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Poverty and income inequality are important issues in Indonesia's economic development process. Although economic growth continues to increase, the distribution of development outcomes is not yet fully equitable across all levels of society. This study aims to analyze the dynamics of poverty and income inequality in Indonesia from an economic development perspective. The research method used is library research, reviewing various sources such as books, scientific journals, and research reports relevant to the research topic. The data obtained is then analyzed using content analysis techniques to identify concepts, theories, and research findings related to poverty and income inequality. The results of the study show that the dynamics of poverty in Indonesia are influenced by various factors, including economic growth, regional development disparities, income distribution, human resource quality, and technological development and economic globalization. Economic growth plays a role in reducing poverty levels, but its benefits are not always felt equally by the entire community. Therefore, more inclusive development policies are needed that take into account equitable development, improving the quality of human resources, and expanding community access to various economic opportunities. In this way, efforts to reduce poverty and income inequality can be carried out more effectively and sustainably.

Occupational Safety and Health (K3) is an important aspect in protecting workers from potential accidents and health problems arising from work activities, including in the administrative sector, which is often considered low-risk. However, the Human Resources (HR) Department at PT Micro Madani Institute (MMI) Solo Branch still found several potential hazards and work risks that have not been optimally identified. This study aims to apply the Hazard and Operability Study (HAZOPS) and Job Safety Analysis (JSA) methods to identify and mitigate hazards and work accident risks in the HR Department's activities at PT Micro Madani Institute (MMI) Solo Branch. The research method is a qualitative study with a descriptive approach through observation and interviews. Risk analysis used the JSA and HAZOPS methods. The results of the study show that the application of the HAZOPS method in five sections of the HR Department successfully identified 53 potential hazards and risks, consisting of 12 extreme risks, 23 high risks, 15 moderate risks, and 3 low risks with the Employee Training and Development section as the section with the largest number of risks. Meanwhile, the application of the JSA method also identified 53 potential hazards and risks from 19 work activities. The dominant risks stem from non-ergonomic work postures, prolonged sitting, intensive computer use, and high workloads. This study concludes that the JSA and HAZOPS methods are effective in identifying potential occupational hazards and risks and can serve as the basis for control efforts to minimize workplace accidents and improve OHS implementation in the HR Department.

This study aims to analyze the effectiveness of human resource management at Company X in improving organizational performance. Human resources are a strategic factor that plays an important role in supporting the operational success of a company. This research uses a descriptive approach with qualitative methods supported by simple quantitative data analysis. Data were collected through interviews, observations, and documentation related to workforce management within the company. The results indicate that the number of employees has increased along with the development of the company's operational activities. The workforce structure is dominated by productive-age employees who have good adaptability to technological developments and work demands. However, several challenges were identified in human resource management, particularly in workforce planning, recruitment processes, and the effectiveness of training and employee performance evaluation programs. Therefore, the company needs to improve its human resource management system through more selective recruitment processes, relevant training programs, and a more objective performance evaluation system. These improvements are expected to enhance employee productivity and strengthen the company's competitiveness.

This study analyzes the performance of Account Officer (AO) and Loan Officer (LO) on the development of savings and loans at Koperasi Simpan Pinjam (KSP) Kopdit Obor Mas, Agrobusiness Branch. The objective of this study is to describe the role of Account Officer (AO) and Loan Officer (LO) in fostering the growth of savings and loan disbursement, as well as to identify the determinant factors influencing the effectiveness of their performance. The analytical method employed is descriptive qualitative using observation, interviews, and documentation techniques. The results indicate that the role of Account Officer (AO) in marketing and mobilizing savings, as well as the role of Loan Officer (LO) in credit feasibility analysis, loan disbursement, and credit monitoring, functions as a dominant factor driving the growth of members’ savings and loans. However, the effectiveness of their performance is constrained by limited human resources and suboptimal credit supervision. Although the operational and service systems have been implemented in accordance with established procedures, strengthening competency and monitoring systems is necessary to transform the performance of Account Officer (AO) and Loan Officer (LO) into a more effective and sustainable contribution to the development of savings and loans.

