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The WISN method is a resource management tool that calculates staff needs based on workload for certain staff categories and clearly the facility and type of health facility. This tool can be applied nationally, regionally, in health facilities, namely it is easy to use both technically, comprehensive, realistic and makes it easy to determine variations in human resource needs in various types of health services such as community health centers and hospitals. The aim of this research is to analyze the need for nursing staff based on workload using the Workload Indicator Staff Need (WISN) method in the Inpatient Room at RSUD dr. R.M. Djoelham Binjai in 2023. The research design used was descriptive research using observational techniques. The population in this study were all nurses in the Inpatient Room at RSUD dr. R.M. Djoelham Binjai, numbering 61 nurses, this population sampling was carried out using purposive sampling. The number of samples to be studied was 61 people. Data analysis was carried out using the WISN analysis. After the data was obtained from filling out the questionnaire by the researcher based on observations, recording and adjustments were made to the work documentation carried out by the nursing staff in the Inpatient Room. The results of research based on WISN method calculations show that the need for nursing staff in the Inpatient Room at RSUD dr. R.M. Djoelham Binjai still lacks 3 nursing staff. The conclusion was that there was an influence between working time, activities of nursing staff, workload standards, slack factors and calculations of nursing staff needs for nursing staff on the need for nursing staff in the Inpatient Room at RSUD dr. R.M. Djoelham Binjai, it is recommended that the Head of the Inpatient Room need to evaluate the division of tasks so that the nursing service process can be carried out well and improve the quality of service in the Inpatient Room at RSUD dr. R.M. Djoelham Binjai

Health human resource management is a crucial aspect in efforts to improve the level of public health and improve the quality of services in health facilities. Health resources play a key role in the transformation of health development in Indonesia. Good implementation of health service management in health facilities is needed so that health development in Indonesia can run optimally. This research uses a literature review method with an article search strategy via Google Scholar. Articles were selected based on the inclusion criteria in this study. The research results show that the implementation of health human resource management in health facilities is still not optimal, which causes a shortage and inequality of health human resources in these facilities. The government and related agencies are expected to be able to improve the health resource management system by analyzing health human resource needs. In addition, efforts need to be made to educate and distribute health human resources in health facilities to ensure more equitable and quality health services.

Indonesia has enormous marine and fisheries potential because of its vast sea area. Human resources in managing fishery products have not maximized the potential of fishery products. Therefore, in order to maximize the potential of fishery products, quality human resources are needed. Since human resources are an important part of an organization, including in the Indonesian fisheries industry, human resource management and development is very important for the success of an organization. The method used is qualitative research method, more precisely literature research. The literature research process is carried out by reviewing the literature and analyzing the relevant topics combined. Literature search can utilize sources in the form of journals, books, dictionaries, documents, magazines and other sources without conducting field research. The results found that in optimizing in improving the performance and sustainability of the fisheries product management industry, it is important to optimize human resources. Many approaches can be used to improve operational efficiency. Increase efficiency in all stages of production, from fishing to distribution, with the adoption of advanced technology and automated equipment. Training and Skills Development ensures that employees have a good understanding of the latest practices and technologies through regular training that enhances their technical and managerial skills. Good Production Planning and Management; Energy and Resources Management; Use of wise energy and resource management practices to reduce operational costs Partners and Collaboration: Work closely with suppliers, distributors, and relevant institutions to improve supply chain efficiency and coordination. Training and Skills Development ensures that employees have a good understanding of the latest practices and technologies through regular training that enhances their technical and managerial skills. Good Production Planning and Management; Energy and Resources Management; Use of wise energy and resource management practices to reduce operational costs Partners and Collaboration: Work closely with suppliers, distributors, and relevant institutions to improve supply chain efficiency and coordination.

