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This article discusses the critical importance of employee development as a strategic approach to enhance organizational performance. In an increasingly competitive business environment, organizations must prioritize the growth and development of their workforce to maintain a competitive edge. By identifying specific training and development needs, organizations can create tailored programs that effectively improve employees' skills, knowledge, and competencies. This research employs a qualitative approach, utilizing case studies from several companies in Indonesia to explore various employee development initiatives and their impact on organizational outcomes. The findings indicate that investing in employee development not only enhances individual performance but also contributes significantly to the overall achievement of organizational goals. Furthermore, the study highlights the role of leadership, mentoring, and the integration of technology in facilitating effective employee development strategies. Ultimately, this research underscores the necessity for organizations to adopt comprehensive employee development practices to foster a culture of continuous improvement and engagement.

This research analyzes the role of emotional intelligence in enhancing organizational commitment and employee job satisfaction. Emotional intelligence, which includes the ability to manage one's own emotions and understand the emotions of others, has been shown to improve interpersonal relationships, reduce work-related stress, and strengthen employee commitment to the organization. The methodology employed is a literature review, with data gathered from relevant journals and books. The findings indicate that emotional intelligence significantly contributes to increased job satisfaction and organizational commitment, which, in turn, positively influences employee performance. This study suggests that organizations should implement emotional intelligence training programs to foster a supportive work environment that promotes employees' emotional well-being and enhances overall performance.

This study aims to optimize employee performance at PT. Surya Putra Sejahtera Jakarta by designing an integrated motivation and training program. In the context of increasingly fierce business competition, companies must ensure that employees have high motivation and adequate skills. This study employs a qualitative research method using Cresswell’s triangulation approach, combining in-depth interviews, observations, and document analysis to obtain comprehensive data. Training needs analysis was conducted through surveys and interviews with employees and managers to identify areas requiring improvement. The research results show that a motivation program designed based on employee needs and aspirations, along with training tailored to specific tasks and responsibilities, significantly enhances productivity and job satisfaction. The implementation of this program not only improves technical skills but also fosters employee commitment and loyalty to the company. Performance evaluations were conducted before and after program implementation to measure its impact. The results indicate a significant improvement in various aspects of performance, including work quality, efficiency, and team collaboration. This study concludes that an integrated approach combining motivation and training is highly effective in creating a productive work environment. The recommendation for the management of PT. Surya Putra Sejahtera is to continuously adapt this program to meet evolving needs and future challenges.

This study aims to evaluate the implementation of Green Human Resource Management (GHRM) policies and their impact on the performance and career development of young talent in star-rated hotels in Semarang City that have adopted the Green Hotel concept. Using a qualitative approach and case study design, data were collected through semi-structured interviews with young employees, HR managers, and hotel management, as well as direct observation and document analysis. The results show that GHRM practices, such as recruitment and selection, training and development, performance appraisal, and employee involvement, have been implemented with varying levels of depth across these hotels. GHRM practices have been shown to positively impact the performance of young employees and open up career development opportunities. However, the effectiveness of GHRM implementation is influenced by various factors, such as management commitment, policy clarity, training quality, resource availability, organizational culture, and communication and feedback systems. The findings of this study contribute theoretically to the GHRM and strategic HRM literature and provide practical implications for HR management in the hospitality industry in supporting sustainable tourism development. These results highlight the importance of synergy between GHRM policies and managerial commitment in creating a work environment that supports sustainability and employee career development, particularly for young talent who have the potential to become future leaders.

This study aims to develop a Work Discipline Training Program (P3K) in the Paluta Education Office environment. The problems studied are 1) How is the level of work discipline of employees in the Paluta Education Office environment? 2) How is the quality of service in the Paluta Education Office? 3) How is the performance of administrative staff in the Paluta Education Office? The research method used is qualitative with a case study approach. Data collection is done through interviews, observation, and document study. The results showed that the level of work discipline of employees in the Paluta Education Office still needs to be improved, especially in the aspect of attendance and compliance with regulations. The quality of service in the Paluta Education Office is also not optimal, with public complaints regarding the slow administrative process. The performance of administrative staff still needs to be improved, especially in communication skills and mastery of information technology. This research resulted in the design of a Work Discipline Training Program (P3K) which is expected to improve discipline, service quality, and employee performance in the Paluta Education Office environment.

