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The development of modern companies often leads to overlapping functions between departments, such as the dualism of functions between Human Resources (HR) and financial accounting. This creates serious challenges in resource management and accounting that can impact the overall performance of the organization. Issues faced include overly simplistic financial recording due to HR's lack of expertise in accounting, as well as the risk of errors and data inaccuracies. This research aims to provide in-depth insights into the impact of HR and financial accounting dualism at PT. Segi Muda Bertiga and identify solutions to enhance the efficiency and accuracy of resource and financial management. The research method employs a qualitative approach, analyzing five main theoretical studies, including cash sales accounting systems, payroll and wage analysis, cash receipts, inventory, and purchases. Data is gathered through interviews, literature reviews, and document analysis.    

Digitalization of migration administration is a strategic step in increasing the efficiency and transparency of immigration and population management. This research aims to analyze the implementation of digital technology, such as the M-Paspor application, Immigration Management Information System (SIMKIM), and the Sobat Dukcapil platform, as well as the challenges faced in this process. Descriptive qualitative research methods were used by collecting data through literature studies, interviews and digital system observations. The research results show that digitalization has succeeded in speeding up administrative services, increasing the accuracy of biometric verification, and facilitating data integration. However, the main challenges include limited technological infrastructure, gaps in human resource competencies, resistance to change, and security and data privacy risks. The research conclusions emphasize the importance of multi-stakeholder commitment, increased infrastructure capacity, and clear regulations to ensure the sustainability of digital transformation. Digitalization has the potential to optimize public services, as long as it is accompanied by a holistic strategy to overcome technical, social and policy obstacles.

This study is a qualitative literature review aimed at exploring the challenges and opportunities of integrating generative artificial intelligence (GAI) in human resource management (HRM) practices. GAI, as an advanced technology, holds significant potential to enhance operational efficiency in HRM through the automation of administrative tasks, improved accuracy in performance evaluations, and the development of more interactive and adaptive employee training. However, its implementation also faces several challenges, including employee resistance to change and the unpreparedness of technological infrastructure. Furthermore, ethical issues such as algorithmic bias in recruitment processes are a major concern, potentially exacerbating inequities if not properly monitored. This research identifies that the success of integrating GAI into HRM depends on the organization’s readiness to address technological and ethical challenges, as well as the importance of careful planning. The findings provide valuable insights for organizations in designing effective strategies for GAI integration to improve performance and organizational dynamics while addressing potential risks.

A startup is a start-up business that creates new products or services and is founded by a group of individuals to find a new business model or service in the dynamics of a developing market. Indonesia is a country with a world startup ranking percentage that occupies 6th position, but data shows that the startup failure ratio is very high. Based on the phenomenon of startup problems that occur, systematic steps are needed in developing startups so that research is prepared in the form of designing startup development strategies through business incubators. The method used in this report is a qualitative method which is descriptive and analytical. To collect data in this research, researchers used observation, interviews and documentation methods, while the data analysis techniques used in this research were; data reduction, data presentation, and drawing conclusions/verification. The strategy prepared by the IBTI Maleo Techno Center to encourage startup development by using targeted steps also looks at several aspects, namely development/management capability aspects, financial aspects, marketing aspects and human resource aspects. This is planned to create long-term business success.

Villages have the opportunity to develop the potential they have had since the birth of the Law on Villages. Optimizing the potential of the village is used for the benefit of the village community. The aim of optimizing village potential is to improve the life of the village community. The aim of establishing Village-Owned Enterprises (BUMDes) is one of the government's efforts to stimulate the village economy. BUMDes is expected to become a locomotive for village economic movements that can improve the welfare and reduce poverty of village communities. In order for this goal to be achieved, BUMDes need to be managed professionally so that they can compete and develop well. BUMDes in Gandasari Village, Bekasi Regency. BUMDes receives full support from the local village government. BUMDesa Gandasari Village has limited human resource capabilities. The limitations of existing human resources are the ability to report financial results from operational activities carried out. The Community Partnership Program (PKM) aims to provide financial management methods that were previously manual to become systematic and digitalized. The output of the activities carried out is that BUMDes administrators understand the Bumdes administration system and accounting/bookkeeping and have the ability to create BUMDes Financial Reports in the form of simple accounting, namely creating daily cash books, balance sheets, profit and loss reports and systematic, digital-based capital change reports.

