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Indonesia's micro, small, and medium enterprises (MSMEs) continue to encounter a range of obstacles, particularly in enhancing their productivity and competitiveness. The 2020 survey conducted by the Ministry of Education and Cultural Affairs indicates that Indonesia still has substantial challenges in terms of education quality, especially in rural and underdeveloped urban areas. Several factors, such as the availability of high-quality education, access to educational resources, and the level of teaching excellence, can significantly impact individuals' capacity to effectively manage their enterprises and promote innovation (Kemendikbud RI, 2020). This study investigates the link between knowledge sharing practices, innovation, and employee performance within Indonesian MSMEs. Through exploratory analysis, it offers fresh insights into how innovation and knowledge sharing behaviour can affect employee performance in Indonesian MSMEs. The main objective is to analyse and explore the impact of innovation and information sharing behaviours on employee performance in small and medium-sized enterprises (SMEs) in Indonesia. Based on this research and its findings, several strategies have been identified. These strategies aim to explore the complex relationship between an employee's performance, their willingness to share knowledge, and their ability to demonstrate innovative behaviours in MSMEs. Future study could focus on improving the quality of human resources, specifically in areas such as knowledge, expertise, competence, and entrepreneurial attitude. Investing in the development of human resources yields benefits for both MSME business owners and the overall well-being of workers..

The background of this research is the low level of employee performance in the Civil Service Police Unit and the Sikka Regency Fire Department. This research aims to: (1) determine the description of employee performance, leadership and work loyalty; (2) analyze the influence of Leadership and Work Loyalty on employee performance both partially and simultaneously. The population in this study were employees of the Sikka Regency Civil Service Police Unit and Fire Department, totaling 94 people. Because the population is limited, this research was conducted by census or saturated sampling. Data was collected through questionnaires and analyzed using descriptive methods and inferential statistics, namely multiple linear regression. Hypothesis testing is carried out through the F test and t test. The results of the descriptive analysis show that the background to the employee performance variable is in good criteria, the Leadership variable is in good criteria, then the Work Loyalty variable is in good criteria. The statistical results of the t test show that partially the Leadership variable has a positive and significant effect on employee performance. Furthermore, the Work Loyalty variable has a positive and significant effect on employee performance. The statistical results of the F test show that simultaneously the Leadership and Work Loyalty variables have a significant effect on employee performance. The results of the determination analysis show that the two independent variables in this study are able to explain variations in the ups and downs in performance of employees at the Civil Service Police Unit and the Sikka Regency Fire Department by 31%.

The image of government bureaucracy is influenced by the performance of public service agencies. For this reason, it is necessary to carry out continuous reform, in anticipating and adapting to developments in society. In an effort to improve the image, performance and professionalism of government agencies towards good governance, it is important to have unity of direction and views among government employees. In this research the problem is how the government of Kuala Kurun District, Gunung Mas Regency, Central Kalimantan Province improves the quality of public services and what only inhibiting factors in improving the quality of public services This research uses a qualitative approach, the data displayed is generally in the form of actual and accurate sentence descriptions and connects the problems studied with a qualitative approach. Researchers go out into the field to research the object of study and hold direct interactions with the community with the aim of obtaining in-depth information about this matter, conducting in-depth interviews and observations The results of this research show that the public service bureaucracy at the Kuala Kurun Subdistrict Office has not been maximized, public satisfaction with services in the dimensions of reliability, responsiveness, guarantees, empathy and direct evidence is implemented with minimum standards, this is because there is still an imbalance in the distribution of tasks and implementation The work that is the responsibility of employees at the Kuala Kurun Village Office, especially the main tasks and functions that have been determined. The causal factor is limited facilities and infrastructure which influences the provision of maximum public services. From the results of this research, it is recommended to evaluate the performance of public services, so that bureaucratic reform can be implemented in the Kurun Village Office, Gunung Mas Regency, Central Kalimantan Province.

