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Abstract, Performance appraisal and promotion management are crucial elements in human resource management aimed at increasing productivity and creating a competitive work culture. Performance appraisal enables objective evaluation of employee contributions, identifying training needs, and building transparent career development paths. Meritocratic-based promotion not only encourages employee motivation and loyalty, but also minimizes the potential for internal conflict and the risk of bias. The results of the study indicate that an effective performance appraisal system contributes to talent retention, job satisfaction, and innovation in the organization. With a structured and development-oriented approach, companies can ensure sustainable productivity and strong leadership.    

Kingbread, a bakery that has been operating since 2018, faces a major challenge in the form of employee indiscipline that has the potential to hinder the production and distribution process. To overcome this problem, Kingbread implemented an employee performance appraisal system that aims to improve productivity and discipline. The methods used include interviews, observations, documentation, and quantitative research to collect relevant data. The performance appraisal system is designed with key indicators such as responsibility, punctuality, quality of work, and communication, using a Google Form-based form for efficient data collection. The implementation results showed success in forming a comprehensive performance appraisal guide, creating an integrated data collection system, and producing in-depth performance analysis reports. Recommendations for further PkM include developing a training system based on individual employee needs, increasing the use of technology for data integration, and holding regular employee motivation programs. With this approach, Kingbread can continue to improve the quality of human resources, maintain productivity, and maintain competitiveness in the local market.

This research is motivated by the efficiency of collecting and distributing zakat which has not been maximized. The targets in question include solving poverty problems, income distribution, and improving the welfare of the people and the state. This shows how important zakat is as one of the pillars of Islam. The method used in this study is qualitative descriptive research, namely by reviewing literature and conducting data analysis, studying literature from various sources of books, the internet, and also research journals that have the same topic as the researcher mentioned. The results of the study conclude that the Zakat Collection Strategy can be interpreted as an activity to collect funds and other resources from the community (either individuals, groups, organizations, companies or the government) which will be used to finance the institution's programs and operational activities in the end is to achieve the mission and goals of the institution in the field of distribution including the fields of Economy, Education, Da'wah, Health,  Social and Humanitarian. It is evidenced by the collection and distribution/distribution of zakat funds carried out by the Medan City Baznas experiencing a positive trend from year to year which is quite significant, having an impact on the performance of the Medan City Baznas to continue to increase and of course with public awareness to distribute zakat through official institutions is getting higher so that justice and welfare are created in kaffah.

This research examines the influence of human resource development on the competency and performance of employees at the Customs and Excise Supervision and Service Office Type Madya Customs B Medan. Through interviews with five employees of the Medan Customs and Excise Supervision and Service Office of Type A Customs, this research identified the steps taken by the leadership to improve employee competency and performance, as well as overcome the obstacles faced. The main focus of research is development programs which include training, skills and mental development, assessment, and providing motivation through capacity building activities. The theory used refers to the concept of employee performance according to Sedarmayanti, with a qualitative approach that includes observation, interviews and collecting supporting documents. The research results show that the human resource development carried out plays an important role in improving the competency and performance of employees in the office.

This research discusses the factors that influence the performance of Accounting Information Systems (AIS) in companies, which are very important in supporting operational efficiency and decision making. This system plays a vital role in managing financial data, but is often hampered by problems with the quality of human resources, technology and data management. The theoretical study uses the Information Systems Success Model and Technology Acceptance Model to evaluate AIS performance in terms of system quality, information, services and user acceptance. This research methodology uses a qualitative approach with document analysis, reviewing journals and related research reports. The research results show that the main factors influencing AIS performance include HR skills, choosing the right technology, data quality, and user adaptation to the system. Therefore, companies need to invest in human resource development, choose appropriate technology, and ensure accurate data management. In conclusion, to improve AIS performance, companies must manage these factors well so that they can support more precise and efficient decision making.

The quality of education is one of the important issues that draws attention in various educational discussions in Indonesia. In educational organizations, as in any other organization, achieving good and effective organizational performance becomes the focus of education managers. The impacts of globalization, the development of science and technology, and modern learning models and methods are all contributing factors. This research refers to literature research. To obtain research data, the researcher collects, analyzes, and compiles sources from articles, books, and previous research papers on the application of strategic management in education. The researcher then supplements the strategic management data to improve the quality of education. Teachers and economic policy researchers have started meeting to discuss policy changes in management and how to respond to them. To achieve superior organizational performance, an organization must be able to compete in both human resources and finances. Both are crucial elements for an organization. The role of leadership is a key element in achieving this goal. Improving the quality of education in educational institutions, addressing global challenges, enhancing the quality of educational management, improving the quality of the learning process, improving the quality of human resources in education, as well as strategic management and operational management in building network management.

