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This research is motivated by the problem of employee performance that is still not optimal. The prnyrbabya factors are the quality of human resources, the use of social media and business capital. Thus, the purpose of this study was to determine the effect of the quality of human resources, the use of social media and business capital on the performance of employees at CV Karisa Pratama in Pangandaran. The method used is a quantitative descriptive method, with the following research results. The quality of human resources has a positive and significant effect on employee performance. This means that if the quality of human resources increases, it will be followed by an increase in employee performance. The use of social media has a positive and significant effect on employee performance. This means that if the use of social media increases, it will be followed by an increase in employee performance. Business capital has a positive and significant effect on employee performance. This means that if the business capital increases, it will be followed by an increase in employee performance. The quality of human resources, the use of social media and business capital have a positive and significant effect on employee performance. This means that if the quality of human resources, the use of social media and business capital, increases, it will be followed by an increase in employee performance

The Human Resources Department has the responsibility to oversee and manage human resources and everything related to the strategy of recruiting quality employees and the period of time when the Human Resources Department is looking for new candidate replacements. The importance of the ability to recruit quality employees for the Human Resources Department is one of the factors in improving professional human resources, and recruitment problems can be resolved well, thus reducing existing issues. This study aims to determine the strategy of recruiting quality employees at the Quest Prime Hotel and to overcome obstacles in the employee recruitment process at the Quest Prime Hotel. This research is a qualitative study that takes place at the Quest Prime Pemuda Hotel in Semarang. The subject of this study is the Human Resources Manager. The methods used in this study are Observation, Interview, and Documentation, thus obtaining accurate data. The form of recruitment process implemented by the Human Resources Department is by analyzing the required positions, screening the workforce, conducting interviews and selections, and making decisions, so as to obtain new employees with quality standards.

An important component of high quality human resource development is education. According to Law no. 20 of 2003 Article 1 Paragraph 1, the Republic of Indonesia states that education is a serious and fundamental effort to advance learning objectives and the educational process so that students actively develop their potential to have a strong sense of identity. spirituality, self-identity control, personality, intelligence, noble character, and skills needed for oneself, society, government and country.

An important component of high quality human resource development is education. According to Law no. 20 of 2003 Article 1 Paragraph 1, the Republic of Indonesia states that education is a serious and fundamental effort to advance learning objectives and the educational process so that students actively develop their potential to have a strong sense of identity. spirituality, self-identity control, personality, intelligence, noble character, and skills needed for oneself, society, government and country.

This study aims to find out how far the implementation of the Pangandaran Regency Regional Regulation Number 5 of 2015 concerning the Management of Zakat, Infaq and Shodaqoh for Poverty Alleviation in Pangandaran Regency, what are the obstacles and to find out what efforts have been made by the Pangandaran Regency National Amil Zakat Agency to overcome these obstacles . The Pangandaran Regency National Amil Zakat Agency, hereinafter referred to as Regency BAZNAS, is an institution that carries out national zakat management in Pangandaran Regency. BAZNAS Pangandaran Regency is a Zakat Management organization formed by the Government with the task of collecting, distributing and utilizing zakat in accordance with Islamic religious provisions and applicable laws and regulations. In this study the method used was a qualitative approach with data collection techniques using observation and interviews. From the results of the research and discussion, it shows that the implementation of the Regional Regulation of Pangandaran Regency Number 5 of 2015 concerning Management of Zakat, Infaq and Shodaqoh for Poverty Alleviation in Pangandaran Regency has not been carried out properly. This is evidenced by the lack of effective communication between the BAZNAS of Pangandaran Regency and the Regional Head as a political position as well as the regional Secretariat whose job is to assist regional heads in formulating policies and coordinating regional offices and regional technical institutions. The absence of strict sanctions from the regional head to civil servants who do not comply with these regulations has hindered poverty alleviation from Zakat, Infaq and Shodaqoh funds collected by BAZNAS. Zakat, Infaq and Shodaqoh carried out by BAZNAS did not reach the target, as a result the assistance distributed by BAZNAS tended to be consumptive funds with little value. Lack of quality and quantity of Human Resources for BAZNAS Pangandaran Regency, so when the aid funds were channeled for business capital assistance, BAZNAS Pangandaran Regency did not provide assistance and utilization of beneficiaries, so that the funds received were ultimately not optimal for poverty alleviation, and led to when the business capital runs out, in the end the business closes.

