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Employee attendance information systems are an important component in human resource (HR) management in various organizations. Auditing attendance system information is necessary to ensure that the system runs effectively and efficiently, and complies with applicable regulations and policies. COBIT 4.1 (Control Objectives for Information and Associated Technologies) is an audit framework that can be used to deploy attendance information systems. This research aims to conduct an audit of the employee attendance information system using the COBIT 4 framework. This audit was carried out to evaluate the effectiveness of internal control, compliance with regulations, and operational efficiency of the employee attendance information system at XYZ company. The research method used is a combination of qualitative and quantitative, including interviews, observation and testing. The research results show that in general the employee attendance information system has been running well, but there are still several findings related to control and compliance weaknesses that need to be improved. The recommendations provided include improving access rights management, monitoring activities, as well as improving procedures and documentation.  

This research aims to examine the influence of motivation, leadership and work stress as determinant factors on performance with job satisfaction as an intervening variable. The study was conducted on District employees in Tasikmalaya City. Sampling was carried out using the proportional stratified random sampling technique, with a total sample size of 152 samples, spread across 10 sub-district employees in Tasikmalaya City. The research instrument used was a questionnaire with a Likert scale. The analysis technique used structural equation modeling with the smartPLS application. The results of this research show that 1) Motivation, leadership, work stress, job satisfaction and performance of sub-district employees in Tasikmalaya City are in very good condition; 2) Motivation, leadership and work stress have a positive and significant effect on job satisfaction; 3) Motivation, leadership and work stress have a positive and significant effect on performance; 4) Motivation, leadership and work stress influence performance through job satisfaction as an intervening variable for subdistrict employees in Tasikmalaya City.

When globalization brings significant changes to the business world, companies must strengthen their advanced human resource management foundations through innovation in employee training and development. Given the dynamics of change and intense competition, human resource training and development are becoming increasingly crucial. Effective training enhances individuals' skills while fostering an organizational culture that supports innovation and learning. Companies can gain a competitive advantage by enhancing their employees' ability to adapt to change through the implementation of inventive HR training approaches.

Mentoring has proven to be successful in developing employees in various industries, such as mattress-making companies in Tulungagung Village. The extent to which mentoring can improve employee skills and performance in the mattress-making industry is the subject of this qualitative research. Research on mattress making was conducted through in-depth interviews with employees involved in the mentoring program. To find patterns and themes that emerged in their experiences, a qualitative approach was used to analyze the data collected. The results showed that the mentoring program had a significant positive effect on employee growth. Employees indicated an increase in their understanding of the mattress manufacturing process, more efficient work techniques, and better interpersonal skills. They also said that they feel more confident and motivated to do new things.

Developments in the world of manufacturing industry are increasing, very tight industrial competition is encouraging industry to increase production effectiveness. PT. PAN Brothers is a manufacturing industry located in Boyolali, Central Java. PT. PAN Brothers produces clothing types such as jackets, coats, ski jackets, down jackets, tracksuits, travel pants and so on. During the production process, sewing machines have problems, namely machine damage. This research aims to analyze the effectiveness of sewing machine performance using the Overall Equipment Effectiveness (OEE) method and provide suggestions for improving the results of the Failure Mode and Effect Analysis (FMEA) method. The measurement uses the OEE method with three main components, namely availability rate, performance rate and quality rate to identify types of losses based on the six big losses. The average OEE value of 60% is still below world class standards with factors influencing the low OEE value. namely the performance rate, while the losses that affect the effectiveness value of the performance rate are Idling and minor stoppages losses with a value of 42%. By carrying out root cause analysis using a fishbone diagram, the root causes of low performance values ​​influenced by Idling and minor stoppage losses are known, namely machine factors, human factors, methods, materials and the environment. After identifying the problem and measuring the Risk Priority Number (RPN), suggestions for improvement were obtained including providing training to operators, to implement a preventive maintenance system, adding employees in the line balancing section and adding equipment to support machine repair facilities.      