This study aims to analyze the influence of motivation, incentives, and work discipline on employee performance in the Finance Department of Bandung Adventist Hospital. The method used is multiple linear regression analysis to determine the relationship between independent variables (motivation, incentives, and work discipline) and the dependent variable (employee performance). The analysis results indicate that motivation has a significant and positive effect on employee performance, with a regression coefficient of 0.326 and a significance level of 0.009, supporting the hypothesis that motivation plays an important role in enhancing employee productivity and commitment. Conversely, the incentive and work discipline variables show a negative and non-significant effect on performance, with coefficients of -0.162 and -0.208, respectively. This suggests that the current incentive and work discipline practices are not fully effective or do not meet employee expectations. Simultaneously, the three independent variables have a significant effect on employee performance, with the F-test showing a significance level of 0.009. This study recommends that management prioritize motivation improvement through training programs, rewards, and the development of a supportive work environment. Additionally, it is essential to evaluate the incentive system and adopt a more flexible disciplinary approach to align with employee needs and expectations.

This study examines the relationship between Green Human Resource Management (Green HRM), Pro-Environmental Behavior (PEB), and Employee Performance in the hospitality industry. Using data collected from 265 employees across 12 star-rated hotels in Semarang that have implemented green hotel practices, this research employs Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the proposed hypotheses. The findings reveal that Green HRM positively influences both PEB (β = 0.627) and Employee Performance (β = 0.341). Furthermore, PEB positively affects Employee Performance (β = 0.396) and partially mediates the relationship between Green HRM and Employee Performance. Demographic factors, including age, education level, and tenure, moderate several relationship paths, suggest the importance of a differentiated approach in Green HRM implementation. Among Green HRM dimensions, Training and Development and Employee Involvement have the strongest effect on PEB, while Performance Management and Reward Systems most directly influence Employee Performance. These results provide empirical evidence that integrating environmental sustainability into HR practices benefits not only environmental outcomes but also enhances employee performance, creating a win-win situation for hotels in their pursuit of competitive advantage while meeting environmental responsibilities.

This research reveals that effective Human Resource Management (HRM) is essential to improve the competitiveness of MSMEs. In this research that uses descriptive qualitative methods, researchers review how improving the competence and quality of HRM through continuous training and development can help MSMEs adapt to market changes and improve their performance. The result of this study is how good HR Management not only improves the quality of the workforce, but also contributes to the sustainability and competitiveness of MSMEs in an increasingly competitive market. So that by optimising HR management, MSMEs can create a positive work environment, which in turn increases employee motivation and productivity.

To achieve this goal, companies need to pay attention to employees in all aspects of their work because this becomes an incentive for employees to carry out their work activities and achieve organizational goals. For this reason, it is natural to pay attention to the whereabouts of employees from the start. Employees who are company assets need to know their needs and desires so that they are expected to be able to produce job satisfaction, good performance and high loyalty to the company so as to achieve company goals. Effective human resource management requires managers to find the best way to employ employees to achieve goals. company. There are many things that can be done to empower good human resources, including efforts that include level education, training, and creating a conducive work situation or environment so that employees feel at home carrying out their work. Compensation is an important aspect in determining employee performance. Company attention is important because employees try to achieve the performance determined by the company. Realizing the importance of compensation for company performance, compensation management should be important. In providing compensation, the timeliness of providing compensation and the amount of compensation given by the company to employees affects employee morale, motivation, work performance and performance. An employee's absolute income level will determine the scale of his life and relative income shows his status and dignity. Therefore, if employees perceive that the compensation they receive is inadequate, this will cause employee morale, motivation, work performance and performance to decline drastically. Motivation is a condition that drives employees who are directed or focused on achieving company goals. Achieving this goal means also achieving the personal goals of the members concerned.

Effective communication is communication that can produce a change in attitude in each individual which is visible in a communication. This research uses a qualitative approach, with data collection techniques carried out using three techniques which include interviews, documentation, and observation or security. The research was carried out by going directly to the Blitar Regency Communication, Informatics and Statistics Service which is located on Jalan Sudanco Supriyadi Number 17, Bendogerit, Sananwetan District, Blitar City, East Java. The results of this research are based on a series of analysis processes from interview data, observation and documentation, showing that effective organizational communication patterns are very important in improving employee performance at the Blitar Regency Diskominotics. By implementing clear and transparent vertical communication, both from top to bottom and from bottom to top. Meanwhile, supporting and inhibiting factors, organizational communication patterns have a significant impact on improving employee performance. Supporting factors such as continuous training, positive work environment, constructive feedback.

