The closer business competition and the development of various industries that are increasingly heavy, companies must increasingly understand that aging resources are an important aspect in a company. Moving forward, a company is influenced by quality human resources. The company's progress will be driven by the presence of a highly qualified workforce. With the high qualifications of human resources, it will have great potential to become the main driving force in advancing and determining the long-term success of the company. It can be seen when the company creates a positive condition where employees and the company create a relationship that needs each other or there is a reciprocity.

The objective of human resource management is to enhance employee contributions to help the company attain optimal productivity. The success of a company is largely influenced by the performance of its employees higher employee performance generally leads to improved overall company performance. Employee performance has an important role in achieving the company's goals. The progress of a company will not escape the dedication of employees, although in reality in the field each employee has his own standards to measure performance and the company also has standards to give responsibility to its employees according to the portion given by the company.

Benardin and Russel in Priansa (2018:270) in Juniarti Tri Atty and Putri Gusti Darra (2021, p. 45) It is explained that performance refers to the outcomes generated from specific job roles or activities within a defined time frame. These outcomes reflect the combination of an individual’s capabilities, skills, and motivation. Good performance can be measured when employees realize the vision and mission of the organization in accordance with the organization's mission in accordance with the mutual agreement between employees and the organization in realizing the company's goals. Good employee performance is one of the most important factors in an organization's efforts to increase productivity.

The Tirta Kamuning Regional Drinking Water Company (PDAM) of Kuningan Regency is a company owned by the Kuningan Regency Regional Government which is engaged in the provision of clean/drinking water services, sales of mass discussions, organization of packaged beverage discussion activities (AMDK) and other business activities in accordance with the provisions of laws and regulations. In this case, PDAM Tirta Kamuning is very related to service to customers because technically the business must supply water to customers' homes for 24 hours, of course in practice there will be customers who complain about certain conditions, such as water not flowing, or leaks. In addition to providing comfort to customers, PDAM Tirta Kamuning as a company must also carry out its social functions to ensure the welfare of its employees to support performance.

Performance can be influenced by many things, including workload and

work-life balance. If worklife balance is a good resource, it can increase motivation, work engagement, and ultimately employee performance. This theory is in line with research conducted by Bhumika, 2020; Palumbo, 2020; Greenhaus & Allen, 2011 (Yusnandar, 2022) related to the implementation of workload that is carried out excessively causes an imbalance in work-life balance for workers. This can create imbalance conditions that affect the tension in each responsibility to be carried out and have an impact on decreased performance.

Workload is a term that can be defined as the demands imposed on employees related to their work. Faulkner and Patiar (1997) and Lo and Lamm (2005) in Afrianty & Dewi, (2022) observed that excessive workload can be a source of stress in the workplace. So that the creation of work-life balance and the individual's ability to balance time between work and personal life makes a person feel at home and comfortable to work and happy to be able to divide their time appropriately.

Work life must be balanced with personal life. Work-life balance is an option

for managing work and personal or family responsibilities. Work-life balance is an important factor for every employee, so that employees can have a balanced quality of life in relation to their family and work-life balance. Where work-life balance, from the employee's point of view, is an option for managing work and personal obligations or responsibilities towards the family. Meanwhile, from a company's perspective, work-life balance is a challenge to create a supportive culture in the company, where employees can focus on work while working. Human life cannot be separated from the various conditions of the surrounding environment, there is a very close relationship between humans and the environment. In this case, the community will always try to adapt to various environmental conditions around them.

The appropriate level of workload and work-life balance will reflect the

employee's positive attitude towards everything they face. Employees who have an effective workload and a balanced work-life balance will not view the work given as a burden and coercion but rather a common welfare. Companies that understand the importance of managing workload wisely and prioritizing work- life balance are more likely to achieve better performance and happier employees. The Tirta Kamuning Regional Drinking Water Company (PDAM) of Kuningan Regency is a company owned by the Kuningan Regency Regional Government which is engaged in the provision of clean/drinking water services, sales of mass discussions, organization of packaged beverage discussion activities (AMDK) and other business activities in accordance with the provisions of laws and regulations. This research will be conducted on employees of PDAM

Tirta Kamuning which will involve all employees.

