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This study was conducted to analyze the effect of occupational safety and health (OHS) training, OHS compliance, and leadership style on the workplace accident rate among employees of PT. XYZ. Workplace accidents remain a significant problem in the industrial sector, thus this study seeks to provide a deeper understanding of the factors that can reduce this risk. The research method used was a quantitative survey approach, where primary data were obtained by distributing questionnaires to 40 respondents selected using a non-probability sampling technique with a purposive sampling method. The analysis techniques used in this study were descriptive analysis and multiple linear regression with the help of SPSS software version 25. The use of regression analysis allows researchers to determine the strength and direction of the relationship between independent and dependent variables. The results show that OHS compliance has a significant influence on the workplace accident rate. This confirms that compliance with occupational safety and health procedures can minimize the risk of accidents. Meanwhile, OHS training and leadership style did not show a significant influence on workplace accidents. This finding indicates that training programs and leadership style may not directly reduce workplace accidents unless they are consistently implemented and supported by strong compliance. Thus, OHS compliance is a key factor in creating a safe and productive work environment. This research provides a practical contribution for companies to focus safety management policies more on improving worker compliance with OHS regulations. Furthermore, the results of this study can serve as a reference for further research in different industrial contexts.

Employee performance appraisal is an important process in human resource management that aims to evaluate individual work achievements based on certain criteria set by the organization. This process not only serves to assess the extent to which an employee meets work standards, but also serves as a basis for strategic decision-making, such as job promotions, bonus awards, and career development planning. However, in practice, CV. Surya Perkasa Makassar faces serious obstacles in the form of subjectivity in the assessment process, because the benchmarks used still tend to be based on the likes or dislikes of superiors. This causes the evaluation results to be less objective, inconsistent, and potentially reduce employee work motivation. To overcome these problems, this study aims to develop a decision support system for employee performance appraisal using the Tsukamoto Fuzzy Logic method. This method was chosen because it is able to accommodate uncertainty in the assessment, resulting in more objective, measurable, and consistent decisions. This study uses a Research and Development (R&D) approach with a Black Box Testing method to ensure system functionality. The assessment criteria used include five main aspects, namely work quality, work quantity, discipline, responsibility, and cooperation. Data from these criteria is processed through fuzzification, inference, and defuzzification stages to obtain the final employee performance score. Test results indicate that all system features function as expected. The system is able to prevent data duplication, validate input, and produce accurate final performance scores. The implementation of the Tsukamoto Fuzzy Logic method has proven effective in reducing the level of subjectivity that typically occurs in manual assessments. Therefore, this system can be used as a reliable tool in managerial decision-making, both regarding promotions, bonus awards, and planning employee future career development.  

This research falls under the category of Human Resources, which includes planning, organizing, managing, and controlling individuals who are considered valuable assets by companies. The goal is to achieve the goals that the company has set. The focus of the research to be carried out is to test how spiritual leadership influences innovative work behavior, by paying attention to the role of employee interpersonal justice at PT. Multi Spunindo Jaya, Tbk which is located in Sidoarjo. The type is quantitative with data analysis techniques collected through statements in the form of questionnaires and analyzed using SEM_PLS techniques with the SmartPLS 4.0 tool. This population is 780 employees taken from PT. Multi Spunindo Jaya, Tbk in Sidoarjo. The sample in this study was taken from 62 employees through the Issac and Michael formula with purposive sampling technique. The research aims to analyze how spiritual leadership and interpersonal justice play a role in optimizing the innovative work behavior of employees of PT. Multi Spunindo Jaya, Tbk in Sidoarjo. This research is useful for developing knowledge about MSDM. The results of the research that has been conducted show that spiritual leadership and interpersonal justice have a significant and positive effect on innovative work bahevior, and also spiritual leadership has a significant and positive effect on interpersonal justice.

This study aims to empirically examine the influence of compensation, work motivation, and work environment on employee turnover intention at PT. XYZ, Kimia Merak Division. This study is expected to contribute both theoretically and practically in the field of human resource management, particularly in reducing employee turnover. The problem of turnover intention is a crucial issue because it can have negative impacts on organizational sustainability, such as increased recruitment costs, disrupted productivity, and the loss of experienced employees. The research method used is a quantitative approach with a purposive sampling technique. The study sample consisted of 75 permanent employees who have worked for at least two years. Data collection was carried out using a questionnaire instrument that has been tested for validity and reliability. Data analysis used multiple linear regression to test the influence of independent variables on the dependent variable. The results of the study indicate that compensation, work motivation, and work environment each have a negative and significant effect on turnover intention. This means that the better the compensation provided, the higher the employee's work motivation, and the more conducive the work environment, the lower the tendency of employees to intend to leave the company. The findings indicate that improving compensation packages, enhancing employee motivation, and maintaining a supportive work environment are crucial strategies to reduce turnover intention. Based on these results, companies are advised to design fair and competitive compensation systems, create programs that enhance intrinsic and extrinsic motivation, and ensure a safe, comfortable, and supportive work environment for employee performance. This way, companies can retain quality human resources and maintain operational stability.

