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The background of this thesis is based on the role of pretrial which functions as a social control mechanism, its implementation in Indonesia still often experiences violations. Therefore, it is necessary to carry out an in-depth analysis to identify the causes of these violations and find solutions to increase the effectiveness of pre-trials in protecting the rights of individuals who are disadvantaged in the application of criminal law in Indonesia. The problem formulation for this thesis is How pre-trial arrangements are made in positive law in Indonesia ? and What is the function and role of pretrial in criminal law enforcement in Indonesia? The research method for this thesis is Normative Juridical where the author examines phenomena related to Pre-Trial from the aspects of Legislation and Legal Principles. The results of this thesis research are that pretrial arrangements in the criminal justice system in Indonesia are regulated in Law No. 8 of 1981 concerning the Criminal Procedure Code. Pretrial, in accordance with Article 1 point (10) in conjunction with Article 77 of the Criminal Procedure Code, is the authority of the district court to examine and decide on several matters, including whether or not an arrest and detention is legal, the termination of an investigation or prosecution, as well as requests for compensation or rehabilitation. Pretrial has an important role in maintaining the balance of law enforcement powers and individual rights in enforcing criminal law. Its main function is to control law enforcement actions and procedures, ensuring justice and compliance with applicable laws. Pretrial is also closely related to the principle of Habeas Corpus which guarantees that a person must not be detained without a valid reason and must be immediately brought to justice. Through pretrial proceedings, individuals can protect themselves from arbitrary actions by law enforcement and seek redress if their rights are violated. Pretrial and the principle of Habeas Corpus together form an important part of the criminal law system in Indonesia which focuses on justice and the protection of human rights.    

Humans are essentially social creatures who need help from other people in meeting their daily needs, especially those related to economic problems. The economy is fundamentally related to agreements, as these agreements are created to ensure that both parties comply with and fulfill their obligations. However, in fact, currently there are still many default disputes due to debtor negligence so that the legal consequences are cancellation of previously agreed agreements, transfer of risk, as well as compensation for costs, losses and interest. Apart from that, resolving default disputes can also be done by filing a lawsuit by creditors in district court as in case number 59/Pdt.G/2022/PN Mkd. After going through considerations, the case was decided by the judge and granted in part because there was one of the arguments of the lawsuit which was not in accordance with positive law in Indonesia.

Life insurance is an agreement made by the insurance company as the party responsible for providing the guarantee in the form of providing money as risk compensation if an event occurs, such as the death of an insurance participant. As compensation, the insurance participant has the obligation to pay a certain amount of premium to the insurance company. Single premium is a premium payment method that is made once at the beginning. Single premium is a way of paying insurance premiums that are paid all at once at the beginning. Sum Insured is funds that will be given the insurance company to the heirs as a replacement if the insurance participant dies. The purpose of this research is to determine the premium value and compare the premium value if various sums insured are given. And it was found that the greater the sum insured, the greater the premium value that must be paid, and the older a person is when taking out life insurance, the greater the premium value that must be paid.

This article aims to establish Legal safeguards for employees.within the legal framework of the employment system in Negara kepulauan Indonesia. The study utilizes normative legal research with a focus on legal and regulatory methodologies.. The research findings demonstrate that legal protection for workers in the realm of the Negara kepulauan Indonesian employment system includes: 1) Compensation protection, social protection, and social guarantees for workers; 2) Security and health protection for activities; 3) Legal protection in establishing and becoming a workers' union or employee union; 4) Preventing the infringement of workers' rights in negotiations; in the private sector.

Today's business competition is increasingly fierce, requiring an organization to have high competitive advantage. In order to obtain the expected quality of performance, the company pays great attention to the sense of job satisfaction of its employees. The sampling method used in this research is the saturated sample method, namely where the total population of Centra Electric employees is 63 people. Descriptive analysis in this research is in the form of respondents' responses to the statements submitted in the questionnaire in the form of frequency, percent, valid percentage and cumulative percentage. This research states that the Motivation variable has a P-Value value of 0.020 < 0.05, and a statistical t value of 2.333 > 1.96 and work compensation has a P-Value value of 0.000 < 0.05, and a statistical t value of 8.446 > 1.96 has an effect on satisfaction. Employee Work. The work motivation variable has a P-value of 0.006 < 0.05, and the statistical t value is 2.778 > 1.96. And the job satisfaction variable has an effect on performance. Partially, job satisfaction has a significant positive effect on employee performance. Meanwhile, the Compensation variable has no effect on Employee Job Satisfaction at Central Electric Semarang City. The research results show that the P-Value value is 0.375>0.05, and the statistical t value is 0.888<1.96. Although compensation can be a significant factor in employee motivation and job satisfaction, there are situations where compensation may not directly impact performance. In conclusion, from the results of this research, non-financial factors can become more dominant in motivating employees. Compensation variables influence employee performance at Central Electric, Semarang City, which is partially mediated by Job Satisfaction.