In the era of globalisation and rapid technological development, developing the competencies of teachers and education staff is key to improving the quality of education. This article discusses various strategies for competency development in education human resource management (HRM), with a focus on teachers and education staff. Adopting an evidence-based approach identifies effective methods for training and professional development, including the utilisation of technology, online courses, and experiential learning. In addition, it explores the critical role of constructive feedback and continuous evaluation in the competency development process. The research underscores the importance of integration between HRM theory and daily educational practice to achieve optimal results. The results of this article are expected to provide practical guidance for educational institutions in designing effective development programmes to improve teacher and staff performance and advance the education system as a whole.

The purpose of this research is to examine and analyze the validity of scientific crime investigation as evidence in the process of proving murder cases and what are the advantages and disadvantages of using the scientific crime investigation method in crime scene processing carried out by forensic laboratories. Then the method used in this research is the normative legal research method. The results of the study show that the scientific crime investigation method, which is expressed in concrete form through forensic laboratory examinations and information from police forensic experts, is the central point. In connecting the relationship between the perpetrator, victim and evidence with the crime scene, the construction of evidence for a criminal act becomes stronger and can give confidence to the judge in deciding a case fairly and in accordance with the actual facts. In the case of the crime of murder with poison, the statements of the witnesses and the statements of the two defendants were linked and interconnected with each other after the scientific crime investigation method was applied; The advantages and disadvantages of using scientific crime investigation methods in crime scene processing carried out by forensic laboratories include. The advantages and disadvantages of using scientific crime investigation methods in crime scene processing carried out by forensic laboratories include: (1). The advantage of implementing scientific crime investigation is that uncovering cases using old methods full of violence, intervention, etc. has been abandoned. (2) Fast, precise and accurate inspection supported by special tools that have been internationally standardized, (3) Minimizing errors made before SCI implementation (manual patterns replaced with digital patterns). Meanwhile, the weaknesses are: Internal side of the SatKer (Work Unit): the number of human resources who supervise and understand the use of Special Tools (Alsus) is limited, the special equipment, both primary and secondary, is expensive. If we look at the human resources that this country has, it should be enough to assist the Forensic Laboratory team in supervision and are people who understand the special tools that support the performance of the Forensic Laboratory. Apart from that, the government should be more respectful of the procurement of these special tools, even though not everyone has to always use these special tools. However, these tools are very useful for the smooth running of investigations and/or investigations. Because the resulting examination data is much more detailed and accurate.

The practice of nepotism in the employee selection process at Regional Owned Enterprises (BUMD) in North Sumatra, which has an impact on transparency, fairness and organizational effectiveness. BUMDs have an important role in regional economic development, but nepotism practices often damage the integrity of the recruitment process. Through a qualitative approach and case studies, this research reveals that nepotism creates inequality in employee selection, reduces the quality of human resources, and reduces public trust in BUMD. This article also identifies the factors that cause nepotism and offers solutions in the form of selection transparency, anti-nepotism policies, independent supervision, and outreach to build a culture of meritocracy in BUMD. By overcoming nepotism, BUMD is expected to be able to create a fair and professional recruitment system, thereby supporting the achievement of optimal performance.

Human resource management (HRM) plays an important role in helping organizations achieve short-term and long-term goals by aligning those goals with overall business strategy. The purpose of writing this paper is to determine the relationship between Human Resource Management (HRM) and business strategy and to provide an overview of effective employee training and development to increase company productivity. The research method used is qualitative with data collection techniques through literature study. Based on the studies conducted, it is known that the assumption of a close relationship between business strategy and HRM methods is based on contingency theory. This theory emphasizes that human resource management methods are selected according to the type of competitive strategy adopted by the business. A well-crafted business strategy should align with the company's core mission and vision, and serve as a roadmap for achieving profitability, competitiveness and sustainable growth. In addition, proper training and development can significantly influence employee productivity, which in turn will improve the well-being and prosperity of the company. This shows the importance of planning and implementing training and workforce development, both at the company and public levels, to achieve the organization's long-term goals. Keywords: , , ,  , 