This study examines control activities in the delay in the return of Community Economic Empowerment (PEM) funds in Oeba Village, which is one of the policies of the Kupang City Government with interest-free funding assistance through the Community Empowerment Institution (LPM) of Oeba Village with the aim of developing productive businesses to increase the economic potential of the community. This study aims to determine the role of control activities in handling delays in the return of funds (PEM) and to determine the factors that cause the occurrence of arrears of funds (PEM) in Oeba Village, Kota Lama District. The type of data in this study is primary data obtained directly in the form of interviews with employees of the Community Empowerment Institution in Oeba Village. The data analysis technique used in this study is descriptive qualitative. The results of the study indicate that the delay in the return of funds (PEM) in Oeba Village is largely caused by weak supervision and performance reviews, in addition, inadequate human resource development and the absence of clear performance indicators hamper program evaluation. Factors causing PEM Fund arrears include business congestion, lack of understanding, minimal assistance to PEM fund recipients, poor financial management, and sanctions that are not strictly enforced

This study aims to determine the influence of transformational leadership style, physical work environment, and intrinsic compensation on employee performance on CV. Nina Etik Garment Indonesia, a written batik industry operating in Mojokerto. The background of this research departs from the phenomenon of low employee productivity which is allegedly influenced by internal and external factors of the organization. The research method used is a quantitative approach with a census method for all permanent employees totaling 39 people. Data analysis was carried out using Structural Equation Modeling–Partial Least Square (SEM-PLS) based on the SmartPLS 4.1.1.2 application. The results show that only the physical work environment has a significant effect on employee performance. This indicates that the factors of comfort, security, and the feasibility of work facilities have a dominant role in improving employee performance. In contrast, transformational leadership styles and intrinsic compensation have not been shown to have a significant impact. These findings provide an idea that the motivation of employees in the creative industry sector based on local culture such as written batik is more influenced by the real working conditions they face on a daily basis than by a leadership approach or non-financial reward alone. The practical implication of this research is the need for company management to prioritize improving the physical aspects of the work environment, such as lighting, ventilation, cleanliness, and ergonomic workspace layout. By creating a comfortable and supportive work environment, employee productivity and performance can be significantly improved. In addition, although there is no significant effect in this study, leadership style and intrinsic compensation still need to be considered in order to create a balance in the sustainable human resource management strategy and be able to support innovation, creativity, and competitiveness of the company.

Compensation and the work environment are two essential factors that significantly affect employee productivity, particularly in community-owned enterprises (BUMDes) engaged in the tourism sector. A fair remuneration system motivates employees to work optimally, while a supportive physical and psychosocial work environment creates comfort that enhances job performance. This study aims to examine the influence of compensation and work environment on employee productivity in BUMDes Kedungudi, which serves as one of the local driving forces in developing tourism-based community economic empowerment. This research employed a quantitative approach using a survey method with a total sample of 37 tourism sector employees of BUMDes Kedungudi. Data were collected through structured questionnaires, which were subsequently analyzed using SPSS version 28. The analytical procedures included validity and reliability testing, classical assumption testing such as normality, multicollinearity, and heteroscedasticity checks, as well as multiple linear regression analysis to determine the effect of independent variables on employee productivity. The results revealed that both compensation and work environment had a positive and significant influence on productivity. Specifically, compensation demonstrated a coefficient value of β = 0.205 with a significance level of p = 0.007, while the work environment showed a stronger effect with β = 0.281 and p = 0.002. Furthermore, the regression model indicated that the combination of these two variables was able to explain 68.0% of the variance in employee productivity (Adjusted R² = 0.680; p < 0.001). This finding highlights the strategic importance of remuneration policies and workplace conditions in enhancing organizational performance within community-owned enterprises.