A broken promise or default is a situation where a debtor is unable to fulfill his obligations in accordance with the debt and receivable agreement he made, for example not making installments or repayment on time. As in article 13138 of the Civil Code which states "All agreements made in accordance with law apply as law for those who make them. This agreement cannot be withdrawn other than by agreement of both parties, or for reasons determined by law, the agreement must be carried out in good faith. In this paper, the problem is regarding the bank credit payment agreement made between the debtor and the creditor in the contents of the agreement that has been given by agreement between the parties given a period of time by the creditor to the debtor, but the debtor is negligent and does not pay compensation even though it has been billed and a summons has been given. or a warning, so that the debtor files a lawsuit. The theory in this research uses contract law theory which regulates agreements and methods using normative legal research methods which refer to court decisions and statutory regulations. So the title that the researcher will discuss is the analysis of cases of default between debtors and creditors regarding bank credit loan agreements, case study decision number 51/PDT.G.S/2023/PN.BTG

This research aims to examine how much influence compensation and employee development have on employee performance with job satisfaction as an intervening variable in Padang City Archives and Library Services. The data collection method is through surveys and distributing questionnaires, with a sample of 70 respondents. The analytical method used is structural equation modeling using smartpls. The research results showed that there was a significant influence of compensation on job satisfaction. There is a significant influence of employee development on job satisfaction. There is a significant influence of compensation on employee performance. There is a significant influence of employee development on employee performance. There is a significant influence of job satisfaction on employee performance. Job satisfaction mediates the effect of compensation on employee performance. Job satisfaction mediates the effect of employee development on employee performance.

This research aims to determine the legal responsibilities of coal companies in fulfilling their achievements due to the export ban. This legal writing is included in the type of normative legal research using a legislative approach including primary legal materials and secondary legal materials collected through document study and analyzed using deductive legal material analysis using the syllogism method. This research examines the implementation of the Decree of the Minister of Energy and Mineral Resources Number 139.K/HK.02/MEM.B/2021 regarding the fulfillment and prioritization of domestic coal needs. The failure to fulfill the Domestic Market Obligation then gave rise to an export ban by the Ministry of Energy and Mineral Resources through the issuance of Circular Letter from the Directorate General of Minerals and Coal, Ministry of Energy and Mineral Resources Number B-605/MB.05/DJB.B/2021. The export ban then causes coal entrepreneurs to be unable to fulfill agreements with foreign companies. Non-fulfillment of achievements due to changes in Government policy in the form of an export ban is analyzed and categorized as force majeure so that non-performance, compensation or cancellation of the agreement cannot be sued. The legal responsibility that can be carried out by coal entrepreneurs in the event of an export ban is to submit a force majeure situation and prove that their party has been in good faith from the beginning until the agreement is in progress.

The importance of managing staff performance in an organization or company, including aspects of discipline and compensation. Staff performance plays an important role in achieving the organization's goals. Work discipline and compensation relationships are very important factors in improving the quality of staff performance. Thus, the problem of non-discipline in the environment of an agency does not continue and can be solved. This study aims to determine the relationship of work discipline on employee performance of Badan Pengelolaan Pajak dan Retribusi Daerah Kota Tanjungpinang, the relationship of compensation on employee performance of Badan Pengelolaan Pajak dan Retribusi Daerah Kota Tanjungpinang, the relationship of work discipline and compensation on employee performance of Badan Pengelolaan Pajak dan Retribusi Kota Tanjungpinang. The research is a associate causality using quantitative methods. The sample of this study is 42 employee of Badan Pengelolaan Pajak dan Retribusi Daerah Kota Tanjungpinang. Data collection uses questionnaires while data analysis techniques use correlation analysis. Based on data analysis, it was concluded that there was no significant relationship between work discipline and staff performance, there was a significant link between staff performance compensation, and there was an important link between employment discipline, and staff performances compensation.

