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This study examines the performance of the Banjarbaru City Personnel and Human Resources Development Agency (BKPSDM) in the recruitment of Government Employees with Work Agreements (PPPK). Using a qualitative approach with descriptive methods, this study evaluates performance based on five indicators: productivity, service quality, responsiveness, responsibility, and accountability. The results show that although BKPSDM has implemented a merit-based recruitment system through Computer Assisted Test (CAT), several challenges are still faced, such as technical constraints in the online system, limited formation quotas, and applicants' lack of understanding of administrative requirements. The research also identified supporting factors such as the regulatory framework, technology implementation, and the active role of BKPSDM in providing clear information to applicants. Recommendations include strengthening technological infrastructure, expanding socialization, optimizing complaint mechanisms, and proposing additional formation quotas to match regional needs.  

This study aims to test and analyze the effect of human resource information systems, training, and motivation on employee performance through work discipline as an intervening variable. Employee performance in a company is influenced by several aspects, one of which is the human resource information system, training, motivation and work discipline. Human resource information systems are technological systems that produce information outputs that support reliable decisions and are able to make it easier for workers to complete their responsibilities. Then training is carried out according to the needs of employees balanced by motivation. The discipline aspect also provides important things for success in improving employee performance. The research location is at PT.Socfin Indonesia (Socfindo) Medan located at JL.KL. Yos Sudarso No.106. Medan. Where the linear regression analysis method and sample testing researchers in this study used the slovin formula. As a sample of 150 permanent employees and 30 respondents as validity and reliability tests. The classic assumption test and hypothesis testing (path analysis technique). Based on the results of hypothesis testing in this study, it shows that human resource information systems, training, motivation simultaneously have a positive and significant effect on work discipline. And simultaneously the variables of human resource information systems, training, and motivation have a positive and insignificant effect on employee performance. While work discipline has a positive and significant effect on employee performance. Furthermore, the variables of human resource information systems, training, motivation have a positive and significant effect on employee performance through work discipline as an intervening variable on employees of PT Socfin Indonesia (SOCFINDO) Medan.

Human Resources (HR) are an essential asset in an organization or company, as they encompass individuals with the skills, knowledge, and competencies needed to achieve organizational goals. Conflict management, organizational learning, and effective communication are the main pillars of HR management. Conflict management plays a role in transforming potential friction into opportunities for creative solutions, maintaining harmony, and improving team productivity. Organizational learning enables individuals and organizations to grow, adapt, and face new challenges with continuously evolving knowledge. Meanwhile, effective communication acts as a bridge that connects vision, mission, and actions, ensuring all elements of the organization move in alignment toward shared goals. CV. XYZ Surabaya is a company engaged in the supply and distribution of electrical equipment. Finding the right human resources for this organization is not an easy task. One of the company’s primary objectives is to improve employee performance, as improved employee performance is directly proportional to enhanced organizational performance. Based on the research findings, the t-test (partial) and f-test (simultaneous) analysis revealed that the variables of conflict management, organizational learning, and communication have a significant impact, both partially and simultaneously, on employee performance at CV. XYZ Surabaya.

Human resources are one of the factors that greatly influence the development of a company. The success or failure of achieving organizational goals all depends on the ability of Human Resources or employees in the organization. These human resources are required to continue to be able to develop their abilities proactively in the organization. This study aims to determine whether the work environment, work motivation, work competence affects employee performance with job satisfaction as an intervening variable at Pt. Sudira Makmur Indonesia. Research was conducted on 32 employees using saturated sampling techniques. The data collection techniques used were primary data in the form of questionnaires and secondary data obtained through documentation studies. The data analysis technique uses quantitative data processed with the SPSS version 20 program, namely at the analysis stage of the data quality test, classical assumption test, hypothesis testing, determination coefficient test (R2) and path analysis. The results obtained in this study indicate (1) There is a significant influence between work environment variables on employee performance, (2) There is no significant influence between work motivation variables on employee performance, (3) There is a significant influence between work competency variables on employee performance, (4) There is no significant influence between work environment variables on job satisfaction, (5) There is a significant influence between work motivation variables on job satisfaction, (6) There is no significant influence between work competency variables on job satisfaction, (7) There is a significant influence between employee performance variables on job satisfaction, (8) Work environment variables through employee performance have a significant effect on job satisfaction, (9) Work motivation through employee performance has no effect on job satisfaction, (10) Work competence through employee performance has a significant effect on job satisfaction.  

