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Credit score evaluation for functional positions is a critical component in the career development of employees at the Financial Supervisory Agency (BPK) in Jakarta. However, this evaluation process often encounters challenges related to objectivity, consistency, and transparency due to the combination of qualitative and quantitative criteria. This study aims to apply the Analytical Hierarchy Process (AHP) as a decision support tool in the credit score assessment system. AHP is chosen for its ability to break down complex problems into a hierarchical structure and to assign priority weights through pairwise comparisons among criteria. This method is used to determine the priority weights of each evaluation component, including both main and supporting elements, leading to more structured and accountable decisions. The findings indicate that the implementation of AHP enhances the accuracy and objectivity of the credit score evaluation process for functional positions at BPK. Therefore, this approach can serve as the foundation for developing a more transparent and efficient technology-based assessment system.

With an emphasis on work engagement as a mediating variable, this study intends to investigate the effects of career development and work-life balance on job satisfaction among nurses in Kubu Raya, West Kalimantan. Using a quantitative methodology, structured questionnaires were used to gather data from 223 nurses, and SmartPLS software assisted in the analysis of the data using Structural Equation Modeling (SEM). Purposive sampling was used in the study, and one of the selection factors was the length of employment. The results show that work-life balance also has a positive and significant impact on work engagement, and career growth has a positive and large impact on work engagement. Furthermore, work-life balance and career advancement both directly, favorably, and significantly impact job satisfaction. Job satisfaction has been demonstrated to be favorably and significantly influenced by work engagement, which acts as a meaningful mediator. Furthermore, through work engagement, career development and work-life balance both have a positive and statistically significant mediation effect on job satisfaction.

In the ever-evolving business world, employee performance is an important factor in determining the success of a company, including motorcycle dealers. In addition to functioning as dealers, motorcycle dealers also act as customer service centers that have a major impact on customer satisfaction. Training and development are important methods in almost every company because they can improve performance. This study aims to examine the effect of training and development on employee performance at the Antar Putra Cimareme Dealer. The method used is quantitative with multiple linear regression analysis on a sample of 35 people. The results of the study showed that in the partial test (t-test), the t-count value for training (2.374)> t table (1.692) and significance (0.024) <0.05, which means that training has a positive and significant effect on employee performance. For career development, the t-count value (2.483)> t table (1.692) and significance (0.018) <0.05, which indicates a positive and significant effect on employee performance. Overall, training and career development have proven to have a positive and significant effect on employee performance.

The digital era has brought significant changes in various aspects of life, including in the fields of education and career development. Vocational High School students are faced with challenges to prepare themselves for an increasingly competitive and technology-based world of work. This study aims to identify effective career development strategies for vocational students in the digital era. Through literature analysis and case studies, this research found that the utilization of information technology, soft skills development, and collaboration with industry are key to improving students' work readiness. The results of this study are expected to provide insights for educators, students, and stakeholders in formulating career development programs that are relevant and adaptive to the needs of the labor market.    

This study aims to analyze the integration between career guidance, career development, and the curriculum of Vocational High Schools (SMK) in an effort to improve the quality of graduates who are ready to work. Through a descriptive qualitative approach, data were collected from various literature sources and previous research. The results of the analysis indicate that the synergy between career guidance, career development, and relevant curriculum can improve the competence and work readiness of SMK graduates. The implementation of a structured career guidance program, the development of an industry-based curriculum, and collaboration with the business world/industry (DUDI) are the keys to achieving these goals.    

Employee loyalty is an important factor in the sustainability and productivity of a company. This research aims to analyze the efforts made by PT. Jambi Regional Development Bank in increasing employee loyalty and its implications for company productivity.The research method used is a qualitative method. Data was collected through interviews with employees of the credit division of PT. Jambi Regional Development Bank and documentation studies. The research results show that there is a positive and significant relationship between efforts to increase employee loyalty and company productivity. Factors such as increased welfare, career development, a conducive work environment, and effective internal communication play an important role in increasing employee loyalty. The higher the level of employee loyalty, the higher the level of productivity achieved by the company. The implication of this research is that companies need to continue to develop strategies to maintain and increase employee loyalty in order to achieve optimal levels of productivity. The recommendations provided include improving the incentive system, increasing employee involvement in decision making, and providing ongoing training programs.