This research aims to determine the influence of work performance and monkey loyalty on job promotion at the HR Directorate of PT Krakatau Bandar Samudera. The influence you want to know is partial and simultaneous (together). This type of research is a saturated sample that explains the influence between variables through hypothesis testing. This research used a sample of 50 respondents. The sample in this research was determined through Non Probability Sampling using the characteristics of respondents and employee performance at the company. The test tool used is SPSS version 27, including the tests analyzed, namely regression analysis, T test, F test. From the results of this test it can be concluded that the influence of work performance and loyalty has a partial and simultaneous (together) effect on employee promotion at HR Directorate of PT Krakatau Bandar Samudera.  

State-owned goods (BMN) that have been acquired must undergo proper management, which includes a series of activities such as bookkeeping, inventorying, and reporting of BMN by legal provisions. This is based on the Indonesian Minister of Finance Regulation No. 181/PMK.06/2016, Article 1, concerning the management of BMN. Optimization, in this context, refers to the goal of improving or refining existing performance to make it better than before. Therefore, the optimization of asset disposal at the AAL (Naval Academy) work unit must be implemented to ensure proper data management in Simak BMN. Over time, the value of these assets will depreciate annually, leading to the eventual disposal of BMN when they no longer hold any value or function and only incur maintenance costs compared to acquiring new BMN. At the Naval Academy, there is still a deficiency in the disposal of BMN that should have been removed from the BMN list, primarily due to insufficient coordination between work units, which results in poor reporting in the SIMAK BMN system. The researcher focuses on the Naval Academy in conducting this study within the work units in the AAL environment. This study is a qualitative descriptive research, utilizing data collection methods such as observation, interviews, and documentation. The research findings indicate that: 1) The disposal process at the Naval Academy work unit has not been carried out effectively. 2) There are still BMNs that have not been removed from the BMN list but should have been. 3) There is a lack of personnel knowledge in each work unit regarding asset disposal, disrupting the reporting process in Simak BMN.

This research is motivated by the lack of teacher performance in utilizing the Merdeka Mengajar platform application. Therefore, PAI teachers are required to be able to operate the Merdeka Mengajar platform application. This study aims to obtain clear information about: 1) Planning the Merdeka Mengajar platform in improving the performance of PAI teachers at SMP Negeri 5 Jawai. 2) Steps of the Merdeka Mengajar platform in improving the performance of PAI teachers at SMP Negeri 5 Jawai. 3) Evaluation of the Merdeka Mengajar platform in improving the performance of PAI teachers at SMP Negeri 5 Jawai. The subjects of this research are PAI teachers and the principal of SMP Negeri 5 Jawai. To obtain data related to the research focus, researchers conducted interviews, observations, and documentation. The data validity checking techniques used are: 1) Triangulation technique, 2) Member Check technique. The results of the research can be concluded: 1) Planning the Merdeka Mengajar platform in improving the performance of PAI teachers at SMP Negeri 5 Jawai is done by preparing activity programs, scheduling, preparing materials based on the Merdeka Mengajar platform application, and evaluating the program implementation. 2) Steps of the Merdeka Mengajar platform in improving the performance of PAI teachers at SMP Negeri 5 Jawai are done by: forming facilitators, analyzing the level of school readiness, designing dimensions to be used, themes, time allocation, and compiling project modules and reporting strategies, introducing and guiding teachers who have not been able to operate the Merdeka Mengajar platform application. 3) Evaluation of the Merdeka Mengajar platform in improving the performance of PAI teachers at SMP Negeri 5 Jawai includes: increased teacher engagement in using various PMM features, improved pedagogical and professional competence of teachers, increased ability of teachers to adopt innovative learning approaches, and a balance between accurate evaluation and realistic workload for teachers.

The purpose of this study is to ascertain how Proclamation 45 University's employee performance is impacted by employee engagement and self-efficacy. 57 employees were surveyed for this study. Multiple regression analysis was employed in this investigation. Make use of 0.05 as a valid value. The multiple regression equation, Y = -0.419 + 0.496X1 + 0.257 Proclamation 45 University, is derived from the computation and analysis of the data used. It is possible to draw the following conclusions from the above findings. (1) Procrik 45 Employee performance in higher education is positively impacted by employee engagement. This implies that improved employee performance will follow from high employee engagement. (2) Employee performance and self-efficacy are positively impacted by Proklamasi 45 University. This implies that employee performance will be even higher when self-efficacy is high. (3) At Proklik 45 University, employee performance is positively impacted by self-efficacy and employee engagement. This implies that when self-efficacy and employee engagement are high, employee performance will likewise be high. It is anticipated that Universitas Proklamasi 45 will keep working to raise employee self-efficacy and engagement in order to raise employee performance.

