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Human Resource Management (HRM) plays a crucial role in achieving company strategic goals, especially amidst the challenges of globalization and increasingly fierce competition. This journal discusses the importance of effective HR management in creating competitive advantages and improving organizational performance. With a focus on talent development, employee welfare, and good relationships between management and employees, this research shows that good HRM practices can increase employee motivation, productivity, and loyalty. In addition, this journal highlights the need for strategies that are aligned with business goals to ensure that every individual in the organization contributes optimally. Through analysis of various challenges faced by HR management, including work-life balance and global skills development, this journal provides recommendations for increasing the effectiveness of HR management. It is hoped that the results of this research can become a reference for companies in formulating adaptive and innovative HR strategies, so that they can survive and develop in an era full of uncertainty.

Village officials are government employees in the field of public services who have duties and obligations towards services to the community who work and support the Village Head in carrying out his duties. In the relationship between the government and the community, various concepts are known such as state administrative law which studies the actions in organizing a country, including in villages. Public services are very necessary in fulfilling the desires and needs of the community in the village government.This research was conducted using a normative legal research method. The data collection methods used by the author were interviews and literature studies. Interviews are data collection techniques conducted through face-to-face and direct question and answer between researchers and informants, while literature studies are data processing conducted by systematically analyzing written legal materials with a statutory approach and a case study approach.The results of this study indicate that the performance of village officials in Pasar V Kebun Kelapa Village has not fully implemented good public service performance in terms of understanding of duties and functions, innovation, work speed, work accuracy and work between employees to realize excellent service.

Singular Digital Printing is the name of a business operating in the printing, digital printing, advertising & merchandise sector. As a business activity in providing services to consumers and in the midst of increasingly tight competition, companies are required to provide services quickly and precisely according to the expectations of today's consumers who want smart services. Therefore, in an effort to motivate the performance of its employees, Singular Digital Printing provides rewards in the form of additional income to its employees in the form of incentives, the results of which have yet to be felt. Suryani (2019) states that incentives are stimuli given to employees with the aim of encouraging employees to act and do something for company goals. In this Community Service, the aim is to carry out socialization activities regarding the mechanism/pattern of giving rewards in the form of additional income in the form of incentives so that when implementing incentives there is a standard operational basis/guidelines, and employees know and understand their rights and obligations.  Incentives provided programmatically in the form of performance bonuses, awards or additional allowances have fostered motivation, loyalty and enthusiasm to be more productive and perform better in employees.

Abstract. Human Resource Management (HRM) is essential in today’s digital era to ensure that HR strategies meet the demands of the times. Business transformation driven by digital technology requires an understanding of how HRM responds to these changes and how it impacts employee dynamics. To create strategic initiatives that maximize the integration of technology and HRM, it is essential to understand the implications of technology integration on employee engagement and performance. In the context of the HRM paradigm, this study attempts to unravel the relationship between employee happiness, leadership competencies, and technology adoption. This study aims to explore the dynamics of digital transformation of Human Resource Management (HRM) in startups and examine its impact on employee engagement and performance. This study highlights the significant influence of technology on leadership skills development and the need for adaptive leadership in the digital era. The foundation of engagement is employee satisfaction, and higher levels of engagement are associated with improved organizational performance. These observations underscore the value of developing leadership skills, driving employee satisfaction, and leveraging technology, and provide useful suggestions for HRM practitioners in startups in Indonesia. This study serves as a basis for future research and improvement of HRM methods in different startup ecosystems in Indonesia, which prioritize employee welfare and organizational success in facing challenges in the digital era.

This study aims to investigate whether business environment (X1) and entrepreneurial characteristics (X2) influence the performance (Y) of micro-small enterprises (MSEs) in Pasar Kodam Brawijaya Surabaya. A newly established MSE may find it challenging to navigate in a competitive environment, necessitating anticipation of various possibilities to maintain business performance. The research adopts a quantitative approach with a sample of 287 respondents among business operators in Pasar Kodam Brawijaya Surabaya, selected through simple random sampling. Data analysis employs Multiple Linear Regression, t-test, F-test, and Coefficient of Determination. The findings indicate that both Business Environment and Entrepreneurial Characteristics have a significant simultaneous influence on Business Performance. Specifically, Entrepreneurial Characteristics exert a greater influence on business performance compared to the Business Environment. Therefore, entrepreneurs should focus on aspects such as customer growth, diversifying product offerings, and motivating employees to achieve business goals collaboratively. This approach enables businesses to navigate competitive challenges and sustain themselves under any conditions.

