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Various factors can influence a country's economic growth, among which is the availability of manpower. The substantial availability of human resources in a country can serve as a catalyst for the progress of Indonesia's economy. This research aims to determine the influence of the Human Development Index on the economic growth of Bali Province during the period of 2018-2022. The research methodology employed is quantitative, involving the gathering of data from the Central Bureau of Statistics (BPS) and a literature review. In this study, the dependent variable is Economic Growth, while the independent variable is the Human Development Index (HDI). The research findings reveal that the HDI has no significant impact on economic growth.

Globalization has required humans to be constantly adaptable and competitive. Similarly, organizations must be more adaptable, resilient, able to change direction quickly, and capable of managing globally competitive human resources (HR). The availability of competitive and qualified human resources, as well as science and technology, is critical as an organizational asset for developing and competing in the globalization era. Successful organizations consistently generate new knowledge and are able to disseminate it throughout their organization while quickly adapting it to information technology and their products and services. Knowledge Management evolves as an important and strategic component of the organization in order to create value, improve organizational effectiveness and productivity, and boost organizational competitiveness.    

Anemia in pregnancy is a national problem because it reflects the value of the socio-economic welfare of the community and has a very large influence on the quality of human resources. where in this situation the patient does not go on a diet against anemia. The purpose of this study was to find out the description of the factors that cause anemia in pregnant women in the Kalodran Community Health Center, Serang City, Banten Province in 2022. Descriptive research and this study used primary data with measuring instruments, namely questionnaires that have been tested with instruments, in data analysis using the Chi Square statistical test with a sample of pregnant women as many as 44 respondents and researchers chose respondents with total sampling technique. The description of economic status is mostly low <UMR as much as 34 (77.3%), the knowledge of pregnant women about anemia is mostly lacking is as many as 31 (<70.5%), the education of pregnant women is mostly medium as much as 33 (75%), Compliance with consumption of Fe tablets was mostly disobedient as much as 34 (77.3%), parity was mostly multipara as many as 33 (75%), most pregnant women were <25 years old as many as 28 (63.6%), husband support was partially 28 (63.6%) did not get husband's support, there was a relationship between socio-economic, knowledge, education, adherence to consuming FE tablets, parity, age, and husband's support with the occurrence of anemia in pregnant women in the Kalodran Health Center area, Serang City, Banten Province. 2022. It is recommended for future researchers that the results of this study will add references to knowledge and insight regarding the incidence of anemia in pregnant women so that students can gain skills in handling cases of anemia in pregnant women. as well as being able to apply the science of research methodology that has been studied in the form of a thesis.

In an organization or company, human resources cannot be separated from training activities. Training for human resources is a necessity for every organization or institution because almost everyone recognizes that the success of an organization or company is highly dependent on the human resources that manage them. Therefore, training is needed by employees so that they can improve their abilities, knowledge skills, motivation, and behavior. In today's modern era of development, human resource training is very important, because the formal education that employees have undergone is not enough to meet the demands of jobs and positions in organizations and companies. In addition, placing human resources directly at work does not guarantee that they will understand their duties and responsibilities well. New human resources often feel less confident and feel they do not understand their roles and responsibilities in the organization or company where they work. Therefore, new employees should receive training in the form of training that leads to an introduction to corporate culture and values, regulations, and policies, as well as their main tasks, which support the achievement of the vision and mission of the organization or company. Human resources who lack self-confidence are unlikely to carry out their duties and obligations to the fullest, especially in educational institutions. In addition, human resources professionals who have worked in organizations and companies for a long time also need to receive training to improve their skills, insights, and motivation in supporting the achievement of the organization's vision and mission.

Every company definitely wants good and adequate quality human resources, with the existence of quality human resources makes the company able to compete with other companies. According to Firdaus (Putra et al., n.d.). Therefore the welfare of employees is also very important to note.Especially in giving workload to employees. Each work unit has a different workload. A workload that is too high can cause an employee to become stressed, not to mention the job demands given by the company so that its employees give the best results. Each individual has different resilience to the workload and responsibilities given, the higher the workload given, the higher the stress level that will be experienced by the individual, conversely the lower the workload given, the lower the stress level. A high workload can make employees decide to quit or leave the company and look for a better company. This situation is also known as intensive turnover. In the case of Indonesia, the phenomenon of turnover intention is well recognized by both academics and practitioners. Every year there are around 10-12% of employees who turn over.