Workload

Workload is a term that can be defined as the demands imposed on employees related to their work. Faulkner and Patiar (1997) and Lo and Lamm (2005) in Afrianty & Dewi, (2022) observed that excessive workload can be a source of stress in the workplace. In other words, workload can be interpreted as the amount of work given to someone in a certain period of time and can be stressful for employees.

According to Hart & Staveland as cited in Tarwaka (2011:106) in Hartadi (2020), workload is described as the result of interactions between environmental task demands in the workplace, the worker’s skills, and their perceptions. Operationally, workload is often interpreted based on task demands or the level of effort required to complete the work.

Munandar (2011), as cited in Nabila & Syarvina (2022), describes workload as the set of tasks assigned to employees that must be completed within a specific timeframe by utilizing their skills and abilities. Similarly, Sunarso and Kusdi (2010), also in Nabila & Syarvina (2022), define workload as the number of tasks or activities that need to be accomplished by a particular organizational unit or job holder within a certain period. Therefore, workload can be understood as the task demands imposed on employees that are expected to be fulfilled within a given timeframe in a company.

According to Budiasa (2021:35) in Santanu & Madhani, (2022) the dimensions and indicators of workload are as follows:

This research was carried out at PDAM Tirta Kamuning. This study is a correlation study, because in this study it aims to explain the relationship between variables and predict scores. The researcher used a correlational design because it was in accordance with the purpose of this study, which was to determine the influence of the workload variable (X1) and the work-life balance variable (X2) on the employee performance variable (Y) in PDAM Tirta Kamuning employees. In the study, the sample taken amounted to 57 respondents. In this study, the researcher used simple linear regression analysis techniques and multiple linear regression which was carried out to find out whether all independent or independent variables, namely workload and work-life

balance (X), had a significant influence on the related or dependent variable,

namely employee performance (Y). Data was obtained from employees at PDAM Tirta Kamuning. The methods used to collect this data were questionnaires and interviews.

Test Instruments

Table 1 Instrument Test Results

Sumber : Output SPSS, 2025

Based on the table above, it shows that all question items in the variables Workload (X1), Worklife Balance (X2) and Employee Performance (Y) have a pearson correlation or calculation greater than the Rtable (0.2609) so that all indicators have met the data validity requirements. The results of the reliability test presented in the table show that the research instruments Workload (X1), Worklife Balance (X2) and Employee Performance

(Y) have a Cronbach's Alpha coefficient of more than 0.70 which means that all research

instruments are reliable so they can be used to conduct research.

Classic Assumption Test

Table 2 Normality Test Results

Source : Output SPSS, 2025

Based on the table above, it shows that the value of Asymp. Sig. (2-tailed) is 0.200 > 0.05, meaning that the data used is normally distributed.

Table 3 Multicollinearity Test Results

Source : Output SPSS, 2025

The table above indicates that the VIF values for both Workload (X1) and Work-Life Balance (X2) are 1.066, which is below 10, and the tolerance values are 0.938, which exceed 0.1. This suggests that there is no indication of multicollinearity among the variables in the regression model.

Table 4 Heteroscedasticity Test Results

Source : Output SPSS, 2025

Based on the table above, it shows that the Sig. value of the Workload variable (X1) is 0.379 > 0.05, and the Sig. value of the Worklife Balance variable (X2) is 0.315 > 0.05, meaning that both variables do not have symptoms of heteroscedasticity.

Correlation Analysis

Table 5 Correlation Analysis Results

Source : Output SPSS, 2025

Referring to the table above, the significance value for the Workload variable (X1) is 0.002, which is less than 0.05, and the Pearson correlation coefficient is 0.397. This indicates a positive but weak relationship between Workload (X1) and Employee Performance (Y). Similarly, the significance value for the Work-Life Balance variable (X2) is 0.011, also below 0.05, with a Pearson correlation of 0.333, suggesting a weak positive correlation between Work-Life Balance (X2) and Employee Performance (Y).

Coefficient Determination Analysis

Table 6 Determination Coefficient Results

Source : Output SPSS, 2025

The table above shows that the R-square value is 0.216 or 21.6%, indicating that variables X account for 21.6% of the variation in variable Y, while the remaining 78.4% is explained by other factors not examined in this study.