The research is motivated by a problem where employee performance has decreased compared to the previous year, this indicates that employee performance is still not optimal. Human resource development carried out by the company has not had an impact on improving company performance. So the purpose of this research is to know and describe the development of human resources (HR) in the Bido Collection Company. Employee performance at the Bido Collection Company. The influence of human resource development (HR) on employee performance in the Company. The method used is descriptive quantitative. The research results show that . The development of human resources at the Bido Collection Company based on the responses of respondents is included in the very good category. This means that the Bido Collection Company has developed very well. The performance of the Bido Collection Company's employees is in the very good category. Artonya employees have a very good assessment during their work. This means that the performance appraisal of Bido Collection employees is very good and human resource development has a positive and significant effect on the performance of Bido Collection Company employees. This means that if the HR development of the Bido Collection company increases, it will be followed by an increase in the performance of its employees.

Hospital waste is waste generated from hospital activities. Indonesia is estimated to produce Hospital Medical Waste of 376,089 tonnes/day. So it is necessary to have efforts to manage solid medical waste in accordance with PERMENKES No. 7 of 2019. The purpose of this research is that the management of solid medical waste at Karya Medika Bantar Gebang Hospital can be carried out properly. This research method uses a descriptive research type method with a qualitative approach. The results of this study in waste management include human resources, facilities and infrastructure, policies that greatly influence the solid medical waste management process. There are still facilities and infrastructure that are not in accordance with PERMENKES No. 7 of 2019 because the trolly itself has not been equipped with a symbol and the color is not distinguished for medical waste and non medical waste trolleys which are still the same. The medical waste management process is in the form of appropriate sorting stages, appropriate container stages, inappropriate transportation stages because waste is still found scattered during transportation because waste exceeds ¾ plastic waste packaging, storage is not appropriate because there is no room temperature in storage, management by a third party is appropriate. The conclusion in terms of facilities and infrastructure, the process of transportation, storage is not in accordance with PERMENKES No. 7 of 2019. Suggestions for increasing training that is more specific to waste management so that officers can understand the waste management process properly and correctly according to the SPO that has been made.

. In the shipbuilding industry, the repair process is a series of jobs that require a relatively short time. Delays in repairs can occur due to weak management and also caused by less than optimal empowerment of human resources. This study aims to identify the risks found in four divisions, namely the Production Division, Warehouse Division, Finance Division and Purchasing Division. The study found 31 risk events. Determining the value of each risk is carried out using the Failure Mode and Effect Analysis method. There were 13 risks that had the highest Risk Priority Number, namely the length of approval for requests for goods (RPN = 522.88), delays in payment processes by customers (RPN = 504.64), requests for additional work from the owner (RPN = 477.128), fluctuations in the number of manpower (RPN = 454.08), Changes in material use related to the availability of materials in the warehouse (RPN = 411.768), Changes in material calculations related to design (RPN = 389.017), Length of decision making by the owner (RPN = 388.36), Long material delivery process (RPN = 388.36), Insufficient stock material (RPN = 357,588), Writing the amount on the Request for Goods Bill is not detailed (RPN = 357.71), Lack of availability of stock material (RPN = 349,524), Making and submitting late payment requests (RPN = 316.8), Placement of materials that are less efficient (RPN = 296.8) Risk mitigation is carried out using the Fault Tree Analysis method to find the main cause / basic event of each risk. And the mitigation step that needs to be done is by making changes to the warehouse layout. If the layout design of the warehouse is changed to be more efficient it will speed up the material retrieval process which has an impact on the ship repair process time.

Pagerharjo Village, Samigaluh, Kulon Progo is on the buffer of the Borobudur destination which has a variety of tourism resource diversity. One cultural attraction in Pagerharjo Village is the Lengger Tapeng dance. Lengger has become a local symbol for the Pegerharjo people. The natural, cultural and local wisdom tourism potential of the community, Pagerharjo tourism village has a great opportunity to be visited by many tourists. However, village governance, especially towards the development of a tourist village, has not been implemented professionally, resulting in the potential of the Pagerharjo tourism village not being widely known by tourists. The objectives of this PkM include: (1). Increasing tourism competitiveness, (2) Improving the technical quality of guiding tourists in the tourist village of Pagerharjo (3). Improving the ability of human resources in managing the marketing of tourism products in the Pagerharjo tourism village. The method of implementing this PkM is through outreach, observation, mentoring and evaluation. The results of PkM received a positive response from partners, which have raised awareness, concern for the importance of marketing and excellent service to improve the development of Pagerharjo Tourism Village, both through talk shows and excellent service training  