This research is motivated by the results of preliminary observations that the Delegation of the Regent's authority to the Sub-district Head has not been running optimally. The improvement of public services is still not optimal. Limited facilities/infrastructure in the sub-district. The number of employees in the sub-district is still limited. Not all SKPDs that delegate authority have technical instructions for the implementation of the delegation of authority by the sub-district. The method used is a qualitative descriptive research method. The sampling technique uses a purposive sample technique, thus the sample in this study was 5 people. The data collection technique uses a questionnaire. The results of the study obtained are as follows: The Effectiveness of the Delegation of Part of the Regent's Authority to the Sub-district Head in Improving Public Services (Regent Regulation Number 18 of 2010 Concerning the Delegation of Part of the Authority from the Regent to the Sub-district Head) has been implemented well, especially in the implementation of aspects of licensing, recommendations, coordination, coaching, supervision, facilitation, and implementation. The implementation of Public Services according to Regent Regulation Number 18 of 2010 concerning the Delegation of Part of the Authority from the Regent to the Sub-district Head has been implemented well, such as in terms of service procedures, service time, service costs, service products, service facilities and infrastructure, and the competence of service officers. The obstacles faced by the Sub-district Head in the effectiveness of the delegation of Part of the Regent's Authority to the Sub-district Head in improving public services in the Sub-district in Ciamis Regency are Limited budget; Lack of facilities and infrastructure to support public services; Lack of human resources; Many human resources do not yet have competence; Lack of public awareness to make permits; not all technical instructions have been made regarding the delegated authority; There are still requirements that must be completed at the Regency level, whether permits must be made immediately at the sub-district, so that it hinders the completion process and the completion time becomes long. Meanwhile, the results of observations show that the number of service providers is still very limited, where each officer has their own main duties and functions. Efforts made by the Sub-district Head to overcome obstacles in the implementation of the delegation of Part of the Regent's Authority to the Sub-district Head in improving public services in the sub-districts in Ciamis Regency, are to increase the budget; complete and improve facilities and infrastructure to support services to the community; propose additional human resources; improve human resource competency through coaching and training; increase public awareness to make permits through socialization; request clear technical instructions regarding the delegated authority; in the completion process and completion time are made easier by assigning district employees to carry out services in the sub-district.

This research is based on the results of preliminary observations that in order to achieve success and effectiveness in the implementation of Regional Autonomy, it is necessary for the Regional Government to be prepared in all fields, including the readiness of human resources to be able to answer the challenges in the implementation of Regional Autonomy. In addition, what is no less important for the implementation of Regional Autonomy to run effectively is how regions can explore and empower existing regional potentials, so that in terms of finance which is the main element in running regional government, independence can be achieved. The method used is a qualitative descriptive research method. The population in this study was 5 people. The sampling technique used a purposive sample technique, thus the sample in this study was 5 people. The data collection technique used a questionnaire. The results of the study are as follows: The Regional Original Income Increase Program in Supporting the Implementation of Regional Autonomy in Cilacap Regency has been effectively implemented through intensification and extensification programs that are quite effective in boosting the increase in Regional Original Income (PAD), and the Central Government's control of programs carried out by the Regional Government in an effort to increase regional income. The obstacles faced are the lack of existing human resources, both in quality and quantity; Frequent changes in higher legal regulations that disrupt the process of collecting regional revenue; Facilities and infrastructure that are still inadequate in carrying out the task of collecting regional revenue; Lack of understanding of laws and regulations on taxes and levies from the community; Weak law enforcement efforts against taxpayers and levy payers Efforts made to overcome obstacles in the program to increase Regional Original Income in supporting the implementation of Regional Autonomy in Cilacap Regency, are In increasing Regional Original Income (PAD) the Cilacap Regency Government has carried out the following: Improving the quality of human resources/collectors through functional training. Conducting research and reviewing regulations in the field of revenue to be adjusted to applicable laws and regulations. Improving facilities and infrastructure in order to support regional revenue collection. Conducting counseling to the community, especially to taxpayers and levy payers

