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This study aims to describe and analyze: Public service performance and what are the inhibiting factors that affect the performance of public services at the Tuban Regency Fire and Rescue Service.  The type of research used is qualitative research. The data analysis technique in the study uses a technique developed by McNabb (2002), namely Grouping the data according to key constructs, identifying bases for interpretation, developing generalizations from the data, Testing Alternative interpretations and Forming and/or refining generalizable theory from case study. The results of the study show that the Public Service Performance of the Tuban Regency Fire and Rescue Service is quite good, this is based on the Realization of the Indicator of Achieving Minimum Service Standards for Basic Service Types in 2023, Rescue and Evacuation Services for Fire Victims reached 96.89%. Based on the elements of the service procedure The performance is good, the media used for the service procedure is clear, displaying a picture of the flow of complaint procedures. Based on the element of service time including completion time, the requirements are good. The completion time for settlements, industrial areas, and public buildings is a maximum of 15 minutes, and for certain forest and fire areas is a maximum of 60 minutes.  Based on the element of Service Transparency is good, there is a bulletin board that provides information about services, requirements, costs, completion times and management mechanisms. Based on the Ease of Service element is good, the location of the Tuban Regency Fire Service counter is easily accessible and strategically located, the service procedure is easy to understand. Based on the element of justice The service is good, providing services to people who need help is not picky, anyone who reports and asks for help will be assisted according to their ability. Based on the element of competence of service officers, officers are equipped with Standard Operating Procedures (SOP). Inhibiting factors include: Lack of public understanding of fire hazards and people's readiness to face and overcome fires is very low. Lack of Facilities and Infrastructure, only has 3 auxiliary posts. The Tuban Regency Fire Department has 6 fire engines, and does not yet have a Power Supply Vehicle. Limited Human Resources where in each sub-district post there are 16 personnel on standby and 1 fire truck, only 15 personnel have participated in a number of trainings. But only 4 of them have certification

This study aims to describe and analyze the role of the Secretariat of the Regional House of Representatives and the factors that affect the role of the Secretariat of the Regional House of Representatives in the implementation of the duties and functions of the Regional House of Representatives of Situbondo Regency. The data analysis technique in the study uses a technique developed by McNabb (2002), namely Grouping the data according to key constructs, identifying bases for interpretation, developing generalizations from the data, Testing Alternative interpretations and Forming and/or refining generalizable theory from case study. The results of the study showed. The Role of the DPRD Secretariat in the Implementation of Secretariat Administration and Financial Administration. The role of the Situbondo Regency DPRD Secretariat in the formulation of Regional Regulations that can control political dynamics. The Secretariat of the Regency DPRD carries out its role in providing facilitation for the running of the session or meeting. The role of the DPRD Secretariat is to provide and coordinate the experts needed by the DPRD in carrying out its functions according to needs. The Secretariat of the Situbondo Regency DPRD facilitates all the needs and needs of DPRD Members in carrying out their functions: one of them is in the field of Legislation. Factors that affect the role of the Secretariat of the House of Representatives include leadership factors. The leader or head of the SKPD of the Secretariat of the Sutubondo Regency DPRD in leading and carrying out service activities, applying an instructional, consultative and participatory leadership style.  The discipline factor is a factor that affects the success or becomes a factor that hinders the role of the Situbondo Regency DPRD Secretariat. The discipline factor applied in the DPRD Secretariat is in the form of accuracy and responsibility in carrying out secretarial duties. The human resources owned by the Secretariat have been very supportive, both work experience and the number of employees. The available human resources will certainly affect the organization such as services and improving the performance of the Situbondo Regency DPRD Secretariat

This study aims to analyze the effect of employee competence and job satisfaction on employee performance, with employee engagement as a mediating variable at PT Perkebunan Nusantara XII Surabaya. Employee competence and job satisfaction are crucial factors in improving employee performance, while employee engagement plays a role in strengthening this relationship. This research adopts a quantitative approach using secondary data from employee competency measurement reports for the 2020-2022 period. The analysis method employed is Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) approach. The findings indicate that employee competence and job satisfaction have a positive and significant impact on employee performance. Furthermore, employee engagement has been proven to play a significant mediating role in the relationship between employee competence and employee performance, as well as between job satisfaction and employee performance. In other words, employees with high competence and job satisfaction tend to be more engaged in their work, ultimately enhancing their performance. These findings have practical implications for companies to improve employee competence and job satisfaction through training, fair incentive distribution, and creating a work environment that fosters employee engagement. This study also contributes to the development of human resource management theory, particularly regarding employee engagement as a mediating factor in enhancing employee performance.