Bankruptcy is a state in which a company is unable to fulfil its financial obligations or a situation where the corporation initially functions but thereafter fails in business management. Bankruptcy is a state in which a firm lacks the money to operate its operation. The objective of the research is to identify the variables contributing to bankruptcy in PT. Garuda Indonesia. This research employs the Altman Z-score methodology using a bankruptcy calculation. This analysis indicates that the firm is at risk of bankruptcy, since its present assets from 2016 to 2019 are insufficient to meet its financial obligations. Companies must use deliberate, clear, and suitable measures to enhance operational cost efficiency. An inadequate business plan and human resources without a clear vision and goal for the organisation contribute to losses. This research seeks to evaluate the financial performance of PT Garuda Indonesia (Persero) Tbk from 2016 to 2019 using the Altman Z-Score model. The population and sample in this research consist of the complete financial statements of PT Garuda Indonesia (Persero) Tbk for the years 2016 to 2019. The findings of this research indicate that from 2016 to 2019, the bankruptcy rate at PT Garuda Indonesia (Persero) Tbk was unfavourable, as shown by a Z-Score below 1.10, signifying a state of bankruptcy. The most pronounced decrease was seen in the Working Capital to Total Asset ratio, particularly in 2019. This results from the annual growth in current obligations.

Micro businesses make a big contribution to national development, especially in opening up job opportunities so that they can support government programs in reducing unemployment and poverty, but in the last five years the level of marketing performance has fluctuated and tends to slow down. The research aims to examine the ability of micro business actors to implement market strategies to improve marketing performance and business scale.The research used an explanatory survey method with an analysis unit for micro business actors in the DKI Jakarta area with a sample size of 400 respondents. Research data sources include primary and secondary data sources with data collection through observation, literature study, interviews and cross-sectional questionnaires. The analysis technique uses SEM analysis with the LISREL 8.8 programThe results of the research show that market attractiveness and resource uniqueness simultaneously have a significant effect on market strategy with a total influence of 92%, partial market attractiveness has a significant effect on market strategy of 38.6%, while resource uniqueness partially has a significant effect on market strategy by 50.3%. Changes in technology and human resources make a dominant contribution in influencing the effectiveness of implementing market strategies. Market strategy has a significant influence on marketing performance with a total influence of 94%. Positioning provides the most dominant contribution in influencing marketing performance.Recommendations for micro business actors in formulating market strategies to consider aspects of technological change and human resource competence to achieve more optimal marketing performance improvements.

This research aims to analyze the results of employee performance targets at the Banten Government Human Resources Development Center (BPSIP), as well as the factors that influence the achievement of this performance. This research uses a qualitative approach with a case study at BPSIP Banten, which collects data through in-depth interviews, observations and document analysis related to employee performance results. The research results show that although the majority of employees have succeeded in meeting the performance targets set, there are still several obstacles that affect achievement, such as lack of coordination between work units, limited facilities and resources, and low motivation for some employees. Based on these findings, this research provides recommendations for improving the effectiveness of the performance management system at BPSIP Banten, including increasing coordination between work units, employee motivation, and providing more adequate resources.

Employee  performance  appraisal  is  an  important  part  of  the  human  resource  management  process  in  the company  and  decision  support  in employee  performance  appraisal  ensures  that  the  assessment  results  are objective  and  not influenced  by  subjective  factors.  So that the urgency of research on determining decision support models in employee performance appraisal based on the skills or abilities possessed by each employee. In this study applying the Behavior Anchor Rating Scale (BARS) method is used to assist decision makers in determining the final value of ranking the best alternatives. This research aims to be able to apply the BARS method in supporting employee performance appraisals, with decision support techniques that can help decision makers make decisions objectively. Based on the results of the performance assessment with the BARS method, the researcher found the actual average score results. The researcher obtained data on Discipline with a score of 4.5, Skill with a score of 3, Responsibility with a score of 3.6 and Teamwork with a score of 1.2. Of the four factors that are of small value, namely communication between employees, the results of the researcher's analysis when there is no approach between employees and each other.

