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Motivating human resources is essential for enhancing organizational performance and achieving company objectives. This study explores the influence of work motivation and organizational commitment on organizational citizenship behavior among employees at RRI Bandar Lampung. Data were collected through a Likert-scale questionnaire from 84 respondents and analyzed using multiple linear regression. The findings support the first hypothesis, indicating that work motivation positively and significantly affects organizational citizenship behavior. However, the second hypothesis reveals that organizational commitment has a negative and statistically insignificant impact on organizational citizenship behavior. The study recommends that organizations actively engage employees in decision-making processes and ensure equal opportunities for all. Additionally, providing employee training programs to support career development is advised. A limitation of this research is its relatively small sample and population size. Future studies should consider incorporating additional variables that could affect motivation, commitment, and citizenship behavior.

Productive waqf is an innovation in the Islamic economic system aimed at professionally managing waqf assets to provide sustainable economic benefits for society. This study analyzes Muhammad Abdul Mannan’s thoughts on productive waqf and its relevance in supporting sustainable development. Using a qualitative approach through literature review, this research explores Mannan’s ideas, including the concepts of cash waqf and share waqf, which allow waqf assets to be developed to generate social and economic benefits. The findings indicate that productive waqf serves not only as a means of worship but also as an economic instrument that can reduce poverty, create jobs, and strengthen the financial independence of the Muslim community. Furthermore, the implementation of productive waqf has significant potential in supporting the achievement of Sustainable Development Goals (SDGs) by funding social, educational, health, and economic empowerment programs. Despite its great potential, the application of productive waqf in Indonesia faces challenges such as a lack of public understanding, insufficient regulatory support, and limited human resources. This study is expected to contribute to optimizing the management of productive waqf to support sustainable development in Indonesia.

Under the Double High Plan, the management of vocational colleges in Xuzhou should focus on a few essential strategies to improve performance and use resources effectively. First, college leaders need to align their programs with local industry needs. By partnering with businesses and industry groups, colleges can adjust their curricula to keep them relevant, helping students find jobs and be satisfied with their education. Next, effective resource use is crucial. Managers should wisely allocate financial, human, and technological resources to create better learning environments. This may include training teachers to use new technologies and teaching methods, which can improve teaching quality and lead to better student outcomes. In addition, colleges should consistently apply strategies to improve performance. This includes ongoing professional development for teachers to help them deliver engaging and practical instruction. School managers should also regularly review and adapt these strategies based on student feedback and performance data to ensure they are effective. In summary, vocational colleges under the Double High Plan must use resources effectively and apply performance improvement strategies based on the research results of 375 Xuzhou vocational school employees. By being proactive and flexible, college managers can enhance educational quality and support student success in Xuzhou

Graduates competitiveness is a major factor in determining their readiness to face the increasingly competitive world of work. Management psychology plays an important role in shaping the character, skills, and mentality needed by graduates to be able to adapt to the dynamics of the industry. Through a management psychology approach, such as strengthening leadership, increasing motivation, and managing stress and emotions, graduates can develop a professional and productive attitude. In addition, the application of psychological theory in human resource management allows for the development of soft skills that support work readiness, such as effective communication, teamwork, and problem solving. The application of management psychology in the world of education can be done through various strategies, such as coaching, mentoring, and the formation of an academic culture that is oriented towards self-development. With this approach, educational institutions can create a learning environment that encourages the growth of character and competency of graduates holistically. In addition, the synergy between education and the industrial world is also an important factor in increasing the competitiveness of graduates, where learning based on practice and direct experience can strengthen their readiness to face the challenges of the world of work.

Technological developments and changes in the global world are driving rapid transformation in various aspects.The education system needs to undergo fundamental changes to prepare the next generation to face the challenges and opportunities of the 21st century. A new curriculum needs to be designed to teach students the essential skills of this century, such as critical thinking, creativity, collaboration, and understanding digital literacy. The conventional curriculum model that focuses on mastering factual knowledge and basic skills is no longer sufficient.In order to change education, all aspects of the education ecosystem must be evaluated comprehensively, including the government, educational institutions, teachers, parents, and society as a whole. The curriculum must be updated to support project-based learning methods, cross-disciplinary research, and an emphasis on developing 21st century skills. In addition, the way of teaching must shift from a teacher-dominated approach to a student-focused approach, with the help of digital technology.

