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As internet technology advances, paying for knowledge has become a popular way of learning. This trend has increased the demand for financial management courses among non-financial majors, such as tourism. With Guilin's geographical advantage, many students in the area are pursuing non-financial tourism majors. Therefore, it is crucial to conduct extensive research on this group's willingness to purchase financial management courses, an essential and valuable topic. The knowledge payment market is developing rapidly. Understanding the purchasing intentions of non-financial tourism majors will help grasp market trends and provide market development directions for relevant institutions. The number of respondents for this study was 380. The results of this study show that students’ purchase intention on management courses for their career development would be impacted by performance expectation, effort expectation, and social impact.    

This research discusses the importance of teamwork in improving employee performance in a company. Teamwork is an effective way to unite all employees in achieving company goals with better results. Several important aspects of teamwork include clear goals, open and honest communication, cooperative decision making, and an atmosphere of trust. Research shows that teamwork has a positive influence on employee performance, especially in teams involved in complex knowledge work. Other factors that influence employee performance include competence, work motivation, leadership, and work environment. Employee performance assessments are carried out to improve work quality, career development and compensation adjustments. This research uses qualitative methods with literature studies to explore information from various relevant sources.

Job insecurity is a major concern among employees in various organizations, including public health centers in Banjarmasin City, Indonesia. A systematic literature review was conducted to investigate the influence of job insecurity on turnover intention among community health center employees in Banjarmasin. The results of the analysis carried out on 14 articles showed that job insecurity had a positive effect on turnover intention. Job insecurity can lead to stress, anxiety, and dissatisfaction, which can negatively impact an employee's commitment to their organization and increase their intention to leave. All studies used quantitative research methods with survey techniques for data collection. Strategies to enhance job security perceptions, such as improving communication transparency, offering career development opportunities, and implementing fair and consistent human resource practices, may help mitigate turnover intentions. The findings of the studies highlight the importance of addressing job insecurity to reduce turnover intention and improve employee retention in primary health care in Banjarmasin. Investing in initiatives that cultivate a sense of job security and stability among health workers can contribute to the long-term sustainability and effectiveness of primary healthcare service delivery in the region.

Kalimantan Mandiri Sukses is a service company engaged in the distribution of mining products, especially coal and heavy mining equipment transportation services which has been operating for more than ten years in Banjarmasin. This research aims to analyze work motivation strategies in an effort to improve work performance. Apart from that, another aim is to provide insight into the factors that influence employee work motivation and provide recommendations for increasing employee work motivation and improving their work performance. The method used in this research is descriptive qualitative with data collection techniques through interviews and observation. The data were analyzed using content analysis techniques, with the respondents in this study being employees of PT. Kalimantan Mandiri Sukses was selected using purposive sampling. The research results show that there are several work motivation factors that influence employee work performance, such as incentives, recognition, social support, work environment, and career development. Incentives provided by companies in the form of salaries and bonuses are the main factors in motivating employees. Apart from that, recognition and appreciation from management, social support from colleagues and the work environment, as well as clear career development are also factors that are no less important in motivating employees to improve their work performance at PT. Kalimantan Independent Success.

The aim of this research was to determine the level of lecturers' satisfaction with the quality of the Undergraduate Development Economics Study service program, Faculty of Economics, Trisakti University, and to look for the determining factors of lecturer satisfaction, so that they can find out the dominant factors in the quality of the Undergraduate Development Economics Study service program, Faculty of Economics, University. Trisakti. Research data was obtained by distributing a lecturer questionnaire with 32 questions via online media (Google Form). The results show that the service satisfaction of the study program for Lecturers and Education Personnel of the Development Economics Undergraduate Study Program, Faculty of Economics and Business, Trisakti University is on average good and very good from these aspects: (1) competency development, (2) career development, ( 3) development of research and scientific work, (4) development of community service, (5) additional development and welfare. The implications of these results indicate that lecturers within the scope of the Development Economics Study Program are satisfied with the services provided by the study program, however, because the level of satisfaction is not all very good, the study program in the future needs to improve services.