Employees at the Wajo Regency Youth, Sports, and Tourism Office are part of the public bureaucracy at the district/city level who have important responsibilities in carrying out service functions to the public. Based on initial observations, it appears that the implementation of management functions and employee work creativity are still not optimal. This is primarily related to the implementation of management functions in creating a dynamic work atmosphere and in terms of making the best use of time. Effective management is essential to ensure that public organizations can achieve their goals efficiently and innovatively. This study aims to determine the effect of the implementation of management functions on employee work creativity at the Wajo Regency Youth, Sports, and Tourism Office. The study population was all employees at the office, using a survey method and an associative quantitative approach. This technique was chosen to obtain an objective picture of the relationship between management variables and work creativity. The results show that the management functions variable, based on respondents' responses, is in the very good category. Meanwhile, the employee work creativity variable is in the good category. The findings indicate that the proper application of management functions can significantly foster employee creativity. Based on statistical testing, the null hypothesis (Ho) is rejected and the alternative hypothesis (Ha) is accepted. Thus, it can be concluded that the implementation of management functions has a positive and significant impact on employee creativity at the Wajo Regency Youth, Sports, and Tourism Office. This research provides practical implications: public organizations need to strengthen the implementation of management functions, such as planning, organizing, directing, and controlling, to continuously improve employee creativity. This research highlights the importance of integrating managerial functions with innovative practices in the public sector.

Human resources are one of the important aspects that must be managed optimally by organizations in order to provide maximum contribution to achieving company goals. In the current era of globalization, the level of competition between companies is increasingly fierce, requiring organizations to continuously improve the performance of their employees. This study focuses on two main research questions: how does reward provision affect employee performance at PT Prima Indo Papua and how does motivation provision affect employee performance at the company. The purpose of this study is to determine the extent to which rewards and motivation contribute to improving employee performance. The research variables consist of Reward (X1), Motivation (X2), and Employee Performance (Y). The research population was all 40 employees of PT Prima Indo Papua, while the research sample of 31 people was determined using a saturated sampling technique. The types of data used were primary data obtained through questionnaires and secondary data from company documents. Data analysis was carried out using a quantitative method through hypothesis testing, where the null hypothesis (Ho) was rejected if the significance value was <0.05. The results showed that reward provision had a positive and significant effect on employee performance with a significance value of 0.025 <0.05, so the alternative hypothesis (Ha1) was accepted. Similarly, the motivation variable has a positive and significant effect on employee performance with a significance value of 0.044 < 0.05, thus the alternative hypothesis (Ha2) is accepted. Thus, both rewards and motivation are proven to be important factors in improving employee performance at PT Prima Indo Papua. This study implies that company management needs to continue to pay attention to the reward and motivation systems implemented to ensure employee performance is maintained and continuously improved.  

Job satisfaction is a crucial indicator in achieving optimal employee performance. Satisfied employees tend to be more productive and perform better in their roles. Various factors affect job satisfaction, including career development and work-life balance. Career development provides direction and motivation for employees to reach higher career levels, enhancing their sense of achievement and attachment to their work. Meanwhile, work-life balance plays an essential role in maintaining a balance between work responsibilities and personal life. A good balance helps prevent stress, burnout, and improves overall employee well-being. This study aims to examine the impact of career development and work-life balance on job satisfaction among production employees in the Speaker Department at PT X. The research used a quantitative method with a causal associative approach. Total sampling was applied, involving 71 respondents from the department. Data were collected through direct observation and questionnaires focusing on employees' perceptions of career development and their work-life balance. The collected data were analyzed using SPSS version 23 with various statistical tests, including validity, reliability, classical assumption tests, multiple linear regression, t-tests, f-tests, and the coefficient of determination. The results showed that both career development and work-life balance positively and significantly influence job satisfaction, both partially and simultaneously. These two factors collectively impact the job satisfaction levels of employees in the company. These findings offer strategic insights for human resource management, which can be used to design better policies that support employee satisfaction and performance.