This research aims to determine the effect of work stress on employee performance at PT Sumber Cipta Multiniaga Yogyakarta. Data collection techniques in this research were obtained by observation, interviews, questionnaires, documentation and literature study. The data source uses a questionnaire. The population in this study were all employees of PT Sumber Cipta Multiniaga Yogyakarta, totaling 37 employees. The sampling technique in this research was 100% of the total population so that the sample was 37 people. The data analysis technique used is simple linear regression analysis, coefficient of determination and partial testing (t test). The result of the simple regression equation is Y = 1.460+0.898X, meaning the constant value is 1.460. This means that if the work stress variable is 0 (zero), then the level or magnitude of the employee performance variable is 1,460. A value of 0.898 means that if the value of the work stress variable increases by 1 unit and other variables are considered constant, employee performance will increase by 0.898. The results of the calculation of the coefficient of determination show that the R Square is 0.526. This means that the work stress variable contributes 52% to employee performance. The remaining 48% of employee performance is influenced by other variables such as leadership, motivation and work environment. The results of the t test show that tcount is greater than ttable (6,227 > 1.689) and the significant level is (0.000 < 0.05), so Ho is rejected and Ha is accepted, which means there is a positive and significant influence between work stress on employee performance at PT Sumber Cipta. Multicommerce. Based on the results of the research and analysis that has been carried out, the author provides suggestions, namely PT. Sumber Cipta Multiniaga Yogyakarta should pay attention to and maintain the psychological condition of its employees, because this can result in a decline in employee performance    

This research aims to (1) describe employee performance, leadership style, and work ethic; (2) analyze the influence of Leadership Style ad Work Ethics on employee performance either partially or simultaneously. The population in this study were Suru Pudi Koting Credit Union's employees, totaling 30 people. Due to limited population, this research was conducted through census or saturated sampling. Data were collected through questionnaires and analyzed using descriptive methods and inferential statistics, namely multiple linear regression. Hypothesis testing is done through the F test and t test. The descriptive analysis showed that the variables of employee performance, leadership style, and work ethic were categorized as good. The results of the t-test statistics showed that partially, the leadership style and work ethic had a positive and significant influence on employee performance. The results of the F test statistics revealed that simultaneously, all independent variables had a significant influence on employee performance. The results of the determination analysis showed that the two independent variables in this study were able to explain the fluctuation of employee performance of the Suru Pudi Koting Credit Union as many as 912.7%.

This study aims to analyze the implementation of leadership supervision in efforts to improve the performance quality of Civil Servants (PNS) in the Economic Affairs Section at the Regional Secretariat of Langkat Regency. The research findings indicate that the effectiveness of supervision greatly depends on clear objectives, performance indicators, periodic evaluations, and open communication between leaders and staff. Although there are challenges such as ineffective communication and imbalanced workloads, proposed solutions include improving communication and utilizing technology to enhance supervision and employee performance. Optimal supervision has been shown to play a key role in improving PNS performance, with an emphasis on monitoring, evaluation, and skill development. Despite challenges like limited resources and ineffective communication, solutions such as training, open communication, and technology can improve supervision efficiency. Most PNS show a positive attitude towards management and supervision, although there is still room for improvement in communication and skill development. Going forward, it is expected that supervision will become more structured, technology-based, and communicative to support the achievement of organizational goals more efficiently and enhance public service quality.

