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This research explores the influence of compensation and motivation on employee productivity in the Food & Beverage industry in South Tangerang. Employing a quantitative method with a sample of 100 respondents, regression analysis results indicate that both compensation and motivation significantly contribute positively to productivity. Compensation contributes by 0.146 units, while motivation contributes by 0.119 units to the increase in productivity. Although the model explains only around 20.5% of the variation in productivity, the study provides significant insights. It is concluded that fair compensation policies and enhanced motivation can boost employee performance. Despite unexplained variations, these findings offer a foundation for companies to improve human resource management policies.

This study seeks to identify and prioritize the factors influencing employee job satisfaction at PT. Tirta Perkasa Sejahtera using the Analytical Hierarchy Process (AHP). The research integrates both literature review and expert judgment to determine factors such as work environment, interpersonal relationships, compensation systems, career development, and work-life balance. AHP was used to analyze pairwise comparison matrices to establish the relative weight of each criterion. The results showed that compensation and career development were the most influential factors, followed by work-life balance, work environment, and interpersonal relationships. The study provides a quantitative basis for management to enhance employee satisfaction and improve organizational performance.

Talent management is a crucial element in human resource (HR) management in Islamic educational institutions to achieve optimal education quality. This study aims to examine the HR talent management process in Islamic educational institutions with a focus on aspects of recruitment, development, spiritual and moral guidance, performance evaluation, career development, and talent identification. The research method used is quantitative descriptive with data collection through questionnaires distributed to 30 educators and staff in Islamic educational institutions. The results of data analysis show that the talent management process has been carried out effectively, with an average score above 4.0 for all aspects analyzed. This study recommends improving the evaluation system and spiritual guidance as the key to sustainable HR development in Islamic education.

Innovation strategy is a crucial approach to enhancing organizational competitiveness, especially in the digital era marked by rapid technological advancement and increasingly complex competition. This study aims to analyze how innovation strategies can be effectively implemented to improve organizational competitiveness, while also identifying key supporting factors such as digital transformation, innovative culture, external collaboration, leadership, and data-driven decision-making. The research method employed is literature review, drawing from various theoretical frameworks and previous studies. The findings indicate that integrated innovation strategies—including digital process transformation, development of digitally competent human resources, and the establishment of an adaptive organizational culture—significantly contribute to overall organizational performance improvement. The application of advanced technologies such as artificial intelligence and big data also enhances the organization's ability to understand stakeholder needs and design targeted solutions. This study emphasizes that innovation is no longer an option, but a fundamental necessity to ensure organizational sustainability, relevance, and competitive advantage in the digital age.

Non-Civil Servant Government Employees (PPNPN) are a vital component in the operational activities of an organization. However, their performance management faces challenges in efficiency and standardization. This scientific paper examines the potential implementation of Google Sites as a platform for PPNPN performance management. The analysis focuses on the existing regulatory framework. The proposed model leverages the integration of Google Sites with Google Forms, Google Sheets, and other supporting applications provided by Google to digitize the performance management cycle, from planning, monitoring, and evaluation (based on indicators such as integrity, discipline, teamwork, communication, and service), to documentation and feedback. The main advantages of this platform include administrative efficiency, increased data transparency and accessibility, centralized data management, potential for consisten process, collaboration, and cost-effectiveness. Nevertheless, its implementation faces significant challenges related to the digital literacy gap among PPNPN with diverse roles, data security and privacy issues in the public sector, the need for robust change management, feature limitations compared to specialized HRIS systems, particularly in the Ministry of Finance where the research object's office is located, and the necessity for adequate supporting infrastructure. This research concludes that Google Sites offers a technically viable solution, but its success highly depends on the organizational and human resource readiness of both the HR managers and the PPNPN themselves.

In the current era of globalization, human resources in a company play a very important role. The concentration of human resources is centered on people who have work ties in the company so that they can improve employee performance in it. One of the things that most affects employee performance is job dissatisfaction. Researchers added counterproduction work behavior as a mediating variable to consider employee reasons, why employees feel work stress towards job dissatisfaction. This study aims to determine the effect of work stress on job dissatisfaction with counterproduction work behavior as a mediating variable. This type of research is quantitative with an associative nature. The population in this study were employees of the Wayhalim branch of Mie Gacoan with a sample of 53 respondents, because this study used a non-probability sampling technique which was a saturated sampling type. Data processing with SmartPLS. Based on the research that has been done, the results are in accordance with the research hypothesis, namely that there is a positive and significant influence between work stress and job dissatisfaction. Work Stress has a positive and insignificant effect on counterproduction work behavior. Counterproduction work behavior has a positive and insignificant effect on job dissatisfaction. Counterproduction work behavior has a positive and insignificant effect on Job Stress and job dissatisfaction.  

