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Human resources (HR) are an important factor in determining the success of a business because they play a role in increasing productivity, service quality, and company competitiveness. In an era of increasingly intense business competition, companies are required to have a competitive, professional workforce that is capable of adapting to technological developments and customer needs. This paper aims to identify competitive human resource development strategies at Helen Cempaka Bakery and their impact on business progress. The method used in this paper is a descriptive method with a literature study approach and observation of the business conditions at Helen Cempaka Bakery. The results of the discussion show that human resource development strategies at Helen Cempaka Bakery are implemented through job training, guidance and supervision, motivation, improvement of work discipline, teamwork development, and the use of modern technology and equipment. In addition, indicators of competitive human resources include ability, expertise, knowledge, and good work attitudes. Human resource development has a positive impact on improving employee performance quality, business productivity, service quality, and customer satisfaction. Therefore, continuous human resource development is highly necessary so that Helen Cempaka Bakery can maintain competitiveness and continue to grow amid business competition.

Women's leadership plays an important role in the success of organizations, including in the government sector at the sub-district level. Leaders not only act as directors but also as mentors who are able to understand the needs and character of their subordinates. The female head of TG Sub-district in Surabaya City demonstrates the application of reciprocal relationships between leaders and subordinates through a system of rewards and punishments according to performance achievements, actively monitors subordinate performance, identifies work standard errors, and takes corrective actions. The study aims to analyze the application of transactional leadership style by the female head of TG Sub-district in Surabaya City using Bernard M. Bass's (1990) theory. The type of research used is a qualitative research method with a descriptive approach. Data collection techniques were carried out through observation, interviews, and documentation. Samples were determined using purposive sampling, and data sources included primary and secondary data. The research results indicate that the transactional leadership style of the female village head in TG Village is not yet fully optimal. The application of Contingent Reward can increase motivation and employee performance control, but its implementation in the community is still limited. Management by Exception (Active) carried out on employees has not been consistent, and its application in the community is also not sufficiently felt. Management by Exception (Passive) and Laissez-Faire are shown through corrective actions after problems arise and the freedom to take initiative and make decisions according to standards and policies. The implementation of transactional leadership by female village heads needs to be improved, especially in strengthening the mechanisms of reward and punishment as well as the consistency of supervision of employees and the community so that the leadership implementation runs more optimally.

This article explores inconsistencies in employee performance within small, project-oriented service sectors, where quality depends on daily tasks, punctuality, and adherence to procedures. Since skill development relies largely on informal workplace learning, differences in worker competencies often lead to rework, customer complaints, and safety issues. The study investigates how skills and competencies affect employee performance, illustrating how individual abilities translate into observable performance through the ability–motivation–opportunity (AMO) framework and experience-based learning. A qualitative case study at Rajasa Teknik included interviews and observations to examine project coordination, quality standards, and supervision practices. Results indicate that competencies and skills primarily influence ability, but sustained motivation- driven by realistic goals and fair feedback- along with ample opportunities such as smooth material flow, clear roles, and on-site decision support, enhance performance. The findings underline the importance of a cohesive work system (task division, quality control, communication), a consistent safety culture (K3), and straightforward, repetitive HR practices that facilitate tacit knowledge transfer into routines. Improvements suggested involve mapping core competencies, brief mentoring sessions, quality-focused standards, and evaluation systems to minimise service variation and promote sustainable performance in similar businesses. Overall, this research broadens the understanding of performance management in small enterprises and offers practical guidance for interventions.

This research seeks to investigate the effects of work discipline, work ethic, and work motivation on employee performance at BPR Adi Sedana Ayu. The study is motivated by existing challenges, including insufficient discipline, reduced work enthusiasm, and limited employee motivation, which negatively affect organizational performance. A quantitative research design was applied, involving a saturated sampling technique with 35 employees as respondents. Data were gathered through structured questionnaires and analyzed using multiple linear regression to evaluate both partial and simultaneous influences. The results demonstrate that work discipline, work ethic, and work motivation exert a positive and statistically significant impact on employee performance, both individually and jointly. Based on these findings, the study emphasizes the need for improved supervision, the development of a constructive work culture, and the enhancement of employee motivation through performance-based incentives, career development opportunities, and a supportive work environment. Therefore, this study emphasizes the importance of better supervision, the formation of a positive work culture, and strengthening employee motivation through providing incentives, career development, and creating a supportive work environment.