Human resources are the main asset and support for the organization to achieve the goals that have been set. Employees as one of the organizational assets have significant differences from other assets. This is because employees are talented human beings who have creativity and creativity so that they are able to develop optimally and produce everything that is the goal of the organization. This study aims to determine the influence work ethic and work discipline on employee performance at the Bima District Transportation Office. Where research uses associative, namely to find out the independent variables, namely work ethic (X1) and work discipline (X2) on the dependent variable, namely employee performance (Y) with a sampling technique, namely purposive sampling, namely based on the considerations in determining the sample, namely civil servants (PNS) ) in the District Transportation Office. Bima as many as 44 people. 1) there is a partial significant effect of work ethic on performance at the Bima Regency Transportation Service. count value of 5.628. 2) there is no significant effect partially on work discipline on employee performance at the Bima District Transportation Office. The calculated value is 0.545. 3). there is a simultaneous significant effect of work ethic and work discipline on employee performance at the Bima Regency Transportation Service obtained an F count of 36.506

Increasing the productivity of an agency's performance is inseparable from the quality of human resources (HR) who are reliable, professional and have high integrity. Increasing the competence or expertise of HR can support an increase in employee performance. Managing employee performance effectively is one of the key factors to improve the company's business performance. In this case, effective performance management includes the process of measuring employee performance objectively through a series of appropriate performance indicators. The problems that have been the inhibiting factors are 1) the process of determining the best employees still uses conventional methods, so errors often occur in evaluating employee performance, 2) there is no system or method that can quickly, precisely and accurately determine the best employees at CV Diana Cosmetics Bandung, so as to produce reports that are more organized, so that they can be used as a reference for future elections. Implementation of the Analytical Hierarchy Process (AHP) Method for Determining the Best Employees at CV. Diana Cosmetics Bandung is the right method to use so that the final result can be obtained by multiplying the priority criteria value with the priority value of the sub criteria according to the Employee value data, for example the value "0.17" in the discipline column row A results from "0.41" ( obtained from the sufficient value of employee A, the priority of the sub criteria is sufficient on discipline) multiplied by the priority of the disciplinary criteria "0.42".

Employee work productivity is a hot issue and there will be no end to discuss it. Problems related to productivity are also strategic issues for companies that are programming human resources. There are many internal and external aspects that support the creation of effective and efficient work productivity in corporate culture. The purpose of this study was to determine the effect of leadership style, organizational climate and incentives on the productivity of employees of PT Sai Apparel Industries. The approach used in this research is the quantitative approach. The results of this study are leadership style, organizational climate have a positive and significant impact on employee productivity. In addition, incentives have a negative and  insignificant effect on employee productivity.    

The Healthy Indonesia Card (KIS) is one of the programs planned by Mr. President Joko Widodo and Vice President Mr. Jusuf Kalla on January 1 2014 ago, 14 days later, Mr. Joko Widodo and Jusuf Kalla were inaugurated as President and Vice President. The Healthy Indonesia Card (KIS) functions to provide health insurance for underprivileged/poor people to access health services free of charge. This study aims to find out how the Implementation of the Healthy Indonesia Card Program (Case Study at the UPTD Puskesmas Teluk Sasah, Seri Kuala Lobam District, Bintan Regency). This study uses a qualitative descriptive approach with primary and secondary data sources and data collection techniques using field observations, interviews, literature studies and documentation. This study uses Edwards III's theory with four indicators, namely communication, resources, disposition, and bureaucratic structure. The research results are based on the first indicator, namely the UPTD Teluk Sasah Health Center has provided information about Karu Indonesia Sehat to people seeking treatment in the area of Teluk Sasah Health Center by conducting outreach through the mass media. The second indicator is Resources, there are two resources in the implementation of the Healthy Indonesia Card program, namely human resources and financial resources. It is said that human resources are still lacking and financial resources such as facilities and infrastructure are sufficient. The third indicator is the disposition that the characteristics of the implementation of the Healthy Indonesia Card program are commitment, honesty, responsibility and fairness. The fourth indicator is the Bureaucratic Structure in which the implementation of the Indonesia Seat Card program has been carried out in accordance with the Standard Operating Procedures. The results of this study indicate that the Implementation of the Healthy Indonesia Card Program at the UPTD Puskesmas Teluk Sasah, Seri Kuala Lobam District, Bintan Regency has been implemented in a optimal.