Many madrasahs are in the spotlight of the community regarding the quality of human resources of educators and education personnel, especially in madrasahs, this is because in addition to the very large number, the quality of management of educators and education personnel so far has not been able to be on par with other general education. However, madrasah institutions need to carry out strategies, one of which is the implementation of Planning, Organizing, Actuating, Controlling educators and education personnel continuously. The focus of this research is Human Empowerment Management in Educators and Education Personnel applied in Madrasah Aliyah Nurul Iman, in this case includes: Recruitment planning personal approach and selection that is not relevant to educational background. Organizing with placements that are directly arranged by the Head of the Foundation and the Head of Madrasah. Physical and non-physical movements through training are carried out periodically and control with the application of good discipline and dismissal is carried out if violations of discipline repeatedly. This research uses qualitative research with a case study design. Data and documents were collected and collected using in-depth interviews, participant observation and documentation studies The purpose of this study is to compare human empowerment management among educators and education personnel in Madrasah Aliyah Nurul Iman. The comparison aspects include the comparison of management of Educator Recruitment Planning, Organizing educators and education personnel. The most important subjects in the study were the head of the madrassa, the teachers, the madrasah committees of the two schools. Madrasah Aliyah Nurul Iman, has many similarities and differences in several aspects, therefore it is mandatory to improve the quality of the madrasah and is expected to be a treasure and input for the madrasah.    

One of the regional hospitals in Kembangan type D, West Jakarta, is District General Hospital Kembangan. The information management hospital (HMIS) is now used by the District General Hospital Kembangan to provide services.A number of issues exist, such as the fact that the Simrs server is still frequently prone to errors and slow service processes and reporting; data loss occurs when user data is transferred to another unit; insufficient computer resources; and a shortage of human resources to utilize the HMIS's features due to the hospital's lack of knowledge about how to run an effective HMIS. Analyzing system quality, information quality, and service quality in relation to customer happiness is the goal of this study.There are three independent variables and one dependent variable in this categorical study design.According to the findings, there is a correlation between user happiness and the quality system of (p = 0.031).Quality information and user happiness are related, as indicated by the statistic (p = 0,240).User happiness and quality of service are related, as indicated by the statistic (p = 0,021).The study's findings indicate that there is a correlation between customer satisfaction surveys and the quality of the system, information, and services.

Human Resources (HR) competency is one of the main factors that must be possessed by MSME business actors. Managing human resources is a skill that must be possessed by business actors. Apart from that, in facing business challenges in the digital era, MSMEs need to adapt to technological developments so as not to be left behind. Therefore, this community service activity aims to provide knowledge about HR competencies in the era of digitalization to business actors in Bekasi Regency, especially North Cikarang. The method used in this community service activity is in the form of counseling and assistance to strengthen employee competency in this era of digitalization, especially the development of digital marketing so that in the future micro businesses have the potential to increase the profitability of their businesses. Human resource management in micro businesses has a specific goal, namely that participants in community service activities are expected to be able to adapt to current developments so that they can maintain the existence of their business and increase their business productivity. Implementation is carried out by providing materials, lectures, discussions/questions and answers and practice with business actors.

In this research, a machine learning approach, especially a decision tree model, is implemented to improve the analysis and visualization of weighbridge data in Indonesia. The evaluation results show that the decision tree model provides better insight in predicting the carrying capacity, dimensions and loading procedures of vehicles. The advantage of this model lies in its combination of low Mean Squared Error (MSE) and high R-squared, indicating its effectiveness in capturing data variance and providing accurate predictions. The use of decision tree models can be a valuable tool in improving the visualization of bridge weighing data, allowing users to gain additional insights and understand the complex dynamics within the data. In addition, the model's adaptability to various types of data makes it a versatile analysis tool. The positive implications of using this model open up opportunities to understand more deeply the logic of predictions and make more informed decisions. As a suggestion, increasing the number and quality of weighing equipment, wider application of information and communication technology, human resource training, and cross-sector collaboration can further strengthen weighbridge management in Indonesia.

In the era of Industry 4.0, profound changes are reshaping the industrial landscape, significantly influencing industrial relations. This research aims to investigate the strategies and practices necessary for establishing responsive and fair industrial relations. Through a descriptive analysis approach, this study identifies a new framework that integrates advanced technology with inclusive human resource management practices. The results highlight the necessity of close collaboration among industry stakeholders, government, and educational institutions to adapt to technological changes and support the development of an adaptive workforce. In conclusion, building responsive and fair industrial relations requires a holistic transformation in organizational culture and active engagement from various stakeholders to achieve equality and resilience in the Industry 4.0 era.