Nosocomial infections, such as Surgical Site Infections (SSI), phlebitis, and Urinary Tract Infections (UTI), continue to challenge hospital service quality, including at Dharmais Cancer Hospital. The performance of Infection Prevention and Control Link Nurses (IPCLNs), key in executing the Infection Prevention and Control (IPC) program, remains suboptimal, with delays in reporting, inaccurate surveillance documentation, and weak coordination with the IPCN team. This study aims to analyze the effect of training and work motivation on IPCLN performance, with supervision as a moderating variable that strengthens the relationship. Using a quantitative approach, the study employed multiple linear regression and moderated regression analysis (MRA) on data from 43 IPCLNs selected through total sampling. A structured, valid, and reliable questionnaire was used for data collection. The results showed that training, motivation, and supervision had a significant effect on IPCLN performance. Training and motivation had a positive impact, while supervision not only had a direct effect but also moderated the relationship between training, motivation, and performance. These findings emphasize the importance of structured training, motivation enhancement, and sustainable supervision to improve the IPC program's effectiveness. The practical implication is the need for integrated managerial strategies to strengthen the role of IPCLNs in reducing infection risks and improving hospital service 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 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 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.

This qualitative descriptive research explores the principal’s efforts to enhance teacher performance through the implementation of educational supervision at SDI Puudhombo, East Nusa Tenggara. The study aims to understand the strategies, processes, and impacts of educational supervision in improving teaching quality. Purposive sampling was used to select three informants consisting of one school principal and two classroom teachers. Data were gathered through structured interviews, allowing for in-depth exploration of participants’ experiences and perceptions. Analysis was conducted using the Miles and Huberman interactive model, involving data reduction, data display, and conclusion drawing to ensure the credibility and reliability of the findings.The results reveal that educational supervision is systematically implemented twice a year, guided by a well-structured plan that outlines objectives, schedules, and targeted competencies. The principal applies a collaborative supervision approach, using classroom visitation techniques to observe teaching practices in real contexts. Post-observation, constructive feedback sessions are conducted to highlight strengths, identify areas for improvement, and provide practical recommendations for pedagogical development. Teachers demonstrate notable progress in preparing lesson plans, delivering interactive learning activities, and applying effective evaluation methods. However, certain aspects such as the integration of technology in teaching and differentiation strategies still require further enhancement. The findings indicate that educational supervision not only improves technical teaching skills but also fosters teacher professionalism, boosts work motivation, and promotes a culture of continuous improvement within the school. The study underscores the importance of consistent, supportive, and developmental supervision in elevating instructional quality. It concludes that systematic and ongoing educational supervision represents a highly effective strategy for advancing teacher performance in elementary education. This research enriches the body of literature in educational management and provides practical implications for strengthening school leadership, particularly in rural and resource-limited contexts such as East Nusa Tenggara.

 The instructional leadership of school principals is a strategic factor in improving the quality of education, particularly in shaping teacher performance and professionalism. In the context of modern educational challenges, school principals do not only act as administrative managers but also as educational leaders capable of guiding, mentoring, and developing teachers' capacities. This study aims to identify the influence of instructional leadership on teachers' performance and professionalism, as well as to uncover the dominant leadership strategies used in schools. The research questions addressed are: (1) How does instructional leadership influence teacher performance and professionalism? and (2) What are the dominant instructional leadership strategies in improving education quality? The study method uses a systematic literature review (SLR) approach by searching articles through Google Scholar and Publish or Perish (PoP) using the keyword ‘guided inquiry search.’ Out of a total of 50 articles, five main articles were analysed in depth. The findings indicate that instructional leadership significantly influences teachers' work motivation, self-efficacy, and professional development. The most dominant strategies include academic supervision, strengthening the school's vision, and fostering a collaborative work environment. This study underscores the urgency of strengthening the instructional role of school principals and recommends further studies based on meta-analysis and a cross-national contextual approach.

