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<![CDATA[PENINGKATAN KAPASITAS SDM UMKM PEMATANG SERAI MELALUI PELATIHAN SOFT SKILLS DAN STRATEGI BRANDING PERSONAL WIRAUSAHA LOKAL ]]>
<![CDATA[Muhammad Isa Indrawan]]>;
<![CDATA[Irma Fatmawati]]>;
<![CDATA[Sri Rahayu]]>;
<![CDATA[Age Hidayat]]>
<![CDATA[ Community Development Journal : Jurnal Pengabdian Masyarakat Vol. 6 No. 4 (2025): Volume 6 No 4 Tahun 2025 ]]>
Publisher : <![CDATA[Universitas Pahlawan Tuanku Tambusai ]]>
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DOI: 10.31004/cdj.v6i4.47675
<![CDATA[UMKM di Desa Pematang Serai menghadapi tantangan dalam pengelolaan usaha yang bukan hanya bersifat teknis, tetapi juga terkait kapasitas sumber daya manusia, khususnya dalam aspek soft skills dan branding personal. Pengabdian ini bertujuan untuk meningkatkan kapasitas SDM pelaku UMKM melalui pelatihan keterampilan komunikasi, kepemimpinan, serta strategi membangun citra diri sebagai wirausaha lokal yang profesional. Metode yang digunakan adalah pendekatan partisipatif dengan strategi pelatihan terpadu, simulasi praktik, dan pendampingan personal branding. Hasil kegiatan menunjukkan peningkatan signifikan dalam kemampuan presentasi produk, kepercayaan diri, serta kesadaran peserta terhadap pentingnya membangun identitas usaha yang kuat. Program ini juga mendorong terciptanya jejaring antar pelaku UMKM dan peningkatan nilai jual produk secara lebih berkelanjutan.]]>
<![CDATA[The Effect of Transformational Leadership on the Performance of Employees Who Are Intervened by Job Loyalty at the Kutambaru Sub-district Office ]]>
<![CDATA[Edy Anta Tarigan]]>;
<![CDATA[Muhammad Isa Indrawan]]>
<![CDATA[ International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijsl.v2i2.151
<![CDATA[The purpose of this study is to find out and analyze the influence of transformational leadership on Employee Performance intervened by Work Loyalty at the Kutambaru District Office. This research was carried out at the Kutambaru District Office. The type of research is quantitative associative. The sample in this study is 15 employees with ASN and honorary status at the Kutambaru District Office. The sampling technique in this study used the entire population of 15 people. The results of the study show that Transformational Leadership has a significant influence on Employee performance as shown by a T-Statistic value of 2.839 > 1.96 and a P Value of 0.012 < 0.05. Transformational Leadership has a significant effect on Employee Work Loyalty with a T-Statistic value of 15.276 > 1.96 with a P-Value of 0.000 < 0.05. Work Loyalty has a significant effect on Employee Performance, this is seen from the results of the T-Statistic value of 2.218 > 1.96 with a P-Value of 0.002 < 0.05. In Indirect Influence, the results show that Work Loyalty has a role as an intervention variable in explaining the relationship between Transformational Leadership and Employee performance. This shows that improvements in Transformational Leadership can increase Work Motivation, which ultimately contributes to improving Employee performance at the Kutambaru District Office.]]>
<![CDATA[The Influence of Employee Competencies on Increasing Women's Empowerment Through Programs Training at the Empowerment Office Women, Child Protection and Community (Dp3am) Binjai City ]]>
<![CDATA[Lailan Azizah]]>;
<![CDATA[Muhammad Isa Indrawan]]>
<![CDATA[ International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijsl.v2i2.158
<![CDATA[Employee knowledge or competence will increase employee motivation in participating in training and employee performance. The purpose of this study is to find out and analyze the influence of Competence on Performance mediated by Training at the Office of Women's Empowerment, Child Protection and Community Protection (DP3AM) Binjai City. This research was conducted with a causal associative quantitative approach. The sample used was all employees with a total of 61 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) showed that Competence had a significant influence on employee performance (T-statistic 2,567 > 1.96; P-value 0.011 < 0.05), which indicates that improving Competency directly improves employee performance. Competence also had a positive and significant effect on Training (T-statistic 9.042 > 1.96; P-value 0.000 < 0.05), indicating that the improvement of Competency significantly increases employee training. Furthermore, training had a positive and significant effect on Performance (T-statistic 6,091 > 1.96; P-value 0.000 < 0.05), which means that the increase in Training significantly improves Performance. Indirect influence analysis showed that Training was able to intervene in the influence between Competence and Performance (T-statistic 5.974 > 1.96; P-value 0.000 < 0.05). These findings provide insight that Training plays a significant mediator role in the relationship between Competency and Performance, emphasizing the importance of Training in improving employee Performance.]]>