High-quality ship agency services are a key element in enhancing customer satisfaction and competitiveness within both national and international shipping sectors. This study aims to identify effective strategies for improving the quality of agency services at PT. Trans Shipping Agency Batam. The research methodology employed includes field research through direct observation and discussions, as well as library research using relevant books and journals as references. The findings indicate that PT. Trans Shipping Agency Batam has implemented strategies focused on service quality, managing ship owner expectations, and providing transparent evidence of service. Although operations are generally well-executed, certain obstacles persist, such as delays in the clearance in/out process caused by administrative complexity and inter-agency coordination. Recommended development strategies include enhancing human resource competencies, strengthening coordination among port authorities (Quarantine, Immigration, Customs, and Harbor Master), and optimizing information systems to monitor vessel schedules in real-time. More intensive coordination is expected to minimize operational constraints and drive service efficiency within the maritime industry.

Abstract. Locally Generated Revenue (PAD) is an important indicator in assessing a region's fiscal independence. One source of PAD with potential for development is Groundwater Tax (PAT), particularly in areas with significant groundwater utilization. This study aims to evaluate the contribution of Groundwater Tax to Locally Generated Revenue (PAD) in Sikka Regency during the 2020–2024 period. The research method used is descriptive with quantitative and qualitative approaches. The data used are secondary data obtained from the Sikka Regency Regional Revenue Agency, including data on realized Groundwater Tax and PAD revenues, as well as primary data obtained through observations and interviews during the internship. Data analysis techniques were used to calculate the contribution of Groundwater Tax to.Total PAD and analyze its revenue development from year to year. The results show that the contribution of Groundwater Tax to Sikka Regency's PAD is still relatively small and fluctuates, although overall PAD realization is quite effective. This low contribution is influenced by several factors, including suboptimal taxpayer compliance, limited human resources, and the suboptimal implementation of the regional tax digitalization system. Therefore, strategic efforts are needed in the form of increasing supervision, taxpayer data collection, tax socialization, and optimization of the tax administration system to increase the contribution of Groundwater Tax to Sikka Regency's PAD in the future

This study explores the lives of Rohingya women residing in the Minaraya refugee camp, Padang Tiji Subdistrict, Pidie Regency, Aceh, through the lens of the Gender Agency Theory and Resilience Theory. It aims to understand how these women negotiate their roles within a patriarchal social structure and develop resilience amid economic, social, and cultural constraints. The findings reveal that Rohingya women live under a deeply entrenched patriarchal system in which men dominate decision-making processes, while women are confined to domestic responsibilities. However, their compliance should not be interpreted as mere submission; rather, it reflects a form of piety-based agency, a conscious act grounded in religious and moral values to maintain dignity and family harmony. Within the domestic sphere, women play an essential role in managing aid funds, distributing food, and regulating household expenditures. These actions demonstrate adaptive capacity and subtle role negotiation within the limits of gender norms. Spirituality serves as a significant source of strength; religious activities such as Qur'an recitations and collective prayers function as coping mechanisms for dealing with trauma and uncertainty. Furthermore, support from humanitarian organizations helps meet basic needs. However, the core of their resilience stems from family solidarity and deeply held religious values. Rohingya women in Aceh display strength through faith, social adaptation, and resource management, positioning themselves as active agents in sustaining dignity and survival amid adversity.

This study aims to analyze the effectiveness of public service policy implementation at the Regional Technical Implementation Unit of the Freshwater Fish Cultivation Center (UPTD BBIAT) in Pekalongan Regency, focusing on the influence of service quality on fish farmers' satisfaction mediated by trust. The research employs a mixed-methods approach with a concurrent embedded design, combining a survey of 40 fish farmers and in-depth interviews with 5 key informants from the UPTD and Agency levels, along with observation and document analysis. The theoretical framework is built on New Public Service Theory, Policy Implementation Theory, and the SERVQUAL, trust, and public satisfaction concepts. The research findings indicate that all three variables are in the high category with robust and significant positive correlations: service quality with trust, service quality with satisfaction, and trust with satisfaction. Trust has been shown to play a strong mediating role in the relationship between service quality and fish farmers' satisfaction. The assurance and empathy dimensions are the strengths of UPTD BBIAT, while tangibles and reliability require improvement through infrastructure modernization and enhanced consistency in seed availability. Theoretically, this research confirms the applicability of the SERVQUAL model and trust theory in the context of public services in the fisheries sector. In practice, it provides strategic recommendations to improve policy implementation effectiveness through infrastructure strengthening, human resource development, service digitalization, and enhanced institutional coordination.

