Publication Search

The Srikandi group is a group of women who have concerns about the Prevention of Trafficking in Persons (TPPO). Therefore, the Kita Institute packages TPPO as a strengthening of the women's economy, namely by empowering the women of the Srikandi Group through training in making various chili sauces. This study aims to describe the implementation process, success, supporting factors and inhibiting factors. This study uses a qualitative approach with research subjects including Kita Institute managers, Srikandi Group Managers, and Srikandi Group Members. The data validity technique uses source triangulation with data analysis technique using data collection, reduction, presentation, and conclusion drawn. The results of the research that have been carried out show that 1) The process of implementing women's empowerment in the Srikandi Group consists of three stages. The first stage is awareness through socialization and motivation. Then, the ability transformation stage is to increase knowledge and skills in making various chili sauces. The last stage is capacity improvement, where the women of the Srikandi group have been able to produce various chili sauces independently. 2) Women's empowerment of the Srikandi group succeeded in producing a variety of quality chili sauce with a durability of two months and increasing income 3) Supporting factors for empowerment are the availability of human resources, natural resources, infrastructure, high motivation of participants, female participation, and work partners. Meanwhile, the factors that inhibit empowerment are difficulties in adjusting the time and lack of confidence of Srikandi group women to start their own business.  

The Srikandi group is a group of women who have concerns about the Prevention of Trafficking in Persons (TPPO). Therefore, the Kita Institute packages TPPO as a strengthening of the women's economy, namely by empowering the women of the Srikandi Group through training in making various chili sauces. This study aims to describe the implementation process, success, supporting factors and inhibiting factors. This study uses a qualitative approach with research subjects including Kita Institute managers, Srikandi Group Managers, and Srikandi Group Members. The data validity technique uses source triangulation with data analysis technique using data collection, reduction, presentation, and conclusion drawn. The results of the research that have been carried out show that 1) The process of implementing women's empowerment in the Srikandi Group consists of three stages. The first stage is awareness through socialization and motivation. Then, the ability transformation stage is to increase knowledge and skills in making various chili sauces. The last stage is capacity improvement, where the women of the Srikandi group have been able to produce various chili sauces independently. 2) Women's empowerment of the Srikandi group succeeded in producing a variety of quality chili sauce with a durability of two months and increasing income 3) Supporting factors for empowerment are the availability of human resources, natural resources, infrastructure, high motivation of participants, female participation, and work partners. Meanwhile, the factors that inhibit empowerment are difficulties in adjusting the time and lack of confidence of Srikandi group women to start their own business. Keywords: , , 

Education plays an important role in the progress of a nation, the high number of Islamic communities in Indonesia, including in Deli Serdang Regency, can be ensured that Muslims in Indonesia have an important role in the progress of a nation. Professor Toshiko Kinosita stated that Indonesia's human resources are still very weak to support industrial and economic development, the reason is because the government has never placed education as the most important priority, there are still various education problems that have not been resolved, such as limited education funds. , shortage of teaching materials, low number of skilled teaching staff, and inadequate facilities. To advance the nation's education, development is needed both in terms of physical and learning methods. Therefore, one effective solution is to build a Tahfidz Islamic Boarding School based on General Education. The development of science requires society to choose between focusing on knowledge in the field of religion or academics in general. Often people dream of mastering balanced knowledge, but many schools only focus education on one scientific field and reduce the quota in other fields so that knowledge becomes unbalanced. Tahfidz Islamic Boarding School is designed to provide knowledge and comfort in the learning process, equipped with adequate facilities and infrastructure as well as a more aesthetic building shape. This research aims to analyze the challenges and obstacles in developing the Tahfidz Islamic Boarding School based on General Education, and develop an inclusive and friendly solution environment. The focus is on meeting the needs of varying user abilities, while ensuring good accessibility and sustainability. In the design, building design innovations are also proposed to achieve this goal, taking into account aesthetics and Islamic values ​​in accordance with the function of the building. The methods used include mixed qualitative methods with observation, comparative studies, case studies, interviews and document analysis. The building which applies Islamic architectural concepts in the design of the Tahfidz Islamic Boarding School will also consider Islamic aesthetics and values ​​in its application.

