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This study aims to uncover teachers' views on the impact of certification on the quality of teaching and their welfare. Teacher certification is a government program that aims to improve the quality of education through professional recognition of teachers who have met certain competency standards. This study uses a qualitative approach with a descriptive method through a literature review of various journals and relevantiliteratureisources. Theiresultsiof theianalysis show that a number of teachers experienced an increase in pedagogical competence, self-confidence, and teaching enthusiasm after obtaining certification. However, some others felt that the impact of certification had not been felt too much, especially due to the increasing administrative burden and the lack of further training. On the other hand, certification also provides benefits to teacher welfare through the provision of professional allowances, although there is still inequality in its distribution. This study highlights the importance of continuous evaluation of certification policies, accompanied by reducing administrative burdens and strengthening post-certification training to support teacher professionalism and welfare as a whole.

Job analysis is a strategic tool in improving teacher performance, which serves to identify the tasks, responsibilities, and obligations inherent in the position. The main issue raised is the importance of placing teachers according to their qualifications and skills. Research shows that proper placement can improve teaching effectiveness and student learning outcomes, because teachers who understand their roles can make better contributions to the educational process. Related studies show that job analysis not only helps in teacher placement, but also in their professional development. By identifying training needs, schools can design appropriate programs to improve teacher competency. Previous research has indicated a positive relationship between job analysis and teacher performance, but there is still a lack of understanding of the specific factors that influence the effectiveness of job analysis itself. Existing research gaps include the lack of exploration of how job analysis can be implemented effectively in different contexts and its impact on teacher motivation and commitment. Although there is evidence that job analysis has a positive effect on performance, further research is needed to explore other variables that may contribute to the success of this implementation. Therefore, this study aims to provide further insight into the application of job analysis as a strategy to improve teacher performance in schools.

This thesis examines the implementation of the teacher competency policy at SDN 2 Lubuk Seberuk, a second-cohort "Sekolah Penggerak" (Driving School) under Indonesia’s Ministry of Education initiative. The study aims to analyze how policy directives regarding teacher competencies—covering pedagogical, professional, personal, and social aspects—are applied in the school's daily practices. Using a qualitative descriptive approach, data were collected through interviews, observations, and document analysis involving school principals, teachers, and educational supervisors. The findings indicate that while the policy has provided a clear framework for competency development, its implementation faces challenges such as limited resources, varying teacher readiness, and the need for continuous professional development. Nevertheless, the school shows progress in fostering a collaborative learning environment and integrating innovative teaching methods. The study concludes that effective policy implementation requires strong leadership, sustained support systems, and active stakeholder involvement to enhance teacher performance and student learning outcomes.

Belawan Port as the main port in Indonesia plays an important role in international trade. The Main Harbormaster and Port Authority Office (KSOP) of Belawan has the authority to supervise operational activities at the Port including regulating stevedoring workers (TKBM). This regulation is implemented through the TKBM Monitoring System (SIMON TKBM) to manage workers efficiently, transparently, and safely. This study uses a qualitative descriptive approach with literature study methods, interviews, observations and documentation then analyzed using data reduction methods, data presentation and drawing conclusions. The results of the study showed that the role of KSOP is very central in regulating TKBM through SIMON TKBM which includes TKBM supervision, competency improvement, rule enforcement, and coordination with stakeholders. However, technical obstacles were also found including the failure of duplicate data management and the absence of an automatic age filter in the system, as well as practical obstacles, namely the lack of coordination regarding TKBM competency certificates.

