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The development of artificial intelligence (AI) technology has influenced various aspects of human resource (HR) management, from recruitment, training, to performance evaluation. This article aims to theoretically examine the convergence between AI, human capital, and economic efficiency in the context of contemporary HR management. The method used is a literature study of recent scientific publications related to these topics. The results show that the integration of AI in HR management can improve operational efficiency and decision-making effectiveness, but still requires strengthening human capital capacity to be adaptive to technological changes. This article emphasizes that the success of HR management in the digital era depends on the synergy between smart technology and sustainable human capital development. Therefore, AI-based HR strategies need to be designed with human-centered principles to ensure increased productivity as well as organizational sustainability.   Perkembangan teknologi kecerdasan buatan (Artificial Intelligence/AI) telah memengaruhi berbagai aspek manajemen sumber daya manusia (SDM), mulai dari rekrutmen, pelatihan, hingga evaluasi kinerja. Artikel ini bertujuan untuk mengkaji secara teoretis konvergensi antara AI, human capital, dan efisiensi ekonomi dalam konteks manajemen SDM kontemporer. Metode yang digunakan adalah studi literatur terhadap publikasi ilmiah terbaru terkait topik-topik tersebut. Hasil kajian menunjukkan bahwa integrasi AI dalam pengelolaan SDM dapat meningkatkan efisiensi operasional dan efektivitas pengambilan keputusan, namun tetap memerlukan penguatan kapasitas human capital agar adaptif terhadap perubahan teknologi. Artikel ini menegaskan bahwa keberhasilan manajemen SDM di era digital sangat bergantung pada sinergi antara teknologi cerdas dan pengembangan human capital yang berkelanjutan. Oleh karena itu, strategi SDM berbasis AI perlu dirancang dengan prinsip human-centered untuk memastikan peningkatan produktivitas sekaligus keberlanjutan organisasi.

The management of State-Owned Goods (SOG) is a crucial aspect of asset management that requires an effective and efficient system. This study aims to analyze the optimization of the State Asset Management Information System (SIMAN) as a tool for managing SOG at the Office of State Treasury and Auction Service (KPKNL) Semarang. Using a descriptive qualitative approach, this research evaluates the implementation of SIMAN in improving the accuracy, efficiency, and transparency of SOG management. The findings indicate that the implementation of SIMAN successfully integrates all aspects of SOG management into a comprehensive digital platform, accelerating the processes of inventory, recording, and reporting SOG. Furthermore, the system facilitates monitoring and auditing by providing real-time and accurate data. The improvement in coordination among units and the use of user feedback are key factors in the system's optimization. However, challenges related to human resource training and technological infrastructure support still require further attention. Overall, SIMAN has had a positive impact on organizational performance and has strengthened accountability and transparency in the management of SOG at KPKNL Semarang.

The problem faced by PT. Dinda Holding Company (DHC) is that it has difficulty in determining the best employees from a number of employees with varying performance qualities. Until now, the selection process has been carried out manually, taking into account the subjective assessments of the owner or store manager, without a structured evaluation system. As a result, employee selection tends to be inconsistent and leads to dissatisfaction among both employees and the business owner. Additionally, selected employees do not always demonstrate optimal performance, which impacts service quality and the operational sustainability of the store. Therefore, a decision support system was designed to assist PT. Dinda Holding Company (DHC) in selecting the best employees objectively, quickly, and accurately. Employees are human resources used as a driving force in the business operations of a company. The company faces the challenge of maintaining its competitive edge, which requires data on the performance of employees with good performance. This system applies the Simple Additive Weighting (SAW) method to perform calculations and evaluations based on predetermined criteria. The result of this system development is a desktop-based application using the Java programming language and a MySQL database, which is expected to assist management in making more measurable and structured decisions.

