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This study aims to examine the role of human resource managers in strategic decision-making regarding employee training and development programs. The research method used is a literature study that analyzes various relevant theories and previous research findings. The results indicate that the role of HR managers has shifted from administrative functions to strategic business partners who are responsible not only for implementing training programs but also for long-term planning based on competency needs analysis. Factors such as leadership support, organizational culture, resource availability, and technological advancement significantly influence the quality of strategic HR decisions. Well-aligned and data-driven decisions enhance training effectiveness, employee motivation, and organizational productivity. This study highlights the importance of analytical capability, adaptive leadership, and digital technology utilization for HR managers to develop relevant and competitive training policies. The findings are expected to serve as a reference for organizations in formulating more targeted human resource development strategies that positively impact overall organizational performance.  

Non-governmental organizations (NGOs) play an important role in public policy networks as representatives of community interests, government partners, and advocacy actors. This study aims to analyze the role of NGOs in public policy networks in Garut Regency, as well as the challenges faced in increasing their contribution to policy formulation and implementation. The study uses a qualitative approach with descriptive-analytical methods. Data were collected through in-depth interviews, observations, and documentation studies of actors involved in the policy network. The results show that NGO involvement is still symbolic, power relations between actors are not yet equal, NGO institutional capacity is limited, and coordination within the policy network is less than optimal. The lack of regulatory support also weakens the position of NGOs in the public policy process. This study concludes that strengthening the role of NGOs through institutionalizing their involvement, developing regulations, increasing capacity, and establishing equal partnership patterns are important steps to improve the effectiveness of public policy networks in Garut Regency.

This community service program aims to improve the basic accounting literacy of the students (santri) at Pondok Pesantren Nurmadani NW Montong Lisung as a strategic effort to strengthen their financial independence. The program was initiated in response to the limited understanding of systematic financial management among santri, despite their involvement in various economic activities within the pesantren, such as the cooperative, canteen, and student organizations. The activities were carried out through four main stages: needs assessment, socialization of basic accounting concepts, financial record-keeping training, and evaluation accompanied by follow-up assistance. Interactive learning methods and experiential learning approaches were applied to ensure that participants not only understood theoretical concepts but were also able to practice them directly. The results showed a significant increase in the santris’ knowledge of the basic accounting equation, general journal, ledger posting, and preparation of simple financial statements. In addition to improved knowledge, there was also a positive shift in attitudes toward the importance of transparency, accountability, and sound financial governance. Several pesantren units began implementing the financial recording formats introduced during the training. Overall, this program successfully enhanced the technical skills and financial awareness of the santri and contributed to strengthening the pesantren’s financial management practices in a more professional and sustainable manner.

This study aims to analyze the implementation of audit procedures on the cash account in nonprofit organizations, specifically in the P Educational Foundation, conducted by the Public ccounting Firm Djoko Soerjadi. The research employs a qualitative approach with the P Educational Foundation as the object of study. Primary data were obtained through direct observation during the audit process. The resulty indicate that the applied audit procedures include the determination of materiality levels, preparation of audit working papers, reconciliation of cash balances between financial statements and the general ledger, examination of bank statements, and the sending of bank confirmation letters. All cash audit procedures were carried out systematically and in accordance with applicable auditing standars in Indoensia. Theses findings suggest that the audit procedures performed by the Public Accounting Firm Djoko Soerjadi were conducted professionally and contributed to ensuring the transparency and accountability of the P Educational Foundation’s financial statements.

This research discusses the media relations strategy of Sleman Regency Government Public Relations in improving the image of government. The Sleman Regency Government Public Relations has carried out a media relations strategy in maintaining information that is open the public, but there are still challenges in the form of newa with negative tones and delay in public relations in responding to developing issues, this has an impact on reducing the government image. This research aims to find out how the media relations strategy implemented by the Sleman Regency Government Public Relations in improving the image of the government. This research uses descriptive qualitative research methods with data collection techniques conducted throught observation, interviews, and documentation. The theoretical approach used in this research is based on the theory of media relations strategy proposed by Yosal Iriantara, namely managing relationships, developing relationship strategies, and developing networks. The result obtained show that Sleman Regency Government Public Relation has implemented Yosal Iriantara’s media relations strategy theory, by implementing three strategic processes. The fist point is managing relationship by crrying out supporting activities for media relations press conference, press tour, and press gathering, the second point is developing a relationship strategy by maintaining interpersonal communication with the media and using various media as needed in delivering information, the third process is developing networks by maintaining relationship and collaborating with professional journalist organizations. This research show that maintaining communication relationship with media partner sis very important to maintain and improve public perceptions of government.