The research entitled “Analysis of Distribution Implementation at PT Mahardika Jujur Mandiri (MJM) Bandung” is intended to provide solutions with the aim of improving performance and management at PT Mahardika Jujur Mandiri (MJM). This research focuses on improving literacy in the stock inventory system, ordering goods and the flow of distribution of goods from PT. Mahardika Jujur Mandiri (MJM) to retail / stores.  This community service program was held at PT Mahardika Jujur Mandiri (MJM) Bandung on Jl. Rancakendal Luhur No. 8, Desa Ciburial, Kecamatan Cimenyan, Kabupaten Bandung. The research approach is educative and interactive. This research began on September 16, 2023. This approach is carried out by the method of discussion, field studies, and cooperation between individuals. This service is in line with the company's vision and mission, namely to make a leading trading group in West Java and dedicated to serving reliably and premiumly. The results of community service are in line with the needs of the company, and the results of community service can be accepted by the company. Although at first there were problems such as the preparation of goods that were still not organized and separated, it is hoped that the results of this community service will be the first step for the company to improve the warehouse system and its own human resources.

Human resource performance is one of the main factors for the Company. With the existence of factors that influence the performance of human resources, it is hoped that there will be improvements in the performance of human resources in a company so that better conditions and environments can be created. In connection with this, it becomes interesting to carry out community service activities with the aim of providing students with insight into the world of work. Implementation is carried out by means of lectures and discussions with students. The results of this service activity: participants appeared to be highly enthusiastic, because they felt they had benefited from the resource person's presentation by asking questions and discussing.

The purpose of this research is to find out how much influence HR Training and Competency has on Employee Performance through Job Satisfaction as an Intervening Variable at the Lubuk Sikarah District Head Office, Solok City. The sample used was a saturated sample, because the entire population was sampled, namely 60 respondents. The data collection technique is through a questionnaire whose validity and reliability have been tested. Partial Least Square (PLS) was used to test the hypothesis in this research using SmartPLS 3.0. The results of this research show that there is a positive and significant influence of training on job satisfaction, a negative and insignificant influence of HR competency on job satisfaction, a negative and insignificant influence of training on employee performance, a positive and significant influence of human resource competency on employee performance, a positive and significant influence of satisfaction. Work on Employee Performance, Positive and significant influence of Training on Employee Performance through Job Satisfaction, negative and insignificant influence of HR Competency on Employee Performance through Job Satisfaction, Contribution of Training and HR Competency variables through Job Satisfaction which is 0.464 or 46.4%, the contribution of the HR Training and Competency variable to Employee Performance is 0.629 or 62.9%.

PT Waskita Swadiri Nirbaya is a company engaged in the Security Services (Satpam) sector. Issues related to quality management arise as some employees feel that the implementation of quality management in the company does not fully support their work effectiveness, resulting in reduced motivation to perform their tasks optimally. The purpose of this study is to analyze the influence of quality management and work motivation, both partially and simultaneously, on employee performance at PT Waskita Swadiri Nirbaya. The research method employs a quantitative design. Sampling was conducted using a saturated sampling technique with 50 employees. Data processing methods include data quality testing, consisting of validity and reliability tests, classical assumption tests, t-tests, and F-tests. The study results show that the questionnaire variables are valid, reliable, and free from econometric issues. The quality management variable has a positive and significant partial influence on employee performance at PT Waskita Swadiri Nirbaya. Similarly, the work motivation variable has a positive and significant partial influence on employee performance. Simultaneously, both variables positively and significantly influence employee performance at PT Waskita Swadiri Nirbaya. The findings of this study can serve as a foundation for developing broader human resource management strategies by incorporating quality management and motivation aspects as key elements in improving employee performance.