One of the most important management tools is resources. All levels of management should realize the importance of human resources. No matter how sophisticated technology is today, the human factor still plays an important role in the success of an organization. It can even be said that management is essentially human resource management. Human resources are employees, employees, workers or people who work. This research uses a qualitative descriptive approach associated with a literature review study. Qualitative research methods are methods or research to investigate and understand a key indicator. The data collected in this study were analyzed using research articles published in reputable national and international journals, books, magazines, and conferences. For the initial preparation of this article, a research method was selected that serves as a starting point for researchers interested in the topic. The results of this study The importance of human resource planning is measured by the department's operations which cannot be separated from the need to obtain quality human resources so that with better and more precise human resource planning, the right people can be appointed to the right positions and more easily identified. The combination of human resource planning and strategic planning is one of the innovations that many business people and industry experts are doing to improve the quality of human resources.

Human resources as a resource in a company have a strategic role compared to other resources. Humans play a very important role in the development of a company. If a company has higher quality human resources than its competitors, then its performance will definitely increase. Human resource and competency planning in a company plays an important role in improving human resources, especially in terms of employee performance, employee performance to help achieve company goals. In this case, employee performance is a result that can be achieved by an individual or group of people in a company organization according to quantitative or qualitative aspects, considering employee compensation. Apart from that, a mismatch between an employee's competency (the employee's educational background and skills) and their job can also make the employee uncomfortable with what they are doing. This of course greatly affects the level of work productivity in the company. Competencies can clarify work standards and expectations that the company wants to achieve and can make it easier for companies to align work behavior with organizational values. Apart from that, HR planning as an activity is a process of how to meet current and future workforce needs for an organization. In meeting current workforce needs, the HR planning process means efforts to fill/cover workforce shortages both in quantity and quality. HR planning emphasizes forecasting efforts regarding workforce availability based on needs in accordance with future business plans.

Job analysis is the key to planning human resources effectively. This involves a deep understanding of the duties, qualifications, and responsibilities of a job. With proper analysis, organizations can plan recruitment, selection, development and assessment of employees in accordance with the needs of the position. It also helps ensure employee-job match, increases productivity, and achieves organizational goals. In the context of human resource planning, job analysis is the foundation that enables efficient and strategic workforce management

As company organizations develop, the need for training both functionally and technically is very necessary, apart from filling positions but also in order to meet the demands of work and service needs to the community. The problem is, how human resources (employees) are able to meet the expectations that have been set based on the vision and mission of an institution, organization or company, from this problem it seems that there needs to be a balance between company orientation. which will be directed at the performance that must be expressed by employees in realizing optimal organizational development. In this article, the research used is qualitative descriptive research, so it uses phenomena in which there are interview points. The phenomenon used as a reference is development, education and training as well as employee performance skills. This phenomenon is then used as a reference to determine the efforts made by institutions, organizations and companies to improve employee human resource capabilities. Based on the results of interviews that have been conducted, it can be seen that in improving the quality of human resources, the role of education and training is very necessary, especially after trainees have attended training, because to know employee development, continuous evaluation is needed to monitor progress. Education and training are very necessary in order to improve the abilities, professionalism and discipline of employees which are then used as the driving force for achieving the company's vision and mission.

The Binjai Library has developed a technology-based information service system to improve service quality for the community. This study aims to audit the information service system of the Binjai Library using the COBIT 5 framework. Based on the analysis, it was found that the information system has not reached the expected target levels in all domains. The average maturity level calculation shows a score of 1.43 or 143%, which is classified as Fully Achieved. Key findings include the near alignment of human resources and IT capabilities with institutional needs, suboptimal innovation in services, and the need for improvement in HR management and communication. This study concludes that the Binjai Library needs to implement improvements and innovations to enhance the performance of the information system and service quality.  

