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The aim of this research is to analyze the influence of compensation and competency on teacher performance at SD Muhammadiyah Kutoarjo. The population of this research is Permanent Foundation Teachers (GTY) who work at SD Muhammadiyah Kutoarjo. The sample used with a saturated sampling technique was 26 people. This research uses data analysis methods, namely: Likert scale, validity test, reliability test, simple linear regression analysis, coefficient of determination, t test and f test. Based on the research carried out, the results of the regression equation Y = 2.612 + 0.599 (X1) + 0.486 (X2). This means that if the value of the compensation and competency variables in the research object is equal to zero, then the level or magnitude of the teacher performance variable is 2.612. The results of the analysis of the coefficient of determination explain that 63% of compensation and competency variables contribute to teacher performance. Meanwhile, the remaining 37% is influenced by other variables that were not researched, such as ability, motivation, leadership, organizational relationships, and so on. The results of the partial hypothesis test (t test) explain that the compensation variable has a positive and significant effect on teacher performance, while the competency variable does not have a positive and significant effect on teacher performance. The results of simultaneous hypothesis testing (f test) produce a positive and significant influence between compensation variables and competency variables on teacher performance. 

This research aims to analyze the influence of emotional intelligence components and work attitudes on the performance of employees at the Raya sub-district office, Simalungun Regency, North Sumatra Province. data obtained from questionnaires distributed to a sample of 101 people. The constant value is 1.079, which means that if there is no change in the independent variables consisting of emotional intelligence and work attitude variables which influence performance, the performance of the employees of the Raya Subdistrict Office, Simalungun Regency, North Sumatra Province will be 1.079. The emotional intelligence variable has a positive and significant regression coefficient on performance, with a regression coefficient of 0.410, so that if emotional intelligence increases, employee performance will also increase by 0.410 per unit. The work attitude variable has a positive and significant regression coefficient on performance, with a regression coefficient of 0.323, so that if employee work attitudes increase, performance will also increase by 0.323 per unit. Then by using a significance level of  = 5%, a significance value of 0.000 is obtained. Thus, the significance value is smaller than 0.05 or (0.000 < 0.05), meaning that the emotional intelligence variable partially has a significant influence on performance. Based on this test, the hypothesis that emotional intelligence has a positive and significant effect on performance is proven. By using a significance level of  = 5%, a significance value of 0.000 is obtained. Thus, the significance value is smaller than 0.05 or (0.000 < 0.05), meaning that the work attitude variable partially has a significant influence on performance. Based on this test, the hypothesis that work attitude has a positive and significant effect on performance is proven.

Many companies require good employee performance in order to achieve company goals, business competition is a trigger for companies to improve the performance of their employees. The variables used to determine the effect of the company's employee performance are discipline, compensation, work environment and training. This research was conducted on employees of PT. XYZ involved 60 respondents. This study uses a saturated sampling technique and uses a Likert scale. The analysis used was multiple linear analysis, with the regression equation Y = 16.349 + 0.068X1 + 0.001X2 + 0.159X3 + 0.287X4. The conclusions of this study are, (1) employee performance is not significantly affected by discipline, (2) employee performance is not significantly affected by compensation, (3) employee performance is not significantly affected by the work environment, (4) employee performance is significantly influenced by training, (5) Employee performance is influenced simultaneously by discipline, compensation, work environment and training.

One of the main factors in achieving effective and efficient performance isattention to human resources. Having reliable and truly appropriate human resourceswith needs is the hope of every manager. The company needs employees with the appropriate abilities with job roles. As for the position of PT. Bogowonto Primalaras still uses a work period limit where employees cannot fill vacant positions at any time, based on the criteria of tenure an employee fulfills the term of service that is in accordance with his expectations. where on assessment in absenteeism is carried out by collecting daily report data that makes HRD send one by one who has sent the daily report. Where is the report related to the productivity criteria of an employee who has reached the target or not.

This community service aims to develop human resources to improve employee performance at PT Insan Ki Angka. This activity was carried out in November 2021, using training and development methods which included workshops, skills training and mentoring programs. This method is applied on an ongoing basis to ensure effective transfer of knowledge and skills to employees. The results of the activities show that human resource development through comprehensive and ongoing training can significantly improve employee performance, operational efficiency and job satisfaction. While there are challenges such as limited training time and variations in technology skills, the benefits are far greater. Therefore, it is recommended that companies continue to implement structured HR development programs and provide ongoing support for employees, as well as ensure that adequate facilities and resources are available to support the implementation of new knowledge. These steps will help the company achieve its vision and mission and strengthen its competitiveness in the market.