The COVID-19 pandemic accelerated the adoption of flexible work arrangements (FWAs), prompting a paradigm shift in the traditional work model. This study aims to systematically review the literature on the impact of FWAs and organizational culture on work productivity. A systematic literature review was conducted using a rigorous methodology, including database searches, screening, data extraction, and thematic analysis. The search focused on peer-reviewed articles published in reputable academic journals. The findings from the literature review indicate that FWAs and organizational culture have a significant impact on work productivity. FWAs can enhance work-life balance, job satisfaction, and employee motivation, leading to increased productivity. However, challenges such as social isolation, decreased collaboration, and difficulty in maintaining work-life boundaries may arise. Organizational culture plays a crucial role in shaping employee behaviour and performance. A positive organizational culture characterized by trust, respect, and open communication can foster employee engagement and productivity. However, negative organizational cultures can hinder employee performance and job satisfaction. This systematic literature review highlights the complex interplay between FWAs and organizational culture in influencing work productivity. Organizations should strive to create a positive organizational culture that supports employee well-being, provides opportunities for professional development, and facilitates effective collaboration. By carefully designing and implementing FWAs, organizations can harness the benefits of flexibility while mitigating potential challenges. Further research is needed to explore the long-term impact of FWAs and organizational culture on employee productivity and organizational performance.

Performance management is a systematic process used to improve organizational productivity by aligning individual, team and organizational goals. Effective HR management policies are key in helping companies recruit, develop, motivate and retain quality employees. This research uses the Systematic Literature Review (SLR) method as an approach to examine the issues raised, namely employee performance appraisal in a company. The results of the search and evaluation process in this systematic literature review resulted in 19 research journals relevant to the subject being studied. The results show that effective methods for global performance appraisal, such as 360-degree feedback, Management by Objectives (MBO), and performance appraisal feedback, are proven to improve performance quality by providing constructive feedback, ensuring the linkage of individual and organizational goals, and increasing employee motivation.

This study aims to examine the relationship between mental health, non-physical work environment, and the performance of generation Z employees in Bekasi City. Generation Z, who were born between 1995 and 2010 or are currently in the age range of 13-28, are known for their characteristics that include high proficiency in using technology, high levels of involvement in social media. However, Generation Z employees have negative characteristics, namely being easily anxious and stressed when things don't go as they wish. Generation Z feels stress at work caused by their perception of a very competitive work environment, long working hours, and tight deadlines in completing their tasks. This study uses a qualitative method through the distribution of questionnaires. The population in this study were 50 generation Z employees in Bekasi City. This study tested the hypothesis and analyzed the data using SmartPLS (Partial Least Square) Computer Software version 3.0. The results of the analysis show that the influence of mental health has a significant influence on employee performance, while the influence of the non-physical work environment has a significant influence on employee performance.

This study aims to analyze the business development strategy implemented by the furniture industry community in Probolinggo using the balanced scorecard (BSC) method. The method used in this study is a qualitative descriptive analysis method by conducting interviews, observations, and data documentation in collecting the necessary data. Interviews were conducted on 12 informants consisting of 5 informants from business owners in Jorongan Village, Probolinggo, 3 informants from employees, and 4 from consumers. The results of the study based on the Balanced Scorecard through 4 measurement perspectives show that the financial perspective has decreased in ROI, current ratio , and operating ratio. The growth and learning perspective lacks training for employees and does not utilize technology in the form of social media in its marketing process. The company's readiness in implementing BSC must pay attention to the implementation of a BSC-based performance measurement system by first evaluating the suitability of the characteristics and readiness of the company in implementing BSC. Things that must be prepared are evaluating performance so that it can reflect activities in the company in accordance with the vision, mission, strategy, and objectives that have been set.