This study aims to analyze the influence of training and work discipline on employee performance in CV. Nina Etik Garment Indonesia. The approach used is a quantitative method by distributing questionnaires to 40 respondents who are permanent employees of the company. The independent variables in this study are training and work discipline, while the dependent variables are employee performance. The results of the study show that training has a positive effect on performance, but this influence is not optimal because there are still obstacles in the form of lack of understanding of the material by some employees. This shows that the effectiveness of training needs to be improved, both in terms of delivery methods, the quality of instructors, and the suitability of materials with work needs. Meanwhile, work discipline has been proven to have a significant influence on improving employee performance. Discipline factors, such as punctuality, compliance with rules, and responsibility for completing tasks, are important aspects that drive productivity. This research also found that undisciplined behavior still often occurs, such as being late or not complying with work procedures, which ultimately has an impact on decreasing the effectiveness of the company's operations. Simultaneously, training and work discipline have a significant effect on employee performance, so these two factors need to receive serious attention from management. The practical implication of this research is the need for companies to improve the quality of training programs, both technical and non-technical, so that employees are able to master skills relevant to their work. In addition, the implementation of a more firm, consistent, and measurable work discipline supervision system is also an important strategy to form a professional work culture.

In addition to personal selling, Adhiwangsa Hotel and Convention Solo also utilized other IMC tools such as direct marketing, public relations, and digital marketing to maximize the effectiveness of their promotional efforts for the "So Kiss Me 2024" event. The hotel leveraged its existing customer database to send personalized invitations and promotions through WhatsApp, which proved to be an effective channel for engaging with customers directly. Social media platforms were also used to create awareness and drive attendance, with consistent messaging across all channels to maintain a unified brand voice. Furthermore, the hotel emphasized the importance of building strong relationships with its customers by maintaining regular communication. This strategy helped foster trust and loyalty, as customers felt valued and personally attended to. The event was promoted not only through traditional marketing tools but also through word-of-mouth, leveraging employees' personal networks to spread the message. The study also highlights the role of digital marketing tools in enhancing the reach of the hotel's communication efforts. By utilizing platforms like Instagram, Facebook, and WhatsApp, Adhiwangsa Hotel was able to reach a broader audience, particularly among younger consumers who are more active on social media. These platforms allowed for real-time updates, engagement, and interaction with potential customers, making the event more dynamic and accessible. Overall, the success of the "So Kiss Me" event can be attributed to the hotel's effective use of integrated marketing communications, where personal selling played a significant role in delivering a more personalized and direct message to potential customers. This case study illustrates the importance of adopting a multi-channel communication strategy to effectively engage target audiences and achieve marketing objectives.

The production process of graphite glass at ABC faces challenges in the form of waste that has an impact on low operational efficiency. Waste in production activities can affect the quality, cost, and timeliness of product completion. This study aims to identify the most dominant types of waste and provide relevant improvement recommendations to improve production efficiency. The method used is Value Stream Mapping (VSM), a visual approach that maps the flow of the production process from raw materials to final products. The research stage is carried out through direct observation on the production floor, time study, interviews with employees, and documentation of production activities. The results of the analysis show that the most dominant form of waste is overprocessing, which is a repetitive activity that does not add value to the product. This causes longer production cycle times and reduces the effectiveness of resource use. To overcome this, this study provides several recommendations, including: combining production processes that have similar functions, redesigning workflows to make them more concise, and eliminating activities that do not provide added value. The implementation of this improvement has proven to be effective by increasing the Process Cycle Efficiency (PCE) value from 45% to 67%. The increase in PCE reflects that the production process has become more efficient, the workflow is smoother, and the rate of waste has decreased significantly. In addition, the results of this study also confirm that the application of the VSM method can be a strategic solution in identifying sources of inefficiency, designing continuous improvements, and increasing the competitiveness of companies. Thus, the company is expected to continue to evaluate, control, innovate, and improve technology so that efficiency achievements can be maintained, expanded, and improved consistently and sustainably in the future.

This study was conducted to analyze the influence of motivation, work discipline, and work ability on service quality at the Village-Owned Enterprise (BUMDes) in Kedungudi Village, Trawas District, Mojokerto Regency. The background of the study stems from the important role of human resources in supporting the quality of public services, especially in the Waste Bank business unit managed by the BUMDes. Human resources are considered the most strategic asset in achieving organizational goals, especially in community-based enterprises such as village-owned enterprises. The study used a quantitative approach with a survey method. The research sample was all 25 BUMDes employees and was determined using a saturated sampling technique. The research instrument was a questionnaire with a Likert scale that had undergone validity and reliability tests. The use of a Likert scale questionnaire ensures measurable perceptions and attitudes from respondents regarding the studied variables. Data analysis was conducted through multiple linear regression with the assistance of SPSS software. The results showed that partially, work discipline and work ability had a significant positive effect on service quality, while motivation had a significant negative effect. This finding indicates that motivation, if not aligned with organizational needs, may lead to counterproductive outcomes. Simultaneous testing showed that all three variables significantly influenced service quality, with a coefficient of determination of 68.8%. In other words, nearly 70 percent of service quality can be explained by motivation, work discipline, and work ability. This finding underscores the importance of holistic human resource management, encompassing strengthening work discipline, improving competency, and reviewing the motivation system to align with both organizational and individual needs. Research recommendations include evaluating the motivational models used, consistently monitoring discipline, and providing ongoing training. Continuous training and development programs are essential to sustaining and improving service quality in the Kedungudi Village-Owned Enterprise (BUMDes).  