This study aims to analyse the role of digital literacy of the State Civil Apparatus (ASN) in supporting the implementation of smart cities and improving the quality of public services in the Sorong City Regional Secretariat. The research method used is qualitative with a descriptive approach, through in-depth interviews with structural officials within the Sorong City Secretariat. The results of the study show that the level of digital literacy of civil servants is still varied and greatly influenced by the duties and functions of the position, generational background, and the intensity of the use of digital technology in daily work. The implementation of the smart city concept in Sorong City has not been fully optimal due to limited infrastructure, readiness of human resources, budget support, and coordination between regional apparatus organisations. Nevertheless, digitalisation has had a positive impact on the efficiency of public services, especially in the aspects of administration, transparency, and ease of access to information for the public. This study also found that the success of digital governance is highly determined by the commitment of regional leaders, internal policies that support the digital capacity building of civil servants, and continuous training and mentoring. Therefore, strengthening the digital literacy of civil servants is a strategic and sustainable priority policy to support the development of smart cities and digital public services that are effective, inclusive, and accountable in Sorong City.

Economic development in rural areas, specifically, aims to improve community welfare. However, in practice, many challenges remain, such as limited technical skills, minimal innovation, and low community capacity to create and develop productive businesses. One way to address these challenges is through human resource empowerment. Gunung Tinggi Village has the potential to develop creative businesses, particularly among housewives, such as dishwashing soap. This product is a household necessity that is used routinely, so demand tends to be sustainable. Therefore, a SWOT analysis was used to provide sustainability recommendations for this business. The methods used included service learning (SL) with a Participatory Action Research (PAR) approach to ensure active participant involvement and the program's alignment with the community's real needs. The results showed that the initial impact of this Community Service Program (PKM) activity was evident in the production of marketable products and the opening of new business opportunities, which directly contributed to the diversification of income sources and increased family economic independence. Furthermore, the application of SWOT analysis proved effective as a tool in formulating sustainability strategies for the micro-enterprises being developed.

The police institution is a law enforcement agency whose operational effectiveness heavily depends on the management of human resources to support organizational development and sustainability. The Directorate of Special Criminal Investigation (Ditreskrimsus) holds a strategic role in handling specialized and complex crimes. Its duties involve addressing various forms of criminal activity with high levels of risk and uncertainty. Such risks are often unpredictable and may arise suddenly. Continuous readiness and sustained vigilance in diverse situations can serve as significant sources of work-related stress. One strategy to mitigate work stress is by enhancing Quality of Work Life (QWL). This study aims to examine the relationship between QWL and work stress among members of the Ditreskrimsus of Polda Jambi. A quantitative approach with a correlational research design was employed, involving 115 members selected through purposive sampling. Data were collected online using questionnaires consisting of a QWL scale and a Work Stress scale. Correlation analysis conducted using SPSS indicated that the majority of respondents were in the moderate category. The findings revealed a significant negative relationship between QWL and Work Stress, with a correlation coefficient of r = -0.549 and a significance level of p < 0.001. These results underscore the importance of continuously improving various aspects of QWL as an effective strategy to prevent and reduce work-related stress.

The development of rural economies based on locally superior commodities is an integral part of inclusive and sustainable development strategies. Sumberdem located in Wonosari Subdistrict, Malang Regency, possesses significant potential for the development of coffee-based ecotourism. However, this potential remains largely underutilized due to several structural and institutional constraints. Key challenges include inadequate supporting infrastructure, limited capacity of local human resources, and the absence of downstream processing for coffee products. This community engagement program implemented an adaptive approach known as the Lumintu model, rooted in the Participatory Rural Appraisal (PRA) framework. Field assessments revealed critical limitations such as poor road access to plantation areas, insufficient agricultural irrigation, and weak digital connectivity. Moreover, the capacity of village institutions—such as the Village-Owned Enterprises (BUMDesa) and coffee farmer groups—remained low, resulting in local coffee products with limited added value. The initial implementation of the program has shown promising results, particularly in strengthening institutional capacity through training on tourism business management and high–value coffee processing. Furthermore, product diversification through the development of coffee-based agrotourism and digital marketing innovations has been successfully introduced. Overall, this community engagement initiative has provided a concrete solution to rural development challenges in Sumberdem Village. Moving forward, the village is expected to strengthen its position as a sustainable coffee ecotourism destination and improve the long-term economic well-being of its residents. The proposed development model also holds the potential for adaptation and replication in other rural areas with similar characteristics, thereby supporting the broader achievement of the Sustainable Development Goals (SDGs).