<![CDATA[The Effect of Training Programs on Capacity Building of Posyandu Cadres Through Managerial Competence in the Women's Empowerment, Child Protection Office and the People of Binjai City ]]>
<![CDATA[Ruri Aswansari]]>;
<![CDATA[Muhammad Isa Indrawan]]>
<![CDATA[ International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijsl.v2i2.159
<![CDATA[The purpose of this study is to find out and analyze the effect of Training on Knowledge mediated by Managerial Competence in Posyandu Cadres of Employees of the Women's Empowerment, Child Protection and Community Service (DP3AM) of Binjai City. This research was carried out at the Women's Empowerment, Child Protection and Community Protection Office (DP3AM) of Binjai City. The type of research is quantitative associative. The sample in this study was 172 Posyandu Cadres of the Women's Empowerment, Child and Community Protection Office (DP3AM) of Binjai City. The sampling technique in this study uses a random sampling technique from the entire population of 1205 people. The results of the study show that Training has a significant influence on Knowledge as shown by the T-Statistic value of 24,882 > 1.96 and the P Value of 0.000 < 0.05. In the effect of Training on Managerial Competence, data on T-Statistical values were obtained from 4,948 > 1.96 and P-Value values of 0.000 < 0.05 or there was an influence of Training on Managerial Competence. Managerial Competence has a significant effect on Knowledge with a T-Statistic value of 3,039 > 1.96 with a P-Value of 0.000 < 0.05. In the indirect influence, the results show that Managerial Competence has a role as an intervening variable in explaining the relationship between Training and Knowledge of Posyandu Cadres. This shows that improvements in training can improve Managerial Competence, which ultimately contributes to increasing the Knowledge of Posyandu Cadres of the Women's Empowerment, Child and Community Protection Office (DP3AM) of Binjai City.]]>
<![CDATA[The Effect of Basic Disaster Management Training on Basic Training With Employee Performance as an Intervening Variable at the Human Resource Development Agency North Sumatra Province ]]>
<![CDATA[Yurlinda]]>;
<![CDATA[Muhammad Isa Indrawan]]>
<![CDATA[ International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijsl.v2i2.163
<![CDATA[The purpose of this study is to find out and analyze the influence of Basic Training on Employee Competency mediated by Performance on Employees of the North Sumatra Human Resources Development Agency. This research was carried out at the North Sumatra Human Resources Development Agency. The type of research is quantitative associative. The sample in this study is 107 employees of the North Sumatra Human Resources Development Agency. The sampling technique in this study uses a saturated sample so that the entire population will be a sample of 107 people. The results of the study show that Basic Training does not have a significant influence on Employee Competence as shown by the T-Statistic value of 0.265 < 1.96 and the P Value value of 0.791 > 0.05. In the effect of Basic Training on Performance, data on T-Statistics values were obtained from 3,035 > 1.96 and P-Value values of 0.003 < 0.05 or there was an influence of Basic Training on Performance. Performance had a significant effect on Employee Competency with a T-Statistic value of 4,407 > 1.96 with a P-Value of 0.000 < 0.05. In the indirect influence, the results show that Performance has a role as an intervening variable that will explain the relationship between Basic Education and Training and Employee Competency of the North Sumatra Human Resources Development Agency. This shows that improvements in Basic Training will be able to improve performance, which in turn can also contribute to improving the Competency of Employees of the North Sumatra Human Resources Development Agency.]]>
<![CDATA[Analysis of Work Facilities and Training on Employee Performance with Work Motivation as a Mediating Variable at the National Narcotics Agency North Sumatra Province ]]>
<![CDATA[Lisa Fitria]]>;
<![CDATA[Kiki Farida Ferine]]>;
<![CDATA[Muhammad Isa Indrawan]]>
<![CDATA[ Jurnal Akuntansi, Manajemen dan Bisnis Digital Vol 5 No 3 (2026): Juli ]]>
Publisher : <![CDATA[LPPJPHKI Universitas Dehasen Bengkulu ]]>
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DOI: 10.37676/jambd.v5i3.11414
