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This study aims to analyze the implementation of leadership supervision in efforts to improve the performance quality of Civil Servants (PNS) in the Economic Affairs Section at the Regional Secretariat of Langkat Regency. The research findings indicate that the effectiveness of supervision greatly depends on clear objectives, performance indicators, periodic evaluations, and open communication between leaders and staff. Although there are challenges such as ineffective communication and imbalanced workloads, proposed solutions include improving communication and utilizing technology to enhance supervision and employee performance. Optimal supervision has been shown to play a key role in improving PNS performance, with an emphasis on monitoring, evaluation, and skill development. Despite challenges like limited resources and ineffective communication, solutions such as training, open communication, and technology can improve supervision efficiency. Most PNS show a positive attitude towards management and supervision, although there is still room for improvement in communication and skill development. Going forward, it is expected that supervision will become more structured, technology-based, and communicative to support the achievement of organizational goals more efficiently and enhance public service quality.

The use of artificial intelligence (AI) in banking has grown rapidly in recent years, providing opportunities and challenges in dealing with it. AI in the banking world is expected to facilitate use, strengthen customer data security, and optimize risk management. This article aims to analyze the level of customer user experience towards banking services by utilizing artificial intelligence (AI). The analysis technique used in this study is descriptive with a quantitative approach, involving 100 respondents of various ages, various jobs and various educational backgrounds. The main requirement for respondents is that they are customers of various conventional banks in Ponorogo Regency who have used artificial intelligence (AI)-based banking services. Data were collected through questionnaires supplemented with secondary data in the form of documents related to the implementation of artificial intelligence in the banking service system. The application of AI in the banking sector is the detection and prevention of fraudulent transactions in real time, identity verification through biometrics, identity verification through biometrics, chatbots and virtual assistants for customer service, detecting suspicious activity, and the use of smart wallets. The findings in this study explain that artificial intelligence (AI) is able to increase the efficiency of services to customers, provide a better experience, and improve the quality of banking services. Customers are greatly helped by the use of artificial intelligence (AI)

Creating a positive work environment through effective conflict management plays a crucial and important role in fostering a productive and harmonious workplace. It was found that conflict resolution techniques such as mediation, negotiation, and a collaborative approach can reduce tension and strengthen relationships among employees. Open communication also proves to be a key factor in managing conflicts constructively, with companies that have transparent communication policies being more capable of creating a harmonious work atmosphere. A proactive approach by managers in handling potential conflicts, as well as ongoing training in conflict resolution, also plays a significant role in creating a healthy and productive environment.

Masita Wahyuni Asih 2024, The Effect of Non Performing Loan (NPL), Return on Asset (ROA), and Capital Adequacy Ratio (CAR) on Price to book value (PBV) at BUMN Banks listed on the Indonesia Stock Exchange for the 2018-2023 Period. Makassar STIM-LPI Management Science Study Program (supervised by Fausiah, S.E., M.Si. and Andi Herman Tellu, S.E., M.M.). The purpose of this study was to determine the effect of Non Performing Loan (NPL), Return on Asset (ROA), and Capital Adequacy Ratio (CAR) on Price to Book Value (PBV) at BUMN banks listed on the Indonesia Stock Exchange both partially and simultaneously. Price to Book Value (PBV) is the dependent variable (Y), and three independent variables (X) are used, namely Non Performing Loan (NPL), Return on Asset (ROA), and Capital Adequacy Ratio (CAR). Saturated sampling was used to obtain secondary data from a population of 4 banking companies listed on the Indonesia Stock Exchange. Descriptive statistics and classical assumptions, such as multicollinearity assumption and heteroscedasticity assumption, have been tested in relation to the research findings. The data analysis approach uses panel data regression, hypothesis testing, and the Fixed Effect Model (FEM) test. The partially tested study results show that while non-performing loans (NPLs) do not affect price to book value (PBV) significantly, there are return on assets (ROA) and capital adequacy ratio (CAR) that do. The findings of this study also simultaneously show that PBV is significantly affected by NPL, ROA, and CAR.

