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Performance issues are of course inseparable from the process, results and effectiveness, in this case achievement or work performance is the result of work in terms of quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities given to him. This research aims to test and analyze the influence of job descriptions on employee performance with organizational learning and organizational commitment as intervening variables. Using quantitative methods, with saturated sampling totaling 95 employees, using Structural Equation Model (SEM) as an analysis method with Smart - PLS. In conclusion, job descriptions have a positive and significant effect on employee performance, job descriptions have a positive and significant effect on organizational learning, job descriptions have a positive and significant effect on organizational commitment, organizational learning has a positive and significant effect on employee performance, organizational commitment has a positive and significant effect on employee performance, organizational learning is able to partially mediate the influence of job descriptions on employee performance, and organizational commitment is unable to mediate the influence of job descriptions on employee performance. An interesting finding from this research, without involving organizational learning, the influence of job descriptions on employee performance is very strong. There is a high indication that the correct division of job descriptions will encourage employees to work optimally. So that the company's goal of achieving high performance from all its employees will run according to strategic targets.
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