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Transformational leadership performance occurs when leaders broaden and enhance the interests of employees, when they raise awareness and acceptance of the goals and mission of the group, and when they mobilize their employees to look beyond their own self-interest of either the group or the individual. Transformational leaders achieve this result in one or more ways. Employee performance is the ability of an organization to achieve its goals through productive and effective employees. Employee performance covers various aspects, including productivity, quality of work, attendance, creativity, and contribution to organizational goals. This Systematic Review is prepared based on Preferred Reporting Items for Systematic Reviews, full text articles and uses English and Indonesian. The keywords used in the search for articles are “Transformational Leadership” AND “Performance”. Analysis of the 13 articles explains that transformational leadership has benefits and effectiveness on employee performance. Based on the results of available literature, it can be concluded that transformational leadership style has a positive influence on employee performance. kind to employees. This can increase employee confidence, commitment, and involvement in achieving organizational goals. In addition, transformational leaders also have the ability to develop employee potential and strengthen the working relationship between employees and leaders.

Management of qualified, adaptive, and innovative human resources plays an important role in the digital transformation era. According to the Minister of Manpower Ida Fauziyah, this will support national economic recovery. In addition, building HR resilience for company safety and health is an important function of HRM. Employee health is also a crucial factor in maintaining business continuity. Based on news quotes from CNN Indonesia, HRM has a vital role in creating quality human resources to achieve optimal employee performance. Organizational culture and work discipline are driving forces to improve the quality of employee work. Organizational culture has long been used in daily activities to improve work quality. Meanwhile, discipline is an attitude of respect and following the rules. R2 test results show numbers Adjusted R Square of 0.741 or 74.1% which means the Organizational Culture variable (X1) and Work Discipline (X2) both affect performance (Y) by 74.1% while the remaining 25.9% are influenced by other variables. Organizational Culture (X1) partially affects employee performance (Y) with a t count of 3.369 > t table of 1.98447. Work Discipline (X2) partially affects Employee Performance (Y) with a t count of 6390 > t table of 1.98447. X1 and X2 variable simultaneously have a positive effect on variable Y with a calculated f value of 138.779 > f table 3.09.    

Leadership training in student organizations still needs to be improved. This increase aims to improve the quality of intra-campus organizations. The methods used in this training are exploration, lecture and discussion. This event was attended by 48 participants from various semesters. As a result of this training, students have quite a lot of enthusiasm, because they can learn more about the goals and benefits of organizing on campus.

Peningkatan kualitas sumber daya manusia merupakan hal yang patut diperhatikan karena faktor manusia sangat berperan dalam mencapai tujuan organisasi. Pengelolaan SDM yang baik merupakan suatu keharusan apabila organisasi ingin berkembang. Faktor-faktor yang dapat mempengaruhi kinerja karyawan, difokuskan pada tiga variabel person organization fit, person job fit dan organizational citizenship behavior. Tujuan dalam penelitian ini untuk mengetahui dan menganalisa pengaruh person organization fit dan person job fit terhadap organizational citizenship behavior, serta pengaruh person organization fit dan person job fit terhadap kinerja pegawai. Penelitian ini menggunakan metode kuantitatif yaitu penelitian yang menggambarkan atau menjelaskan pengaruh person organization fit dan person job fit terhadap kinerja pegawai dengan OCB sebagai variabel mediasi. Metode total sampling ini dipakai karena populasi relatif kecil (mudah dijangkau). Sampel dalam penelitian ini adalah 88 pegawai di Dindukcapil Kabupaten Demak. Penggunaan sampel berjumlah 88 responden. Hasil penelitian menunjukkan bahwa person organization fit dan person job fit berpengaruh positif dan signifikan terhadap organizational citizenship behavior. Analisis lain juga menunjukkan bahwa person organization fit, person job fit, organizational citizenship behavior berpengaruh positif dan signifikan terhadap kinerja pegawai.

