This research discusses the meaning of work and career for Generation Z. The research was conducted using qualitative methods and a phenomenon study approach. The research was conducted in Yogyakarta by involving 5 resource persons with fulfilling criteria, namely Generation Z who are workers and work in the Sleman area, Yogyakarta and are alumni of universities in Yogyakarta. The data analysis method uses Data Triangulation, namely, data reduction, data display and conclusions. Generation Z, known as digital natives, are proficient in using technology, have high creativity, future orientation, and the ability to collaborate. Access to technology allows them to explore a variety of work options that match personal interests and values. The mismatch between work meanings often makes Gen Z less likely to stay in their jobs. The issues addressed in this study are the meaning of work, the meaning of career, and the factors that influence careers for Generation Z. The research findings show that: 1) The meaning of work for Gen Z in the findings, on job orientation, is to earn money to fulfill life needs. In career orientation, it emphasizes the importance of seeking experience, self-development, increasing social status and expanding relationships to prepare for their future careers. While in calling orientation, describing work as a form of worship and giving benefits to others. 2) The meaning of career for gen Z in the findings is a means to achieve professional advancement, apply knowledge, develop skills, and contribute to positive change. 3) Factors that influence careers include internal factors including interests, talents, and knowledge, and external factors including family, friends, social media, work environment, and boyfriend or girlfriend.

This study was conducted to determine the effect of communication and organizational culture on employee performance through motivation as a mediating variable. This study is quantitative. The sample in this study amounted to 55 respondents based on purposive sampling technique. The study was conducted using a test tool in the form of SmartPLS 4.0. The results of the study indicate that communication and organizational culture have a positive and significant effect on employee performance through motivation as a mediating variable.

Nowadays, changes occur very quickly, especially in the field of technology, which requires companies to be able to adapt to these changes. Training and development is one of the most effective ways to continuously improve the knowledge and skills possessed by employees. When conducting training, of course the company must do it correctly so that it is in line with the company's goals and is on target. Training needs analysis is one of the most important stages before holding training because this stage determines which employees will take part in the training and what kind of training will be held. This research uses a qualitative approach using a case study design to obtain in-depth data. Data collection techniques for this research used interview, observation and documentation methods. The primary data source comes from interviews with 3 sources and observations and the secondary data source comes from the employee competency GAP report as the main data for training need analysis. The results of this research show that there are still several employees whose competencies do not meet the requirements required by the company. Therefore, companies should be able to continue to update employee competency GAP reports so that training needs analysis can continue to be up to date and can carry out training according to targets and objectives.