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 study employs Judith Butler’s theory of gender performativity to analyze Megan Trainor’s song "Dear Future Husband," exploring the negotiation of femininity and masculinity within contemporary pop culture. Utilizing a qualitative content analysis method, the research examines lyrical content, musical elements, and visual representations associated with the song to uncover underlying gender norms and performances. The results reveal that "Dear Future Husband" both reinforces and subverts traditional gender roles; while it portrays conventional expectations of femininity and masculinity, it simultaneously introduces nuanced demands for mutual respect and partnership. The discussion highlights the complexity of gender performances in mainstream media, suggesting that Trainor’s work reflects a transitional phase in societal understandings of gender dynamics. By applying Butler’s framework, the study illustrates how pop songs can serve as sites for both perpetuating and challenging normative gender constructs, offering insights into the evolving landscape of gender identity and expression.

The district office is one of the forefront public service agencies which its performance is directly felt and catched by the public, but the performance of its employees are stil not optimal. The main purpose of this research is to determine the priority of the employee's performance improvement policies of the district offices in the Semarang regional government. This research is using qualitative approach by analyzing the work ability, work facility, standard operational procedure and work discipline as the alternative variables in order to achieve the work performance improvement as the goals variable. The population of this research is 27 district offices in the Semarang renal government with the samples that being used are 13 persons hat consist the key informants, the main informants and the supporting informant who's being chosen though some determined criteria. The results of the analysis using AHP method find that the work discipline is the first priority, the work ability is the second, the standard operational procedure is the third priority and the work facility is the fourth priority with the consistency ratio (CR) value is 0,01. The study's conclusion is that work discipline improvement is the first priority in the way to the employee's performance improvement of the district offices in the Semarang regional government which shows that work discipline of the public service office's employees is still not in the way they were desired to be.

This research  aims to analyze the application of the McKinsey 7S framework in achieving sustainable performance management at Fresh Bright Pool, Tanjungpinang, amid the increasingly competitive local entertainment industry. The study explores the seven core elements of McKinsey 7S—strategy, structure, systems, shared values, skills, leadership style, and staff—to understand the dynamics of performance management and innovation in the service sector. A qualitative approach was employed, collecting data through in-depth interviews with two staff members and several visitors, supported by document analysis to ensure data validity. The results show that the elements of strategy and shared values are the primary strengths of Fresh Bright Pool in creating superior customer experiences, such as through the improvement of billiard facilities, optimization of bar services, and implementation of a more structured reservation system. The shared value of "comfort and togetherness" has successfully built a friendly and inclusive work culture. Collaborative leadership styles enhance staff engagement in operational processes, while the skills and staff elements still face challenges, including limited technical training and capacity development in customer service. This study provides valuable insights for Fresh Bright Pool to continue strengthening these elements to improve efficiency, maintain competitive advantage, and achieve operational sustainability in the local entertainment industry.

This research aims to explore strategies for realizing sustainable performance management at PT. Tanjungpinang Branch Pawnshop. This research uses qualitative research through data collection, observation and interviews. The sampling technique used was purposive sampling. The informant is Mr. HR as Marketing Officer. The data analysis used in this research is descriptive analysis, namely the researcher collects, processes and analyzes data to describe the problems that exist at PT Pegadaian Tanjungpinang Branch. The research results show that the strategy applied at PT. Pegadaian Tanjungpinang Branch in realizing sustainable performance management, namely the digitalization strategy of Human Resources and Talent Management. In this case, the Human Resources digitalization strategy includes transforming the Human Resources Management system through digital platforms, increasing employee skills in technology, using data for strategic decision making, and implementing an adaptive technology-based work culture. Meanwhile, talent management includes recruitment planning and appropriate individual selection, as well as skills development through training and mentoring.

