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The provision of high-quality instructional materials is a crucial factor in the success of Indonesian Language for Foreign Learners (BIPA) programs, particularly at the advanced level which requires highly contextual content. This study aims to describe and evaluate the content suitability of the Sahabatku Indonesia BIPA 5 textbook. A descriptive-qualitative method was employed, with data collected through document studies. Purposive sampling was used for data analysis, and data validity was ensured through triangulation. The analysis focused on three primary dimensions: (1) the alignment of material descriptions with communicative objectives, (2) the accuracy of the instructional content, and (3) the quality of learning support materials. The findings indicate that the Sahabatku Indonesia BIPA 5 textbook achieves a suitability percentage of 87.5%, categorizing it as highly feasible for instructional use. The implications of this research are expected to serve as a reference for BIPA practitioners in selecting standardized teaching materials and provide constructive feedback for textbook developers in refining competency-based communicative materials.

This study aims to analyze the influence of leadership and human resource quality on work productivity in the Human Resources Division of PT Pembangunan Perumahan (PP) Tbk. The research uses a quantitative associative approach with a census method applied to the entire population of 60 employees in the HR Division. Data were collected through questionnaires and analyzed using simple and multiple linear regression with SPSS 24.0. The results show that leadership has a positive and significant effect on work productivity (regression coefficient = 0.975; determination = 95.1%). Human resource quality also has a positive and significant effect (regression coefficient = 0.978; determination = 95.6%). Together, both variables influence work productivity with a determination coefficient of 96.8%. Leadership and human resource quality are critical factors in improving work productivity. Organizations are advised to develop participatory leadership styles and sustainable competency development programs.

The digital transformation of public service delivery has become a central agenda in contemporary public administration, positioning local governments as critical actors in translating national digital strategies into tangible, citizen-facing outcomes. Despite rapid diffusion of digital platforms and e-government initiatives, substantial variation persists in the performance, inclusiveness, and sustainability of digital public services across local contexts. This variation points to persistent challenges related to administrative capacity constraints within local governments and uneven levels of citizen readiness to access and use digital services. Addressing these challenges, this article presents a comprehensive literature review that aims to (1) map the conceptual evolution of digital public service delivery in local governments, (2) synthesize empirical findings on the roles of administrative capacity and citizen readiness, and (3) identify key theoretical and empirical gaps in the existing scholarship. Methodologically, the study adopts a systematic literature review approach, drawing on peer-reviewed journal articles published in the last five years and indexed in major academic databases, including Scopus, Web of Science, DOAJ, and Google Scholar. The selected literature is analyzed using thematic synthesis, guided by an integrated theoretical framework combining Digital Government Theory and Digital Era Governance as overarching transformation lenses, Administrative Capacity and Capacity Building Theory and Competency-Based Human Resource Management to explain organizational and human resource determinants, Digital Divide Theory and the Technology Acceptance Model to capture citizen-side readiness and adoption dynamics, and Policy Implementation Theory to account for institutional and regulatory mediation. The synthesis reveals several dominant patterns: digital service performance is strongly conditioned by leadership, coordination, information capacity, and workforce competencies; citizen uptake is shaped not only by access and skills but also by perceived usefulness, ease of use, and trust; and policy design and implementation processes mediate the interaction between supply-side capacity and demand-side readiness. Importantly, the review shows that these factors are mutually constitutive rather than independent, challenging linear and technology-centric models of digital transformation. The article concludes by advancing an integrative conceptual understanding of local digital public service delivery and by outlining theoretical implications for digital public administration research as well as practical policy recommendations for designing inclusive, capacity-sensitive, and sustainable digital public services at the local level.

The implementation of Electronic-Based Government Systems (Sistem Pemerintahan Berbasis Elektronik/SPBE) represents a strategic instrument of public administration reform aimed at improving service quality, efficiency, and governance through digital transformation. However, empirical evidence across countries indicates that the effectiveness of digital government initiatives is frequently constrained by persistent competency gaps among public sector personnel. This study conducts a thematic literature review to systematically identify, classify, and synthesize scholarly findings on competency gaps affecting SPBE and digital government implementation within the field of public administration. Drawing on peer-reviewed international literature published over the last decade and indexed in Scopus, Web of Science, and DOAJ, the review applies a narrative–synthetic approach supported by thematic analysis. The findings reveal four dominant dimensions of competency gaps: technical–digital competencies, managerial and digital leadership competencies, cross-sectoral collaborative competencies, and adaptive learning competencies. These gaps are shaped by interacting individual, organizational, and systemic factors, including misaligned human resource management practices, fragmented bureaucratic structures, and limited capacity-building mechanisms. Using Competency-Based Human Resource Management (CBHRM) as the primary analytical lens, and reinforced by Digital Government Theory, Digital Era Governance, and Capacity Building Theory, this study demonstrates that competency gaps are structural rather than merely individual deficiencies. The article contributes theoretically by integrating human resource and digital governance perspectives into a unified analytical framework, and practically by offering policy-relevant insights for strengthening public sector capacity and enhancing the sustainability of SPBE implementation.