Tujuan penelitian ini adalah  untuk mengetahui dan menganilisis pengaruh:  a) budaya organisasi terhadap komitmen organisasi; b) motivasi kerja terhadap komitmen organisasi. c) kepuasan kerja terhadap komitmen organisasi. d) budaya organisasi terhadap kinerja pegawai. e) motivasi kerja terhadap kinerja pegawai;. f) kepuasan kerja terhadap kinerja. g) komitmen organisasi terhadap kinerja pegawai Sekretariat Daerah Kabupaten Blora. Kinerja adalah hasil dari fungsi suatu pekerjaan atau kegiatan tertentu selama suatu periode waktu tertentu. Kinerja dalam hal ini menunjukkan hasil kerja yang dicapai seseorang setelah melakukan tugas pekerjaannya yang dibebankan oleh organisasi. Penelitian ini menggunakan jenis penelitian kuantitatif. Sumber data primer berasal dari hasil angket dan observasi. Variabel yang diigunakan dalam penelitian ini adalah budaya organisasi (X1), motivasi (X2), kepuasan kerja (X3), komitmen organisasi (X4/Y1) dan Kinerja (Y2).  Populasi dalam penelitian ini adalah semua pegawai pada Sekretariat Daerah Kabupaten Blora,sampel yang diambil dalam penelitian ini adalah sampel jenuh, yaitu semua anggota populasi dijadikan sampel.  Metode pengumpulan data yang digunakan adalah angket dan studi pustaka. Teknik analisa data yang digunakan adalah: Uji validitas, realiabilitas, uji asumsi klasik, regresi berganda, analisis jalur, uji t, uji F  dan uji determinasi. Hasil penelitian ini adalah 1) budaya organisasi tidak berpengaruh secara signifikan terhadap komitmen organisasi, (thitung  1,895 > dari ttabel 1,684 dan   nilai signifikasi 0,065>0,050). 2) Motivasi kerja berpengaruh dan signifikan terhadap komitmen organisasi (thitung  variabel motivasi kerja 2,280>dari ttabel (1,684)  dan nilai signifikasi 0,028>0,050). 3)  Kepuasan kerja tidak berpengaruh secara signifikan terhadap komimen organisasi (thitung  kerja 0,141 < dari ttabel  1,684,   dan nilai signifikasi 0,889>0,050). 4) Budaya organisai berpengaruh positif dan signifikan terhadap kinerja (thitung  variabel budaya organisasi sebesar 2,517 > dari ttabel (1,684)  dengan nilai signifikasi 0,016 <0,050). 5) Motivasi berpengaruh positif dan signifikan terhadap kinerja. (thitung  motivasi kerja sebesar 2 ,766 > dari ttabel (1,684)  dengan nilai signifikasi 0,008>0,050). 6. Kepuasan kerja berpengaruh positif dan signifikan terhadap  kinerja (thitung  variabel kepuasan kerja sebesar 2,042 > dari ttabel (1,684)   dengan nilai signifikasi 0,047<0,050) 7. Komitmen organisasi berpengaruh positif dan sgnifikan terhadap kinerja (thitung  variabel komitmen organisasi sebesar 2,479 > dari ttabel (1,684)   dengan nilai signifikasi 0,017<0,050).

Tujuan dari penelitian ini adalah untuk mengetahui pengaruh kompetensi, Quality of Work Life (QWL), komitmen organisasional dan kepuasan kerjaterhadap kinerja pegawai di lingkungan Pasar Daerah Kabupaten Pemalang. Responden dalam penelitian ini adalah pegawai di lingkungan Pasar Daerah Kabupaten Pemalang, Jumlah responden dalam penelitian ini ditetapkan 154 responden dengan menggunakan teknik pengambilan sampel yang disebut proporsional random sampling. Penelitian ini menggunakan analisis Model Regresi Linier dengan bantuan program SPSS.     Hasil penelitian ini menunjukkan bahwa: 1) kompetensi berpengaruh positif dan signifikan terhadap kepuasan kerja, 2) Quality of Work Life (QWL)berpengaruh positif dan signifikan terhadap kepuasan kerja, 3) komitmen organisasional berpengaruh positif dan signifikan terhadap kepuasan kerja, 4) kompetensi berpengaruh positif dan signifikan terhadap kinerja pegawai, 5) Quality of Work Life (QWL)berpengaruh positif dan signifikan terhadap kinerja pegawai, 6) komitmen organisasional berpengaruh positif dan signifikan terhadap kinerja pegawai, dan 5) kepuasan kerjaberpengaruh positif dan signifikan terhadap kinerja pegawai.