The purpose of writing reform papers is improvement; bureaucratic reform means a change of perspective, an increase in "will and determination", and a decrease in the likelihood of deviation. High quality public services cannot be achieved simply by improving budgets and systems. After bureaucratic reform, there are still many deficiencies in various fields of public services. Corruption, plagiarism, fraudulent judgments, and falsification of information Four main components hinder bureaucratic progress in Indonesia: laws and regulations, organization, human resources (HR), and government management. Bureaucratic reform will have a direct impact on improving the quality of public services, which are based on facts on the ground, transparency regarding people's welfare, and a better quality of public services. Undoubtedly, this bureaucratic reform will improve overall development implementation in Indonesia, especially as the third phase of the RPJMN is underway. This bureaucratic reform will certainly encourage the implementation of development in general in Indonesia, especially the implementation of the third phase of the RPJMN which is currently being implemented. In addition, it is believed that the implementation of bureaucratic reform must also encourage investors to continue investing in the development of this country.

DAZ Woven Sarong UKM in Gresik is a company which operates in the textile sector in the form of sarong clothing produced using traditional looms which to this day still maintains the quality and cultivates traditional crafts in the form of woven sarongs. The aim of this research is to determine the influence of Green Human Resource Management and Organizational Identification to improve Green Innovative Work Behavior of DAZ Sarong Tenun UKM employees in Gresik. The population of this study is 46 employees of DAZ Woven Sarong UKM in the production department. Sampling in this research the author used a saturated sample where all members of the population were used as research samples. This research is quantitative research to determine the relationship between the independent variable and the dependent variable. The results of this research show that the Green Human Resource Management variable has a significant influence on Organizational Identification, the Green Human Resource Management variable has a significant influence on Green Innovative Work Behavior and the Organizational Identification variable has a significant influence on Green Innovative Work Behavior. And the mediating variable Z can be said to be successful in mediating and being significant between variables X and Y. Based on the results of the t test on the variable , Based on the results of the t test on the variable Based on the results of the t test on the Z-Y variable, it was obtained that the t count was 11.150 which was greater than the t table of 2.016 with a significant value of 0.000 < 0.05, so H0 was rejected and H1 was accepted, which means that the Organizational Identification variable had a positive and significant influence on the Green Innovative Work Behavior variable.

This research aims to build hypotheses regarding the relationship between variables which can later be used for further research within the scope of human resource management. The writing method in this research is qualitative (library research), where the data comes from previous research. Online media is also used to obtain previous research data such as Google Scholar, Publish or Perish and other academic media. The results of this research are: 1) Workload influences employee job satisfaction; 2) Organizational culture influences employee job satisfaction; and 3) Leadership influences employee job satisfaction.

This research examines human resource development strategies in the tourism sector from the perspective of developing regional tourism potential. The existence of human resources is thought to play an important role in tourism development. Tourism human resources include tourists/tourists or as workers (employment). This research uses a qualitative approach, namely an inductive approach. This type of research is categorized as descriptive research. The research results show that the management, development and financing of tourist areas requires the support of many stakeholders (public, private and society) so that the process can run smoothly. The success of developing this area is also greatly influenced by conditions of security and political stability, the carrying capacity of human resources who have appropriate skills both in terms of quality and quantity.

The WISN method is a resource management tool that calculates staff needs based on workload for certain staff categories and clearly the facility and type of health facility. This tool can be applied nationally, regionally, in health facilities, namely it is easy to use both technically, comprehensive, realistic and makes it easy to determine variations in human resource needs in various types of health services such as community health centers and hospitals. The aim of this research is to analyze the need for nursing staff based on workload using the Workload Indicator Staff Need (WISN) method in the Inpatient Room at RSUD dr. R.M. Djoelham Binjai in 2023. The research design used was descriptive research using observational techniques. The population in this study were all nurses in the Inpatient Room at RSUD dr. R.M. Djoelham Binjai, numbering 61 nurses, this population sampling was carried out using purposive sampling. The number of samples to be studied was 61 people. Data analysis was carried out using the WISN analysis. After the data was obtained from filling out the questionnaire by the researcher based on observations, recording and adjustments were made to the work documentation carried out by the nursing staff in the Inpatient Room. The results of research based on WISN method calculations show that the need for nursing staff in the Inpatient Room at RSUD dr. R.M. Djoelham Binjai still lacks 3 nursing staff. The conclusion was that there was an influence between working time, activities of nursing staff, workload standards, slack factors and calculations of nursing staff needs for nursing staff on the need for nursing staff in the Inpatient Room at RSUD dr. R.M. Djoelham Binjai, it is recommended that the Head of the Inpatient Room need to evaluate the division of tasks so that the nursing service process can be carried out well and improve the quality of service in the Inpatient Room at RSUD dr. R.M. Djoelham Binjai

Health human resource management is a crucial aspect in efforts to improve the level of public health and improve the quality of services in health facilities. Health resources play a key role in the transformation of health development in Indonesia. Good implementation of health service management in health facilities is needed so that health development in Indonesia can run optimally. This research uses a literature review method with an article search strategy via Google Scholar. Articles were selected based on the inclusion criteria in this study. The research results show that the implementation of health human resource management in health facilities is still not optimal, which causes a shortage and inequality of health human resources in these facilities. The government and related agencies are expected to be able to improve the health resource management system by analyzing health human resource needs. In addition, efforts need to be made to educate and distribute health human resources in health facilities to ensure more equitable and quality health services.