Oral communication is a core competency in 21st-century education; however, instructional materials in elementary schools tend to emphasize reading and writing rather than structured speaking practice. This gap highlights the need for innovative learning resources that explicitly foster students’ oral communication skills. This study aimed to develop and evaluate a Project-Based Learning (PjBL) module designed to enhance the oral communication skills of fourth-grade elementary school students. The research employed a Research and Development (R&D) approach using the ADDIE model, encompassing analysis, design, development, implementation, and evaluation stages. The participants were 30 fourth-grade students, and the developed module was validated by three experts in material, media, and language. Data were collected through validation sheets, teacher and student response questionnaires, and pretest–posttest performance assessments.The expert validation results indicated high feasibility, with scores of 95% (material), 94% (media), and 96% (language), yielding an overall average of 95%. Teacher and student responses demonstrated strong practicality (92% and 88%, respectively; average 90%). The effectiveness test revealed a significant improvement in students’ oral communication performance, with mean scores increasing from 67 (pretest) to 86 (posttest), resulting in an N-Gain of 0.65, categorized as moderately high effectiveness. These findings suggest that the developed PjBL module is feasible, practical, and effective in improving elementary students’ oral communication skills. The study contributes to the field of communication-oriented instructional design by demonstrating how structured project-based modules, supported by simple digital enhancements such as QR-linked instructional videos, can systematically integrate speaking practice into Indonesian language learning at the primary level.

Evaluation of training programs at the UPT Balai Latihan Kerja (BLK) in East Java has become an essential component in measuring the success of competency-based training implementation that aligns with labor market needs. This study applies the Systematic Literature Review (SLR) method to answer the research questions regarding the effectiveness of training programs at UPT Balai Latihan Kerja (BLK) in East Java in improving work competencies, the evaluation models used in BLK training programs, and the challenges documented in the design of the evaluation studies. The literature search was conducted through Google Scholar using inclusion and exclusion criteria, guided by the research questions determined by the researcher, and a three-point Quality Assessment framework to assess the methodological rigor and contribution of each journal's evaluation results. From the five journals analyzed, the key findings indicate that BLK training programs in East Java are relevant to workforce development needs and implemented based on the Competency-Based Curriculum (Kurikulum Berbasis Kompetensi/KBK). This study contributes important insights to the understanding of vocational program evaluation at BLK, highlighting that current evaluation approaches possess structured and relevant implementation foundations, and generate a positive impact in supporting the improvement of work competencies among BLK participants and alumni, particularly in the East Java region.

The development of the digital era demands that youth possess practical and applicable information technology (IT) skills to enhance competitiveness in the workforce and entrepreneurship. However, the gap between theoretical knowledge and basic technical skills—such as computer assembly, installation, and troubleshooting—remains a real challenge among youth, particularly in community settings such as the Patitech Academy in Pati Regency. The training program was implemented using experiential learning methods and a participatory approach over three days. A total of 25 participants engaged in a series of activities, including socialization, technical training, intensive mentoring, and evaluation. Measurement instruments included written pre- and post-tests, practical performance observation, and satisfaction questionnaires. Data analysis showed a significant improvement in participant competencies. The average post-test score increased by 40.2% compared to the pre-test, with 85% of participants demonstrating mastery in assembling computers, installing operating systems, and performing basic troubleshooting independently. The troubleshooting aspect recorded the highest increase (45%). The success of the program was supported by direct learning methods, an ideal participant-instructor ratio, and a curriculum relevant to industry needs. Hands-on training proved effective in significantly improving youth technical IT competencies. The program not only built hard skills but also increased participants' self-confidence and independence. For sustainability, it is recommended to develop advanced modules, strengthen industry networking, and establish a digital alumni forum. The findings of this study can serve as a model for developing youth empowerment programs based on digital skills in other communities.

