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"Penelitian ini bertujuan untuk mengetahui pengaruh sistem reward terhadap kinerja pegawai. Penelitian ini dilakukan di Program Studi Pendidikan Dokter Fakultas Kedokteran dan Kesehatan Universitas XYZ PSPD FKK Universitas XYZ dengan jumlah responden sebanyak 55 pegawa. Teknik sampling yang digunakan adalah sensus. Berdasarkan hasil dari analisis statistik deskriptif dan analisis statistik inferensial dengan menggunakan generalized linier model diperoleh hasil bahwa sistem reward yang digunakan di PSPD FKK Universitas XYZ secara umum mendapatkan penilaian sedang dari pegawai yang menjadi responden. Kinerja pegawai secara umum juga berada dalam kategori sedang sedangkan untuk aspek seperti keterampilan interpersonal memiliki nilai baik. Variabel sistem reward terdiri dari dimensi sistem gaji bonus manfaat promosi pengembangan diri interaksi sosial lingkungan kerja keamanan pekerjaan kewenangan kendali kebebasan variasi kerja beban kerja kepentingan kerja pengakuan dan umpan balik. Sedangkan untuk variabel kinerja terdiri dari dimensi pengetahuan komunikasi kualitas kerja manajerial inisiatif keterampilan interpersonal kreatifitas kemampuan dalam mengambil keputusan dan pemecahan masalah. Dimensi pada sistem reward yang berpengaruh terhadap dimensi kinerja yaitu dimensi interaksi sosial terhadap dimensi kemampuan manajeria.l Dimensi variasi kerja terhadap dimensi pengetahuan komunikasi dan kemampuan manajerial. Dimensi beban kerja terhadap inisiatif Dimensi pengakuan dan umpan baik terhadap pengetahuan.

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The aim of this study is to describe the effect of reward system on employee's performance. The research was conducted at the Medical Education Program Faculty of Medicine and Health University of XYZ Jakarta. Census method was used to collect 55 employees as respondents. Reward system dimensions consist of salary bonus benefits promotion development opportunity social interaction work condition job security authority control autonomy work variety workload work importance recognition and feedback. Employee's performance dimensions consist of knowledge communication quality performance managerial skill initiative interpersonal skill creativity judgment and problem solving. Based on the results of statistical analysis it can be concluded that Social interaction effect the managerial skills dimension. Dimension of work variety which influence knowledge communication and managerial skills dimensions. Dimension of workload effect the dimensions of initiative as well as the dimensions of recognition and feedback influence the dimensions of knowledge."

"Dalam konteks bisnis yang dinamis, peran sentral job performance sangat krusial dalam menentukan kesuksesan suatu organisasi. Pemahaman perusahaan terhadap faktor-faktor yang memengaruhi job performance menjadi kunci, melibatkan aspek lingkungan kerja, seperti implementasi hybrid workplace yang memberikan fleksibilitas kepada karyawan untuk memilih lokasi dan waktu kerja yang paling produktif bagi mereka, ataupun faktor lain terkait dengan pekerjaan dan karakteristik individu karyawan, yang tercermin melalui tingkat work engagement. Penelitian ini bertujuan untuk menganalisis pengaruh hybrid workplace terhadap job performance dengan work engagement sebagai variabel mediasi pada karyawan startup di DKI Jakarta. Pendekatan kuantitatif digunakan dengan menerapkan teknik purposive sampling terhadap 182 responden yang merupakan karyawan tetap di perusahaan startup di DKI Jakarta melalui Google Form. Data yang terkumpul dianalisis menggunakan teknik SEM-PLS dengan bantuan perangkat lunak SmartPLS 4 dan IBM SPSS Statistics 20. Hasil penelitian menunjukkan bahwa work engagement mampu memediasi hubungan positif dan signifikan antara hybrid workplace dan job performance. Selain itu, seluruh hubungan antar variabel juga menunjukkan pengaruh positif dan signifikan satu sama lain.

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In a dynamic business environment, the central role of job performance is crucial in determining the success of an organization. The company's understanding of the factors that influence job performance is the key, involving aspects of the work environment, such as the implementation of a hybrid workplace that gives employees the flexibility to choose the location and time of work that is most productive for them or other factors related to work and individual employee characteristics, which are reflected through the level of work engagement. This study aims to analyze the effect of hybrid workplace on job performance with work engagement as a mediating variable for startup employees in DKI Jakarta. A quantitative approach is used by applying purposive sampling techniques to 182 respondents who are permanent employees at startup companies in DKI Jakarta through Google Form. The collected data were analyzed using SEM-PLS technique with the help of SmartPLS 4 and IBM SPSS Statistics 20 software. The results showed that work engagement was able to mediate a positive and significant relationship between hybrid workplace and job performance. In addition, all relationships between variables also show a positive and significant influence on each other."

