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Surabaya known as the City of Heroes, has various historical buildings scattered in strategic areas, one of which is in Kota Lama Surabaya. The existence of these buildings has been designated as cultural heritage that must be preserved in order to maintain the historical value and identity of the city. However, the implementation of preservation still encounters various obstacles, especially in technical and administrative aspects, as well as the lack of public understanding of the importance of preservation. This research aims to describe the implementation of Surabaya City Regional Regulation Number 1 Year 2024 on the Preservation and Management of Cultural Heritage, with a focus on De Javasche Bank Museum as the object of research. Researchers used descriptive qualitative methods with data collection techniques in the form of interviews, field observations, documentation, and review of policy documents. The implementation theory of Ripley and Franklin was used as an analytical knife that includes three indicators, namely the level of compliance with regulations, the smooth routine of functions and coordination between implementers, and the realization of the desired performance and impact. The results show that the implementation of the local regulation has shown progress at the institutional level through coordination across Regional Apparatus Organizations and the implementation of SOPs by museum managers. However, there are still obstacles such as the lack of optimal human resources experts, weak administrative coordination, and the absence of a special management institution. Positive impacts such as increased visitation and community involvement are starting to be seen, but the overall effectiveness of implementation still requires strengthening in various sectors to ensure the sustainability of inclusive preservation.

Job analysis serves as a strategic instrument in human resource management (HRM), forming the basis for organizational structure design, job descriptions and specifications, and supporting employee evaluation and development processes. This study employs a literature review approach involving 50 articles, narrowed down to 5 core sources to explore the critical role of job analysis. Findings indicate that job analysis not only enhances employee performance and job satisfaction, but also supports optimal placement based on competencies and personality profiles such as the DISC approach. Job analysis has proven effective in the education sector and holds broader potential for implementation across various industries.

This study examines the pivotal role of artificial intelligence (AI) in talent attraction within the human resources sector, particularly in the context of modern technological advancements. We aim to understand the influence of AI on recruitment processes and identify factors affecting talent attraction in the information age, as well as the associated challenges. The study focuses on how AI impacts recruitment and utilizes statistical methods, including interviews, questionnaires, standard deviation, arithmetic mean, and Spearman's rank correlation, to achieve accurate results. Participants included 100 employees and professors from the Ministry of Higher Education and Scientific Research, with a research community of around 750. Findings suggest that organizations employing AI for recruiting, attracting, training, and guiding individuals tend to succeed. The study recommends the urgent integration of AI into organizational operations, urging a shift from traditional applicant comparison methods to modern assessment techniques while avoiding favoritism. Additionally, organizations should implement contemporary training programs to boost employee performance.

This research aims to analyze employee work stress at PT X. The objectives of this study include understanding the factors that cause employee work stress at PT X, knowing the strategies used by PT X in overcoming work stress, and the company's response to employee work stress that occurs at PT X. The research method used is descriptive analysis with a qualitative approach. The background of this research is based on excessive workload in the work environment, decreased motivation caused by a lack of attention from the company to workers. The results of this study show that high levels of stress among PT X employees significantly affect employee performance. Employees often feel frustrated to the point of forcing themselves to complete work quickly. As a result, employees are exposed to work stress and performance productivity decreases. To overcome this problem. PT X has implemented workload mapping strategies, appreciation in the form of compensation, and recruitment of new employees. The implementation of this strategy has shown positive results in improving employee productivity and performance efficiency. This study concludes that high work stress has certain consequences on employee performance. Recommendations include stress management programs, periodic performance effectiveness evaluations, and further studies that explore the relationship of job stress with other variables, such as individualism and leadership. The findings are expected to contribute to the development of more effective human resource management strategies in modern work environments.

Job analysis plays a crucial role in improving the performance and efficiency of educators. This study aims to examine the role of job analysis in the context of education through a literature review approach, focusing on five selected articles published between 2020 and 2024. The findings indicate that proper job analysis can enhance teacher performance by ensuring their placement aligns with qualifications, identifying training needs, and clarifying tasks and responsibilities. Additionally, the integration of organizational culture and regular updates to job analysis contribute to work efficiency and educator productivity. These findings provide practical implications for educational institutions to optimize human resource management through dynamic and structured job analysis. , 

Building effective leadership in schools is key to creating a productive and harmonious educational environment. A managerial psychology approach can provide in-depth insight into effective ways of leading, by considering psychological aspects that influence individual behavior and performance in school organizations. This approach focuses on understanding the psychological characteristics of leaders and team members, managing emotions, and effective communication in building mutually supportive relationships. In an educational context, managerial psychology can help school leaders to manage team dynamics, increase motivation, and create a positive work climate. Therefore, it is hoped that the application of managerial psychology principles in leadership in schools can produce more effective school management, both in the aspects of teaching, management and human resource development.  