Improving the quality of leraning in vocational high school (SMK) is essential to meet the demands of a competency-based workforce, especially in the Agricultural Food Crop and Horticultural Agribusiness expertise program. One of the challenges faced is the low student achievement in practical subjects, such as Grafting techniques. This study aims to enhance the learning outcomes of grade X ATPH 2 students at SMK negeri 1 Gondang through the implementation of the Project-Based Learning (PjBL) model in the Agribusiness Food Crop and Horticulture subject, focusing on grafting material. This research employed a Classroom Action Research (CAR) method conducted in two cycles, starting from the pre-cycle to cycle I. the research involved 30 students and was conducted from February to April 2025. The instrument used was a cognitive test analyzed quantitatively to measure student learning outcomes. The results showed an increase in the average student score from 51.23 in the pre-cycle to 76.2 in cycle I. the percentage of learning mastery also significantly increased from 16% to 57%. The implementation of the Project-Based Learning (PjBl) model provided a concrete and comprehensible learning experience, enhancing student participation and motivation.

Clinical evaluation and supervision are two crucial elements in improving the quality of learning and professional practice, especially in the fields of education and health services. Evaluation serves as a tool to assess performance, effectiveness, and achievement of learning or service objectives, while clinical supervision emphasizes the process of mentoring, coaching, and competency development through a reflective and collaborative approach between supervisors and supervised individuals. In practice, the implementation of clinical evaluation and supervision faces various challenges, ranging from limited competent human resources, lack of understanding of the concept and purpose of correct supervision, to resistance from the supervised. However, with the right approach and ongoing training, clinical evaluation and supervision can be an effective means of building a professional work culture, improving service quality, and creating a supportive learning environment. This study aims to comprehensively describe the basic concepts, implementation strategies, and main obstacles in clinical evaluation and supervision, in order to provide policy recommendations and best practices in the field.

Improving the quality of leraning in vocational high school (SMK) is essential to meet the demands of a competency-based workforce, especially in the Agricultural Food Crop and Horticultural Agribusiness expertise program. One of the challenges faced is the low student achievement in practical subjects, such as Grafting techniques. This study aims to enhance the learning outcomes of grade X ATPH 2 students at SMK negeri 1 Gondang through the implementation of the Project-Based Learning (PjBL) model in the Agribusiness Food Crop and Horticulture subject, focusing on grafting material. This research employed a Classroom Action Research (CAR) method conducted in two cycles, starting from the pre-cycle to cycle I. the research involved 30 students and was conducted from February to April 2025. The instrument used was a cognitive test analyzed quantitatively to measure student learning outcomes. The results showed an increase in the average student score from 51.23 in the pre-cycle to 76.2 in cycle I. the percentage of learning mastery also significantly increased from 16% to 57%. The implementation of the Project-Based Learning (PjBl) model provided a concrete and comprehensible learning experience, enhancing student participation and motivation.

Disaster preparedness and response are critical components of community health resilience, yet the role of homecare nursing within this framework remains underexplored. This study aims to investigate and synthesize existing research on how homecare nurses contribute to disaster management, with a focus on preparedness and response phases. Employing a systematic literature review (SLR) approach based on the PRISMA 2020 methodology, 38 peer-reviewed articles from major databases were analyzed thematically. Key findings reveal that homecare nurses play significant roles in early warning communication, individualized evacuation planning, and continuity of care post-disaster, particularly for vulnerable populations such as the elderly and chronically ill. However, evidence also indicates substantial gaps in training, policy inclusion, and structural integration into national disaster response systems. Thematic synthesis identified three dominant themes: decentralized preparedness, home-based continuity care, and systemic underrecognition of homecare in emergency frameworks. The study concludes that homecare nursing is a strategic yet underutilized asset in disaster risk reduction and recovery efforts. Strengthening policy, competency frameworks, and formal inclusion of homecare in disaster governance are necessary to enhance community resilience globally.