"Measurement of employees' performance is needed to determine how far work target has been reached. By good measurement, an organization can identified strength and weakness of an employee. A civil servant is the motor of development and progress of government institution. A civil servant mentioned in this research works at Secretariat General Department of Law and Human Rights, RI.Evaluation of civil servants' performance is called List of Work Implementation Evaluation (DP3). When the implementation is good, it will influence motivation and improve employees' performance. Employees' perception on DP3 shown that it has not done effectively as it cannot be used as a motivating and improving factors to employees' performance.This thesis will examine and study the employees' perception to the implementation of DP3 at Secretariat General Department of Law and Human Rights. As a comparison, this thesis also includes the implementation of performance evaluation system at a private company.Based on the result reached in this research, a conclusion can be reached that the implementation of DP3 is stilt not effective. This is caused by: low level of knowledge in evaluation technique owned by evaluators in determining score, no sufficient data to support evaluation and there is no feed back from this evaluation result. Hence, in order to reach high effectiveness in conducting DP3, several recommendations for improvement are posed at the end of this thesis."

"Human Reliability Assessment (HRA) merupakan metode kualitatif dan kuantitatif untuk mengukur kontribusi manusia terhadap sebuah resiko. Skripsi ini membahas mengenai Human Reliability Assessment (HRA) pada proses printing kemasan plastic fleksibel pada PT. SMPI menggunakan metode Human Error Assessment and Reduction Technique (HEART) yang bertujuan untuk mengetahui nilai Human Error Probability (HEP). Penelitian ini adalah penelitian semikuantitatif dengan observasi langsung pada operator proses printing artikel MPPS pada perusahaan kemasan menggunakan mesin GR6. Nilai HEP tertinggi terdapat pada proses mesin yang sedang menjalankan proses pencetakan, kemungkinan kesalahan yang mungkin terjadi adalah operator lalai/membiarkan mesin produksi menyala. Dalam proses ini terdapat kemungkinan 65,8% human error. Dilanjutkan dengan pengukuran dan sinkronisasi jarak guide roller diatas silinder proses dimana kemungkinan kesalahan yang terjadi adalah gagal mengukur silinder, pada proses ini terdapat kemungkinan 60% human error. Dan yang ketiga, pada proses reverse check/surface print, size check (flange hole slope, raster depth, raster angle), dan Roughness check (HV-HARDNESS VICKERS) masing-masing memiliki probabilitas error yang sama yaitu sebesar 55,6 %.

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Human Reliability Assessment (HRA) is a qualitative and quantitative method to measure human contribution to a risk. This thesis discusses the Human Reliability Assessment (HRA) in the flexible plastic packaging printing process using the Human Error Assessment and Reduction Technique (HEART) method which aims to determine the value of Human Error Probability (HEP). This research is a semi- quantitative study with direct observation of operators of the MPPS article printing process at packaging companies using GR6 machines. The highest HEP value is found in the machine process that is running the printing process, the possibility of an error that might occur is the operator neglecting/letting the production machine turn on. In this process there is a 65.8% possibility of human error. Followed by measuring and synchronizing the distance of the guide roller above the process cylinder where the possible error that occurs is failure to measure the cylinder, in this process there is a possibility of 60% human error. And thirdly, in the reverse check/surface print process, size check (flange hole slope, raster depth, raster angle), and Roughness check (HV-HARDNESS VICKERS) each have the same error probability of 55.6%."

"Perusahaan perlu kemampuan adaptasi dalam memberikan lingkungan kerja yang fleksibel yang memiliki dampak langsung dan/atau tidak langsung pada kinerja pekerjaan. Flexible work arrangement (FWA) saat ini sudah menjadi tren di banyak perusahaan. Penelitian ini bertujuan untuk menganalisis FWA terhadap employee performance dengan supervisor support dan work engagement sebagai mediasi. Jenis penelitian yang digunakan adalah kuantitatif dengan pengambilan data melalui metode survei. Jumlah responden terkumpul sebanyak 316 karyawan yang bekerja perusahaan startup digital di Indonesia. Data diolah menggunakan metode analisis Structural Equation Model (SEM). Hasil penelitian menunjukkan melalui mediasi work engagement dan supervisor support berpengaruh pada hubungan FWA terhadap employee performance. Hasil penelitian menunjukkan work engagement sebagai mediasi hubungan antara supervisor support dan employee performance. Supervisor support dalam bentuk dukungan bantuan pada karyawan membuat mereka merasa lebih dihargai sehingga memengaruhi kinerja pekerjaan dan keterlibatan kerja yang tinggi meningkatkan kinerja karyawan saat menggunakan pengaturan kerja fleksibel. 