Hospitals in guaranteeing good service quality and patient safety must be proven through accreditation. Accreditation is carried out by submitting an application to the Hospital Accreditation Commission (KARS). Hospital Accreditation is a way of monitoring the implementation of measuring hospital performance indicators. The purpose of writing this scientific article is to find out the importance of improving the quality of hospitals, especially for hospital structures and health workers. The method in this scientific article is to compare cases from several hospital studies that apply the accreditation process and the literature collected at the editing (re-examination) stage. The data is then processed and analyzed and conclusions drawn. The findings from the study of the application of hospitals in the importance of holding accreditation are to improve the quality of hospital services, improve hospital patient safety, increase protection for patients, the public, human resources for hospitals and hospitals as institutions and support government programs in the health sector. It can be concluded that the importance of hospitals carrying out accreditation is to ensure good service quality and patient safety must be proven through accreditation. Accreditation is carried out by submitting an application to the Hospital Accreditation Commission (KARS). Suggestions made for hospital agencies, namely hospitals that have obtained national accreditation status are required to make strategic improvement plans in accordance with the surveyor's recommendations to meet hospital service standards that have not been achieved.

The aim of the research is to determine the level of capability of the Human Resources (HR) apparatus at the Maros Regency Youth Sports and Arts Service (DISPORI). And to find out the policies for developing human resources for personnel at the Maros Regency Youth Sports and Arts Service (DISPORI). The research methods used are quantitative and qualitative research methods. The results of the research are that the Human Resources development policy for the apparatus at the Maros Regency Youth, Sports and Arts Service has been running well in accordance with applicable personnel procedures and regulations. This can be seen from the implementation of the HR development policy for personnel at the Maros Regency Youth, Sports and Arts Service. The policy of developing human resource capabilities for the apparatus has goals and objectives, namely development and improvement as well as carrying out the main tasks and functions as government officials so that they can meet predetermined standards while being able to make decisions independently and professionally based on a spirit of service and changes in attitudes that lead to further development. openness, attitude of serving and protecting the public as the main duties and responsibilities.  

In Indonesia, now it doesn't look at gender differences, meaning that in this era it's not only men who can make decisions in doing business, but women can make decisions and to pursue the businesses they own. Currently, single parent women can also have a business to meet family needs and participate actively in social life, government organizations or local organizations. Therefore the district government. Sidoarjo provides assistance through the Independent Women's Business Card (KURMA) program for single parent women to create and advance their businesses. With the implementation of this program, many women experience confusion in creating new UMKM and developing their businesses. The purpose of this socialization is to assist women in providing UMKM business ideas, reducing women's poverty, increasing women's income, increasing knowledge and knowledge along with the quality of human resources, especially women. Apart from that, our goal is to invite the women's community to become a community that is friendly to banks and the economy.

Health is one of the elements of life in building to realize the complete Indonesian human being. The aim of health development is to increase awareness, will and ability to live healthily for everyone in order to achieve the highest level of public health, as an investment for the development of socially and economically productive human resources. The aim of health services is to achieve a level of public health that satisfies the expectations and needs of the community (consumer satisfaction), through effective services by service providers that satisfy the expectations and needs of service providers (provider satisfaction), in service institutions that are delivered efficiently (institutional satisfaction). The interaction of the three main pillars of health services in harmony, harmony and balance, is a combination of the satisfaction of the three parties, and this is a satisfactory health service.

In terms of improving human resources in the company, it is necessary to evaluate employee performance. By evaluating employee performance, companies have supporting data and information to evaluate human resources to make them even better. Employee performance is important in a company because it will affect the achievement desired by the company. The purpose of this study was to analyze the significant influence of work motivation, work discipline, and work environment simultaneously on the performance of employees in family companies in Surabaya. This study used a quantitative approach using multiple regression analysis because the sample used was a questionnaire with a total of 73 respondents. The results showed that some work motivation, work discipline, and work environment have a significant effect on employee performance. Simultaneously, work motivation, work discipline, and work environment have a significant effect on the performance of employees in family companies in Surabaya.