Hermina Hospital is one of the organizations that is a learning organization under the auspices of PT. Medikaloka Hermina Group. Hermina Hospital carries out Key Performance Indicators (KPI) to evaluate employees who work at Hermina Hospital. What is assessed from the KPI includes competency, performance, human resource development that is assessed, namely employee dropout and employee engagement with the company. Based on the results of interviews with the HRD department at Hermina Hospital, hospital employees with satisfaction, performance and strong attachment to the company were 73% of medical employees and 27% of non-medical employees. The data corresponds to the KPI values ​​for the period December 2022-May 2023 from each KPI unit that is declared good is with a minimum value of 6 (six) or more, along with data with a KPI value of less than 6, namely Directors, Jangmed, HRD, Finance, Quality staff and Accreditation, General Support and JKN, CSSU, Marketing while the KPI scores in the good category are Nursing, Yanmed, Laboratory units. The aim of this research is to analyze the influence of learning organizations on the performance of non-medical staff with job satisfaction, competence and employee engagement at Hermina Lampung Hospital. This research uses a questionnaire from the development of a previous research questionnaire. The questionnaire was collected using Google forms. This research uses a quantitative research method using a perception survey method to collect data from the population. This perception survey was conducted by distributing a list of questions to respondents. The survey conducted in this research was a cross-sectional survey. Apart from that, this research also used a quantitative descriptive approach using a total sampling that met the inclusion criteria of 58 respondents. Analysis using the path analysis method. The research results from data analysis showed that there was an influence between learning organization on performance, there was an influence of learning organization on job satisfaction, there was an influence of learning organization on competence, there was an influence of job satisfaction on performance, there was an influence of employee engagement on performance, while competency had no influence on performance.

Installation take care road is one of facility House the most sick used by clients or patient and also is access First for every patient For get the care needed , so that very important for House Sick For ensure that every means infrastructure , and also the provision of quality human resources For ensure quality service in maintain satisfaction patient . Research This done For know influence partial and simultaneous from performance nurses , facilities , and quality service to satisfaction patient . Research This is study quantitative descriptive , for describe influence between variable X to Y, which is done against 101 patients take care Road in the House Bandung Adventist Hospital , data inside study This collected use questionnaires that have been tested for validity and reliability, which are then processed use SPSS application , and presented in form table . Found that performance nurse No own influence significant to satisfaction patient with mark significant 0.249, while facilities and quality service own influence significant with mark respectively 0.006 and 0.000. In simultaneous performance nurses , facilities and quality service own influence significant with value 0.000 with 67.9% of satisfaction patient explained by the variables discussed in study this . Satisfaction patient influenced by performance nurses , facilities , and quality service in a way together , because That important for House Sick For Keep going maintain and improve it .

Bintan Regency is a Regency with the largest decrease in the open unemployment rate for the 2022-2023 period in the Riau Islands. This study aims to determine the strategy of the Bintan Regency Regional Government in reducing unemployment in Bintan Regency. The research method used is qualitative descriptive research with interview and documentation data collection techniques. The results of this study indicate that the Bintan Regency Manpower Office has mostly implemented its strategy well from the organizational strategy already having good strategies and policies. The program strategy has a positive impact on the workforce in improving skills and prioritizing the placement of local workers. The resource support strategy is adequate both in terms of human resources, finance, technology and infrastructure. Institutional strategy, responsible for performance targets and exercising its authority in reducing unemployment.

This article addresses the importance of developing high-quality human resources (HR) in educational institutions and how this is key to success. The main issue discussed is the challenges in enhancing HR quality amidst the rapidly changing educational landscape. The objective of this article is to explore effective strategies for HR development and identify its impact on institutional performance. The methods used include literature review and case analysis from various educational institutions. The findings reveal that competency-based approaches and continuous training significantly improve teaching and managerial quality. The conclusion emphasizes that educational institutions that succeed in HR development will have a competitive advantage and achieve better educational outcomes.