This study aims to analyze the influence of Work Discipline and Organizational Culture on Employee Performance at PT. BYD Arista Elektrika Pondok Indah. Employee performance is a key determinant of organizational success, and understanding the internal factors that shape it is essential for effective management. The research employs a quantitative approach, with data collected through questionnaires distributed to 62 respondents representing employees of the company. The data were processed and analyzed using SPSS 27, applying both partial (t-test) and simultaneous (F-test) statistical analyses to examine the significance of the relationships among variables. The results demonstrate that Work Discipline has a positive and significant effect on Employee Performance, emphasizing that adherence to rules, punctuality, and consistent task completion contribute substantially to better performance outcomes. Likewise, Organizational Culture also exerts a positive and significant effect, indicating that shared values, norms, and behavioral patterns within the organization play an important role in shaping employee attitudes and productivity. Furthermore, the F-test findings confirm that both Work Discipline and Organizational Culture, when considered together, significantly influence Employee Performance. The coefficient of determination (R²) is 0.631, meaning that 63.1% of the variance in employee performance can be explained by these two variables, while the remaining 36.9% is attributed to other factors beyond the scope of this study. Specifically, Work Discipline contributes 57.8% and Organizational Culture contributes 51.4% to employee performance. These findings underscore the strategic importance of instilling strong work discipline while simultaneously fostering a supportive and cohesive organizational culture. The practical implication for management is the necessity to design policies and initiatives that not only enforce discipline but also build a positive work environment that motivates employees. Strengthening these aspects is expected to enhance overall productivity, improve organizational outcomes, and create a sustainable competitive advantage for the company.

This community service program focuses on transforming financial management at Pharmacare Pharmacy Ciputat through the integration of digital accounting and strengthening human resource (HR) management. The background to this activity stems from the problem of partners who still rely on manual recording for financial transactions, inventory management, and report preparation. This condition results in inefficiency, late reporting, potential recording errors, and difficulties in strategic decision-making. In addition, limited HR competency in the use of digital accounting technology and the absence of financial standard operating procedures (SOPs) are major obstacles to improving organizational performance. The main objective of this activity is to implement an integrated digital accounting system capable of producing real-time financial reports, increasing inventory management efficiency, and building transparent financial governance. Simultaneously, employee competency is improved through intensive training and mentoring in the use of accounting software and the preparation of financial SOPs. The involvement of students and faculty in this activity aligns with the spirit of Independent Learning and Independent Campus (MBKM) and supports the achievement of the university's Key Performance Indicators (IKU), particularly in providing off-campus experiences and utilizing work results for the community. Through this program, it is hoped that Pharmacare Ciputat Pharmacy can improve operational efficiency, strengthen business sustainability, and provide more optimal healthcare services. More broadly, this activity contributes to community economic empowerment by strengthening the capacity of small businesses in the healthcare sector.

In the increasingly competitive hospitality industry, the role of the front office has become very crucial because it is the first and last point of interaction between hotels and guests. The operational success of a hotel is largely determined by the performance of the workforce in the front office, which directly affects the first impression, guest satisfaction, and overall reputation of the hotel. This study discusses in depth the importance of the Front Office Workforce Maintenance Program at Hotel Room Inc Bandung as a human resource management strategy to improve service performance. The program covers various aspects, such as providing regular training, developing communication skills, understanding guest management, and improving employee well-being, motivation, and loyalty. The main goal of this program is to minimize turnover rates, improve workforce competence, and maintain optimal hotel service standards. Through this approach, hotels can create a conducive working atmosphere, consistent service, and a memorable stay experience for guests. The findings in this study indicate that investment in workforce maintenance directly has a positive impact on service quality and guest satisfaction, which is the key to success in the modern hospitality industry.

This study explores the relationship between religiosity and Organizational Citizenship Behavior (OCB) within contemporary organizations by adopting a positive psychology perspective. OCB is defined as discretionary behaviors by employees that go beyond their formal job duties and contribute positively to the overall functioning and success of the organization. Examples include helping colleagues, being punctual, and demonstrating initiative, which foster a cooperative and productive work environment. Religiosity, on the other hand, is understood as a belief system that shapes an individual’s values, attitudes, and behaviors, both intrinsically—stemming from internal spiritual commitment—and extrinsically—motivated by external social or cultural influences. Through a systematic review of ten national and international academic journals, this study identifies several common dimensions of OCB, such as altruism (helping others selflessly), civic virtue (active and responsible participation in organizational affairs), and conscientiousness (going beyond minimal job requirements). The findings reveal a consistent positive correlation between religiosity and OCB, especially in sectors like education, Islamic banking, and healthcare, where religious principles strongly influence organizational culture. The integration of religious values into organizational practices encourages employees to exhibit behaviors that promote harmony, ethical conduct, and a sense of community within the workplace. This is particularly evident in employees who possess high levels of intrinsic religiosity, as their internalized beliefs motivate them to engage in prosocial actions that benefit the organization. The study recommends that human resource management strategies incorporate religious or spiritual values to cultivate a positive organizational culture. Such integration can be achieved through training programs, leadership development, and reward systems that emphasize ethical behavior and social responsibility, ultimately leading to improved employee satisfaction, loyalty, and overall organizational performance.