The emergence of turnover generally begins with turnover intentions (intention to leave) from employees. There are several factors that influence a nurse's intention to leave their job, namely individual characteristics such as age, gender, education level, length of service, marital status, work status, socio-economic conditions, and level of satisfaction. Objective: to determine the factors that influence nurse turnover intention. This type of quantitative research uses a cross sectional design method with a sample size of 105 respondents. The data collection technique uses a questionnaire. Data analysis in this study used the chie square test. Results: The turnover intention rate for nurses at Azra Hospital is quite high, namely 54.3%, the majority of nurses answered that they were dissatisfied with compensation 61%, supervision 50.5%, career development 56.2%, coworkers 50.5%, organizational policies 51.4%. Nurse characteristic variables such as age, marital status, work status, length of service and satisfaction variables regarding compensation, supervision, career development, co-workers and organizational policies have an influence on nurse turnover intention at Azra Hospital. Conclusion: The high level of nurse turnover intention is influenced by nurse characteristic factors, such as young age, marital status, work status as a contract employee, and length of service. The level of dissatisfaction in aspects of job satisfaction, especially those related to compensation, supervision, career development, coworkers, and organizational policies, can trigger nurse turnover intention.

This study examines the work engagement of millennial employees at PT Jamkrindo in 2022. The work engagement level at PT Jamkrindo is reported to be high and has shown an improvement compared to the previous year. However, there are key areas that need to be the company's top priority, namely providing an adequate work environment and ensuring certainty in employee career development. Self-determination acts as a mediation factor, allowing the research to explore and understand the internal processes that occur in the minds and emotions of individuals. How individuals respond to and interpret the work environment and career development personally can explain why and how work engagement is formed, involving psychological factors such as individual goals, values, and self-perceptions. Based on the research findings, the work environment at PT Jamkrindo has a significant impact on the level of work engagement. Similarly, career development at PT Jamkrindo also significantly influences the level of work engagement. The work environment at PT Jamkrindo has a significant impact on the level of work engagement through self-determination as a mediating factor. However, career development at PT Jamkrindo does not have a significant impact on work engagement through self-determination. There is potential for further in-depth research, including a deeper understanding of specific factors in the work environment and career development programs that have the most significant impact on millennial employees.

Abstract Nurse work stress is a condition of the subjective outcome of an individual's life that can be an interaction between an individual and the working environment that can threaten and stress the psychological, physiological, and behavioral behavior of a nurse. Working stress has a negative impact on workers' physical and mental health, decreased performance, lack of career development, and loss of employment. The aim of this study is to find out the relationship between the conflict of double roles and work stress in female nurses at Bhayangkara Hospital, Manado. Research uses analytical descriptive research methods using cross sectional research design. 43 Subjekts were sampled using purposive sampling. Data collection using questionnaires. Analysed with Chi Square statistical tests. Results of the study age of 26-35 years 31 Subjekts (72.1%), the length of work 1-5 years 34 Subjekt (79.1%), number of children 1 child 22 Subjekts (51.2%). The result of the chi square test is given a p value of 0.022, where < α 0.05. The conclusion in this study is that there is a relationship between conflict of double roles and work stress in women nurses at Bhayangkara Hospital, Manado. It is hoped that the hospital will pay attention to the mental health of nurses to improve the quality of services.

The objectives to be achieved from this research are to identify obstacles, improve the role of library managers and the Library Management system, and find out the strengths and weaknesses of SLiMS. This research method uses a qualitative approach. using data collection techniques through interviews, observation and documentation. The informant in this research was the Lhokseumawe State Polytechnic UPT librarian who the researcher had selected according to the research subject criteria. As a result of this research, it can be said that the understanding of Lhokseumawe State Polytechnic UPT librarians regarding the use of SLiMS can be said to be understood by librarians regarding the use of SLiMS. However, managers can operate the software even with limited capabilities. The obstacle to using SLiMS at the UPT of the Lhokseumawe State Polytechnic Library is understanding the technology because they are not used to it and it also comes from human resources (human resources). The task of library managers is to recruit effective human resources and effective career development. Advantages and Disadvantages of SLiMS 7. One of its advantages is that it makes the work of librarians easier and faster in each service. The disadvantage is that if the light goes out, the system cannot be used manually and the software must be able to use a stable network so that it can be used.

In the era of globalization, effective cross-cultural management is crucial for organizations operating in diverse environments. This study examines the cross-cultural dynamics within Microsoft, a multinational technology company with a global workforce. Utilizing the frameworks of Hofstede and Trompenaars, along with insights into corporate culture types and organizational structures, the analysis delves into the cultural dimensions influencing Microsoft's operations. The study aims to provide a comprehensive understanding of how Microsoft navigates cultural diversity in its global business environment, shedding light on the formation of core values and organizational behaviors. Through an in-depth examination, the analysis explores the implications of cross-cultural aspects on human resource management strategies, such as recruitment, performance management, and career development. Insights gained from this study can contribute to Microsoft's sustained global success by informing strategies related to cultural training, onboarding programs, and global rotations. Ultimately, understanding and managing cross-cultural nuances within Microsoft are imperative for fostering integration, collaboration, and optimal productivity among employees from diverse backgrounds and for guiding successful expansions and acquisitions in culturally distinct regions.    