In the dynamic technology business landscape, the key levers of success are human resources. This research examines the critical role of human resource management (HRM) in improving the performance of technology-based organizations. Through literature exploration and case studies, this research identifies six key HRM functions that contribute to performance: (1) strategic recruitment and selection to attract and retain skilled technology talent, (2) continuous development and learning to equip employees with relevant technology skills, (3) creation of innovative and collaborative work culture, (4) effective performance management systems to drive accountability and goal achievement, (5) competitive compensation and incentive strategies to motivate and retain employees, and (6) health and wellness programs that prioritize work-life balance and employee satisfaction. This research highlights the importance of technology integration in HRM, such as the use of digital recruitment platforms, online learning systems, and data analysis tools for data-driven decision-making. The findings show that proactive and adaptive HRM, which focuses on talent development, creation of a supportive work environment, and strategic use of technology, significantly improves the performance of technology-based organizations. This research offers practical insights for HRM practitioners and leaders of technology organizations to harness the potential of human resources and achieve competitive advantage in the digital age.

Electricity is currently a vital resource highly needed by modern society, as the majority of human life activities are related to electricity. This sector is crucial in the execution of development initiatives to seek the enhancement of the well-being and prosperity of the people, enlighten the nation, and boost the people's economy in achieving national development goals. It can be said that electricity has become the primary source of energy in every activity, both in households and industries. PT PLN (Persero) is a state-owned enterprise (BUMN) that has been managing all aspects of electricity in Indonesia for 44 years, aiming to improve the quality of people's lives and focus on customer satisfaction. In order to continue to grow and improve, PT PLN  East Java requires analysis and evaluation of the company's current condition to compete externally. Therefore, a method is needed to determine the position and condition of PT PLN  East Java using the method from the strategic management course, namely the Five Force Analysis Method.  

The year 2024 will be a year full of economic and political challenges for companies operating in international markets. Some of the factors that may affect international business are the Covid-19 pandemic, climate change, geopolitical tensions, trade protectionism, and digital transformation. This article aims to identify and analyze international business strategies that can help companies face these challenges. The strategies discussed include strategic alliances, product diversification, segmented digital marketing, flexible pricing adjustments, and international human resource management. The article also provides examples of companies that have successfully implemented these strategies in various markets. This article is expected to provide insights and inspiration for business people who want to improve their performance and competitiveness in the international market

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.

The purpose of the scientific article entitled "The Influence of the Reward and Punishment System" is to conduct a literature review with the aim of conducting an investigation into the influence of the reward and punishment system on employee performance. In addition, it is very important to formulate hypotheses regarding the influence of each variable that will be used for further research on the topic of sustainability in the field of Human Resource Management. The method used in the process of writing this article is known as qualitative research, which includes library research, drawing from internet sources such as Google Scholar, relevant journals and articles, and the use of the Mendeley application for the compilation of bibliographic references. The following are the conclusions that can be drawn from this article: The performance of employees in the performance of this system is very positive and significant. 2) Employee punishment is better than facing employee performance. 3) the tax and legal system has a positive and statistically significant effect on employee performance.

Industrial relations problems are still high, even though they can be overcome by optimizing the role of trade unions in realizing quality industrial relations. The aim of the research is to describe and analyze the role of trade unions in optimizing the quality of industrial relations, the factors that encourage and hinder them, as well as efforts to overcome existing obstacles. HRD informants representing labor unions, management staff and government agencies, were obtained purposively. Data was obtained using interviews and documentation studies, then analyzed qualitatively. Research results: Labor Unions play an optimal role in realizing quality industrial relations; (2) The driving factor is involvement in company, strategic position, communication, and regulation. Inhibiting factors are the quality and quantity of human resources, low worker participation, no cadre formation program, internal conflict, company intimidation, and lack of supervision; and (3) Efforts to overcome inhibiting factors are cadre formation, socialization,solidarity, communication, and supervision

UPT SMPN 34 Gresik is one of the educational institutions that faces challenges in managing teacher attendance and salaries efficiently. Because UPT SMPN 34 Gresik currently still uses manual recording of teacher attendance, so it takes quite a long time. To overcome this problem, the researcher proposes creating a web-based Teacher Attendance System using the Waterfall design methodology with a MySQL database. The aim of establishing this web-based teacher attendance system is to assist teachers in carrying out attendance attendance efficiently and assist educators and teaching staff in managing teacher salaries based on attendance better. The need for an inclusive teacher attendance system, and the need for optimal salary calculations at UPT SMPN 34 Gresik are resolved through this research. From the conclusions obtained from the process of observation, interviews and literature study, this web-based teacher attendance system is expected to increase the efficiency of human resource management in the education sector. Researchers hope to provide comprehensive and sustainable answers to the needs of UPT SMPN 34 Gresik.

