Purpose: This study investigates the effects of competence, job placement, and workload on employee performance, with intrinsic motivation serving as an intervening variable. The context is the Communication and Informatics Department of the Riau Islands Provincial Government, where digital transformation demands strong human resource management. Research Methodology: The study applied a quantitative approach using Partial Least Squares (PLS) analysis with SmartPLS 4.0. Data were collected from 105 employees, representing the full population of the department. Constructs such as competence, job placement, workload, intrinsic motivation, and performance were measured through validated Likert-scale questionnaires. Results: The analysis indicates that competence, job placement, and workload significantly affect employee performance both directly and indirectly through intrinsic motivation. Intrinsic motivation serves as a mediating factor, strengthening the relationship between human resource variables and performance outcomes. Conclusions: The findings underscore the importance of aligning employee competence with job placement, distributing workload effectively, and fostering intrinsic motivation to achieve optimal performance. For government institutions undergoing digital transformation, supportive leadership and recognition practices are critical to enhancing service delivery and organizational effectiveness. Limitations: The research is limited to one government agency, which restricts generalization to broader contexts. The cross-sectional design captures relationships at one point in time, limiting insights into long-term dynamics. Moreover, other potential factors influencing performance, such as organizational culture or leadership style, were not included. Contribution: Research contributes to public sector HRM by evidencing how competence, placement, workload, and motivation interact in digital transformation.

Purpose: This study examines how training, workload, and work experience affect the performance of Government Internal Oversight Apparatus (APIP) in the Riau Islands Province, with motivation as an intervening variable. The research seeks to determine both direct and indirect effects of these factors on performance outcomes. Research Methodology: The study surveyed 151 APIP employees across provincial and regency inspectorates. Data were collected using structured questionnaires with Likert scales and analyzed through Structural Equation Modeling (SEM) using AMOS 24. Confirmatory Factor Analysis was applied to validate indicators before hypothesis testing. Results: The analysis reveals that training, workload, and work experience have significant direct impacts on APIP performance. Furthermore, motivation plays a mediating role, strengthening the relationship between these variables and performance. The findings highlight that a combination of structured training, manageable workloads, and accumulated experience contributes to improved oversight effectiveness. Conclusions: Structured training programs, effective workload distribution, and leveraging employee experience are essential strategies for improving APIP performance. Motivation emerges as a critical internal driver that enhances these relationships. Strengthening motivation through recognition, career development, and supportive policies can improve oversight accountability and service delivery. Limitations: The research is limited to APIP within the Riau Islands Province, reducing the generalizability of findings. The cross-sectional design captures data at one point in time, which may not reflect dynamic changes. External factors such as leadership style and organizational culture were not considered. Contribution: Research evidences training, workload, experience, motivation enhance government oversight.

Purpose: This study aims to determine The Influence of Competence, Independence, and Professionalism of Government Internal Auditors on Audit Quality at the Representative Offices of the Financial and Development Supervisory Agency (BPKP) of South Sulawesi Province. Research methodology: A quantitative approach was employed using questionnaires distributed to internal auditors. From a population of 143 auditors, 40 respondents were selected. Data were analyzed using descriptive statistics, classical assumption tests, multiple regression analysis, t-tests, and F-tests. Results: The findings show that competence and professionalism have positive and significant effects on audit quality, while independence has a positive but insignificant effect on audit quality. Competence, independence, and professionalism collectively have a significant impact on audit quality. Conclusions: Audit quality is strongly influenced by the competence and professionalism of internal auditors, while independence contributes positively but not significantly. Ensuring high competence and professionalism enhances the credibility and reliability of government audit. Limitations: The study was limited to one BPKP representative office with a relatively small sample size, which may restrict the generalizability of the findings to other BPKP offices. Contribution: This research provides empirical evidence for improving audit quality by strengthening the competence and professionalism of internal auditors, offering valuable insights for audit institutions and policymakers to enhance government accountability.