The incentive is a reward or retribution provided the company to employees who perform as a form of reward. Incentives as a means of motivation that encourages employees to work with optimal ability, which was intended as an extra income outside of salary or wages have been determined. The incentive is a driving factor for the employees to work better so that the employee's performance can be increased. The granting of incentives are intended to meet the needs of the employees. This research using qualitative research methods. As for the independent variable Incentive (X) and the dependent variable (Y) Performance. The population in this research is the Production Department glass manufacturing company. The sample used in this dipenelitian is saturated sample in which every Member of the population serve as samples. In this study, data gathering is carried out using a questionnaire. Based on the results of the determination of the calculation can be seen that the value of R2 is 0.907 Adusted. This can indicate the magnitude of the role or contribution that independent variable (X1), namely incentive can explain or influence the dependent variable (Y) the performance of employees amounted to 95.2%, while the rest is affected by other factors that do not researched. And based on the results of testing linearity obtained value p value of 0.05 0.00 < Sig. This indicates acceptance of the H1 so that the relationship can be inferred variable x with y Linear.

This study aims to determine the library strategy to obtain library accreditation at SMP Negeri 1 Pekanbaru. This study uses a qualitative approach with a descriptive research design with the main objective of providing an objective description or description of a situation. The method used is observation, interviews, documentation. The results of this study found that the strategies carried out by the head of the library Insan Cendikia to obtain national school library accreditation were procurement of books, procurement of infrastructure, arrangement of equipment in the library, cataloging and human resource development. The supporting factor is the existence of a library card number (NPP), the library building has reached an area of ​​168m² and there is a reading area, work area and bookshelf area and the books are neatly arranged, there is a library management structure, the relationship between the librarian and the head of the library is quite good , the number of collections of library materials has met the national school library standards as many as 2,520 titles with 2,737 copies and professional human resources, while the inhibiting factors are insufficient funding, incomplete facilities and infrastructure, insufficient book procurement, and support from school principals who less strong.

Based on initial observations made by researchers in Pematang Serai Village, some children had difficulty speaking because they were still used to the language used in the family environment, and it was difficult to listen to what other people were saying other than using their mother tongue. For example, some children still use their mother tongue or are carried away by the language used at home when they want to ask others for help, which is sometimes difficult to understand. Another problem faced by the people of Pematang Serai Village is moral degradation. Low levels of education and interest in reading are suspected to be the cause of the decline in the character values of the millennial generation. Data analysis was adjusted to the problem formulation questions to be investigated using a quantitative descriptive method that processes numerical data into words, then changes recorded data from interviews. There is an influence of mother tongue on the listening ability of children aged 4-5 years in Pematang Serai Village, the influence of mother tongue on the listening ability of children aged 4-5 years in Pematang Serai Village is 27.8%, and the rest is influenced by cultural factors, community environment and intensity social interaction of 72.2%.

Sigapiton Village is one of the villages designated as a tourist village in Toba Regency based on the decision of the Toba Regent Number 665 of 2020, Sigapiton Village is designated as a Tourism Village. Sigapiton Tourism Village has the potential of a tourist attraction, but has not been developed to its full potential. This study aims to identify and describe the profile of potential tourist attractions owned by Sigapiton Tourism Village, identify and analyze internal and external factors that influence the development of Sigapiton Tourism Village, and develop tourism development strategies in Selulung Tourism Village. This study uses a qualitative method with the analysis of IFE, EFE, IE. Data collection was done by observation, interviews, Focus Group Discussion, giving questionnaires, examining documents and literature studies. The tourism potential of the Sigapiton Tourism Village is the potential for natural, cultural and man-made tourist attractions. Internal factors that influence the development of the Sigapiton Tourism Village are its natural and cultural attractions, tourism facilities, human resources and commitment to building a tourist village. External factors that influence are market trends (alternative tourism), well-known tourist destinations (Situmurun waterfall), Sister Village has been established between Silima Lombu and Sigapiton Tourism Village, and support from the government. The development strategy that can be applied in the Sigapiton Tourism Village is to develop tour packages that prioritize culture, art, local traditions, and agro-tourism, create interesting content marketing and carry out promotions, and build synergy with the surrounding tourist villages in Ajibata sub-district, Kabupaten Sigapiton. Toba.

