<![CDATA[Aligning performance targets with employee recognition, accountability, and remuneration is a central concern in human resource management. This study examines the effects of Key Performance Indicator (KPI) implementation, rewards, punishment, and compensation on employee performance at PT Nusantara Land Development in South Sulawesi, Indonesia. A quantitative approach was employed, involving all 100 employees through total population sampling. Data were collected using a five-point Likert-scale questionnaire and analyzed through instrument validity and reliability testing, multiple linear regression, partial t-tests, a simultaneous F-test, and the coefficient of determination using IBM SPSS Statistics version 27. The results indicate that KPI implementation, rewards, punishment, and compensation each significantly predict employee performance, with p-values of .029, .040, .009, and .040, respectively. The overall regression model was significant (F = 22.240) and explained 48.4% of the variance in employee performance. These findings support an integrated approach to performance management that combines clear work targets, achievement-based recognition, proportionate disciplinary measures, and equitable compensation. However, the findings are limited to a single company, and the remaining unexplained variance warrants further investigation into other organizational and individual factors]]>
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