The performance of state civil apparatus (SCA) during the pandemic gets a lot of attention from the public and need to be evaluated also reformulated the SCA management system due to the order of the new normal. This research answers the difference research between the authority of transformational leadership to the performance and religiosity to the performance. The purpose of this research is to test and analyze the impact of transformational leadership and the religiosity values to the knowledge sharing and the performance of human resources.
Kind of this research is “explanatory research”, which mean that this research emphasized on the relation between research variable by testing the hypothesis. To get the complete data and accurate also accountable the scientific truth used the questionnaire and interview. Instrument used in this research are questioners in likert scale 1 to 5. Total of the respondents in this research are 141 SCAs in Salatiga Government. Researcher collects online quest data using Google form which send directly to the respondents, until the exact amount fulfilled. Data analysis in this research use Partial Least Square (PLS).
Result of this research shows that Transformational Leadership has significant positive effect to the Knowledge Sharing. The Transformational Leadership has positive effect to the performance of human resources. Religiosity values have positive effect to the Knowledge Sharing but found that Religiosity Values don’t have any significant effects to the performance of human resources. Knowledge Sharing doesn’t have significant effect to the improvement performance of human resources. So that the performance of human resources can be improve by implementation of Transformational Leadership. Knowledge Sharing in the organization can be improving by Transformational Leadership and Religiosity values implementation.

Keywords: Transformational Leadership, Knowledge Sharing, Religiosity Values, Human Resources Performance