In an era of increasingly intense business competition, the quality of human resources (HR) plays an important role in determining the success of the company. This research explores the impact of HR training and development on improving employee productivity as a strategic step to create a competitive advantage. Training is designed to strengthen employees' technical capabilities, while development aims to increase their intellectual and emotional capacity to face future challenges. The research findings show that well-designed training and development programs not only improve skills, but also increase employee motivation, satisfaction and loyalty. This in turn has a positive impact on work productivity and company competitiveness. This research uses a literature study approach by reviewing various literatures to understand the relationship between training, development and productivity. The results are expected to be a reference for companies in designing sustainable HR management strategies.  

In the era of globalisation and rapid technological advancement, education faces increasingly complex challenges, especially in terms of innovative learning development. This study aims to provide human resource management strategies in creating an innovative learning environment amidst the rapid development of education. The method used in this study is a literature study and qualitative analysis of various relevant sources, including journals and scientific articles. The findings show that there are three strategies: developing continuous professionals, integrating technology in the learning process, encouraging collaboration and creativity. This research is expected to provide insights for educational institutions in designing more effective development programme.

Micro, Small, and Medium Enterprises (MSMEs) play a crucial role in the economy by creating jobs and fostering local economic growth. However, MSMEs, especially in the culinary sector, often face challenges in managing finances, including accurately calculating the Cost of Goods Manufactured (COGM). COGM, which includes raw materials, labor, and overhead costs, is essential for setting appropriate prices and maintaining profitability. Miscalculations can lead to inaccurate pricing, impacting competitiveness and profit margins. This study analyzes COGM calculations at U&Mie, a culinary MSME known for its chili oil chicken noodles, to understand its pricing strategy. Findings from this research and prior studies by Harefa and Purwanto reveal that the full-costing method provides consistent results, highlighting the need for comprehensive COGM calculations to avoid overlooking variables that could affect pricing. This study aims to offer guidance for MSMEs in managing production costs and setting prices effectively, enhancing their market competitiveness.

Operational management is part of the work process, implementation, organization, or overall management in an organization or company. Our country has experienced difficulties since the implementation of PSBB. This also has an impact on the economy in Indonesia. Every company will compete to be at the forefront to meet consumer needs in the market in order to survive in the midst of competition. The type of research conducted in the discussion of this article is by using literature studies or literature reviews, The data sources used in this study are secondary data which are types of data that come from documents or other secondary sources Several supporting aspects for the company, Project Management, Process Strategy, Quality Management, Forecasting Management, and Strategic Location.

Competition in the business world is indeed very tight in Indonesia, as in many other countries. Indonesia’s economic growth has created new business opportunities, attracting many MSMEs who were born to compete in pursuing a growing market share. The purpose of this study is to determine the implementation strategy of change management in an effort to improve business performance in fishery MSMEs in Karawang Regency. This study observes and analyzes using a descriptive quantitative approach. This study has an “ex-post de facto” nature. The implementation strategy of change management can make a significant contribution to improving business performance. Implementation strategies help organizations to be more responsive to changes in the market environment. This allows businesses to adapt more quickly to new trends and demands, maintaining competitiveness. Focusing on change drives a culture of innovation within the organization. Employees who feel encouraged to provide ideas and try new things can create innovative solutions to improve performance

This study discusses the impact of remote work on employee engagement and productivity in the post-pandemic era, focusing on public relations management and public service. The aim of the research is to analyze how the implementation of remote work affects employee performance and to identify managerial strategies that can enhance their engagement. The method used is literature research, collecting data from various relevant sources. The findings indicate that while remote work can enhance productivity, challenges such as burnout and communication difficulties persist. The implications of this research provide guidance for organizations to develop more effective remote work models that support employee well-being and encourage the adoption of appropriate technologies to enhance engagement in the workplace.

