This study aims to determine the effect of Reward and Punishment on the Employee Performance of KFC Artha Gading North Jakarta. Reward is a form of appreciation to a certain achievement given, both by and from individuals or an institution which is usually given in the form of material or speech. Punishment is a way to direct a behaviour in accordance with the behaviour that applies in general. Performance is the result or level of success of a person as a whole during a certain period in carrying out tasks compared to various possibilities, such as standard results of work, targets or targets or criteria that have been determined in advance and have been agreed upon. This study uses a quantitative approach, with a sample of 32 respondents who are employees of KFC Artha Gading North Jakarta. Research results show that : reward has a positive and significant effect on the performance of employees of Artha Gading Jakarta, punishment has a positive and significant effect on the performance of employees of Artha Gading Jakarta, reward and positive and significant effect on the performance of employees of Artha Gading Jakarta. Punishment has a positive and significant effect on the performance of employees of Artha Gading Jakarta.

This study aims to determine the effect of compensation on employee performance. With the problem of compensation for the performance of employees at the Warunk Bendito Manado company. The sample taken was 34 people from a total of 34 employees in the company. In this study used a type of quantitative research. Technique data collection uses questionnaires to respondents, making observations and interviews. The technique used in data analysis is to use simple regression statistics with SPSS version 22.00 to test the significance of the relationship between variables and to measure the magnitude of the effect that occurs on compensation variables and employee performance variables. From the results of t test and correlation, it can be seen that the results of t value < t table have a negative influence. The results of the R square correlation value have a weak correlation. Based on the results of calculations from the study it can be seen that the compensation variable has a negative effect on employee performance variables.

Human resource managers need to play critical roles to overcome the talented and younger employees' turnover intention in an organization. This study aims to determine the causal relationship between talent management practice, perceived organizational support, and employee engagement and the impact on the turnover intention of Generation Y employees. A convenience sampling technique was used for this research. The study surveyed 182 Generation Y employees. The data collected were initially analyzed using the PLS-SEM method with the smartPLS-3 software. The results showed that talent management practice has a significant effect on perceived organizational support and employee engagement. It is also inferred that talent management practice, perceived organizational support, and employee engagement has a significant negative effect on turnover intention. This study also confirms that perceived organizational support has a significant positive effect on employee engagement. Additionally, this study discovered that perceived organizational support and employee engagement operate as mediators between talent management practices and turnover intention.

The purpose of this study is the purpose of this research is to find out and obtain a review of the effect of compensation on employee performance at PT. Sinar Galesong Mandiri Manado. The benefits of this research are expected that the results of this study can contribute to a broader knowledge of company performance and to be used as reference materials or comparison materials for other researchers. This is a quantitative descriptive study with a sample of 35 respondents obtained using the non-probability (accidental sampling) method. To test how the influence of quality is used instruments, validity and reliability tests, while the data were analyzed using a simple linear regression method with the t test and the coefficient of determination (multiple correlations). Therefore H1 is accepted, which means that the independent variable (compensation) influences the dependent variable (employee performance), positively and strongly influences. The results of the determination coefficient show that the adjusted R square rate is 0.592 or 59.2% which means that the employee performance variance can be explained by compensation. While the remaining 40.8 can be explained by other variables outside the research variable.

The aim of study is to analyze and explain the influence of human capital on employee performance. In this study using human capital as an independent variable and employee performance as the dependent variable. This study uses a survey method with a quantitative descriptive approach, the location of the research on Fisheries Companies in North Sulawesi Province.The sample in this study amounted to 152 respondents. To determine the sample, to be used area proportional random sampling technique. The data that has been netted with a questionnaire is then rated and tabulated for further analysis using multiple regression. The results of the study show that human capital through education level, work experience and competency variables have a positive and significant effect on employee performance.