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Human resources are the main asset and support for the organization to achieve the goals that have been set. Employees as one of the organizational assets have significant differences from other assets. This is because employees are talented human beings who have creativity and creativity so that they are able to develop optimally and produce everything that is the goal of the organization. This study aims to determine the influence work ethic and work discipline on employee performance at the Bima District Transportation Office. Where research uses associative, namely to find out the independent variables, namely work ethic (X1) and work discipline (X2) on the dependent variable, namely employee performance (Y) with a sampling technique, namely purposive sampling, namely based on the considerations in determining the sample, namely civil servants (PNS) ) in the District Transportation Office. Bima as many as 44 people. 1) there is a partial significant effect of work ethic on performance at the Bima Regency Transportation Service. count value of 5.628. 2) there is no significant effect partially on work discipline on employee performance at the Bima District Transportation Office. The calculated value is 0.545. 3). there is a simultaneous significant effect of work ethic and work discipline on employee performance at the Bima Regency Transportation Service obtained an F count of 36.506

Increasing the productivity of an agency's performance is inseparable from the quality of human resources (HR) who are reliable, professional and have high integrity. Increasing the competence or expertise of HR can support an increase in employee performance. Managing employee performance effectively is one of the key factors to improve the company's business performance. In this case, effective performance management includes the process of measuring employee performance objectively through a series of appropriate performance indicators. The problems that have been the inhibiting factors are 1) the process of determining the best employees still uses conventional methods, so errors often occur in evaluating employee performance, 2) there is no system or method that can quickly, precisely and accurately determine the best employees at CV Diana Cosmetics Bandung, so as to produce reports that are more organized, so that they can be used as a reference for future elections. Implementation of the Analytical Hierarchy Process (AHP) Method for Determining the Best Employees at CV. Diana Cosmetics Bandung is the right method to use so that the final result can be obtained by multiplying the priority criteria value with the priority value of the sub criteria according to the Employee value data, for example the value "0.17" in the discipline column row A results from "0.41" ( obtained from the sufficient value of employee A, the priority of the sub criteria is sufficient on discipline) multiplied by the priority of the disciplinary criteria "0.42".

Employee work productivity is a hot issue and there will be no end to discuss it. Problems related to productivity are also strategic issues for companies that are programming human resources. There are many internal and external aspects that support the creation of effective and efficient work productivity in corporate culture. The purpose of this study was to determine the effect of leadership style, organizational climate and incentives on the productivity of employees of PT Sai Apparel Industries. The approach used in this research is the quantitative approach. The results of this study are leadership style, organizational climate have a positive and significant impact on employee productivity. In addition, incentives have a negative and  insignificant effect on employee productivity.    

The Healthy Indonesia Card (KIS) is one of the programs planned by Mr. President Joko Widodo and Vice President Mr. Jusuf Kalla on January 1 2014 ago, 14 days later, Mr. Joko Widodo and Jusuf Kalla were inaugurated as President and Vice President. The Healthy Indonesia Card (KIS) functions to provide health insurance for underprivileged/poor people to access health services free of charge. This study aims to find out how the Implementation of the Healthy Indonesia Card Program (Case Study at the UPTD Puskesmas Teluk Sasah, Seri Kuala Lobam District, Bintan Regency). This study uses a qualitative descriptive approach with primary and secondary data sources and data collection techniques using field observations, interviews, literature studies and documentation. This study uses Edwards III's theory with four indicators, namely communication, resources, disposition, and bureaucratic structure. The research results are based on the first indicator, namely the UPTD Teluk Sasah Health Center has provided information about Karu Indonesia Sehat to people seeking treatment in the area of Teluk Sasah Health Center by conducting outreach through the mass media. The second indicator is Resources, there are two resources in the implementation of the Healthy Indonesia Card program, namely human resources and financial resources. It is said that human resources are still lacking and financial resources such as facilities and infrastructure are sufficient. The third indicator is the disposition that the characteristics of the implementation of the Healthy Indonesia Card program are commitment, honesty, responsibility and fairness. The fourth indicator is the Bureaucratic Structure in which the implementation of the Indonesia Seat Card program has been carried out in accordance with the Standard Operating Procedures. The results of this study indicate that the Implementation of the Healthy Indonesia Card Program at the UPTD Puskesmas Teluk Sasah, Seri Kuala Lobam District, Bintan Regency has been implemented in a optimal.