The hospitality industry is experiencing rapid digital transformation, particularly with the widespread adoption of mobile ordering platforms in food and beverage services. This study seeks to examine how the use of a mobile ordering application affects staff–guest interactions at Semawis All-Day Dining, X Hotel Semarang. Employing a qualitative case study approach, data were collected through in-depth interviews, participant observation, and documentation. The findings demonstrate that the integration of mobile ordering has significantly reshaped patterns of engagement between employees and guests, shifting from service approaches that emphasize relational warmth, friendliness, and emotional connection to those prioritizing efficiency, accuracy, and practicality. Although this system improves operational effectiveness, many employees feel that opportunities to establish deeper bonds with visitors are reduced, while senior staff frequently report experiencing technostress due to the pressure of adapting to new technologies. Consequently, the quality of personalized service and the traditional “human touch” in hospitality is gradually declining, even though efficiency levels have increased. To mitigate these challenges, hotels implement flexible strategies such as hybrid service models, combining technology-driven efficiency with face-to-face interaction to preserve the essence of hospitality. The research underscores the importance of considering relational, cultural, and psychosocial dimensions when implementing digital transformation in hotels. It concludes that successful integration of mobile ordering relies not only on operational convenience but also on strengthening technological literacy, providing continuous training, and adopting a human-centered service orientation. By balancing innovation with human values, hotels can maximize digital benefits while maintaining authentic hospitality experiences that remain memorable and meaningful for guests.

In an organization, human resources are the main asset that plays an important role in achieving organizational goals. One of the factors that affect the effectiveness of employees' work is organizational culture. Organizational culture reflects the values, norms, and habits that are embraced by the same and serves as a code of behavior for all members of the organization. A strong and positive culture can create a conducive work environment, improve work morale, as well as encouraging employee loyalty and productivity. Conversely, a culture that is not aligned with organizational goals can lower motivation and negatively impact performance. Therefore, it is important to understand the extent to which organizational culture affects employee performance. In general, this study aims to analyze the extent to which organizational work culture affects employee performance in the Wiringpalennae Village Office, Tempe District, Wajo Regency The purpose of this study is to assess how good the Organizational Culture is to Employee Performance in the Wiringpalennae Village Office, Tempe District, Wajo Regency, as well as to measure the influence of Organizational Culture on Employee Performance in the Wiringpalennae Village Office, Tempe District, Wajo Regency. The research method applied is quantitative associative. The research sample involved 19 respondents. Data was collected through questionnaires or questionnaires and data analysis was carried out using quantitative descriptive analysis techniques, associative analysis, and simple linear regression analysis. The findings in the study stated that Organizational Culture has a positive and significant influence on Employee Performance at the Wiringpalennae Village Office, Tempe District, Wajo Regency. The analysis also shows that the Organizational Culture at the Wiringpalennae Village Office, Tempe District, Wajo Regency is in the good category, and the Performance of Employees at the Wiringpalennae Village Office, Tempe District, Wajo Regency is in the very good category.

In today’s highly competitive era, companies strive to develop their businesses to stay ahead in the market. One of the most effective ways to achieve business development is by maximizing the management of available resources, with human resources (HR) playing a critical role in this process. Proper HR management can lead to optimal performance and enhance the company’s competitiveness. Several factors influence employee performance, including work environment, work discipline, and motivation. This study aims to examine the impact of work environment and work discipline on employee performance, with work motivation as a mediating variable at UD. EKA DWI TERPAL. The research was conducted by distributing questionnaires to all employees of UD. EKA DWI TERPAL, with a sample size of 48 employees using a saturated sampling technique. The data analysis technique used is Structural Equation Modeling Partial Least Squares (SEMP-PLS), supported by the SmartPLS software. The findings of the study are as follows: First, work environment has a direct positive and significant effect on motivation; second, work discipline has a direct positive and significant effect on motivation; third, work environment has a direct positive and significant effect on employee performance; fourth, work discipline has a direct positive and significant effect on employee performance; fifth, motivation has a direct positive and significant effect on employee performance; sixth, work environment has an indirect positive and significant effect on employee performance through motivation; and seventh, work discipline has an indirect positive and significant effect on employee performance through motivation. Overall, the study suggests that good management of work environment and work discipline can improve employee motivation and performance, enabling companies to achieve optimal performance.

