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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.  

This literature review investigates the role of HRM as a strategic factor in boosting institutional performance, competitiveness, and organizational resilience in educational institutions. By analyzing five selected academic articles, the study identifies three core HRM approaches: best practices, contingency, and configurational models. Key focuses include competency development, technological integration, and transformational leadership in fostering a productive and adaptive work environment. Findings reveal that strategic HRM significantly contributes to organizational sustainability amid global challenges. The study recommends a human-centered, data-driven approach to establish a sustainable HRM framework for educational institutions.

Human resource development (HRD) is a fundamental pillar in the management of Islamic education, especially in the era of globalization and the industrial revolution 4.0. Islamic educational institutions are required to produce graduates who are not only religious but also competent, ethical, and adaptive. This study aims to identify effective HRD strategies to improve the quality of Islamic educational institutions. The research employs a qualitative approach with data collected through interviews, observations, and documentation in several Islamic educational institutions. The findings reveal that strategies such as training, internships, scholarships, mentorship, collaboration, performance evaluation, spiritual development, technology implementation, and innovation play vital roles. The integration of Islamic values in recruitment, training, and career development is also crucial. However, challenges such as limited funding, lack of competent human resources, and insufficient leadership attention remain obstacles. This study emphasizes the need for innovation in HRD to overcome these barriers. It is expected that the findings provide practical solutions for Islamic educational institutions to achieve educational goals, produce quality graduates, enhance competitiveness, and contribute positively to society.

This study aims to analyze the influence of Resource-Based View (RBV) on innovation performance in Micro, Small, and Medium Enterprises (MSMEs) that have expanded internationally, with government information access as a moderation variable. This study uses a quantitative approach with the Partial Least Squares Structural Equation Modeling (PLS-SEM) method. The object of the research is CV. Delta Raya, an MSME in the furniture sector from Batu City that has successfully penetrated the export market to Japan, South Korea, and Mexico. The results of the study show that human capital investment and political connections have a significant positive effect on innovation performance. Although international experience does not have a direct effect, the effect becomes significant when moderated by government information access. Access to government information also strengthens the influence of political connections on innovation. The implications of this study underscore the importance of collaboration between MSME actors and government institutions in encouraging internal resource-based innovation.

Oil palm is a key commodity supporting Indonesia’s economy through exports and employment. The industry’s success depends heavily on the selection of superior seedlings, which determine productivity, crop quality, and resistance to pests and diseases. Manual selection, however, often leads to subjectivity and inconsistency due to limited human resources and genetic variation. To address this, the study applies the Naïve Bayes algorithm for classifying oil palm seedlings based on seven variables: height, stem diameter, number of leaves, leaf color, disease resistance, root growth, and fruit yield. Using an explanatory quantitative method, the study follows seven stages: identifying problems, literature review, collecting 1,000 data entries from PT Intitama Berlian Perkebunan, data pre-processing, system modeling (UML), algorithm implementation, and evaluation using a confusion matrix and black box testing. Data was split into 80% training and 20% testing. The Naïve Bayes-based classification achieved 95% accuracy and perfect recall (1.00) for the superior seedling class. However, its performance on the minority class (non-superior seedlings) was weaker due to dataset imbalance. Black box testing verified all system functions worked correctly, enabling effective and efficient use by administrators. The study concludes that Naïve Bayes improves objectivity, efficiency, and accuracy in seedling selection. Nonetheless, attention is needed on data balancing and optimization to maintain consistent performance across classes. This system shows strong potential as a decision-support tool in plantations and promotes digital transformation in agricultural processes.

Improving organizational performance is a crucial issue in the era of increasingly dynamic and competitive globalization. This study aims to explore the role of management psychology in improving organizational performance, focusing on factors such as motivation, group dynamics, and organizational culture. The research method used is a literature review, by collecting and analyzing data from various sources such as books, journals, and scientific articles. The results of the study indicate that strategic planning, human resource development, and the application of information technology are important factors in improving organizational performance. In addition, a positive organizational culture and effective leadership also contribute significantly to improving performance. This study fills the literature gap by emphasizing the importance of psychological aspects in performance management, which are often overlooked in previous studies.