This research was used to analyze the performance of public services, especially on the Plavon platform that’s provided by employees at the Sidoarjo Regency of Population and Civil Registration Service. The theory that researchers use takes from Robbins in (Aziz, 2022) which contains five indicators of Work Quality, Quantity, Timeliness, Effectiveness, and Independence. The type of researchers used for this research is descriptive qualitative methods with sources and types pf research data divided into primary data and secondary data through the process of taking activity documentation, employee interview, and observing activities which can then be used to draw conclusions. The findings in this research are in the for of information related to incoming complaints which convey that there are still errors in input made by employees on the Plavon Disdukcapil Sidoarjo platform which that will then be evaluated and given direction, Communication and coordinate are running well, the human resources are inversely proportional to demographic condition in Sidoarjo which results in the fulfillment of services using an overtime system, and then to the implementation of employee discipline supported by performance motivation in the reward & punishment categorization.  

This study aims to analyze the level of efficiency and effectiveness in managing tax revenues in Indonesia and its contribution to national economic development. Taxes are the primary source of state funding and play a crucial role in supporting development programs and welfare distribution. However, there remains a gap between tax potential and realization, indicating the need to evaluate the current tax administration system. This research adopts a descriptive quantitative approach using secondary data from DJP, BPS, and the Ministry of Finance covering the 2019–2023 period. The findings show that tax collection effectiveness has been relatively high in the last two years, as indicated by revenue realization exceeding targets. Nevertheless, efficiency remains low due to suboptimal digital systems and limitations in human resource capacity. Effectiveness is also strongly influenced by information technology and the performance of tax officials. The study concludes that tax reform focused on digitalization and transparency must be strengthened to support sustainable economic development. These findings have important implications for future fiscal policies and suggest opportunities for further research using mixed-method approaches.

Organizations today face increasing challenges related to environmental sustainability and social responsibility, requiring them to adopt modern management practices that enhance their sustainability and growth. This research aims to examine the concept of Green Human Resources Management (GHRM) and its role in supporting organizations' sustainable growth strategies. The research addresses the importance of adopting human resource management policies that take environmental dimensions into account, such as green recruitment and training, sustainable performance management, and rewards that promote positive environmental behaviors. It also explores the relationship between these dimensions and achieving sustainable organizational growth by improving operational efficiency, enhancing corporate image, and increasing employee and stakeholder satisfaction. The research relies on an analytical methodology that combines theoretical studies and practical experiences from organizations that have implemented green human resource strategies and achieved success in sustainable growth. The research concludes that integrating GHRM activities with organizational growth strategies leads to a sustainable competitive advantage and enhances organizations' ability to address modern environmental and economic challenges. What distinguishes our research from previous studies is its attempt to link the two disciplines of green human resource management and organizational growth strategy. This in itself is a rarity in this field compared to other research that links a single, precise discipline, given the importance of the role played by human resources and its impact on all business administration disciplines.

Training and career development play a crucial role in improving the performance of health center (puskesmas) employees to deliver optimal healthcare services. This study aims to analyze the influence of training and career development on employee performance at puskesmas and to identify challenges in their implementation. The method used is a literature review with a descriptive-analytical approach based on previous studies related to training, career development, and human resource performance in the health sector. The results show that relevant and continuous training enhances employee efficiency, accuracy, and mental readiness, while clear and sustainable career development increases motivation, loyalty, and employee engagement. The synergy between training and career development is key to successfully improving employee competence and motivation sustainably. However, program implementation faces challenges such as budget constraints, lack of policy support, geographic barriers, and less operational HR development policies. Therefore, strategic and integrated HR management is essential to improve the quality of healthcare services at puskesmas.  