The rapid development of information technology has accelerated the transformation of public services in Indonesia toward digitalization. This study aims to analyze the effectiveness level of digitalization in administrative services at the Medan Amplas District Office. A qualitative approach was used, employing a literature review method by collecting data from books, scientific journals, policy documents, and institutional performance reports. The results show that the digitalization of administrative services in Medan Amplas District has improved service timeliness, cost and procedure transparency, and public satisfaction, with system adoption rates increasing from 30% to 65% between 2018 and 2022. Digitalization has also provided benefits in terms of time and cost efficiency, as well as enhanced staff productivity. However, several challenges remain, such as infrastructure limitations, uneven digital competencies among staff, regulatory inconsistencies, and organizational culture resistance to change. In conclusion, the digitalization of administrative services at Medan Amplas District has been effective but still requires continuous improvement in technical aspects, human resource capacity building, regulatory harmonization, and cultural change to achieve sustainable optimization of public services.

The employee attendance system is a crucial component of human resource management, particularly for performance evaluation, salary calculation, and discipline monitoring. PDAM Tirtanadi North Sumatra still employs a manual attendance system, which is considered inefficient, prone to errors, and slows down administrative processes. This study aims to develop a web-based attendance application to improve the accuracy and efficiency of employee attendance data management. The research method uses software engineering with the System Development Life Cycle (SDLC) model based on the waterfall approach. Data collection was conducted through observation, interviews with relevant stakeholders, and literature review. The application is designed with several key features, including user authentication, digital attendance recording, employee data management, attendance recap, and report generation in PDF formats. Testing results show that the application operates according to system requirements and positively impacts the efficiency of the attendance process. The implementation of this application is expected to accelerate administrative procedures, enhance accountability, and provide a more accurate data foundation for analysis and managerial decision-making.

The rapid development of information technology has significantly changed cybercrime, especially electronic document forgery. This re-search examines the utilization of digital forensics and information technology in proving the crime of electronic document forgery in In-donesia through a normative legal research approach. The research uses a statutory approach and a conceptual approach to analyze the ef-fectiveness of digital forensic methods in uncovering electronic crimes based on certain evaluation criteria including technical feasibility, legal acceptability, and procedural compliance with Indonesian law. The findings show that digital forensics has an important role in in-vestigating electronic document forgery, but faces complex implementation challenges. Key barriers include limited human resources, with only 147 certified digital forensics experts in Indonesia according to verified 2023 data from the Indonesian Digital Forensics Association (AFDI), and legal regulations that have not fully accommodated the evolving digital technology landscape. The research identifies signifi-cant technical barriers, such as the complexity of forensic technology, the volatility of digital evidence, and the rapid advancement of cyber-crime techniques. Through an examination of recent case studies including the Tokopedia data breach of 2023 and the Jakarta Administra-tive Court electronic document forgery case of 2022, this research demonstrates the practical application of digital forensics in Indonesian courts. The research proposes a balanced approach that fulfills both evidentiary and human rights protection requirements in digital inves-tigations. Strategic recommendations include strengthening the capacity of forensic laboratories, harmonizing legal regulations, and im-proving the competence of human resources in technology and law. This research contributes to the conceptual framework of cyber law enforcement by offering a comprehensive perspective on the evidentiary challenges of e-crime in the digital age.

This community service aims to increase the use of social media as a marketing and sales tool by FWEO Women MSMEs in Watesprojo Village, Mojokerto, through a human resource management approach. Initial situation analysis identified low utilization of digital platforms due to limited knowledge and skills. The Participatory Action Research (PAR) method or in human resource management is called participatory management which is implemented by involving FWEO Women in planning, intensive training on content creation, account management, and online marketing strategies, as well as ongoing mentoring. The results showed a significant increase in participant understanding and skills, the formation of collective social media accounts, and the development of collaboration between MSMEs. The emergence of local social media management groups and local leaders indicates internalization of knowledge and sustainability initiatives, in line with Social Cognitive Theory and transformational leadership. The conclusion confirms that the integration of human resource management principles in technology-based community empowerment is crucial for sustainable adoption and positive impact, recommending a comprehensive approach that focuses on holistic capacity development and the formation of community support structures.

Human resource (HR) planning and development is an important foundation in supporting the achievement of strategic organizational goals. This article comprehensively discusses the HR needs planning process in the managerial and operational context, as well as sustainable HR development strategies. The method used is a literature study with a descriptive approach to explore concepts, theories, and best practices in HR management. The results of the study indicate that HR planning not only includes recruitment and training, but also talent management, career development, and structured performance evaluation. On the other hand, HR development strategies focus on improving competencies through technical training, leadership development, and soft skills to face changes in the business environment. The synergy between planning, operational implementation, and HR development is very important to form an adaptive, competitive, and sustainable organization.  