This paper discusses in depth the regulation and implementation of Law Number 23 of 2014 on Regional Government in Indonesia, as well as its impact on regional autonomy and the relationship between central and regional governments. This law serves as an essential foundation for more effective and efficient regional government management, but it also presents various challenges in its implementation. The issues raised in this research include challenges in applying the principles of decentralization and deconcentration, as well as the authority granted to regional governments in managing natural resources, public services, and other aspects related to regional autonomy. The aim of this research is to explore and analyze the legal aspects that influence the effectiveness of regional policies, using a normative legal approach and descriptive analysis. This research method involves an in-depth literature study, including an examination of existing regulations and analysis of relevant literature. The research findings indicate that although the Regional Government Law provides rights and authorities for regions to manage their own governmental affairs, there are several obstacles in its implementation. These obstacles include regulatory ambiguities, a lack of harmonization between implementing regulations, and issues in monitoring and evaluating the performance of regional governments. Furthermore, the relationship between central and regional governments often does not function optimally, resulting in uncertainties in carrying out the duties and responsibilities of each party. The conclusions drawn from this research emphasize the need for evaluation and adjustment of existing regulations, as well as the importance of better collaboration between central and regional governments. This is necessary to ensure that the goals of equitable and fair development can be achieved. The research also recommends the need for clearer and more integrated implementing regulations, as well as enhancing human resource capacity at the regional level to support effective policy implementation.

This study aims to analyze the influence of Green Human Resources Management and Green Innovation on Business Sustainability. The Green Human Resources Management approach includes recruitment, training, performance appraisal, and compensation practices oriented towards environmental conservation. Meanwhile, green innovation focuses on the development of environmentally friendly products, processes, and business models. The sampling technique used is purposive sampling with a total of 100 respondents. Data collection was carried out using an online questionnaire after testing validity and reliability. The analysis in this study employs SEM-PLS. The results indicate that Green Human Resources Management does not have an effect on Business Sustainability. In contrast, Green Innovation has a significant positive effect on Business Sustainability. The implementation of enhanced green innovation has been proven to increase operational efficiency and strengthen the company's image as an environmentally conscious business. This study emphasizes the importance of integrating human resource management and environmentally friendly innovation to achieve better business sustainability

Human resources are one of the main factors determining the effectiveness and efficiency of an organization which results in the achievement of organizational goals as an important resource beside capital resources, technology and equipment. Human resources who can process the resources owned by the organization effectively and efficiently will be able to achieve organizational goals as expected and can survive in business competition. To get the best human resources, the role of leadership is really important. In this community service activity, socialization was held to manage human resources,especially human resources in MSMEs with a servant leadership style for the purpose to manage human resources by empowering them who work in MSMEs to be more empowered and produce better performance to achieve organizational’s goal.

The performance of an organization or company is influenced greatly and even depends on the quality and competitive ability of its human resources. Various factors can affect employee performance including incentives, motivation, work environment, and leadership style in the company. The purpose of this study was to test and analyze the effect of incentives, motivation, work environment, leadership style on the performance of tappers of Kalikempit Kebun PTPN I Regional 5. This research uses a quantitative approach with explanatory research type. The population in this study was 103 tappers of Kebun Kalikempit PT Perkebunan Nusantara I Regional 5. The sampling method uses saturated samples, where all employees totaling 103 tappers were sampled in this study. The data in this study were obtained using a questionnaire. Data analysis techniques use multiple linear regression analysis with SPSS 25. The results showed that: 1). Partially incentives have a significant influence on the performance of tappers, 2). Partially motivation has a significant influence on the performance of tappers, 3). Partially, the work environment has a significant influence on the performance of tappers, 4). Partially leadership style has a significant influence on the performance of tappers and 5) simultaneously incentive variables, motivation, work environment, and leadership style have a significant influence on the performance of tappers Kalikempit PTPN I Regional 5.