This study aims to analyze the implementation of competency-based performance management in the digital era at Telkom Maumere. Amid the ongoing digital transformation, organizations are required to enhance employee performance through structured systems that are adaptive to technological changes. Competency-based management has become a key strategy to ensure that every individual possesses the skills and behaviors aligned with organizational goals. This research employs a qualitative descriptive approach with data collected through interviews, observations, and document analysis. The findings indicate that Telkom Maumere has adopted a performance management system integrated with digital technologies, such as the use of e-performance applications and online evaluation systems. However, challenges remain in terms of digital training and comprehensive competency mapping. The study concludes that competency-based performance management in the digital era can enhance work productivity, provided it is supported by adequate technological infrastructure and an adaptive organizational culture.

Performance management plays a central role in improving the effectiveness and efficiency of organizations, both in the public and private sectors. In modern government, the increasing public demand for quality, transparent, and accountable public services has encouraged comprehensive bureaucratic reform. The State Civil Apparatus (ASN) is now positioned as an agent of development that must be adaptive, innovative, and results-oriented. Performance management is no longer just a compliance-based evaluation tool, but rather an integrated strategic approach to drive organizational success on an ongoing basis. In line with Armstrong's (2009) view, the focus of modern performance management lies on developing the capacity of individuals and teams to create optimal contributions to the achievement of organizational goals.

Maintenance and industrial relations are two crucial aspects in human resource management that are interrelated and play an important role in maintaining the continuity and success of the organization. Effective maintenance not only maintains the quality of employee performance but also contributes to the creation of harmonious industrial relations. Good industrial relations, in turn, create a conducive work environment, increase productivity, and reduce the potential for conflict in the workplace. The purpose of this study is to dig deeper into the understanding of maintenance and industrial relations. This study uses qualitative and quantitative methods. Data collection techniques are carried out through a review of several journals that have been searched, which are related to the importance of maintenance and industrial relations. From the data that has been successfully collected, maintenance of industrial relations in the entire process of human resource management focuses on the belief that good and harmonious relations between employers and workers in the organization are very important to be fostered and maintained for the benefit of all parties involved. Failure to maintain harmonious relations can cause losses for many parties, especially employers and workers involved. Effective maintenance and good industrial relations play an important role in the success and survival of the company. Therefore, maintenance is a vital element in today's business world and needs to be managed properly.

This study aims to obtain an overview of Human Resource Management (HRM) practices at the Fisheries Service of Gorontalo Regency. A descriptive qualitative approach was used in this study, with data collection techniques through interviews, observations, and documentation. The results of the study indicate that planning is carried out through a recruitment process that includes identifying needs, preparing job descriptions, and the orientation process for new employees. In terms of organization, service digitalization is applied to accelerate administration, increasing HR capacity through training, and involving the community in fisheries policies, which have been proven to increase service efficiency by up to 80%. However, implementation has not been optimal due to limited time, resources, communication constraints, and budget constraints. Work supervision involves leaders, supervisory positions, and other relevant parties, with leaders playing a central role in ensuring employee performance. Motivation is provided by providing opportunities for skill development and rewards for performance. Performance evaluations are carried out periodically to measure the achievement of organizational targets and goals. These findings provide important insights into efforts to improve the quality of human resource management in the public service sector.

The health sector, especially hospitals, relies heavily on the competence and professionalism of human resources to provide high quality services. Strategic development of human resources (HR) is the key to achieving organizational goals and improving service quality. This narrative literature review discusses strategic HR development in the hospital environment with a focus on three main pillars: training programs, leadership development, and performance evaluation. Findings show that training helps health workers adapt to advances in technology and medical innovation; leadership development drives accountability and collaboration which is critical in complex environments; and performance evaluation supports continuous improvement by identifying development needs and aligning individual contributions with organizational goals. The integration of these three strategies increases professionalism, operational efficiency and service quality in hospitals. Future research is recommended to examine how this HR development strategy can be adapted in various health care contexts to ensure its sustainability and effectiveness.

This study aims to examine the implementation of competency-based human resource management (HR) in improving employee professionalism at Devos Jok, an SME engaged in the automotive interior manufacturing sector. A descriptive qualitative approach is used to explore in depth the HR practices carried out, the challenges faced, and the impact on employee work quality. The results of the study indicate that the transformation of the HR system from an administrative pattern to a competency-based one has made a significant contribution to improving individual and organizational performance. The strategies implemented include competency-based recruitment, ongoing training, flexible payroll systems, and adaptation to digital platforms. However, challenges remain, especially in overcoming resistance to change and limited training resources. This study provides theoretical and practical contributions to the development of a competency-based SME HR system in the context of today's creative and digital industries.