One of the important factors in quality human resources in a company to be able to run the business process properly in accordance with the vision and mission that has been set by the company. CV. Lestari Indojaya is one of the companies engaged in procurement and education which was founded in 2000. In order to encourage the creation of increasing performance productivity, CV. Lestari Indojaya carries out the selection of the best employees. Decision support systems can help decision makers to get recommendations for the best employees using the SAW (Simple Additive Weighting) method. In this study, the data used came from internal data and external data. There are several criteria needed to help decision makers choose the best employees, namely discipline, quality of work, cooperation and behavior. Based on all the criteria and alternatives in this study, Darwansyah was the best employee at CV. Lestari Indojaya with a total preference value of 2.875. The SAW method is an effective and practical method in calculating the best employee recommendations at CV. Lestari Indojaya so that decision makers can consider these recommendations according to the specified priorities.

In today’s rapidly changing global context, employee motivation has emerged as a strategic issue in human resource management, particularly in sustaining organizational productivity and competitiveness. Developments such as digitalization, economic uncertainty, and workplace transformation have prompted companies to focus more deeply on effective motivational approaches. Recognizing the role of motivation in influencing employee retention, productivity, and operational efficiency, this study conducts a Systematic Literature Review (SLR) to map key concepts and empirical trends regarding the relationship between employee motivation and organizational performance. Grounded in theoretical frameworks such as Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, and Self-Determination Theory, the study examines major drivers including leadership, compensation, and work-life balance. Findings reveal paradoxes in motivational strategy effectiveness across sectors and highlight research gaps, particularly in cross-industry approaches and integrative synthesis. This study provides valuable contributions for academics and practitioners in designing evidence-based, context-relevant motivation strategies aligned with the dynamics of modern organizations.

Digital transformation has become a central driver in reforming public services in Indonesia. However, the effectiveness of government expenditure in supporting this transition remains a critical issue. This study aims to examine the extent to which public spending contributes to the improvement of digital public service quality, efficiency, and accessibility. Using a quantitative approach with a descriptive-explanatory design, data were collected from ten regional governments through documentation and surveys. The results show a positive correlation between government spending on digitalization and service performance, although this relationship is also influenced by factors such as infrastructure readiness, human resource capacity, public participation, and inter-agency coordination. The findings emphasize the importance of sustainable budgeting and measurable monitoring in managing digital fiscal policies. The study recommends an integrated strategy combining fiscal planning, bureaucratic capacity-building, and public digital literacy to ensure inclusive and impactful digital service transformation.

The government essentially provides services to the community and is required to serve the community and create conditions so that it has an impact on the community to develop, one of which is education. Through the Secretariat General, public complaints about education issues are submitted to Commission X of the DPR RI. The background for choosing this title was due to the increase in complaints submitted by the public regarding education, as well as a decrease in the performance of the Secretariat General of the DPR RI. The research objective is to identify and analyze the performance of the Secretariat General in following up on complaints to Commission X DPR RI. This study uses the theory of Agus Dharma (2004) with three measurement indicators that determine success, namely, (1) quantity, (2) quality, and (3) timeliness. This study used a qualitative research method with a descriptive approach. This study uses a way to collect data by making observations to collect data at the Secretariat General and Commission X DPR RI. The results on indicator (1) Quantity, the number of reports that have been completed by Commission X DPR RI are not submitted back to the Secretariat General of the DPR RI. (2) Quality, there is no clear information regarding the follow-up of letters submitted through the websitewebsite, human resources need to conduct training on the applied information technology system, Commission X DPR RI is one that receives the most complaints in 2020-2021, (3) Timeliness, the time needed is very long because of the difficulty level of the complaint letter, correction of the results of the analysis until the letter can be submitted to Commission X DPR RI. The conclusion of this study is that in following up on complaints to Commission X DPR RI, reports that have been completed by Commission X DPR RI are not submitted back to the Secretariat General.