This research analyzes the influence of supervision, compensation, and the application of fingerprint attendance on work discipline at PT. Chocomory Cokelat Persada, Semarang Regency, a part of the Cimory Group. Although previous studies have highlighted the importance of these factors, there remains a gap in understanding their complex interactions. This study aims to fill this gap by examining the simultaneous effects of supervision, compensation, and fingerprint attendance on work discipline. Utilizing a quantitative approach, in determining the sample using the purposive sampling method. Data were collected from 125 employees from production operator and warehouse operator through online google form questionnaire and analyzed using Structural Equation Modeling (SEM) with SmartPLS 4. The findings reveal that supervision significantly improves work discipline. The implementation of fingerprint attendance systems positively impacts work discipline. Conversely, compensation does not significantly effect on work discipline. These results suggest that effective supervision and advanced attendance systems are crucial for fostering a disciplined workforce, whereas compensation alone may not be as impactful. The study provides valuable insights for resource management practitioners and researchers, offering strategies to enhance work discipline and improve organizational success.

Research or researching five international journals on corporate social responsibilities, political connections, corporate financial performance and sustainable development aimed at analyzing links between corporate social responsibility (CSR) and green financial behaviors, political connections, corporate financial performance, and sustainability. Research methods are employed with descriptive qualitative methods of searching through top five international academic databases such as science direct, emerald, and taylorandfrancis, with emphasis on publications that include aspects of corporate social responsibility. The results from a study of the five journals say that companies that have good CSR policies tend to be more active in implementing green finance practices, such as investments in renewable energy and resource efficiency. In addition, companies with strong political connections have easier access to resources and business opportunities that can improve their financial performance. Furthermore, effective CSR applications prove to have a positive impact on sustainability development, with companies contributing more significantly to environmental and social initiatives. It is hoped that the findings will provide insights for stakeholders in CSR relevant strategic decision making and company sustainability

Human resource planning is the first thing an organization or company must do when the company seeks better human resource management. All organizations or companies must determine their future with various different plans following current developments. Currently, changes are occurring quite rapidly, so organizations or companies must be able to keep up with the changes that are occurring quickly and precisely. Organizations or companies must be able to anticipate and adapt to change. Therefore, personnel planning is becoming increasingly important for companies, because the era of globalization, new technologies and organizational change processes overshadow organizational life repeatedly. An organization that is not supported by employees with good quantity, quality, strategy and function, of course the organization will find it difficult to maintain and develop its existence in the future, so that personal planning is successful. Human resource (HR) planning plays a crucial role in organizational success by ensuring the continuity of efficient and effective operations. In the context of globalization and rapid change, HR planning is becoming increasingly important to identify the need for quality and visionary human resources. The unique characteristics of an organization are also a focus in this abstract, where a unique business strategy can become a competitive advantage that is difficult for competitors to imitate. Evaluation of employee performance based on industry principles and the influence of organizational politics as well as a poor evaluation system on employees are also highlighted in this abstract. By understanding the critical challenges facing organizations, including in the context of globalization, HR planning can help organizations to strengthen their position in global competition and face change more adaptively.

PT. Garuda Utama Persada is a company that provides security and loss prevention services to clients in related fields, mining, offices, housing, airports, power plants, factories, hotels, restaurants, banks, hospitals, shopping centers, warehouses and high-rise buildings. The aim of this research is to analyze the influence of training and development programs on employee performance at PT. Garuda Utama Persada. The research was conducted for 3 months (April – June 2024). The data collection method was through interviews and questionnaires which were distributed to 105 respondents. The analysis method is quantitative statistics. Data analysis includes instrument quality tests consisting of validity and reliability tests, classical assumption tests, t tests and F tests. The results of this research show that the training program partially has a positive and significant effect on employee performance (t count 3.114 > t table 1.98350 and sig value 0.002 < 0.05). Partial development has a positive and significant effect on the performance of PT employees. Garuda Utama Persada (t count 3.992 > t table 1.98350 and 0.000 < 0.05). The implication of the results of this research is that providing good training and development programs will improve employee performance.

