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This article is a review of the relevant literature, and its purpose is to formulate research hypotheses concerning the interaction of variables that will be utilized in subsequent research, particularly in the field of Human Resource Management. For the purpose of writing the article on the literature review, the library research method was utilized, and online sources such as Google Scholar, Mendeley, and other academic online platforms were utilized. This literature review article's findings are comprised of three primary aspects, which are as follows: First, the influence of the organization's culture; second, the leadership style; and third, the performance of the employees. In addition to the exogenous variables that have been mentioned above, there are a great number of other factors that have an effect on the endogenous variable of motivation and performance. These factors include organizational culture, leadership style, and employee performance.

The development of Human Resources (HR) is needed by companies or organizations. The function of this development is to improve human resources to become more productive. Therefore, strategic human resource management is needed to be applied. With productive human resources owned by a company, the company will be more effective in achieving the goals that the company will achieve. Strategic HR development can be done through trainings. These trainings are usually based on company’s needs or employee’s needs. Widya Karya Catholic University of Malang (UKWK) is a private higher education institution in the city of Malang. Nowadays, there are more and more demands for the development of institutions, especially those who operate in the field of higher education, such as UKWK Malang. To meet the demands of these developments, this campus must hold training after training for its human resources. The research method used in this research is a descriptive method with a qualitative approach. The results of this research are described descriptively.

This research was conducted at the Secretariat of the Regional People's Representative Council (DPRD Kota Binjai). The purpose of this research is to find out about how archives are created, used and maintained as well as dynamic archive management constraints so that they can be used according to their functions in the Binjai City DPRD. The research method used is descriptive qualitative. This study intends to reveal the phenomena that exist in the field, namely: how to create archives, use and maintain archives and what constraints are faced in archives management. Furthermore, researchers conducted interviews with 3 staff members of the Administration General Section of the Binjai City DPRD Secretariat. research shows that the creation of archives has not been maximized, the Human Resources of the DPRD Kota Binjai have not been optimal in the use and maintenance of archives, there is no person in charge/special officer who handles incoming and outgoing letters up to the archiving stage, archive storage is still done manually, in storage, archives are stored based on the year of the archive so as to make it less optimal and inefficient in the efficiency of the archive, resulting in the archive not functioning according to its function in terms of creating and using and maintaining the archive.

The influence of Communication and work safety on employee performance is a scientific literature review article. The purpose of writing this article is to build a hypothesis on the influence or role between variables that will be used in further research, within the scope of Human Resource Management. The article writing method is the library research method, which is sourced from online media such as Google Scholar, Mendeley and other academic online media. Qualitative descriptive analysis. The results of this article are: 1) Communication influences employee performance; 2) Work safety influences employee performance

The article "Literature Review on the Influence of Leadership and Compensation on Motivation and Performance" is a scientific article that aims to develop a research hypothesis about variable interactions that will be used in future research in the field of Human Resource Management. The method used to write this literary review article is library research, which involves collecting information from online sources such as Google Scholar, Mendeley, and other academic online platforms. The results of this literature review article are: 1) Corporate social responsibility has an impact on employee performance. 2) Motivation affects employee achievement. In addition to these two exogenous variables, there are many other factors that affect the endogeneous variables of motivation and performance, such as organizational culture, job satisfaction, and workload.

This research summarizes findings from related journal literature to investigate the impact of work motivation and discipline on employee performance. Through a literature review, this article outlines the positive relationship between intrinsic and extrinsic motivation and employee performance, as well as the role of work discipline in increasing efficiency and effectiveness in the workplace. The various empirical studies reviewed show that a high level of motivation and a strong level of work discipline can create more productive and high-performing employees. Literacy also highlights the importance of integrating human resource management strategies that focus on increasing motivation and implementing effective work discipline. This research provides an in-depth understanding of these concepts and emphasizes their relevance in the modern organizational context. In conclusion, this article provides a practical view for human resource management in improving employee performance.

The article "Work Load Impact and Reward System" is an academic writing that provides reading material. The purpose of writing this article is to explain the effect of labour restrictions and reward systems on a worker's work. In addition, in the field of Human Resource Management, it is necessary to come up with a hypothesis about the effect or direction of the variable on the main objective of the research concerned. The methods used to write articles are primary research methodologies, which come from online sources such as Google Scholar, Mendeley, and other online academic sources. Using k-means analysis The results of this article are: 1) ; Workload has a significant effect on employee performance 2); The reward system has a significant effect on employee performance 3) ; Workload and reward systems have a significant effect on employee performance.  

This study focuses on audit management of human resources at PT. Sarana Mentari Cemerlang Surabaya, with an emphasis on employee productivity, efficiency, and work quality. The method of data collection that is used is deskriptif, which involves gathering data through observations and wawancara. The subject of analysis is the employee of the company. The type of data that is used is qualitative, with initial data from employees and human resource management. The study's findings indicate that while the company's human resource management program has good potential, its implementation is still subpar. Programs for hiring, selection, training, and employee development turned out to be very effective, even though there is still room for improvement. Penilaian kinerja karyawan dianggap baik, notwithstanding the possibility of bias arising from a closed session. The compensation program and the JASA balas seem to be working well, but improvements are needed to raise the level of transparency and keadilan. Programs for health and safety at work are doing well, but home improvement needs to be improved. Although the work-related stress reduction program appears to be effective, it is recommended to increase employee turnover in PHK.

