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The purpose of this community service is to increase understanding of supervision, leadership and compensation on employee work discipline in the community in Medan Denai sub-district. The specific target in this community service is that the people of Medan Denai sub-district know what supervision, leadership and compensation are that affect work discipline. The materials presented in this community service are: what is supervision, leadership, and compensation. The relationship will affect employee work discipline in Medan Denai sub-district so that the community gets a solution in improving supervision, leadership, and compensation. From this community service, the results show that the Medan Denai sub-district community has known and understood the importance of supervision, leadership, and compensation to employees so that the community is able to improve work discipline and better work performance.

This research was conducted at PT Fajar Indah Anindya Medan. The level of work discipline that can be seen from the delay and absence of employees. Job promotion systems that are still based on seniority are not based on work performance and employee discipline. Punishment that has not been resolute to employees. The population and sample in this study were 42 employees. The sampling technique used is saturated samples Data collection techniques are pembainigain kueisoner, interviews and documentation studies. Data analysis uses validity and reliability test, classic assumption test, multiple linear regression analysis, determinant coefficient and hypothesis testing.Conclusions in the study that simultaneous job promotion and punishment affect the work discipline of employees of PT Fajar Indah Anindya Medan. Partially, job promotion influences the work discipline of PT Fajar Indah Anindya Medan employees. Partially punishment affects the work discipline of PT Fajar Indah Anindya Medan employees. The magnitude of the determination coefficient that the adjusted R Square value is 0.502 means that promotion and punishment can explain employee discipline at 50.2% and the remaining 49.8% (100-50.2) influenced by other variables outside of this study such as: compensation, leadership and supervision of work and so on