This study aims to analyze the influence of employee performance and public service quality on public satisfaction at the Banjar Tanggul Village Office, Pungging District, Mojokerto Regency. The background of this study is based on the understanding that village employees are the spearhead of public services, so good performance is a crucial factor in building public trust. In addition, professional public service quality is also a key component in creating public satisfaction. Good public service quality is a fundamental requirement for increasing citizens' trust in government institutions. The research method used is quantitative with an associative approach. The research sample consisted of 38 respondents determined using a purposive sampling technique. Data collection was carried out through questionnaires, then analyzed using multiple linear regression methods to test the effect of independent variables on the dependent variable. The results showed that employee performance has a positive and significant effect on public satisfaction. Similarly, the quality of public services has a significant positive effect on the level of public satisfaction. Simultaneously, these two variables have been proven to play an important role in increasing public satisfaction with village government services. The conclusion of this study is that the better the employee performance and the higher the quality of public services, the higher the public satisfaction. Therefore, village governments are advised to continuously improve their staff performance and service systems. Continuous improvement is key to achieving professional and satisfying public services. The implications of this research emphasize that employee professionalism, public service quality, and good village governance are crucial for building public satisfaction and trust.

This study explores the impact of emotional intelligence and work–life balance on organizational commitment, with job satisfaction serving as a mediating variable, in the context of couriers at JNE Denpasar. Utilizing a quantitative research design, the study applies Partial Least Square (PLS) Structural Equation Modeling (SEM) to analyze data collected from 56 participants through a census sampling method. The findings reveal that emotional intelligence has a direct and significant effect on organizational commitment, indicating that employees with higher emotional intelligence tend to demonstrate stronger loyalty and dedication to their organization. However, emotional intelligence does not show a significant influence on job satisfaction, suggesting that other factors may contribute to employees' overall contentment at work. Conversely, work–life balance significantly affects job satisfaction, highlighting the importance of maintaining a healthy equilibrium between professional and personal responsibilities. Despite this, work–life balance does not directly influence organizational commitment. Further analysis indicates that job satisfaction fully mediates the relationship between work–life balance and organizational commitment, demonstrating that employees who achieve a better work–life balance are more likely to be satisfied with their jobs, which in turn enhances their commitment to the organization. However, job satisfaction does not serve as a mediator between emotional intelligence and organizational commitment, implying a more direct pathway between these two variables. These results align with the Theory of Planned Behavior, emphasizing that positive attitudes, reflected through job satisfaction, play a critical role in fostering behaviors associated with organizational commitment. From a practical perspective, the study highlights the importance for companies, particularly in the logistics industry, to invest in initiatives that enhance emotional intelligence and promote effective work–life balance strategies. By doing so, organizations can cultivate stronger employee loyalty, improve engagement, and foster a more committed workforce, ultimately contributing to better organizational performance and stability.

This study aims to determine the implementation of the Smart Society 5.0-based digital literacy program in Ciamis Regency, implemented by the Communication and Informatics Office (Diskominfo). This program is part of the local government's digital transformation to create a smart, inclusive, and adaptive society to the development of information technology. This study uses a qualitative approach with descriptive methods, and data is obtained through in-depth interviews, field observations, and documentation. The analysis is conducted using Charles O. Jones's theory of public policy implementation, which includes three main components: organization, interpretation, and implementation. The results show that organizationally, Diskominfo has a supportive structure and relatively competent human resources, although there are still limitations in the mastery of digital technology among employees. From an interpretation perspective, the digital literacy strategy is implemented through public education, hoax prevention, digital content provision, and social media utilization. Meanwhile, in terms of implementation, supervision is carried out through monitoring, regular reporting, the use of digital applications, and evaluation forums. Some obstacles faced include budget limitations, the digital divide between regions, uneven technological infrastructure, and the lack of specific evaluation indicators. Nevertheless, improvement efforts continue through human resource training, optimization of digital facilities and infrastructure, and cross-sector synergy. This study concludes that the implementation of the Smart Society 5.0-based digital literacy program in Ciamis Regency has been quite successful, but still requires strengthening human resources, evaluation policies, and equitable digital access in rural areas.