<![CDATA[Employee performance is a strategic factor in supporting the effectiveness of task implementation in public institutions, including the North Sumatra Provincial National Narcotics Agency (BNN Provinsi Sumut). This study aims to analyze the effect of work facilities and training on employee performance with work motivation as a mediating variable. This study uses a quantitative approach with a census method on all 84 employees of the North Sumatra Provincial Narcotics Agency. Primary data were collected through questionnaires and analyzed using Partial Least Squares (PLS). The results show that work facilities and training have a positive and significant effect on employee performance and work motivation. In addition, work motivation was found to have a positive and significant effect on employee performance and was able to mediate the effect of work facilities and training on employee performance. These findings indicate that improving the quality of work facilities and training, supported by strengthening work motivation, is an important strategy in improving employee performance within the North Sumatra Provincial BNN. This study is expected to provide practical contributions to human resource management, particularly in the formulation of policies to improve the performance of public sector employees.]]>
<![CDATA[Analysis of Transformational Leadership and Compensation on Employee Performance With Work Motivation as a Mediating Variable at the National Plant Seeding and Protection Plantation Medan ]]>
<![CDATA[Yenni Asmar]]>;
<![CDATA[Muhammad Isa Indrawan]]>;
<![CDATA[Husni Muharram Ritonga]]>
<![CDATA[ Journal of Management, Economic, and Accounting Vol. 5 No. 3 (2026): July ]]>
Publisher : <![CDATA[Universitas Dehasen Bengkulu ]]>
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DOI: 10.37676/jmea.v5i3.1640
<![CDATA[This study aims to analyze the effect of transformational leadership and compensation on employee performance with work motivation as a mediating variable at the Medan Plantation Seed and Plant Protection Center (BBPPTP). The study used a quantitative method with a survey approach, involving all 135 civil servant employees as samples. Data were collected through questionnaires and analyzed using Partial Least Square (PLS). The results showed that transformational leadership had a positive and significant effect on work motivation, but not a direct significant effect on employee performance. Meanwhile, compensation had a positive and significant effect on both employee performance and work motivation. In addition, work motivation was found to mediate the relationship between transformational leadership and compensation on employee performance. These findings emphasize the importance of developing work motivation through inspirational leadership and fair compensation to achieve optimal employee performance. This study is expected to provide recommendations for BBPPTP Medan in formulating strategies for improving human resources based on competency, motivation, and an effective reward system.]]>
<![CDATA[Analysis of Organizational Culture and Employee Performance Appreciation with Work Motivation as a Mediating Variable at the National Narcotics Agency of North Sumatra Province ]]>
<![CDATA[Wawan Kurniawan]]>;
<![CDATA[Muhammad Isa Indrawan]]>;
<![CDATA[Sri Rahayu]]>
<![CDATA[ Journal of Management, Economic, and Accounting Vol. 5 No. 3 (2026): July ]]>
Publisher : <![CDATA[Universitas Dehasen Bengkulu ]]>
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DOI: 10.37676/jmea.v5i3.1641
<![CDATA[This study aims to analyze the influence of organizational culture and rewards on employee performance with work motivation as a mediating variable at the National Narcotics Agency (BNN) of North Sumatra Province. Employee performance is an important factor in achieving organizational strategic goals, especially at the BNN, which faces the complexity of narcotics circulation and demands for quality rehabilitation services. Organizational culture and rewards are expected to influence employee performance directly and through work motivation. The type of research used is quantitative with a survey approach. The research population consists of all 84 permanent employees of the North Sumatra Provincial BNN. Data were collected through questionnaires and analyzed using Partial Least Squares (PLS). The results showed that organizational culture had a positive and significant effect on employee performance and work motivation. Rewards had a positive and significant effect on work motivation but did not significantly affect employee performance directly. Work motivation played a significant role as a mediator, so that organizational culture and rewards could improve employee performance through work motivation. The R² value shows that organizational culture, rewards, and work motivation can explain 91.9% of the variation in employee performance. These findings imply that the North Sumatra Provincial Narcotics Agency needs to strengthen its organizational culture, implement a fair reward system, and encourage employee work motivation through independence, autonomy, and recognition of their contributions. This approach is expected to improve employee performance consistently and professionally.]]>
