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Human Resource Management (HRM) in agribusiness has an important role in increasing the efficiency and productivity of agribusiness businesses. Agribusiness as an important sector in the Indonesian economy requires qualified and competent human resources to improve the quality of the products and services produced. Therefore, agribusiness human resource management must be able to improve the quality and quantity of agricultural production, as well as increase the ability of farmers and breeders to face market changes and environmental changes. In this paper, we will discuss the development of agribusiness human resource management in Indonesia, including strategies that can be used to improve the performance and success of agribusiness businesses.  

This research found that there is a positive relationship between career development and employee performance. Career development, both individual and organizational, has a positive impact on employee motivation, loyalty and productivity.  This journal also highlights the importance of career planning for both individuals and organizations, and discusses the stages of career development and the factors that influence them. This journal concludes that career development is an important aspect in human resource management.  By paying attention to the factors discussed, individuals and organizations can work together to achieve better career development goals.

This research aims to analyze the certification training needs of employees for their development at PT PLN Nusantara Power Services. In the context of increasing industry competition and rapid technological advancements, the need for relevant certifications and training has become crucial to enhance employee competence and competitiveness. The research employs a qualitative approach, collecting data through interviews and observations. The findings indicate several key areas where training certification is highly needed, including technical fields, occupational safety, and project management. Furthermore, the results reveal that structured and continuous certification programs can boost employee motivation and performance, supporting the achievement of the company's strategic goals. Recommendations from this research include the development of training curricula that align with industry needs, increased collaboration with external certification institutions, and the development of a continuous evaluation system to ensure the effectiveness of the certification programs. Thus, the implementation of these training certification programs is expected to contribute positively to the human resource development at PT PLN Nusantara Power Services.

The purpose of this study is to analyze the influence of work motivation and work environment on the performance of employees in an organization. Work motivation and work environment are important factors that can affect staff performance levels. In the context of human resources management, it is important for organizations to take these factors into account in order to improve productivity and achieving the goals of the organization as a whole. Through an empirical and theoretical study approach, the study highlights the importance of creating a conducive working environment and increasing employee motivation in an effort to optimal performance. The results of this research are expected to provide useful insights for managers and organizational leaders in managing human resources more effectively.

This study aims to analyse the workload of doctors at Ubhara Jaya Primary Clinic in order to improve the efficiency and quality of medical services. Effective human resource management, particularly in managing doctors' workload, is essential to provide fast, precise, and quality health services. This study uses the Full Time Equivalent (FTE) method to measure and analyse doctor workload. Interviews and direct observation were used to get primary data, while secondary data was collected from relevant documents such as doctors' work schedules, monthly reports, and medical records. The research method used is descriptive with a quantitative approach, as well as literature review as a theoretical basis. The overall results of the various activities carried out by doctors at the Ubhara Jaya Primary Clinic show that the FTE index value is below the normal limit, these results indicate the need for additional workload and do not require additional labour for each activity performed.

This study aims to explore whether motivation can enhance the performance of the police force in the West Java Province. The research methodology employed is a literature review, which summarizes and analyzes various previous studies to examine the role of motivation in improving police performance. It is hoped that this research will provide deeper insights into motivation as a factor in enhancing police performance. Previous research findings indicate a positive and significant correlation between motivation and police work discipline, which accounts for 58.3% of their performance. This reaffirms the significant role of motivation in shaping work discipline, which in turn affects the performance of police officers. However, there remain 41.7% of other factors that have not been examined in this study but also influence police performance. The study also demonstrates that high levels of motivation can enhance the performance of police officers, while low motivation can lead to decreased performance. Organizational support has also been proven to play a crucial role in enhancing the work motivation of police officers, ultimately resulting in a positive impact on their performance. It is hoped that the findings of this research will make a significant contribution to the development of human resource management in the Indonesian National Police to improve the performance of its members.