A novel compound called 3-chloro-4-(4-(dimethylamino)phenyl)-1-(6-methoxybenzo[d]thiazol-2-yl)azetidin-2-one (3-CDBA), derived from beta-lactams, was investigated for its effects on human leukemia (HL-60) cells, pancreatic cancer (TCP-1026) cells, and healthy cells (WRL68) for comparison. The compound showed an inhibitory concentration (IC50) of 91.55 µg/ml on the leukemia cells, 141.3 µg/ml on the pancreatic cancer cells, and 353.8 µg/ml on the healthy cells. This indicates that the compound selectively kills cancer cells while having minimal effect on healthy cells, as higher concentrations are required to kill half of the healthy cells. These findings suggest that the compound has the potential to inhibit the growth of cancer cells. In comparison to conventional antioxidants like ascorbic acid (vitamin C), the beta-lactam derivative (3-CDBA) exhibited a higher percentage of inhibition at the highest concentration, with a value of 72.95% and an IC50 of 42.67 µg/ml. Furthermore, the compound's effects were studied on two types of pathogenic bacteria, specifically Staphylococcus aureus (positive) and Escherichia coli (negative), as well as various Penicillium species. The compound showed the greatest inhibitory effect at a concentration of 1000 µg/ml. In a theoretical examination, molecular docking was employed to design and synthesize a drug using the beta-lactam derivative and a target associated with cancer cells from a protein database. The compound demonstrated a strong and close interaction with amino acids and different sites within the active pocket, resulting in a higher binding energy. This indicates that the compound has the potential to inhibit the growth of cancer cells by disrupting their metabolic processes.  To determine the lethal dose (LD50), the beta-lactam derivative (3-CDBA) was administered to half of the animals in the study.

This study aims to analyse the influence of job characteristics on Organizational Citizenship Behaviour and Job Engagement, and its implications for employee performance. This study uses a quantitative approach with a survey method. Data were collected through questionnaires distributed to 78 employees from the Faculty of Social and Political Sciences, Universitas Brawijaya. Data analysis was conducted using path analysis techniques with the Smart-PLS3 tool to test the relationship between the variables studied. The results showed that job characteristics are not significant to employee performance. Furthermore, job characteristics have a significant effect on OCB. Meanwhile, OCB has a significant effect on employee performance. In addition, it was found that job characteristics have a significant effect on job engagement. Then, job engagement has a significant effect on employee performance. The OCB variable has a role as mediation. Meanwhile, the job engagement variable is not significant as a mediation. This research provides insight for HR practitioners in designing jobs that can maximise employee potential.

Leadership style and work discipline play an important role in improving employee performance. This study aims to examine the influence of leadership style and work discipline on employee performance at UPTD roads and bridges in the service area of ​​1 SPPJJ unit in Depok City, Bogor City and Bogor Regency 1. The population in this study is all SPPJJ employees in Depok City, Bogor City and Bogor Regency. 1 as many as 31 people. By using quantitative methods and collecting data using questionnaires. Data analysis uses data quality tests, namely validity tests and reliability tests, and classical assumption test analysis, namely: normality test, heteroscedasticity test, multicollinearity test, linearity test, hypothesis testing and coefficient of determination. The research results show that simultaneously leadership style and work discipline have a significant effect on employee performance. The coefficient of determination value is 0.341 which explains that the influence of leadership style and work discipline on employee performance variables is 34.1%. It is hoped that the results of this research will lead leaders in the UPTD roads and bridges service area 1 of the SPPJJ unit of Depok City, Bogor City and Bogor Regency 1 to develop a leadership style and continue to improve their work discipline to obtain maximum performance.