Performance is the result of work that can be achieved by an individual or a group within an organization, both quantitatively and qualitatively, in accordance with their authority and responsibilities, in an effort to achieve the organization's goals legally, without violating the law, and in accordance with morals and ethics. The purpose of this study is to determine the effect of work conflict, work quality, and job stress on employee performance at CV. Maha Surya Motor Penarukan. This study uses a quantitative approach. The data collection technique used in this study is a questionnaire with measurement tools tested for validity and reliability, with 42 employees of CV. Maha Surya Motor Penarukan selected as respondents.The data analysis techniques used in this study are Descriptive Statistics, Classical Assumption Tests, and Multiple Linear Regression. Based on the research results, it is shown that the work conflict variable has a positive but not very significant effect on employee performance, the work quality variable has a positive but not significant effect on employee performance, and the job stress variable has a positive and significant effect on employee performance. This study concludes that to improve employee performance at CV. Maha Surya Motor Penarukan, the company needs to manage work conflict well, enhance work quality through training and development, and reduce job stress by creating a more conducive work environment.

The development of human resources within a company is an effort to enhance the quality of human resources aimed at improving the quality of workers. Every company hopes and strives to advance by implementing various structured methods in education, training, and development programs to enhance employee performance. The purpose of this research is to determine the influence of motivation and work environment on employee job satisfaction at PT. KB Bank Tbk Jakarta. The data collection method in this study was conducted by distributing questionnaires to 70 respondents who are employees of PT. KB Bank Tbk Jakarta. The method used is a quantitative method with a saturated sampling technique. The data utilized consists of primary and secondary data. The results of this study indicate that motivation and work environment have a positive and significant impact on job satisfaction. 

Industry 4.0, with technological advances such as automation, artificial intelligence, and big data, has brought significant changes in the way employees work and productivity in start-up technology companies. This transformation requires employees to develop new skills and adapt to a more dynamic and complex work environment. This research aims to analyze the influence of Industry 4.0 on work behavior and controlling employee productivity through the Systematic Literature Review (SLR). This research uses the Systematic Literature Review (SLR) method to collect and analyze relevant literature regarding the influence of Industry 4.0 on work behavior and employee productivity. Inclusion and exclusion criteria were established to select relevant studies from a variety of sources, including scientific journals, books, industry reports, and other reliable sources. Data were analyzed using a qualitative approach with a focus on identifying main themes from the literature collected. The analysis results show that Industry 4.0 brings significant changes in work behavior, including the need for flexibility and adaptation to new technology. Training and developing digital skills is very important to increase productivity. Transformational leadership has been proven to have a positive impact on employee motivation and performance. Apart from that, effective human resource management and a focus on employee welfare are also key factors in facing the challenges and exploiting the opportunities presented by Industry 4.0. This research concludes that the adoption of Industry 4.0 technology brings many benefits in increasing employee productivity and efficiency, but also demands significant changes in HR management strategies and skills training. Start-up technology companies need to invest in developing digital skills, employ transformational leadership, and create work environments that support employee well-being to maximize the benefits of this transformation. These findings provide valuable insights for companies looking to optimize employee productivity in this digital era.

This research investigates the impact of work environment and training on the performance of employees at the Suikoharjo Regency Popuilation and Civil Registration Office. All 50 employees of the office constituited the stuidy popuilation. The stuidy employed work environment, training, and employee performance as key variables. Data collection methods incluided observation, interviews, and quiestionnaires, with data analysis conduicted uising SPSS 26. Findings indicate a positive buit insignificant relationship between work environment and employee performance, a positive and significant relationship between training and employee performance, and a combined influience of both work environment and training on employee performance.

This research aims to: (1) find out how much influence training has on employee performance; (2) to find out how much the work environment influences employee performance; (3) to find out how much training and work environment influence employee performance. This research is quantitative research and was conducted at PT Maju Tambak Sumur Lampung Selatan with a total of 65 respondents using purposive sampling techniques. The data in this research was taken using questionnaires, observations, interviews. The analysis technique used to test the hypothesis is multiple linear regression analysis technique with the help of SPSS 29. From the results of this test it can be concluded that (1) the training variable (X1) has a positive effect on employee performance (Y); (2) work environment variables (X2) have a positive effect on employee performance (Y); (3) training variables (X1) work environment (X2) have a positive effect on employee performance (Y).