Human Resource Management involves the study of overseeing the interactions and responsiibilities of employees to ensure effectiveness and efficiency in reaching the organization’s objectives or vision. In the concept of sharia, Human Resource Management uses Islamic principles, namely the principle of trust, the principle of syirkah, the principle of cooperation in goodness, the principle of social responsibility, the principle of joint ownership, the principle of economic distribution, and the principle of justice. The creation of fair Sharia Human Resource Management in the work environment, it is necessary to pay attention to employee performance, work environment, organizational culture, and organizational justice. The author in this study aims to analyze the role of sharia human resource management in creating an equitable work environment. The method used by the author is literature review by involving 29  data sources that are in accordance with the research topic. The results of this study indicate that sharia principles in economic activities, especially in Human Resource Management can create justice in the work environment. Employees as Human Resources are a central and important sector because they will support the achievement of the company's vision, so employee performance, work environment, organizational culture, and fairness to employees must be considered and become a priority for the company. The conclusion of this research is that Sharia Human Resources with principles that prioritize truthfulness, trustworthiness, and so on can support the occurrence of a fair work environment.

This study aims to analyze the relationship of human resource management strategies to increase employee retention in the digital era in culinary sector MSMEs located in Jombang, East Java. This research uses a quantitative approach using a survey method on 30 MSME employees. The sampling process uses a census technique, the data analysis technique used in this study uses SPSS software. The regression analysis results show that digital training has a significant positive influence on MSME performance (regression coefficient = 0.549; p < 0.05), while innovation also has a significant positive relationship (regression coefficient = 0.325; p < 0.05). Simultaneously, these two variables are proven to make a major contribution to MSME performance. This study supports the theory that technology-integrated human resource management strategies can increase employee loyalty and engagement in MSMEs. The practical implication of this study is the need for MSMEs to adopt technology-based training and innovation in structured business management strategies to improve MSME performance. This research also contributes to the literature related to HR management strategies in the digital era, especially in the context of MSMEs.

Motivating human resources is essential for enhancing organizational performance and achieving company objectives. This study explores the influence of work motivation and organizational commitment on organizational citizenship behavior among employees at RRI Bandar Lampung. Data were collected through a Likert-scale questionnaire from 84 respondents and analyzed using multiple linear regression. The findings support the first hypothesis, indicating that work motivation positively and significantly affects organizational citizenship behavior. However, the second hypothesis reveals that organizational commitment has a negative and statistically insignificant impact on organizational citizenship behavior. The study recommends that organizations actively engage employees in decision-making processes and ensure equal opportunities for all. Additionally, providing employee training programs to support career development is advised. A limitation of this research is its relatively small sample and population size. Future studies should consider incorporating additional variables that could affect motivation, commitment, and citizenship behavior.

This article discusses the impact of Environmental, Social, and Governance (ESG) integration on the general insurance underwriting model. This study used a Narrative Literature Review (NLR) to review relevant literature. The NLR review was conducted on scientific publications, industry reports, regulatory documents related to ESG, and general insurance underwriting from 2019 to 2025. The reviewed literature shows that adopting ESG factors in the underwriting process changes risk assessment and creates more sustainable practices in the insurance industry. The analysis results show that companies with higher ESG scores have better underwriting performance and attract more investment while increasing stakeholder trust, including an increasing trend of ESG factor integration into the underwriting process, especially in risk assessment and premium determination. Regulatory changes encourage insurance companies to adopt underwriting practices that consider more environmental and social aspects. This study also identifies challenges in implementation, including the limited standardized ESG data and the need to increase human resource capacity. The implications of this study provide insights for regulators and industry players in developing underwriting policies and strategies that are more responsive to ESG issues, as well as highlighting opportunities for ESG-based insurance product innovation in the future.