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 influence of principal academic supervision and teacher work motivation on the performance of senior high school teachers in Balige District, Toba Regency. Teacher performance is a key factor in achieving educational goals, influenced by external support such as academic supervision and internal factors such as work motivation. The research method employed is quantitative inferential, with a population of 143 teachers from three different senior high schools. The sample, determined using the Krejcie table, comprised 120 respondents. Data were collected using a closed-ended questionnaire consisting of 60 items. The results of data analysis show that principal academic supervision has a positive and significant effect on teacher performance, contributing between 12.5% and 29.0%. Similarly, teacher work motivation also has a positive and significant effect, contributing between 12.3% and 23.8%. Simultaneously, principal academic supervision and teacher work motivation have a significant combined effect on teacher performance, contributing between 21.3% and 36.2%. These findings highlight the importance of effective academic supervision by school principals and the need to enhance teacher motivation in order to support the achievement of optimal performance.

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.

Principal management plays a crucial role in the development of teachers, significantly influencing their professional competence and performance in carrying out educational responsibilities. This study aims to describe and analyze (1) principal management strategies in teacher development, (2) obstacles encountered during the implementation of these strategies, and (3) solutions to overcome the identified obstacles. The research was conducted at SMA Muhammadiyah 8 Palembang using a qualitative descriptive method. Data collection techniques included interviews with school leaders and teachers, direct observations of school activities, and document analysis related to teacher development programs. Data were analyzed using an interactive model consisting of data collection, data reduction, data presentation, and conclusion drawing. The findings show that principal management in teacher development involves structured planning, implementation of professional training, performance evaluation, mentoring programs, and the establishment of collaborative work teams aligned with the school's vision and mission. However, several obstacles were identified in the implementation process, such as limited human and financial resources, differences in teacher readiness and motivation, resistance to new policies or changes, and difficulties in maintaining consistent monitoring and supervision. To address these challenges, school leaders have adopted various strategies, including intensifying teacher training and mentoring, promoting teamwork among staff, utilizing digital technology to support learning and supervision, and building partnerships with external education stakeholders. Additionally, regular evaluations and feedback mechanisms are conducted to ensure that teacher development programs remain responsive to current needs. This research emphasizes the importance of effective leadership and adaptive strategies in fostering continuous professional growth for teachers within the school environment.

This study aims to analyze the contribution of academic supervision by the headmaster and professional teacher discipline to the professional performance of teachers at Madrasah Ibtidaiyah (MI) in Banjarmasin City. Optimal teacher performance is greatly influenced by both internal and external factors, one of which is academic supervision and work discipline. This research uses a quantitative method with a survey approach and descriptive analysis. Data were collected through questionnaires distributed to 100 teachers from various Madrasah Ibtidaiyah in Banjarmasin City, using random sampling techniques. The results show that academic supervision by the headmaster has a significant positive effect on improving teacher performance, where intensive and directed supervision can increase teachers' motivation and teaching competencies. In addition, professional teacher discipline also proves to have a significant contribution to improving teacher performance, where a high level of discipline correlates with an improvement in the quality of classroom learning. Overall, this study concludes that both academic supervision by the headmaster and professional teacher discipline simultaneously have a positive impact on the professional performance of teachers, which in turn contributes to the improvement of education quality in Madrasah Ibtidaiyah in Banjarmasin City. Therefore, improving the quality of supervision and teacher discipline should be a primary focus for the education management at Madrasah Ibtidaiyah.