Medicinal chemicals (BKO) are chemical compounds that are commonly added to traditional medicinal preparations to increase the drug's indications and offer a powerful and rapid impact in illness treatment. Traditional medicines containing BKO in Indonesia, particularly in East and West Java, are increasing year after year, from 43 to 50-53 traditional remedies containing medicinal compounds. Using the normative method, researchers will be able to use the findings of empirical legal science and other sciences to analyze and explain law without altering the character of normative legal science. The Consumer Protection Law Number 8 of 1999 regulates legal protection for consumers who consume industrially produced traditional medicines containing dangerous chemical chemicals. Article 19 (1) states that business actors are responsible for compensating consumers for damage, pollution, and/or losses caused by the consumption of goods and/or services produced or traded. (2) The compensation described in paragraph (1) may take the form of a refund or replacement of products and/or services of the same kind or equivalent value, or health care, and/or the payment of compensation in line with the provisions of the applicable laws and regulations. (3) Compensation is granted within 7 days after the transaction date. (4) Providing compensation as stated in paragraphs (1) and (2) does not preclude criminal prosecution based on further evidence indicating the presence of an element of error. (5) If the business actor can demonstrate that the error was caused by the customer, the rules intended in paragraphs (1) and (2) do not apply. Suggestions for effective implementation. Suggestions so that they can be implemented well.    

This research examines CEO compensation schemes by contrasting analyst expectations with earning per share (EPS) targets. The study synthesizes recent literature to investigate how various compensation systems affect management behavior, corporate governance, and financial performance. The results show that CEOs are motivated by EPS objectives to participate in earnings management strategies, which involve influencing financial outcomes to satisfy preset benchmarks. Managerial decision-making is heavily influenced by analyst projections, which motivate strategic action intended to align company performance with market expectations. The analysis underscores the governance implication, emphasizing the trade-offs between immediate financial objectives and long-term sustainability.

This research investigates the impact of stakeholder pressures on executive compensation practices, focusing on the influence of public and employee stakeholders through the disclosure of CEO-worker pay ratios and regulatory frameworks. The primary objective is to analyze how these stakeholders shape corporate governance norms and executive pay policies. Employing a qualitative methodology, this study synthesizes contemporary research on the subject. It reviews strategic organizational responses aimed at enhancing transparency and fairness in executive compensation. Data were gathered from various scholarly articles, regulatory reports, and case studies, providing a comprehensive overview of the current landscape. The Result reveal that the public and employee stakeholders have a substantial influence on CEO compensation policies. According to the study, more pay equity transparency promotes improved stakeholder confidence, corporate accountability, and organizational reputation. It also emphasizes how businesses adjust to legal changes and the wider consequences for corporate social responsibility.

This research aims to explore the ethical dimensions in the development of Artificial Intelligence (AI) with a focus on its social and moral implications. The research method involves a literature review to gain a profound understanding of the social and moral impact arising from AI development. Analysis is conducted on various literature sources, including articles, books, and AI-related ethical initiatives. The Future of Life Institute highlights the significant potential of artificial intelligence across various sectors but also underscores significant ethical challenges. This initiative requires careful understanding and handling to ensure that AI development aligns with moral and social values. Ethical issues related to unfair compensation for workers in the 'mechanical turk' industry and the impact of technology companies on human rights and democracy are identified. Furthermore, the research describes ethical issues in the use of personal data to train AI models, emphasizing individual rights regarding trained models and the protection of data subject identities. Additionally, the relationship between humans and robots raises ethical questions about their influence on human values and the potential for violent impacts. This exploration also discusses AI-related ethical initiatives emphasizing human rights, well-being, accountability, and transparency. The Ethically Aligned Design Guidelines from IEEE serve as a primary reference, emphasizing the need for AI development based on ethical principles and human rights. In conclusion, this research underscores the importance of awareness regarding the social and moral implications in AI development. Moral principles such as openness, accountability, justice, security, and freedom serve as guiding principles to ensure that AI provides positive benefits without sacrificing human values.

This research aims to determine the effect of compensation on the performance of employees in the production department at PT. Semen Tonasa II and III Pangkep Regency. The method used in this research is a quantitative method with the number of respondents being 51 employees who were used as samples using a sampling technique, namely using Solvin samples. The analysis used in this research is a simple linear regression test. The results of simultaneous testing of the education level variable have a positive and significant effect on the work productivity variable as proven based on the results of the simultaneous test with a significance value of f<α (0.000<0.05). The partial test results of the compensation variable have a positive and significant effect on employee performance variables with a significance value of f<α (0.000<0.05).

In the dynamic technology business landscape, the key levers of success are human resources. This research examines the critical role of human resource management (HRM) in improving the performance of technology-based organizations. Through literature exploration and case studies, this research identifies six key HRM functions that contribute to performance: (1) strategic recruitment and selection to attract and retain skilled technology talent, (2) continuous development and learning to equip employees with relevant technology skills, (3) creation of innovative and collaborative work culture, (4) effective performance management systems to drive accountability and goal achievement, (5) competitive compensation and incentive strategies to motivate and retain employees, and (6) health and wellness programs that prioritize work-life balance and employee satisfaction. This research highlights the importance of technology integration in HRM, such as the use of digital recruitment platforms, online learning systems, and data analysis tools for data-driven decision-making. The findings show that proactive and adaptive HRM, which focuses on talent development, creation of a supportive work environment, and strategic use of technology, significantly improves the performance of technology-based organizations. This research offers practical insights for HRM practitioners and leaders of technology organizations to harness the potential of human resources and achieve competitive advantage in the digital age.

