This study aimed to measure the effect of transformational leadership on employee performance of the employee of a shoe industry in Tangerang which are mediated by readiness for change. Data collection was done by simple random sampling technique and the returned and valid questionnaire results were 117 samples. Data processing was used SEM method with SmartPLS 3.0 software. The results of this study concluded that transformational leadership have not significant effect on the employee performance, but transformational leadership have a positive and significant effect on readiness for change. This study conclude also that readiness for change have a positive and significant effect on relationship between transformational leadership and employee performance. Readiness for change as fully mediator. This new research proposed a model for building employee performance among the employee of a shoe industry in Tangerang through enhancing transformational leadership practice with readiness for change as a mediator. This research could pave the way to improve employee readiness in facing the era of industrial revolution 4.0.

Higher education in the future is faced with competition that emphasizes the role, innovation and use of information and communication technology, integration between universities and society, industry and corporations cannot be ignored anymore. Learning innovation is a must for universities. The Global Sector that has an impact on the internal and external elements of the university. The purpose of making this learning framework is to give an overview, reference and assist higher education in facing the impact of the 4.0 higher industrial revolution in which the role of information technology, regulations, facilities and infrastructure, budget and university management are the basic capital that must be fulfilled. Besides that online learning, virtual learning, social learning, open learning and blended learning become a necessity and necessity in the era of the industrial revolution where adjusting learning materials and curriculum with industry and corporations is highly recommended. With the hope of graduates having soft skills, ethics and critical thinking, cultured and global minded and innovative.

This paper presents a gamification framework for higher education, especially for programming language courses to increase user motivation, pleasure and satisfaction so that learning objectives can be achieved. Although student and lecturer motivation, pleasure, and satisfaction tend to increase compared to conventional techniques, gamification is not a panacea. The success of its application depends on the skill of the lecturer in choosing a game mechanic to give a sense of playing to the learning process in a more interesting way. The technique is done by dividing the class into two parts where one class uses the conventional method and one class uses the gamification method and the results will be evaluated through the assessment results before using the gamification method and after using the gamification method. The framework in this paper adds to the existing framework activities, namely adding in the field of baseline analysis, learning materials and tools used in gamification, where previous papers from three activities have not been discussed in detail. The results obtained turned out that using the gamification technique of student learning outcomes on average 15 to 25 better than using conventional techniques.

Tacit knowledge has not been revealed in an explicit and structured form, the low motivation of people to seek new knowledge from tacit knowledge and explicit knowledge. It takes a place that can channel the hidden knowledge into new knowledge. The purpose of this paper is to find out the mapping of community learning in informal education to support learning communities. Some of the previous studies of Learning Community were able to create smart, skilled, independent and competitiveness communities with learning programs at formal education. The internet community and media make a distance not an obstacle for people who exchange ideas. The power of bonding makes people help each other like families who have the same responsibilities. Community-based learning becomes an alternative in the future, where conventional learning will gradually be abandoned. Learning Community in the context of informal education is an alternative for busy individuals and it is difficult to find time to share knowledge. The method used is by survey method by defining the scope in detail, and determining the research question; do a search that involves selecting literary sources based on keywords, and determine inclusion and exclusion criteria to sort the types of references for further exploration. Community-based learning has unique things related to the learning process that is not possessed by formal education, among others, the interaction between community members, collaboration in sharing knowledge, quick feedback in solving problems, and self-reflection that often expresses opinions. unthinkable, the creation of actualization, problem-solving and learning by doing as well as learning community learning can also be done with experience-based learning.

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Compensation is everything that will be received by a person as remuneration for the work she/he has done, either directly or indirectly. Assessment of labor productivity is almost always automatically associated with the rules and regulations of individual salary increases and bonus distribution. Result of the analysis indicates work environment played a very important role for the improvement of labor productivity with r2 = 0.933 (93.3%), and t 8.158 and t table 0.30. Result of the hypothesis testing of the effect of compensation onemployee and lecturer productivity (r2=0.933 or 93.3 % with t 3.729 and t table of 0.30) means compensation had a very strong influence. Result of the hypothesis testing of the effect of competence on employee and lecturerproductivity shows r2= 0.933 or by 93.3%, with t 4.014 and t table 0.30. Result of the analysis shows the correlation between work environment and labor productivity is equal to 0.769, means it had a fairly high correlation. The correlation between compensation and labor productivity by 0.482 is moderate. The correlation between competence and labor productivity by 0509 is moderate. The determination determination is equal to 0.933 means that employee and lecturer productivity was influenced by work environment, compensation, and competency in the amount of 0.933 (93.3%); while the 6.7% remaining was influenced by other variables outside the research. The regression function resulted from the analysis is Y = -0.026 + 0.548 X1 + 0.260 X2 + 0.281 X3.

Providing easy access for university executives that refers to key success factors is a must for universities. The information system integrates with all departments to obtain fast and accurate information for decision making. The purpose of this paper is to determine the factors that affect the application of executive information systems in universities in view of technological factors, data factors and internal factors of college. The results will be used by all stakeholders of higher education internally and externally. Internal side for the purposeof improving the quality and performance of universities, while the external side can be utilized for the purpose of the institution accreditation process. The method used is to collect research results relating to executive information systems in colleges and review based on predetermined keywords and analyze the results of reviews into a complete report.

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