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PT Jasamarga Tollroad Operator (JMTO) ia trusted by the company to handle toll road operations which include transaction services at toll gates and toll road services. PT Jasamarga Tollroad Operator (JMTO) is responsible for smoothness, comfort, and safety on toll roads. Good coaching to all employees will improve employee performance. This study aims to determine the effect of compensation, motivation, and job involvement on the performance of employees of PT Jasamarga Tollroad Operator (JMTO) Semarang Branch. The issue raised in this study is the decline in employee performance at PT Jasamarga Tollroad Operator (JMTO) which is indicated by the existence of work aspects that do not meet minimum service standards, which will have an impact on decreasing the quality of service to toll road users. The type of research used in this research is descriptive quantitative with a census sampling method using a questionnaire with a population of 157 respondents, with a Likert scale to measure each variable. Data analysis technique used is primary data using correlation test, linear regression, multiple. Methods of data analysis using SPSS version 24.00. The results obtained from this study are that the t-value of -0.440 is smaller than the t-table of 1.975 and the significance value of 0.687 is greater than 0.005. This shows that compensation has no effect on the performance of employees of PT Jasamarga Tollroad Operator (JMTO). Motivation obtained t value 3.493 greater than t table 1.975 with a significance value of 0.001 less than 0.005. meaning that the motivational variable affects performance. variable job involvement obtained t value of 9.506 greater than t table 1.975 with a significance value <0.001 less than 0.005. shows that the variable job involvement affects the performance of employees of PT Jasamarga Tollroad Operator (JMTO). Simultaneously the compensation, motivation and job involvement variables obtained results 63.385 greater than table 2.66 with a significance level of 0.001 less than 0.005. this shows that the variables of compensation, motivation and job involvement simultaneously have a significant effect on the performance of employees of PT Jasamarga Tollroad Operator (JMTO).

Syncope or fainting is an emergency condition that commonly occurs during sports activities due to reduced blood flow and oxygen to the brain. Rapid and appropriate management is essential to prevent further complications. This study aims to determine the syncope management procedures following sports activities performed by healthcare professionals at primary healthcare facilities. This study employed direct observation and structured interviews with healthcare workers at Puskesmas Boba, Ngada on November 28, 2025. Observed aspects included initial patient condition, initial actions, vital signs examination, medical assistance provision, condition monitoring, and follow-up actions. Healthcare workers performed management according to first aid procedures by positioning patients supine, elevating both legs, loosening tight clothing, checking vital signs using sphygmomanometer and stethoscope, providing oxygen and fluids when necessary, and monitoring until condition stabilized. Main causative factors of syncope were dehydration, physical fatigue, hypoglycemia, and anemia. Syncope management requires systematic actions and adequate medical equipment. Preventive education for athletes and the community, as well as collaboration among healthcare workers, coaches, and physical education teachers is crucial to prevent recurrence.

Human resource management (HRM) in education plays a strategic role in determining the quality and success of educational implementation. Educators and educational staff are the main assets of educational institutions that directly influence the quality of learning processes and outcomes. This article aims to examine the concept of educational human resource management, its scope, and the urgency of implementing effective HRM in improving educational quality. This study employs a qualitative approach using library research by reviewing relevant books, scientific journals, and educational regulations related to human resource management and education. The results indicate that the scope of educational HRM includes human resource planning, recruitment and selection, placement and organization, training and development, performance appraisal, compensation and rewards, coaching and maintenance, as well as termination and retirement. The implementation of professional, systematic, and sustainable educational HRM contributes significantly to improving the professionalism of educational personnel, institutional effectiveness, and the achievement of educational goals. Therefore, educational human resource management is a key factor in realizing high-quality and sustainable education.

