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In 2023, Batam City will record 550 homeless people and beggars undergoing rehabilitation. In 2024 (January-July), this number will drop significantly to 237. The aim of this research is to determine government collaboration in handling homeless people and beggars in Batam City. The method used is descriptive qualitative, there are eight informants with data collection techniques through interviews, observation and documentation. Data analysis was carried out through data reduction, data presentation, and drawing conclusions. This research uses Collaborative Governance theory from Deseve, namely Network Structure (Organizational Structure), Commitment to a Commom Purpose (Commitment to the goal), Trust Among the Participants (mutual trust between actors), the existence of Governance Certainty, Access to Authority (Access to power), Distributive Accountability (Sharing responsibility), Information Sharing (Sharing Information), Access to Resources (Access to Resources. The findings obtained are (1) Network Structure: Satpol PP carries out patrols and the Social Service supports it through the formation of a Rapid Response Team (TRC). (2) Commitment to a Common Purpose: Satpol PP and the Social Service are committed to outreach and reducing the number of Social Welfare Recipients, which is evaluated based on the budget. (3) Trust Among the Participants: collaboration between Satpol PP and the Social Service is running well thanks to open communication, regular coordination meetings, and mutual assistance. (4) There is certainty of governance: the role of Satpol PP and the Social Service is regulated in Regional Regulation No. 6 of 2002 and received support from other institutions. (5) Access to Authority: handling homeless people is regulated by Law no. 23 of 2014, with Satpol PP on patrol duty and the Social Service handling social problems through a budget supervised by the Inspectorate and BPK. (6) Distributive Accountability: The Social Service appoints the relevant OPD and forms a TRC which collaborates with Satpol PP in networking, while the TRC supports large or special activities. (7) Information Sharing: The Social Service shares the latest data and regulations in coordination meetings. (8) Access to Resources: Satpol PP and TRC have resources with a supporting budget as well as contributions from Srikandi PLN in counseling, equipment, and Pelni for the repatriation of homeless people and beggars. Therefore, researchers put forward suggestions, namely that the government should reach out more to the community and provide full assistance so that homelessness and beggars can be reduced.

The issue of limited employment access for persons with disabilities is a strategic concern that demands serious attention, particularly in Medan City. Unit Layanan Disabilitas (ULD) under the Department of Manpower of Medan City was established as a government initiative to support persons with disabilities in obtaining equal employment rights. ULD has demonstrated positive initiatives through skills training, coordination with companies, and the placement of workers with disabilities. However, its effectiveness in realizing inclusive employment still faces various internal challenges, such as limited personnel capacity and suboptimal work structure. The research method used in this study is qualitative with a case study approach. Data were collected through interviews, observations, and documentation studies. The data was analyzed qualitatively usingInstitutional Capacity Development indicators proposed by Merilee S. Grindle (1997), which include three dimensions: Human Resource Development, Organizational Strengthening, and Institutional Reform. The results of this study indicate thatthat in the dimension of human resource development, some ULD members have not received adequate training, there are no specialized assistants, and the recruitment process is not yet based on specific competencies. In terms of organizational strengthening, unclear division of tasks, weak internal communication systems, and suboptimal leadership in directing cross-sectoral teamwork were identified. Meanwhile, in the institutional reform dimension, there is still a lack of concrete policy support from the local government. Nevertheless, ULD has successfully facilitated the employment of 42 persons with disabilities in companies that provide inclusive job opportunities to fulfill the 1% employment quota for persons with disabilities

The Communication and Information Service (Diskominfo) has a strategic role in building a positive image of local government agencies. This literature review research aims to analyze the role and strategy of public relations of the Serang City Diskominfo in building an organizational image. The research method uses a descriptive qualitative approach with literature study techniques through the collection and analysis of scientific literature from journals, reference books, and relevant official documents. The study focuses on the concepts of public relations, image management, and communication of government organizations. The results of the study show that the role of public relations of the Serang City Diskominfo includes the functions of internal and external communication, information management, and the formation of public perception. The main strategies used include the development of communication media, periodic publication programs, and persuasive approaches to build public trust. The study concluded that the success of building the image of the agency

