Banking can develop if the relationship between leaders and employees goes well, then it can also directly increase company productivity. Human resources play a full role and have the potential for the victory of a company since human assets are a determinant in company exercises arranging, organizing, and decision-making. A conventional bank is a business entity that collects funds and distributes funds based on international and national agreements, based on formal state law. The orientation of conventional banks is profit or profit-oriented which can be obtained from interest on loans to customers or business entities. Transactions and agreements from conventional banks are made based on positive laws that apply in Indonesia. This study aims to determine how the role of credit training to improve employee performance. This sort of inquire about employments a subjective expressive approach. The collection procedure utilized in this investigate is to utilize case study research methods, observation portfolio documents or observations. The results of the study indicate that credit training makes employees more qualified and reliable in credit management in accordance with the rules at BPR Wibawa Mukti Jabar.

This study aims to determine how to apply employee work discipline at BPR NBP 32 Karawang. This research was conducted at BPR NBP 32 Karawang which is located at Komplek Johar Indah Block A-3. This study used a qualitative descriptive method with a population of 39 employees with a triangulation data collection technique through interviews, literature studies and portfolio documents resulting from research activities. The results of this study indicate that every month many employees do not come to work, besides that there are still employees who do not attend on time or are late. Based on the results of the study it can be concluded that all employees and leaders of BPR NBP 32 Karawang are required to take attendance through the SISCHA application. Every employee who commits a violation in both light categories will be subject to sanctions in the form of a supervisor's warning, for moderate categories will be subject to salary deductions and severe categories will be subject to sanctions with warning letters and termination of employment.

Abstrak Tujuan dilakukannya penelitian ini adalah untuk mengetahui motivasi remaja dalam mengambil keputusan memilih pengajian majlis taklim asshifa di anjun Karawang. Penelitian ini dilakukan di daerah anjun karawang. Jenis penelitian yang digunakan bersifat penjelasan (deskriptif) dengan pendekatan kuantitatif dengan jumlah populasi pada penelitian ini adalah 50 santri dengan sampel 50 santri. Data diperoleh dengan mengunakan kuesioner dan diolah oleh program spss 20. Analisis data pada penelitian ini menggunakan uji Validitas dan uji reliable , data mengunakan kuesioner yang sudah disebar utuk mengetahui apakah data tersebut valid dan reliable. Untuk kuesioner motivasi dihasilkan validitas dan reliablitias menghasilkan r hitung 0.937 > r tabel 0,2767  dengan nilai rentang cronbah alfa reabilitas sempurna  yang artinya para santri sangat termotivasi untuk mengaji di pengajian majlis taklim asshifa , sedangkan untuk pengambilan keputusan dihasilkan uji validitas dan uji reabilitas r hitung 0,953 > r tabel  0,2767 dengan nilai rentang cronbah alfa reabilitas sempurna yang artinya para remaja santri dalam mengambil keputusan tidak ada paksaan dari siapapun dalam memilih pengajian majlis taklim asshifa . Untuk pembinaan remaja seharusnya tidak hanya di sekitar wilayah anjun saja tetapi di seluruh wilayah kabupaten karawang  dengan melibatkan seluruh lapisan masyarakat agar generasi muda baik remaja , dewasa lebih dekat dengan agama sehingga terhindar dari perbuatan yang merugikan dirinya maupun orang lain. Abstract The purpose of this research is to determine the motivation of adolescents in making decisions to choose the majlis taklim asshifa recitation in anjun Karawang. This research was conducted in the Anjun Karawang area. The type of research used is descriptive (descriptive) with a quantitative approach with the total population in this study is 50 students with a sample of 50 students. Data obtained by using a questionnaire and processed by the SPSS 20 program.  Analysis of the data in this study used the validity test and reliable test, the data used a questionnaire that had been distributed to find out whether the data was valid and reliable. For the motivation questionnaire, the validity and reliability of the resulting r count was 0.937> r table 0.2767 with the value of the cronbah alpha range of perfect reliability, which meant that the students were very motivated to recite the recitation in the majlis taklim asshifa, Meanwhile, for decision making, the validity and reliability tests of r count was 0.953> r table 0.2767 with the value of the perfect cronbah alpha reliability range, which means that young students in making decisions are not compelled by anyone in choosing the majlis taklim asshifa recitation. For the development of adolescents, it should not only be around the Anjun area but in all areas of Karawang Regency by involving all levels of society so that the young generation, both adolescents and adults, are closer to religion so that they avoid actions that harm themselves and others.   Keywords: Motivation, decision making, adolescents, majlis taklim.

This study aims to determine the application of work discipline in improving the performance of employees of the Karawang regency DPRD secretariat. This research was conducted at the Secretariat Office of DPRD Karawang Regency. This research method uses descriptive qualitative research, case studies, and portfolio documents from research activities. Data analysis techniques with triangulation of data sources, namely through data reduction, data presentation and drawing conclusions. Based on the results of the research and discussion of the implementation of all employees must follow the Standard Operating Procedure (attached) work discipline in government agencies, the problem is that many employees who are undisciplined in attendance are still employees who are alpha without explanation, and do not provide confirmation letters. The solution to this problem is that leaders must provide firmness to employees who lack discipline by giving warnings, SP letters (warnings) for civil servants or honorary employees who are sick, have permission or are absent from work. Furthermore, for the attendance application it is required that all employees must be absent with the fingerprint application, especially those that are late, the application must be updated frequently to prevent error rates. Then, employees who are alpha because they are absent from work and do not provide any confirmation letters need to be given strict sanctions in the form of decreasing work values ​​or giving workloads to replace the alpha that has been done by employees. Then the employee who is sick is obliged to provide an official doctor's letter

This study aims to determine the implementation of work discipline that affects the performance of employees in the general administration service section at the Pebayuran District Office, Bekasi Regency, which is located at Jalan Raya Pebayuran, Kertasari Village. The research method used is a qualitative descriptive method. To obtain information, data collection techniques were carried out by triangulation (combined) using the methods of observation, interviews, questionnaires and data sources. The population of this study were all employees of the Pebayuran sub-district office, totaling 40 employees and the sample of this study was 8 employees in the general administration service division. The results of the study show that the level of discipline for employees of the general administration service section at the Pebayuran sub-district office, namely attendance is quite low in 2021, the low level of employee absenteeism affects the level of employee performance in making E-KTP in 2021, it is necessary to take action from the leadership to can increase the employee's absenteeism by giving punishment in the form of a verbal warning if the employee commits a minor violation, SP1 and SP2 if the employee commits a moderate violation, SP3 if the employee commits a serious violation, then the leadership provides an attendance or fingerprint application for all employees. It is hoped that in the future, after the application of work discipline, the performance of the general administration service employees of the Pebayuran sub-district office will increase, and their discipline and performance will also increase.