM Fund arrears include business congestion, lack of understanding, minimal assistance to PEM fund recipients, poor financial management, and sanctions that are not strictly enforced

This study aims to analyze the influence of training and work discipline on employee performance in CV. Nina Etik Garment Indonesia. The approach used is a quantitative method by distributing questionnaires to 40 respondents who are permanent employees of the company. The independent variables in this study are training and work discipline, while the dependent variables are employee performance. The results of the study show that training has a positive effect on performance, but this influence is not optimal because there are still obstacles in the form of lack of understanding of the material by some employees. This shows that the effectiveness of training needs to be improved, both in terms of delivery methods, the quality of instructors, and the suitability of materials with work needs. Meanwhile, work discipline has been proven to have a significant influence on improving employee performance. Discipline factors, such as punctuality, compliance with rules, and responsibility for completing tasks, are important aspects that drive productivity. This research also found that undisciplined behavior still often occurs, such as being late or not complying with work procedures, which ultimately has an impact on decreasing the effectiveness of the company's operations. Simultaneously, training and work discipline have a significant effect on employee performance, so these two factors need to receive serious attention from management. The practical implication of this research is the need for companies to improve the quality of training programs, both technical and non-technical, so that employees are able to master skills relevant to their work. In addition, the implementation of a more firm, consistent, and measurable work discipline supervision system is also an important strategy to form a professional work culture.

Micro, Small, and Medium Enterprises (MSMEs) play a vital role in supporting national economic growth, particularly through their contributions to job creation and the development of local potential. MSMEs serve as the backbone of inclusive economic development by reaching various segments of society. However, despite their strategic importance, MSMEs often face internal challenges, including the risk of fraud committed by employees. This study aims to examine the forms of fraud risk occurring within the MSME HJ.GUS BUSANA and analyze their impact on business operations. A qualitative descriptive approach was used, with data collected through direct interviews with the business owner. This method allowed for a contextual and in-depth understanding of the types of fraud experienced. The findings reveal two primary forms of employee fraud that pose a threat to operational efficiency and business sustainability. First, the excessive use of raw materials without the owner’s knowledge or approval, categorized as a high-risk behavior. Second, the use of business facilities such as equipment and working hours for personal purposes, categorized as a moderate-risk behavior. These practices lead to resource wastage, increased operational costs, and decreased productivity. The impact of such fraud is not only financial but can also erode trust within the workplace environment. Therefore, a more effective internal control system is essential, including proper monitoring of material usage and access to business resources. Additionally, instilling strong work ethics and a sense of responsibility among employees is crucial in building a positive organizational culture. Implementing these measures is key to ensuring that MSMEs can not only survive but also grow sustainably amidst the ever-changing business landscape. Strengthening internal supervision and ethical awareness can significantly reduce the risk of fraud, thereby enhancing the long-term resilience and performance of the enterprise.

Employee performance is the result of an individual's efforts in carrying out their duties and responsibilities, which is reflected in the quality and quantity of work achieved. PT. Mitra Tunas Harapan, a company engaged in providing construction services in Cilegon, has various activities that include planning, design, project supervision, and construction management services. To achieve company goals, employee performance is one of the important factors influencing the company's operational success. Several factors believed to influence employee performance include communication and workload. This study aims to analyze the effect of communication and workload on employee performance at PT. Mitra Tunas Harapan. This study involved a population consisting of 36 employees at the company. The sampling technique used was nonprobability sampling with a total sampling method, meaning the entire population was sampled in this study. The results showed that communication partially had a positive and significant effect on employee performance. This indicates that good communication between superiors and employees, as well as between employees, can improve task understanding and streamline work processes, which ultimately contribute to improved performance. In addition, workload was also shown to have a positive and significant effect on employee performance. A workload that matches employee capacity can improve their productivity and work quality. Simultaneously, both communication and workload have a positive and significant impact on employee performance. Therefore, companies need to address both factors to improve employee performance and optimally achieve company goals. Furthermore, this study highlights the importance of effective communication management within organizations. Clear and open communication between managers and employees can reduce misunderstandings and improve coordination in carrying out tasks.

This study aims to obtain an overview of Human Resource Management (HRM) practices at the Fisheries Service of Gorontalo Regency. A descriptive qualitative approach was used in this study, with data collection techniques through interviews, observations, and documentation. The results of the study indicate that planning is carried out through a recruitment process that includes identifying needs, preparing job descriptions, and the orientation process for new employees. In terms of organization, service digitalization is applied to accelerate administration, increasing HR capacity through training, and involving the community in fisheries policies, which have been proven to increase service efficiency by up to 80%. However, implementation has not been optimal due to limited time, resources, communication constraints, and budget constraints. Work supervision involves leaders, supervisory positions, and other relevant parties, with leaders playing a central role in ensuring employee performance. Motivation is provided by providing opportunities for skill development and rewards for performance. Performance evaluations are carried out periodically to measure the achievement of organizational targets and goals. These findings provide important insights into efforts to improve the quality of human resource management in the public service sector.