This article examines Ahmad Muhamad Mustain Nasoha’s thought on Islamic nationalism as the basis of patriotism. Nasoha emphasizes that nationalism does not contradict Islamic teachings; in fact, the values of faith, morality, and brotherhood in Islam can strengthen national consciousness. According to him, love for the homeland is not merely a slogan or rhetoric, but a manifestation of faith and a Muslim’s social responsibility that requires active involvement in preserving unity, upholding justice, and contributing to national development. This article highlights the historical, philosophical, sociological, political, educational, and theological aspects of Islamic nationalism, including the contributions of Islamic scholars and organizations in shaping national identity as well as in the formulation of Pancasila as the state’s foundation in harmony with Islamic values. Furthermore, the article discusses the relevance of Islamic nationalism in addressing contemporary challenges, such as Indonesia’s plural society, globalization, radicalism, and digital disinformation. Nasoha stresses the importance of harmonizing Islamic values with Pancasila, so that Islamic nationalism can serve as both social cohesion and an ethical guideline for citizens. The implementation of Islamic nationalism can be carried out through education, legal reinforcement, moral development, and concrete social contributions, enabling Muslims to preserve their religious identity while actively participating in national life. Through this comprehensive study, the article asserts that Ahmad Muhamad Mustain Nasoha’s ideas significantly contribute to the development of a moderate, inclusive nationalism grounded in Islamic values. His thought offers a strategic framework to cultivate patriotic young Muslims without compromising religious identity.  while strengthening Indonesia’s national integrity in the face of contemporary challenges.

This qualitative literature review investigates the dynamics of risk sharing and performance-based compensation (PBC) in professional workplaces, aiming to bridge the gap between theoretical frameworks and practical applications. By analyzing existing literature, the review reveals that PBC can effectively align employee incentives with organizational goals, enhancing performance and commitment. However, the success of these systems hinges on various factors, including transparent evaluation processes, equitable risk distribution, and the relevance of performance metrics. The findings highlight that while risk-sharing models can drive long-term engagement, they may also expose employees to financial uncertainties, particularly in volatile industries. Moreover, perceptions of fairness and equity in compensation structures play a crucial role in influencing employee motivation and satisfaction. The review emphasizes the necessity for organizations to carefully design PBC systems that consider industry-specific characteristics and employee preferences to mitigate potential adverse effects. Overall, this research contributes to a deeper understanding of the complexities surrounding PBC and risk sharing, paving the way for future studies to explore their implications in diverse contexts.

Performance-based management (PBM) has emerged as a critical strategic approach for enhancing organizational productivity in contemporary business environments. This systematic review examines the theoretical frameworks, implementation strategies, and empirical evidence regarding PBM systems and their impact on organizational performance from 2020 to 2025. Through analysis of peer-reviewed literature, this article identifies key mechanisms through which performance management systems influence productivity outcomes, explores organizational challenges in implementation, and proposes evidence-based recommendations for practitioners. The findings suggest that effectively designed and implemented PBM systems, when aligned with organisational strategy, employee development, and stakeholder engagement, significantly contribute to improved productivity metrics. However, success depends on comprehensive change management, adequate resource allocation, and continuous system refinement. This review provides both theoretical insights and practical guidance for organizations seeking to optimize their performance management approaches.

