<![CDATA[This study aims to analyze the effect of compensation, training, and organizational culture on employee performance, with career development as an intervening variable at PT Permodalan Nasional Madani (PNM) Medan Branch. Employee performance in microfinance institutions is a strategic issue influenced by various organizational factors; however, the mediating mechanism of career development remains underexplored in Indonesia's microfinance sector. This study employed a quantitative explanatory approach using a survey method with 50 employees through saturated sampling. Data were collected via a five-point Likert scale questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings reveal that training (β=0.276; t=2.079; p<0.05) and organizational culture (β=0.232; t=1.706; p<0.10) positively influence employee performance. Compensation has a positive but non-significant direct effect on performance (β=0.178; p=0.168). All independent variables positively affect career development, with organizational culture showing the strongest effect (β=0.425; t=3.462; p<0.01). Career development positively affects employee performance (β=0.288; t=1.980; p<0.10) and mediates the relationships of training and organizational culture with performance. The coefficient of determination for employee performance reached 34.1% (Adj.R²=0.283). These findings underscore the importance of integrating career development systems within human resource management policies to enhance employee performance in the microfinance sector.]]>
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