This research is grounded on the issue of employee performance seen from quality aspects of employees at the Public Works and Spatial Planning Office of Sikka Regency has not been maximized. This research aimed to: (1) determine the description of employee performance, human resource empowerment, and competence (2) analyze the influence of human resource empowerment and competency on employee performance either partially or simultaneously. The population in this research was 56 employees of the Public Works and Spatial Planning Office of Sikka Regency. Due to limited population, this research was conducted through census or saturated sampling. Data were collected through questionnaires and analyzed using descriptive methods and inferential statistics, namely multiple linear regression. Hypothesis testing was done through the F-test and t-test. The results of descriptive statistical analysis showed that the response perception and employee performance variables, human resources empowerment, and competency were categorized as good. The results of the t-test showed that partially the human resource empowerment variable had a positive and significant influence on employee performance. The results of the F test showed that the variables of human resource empowerment and competency simultaneously significantly affected employee performance. The results of the determination analysis showed that the two independent variables in this research were able to explain the fluctuation of employee performance at the Public Works and Spatial Planning Office of Sikka Regency by 31.2% .  

This study discusses the theory of decision-making applied in the management of MSMEs, focusing on a case study of MSME Nyiidam Duren Kertabumi which is facing a crisis and almost going bankrupt. The right decision-making process is very important for business continuity, especially in situations full of uncertainty. This study aims to explore the obstacles faced by MSMEs in managing the workforce and identify decision-making steps that can be taken to save the business. Based on direct interviews with business managers, it was identified that one of the main obstacles was the inability of the workforce to meet company expectations. This study also analyzes the decision-making style and process used in dealing with the crisis, and provides recommendations for strategic steps that can be taken to improve business conditions. The results of this study indicate that rational and participatory decision-making, with a focus on workforce training, performance evaluation, and the application of digital technology, can be an effective solution in facing existing challenges.

This research aims to: (1) determine the description of employee performance, work environment and organizational culture; (2) analyze the influence of the work environment and work experience on employee performance both partially and simultaneously. The population in this study were employees at UPTD. Habibola Community Health Center, numbering 30 people. Because the population is limited, this research was conducted by census or saturated sampling. Data was collected through questionnaires and analyzed using descriptive methods and inferential statistics, namely multiple linear regression. Hypothesis testing is carried out through the F test and t test. The results of the descriptive analysis show that the employee performance variables, work environment and organizational culture are categorized as good. The statistical results of the t test show that partially the Work Environment and Organizational Culture variables have a positive and significant effect on employee performance. The statistical results of the F test show that simultaneously the Work Environment and Organizational Culture variables have a significant effect on employee performance. The results of the determination analysis show that the two independent variables in this study are able to explain variations in the ups and downs of employee performance at UPTD. Habibola Community Health Center was 31.5%.

This study aims to determine the effect of charismatic leadership style and work discipline on employee performance at Surabaya Intercultural School. This study is a descriptive study using a quantitative approach. The sample in this study amounted to 37 people. The instruments used have passed the validity and reliability test stages. Data collection through observation, questionnaires and interviews. While data analysis was carried out using multiple regression analysis, coefficient of determination and hypothesis testing using the t test. The results of the study using a probability level or significance level of 0.05 showed that charismatic leadership style has a significant effect on employee performance as indicated by the calculated t value> t table (2.704> 2.032). Work discipline has a significant effect on employee performance as indicated by the calculated t value> t table (2.852> 2.032). From the results of this study, it can be said that the work discipline variable (X2) is the most dominant variable in influencing employee performance at Surabaya Intercultural School. This is suspected that employees at Surabaya Intercultural School have good work ethics. This is also supported by the success of leaders in providing good examples at work. The success of leaders in carrying out their managerial functions makes employees feel like they are part of the big family of Surabaya Intercultural School.

Performance management is a strategy to improve individual and team performance through a structured evaluation process. This study aims to analyze the application of the Baron and Armstrong performance management model at the Regional Technical Implementation Unit (UPTD) for the Protection of Women and Children (PPA) in Tanjungpinang, Riau Islands. Baron and Armstrong's model includes a cycle of vision and mission, goal setting, planning, development, and feedback. Using a descriptive qualitative approach, data were obtained through interviews, documentation and observation, using purposive sampling techniques to select relevant resource persons. Data analysis was done thematically through the stages of reduction, presentation, and conclusion drawing. The results showed that the implementation of this model has strengths in building a systematic workflow, but also faces challenges related to limited resources. This research provides recommendations for additional programs that can improve the effectiveness of women and child protection services. The findings contribute to the development of performance management strategies in similar institutions.