This study examines the strategic role of job satisfaction in shaping organizational commitment in the context of companies by synthesizing empirical evidence published between 2016 and 2025. Although it has been extensively researched, findings related to the consistency and determinants of the relationship between job satisfaction and organizational commitment are still scattered and have not been integrated, thus requiring comprehensive mapping. Therefore, this study aims to identify empirical patterns, conceptual issues, and theoretical foundations that explain how job satisfaction contributes to the formation of organizational commitment. Using the PRISMA based Systematic Literature Review (SLR) method, 35 articles were selected through the stages of identification, screening, quality assessment, and thematic synthesis. The review results show that job satisfaction is consistently a major predictor of organizational commitment in various corporate sectors. These findings are consistent with theories such as Social Exchange Theory, Equity Theory, Herzberg's Two Factor Theory, and Job Demands Resources Model, which explain the cognitive and affective mechanisms of commitment formation. In addition, variables such as work environment, job involvement, work life balance, internal CSR, and HR practices were identified as mediators or moderators that strengthen this relationship. This study concludes that increasing job satisfaction is an important strategy for strengthening commitment, reducing turnover intentions, and improving organizational performance. This review contributes to an integrative understanding of empirical developments and theoretical perspectives, and provides recommendations for future research to expand the data base and consider cross-cultural dynamics in organizations.

Sexual violence against children is a highly complex issue with profound negative impacts on both the victims and their social environment. Children with disabilities, particularly those with Down Syndrome, are among the most vulnerable to such abuse due to their physical and cognitive limitations. Given this context, the role of non-governmental organizations (NGOs) such as the Child Protection Agency (LPA) becomes crucial. LPA plays a vital role in providing support, advocacy, and assistance to child victims of sexual violence, especially those with disabilities. This study aims to examine the protective role of LPA in assisting children with Down Syndrome who have become victims of sexual violence in Deli Serdang Regency. Using a qualitative method with a phenomenological approach, the research explores and interprets the lived experiences of informants involved in the cases. The study also highlights the implementation of the four child protection principles as applied by the LPA. The findings show that LPA fulfills its protective role by providing legal assistance, psychosocial support, and ensuring the safety of the victims. The organization successfully implemented the four child protection principles, resulting in a 12-year prison sentence for the perpetrator and justice for the victim. The study recommends increasing LPA staff capacity to enhance the quality of services provided.

This study explores the dynamics of organizational change and development in Islamic education from the perspective of visionary leadership, focusing on how vision and innovation serve as the driving forces of institutional transformation. The research object is an Islamic educational institution at the secondary level that seeks to adapt to modernization and quality improvement based on Islamic values. The main problem addressed in this study is the weak internalization of vision within organizational culture and the limited integration between spiritual and managerial aspects of leadership. The purpose of this study is to analyze the role of visionary leadership in directing organizational change and fostering adaptive, innovative, and value-driven development within Islamic education institutions. This research employs a qualitative descriptive method, using interviews, observations, and documentation as data collection techniques, analyzed thematically through the Miles and Huberman model. The findings reveal that visionary leadership builds a strategic direction grounded in Islamic values, promotes collective participation, and cultivates a culture of continuous innovation. The synthesis of results indicates that visionary leadership serves as the foundation for effective organizational transformation, harmonizing spirituality and innovation to create an excellent and value-oriented educational institution. In conclusion, strengthening leadership vision is essential to ensure the sustainability and relevance of Islamic education in the modern era.

This study examines the concept of the Great Filter as a metaphor to explain why only a few Islamic missionary organizations and startups are able to survive amidst digital disruption, while many others fail. Disruption, characterized by rapid changes in technology, regulations, and societal behavior, creates significant pressure that demands high levels of adaptability and innovation. This study uses a qualitative method based on a literature review by analyzing various literature related to entrepreneurship, digital missionary work, and dynamic capabilities. The results show that the success of Islamic missionary organizations in facing disruption is determined by a combination of visionary leadership, continuous innovation, mastery of digital technology, and the organization's ability to learn and adapt. Conversely, failure is often caused by limited funding, minimal innovation, and weak digital strategies. Thus, the Great Filter can be understood as a natural selection process that only resilient, adaptive organizations can overcome, and is able to combine spiritual values with entrepreneurial innovation.