Background: Government administration plays a crucial role in delivering public services and implementing policies effectively. However, many developing countries face significant challenges in administrative capacity, bureaucratic efficiency, and service delivery quality. Objective: This study aims to analyze the key factors contributing to administrative weaknesses in government and propose a comprehensive framework for strengthening government administration to improve public service delivery and governance effectiveness. Methods: This research employs a mixed-methods approach, combining literature review, case study analysis, and expert interviews. Data was collected from 150 government officials across three administrative levels (national, regional, and local) and analyzed using thematic analysis and statistical methods. Results: The study identified five critical areas for administrative strengthening: (1) Human resource development and capacity building, (2) Digital transformation and technology integration, (3) Process optimization and bureaucratic reform, (4) Performance management systems, and (5) Citizen engagement mechanisms. Implementation of these components showed significant improvements in service delivery efficiency (p < 0.001) and citizen satisfaction scores (p < 0.01). Conclusion: A comprehensive approach to strengthening government administration requires coordinated efforts across multiple dimensions. The proposed framework provides a roadmap for systematic administrative reform that can enhance governance effectiveness and public service quality.

Human resources play a fundamental role as a key component in supporting the success of an organization or agency, including village governments, as they serve as the link between formulated visions, missions, and targets and their actual implementation in the field. This study specifically focuses on examining the influence of transformational leadership, communication, and the work environment on the performance of village officials, with job satisfaction as a key mediating variable. The research method employed a quantitative approach with purposive sampling, involving 79 village officials deemed representative of the population. The findings indicate that transformational leadership partially has a significant impact on increasing the motivation, loyalty, and work ethic of village officials, as visionary leaders are able to direct, inspire, and encourage employees to work more optimally. Communication has also been shown to play a significant role, as open, two-way, and transparent communication minimizes misunderstandings and creates harmonious working relationships among employees and between superiors and subordinates. A conducive work environment, both physically, psychologically, and socially, contributes to a sense of security, comfort, and higher work morale. Furthermore, this study confirms that job satisfaction is a crucial mediating factor in linking transformational leadership, communication, and the work environment with the performance of village officials. This is because when employees are satisfied with their jobs, their commitment, productivity, and dedication to their tasks increase significantly. Therefore, this study emphasizes the need for an integrated strategy in human resource management at the village level, with an emphasis on an inspirational leadership style, an effective communication system, the creation of a healthy work environment, and increasing job satisfaction as a sustainable effort.

The professionalism of civil servants (PNS) is a requirement that must be achieved by an employee to demonstrate their abilities, potential, and desires positively, which will ultimately affect the performance of personnel and organizations, in this case, the Indonesian National Armed Forces (TNI), including in the environment of the Indonesian Navy Academy (AAL). The participation of civil servants in the AAL environment, hereafter referred to as AAL civil servants, greatly aids the implementation of the main duties and functions of AAL as an educational institution within the Indonesian Navy that has a specific function of educating the youth of Indonesia to become officers of the Indonesian Navy through academic-level education. Since human resources play an essential role, the researcher conducts a study to determine the extent to which job placement, education, and training influence civil servants at the Indonesian Navy Academy. The independent variables used are job placement, education, and training, while the dependent variable is the performance of civil servants.  The research analysis used multiple linear regression analysis with hypothesis testing using t-test (partial) and F-test (simultaneous). The population of the study consisted of 225 individuals with a sample of 144 people using explanatory research methods. The results showed that (1) Performance, job placement, education, and training of Civil Servants at the Naval Academy are categorized as fairly good, as evidenced by the performance assessment of members by their superiors. (2) Job placement, education, and training simultaneously have a significant effect on the performance of Civil Servants at the Naval Academy by 39.0%, with the remaining 61.0% influenced by other variables besides job placement, education, and training. (3) Job placement, education, and training partially have a significant effect on the performance of Civil Servants at the Naval Academy. Job placement has a significant partial effect of 29.8% on the performance of Civil Servants at the Naval Academy. Education and training partially have a significant influence of 28.0% on the performance of Civil Servants at the Navy TNI Academy.