Motivation is the driving factor to achieve a quality services, especially in health. Work motivation is desirable in order to improve public health, it also can be expected to produce socially optimal production in accordance with the goals and ideals of the organization in the future. Research Purposes to determine the influence of work motivation on employee performance at Puskesmas Kairatu Method. This type of research used in this study was cross sectional. This research was conducted at the health center Kairatu West Seram regency. The population in this study were all employees of the health center Kairatu totaling 84 people. While the sample is done purposive sampling amounted to 69 people. The survey results revealed that respondents are less intensive relationship with the motivation to work as much (100%). For quite intensive relationship with the motivation does not support as many (10.8%) and motivational support as many (89.2%). known relationship with the working conditions are less motivation to work as much support categories (100%). For good working conditions to do with the motivation that does not support as many (11.4%) and support as many (88.6%). it is known that the relationship is less motivated colleagues support as many categories (100%). For a good relationship with co-workers motivation does not support as many (11.1%) sedangan motivational support as many (88.9%). Chi-square test results note that there is no significant relationship between the variables relationships with colleagues with the motivation which means p = 1.000 p> 0.05.

This study was conducted to examine the effect of perceptual variables on organizational support and counterproductive work behavior on employee engagement in improving employee performance at PT. International Fortuna Ekspresindo. The population in this study were employees of PT. International Fortuna Ekspresindo. The analysis technique used is Structural Equation Modeling (SEM), where SEM is to test whether the model described in the study is in accordance with actual reality. Based on SEM results, it shows that perceptions of organizational support have a significant positive effect on employee engagement; perceived organizational support has a significant positive effect on employee performance; counterproductive work behavior has a significant positive effect on employee engagement; counterproductive work behavior has a significant positive effect on employee performance; and employee engagement has a significant positive effect on employee performance

This research aims to determine the effect of organizational culture that moderates the effect of work motivation on the performance of Moro Berkah Village Owned Enterprises (Bumdes) employees in Mororejo village, Kaliwungu, Kendal, Central Java. The background is from the relatively young age of the organization, as well as the unprofessional performance of Bumdes Moro Berkah employees. The independent variables in this study are work motivation and organizational culture as moderating variables. This research is a quantitative research, with data collection techniques through distributing questionnaires to 40 employees. The data analysis technique used simple linear regression analysis and moderated regression analysis (MRA). The results show that work motivation has a positive and significant effect on employee performance, and organizational culture strengthens the influence of work motivation on employee 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

PT.Senteral Inti Gas is a company engaged in the field of gas distributors. Problem that occur in the company is: a decrease in employee work performance which is characterized by frequent errors in work, employee attendance rates began to decline and the emergence of procrastination work. The population in this study were all employees in the company of 67 people. The sample is taken by a saturated sampling technique in which all members of the population are used as samples. Thus the sample in this study amounted to 67 people. The simultaneous hypothesis test results show that reward and punishment have an influence on the work performance of employees of PT.Senteral Inti Gas Medan. The results of the partial hypothesis test show that the reward variable has a more dominant influence on the work performance of PT .enteral Inti Gas Medan employees compared to the punishment variable.

Cadres are voluntary workers recruited from, by and for the community who are tasked with assisting the smooth running of health services. The performance of Posyadu cadres experienced a decline in the early 2000s as a result of a prolonged multi-dimensional crisis, this is known because there were reports of malnutrition from various parts of the country. The decline was felt following the lack of cadre skills, no Posyandu operational support, inadequate facilities and infrastructure and weak coaching. The purpose of this study was to describe the performance of posyandu cadres with the satisfaction of mothers of children under five at the Posyandu, Wakasihu Village, Central Maluku Regency. The type of research used is descriptive research. The population in this study were all mothers under five who visited the posyandu as many as 30 toddlers. The sampling technique in this study is total sampling, which means that all populations are sampled. So that the sample found in this study amounted to 30 people or respondents. The results showed that the mothers under five studied who said that the performance of cadres was good amounted to 13 people (56.7%), and the performance of cadres was not good amounted to 17 people (43.3%). Furthermore, from the 30 respondents who were examined, it can be seen that the number of respondents who said they were satisfied with the performance of the cadres were 18 people (60.0%), and respondents who said they were not satisfied were 12 people (40.0%). It was concluded statistically and illustrated that the performance of cadres still had opinions from mothers of children under five that they were not good at providing services at the posyandu. It was also concluded that statistically some respondents or mothers of toddlers still said that they were satisfied with the performance of cadres.