This research aims to assess the effectiveness and efficiency of the recruitment, training and career development functions, as well as assessing the performance of PT's human resources (HR). Limpah Mas Indonesia (LMI) Surabaya Branch. This research uses a qualitative descriptive research method with data collection techniques in the form of observation, interviews and questionnaires. The research results show that the functions of recruitment, training and career development, as well as employee performance assessment at PT. Limpah Mas Indonesia (LMI) Surabaya Branch has been running effectively and efficiently. Based on the audit findings, several recommendations for PT. Limpah Mas Indonesia (LMI) Surabaya Branch as input material that can be used in improving recruitment, training and development functions, as well as performance appraisals, among which companies must document work agreements, company regulations and policies in writing to provide legal certainty for employees and the company, evaluation employee training and career development programs are carried out regularly, companies should add more diverse performance assessment methods to provide a more comprehensive picture of employee performance.

Human Resource Management (HRM) plays a crucial role in organizational development, including in Early Childhood Education (ECE). The focus of this research is Tulip Integrated PAUD in Rungkut Tengah Village, Surabaya. Early childhood (0-6 years) enters the golden age period where their learning patterns are based on imitation. This research aims to improve the effectiveness of early childhood learning and socialization at Tulip Integrated PAUD through the implementation of HRM. The main problems involve children's diverse characters, lack of activities, and differences in parents' mindsets. The implementation method consists of four stages: (1) introduction to the members of Tulip Integrated PAUD, (2) introducing the concept of HR Management, (3) providing active and expressive learning to students, and (4) evaluation and monitoring.The results showed that the socialization of HR Management positively contributed to the management of human resources at Tulip Integrated PAUD. Emphasis on fun and expressive teaching patterns increases early childhood participation in learning and social activities. Continuous evaluation and monitoring are needed to ensure continuity and improvement. In conclusion, the implementation of HRM and engaging learning approaches can improve the effectiveness of PAUD organizations. It creates a conducive environment for optimal early childhood development, by involving teachers, committees, and parents as part of integrated human resource management.

This research summarizes findings from related journal literature to investigate the influence of training and work discipline on employee performance. Through a literature review, this article outlines the positive relationship between work discipline and employee performance, as well as the role of work discipline in increasing efficiency and effectiveness in the workplace. The various empirical studies reviewed show that a high level of training and a strong level of work discipline can form more productive and high-performing employees. The literature also highlights the importance of integrating human resource management strategies that focus on increasing training and implementing effective work discipline. This research provides an in-depth understanding of these concepts and emphasizes their relevance in the modern organizational context. In conclusion, this article provides a solid theoretical foundation for further research and provides practical insights for human resource management in improving employee performance.

Community service teaches to lecturers and trainers at the Training and Education Center of Muhammadiyah University of Malang (Pusdiklat UMM) plays a crucial role in enhancing the qualifications of lecturers and administrative staff to meet the established standards of human resources both nationally and internationally, in line with the dynamics of global human resource competencies. In this context, Smart Indonesia Academy, a management company, provides competency assessor training at Pusdiklat UMM as a community empowerment effort. This research adopts an analytical descriptive method to collect, analyze, and interpret data. The research findings indicate the smooth implementation of community service activities by Smart Indonesia Academy at the Pusdiklat UMM office. In conclusion, this study highlights the complexity and challenges of implementing competency-based training and education approaches in the workplace and higher education, emphasizing the importance of in-depth understanding and problem-solving efforts to enhance implementation effectiveness.

In the rapidly evolving landscape of global business entites, organizational effectiveness plays an increasingly crucial role. The success or failure of an organization is heavily dependent on the quality of human resources, recognized as the most vital organizational assets. This research aims to measure human resource accounting and explore the concept of behavioral accounting in two critical contexts: human resource accounting (HRA) and social accounting. The research method employed is qualitative, focusing on past and current phenomena. Findings indicate that, from a conventional accounting perspective, human resources have not been fully recognized as assets. Human resource accounting is a novel concept in financial accounting, requiring further research. This understanding emphasizes that employees are considered organizational assets through a cost or human value approach. The implication is the need for integrating behavioral dimensions in human resource management and social aspects in accounting decision-making to enhance organizational effectiveness holistically. This research is expected to contribute to the development of behavioral accounting theory and practice, providing insights into the role of accounting in social and human resource contexts.

