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This study aims to analyze the influence of workload, work discipline, and the work environment on employee performance at the Tarokan District Office. Employee performance is a crucial element in achieving organizational objectives, as human resources are considered the most valuable asset of an institution. Workload, work discipline, and the work environment are three interrelated factors that often determine whether employees can achieve optimal performance levels. This research employs a quantitative approach with data collected through questionnaires distributed to employees of the Tarokan District Office. The analysis was conducted to examine both partial and simultaneous effects of the three variables on employee performance. The findings reveal that workload partially has a significant effect on employee performance, indicating that a balanced workload improves effectiveness while excessive workload may hinder output. Similarly, work discipline partially demonstrates a significant effect, highlighting the role of adherence to rules and punctuality in enhancing performance outcomes. The work environment also partially exerts a significant effect, suggesting that supportive facilities, comfortable conditions, and positive interpersonal relationships contribute to higher productivity. Furthermore, the results show that workload, work discipline, and work environment simultaneously have a significant effect on employee performance. These findings provide important implications for organizational leaders in designing policies that ensure sustainable performance improvements.

The research aims to analyze how far work discipline and work facilities influence the level of effectiveness of employee performance at Ibis Hotel Padang. The method applied in this research is a descriptive method with a quantitative approach. Data in the form of numbers was obtained through distributing questionnaires, and processed using SPSS version 26. The research results showed that work discipline and work facilities had an impact on employee effectiveness. Hypothesis testing using analysis with multiple linear regression results shows that the F value of 39.272 is greater than the F value of 3.15, with a significance level of 0.00 which is smaller than 0.05.  This shows that the variables work discipline (X1) and work facilities (X2) have an effect on work productivity (Y), and the alternative hypothesis (H1) is accepted. Furthermore, the regression coefficient for variable X1 was obtained at 0.088 with a significance level of 0.019 (smaller than 0.05). Meanwhile, variable X2 has a regression coefficient of 0.654 with a significance level of 0.00 (smaller than 0.05). This indicates that an increase of one in work discipline may increase the effectiveness of employee performance by 0.088, while every increase of one in work facilities will increase the effectiveness of employee performance by 0.654. Multiple linear regression analysis shows that the influence of work discipline (X1) and work facilities (X2) on employee performance effectiveness (Y) is 55.7%.