This study aims to explore the role of casual workers in the operations of four-star hotels, including their tasks, responsibilities, and the challenges they face. The background of this research is based on the lack of recognition for the contributions of casual workers in the hospitality industry, which can affect their motivation and performance. The method used is a qualitative approach through in-depth interviews with 20 purposively selected respondents from several four-star hotels in Bandung. The findings indicate that although casual workers play a significant role, they often feel undervalued by management, with only 25% feeling recognized for their contributions. Additionally, 70% of respondents expressed a desire for more training to enhance their skills. The implications of this research highlight the need for hotel management to pay more attention to casual workers, both in terms of recognition and competence development, to improve service quality and guest satisfaction. This study is expected to provide insights for human resource management in the hospitality sector.  

In an era of increasingly tight business competition every year, employee performance is a determining factor in the success of the TAM Syariah Cooperative as a company engaged in savings and loan services, this cooperative offers various models of savings and loan agreements according to customer needs. To improve employee performance, good human resources are needed. This study aims to analyze two important aspects of the performance of TAM Syariah Cooperative employees, namely the influence of work discipline and leadership on employee performance. The method used in this study is a quantitative method, with an analysis tool using SMART PLS. The population of this study consisted of 46 employees, and the entire population was also used as a research sample through a saturated sampling method. The findings of this study reveal that work discipline and leadership each have a positive and significant influence on employee performance, indicating that improvements in both factors can have a positive impact on productivity and work effectiveness in the company

This study highlights the paradigmatic shift in human resource management (HRM) in response to the complexities of globalization. Globalization has not only expanded the geographical scope of business but also reconfigured demands for competencies, technology, and cultural dynamics within organizations. Using the systematic literature review (SLR) method, this article examines adaptive HRM strategies focused on three pillars: (1) developing global competencies through cross-cultural training and digital literacy, (2) integrating technologies such as artificial intelligence (AI) in recruitment and performance evaluation, and (3) managing cultural diversity to create an inclusive work ecosystem. Analytical findings reveal that organizations with holistic HRM approaches combining strategic agility, investment in employee upskilling, and data-driven systems tend to excel in mitigating risks of global market disruptions. Critical insights emphasize that success relies not only on technology adoption but also on managerial capabilities to address cultural conflicts and facilitate cross-border collaboration. The research concludes that strategic HRM serves as a driver of organizational innovation and sustainability, with practical recommendations for companies to develop evidence-based HRM frameworks aligned with global trends. 

Internal performance evaluation is an essential process within strategic management, aimed at assessing a company's internal capabilities to achieve its strategic goals. This evaluation involves a comprehensive analysis of key internal components, including human resources, finance, operations, and marketing. The primary objective is to identify internal strengths and weaknesses, along with external opportunities and threats that may influence organizational performance. This study employs a qualitative research method to explore how internal evaluations contribute to strategic decision-making. The findings suggest that regular and systematic internal performance evaluations can serve as a strong foundation for formulating effective strategies, improving operational efficiency, and enhancing competitive advantage in the market. Thus, internal performance evaluation plays a vital role in supporting the strategic development and long-term sustainability of a company.

The increasingly rapid aviation industry demands the world of work to have quality human resources, the demand for higher performance requires a workforce with academic qualifications and employability  to be said to be feasible. The College of Aerospace Technology provides a field work practice program where cadets will face challenges and various obstacles in the new work environment, therefore employability skills are needed that can affect the performance given during the field work practice period. This study aims to analyze the influence of employability skills on the performance of cadets in field work practice, as well as to identify how much influence employability skills have on the performance of cadets in field work practices. This study uses a quantitative method, the research was conducted at Sekolah Tinggi Teknologi Kedirgantaraan as the location for sampling students os the D4 Air Transport Management study program, and the research was carried out from September to May 2025 with the number of cadets of the D4 Air Transportation Management of the College of Aerospace Technology as many as 188 cadets. The data collection technique in this study used questionnaires, interviews and documentation. The data analysis technique used normality tests, simple linear regression tests, T tests and determination efficiency tests. The results of the study showed that there was a significant influence of employability skills on the performance of cadets practicing field work, with a score of Thitung > Ttabel (18,671 > 1,973) and an Rsquare value of 65.2% so that it can be said that Ha was accepted. Suggestions for future researchers are expected to develop this study by adding other variables related to cadets' performance during fieldwork practices by expanding the population coverage.  