This research analyzes the role of emotional intelligence in enhancing organizational commitment and employee job satisfaction. Emotional intelligence, which includes the ability to manage one's own emotions and understand the emotions of others, has been shown to improve interpersonal relationships, reduce work-related stress, and strengthen employee commitment to the organization. The methodology employed is a literature review, with data gathered from relevant journals and books. The findings indicate that emotional intelligence significantly contributes to increased job satisfaction and organizational commitment, which, in turn, positively influences employee performance. This study suggests that organizations should implement emotional intelligence training programs to foster a supportive work environment that promotes employees' emotional well-being and enhances overall performance.

UMKM is an economic platform for the community which is a basic component in the development of economic pillars starting from the lowest level, small and medium enterprises (UKM/UMKM) are types of companies in Indonesia which are owned by individuals or business entities in accordance with the criteria set by Law No. 20 of 2008. UMKM is able to defined as business run by individuals, households, or small-sized business entities. The classification of UMKM is based on limits on annual revenue turnover, total assets, and number of employees. The development and quality improvement needs to get serious support for its further growth, this is not only in terms of capital and ease of doing business, but also needs to be done in terms of management up to the ability of the perpetrators, one of that the UMKM perpetrators must learn about management, especially in financial management, starting with simple things such as preparing a cash book. Most UMKM are run by individuals who do not have special skills. UMKM run as they are and do not have a good financial planning system and financial management system, this is one of the weaknesses of UMKM, so they cannot make plans for future business development. The cash book preparation training aims to increase the financial management capacity of Micro, Small and Medium Enterprises (UMKM). The training method is designed to provide a basic understanding of accounting principles, financial statement preparation techniques, and practical applications that are relevant to the needs of UMKM. This training program is expected to improve the quality and financial performance of UMKM, so that they can be more competitive and sustainable in the market.

PT XYZ is a company in the field of construction, development, and management of construction projects. They are responsible for planning, managing, and implementing construction projects, both for infrastructure and commercial buildings. The previous assessment did not have a weighting of the criteria assessment and took time to process the value of each employee because the assessment still used a manual method (assisted by calculator calculations) so that the employee calculation process was processed one by one. This is not in accordance with the director's expectations and has an impact on the assessment being inaccurate and detrimental to the company in terms of time. Therefore, to evaluate the performance of top employees at PT XYZ, this decision support system application was created, with the Technique for Order Preference by Similarity to Ideal Solution (TOPSIS) method which can produce a simple Decision Support System with an easy-to-understand and logical concept in the PT XYZ Employee Performance Assessment.

The purpose of this study was to investigate the partial and simultaneous effects of leadership and incentive on employee’s performance at Hamparan Perak district. The Likert scale approach was utilized to collect data for this study, which employed quantitative methodologies. Using complete sampling, 60 employees from the Hamparan Perak district served as the study's subjects. The study's findings showed that, first, leadership significantly and favorably affects employee performance, as seen by the tcount > ttable value of 6.534 > 1.764, a result value of 0.559, and a sig value of 0.005 < 0.05. Second, tcount > ttable, which is 6.859 ˃ 1.764 with a result value of 0.540 and a sig value of 0.002 < 0.05, indicates that incentive have a positive and substantial impact on employee’s performance. Third, the results of the fcount > ftable, which are 11.897 > 2.608 with a result value of 0.721 and Sig value < 0.05 then 0.004 > 0.05, were obtained concurrently with the F test, demonstrating that leadership and incentives have a significant and positive impact on employee’s performance at Hamparan Perak district.

This study aims to analyze the impact of education and training, motivation, and compensation on employee performance at Bank BNI Main Branch Yogyakarta. A quantitative method using survey and multiple linear regression analysis was employed. A sample of 75 respondents was selected using Slovin's formula from a population of 238 employees. The results indicate that all three variables significantly affect employee performance. Education and training enhance employee skills, while motivation drives employees to commit more to their work. Fair and competitive compensation contributes to employee satisfaction and productivity. This study provides valuable insights for organizations in developing employee-related policies. However, the research is limited to a single branch and employs a quantitative approach, suggesting the need for further studies with a qualitative approach and a broader sample size for more comprehensive results.