Human resource management has an important role as a driving force in the company, in improving employee performance, periodic training and motivating employees can be carried out. This study aims to determine the effect of training and motivation on employee performance at PT Andalan Rantai Pasok Indonesia. The type of research used is quantitative research. The population in this study was the entire sample size of 31 respondents. The analysis technique used in this study is the validity test method, reliability test, classical assumption test, multiple linear regression, and hypothesis testing using SPSS 26. The results showed that the Training Variable partially had a significant effect on Employee Performance with a t value of 2.244> 2.051 and a Sig value of 0.033 <0.05 and the Motivation Variable partially had a significant effect on Employee Performance with a t value of 3.137> 2.051 and a Sig value of 0.004<0.5.  The F test shows that together, training and motivation have a significant effect on employee performance (F = 10,971, p = 0.000). So it can be concluded that Training and Motivation have a positive and significant effect on employee performance.    

This study aims to analyze and enhance the effectiveness of Human Resource Management (HRM) at PT Indonesia Kyouei Saikyu, particularly in aspects of employee productivity, retention, and the company's competitive edge. This research employs a qualitative descriptive approach with a case study method, involving in-depth interviews, participatory observation, and document analysis. The findings indicate that improving employee retention strategies, optimizing training programs, and adopting technology in performance management positively impact employee productivity and loyalty. Additionally, strengthening organizational culture and structured career development have been proven to enhance job satisfaction and employee commitment to the company. The implementation of these recommendations is expected to help PT Indonesia Kyouei Saikyu achieve a stronger competitive advantage in an increasingly competitive global market. Therefore, the company can more effectively manage its HR assets, ensuring sustainability and long-term growth.    

  Abstract. This study aims to analyze the effect of Market Volatility, Fundamental Factors, and Investor Sentiment on Stock Investment Decisions of Management Study Program Students, Faculty of Economics, Slamet Riyadi University, Surakarta. The research sample was taken using the Slovin technique, which resulted in a sample size of 78 students. The data collection technique was carried out through a questionnaire distributed to students who met the criteria. The research instrument test used validity and reliability tests. The classical assumption test used multicollinearity test, autocorrelation test, heteroscedasticity test, and normality test. The data analysis technique used descriptive analysis, multiple linear regression analysis, t-test, F-test and coefficient of determination (R²). The conclusion obtained from this study is that Market Volatility, Fundamental Factors, and Investor Sentiment have a significant influence on students' Stock Investment Decisions. These findings indicate that a deep understanding of the capital market and the factors that influence it is very important in making the right investment decisions. The results show that the coefficient of determination (adjusted r2) for this model is 0.700, meaning that the contribution of the independent influence of market volatility, fundamental factors and investor sentiment to stock investment decisions is 70%. The rest (100% - 70%) = 30% is explained by other variables outside the model such as gender, age, overconfidence, market awareness, income, etc.

Work-life balance is a condition where an individual is able to maintain a balance between the world of work and personal life in a sustainable manner. This balance is something that is expected by every employee, including non-managerial employees of the HCGA division of PT XYZ. The main objective of this study is to determine the achievement of employee work-life balance as reviewed from three aspects, namely time balance, involvement balance, and satisfaction balance. In addition, this study also identifies factors that support and inhibit the achievement of work-life balance in employees. This study uses a qualitative descriptive approach, namely by describing and analyzing the problems that arise. Qualitative research is based on primary data and secondary data. Primary data in this study were obtained by conducting observations, interviews, and documentation, while secondary data were obtained through books, previous research, and articles related to the research. The results of the study indicate that not all employees are able to achieve optimal work-life balance. Some employees, especially those from the recruitment and general affairs departments, feel that they have a good work-life balance thanks to work flexibility and the ability to manage time. However, employees from the people development and administration departments of HCGA actually experience difficulties due to excessive workload, additional tasks outside of their job descriptions, and lack of team management from superiors. The support of coworkers who help each other and create a supportive work environment is one of the main supporting factors in achieving work-life balance. On the other hand, work pressure outside of working hours and ineffective communication are obstacles that are often faced. This study only uses one variable so that it cannot fully describe the relationship with other aspects such as work stress or job satisfaction. Therefore, further research is recommended to explore more variables in order to provide a more comprehensive understanding of work-life balance in the work environment.  