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To cope with unprecedented change, remote work provides organizations with an option for a flexible work arrangement (FWA) environment to maintain performance during turbulent situations, recent research has reported that the practice has gained popularity among employees. It is essential to deepen our knowledge about the performance of employees in the context of FWA because the results of previous studies are contradictory. This study aims to examine the mediating role of work engagement and supervisor support on the relationship between FWA and employee performance. The data were collected from 316 employees working in digital startup companies in Indonesia. The research is analyzed using structural equation modeling (SEM). The results show work engagement and supervisor support as a mediating role have an effect on the relationship between FWA and employee performance. The results found work engagement as a mediating relationship between supervisor support and employee performance. Supervisory support in the form of support for employees makes them feel more valued so it affects job performance and high work involvement improves employee performance while practicing flexible work arrangements "

"Tujuan dari penelitian ini adalah untuk mengetahui dan menganalisis mengenai pengaruh pelatihan dan motivasi terhadap prestasi kerja pegawai di kantor Kementrian Agama Kota Tasikmalaya."

"Penelitian ini bertujuan untuk menguji pengaruh dari on-the-job training dan reward terhadap kinerja karyawan. Variabel on-the-job training diukur menggunakan konsep transfer of training (Noe, 2005), reward diukur berdasarkan referensi jurnal oleh (Gohari, et al, 2013), dan kinerja karyawan diukur menggunakan konsep performance evaluation oleh (Bernardin & Russell, 2003). Penelitian ini menggunakan pendekatan kuantitatif. Data penelitian dikumpulkan melalui survey yang dilakukan kepada 81 karyawan tetap non-manajerial di 7 outlet restoran Baso INO dengan menggunakan teknik total sampling. Penelitian ini menggunakan analisis regresi berganda dan koefisien determinasi (r square) untuk menguji pengaruh di antara variabel yang dijadikan objek penelitian secara simultan maupun secara parsial. Hasil analisis regresi berganda menunjukkan bahwa 32,1% kinerja karyawan tetap non manajerial di 7 outlet restoran Baso INO dipengaruhi oleh on-the-job training dan reward. Pada penelitian ini ditemukan bahwa on-the-job training dan reward memiliki pengaruh secara simultan dan parsial terhadap kinerja karyawan tetap non-manajerial di 7 outlet restoran Baso INO.

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This study aims to examine the effect of on-the-job training and reward on employee performance. On-the-job training was measured using transfer of training concept according to (Noe, 2005). Reward was measured by reference of journal which has been researched by (Gohari, et al. 2013). Employee performance was measured using performace evaluation concept according to (Bernardin & Russell, 2003). This research used a quantitative approach. Data was collected through survey and the number of sample is 81 permanent employee level non-managerial at Baso INO Restaurant. Variables were measured using multiple regression analysis and coefficient of determination analysis. The result shows that 32,1% of permanent employee non-managerial level at Baso INO Restaurant influenced by on-the-job training and reward. This study found that both transfer abilty of on-the-job training and reward (intrinsic and extrinsic) have an affect for simultaneous and partial on the performance of permanent employee non-managerial level at Baso INO Restaurant."

"Penelitian ini menganalisis pengaruh lingkungan kerja terhadap kinerja karyawan. Penelitian ini menggunakan metode kuantitatif dan pengumpulan data dilakukan dengan cara survei menggunakan kuesioner. Variabel lingkungan kerja diukur menggunakan teori Moos 2008 , dan variabel kinerja karyawan diukur menggunakan teori Griffin 2007 . Penelitian ini dilakukan di kantor Kudo Teknologi Indonesia dengan sampel sebanyak 100 orang menggunakan teknik purposive sampling. Data yang diperoleh kemudian diolah menggunakan SPSS 23.0. Teknik analisis data yang digunakan yaitu Pearson Correlation untuk uji validitas dan Alpha Cronbach untuk uji reliabilitas. Untuk mengetahui ada atau tidaknya pengaruh antara kedua variabel, peneliti menggunakan analisis koefisien korelasi determinasi. Pengujian hipotesis dilakukan menggunakan uji t dan uji F. Hasil dari penelitian ini menunjukkan bahwa lingkungan kerja memiliki pengaruh yang signifikan terhadap kinerja karyawan.

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This research analyzes the effect of work environment on employee performance. This research uses quantitative method and data collection done by survey using questionnaire. Work environment variables are measured using Moos rsquo s theory 2008 , and employee performance variables are measured using Griffin 39 s theory 2007. This research was conducted at Kudo Teknologi Indonesia office with 100 samples using purposive sampling technique. The obtained data is then processed using SPSS 23.0. Data analysis technique using methods from Pearson Correlation for validity test and Alpha Cronbach for reliability test. To know the influence between the two variables, the researcher uses the correlation coefficient of determination. Hypothesis testing is done using t test and F test. The result of this research indicates that work environment has a significant influence on employee performance."

