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Employee work discipline is one of the important aspects of human resource management, especially in service companies that heavily rely on their employees' performance. PT CAI, as an event organizer company, still faces issues related to employee work discipline, such as tardiness, absenteeism without notice, and low consistency in completing work responsibilities. This activity is a form of Community Service by students aimed at increasing employees' understanding and awareness of the importance of work discipline through educational and practical approaches. The implementation methods of the activity include observation, interviews, discussions, documentation, and the implementation of an educational program in the form of work discipline posters as well as providing recommendations for a simple reward and punishment system. The results of the activity show that internal educational media serve as an effective visual reminder in increasing employee awareness of punctuality and work responsibility. This community service activity is expected to support the improvement of employee performance, service quality, and the operational sustainability of PT CAI.

Odoo training at PT Tamaddun Inti Perkasa aims to improve existing business processes within the company through process integration, data transparency, and operational efficiency. Odoo implementation can improve the Company's operational efficiency and also increase HR capacity through mentoring and training to acquire digital skills relevant to the development of Industry 4.0. The training was conducted through participatory practices to improve digital skills through real company data. The training stages included identifying company problems, general socialization of Odoo usage, training, mentoring, evaluation, and feedback. The training participants consisted of 9 people from several departments and was held on December 8, 2025. A pre-training questionnaire proved that the company's employees are aware of the importance of integrated data management. This training activity successfully improved digital competency through the use of Odoo and respondents agreed that using Odoo can help simplify their work. The use of a flexible integrated system according to company needs such as Odoo is one solution. The use of six modules: Manufacturing, Inventory, Sales, Purchasing, Accounting, and Point of Sales (POS) is considered very important and must be understood by the company as a starting point for further development.

At the company PT. PLN (Persero) ULTG Madiun carried out many tests relay, one of which is intertrip testing relay distance. Intertrip testing relay distance is a test carried out between 2 (two) relay distance conducting bays in main substations that face each other. Intertrip testing relay distance must be done if replacement occursrelay, replacement of teleprotection equipment, changes to protection schemes, and changes to logic circuitsrelay which is related to the send or receive signal from the opposite substation. However, this test requires synchronization between two intertrip test tools relay distance at each substation. In this final project, it will be designed Time Syncronization As A Tool For Intertrip Relay Distance Testing, to make things easier for PT employees. PLN (Persero) ULTG Madiun when synchronizing two intertrip test equipment relay distance. All process control of this tool uses ESP32 Devkit V1. Meanwhile for displaying setting time for testing can be seen on the web assisted by GPS NEO-6M. The results obtained when testing the Dolopo by Ponorogo R and S phase distance intertrip relay were carried out at 12.00.00, experiencing a delay time of 0.0553 seconds when the PMT tripped. Meanwhile, the Dolopo by Ponorogo T phase distance intertrip relay test was carried out on 12.09.00 and experienced a delay of 0.0529 seconds when the PMT tripped. From two intertrip relay distance tests, the trip time delay is no more than 0.1 second.

The findings of this study indicate that work environment, job satisfaction, and motivation simultaneously have a significant effect on the commitment of teachers and staff at Petukangan Selatan 01 Public Elementary School. This shows that a conducive work environment, such as adequate facilities, supportive colleagues, and a comfortable atmosphere, can increase the sense of belonging and loyalty among employees. Job satisfaction, which includes aspects such as fairness in rewards, recognition of achievements, and appropriate workloads, also contributes to strengthening work commitment. In addition, motivation, both intrinsic and extrinsic, plays a central role in encouraging employees to perform their duties with responsibility and enthusiasm. These findings also reinforce the importance of creating a balance between external factors (such as work environment) and internal factors (such as motivation and job satisfaction) to achieve strong commitment. Therefore, the implication of this research is that school management needs to continuously improve working conditions, develop fair reward systems, and provide opportunities for career development. By doing so, the commitment of teachers and staff can be maintained and even enhanced, which in turn will support the achievement of school goals more effectively.

Financial planning and management for employees of  New Topsy Salon Plaza Ambarrukmo Yogyakarta hasn’t been done optimally. Some employees are unable to pay debts on time and unable to pay mandatory contributions because of various reasons. The purpose of this community service activity is to increase knowledge & skills in financial planning & management, especially for employees at New Topsy Salon Plaza Ambarrukmo Yogyakarta. This community service activity at New Topsy Salon Plaza Ambarrukmo, Yogyakarta was carried out on April 05, 2023. The methods used in community service activities include counseling, discussion, questions and answers. The results, shows that community service activities at New Topsy Salon Plaza Ambarrukmo, Yogyakarta succeeded in providing education about ideal financial planning to employees, including housewives and employees who aren’t married. Participants were able to understand the importance of planning finances systematically and managing expenses, income, and investments to achieve short-term and long-term financial goals.  

The rapid growth of digital startup companies in Indonesia brings its own challenges in human resource (HR) management, especially related to workload and organizational commitment. High work dynamics, aggressive targets, and intense operational pressure can cause an imbalance in workload that impacts motivation, work stress, and increased turnover intention. HR commitment is a key factor in startup success, but it is difficult to achieve without effective and humane workload management. This community service activity was carried out by Karangturi National University (UNKARTUR), through the Faculty of Economics, Business and Humanities (FEBHum), which aims to improve the understanding, skills, and awareness of digital startup entrepreneurs and employees in Bugangan Village, Semarang, regarding workload management strategies. The methods used include workshops, group discussions, and direct assistance. The results of the activity showed an increase in participants' understanding of the impact of disproportionate workloads, as well as the ability to implement efficient and sustainable work strategies. This activity also encourages collaboration between academics and practitioners in designing a healthy and adaptive work environment. With better workload management, it is hoped that the level of commitment, satisfaction, and retention of employees in digital startups can increase, while strengthening the competitiveness of local businesses in the era of digital transformation.

This community service aims to develop human resources to improve employee performance at PT Insan Ki Angka. This activity was carried out in November 2021, using training and development methods which included workshops, skills training and mentoring programs. This method is applied on an ongoing basis to ensure effective transfer of knowledge and skills to employees. The results of the activities show that human resource development through comprehensive and ongoing training can significantly improve employee performance, operational efficiency and job satisfaction. While there are challenges such as limited training time and variations in technology skills, the benefits are far greater. Therefore, it is recommended that companies continue to implement structured HR development programs and provide ongoing support for employees, as well as ensure that adequate facilities and resources are available to support the implementation of new knowledge. These steps will help the company achieve its vision and mission and strengthen its competitiveness in the market.

This study aims to determine: (1) The influence of Work Environment on Employee Loyalty; (2) Effect of Compensation on Employee Loyalty; (3) The Effect of Work Environment and Compensation Against Employee Loyalty in PT. Nawakara Arta Kencana. Data collection methods in this study using questionnaires spread with the number of respondents 45 employees. Data analysis technique in this research using normality test, multicolinearity test, heteroscedasticity test, partial test (t test), and simultaneous test (f test). The results of this study indicate that: (1) Working Environment variables have an effect on significant to employee loyalty variable with t value> t table (2,972> 2,016); (2) Compensation variable significantly influence Employee Loyalty variable with t value> t table (5,500> 2,016); and (3) Work Environment Variables and Compensation Variables together affect Employee Loyalty variable in test result showing that the value of f arithmetic> f table (20,343> 3,21) and value of determination coefficient (R2) equal to 0, 492 or equal to 49 , 2%, it means that Work Environment variable and Compensation variable simultaneously influence Employee Loyalty variable as much 49,2%.