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This study aims to analyze the influence of work experience, professional skills, and work attitudes on employee performance at UD Rahayu Indah Kediri. This study uses a quantitative approach with a population of 76 respondents, which is also used as a sample through the saturated sampling method. Data were collected using questionnaires and analyzed with the help of Statistical Package for the Social Science (SPSS) software version 25.0. The independent variables in this study include work experience, professional skills, and work attitudes, while the dependent variables are employee performance. The results of the analysis show that the three independent variables have a significant influence on employee performance. Work experience contributes to shaping work effectiveness and efficiency, professional skills play a role in improving quality and productivity, while work attitudes affect individual motivation and responsibility in carrying out tasks. These findings indicate that improving employee performance can be achieved through strengthening work experience, developing professional skills, and forming a positive work attitude. This research provides practical implications for company management to design human resource development strategies that focus on improving competencies and work behaviors. Thus, companies can create a productive and highly competitive work environment.

This study aims to analyze the development strategy of vannamei shrimp (Litopenaeus vannamei) cultivation business in the intensive pond system at CV Jaya Tirta Vannamei, Probolinggo, East Java. The research applied a qualitative descriptive approach combined with SWOT analysis to evaluate both internal and external factors affecting the business. Data were obtained through observation, interviews, and documentation, then processed to generate alternative development strategies. The results show that CV Jaya Tirta Vannamei possesses strong internal resources such as experienced human resources, reliable production facilities, and good management capabilities. Externally, the company benefits from the rising demand for vannamei shrimp in domestic and global markets, the availability of modern aquaculture technology, and supportive government policies. Nevertheless, some challenges exist, including fluctuating shrimp prices, vulnerability to disease outbreaks, and relatively high operational costs, which may influence business continuity if not addressed effectively. Based on the SWOT analysis, the most appropriate development strategy is the S-O (Strengths–Opportunities) strategy, with an alternative strategy score of 3.72. The recommended strategies are: (1) increasing shrimp production through the adoption of advanced and sustainable cultivation technology, (2) developing and maintaining a reliable water quality management system to enhance productivity, (3) utilizing skilled human resources to strengthen innovation in cultivation techniques, and (4) ensuring the availability of sufficient and quality feed to support continuous production growth. In conclusion, implementing the S-O strategy provides an effective pathway for CV Jaya Tirta Vannamei to optimize its internal strengths in response to external opportunities. By improving technology application, strengthening resource utilization, and enhancing production management, the company can secure competitive advantage, increase productivity, and ensure long-term sustainability in the rapidly growing aquaculture industry.

The employee recruitment system is a crucial aspect in maintaining the quality of human resources in healthcare institutions, particularly hospitals based on Islamic values. Muhammadiyah Ponorogo General Hospital, as a hospital based on Muhammadiyah principles, faces the challenge of ensuring that every employee is not only technically competent but also aligned with Islamic values ​​and culture. This study aims to describe the employee recruitment process, identify the challenges faced, and explore best practices implemented at Muhammadiyah Ponorogo General Hospital. The study used a qualitative approach with data collection through in-depth interviews with Human Resources Development (HRD) and relevant stakeholders, direct observation of the selection process, and internal document review. Data were analyzed thematically to discover patterns and deeper meanings within the recruitment process. The results show that recruitment is carried out through the stages of identifying workforce needs, administrative selection, written tests, in-depth interviews to assess technical competency and Islamic value alignment, and medical examinations. The main challenge is the limited number of candidates who meet the dual criteria of having both professional expertise and moral integrity in line with Muhammadiyah values. Furthermore, maintaining transparency and objectivity in the selection process is also a crucial concern. The findings of this study indicate that the success of the recruitment system at Muhammadiyah Ponorogo General Hospital (RSU Muhammadiyah Ponorogo) depends heavily on good coordination between HRD and management, as well as the need to strengthen the value-based selection process. This way, the hospital can produce a workforce that is not only professional but also capable of supporting the institution's vision and mission of providing superior and Islamic healthcare services.