Under the Double High Plan, the management of vocational colleges in Xuzhou should focus on a few essential strategies to improve performance and use resources effectively. First, college leaders need to align their programs with local industry needs. By partnering with businesses and industry groups, colleges can adjust their curricula to keep them relevant, helping students find jobs and be satisfied with their education. Next, effective resource use is crucial. Managers should wisely allocate financial, human, and technological resources to create better learning environments. This may include training teachers to use new technologies and teaching methods, which can improve teaching quality and lead to better student outcomes. In addition, colleges should consistently apply strategies to improve performance. This includes ongoing professional development for teachers to help them deliver engaging and practical instruction. School managers should also regularly review and adapt these strategies based on student feedback and performance data to ensure they are effective. In summary, vocational colleges under the Double High Plan must use resources effectively and apply performance improvement strategies based on the research results of 375 Xuzhou vocational school employees. By being proactive and flexible, college managers can enhance educational quality and support student success in Xuzhou

The rapid development of information technology has accelerated the transformation of public services in Indonesia toward digitalization. This study aims to analyze the effectiveness level of digitalization in administrative services at the Medan Amplas District Office. A qualitative approach was used, employing a literature review method by collecting data from books, scientific journals, policy documents, and institutional performance reports. The results show that the digitalization of administrative services in Medan Amplas District has improved service timeliness, cost and procedure transparency, and public satisfaction, with system adoption rates increasing from 30% to 65% between 2018 and 2022. Digitalization has also provided benefits in terms of time and cost efficiency, as well as enhanced staff productivity. However, several challenges remain, such as infrastructure limitations, uneven digital competencies among staff, regulatory inconsistencies, and organizational culture resistance to change. In conclusion, the digitalization of administrative services at Medan Amplas District has been effective but still requires continuous improvement in technical aspects, human resource capacity building, regulatory harmonization, and cultural change to achieve sustainable optimization of public services.

Digital transformation in human resource management (HR) is a challenge as well as an opportunity for MSMEs in an effort to realize business sustainability. This research aims to explore how the digital adaptation process is carried out in MSME HR management practices, as well as identify the challenges faced in its implementation. Using a qualitative approach through in-depth interviews with MSME actors in the creative sector, the data was analyzed thematically to reveal the patterns and dynamics of digital transformation. The results of the study show that most MSMEs have adopted simple technology such as WhatsApp, Google Form, and video tutorials in the process of recruitment, training, and performance recording. However, the limitations of digital literacy of the workforce and infrastructure are the main obstacles. These findings indicate that the digitization of human resources in MSMEs is still gradual and adaptive, and is highly dependent on individual readiness and external support. In conclusion, digital transformation in MSME human resources not only requires technology, but also strengthens human resource capacity and work culture that is inclusive of change. The implications of this study encourage the existence of digital literacy mentoring programs and collaborative policies between business actors, the government, and educational institutions to strengthen the competitiveness of MSMEs in a sustainable manner.

Human resource (HR) planning and development is an important foundation in supporting the achievement of strategic organizational goals. This article comprehensively discusses the HR needs planning process in the managerial and operational context, as well as sustainable HR development strategies. The method used is a literature study with a descriptive approach to explore concepts, theories, and best practices in HR management. The results of the study indicate that HR planning not only includes recruitment and training, but also talent management, career development, and structured performance evaluation. On the other hand, HR development strategies focus on improving competencies through technical training, leadership development, and soft skills to face changes in the business environment. The synergy between planning, operational implementation, and HR development is very important to form an adaptive, competitive, and sustainable organization.  

The employee attendance system is a crucial component of human resource management, particularly for performance evaluation, salary calculation, and discipline monitoring. PDAM Tirtanadi North Sumatra still employs a manual attendance system, which is considered inefficient, prone to errors, and slows down administrative processes. This study aims to develop a web-based attendance application to improve the accuracy and efficiency of employee attendance data management. The research method uses software engineering with the System Development Life Cycle (SDLC) model based on the waterfall approach. Data collection was conducted through observation, interviews with relevant stakeholders, and literature review. The application is designed with several key features, including user authentication, digital attendance recording, employee data management, attendance recap, and report generation in PDF formats. Testing results show that the application operates according to system requirements and positively impacts the efficiency of the attendance process. The implementation of this application is expected to accelerate administrative procedures, enhance accountability, and provide a more accurate data foundation for analysis and managerial decision-making.