This study examines the implementation of Agile Governance in the development of the Integrity Zone at the Faculty of Social and Political Sciences, Universitas Riau. The study is motivated by the need for adaptive, responsive, and participatory governance to support bureaucratic reform and improve public service quality in higher education institutions. Despite ongoing efforts, the development of the Integrity Zone still faces challenges, including limited human resources, budget and facility constraints, inefficient administrative systems, and suboptimal digital service integration.This research employed a qualitative descriptive approach through observation, in-depth interviews, and documentation involving faculty leaders, the Integrity Zone team, educational staff, students, and alumni. The findings show that Agile Governance has been implemented through six indicators: good enough governance, business-driven, human-focused, quick wins, systematic and adaptive approach, and simple design and continuous refinement. Its implementation is reflected in administrative service digitalization, WhatsApp helpdesk services, consultation corners, the Complaint, Assistance, and Health Support Unit (P2K), service satisfaction surveys, integrity culture strengthening, and simplified service procedures. However, implementation remains uneven due to limited resources, inadequate digital integration, and organizational culture challenges. The study recommends strengthening digital service integration, enhancing human resource capacity, applying data-based service evaluations, and improving coordination and organizational culture to ensure sustainable and effective Integrity Zone development.

This study aims to determine the influence of Diklat on employee performance at the Department of Education and Culture of Gorontalo Province. The sample in this study consisted of 58 respondents. The data used in this research were primary. Data collection was conducted through the distribution of questionnaires. The data analysis technique employed was simple linear regression. The results of this study indicate that Diklat have a positive and significant influence on employee performance at the Department of Education and Culture of Gorontalo Province, with a coefficient of determination of 66.90%, while the remaining 33.10% is influenced by other variables not examined in this study, such as organizational culture, work environment, leadership, career management, work commitment, work supervision, and information technology within the organization. The positive test results imply that the improvement in employee performance at the Department of Education and Culture of Gorontalo Province occurs due to intensive Diklat that align with the needs of human resource development in public sector organizations.

The implementation of the National Health Insurance Program has transformed the competitive dynamics of the healthcare industry in Indonesia, particularly for non-JKN private hospitals. This study aims to analyze the business strategies implemented by non-JKN hospitals in responding to market changes during the JKN era. The research employed a qualitative approach with a case study design involving four non-JKN hospitals in Bali, namely BIMC Hospital Kuta, BIMC Hospital Nusa Dua, Kasih Ibu General Hospital Denpasar, and RSIA Bunda Denpasar. Data were collected through in-depth interviews, observations, and documentation studies, and were analyzed inductively through data reduction, categorization, data presentation, and conclusion drawing. The findings reveal that non-JKN hospitals primarily adopt a differentiation focus strategy to maintain competitiveness. This strategy is reflected in premium healthcare services, faster service delivery, direct access to specialist doctors, medical tourism development, utilization of modern medical technology, and personalized patient care. The study also finds that the integration of SWOT analysis, Porter’s generic strategies, and the Balanced Scorecard supports more adaptive and sustainable business strategy implementation. Strategic success is determined by adaptive leadership, service innovation, human resource development, and the hospitals’ ability to respond to changing consumer behavior and market competition. This research confirms that non-JKN hospitals still possess significant market opportunities through service quality enhancement and premium patient segmentation amid the dominance of the JKN system.

This study aims to analyze the development of human resources in relation to the assessment center for Civil Servants (PNS) at the Karas District Office, Fakfak Regency. The objectives of this study are to determine the effect of human resource development on the assessment center, and to identify the human resource development variables that most dominantly influence the PNS assessment center. This research uses a qualitative approach with data collection methods including interviews, observations, questionnaires, surveys, and experiments. The data were analyzed qualitatively and quantitatively to explain the relationship between human resource development and the assessment center. The qualitative analysis results show that PNS at the Department of Mining and Energy, Fakfak Regency, who hold Echelon IV/a structural positions, number 15 people (0.71%), while PNS with the rank of Pembina Level I/IV/b number 5 people (0.24%). Based on gender, the majority of PNS are male (15 people or 0.71%) who have participated in human resource development through career development. PNS with a Bachelor's degree (S-1) number 11 people (0.52%), and those aged 41-50 years and over 50 years number 12 people (0.57%).

