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Management and utilization of water resources will increase along with the rate of population growth, increasing living standards and regional economic growth. Human needs for water in life generally consist of clean water needs, agricultural water needs and industrial water needs. Provisions for water use permits in Law no. 17 of 2019 which is not regulated in PP No. 69 of 2014, namely permission to use water to meet needs for activities other than meeting basic daily needs and people's agriculture which is not a business activity, it can be said that PP No. 69 of 2014 is no longer in accordance with the provisions in Law no. 17 of 2019 so that it needs to be revoked and new government regulations formed as implementing regulations for Law no. 17 of 2019. The paradigm that will be built with the enactment of Law Number 17 of 2019 is to improve the previous paradigm which was not in line with people's expectations so that there would be no leap in the authority to manage water resources in the hope that a more effective and efficient resource management system would be realized..

The purpose of this research is to explain a strategic approach to the training and development of the Human Resources of the Regional Disaster Management Agency (BPBD) in facing organizational change challenges. This study uses a qualitative descriptive method and a literature study approach. The research is conducted at the Office of the Regional Disaster Management Agency in Bima District. In this research, the data analysis technique used is the interactive model according to Miles and Huberman, which consists of three main components: data reduction, data presentation, and conclusion/verification. The research results show that in the context of natural disasters that are prone in this region, disaster preparedness, disaster management, and emergency response coordination are the top priorities in the training strategy. Involvement of the local community, collaboration with other institutions, and learning from previous experiences are essential elements that can strengthen the readiness of the BPBD in Bima District. Continuous evaluation, career development, utilization of local human resources, and technological innovation are supportive elements in a comprehensive training strategy. Recommendations include the development of long-term training plans, enhanced inter-agency collaboration, and investment in technology that supports disaster management and training. Facing future challenges, such as climate change that can increase the risk of natural disasters, the BPBD in Bima District must continually update their training strategy and ensure that their response to organizational changes and disasters remains relevant and responsive. Therefore, the training and development strategy for HR in the BPBD in Bima District can help strengthen their preparedness and responsiveness in facing the challenges in this region.

Education is the main foundation in community development and human resource development. In the context of higher education, the quality of the learning process and lecture management greatly affects student success. One aspect that has a significant impact on the learning process is student attendance management. Traditionally, recording student attendance is done manually by using a physical attendance list that must be filled in by students and signed by lecturers. Although it has been used for a long time, this method has a number of limitations that need to be overcome. In the rapidly evolving digital era, we have access to technology that can simplify and improve student attendance management. The use of information technology can provide a more efficient, accurate, and practical solution in recording student attendance. The app was developed using MIT App Inventor, a platform that makes it easy for users to create Android apps without in-depth programming knowledge.  

This research aims to find out about the implementation of human resource management in improving student discipline at Annur Depok Vocational School. The method used in this research is observation, interviews and documentation. The data analysis technique used is an interactive model and data triangulation to check the validity of the data. The results of the research show that Human Resource Management Implementation Planning is Improving student discipline at Annur Vocational School. In implementing Human Resources Management, the steps taken by Annur Vocational School begin with planning everything that will be done to improve the quality of education, such as recruitment and selection of teaching and education staff, then the planning is organized according to the school's needs. The next steps are the implementation of the plan that has been determined and direction, then supervision and evaluation are the final steps in implementing Human Resources Management related to the development of teacher professionalism and discipline in order to improve the quality of education. Implementation of Human Resources Management in an effort to improve discipline at Annur Vocational School.

Tarabunga Tourism Village has a variety of great tourism potential that can be developed and introduced such as its beautiful and amazing natural potential. The purpose of this study is to determine the development strategy carried out by the Village Government in increasing the number of tourist visits to Tarabunga Village. (2) To determine the involvement of BUMDES, POKDARWIS, and Youth Youth Organization in the management of tourist attractions, (3) To determine the involvement of community leaders in the development of tourist attractions in Tarabunga Village. This research uses descriptive qualitative methods. Data collection techniques used are (1) data collection through observation, interviews and documentation, (2) data presentation, (3) data reduction, and (4) drawing conclusions. The results of this study are that the Village Government does not only work alone but involves various related parties or stackholders called Penta-helix. The strategies carried out by the Village Government are master plan, environmental management and cleanliness, promotion and marketing, environmental sustainability, human resource development, application of Sapta Pesona, cooperation and partnerships. The conclusion drawn by the author is that Tarabunga Tourism Village has rich natural resource potential. The Government's strategy does not only focus on one point or one tourist attraction, but development is carried out as a whole. One of the major strategies owned by the Village Government is the Master plan on the development of Tarabunga Peak Attraction, In developing the potential of Tarabunga Tourism Village both Natural and Cultural Potential, the village government does not only do it alone but also involves various related parties that can contribute directly or indirectly.