Indonesia has enormous marine and fisheries potential because of its vast sea area. Human resources in managing fishery products have not maximized the potential of fishery products. Therefore, in order to maximize the potential of fishery products, quality human resources are needed. Since human resources are an important part of an organization, including in the Indonesian fisheries industry, human resource management and development is very important for the success of an organization. The method used is qualitative research method, more precisely literature research. The literature research process is carried out by reviewing the literature and analyzing the relevant topics combined. Literature search can utilize sources in the form of journals, books, dictionaries, documents, magazines and other sources without conducting field research. The results found that in optimizing in improving the performance and sustainability of the fisheries product management industry, it is important to optimize human resources. Many approaches can be used to improve operational efficiency. Increase efficiency in all stages of production, from fishing to distribution, with the adoption of advanced technology and automated equipment. Training and Skills Development ensures that employees have a good understanding of the latest practices and technologies through regular training that enhances their technical and managerial skills. Good Production Planning and Management; Energy and Resources Management; Use of wise energy and resource management practices to reduce operational costs Partners and Collaboration: Work closely with suppliers, distributors, and relevant institutions to improve supply chain efficiency and coordination. Training and Skills Development ensures that employees have a good understanding of the latest practices and technologies through regular training that enhances their technical and managerial skills. Good Production Planning and Management; Energy and Resources Management; Use of wise energy and resource management practices to reduce operational costs Partners and Collaboration: Work closely with suppliers, distributors, and relevant institutions to improve supply chain efficiency and coordination.

Village development has the aim of improving human welfare and overcoming poverty through efforts to provide and fulfill basic needs, build village infrastructure, develop local economic potential and utilize natural resources and friendships on an ongoing basis. One of the efforts that will be implemented is as a means to develop villages, namely the existence of BUMDes. BUMDes was formed to manage village potential where the capital comes from the village's wealth. This paper uses qualitative methods with the aim of analyzing strategies that can be implemented in managing human resources for the development of BUMDes. This paper concludes that HR management strategies not only contribute to village economic growth but also to maintaining the environment which is the basis of community life in rural areas. The strategy that can be used to manage human resources in order to create development of village-owned enterprises is to increase HR competency through training, through knowledge, through innovation, through experience and through the education process.

Many madrasahs are in the spotlight of the community regarding the quality of human resources of educators and education personnel, especially in madrasahs, this is because in addition to the very large number, the quality of management of educators and education personnel so far has not been able to be on par with other general education. However, madrasah institutions need to carry out strategies, one of which is the implementation of Planning, Organizing, Actuating, Controlling educators and education personnel continuously. The focus of this research is Human Empowerment Management in Educators and Education Personnel applied in Madrasah Aliyah Nurul Iman, in this case includes: Recruitment planning personal approach and selection that is not relevant to educational background. Organizing with placements that are directly arranged by the Head of the Foundation and the Head of Madrasah. Physical and non-physical movements through training are carried out periodically and control with the application of good discipline and dismissal is carried out if violations of discipline repeatedly. This research uses qualitative research with a case study design. Data and documents were collected and collected using in-depth interviews, participant observation and documentation studies The purpose of this study is to compare human empowerment management among educators and education personnel in Madrasah Aliyah Nurul Iman. The comparison aspects include the comparison of management of Educator Recruitment Planning, Organizing educators and education personnel. The most important subjects in the study were the head of the madrassa, the teachers, the madrasah committees of the two schools. Madrasah Aliyah Nurul Iman, has many similarities and differences in several aspects, therefore it is mandatory to improve the quality of the madrasah and is expected to be a treasure and input for the madrasah.    

One of the regional hospitals in Kembangan type D, West Jakarta, is District General Hospital Kembangan. The information management hospital (HMIS) is now used by the District General Hospital Kembangan to provide services.A number of issues exist, such as the fact that the Simrs server is still frequently prone to errors and slow service processes and reporting; data loss occurs when user data is transferred to another unit; insufficient computer resources; and a shortage of human resources to utilize the HMIS's features due to the hospital's lack of knowledge about how to run an effective HMIS. Analyzing system quality, information quality, and service quality in relation to customer happiness is the goal of this study.There are three independent variables and one dependent variable in this categorical study design.According to the findings, there is a correlation between user happiness and the quality system of (p = 0.031).Quality information and user happiness are related, as indicated by the statistic (p = 0,240).User happiness and quality of service are related, as indicated by the statistic (p = 0,021).The study's findings indicate that there is a correlation between customer satisfaction surveys and the quality of the system, information, and services.