This research discusses the Juridical Analysis of the Application of Government Regulation Number 16 of 2021 concerning Building in DKI Jakarta Province. The focus of the research is directed at the effectiveness of local policies in adjusting national regulations to the diverse urban dynamics of Jakarta, especially related to the Building Approval mechanism (PBG), supervision system, and enforcement of administrative sanctions. Using a normative juridical approach and analyzing local regulations such as Government Regulation No. 16 of 2021 on the Implementation Regulation of Law No. 28 of 2002 on Building, this research identifies implementative obstacles, such as weak supervision, limited human resources, and low public legal awareness. The findings show that adaptation efforts have not been fully optimized, so policy adjustments, institutional strengthening, and cross-sector collaboration are needed. This research confirms the importance of digitalization, public participation, and consistency of law enforcement in creating orderly and sustainable building development in Jakarta.

This study explores the implementation of human resource development management as a strategic effort to enhance task performance in educational institutions. The research was conducted at MAN 2 Kediri City and MAU MBI Amanatul Ummah Pacet Mojokerto, where notable improvements in information and technology mastery were observed. These improvements stemmed from various capacity-building activities, including computer proficiency training, computer-based learning workshops, excellent service training, teacher participation in science olympiad competitions, and other quality enhancement programs. Employing a qualitative approach, data were collected through participant observation, in-depth interviews, and documentation. Data analysis was conducted using individual site analysis and cross-site comparison, while data validity was ensured through credibility, transferability, dependability, and confirmability criteria. The findings reveal that to strengthen competitive advantage in madrasahs, school leaders undertake comprehensive human resource management practices. These include needs analysis through vacant position mapping and recruitment planning, teaching hour allocation, job analysis, and structured recruitment processes involving written tests, microteaching, and interviews. Furthermore, human resource development is carried out through adherence to Standard Operating Procedures (SOP) and continuous professional training for educators. The study concludes that strategic human resource development contributes significantly to institutional competitiveness and educational quality. It recommends sustained investment in teacher capacity building and structured HR planning to support long-term performance improvement.

This article presents a systematic literature review on the application of good governance principles in Indonesia from 2019 to 2025. It explores the development of good governance concepts, including key principles such as transparency, accountability, participation, law enforcement, and public service effectiveness. The study also addresses the significant challenges faced in implementing these principles, such as pervasive corruption, a complex bureaucratic culture, and disparities in human resource capacity across regions. The methodology applied in this research is a systematic literature review, complemented by bibliometric analysis using VOSviewer, which maps the relationships between key concepts and trends identified in the related research. The findings reveal that the principles of good governance have been integrated across various sectors, such as local government, education, healthcare, environmental management, and digital services, showing the broad scope of its application. However, despite these efforts, challenges such as widespread corruption, bureaucratic resistance, digital infrastructure gaps, and low public participation—especially in remote and rural areas—remain significant barriers. This study emphasizes the need for a comprehensive and integrated approach to overcoming these obstacles, suggesting that institutional strengthening, technological innovation, inclusive public participation, and sustained political commitment are essential to realizing good governance. Furthermore, the research contributes to the development of more effective and sustainable governance policies, offering insights for enhancing governance practices and strategies in Indonesia moving forward. The study advocates for long-term solutions to improve governance effectiveness and ensure equitable and inclusive public services.

This article discusses the importance of job analysis as a fundamental component of human resource management (HRM) within Islamic educational institutions in Indonesia. Using a qualitative approach based on a literature review, the study highlights the strategic role of job analysis in developing job descriptions, job specifications, and the professional development of human resources. Job analysis serves not only as an administrative tool but also contributes to institutional efficiency, the enhancement of educational quality, and the readiness of institutions to face global challenges and technological advancements. By systematically identifying and evaluating job roles and responsibilities, institutions can align their HR practices with organizational goals and the evolving demands of the educational sector. The application of analytical models such as the Position Analysis Questionnaire (PAQ), Functional Job Analysis (FJA), and the Job Characteristics Model ensures that job analysis is comprehensive and tailored to the specific needs of the institution. The article emphasizes that a results-oriented approach is more relevant for modern educational institutions, particularly those within Islamic settings. The findings indicate that the optimal implementation of job analysis can strengthen the governance of Islamic educational institutions, enhance their operational effectiveness, and improve the competitiveness of their human resources in the global education landscapes.