Analysis of the Regresi Linier Berganda

Table 7 Multiple Linear Regression Analysis Results

Source : Output SPSS, 2025

To determine the multiple regression equation reflecting the influence of Workload (X1) and Work-Life Balance (X2) on Employee Performance (Y), a regression coefficient analysis was conducted as follows:

Y = a + b1X1 + b2X2

Based on the equation, the constant a = 24.663 indicates that when both X1 and X2 remain unchanged, the baseline value of Y is 24.663. The coefficient

b1 = 0.591 implies that for every one-unit increase in X1, Y is expected to rise by 0.591, assuming X2 stays constant. Similarly, b2 = 0.201 suggests that a one-unit increase in X2 will result in a 0.201 increase in Y, assuming X1 remains unchanged.

Uji Hypothesis

Table 8 Test Results F

Source : Output SPSS, 2025

Referring to the table above, the calculated F value (Fcount) is 7.449, while the critical F value (Ftable) is 3.168. Since Fcount (7.449) is greater than Ftable (3.168) and the significance value is 0.00, which is less than 0.05, it indicates that Workload (X1) and Work-Life Balance (X2) have a statistically significant effect on Employee Performance (Y).

Table 9 T Test Results

Source : Output SPSS, 2025

According to the table above, the t-value for the Workload variable (X1) is 2.696, which exceeds the t-table value of 2.004. Since tcount (2.696) > ttable (2.004) and the significance level is 0.00 < 0.05, it indicates that Workload (X1) has a significant positive effect on Employee Performance (Y). Meanwhile, the Work- Life Balance variable (X2) has a tcount of 2.006, which is also greater than the ttable value of 2.004. Although the significance level is 0.050, which is exactly at the threshold of 0.05, it still suggests that Work-Life Balance (X2) has a significant positive influence on Employee Performance (Y).

Based on the results of the study, it is known that Workload (X1) has a significant positive effect on Employee Performance (Y), meaning that employees feel not burdened by the workload given because the workload is in accordance with their abilities and with sufficient time to complete it. This makes the employees able to complete their work well, in accordance with the procedure for completing the work that is their responsibility.

Worklife Balance (X2) has a significant positive effect on employee performance, which means that work-life balance can increase employee productivity and effectiveness. Research shows that when employees are able to maintain this balance, they tend to experience higher job satisfaction, which in turn

has a positive impact on their performance. Employees who have a good work-life balance can reduce stress and fatigue, so they are more focused and motivated in completing work tasks. It also helps them to be more productive and efficient at work. The results of multiple regression analysis also showed that there was a significant influence between Workload (X1) and Worklife Balance (X2) on Employee Performance (Y) by 21.6%.

This study was conducted at PDAM Tirta Kamuning, located in Kuningan Regency. The research addresses issues that may hinder employees from achieving the company’s objectives and overall success, particularly factors such as workload and work-life balance, which impact employee performance. A quantitative approach with a correlational design was employed in this research. Data were collected from a sample of 57 respondents using questionnaires. The results of the multiple regression analysis revealed that Workload (X1) and Work-Life Balance (X2) had a significant effect on Employee Performance (Y), accounting for 21.6% of the variation.

The conclusion and implications of this study as a whole are to highlight the importance of employee performance which is influenced by workload and work-life balance. The results also show that workload has a significant positive effect on employee performance, meaning that employees feel unburdened by the workload given because the workload is in accordance with their ability and with enough time to complete it. This makes the employees able to complete their work well, in accordance with the procedure for completing the work that is their responsibility. Work-life balance also has a significant positive effect on employee performance, which means that work-life balance can increase employee productivity and effectiveness. Research shows that when employees are able to maintain this balance, they tend to experience higher job satisfaction, which in turn has a positive impact on their performance. Because companies that focus on appropriate workloads and improved work life outcomes tend to have more motivated employees, happier employees and higher productivity, so employee performance increases. So far, the level of employee performance can be measured through the quality of work and the ability to cooperate that a person has, even though workload and work-life balance are also important factors that can affect the level of employee performance.

This research still has many shortcomings so that the next researcher is expected to be able to research this topic more broadly.

We are deeply grateful to Allah SWT for granting us the health and strength to complete this final project. Our heartfelt appreciation also goes to our families especially our beloved parents as well as to our lecturers, colleagues, and all others who have supported us throughout the process of completing this international journal, whose names we are unable to mention individually.