This study aims to determine the effect of training on work performance and career development by mediating work motivation. Respondents in this study were employees of PT. Asam Jawa in South Labuhanbatu Regency, amounting to 135 employees. Collecting data in this study using a questionnaire. The process of distributing questionnaires was carried out via online (Google form). The collected data is processed using path analysis using Amos Software Version 23. The results showed that training and motivation can improve job performance.  Training, motivation, and job performance can improve career development of employees at work. It is recommended to improve training program, motivation and work performance of employess. For further research, we suggest to increase the population and variables in order to get better results.

This research was conducted to see the role of the production cost budget in increasing the effectiveness and efficiency of controlling production costs at PT. Tolan Tiga Indonesia in North Sumatra. The type of data used is quantitative data. Sources of data used are primary and secondary data. Data collection methods used for this research are documentation, observation and interviews. The data analysis technique used is descriptive analysis.  The results showed that the company was still less effective and efficient in carrying out production budget activities, because PT. Tolan Tiga Indonesia has not attempted to improve production cost control in order to increase its effectiveness and efficiency because there are still many levels of unfortunate or unforable variance between the relationship and the company budget. It can be seen in 2016 and 2017 the realization and production costs of PT. Tolan Tiga Indonesia in North Sumatra experienced a favorable variance where the realization rate decreased compared to the company budget. The unfavorable deviation was caused by high staff allowance expenses, increased overhead expenses, increased management expenses, increased depreciation expenses and increased third party depreciation expenses.

The business success is inseparable from the role of its human resources. Because it is very necessary employees who have a high commitment to work. This study aims to determine the effect of organizational justice, job satisfaction on organizational commitment. This study will also discuss whether job satisfaction can mediate the relationship between organizational justice and job satisfaction. Respondents in this study were employees in the Small and Medium Enterprises (SMEs) industry in Labuhanbatu Regency. We distributed 272 questionnaires and 217 questionnaires were collected. So that the sample in this study were 217 respondents. The collected data is processed using Structural Equation Modeling. The results showed that organizational justice can increase employee job satisfaction and also increase employee commitment at work. Job satisfaction can also mediate the relationship between organizational justice and organizational commitment significantly. It is recommended to increase organizational commitment by increasing employee job satisfaction and also organizational justice.Key Words: Organizational Justice, Job Satisfaction, Organizational CommitmentKemajuan sebuah bisnis tidak terlepas dari peran sumber daya manusianya. Oleh karena sangat diperlukan karyawan yang memiliki komitmen tinggi dalam bekerja. Penelitian ini bertujuan untuk mengetahui pengaruh keadilan organisasional, kepuasan kerja terhadap komitmen organisasi. Penelitian ini juga akan membahas apakah kepuasan kerja dapat memediasi hubungan antara keadilan organisasional terhadap kepuasan kerja. Responden dalam penelitian ini adalah karyawan pada industri Usaha Kecil dan Menengah (UKM) di Kabupaten Labuhanbatu.  Peneliti menyebarkan kuisioner sebanyak 272 kuisioner dan berhasil dikumpul sebanyak 217 kuisioner. Sehingga sampel dalam penelitian ini sebanyak 217 responden. Data yang terkumpul diolah dengan menggunakan Structural Equation Modeling.  Hasil penelitian menunjukkan bahwa keadilan organisasional dapat meningkatkan kepuasan kerja karyawan dan juga meningkatkan komitmen karyawan dalam bekerja. Kepuasan kerja juga dapat memediasi hubungan antara keadilan oranisasional terhadap komitmen organisasi secara signifikan. Disarankan agar meningkatkan komitmen organisasi dengan cara meningkaktan kepuasan kerja karyawan dan juga keadilan organisasional. Kata Kunci  : Keadilan Oragnisasional, Kepuasan Kerja, Komitmen Organisasi

This study aims to analyze the training, work discipline, remuneration, achievement motivation with job satisfaction as an intervening variable on employee performance. Research respondents are the employees PT. Plantation Milano Panai Tengah Labuhanbatu of 61 respondents with sampling using slovin formula. Sources and data collection techniques used in this study are primary data, to wit data obtained or collected directly from the source data through interviews and a list of questions given to the respondents. The data analysis technique used SEM (Stuctural Equation Modeling) with SmartPLS program. R square value is known that job satisfaction variable and employee performance can be explained by training variables, work discipline, remuneration and achievement motivation equal to 67,8%, and 61,2%. The result of Path Coefficients with Statistics (O / STDEV) used to examine the analysis of training, work discipline, remuneration, achievement motivation on employee performance with job satisfaction as intervening variable. The results showed that the training had positive and insignificant effect on job satisfaction. Discipline has positive and insignificant effect on job satisfaction. Remuneration has a positive and insignificant effect on job satisfaction. Achievement motivation has a positive and significant impact on job satisfaction. Training has a positive and insignificant effect on employee performance. Achievement motivation has positive and insignificant effect on employee performance and job satisfaction have positive and significant effect to employee performance.

Jalan raya di Indonesia masih tempat yang mematikan bagi pengguna jalan. Negara Indonesia menganggap hampir 92,0% terjadinya kecelakaan disebabkan oleh faktor manusia, 5,0% faktor kendaraan,  3,0% faktor infrastruktur jalan dan lingkungan. Faktor-faktor yang menyebabkan terjadinya kecelakaan lalu lintas di ruas Jalan Lintas Sumatera antara Kota Tebing Tinggi dan Kisaran  dan penentuan titik rawan (black spot) kecelakaan lalu lintas  merupakan bagian dari rumusan masalah yang dibahas dalam penelitian ini, yaitu terdiri dari bagaimana mengetahui faktor-faktor utama yang menyebabkan  terjadinya kecelakaan lalu lintas pada ruas jalan lintas Sumatera Kota Tebing Tinggi dan Kisaran. Bagaimana mengidentifikasi titik rawan kecelakaan lalu lintas dan mengklasifikasikan panjang ruas jalan yang frekuensi kecelakaan lalu lintasnya cukup tinggi. Metode Uji-t diperoleh beberapa hasil sebagai berikut: faktor pengemudi sebesar 55,3%, faktor kendaraan sebesar 13,3%, faktor jalan sebesar 20,3%, faktor lingkungan sebesar 11%. Dalam hal ini tidak ditemukan perbedaan yang cukup signifikan terhadap jumlah angka kecelakaan dan faktor penyebab kecelakaan pada lokasi yang rawan dengan tipikal kecelakaan sejenis di ruas jalan tersebut. metode APW (Accident Point Weightage) dan Metode Frekuensi maka dalam rentang kurun waktu 2 (dua) tahun terakhir diperoleh hasil berupa kawasan-kawasan yang menjadi titik rawan (black spot) pada ruas jalan lintas Sumatera antara Kota Tebing Tinggi - Kisaran, Selain itu metode APW juga menghasilkan daerah black site dengan rincian Tingkat keparahan kecelakaan lalu lintas terjadi pada tahun 2014 dengan nilai APW 152,2 ruas (km) 140-146 tepatnya berada pada ruas jalan Desa Sei Balai. Data ini dihasilkan melalui metode APW yang dapat menganalisis dan mengidentifikasi lokasi-lokasi rawan kecelakaan black spot dan black site. Hasil analisa daerah rawan kecelakaan terbesar yang terjadi pada kurun waktu tahun 2014 dengan jumlah kecelakaan sebanyak 34 kasus terjadi di Desa Sei Balai. Dengan metode Frekuensi didapatkan hasil perhitungan adanya lokasi rawan  kecelakaan di daerah tersebut dengan jumlah kecelakaan 10  per lokasi