Theimplementation of the merit system in civil servant management has shown its effectiveness in supporting the principles of justice and equality. However, to achieve more optimal results, efforts are needed to increase the capacity of human resources, strengthen supervision mechanisms, and enforce sanctions for violations. In addition, the government needs to encourage changes in organizational culture to better support the principle of meritocracy. Further studies are needed to evaluate the long-term impact of implementing the merit system at different levels of government. The merit system is a reflection of professional personnel management where the placement of employees and officials uses performance competencies and track records as a measure of appointment. The main purpose of the implementation of the merit system is to improve professionalism, fairness, and equality in the management of Civil Servants (PNS). The purpose of this research is to find out the Effectiveness of the Implementation of the Merid System on the Principles of Justice and Equality in Translating Civil Servants. This paper was carried out with the aim of finding out how the Implementation of the Effectiveness of the Implementation of the Merid System on the Principles of Justice and Equality in Translating Civil Servants by using a qualitative analysis method. so that it is expected to contribute thoughts to the government in the assessment and implementation of Merid Sytem towards a better direction.

The application of the Behaviorally Anchored Rating Scale (BARS) method in employee performance assessment has been shown to increase the objectivity and accuracy of evaluations in various organizations. The BARS method assesses performance based on specific behaviors related to a particular task, thereby reducing subjectivity in assessment. Recent research by Hia et al. (2024) shows that the integration of the BARS method with a web-based system can facilitate the process of assessing and reporting employee performance. In this study, the BARS method was applied to identify factors that affect employee performance, while the web-based system helped to summarize assessment data efficiently. In addition, research by Rouza and Yanto (2020) at Pasir Pengaraian University developed a web-based Employee Performance Assessment Information System (SIPENTAJA) using the BARS method. This system makes it easier for leaders to assess and report employee performance quickly and accurately. Thus, the application of the BARS method integrated with a web-based system at di PT XYZ, Indonesia, is expected to increase the objectivity of employee performance assessments,facilitate the evaluation process, and support better decision making in human resource management.

This study aims to determine the role of the Assistant Regional Secretariat of Palangka Raya City is very important in improving the performance of the Regional Secretariat apparatus in order to realize efficient and effective governance. This discussion highlights various aspects that influence the effectiveness of the role of the Assistant Regional Secretariat, such as coordination between regional apparatuses, human resource management (HR), budget management, performance monitoring, and employee motivation. Good coordination between regional apparatuses will facilitate the administration of government. In addition, competent HR management and efficient budget management are important factors in supporting the implementation of regional government programs. Performance monitoring and evaluation are also needed to ensure that every task and function of the Regional Secretariat apparatus runs according to plan. By considering all these factors, it is hoped that the performance of the Regional Secretariat apparatus can be more optimal and improve the quality of public services and regional government as a whole.  

The development of human resources (HR) is crucial for achieving organizational goals, particularly in the competitive food sector. This research analyzes HR management at Perum Bulog Subdrive Surabaya Utara, identifying strengths and weaknesses through a qualitative approach. Interviews and documentation reveal strong workforce quality and structured training programs as key strengths. However, challenges such as low motivation, communication gaps, and resource limitations hinder effectiveness. Opportunities arise from technological advancements and increasing market demand, while threats include intense competition and economic uncertainty. The findings suggest practical recommendations for enhancing HR development strategies, emphasizing the need for improved internal communication, employee engagement, and leveraging technology in training to boost overall organizational performance

