Abstract. As a service provider to the community, PT PLN (Persero) always develop them selves in order to provide better service to all stakeholders. The best servicce will be realized if employees have high performance. In the reality, the performance phenomenon of employees has not been optimal. Judging from human resource management, communication and work motivation are the variables that can affect employee performance. The purpose of this study to determine the effect of communication and work motivation on employee performance at PT. PLN (Persero) Service Unit and Network Padalarang. Respondents were taken as many as 34 people, using questionnaire as an instrument to obtain data, and data analysis done descriptively and associative. The results obtained in this study is that if communication (X1) and work motivation (X2) increased then the tendency of employee performance (Y) to increase. In addition, there is influence of communication (X1) on employee performance (Y) positively and there is influence of work motivation (X2) on employee performance (Y) positively. Result of the research t test communication variable (X1) on employee performance (Y) and work motivation (X2) on employee performance (Y) has bigger value compared than. It can be concluded that H1 is accepted and Ho is rejected. Through simultaneous test, hail calculation is obtained that the value of Fcount is bigger than Ftabel so that it can be concluded that H1 is accepted and Ho is rejected, which means that the independent variable of communication (X1) and work motivation (X2) are predictors simultaneously or together have significance with the dependent variable of employee performance (Y). Thus it can be concluded that employee performance is influenced by communication and work motivation. Keywords: Influence,Motivation, Communication Abstrak. sebagai pemberi pelayanan kepada  masyarakat, PT PLN (Persero) selalu mengembangkan diri dalam rangka memberikan pelayanan yang lebih baik kepada semua stakeholders. Pelayanan yang terbaik akan terwujud apabila karyawan memiliki kinerja yang tinggi. Fenomenanya kinerja pegawai belumlah optimal. Ditinjau dari manajemen sumber daya manusia maka komunikasi dan motivasi kerja merupakan variabel yang bisa mempengaruhi kinerja karyawan. Tujuan penelitian ini untuk mengetahui pengaruh komunikasi dan motivasi kerja terhadap kinerja karyawan di PT. PLN (Persero) Unit Pelayanan dan Jaringan Padalarang. Responden yang diambil sebanyak 34 orang, menggunakan angket sebagai instrumen untuk mendapatkan data, dan analisis data dilakukan secara deskriptif dan asosiatif. Hasil yang didapat dalam penelitian ini yaitu jika komunikasi (X1) dan motivasi kerja (X2) dinaikkan maka kecenderungan kinerja karyawan (Y) menjadi meningkat. Selain itu, terdapat pengaruh komunikasi (X1) terhadap kinerja karyawan (Y) secara positif dan terdapat pengaruh motivasi kerja (X2) terhadap kinerja karyawan (Y) secara positif. Hasil penelitian uji t variabel komunikasi (X1) terhadap kinerja karyawan (Y) maupun motivasi kerja (X2) terhadap kinerja karyawan (Y) memiliki nilai lebih besar dibandingkan dengan t tabel. Ini dapat disimpulkan H1 diterima dan Ho ditolak. Melalui pengujian secara simultan didapatkan hail perhitungan bahwa nilai Fhitung lebih besar dibandingkan dengan Ftabel sehingga dapat disimpulkan H1 diterima dan Ho ditolak,yang artinya variabel bebas komunikasi (X1) dan motivasi kerja (X2) bersifat sebagai prediktors secara simultan atau bersama-sama memiliki signifikansi dengan variabel terikat kinerja karyawan (Y). Dengan demikian dapat disimpulkan bahwa kinerja karyawan dipengaruh oleh komunikasi dan motivasi kerja. Kata kunci: Pengaruh, Komunikasi, Motivasi, Kinerja

People are vulnerable into economic difficulties if they do not have financial awareness. This study seeks to find out what the determinants of financial intelligence in junior and vocational school teachers in an area of West Java are. Our findings explain, in general, that teachers have relatively high financial awareness. Empirical tests suggest the financial awareness is influenced by an only one independent variable, namely a person's attitude. While the other independent variables such as family and individual perceptions are not significant at all. This finding proves the need for character education for everyone to have financial awareness. The reason is, the more mature a person, then the most determines everything in the life is his/ or her attitude, not anything coming from the family or something perceived so far.

This research tries to test leadership style in organizations. The research directed to evaluate the sentences stated by the leaders which signify their leadership style. In this study we propose three types of leadership: transformational (), pseudo-transformational (), and laissez-faire leadership (). Then we examine what factors that make a leader transformational leader, pseudo-transformational, and or laissez-faire leader. We pose three variables as independent variables: satisfaction (),  trust (), and respect (). Based on the result, in case of transformational leadership we find that only satisfaction that influences positive significant on leadership style. In case of laissez-faire leadership, only trust which can influence positive significant on leadership style. Meanwhile in the pseudo-transformational case, we do not find any variable that influences on leadership style. This finding confirms factor of followers that make leaders a leader: environment and circumtances.

The purpose of this study was to determine the level of public awareness of the earthquake victims that occurred in the Cianjur Regency. Want to analyze the educational process of the Cianjur earthquake victims and want to know the empowerment of each volunteer for the earthquake victims. The research method used is qualitative which describes the phenomena that occur in the research location. Data collection techniques in the form of direct observation of the community and environment around the disaster. Interviews with the victim community, officials, and other volunteers who were met at the research location. Documentation studies from various sources, such as the internet, information from fellow volunteers, and various Watch-Ap groups. Conclusion: (1). The implementation of the level of concern from all the people of West Java, Jakarta, and Banten are very enthusiastic to help and assist, as evidenced by the various institutions, communities, and vehicles carrying supplies in the form of funds as well as food and clothing, thronging the earthquake victim area. (2). Implementation of education directed at school-age children in the form of volunteers in the form of Trauma Healing in the form of reading the Koran using the Iqro model, quizzing learning questions, singing, and giving gifts in the form of snacks and textbooks. Community empowerment in the form of Strengthening faith and destiny as to why earthquakes occur, and information about knowledge of how earthquakes occur. Distribution of groceries, women's clothing, men's clothing, and children's clothing, and free medical and health care

This study aims to test empirically competence and training on work performance in institution. This analysis uses independent variables, competency and performance. The dependent variabel is worK performance. The sample of this research are employees who work at the Education Office of West Java Province as many as 86. The sample was taken by purposive sampling metode. Data analysis using multiple linear regression analysis, by testing the hypothesis test statistic t. the results of this study indicate that competence significantly positively influences performance which ultimately leads to work performance. Based on hypothesis testing using the t test partially, it is obtained that H1 is rejected and H2 is accepted, which means that there is a positive and significant influence with a sig value of 0.000 < 0.005 between competency varables on training. The coefficient of determination (R2) is 0.487, meaning that the contribution of competence and training variabels to work performance variable is 0.487 or 48,7%, while the remaining 51,33% is influenced by other variables which are ignored or not examined in this study.