Leadership style is one of the factors of employee performance so that a good leadership style will be able to direct and give instructions to the work faced by employees. A good leadership style will also lead to job satisfaction for them, so they will work with feelings of pleasure and joy. Simultaneously, the Transformational Leadership Variable has a significant effect on Employee Performance with a value of Fcount > from Ftable. The result of the Coefficient of Determination (Adjusted R Square) is 0.165, meaning that the Employee Performance variable can be explained by the Transformational Leadership variable and the Meaning in Work variable by 16.5% while the remaining 83.5% is influenced by other variables.

Indomaret is a minimarket network that provides basic needs and daily needs. In 1997 the company developed the first franchised outlet business in Indonesia, after having more than 230 stores. In 2015 there were 11,400 stores, 60% of which were self-owned and the rest were public property. Indomaret is spread evenly from Sumatra, Java, Madura, Bali, Lombok, Kalimantan and Sulawesi. The company motto is "Easy and Economical". Employee Performance As one of the results of work in terms of quality and quantity achieved by an employee in carrying out his duties. If the performance is below expectations, the customer will be disappointed or dissatisfied. Performance in line with expectations can make customers satisfied. In addition, performance that exceeds expectations can make customers very satisfied. The results prove that increasing employee engagement, job satisfaction, reducing work stress is expected to increase employee performance.

This research aims to find out whether work discipline has a positive and significant effect on the performance of employees of PT Microfinance Institution (LKM) Kutoarjo Village Credit Agency. The data source uses a questionnaire. The population in this study were 16 employees of the Kutoarjo Village Credit Agency Microfinance Institution. The sample in this study was 16 people. Data analysis techniques include simple linear regression analysis coefficients, coefficients of determination, and T tests. The results of the t test show that the t value of the work discipline variable is greater than t table (7.312 > 1.761) or the sig value is (0.000 < 0.05), meaning that the work discipline variable has a significant effect. positive and significant on performance so that the hypothesis is accepted. 

Main Objective: This research targets AP sizing entrenched on image structure to raise denoising performance using an improved method for classifying image pixels. Background problem: Digital images may be blended by noise while the addition or communication process, affecting the authentic image signal. Image noise can cause problems at several stages of image processing equally image distribution. Accordingly, image denoising is a significant activity to recover the initial clean image signal from the detected noise signal. Novelty: The proposed WAV method has been refined and improved regarding the classification scheme, and the APS, and the classification results can be used as a mask on the noise image to fix identical patches. Research Method: This study proposes a WAV reprojection algorithm, with the PS being set dynamically entrenched on the image structure. Image structures are consistently taken with an upgraded and enhanced analysis method entrenched in the structure tensor matrix. Analysis results are also used to develop the analysis of comparable patches in images. Finding/Result: Empirical outcomes present that the noise cancellation work of the suggested method is better than the authentic WAVRA, along with several other modifications of the NLMA. Conclusion: In intensity profiles, the proposed method mostly has fewer changes to the original image values than other methods, thus, this method can be continued again to color images, and can also be applied to various types of data such as medical images.   Keywords: Weighted Average (WAV), Noise Cancellation Image, Non-Local Means (NLM), Adaptive Patch

Diamond Printing is one of the largest offset printing companies with 32 years of experience and is located in the city of Surabaya, East Java. Data from HRD managers explained that there was no report from observations related to employee work effectiveness in terms of coordination and synergy between employees as seen from the communication and collaboration relationships. The absence of data related to the effectiveness of the performance of CV employees. Diamond Printing in terms of communication network mapping is one of the obstacles faced by HRD in determining KPI (key performance indicator). By using the Social Network Analysis (SNA) method with the help of UCINET 6 software, it is hoped that some employees will have advantages, especially in collaboration and communication in group network structures. There are three parameters used in SNA, including: degree centrality, closeness centrality, and betweenness centrality. This study involved 104 respondents (the entire population) with a sampling technique using snowball sampling and a questionnaire as a means of collecting data. The results of this study indicate that most of the collaboration and communication network interactions are dominated by manager level employees and department heads. Based on these findings, an innovation is needed from all stakeholders from CV. Diamond Printing in developing effective communication methods between its members.

