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Health service management has an important role in managing resources effectively and efficiently, dealing with the dynamics of community needs, and ensuring quality health services through a systematic and humanistic approach. However, there are still shortcomings in the availability of adequate resources and managerial skills of implementing officers in service units that do not meet the standards. This study aims to analyze the direct impact of health management on accessibility, quality, effectiveness, and policy-making in health services.This study uses a literature review method with data sources obtained from Google Scholar, National Library e-Resources, and Garuda Portal. The research data was taken from 2015-2025. Based on the literature review, effective health management includes strategic planning, strengthening internal management, managing human resources, community involvement, and utilizing technology. The implementation of health management is proven to improve the competence of health workers, accelerate service processes, and increase patient satisfaction. In addition, good health management also encourages the expansion of health facility distribution, maintains the availability of drugs and medical devices, and improves the quality of infrastructure. However, there are challenges that need to be overcome, such as limited human resources and challenges in implementing Electronic Medical Records (EMR) in various healthcare facilities. The review shows that health management positively impacts accessibility, service quality, effectiveness, and evidence-based policymaking. Effective strategies include strategic planning, internal managemen human resource management, technology use, and community involvement, although challenges like limited human resources and Electronic Medical Record implementation remain

This study aims to analyze the review of the goods data management system in the storekeeper section at Harris Hotel & Convention Ciumbuleuit Bandung. This study uses a descriptive quantitative method with the aim of describing the goods data management system in the storekeeper. Primary data was obtained through the distribution of a questionnaire with a Likert scale to 30 respondents. The results of the study show that the goods data management system at Harris Hotel & Convention Ciumbuleit Bandung, it can be concluded that the implementation of the goods data management system, this system has been implemented well, as evidenced by the average value of 4,345 which shows that the system is running well in facilitating various processes, such as stock monitoring, goods data management, and procurement of goods. The use of this system simplifies the process of managing goods efficiently, reduces recording errors, and speeds up the procurement process. The obstacles faced are that even though this system has run well, there are several obstacles in its implementation, such as data input errors, limited human resources, limited technological infrastructure, difficulties in adapting to system changes, and data security problems. In an effort to overcome the obstacles faced, strategic steps are needed such as providing regular training to system users in order to minimize data input errors, increase and improve the competence of the human resources involved, and strengthen the technology infrastructure with more adequate devices and networks.

This study aims to examine the role of Christian Religious Education (PAK) teachers in developing Christian values ​​learning materials for students at SD Negeri 076067 Orahili, North Nias. Christian values ​​are an integral part of character education taught in schools, which function to shape students' moral and ethical attitudes in everyday life. This study uses a qualitative literature approach to collect data on how PAK teachers develop learning materials that focus on Christian values. The results of the study indicate that PAK teachers have an important role in compiling learning materials that not only cover aspects of integrating Christian values ​​that are applied in learning activities and everyday life. The development of teaching materials has the opportunity from the resources and time available to explore Christian values ​​comprehensively. The conclusion in this paper shows that teachers in pedagogical competence can utilize human resources to develop more creative teaching materials based on Christian values, and are supported by adequate educational facilities.

Human resource (HR) development is an important aspect for the sustainability of Islamic missionary institutions. HR planning aims to ensure the availability of competent Islamic missionary personnel in accordance with the organization's needs. Evaluation is necessary to assess the effectiveness of HR performance in achieving Islamic missionary goals. This study uses qualitative methods with a documentary analysis approach. The results of the study indicate that good HR planning includes needs analysis, recruitment, development, and training of HR managers. HR assessment is an important tool for evaluating performance and improving the effectiveness of Islamic missionary activities. However, challenges in HR evaluation include the lack of an objective evaluation system, limited resources, and resistance to change. Wise HR change management can improve the quality of Islamic missionary activities, expand their reach, and increase the effectiveness of Islamic missionary institutions in facing today's challenges. This study recommends the importance of an objective evaluation system, better resource management, and continuous training to improve the competence of HR managers in Islamic missionary institutions.

This study aims to analyze the strategies implemented by education personnel in managing administration at SPM Tsanawiyah Musthafawiyah Purba Baru. Effective administrative management is one of the key factors in supporting the smooth educational process in madrasah. The research method used is descriptive qualitative with a case study approach. Data were collected through observation, in-depth interviews and documentation. The results showed that the education personnel at SPM Tsanawiyah Musthafawiyah Purba Baru has implemented various strategies in managing administration, including increasing competence through training, optimizing the use of information technology, developing a structured management system, and improving cooperation and communication between staff. Nevertheless, there are still some obstacles, such as limited human resources and infrastructure, which hamper the effectiveness of administrative management.