Since the coach is the absolute core element in the process of success in training and the sport-specific goals, this study has been conducted in order to develop a scale to assess the football coaches based on the perspectives of the players. Given the nature of the study, the researcher used the descriptive method significantly the survey approach. Football players were used as the study population. The sampling method was non-random and involved a total of 80 players, 20 in the pilot and 60 in the main study. It was designed based on the scientific rules of scale-building. It had various dimensions associated with some aspects of the coach's job. Content validity was ensured and test–retest method was employed to establish reliability. Faialdani and Aleem 2020. The objective of this study was to develop the scale for assessing the performance of football coaches and to determine its validity and reliability as well. Methods: The scale was handed out to886 football coaches who have either bachelor graduation degree or higher from 16 provinces in Iran, covering the entire country.

Basketball requires mastery of basic technical skills and supportive physical conditions, including agility, which plays a crucial role in dribbling control and game effectiveness. In the extracurricular activities of Stepa Basketball Madiun, agility training has not been applied systematically, necessitating effective training methods to enhance athletes’ abilities. This study aimed to examine the effects of zig-zag run and shuttle run exercises on athletes’ agility and to compare the effectiveness of both exercises. A numerical methodology utilizing a pre-experimental One-Group Pretest–Posttest framework was implemented. The participants comprised 12 athletes between 13 and 15 years of age, who were allocated into two intervention groups. Data were collected using the Edgren Side Step Test before and after six weeks of training, conducted three times per week, and analyzed using t-tests. The results indicated that both exercises significantly improved athletes’ agility, with shuttle run showing a slightly greater improvement than zig-zag run. These findings reinforce the concept that agility can be enhanced through structured training emphasizing directional changes and speed, and provide practical implications for coaches to integrate shuttle run and zig-zag run exercises in training programs to optimize athletes’ performance.

This study aims to evaluate the implementation of Sidoarjo Regent Regulation Number 69 of 2017 concerning the Civil Servant Code of Ethics in the Family Planning Sector at the Sidoarjo Regency Women's Empowerment, Child Protection, and Family Planning Office. A qualitative approach with a case study was used to explore the implementation of the policy through interviews, observation, and documentation. The analysis was conducted using William Dunn's six policy evaluation indicators, namely effectiveness, efficiency, adequacy, equity, responsiveness, and accuracy. The results show that the policy has provided clear behavioral guidelines and is applied evenly in the work environment. However, the effectiveness and efficiency of implementation are not optimal due to disciplinary violations, weak supervision, and unstructured communication between superiors. The aspects of adequacy and accuracy are considered relevant to the needs of the organization, but have not been able to fully overcome obstacles such as high workloads and low internalization of ethical values ​​among employees. In general, this policy contributes to shaping the professionalism of civil servants, but still requires strengthening through continuous supervision and more systematic coaching. The originality of the study lies in the use of Dunn's evaluation model in the context of the implementation of the civil servant code of ethics at the regional level, as well as identifying gaps between normative policies and field practices. These findings confirm that the success of a code of ethics depends heavily on organizational communication, work culture, and consistency of oversight.

The coaching and supervision of inmates is an integral part of the correctional system which aims to shape the behavior of inmates so that they are able to reintegrate socially while still upholding Human Rights (HAM). This study aims to examine the quality of coaching and supervision of inmates at the Class IIB Maumere State Prison (Rutan), especially in its implementation according to modern correctional principles. The research method used is descriptive qualitative with data collection techniques through in-depth interviews, direct observations, and documentation studies. The results of the study show that the implementation of coaching and supervision has been carried out in accordance with the provisions of the applicable laws and regulations, but it has not run optimally. The main obstacles include limited human resources, inadequate facilities and infrastructure, and the implementation of a humanist approach in fostering assisted residents. In addition, coordination between officers still needs to be improved so that the coaching program runs more effectively. Therefore, it is necessary to strengthen correctional management, increase the capacity and professionalism of officers, and support adequate facilities to realize effective, humane, and fair coaching and supervision.