This research explores the impact of implementing incentives at the Bu Ira basic food agency in Krian, Sidoarjo on employee performance, with a focus on sales bonuses and non-financial incentives. The research results show that sales bonuses related to target achievement provide additional motivation for employees to increase sales, especially when bonuses are linked to certain products that have higher profits. Additionally, non-financial incentives such as recognition for good performance have proven effective in building team spirit and increasing job satisfaction. The discussion involved understanding that incentive design must be tailored to the grocery store context, taking into account the unique characteristics of this industry. Sales bonuses, when tied to specific types of products, can provide a greater motivational boost for employees. Recognition of good performance can be realized in the form of promotion or additional training, providing added value in employee career development. Flexibility in incentive design, effective communication, and continuous evaluation of the effectiveness of incentive programs are the keys to success. The results of this research provide insight for business owners and managers in the grocery agency industry to design incentive programs that suit employee needs and business goals, as well as accommodate changes in the industrial environment.

This study aims to determine the role of human resource audits on training and compensation on employee performance and career development as an intervening variable at PT XYZ. The research uses descriptive quantitative method. The population in this study were employees of PT XYZ who were placed in outlets in Taman sub-district, Sidoarjo. The sampling technique in the study used Purposive Sampling Technique with the criteria of employees who deal directly with consumers totaling 35 people. Data obtained by filling out a questionnaire. The data was processed using the SmartPLS statistical tool and analyzed using the inner and outer models. The results of the study found that training and compensation have a positive and insignificant effect on employee performance and training has a positive and significant effect on career development.

In this study, the complexity of motivational factors is closely related to the context of organizational culture, team dynamics, and perceptions of rewards and recognition of individual contributions. Participation in decision-making, opportunities for career development, and interpersonal relationships at work also emerged as important elements in motivating employees. The qualitative analysis highlighted that there is no one-size-fits-all approach to understanding work motivation in this environment. However, the need for recognition of achievement, a sense of involvement in the work process, and support from superiors and coworkers have a significant impact on individuals' motivation levels. This study provides an in-depth understanding of what influences work motivation at the Office of Industry and Trade of North Sumatra Province. The implications of this study emphasize the importance of a sensitive approach to individual needs and preferences in designing effective motivation strategies to improve productivity.

Social Exchange in Women's Dual Roles: A Case Study of Housework and Professional Career. This research investigates the dynamics of social exchange involved in women's dual roles, with a focus on the fulfillment of household work and professional career development. Social exchange theory is used as a framework to analyze how women manage their roles in an increasingly complex contemporary society. Through in-depth case studies, this research explores women's experiences in managing household responsibilities along with their efforts to achieve success in professional careers. The results of this study provide insight into the challenges and opportunities they face in carrying out their dual roles, as well as their impact on gender equality in society. The results of this research have important implications in efforts to increase gender equality and encourage more inclusive social change. This study also provides a basis for better policy thinking in supporting women in navigating their dual roles and achieving success in various aspects of their lives.

Human Resources are the main calculation in achieving organizational goals strongly and efficiently. Organizations must be able to carry out supervision well to achieve ideal business implementation. Every organization generally expects achievements from its representatives because the organization is given the authority to make presentations. The aim of this research is to find out and analyze whether career development and discipline moderated by rewards have an effect on the performance of Informa Queen City Semarang employees. The method used is a quantitative method. The data collection techniques used were literature and questionnaires. The results of this research are that career development has no effect on the performance of Informa Queen City Semarang employees, discipline has a positive effect on the performance of Informa Queen City Semarang employees, career development and discipline simultaneously influence employee performance through rewards.

The human resource base is key to determining the strength or resilience of an organization. In the business world, commitment to the organization is very important. Career and organizational culture negatively affect organizational commitment. The purpose of this study was to determine how the influence of organizational culture and career development on organizational commitment at Grand Rocky Hotel Bukittinggi. Quantitative and causal associative research examines cause-and-effect relationships. Validation and reliability assessments were conducted on ninety people using the saturated sampling method. A type of data analysis known as multiple linear regression analysis was used to investigate the effect of organizational culture and career development on employee commitment. The results showed that organizational commitment at Grand Rocky Hotel Bukittinggi is strongly influenced by career development and organizational culture.