The digital era has changed the paradigm and practice of human resource management (HR). This article analyzes the impact of digital transformation on HR, with a focus on paradigm shifts, digital skills development, and the use of technology in decision making. The pre-digital era emphasized administration, while the digital era demands attention to employees' digital skills. Developing digital skills is important, considering these skills are key in the modern world of work. A competency-based approach is a more suitable method for dealing with technological change. HR management has a major role in facilitating organizational adaptation and success in the ever-evolving digital era. The World Economic Forum (2020) said skills such as understanding technology, data analysis, and proficiency in using digital devices have become important in today's world of work. In facing the digital era, organizations are faced with new challenges and opportunities. Changing the HR management paradigm from administrative to strategic requires adaptive and innovative leadership. Digital skills development is the foundation for productivity and competitiveness. Therefore, employee training and development must be the main focus. A competency-based approach allows a more precise identification of the required skills requirements. In addition, the use of technology and data analysis enables more accurate and objective decision making.

The existence of infrastructure and development that continues to develop in Kulon Progo, such as the YIA Airport in  Kulon Progo, hotels and shopping centers can lead to rapid development growth in Kulon Progo. With development increasing rapidly but not accompanied by the development of human resources in the surrounding area, this has resulted in the marginalization of the surrounding community. The author's aim is to analyze the activities carried out by the Kulon Progo government to increase the capacity of the Kulon Progo community. Can also analyze problems that arise in the development process and how the Department handles them. A qualitative approach was chosen for this research process, namely descriptive research. The data sources used are primary data obtained during the research process and secondary data from books and other literature. The data collection process was carried out by interviews, direct observation and documentation. The research results include plans for development and empowerment activities prepared by the department taking into account various agency linkages and the needs of business actors in Kulon Progo. The Department carries out various programs such as training to increase production capacity, improving central management, issuing permits to increase business capacity in Kulon Progo. Monitoring and evaluation of activities is also carried out to determine the obstacles and successes of activity programs.

Human resource management must be carried out professionally in order to produce competent human resources to improve the performance of individuals and companies. The role of a leader is very important in improving employee performance, because effective leadership provides direction to the efforts of all workers in achieving organizational goals. One of the appropriate leadership styles in dealing with change and addressing the proactive nature of employees is a transformational leadership style that brings change through a clear vision by involving subordinates in every activity. The right leadership style will make employees respectful at work and willing to contribute their best. With the implementation of the transformation leadership style in the company, it will create maximum employee performance which will affect the company's progress.

In the current era of digitalization and globalization, information and communication technology has become an integral part of human life. The rapidly growing use of technology has also influenced almost all aspects of life, including the world of work. Technology has made work easier, increased productivity, and opened up new opportunities for companies to develop faster. Information and communication technology has now become an important factor in changing the way companies operate. Companies that are successful in facing technological changes and can utilize them effectively will have a competitive advantage in the market. Therefore, Human Resource Management (HRM) has experienced many changes since the start of the digital era. The digital era has had a significant impact on the way companies recruit, train and motivate their employees. In the digital era, companies not only need to understand technology, but also need to understand how technology can help in their human resource management.

BUMDes serves as a tool to drive rural economic development by harnessing the potential within the village. One of the primary obstacles in the development of BUMDes is the lack of qualified human resources. The aim of this Community Service Program (PKM) is to provide training and workshops to the management of BUMDES in Desa Waru, focusing on developing BUMDES flagship products. The method employed in this PKM involves training and workshops, which include both theoretical instruction and practical application of the materials provided. The participants in this activity consist of 15 individuals who are part of the management team of BUMDES in Desa Waru. As a result of this PKM, BUMDES in Desa Waru now possesses several flagship products that can be further developed, including "Snack Si Engkong" made from cassava, a Savings and Loans Cooperative, and a trendy concept Café business. The training and workshop on Village-Owned Enterprises (BUMDes) as an Economic Driver for the Community in Desa Waru, Parung District, Bogor Regency, have been conducted smoothly, without significant issues. The materials provided in this activity were well-suited to the needs of the participants, who also serve as the management team of BUMDES in Desa Waru.