This research aims to determine the role of HR management at PT Freight Express Surabaya Makassar Branch. This research uses qualitative research by looking at the role of human resource management at PT Freight Express Surabaya Makassar Branch. And for data analysis used, namely reviewing the data, reducing the data, compiling the reduced data, presenting the data and checking the validity of the data and drawing conclusions. The results of the research show that the role of HR Management in improving employee performance is to direct and control all employees so that they are effective in carrying out work by evaluating employee performance and ensuring that each employee carries out the duties and responsibilities according to their job and the management carries out job training to improve skills and performance assessment in human resource procurement. The efforts that have had a positive impact on employees that have been carried out by management are fulfilling employee rights by providing compensation and job training to improve skills and increase career paths as well as providing performance targets for each employee.

In developing business management, it is committed to exploring Green Human Resource Management (GHRM) as a way to improve Corporate Social Responsibility (CSR) practices, both internally such as company employees and external parties such as stakeholders and the wider community. Recent research focuses on the impact of corporate social responsibility (CSR), green human resource management (GHRM), and green innovation on corporate sustainability. The aim of this research is to determine the extent of the implementation of GHRM and CSR for corporate sustainability which refers to strategies and practices designed by a company to provide long-term benefits for all stakeholders, including shareholders, employees, customers and the community around the company's business activities. as well as marketing mix combinations in the business world. The method used in this research is descriptive qualitative. Researchers obtained the information needed by conducting direct interviews with the management of the Ananda Farma pharmacy. The process of collecting information in this study went through the first stage, by conducting a literature audit related to studies on GHRM and CSR. This study reveals that companies that invest in CSR activities in developing countries can significantly improve their performance and contribute to the overall welfare of society. In conclusion, this research also highlights the importance of CSR in meeting the needs of vulnerable communities in developing countries and highlights the importance of business practices in increasing customer satisfaction, loyalty and corporate social responsibility.    

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.    

Patient satisfaction is an expression of the patient's feelings for the service received in accordance with the expected service. a fast response time can result in a feeling of satisfaction with the service. The standard time for patients to be served after arriving at the emergency room is ≤ 5 minutes. This can also be achieved by improving the infrastructure, human resources, and management of hospital emergency rooms according to standards. The purpose of this study was to determine the relationship between nurse response time and patient satisfaction in the emergency department of Bhayangkara Hospital, Manado. The research was conducted using analytic observational method with a cross sectional design. Samples were taken based on 43 respondents using non-probabilitay sampling by way of accidental sampling. Measuring tools used in this study were observation sheets and questionnaires. Furthermore, the data were analyzed using the chi-square test with a significant value of ≤ 0.05. The results showed that the p value was smaller than the significant value (0.000 <0.05). The results of this study showed that Ha was accepted and H0 was rejected. The conclusion in this study is that there is a relationship between nurse response time and the level of patient satisfaction in the emergency department of Bhayangkara Hospital, Manado. The results of this study are expected to improve the quality of service in this case the response time of nurses in the emergency department

The Influence of Leadership Style and Organizational Culture is an article which is a review of literature in the field of knowledge. The aim of this article is to provide an understanding of the relationship between two types of organizational culture and employee working conditions. For the purpose of developing hypotheses and variables between roles that will be used in research that will be carried out in the future, within the scope of Human Resource Management knowledge. The article writing method is a research method that is based on information obtained from online sources such as Google Scholar, Mendeley, and other online academic sources. This is a qualitative descriptive analysis. The results of this article are as follows: : 1) ; Leadership style has a significant effect on employee performance 2. Organizational culture has a significant effect on employee performance 3) ; Leadership Style and Organizational Culture have a significant effect on employee performance.