This research aims to determine the role of HR management at PT Freight Express Surabaya Makassar Branch. This research uses qualitative research by looking at the role of human resource management at PT Freight Express Surabaya Makassar Branch. And for data analysis used, namely reviewing the data, reducing the data, compiling the reduced data, presenting the data and checking the validity of the data and drawing conclusions. The results of the research show that the role of HR Management in improving employee performance is to direct and control all employees so that they are effective in carrying out work by evaluating employee performance and ensuring that each employee carries out the duties and responsibilities according to their job and the management carries out job training to improve skills and performance assessment in human resource procurement. The efforts that have had a positive impact on employees that have been carried out by management are fulfilling employee rights by providing compensation and job training to improve skills and increase career paths as well as providing performance targets for each employee.

 This research was conducted at the Office of the Civil Service Police Unit (Satpol PP) Solok City. The purpose of this study was to determine whether Work Discipline and Compensation had an effect on the Work Productivity of Non-PNS Employees at the Office of the Praja Police Unit (Satpol PP) Solok City. The research method used is the Total Sampling technique, namely the number of samples is the same as the population. From the population taken as many as 77 respondents, data collection methods using observation, interviews and questionnaires. The results of the multiple linear regression coefficient test can be the equation Y = 12.727 + 0.361 X1 + 0.312 (X2), it can be said that the independent variables are Work Discipline and Compensation together have a positive sign in the direction of the Work Productivity of Non-PNS Employees at the Solok City Satpol PP Office. The results of the coefficient of determination (R2) obtained a value of 0.267 that the contribution between the variables of Work Discipline and Compensation of 0.267 or 26.7% and influenced by other variables (100-0,267) was % of variables not examined in this study such as satisfaction, attitudes, behavior, training and willingness to work. The results of the tcount of Work Discipline are 2,631 > 1,992, which means that the Work Discipline variable (X1) has an effect and is significant on Work Productivity (Y). The result of t-count Compensation (X2) is 2.391 > 1.992, which means that the Compensation variable has an effect and is significant on Work Productivity. And the results of the f test are 13,499 > f table 3,12 with a significant level of 0.000 < 0.05. The large fcount value of the ftable value and a significant value less than 0.05 indicates that Work Discipline (X1) and Compensation (X2) simultaneously or jointly have a significant and significant effect on the dependent variable, namely Work Productivity.

The article "Literature Review on the Influence of Leadership and Compensation on Motivation and Performance" is a scientific article that aims to develop a research hypothesis about variable interactions that will be used in future research in the field of Human Resource Management. The method used to write this literary review article is library research, which involves collecting information from online sources such as Google Scholar, Mendeley, and other academic online platforms. The results of this literature review article are: 1) Corporate social responsibility has an impact on employee performance. 2) Motivation affects employee achievement. In addition to these two exogenous variables, there are many other factors that affect the endogeneous variables of motivation and performance, such as organizational culture, job satisfaction, and workload.

This study focuses on audit management of human resources at PT. Sarana Mentari Cemerlang Surabaya, with an emphasis on employee productivity, efficiency, and work quality. The method of data collection that is used is deskriptif, which involves gathering data through observations and wawancara. The subject of analysis is the employee of the company. The type of data that is used is qualitative, with initial data from employees and human resource management. The study's findings indicate that while the company's human resource management program has good potential, its implementation is still subpar. Programs for hiring, selection, training, and employee development turned out to be very effective, even though there is still room for improvement. Penilaian kinerja karyawan dianggap baik, notwithstanding the possibility of bias arising from a closed session. The compensation program and the JASA balas seem to be working well, but improvements are needed to raise the level of transparency and keadilan. Programs for health and safety at work are doing well, but home improvement needs to be improved. Although the work-related stress reduction program appears to be effective, it is recommended to increase employee turnover in PHK.

This study aims to determine the role of human resource audits on training and compensation on employee performance and career development as an intervening variable at PT XYZ. The research uses descriptive quantitative method. The population in this study were employees of PT XYZ who were placed in outlets in Taman sub-district, Sidoarjo. The sampling technique in the study used Purposive Sampling Technique with the criteria of employees who deal directly with consumers totaling 35 people. Data obtained by filling out a questionnaire. The data was processed using the SmartPLS statistical tool and analyzed using the inner and outer models. The results of the study found that training and compensation have a positive and insignificant effect on employee performance and training has a positive and significant effect on career development.