Volume 6, Issue 6, June – 2021 International Journal of Innovative Science and Research Technology ISSN No:-2456-2165 IJISRT21JUN695 www.ijisrt.com 1310 The Effect of Information Technology, Employee Profesinalism, and Supervision to the Improvement of Employee Performance (Study in Staffing Agency Lumajang) Rakhmat Mu'alim 1, Muhammad Firdaus 2, Hary Sulaksono 3 Master’s Department of Management, STIE Mandala Jember, Indonesia Abstract:- This research aims to analyze the effect of information technology, employee professionalism, and supervision to the employee performance. This research was conducted in Staffing Agency Lumajang on january to March 2021. The sample of this research was all Civil Servants who work for Staffing Agency Lumajang as many as 46 people. In this research, the primary data was collected by using questionnaires. The data analysis method used was multiple regressions. The results showed that information technology, employee professionalism, and supervision affected the employee performance in Staffing Agency Lumajang both simultaneously and partially. Keywords:- Information Technology, Professionalism of Employees, Supervision, Employees’ Performance. I. INTRODUCTION The development of industrial revolution 4.0 in this era has made advancements in information technology that can spread throughout the world very rapidly and touch all sectors of human life, both in urban and rural areas. From that fact, there needs to be innovation in information technology, especially in staffing services to adjust the development of the era. The Lumajang government has innovated in information technology in terms of staffing services for civil servants through the Regional Staffing Agency. This is proven by the use of smartphones to fill employee attendance and daily activities, followed by other online staffing services such as promotion proposal services, periodic salary increases, retirement, employee leave, and filling employee performance targets. However, there are still many obstacles in its implementation, including the quality of applications that still need to be improved, server capacity, signal strength from providers, and the quality of human resources employees in the Lumajang Government. Civil servants are part of the profession, so in order to carry out the work professionally, it must be considered and pay attention to professionalism. According to Kabella (2016) employee professionalism can improve employee performance in solving the problems faced. Then, according to Mustaqiem (2010) Civil servants are very possible to provide services to the community professionally as long as they have a commitment and professionalism is always maintained. Supervision is a control effort conducted by the leadership in monitoring, directing, evaluating, and rewarding employees based on the results of the work. Meanwhile, the relationship between supervision and employee activities was conveyed by Grant and Cravens (1996) that good supervision will increase employee activity. In addition to be affected by individuals as human resources, employee performance is also strongly affected by organizational situation factors because each individual has their differences. Therefore, it takes the support of organizational situations that can support individual work to produce good performance Kreitner and Kinicki (2014) From the explanations above, it can be concluded that the purpose of this study is to identify and analyze the effect of information technology, employee professionalism, and supervision on improving employee performance. So that it can provide input for agencies in formulating the right human resources strategy to increase the performance of employees in improving services to the community quickly, precisely, and quality in the present and the future. II. LITERATURE REVIEW According to Mangkunegara (2013) performance is the result of work and quantity achieved by an employee in carrying out the duties by the responsibilities given. While Robbins (2006) stated that performance is a measurement of the expected optimal work results. Many factors affect performance, including organizational climate, leadership, job quality, workability, initiative, motivation, durability or reliability, the quantity of work, and work discipline. According to Moeheriono (2012) performance is an overview of the level of achievement of the implementation of a program of activities or policies in realizing the tools, objectives, vision, and mission of the organization as outlined in an organization's strategic planning. There has been a lot of research on the factors that affect performance. Previous researchers have developed the idea of their research by adding the independent variables as the factor