The quality of educational human resources (HR) is a key factor in determining the quality and success of educational implementation in schools. However, many schools still face problems of low performance, motivation, and professionalism among teachers and educational staff due to leadership that is not responsive to the diversity of conditions and human resource needs. This study aims to examine situational leadership as a strategy employed by school principals to improve the quality of educational human resources. The study adopts a literature review approach with qualitative content analysis of books, scholarly journal articles, and relevant previous research. The findings indicate that situational leadership enables school principals to adjust leadership styles directing, coaching, supporting, and delegating according to the levels of readiness, competence, and motivation of teachers and educational staff. Adaptive and participative leadership contributes positively to improved performance, work commitment, professionalism, and the creation of a conducive organizational climate and school culture. Therefore, situational leadership can be used as a strategic approach in planning, implementing, and evaluating sustainable educational quality improvement programs.

This study aims to conduct a pilot evaluation of employee performance in the Raw Material Warehouse Section at PT. IKPP Serang Mill using a checklist-based performance appraisal model. Performance evaluation is a crucial aspect in ensuring the smooth operation of raw material warehouses, which involve a high level of occupational risk and have a direct impact on the continuity of the production process. The checklist method is applied because it integrates quantitative assessment through scoring results with qualitative evaluation in the form of behavioral feedback. This study employs a qualitative descriptive approach supported by quantitative data obtained from performance assessments of ten employees holding various positions, including forklift operators, checkers, shift administrators, and shift supervisors. The results indicate that employee performance falls within a diverse spectrum, categorized as “performance” and “need to improve,” influenced by compliance with standard operating procedures (SOPs), work discipline, communication, and awareness of occupational health and safety (OHS). The findings also demonstrate that the checklist-based model is effective in identifying performance gaps and serves as a basis for formulating improvement actions such as coaching, OHS training, promotions, and administrative sanctions. This study concludes that the checklist model functions not only as an administrative evaluation tool but also as a strategic instrument for human resource development and sustainable organizational performance improvement.

This study aims to analyze human resource management (HRM) based on Islamic boarding school values ​​in strengthening educator professionalism and sustaining academic performance at MA Al-Amiriyyah Blokagung. The study focuses on the process of internalizing Islamic boarding school values ​​in HRM policies and practices and their implications for educator professionalism and the sustainability of the institution's academic quality. This study uses a qualitative approach with a case study design. Data collection was conducted through in-depth interviews with madrasah leaders and educators, observations of institutional practices, and documentation studies of policies and human resource development programs. Data analysis was conducted thematically through the stages of data reduction, data presentation, and drawing conclusions. The results show that Islamic boarding school values ​​such as sincerity, service, discipline, exemplary behavior, and moral responsibility have been internalized normatively and practically in HRM policies, particularly in aspects of human resource planning, recruitment, coaching, and evaluation of educator performance. These values ​​shape educator professionalism that is not only based on pedagogical competence, but also an ethos of devotion and moral integrity. The human resource development and coaching system contributes to maintaining work motivation and consistent academic performance among educators. However, the internalization of Islamic boarding school values ​​still tends to be cultural and person-centered, and has not been fully institutionalized in written policies, standard procedures, and long-term strategic planning. Therefore, its sustainability remains dependent on leadership figures. The implications of this research emphasize the importance of strengthening the institutionalization of Islamic boarding school value-based human resource management (HRM) through formal policies, a sustainable human resource development system, and systematic managerial governance to ensure the sustainable maintenance of educator professionalism and the institution's academic performance.

This study aims to evaluate the implementation of civil servant discipline enforcement based on Surabaya Mayor Regulation Number 44 of 2022 at Gubeng Subdistrict. The research employs a qualitative approach with a case study design. Data were collected through in-depth interviews, observation, and document analysis, and analyzed using the interactive model of Miles and Huberman within the Context–Mechanism–Outcome (CMO) framework. The findings indicate that the regulation has generally improved civil servant discipline, particularly in attendance, punctuality, administrative compliance, and public service quality. This improvement is supported by organizational context factors such as daily work culture, active leadership, and the integration of digital attendance systems. Key mechanisms driving compliance include layered supervision, persuasive coaching, and the gradual application of disciplinary sanctions. However, challenges remain, including high workloads and limited human resources, which require continuous guidance for certain employees. The study concludes that the effectiveness of civil servant discipline enforcement is largely shaped by the interaction between organizational context and policy implementation mechanisms.