Business ethics is a fundamental aspect in the management of Micro, Small, and Medium Enterprises (MSMEs) to ensure business sustainability and growth. This research discusses the role of business ethics in Karijawa Permai MSMEs, which focuses on building consumer trust, improving reputation, and creating harmonious relationships with stakeholders. Ethical practices, such as honesty in service, regulatory compliance, and social responsibility, help strengthen the position of these MSMEs in the competitive local market. In addition, consistent implementation of business ethics is able to increase employee loyalty and support environmental sustainability. The method offered to partners/MSMEs is in the form of education/socialization using LEAFLET which is carried out door to door. The material provided in the leaflet includes a discussion of (1) The Role of Ethics in Doing Business for MSME Actors, (2) Benefits in Doing Business for MSME Actors (3) The Application of Ethical Principles in Doing Business in Finance, Marketing, Production and Human Resources Activities. The findings show that the effective implementation of business ethics not only improves operational performance, but also has a positive impact on local communities and economies. Thus, business ethics is a strategic element in optimizing the contribution of Karijawa Permai MSMEs to sustainable development. The activity also showed that partners were very enthusiastic in listening and discussing during the activity. In addition, it can provide knowledge about ethics in running a business.

Human resource development is a vital activity that organizations must undertake to ensure that employees' knowledge, talents, and skills align with job requirements. Measuring the quantity of work completed by employees within a specific time frame using tools tailored to the nature of their work is referred to as employee performance. This study aims to determine the extent of the influence of human resource development on employee performance at the Sajoanging Sub-district Office, Wajo Regency. The theoretical framework for this research includes: Variable X (Human Resource Development) as defined by Nugraha (2016:178), encompassing education, work experience, skills, and technological capabilities. Variable Y (Employee Performance) as defined by Dewi & Harjoyo (2019:80), including work results, job knowledge, time discipline, reliability, and attitude. This research employs a census approach, meaning questionnaires are used to gather information from the entire population. The sample size for this study consists of 18 individuals. Data collection methods include questionnaires and observation. Quantitative associative analysis and descriptive data analysis are employed for data processing. The findings reveal that: Human resource development at the Sajoanging Sub-district Office, Wajo Regency, falls within the "very good" category. Employee performance at the Sajoanging Sub-district Office, Wajo Regency, also falls within the "very good" category. There is a positive influence of human resource development on employee performance at the Sajoanging Sub-district Office, Wajo Regency.

This study aims to analyze public service accountability at the Namlea Subdistrict Office, Buru Regency. The research method used is qualitative, with an in-depth interview approach to gather information regarding the ongoing service processes at the subdistrict office. The research findings indicate that although some aspects of public service at the Namlea Subdistrict Office are running well, there are still areas that require improvement. The reporting process is relatively transparent, but it is hindered by a limited number of staff, which affects the timeliness of report resolutions. Information retrieval also relies heavily on direct visits to the office, suggesting the need for the implementation of information technology to make public access easier and more efficient. Service performance evaluations are conducted regularly, but they are constrained by staff capacity, which is insufficient to handle the volume of reports. Staff control and guidance are carried out routinely, but some members of the public seek increased transparency in this process. Overall, despite several challenges such as limited human resources and facilities, the Namlea Subdistrict Office has shown commitment to improving service quality. However, to enhance accountability, improvements are needed in transparency, information access, as well as strengthening staff capacity and the use of more advanced technology.

Decision Support System (DSS) is a system used to assist decision makers in determining the best alternative based on certain criteria. Determining retirement eligibility for ASN (State Civil Apparatus) employees is one of the important aspects in human resource management, where this decision affects the future of employee careers, their welfare, and state budget management. This study proposes the development of a decision support system for determining retirement eligibility for ASN employees using the Multi-Attribute Decision Making (MADM) method. The MADM method is a decision-making technique that considers several criteria and alternatives to produce optimal decisions. In this study, the criteria used to determine retirement eligibility include retirement age, length of service, work performance, health, and other factors relevant to the applicable pension policy. The method used in this system includes several steps, namely identifying criteria, assigning weights to each criterion, and evaluating alternatives based on these criteria using calculation techniques such as AHP (Analytical Hierarchy Process) or TOPSIS (Technique for Order Preference by Similarity to Ideal Solution). The results of this evaluation will provide recommendations on whether an employee is eligible for retirement or can still continue his career. The developed system is expected to facilitate the decision-making process regarding ASN employee retirement by providing objective and transparent analysis, so that the decisions taken are more appropriate and in accordance with applicable policies. Thus, this system can improve efficiency and effectiveness in human resource management in government agencies.