The improvement of digital business productivity in Benda Baru Pamulan Housing, South Tangerang, requires attention to human resource (HR) management. Many economic actors in this area struggle to manage HR effectively, limiting their potential to develop digital businesses. The HR Management Training Program aims to educate the community on efficient HR management, including recruitment, training, motivation, and performance evaluation relevant to digital businesses. The implementation of good HR management strategies is expected to enhance digital business productivity and create new business opportunities. This community service activity also aims to improve the skills of Benda Baru residents in creative marketing strategies for small and medium enterprises (SMEs), which have faced challenges in digital marketing and competition. The program is expected to increase the competitiveness of SMEs in a broader market, contribute to economic growth, and enhance collaboration and entrepreneurship within the community

This study aims to analyze the influence of HR competency, social capital and financial capital on the performance of MSMEs in Purworejo Regency. The population in this study were MSME actors in the category of micro-industrial processing businesses in Purworejo Regency. The sample used purposive sampling technique with 100 respondents. The variables related to this study are HR competency, social capital and financial capital on MSME performance with multiple linear analysis methods. Based on the results of the multiple correlation of the relationship between the HR competency variable and MSME performance, it was obtained as much as 0.787, the social capital variable on MSME performance was obtained as much as 0.616 and the financial capital variable on MSME performance was obtained as much as 0.798. This means that the three variables have a strong relationship to MSME performance. In conclusion, Human Resource Competence, social capital and financial capital have a positive and significant effect on the performance of MSMEs in Purworejo Regency.

Human Resource Management (HRM) is a critical determinant of organizational productivity and competitiveness in the era of globalization and digital transformation. This study employs a Systematic Literature Review (SLR) approach to synthesize empirical findings on HRM strategies published between 2019 and 2024. The review identifies six key domains of effective HRM: competency-based recruitment, continuous training and upskilling, transparent performance evaluation, reward and incentive systems, workforce diversification and inclusion, and technology-enabled HRM. Evidence demonstrates that competency-driven recruitment reduces turnover and enhances job fit, while continuous training fosters innovation and adaptability. Transparent evaluation systems increase motivation and fairness, and balanced reward packages combining financial and non-financial recognition improve retention and engagement. Workforce diversification enhances problem-solving and innovation when paired with inclusive leadership practices. Technology integration, particularly HRIS and people analytics, streamlines processes and strengthens decision-making. Importantly, bundled strategies yield stronger productivity outcomes than isolated interventions, with improvements occurring through capability, motivation, and coordination pathways. The findings underscore the need for organizations to align HRM practices with strategic goals and global trends. This study contributes to HRM literature by providing evidence-based insights and offers practical guidance for managers seeking to enhance productivity in competitive environments.

Work stress is a common phenomenon in various organizations and significantly impacts employee well-being and productivity. This study aims to understand the dynamics of work stress experienced by employees at the Social Services Department of Klaten, including its causes, effects, and management strategies. A qualitative descriptive method was used, with data collected through interviews and observations of five informants. The results indicate that the primary causes of work stress include ineffective communication, high workloads, limited human resources, and pressure from tight deadlines. The effects of work stress manifest in decreased productivity, physical and mental health issues, and strained social relationships. Employees adopt various coping strategies, such as seeking entertainment, isolating themselves, or relying on social support. The organization has implemented programs like capacity building, but additional policies are needed to enhance employee well-being. This study recommends improving communication, optimizing human resources, and implementing more effective stress management programs to create a healthier and more productive work environment.

At present, competition in the banking industry is very tight and each banking company competes in prioritizing their strategies to improve the quality of the services they provide to their customers. One of the keys to producing quality services is by conducting human resource development activities. To support this, PT Bank BNI has several programs that are used to improve the competence of employees including the Daily Exercise Employee Program 46 (DEEP 46), BNI Smarter, and trainings that are usually held by the BNI Corporate University (BCV) division. The purpose of this study was to determine and analyze human resource development and to determine the supporting and inhibiting factors at PT BNI (Persero). The research method used in this research is descriptive qualitative. The data collection techniques used are interviews, documentation, and observation. The results of the research on human resource development at PT Bank Negara Indonesia (Persero) from three indicators, namely, (1) Knowledge, there are still employees who do not understand the material and conduct their own class sessions with employees who are better at mastering the material that has been taught during training activities, (2) Skills (ability), there are still obstacles that affect the performance of employees, (3) Skills, there are still employees whose abilities do not develop after participating in training activities.