Abstrak: Penelitian ini bertujuan untuk menganalisis dan menguji pengaruh berbagi pengetahuan dan kapabilitas teknologi informasi terhadap kinerja sumber daya manusia dengan variabel inovasi kerja sebagai intervening. Populasi yang digunakan adalah pegawai Rumah Sakit Umum Daerah Kajen Kabupaten Pekalongan sebanyak 498 orang. Dengan teknik probability sampling dan menggunakan rumus slovin, maka diperoleh jumlah sampel sebesar 100 responden. Alat analisis yang digunakan adalah analisis jalur, dimana sebelumnya dilakukan uji validitas, reliabilitas dan uji normalitas serta uji asumsi klasik.Hasil analisis dan pengujian menunjukkan bahwa berbagi pengetahuan terbukti berpengaruh positif dan signifikan terhadap inovasi kerja, kapabilitas teknologi informasi mempunyai pengaruh positif dan signifikan terhadap inovasi kerja. Berbagi pengetahuan dan kapabilitas teknologi informasi secara simultan dengan dimediasi inovasi kerja terbukti mempunyai pengaruh positif terhadap kinerja SDM. Inovasi kerja berpengaruh positif dan signifikan terhadap kinerja SDM, Inovasi kerja dapat menjadi variabel intervening antara berbagi pengetahuan  terhadap kinerja SDM. Inovasi kerja mampu menjadi variabel intervening antara kapabilitas

Puskesmas as a provider of basic health services has a very important role in maintaining public health. If it functions properly, the puskesmas will be able to provide quality services for people in need. The success of puskesmas in carrying out their programs is determined by the availability of human resources (HR) that are balanced between medical personnel on one side and promotive and preventive personnel on the other. The relationship between ability, workload, work discipline, and work motivation with the performance of health workers is obtained that there is a relationship between ability, workload, work discipline, and work motivation with the performance of health workers. Research Objectives: The purpose of this study is to analyze the suitability of the main tasks and functions (tupoksi) with education and skills as well as means of supporting work. Research Methods: The author of this article uses a descriptive qualitative method that seeks to describe an object or subject of an inductive nature. Result: Inappropriate tupoksi due to limited health workers in puskesmas, especially limited skills based on the type of education. As a result, there are health workers who are in charge of programs that do not match their skills. Conclusion: The lack of health workers makes the tupoksi incompatible with the educational background of the staff in charge of the program at the Puskesmas.

This research aims to explore strategies for maximizing human capital in the context of advancing artificial intelligence (AI) technologies within the workforce. The study employs a phenomenological approach to understand individuals' experiences and perceptions regarding AI integration in the workplace. Through purposive sampling, data were gathered from a diverse pool of professionals across industries. Semi-structured interviews were conducted to delve into participants' perspectives on the impact of AI on job roles, skill requirements, and organizational dynamics. Thematic analysis was employed to identify recurring patterns and emergent themes within the qualitative data. Preliminary findings suggest a nuanced interplay between AI technologies and human capabilities, highlighting the need for upskilling, retraining, and fostering adaptability among employees. The study contributes to the discourse on optimizing human resources amidst rapid technological advancements, offering insights for organizational strategies to harness the synergy between human expertise and AI innovations in the future workforce.      

In the rapidly evolving landscape of artificial intelligence (AI), optimizing human resources (HR) practices is imperative to foster organizational excellence. This qualitative research aims to explore the intersection of AI and HR practices to enhance organizational performance. The research adopts a qualitative approach utilizing in-depth interviews with HR professionals, AI specialists, and organizational leaders. Sampling techniques include purposive and snowball sampling to ensure diverse perspectives are captured. Data analysis involves thematic analysis, allowing for the identification of patterns and themes within the qualitative data. Preliminary findings indicate that organizations are increasingly leveraging AI to streamline HR processes, enhance talent acquisition, and improve employee engagement. Furthermore, the research reveals the significance of ethical considerations and human oversight in AI-driven HR practices. This study contributes to the growing discourse on AI integration in HR and provides insights for organizations aiming to navigate the AI-driven landscape while fostering excellence in HR practices.