The research carried out has the aim of examining the role of job analysis in an organization and its influence on employee performance. Job analysis is a procedure used to determine the demands and duties of a position as well as the characteristics of individuals who are suitable to fill the available positions, so that this job analysis can increase employee effectiveness and performance. The method used in this research is a literature study by reviewing 30 journals related to job analysis and employee performance. The results of this research also show that there is a positive influence between job analysis and increasing employee performance. Other influencing factors in ensuring individuals are matched to appropriate positions such as job descriptions and job specifications play a very important role. Apart from that, this research also found that job analysis also influences increasing employee job satisfaction, which will also increase employee performance. The suggestions in this research are the need for regular updates to job analysis, job integration into human resource management, and also evaluations that impact job analysis on employee performance.

Effective Human Resources (HR) management is the key to the success of every company in achieving its strategic goals. In this context, recruitment, selection and placement of employees plays an important role as the first process that determines the quality and performance of a company's workforce. This study covers recruitment, selection, factors influencing selection, as well as the recruitment and selection process. The data collected is analyzed comprehensively to identify patterns, trends, and relationships between the recruitment and selection process, its factors, and placement in organizational performance. The results of this study are intended to provide valuable insights for human resource managers. The practical implications of this research will lead to the development of selection factors, more accurate recruitment and selection processes, and more targeted staff placement, which will ultimately improve overall organizational performance.

Yogyakarta City is a City of Culture and Tourism City in Indonesia. The purpose of optimizing the tourism sector is to improve community welfare by utilizing facilities and infrastructure, one of which is a parking lot. The revitalization of parking locations indicates a decrease in the income level of parking attendants around Malioboro. Therefore, efforts are needed to achieve personal financial management based on Financial Attitude and Financial Literacy. This research method uses quantative with parking attendant respondents around the Malioboro area. Data analysis using SEM. The results show that financial attitude affects personal financial management, financial attitude affects financial literacy and financial literacy affects personal financial management. But financial literacy cannot mediate between financial attitudes towards Personal Financial Management.

The rapid progress in information and communication technology coincides with globalization in the field of human resource management and will determine the status of human resource management in companies now and in the future. The author uses a quantitative research method through a random sampling approach and data collection process through distributing questionnaires. The research sample used 30 staff who were taken randomly from 45 marketing staff. The results of this study indicate that flexibility and innovation behavior factors have an effect on employee retention at PT Jaya Jagat Raya.

This study aims to analyse the workload of doctors at Ubhara Jaya Primary Clinic in order to improve the efficiency and quality of medical services. Effective human resource management, particularly in managing doctors' workload, is essential to provide fast, precise, and quality health services. This study uses the Full Time Equivalent (FTE) method to measure and analyse doctor workload. Interviews and direct observation were used to get primary data, while secondary data was collected from relevant documents such as doctors' work schedules, monthly reports, and medical records. The research method used is descriptive with a quantitative approach, as well as literature review as a theoretical basis. The overall results of the various activities carried out by doctors at the Ubhara Jaya Primary Clinic show that the FTE index value is below the normal limit, these results indicate the need for additional workload and do not require additional labour for each activity performed.

Clandys Grosir, has a human resource management system plays an important role in improving employee performance. In addition, the human resource management function indicates the extent to which workers are able to complete tasks and have the necessary skills on the fields listed in Clandys Grosir. Respondents at Clandys Grosir Sejahtera numbered thirty people. Quantitative descriptive methods were used in this study to measure the impact of one variable on another. Based on the results of research analysis using IBM SPSS 23, it can be seen that there is a strong relationship between employee performance and human resource development variables. The results of these data include validity and reliability tests, simple linear regression analysis, and hypothesis tests. In addition, the test results of this study show that factors related to human resource development have a positive and significant influence on employee performance.