Rural economic development aims to create an environment that allows people to have a high life expectancy. The Malang Regency Government has launched the One Village One Destination program which demands that every village can produce competitive tourism products by utilizing local resources. Purworejo Village is a village located in Ngantang District with the majority of their livelihood being shallot farmers. Purworejo village was also crowned as a national model village producing high quality shallots, so many elements of society visited to learn about shallot management. The natural beauty and original culture of the village are additional potential that can be managed further to support the realization of Kampung Bawang Merah Village Tourism. The method used in this mentoring is a classical and individual approach. The subjects of this activity were 45 people from the Farmer's Group, PKK Mothers, youth organizations and the village government. The socialization and training participants received the results of this activity well. The results of this training will be used as a reference in preparing to develop human resources in managing tourist attractions and collaborating with partners as an embodiment of the Community Based Tourism (CBT) strategy.  

Human resource management is one of the important factors in an agency. In order to achieve its goals, it requires quality human resources who are competent and qualified and consistent in every job. This research aims to determine the influence of work ethic and work enthusiasm on the work effectiveness of employees at the Regional Revenue, Financial and Asset Management Agency (BPPKAD) of Kediri city. The sample in this study was 70 respondents consisting of civil servants and honorary employees. The tool for testing this research is using SPSS 25. Using proportionate stratified random sampling technique. By using multiple linear regression analysis, t test and F test, the results of this research are that work ethic has a significant effect on work effectiveness with a sig value of 0.000 < 0.05, work enthusiasm has a significant effect on work effectiveness with a sig value of 0.043 < 0.05. Work ethic and work spirit have a joint and significant effect on work effectiveness with a sig value of 0.000 < 0.05.

The defence and security of the Indonesian state is a very crucial thing in the practice of the state so that it requires a component of citizens to participate in efforts to maintain state security in addition to the Indonesian National Army (TNI) and the Indonesian National Police (Polri), the Supporting Component is needed in efforts to defend and secure the state but in practice the community thinks that it is contrary to Human Rights (HAM). The purpose of this study is to carefully examine and analyse the Establishment of the Reserve Component as a State Supporting Defence Viewed from a Human Rights Perspective. The legal research method used is normative juridical legal research method by conducting research on library materials and using a statute approach. The results of the research are that in the Indonesian constitution, the rights and obligations to defend the country by citizens have been regulated through the 1945 Constitution of the Republic of Indonesia, Law No. 3 of 2023 concerning State Defence, Law No. 23 of 2019 concerning Management of National Resources for State Defence, as well as the embodiment of patriotism in the state that can be carried out by a citizen who is then made by the Indonesian Government a state defence system in order to support national defence, namely by implementing a Reserve Component system stipulated in the PSDN Law and the formation of the Reserve Component is not an element of coercion or a form of human rights violation.

An important aspect in the organization is human resources, human resources have a dominant role in all organizational activities, because they are the actors and determinants of achieving organizational goals. In its development, organizations face various issues in workforce management that encourage the need for professional HR management. This research aims to determine the influence of motivation, competence and incentives on the performance of teachers at SMK Pawyatan Daha 1 Kediri City, because the results of observations indicate a decline in teacher performance caused by issues of motivation, competence and incentives. This quantitative research shows that the variables of motivation, competence and incentives have a partial and simultaneous influence on performance. The coefficient of determination obtained is 0.969, meaning that 96.9% of performance is influenced by motivation, competence and incentive variables, while the remaining is influenced by other variables not examined in this research.

PT Multi Teknik Telaga Indonesia is a distributor for European gearbox and electric motor manufacturers. PT Multi Teknik Telaga Indonesia is one of the sole agents of electric motor/gear motor products and one of the largest gear companies. Based on the objectives and form of the research conceptual framework, the approach used in this research is quantitative. In this study, simultaneously the level of attendance and incentives has a significant effect on employee performance with the F test value obtained of 28,286 with a sig value. 0.000 because the probability is below 0.05 or 0.000 0.05, the multiple linear regression model can be used to predict employee performance or it can be said that the Attendance Rate (X1) and Incentives (X2) simultaneously affect Employee Performance (Y).PT. Multi Teknik Telaga Indonesia to implement an effective and efficient employee attendance attendance system, so as to facilitate the human resource management process, save costs and time and increase employee productivity and assess employee performance by considering factors such as attendance and incentive levels, so as to provide a more complete picture of employee performance.