Integrated Islamic Early Childhood Education (PAUD IT) Baitul Izzah Bengkulu is an Islamic-based educational institution that integrates a holistic curriculum grounded in Islamic morals with the national curriculum to shape superior, creative, independent, and noble-charactered generations from an early age. Located within the Great Mosque Baitul Izzah complex in Bengkulu City, the institution aims to prosper the mosque as a center for religious learning, introduce children to the mosque environment, and provide high-quality Islamic education amid the growing public demand for Islamic schools. This institution emphasizes the development of religious character, social skills, and cognitive abilities in a balanced manner. Through five core missions fostering love for Allah SWT and Prophet Muhammad SAW in daily learning activities, educating children intelligently and creatively, facilitating children’s potential and talent development, implementing enjoyable and child-centered learning methods, and continuously enhancing the quality of human resources PAUD IT Baitul Izzah actively supports early character building that is consistently aligned with Islamic values and educational goals.

Performance-focused human resource development in IT consulting firms. The purpose of implementing this program is to find out the management of human resources that occurs in the company, how companies manage  human resources so that performance i mprovements can occur in IT consulting companies and what efforts have been made by companies to  manage their companies that have an impact on improving performance as well as what assessment methods used by companies to measure employee performance. Problems that arise such as excessive working hours and other problems can be found in this new start-up company. The method used in this activity is online (using the Zoom us application, Google Meet) and face-to-face. The results of the research conducted indicate that employee performance  is very good, companies can find solutions to their employee performance problems by providing some training, mentoring to bonuses that  can increase motivation so that  employee performance can increase and have a good influence on employees. The company uses the graph rating scale method  and the  alternative ranking method, where the  employee who gets the  top rank will be given an annual bonus by the company.

This study analyzes the impact of implementing Indonesia’s Law No. 27 of 2022 on Personal Data Protection (PDP Law) on cybersecurity in the e-business sector. Using a normative qualitative approach through literature analysis, this research examines the regulation’s implications for technical infrastructure, compliance procedures, and human resource capacity development within e-business operations. The findings indicate that although the PDP Law provides a comprehensive legal framework and human-centered principles for personal data protection, its implementation faces technical, operational, and economic challenges, particularly for micro, small, and medium enterprises (MSMEs). These challenges include limited security infrastructure, lack of technical expertise, and high investment costs. Nevertheless, adopting strategies such as multi-layer security architecture, zero-trust security model, privacy by design, and strengthening human resource capacity can enhance consumer trust, industry credibility, and the global competitiveness of Indonesia’s e-business sector. This study contributes to the literature by bridging the gap between personal data protection regulation and cybersecurity practices while offering strategic recommendations for both business actors and regulators.

This research discusses the implementation of HR strategies in employee development, employee involvement in collaborative and participatory approaches, while the purpose of this is to describe, explain, and know human resource development strategies, using some literature. This study used a qualitative research method with a descriptive approach. The results of observations and articles, journals, all of which were successfully collected and then analyzed. Which would like to see how the influence of HR strategy in employee development, because human resource employees are one of the crucial factors in human resource management. By involving employees to obtain long-term growth longevity and increase profitability in the midst of increasingly fierce industry competition. in a collaborative and participatory employee approach, meaning that the company involves employees effectively in the process of decision making, planning, and carrying out tasks. this approach also encourages employees to contribute, which empowers an inclusive work culture and actively participates in the development of organizational strategy implementation.    

Micro, Small, and Medium-Sized Enterprises (MSMEs) in Indonesia are now commercial organizations that can employ many people. There is a need for an efficient information system since there is a dearth of knowledge about marketing goals, despite the fact that many different MSME products have the potential to become high-quality exports. The more people there are who utilize the internet, the more probable it is that businesses will benefit from the increased competition. Therefore, the information system must provide MSMEs with access to digital marketing databases. To address this challenge, this piece presents a theoretical framework for applying technological innovation to the enhancement of human resources in micro, small, and medium-sized enterprises (MSME). Given the current shortcomings of HR improvement procedures in Indonesian MSMEs, this paper offers a comprehensive evaluation as a template for development in the field. In this article, we compare the current HR improvement practice in Indonesian MSMEs to national and international practices reported in the literatures reviewed and conclude that, in accordance with the national marketing information system of MSME owners, implementing technology invention has the potential to support HR improvement in Indonesian MSMEs.  