This study examines the effect of reward and punishment on employee performance at PT Nadia Rahma, it is important to understand these dynamics in improving the quality of human resources in the era of globalization. The methodology used is a quantitative approach with multiple linear regression, involving 48 employees selected using the saturated sample technique. The results show that reward has a positive and significant effect on performance, while punishment has a negative and significant effect. Simultaneously, these two variables affect performance by 18.4%. These findings are in line with previous research, but also highlight the negative impact of excessive punishment. This study adds novelty by identifying the percentage effect of reward and punishment, providing an in-depth insight into the interaction of the two variables in the context of demolition companies.  

This research explores the interconnection between religious moderation and the values of Pancasila as an expression of patriotism in the context of Indonesia. Through a qualitative approach combining literature analysis and theoretical review, this study identifies that religious moderation substantially aligns with the principles of Pancasila, emphasizing unity, social justice, democracy, and civilized humanity. These findings highlight the pivotal role of Pancasila values in shaping a pluralistic and inclusive national identity, as well as in promoting interreligious harmony in Indonesia. The discussion underscores the importance of enhancing religious education oriented towards moderation, strengthening the role of religious institutions in promoting dialogue and tolerance, and encouraging community participation in fostering harmony. The proposed recommendations include expanding proven-effective religious moderation programs and allocating adequate resources to support the practical implementation of Pancasila values in everyday community life. This research aims to provide guidance for policymakers, academics, and practitioners to strengthen the foundation of interreligious harmony and advance Pancasila values as the moral and ethical cornerstone of the Indonesian nation.

Organizational commitment is one of the main factors that influence how human resource planning will be taken. This is inseparable from the influence of organizational commitment in many areas of human resource management. On the other hand, personality that influences organizational commitment is an essential part that is inherent in every individual that makes it difficult to change. Therefore, this study aims to determine the effect of individual personality on organizational commitment which indirectly affects organizational human resource planning. From the results obtained, personality in general has a significant influence on organizational commitment. However, a more in-depth study is needed using each personality theory and specific organizational fields.    

The Creative Industry in Indonesia has experienced significant growth. However, it faces challenges such as low quality of human resources and inadequate facility accessibilityThe Creative Industry in Indonesia has experienced significant growth. However, the challenges lie in the low quality of human resources and inadequate accessibility to facilities. One solution is to provide creative hub facilities as centers for collaboration, innovation, and the development of the creative industry business. This research aims to analyze the aspects of creative hub in enhancing creativity and the development of the creative industry business in Kabupaten Asahan. The method used in this research is a mixed-method approach, combining qualitative and quantitative methods, involving a comparative study of buildings with similar functions and a survey using questionnaires with 30 respondents, particularly those who have used creative hubs and the general population of Kabupaten Asahan. The results show that creative hub facilities in Kabupaten Asahan play a crucial role in enhancing creativity and the development of the creative industry business. Users tend to prefer facilities that support collaboration and innovation, as well as those that provide comfort such as prayer rooms and green open spaces. This emphasizes the potential of creative hubs as centers for developing creative potential and the creative industry business in the Kabupaten Asahan area.  

Globalization has changed higher education institutions to improve quality and competitiveness towards becoming a world class university (WCU). Therefore, the research objective is to determine WCU using the balanced scorecard (BSC) approach with 5 (five) perspectives). The research design is a qualitative approach. This research is a case study research, namely Darussalam Gontor University (UNIDA Gontor). Data analysis is inductive, with exploratory descriptive analysis techniques. The research results show that in order to move towards WCU from the perspective of (1) organizational changes: research, it is necessary to increase international collaborative research and international publications, (2) human resource policies, it is necessary to increase the number of lecturers with professor and doctoral degrees. (3) academic programs, need to be pioneered by internationally accredited study programs, (4) Internal Governance, UNIDA Gontor has established itself as a millennial Islamic boarding school campus and is designated as a campus that implements the best integrity zone at PTKI and (5) Financial, UNIDA Gontor needs to develop and explore resources -funding sources from domestic and foreign partners to strengthen internationalization programs towards WCU.