"Karyawan merupakan sebuah elemen krusial dalam organisasi. Oleh karena itu, penting bagi organisasi untuk menyediakan dan mengembangkan metode yang konsisten dan objektif dalam mendukung kinerja (job performance) karyawan. Salah satu upaya untuk meningkatkan job performance adalah penerapan digital work yang memberikan fleksibilitas kepada karyawan untuk bekerja kapan dan di mana saja, yang membantu mencapai keseimbangan antara pekerjaan dan kehidupan (work-life balance). Namun, ini juga bisa meningkatkan beban kerja dan mempersulit pemutusan hubungan kerja, sehingga perlu pengelolaan batas yang efektif untuk menjaga keseimbangan work-life balance. Penelitian ini bertujuan untuk menganalisis pengaruh digital work terhadap job performance dengan work-life balance sebagai variabel mediasi pada karyawan milenial di perusahaan X di DKI Jakarta. Penelitian ini menggunakan pendekatan kuantitatif dan teknik purposive sampling, data dari 109 responden dikumpulkan melalui kuesioner Google Form. Analisis data dilakukan dengan SEM-PLS menggunakan software IBM SPSS Statistics versi 26 dan SmartPLS 4. Hasil penelitian menunjukkan bahwa work-life balance dapat memediasi hubungan positif dan signifikan antara digital work dan job performance. Selain itu, seluruh hubungan antar varibel juga memiliki pengaruh yang positif dan signifikan satu sama lain.

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Employee are a crucial element in any organization. Therefore, it is essential for organizations to provide and develop consistent and objective methods to support employee job performance. One approach to enhancing job performance is the implementation of digital work, which offers employees the flexibility to work anytime and anywhere, thus helping to achieve a balance between work and life. However, this can also increase the workload and complicate employment termination, necessitating effective boundary management to maintain a healthy work-life balance. This study aims to analyze the influence of digital work on job performance with work-life balance as a mediating variable among millennial employees at company X in Jakarta. Using a quantitative approach and purposive sampling technique, data from 109 respondents were collected through a Google Form questionnaire. Data analysis was conducted using SEM-PLS with IBM SPSS Statistics version 26 and SmartPLS 4 software. The results of the study show that work-life balance can mediate the positive and significant relationship between digital work and job performance. Additionally, all relationships among the variables also have a positive and significant influence on each other."

"Pada tahun 2010 dan 2011 PT. XYZ mengalami turnover pegawai yang lebih tinggi dari rata-rata industri minyak dan gas di Indonesia. Berdasarkan analisis penyebab, tingginya turnover di PT. XYZ selalu diawali dengan niat berhenti yang disebabkan oleh pekerja tidak puas dengan kompensasi yang diberikan perusahaan. Penelitian ini bertujuan untuk mengukur pengaruh total rewards terhadap niat berhenti di kalangan pekerja PT. XYZ. Dependent Variable dalam penelitian ini adalah Intention to Leave, dan Independent Variabel-nya adalah Total Rewards. Dimensi total rewards yang dianalisis dalam penelitian ini meliputi compensation, benefit dan work-life balance. Teknik analisis data menggunakan pendekatan dekriptif dan multiple regression analysis. Hasil analisis deskritif menunjukkan bahwa tingkat intention to leave pekerja PT XYZ masih dalam taraf rendah, namun sudah berada pada ambang batas atas, sehingga dapat masuk ke taraf yang tinggi. Sedangkan, hasil analisis regresi menunjukkan bahwa dimensi compensationdalam total rewards memiliki pengaruh yang signifikan terhadap intention to leave, sedangkan faktor benefit dan work-life balance tidak memiliki pengaruh yang signifikan.

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In 2010 and 2011, PT XYZ experienced employee turnover rates which appeared to be higher compared to the average turnover number among other oil and gas companies in Indonesia. Based on cause-effect analysis, high employee turnover rates at PT XYZ were always initiated by the intention to leave the company resulted by employee dissatisfaction with compensation provided by the company.

The objective of this research is measure the influence of total rewards towards employee's intention to leave at PT XYZ. In this research, the dependent variable is the intention to leave, and the independent variable is total rewards. The elements of total rewards which are assessed on this research consist of compensation, benefit and work-life balance. The author adopted descriptive approach and multiple regression analysis as means of data analysis techniques.

The results of descriptive analysis demonstrated that the level of intention to leave the company appeared to be low though it reached upper threshold which could lead to a higher level. On the other hand, the result of the regression analysis showed that compensation had significant impact towards intention to leave, while benefit and work-life balance displayed insignificant influences."