As an archipelagic nation with the fourth largest population in the world, Indonesia faces challenges in employment opportunities due to the imbalance between population growth and job availability. Consequently, both central and regional governments are now focusing on the development of the informal sector, which contributes significantly to the economy and employment creation. In the era of the digital economy, this sector benefits from technological advancements. However, informal entrepreneurs continue to face obstacles such as limited access to technology, human resources, and capital. This study aims to examine the influence of education, capital, and information technology on the income of informal sector actors who utilize e-commerce in Denpasar City, both simultaneously and partially. The data used in this study consists of both primary and secondary sources, collected through interviews with 100 respondents selected using purposive sampling. The analytical methods employed include descriptive analysis and multiple linear regression analysis. The results show that the variables of education, capital, and information technology simultaneously have a significant influence on the income of the informal sector. Partially, each of these variables also exerts a positive and significant influence on income. Based on these findings, it is recommended to increase attention to education and training in digital technology utilization, as well as improve access to capital for informal entrepreneurs. These efforts can enhance sales performance, expand market reach, and consequently increase income.

Work loyalty is a fundamental pillar in human resource management that plays a critical role in sustaining organizational development and enhancing employee productivity. This study aims to explore and analyze the strategies implemented by PT. Bank BTPN Syariah MMS Rantau Rasau in maintaining employee loyalty, particularly among Community Officers who serve as the frontline representatives of the bank in delivering services directly to local communities. The research adopts a descriptive qualitative approach using in-depth interviews and documentation as data collection techniques. The findings reveal that work loyalty can be fostered through several strategies, including equitable and measurable reward systems, regular and relevant training, structured career development, and appropriate compensation and performance-based incentives. Additionally, leadership support and effective two way communication between management and employees play a crucial role in cultivating a sense of ownership and emotional attachment to the organization. These strategies significantly contribute to strengthening employee commitment, dedication, and the willingness to stay and grow with the company, ultimately leading to increased productivity in both quantitative target achievement and qualitative service delivery. This study offers practical implications for the development of human resource management policies in the Islamic banking sector and serves as a reference for other organizations facing similar challenges in maintaining employee loyalty and improving productivity. A comprehensive understanding of loyalty strategies enables organizations to build a sustainable and productive work environment.

This study aims to map trends, patterns, and scientific developments related to sharia compliance in Islamic financial institutions through a bibliometric approach and network visualization using VOSviewer software. The data analyzed amounted to 409 scientific journal articles obtained from international databases during the 2019-2024 period. The analysis was conducted using quantitative methods for bibliometric data mapping and qualitative methods for literature review. The results showed a significant increase in the number of publications discussing sharia compliance, with five main clusters of interrelated topics, such as implementation, sharia governance, financial performance, the role of the Sharia Supervisory Board, and sharia principles. The findings show that compliance with sharia principles is an important aspect in maintaining the credibility and sustainability of Islamic financial institutions, although its implementation still faces various challenges, such as limited human resources and competitive pressures with conventional institutions. This study is expected to serve as a basis for further research and strategic input for regulators and industry players in strengthening the Islamic financial system.

The role of job training, self-efficacy, and human resource development (HRD) in improving employee performance is discussed in this study. The problem raised is how these three components can synergistically influence employee work efficiency, considering the many challenges faced by organizations in optimizing their human resource potential. The library method and literature review approach are used in this study. This involves the analysis of primary and secondary data from reliable international journals indexed by Scopus and national journals indexed by Shinta. These data were collected through a review of relevant literature covering theories and empirical research on self-efficacy, job training, HRD, and their effects on performance. The results of the study indicate that increasing employee motivation and confidence to complete assigned tasks is very important. Technical skills and adaptability to changes in the work environment are improved through competency-based job training. Meanwhile, an innovative and productive work culture is generated through continuous learning and mentoring programs. When used together, these three components can contribute to improving individual and organizational performance. According to this study, to maintain the sustainability and competitiveness of organizations in the modern era, a holistic approach to HR management is essential