The strategy to improve the quality of higher education cannot be separated from a development system that is planned, directed and organized in running the organization, productive efforts and breakthroughs really need to be carried out and developed because higher education is a forum for producing intellectual generations as well as producing generations who have moral character. The strategy for improving the quality of higher education does not only start from building adequate infrastructure but also must pay attention to increasing the competency of human resources (HR), so that they have good quality competence, both at the national and international level because quality universities are capable of responding to the challenges, needs and desires of society in line with the progress and development of science that continues to advance.

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

Effective Human Resources (HR) management is the key to the success of every company in achieving its strategic goals. In this context, recruitment, selection and placement of employees plays an important role as the first process that determines the quality and performance of a company's workforce. This study covers recruitment, selection, factors influencing selection, as well as the recruitment and selection process. The data collected is analyzed comprehensively to identify patterns, trends, and relationships between the recruitment and selection process, its factors, and placement in organizational performance. The results of this study are intended to provide valuable insights for human resource managers. The practical implications of this research will lead to the development of selection factors, more accurate recruitment and selection processes, and more targeted staff placement, which will ultimately improve overall organizational performance.

Staffing in educational administration is a structural management process that aims to obtain effective employees to fill vacant positions in educational institutions. This function involves attracting, selecting, developing and using human resources to achieve organizational goals effectively and efficiently. In educational institutions, staffing is very important to ensure that employees are placed in positions that match their competencies, so that organizational goals can be achieved more easily. In its implementation, staffing must be guided by clear rules and pre-determined prerequisites, as well as taking into account factors such as the wishes of the organization, the wishes of the workforce, expiring work contracts, labor regulations, retirement and death. Thus, staffing can help improve employee performance and achieve educational goals more effectively and efficiently.

This study aims to analyze the implementation of public sector accounting in increasing financial transparency and accountability in local governments. The research method used is qualitative descriptive with data collection techniques through interviews, observations, and documentation. The results show that the effective implementation of public sector accounting can increase financial transparency and accountability, although there are still several obstacles such as the lack of competent human resources and adequate technological infrastructure.    

This research aims to assess how efficient and effective regional financial management in Semarang Regency utilizing secondary data from the Central Statistics Agency (BPS) for the years 2018–2022. Data were collected through literature study, non-behavioral observations, and data analysis using efficiency ratio and effectiveness ratio. The results showed that the level of efficiency of Semarang Regency’s regional financial management fluctuated and was generally inefficient, with a ratio ranging from 91% to 108.51%. Meanwhile, The efficiency of local financial management tends to be better, with a ratio ranging from 93.62% to 121.10%. Therefore, the Semarang Regency government is advised to increase Regional Original Revenue (PAD) and optimize the efficiency of financial management through improving the quality of human resources.

Management of human resource (HR) diversity in organizations. HR diversity includes differences in race, ethnicity, gender, age, religion, disability, sexual orientation and cultural background. There are several challenges faced by organizations in managing HR diversity, including potential conflicts between employees, bias and discrimination, as well as difficulties in building cohesive teams. However, diversity also brings various opportunities, such as increased creativity and innovation, market expansion, and the ability to attract the best talent from various backgrounds. To maximize the benefits of HR diversity, organizations need to implement inclusive management strategies, such as diversity awareness training, anti-discrimination policies, and mentoring programs. In conclusion, effective HR diversity management not only helps organizations create a harmonious and productive work environment, but also provides a competitive advantage in an increasingly global and dynamic market.