This study aims to analyze the impact of the implementation of sustainable human resource management (HR) on organizational performance in the Kerinci tourism sector. The research method used is qualitative with a case study approach, where data is collected through in-depth interviews with HR managers, employees, and company leaders in the tourism sector, as well as direct observation in the field. The results of the study show that organizations that implement sustainable HR management experience increased employee productivity, workforce welfare, and business competitiveness. Training programs related to sustainable skills and employee involvement in corporate social responsibility (CSR) initiatives play an important role in increasing employee motivation and commitment. In addition, organizations that focus on work-life balance tend to have higher levels of employee loyalty and reduced turnover. However, the study also found that small and medium enterprises (SMEs) in the Kerinci tourism sector still face challenges in implementing sustainable human resource management, mainly due to limited resources and lack of understanding of the concept of sustainability. This research recommends the need for collaboration between the government, companies, and local communities to promote sustainable HR management more broadly in Kerinci.

Clandys Grosir, has a human resource management system plays an important role in improving employee performance. In addition, the human resource management function indicates the extent to which workers are able to complete tasks and have the necessary skills on the fields listed in Clandys Grosir. Respondents at Clandys Grosir Sejahtera numbered thirty people. Quantitative descriptive methods were used in this study to measure the impact of one variable on another. Based on the results of research analysis using IBM SPSS 23, it can be seen that there is a strong relationship between employee performance and human resource development variables. The results of these data include validity and reliability tests, simple linear regression analysis, and hypothesis tests. In addition, the test results of this study show that factors related to human resource development have a positive and significant influence on employee performance.

Companies need human resources who are educated, skilled and competent in their fields. Company management must pay attention to managing the company's human resources. The problem with employee performance in several Indonesian companies is that there is still a high level of absenteeism, this creates problems for leaders to increase employee motivation and organizational commitment to carry out work optimally. The method in this research is literature study or library search. Examine journals that are in accordance with the theory discussed, especially in the area of ​​employee motivation and commitment. All journals cited are sourced from Sinta, Google Scholar, and Garuda. The research results show that the positive influence of organizational commitment on employee performance states that motivation and organizational commitment have a significant effect on increasing employee performance.

Human resources have an important position for an organization or company. Human resources play a dominant role in carrying out company operations and achieving predetermined goals. Therefore, organizations need to respect all aspects of employees in order to create quality human resources and superior performance. Superior performance can be achieved through a quality work environment, social support and organizational culture. The aim of this research is to analyze the simultaneous influence of the work environment and social support on the performance of nurses at Tzu Chi Hospital with work organizational culture as an intervening variable. The research method used is  data analys. The population of this study was 142 nurses (full time) who had worked for more than 1 year at Tzu Chi Hospital. The sample in this study was all nurses (full time) who had worked for more than 1 year at Tzu Chi Hospital totaling 142 people. Research results: There is a significant influence between the work environment on organizational culture with an influence of 0.373 or 37.3%, there is a significant influence of social support on organizational culture with a large influence of 0.511 or 51.1%, there is a significant influence of the work environment on employee performance with an influence of 0.475 or 47.5%, there is no significant influence of social support and organizational culture on employee performance.

Intensive compensation for employees is an achievement that is in conflict with the use of energy or compensation for services performed by the workforce. By paying employees, they will gain financial and non-financial benefits, compensation will encourage employees to analyze their work well so that their skills improve. The higher the salary a company offers its employees, the greater the employee's efforts to improve their performance. Compensation is an important thing that companies must provide fairly to their employees, both financial and non-financial. Employees need to be given compensation such as bonuses, allowances, a comfortable working environment, and work that can demonstrate their abilities so that the employee can provide the best results for the company. One of the aims of this research is to determine the effect of financial compensation on employee performance. The success achieved by a company cannot be separated from the important role of the human resources department. Therefore, the company is committed to developing a highly skilled workforce who has the agility and mindset to continue to develop and appreciate the company's values, to lead the business in the context of industrial development, to evaluate employee performance based on respondents' perceptions independently. This is done by a company with the aim of maintaining good service quality at this time, by evaluating it based on employee perceptions..