Based on KPI data at Fave Hotel Olo Padang regarding employees, problems were found with employee performance levels that occurred from June 2023 to August 2023. These performance problems consisted of problems in the work environment, career development and employee engagement. This causes a lack of work effectiveness of employees. The objective of this study is to examine the impact of the working environment and career development on employee engagement at Fave Hotel Olo Padang. The category of research that author conducted was quantitative using a causal associative approach with a survey method, this was used to determine the influence of the Work Environment (X1), Career Development (X2), on Employee Engagement (Y). The population of this research is employees at Fave Hotel Olo Padang. The sample for this research consisted of 45 respondents and used a sampling technique in the form of closed questions which were given to respondents directly. The independent variables examined in this research are Work Environment and Career Development with respect to the dependent variable, namely Employee Engagement, using PLS-SEM analysis techniques and data description. The results of this research show that the Work Environment and Career Development variables have a positive effect on Employee Engagement.  

This research aims to find out how the training provided by Mixue to its employees is to increase the productivity of its employees' performance through questions and answers to obtain the necessary information. This research uses a qualitative, descriptive approach in the form of in-depth interviews with Mixue employees in Lubuk Begalung. The strategy to increase employee performance productivity is an effort made by the company to improve employee performance so that it can be used for the good and progress of the company. In order to achieve the desired targets, companies must develop appropriate strategies. It involves management-oriented human resource planning through a specific set of actions. Productivity refers to an employee's ability to complete tasks according to standards in terms of completeness, cost, and speed, which reflects the utilization of human resources in an efficient and effective manner in the company. Efforts that have been made by Mixue to increase employee performance productivity are by providing skills in the form of introducing SOPs, (1) Carrying out training, (2) Appraising employee performance, (3) Career path (career development), and (4) Conduct regular performance evaluations

Education is a fundamental aspect in shaping the future of the younger generation, and choosing further studies after education at junior high school level is a crucial decision. At UPTD SMP Negeri 10 Kupang, many students, especially in class IX for the 2024/2025 academic year, face difficulties in determining their further study path. To help students plan their careers, implementing Guidance and Counseling (BK) services in the career field is very necessary, one of which is through creating a career tree. A career tree is a visual aid that depicts the career paths and educational pathways that students can pursue based on their interests and abilities. This method aims to provide students with a better understanding of the career options available, recognize their own potential, and plan strategic steps to achieve their career goals. The results of this activity show that making a career tree was successful in providing insight to students, helping them know themselves better, and motivating them to actively seek information about careers and further education. Creating a career tree has proven to be effective as a solution in planning the right career and further studies. Therefore, it is recommended to improve guidance and counseling services, implement career trees regularly, and involve parents and the community in supporting students' career development.

This study aims to describe the employee compensation management system implemented in the Tanjungpinang Class II Port Authority and Municipal Office (KSOP). This study uses a descriptive method with a qualitative approach. Data collection was carried out by interview and direct observation techniques. The sample used in this study is purposive sampling. The informant in this study is Mr. Harry Priambodo, S.Pi. as the head of the administrative sub-division at the Tanjungpinang Class II Port Authority and Municipal Office (KSOP). The data analysis used in this study was carried out through three stages, namely data reduction, presenting data, and making conclusions. The results of the study show that the implementation of the employee compensation management system at the Tanjungpinang Class II Municipal and Port Authority Office has been running in accordance with applicable regulations and has a positive impact on employee performance. This can be seen from the regularity in the management of basic salaries, allowances, and work facilities such as BPJS Kesehatan, BPJS Employment, and supporting equipment. The procedure begins with performance measurement based on discipline and work achievement monitored through digital and manual attendance. The system also supports career development through Periodic Raises and promotions.