The development of digital technology has significantly changed the way organizations manage human resources (HR), both in the public and business sectors. Organizations are now required to transform from an administrative HR management system to a technology-based strategic role to improve efficiency, competitiveness, and economic productivity. The results show that HR management transformation plays a significant role in improving organizational performance through the implementation of digital technologies such as Human Resource Information Systems (HRIS), people analytics, big data, and artificial intelligence (AI). This transformation can improve work efficiency, accelerate decision-making processes, and encourage innovation and collaboration. In the public sector, human resource digitalization supports bureaucratic reform towards transparent and accountable governance, while in the business sector, it strengthens employee competitiveness and creativity. However, key challenges identified include the digital competency gap, resistance to change, and limited technological infrastructure, particularly in public organizations and developing regions. The study concluded that the success of human resource transformation depends not only on technology adoption but also on organizational cultural readiness, visionary leadership, and the continuous development of digital competencies. Synergy between people and technology is key to achieving sustainable economic productivity in the digital era.

This Community Service (PKM) activity aims to enhance public awareness of the interrelationship between poverty, unemployment, and criminality as key challenges to sustainable economic development in Mandailing Natal Regency. The program was conducted through a cross-sectoral seminar involving speakers from the District Attorney’s Office, the Central Bureau of Statistics (BPS), and local community organizations. A total of 120 participants—including students, lecturers, village officials, and the general public—took part in the event. Evaluation was carried out using pre-test and post-test questionnaires to measure participants’ improvement in understanding. The results showed an average increase in comprehension scores from 2.84 to 4.05 on a 1–5 scale (a 42.6 percent rise). Participants demonstrated greater awareness of the structural link between economic pressures and criminal behavior. This PKM activity successfully strengthened community understanding of the importance of inter-agency synergy in addressing poverty and unemployment as preventive measures against crime. Cross-sectoral public education proved effective in fostering social awareness and serves as a replicable model for other regions.

This Community Service (PKM) activity aims to enhance public awareness of the interrelationship between poverty, unemployment, and criminality as key challenges to sustainable economic development in Mandailing Natal Regency. The program was conducted through a cross-sectoral seminar involving speakers from the District Attorney’s Office, the Central Bureau of Statistics (BPS), and local community organizations. A total of 120 participants—including students, lecturers, village officials, and the general public—took part in the event. Evaluation was carried out using pre-test and post-test questionnaires to measure participants’ improvement in understanding. The results showed an average increase in comprehension scores from 2.84 to 4.05 on a 1–5 scale (a 42.6 percent rise). Participants demonstrated greater awareness of the structural link between economic pressures and criminal behavior. This PKM activity successfully strengthened community understanding of the importance of inter-agency synergy in addressing poverty and unemployment as preventive measures against crime. Cross-sectoral public education proved effective in fostering social awareness and serves as a replicable model for other regions.

This article traces the evolution of modern public administration from Weberian rational bureaucracy to contemporary ideas of adaptive bureaucracy. We synthesize four classic books and eleven peer‑reviewed journal articles to map paradigm shifts from traditional bureaucracy to New Public Management (NPM), New Public Governance (NPG), digital‑era governance, complexity leadership, collaborative governance, and organizational resilience. Using an integrative literature review, we (1) compare core design logics (structure, coordination, decision rights, and accountability) across paradigms; (2) distill a five‑pillar conceptual model of adaptive bureaucracy—ambidextrous structure, agile learning processes, networked/collaborative governance, data‑driven/digital capabilities, and resilience/risk governance; and (3) advance actionable propositions for reform. We argue that adaptive bureaucracy reconciles rule‑bound reliability with continuous adaptation by coupling Weberian legality and due process with exploration, co‑creation, and digital enablement. The model clarifies how public organizations can meet volatility and complexity without sacrificing legitimacy. Implications include redesigning roles and incentives for exploration–exploitation balance, codifying agile yet auditable routines, scaling collaborative platforms, and investing in socio‑technical data infrastructure and resilience exercises. The article contributes a structured bridge between classic administrative rationality and contemporary adaptive governance suitable for volatile, uncertain, complex, and ambiguous (VUCA) contexts.