Kyriad Hotel Arra Cepu is a star-rated hotel located in Blora Regency that plays an important role in supporting tourism activities, business travel, and the development of the local hospitality industry. Despite its strategic position, initial observations and discussions with hotel management revealed several challenges related to service quality, which has not yet fully aligned with current hospitality industry standards. These challenges include limited continuous staff training, inconsistencies between employee competencies and established standard operating procedures, and insufficient professional communication skills. In response, a community service program was developed in the form of competency-based training specifically tailored to the needs of Kyriad Hotel Arra Cepu. The program aims to enhance human resource quality through structured and intensive training aligned with the Indonesian National Work Competency Standards in the hospitality sector, covering Front Office, Housekeeping, Food and Beverage Products, and Food and Beverage Service. The training was implemented using a participatory and hands-on approach supported by ongoing coaching. Training materials included hotel hygiene and sanitation, excellent service practices, telephone operator etiquette, and basic English communication. This program provides direct benefits by improving employee competence, professionalism, and guest satisfaction, while also supporting the implementation of the Tri Dharma of Higher Education and strengthening collaboration between academia and the hotel industry. The expected outcomes include improved staff skills, higher service quality, and a replicable training model for similar hotels.

The high number of inmates in narcotics cases in Indonesia demands comprehensive coaching to support social reintegration. This study aims to describe the implementation of the job guidance program at the Class IIB Narcotics Prison in Purwokerto and its impact on the skill development of the inmates. Using an observational descriptive method, data was obtained through field observation, in-depth interviews, and literature studies for ± 40 days. The results of the study show that job guidance activities such as catfish cultivation, handicrafts, agriculture, ecoprint, and gastronomy make a significant contribution to improving practical skills, confidence, and work readiness of the inmates. These programs not only equip the inmates with technical skills, but also foster an entrepreneurial spirit and minimize the risk of recidivism. With a structured training approach, job guidance activities at the Class IIB Narcotics Prison in Purwokerto have proven to be an effective strategy in the process of rehabilitation and empowerment of inmates.

This study aims to determine the extent to which motivation and work discipline affect employee productivity at CV. Langgeng Jaya. The study uses a quantitative descriptive approach with data collection techniques through distributing questionnaires. The study population includes all 80 employees of CV. Langgeng Jaya, with a sampling technique using Saturated Sampling. Data analysis was carried out through Multiple Linear Regression Tests and Hypothesis Tests with the help of the SPSS 27 program. The results of the study indicate that motivation has a significant influence on employee productivity partially, while work discipline does not have a significant influence. However, simultaneously, motivation and work discipline have been proven to have a significant influence on employee productivity. Therefore, CV. Langgeng Jaya is expected to prioritize increasing employee motivation through targeted programs and conducting evaluations and coaching on work discipline aspects, so that both factors can support each other in increasing overall productivity. This aims so that both factors can support each other in increasing overall employee productivity, creating a more productive work environment, and improving company performance in the long term.

The 2025 Pelita Warna Program is a form of participatory-based community service implemented at the Class II Children's Special Development Institution (LPKA) in Jakarta. This activity aims to design and implement relevant development programs for foster children using a contextual, psychosocial, and vocational skills approach. The main problems behind this activity include minimal access to development that suits the children's needs, limited infrastructure, and psychological challenges faced by foster children. The implementation method begins with observation, needs assessment, coordination with LPKA and partners, program development, and implementation and evaluation. The programs implemented include barbershop training, creative literacy, psychological assistance, and ready-to-work training. Evaluation is carried out formatively and summatively through qualitative and descriptive approaches, using indicators of involvement, attitude change, skill improvement, and foster children's work results. The results of the activity show a significant increase in the foster children's self-confidence, self-awareness, technical skills, and motivation to live independently. This program is considered successful in creating a safe and supportive space that encourages positive transformation among participants. In the future, this model has the potential to be replicated in other institutions as a form of humanistic and sustainable development

