<![CDATA[This study aims to analyze the influence of Human Resource Development, Leadership, and Employee Engagement on Employee Performance with Communication as an intervening variable at theRepresentative Office of Bank Indonesia of North Sumatra.The research problem is based on the importance of improving employee performance in supporting the achievement of organizational goals, which is influenced by human resource development, leadership, employee engagement, and communication factors. This study employed a quantitative approach with an associative research design. The population consists of all employees of the Bank Indonesia RepresentativeOffice of Bank Indonesia of North Sumatra, totaling 80 employees. The sampling technique used was saturated sampling (census), in which all members of the population were selected as research respondents. The data were analyzed using the Structural Equation Modeling–Partial Least Squares (SEM-PLS) method with the assistance of SmartPLS software. The research results show that Employee Engagement (X3) has a positive and significant effect on Employee Performance (Y), with a T-statistic value of 1.689 and a P-value of 0.046 < 0.05. Employee Engagement (X3) has a positive and significant effect on Communication (Z), with a T-statistic value of 2.073 and a P-value of 0.019 < 0.05. Leadership (X2) has a positive and significant effect on Employee Performance (Y), with a T-statistic value of 2.837 and a P-value of 0.002 < 0.05. Leadership (X2) has a positive and significant effect on Communication (Z), with a T-statistic value of 4.926 and a P-value of 0.000 < 0.05. Human Resource Development (X1) has a positive and significant effect on Employee Performance (Y), with a T-statistic value of 1.921 and a P-value of 0.028 < 0.05. Human Resource Development (X1) has no significant effect on Communication (Z), with a T-statistic value of 0.811 and a P-value of 0.209 > 0.05. Communication (Z) has a positive and significant effect on Employee Performance (Y), with a path coefficient of 0.311, a T-statistic value of 2.581, and a P-value of 0.005 < 0.05. The indirect effect results show that Employee Engagement (X3) has a positive and significant effect on Employee Performance (Y) through Communication (Z), with a T-statistic value of 1.679 and a P-value of 0.047 < 0.05. Leadership (X2) has a positive and significant effect on Employee Performance (Y) through Communication (Z), with a T-statistic value of 2.008 and a P-value of 0.023 < 0.05. Human Resource Development (X1) has no significant effect on Employee Performance (Y) through Communication (Z), with a T-statistic value of 0.711 and a P-value of 0.239 > 0.05. The R-Square value indicates that the research model has a very strong ability to explain the variation in Communication and Employee Performance. Based on the research results, it can be concluded that Leadership, Employee Engagement, and Communication are important factors in improving Employee Performance at the Representative Office of Bank Indonesia, North Sumatra Province, while Human Resource Development has a greater direct effect on Employee Performance than through Communication.]]>