Human Resources have always been the most influential and important element in the development efforts of a nation and state. In the study of the literature has shown that using models based on open systems theory and concepts put forward by Schein can provide a holistic approach in describing organizational culture. This research aims to identify innovative strategies that can be used to build a culture of creativity and develop Human Resources (HR) skills that will assist organizations in facing the challenges of global business competition. In this study using the Systematic Literature method, the author collects data related to the theme, data search is carried out by looking for predetermined variable keywords. The conclusion in this study, we must pay attention to the selection of the right human resources who have an innovative spirit, enterprising, active learning and willing to work, forward orientation, many bright ideas, reasonable thinking and have good abilities in judging, managing time, efficiently, and the desire to be able to do experience.    

This qualitative literature review explores the critical role of human resources (HR) in the success of digital transformation initiatives. The study highlights that digital transformation extends beyond technological adoption, requiring organizational cultural shifts and process reengineering. HR is pivotal in facilitating these changes through skill development, employee empowerment, and cross-departmental collaboration. Effective leadership and a clear strategic vision are essential to guide organizations through this transformation journey. Structured frameworks are necessary to ensure all elements harmoniously work towards achieving digital transformation goals. Despite providing valuable insights, this study is limited by its reliance on recent literature, potentially overlooking relevant older studies, and its qualitative nature, which may not be generalizable across all industries. Further research is needed to validate these findings across diverse organizational contexts.

This study aims to analyze the influence of work environment, salary, and career development on employee performance at Larissa Aesthetic Center through employee commitment as a mediating variable. The importance of optimizing employee performance in supporting business growth requires appropriate efforts and strategies to maximize existing resources in the work environment. Employees who value the work environment because it fosters a sense of well-being and enthusiasm at work. Salary is one of the factors that influences performance, in line with compensation that meets expectations as a form of responsibility in the workplace. Employee career development is seen as a call for progress, where competent workers facilitate the organization in becoming a solution for clients.The method used in this study employs an explanatory approach to uncover the relationships between variables and emphasizes causal numerical data. The study population consists of 65 employees, with the sampling technique using a census, where the entire population serves as the study sample. This research utilizes primary data obtained through questionnaire completion. Secondary data is derived from relevant documentation related to the research topic. Data analysis employs path analysis to test the relationships between research variables. The results of this study indicate that the work environment, salary, and career development have a significant influence on employee performance at Larissa Aesthetic Center, through the support of employee commitment as a mediating variable. The findings of this study can serve as a reference for business actors as a basis for consideration in actions related to human resources.

Stunting is a major public health problem that has long-term impacts on the quality of human resources, affecting physical growth, cognitive development, and socio-economic outcomes. The Indonesian government has identified the acceleration of stunting reduction as a national priority, requiring cross-sector collaboration and active community participation. This article aims to describe the implementation and outcomes of a Community Service Program (Community Service) based on a collaborative approach to support stunting reduction efforts in Kelurahan Laksamana. The program employed a participatory method through health education, interactive discussions, and partnership strengthening among the community, health workers, and educational institutions. The results indicate an increased level of community awareness and understanding regarding stunting, the importance of routine health check-ups, and the role of families in stunting prevention. Furthermore, the program strengthened partnerships and enhanced community trust in local health services. This community service activity contributes positively to building collective awareness and serves as a strategic initial step toward sustainable stunting reduction at the local level.

Higher education institutions play a strategic role in building a quality education ecosystem by strengthening the competency of human resources, particularly educators. As a higher education institution, Batang Hari Islamic University is required to ensure that its lecturers possess the skills to meet the ever-changing developments in science and technology, as well as the needs of society. To address these challenges, community service activities are being implemented to enhance the capacity of lecturers, enabling them to support the creation of a superior and competitive higher education ecosystem. These activities are implemented through various methods, such as workshops, training, and participatory mentoring. The primary focus is on improving digital literacy, mastery of innovative learning methods, scientific publication skills, and quality-based research and community service management. With this approach, lecturers not only gain new knowledge but also practical skills that can be directly applied in daily academic processes. The results of these activities demonstrate a significant increase in lecturers' insights and skills, particularly in the use of digital-based learning technologies, increased productivity of scientific work, and the expansion of academic networks with various partners. These changes contribute to the growth of a more dynamic, collaborative, and innovative academic culture. Overall, these activities have had a positive impact on Batang Hari Islamic University by fostering an academic environment that is responsive to changing times. In this way, universities not only strengthen their competitiveness at the national level, but also have the potential to improve their position on the global stage through competent, creative, and quality-oriented lecturers.