This study examines the important role of internal communication in enhancing employee engagement within the context of corporate communication. Effective internal communication is crucial for fostering a positive organizational culture, ensuring smooth operations, and building trust between management and employees. Using the Two-Way Symmetrical Model by Grunig and Hunt, this paper emphasizes the importance of reciprocal communication in creating open, transparent, and inclusive communication channels that encourage engagement and collaboration. The study employs a qualitative approach with a descriptive method, relying on literature analysis. The findings indicate that organizations face significant challenges in managing communication across generations in the workforce. Differences in communication preferences, generational values, and technological barriers are factors that impact the effectiveness of internal communication. To address these challenges, appropriate communication strategies need to be implemented. This study proposes several strategies, such as multichannel communication, digital literacy training, message customization, and participative leadership. These strategies can enhance employee engagement, strengthen internal communication, and contribute to the long-term success of the organization.

Human Resources (HR) are an essential asset in an organization or company, as they encompass individuals with the skills, knowledge, and competencies needed to achieve organizational goals. Conflict management, organizational learning, and effective communication are the main pillars of HR management. Conflict management plays a role in transforming potential friction into opportunities for creative solutions, maintaining harmony, and improving team productivity. Organizational learning enables individuals and organizations to grow, adapt, and face new challenges with continuously evolving knowledge. Meanwhile, effective communication acts as a bridge that connects vision, mission, and actions, ensuring all elements of the organization move in alignment toward shared goals. CV. XYZ Surabaya is a company engaged in the supply and distribution of electrical equipment. Finding the right human resources for this organization is not an easy task. One of the company’s primary objectives is to improve employee performance, as improved employee performance is directly proportional to enhanced organizational performance. Based on the research findings, the t-test (partial) and f-test (simultaneous) analysis revealed that the variables of conflict management, organizational learning, and communication have a significant impact, both partially and simultaneously, on employee performance at CV. XYZ Surabaya.

In the competitive business world, organizational culture is a key factor affecting employee performance, especially in startup companies that often face challenges in growth and innovation. This study aims to analyze the influence of organizational culture on employee performance in startup companies, focusing on elements such as communication, collaboration, and managerial support. A strong organizational culture is believed to increase employee motivation and productivity, which in turn will contribute to the company's success. The results show that a positive organizational culture, including collaborative, innovative, and open values, contributes significantly to increased employee motivation and productivity. Employees who engage in a positive organizational culture tend to be more productive and have a higher retention rate because they feel supported by their company. The practical implication of this study is that startup companies need to actively create and build a productive work atmosphere to increase employee motivation.

The development of human resources (HR) is crucial for achieving organizational goals, particularly in the competitive food sector. This research analyzes HR management at Perum Bulog Subdrive Surabaya Utara, identifying strengths and weaknesses through a qualitative approach. Interviews and documentation reveal strong workforce quality and structured training programs as key strengths. However, challenges such as low motivation, communication gaps, and resource limitations hinder effectiveness. Opportunities arise from technological advancements and increasing market demand, while threats include intense competition and economic uncertainty. The findings suggest practical recommendations for enhancing HR development strategies, emphasizing the need for improved internal communication, employee engagement, and leveraging technology in training to boost overall organizational performance

The problem PAM JAYA is the distribution of clean water. This research was conducted to find out how PAM JAYA implements its policies stated in the Special Capital Region of Jakarta Regional Regulation Number 4 of 2021 concerning Changes in the Legal Form of Regional Drinking Water Companies. The research method used is qualitative method. The focus of this research based on the Policy Implementation model proposed by Van Metern Van Horn. The results of research on Standard and Policy Target indicators show that the implementation of PAM Jaya management has been implemented, but the implementation is not optimal. In the Resource indicator, the availability of Human Resources and Financial Resources is adequate. Indicators of the Characteristics of the Implementing Organization, the division of authority and evaluation are quite optimal. In the Implementer's Attitude indicator, the implementers have understood and accepted the policy, but their attitude is still not optimal in responding to complaints. The Inter-Organizational Communication Indicator is considered to be quite optimal because PAM Jaya has optimized communication with relevant stakeholders and the community. Social, Economic and Environmental Condition Indicators are supportive, the rates set by PAM JAYA have been adjusted to the economic level of the community.