Clinical evaluation and supervision are two crucial elements in improving the quality of learning and professional practice, especially in the fields of education and health services. Evaluation serves as a tool to assess performance, effectiveness, and achievement of learning or service objectives, while clinical supervision emphasizes the process of mentoring, coaching, and competency development through a reflective and collaborative approach between supervisors and supervised individuals. In practice, the implementation of clinical evaluation and supervision faces various challenges, ranging from limited competent human resources, lack of understanding of the concept and purpose of correct supervision, to resistance from the supervised. However, with the right approach and ongoing training, clinical evaluation and supervision can be an effective means of building a professional work culture, improving service quality, and creating a supportive learning environment. This study aims to comprehensively describe the basic concepts, implementation strategies, and main obstacles in clinical evaluation and supervision, in order to provide policy recommendations and best practices in the field.

The rapid transformation toward a digital economy has led to the emergence of the gig economy as a new form of employment relationship. This shift demands the development of new competencies among the workforce, particularly in digital economic literacy, which encompasses the ability to manage flexible income, understand platform-related risks, and optimize digital work opportunities. This study aims to explore the experiences of gig workers in building digital economic competencies and to analyze the challenges faced by educational institutions and human resource development (HRD) programs in preparing an adaptive workforce for this flexible work model. Employing a qualitative phenomenological approach, this study investigates the subjective experiences of gig workers in Indonesia. The findings reveal a significant gap between the digital economic competencies demanded by the new work ecosystem and the preparedness provided by formal education and vocational training systems. Based on these findings, the study recommends the development of HRD strategies centered on digital economic literacy, the adaptation of vocational education curricula, and the design of lifelong learning programs to strengthen workforce resilience in the era of the gig economy.

This study aims to analyze human resource development (HRD) in improving employee performance at PT. Weelim Indo Perkasa. Effective HRD development is considered an important factor in improving employee productivity and work quality, which in turn has an impact on the success of the company. The research method used is a quantitative approach with descriptive analysis to describe the relationship between HRD development programs and employee performance. The results of the study indicate that structured training, ongoing performance evaluation, and employee empowerment can improve employee competence and motivation, which have a positive impact on their performance. In addition, the implementation of a fair reward system and improvement of work infrastructure have also been shown to contribute significantly to improving performance. This study suggests that companies continue to develop more integrated HRD development policies and programs, and pay attention to employee retention aspects to achieve more optimal long-term goals. Thus, ongoing HRD development is the key to improving employee performance and company progress.

Employee performance is a measure of organizational progress and development, and is the key to the success of human resource management practices. This study aims to empirically test and prove the mediating role of work engagement on the relationship between meaningfulness of work and ethical climate on employee performance. This study involved the use of Partial Least Square to analyse data collected from 51 employee of Dinas Sosial Kabupaten Gresik. The sampling technique used in this research was saturation sampling method. The results of this study indicate that meaningfulness of work and ethical climate have a significant positive effect on work engagement, meaningfulness of work does not have a significant effect on employee performance, ethical climate and work engagement have a significant positive effect on employee performance. The analysis reveals that work engagement fully mediates the relationship between meaningfulness of work and employee performance, and partially mediates the relationship between ethical climate and employee performance. A good understanding of the meaningfulness of work and a positive ethical climate in the organization encourages work engagement among employees. However, the mismatch between skills and employee job descriptions, lack of employee comfort in working and lack of employee experience in the work they do means that employees cannot provide optimal performance. Ethical climate can also encourage employees to act in the best way at work, meanwhile, work engagement can encourage employee spirit.

This study investigates the role of human resource management (HRM) in enhancing the effectiveness of zakat institutions in developing countries. Zakat, as a mandatory form of almsgiving in Islam, has significant potential for poverty alleviation and social equity, yet its impact is often hampered by organizational inefficiencies, talent shortages, and governance challenges. Through qualitative research methods, including semi-structured interviews, focus group discussions, and document analysis, the study identifies key themes such as the integration of Islamic principles into HRM practices, challenges in talent acquisition and development, the impact of digital transformation, and the importance of leadership in zakat management.Findings reveal that while many zakat institutions are striving to align HRM practices with Islamic values, significant gaps remain in areas such as employee training, leadership development, and the adoption of digital tools. The study emphasizes the necessity for standardized HRM frameworks that incorporate ethical considerations, targeted recruitment strategies, and robust training programs to equip employees with the necessary skills. Additionally, it highlights the critical role of effective leadership in fostering a culture of accountability and transparencUltimately, this research underscores the importance of strategic HRM in maximizing the potential of zakat as a tool for social equity and poverty alleviation. The study offers practical recommendations for policymakers, zakat managers, and researchers, aiming to facilitate the development of more effective, transparent, and sustainable zakat institutions that contribute to economic justice in Muslim-majority countries.