The rapid development of information technology requires improved digital literacy and basic technological skills beginning at the secondary education level. One important competency that needs to be introduced to students is an understanding of computer networks, particularly Local Area Networks (LAN), along with the development of communication and public speaking skills as essential soft skills. This activity aimed to increase the interest and understanding of students at SMP Negeri 6 Sorong City regarding information technology through LAN network education integrated with public speaking training. The activity was implemented using an experiential learning approach combined with student-centered learning, which emphasized active student participation through material presentations, demonstrations, hands-on network cabling practice, and interactive discussions. The program was conducted in three main stages: preparation, implementation, and closing evaluation. The results indicated that students were able to follow all learning activities effectively and demonstrated strong enthusiasm in understanding basic LAN network concepts and cabling techniques. Additionally, students showed increased confidence in expressing ideas and actively participating in discussions. The integration of technical training and soft skill development created a more contextual, engaging, and practical learning environment. This activity also provided valuable experience for the community service team in strengthening communication abilities and applying academic knowledge in real educational settings. Overall, the practice-based LAN education program proved to be an effective approach for increasing students’ interest in information technology while simultaneously developing communication skills from an early age.

This research looks into how site managers in construction projects in Malang City manage and improve their use of human resources. The research is driven by the significance of effective human resource management in ensuring project success and the lack of studies focusing on the operational strategies of site managers within a local context. This study uses a quantitative method that is both descriptive and analytical. It involves giving out a survey to 40 people, including site managers, contractors, and foremen. The independent variables include leadership and supervisory style, human resource planning and workforce allocation, training and competency development, team communication and coordination, performance monitoring and evaluation, as well as motivation and welfare. The dependent variable is the degree to which human resource management is optimized. The results of validity and reliability tests indicate that all research instruments are valid and reliable. Multiple linear regression analysis shows that leadership and supervisory style, along with human resource planning and workforce allocation, have a significant partial effect on improving HRM practices. Other variables have a positive but statistically insignificant partial effect on the estate. Overall, the management of human resources in construction projects in Malang City is considered to be fairly good. This study confirms that leadership and workforce planning are the main strategic factors for site managers in improving the effectiveness of human resource management in construction projects.

The transition toward LNG, hydrogen, and ammonia propulsion systems represents a transformative shift in maritime decarbonization, introducing new technical, safety, and operational complexities. This study critically examines the effectiveness of Internet of Things (IoT) monitoring systems in enhancing propulsion efficiency, safety assurance, and regulatory compliance within alternative fuel vessels. Using a qualitative comparative design, data were collected from industry experts, maritime lecturers, and maritime graduates through structured thematic analysis. The findings indicate very high overall effectiveness, with safety assurance scoring highest, followed closely by propulsion efficiency and operational compliance. Cross-group analysis reveals strong consensus regarding IoT’s role in real-time leak detection, predictive engine diagnostics, and emission monitoring transparency. The study contributes by bridging propulsion engineering, digital monitoring technologies, and maritime governance perspectives, highlighting the importance of competency development for deck officers in interpreting IoT-generated data. The research demonstrates that IoT systems are foundational enablers of safe, efficient, and sustainable alternative fuel operations, supporting maritime economic resilience and long-term decarbonization strategies.

This study examines the integration of technology in the process of Human Resource (HR) transformation through the perspective of employee data analytics as a strategic approach to modern HR management. The primary focus of the study is to analyze the impact of the simultaneous integration of digital HR systems and organizational digital transformation on improving the efficiency of HR functions, with organizational agility positioned as a moderating variable that strengthens this relationship. In addition, the study explores the potential optimization of Artificial Intelligence (AI) technologies and predictive analytics methods, such as Bayesian Optimization, in predicting workforce dynamics, including employee attrition risk and competency development needs, while also bridging the analytical skills gap among HR practitioners. The research method employed is a systematic literature review of relevant scientific publications from 2021 to 2025, selecting sources that address digital HR transformation, HR analytics, and the application of AI in organizational contexts. The findings indicate that digital HR systems have a strong and significant effect on enhancing operational efficiency and the quality of HR decision-making, and this effect becomes more optimal when supported by a high level of organizational agility. Furthermore, AI and predictive analytics are proven to generate more accurate predictions and simplify technical complexity, making them easier for HR practitioners to adopt. This study concludes that the success of HR transformation requires a holistic approach that aligns the use of advanced technologies with organizational capabilities, human resource readiness, and ethical considerations to create sustainable organizational value.