BIT adalah suatu bentuk perjanjian yang digunakan untuk memberikan perlindungan kepada para investor tempat ia menanamkan modal dengan memberikan peraturan-peraturan yang substantif, saat ini Indonesia sudah menandatangani BIT dengan berbagai negara, hal ini karena BIT memiliki beberapa manfaat, yaitu terdapat penerimaan yang logis dan sebanding serta perlindungan dan keamanan penuh. Hampir semua BITs di seluruh dunia memastikan adil dan merata bagi investor. Penulisan ini mengangkat rumusan masalah yaitu bagaimana pengaturan di dalam aturan Indonesia dan hukum internasional tentang Bilateral Investment Treaty (BIT), serta apa kepentingan bagi Indonesia untuk menandatangani Bilateral Investment Treaty (BIT) antara Indonesia dengan Singapura. Penulis menggunakan metode analisis normatif kualitatif dengan model analisis deskriptif untuk mengatasi bagaimana masalah itu diajukan, sehingga menghasilkan kesimpulan bahwa pengaturan BIT di Indonesia diatur dalam UU No. 25 Tahun 2007 tentang Penanaman Modal, UU No. 5 Tahun 1999 tentang Larangan Praktek Monopoli dan Persaingan Usaha Tidak Sehat, UU No. 24 Tahun 2000 tentang Perjanjian Internasional, UU No. 37 Tahun 1999 tentang Hubungan Luar Negeri, UU No. 7 Tahun 2014 tentang Perdagangan, bahkan Ps. 11 UUD NRI 1945 juga menjamin BIT. Sedangkan pengaturan BIT dalam hukum internasional diatur dalam perjanjian itu sendiri, dan juga dalam konvensi-konvensi World Trade Organization (WTO) terutama hal yang berkaitan dengan investasi, Konvensi Wina 1969 dan kepentingan Indonesia dalam menandatangani Bilateral Investment Treaty (BIT) adalah membina pembangunan infrastruktur dan kawasan industri, khususnya yang berada di luar Jawa.

According to the World Health Organization, the number of new HIV cases worldwide will approach 1.5 million by 2020. Africa is registered as the region with the highest number of new HIV cases with 880,000 cases. According to UNAIDS, around 50% of people living with HIV are women and 2.1 million are children under 15 years of age. Based on Indonesia's health status in 2018, 69.95% of pregnant women were tested for HIV and hepatitis B. Of these tests, 0.28% of pregnant women were HIV positive. The effect that HIV-infected pregnant women can transmit HIV to your child during pregnancy, childbirth or breastfeeding. In addition to the triple elimination test, anemia examination is also recommended for pregnant women, because it is one of the steps to prevent anemia in pregnant women. The purpose of this study was to increase pregnant women' s knowledge about anemia screening and determine triple elimination through pregnant women courses. The research method uses Quasy experimental design with a group pretest design. The sample in this study were all pregnant women in the Kampung Bojong Jaya area as many as 40 people, the sampling technique was a comprehensive sample. The results of the research are the knowledge of pregnant women about anemia screening and triple elimination before counseling, most pregnant women have sufficient knowledge and then have good knowledge. Pregnant women received the most information about anemia screening and three times the elimination in the pregnant women category (p-value 0.000). The research method uses Quasy experimental design with a group pretest design. The sample in this study were all pregnant women in the Kampung Bojong Jaya area as many as 40 people, the sampling technique was a comprehensive sample. The results of the research are the knowledge of pregnant women about anemia screening and triple elimination before counseling, most pregnant women have sufficient knowledge and then have good knowledge. Pregnant women received the most information about anemia screening and three times the elimination in the pregnant women category (p-value 0.000). The research method uses Quasy experimental design with a group pretest design. The sample in this study were all pregnant women in the Kampung Bojong Jaya area as many as 40 people, the sampling technique was a comprehensive sample. The results of the research are the knowledge of pregnant women about anemia screening and triple elimination before counseling, most pregnant women have sufficient knowledge and then have good knowledge. Pregnant women received the most information about anemia screening and three times the elimination in the pregnant women category (p-value 0.000). The results of the research are the knowledge of pregnant women about anemia screening and triple elimination before counseling, most pregnant women have sufficient knowledge and then have good knowledge. Pregnant women received the most information about anemia screening and three times the elimination in the pregnant women category (p-value 0.000). The results of the research are the knowledge of pregnant women about anemia screening and triple elimination before counseling, most pregnant women have sufficient knowledge and then have good knowledge. Pregnant women received the most information about anemia screening and three times the elimination in the pregnant women category (p-value 0.000).