The aim of the test is to insure the effect of leadership style partially or simultaneously, work environment, motivation, and employee development on employee performance at Kemendikbudristek. Questionnaires are sent as part of a combined procedure used in this study to collect data. The sample consisted of 95 employees of the Kemendikbudristek, utilizing the Slovin equation with a 5% error rate (e). Analysis of multiple linear regression is the analysis of data technique employed, in addition to t, F, as well as assessments of coefficients of determination. The equation Y = the determination coefficient value obtained, which is the coefficient of determination of the employee performance variable that the variable explains, is the result of the analysis of multivariate linear regression. It is anticipated that this study will examine how Kemendikbudristek employees perform in relation to leadership style, work environment, motivation, and career growth.

The purpose of this research is to build a mutation pattern policy based on Justice, Certainty, and Benefit. this policy is associated with talent management that has been implemented in Financial and Development Supervisory Board (BPKP). The method used in this research is a case study method based on phenomena that occur in BPKP. the result of this research is the formation of a mutation pattern policy, namely mutations based on organizational needs with the pattern Organization - Organization - Domicile and mutations based on employee needs. With this mutation pattern policy, employees are expected to improve their performance. But this research does not further examine the effect of this mutation policy on employee performance and also does not consider other factors such as age, gender of employee and Fund to apply this policy

This study examines the impact of green talent management practices on HR performance quality in eco-friendly hotels in Central Java, Indonesia, using a phenomenological approach. Through in-depth interviews with 24 participants across six star-rated hotels, direct observation, document analysis, and focus group discussions, the research explores how green HRM practices influence employee performance and career development opportunities for young talent. The findings reveal that eco-friendly hotels have implemented various green talent management practices including environmentally-conscious recruitment, sustainability training, green performance management, and employee involvement in environmental initiatives. These practices positively impact multiple dimensions of employee performance: task performance through improved resource efficiency; contextual performance through enhanced teamwork; adaptive performance through increased innovation capability; and environmental performance through strengthened pro-environmental behaviors. The effectiveness of these practices is influenced by top management commitment, integration with business strategy, training quality, organizational culture, and resource availability. Young employees perceive involvement in green initiatives as valuable for developing leadership skills, expanding professional networks, and enhancing market competitiveness, although they identify the need for clearer sustainability-focused career paths. The study contributes to GHRM and talent management literature by explicating the mechanisms linking green talent management with performance outcomes in the hospitality industry context, while providing practical implications for hotel managers seeking to enhance both environmental sustainability and human resource performance. The research underscores the importance of a holistic approach to green talent management that aligns environmental priorities with employee development and organizational strategy.

His study aims to (1) To know and explain the effect of job training on employee performance of PT Ungaran Sari Garment Ungaran Branch, (2) To know and explain the effect of financial compensation on employee performance of PT Ungaran Sari Garment Ungaran Branch, (3) To know and explain the effect of career development on employee performance of PT Ungaran Sari Garment Ungaran Branch, (4) To know and explain the effect of job training, financial compensation, and career development on employee performance of PT Ungaran Sari Garment Ungaran Branch.The method used in this research is quantitative research method. The conclusions of this study are: (1) Job training has a positive and significant effect on employee performance of PT Ungaran Sari Garment Ungaran Branch, (2) Financial compensation has a positive and insignificant effect on employee performance of PT Ungaran Sari Garment Ungaran Branch, (3) Career development has a positive and significant effect on employee performance of PT Ungaran Sari Garment Ungaran Branch, (4) Job training, financial compensation, career development affect employee performance of PT Ungaran Sari Garment Ungaran Branch