Indonesia's rapidly expanding demand for certified seafarers places mounting pressure on vocational maritime schools to produce engine-room-ready graduates within compressed instructional timeframes. Entry-level students at Sekolah Menengah Kejuruan Pelayaran — Indonesia's vocational maritime high schools — frequently lack foundational machinery literacy, creating dangerous competency gaps before formal sea service begins. Existing learning modules for introductory marine engineering courses rarely apply contextual or project-based approaches tailored to beginners unfamiliar with propulsion systems, auxiliary machinery, or fuel delivery systems. This study develops and validates contextual learning modules specifically designed for introductory marine engineering at the vocational level, employing a design-based research methodology across two SMK Pelayaran cohorts in East Java. Module development proceeded through three iterative phases: expert validation, small-scale trial, and full-scale implementation with pre-test and post-test evaluation. Findings demonstrate that contextually designed modules — anchored in real machinery scenarios, peer collaborative tasks, and technology-supported visual content — produce statistically and educationally significant learning gains in basic marine machinery literacy compared to conventional textbook instruction. The study contributes a validated, replicable module design framework for pre-cadet marine engineering education and recommends its adoption within the national vocational maritime curriculum structure.

Maneuvering operations represent the most dynamically complex and operationally hazardous phase of a vessel's voyage, demanding precise real-time coordination between deck officers at the bridge and engineer officers in the engine room. Communication breakdowns at this critical interdepartmental interface have been consistently implicated in propulsion-related maritime accidents, yet the collaborative decision-making processes that govern bridge-engine room interaction during maneuvering remain insufficiently examined in the research literature. This study investigates collaborative decision-making patterns between deck and engineer officers during main engine telegraph operations, employing a qualitative observational design grounded in human factors engineering and Crew Resource Management theory. Through 72 hours of structured simulation observation across two maritime training centers and 36 semi-structured officer interviews, the study documents communication pattern frequencies, decision latency behaviors, information-sharing strategies, and CRM competency profiles across both officer categories and experience levels. Findings reveal persistent asymmetries in situational awareness, authority gradient distortions under time pressure, and a systematic underutilization of standardized communication protocols during non-routine maneuvering events. The study contributes a dual-department collaborative framework for bridge-engine room operations and offers evidence-based recommendations for integrated officer training design and propulsion safety protocol development.

This research investigates competency gaps between maritime education curricula and Industry 4.0 shipping industry requirements from stakeholder perspectives within Indonesian maritime training contexts. Employing qualitative-dominant mixed methods, the study gathered insights through Focus Group Discussions, interviews, and surveys with forty-two participants comprising maritime students, lecturers, and veteran practitioners at Sekolah Tinggi Ilmu Pelayaran Jakarta. Thematic analysis revealed substantial competency gaps (mean gap score: 1.96/5.0) between stakeholder-perceived competency importance (4.46/5.0) and current curriculum adequacy (2.50/5.0). Cybersecurity awareness exhibited the largest gap (2.6 points), followed by data analytics (2.2 points) and AI/machine learning understanding (2.3 points). Faculty expertise limitations (29%) and infrastructure constraints (25%) emerged as dominant transformation barriers. Findings demonstrate urgent need for competency-based curriculum transformation integrating digital literacy, data analytics, cybersecurity, and adaptive learning capabilities alongside traditional maritime competencies. The research emphasizes integrated remediation strategies combining systematic curriculum reform, enhanced pedagogical approaches prioritizing practical hands-on learning, strengthened industry-academia partnerships, comprehensive faculty development programs, and strategic infrastructure investments preparing maritime graduates for technologically transformed operational environments.

This study aims to analyze the mechanism for managing ship crew position mutations at the Class I Harbor Master and Port Authority (KSOP) Office in Dumai, conducted by PT. Samudera Sarana Karunia Dumai. As a shipping agency, PT. Samudera Sarana Karunia plays a vital role in ensuring the administrative legality of personnel changes on board. The research method employed is descriptive qualitative, utilizing data collection techniques such as field observations and library research by reviewing maritime regulations and human resource management theories. The results indicate that the mutation mechanism involves several stages: application submission, competency document verification, institutional approval, and the sign-on/sign-off process in the seafarer's discharge book. Despite established procedures, several obstacles were identified, including administrative delays, incomplete supporting documents, and a lack of understanding among crew members regarding the applicable mutation procedures. These issues lead to operational time inefficiencies for the vessel at the port. The study concludes that strengthening coordination between the agency and the crew, along with meticulous document validation, is essential to streamline the position mutation process and support the vessel's seaworthiness.