Shift work is a system for organizing human resource activities in a particular industry with the aim that the human resources in it can work according to a predetermined schedule. Main kitchen is the main kitchen section that handles a variety of sauces, stocks, and various main courses. This study aims to analyze the application of employee work shifts in the main kitchen of Best Western Papilio Hotel Surabaya. This research is a qualitative descriptive research. Data collection was done by field observation, interview with 1 sous chef, and giving questionnaires to 7 employees in the main kitchen. The data obtained were analyzed descriptively.The results showed: 1) The implementation of employee work shit in the main kitchen of Best Western Papilio Hotel Surabaya is in accordance with established company regulations and government regulations. The application in the main kitchen of Best Western Papilio Hotel Surabaya includes: working for 8 hours a day with a maximum break time of 1 hour; there is a difference in work limits between permanent and daily contract employees so that in making schedules it is always done in the middle of the month and the beginning of the month so that there is a regularity of schedules; there are 3 work shifts namely morning, afternoon and night with a pattern of 5 working days 1 day off in one week.

Bintan Regency has abundant marine and fishery potential because most of it’s territory is the ocean. Micro enterprises with the type of marine fisheries are in third place after culinary and retail in this district. However, there are still some problems in developing marine and fisheries potential based micro enterprises in Binan Regency, including the lack of digital marketing implementation for micro business actors. This study aims to find out how DKUPP is strategy is in developing marine and fisheries potential based micro enterprises in Bintan Regency. This study used a qualitative approach with a descriptive research type. Data collection techniques used were observation, interviews, and documentation. Research results (1) On the indicators of creating a good business climate, DKUPP Bintan Regency has implemented several practices or programs in order to develop micro enterprises, especially those based on marine and fisheries potential in Bintan Regency. (2) In producing integrated information, DKUPP Bintan Regency disseminated all information to micro enterpreneurs in Bintan Regency through Whatsapp Gropus, Instagram social media, radio broadcast and writing to the sub district. (3) In the establishment of a consultation center, DKUPP Bintan Regency has and Integrated Business Service Center (PLUT) but can’t run optimally because human resources are still inadequate and the PLUT building is still far from the reach of micro enterpreneurs in Bintan Regency. (4) In creating a join marketing system, DKUPP Bintan Regency has carried out several methods, including by holding bazaars, promoting micro business products via Whatsapp and implementing a new policy plans related to e-catalogue and reinforcement. (5) On the indicators of creating research and development institutions, Bintan Regency does not yet have a research center specifically designated for business actors in Bintan Regency. The conclusion of the research is that the strategy implemented by DKUPP Bintan Regency has not run optimally because there are still several obstacles in the development process.

The research objectives to be achieved in accordance with the formulation of the problem described above are to find out, analyze and answer the role of Employee Work Ethics on Subjective Well-Being in Family Companies in Indonesia. This study took respondents from all existing employees at PT Surya Polyplas Utama, with a total of 109 people. In carrying out the field, this study took primary data by using a questionnaire. This type of research that will be used is to use quantitative research methods with explanatory methods. The end result of this research is a picture of a causal relationship, so this method uses samples and hypotheses. The analysis technique used is multiple linear regression analysis and path analysis to test the hypothesis. While the classic assumption test used includes Multicollinearity Test, Heteroscedasticity Test, Autocorrelation Test, and Data Normality Test. Overall, the indicators used in this study are valid (because the correlation coefficient is > 0.200 with a significance level of <0.05) and reliable (because the coefficient value of Cronbach's Alpha is > 0.60). The results of the classical assumption test also show that this research has fulfilled, among others 1.) Both regression models are free from multicollinearity; 2.) There is no heteroscedasticity; 3.) There is no autocorrelation in both regression models; and 4.) The residuals of the two regression models are normally distributed. The findings of the analysis using path analysis while answering the hypothesis concluded that the influence of employee work ethics on subjective well-being is significant, with a value of Standardized coefficients Beta 0.746 with a significance level of 0.000.