Bintan Regency has abundant marine and fishery potential because most of it’s territory is the ocean. Micro enterprises with the type of marine fisheries are in third place after culinary and retail in this district. However, there are still some problems in developing marine and fisheries potential based micro enterprises in Binan Regency, including the lack of digital marketing implementation for micro business actors. This study aims to find out how DKUPP is strategy is in developing marine and fisheries potential based micro enterprises in Bintan Regency. This study used a qualitative approach with a descriptive research type. Data collection techniques used were observation, interviews, and documentation. Research results (1) On the indicators of creating a good business climate, DKUPP Bintan Regency has implemented several practices or programs in order to develop micro enterprises, especially those based on marine and fisheries potential in Bintan Regency. (2) In producing integrated information, DKUPP Bintan Regency disseminated all information to micro enterpreneurs in Bintan Regency through Whatsapp Gropus, Instagram social media, radio broadcast and writing to the sub district. (3) In the establishment of a consultation center, DKUPP Bintan Regency has and Integrated Business Service Center (PLUT) but can’t run optimally because human resources are still inadequate and the PLUT building is still far from the reach of micro enterpreneurs in Bintan Regency. (4) In creating a join marketing system, DKUPP Bintan Regency has carried out several methods, including by holding bazaars, promoting micro business products via Whatsapp and implementing a new policy plans related to e-catalogue and reinforcement. (5) On the indicators of creating research and development institutions, Bintan Regency does not yet have a research center specifically designated for business actors in Bintan Regency. The conclusion of the research is that the strategy implemented by DKUPP Bintan Regency has not run optimally because there are still several obstacles in the development process.

Shift work is a system for organizing human resource activities in a particular industry with the aim that the human resources in it can work according to a predetermined schedule. Main kitchen is the main kitchen section that handles a variety of sauces, stocks, and various main courses. This study aims to analyze the application of employee work shifts in the main kitchen of Best Western Papilio Hotel Surabaya. This research is a qualitative descriptive research. Data collection was done by field observation, interview with 1 sous chef, and giving questionnaires to 7 employees in the main kitchen. The data obtained were analyzed descriptively.The results showed: 1) The implementation of employee work shit in the main kitchen of Best Western Papilio Hotel Surabaya is in accordance with established company regulations and government regulations. The application in the main kitchen of Best Western Papilio Hotel Surabaya includes: working for 8 hours a day with a maximum break time of 1 hour; there is a difference in work limits between permanent and daily contract employees so that in making schedules it is always done in the middle of the month and the beginning of the month so that there is a regularity of schedules; there are 3 work shifts namely morning, afternoon and night with a pattern of 5 working days 1 day off in one week.

Advances in information and communication technology at this time become a potential to improve the quality of government activities and agencies both public and private are required to be more creative in managing human resources. human resources. With the increasingly widespread access to the internet, information information is increasingly open to be accessed by everyone. Google Drive is one of the media that can facilitate all the needs of the village head and staff in human resource activities. and staff in human resource activities. Nowadays, staff and village heads must be able to manage files, both personal files and files from other sources (internet). For this reason, it is necessary to understand the management of file sharing and storage. and file storage. There is still limited equipment in the village office and knowledge of information technology among staff and village heads, there is a need for coaching. there is a need for coaching. ICT-based cooperative coaching is currently still done conventionally (off-line). With the implementation of implementation of Google Drive as a file cloud can ensure the performance of staff and village heads is more efficient, making them more adaptive and responsive. more efficient, make staff and village heads more adaptive and responsive, and increase the quality of good work motivation. and improve the quality of good work motivation will also have an impact on efforts toimprove and develop human resources within the village office.

