Abstract Compensation is a complicated and classic problem that has plagued the industrial world. As is known that the provision of appropriate compensation which given by the company, is one of the main factors that influence the improvement of employee performance. In Indonesia, the issue of providing compensation has been regulated in the labor law. The government in this case the Ministry of Manpower always emphasizes to all companies operating in Indonesia, in order to obey and implement all provisions regulated by law. This research was conducted at a company located in Bekasi, precisely in Jababeka - Cikarang, which is at PT. Jaeil Indonesia. The purpose of this study is to determine the extent to which compensation can increase employee performance, especially in the Production Department of PT. Jaeil Indonesia. This type of research is quantitative research, in which the objects in this study amounted to 40 employees of the Production Department of PT. Jaeil Indonesia. The analytical method used is a simple linear regression method. Meanwhile, data was collected through questionnaires and analyzed using SPSS version 24. The results of this study indicate that the value of R² is 0.486, meaning the percentage of the effect of compensation for employee performance is 48.6% while the rest is influenced by other variables not examined in this study. The results of the t test show that the value of t count is greater than the value of t table (5.146> 2.048). This shows that the hypothesis used in this study is accepted, that is there is an effect of giving compensation to the performance of employees in the Production Department of PT. Jaeil Indonesia, so companies need to pay attention to employees by adjusting the compensation with the workload they bear according to the prevailing laws and regulations. Keywords: Compensation and employee performance

Employee performance is very important for the achievement of the goals of a company. One important factor that can affect performance in a company is from providing compensation given to employees. Compensation is something that is received by employees as a substitute for their service contribution to the company. The existence of a good compensation system will ensure the occurrence of justice between employees and the company. Each employee will receive a reward in accordance with the goals, functions, positions, and work performance  Compensation problems are a sensitive problem because they are driving people to work hard. Besides that compensation also affects morale and labor discipline. Therefore, any company / organization should be able to provide compensation that is balanced with the workload borne by the workforce. This research was conducted at PT. Indonesian Sango. The purpose of this study was to determine the effect of compensation on the performance of employees at PT. Indonesian Sango. PT. Sango Indonesia is a company engaged in the Automotive Part that produces Secondary Steel and Exhaust Manifold. Shareholders in PT. Sango Indonesia is divided into Sango Group, Toyota Thuso, Sumitomo Corporation, sumitomo corporation Indonesia and shinsho corporation. Meanwhile, the purpose of this study was to determine the effect of compensation on the performance of employees at PT. Indonesian Sango.                Based on the results of the study it can be seen that Compensation has a contribution of influence of 50.83% on the performance of employees of PT. Indonesian Sango. While the remaining 49.17% is influenced by other factors. From the results of the study it can be concluded that compensation is needed to help strengthen the organization's key values ​​and facilitate the achievement of organizational goals Keywords: Compensation, Employee

In many countries, especially in developing countries, there are many social problems that need to be resolved. The high level of poverty and unemployment, the lack of available health facilities, or the low quality of existing education, is an acute problem that becomes a tough domestic work for a developing country's government. Given the current global conditions, where free competition is inevitable, it certainly adds to the long list of strategies that the government must take to tackle various social problems. The government can not struggle and work alone in dealing with the complexity of the existing problems, it is certainly necessary for the active role of all elements of the society so that the problems that whack, can unravel and be solved. One step that can be taken by the government in order to empower and protect the people in the era of free competition is to support, develop, and multiply the existence of social entrepreneurship. Social entrepreneurship has the potential to provide some social solutions that affect a country.This paper shows the concept of social entrepreneurship as historical background, characteristics, challenges faced and business model of social entrepreneurship in order to overcome various social problems that can have a positive impact on economic development.

Konflik adalah ketidaksesuaian antara dua atau lebih anggota-anggota atau kelompok (dalam suatu organisasi atau perusahaan)  yang  harus membagi sumber daya yang terbatas atau kegiatan-kegiatan kerja dan atau karena kenyataan bahwa mereka mempunyai perbedaan status, tujuan, nilai, atau persepsi. Konflik dapat terjadi dimanapun termasuk dalam sebuah perusahaan, konflik terjadi karena masing-masing pihak atau salah satu pihak merasa dirugikan. Konflik dapat berakibat negatif tetapi dapat pula berakibat positif. Penelitian ini dilakukan di sebuah perusahaan yaitu di PT YKT Gear Indonesia, tujuan dari penelitian ini adalah untuk  mengetahui sejauhmana konflik dapat berpengaruh terhadap karyawan PT YKT Gear Indonesia, apakah pengaruh konflik dapat menurunkan kinerja karyawan PT YKT Gear Indonesia atau dapat menaikkan kinerja karyawan PT YKT Gear Indonesia. Dari hasil penelitian ini dapat di simpulkan bahwa berdasarkan hasil analisis regresi sederhana, konflik memiliki pengaruh positif terhadap kinerja karyawan yaitu sebesar 0,344. Artinya kenaikan satu poin pada Konflik, maka akan mengakibatkan naiknya Kinerja Karyawan pada PT YKT Gear Indonesia sebesar 0,344 dan sebaliknya, jika terjadi penurunan satu poin pada Konflik, maka akan diikuti pula oleh penurunan Kinerja Karyawan sebesar 0,344 pada PT YKT Gear Indonesia. Sedangkan berdasarkan hasil analisis korelasi sederhana pengaruh konflik terhadap kinerja adalah positif sedang karena nilai r yang dihasilkan sebesar 0,434. Berdasarkan koefisien determinasi dapat disimpulkan bahwa konflik memiliki kontribusi sebesar 18,81% terhadap kinerja karyawan PT YKT Gear Indonesia, sisanya sebesar 81,91% dipengaruhi oleh factor lain

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