This study aims to determine the influence of motivation on employee performance at the Regional Disaster Management Agency (BPBD) Office of Sidenreng Rappang Regency. Motivation is seen as one of the fundamental factors in human resource development because it can encourage increased work morale, effectiveness, and efficiency in carrying out employee duties and responsibilities. Highly motivated employees will be encouraged to work more disciplined, creative, and productive, so that they can make a positive contribution to the achievement of organizational goals, especially in public service and disaster management.nThis study uses a quantitative approach with a survey method. The sampling technique chosen is a saturated sample, namely all employees and honorary personnel at BPBD Sidenreng Rappang Regency are made respondents. This consideration is made because the population is relatively small so that it can be reached as a whole. The research data was collected using a questionnaire compiled based on indicators of work motivation and employee performance, then analyzed using a simple regression test to determine the relationship and influence between variables.nThe results showed that the calculated t value of 2.167 was greater than the t table of 2.048 at a significance level of 5%. This proves that there is a positive and significant influence between motivation on employee performance. Motivation contributes 15.7% to performance improvement, while the rest is influenced by other factors such as work discipline, work environment, competence, and leadership. Nevertheless, these findings emphasize that motivation continues to play an important role as the main driver of employee performance.nThus, increasing motivation through the provision of awards, incentives, and continuous coaching can be an important strategy in strengthening the quality of performance of BPBD employees in Sidenreng Rappang Regency.

This study aims to analyze the improvement functions and principles of education management in supporting digital transformation, emphasizing the use of technologies such as school management systems (SIS), learning management systems (LMS), and performance monitoring applications. The research method used was a literature review of 15 scientific articles published between 2020 and 2024, which discussed relevant issues related to digital education management. The results of the study indicate that the main functions of management in education, namely planning, organizing, directing, and controlling, are increasingly important when integrated with the principles of effectiveness, efficiency, innovation, and participation. The planning function emphasizes the development of school digitalization strategies, organizing plays a role in allocating human and technological resources, directing includes empowering teachers and students in the use of technology, while controlling functions to ensure the quality of education services is maintained during the digital transformation process. In addition, adaptive education management principles are essential. Effectiveness emphasizes the measurable achievement of digitalization goals, efficiency highlights the optimal use of resources, innovation encourages the creation of creative technology-based learning strategies, and participation invites all education stakeholders to be actively involved. Key factors supporting successful digital transformation include infrastructure readiness, improved teacher digital competency, visionary and adaptive leadership, and government policy and political support. However, this study also identified several challenges, such as disparities in access to digital infrastructure between regions, limited digital literacy among teachers and education personnel, and resistance to change. Therefore, improving the functions and principles of educational management in line with technological developments is believed to strengthen the quality, equity of access, and competitiveness of education in the digital era.

Tourism plays a crucial role in regional development, not only in terms of the economy but also in enhancing the social and cultural quality of the community. Mojokerto Regency, particularly Pacet District, has significant natural tourism potential, one of which is Camping Outdoor Dolanan (COD) Tegal Klopo. This study aims to examine the role of the Village Government in community development through the utilization of this tourism potential. The research method used is descriptive qualitative, with data collection techniques including in-depth interviews, observations, and documentation. The informants in this study include the village head, BUMDes managers, tourism site managers, and local residents. The results of the study show that the Village Government plays a strategic role in designing and implementing tourism development programs in the village. The Village Government not only plays a role in building synergy between BUMDes and the community but also actively plans promotional strategies that can attract tourists to visit COD Tegal Klopo. Additionally, the Village Government also plays a role in raising community awareness about the importance of maintaining the sustainability of the environment and local culture so that this tourism can provide long-term benefits for the village. However, this tourism development faces several challenges, such as limited facilities and a lack of trained human resources to professionally manage the tourism destination. Despite these challenges, the development of COD Tegal Klopo tourism has shown positive impacts on the local economy, with an increase in income from the tourism sector. Moreover, this tourism also helps preserve local culture and encourages active community participation in the village development process. With continued support from the Village Government, it is expected that this tourism development will continue to grow, provide greater economic benefits, and preserve local culture and the environment for a better future.