This research was conducted at the Office Tranportastion Depatment in Takalar Regency. This research has the character of which gives description and clarification concerning strategy of human resource development at Transportation Department in Takalar Regency, and also factors pursuing strategy of human resource development at Transportation Department in Takalar Regency.             The basic of research was survey approach. This research aim to know the strategy of human resource development and also factors pursuing strategy of human resource development in Transportation Departemen in Takalar Regency. This research used saturated samples all population at become sample.             The conclusion of this research that namely strategy of human resource depelopment in Transportation Department in Takalar Regency was through formal education, training and officer. Execution of officer location in Transportation Department in Takalar Regency was during the time assumed less compatible. Factors pursuing strategy of human resource development in Transportation Department in Takalar Regency consisted of the resistance eksternal covering legislation change, and political area growth. While internal resistance include the plan strategy which not precise of the goals, organization structure which centralistic and mecanistic, technology growth which quickly, and also finite budget.    

The importance of the role of contemporary da’wah institutions in Indonesia is a challenge for the government. This research aims to describe the role and problems of contemporary da’wah empowerment institutions in Indonesia. This study uses a qualitative method with a literature review approach which originates primarily from journals and books related to contemporary da’wah institutions in Indonesia. The results of this study found that the formation of da’wah institutions in Indonesia departed from individual awareness to carry out tabligh which developed into a collective awareness to carry out da’wah within a certain system within the da’wah institution. The concept of da’wah is not only synonymous with tabligh but covers all aspects of life and tabligh is only part of Islamic da’wah. An activity can be called da’wah if it includes a system of joint efforts of believers in the context of realizing Islamic teachings in terms of socio-cultural life. The role of da’wah institutions in Indonesia can act as a motivator because basically this approach strategy is basically an effort to raise public awareness so that they can develop the existing resources of the Indonesian people, the environment and the natural surroundings to get better results. This is where the socio-religious potential of preachers and da’wah institutions can carry out their role as Indonesian non-governmental organizations, especially through religious values ​​such as independence, justice, cooperation and so on.

The aim of this research is to describe Perceived Organizational Support, job satisfaction, and organizational commitment of the Bojonegoro District Education Office. Testing and analyzing the effect of Perceived Organizational Support on job satisfaction. The effect of organizational support on organizational commitment. The effect of job satisfaction on organizational commitment. The effect of Perceived Organizational Support on organizational commitment through job satisfaction. This type of research is explanatory research with a quantitative approach. The population of this study were all employees of the Education Office of Bojonegoro Regency. The number of samples in this study was the entire population of 84 people using saturated sampling technique. This study uses the Structural Equation Modeling (SEM) method and the analytical tool used in this method is Smart PLS software. The results showed that Perceived Organizational Support, employee job satisfaction and organizational commitment of the Bojonegoro Regency Education Office were in very high conditions. Perceived Organizational Support has a significant effect on job satisfaction. Perceived Organizational Support has a significant effect on organizational commitment. Job satisfaction has a significant effect on organizational commitment. Perceived Organizational Support has a significant effect on organizational commitment through job satisfaction