This study aims to analyze the influence of training and work motivation on employee performance in the working environment of Salopa District, Tasikmalaya Regency. Training and work motivation play a crucial role in enhancing employee performance in the public sector, including at the district level. The research employed a quantitative approach, involving employees as respondents in Salopa District. The collected data were analyzed using descriptive statistical techniques and regression analysis to identify the relationship between training, work motivation, and employee performance. The results of the study indicate that training has a positive and significant impact on employee performance in the working environment of Salopa District. With relevant and effective training, employees have the opportunity to develop the skills, knowledge, and competencies required to perform their tasks more effectively. Training can enhance the efficiency, effectiveness, and professionalism of employees in providing services to the community. Furthermore, work motivation also has a significant influence on employee performance. Motivational factors such as recognition, rewards, incentives, organizational support, and career development opportunities can influence employees’ attitudes, work enthusiasm, and dedication to their jobs. Motivated employees tend to have higher performance levels and contribute positively to the achievement of organizational goals

Human resource readiness is an important asset and is the main determining factor in the performance of all activities and institutional activities, so that it can support employee career development. Career development is very important to support life achievements and quality of life as well as job satisfaction with each individual's current achievements. There are two factors in career development that can determine a person's career success, namely internal factors including motivation to progress, intellectual ability, interpersonal skills, level of education, and work experience. Meanwhile, factors that come from outside are the attitude of superiors, the weight of work, job vacancies and work productivity. The aim of this research is to determine the personal readiness of HR in the PKP-PK unit in career development at UPBU Tebelian Sintang and to find out the process, obstacles and solutions regarding HR readiness in career development at the unit (PKP-PK) at UPBU Tebelian Sintang. This study uses a qualitative method. The data collection techniques used were observation, interviews and documentation. The respondents in this research were PKP-PK unit personnel at UPBU Tebelian Sintang. The observations in this research were to conduct reviews and observations at the PKP-PK unit at UPBU Tebelian Sintang. The documentation in this research is activities that occurred in the PKP-PK area at UPBU Tebelian Sintang. The results of the discussion in this research are that Readiness is a process or action carried out by a person to be ready to change or respond to something that can make them ready to provide a certain response or response to a situation and employees in the PKP-PK unit have provided information that their level of readiness is sufficient. far above average. Because it is able to prepare quality human resources who are willing to continue learning and developing themselves and Tebelian Sintang Airport has stages of career development in the Aviation Accident Relief and Fire Fighting (PKP-PK) unit, namely through a proposal process from superiors to be registered and get a queue where there will be further information if there is a call in the queue and then the names that come out must be ready to carry out training to support career development at the PKP-PK unit at Tebelian Sintang Airport.    

The purpose of this research is to explain a strategic approach to the training and development of the Human Resources of the Regional Disaster Management Agency (BPBD) in facing organizational change challenges. This study uses a qualitative descriptive method and a literature study approach. The research is conducted at the Office of the Regional Disaster Management Agency in Bima District. In this research, the data analysis technique used is the interactive model according to Miles and Huberman, which consists of three main components: data reduction, data presentation, and conclusion/verification. The research results show that in the context of natural disasters that are prone in this region, disaster preparedness, disaster management, and emergency response coordination are the top priorities in the training strategy. Involvement of the local community, collaboration with other institutions, and learning from previous experiences are essential elements that can strengthen the readiness of the BPBD in Bima District. Continuous evaluation, career development, utilization of local human resources, and technological innovation are supportive elements in a comprehensive training strategy. Recommendations include the development of long-term training plans, enhanced inter-agency collaboration, and investment in technology that supports disaster management and training. Facing future challenges, such as climate change that can increase the risk of natural disasters, the BPBD in Bima District must continually update their training strategy and ensure that their response to organizational changes and disasters remains relevant and responsive. Therefore, the training and development strategy for HR in the BPBD in Bima District can help strengthen their preparedness and responsiveness in facing the challenges in this region.

The findings and analysis of the research are, 1) The Principal's Performance in Fostering Teacher Professionalism at UPT SD Negeri 141 Gresik includes: peer tutor assistance, training and workshops, mentoring and collaboration, observation and feedback, curriculum development, research and innovation, use of technology, discussion and reflection, qualification improvement, and career plan development; 2) Forms of teacher professionalism include: continuous development, commitment to students, reflection and renewal, professional ethics, collaboration, involvement in decision-making, use of technology, effective classroom management, monitoring and evaluation of students, communication with parents, development of learning materials, career development, and involvement in school activities; 3) Supporting factors include: school management support, resources, school culture, effective communication, professional development programs, constructive performance appraisal, rewards and recognition, understanding of teachers' needs; and inhibiting factors include: limited resources, resistance to change, unclear vision and goals, internal conflicts, time pressure, curriculum incompatibility, high administrative demands, uncertainty of the school environment. In general, school principals must provide professional services in the field of education in order to organize the educational process effectively and efficiently.