The difficulties students experience when solving problems that require calculation indicate a need to improve their arithmetic skills. This research aims to describe students' numeracy skills in solving number problems while also identifying the obstacles they encounter in developing these skills. Specifically, this study explores the mathematical numeracy literacy abilities of fourth-grade elementary school students in facing the Minimum Competency Assessment (AKM) questions on number material at one elementary school in Indonesia. This research uses a descriptive qualitative approach with data collection techniques including AKM numeracy tests, observation, interviews, and documentation. The research findings show that students' mathematical numeracy literacy ability is in the moderate category, with an average achievement of 65.8%. The main difficulties experienced by students include: (1) recognizing mathematical information from contextual problems, (2) performing numerical calculations, (3) interpreting calculation results in the context of real-world problems, and (4) communicating mathematical reasoning in writing. Based on these results, this research recommends strengthening numeracy learning that connects material with everyday life contexts, as well as improving students' mathematical reasoning abilities through problem-based learning approaches, to optimize the mathematical numeracy literacy of elementary school students.

Suzuki Finance faces challenges in maintaining competitiveness in an increasingly competitive market. One of the key factors in gaining a competitive edge is effective Human Resource (HR) planning and development. This research aims to analyze the HR planning and development strategies implemented at Suzuki Finance to enhance the company’s competitiveness. Using a qualitative approach, this study identifies the policies and training programs implemented and their impact on improving employee skills and productivity. The results of the study indicate that HR planning strategies, based on market needs and continuous employee competency development, play a significant role in improving the company’s competitiveness in the financing industry.

Deep learning (immersion learning) focuses on understanding concepts and developing critical thinking skills. However, 65% of elementary school teachers in partner schools still have difficulty implementing it. The purpose of this article is to identify innovative strategies to improve teacher skills through training 65 teachers from 8 elementary schools who are members of the teacher working group. The results of the training showed that 80% of teachers improved understanding, 70% reported increased interactive learning, and 60% used learning techniques. Continuous training and support in the use of technology are essential to enrich the learning experience for students. It is expected to inspire education policies at the elementary school level to optimize the implementation of deep learning in competency-based curriculum and improve the quality of education.

The quality of basic education is one of the benchmarks for the success of the national education system, including in the madrasah ibtidaiyah environment as an Islamic-based educational institution. This study aims to describe and analyze the quality improvement management strategy implemented at MI Tarbiyah Islamiyah, as well as to identify supporting and inhibiting factors in its implementation. This study uses a descriptive qualitative approach with data collection techniques through observation, documentation studies, and in-depth interviews with key informants involved in madrasah management. The results of the study indicate that MI Tarbiyah Islamiyah implements a participatory quality planning strategy, implements internal teacher competency improvement programs, and carries out reflective and collaborative supervision and evaluation. The active involvement of stakeholders, such as the madrasah committee and parents of students, is one of the main strengths in supporting the sustainability of the quality program. However, there are still challenges in terms of technology integration, evaluation documentation, and strengthening data-based managerial systems. This study concludes that the success of quality improvement management is greatly influenced by madrasah leadership, internal collaboration, and commitment to continuous improvement.

Talent management in the modern business sector is crucial because it provides a greater contribution to the management of human resources, which are now seen as valuable assets of the company. This approach not only functions as an internal strategy, but also as a form of anticipation of the risk of losing quality workers, considering the tendency of high employee mobility who can move to other companies at any time with more attractive offers. Through effective talent management, companies can optimize the potential of their personnel in achieving organizational goals. This study uses a literature study method, and the findings show that job satisfaction has a significant correlation with talent management practices. Some of the strategies identified in this context include developing digital skills, mapping talents in accordance with digital initiatives, creating a culture of innovation and maintenance, and utilizing technology and data analytics. A holistic and strategic talent management approach, supported by innovative leadership and adaptive marketing strategies, enables companies to effectively identify, develop, and retain the potential of individuals. This process includes the stages of recruitment, competency development, performance management, talent retention, and succession planning. The long-term output of successful talent management is the company's ability to retain the millennial generation workforce, which is known to be dynamic and demands a progressive work environment that supports continuous self-development