Job analysis is an essential component of developing an effective organizational structure. A systematic process known as “job analysis” is used to determine the responsibilities, authorities, and competencies required for each job position. This analysis helps organizations create a clear structure, prevent overlapping roles, and ensure that jobs are designed to support strategic objectives. This research conducted a literature study by looking at ten articles in relevant journals that included research objectives, results, and suggestions. To facilitate the presentation of the results, the data collected was analyzed and summarized in tabular form. The results show that job analysis is helpful in building an organizational structure that is flexible, efficient, and relevant to business needs. A structure based on job analysis can also improve efficiency, productivity, communication, and employee motivation as well as help organizations adjust to market and technological developments. Based on these findings, organizations are advised to implement job analysis on a regular basis.

The method applied in this study is Systematic Literature Review (SLR) and this work examines the pertinent literature between 2020 and 2024. The sources included here were Scopus, Web of Science, Google Scholar while using the following keywords; digital communication and profitability. The findings indicate that firms that engage in anticipatory digital media communication receive higher customer interactions of between 10-30% and continued patronage and sales. Furthermore, AI and big data help organizations tailor their communication strategies, maximize CLV and minimize operation expenditures. However, the study also revealed that digital skills’ dearth and organizational reluctance to embrace digital technology are a thorn for firms, particularly MSMEs, regarding the appropriate execution of digital communication strategies. Based on the findings of this study, the conclusion is that enhanced digital communication can enhance the profitability of the company as long as adequate technological platform and increased digitization of company’s employees are in place. As for the suggestions for future research, they include examining the effects of data privacy legislation on Digital Communications Planning and analyzing how manufacturing and, especially, financial service industries can leverage Digital Technology to create a sustainable competitive advantage.

Matrix organizational structures are increasingly being used by multinational companies in response to the complexities of global account management (GAM). This article explores the challenges and opportunities in implementing a matrix structure for GAM through a qualitative, case study-based approach. The study was conducted across four global companies in the technology and manufacturing sectors. The results show that matrix structures enhance cross-functional and cross-regional coordination, but also create role conflict, authority ambiguity, and high communication burden. This study provides strategic insights for top management to balance the need for global integration and local adaptation in the context of global strategic account management.

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.

In the era of globalization and rapid development of information technology, communication is a crucial element in supporting the success of organizations, including within the scope of the Student Representative Council (DPM) of the Tarutung State Christian Institute. As a student legislative body, DPM has the task of forming regulations, overseeing the implementation of policies, and carrying out supervisory functions over the executive budget institution. However, communication challenges often hinder the effectiveness of DPM's performance, such as the lack of integrated communication channels, low understanding of organizational communication, and information gaps between DPM, students, and the campus. Therefore, an innovative communication policy is needed, both internally and externally. Internally, this policy must encourage openness, transparency, and collaboration between members. Externally, an effective communication strategy will strengthen the relationship between DPM, students, and the campus, so that the legislative function can run optimally and create a synergistic relationship.

Organizational changes in Madrasah Aliyah aim to improve the quality of education, but often give rise to challenges such as increased workload and stress for teachers. Effective stress management strategies, such as training, open communication, psychosocial support, and balanced workload arrangements, are key to helping teachers adapt to these changes. With a holistic and planned approach, Madrasah Aliyah can create a healthy work environment, support teacher well-being, and improve the quality of teaching in a sustainable manner.