Pada ranah pendidikan, setiap sekolah mengharapkan memiliki sumber daya manusia yang berkualitas sesuai dengan bidang yang diampu. Kemampuan setiap pendidik tentunya berbeda-beda hal tersebut menarik untuk dikaji, khususnya di MI Kalifah Nusantara Denpasar. Peserta didik di MI tersebut sudah kuliafied dan mampu membimbing dan membina siswa-siswanya, namun masih terdapat beberapa siswa kurang aktif dan menurun dalam hasil belajar siswa. Berdasarkan kondisi tersebut, melalui kajian peran pendidik diharapkan dapat diketahui dan dijabarkan secara deskriftif kualitatif melalui wawancara dan dokumentasi. Sehingga melalui analisis data berdasarkan teori-teori dan kajian terdahulu, diketahui bahwa peran pendidik sangat penting terhadap motivasi siswa melalui peningkatan kemampuan dan kinerja pendidik dengan mengikuti pelatihan, workshop, konseling siswa, dan pendekatan terhadap orangtua siswa.   AbstractIn the scope of education, every school expects to have quality human resources in accordance with the field being taught. The ability of each educator is certainly different, this is interesting to study, especially at MI Kalifah Nusantara Denpasar. The students are already educated and able to guide and nurture their students at MI, but there are some students who are less active and decline in student learning outcomes. Based on these conditions, aim of study in the role of educators, it is expected to be known and described in a qualitative descriptive manner through interviews and documentation. The data analysis based on theories and previous studies, it is known that the role of educators is very important to student motivation through improving the ability and performance of educators by participating in training, workshops, student counseling, and approaches to parents.

Assessment of employee performance is expected to know precisely the success in completing work. Employee performance appraisal is also useful for companies in providing feedback to employees and can be used as a basis for agencies to evaluate employee performance. Most government services currently utilize information technology as an information service to the public and the agency's internal services. In institutions, it is necessary to increase and develop the capabilities, knowledge and skills of its human resources, so that it is expected to be able to produce apparatuses that have competitive competencies. Therefore, the authors designed and built an employee performance appraisal system which was implemented using Electre and Web-based and Android methods. It is expected to be able to assist agencies in evaluating employee performance so that they can remain consistent in carrying out their duties as Civil Servants (PNS) within the scope of services to the community. This research uses the R&D method. researchers only use up to step 6. Based on the results of trials of 10 respondents who have assessed the decision making system using the electre method, that the application of employee performance appraisal using aggregate ranking can help provide information on the level of employee performance based on predetermined criteria. Respondents agree that this system is more efficient in assessing employee performance with an average of the old system = 43.50% while the new system is = 84.50%.

This research aims to see employee feelings in terms of organization, organization, and emotional intelligence at the Surakarta City Trade Office. The sampling technique used purposive sampling technique which resulted in a sample of 45 employees. Techniques for obtaining data using questionnaire techniques. The research method with data analysis techniques using validity, reliability, classical assumptions, multiple regression analysis and hypothesis testing. The results showed that simultaneously work ethic, organizational culture, and intelligence had a positive and significant effect on employee performance while partially work ethic had no effect on employee performance in the organization group and emotional intelligence had an effect on employee performance.

Sumber daya manusia merupakan komponen terpenting dalam suatu organisasi. PMI kota Yogyakarta merupakan organisasi yang bergerak dibidang kemanusiaan dan kerelawanan memberikan pelayanan kepada masyarakat. Kompetensi dan pengelolaan sumber daya manusia sangat diperlukan untuk dapat bersaing. Salah satunya dengan melihat kemampuan kerja, pelatihan dan komunikasi dalam organisasi terhadap performance karyawan.  Metode Penelitian menggunakan metode kuantitatif dengan pendekatan Cross Sectional. Sampel penelitian ini sebanyak 61 responden. Data diperoleh melalui kuesioner, setelah data diperoleh penelitian analisis dengan menggunakan teknik analisis regresi linear berganda. Hasil uji hipotesis didapatkan bahwa variabel kemampuan kerja, pelatihan dan komunikasi berpengaruh terhadap performance karyawan dibuktikan dengan tingkat signifikikansi <0,05. Variabel pelatihan lebih berpengaruh terhadap performance karyawan daripada variabel lain. ditandai dengan nilai t pelatihan > dari pada nilai t komunikasi dan kemampuan kerja. Besarnya pengaruh pelatihan, kemampuan kerja dan komunikasi adalah sebesar75 %.