Advances in information and communication technology at this time become a potential to improve the quality of government activities and agencies both public and private are required to be more creative in managing human resources. human resources. With the increasingly widespread access to the internet, information information is increasingly open to be accessed by everyone. Google Drive is one of the media that can facilitate all the needs of the village head and staff in human resource activities. and staff in human resource activities. Nowadays, staff and village heads must be able to manage files, both personal files and files from other sources (internet). For this reason, it is necessary to understand the management of file sharing and storage. and file storage. There is still limited equipment in the village office and knowledge of information technology among staff and village heads, there is a need for coaching. there is a need for coaching. ICT-based cooperative coaching is currently still done conventionally (off-line). With the implementation of implementation of Google Drive as a file cloud can ensure the performance of staff and village heads is more efficient, making them more adaptive and responsive. more efficient, make staff and village heads more adaptive and responsive, and increase the quality of good work motivation. and improve the quality of good work motivation will also have an impact on efforts toimprove and develop human resources within the village office.

Human resources are one of the organizational resources that play an important role in achieving its goals. Every organization is managed by humans. Without humans, the organization will not run. Challenges and opportunities in managing and creating organizations often stem from human-related problems. Therefore, in managing human resources (HR), the most vital resource is a strategic central activity. Based on this, this study aims to analyze the effect of competence, motivation, reward on employee performance with morale as an intervening variable. This research was conducted at Sembako Rahap Putra UMKM.The research method is to use a type of quantitative research. The population of this study is 215 employees, the sample in this study is 140 employees. The technique used in collecting data using observation and questionnaires as data collection instruments. Data processing techniques use the SmartPLS 3 application.Based on research at Sembako Rahap Putra MSME, the research results obtained show that competence is less influential in increasing morale with a P-Value of (0.093), Motivation has less effect in increasing Morale with a P-Value of (0.465), Rewards are less influential in increasing morale with a P-Value of (0.172), Morale has a positive effect on Employee Performance with a P-Value of (0.025), Competence has less effect on Employee Performance through Morale with a P-Value of (0.244) , Motivation has little effect on Employee Performance through Morale with a P-Value of (0.238), Reward has less effect on Employee performance through work enthusiasm with a P-Value of (0.431).  

Youth is a valuable asset for the nation's successor. Young people who have entered the world of work. The purpose of carrying out this community service is to provide knowledge or add broader insight to the Modongan village youth regarding the application of work relations in the industrial world. Industry is one of the efforts to improve the welfare of the population. In addition, industrialization is also inseparable from efforts to improve the quality of human resources and the ability to optimally utilize natural resources. In industrial relations there are also labor relations disputes that occur within a company. We tell the village youth that in the industrial world there are institutions that deal with labor relations disputes. Community service activities must also pay attention to aspects of education and training for young people. The importance of providing access to them to acquire the knowledge and skills needed in the world of work, so that they can become productive, independent workers while understanding their rights.

Implementation of Public Service is all services organized by public service providers as an effort to meet the needs of service recipients and implementers of legislation. Public service is basically about the vast aspects of life. In the life of the state, the government has the function of providing various public services required by the community. One thing that until now is often still a problem in the relationship between the people and the government in the region is in the field of public services, especially in terms of the quality or quality of service government apparatus to the community.Tourism is currently being intensively incentive in the city of Jambi. Lots of local and foreign tourists visiting the city of Jambi. But with the level of service is said to be less than the relevant Office to make the process of tourism is not going well.In this research used qualitative research method, so the researcher will not specify the research only based on research variable, but the whole social situation examined covering aspect of place, actors and activity that interact synergistically. The result of the research shows that the lack of public service available in the Jambi City Tourism Office makes the tourism process less good. With the level of human resources that have not qualified with the limitations of foreign language skills make the tourists, especially foreign tourists feel uncomfortable. The tourism program created by the government itself has not been fully felt directly by the community. Lack of socialization of the existence of tourism programs from the government to make people less aware of the importance of existing tourism.