This research aims to analyze women's empowerment strategies to improve the quality of female journalists within the DKI Jakarta Indonesian Journalists Association (PWI). Even though the role of women in journalism has increased, significant challenges are still faced in efforts to improve the quality and competence of female journalists. This research uses a qualitative method with a case study approach, which involves in-depth interviews with female journalists, Head of PWI DKI Jakarta, and women's empowerment experts and document analysis related to existing training and development programs. The research results show that empowering women through technical training programs, seminars, and mentoring has proven effective in improving the journalistic skills of female journalists. In addition, support from PWI DKI Jakarta in the form of professional networks, publication opportunities, and access to information resources greatly contributes to the career development of female journalists. However, gender stereotypes and lack of representation in managerial positions remain significant obstacles. The research recommends developing empowerment programs that are more focused on specific aspects such as leadership and media management and expanding the range of support to overcome existing obstacles. With a more comprehensive approach, it is hoped that the quality of female journalists can continue to be improved so that their contribution to the world of journalism can be maximized and positively impact society.

Mathematics education in Indonesia faces significant challenges in raising students' awareness of the relevance of mathematics in daily life and the workforce, particularly in the digital era and knowledge-based economy. This study aims to assess the influence of students' awareness of the importance of mathematics in their future careers. Using a quantitative approach, the research collects data from students at various educational levels and analyzes their views on the relationship between mathematics and career development. The results show that students' awareness of the relevance of mathematics in careers, especially in technology, economics, and science, affects their interest and motivation to study mathematics. These findings indicate the importance of increasing awareness through more relevant and technology-based learning approaches to prepare students to face career challenges in the future.  

This research discusses the importance of talent management as a key element in improving employee performance and maintaining an organization's competitive advantage. Using a literature review approach, this research examines theory and empirical results that are relevant to understanding the impact of talent management on company productivity and competitiveness. The analysis results show that talent management makes a positive contribution to improving the quality of recruitment, employee retention and work productivity through training, career development and mentoring programs. Research also finds a significant relationship between talent management and the creation of unique organizational capabilities that are difficult for competitors to imitate.

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.    

This study aims to evaluate the implementation of Green Human Resource Management (GHRM) policies and their impact on the performance and career development of young talent in star-rated hotels in Semarang City that have adopted the Green Hotel concept. Using a qualitative approach and case study design, data were collected through semi-structured interviews with young employees, HR managers, and hotel management, as well as direct observation and document analysis. The results show that GHRM practices, such as recruitment and selection, training and development, performance appraisal, and employee involvement, have been implemented with varying levels of depth across these hotels. GHRM practices have been shown to positively impact the performance of young employees and open up career development opportunities. However, the effectiveness of GHRM implementation is influenced by various factors, such as management commitment, policy clarity, training quality, resource availability, organizational culture, and communication and feedback systems. The findings of this study contribute theoretically to the GHRM and strategic HRM literature and provide practical implications for HR management in the hospitality industry in supporting sustainable tourism development. These results highlight the importance of synergy between GHRM policies and managerial commitment in creating a work environment that supports sustainability and employee career development, particularly for young talent who have the potential to become future leaders.

This research is motivated by the low motivation of employees in carrying out their main tasks and functions. This can be seen from the lack of enthusiasm of employees in carrying out their duties and the lack of obsession to progress. This low employee motivation is thought to be caused by two factors, namely, less than optimal career planning and the unclear arrangement of career development for employees who are considered to have achieved. The purpose of this study is to determine how career planning affects employee work motivation, how career development affects employee work motivation, and how career planning and development together affect employee work motivation. The method used in this study uses a quantitative descriptive method. To analyze it, correlation and multiple regression statistical test data analysis was used using SPSS version 22.00. The results of the study obtained provide the conclusion that career planning has a positive and significant effect on employee work motivation, career development has a positive and significant effect on employee work motivation, and career planning and career development have a positive and significant effect on employee work motivation.