This Community Service Program (PKM) was conducted as an effort to strengthen organizational capacity in improving the performance of Dasawisma in Bukit Timah Subdistrict, Dumai City, particularly in management and organizational practices. The main problems faced by the community partners included suboptimal organizational functions, limited understanding of organizational management, administration, and simple financial recording, which affected participation and program sustainability. This program aimed to enhance the knowledge, skills, and awareness of Dasawisma members regarding effective organizational management and administrative practices. The methods applied were participatory counseling and assistance through lectures, interactive discussions, and practical exercises on organizational management and basic bookkeeping. The results indicated an improvement in members’ understanding of organizational roles and functions, increased motivation and active participation, and the emergence of collective awareness about the importance of administration and collaboration. Furthermore, the program encouraged more structured and organized behavior, serving as an initial step toward strengthening Dasawisma’s institutional capacity.

This Community Service Program (PKM) aims to enhance leadership capacity and organizational management skills of the Islamic Student Association (HMI) Dumai Branch cadres through the strengthening of Islamic values ​​and the application of modern organizational management principles. The program was implemented during the Intermediate Training (Latihan Kader II/LK 2) using lectures, interactive discussions, and leadership simulations. A participatory approach was employed to actively engage participants throughout the program. The results indicate an improvement in participants' understanding of transformational leadership, collective–collegial leadership, and organizational planning and management skills. Furthermore, the program increased participants' awareness of the importance of integrating Islamic values ​​as an ethical foundation in student organizational leadership practices. This PKM contributes to the development of qualified HMI cadres as future leaders with integrity, adaptability, and strong commitment to community service.

In the rapidly evolving landscape of artificial intelligence (AI), optimizing human resources (HR) practices is imperative to foster organizational excellence. This qualitative research aims to explore the intersection of AI and HR practices to enhance organizational performance. The research adopts a qualitative approach utilizing in-depth interviews with HR professionals, AI specialists, and organizational leaders. Sampling techniques include purposive and snowball sampling to ensure diverse perspectives are captured. Data analysis involves thematic analysis, allowing for the identification of patterns and themes within the qualitative data. Preliminary findings indicate that organizations are increasingly leveraging AI to streamline HR processes, enhance talent acquisition, and improve employee engagement. Furthermore, the research reveals the significance of ethical considerations and human oversight in AI-driven HR practices. This study contributes to the growing discourse on AI integration in HR and provides insights for organizations aiming to navigate the AI-driven landscape while fostering excellence in HR practices.  

This research aims to explore strategies for maximizing human capital in the context of advancing artificial intelligence (AI) technologies within the workforce. The study employs a phenomenological approach to understand individuals' experiences and perceptions regarding AI integration in the workplace. Through purposive sampling, data were gathered from a diverse pool of professionals across industries. Semi-structured interviews were conducted to delve into participants' perspectives on the impact of AI on job roles, skill requirements, and organizational dynamics. Thematic analysis was employed to identify recurring patterns and emergent themes within the qualitative data. Preliminary findings suggest a nuanced interplay between AI technologies and human capabilities, highlighting the need for upskilling, retraining, and fostering adaptability among employees. The study contributes to the discourse on optimizing human resources amidst rapid technological advancements, offering insights for organizational strategies to harness the synergy between human expertise and AI innovations in the future workforce.      

The low quality of Dasawisma administrative management remains a major challenge in supporting the effectiveness of the Family Empowerment and Welfare (PKK) programs at the community level. This problem is characterized by poorly organized family data records, weak documentation of activities, and limited understanding among administrators regarding the strategic role of administration as a basis for planning and decision-making. This Community Service Program (PKM) aims to improve the quality of Dasawisma administration through collaboration between higher education institutions and Dasawisma groups as an effort to strengthen community organizational governance. The method employed is a participatory community organizing approach, encompassing stages of joint planning, technical administrative assistance, training, and reflective evaluation. The results indicate an improvement in administrators' understanding and skills in managing administrative tasks, the establishment of more systematic data and activity recording systems, and increased participation and organizational ownership among Dasawisma members. Furthermore, the program encouraged the emergence of local leadership and collective awareness of the importance of as an instrument for institutional strengthening. Overall, collaboration with higher education institutions proved effective in promoting sustainable improvements in Dasawisma administrative governance.