The Secretariat and Legal Department of a state-owned enterprise (BUMN)has an important role in ensuring compliance and efficient administrative management. The purpose of this study is to analyse the application of the Hungarian method in allocating non-permanent staff in the Secretariat and Legal Department. It is expected that by applying the Hungarian method, staff allocation can be more effective, thus supporting the secretarial function in document management and the legal department in handling legal issues. The results showed that the application of the Hungarian method not only accelerated the allocation process, but also resulted in a more optimal allocation of human resources, which ultimately improved the performance of the teams in the secretarial department and the legal department. The methods used in this study include quantitative and qualitative analyses as well as data collection through observation and interviews with stakeholders

This study aims to analyze the human resource development (HRD) strategies implemented at PT JVC KENWOOD and their impact on employee productivity. The method used is descriptive qualitative, with data collected through interviews, observation, and document analysis. The research findings indicate that HR development strategies such as continuous training, coaching, and periodic performance evaluations have positively contributed to improving employees' skills and work efficiency. However, challenges remain in utilizing training technology and measuring program effectiveness. Therefore, continuous evaluation is needed to ensure that HR strategies are optimized in supporting the company's productivity.

Human resources have an important position in very organization because to achieve maximum organizational performance it is necessary to utilize its resources including human resources. Utilizing individuals in the organization to participate in maximizing organizational performance is the task of human resources manajement. This study aims to determine the importance of human resources manajement in improving organizational performance. This research use a qualitative approach with the miles and Huberman interactive analysis model. Qualitative data analysis is carried out interactively and continuously until completion, so that the data is saturated and consists of 3 main activities, namely: data reduction, data presentation, and conclusion drawing. Based on the research, the importance of human resource manajement (HRM) in improving organizational performance has been proven to be significant in the context of business ang manajement. HRM plays an important role in creating a healthy work culture, increasing employee motivation, and improving overall organizational productivity. By paying attention to factors such as transformational leadership, employee development, diversity management, and result-based performance management, HRM caan create an effective work environment and ensure that the organization has a qualified and high- performing work team, so that it can face businnes challenges, improve competitiveness, and achieve long-term success.

Efficient budget management in the public sector requires reliable and relevant information. In this context, management accounting plays a crucial role not only as a financial recording tool but also as a support system for planning, controlling, and evaluating organizational performance. This article explores how management accounting can be implemented to help government institutions and non-profit organizations use public resources effectively. The study uses a descriptive qualitative approach by reviewing relevant academic literature. Findings indicate that a well implemented accounting system can enhance transparency, improve accountability, and reduce waste as well as the risk of budget misuse. Moreover, the financial and non-financial information it provides supports data-driven decision-making processes. Successful application of management accounting depends on strong leadership commitment, competent human resources, and the adoption of good governance principles. Therefore, management accounting serves not only as an administrative necessity but also as a foundational tool for delivering high-quality and trustworthy public services.

Data quality plays a crucial role in the managerial decision-making process, especially in sharia-based organizations. Accurate, complete, and relevant data serves as a foundation for managers in determining appropriate strategies and supporting overall organizational performance. This article aims to examine the role of data quality in enhancing the effectiveness of managerial decision-making through a literature study method. The results indicate that data quality dimensions such as accuracy, completeness, consistency, timeliness, and relevance directly impact the quality of information used in decision-making. Additionally, challenges in implementing data quality in sharia-based organizations were identified, including technological limitations, human resource constraints, and the integration of sharia values in data management. This article offers strategic recommendations for sharia-based organizations to improve data quality in order to support more effective, accountable, and sharia-compliant managerial decisions.