Organisational culture and work environment are important things in companies in developing the performance of their employees, including PT companies. Prudential Life Assurance. The purpose of this research is to determine the influence of organisational culture and work environment on the work performance of employees of the Client Relations Centre department of the Business Partner Relations unit of PT. Prudential Life Assurance. The population of this study was 70 employees of the Business Partner Relations unit of PT. Prudential Life Assurance. The sampling technique used was purposive sampling. From this technique, a sample of 60 was obtained. The research design was a quantitative method. Data was collected by questionnaires sent to employees. Data processing includes validity, reliability, classical assumption tests, partial tests (t), and simultaneous tests (F). The results show that the questionnaire items are valid, reliable, and free from econometrics. Partially, organisational culture has a significant effect on employee performance with a sig result of 0.000 <0x7E> 0.05 and a calculated t value of 3.771 > 2.0274. The work environment has a significant effect on employee performance with a sig result of 0.000 <0x7E> 0.05 and a calculated t value of 4.207 > 2.0274. Simultaneously, organisational culture and the work environment have a significant and positive effect on employee performance, with a sig result of 0.000 <0x7E> 0.05 and a calculated f value of 17.049 > f table 3.16.

Competition is the one of Competence is one of the factors that influence the performance of employees in the biscuit division Warehouse Department at PT Mayora Indah, Tbk Jayanti. This research is qualitative with descriptive approach. The data collection method used was observation and interviews with five key informants. Data analysis techniques in this study using Miles and Huberman model with steps such as data collection, data reduction, data presentation, and conclusion. The results showed that the competence of employees in Biscuit Division Warehouse Department still needs to be improved, including the recruitment process. Indicators of competence in this research were taken from Spencer, they are knowledge, skills, attitudes, personality, and motives. Some employees have good competence, but some others must continue fostered and directed by trainings, the application of reward and punishment, emotional approach, etc.

This research aims to provide a comprehensive analysis of the structure of child criminal liability in Indonesia and the Philippines, as well as to ascertain the specific nature of child criminal liability in both countries. This study is a prescriptive normative legal research. The research methodologies employed include the legal approach, the comparison approach, and the conceptual approach. The legal resources used can be classified into primary and secondary sources. To ensure the acquisition of precise primary and secondary data for this paper, data gathering is conducted through a thorough examination of relevant literature pertaining to the principles and regulations governing the child criminal justice system. This research focuses on comparing the legislation of child criminal culpability in Indonesia and the Philippines. The child criminal justice system is governed by specific legislation. In the State of Indonesia, it is managed by the Child Criminal Justice System Act, while in the Philippines, it is regulated by Republic Act No. 9344, with revisions made by Republic Act No. 10630. In Indonesia, the age at which a kid can be held criminally liable is between 12 and less than 18 years old. In the Philippines, children can be held criminally liable starting at the age of at least 15 years old and up to less than 18 years old. In the Philippines, there is a kind of criminal culpability that results in automatic suspension, removal from position, probation, and the application of vicarious liability for parents. Child criminal culpability in Indonesia is determined based on individual responsibility, as stated in Article 71 of the Child Criminal Justice System Law. This law specifies the application of criminal sanctions. Additionally, Article 82 of the same law outlines the imposition of action punishments.    

The research carried out has the aim of examining the role of job analysis in an organization and its influence on employee performance. Job analysis is a procedure used to determine the demands and duties of a position as well as the characteristics of individuals who are suitable to fill the available positions, so that this job analysis can increase employee effectiveness and performance. The method used in this research is a literature study by reviewing 30 journals related to job analysis and employee performance. The results of this research also show that there is a positive influence between job analysis and increasing employee performance. Other influencing factors in ensuring individuals are matched to appropriate positions such as job descriptions and job specifications play a very important role. Apart from that, this research also found that job analysis also influences increasing employee job satisfaction, which will also increase employee performance. The suggestions in this research are the need for regular updates to job analysis, job integration into human resource management, and also evaluations that impact job analysis on employee performance.

PT Platinum Jaya Logistic is a company engaged in logistics. Problems related to compensation are that some employees feel that they do not get compensation in accordance with their workload, so they are not maximally motivated to do their job. The purpose of this study was to analyze the effect of compensation and work motivation partially or simultaneously on employee performance at PT Platinum Jaya Logistic. The research method is to apply a quantitative design. Sampling was done with a saturated sample technique of 50 employees. The data processing method starts from the data quality test which consists of validity and reliability tests, classical assumption tests, t tests and F tests. The results of this study indicate that the questionnaire variables are valid and reliable and free from econometric problems. The compensation variable partially affects employee performance at PT Platinum Jaya Logistic is positive and significant. The motivation variable partially influences employee performance at PT. Platinum Jaya Logistic is also positive and significant. Simultaneously, both variables have a positive and significant effect on employee performance at PT Platinum Jaya Logistic. The results of this study can be the basis for developing a broader human resource management strategy, which involves aspects of compensation and motivation as the main key in improving employee performance.