In the dynamic landscape of Human Resource Management (HRM), the emergence of Artificial Intelligence (AI) technologies presents both challenges and opportunities. This research aims to explore strategies for empowering talent amidst AI innovations in HRM. The research adopts a phenomenological approach to delve into the lived experiences of HR professionals and employees within organizations integrating AI technologies. Through purposive sampling, data were collected via in-depth interviews and focus group discussions. Thematic analysis was employed to identify patterns, themes, and insights from the narratives. The findings reveal a nuanced understanding of how AI impacts talent management practices, including recruitment, training, performance evaluation, and career development. Moreover, the research elucidates the importance of human-centric approaches in leveraging AI to augment rather than replace human capabilities. These insights contribute to enhancing organizational strategies for talent empowerment in the era of AI-driven HRM innovations.

This Community Service Program (PkM) was motivated by the suboptimal organizational governance and tourism service management at Bahtera Beach. The main issues included limited managerial capacity among local tourism managers, the absence of clear service standards, and weak coordination among local tourism stakeholders. This program aimed to strengthen institutional capacity, improve the quality of visitor services, and promote more participatory and sustainable destination governance. The program applied a participatory approach consisting of problem identification, joint planning, training on tourism service management, development of basic service standards, and field mentoring. The beneficiaries were local tourism management groups and community members directly involved in tourism services at Bahtera Beach. The results indicate improved understanding among managers regarding structured organizational governance and service management. Clearer task distribution, the implementation of basic service standards for visitors, and increased awareness of cleanliness and visitor comfort were observed as tangible improvements. In addition, the emergence of local leaders who actively coordinate service activities and support program sustainability became an important outcome. Overall, this program contributed to strengthening institutional capacity and enhancing the quality of the tourism experience at Bahtera Beach.

This research aims to explore strategies for cultivating exceptional talent in the era of artificial intelligence (AI). The study employs a mixed-method approach, integrating interviews, surveys, and case studies to gather comprehensive data. The sample selection includes individuals from various industries known for fostering talent development, such as technology, education, and business. Through thematic analysis, the collected data are systematically examined to identify recurring patterns, emerging themes, and innovative practices in talent cultivation. Results reveal multifaceted strategies encompassing personalized learning, mentorship programs, continuous feedback mechanisms, and proactive skill development initiatives. Furthermore, the study highlights the significance of human-centric approaches in leveraging AI technologies to enhance talent development efforts. The findings contribute to a deeper understanding of how organizations can harness human potential effectively amidst technological advancements, paving the way for sustainable talent management practices in the AI era.    

This Community Service Program (PkM) was motivated by the low quality of administrative order in the bookkeeping and document management system of Dasawisma Anggur Merah 3 RT 08, Bukit Timah Village, characterized by unsystematic data recording, weak documentation practices, and limited understanding of accountable and organized administration. The objective of this program was to strengthen the capacity of Dasawisma in implementing orderly administration through the development of structured, transparent, and sustainable bookkeeping and documentation systems. The method applied was a participatory community organizing approach, implemented through socialization, technical assistance, simple bookkeeping training, hands-on documentation practices, and participatory evaluation. The results indicate a significant improvement in the understanding of Dasawisma members regarding the importance of administrative order, behavioral changes in record-keeping and document management, the establishment of a more structured bookkeeping system, and the emergence of collective awareness of administration as a foundation for program planning and decision-making. In addition, local leaders (local leaders) emerged as driving forces in strengthening administrative management and institutional capacity. This program contributes to the creation of more professional, accountable, and sustainable governance of Dasawisma organizations in community-based empowerment initiatives.