The study examines the impact of motivation, training, and compensation on employee performance at the Secretariat of the Regional House of Representatives (DPRD) in Jayapura District, Papua, Indonesia. The research employs a survey model using questionnaires to collect data from 56 employees. The variables include motivation (X1), training (X2), compensation (X3), and employee performance (Y). The analysis uses SPSS to test hypotheses and assess the validity and reliability of the questionnaire items. The results indicate that all variables are valid and reliable, and the data is normally distributed, suitable for regression analysis. The t-test results show that motivation, training, and compensation significantly influence employee performance. Specifically, motivation (X1) has a significant effect on performance, with a t-value of 2.578 and a p-value of 0.013. Training (X2) also significantly impacts performance, with a t-value of 3.150 and a p-value of 0.003. Compensation (X3) has the most significant impact, with a t-value of 3.572 and a p-value of 0.001. The F-test results confirm that all independent variables significantly influence employee performance, with an F-value of 63.666 and a p-value of 0.000. The adjusted R² value of 0.787 indicates that these variables explain 78.7% of the variance in employee performance. The discussion highlights that motivation, training, and compensation are crucial for enhancing employee performance. Motivation can be improved through supportive leadership, recognition of achievements, and involving employees in decision-making. Training should focus on relevant skill development and career advancement opportunities. Fair compensation involves regularly reviewing and adjusting salaries and benefits based on performance and cost of living. The study suggests that a comprehensive approach to these factors can create a productive and motivated workforce, fostering a positive work culture and ensuring long-term employee engagement and organizational success.The study examines the impact of motivation, training, and compensation on employee performance at the Secretariat of the Regional House of Representatives (DPRD) in Jayapura District, Papua, Indonesia. The research employs a survey model using questionnaires to collect data from 56 employees. The variables include motivation (X1), training (X2), compensation (X3), and employee performance (Y). The analysis uses SPSS to test hypotheses and assess the validity and reliability of the questionnaire items. The results indicate that all variables are valid and reliable, and the data is normally distributed, suitable for regression analysis. The t-test results show that motivation, training, and compensation significantly influence employee performance. Specifically, motivation (X1) has a significant effect on performance, with a t-value of 2.578 and a p-value of 0.013. Training (X2) also significantly impacts performance, with a t-value of 3.150 and a p-value of 0.003. Compensation (X3) has the most significant impact, with a t-value of 3.572 and a p-value of 0.001. The F-test results confirm that all independent variables significantly influence employee performance, with an F-value of 63.666 and a p-value of 0.000. The adjusted R² value of 0.787 indicates that these variables explain 78.7% of the variance in employee performance. The discussion highlights that motivation, training, and compensation are crucial for enhancing employee performance. Motivation can be improved through supportive leadership, recognition of achievements, and involving employees in decision-making. Training should focus on relevant skill development and career advancement opportunities. Fair compensation involves regularly reviewing and adjusting salaries and benefits based on performance and cost of living. The study suggests that a comprehensive approach to these factors can create a productive and motivated workforce, fostering a positive work culture and ensuring long-term employee engagement and organizational success.