This study aims to understand the influence of human resource management (SDI) and sales digitalization on improving the performance of MSMEs, especially in the donut business in the Tuasan area. According to the results of interviews and direct observations, Donat Tuasan MSMEs face major obstacles in the use of digital technology, such as low digital literacy and lack of understanding of digital payment systems such as QRIS and food delivery service platforms such as GoFood and GrabFood. In an effort to improve business performance, human resource empowerment is very necessary, including education on the use of digital technology and the development of business actors' competencies in managing businesses in a modern manner. The implementation of a cashless payment system and the use of digital platforms are expected to be able to expand market reach, increase transaction efficiency, and improve the competitiveness of MSMEs in the digital era. This study emphasizes that the success of MSME digital transformation is highly dependent on effective SDI management and continuous support from various related parties.

This study aims to present a comprehensive bibliometric analysis of Intellectual Quotient (IQ), Emotional Quotient (EQ), and Spiritual Quotient (SQ) in an academic context, particularly focusing on the role of lecturers. Using bibliometric methods. The data for this study came from 300 English-language scientific articles published in 2023 from the Scopus and Google Scholar databases. The analysis was carried out using keyword co-occurrence techniques, overlay visualization, density visualization, and author collaboration networks. The findings show that there is a strong focus on developing conceptual frameworks and reviewing literature related to IQ, EQ, and SQ, indicating an effort to understand the integration of these three intelligences as the foundation for human resource development in higher education. However, several keywords were also found to be thematically irrelevant, suggesting challenges in data filtering or uniqueness of terminology between disciplines. Collaborative networks between authors tend to be fragmented, indicating the potential for fostering broader collaboration. The implications of this study theoretically reinforce the need for the integration of IQ, EQ, and SQ in understanding holistic intelligence, while practically encouraging higher education institutions to design lecturer development programs that balance these three aspects of intelligence to form superior character and performance

Study This analyze the role of Waqf Bank Micro (BWM) in increase performance of MSMEs in Surabaya, with capitalization as variable mediation . Focus main covers access financing , human resource development, and literacy finance, using approach quantitative through survey against 90 MSME actors fostered by BWM Al- Fithrah Wava Mandiri . Analysis using SEM with SmartPLS 4.0 shows that third variable influential significant to performance of MSMEs, both in a way direct and through capitalization . Capitalization become the most dominant mediator ( coefficient 0.581; p-value 0.000). Findings This confirm role BWM doubles as institution financing and empowerment . In theoretical , results This support theory Resource-Based View (RBV) and its importance financing accompanied by strengthening capacity business in a way holistic.

This study aims to analyze the effect of implementing a Management Information System on employee performance improvement at the Serang City Department of Transportation. Management Information System serves as a tool for data management, reporting, and decision-making support based on information technology. The research uses a quantitative approach with survey methods, by distributing questionnaires to employees from various divisions within the Serang City Department of Transportation. The results show that a structured and integrated Management Information System significantly influences work effectiveness, task completion timeliness, and employee performance accountability. Supporting factors such as system usage training, Information and Communication Technology infrastructure readiness, and leadership commitment further strengthen the positive impact of Management Information System on employee performance. This study recommends strengthening human resources and continuously developing the system to improve transportation services and support bureaucratic reform in the Serang City Department of Transportation.

This study aims to analyze the planning and management of human resources (HR) in the culinary business of Ayam Penyet, with a case study at Ayam Penyet Buk Nur. The research employs a qualitative method with a case study approach, collecting data through in-depth interviews, observation, and documentation. The findings indicate that thorough HR planning is crucial to ensure the availability of workforce that matches operational needs. Recruitment at Ayam Penyet Buk Nur is still informal, necessitating a competency-based selection system to acquire qualified employees. HR development through technical and work ethics training has proven to improve performance and service quality. A fair and transparent compensation system contributes to employee loyalty and retention. The internalization of Islamic business ethics strengthens a professional and harmonious work culture. Effective and adaptive HR management is key to the success and competitiveness of the Ayam Penyet business amid intense culinary market competition. The study recommends enhancing recruitment systems, continuous training, and the application of fairness and ethics principles in HR management to support business sustainability.