Physical education in schools is still dominated by the introduction of popular sports, thus limiting students' sports literacy and opportunities for early childhood sports development and development. This condition results in less than optimal development of students' overall potential. This community service activity aims to encourage increased sports literacy, the formation of active lifestyle habits, and the emergence of the embryo of woodball athlete development at the school level. The method used is a library-based community service with data collection techniques through book reviews, scientific journals, research reports, and various relevant literature related to student development, sports development, and the introduction of woodball. The data obtained were analyzed using content analysis techniques to identify patterns, concepts, and relationships between variables. The results of the community service indicate that the introduction of woodball as an alternative sport has significant potential to increase sports literacy, support character development, develop motor skills, and encourage more inclusive and sustainable sports development in the school environment.

Halal Product Processing (P3H) certification mentoring is a community service activity aimed at helping P3H training participants obtain halal certification in halal human resource competencies. The research was conducted by mentoring halal human resource participants around the KM 72A Rest Area. The method of this activity is PAR (Participatory Action Research) to be able to answer partner problems directly through a combination of knowledge transfer, field practice and ongoing coaching. Mentoring is carried out by training P3H participants by providing pre- and post-tests, as well as creating SiHalal accounts and of course uploading documents to the application. Conducting simulations in conducting halal verification and validation for assisted MSMEs. Training is carried out until P3H participants are eligible to receive certificates. The result of this service is the certification of P3H training participants, which is expected to provide added value for participants and the community around the KM 72A Rest Area and of course, public or buyer confidence in the sustainability of the halal zone at the KM 72A Rest Area

Background: Hospitals are a key pillar of the healthcare system, providing complex services to improve public health. Nursing care is an essential part of hospital function, aiming to maintain optimal public health. Nursing care is a professional service focused on individuals, families, groups, and communities, both in health and illness. Purpose: evaluation efforts for the implementation of supervision using the coaching method at Bunda Denpasar Women's and Children's Hospital.. Method: The training method will be conducted face-to-face for one month in four sessions. The sessions consist of a pre-test assessment, lectures, video screenings, targeted mentoring, and a post-test assessment. Results: Based on the pre-test results, the effectiveness of supervision was 65, and after the coaching intervention, the post-test score was 97. Conclusion: This demonstrates that the use of coaching in supervision improves performance and service delivery. Supervision in the nursing context is the process of monitoring and guidance carried out by direct superiors, such as ward heads, to ensure the implementation of nursing care meets established standards.

The Professional Work Lecture (KKP) at the Makassar Class I Prison aims to support the process of fostering Correctional Assisted Citizens (WBP) through recreational activities based on fun games. This program was implemented in response to the condition of WBPs who often experience boredom, psychological stress, and limitations in positive activities during the coaching period. This study uses a descriptive approach with data collection techniques in the form of questionnaires, observations, and interviews involving 30 WBPs, to identify needs and evaluate the impact of the implementation of activities. Fun games activities are carried out through several stages, namely planning, preparation, implementation, and evaluation, by adjusting the conditions and rules that apply in the prison environment. The results of the implementation show that this activity is able to create a more positive atmosphere, increase a sense of togetherness, and help WBP in expressing and managing emotions in a healthier way. The results of the post-activity survey showed that 19 WBPs stated that they were very satisfied and 18 WBPs felt very happy after participating in fun games. Thus, fun games activities have proven to be effective as a coaching strategy that supports the improvement of the psychological welfare of WBP and can be used as an alternative to non-formal coaching programs in correctional institutions.

This study aims to describe the application of StiFIn the results in student management at Nuris Junior High School (SMP) Jember. The StiFIn test is used by the school to identify students’ dominant intelligence as a basis for managerial decision-making. This study used a descriptive qualitative method with data collection techniques in the form of observation, interviews, and documentation. The results show that StiFIn is utilized in several key aspects, namely recruitment strategies, student placement and grouping, student service development, and achievement evaluations and coaching. The application of StiFIn test results helps the school  understand the character and natural potensial of each student so that educational services can be provided more appropriately and personally. Overall, the us of StiFin has been proven to support the effectiveness of student management and improve the quality of learningand student development at Nuris Juniar High School Jember.