Human resource management (HRM) at SMK Al-Mahrusiyah focuses on the recruitment and selection of high-quality teachers and staff to ensure adequate qualifications and competencies. This process includes planning, selection, and placement conducted by the HR department. With the right strategies, the school can improve educational quality and create a positive learning environment for students. In addition to recruitment, SMK Al-Mahrusiyah emphasizes the importance of professional development and training programs for teachers and staff. Investment in continuous education and training enhances the skills and competencies of educators, directly impacting the quality of education. The principal and administrators actively participate in designing and implementing these programs to ensure ongoing professional growth. Employee engagement and retention are also key focuses in HRM at SMK Al-Mahrusiyah. Good management practices influence employees' perceptions of organizational support and improve retention strategies. Effective leadership can inspire and motivate staff, create a supportive work environment, and enhance employee satisfaction and performance, ultimately strengthening the institution's overall reputation and quality.

Artha Sanggraha Shell Gas Station Business Unit its main activity is to distribute or sell fuel oil to the general public, especially for fueling people's or private vehicles. To find out how much knowledge the work environment and job training on employee performance. This study uses quantitative research methods using saturated sampling techniques to determine the effect between the three independent and dependent variables using descriptive methods in derived research data. Then research variables such as validity test, reliability test, normality test and classical assumptions are carried out. In testing the description of this data, researchers manage to find out the description or condition of the respondents who were sampled in this study. t value count 4.503> t table 2.00758, significant 0.00 <0.05 accepted. the value of t count 4,298> t table 310,883 significant 0.00 <0.05, accepted. all alpha Rhitung 0.05> Rtabel 0.2732 valid. the value of F count 310,883 F < table 3.18, significance 0.00 <0.05 valid. that work environment variables and job training together affect employee performance.

The research focuses on finding out how much influence job training and work environment have on employee performance at the Depok Village Office. The research method used is a quantitative method approach with data collection techniques using saturated samples or non probability sampling. The population in question is all employees of the Depok Village Office, totaling 30 respondents using a questionnaire in Likert scale units. In data processing for analysis using SPSS 25 software with multiple linear analysis techniques, namely instrument testing, partial and simultaneous hypothesis testing. This study found that there is a positive and significant partial and simultaneous influence between the variables of job training and work environment on the performance of Depok Village office employees.

The STAN State Financial Polytechnic is an official university institution within the Ministry of Finance of the Republic of Indonesia that is responsible to the Minister of Finance through the Financial Education and Training Agency (BPPK) of the Ministry of Finance of the Republic of Indonesia. This study aims to determine the influence of Motivation and Work Environment on the Performance of STAN State Financial Polytechnic Employees. The employee population in this study is 261 employees. The sample used in this study was 78 employees who used the purposive sampling technique with criteria, namely Non-State Employees (PPNPN) who had a working period of more than 1 year. Data collection techniques through google form questionnaires. The research methods that will be used are validity tests, reliability tests, normality tests, multicollinearity tests, heteroscedasticity tests, linearity tests, multiple linear regression tests, t tests and F tests and determination coefficient tests. The results of this study show that partially motivation has a positive and significant effect on employee performance. Partially, the work environment has a positive and significant effect on employee performance. And simultaneously motivation and work environment have a positive and significant effect on employee performance.

This research investigates the pivotal role of Emotional Intelligence (EI) in mitigating employee turnover from a psychological perspective. Emotional Intelligence—encompassing self-awareness, empathy, and stress management—is identified as a crucial factor in enhancing job satisfaction and organizational commitment, thus influencing employee retention. Employing a library research methodology, the study reviews existing literature on EI's impact on reducing turnover and highlights how high EI levels contribute to lower turnover rates by improving job satisfaction and fostering a stronger commitment to the organization. The study finds that employees with elevated EI are adept at managing workplace stress, fostering positive relationships, and aligning with organizational values. This alignment enhances their job satisfaction and commitment, leading to reduced turnover rates. The findings have practical implications for organizations, suggesting that integrating EI assessments into recruitment processes, developing EI training programs, and creating supportive work environments can significantly improve employee retention. Prioritizing EI development helps in building a more resilient and engaged workforce, thereby contributing to organizational stability and performance.