Nutritional problems in infants and toddlers are still a major problem in community administration, one of which is the problem of malnutrition. Tanjungpinang City still finds cases of toddlers with malnutrition disorders, among others, malnutrition, undernutrition and stunting. cases of malnutrition in Tanjungpinang City have increased over the past three years. In 2020 there were 97 toddlers, in 2021 there were 121 toddlers and in 2022 it rose to 245 toddlers. The purpose of this study is to Evaluate the Poor Nutrition Management Program in Toddlers at the Tanjungpinang City Health Office. Researchers use a qualitative descriptive approach. The results of the program evaluation show how the achievement of the implementation of the malnutrition mitigation program carried out by the Tanjungpinang City Health Office. The context indicator explains the background of the program and the strategy carried out by the Health Office has run optimally to achieve program goals. Furthermore, input indicators still require complete human resources and infrastructure so that malnutrition management programs can run effectively. Then, the HR process indicators in this program have been running through coordination so that activities can run regularly but there are still some things that need to be considered in increasing participation and knowledge about parenting. Furthermore, product indicators are evaluated in running the program, but there are still some negative sides that still think that handling nutritional problems is a health task. The conclusion of the evaluation of the malnutrition mitigation program by the Tanjungpinang Health Office is that the malnutrition program is effective enough but has not been optimally implemented. Suggestions as an improvement effort are to increase community understanding of the program, strive for the fulfillment of additional feeding for all toddlers, fulfill program training, add officers and improve training.

This artichle is entitled: EMPLOYEE PERFORMANCE EVALUATION IN BANJAR DISTRICT OFFICE, BANJAR CITY, which aims to determine the weaknesses and strengths of employee performance at the Banjar District Office, as well as to describe the work process based on employee performance indicators included in this thesis. Employee performance evaluation is carried out periodically, which is an effort to improve employee performance deficiencies and strengths so that employee performance becomes optimal. Evaluation of employee performance is also a motivation for employees to continue to improve skills and develop productivity at work so that they can meet predetermined work standards. Employee performance evaluation is one of the drivers of increasing employee human resources through employee performance evaluation. So in this way employee human resources can continue to increase accompanied by continuously better performance in order to achieve the objectives of the Banjar District Office, Banjar City. This study uses qualitative methods to determine the search, collection and processing and analysis of data. This qualitative research is descriptive in nature, namely explaining events or activities at the time of research or actual. By describing, describing, recording, analyzing, interpreting events and facts into research results. The results of the study show that employee performance evaluation has been carried out routinely through SKP (Employee Performance Targets). Thus so far, the evaluation itself has been running effectively and quickly

Human resources play an important role in helping an organization or company achieve its goals, and as a result, business growth is highly dependent on employee performance. Each employee receives a salary directly from the company, which is distributed at a time determined by the company, in accordance with the terms of the employee agreement with the company. UD Wahyu Printing is still doing it. At the UD Wahyu printing press, payroll calculation activities are still carried out manually using a calculator and manual recording which causes errors in calculating an employee's salary, so an electronic system must be created to overcome this problem. As for a goal to be achieved in this research is to perform a salary calculation of employees by implementing an automatic payroll system to make it more effective and efficient. This study uses a type of qualitative research with interviews and direct observation methods. The results of this study through the stages of implementation and trials carried out that the employee payroll information system at the UD Wahyu printing press can link payroll information with employee attendance procedures, and the data is stored in a database so that reports can be printed. And the system can provide facilities to employees regarding payroll calculations.

The purpose of this study is to determine whether there is influence from information technology, task technology fit and transfer of knowledge on HR performance. This research takes the object of PT.Pungkook One Indonesia which is located in Grobogan, which has a total of 100 employees. The sampling technique used is probability sampling technique using random sampling as well as to facilitate researchers in selecting respondents. Methods of data analysis using multiple regression. The results of the study found that there was a significant effect of information technology on the performance of generation X human resources, there was a positive and significant effect of Task Technology Fit (TTF) on the performance of generation X human resources. And there was a significant effect of knowledge transfer on the performance of generation X human resources.

The low quality of public services is still a classic problem in Indonesia. Therefore, it is time for the government to implement e-government as an effort to improve services to the community. This research aims to determine the effectiveness of making online SKCK at MPP Pandeglang Regency as an implementation of e-government and to determine the factors that support and hinder e-government at MPP Pandeglang Regency. The research uses a qualitative method with a descriptive approach, a case study of making online SKCK at the Pandeglang Regency MPP. This research found that the effectiveness of e-government as seen from the indicators of productivity, adaptability, job satisfaction and general development is good. The supporting factor is the availability of adequate facilities and infrastructure. Meanwhile, the inhibiting factors are the lack of human resources and inappropriate placement of officers. This research has the implication that the e-government services provided should be socialized first so that they can be implemented optimally in society.