This study aims to evaluate the effectiveness of the local government administrative system in improving the management performance of the Regional Revenue and Expenditure Budget (APBD). The method used is a literature review by analyzing various previous studies, official reports, and policy documents related to APBD management at the regional level. The results show that a well-structured administrative system can accelerate the planning, implementation, and reporting processes of the APBD, although challenges remain in inter-unit coordination and the utilization of information technology. To enhance effectiveness, it is recommended to strengthen human resource capacity, update financial information systems, and reinforce internal oversight. These findings contribute to efforts to achieve more accountable, efficient, and transparent regional financial governance.

In a more competitive business environment, employee performance is a crucial factor that influences an organization's success. Elevated employee performance not only facilitates the attainment of business objectives but also fosters a positive and productive work environment. This study seeks to examine the correlation among employee motivation, work discipline, and performance, along with external influences that may affect the interplay among these three components. By comprehending this link, it is anticipated that firms can devise more effective strategies for managing human resources, hence enhancing total employee performance. This study used a quantitative methodology with a sample of all employees from energy companies in Madura, comprising a total of 50 individuals. Data were gathered via questionnaires with a Likert scale ranging from 1 to 5. Data study employed multiple linear regression, revealing that job motivation and work discipline significantly influenced employee performance. The analysis results indicated that the regression model accounted for 44.1% of the variance in employee performance, with work motivation and work discipline identified as significant independent factors. This study's conclusions offer theoretical and practical insights for firms to enhance employee performance. Organizations must cultivate a work environment that fosters internal drive and work discipline, while also considering external elements such as effective supervision and leadership structures. Consequently, firms can formulate more efficient human resource management strategies to enhance employee performance across diverse sectors.

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.

This study aims to determine the Influence of Work Discipline and Motivation on Employee Performance at PT Supra Primatama Nusantara (Biznet) Branch Duri Pulo Central Jakarta. The type of research used in this study is quantitative research. The population used in this study were employees of PT Supra Primatama Nusantara (Biznet) Branch Duri Pulo Central Jakarta. The sample used by the author in this study was employees of PT Supra Primatama Nusantara (Biznet) Branch Duri Pulo Central Jakarta totaling 54 employees. The data collection method used in this study is primary data. The primary data taken is data from the answers of 54 respondents. The results of this study indicate that partially there is a significant influence between discipline on employee performance at PT Supra Primatama Nusantara (Biznet) Branch Duri Pulo Central Jakarta, as evidenced by the calculated t value> t table or (3.109> 2.007) This is also reinforced by the Sig. value <0.05 or (0.003 <0.05). Partially there is a significant influence between motivation on employee performance at PT Supra Primatama Nusantara (Biznet) Branch Duri Pulo Central Jakarta., which is evidenced by the calculated t value> t table or (2.080> 2.007) This is also reinforced by the Sig. value <0.05 or (0.043 <0.05). Simultaneously there is a significant simultaneous influence between discipline and motivation on employee performance at PT Supra Primatama Nusantara (Biznet) Branch Duri Pulo Central Jakarta, which is evidenced by the calculated F value> F table or (20.508> 3.179), this is also reinforced by the Sig. value <0.05 or (0.000 <0.05). The coefficient value of R is 0.668, which means that the relationship between the Discipline and Motivation variables on the Employee Performance variable is strong. The value of the determination coefficient or contribution of its influence simultaneously is 44.6% while the remaining 55.4% is influenced by other factors.    

This study aims to analyze human resource development (HRD) in improving employee performance at PT. Weelim Indo Perkasa. Effective HRD development is considered an important factor in improving employee productivity and work quality, which in turn has an impact on the success of the company. The research method used is a quantitative approach with descriptive analysis to describe the relationship between HRD development programs and employee performance. The results of the study indicate that structured training, ongoing performance evaluation, and employee empowerment can improve employee competence and motivation, which have a positive impact on their performance. In addition, the implementation of a fair reward system and improvement of work infrastructure have also been shown to contribute significantly to improving performance. This study suggests that companies continue to develop more integrated HRD development policies and programs, and pay attention to employee retention aspects to achieve more optimal long-term goals. Thus, ongoing HRD development is the key to improving employee performance and company progress.