The city of Tanjungpinang has successfully reduced the prevalence of stunting consistently from 2021 to 2023, from 18,8% in 2021 to 15,7% in 2022, and to 15,2% in 2023 compared to six other regencies/cities in the Riau Islands Province. This research aims to identify the strategies used by the DKP2KB of Tanjungpinang City in efforts to reduce the prevalence of stunting from 2021 to 2023. Using a qualitative research method with a case study approach, there were nineteen informants, and data collection techniques included interviews and documentation. This research uses the strategy theory from Geoff Max Mulgan, which includes purposes, environments, directions, actions, and learning. The findings obtained are, (1) Purposes: in terms of output to achieve the national target of 14% with a performance target of 3.48% from 2021-2023 and outcomes in the form of improving the quality of human resources and the quality of life of the community. (2) Environments: still facing pollution constraints, suboptimal parenting patterns, and difficult economic conditions for the community. (3) Directions: includes commands in regulations, coordination through forums, building motivation, and effective communication. (4) Actions: activities carried out, namely sensitive interventions involving cross-sector, cross-program, and private sectors to facilitate assistance and innovation, while specific interventions involve intervening in public health. (5) Learning: all activities have been carried out well, as evidenced by the national survey results showing a decrease in stunting prevalence, although the target of 14% has not yet been reached, and the stunting program performance targets have been successfully achieved. However, the overall effectiveness of the program heavily depends on active community participation. Therefore, to address this, the researchers suggest that the government encourage knowledge, awareness, and participation from the community.

This research aims to find out how the training provided by Mixue to its employees is to increase the productivity of its employees' performance through questions and answers to obtain the necessary information. This research uses a qualitative, descriptive approach in the form of in-depth interviews with Mixue employees in Lubuk Begalung. The strategy to increase employee performance productivity is an effort made by the company to improve employee performance so that it can be used for the good and progress of the company. In order to achieve the desired targets, companies must develop appropriate strategies. It involves management-oriented human resource planning through a specific set of actions. Productivity refers to an employee's ability to complete tasks according to standards in terms of completeness, cost, and speed, which reflects the utilization of human resources in an efficient and effective manner in the company. Efforts that have been made by Mixue to increase employee performance productivity are by providing skills in the form of introducing SOPs, (1) Carrying out training, (2) Appraising employee performance, (3) Career path (career development), and (4) Conduct regular performance evaluations

This research aims to investigate the relationship between conflict management strategies and team performance in the Khas Hotel industry. Against the backdrop of the unique team dynamics and potential for conflict in the hospitality environment, this research focuses on deeper understanding to improve the effectiveness of conflict management and team performance. The research method used is a mixed approach, combining quantitative and qualitative analysis. Through surveys and interviews with hotel managers and staff, data was collected and analyzed to identify patterns and relationships between the variables studied. The research findings indicate an influence between implemented conflict management strategies and team performance, with important implications for practitioners in the hospitality industry in improving human resource management and team productivity.

The role of leadership is something that is very related to employee work discipline. Meanwhile, work discipline is a benchmark in assessing employee performance in a company. However, at PT. Arta Samudra still has some employees who lack discipline in carrying out their job responsibilities. Among them are coming on time, often abusing the facilities provided. With a qualitative method, this study is aimed at determining the role of leadership in employee work discipline at PT. Arta Samudra, what are the obstacles faced by the leadership to employee performance at PT. Ocean Art. The results obtained are that the role of leadership in employee work discipline is good, but there are still some employees who lack discipline, with the obstacles faced by the leadership, namely the lack of reliable Human Resources and also the special treatment given to employees, and also trying to speak up to all employees about what is expected as their efforts.