This study aims to analyze in depth the principal’s policies in improving teacher performance at public junior high schools (SMP Negeri) in Keluang District, Musi Banyuasin Regency. The principal plays a strategic role as an educational leader who is responsible for directing, guiding, and developing human resources—particularly teachers—so that they can perform professionally in accordance with the demands of the Merdeka Curriculum. This research employs a descriptive qualitative approach, using data collection techniques such as in-depth interviews, direct observation, and document analysis. The research subjects include principals, teachers, and school supervisors. The findings reveal that the principal’s policies to improve teacher performance are implemented through four main strategies. First, enhancing teacher competence through training, workshops, academic supervision, and continuous professional development activities. Second, implementing reward and sanction systems to foster motivation and discipline among teachers. Third, building a collaborative work culture through subject teacher discussions (MGMP), regular meetings, and reflective teaching activities. Fourth, strengthening participatory leadership by involving teachers in school planning and evaluation processes. These policies have proven effective in improving teachers’ sense of responsibility, creativity, and instructional innovation. Thus, the principal’s role as a transformational leader is crucial in creating a conducive work environment and fostering efforts to improve the quality of education at the junior secondary school level.

This study is motivated by several problems that: Employee performance is still low, this is due to several factors, namely the quality of work produced is still not good, lack of leadership direction to subordinates, high employee attendance rate and declining work performance. Low employee work motivation, as evidenced by the amount of time spent during working hours that are not used optimally, still low motivation to increase understanding of work duties and responsibilities, as well as motivation to improve skills in terms of work mastery which can help make it easier to carry out work. The promotion of positions at the Ciamis Regency Education Office is considered to have not fulfilled the predetermined procedures. There are still structural positions that are filled by people who do not have a formal education background or are not in accordance with their competence, this is due to the lack of competent human resources in their fields because people with appropriate formal education, ranks and classes have not been able to occupy structural positions so that they are filled by officials with a formal education background that is not their competence. The implementation of rotation is still optimally organized, it can be seen in the reality that the implementation of rotation often occurs in a spoil system. The spoiler system is a rotation program based on family or based on acquaintances or connections. The results of the study inform that: (1) there is a positive influence of rotation on work motivation. This means that if there is an increase in rotation, it will be followed by an increase in work motivation. (2) there is a positive influence of position promotion on work motivation. This means that if there is an increase, it will be followed by an increase in work motivation. (3) there is a positive influence of rotation and promotion of positions on work motivation. This means that rotation and promotion of positions is one part of formal employee development which aims to provide motivation to employees of the Ciamis Regency Education Office. (4) There is a positive influence of work motivation on employee performance. This means that Motivation is closely related to performance or performance. Employees who have high work motivation can improve performance, on the other hand, employees who do not have motivation to work will reduce performance so that the goals of an agency will not be achieved. The method used in this study is a quantitative descriptive method, including data analysis techniques, namely validity test, reliability test of descriptive analysis, verifiable analysis, multiple linear analysis, f test, t test and path analysis.

This study aims to describe and analyze: Public service performance and what are the inhibiting factors that affect the performance of public services at the Tuban Regency Fire and Rescue Service.  The type of research used is qualitative research. The data analysis technique in the study uses a technique developed by McNabb (2002), namely Grouping the data according to key constructs, identifying bases for interpretation, developing generalizations from the data, Testing Alternative interpretations and Forming and/or refining generalizable theory from case study. The results of the study show that the Public Service Performance of the Tuban Regency Fire and Rescue Service is quite good, this is based on the Realization of the Indicator of Achieving Minimum Service Standards for Basic Service Types in 2023, Rescue and Evacuation Services for Fire Victims reached 96.89%. Based on the elements of the service procedure The performance is good, the media used for the service procedure is clear, displaying a picture of the flow of complaint procedures. Based on the element of service time including completion time, the requirements are good. The completion time for settlements, industrial areas, and public buildings is a maximum of 15 minutes, and for certain forest and fire areas is a maximum of 60 minutes.  Based on the element of Service Transparency is good, there is a bulletin board that provides information about services, requirements, costs, completion times and management mechanisms. Based on the Ease of Service element is good, the location of the Tuban Regency Fire Service counter is easily accessible and strategically located, the service procedure is easy to understand. Based on the element of justice The service is good, providing services to people who need help is not picky, anyone who reports and asks for help will be assisted according to their ability. Based on the element of competence of service officers, officers are equipped with Standard Operating Procedures (SOP). Inhibiting factors include: Lack of public understanding of fire hazards and people's readiness to face and overcome fires is very low. Lack of Facilities and Infrastructure, only has 3 auxiliary posts. The Tuban Regency Fire Department has 6 fire engines, and does not yet have a Power Supply Vehicle. Limited Human Resources where in each sub-district post there are 16 personnel on standby and 1 fire truck, only 15 personnel have participated in a number of trainings. But only 4 of them have certification