Conflict is an inevitable phenomenon in every organization, whether in business, education, or social contexts. If not managed properly, conflict has the potential to reduce performance; however, if handled constructively, it can become a source of innovation. Based on this issue, this study aims to answer the main question: how is conflict understood and managed according to recent literature findings? The method used is a literature review by searching for articles through several online databases using the keywords "organizational conflict," "conflict management," "types of conflict," and "resolution strategies." From an initial search result of 17 articles, after a screening process, 15 articles met the criteria for further analysis. The analysis results reveal three main themes. First, conflict in organizations can be categorized into several types, such as intrapersonal, interpersonal, intragroup, and intergroup conflicts. Second, the sources of conflict often stem from differences in interests, ineffective communication, and unequal distribution of resources. Third, conflict resolution strategies vary, including mediation, collaborative communication, compromise, deliberation, and approaches based on religious values.

Conflict is an inevitable phenomenon in organizational life and has the potential to greatly affect performance, interpersonal relationships, and institutional sustainability. The complexity of interactions in educational, business, and social environments makes this issue increasingly relevant for in-depth study. This study aims to examine the development of scientific studies on types of conflict and conflict management strategies over the past six years. The main focus of the study is to answer two questions: what types of conflict are most dominant in organizations, and how are conflict resolution strategies applied in various institutional contexts? The research method used is a literature review with the main keyword “types of conflict,” through searches in several scientific databases. From the selection results, five relevant articles were obtained and then analyzed based on research themes and trends. The analysis results show three main findings. First, conflicts within organizations can be classified into intrapersonal, interpersonal, and intergroup conflicts. Second, conflict resolution strategies emphasize the importance of effective communication, collaboration, mediation, and participatory leadership in creating sustainable solutions. Third, ethical and religious dimensions are also important aspects in building fair and harmonious resolutions. This study confirms that effective conflict management requires a multidimensional approach that integrates managerial, psychological, and moral values. Researchers are encouraged to conduct comparative studies between institutions to enrich their understanding of organizational conflict dynamics.

The Village health cadres play a vital role in the success of the Posyandu (Integrated Health Service Post) program as the frontline of community-based health services. However, challenges such as limited managerial capacity, insufficient resource support, and lack of continuous mentoring often hinder the effectiveness of the program’s implementation. This article aims to describe the process and outcomes of mentoring village health cadre organizations in improving their program management skills at the Posyandu. The research employs a qualitative approach using content analysis from activity reports, interviews, and field documentation. The results show that structured, participatory, and continuous mentoring significantly enhances cadres’ skills in planning, implementing, and evaluating Posyandu activities. Moreover, mentoring improves cadres’ motivation and sense of responsibility toward program sustainability. Support from village governments, local health centers (puskesmas), and communities plays a crucial role in maintaining the effectiveness of mentoring. Therefore, a collaborative mentoring model is an effective strategy to strengthen the capacity of village health cadres in managing Posyandu programs at the village level.

Leadership and quality management issues in education are important concerns in efforts to improve the quality of educational services and outcomes. Various studies have shown that the quality of principal leadership significantly influences the performance of educational organizations, but a comprehensive synthesis of leadership models and their implementation in quality management is still limited. This article aims to review the literature related to the role of leadership in implementing quality management strategies. The method used is a literature review with a qualitative approach. Data were obtained from Google Scholar and the Publish or Perish application with the keyword "Quality Leadership," covering the publication period 2020–2025. Of the 20 identified articles, a screening and selection process was carried out, resulting in 5 articles for in-depth analysis. The results of the thematic review indicate three main trends: (1) the integration of leadership and quality management strategies impacts educational performance and standards, (2) transformational, visionary, and leadership styles contribute differently to quality improvement, and (3) the urgency of effective leadership is seen in the ability to build a quality culture and face global challenges. The conclusion of this study emphasizes the central role of leadership in educational quality. Further research is recommended to explore the influence of digital and collaborative leadership in the context of 21st-century education.