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The success and failure of an organization is influenced by competent Human Resources (HRM) who are oriented towards efficiency, quality, and productivity. This research aims to determine the role of principal supervision, organizational culture, motivation, and compensation as predictors of job satisfaction. The research design used a quantitative approach to causality. To obtain research data using documentation instruments and distributing questionnaires online. The sample used in the study was 215 respondents. The basis for determining the sample is oriented towards a non-probability sampling approach using a purposive sampling formula. To examine the relationship between principal supervision, organizational culture, motivation, and compensation on job satisfaction, then the structural equation modeling (SEM) approach is used using partial least squares. Findings. In accordance with the results of the study, it was found that the supervision of the principal has a significant effect on job satisfaction. Furthermore, organizational culture has a significant influence on job satisfaction. Furthermore, motivation has a significant effect on job satisfaction. Then compensation also has a significant effect on job satisfaction. motivation has a significant effect on job satisfaction. Then compensation also has a significant effect on job satisfaction. motivation has a significant effect on job satisfaction. Then compensation also has a significant effect on job satisfaction.

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The analysis of this study aims to determine whether recruitment positive and significant effect on the performance of employees in the Manufacturing Company. To know able to moderate recruitment monitoring the performance of employees in the Manufacturing Company. Data analysis technique used is quantitative method with SPSS version 16.0. This study uses regression analysis moderating. The population in this study were all employees Manufacturing Company, and a sample of 44 respondents. The primary data using questionnaires. The results showed that recruitment positive and significant effect on the performance of employees in the Manufacturing Company. Supervision able to moderate recruitment to employee performance on a Manufacturing Company

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Micro, Small and Medium Enterprises (MSMEs) are the lifeblood of the regional and national economy. In general, MSMEs in the national economy have the following roles: (1) as the main actors in economic activities, (2) the largest provider of employment, (3) important players in local economic development and community empowerment, (4) creating new markets and sources of innovation, and (5) its contribution to the balance of payments. In addition, MSMEs also have an important role, especially in the perspective of employment opportunities and sources of income for the poor, income distribution and poverty reduction, and MSMEs also play a role in rural economic development. The existence of the 2019 Coronavirus disease (Covid 19 pandemic) at the end of 2019 became an international problem, including in Indonesia. The COVID-19 pandemic has had economic, social, and and politics in almost all countries, including Indonesia. The economic impact of the COVID-19 pandemic has also been felt by the MSME sector in Samosir Regency. The impact caused by this pandemic includes 5 aspects, namely 1) Sales aspects. The average decline in MSME sales is 61%, 2) Aspects of operating profit. The average decrease in operating profit is 62%, 3) Capital aspect. The number of MSMEs experiencing capital problems increased to 71.4%, 4) Aspects of the number of employees. In this aspect, MSMEs reduced the number of employees by 22%, and 5) Aspects of the ability to pay bank installments. Almost all MSME actors (especially micro-enterprises) experience problems in carrying out their obligations to banks. This study also found that MSME actors in Samosir Regency had implemented an online sales strategy, although not all. The number of MSMEs that carry out online strategies has increased during the Covid 19. The survival ability of MSMEs that sell online is stronger than MSMEs that only sell offline.

The implementation of labor wages should be adjusted to the minimum wage set by the government, but the implementation of labor wages below the minimum standard carried out by several companies is interesting to study the implementation of labor wages below the minimum standard that is justified, considering that wages are an important aspect for workers to be able to live a decent life. The suspension of the minimum wage is a way out for companies that have not been able to meet the minimum wage payments. This applies before the passing of the Job Creation Law, where companies can apply for suspension of minimum wage payments to the local Governor/Regional Head. Then in order to ensure the ability and sustainability of a company, Law Number 11 of 2020 concerning Job Creation which was later clarified by PP Number 36 of 2021 concerning Wages contains new provisions, namely that the minimum wage is excluded for micro and small businesses with certain provisions and criteria. In the regulation, it is explained that companies are required to provide wages as the minimum wage that has been determined and there are sanctions for companies that do not run it.Regarding wages in Islamic law, the determination of wages (ujrah) of workers strictly upholds the principles of justice and sufficiency. The main principle of justice lies in the clarity of the contract (transaction) and commitment on the basis of willingness to do it (from the contractor). Therefore, Islam strongly prioritizes the principle of justice in all aspects including economic aspects, especially in determining wages for workers or laborers, so it is necessary to have a work agreement between workers and employers so that there is no arbitrariness of employers against their workers. The provision of time in work determined, as well as the amount of the wage payment system and the reference amount of wages that must be issued, is a very striking general difference from the concept used in Islamic Law and Government Regulation Number 36 of 2021 concerning Wages. Keywords: Wage, Labor, Government Regulation (PP), Islamic Law