Financial reports contain information about a company's finances which can be used to assess the company's performance in a certain period, so financial reports are very important for business owners because financial reports can see the financial condition of a business and carry out performance evaluations in order to advance the business. Financial reports can also be applied to MSMEs in Indonesia. However, the obstacle faced by MSMEs is regarding financial reports. Many MSMEs do not make financial reports due to a lack of knowledge in the financial sector and a lack of awareness of the importance of financial reports in running a small business. This research includes a case study approach with qualitative methods, collecting and retrieving data in this research in the form of observation, interviews and documentation. The research results show that the problem in this research is the limited human resources in preparing financial reports.

The purpose of this article is to explain the role of effective human resource management strategies in increasing employee work productivity. This article focuses on the role of HRM in business organizations and how HRM strategies can help organizations increase employee work productivity. This research was carried out using the literature study method, namely by analyzing and examining in depth the literature related to the research topic, including previous research. The main source for this research is literature that is closely related to the literature review, including books on research methods, scientific papers, online sources, and other relevant publications. The following are several important roles of human resource management strategies in increasing employee work productivity: human resource planning, effective recruitment and selection, employee development, effective performance management, providing compensation and rewards, conflict management and employee welfare, effective communication open and clear. In order to create innovation that can improve the company's competitiveness and quality, developing and improving employee performance must be a top priority for the company. The factor that a company must prioritize is the employee performance factor. To achieve the goals of a company, it is necessary to implement effective HR management strategies to increase employee work productivity.

In the dynamic era of globalization, Human Resource Management (HRM) has become key to success for companies in the global market. Global HRM involves an approach that considers global factors such as culture, labor regulations, and market demands. Challenges include adapting to cultural diversity, varying labor regulations, and managing dispersed teams. However, global HRM also presents opportunities, including broader access to global talent. Through detailed analysis, this journal aims to provide valuable insights for HRM practitioners and company leaders in managing human resources in the globalization era. The research method used is qualitative and descriptive, with literature studies as the data source. The research results highlight the importance of global human resource management in achieving organizational goals in diverse global markets. Proposed solutions include flexibility, effective resource management, cultural awareness enhancement, and employee engagement. With the implementation of effective HRM policies, organizations can enhance their performance and achieve their business goals in the global business era  

This research is motivated by the results of preliminary observations that there are still service programs that have not been realized according to the specified time. Most people feel that the services provided by the village head and his staff have not yet touched the real needs of the community. Lack of awareness from local village government officials in the service process. The method used is a qualitative descriptive research method. The population in this study was 8 people. The sampling technique used the total sample technique, thus the sample in this study was 8 people. The data collection technique used a questionnaire. The results of the study are as follows: The Leadership of the Head of Cikunir Village, Singaparna District, Tasikmalaya Regency in Activities So far, it has been in accordance with the main function of the leader by carrying out his leadership properly and correctly, meaning, based on the rules of the game that have been agreed upon and determined by the organization. such as the preparation of the vision and mission and goals of the organization, so that from planning to accountability is directed at the goals that have been set, becoming a motivator, decision maker, performance assessment, dynamic and catalyst for the organization, stabilizer and supervisor. The implementation of public services in Cikunir Village, Singaparna District, Tasikmalaya Regency, has been in accordance with the Decree of the Minister of Administrative and Bureaucratic Reform Number 63 of 2004 concerning Minimum Service Standards, such as in terms of transparency, accountability, conditional, participatory, equal rights, and balance of rights and obligations. The obstacles faced by the village head in improving public services in Cikunir Village, Singaparna District, Tasikmalaya Regency, are human resources, facilities and infrastructure, education and human resources skills. Efforts that have been made by the Village Head in Improving Public Services in Cikunir Village, Singaparna District, Tasikmalaya Regency, are improving the quality of human resources through education and training; adding/completing service facilities and infrastructure; and improving employee skills through on the job training.