This study aims to analyze the performance of employees at the Dukuh Pakis District Office in Surabaya City in carrying out daily administrative tasks as well as socialization activities with the community. The performance measurement method used refers to the four dimensions of employee performance proposed by Mangkunegara (2004), namely quality of work, discipline in work, initiative, and responsibility. Through observation and interviews, it was found that several obstacles hindered the performance of employees, such as lack of discipline in working hours, mismatch between job descriptions and tasks performed, and low supervision and enforcement of sanctions for violations. Nevertheless, there were good initiatives from some employees and a fairly high level of awareness of their responsibilities. Based on these findings, it is recommended to make improvements in time management, increase supervision and enforcement of discipline, provide training to enhance initiative, and solidify job descriptions to optimize employee performance. It is hoped that with the implementation of these recommendations, the performance of employees at the Dukuh Pakis District Office in Surabaya City can be significantly improved.

This study explores the implementation of employee work discipline at PT Gojek and its impact on company productivity. Using the literature study method, this study highlights how work discipline manifested in compliance, responsibility, and giving to work regulations contributes to effectiveness. The results of the study indicate that work discipline has a significant influence on performance and service quality. The conclusion of the study states that the implementation of clear rules, effective communication, and consistent supervision are very important in building a disciplined and competitive work environment, especially in technology-based service companies.

This study aims to analyze the degree of employee compliance with the Standard Operating Procedures (SOP) at PT XYZ, especially in the implementation of working hours. The background of this study was based on the findings of a discrepancy between practices in the field and the company's SOP provisions, such as delays in employees entering work and unscheduled return. This study used a descriptive qualitative method with a case study approach. Data collection techniques are carried out through observation, interviews, and documentation of PT XYZ's employees and HRD. The factors that hinder compliance include lack of personal discipline, distance of residence, lack of supervision, and low understanding of SOPs. Failure to comply with the SOP has resulted in a decline in performance, administrative sanctions, and potential loss of company operations. Research results show that while companies have clear disciplinary enforcement policies and procedures, better strategies are needed to improve employee awareness and discipline in complying with standard operational procedures (SOPs). This study emphasizes the importance of improving SOP understanding through training as well as strengthening supervisory policies to create a work culture that is disciplined and compliant with applicable rules.    

The Occupational Safety and Health Management System (SMK3) has an important role in creating a safe and productive work environment, especially in the manufacturing industry which has high risk potential. This research uses a literature study approach to evaluate the concept, implementation, and impact of SMK3 on operational performance. The results show that consistent implementation of SMK3 can reduce the number of work accidents, improve the efficiency of the production process, and encourage the creation of a positive safety culture. However, several obstacles are still faced, such as low awareness and compliance with safety procedures and weak supervision. Therefore, the active involvement of all parties, from management to employees, as well as regulatory support from the government is needed to ensure the effectiveness of SMK3 in the long term and improve industrial competitiveness.

In a more competitive business environment, employee performance is a crucial factor that influences an organization's success. Elevated employee performance not only facilitates the attainment of business objectives but also fosters a positive and productive work environment. This study seeks to examine the correlation among employee motivation, work discipline, and performance, along with external influences that may affect the interplay among these three components. By comprehending this link, it is anticipated that firms can devise more effective strategies for managing human resources, hence enhancing total employee performance. This study used a quantitative methodology with a sample of all employees from energy companies in Madura, comprising a total of 50 individuals. Data were gathered via questionnaires with a Likert scale ranging from 1 to 5. Data study employed multiple linear regression, revealing that job motivation and work discipline significantly influenced employee performance. The analysis results indicated that the regression model accounted for 44.1% of the variance in employee performance, with work motivation and work discipline identified as significant independent factors. This study's conclusions offer theoretical and practical insights for firms to enhance employee performance. Organizations must cultivate a work environment that fosters internal drive and work discipline, while also considering external elements such as effective supervision and leadership structures. Consequently, firms can formulate more efficient human resource management strategies to enhance employee performance across diverse sectors.

This study aims to analyze the effect of the implementation of the Core Tax Administration System (CTAS) in Indonesia on tax revenue performance, specifically on the efficiency of employee performance at the Directorate General of Taxes through qualitative approach methods. The sample collection technique used purposive sampling where respondents were determined with the criteria of being employees at the Directorate General of Taxes with the position of Tax Executor and Counselor. Coretax, as a digital technology-based tax system, is expected to increase the transparency of tax information and strengthen the supervision mechanism in tax management. This study aims to show that the implementation of Coretax contributes significantly to increasing the effectiveness of employee performance at the Directorate General of Taxes and strengthening the ability of tax authorities to search for transaction data, reduce opportunities for fraud, and accelerate the audit process of tax cases. The results of the study show that Coretax is able to improve service performance faster, more efficiently and transparently and. However, the challenges in implementation practice from early January 2025 to the end of April 2025 still have system error problems that do not always run smoothly and a series of other technical problems, both from the user interface of taxpayers and tax officers themselves.