Modernization of education in Islamic boarding schools is an important need to maintain the relevance of learning in the digital era. Salafiyah Islamic boarding schools, which are synonymous with the traditional approach through the study of the Yellow Book, face the challenge of adapting technological developments without losing their scientific character. This research aims to develop a model of curriculum modernization through the integration of deep learning-based digital technology  to improve the effectiveness of learning and the quality of academic evaluation. The methods used include literature studies, observation of the learning process, and trial implementation of digital learning tools equipped with deep learning algorithms  for student ability analysis. The results of the study show that the application of deep learning technology  is able to speed up the competency mapping process, provide automatic feedback on reading and comprehension of classical texts, and assist teachers in monitoring the development of students more accurately. This integration also increases interest in learning and strengthens the mula curriculum system without shifting the traditional values of the Islamic boarding school. Thus, technology-based modernization can be a strategic solution to bridge the classical approach and the needs of 21st century learning in Salafi Islamic boarding schools.

BBPVP Semarang is a leading center for Fashion Technology and includes a subunit dedicated to Instructor Development for both government and private sectors, particularly in the field of Fashion Technology with a focus on Fashion Design Programs. It is the only work unit that offers an Upgrading Program in Fashion Design. The purpose of the upgrading program is to enhance knowledge in Fashion Design, which evolves annually based on trend forecasting and aligns with the needs of the business and industrial sectors. This study aims to describe and analyze the management of the upgrading program implemented by the Balai Besar Pengembangan Vokasi dan Produktivitas (BBPVP) Semarang, focusing on the planning, implementation, and evaluation phases. This research employs a qualitative approach using a case study method. Data collection techniques include interviews, observations, and documentation. The research uses source triangulation, involving 2 echelon 3 and 4 officials, 2 administrative staff members from Intala, 2 instructors, and 20 upgrading participants. Data were analyzed using an interactive analysis model, which includes data collection, data presentation, and drawing conclusions. The results show that the planning of the upgrading program at BBPVP Semarang involves identifying training needs, determining the training program, system, location, schedule, and methods, participant recruitment and selection, preparing human resources, training facilities, training schedule, and organization. The implementation of the upgrading program includes preparation, execution, assessment, responsibilities, and the issuance of training and competency certificates. The evaluation of the upgrading program includes aspects such as training materials, instructors, facilities and infrastructure, training materials, job readiness, meals, and boarding. In conclusion, the program management is running effectively and involves all elements, receiving positive appreciation from the participants.

This community service program aimed to enhance the theological competence of novice catechists and community guides at Santo Krisologus BSB Parish Semarang, focusing on understanding and articulating Catholic Fundamental Beliefs, particularly the Credo. Based on observations from January-August 2024, a gap was identified between high enthusiasm for service and the competency readiness of novice faith proclaimers. The program employed an integrative methodological approach combining interactive lectures, question-and-answer sessions, and participatory observation, accompanied by multi-stage evaluation. Results showed significant improvements in participants' doctrinal understanding and pedagogical abilities, reflected in the quality of theological discussions and the formation of sustainable learning communities. The main challenge identified was the complexity of articulating Trinitarian dogma in contemporary pastoral contexts. This program produced a replicable catechist formation model while affirming the importance of an integrative approach in faith proclaimer development.

The role of leaders in da'wah institutions is very strategic in improving the quality of human resources (HR) who are the driving force of da'wah activities. Leaders function not only as directors of the organization's vision and mission, but also as facilitators of competency development, motivators, and role models in the implementation of da'wah values. This study aims to analyze how leadership styles, HR development strategies, and coaching approaches contribute to increasing the capacity of members in da'wah institutions. The research method used is descriptive qualitative with interview techniques and documentation studies. The results showed that adaptive, communicative, and value-based leaders were able to encourage significant individual and collective capacity building. Effective strategies include regular training, mentoring, empowering individual potential, and creating a supportive organizational culture. Thus, the success of a da'wah institution in achieving its goals is highly dependent on the effectiveness of the leader's role in fostering and improving the quality of human resources.

