The purpose of this study is to analyze the assessment of Human Resources Development (HRD) Planning on the Government Organization Performance through Bureaucratic Reform Management. The Government Organization tasked with preparing public goods/services must be able to provide certainty of their performance capacity as an organization that is professionally organized and is non-excludability in providing an adequate level of service. This research is based on the performance of Government Organization that have not been maximized. The method used is the Second Order Structural Equation Modeling analysis method. The research results showed that HRD Planning had a significant influence on Organization performance through Bureaucratic Reform Management. Tests on the research model simultaneously proved that the model was fit with the fulfillment of all model fitting sizes indicated by the value of GFI = 0.925, CFI = 0.927, RMSEA = 0.075, and CMIN / DF = 1.995. The findings of this study prove that HRD Planning has a significant effect on Organization performance through Bureaucratic Reform Management. Based on these findings, the right strategy to strengthen Organization performance can be done by improving aspects of HRD Planning. Also, there is a need to pay attention to the management of strategic change by being more responsive and adaptive to environmental changes and HRD Planning.

<div><p class="1eAbstract-text"><em>This study aims to determine the competence and work environment on job engagement and job satisfaction of employees for PT. Yamaha Music Manufacturing Indonesia.  The sample in this study was 100 contract employees, using purposive sampling technique. The analysis used is SEM PLS research to test the Inner model, outer model and hypotheses. The results of the study stated: (1) Competence has an effect on work engagement by 55.2%. (2) The work environment has an effect on work engagement by 39.1%. (3) Competence has an effect on job satisfaction by 36.2%. (4) The work environment has an effect on job satisfaction by 35.2%. (5) W</em><em>ork engagement has no significant effect on job satisfaction. (6) Work engagement does not mediate competence in influencing job satisfaction. (7). Work engagement does not mediate the work environment in influencing job satisfaction.</em></p></div>

Indonesia Navy (TNI-AL) has implemented a policy in the field of performance management to improve the professionalism of soldiers with the provision of performance allowance. Performance allowances (remuneration) are expected to improve the performance of personnel that will have an effect on improving organizational performance. However, this policy at the level of application still appears some potential problems. Nowadays, the policy has not given a significant influence on the performance, productivity and improvement of the personnel welfare of TNI AL. The provision of performance allowance is not based on achievement, weight and level of work risk on each personnel. The aim of this paper is giving analysis, studies, and research about how the application of remuneration allowance policy of Navy personnel and an impact on performance, soldiers welfare, and public services. This research uses system dynamics (SD) approach to answer a research problem. The result of paper was given analysis that professionalism aspect has weight 7,02; Soldier income aspect has weight 6,73; soldier capability aspect has weight 7,71. The final result showed that public service aspect has weight 4,88; Navy workload aspect has weight 7,18; Job risk aspect has weight 5,12. The final result showed that soldier welfare aspect has weight 6,75; Performance allowance aspect has weight 6,54; social status aspect has weight 6,11.Keyword: Performance Allowance, Indonesia Navy (TNI-AL), System Dynamics, Public Policy. IntroductionBureaucratic reform has become a national policy following the development of the strategic environment. Bureaucratic reforms also have an effect on the Indonesian Armed Forces (TNI) organization, including the Indonesia Navy (TNI-AL) organization. TNI-AL has implemented a policy in the field of performance management to improve the professionalism of soldiers with the provision of performance allowance. Performance allowances (remuneration) are expected to improve the performance of personnel that will have an effect on improving organizational performance. However, this policy at the level of application still appears some potential problems. Nowadays, the policy has not given a significant influence on the performance, productivity and improvement of the personnel welfare of TNI AL. The provision of performance allowance is not based on achievement, weight and level of work risk on each personnel The aim of this paper is giving analysis, studies, and research about how the application of remuneration allowance policy of Navy personnel and an impact on performance, soldiers welfare, and public services. This research uses system dynamics (SD) approach to answer a research problem. It was introduced by Jay Forrester in the 1960s (Forrester 1961). SD provides an effective methodology for an understanding of management issues on a large and complex scale.

Purpose: This study aims to find out how the effect of compensation (X1), labor insurance (X2), and old-age insurance (X3) on employee job satisfaction (Y) in a government institution. Nowadays Government Institutions are trying to continuously manage the existence of their employees so that they can work better and can show good work performance so that the organizational goals can be achieved optimally. One of the steps that can be taken is by providing compensation to employees, as well as providing labor insurance and old-age insurance, all of which aim to make employees feel satisfied in working in an organization. Theoretical framework: This study discusses several theoretical frameworks which include Work Compensation, Labor Insurance, Old Age Guarantee, Job Satisfaction and Government Institutions Design/methodology/approach: The method used is survey research, which is a research method that takes samples from a population and uses a questionnaire as a means of collecting and processing data. This type of research is explanatory research, which is a study that explains the causal relationship between research variables through reliable hypothesis testing. Findings: Based on the results of multiple linear regression analysis, the regression model equation Y = 30.458 + 0.430X1 + 0.270X2 + 0.262X3, meaning that compensation (X1), labor insurance (X2), and old-age insurance (X3) partially and simultaneously have an effect which is significant to employee job satisfaction (Y). The factor that has the most dominant influence on employee job satisfaction (Y) in government institutions is the compensation factor (X1), this indicates that the compensation factor (X1) is a factor of urgent need that must be provided by the government institutions to increase employee job satisfaction. Research, Practical & Social implications: The results are useful for decision makers in Government Institutions and other organizations on work culture in Indonesia because they show that the proposed practices have an important impact on organizational excellence.   Originality/value: The value of this study stems from its handling of one of the important sectors, namely the Old Age Guarantee on Employee Satisfaction in companies, because this sector is considered the most important and effective in the process of corporate government development.

Organizational performance plays an important role as a measure of the success of an organization or company. To achieve this success, organizational performance is influenced by many factors, including transformational leadership and organizational culture itself. The purpose of this study was to determine the effect of these two factors on organizational performance. The population of this research is all employees in a company of 94 people with the sampling technique using the total sample. Based on data processing with the SPSS Version 19.00 statistical program, it proves that partial hypothesis testing for transformational leadership and organizational culture variables is proven to affect organizational performance, this explains that the better the leadership and organizational culture are implemented, the more it can improve organizational performance. independent of organizational performance can be seen in the value of R Square of 33.1% and the rest is influenced by other variables not examined in this study. This shows that leadership and organizational culture have an important role for success in motivating employee work, which ultimately has an impact on organizational performance.   Keywords: Organizational Performance, Transformational Leadership, Organizational