The phenomenon of globalization has transformed the world's landscape, connecting nations, and inspiring the concept of Special Economic Zones (SEZs). The utilization of Foreign National Health Workers (FHNWs) has become a strategy to address the shortage of medical personnel and enhance healthcare services, particularly in remote regions. However, the implementation of this policy also faces several ethical, cultural, and linguistic challenges. The ethical aspect takes center stage in the utilization of FHNWs. Patient rights, professionalism, and cross-cultural collaboration are crucial focal points in healthcare service practices. Despite its benefits, the utilization of FHNWs encounters communication hurdles, especially when the employed language is unfamiliar. Additionally, the integration of local cultural values becomes a pivotal aspect in delivering sensitive and patient-centered care. This paper analyzes policy documents related to the utilization of Foreign National Health Workers (FHNWs) in Indonesia through normative and predictive approaches. The objective is to comprehend the concepts and regulatory implementations concerning the ethics of FHNW utilization within the context of Indonesian healthcare services. The phenomena of globalization and efforts to expedite economic growth through Special Economic Zones (SEZs) have influenced these policies. The analysis involves various policy documents relevant to FHNW utilization. In facing the ethical dilemmas arising in the practice of healthcare services by foreign medical personnel, it is imperative for them to adapt to the local culture without compromising the principles of medical ethics. Moreover, competition within the job market and cultural disparities between foreign and local medical personnel also present challenges that need to be addressed. In dealing with competition, a holistic approach involving the government, relevant institutions, and professional training for local medical personnel is required. Overall, the utilization of FHNWs holds potential benefits in addressing medical workforce shortages and enhancing healthcare access. However, this utilization must be carried out with ethical responsibility, respecting patient rights, and considering cultural and professional aspects. With a prudent approach, the utilization of FHNWs can contribute to improving the quality of healthcare services and the well-being of local medical personnel, in line with ethical principles and national interests.    

The accounting profession in the industrial era 4.0 faces significant challenges in maintaining business ethics. In the context of Rural Credit Bank (BPR) Dana Nusantara Tanjungpinang Branch Office, efforts to avoid violations of business ethics are very important. By referring to literature studies and descriptive qualitative interviews, this research method reveals the strategies implemented by BPR Dana Nusantara Tanjungpinang in controlling ethical violations. The research results show that BPR Dana Nusantara Tanjungpinang uses internal audit and data crosscheck as the main strategy to ensure the accuracy of recording financial transactions. In addition, separation of functions and strict supervision of business processes are important steps in maintaining the integrity and honesty of company operations. However, challenges related to employee internet access present obstacles in efforts to prevent ethical violations. However, BPR Dana Nusantara Tanjungpinang continues to strive to use good vendors and implement strict operational procedures. The research results show that BPR Dana Nusantara Tanjungpinang continues to be committed to improving their internal control practices in order to create an ethical business environment and reduce the possibility of ethical violations in the future.

This research aims to determine and analyze the factors that influence the performance of regional financial managers. This type of research is associative quantitative. The sampling technique used in this research was a saturated population and sample with a total of 30 respondents. The data used in this research is primary data obtained from questionnaires distributed directly to respondents who include employees at the Kupang City Regional Financial and Asset Agency office. Data analysis in this research used Multiple Linear Regression with the help of SPSS IBM 21 to process questionnaire data. The results of this research show that individual factors, leadership factors and system factors influence the performance of regional financial managers, while team factors and contextual factors do not partially influence the performance of regional financial managers. The analysis results obtained are, the calculated F value is 11,118 > Ftable 2,620. It is hoped that future researchers can develop research on the performance of regional financial managers using other variables. So as to add references in enriching knowledge and identifying other factors that are truly determinant elements of employee performance at work.