This study aims to analyze in depth the principal’s policies in improving teacher performance at public junior high schools (SMP Negeri) in Keluang District, Musi Banyuasin Regency. The principal plays a strategic role as an educational leader who is responsible for directing, guiding, and developing human resources—particularly teachers—so that they can perform professionally in accordance with the demands of the Merdeka Curriculum. This research employs a descriptive qualitative approach, using data collection techniques such as in-depth interviews, direct observation, and document analysis. The research subjects include principals, teachers, and school supervisors. The findings reveal that the principal’s policies to improve teacher performance are implemented through four main strategies. First, enhancing teacher competence through training, workshops, academic supervision, and continuous professional development activities. Second, implementing reward and sanction systems to foster motivation and discipline among teachers. Third, building a collaborative work culture through subject teacher discussions (MGMP), regular meetings, and reflective teaching activities. Fourth, strengthening participatory leadership by involving teachers in school planning and evaluation processes. These policies have proven effective in improving teachers’ sense of responsibility, creativity, and instructional innovation. Thus, the principal’s role as a transformational leader is crucial in creating a conducive work environment and fostering efforts to improve the quality of education at the junior secondary school level.

This research aims to determine the effect of Organizational Culture and Training on Employee Performance with Work Motivation as an Intervening Variable at the Lubuk Sikarah District Office in Solok City, under the supervision of Dr. Dori Mittra Candana, SE, M.M., and Mrs. Selvi Zola Fenia, S.Psi, M.M. This is a quantitative study. Data collection was carried out through questionnaires, with a sample of 60 respondents at the Lubuk Sikarah District Office in Solok City. The analysis methods used are path analysis, partial least squares (PLS), outer model, inner model, and hypothesis testing. Data processing in this study was done using the SmartPLS 3.0 software.The research results can be concluded as follows: Organizational Culture has a positive and significant effect on Work Motivation; Training has a positive and significant effect on Work Motivation; Organizational Culture has a positive and significant effect on Employee Performance; Training has a positive and significant effect on Employee Performance; Work Motivation has a positive but insignificant effect on Employee Performance; and Organizational Culture can mediate the relationship between Training and Employee Performance with Work Motivation as the intervening variable at the Lubuk Sikarah District Office in Solok City.

Work motivation is the desire or desire that influences nurses' behavior in order to improve performance. There are several factors related to the work motivation of inpatient nurses at Tanjungpinang City Regional Hospital, namely responsibility, recognition, achievement, working environment conditions, interpersonal relationships and supervision. This research was conducted in the inpatient room of Tanjungpinang City Hospital, Riau Islands Province. The type of research used is quantitative research with a cross sectional approach. The population in this study were all inpatient nurses at the Tanjungpinang City Regional Hospital, namely 85 people and the number of samples in this study was 85 respondents using a total sampling technique. The statistical test used is the chi square test. The results of the research show that what influences work motivation are: Responsibility 98.87 Recognition 80.7 Achievement 83.59 Work environment conditions 51.87 Interpersonal relationships 97.64 Supervision 89.49. The results of statistical tests formulate a relationship between motivation and: Responsibility, the P value is 0.353. Achievement of P value recognition P value 0.028. Interpersonal relationships P value 0.547. Working environmental conditions P value 0.521. Supervision P value 0.334. It is hoped that the results of this research can increase the work motivation of nurses at the Tanjungpinang City Hospital.

The focus of this research is the role of human resource management in improving teacher performance in Cibeber District, Cilegon City in terms of implementing management functions in the Independent Learning Curriculum. This research uses a qualitative approach, data collection techniques through observation, interviews and documentation, data analysis techniques used are data reduction, data presentation and drawing conclusions. The results of the research show that the role of Human Resource Management in improving teacher performance in Cibeber District , Cilegon City, namely by planning, organizing, directing and supervising, can be said to be quite good. First, planning by conducting a needs analysis and providing understanding regarding the The Independent Learning Curriculum and learning tools that must be prepared by teachers. Second, organizing by placing and dividing tasks according to abilities and educational background. Third, direction is carried out by providing direction and guidance regarding the tasks and responsibilities given as well as providing motivation in the form of giving awards for teacher performance achievements. Fourth, supervision is carried out by the school principal through class visits and supervisors from the Education Management Unit. The implications of the research results suggest that elementary schools provide training to teacher councils regarding learning media so that the communication and educational interaction process between teachers and students can take place appropriately, try to increase the availability of facilities and infrastructure for the smoothness and success of the learning process, and work together to improve each other. teacher performance, both from school principals, education staff, teaching staff (teachers), and school supervisors within the Education Management Unit and it is hoped that everything that has been achieved can be improved.