Human Resources (HR) competency is one of the main factors that must be possessed by MSME business actors. Managing human resources is a skill that must be possessed by business actors. Apart from that, in facing business challenges in the digital era, MSMEs need to adapt to technological developments so as not to be left behind. Therefore, this community service activity aims to provide knowledge about HR competencies in the era of digitalization to business actors in Bekasi Regency, especially North Cikarang. The method used in this community service activity is in the form of counseling and assistance to strengthen employee competency in this era of digitalization, especially the development of digital marketing so that in the future micro businesses have the potential to increase the profitability of their businesses. Human resource management in micro businesses has a specific goal, namely that participants in community service activities are expected to be able to adapt to current developments so that they can maintain the existence of their business and increase their business productivity. Implementation is carried out by providing materials, lectures, discussions/questions and answers and practice with business actors.

This research aims to analyze the levels of professionalism and commitment among fresh graduates working at the Accounting Services Office of PT. Eriadi Fatkhur Rokhman. Fresh graduates represent a relatively new workforce in the industry, making it essential to understand the extent of their grasp of professionalism and their commitment to the company they are employed in. The research employed interview methods to gather data from the Manager Operational working at the accounting services office. The collected data were subjected to various statistical and qualitative analysis tools to evaluate their levels of professionalism and commitment. The results of this research indicate that a significant majority of fresh graduates at the Accounting Services Office of PT. Eriadi Fatkhur Rokhman have exhibited commendable levels of professionalism, possessing a strong understanding of workplace ethics and accountant professional standards. They have also demonstrated a high level of commitment to the company and their jobs. However, the research has also identified several factors influencing the levels of professionalism and commitment among fresh graduates, such as management support, training, and career development. Hence, recommendations are provided to enhance the professionalism and commitment of fresh graduates, including more intensive training programs, stronger management support, and clearer career development opportunities. This research provides valuable insights into the significance of professionalism and commitment in the workplace, particularly for fresh graduates in the accounting services industry. The research findings can serve as guidance for companies to improve human resource development and ensure that fresh graduates become valuable assets within the organization.  

In this research, a machine learning approach, especially a decision tree model, is implemented to improve the analysis and visualization of weighbridge data in Indonesia. The evaluation results show that the decision tree model provides better insight in predicting the carrying capacity, dimensions and loading procedures of vehicles. The advantage of this model lies in its combination of low Mean Squared Error (MSE) and high R-squared, indicating its effectiveness in capturing data variance and providing accurate predictions. The use of decision tree models can be a valuable tool in improving the visualization of bridge weighing data, allowing users to gain additional insights and understand the complex dynamics within the data. In addition, the model's adaptability to various types of data makes it a versatile analysis tool. The positive implications of using this model open up opportunities to understand more deeply the logic of predictions and make more informed decisions. As a suggestion, increasing the number and quality of weighing equipment, wider application of information and communication technology, human resource training, and cross-sector collaboration can further strengthen weighbridge management in Indonesia.

In the era of Industry 4.0, profound changes are reshaping the industrial landscape, significantly influencing industrial relations. This research aims to investigate the strategies and practices necessary for establishing responsive and fair industrial relations. Through a descriptive analysis approach, this study identifies a new framework that integrates advanced technology with inclusive human resource management practices. The results highlight the necessity of close collaboration among industry stakeholders, government, and educational institutions to adapt to technological changes and support the development of an adaptive workforce. In conclusion, building responsive and fair industrial relations requires a holistic transformation in organizational culture and active engagement from various stakeholders to achieve equality and resilience in the Industry 4.0 era.

In the dynamic technology business landscape, the key levers of success are human resources. This research examines the critical role of human resource management (HRM) in improving the performance of technology-based organizations. Through literature exploration and case studies, this research identifies six key HRM functions that contribute to performance: (1) strategic recruitment and selection to attract and retain skilled technology talent, (2) continuous development and learning to equip employees with relevant technology skills, (3) creation of innovative and collaborative work culture, (4) effective performance management systems to drive accountability and goal achievement, (5) competitive compensation and incentive strategies to motivate and retain employees, and (6) health and wellness programs that prioritize work-life balance and employee satisfaction. This research highlights the importance of technology integration in HRM, such as the use of digital recruitment platforms, online learning systems, and data analysis tools for data-driven decision-making. The findings show that proactive and adaptive HRM, which focuses on talent development, creation of a supportive work environment, and strategic use of technology, significantly improves the performance of technology-based organizations. This research offers practical insights for HRM practitioners and leaders of technology organizations to harness the potential of human resources and achieve competitive advantage in the digital age.