BUMDes (Village-Owned Enterprises) plays a strategic role in promoting community income and sustainable village development. This study aims to analyze the role of BUMDes in increasing community income and village development in Kualuh Hilir District, North Labuhanbatu Regency (Labura), from an Islamic business ethics perspective. The method used is descriptive qualitative with data collection through in-depth interviews, observation, and documentation of BUMDes administrators, village governments, and beneficiary communities. The results show that BUMDes in Kualuh Hilir District has contributed to increasing Village Original Income (PADes), providing employment, and empowering the local economy, although it still faces challenges in governance, human resource capacity, and financial transparency. From an Islamic business ethics perspective, BUMDes management needs to be based on ethical principles such as justice (adl), common welfare (maslahah), mutual assistance (ta'awun), trustworthiness (amanah), and the prohibition of riba, so that the benefits can be felt by all levels of society equitably.

Licensing services are an important component in supporting the investment climate and ease of doing business in the region. This study aims to analyze the management of licensing service strategies at the Tanjungbalai City Investment and One-Stop Integrated Services Office (DPMPTSP). The analysis includes organizational strategies, program strategies, resource support strategies, and supporting and inhibiting service factors. The research method uses a qualitative approach with data collection techniques through interviews, observations, and documentation. The results of the study show that DPMPTSP has implemented digital-based services through the Online Single Submission (OSS) system, Building Management Information System (SIMBG), and Sicantik Cloud. The implementation is supported by the strengthening of Standard Operating Procedures (SOPs) and improving the quality of human resources. However, the implementation still faces obstacles in the form of network disruptions, limited technology infrastructure, and a limited number of service officers. Therefore, optimizing digital-based licensing services requires stable infrastructure support, increased apparatus capacity, and continuous coordination between stakeholders. This research contribution emphasizes the importance of an adaptive, integrative, and quality-oriented licensing service management strategy to support sustainable regional economic development.

Background: In the competitive healthcare landscape, where human resources are pivotal to organizational success, affective commitment defined as emotional attachment to the workplace is essential for nurse retention and service quality. Satya Negara Hospital in North Jakarta exemplifies the challenges faced by Indonesian healthcare institutions, with a notably high nurse turnover intention of 30% in 2024, signaling low affective commitment and underscoring the urgency to identify its drivers. While person-job fit and career development are established antecedents of commitment, their combined influence within Indonesia’s nursing context, along with the potential moderating role of meritocracy, remains underexplored.. Methods:  Using a quantitative, cross sectional design, data were collected via a validated questionnaire from all 108 nurses at the hospital and analyzed using multiple regression.. Results: The results revealed that person-job fit, career development, and meritocracy collectively explain 96.6% of the variance in affective commitment. Furthermore, when meritocracy was tested as a moderating variable, the explanatory power of the model increased significantly, with the adjusted R² value rising from 96.6% to 98.5%. This indicates that the presence of a meritocratic system substantially amplifies the positive effects of both person-job fit and career development on commitment.. Conclusion: The study concludes that a synergistic combination of job fit, growth opportunities, and a merit-based system is fundamental to fostering nurses’ emotional attachment. These findings contribute to organizational and psychological theory integration and offer practical human resource strategies for enhancing nurse commitment and reducing turnover in healthcare settings.

This paper aims to analyze the influence of Human Resource Reform and Transformational Leadership on Civil Servant Professionalism, with Resistance to Change as a mediating variable. The research focuses on civil servants at the Semarang City Personnel, Education and Training Agency (BKPP Semarang City), an institution at the forefront of bureaucratic reform and talent management. A quantitative approach was employed through a survey of 77 civil servants using a saturated sampling technique. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the direct and mediation relationships between the research variables. The results showed that Human Resources Reform of Civil Servants and Transformational Leadership had a positive and significant effect on ASN Professionalism. Transformational Leadership was also proven to reduce Resistance to Change, while Human Resources Reform had an indirect effect through reducing resistance. In addition, Resistance to Change had a significant negative effect on ASN Professionalism and mediated the relationship between Human Resources Reform of Civil Servants and ASN Professionalism. These findings confirm that merit system reform, competency development, and inspirational leadership are key factors in improving ASN professionalism, especially when psychological and structural barriers in the form of resistance to change can be minimized. This study provides theoretical contributions in the development of a model of ASN professionalism as well as practical recommendations for local governments in strengthening the implementation of bureaucratic reform.