  The effectiveness and  efficiency of the production administration at  MSMEs MAMIN Pakis process needs to be supported by competent human resources.  The reason for the dedication is because the production administration system is not yet perfect. The aim is to provide practical knowledge of strategy and application of performance evaluation in a continuous improvement manner. Targets of a continuous structured work evaluation system and employee motivation in improving performance. The training process carried out, namely manual data collection, structured recording of integrated production application program input for each department, provides important insight and becomes the basis for progress so that the discipline of manual data input and programs becomes an error controller.  Activities processed from analysis of errors in inputting service release materials increase success and insight into production administration performance in a sustaainable manner.

The development of information systems is now widely used in the business world, both in the living environment and even in the work environment, such as the use of the attendance information system at PT PLN PERSERO. Attendance in an agency is an important factor in human resource management. Accurate and objective information regarding an employee's attendance can present the quality and productivity of performance, determine the size of performance allowances and the general level of employee discipline in the agency. The process of recording and reporting employee absences is a repetitive process that is used at certain times such as entry time, departure time and holidays. It is recommended that audits of this system be carried out periodically or annually, so that the expected level of maturity can be achieved, and as a whole, not just the attendance information system, so that all aspects of work operations can also be evaluated so as to improve employee performance in general. From the results of the maturity level assessment, several findings were obtained in each domain studied, namely with the EDM03 domain having a value of 3.00, it was found that information and data security problems needed to be improved, with the EMD05 domain having a value of 2.93, problems were found that there were no written regulations that could be used as a reference, with domain AP015 with a value of 3.13 found a problem that there was still a difference between cost allocation and actual costs with domain 1P012 with a value of 3.07, a problem was found that there were no risk response regulations available, with domain DSS02 with a value of 3.13 there were no written regulations that could be used as a reference.

The purpose of this article is to explain the role of effective human resource management strategies in increasing employee work productivity. This article focuses on the role of HRM in business organizations and how HRM strategies can help organizations increase employee work productivity. This research was carried out using the literature study method, namely by analyzing and examining in depth the literature related to the research topic, including previous research. The main source for this research is literature that is closely related to the literature review, including books on research methods, scientific papers, online sources, and other relevant publications. The following are several important roles of human resource management strategies in increasing employee work productivity: human resource planning, effective recruitment and selection, employee development, effective performance management, providing compensation and rewards, conflict management and employee welfare, effective communication open and clear. In order to create innovation that can improve the company's competitiveness and quality, developing and improving employee performance must be a top priority for the company. The factor that a company must prioritize is the employee performance factor. To achieve the goals of a company, it is necessary to implement effective HR management strategies to increase employee work productivity.

Abstract. This case study explores the influence of transformational leadership style in facilitating innovation and synergy in an institution. Through the analysis of conceptual relationship diagrams among various operational elements within the organization, this study demonstrates how transformational leadership impacts decision-making processes, innovation, and competency enhancement. In this context, leadership acts not only as a decision maker but also as a motivator inspiring active participation and commitment from team members. The emphasis on consultation and coordination in decision-making illustrates the implementation of democratic practices supporting a collaborative and inclusive work environment. Furthermore, the study identifies innovation as a central pillar driving the institution to adapt to changes and meet the dynamic market needs. Initiatives such as the implementation of modern technology and new approaches in human resource management are illustrated as key components in the organization’s innovative strategy. The findings of this case study underscore that transformational leadership is effective in triggering organizational growth and sustainability by integrating innovation and collaboration. The implications of these findings provide important insights for other institutional leaders in designing leadership strategies that not only direct the organization to achieve its targets but also ensure ongoing adaptation and growth in a continually changing environment. This study offers valuable contributions to the literature on organizational leadership, particularly in the context of institutions operating in the era of globalization and digital transformation.

This research aims to determine the effect of implementing a Human Resource Management Audit on employee performance. This research was conducted using the literature study method by reviewing and analyzing 10 articles. This research also aims to measure the efficiency and effectiveness of Human Resources on Employee Performance. From the results of the study and literature analysis of the most results, it can be concluded that the implementation of human resource management audits has a positive and significant effect on employee performance.