Purpose-The main orientation of this article is to recognize the pattern of digitalization's impact on the current development of Artificial Intelligence (AI) and human resource management and how it affects the skills needed by HR professionals for decision-making through talent management and employee retention to ensure employee capabilities by aligning work at the right time based on the company's business priority goals. Methodology-This study uses a qualitative methodology that uses descriptive research. This research focuses on decisions made by leaders to improve the quality of human resources and seeks to identify areas of knowledge that have not been explored in research. Findings-Research results show that the company's strategy of using Artificial Intelligence (AI) provides many benefits, such as improving operational efficiency, developing innovative products or services, and making better business decisions based on better forecasting and analysis. Practical Implications-Through the implications of HR data analysis as decision-making in forecasting human resource trends using AI, talent management, and employee retention. This is applied to the recruitment and selection process that provides benefits such as rewards to employees who can achieve targets. Therefore, a supportive work culture by honing the talents and potential of employees to create maximum and efficient performance can have a good impact on the company.

Esources such as capital and office infrastructure. Human resources are the most important thing for an institution, because humans have the ability to set goals, collaborate, and work so that planned goals are achieved. Likewise, it is no less important than the office infrastructure in an institution that has a big influence in efforts to increase work efficiency and effectiveness. Therefore, an institution really needs office infrastructure that can be used by employees in carrying out their duties and responsibilities so that administrative activities and other operational activities can run well and smoothly. Office infrastructure is one of the factors that supports the success of an institution in achieving the organization's goals. Office facilities and infrastructure are an important part that need to be prepared ideally and continuously so that they can ensure the smooth running of employee work activities. Considering that office facilities and infrastructure are very important in efforts to facilitate employee work activities, therefore it is necessary to manage adequate facilities and infrastructure. Means are anything that is used as a tool to achieve aims and objectives, means are more indicated for moving objects such as computers and machines. Infrastructure is something that is the main support for the implementation of the process (Business, Development, Project), infrastructure is more indicated for immovable objects such as buildings, space, land. Work effectiveness is a condition that shows the level of success of management activities in achieving goals including quantity work, quality of work, and timeliness in completing work. Effectiveness is often associated with an efficient system, so that the service process takes place effectively, optimally and on time, thereby eliminating the need for overtime work with its implications. The efficiency of work processes, the level of effectiveness of office technology users, and the comfort of the work environment will directly and indirectly influence employee performance in completing assigned tasks. Apart from that, there are also various factors that influence work effectiveness, including: time, tasks, productivity, motivation, work evaluation, supervision, work environment, equipment and facilities. It is logical and appropriate if increasing effectiveness is made one of the government's long-term targets in implementing its strategy. Based on the phenomena presented above, it is clear that the Office of Industry, Trade, Energy and Mineral Resources of North Sumatra Province has not been well managed regarding infrastructure and has not complied with the appropriate regulatory principles. Problems like this should be addressed immediately and maximized so that in the future it can be as good as it should be. If this is resolved, it will certainly create a comfortable and conducive atmosphere so that employees can carry out their work responsibilities well and optimally. Therefore, the researcher was interested and conducted research as a result of an internship, with the title "The influence of the lack of office infrastructure on the effectiveness of employee performance

Human Resource Management (HRM) is a way to provide employees with an understanding of how to develop employment opportunities, work groups that have the appropriate capacity to provide appreciation for their efforts and work. This is because HR is tasked with realizing the vision and mission of a company. By taking a sample of 35, namely all UD employees. Syafaat Prambon with correlation and regression analysis techniques. The results of the analysis concluded: 1) Work Discipline has a positive and significant effect on UD employee productivity. Prambon Intercession. 2) Occupational Safety and Health has a negative and significant effect on the productivity of UD Syafaat Prambon employees. 3) The work environment has a positive and significant effect on UD employee productivity. Prambon Intercession. 4) Simultaneously, it is known that there is a significant influence between work discipline, work safety and health, and the work environment on the productivity of UD employees. Prambon Intercession.

Human resource management is an important aspect in the business world, in a company the potential of human resources will determine the direction in achieving a goal set by the company. This study explains the effect of work discipline, occupational safety and occupational health on the work productivity of UD Mugi Lestari Papar employees. The number of samples taken in this study was 33 employees. In this study, it was found that work discipline had a partial and significant effect on employee work productivity, work safety had a partial and significant effect on employee work productivity and occupational health had a partial and significant effect on employee work productivity. Furthermore, work discipline, occupational safety and occupational health have a silmutant and significant effect on employee work productivity.

The application of organic farming has potential in the agricultural sector. There is a lot of empty land, adequate water sources, good soil conditions. However, it can be seen from the results of the survey we conducted that there is a lack of concern for the surrounding community and inadequate support by good management with human resources even though there is great potential in the area. So we, PKM, act as a driving force, providing understanding to the community regarding the potential that exists in the area.