Digital transformation has become a major driver of organizational change across sectors. However, many organizations still fail to build adequate capacity due to a lack of understanding of the critical success factors in the digital era. This study aims to identify and analyze key elements that influence the success of capacity development in organizations facing digital disruption. Using a descriptive qualitative approach, data were collected through literature reviews and case analyses of organizations that successfully implemented digital transformation. The findings indicate that success is determined by the synergy of four primary factors: transformational leadership, adaptive organizational culture, human resource competence, and technological readiness. These factors operate not in isolation but as a mutually reinforcing managerial ecosystem. Visionary leadership shapes innovative culture; supportive culture enhances HR capabilities; and competent HR facilitates optimal use of technology. This study contributes theoretically by offering an integrative and practical model that can serve as a strategic guide for organizations aiming to enhance their internal capacity sustainably in the face of digital complexity.

Small and medium tourism enterprises (SMTEs) face significant challenges in developing sustainable tour packages while implementing effective digital marketing strategies, particularly due to limited human resources and technical capabilities. This study analyzes the strategic role of tourism students in developing sustainable tour packages and implementing digital marketing transformation at CV. Mahkota Borobudur through a university-industry collaboration model. This research employs a qualitative descriptive approach with single case study design involving 15 participants through in-depth interviews, participant observation during 6-month fieldwork, and document analysis. Data analysis followed thematic analysis with triangulation methods. Three key findings emerged: tourism students enhanced product innovation through systematic destination surveys, resulting in three diversified tour packages with improved market appeal; digital marketing implementation through social media platforms achieved broader market reach with improved cost efficiency; and the collaboration model generated mutual benefits, improving students' practical competencies while addressing company's human resource constraints. This study contributes to tourism education literature by demonstrating effectiveness of university-industry partnerships in sustainable tourism development and provides a framework for integrating academic resources into tourism product development and digital marketing transformation.

Economic growth is a complex process influenced by various factors, one of which is capital accumulation. Capital accumulation plays a crucial role in increasing production capacity, creating employment opportunities, and enhancing labor productivity. This study analyzes the role of capital accumulation in Indonesia’s economic growth by highlighting key factors contributing to national output expansion. Using the growth accounting approach and neoclassical growth theory, this research confirms that while capital accumulation contributes to per capita income growth, long-term economic growth remains dependent on efficient resource allocation and productivity improvements through innovation and human capital development. The Cobb-Douglas production model is applied to understand the relationship between capital, labor, and output in determining economic growth rates. The findings indicate that countries with higher savings and investment rates tend to experience faster economic growth. Therefore, economic policies focusing on increasing investment, strengthening human capital, and optimizing resource allocation are key factors in accelerating Indonesia’s economic growth.

This study aims to explore and analyze the values ​​of the integration of Islamic Religious Education (PAI) with science in learning in Senior High Schools (SMA) in the Riau Islands. In the era of globalization and rapid technological advances, it is important for education to integrate religious knowledge and science in order to create students who are not only intellectually intelligent but also have strong characters. The research approach used is qualitative descriptive with a case study method involving in-depth interviews, observations, and documentation studies in several high schools in the Riau Islands. This study found that despite major challenges in terms of limited infrastructure, human resources, and access to technology, the integration of PAI and science can enrich students' understanding of the relationship between religion and science. By integrating science into Islamic teachings, students not only learn scientific knowledge but are also trained to think critically in the context of religion and morals. On the other hand, geographical challenges and limited facilities in the Riau Islands cause gaps in the implementation of this integration. Therefore, this study suggests the need for more adaptive learning strategies, improved teacher training, and the use of mobile technology to overcome these challenges. This research is expected to contribute to the development of a more inclusive and relevant education curriculum, especially in remote areas such as the Riau Islands.

Suzuki Finance faces challenges in maintaining competitiveness in an increasingly competitive market. One of the key factors in gaining a competitive edge is effective Human Resource (HR) planning and development. This research aims to analyze the HR planning and development strategies implemented at Suzuki Finance to enhance the company’s competitiveness. Using a qualitative approach, this study identifies the policies and training programs implemented and their impact on improving employee skills and productivity. The results of the study indicate that HR planning strategies, based on market needs and continuous employee competency development, play a significant role in improving the company’s competitiveness in the financing industry.