<![CDATA[Analysis of Transformational Leadership and Organizational Communication on Employee Performance Employees with Organizational Commitment as a Mediating Variable in Medan Sunggal District Office ]]>
<![CDATA[Surya Budi]]>;
<![CDATA[Muhammad Isa Indrawan]]>;
<![CDATA[Elfitra Desy Surya]]>
<![CDATA[ Journal of Management, Economic, and Accounting Vol. 5 No. 3 (2026): July ]]>
Publisher : <![CDATA[Universitas Dehasen Bengkulu ]]>
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DOI: 10.37676/jmea.v5i3.1643
<![CDATA[Employee performance is an important factor in determining the quality of public services, especially in sub-district level government agencies. This study aims to analyze the effect of transformational leadership and organizational communication on employee performance with organizational commitment as a mediating variable at the Medan Sunggal Sub-District Office. This study uses a quantitative approach with a census method of all 90 civil servants. Data were collected through questionnaires and analyzed using the Partial Least Squares (PLS) method with the help of the SmartPLS application. The results showed that transformational leadership had a positive but insignificant effect on employee performance. However, transformational leadership had a positive and significant effect on organizational commitment. Organizational communication was found to have a positive and significant effect on employee performance and organizational commitment. Furthermore, organizational commitment has a positive and significant effect on employee performance. Indirect effect testing shows that organizational commitment is able to significantly mediate the effect of transformational leadership and organizational communication on employee performance. These findings indicate that improving employee performance at the Medan Sunggal Sub-District Office is more effectively achieved by strengthening organizational commitment built by transformational leadership and effective organizational communication. This study is expected to contribute theoretically to the development of public management studies and serve as practical consideration for leaders in improving employee performance through improvements in leadership, communication, and organizational commitment.]]>
<![CDATA[Analysis of Competency and Emotional Intelligence on Employee Performance with Satisfaction As an Intervening Variable at the SEI Suka District Office Batu Bara Regency ]]>
<![CDATA[Sri Wahyuni Nasution]]>;
<![CDATA[Muhammad Isa Indrawan]]>;
<![CDATA[Mesra B]]>
<![CDATA[ Journal of Management, Economic, and Accounting Vol. 5 No. 3 (2026): July ]]>
Publisher : <![CDATA[Universitas Dehasen Bengkulu ]]>
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DOI: 10.37676/jmea.v5i3.1645
<![CDATA[Employee performance is an important factor in determining the success of public service delivery, especially at the sub-district level of government. The Sei Suka Sub-district Office in Batu Bara Regency, as a public service unit, still faces various performance issues, such as delays in completing work and suboptimal service quality. These conditions are thought to be influenced by factors such as competence, emotional intelligence, and employee job satisfaction. This study aims to analyze the influence of competence and emotional intelligence on employee performance with job satisfaction as an intervening variable at the Sei Suka Subdistrict Office in Batu Bara Regency. This study uses a quantitative approach with a survey method. The research population consisted of all 55 permanent employees of the Sei Suka Subdistrict Office in Batu Bara Regency, who were also used as the research sample (total sampling). Data were collected through questionnaires and analyzed using the Partial Least Squares (PLS) method with the help of SmartPLS software. The results show that competence and emotional intelligence have a positive and significant effect on employee performance. In addition, competence and emotional intelligence also have a positive and significant effect on job satisfaction. Job satisfaction has been proven to have a positive and significant effect on employee performance and acts as an intervening variable in the relationship between competence and employee performance, as well as between emotional intelligence and employee performance. Based on these findings, it can be concluded that improving employee performance at the Sei Suka Subdistrict Office in Batu Bara Regency can be achieved through the development of employee competence and emotional intelligence, supported by efforts to increase job satisfaction. The results of this study are expected to be taken into consideration by leaders in formulating human resource management policies to improve the quality of public services in a sustainable manner.]]>