The existence of MSMEs in Indonesia is taken into account, because they contribute greatly to economic growth. The MSME sector is one of the main pillars of Indonesia's economic fundamentals. With the development of digitalization, MSMEs will make the digital economy in Indonesia in 2025 the largest in Southeast Asia. Even so, there are obstacles faced by MSMEs, namely the need to strengthen digital literacy education and strengthen human resources for MSME business actors. The problem that is experienced or faced by SMEs is that online marketing education is still low. Like the UMKM Bintang Lestari in Karangtengah Village, Blitar City. Therefore, students and the 32 Thematic Community Service Groups designed strategies and program plans to help improve MSME product branding. The method used in carrying out activities is a qualitative method by means of observation, discussion, documentation and interviews with the UMKM. The results of the activities also have a positive impact, MSMEs can increase sales and marketing and have good product branding in the eyes of the public.

Information and Communication Technology / IC is very important in the era of globalization. At this time, electronic government (e-gov) has begun to develop as an implementation of the use of information and communication technology in regional and provincial governments. One of the E-gov applications in government organizations is the local or provincial government website. Like the Jambi Province Culture and Tourism Office which uses the government's website as the simplest tool for viewing e-Government, the content is still in the form of general information needed by the public as information seekers. The problem is how to manage the web-based Government-to-Citizen (G2C) e-Gov model at the Jambi Province Culture and Tourism Office. Gov at the Jambi Province Culture and Tourism Office. To answer this problem is to use the management function of G.R. terry. This study used an exploratory qualitative research design. The results of the study show that the G2C web-based e-Gov management model at the Jambi Province Culture and Tourism Office is in the second stage, namely maturation. This condition can be seen from the planning, organizing, implementing and controlling in culture and the Jambi Provincial Tourism Office. Obstacles in the management of e-Gov based on the G2C web model at the Jambi Province Culture and Tourism Office seen from the process of planning, organizing, implementing, controlling have not been optimal as a whole. Inadequate human resources, lack of outreach to the community, sectoral ego in several local government agencies, and lack of budget from local government. There have been several improvements and change management in several aspects of planning, organizing, implementing, and controlling. Increasing outreach to the community, having good budget planning, and increasing the ability of employees are suggestions for improvement.

Human resource management (HRM) is an important component in any organization or business. The effectiveness of HR management will have an impact on  the company's performance and output. In an Islamic perspective, effective HR management should be built on ideas that uphold Islamic ideals. Allah Almighty has given responsibility to man to manage human resources as effectively as possible. This is related to the idea of trust, which states that everyone is responsible for the property that Allah Almighty has entrusted to him. Man is assigned to use human resources as efficiently as possible by Allah SWT. This relates to the concept of amanah, which states that each individual is responsible for the material possessions that Allah Almighty has given them. Therefore, it is very important to apply justice and kindness in managing human resources. The list of books and articles in this review does not provide a comprehensive picture. Although these restrictions are sufficiently mitigated by the selection of different authors and publications, the results may be improved by a more thorough study. In many types of conflict, including war, religion has been shown to be a motivating factor in demonstrating human commitment and devotion. Knowing how religion functions in business can help develop the potential of HRM. A brief review of Islam's place in business, particularly in HRM, has the potential to have a significant impact.  

Employees are Human Resources who are very important to achieve the company's vision and mission. Employees have a significant impact on the company's growth and ability to compete in the market. One way to create quality human resources, we need a system to determine exemplary employees. One way to determine employees by using a decision support system. Decision support systems are made to determine exemplary employees in a company based on predetermined weights. The method used in this system is Simple Additive Weighting because it has the advantage of being able to determine the weight value of each attribute. The results obtained from calculations using this system are the names of exemplary employees who have been sorted according to their ranking from the top to the bottom and this system can be used by companies to make it easier to give rewards or appreciation in determining exemplary employees.