Forests are the body organ of the earth, where a variety of flora, fauna, mineral resources, and other wealth can be taken from forests that are indispensable to human life. However, the use of forest resources massively destroys forests and consequently alters their functioning. The forest area in Indonesia is 125,797.052 ha with the implementation of deforestation until. December 2021, which is 90.233.159 ha with a total number of decrees of forestation of 2.157 SK. There has been a significant increase in the extent of forestation in the period of the last 10 years to a total of 72% of the total area of Indonesian forest area, while the results of the forest monitoring of Indonesia in 2022 show that the total forested land area of the entire mainland of Indonesia is 96,0 million hectares, or 51.2% of the total land area. From the case that the parties have a chance to misuse or even de-function the land. The situation adds to the author's enthusiasm and interest in identifying any kinds of exploitation and development of Dangku Marga Asylum Forest related to community cohesion, as well as identifying how the implementation of Community Based Forest Management (CBFM) will maintain the sustainability of Dungku Margasatwa Forest. The research was carried out in the area of the Dangku Wildlife Asylum Forest in the Keluang district in Dawas Village, the Tungkal Jaya district, and Tungkal District in Sido Mulyo Village. The study was conducted using a qualitative descriptive approach to describe the conditions to be observed in the field in a more specific, transparent, and in-depth manner. The results of the study indicated that the implementation of community-based forest management in the Dangku Wildlife Refuge Area was categorised as “fairly effective” by identifying some unoptimal assessment indicators.

This article delves into the intricacies of the relationship between psychology and human resource management (HRM) in the context of the modern workplace. With a focus on fostering harmony in the workplace, the article explores ways to understand and manage employees' psychological aspects to enhance performance and satisfaction within the organization. Through a thorough examination of psychological theories and HRM principles, this article explores how a profound understanding of individual psychological needs can shape inclusive and sustainable HRM policies. Thus, the article not only discusses theories but also offers practical insights to assist organizations in achieving an optimal balance between psychology and HRM

The plastic manufacturing industry in Indonesia has become a much needed industry because consumption power continues to rise. One company in Batam that produces plastic is PT Batam Plastik. As a plastic factory, PT Batam Plastik will add plastic waste that cannot be broken down in Batam City. This article was created to analyze the Corporate Social Responsibility (CSR) program and green human resource management at PT Batam Plastik. This type of qualitative research uses data collection techniques using interview and observation techniques. Based on the results of the analysis that has been carried out, PT Plastik Batam has implemented the Corporate Social Responsibility (CSR) program and environmentally friendly human resource management correctly. This is based on data from interviews conducted where PT Plastik Batam recycles plastic waste into recycled products and has trained its employees on how to recycle plastic and reuse plastic.

Previous research or relevant research has a very important role in a scientific work. Through previous or related research, theories and relationships or influences between variables can be strengthened. This article reviews the factors that influence how employee performance is influenced by the work environment, job satisfaction, and commitment to the organization in a literature review in the field of Human Resource Management. The findings from this research literature are that: 1) the work environment influences employee performance; 2) job satisfaction influences employee performance; 3) and commitment to the organization influences employee performance.

Human resources as one of the resources in an organization play an important role in the successful achievement of organizational goals. Human resources use other resources owned by the organization in order to achieve goals. Even sophisticated technological machines will be meaningless if the human resources running them are not qualified to work on them. Likewise with information resources. No matter how good and complete the information received by the organization, it will not mean anything, if the quality of existing human resources is not able to translate it into information that is useful for the development and progress of the organization. Human resource management is the process of planning, organizing, implementing and controlling towards human resources in the organization to achieve goals effectively and efficiently. The management functions applied in human resource management consist of, (1) planning, (2) organizing, (3) directing. ), and (4) controlling. The operational functions carried out by human resource management are, (1) procurement, (2) development, (3) compensation, (4) integration, (5) maintenance, and (6) termination of employment (separation). One of the important activities carried out in human resource management, especially in the planning function, is job analysis. By analyzing a job, it will be known what tasks will be carried out in that job, what competencies must be mastered by the human resources who will occupy that position.

This research aims to analyze the implementation of human resource management ethics at the MAS Al-Washliyah 22 Tembung Educational Institution. The method used is qualitative descriptive data analysis with a case study approach through interviews, documentation, observation with one of the teachers at MAS Al-Washliyah 22 Tembung. The aim of this research is to determine the implementation of human resource management ethics at the MAS Al-Washliyah 22 Tembung Educational Institution. This research will focus on the definition of educational ethics, human resource management such as the performance of employees or teaching staff and the productivity of teaching staff and the work morale of teaching staff. The research results show that ethics in human resource management principles must match the commitment of words with the achievement of personal performance through actions or work implementation. Which can build and create results from performance that are in line with common goals.

Technological developments from time to time continue to develop in a more sophisticated direction. Ease of accessing the internet and inclusive digital solutions are one of the drivers of accelerating digital transformation among society. Digital solutions in the form of applications have become one of the primary tools needed in the world of work and business. One example of the latest information system developments is in the world of mining in terms of workforce management. One of the companies that requires a workforce management information system is PT Lestari Berkat Sejahtera, because this company still uses a manual workforce management system. The author has a solution, namely by creating an employee data management application. The aim of making this application is to provide easy access for HRD staff, admins and employees to view information and manage existing human resource data.