The purpose of this study is to analysis how conflict management and work environment affects work performance. This study also examine human resources management as a mediating variable. Analysis using 45 respondents using smartPLS as data processing, collected through questionnaire with likert scale. The novelty of this study is human resources management has no role as a mediating variable. Work environment and work performance is 0.030 < 5%, H1 is accepted. work performance 0.002 < 5%, H2 is accepted. Human resource management and work performance 0.618 > 5%, H3 was rejected. Work environment and human resource management in this study showed a value of 0.762 and p values 0.000 < 5% so that it can be said to have a significant effect, and t statistic 9.144 above t table 1.65, H4 is accepted. Conflict management and human resource management is 0.079 below t table 1.65, so H5 is rejected. Work environment variables with work performance mediated by human resource management were 0.623 > 5%, H6was rejected. Human resource management cannot identify conflict management variables with work performance based on the results with path coefficient value of -0.001 and p values 0.973 > 5%, t-statistic 0.033 below t table 1.65.