In the midst of increasingly complex globalization, organizations must continue to innovate and maximize the potential of existing resources to achieve competitive advantage. Human Resource Management (HRM) plays a strategic role in managing employees as important organizational assets. This research uses a Systematic Literature Review (SLR) approach to review various literatures that discuss the relationship between HRM strategies and achieving competitive advantage. The results of the literature analysis show that effective HRM strategies, including competency-based recruitment, employee development through training and education, fair reward systems, and the use of technology such as Human Resource Information System (HRIS), can improve organizational performance and competitiveness. In addition, transparent performance management and good internal communication are also important supporting factors. Nonetheless, challenges in implementing HRM strategies remain, such as changes in organizational culture and budget constraints, which require an adaptive approach. This research provides insights into how the right HRM strategy can contribute to the achievement of competitive advantage in the face of fast-changing global market dynamics.

This literature review explores essential leadership skills needed to achieve organizational goals, focusing on communication, decision-making, motivation, and conflict management. Effective leadership, especially in transportation, requires adapting to complex challenges, such as traffic congestion and regulatory changes, while integrating sustainable policies and technological advancements. The study highlights transformational and inclusive leadership styles as critical approaches to fostering team collaboration, trust, and innovation. Using a systematic literature review method, key trends and knowledge gaps were identified, providing a basis for future research. The findings emphasize continuous training and development programs to enhance leadership capabilities, ensuring leaders can address evolving organizational demands and drive long-term success.

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.

Interpersonal communication plays a crucial role in building trust, collective identity, and a positive organizational culture. In organizations, trust serves as the primary foundation for creating a productive work environment, while collective identity and organizational culture shape internal direction and stability. This study aims to analyze the role of interpersonal communication in supporting these three elements. The research adopts a literature review method by examining various sources, including books, scholarly journals, and other relevant documents. The findings reveal that open, transparent, and effective interpersonal communication strengthens mutual trust, facilitates the formation of collective identity through social interactions, and fosters a harmonious organizational culture. Furthermore, interpersonal communication proves to be key in resolving conflicts constructively. This study highlights the importance of effective communication strategies to enhance interpersonal relationships within organizations and achieve shared goals.  

Conflict in organizations is an unavoidable phenomenon, especially in organizations that have dynamic and complex work environments. This study aims to identify and analyze effective conflict management strategies in modern organizations. Case studies were conducted in several organizations with different work structures and cultures. The approaches used in this study include negotiation, mediation, collaboration, and context. The results show that effective strategies depend on the characteristics of the conflict, the role of the leader, and open communication between the parties involved. Technology plays an important role in facilitating conflict resolution, especially in modern organizations that are increasingly digitally connected. These findings are expected to provide guidance for managers and organizational leaders in designing more effective conflict management strategies, increasing productivity, and creating a harmonious work environment.

The COVID-19 pandemic accelerated the adoption of flexible work arrangements (FWAs), prompting a paradigm shift in the traditional work model. This study aims to systematically review the literature on the impact of FWAs and organizational culture on work productivity. A systematic literature review was conducted using a rigorous methodology, including database searches, screening, data extraction, and thematic analysis. The search focused on peer-reviewed articles published in reputable academic journals. The findings from the literature review indicate that FWAs and organizational culture have a significant impact on work productivity. FWAs can enhance work-life balance, job satisfaction, and employee motivation, leading to increased productivity. However, challenges such as social isolation, decreased collaboration, and difficulty in maintaining work-life boundaries may arise. Organizational culture plays a crucial role in shaping employee behaviour and performance. A positive organizational culture characterized by trust, respect, and open communication can foster employee engagement and productivity. However, negative organizational cultures can hinder employee performance and job satisfaction. This systematic literature review highlights the complex interplay between FWAs and organizational culture in influencing work productivity. Organizations should strive to create a positive organizational culture that supports employee well-being, provides opportunities for professional development, and facilitates effective collaboration. By carefully designing and implementing FWAs, organizations can harness the benefits of flexibility while mitigating potential challenges. Further research is needed to explore the long-term impact of FWAs and organizational culture on employee productivity and organizational performance.