This study aimed to analyze the performance management strategies implemented at the Public Works and Spatial Planning Office of Tanjungpinang City. The research type used was descriptive research with a qualitative approach. Data collection techniques were carried out through observation and interviews. The sample used in this study was purposive sampling, with the informants being human resources supervisors at the relevant office. Data analysis was conducted to identify the strategies applied in performance management. The research findings showed that the Public Works and Spatial Planning Office of Tanjungpinang City had implemented several performance management strategies, such as human resource development, measurement and evaluation, reward and sanction provision, and the implementation of information and technology. However, there were several challenges, such as the lack of quality human resources. This study recommended the need for improvements in the performance evaluation system, ongoing training, and better utilization of information technology. These measures were suggested to support the implementation of more effective performance management strategies.

Stunting is a health problem caused by a lack of nutritious food intake that the body needs. Stunting occurs from the womb, and is visible when the child develops at the age of two years. Literacy about healthy living environments and nutritious food to prevent stunting is very important for families, parents, caregivers, BKB administrators, and community service instructors themselves. Superior human resources come from the formation of character and way of life at an early age in the family. Optimizing the formation, improvement, understanding and role of parents in a healthy living environment and nutritious food needs to be fulfilled to provide the best stunting prevention that can be done.At this moment, the extension team provides assistance in delivering material on a healthy environment and nutritious food to prevent stunting. The delivery of this material serves to provide knowledge and experience related to stunting prevention. And the benefit is that participants get material, knowledge, knowledge and share experiences and solutions so as to produce participants who understand and understand more about a healthy environment and nutritious food to prevent stunting.This service is carried out for BKB participants in the RW. 05 Bandulan subdistrict, Sukun sub-district, Malang city, with around 40 participants. The aim of implementing this service is to help provide environmental literacy programs for healthy living and nutritious food to prevent stunting and change it. It is hoped that this service will also provide benefits for consideration, adding information and insight related to stunting prevention and the performance of BKB RW 05 Bandulan sub-district.

Human Resource Management (HRM) has become essential to a company's success in the global marketplace in the fast-paced age of globalisation. Global HRM is an approach that takes into account global elements like market demands, labour laws, and cultural norms. Managing scattered teams, adjusting to cultural diversity, and differing labour laws are among the difficulties. Global HRM does, however, also offer advantages, such as easier access to talent from throughout the world. This journal attempts to offer useful insights for HRM practitioners and business executives in managing human resources in the age of globalisation through in-depth examination.Literature reviews serve as the data source for the qualitative and descriptive research methodology. The study's findings emphasise how crucial global human resource management is to accomplishing corporate objectives in a variety of international marketplaces. Flexibility, efficient resource management, improving cultural sensitivity, and employee participation are some of the suggested remedies. In the age of global business, companies can improve performance and accomplish their objectives by putting in place efficient HRM strategies.

The Influence Of Work Stress And Work Discipline On Employee Performance At The Faculty Of Animal Husbandry, Hasanuddin University. Study Of Human Resource Management Program Stim-Lpi Makassar. Supervised By Supervisors Azhary Ismail And Rahmi Usman. This Study Aims To Analyze The Effect Of Work Stress And Work Discipline On Employee Performance At The Faculty Of Animal Husbandry, Hasanuddin University. The Number Of Respondents In This Study Was 38 People, With The Implementation Of The Study Taking Place FromNovember 9, 2024 Until Completion. The Approaches Used Include Quantitative And Qualitative Approaches, With Data Analysis Techniques In The Form Of Multiple Linear Regression. The Results Of The Study Indicate That There Is A Significant Influence Between Work Discipline And Employee Performance At The Faculty Of Animal Husbandry, Hasanuddin University. The Results Show That T Count Is 2.010, T Table Is 2.898, And The Significant Number Is 0.050 ≤ 0.05, Which Indicates That H0 Is Rejected And Ha Is Accepted.