This study examines the application of management psychology approach as a strategy to improve the effectiveness of learning and performance of educators in Indonesia. Using descriptive-analytical qualitative methods, this study explores how factors such as work motivation, leadership, and stress management contribute to creating a conducive educational environment. Literature analysis and empirical findings reveal that increasing educator motivation through rewards, feedback-based evaluation, and the implementation of transformational and participatory leadership can significantly increase work enthusiasm and innovation in the learning process. In addition, balanced workload management and the provision of work welfare programs have been shown to help reduce stress levels and improve the psychological well-being of educators. The results of this study provide recommendations for educational institutions to integrate the principles of management psychology into human resource management policies in order to achieve continuous improvement in the quality of teaching and learning.

High quality public services are a key indicator of effective government performance. In this context, the role of employees as the frontline executors of public service delivery is crucial in determining public satisfaction and trust toward public institutions. This study aims to explore the contribution of employees in enhancing public service quality through a literature review approach. Data were collected from various scholarly sources, including journals, books, and research reports related to public service and human resource management in the public sector. The findings indicate that the quality of public services is significantly influenced by several employee-related factors, such as competence, work ethics, integrity, innovation, and adaptability to technology and evolving public needs. Furthermore, organizational culture and leadership style also play a supportive role in reinforcing employees' contributions to excellent service delivery. This study emphasizes the importance of strengthening employee capacity through continuous training, performance evaluation, and the creation of a work environment that promotes accountability and professionalism.

This research examines the governance of the National Amil Zakat Agency of Barito Kuala Regency as an effort to optimize transparent, professional, and sharia-compliant zakat management. Although South Kalimantan has the highest zakat potential in Kalimantan Island, its zakat realization is still far from the target, reflecting the challenges of public trust and the effectiveness of the institution's governance. This study aims to evaluate the governance of Barito Kuala National Amil Zakat Agency using three main indicators: Zakat Core Principles Index, Sharia Compliance Index of Zakat Management Organization, and Financial Ratio Analysis. Using a qualitative-descriptive approach, data was collected through observation and internal document analysis. The result shows that the implementation of Zakat Core Principle scores 0.44 (good enough category), while sharia compliance scores 0.72 (good category), and financial ratio shows high efficiency and effectiveness in collecting and distributing zakat. Important findings reveal that the suboptimal documentation of Operational Procedur Standard, absence of internal audit, and high operational burden become obstacles to ideal governance. Although the management of zakat in Barito Kuala National Amil Zakat Agency has been running according to regulations and sharia principles, improvement of institutional structure, documentation, efficiency of human resources, and transparency of financial statements are needed. This research provides a practical contribution as an internal evaluation of the institution and a scientific contribution in the development of accountable and sustainable zakat management in Indonesia.

This study is a research in the field of public administration aimed at describing the strategic management process implemented by BUMDes Subur Makmur in an effort to increase Village Original Income (PADes) in Kretek Village, Paguyangan District, Brebes Regency. The research method employs a descriptive qualitative approach with a case study design. The research targets stakeholders involved in the management of BUMDes. Informants were selected using a purposive sampling technique. Data sources consist of both primary and secondary data. This study focuses on aspects of strategic planning, program implementation, and performance evaluation of BUMDes. Data analysis is conducted using an interactive model with a descriptive design. The findings indicate that BUMDes Subur Makmur has successfully implemented strategies in several aspects; however, existing challenges still require further attention to achieve optimal performance and maximize benefits for the village community. Improvements in human resource management, financial management, and adaptation to the evolving business environment are necessary to enhance the future effectiveness of BUMDes.  

Human resource development through Learning and Development (L&D) is a major challenge in improving employee performance in the service sector that is highly dependent on service quality. However, the mechanism of L&D's influence on HR performance involving employee engagement as a mediating variable is still not comprehensively understood. This study aims to analyze the influence of L&D on HR performance with employee engagement as a mediator in service companies in Jakarta. The method used is a quantitative survey with data collection through questionnaires to 120 employees, and data analysis using AMOS-based Structural Equation Modeling (SEM). The results of the study indicate that L&D has a direct positive effect on HR performance and indirectly through increasing employee engagement, which acts as a significant mediator. This finding strengthens the theory of social learning and employee engagement and emphasizes the importance of integrating psychological aspects in employee development. The practical implication is that service sector management needs to design L&D programs that not only improve technical competence but also motivate employee engagement to maximize organizational performance. This study provides a relevant empirical contribution to the development of HR management theory and practice in the service sector.