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.

The main Tanjung Priok Port Authority (OP) is the technical implementing unit as well as the highest coordinator at the port, having an important role in accelerating activities at the port. The Port Authority is within the Ministry of Transportation and is responsible to the Director General of Sea Transportation. The functions of the Port Authority include regulating, controlling and supervising port activities. To be able to integrate system services at ports, the Ministry of Transportation applies a system, namely the Inaportnet system. Inaportnet is an internet-based electronic service system to integrate standard port information systems in physically serving ships from all agencies and stakeholders at the port. Inaportnet is the leading solution for port services, where the acceleration of data exchange between stakeholders at the port can be done quickly, in order to minimize time and have an impact on speeding up ship services at the port. The performance of employees at the main Port Authority office is a concrete action in carrying out the work that has been given by government agencies. Every government agency always expects its employees to have work performance which will later provide optimal contributions to government agencies. In addition to providing an optimal contribution, it will improve the performance of government agencies. Broadly speaking, the continuity of a government agency is influenced by the performance of its employees. Employee performance has a very important role in running the organization. Employee performance is required to work seriously with their abilities to achieve good work results.

Job training is the key to improving the performance of Technical Service Officers (Yantek) at PT XYZ.. This study aims to evaluate the effectiveness of ongoing job training and identify areas that need improvement. Through an in-depth analysis of the training curriculum, teaching methods, and Yantek performance after training, this study proposes recommendations for optimizing the training program. The results of the study are expected to improve the quality of service to customers and support the achievement of company performance targets.

Every company, whether public or corporate, is established to achieve certain goals. To achieve success, the foundation of competence needs to be considered. Factors are useful to help organizations improve performance. To support the performance of an employee, employees are needed who have performance factors in accordance with the needs needed in a company. This study aims to determine the factors of employee performance seen from indicators of performance knowledge, motivation, organizational culture of the performance of employees of the advanced palm oil plantation cooperative Pirbun West Pasaman in carrying out their duties or work. The research motede used is a qualitative method, data collection techniques are interviews, observations, and document studies. The results of this study obtained the conclusion that the performance factors of employees in the advanced palm oil plantation cooperative (KPS) advanced pirbun pasaman barat are adequate. This can be seen based on indicators put forward by Spencer, namely performance knowledge, motivation, employee performance organizational culture. each of these indicators has been fulfilled in the employees of the advanced palm oil plantation cooperative (KPS) pirbun west pasaman.

Hospital Management Information System (SIMRS) is an information technology designed to manage the entire process of health services in an efficient and integrated manner. SIMRS implementation plays an important role in supporting decision making, increasing work efficiency, and improving the quality of hospital services. The purpose of this study is analyze the effect of SIMRS implementation on employee performance in the health sector. The method used is a The study employs a literature review methode by national research articles published between 2017-2024. Data sources were obtained through the Google Scholar database with keywords related to hospital management information systems and employee performance. The data was analyzed based on research results from several relevant journals. The results showed that SIMRS implementation has a significant influence on hospital employee performance. SIMRS is proven to improve operational efficiency, data accuracy, and speed in health services. The majority of studies reviewed showed a significant relationship between SIMRS and improved employee performance, as indicated by a significance value of p < 0.05 in various studies. SIMRS implementation has a positive impact on employee performance, both in terms of work effectiveness and quality of health services.

Employee welfare is a crucial factor in forming a contribution to productivity and loyalty in the workplace environment. This study aims to explain the relationship between the formation of employee welfare and their level of productivity and loyalty. And the method used in this study is to use a survey involving 200 respondents from various industries. And there are research results obtained that have explained that there is a very significant positive relationship related to the relationship between employee welfare and loyalty and productivity. Which in this study has focused that investment in welfare programs can contribute to organizational performance.