Implementation of Public Service is all services organized by public service providers as an effort to meet the needs of service recipients and implementers of legislation. Public service is basically about the vast aspects of life. In the life of the state, the government has the function of providing various public services required by the community. One thing that until now is often still a problem in the relationship between the people and the government in the region is in the field of public services, especially in terms of the quality or quality of service government apparatus to the community.Tourism is currently being intensively incentive in the city of Jambi. Lots of local and foreign tourists visiting the city of Jambi. But with the level of service is said to be less than the relevant Office to make the process of tourism is not going well.In this research used qualitative research method, so the researcher will not specify the research only based on research variable, but the whole social situation examined covering aspect of place, actors and activity that interact synergistically. The result of the research shows that the lack of public service available in the Jambi City Tourism Office makes the tourism process less good. With the level of human resources that have not qualified with the limitations of foreign language skills make the tourists, especially foreign tourists feel uncomfortable. The tourism program created by the government itself has not been fully felt directly by the community. Lack of socialization of the existence of tourism programs from the government to make people less aware of the importance of existing tourism.

Human resources are one of the organizational resources that play an important role in achieving its goals. Every organization is managed by humans. Without humans, the organization will not run. Challenges and opportunities in managing and creating organizations often stem from human-related problems. Therefore, in managing human resources (HR), the most vital resource is a strategic central activity. Based on this, this study aims to analyze the effect of competence, motivation, reward on employee performance with morale as an intervening variable. This research was conducted at Sembako Rahap Putra UMKM.The research method is to use a type of quantitative research. The population of this study is 215 employees, the sample in this study is 140 employees. The technique used in collecting data using observation and questionnaires as data collection instruments. Data processing techniques use the SmartPLS 3 application.Based on research at Sembako Rahap Putra MSME, the research results obtained show that competence is less influential in increasing morale with a P-Value of (0.093), Motivation has less effect in increasing Morale with a P-Value of (0.465), Rewards are less influential in increasing morale with a P-Value of (0.172), Morale has a positive effect on Employee Performance with a P-Value of (0.025), Competence has less effect on Employee Performance through Morale with a P-Value of (0.244) , Motivation has little effect on Employee Performance through Morale with a P-Value of (0.238), Reward has less effect on Employee performance through work enthusiasm with a P-Value of (0.431).  

Youth is a valuable asset for the nation's successor. Young people who have entered the world of work. The purpose of carrying out this community service is to provide knowledge or add broader insight to the Modongan village youth regarding the application of work relations in the industrial world. Industry is one of the efforts to improve the welfare of the population. In addition, industrialization is also inseparable from efforts to improve the quality of human resources and the ability to optimally utilize natural resources. In industrial relations there are also labor relations disputes that occur within a company. We tell the village youth that in the industrial world there are institutions that deal with labor relations disputes. Community service activities must also pay attention to aspects of education and training for young people. The importance of providing access to them to acquire the knowledge and skills needed in the world of work, so that they can become productive, independent workers while understanding their rights.

Nutritional problems in infants and toddlers are still a major problem in community administration, one of which is the problem of malnutrition. Tanjungpinang City still finds cases of toddlers with malnutrition disorders, among others, malnutrition, undernutrition and stunting. cases of malnutrition in Tanjungpinang City have increased over the past three years. In 2020 there were 97 toddlers, in 2021 there were 121 toddlers and in 2022 it rose to 245 toddlers. The purpose of this study is to Evaluate the Poor Nutrition Management Program in Toddlers at the Tanjungpinang City Health Office. Researchers use a qualitative descriptive approach. The results of the program evaluation show how the achievement of the implementation of the malnutrition mitigation program carried out by the Tanjungpinang City Health Office. The context indicator explains the background of the program and the strategy carried out by the Health Office has run optimally to achieve program goals. Furthermore, input indicators still require complete human resources and infrastructure so that malnutrition management programs can run effectively. Then, the HR process indicators in this program have been running through coordination so that activities can run regularly but there are still some things that need to be considered in increasing participation and knowledge about parenting. Furthermore, product indicators are evaluated in running the program, but there are still some negative sides that still think that handling nutritional problems is a health task. The conclusion of the evaluation of the malnutrition mitigation program by the Tanjungpinang Health Office is that the malnutrition program is effective enough but has not been optimally implemented. Suggestions as an improvement effort are to increase community understanding of the program, strive for the fulfillment of additional feeding for all toddlers, fulfill program training, add officers and improve training.