Human resources are an asset for organizations and agencies, because humans are part of the elements in every organization that can trigger creativity. Without effective human resources, it will be impossible for the organization to achieve its goals.The analysis used to test the research hypothesis uses descriptive analysis and path analysis. The results of this study show that there arethere is a positive influence of the physical environment on work motivation, there is a positive influence of situational leadership on work motivation, there is a positive influence of the physical environment on teacher performance, there is a positive influence of situational leadership on teacher performance, there is a positive influence of work motivation on teacher performance, there is a direct influence of the physical environment on performance through work motivation, there is a direct influence of situational leadership on performance through work motivation.In an effort to improve teacher performance, management ensures that the physical work environment is adequate, and that situational leadership is supportive so that it can increase work motivation.

This study examines the relationship between Green Human Resource Management (Green HRM), Pro-Environmental Behavior (PEB), and Employee Performance in the hospitality industry. Using data collected from 265 employees across 12 star-rated hotels in Semarang that have implemented green hotel practices, this research employs Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the proposed hypotheses. The findings reveal that Green HRM positively influences both PEB (β = 0.627) and Employee Performance (β = 0.341). Furthermore, PEB positively affects Employee Performance (β = 0.396) and partially mediates the relationship between Green HRM and Employee Performance. Demographic factors, including age, education level, and tenure, moderate several relationship paths, suggest the importance of a differentiated approach in Green HRM implementation. Among Green HRM dimensions, Training and Development and Employee Involvement have the strongest effect on PEB, while Performance Management and Reward Systems most directly influence Employee Performance. These results provide empirical evidence that integrating environmental sustainability into HR practices benefits not only environmental outcomes but also enhances employee performance, creating a win-win situation for hotels in their pursuit of competitive advantage while meeting environmental responsibilities.

Human resources influence the performance of a company. Therefore, so that employees understand their duties and can carry out their responsibilities well within the company, there is also a need for democratic leadership and a comfortable working environment. The method used by the author in this research is a quantitative method with a sampling technique, namely saturated samples. The data used in this research was collected by distributing questionnaires to 60 BPS employee respondents. Data processing techniques use validity test analysis, reliability test, classical assumption test using normality test, heteroscedasticity test, multicollinearity test, multiple linear regression analysis, hypothesis testing using t test and f test, and coefficient of determination analysis using partial and simultaneous. Based on the results of the simultaneous test, the F test is (78,670) > F table (3.16), proving that the Democratic Leadership Style and Work Environment variables together have a positive and significant influence on employee performance with the multiple linear regression equation Y = 1.851 + 0.296X1 + 0.657X2 and a coefficient of determination value of 0.734, it can be concluded that Democratic Leadership Style (X1) and Work Environment (X2) together have an influence contribution of 73.4% on Employee Performance (Y).

Human resources are one of the important assets in a company. Therefore, so that employees obey and feel comfortable at work, companies need to do something to improve employee performance at work, namely by providing support in the form of work discipline and work environment. The method used is descriptive quantitative method. The sampling technique in this research was a saturated sample with a sample size of 65 people. Data collection techniques are carried out by observation, questionnaires and documentation. Based on the results of the simultaneous test, the F test is (57,140) > F table (3.15), proving that the Work Discipline and Work Environment variables together have a positive and significant influence on employee performance with the multiple linear regression equation Y = 3.639 + 0.173 X1 + 0.759.X2 and the coefficient of determination value is 0.648, it can be concluded that Work Discipline (X1) and Work Environment (X2) together have an influence contribution of 65% on Employee Performance (Y).

This research reveals that effective Human Resource Management (HRM) is essential to improve the competitiveness of MSMEs. In this research that uses descriptive qualitative methods, researchers review how improving the competence and quality of HRM through continuous training and development can help MSMEs adapt to market changes and improve their performance. The result of this study is how good HR Management not only improves the quality of the workforce, but also contributes to the sustainability and competitiveness of MSMEs in an increasingly competitive market. So that by optimising HR management, MSMEs can create a positive work environment, which in turn increases employee motivation and productivity.

This research aims to analyze the influence of green human resource management on employee green behavior. The method used in sampling was a simple random sampling technique of 105 respondents. Primary data collection was carried out using a questionnaire method which had been tested for validity and reliability. The analysis in this research uses the path analysis method. The results of data analysis show that there is a direct influence and an indirect influence. Green human resource management has a direct and significant effect on employee green behavior, besides that, green human resource management has an indirect and significant effect on employee green behavior through green knowledge sharing. The results of this research prove that green human resource management, green employee behavior and green knowledge sharing have a good influence on the company, employees and the environment. Implementing green human resource management makes companies not only contribute to environmental preservation, but also improve overall business performance and a good corporate image.