This study aims to analyze the effect of training and compensation on employee performance at the Women's Empowerment, Child Protection, and Family Planning Office of Waropen Regency, and to identify variables that have a dominant influence. The focus of the study is directed at efforts to improve employee performance through measurable and targeted human resource development strategies. This study uses a quantitative descriptive method with data collection techniques through field observation, questionnaire distribution, and document review. The study population includes all 39 employees of the office, with a census sampling technique so that all members of the population are respondents. The research instrument was tested for validity and reliability, while data analysis was carried out using multiple linear regression tests and t-tests using the SPSS version 23 program for Windows. The test results show that training has a significant effect on employee performance, with a significance value of 0.011 and a calculated t of 2.678 > t table 2.02269. Furthermore, compensation also has a significant effect on employee performance, with a significance value of 0.009 and a calculated t of 2.755 > t table 2.02269. Beta coefficient analysis shows that compensation has the most dominant influence on employee performance, with a Standardized Coefficient Beta value of 0.440. This finding indicates that improving training quality and providing adequate compensation can contribute significantly to employee performance in local government agencies. Planned, task-relevant training accompanied by fair compensation will motivate employees to perform optimally. Based on the research results, it is recommended that management strengthen competency-based training programs and review the compensation system to better align with employee contributions. This is expected to serve as a policy basis for efforts to improve performance and achieve organizational goals sustainably.

This research analyzes the influence of leadership, work facilities, competence and motivation on the performance of employees of the Ketakasi Fruit Cooperative in Jember. Effective leadership, adequate work facilities, employee competence, and motivation are the main factors that influence productivityThis research used a total population of 69 employees of the Ketakasi Fruit Cooperative in Jember. This research uses a saturated sample method. The results of the research show that leadership, work facilities, competence and work motivation have a significant influence on lecturer performance and together these factors have a significant influence on lecturer performance. From the results, it is concluded that the research emphasizes the importance of competency-based leadership (communication, analysis, decision making) to create a supportive work environment, increase employee motivation and performance. The results can help design more effective leadership development programs. Adequate work facilities increase employee comfort, efficiency and productivity. These findings encourage organizations to improve relevant facilities to create a conducive work environment and reduce turnover rates. Employee competencies (knowledge, skills, attitudes) have a significant influence on performance. Organizations can use these results to develop training that focuses on increasing competency, supporting productivity, and increasing competitiveness. And work motivation has a no direct impact on employee performance. Institutions can leverage these results to design motivation-enhancing programs, such as rewards or recognition, to create a more productive work environment.

Research aims: This study aims to examine the impact of Competency-Based Human Resource Management (CBHRM) on the performance of millennial employees in the Internet Service Provider (ISP) sector in Batam, Indonesia. Additionally, the research investigates the role of personal values as a moderating variable in the relationship between CBHRM and employee performance. Design/Methodology/Approach: A quantitative research method was used, collecting data from 86 millennial employees through structured questionnaires. The analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM). Research findings: CBHRM significantly improves millennial employee performance and influences personal values. However, personal values do not directly affect performance but strengthen the impact of CBHRM. This highlights the importance of integrating CBHRM with value-based HR policies to optimize workforce productivity. Theoretical Contribution/Originality: This study provides empirical evidence of CBHRM’s effectiveness and expands knowledge on how personal values interact with HRM practices to enhance employee performance. Practitioners/Policy Implications: Organizations should integrate CBHRM with value-driven leadership and training programs to maximize employee engagement. Policymakers should promote CBHRM adoption to address workforce skill gaps in technology-driven industries. Research Limitations/Implications: This study is limited to a single ISP company in Indonesia, which may restrict the generalizability of the findings. Future research should expand the sample size and explore other industries to validate the results. Additionally, further studies should investigate the influence of other moderating variables such as leadership style and organizational culture on the CBHRM-performance relationship