This study aims to analyze employee performance and identify factors that need to be considered in efforts to improve employee performance at PT. Bank Negara Indonesia (Persero) Tbk Maumere Branch Office using the Performance Analysis Quadrant (PAQ) method. Data were collected through interviews and questionnaires. Interviews were used to obtain an overview of employee performance which was analyzed descriptively qualitatively, while questionnaires were used to measure aspects of employee knowledge and work attitudes which were then analyzed using PAQ. The results of the study indicate that in general employee performance is in the good category and has been in accordance with the company's operational standards, however there are still obstacles in the aspects of work quality and timeliness, especially during high workloads. PAQ mapping shows that most competency attributes are in Quadrant A (motivation) and Quadrant D (training), so that improving employee performance needs to be focused on strengthening work motivation, improving work processes and environments, and implementing ongoing training.

The gap between vocational students’ competencies and the needs of the digital creative industry requires efforts to enhance students’ technological and creative skills. This community service program aimed to improve the digital competence and creativity of vocational students through Canva-based motion graphics training. The program was conducted at SMK Swasta Nur Azizi Tanjung Morawa using lectures, demonstrations, hands-on practice, and mentoring methods. The results showed that participants were able to understand bassic motion graphics concepts and produce simple animated works using Canva. Evaluation results indicated that more than 80% of participants were able to operate Canva’s basic animation features, and all participants successfully produced at least one motion graphics project, with an average competency improvement of approximately 30% compared to pre-training levels. Overall, the training proved effective in enhancing students’ creative skills, confidence, and readiness to meet the demands of the digital creative industry.

The competitiveness of gig workers in the digital economy era raises issues such as competency gaps with market needs and instability in the quality of gig workers' work. This study explains the influence of training, work skills, and independent learning on the performance of gig workers who participate in training programs at the Central Java Province Cooperative and SME Training Center. Therefore, this study aims to examine the influence of each variable partially and simultaneously. This study uses a quantitative approach by distributing questionnaires to the entire population or using a saturated sample of 50 gig workers participating in training at BALATKOP UKM. The data was obtained using a Likert scale questionnaire instrument compiled based on the operational definitions of the variables and analyzed using multiple linear regression analysis to test the influence of training (X2), work skills (X2), and independence (X3) on performance (Y). The results of the study show that training, job skills, and independent learning each have a positive and significant effect on gig worker performance, and simultaneously, these three variables have a 66.5% effect on performance. This synthesis of findings confirms that gig worker performance is not only determined by the quality of training programs and technical skill mastery, but also by the ability to manage the learning process independently. Therefore, the conclusion is that the development of training programs at BALATKOP UKM needs to be designed in an integrated manner to simultaneously strengthen training, work skills, and independent learning as a strategy for improving the sustainable performance of gig workers.

This article aims to analyze the role of human resource management in improving organizational performance and formulate strategic recommendations based on improvements in human resource management practices. The theoretical foundations used include strategic human resource management theory, organizational performance theory, and work motivation theory, which are used to examine the functions of workforce planning, competency development, performance appraisal, and reward systems. This study employed a qualitative, descriptive-analytical approach, with data collection techniques including in-depth interviews, non-participant observation, and documentation studies. Data analysis was conducted using an interactive qualitative analysis model that encompasses data reduction, data presentation, and conclusion drawing. The analysis results indicate that workforce planning based on organizational needs, continuous competency development, an objective performance appraisal system, and a performance-based reward system are directly related to increased effectiveness, productivity, and stability of organizational performance. Furthermore, efforts to improve human resource management practices through policy evaluation, strengthening strategic planning, enhancing internal communication, and data-driven decision-making have proven to be a strong foundation for formulating strategic recommendations for the organization. The study's conclusions confirm that the systematic and strategic integration of human resource management functions is a key factor in achieving sustainable organizational performance and adapting to changes in the work environment.

This study aims to analyze in depth the human resource management (HRM) strategies in improving employee performance at the PT JVC Kenwood Cooperative. This research employs a qualitative approach with a descriptive exploratory method to describe actual conditions in the field. Data were collected through in-depth interviews, direct observation, and documentation involving cooperative management and employees. The results indicate that the implemented HRM strategies include systematic workforce planning, internal-based recruitment, training and competency development, provision of both intrinsic and extrinsic work motivation, and the application of a continuous performance evaluation system. The implementation of these strategies has proven effective in improving employee productivity, discipline, and work quality. In addition, these strategies contribute to creating a conducive work environment, increasing job satisfaction, and strengthening employee loyalty to the cooperative. Therefore, effective human resource management plays a crucial role in supporting the success of cooperative organizations in achieving their goals optimally.