This study aims to analyze the effect of employee competence and job satisfaction on employee performance, with employee engagement as a mediating variable at PT Perkebunan Nusantara XII Surabaya. Employee competence and job satisfaction are crucial factors in improving employee performance, while employee engagement plays a role in strengthening this relationship. This research adopts a quantitative approach using secondary data from employee competency measurement reports for the 2020-2022 period. The analysis method employed is Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) approach. The findings indicate that employee competence and job satisfaction have a positive and significant impact on employee performance. Furthermore, employee engagement has been proven to play a significant mediating role in the relationship between employee competence and employee performance, as well as between job satisfaction and employee performance. In other words, employees with high competence and job satisfaction tend to be more engaged in their work, ultimately enhancing their performance. These findings have practical implications for companies to improve employee competence and job satisfaction through training, fair incentive distribution, and creating a work environment that fosters employee engagement. This study also contributes to the development of human resource management theory, particularly regarding employee engagement as a mediating factor in enhancing employee performance.

This study aims to describe and analyze: The Implementation of Regional Regulation 19 of 2022 concerning the Authority of the Civil Service Police Unit in the Control of Street Vendors in Situbondo Regency. 2. The obstacles faced and what solutions have been carried out by the Civil Police in Controlling Street Vendors in Situbondo Regency. The research is a qualitative descriptive analysis. The data analysis technique uses a technique developed by McNabb (2002), namely Grouping the data according to key constructs, identifying bases for interpretation, developing generalizations from the data, Testing Alternative interpretations and Forming and/or refining generalizable theory from case study. The results of the study show that the Pamong Praja Police Unit in controlling Street Vendors in Situbondo Regency Based on article 19 of 2022 article 2 has been running in accordance with its duties and functions. In regulating street vendors, four policy implementation models are Communication Factors, Disposition Resources or Attitudes and Bureaucratic Structures.  The obstacles faced include human resource factors, both in terms of communication skills and approaches, as well as the number of members. The solutions carried out include Improving the Quality and Quantity of Human Resources at Satpol PP. By conducting an intensive coaching program to improve the competence and expertise of Satpol PP members in collaborating with the community to create community security and increase the number of Satpol PP members who are tasked with controlling street vendors. Improve socialization programs to the community and improve themselves by taking a persuasive approach and acting elegantly by not prioritizing arrogance as a security apparatus.

This study aims to analyze the influence of HR competency, social capital and financial capital on the performance of MSMEs in Purworejo Regency. The population in this study were MSME actors in the category of micro-industrial processing businesses in Purworejo Regency. The sample used purposive sampling technique with 100 respondents. The variables related to this study are HR competency, social capital and financial capital on MSME performance with multiple linear analysis methods. Based on the results of the multiple correlation of the relationship between the HR competency variable and MSME performance, it was obtained as much as 0.787, the social capital variable on MSME performance was obtained as much as 0.616 and the financial capital variable on MSME performance was obtained as much as 0.798. This means that the three variables have a strong relationship to MSME performance. In conclusion, Human Resource Competence, social capital and financial capital have a positive and significant effect on the performance of MSMEs in Purworejo Regency.

At present, competition in the banking industry is very tight and each banking company competes in prioritizing their strategies to improve the quality of the services they provide to their customers. One of the keys to producing quality services is by conducting human resource development activities. To support this, PT Bank BNI has several programs that are used to improve the competence of employees including the Daily Exercise Employee Program 46 (DEEP 46), BNI Smarter, and trainings that are usually held by the BNI Corporate University (BCV) division. The purpose of this study was to determine and analyze human resource development and to determine the supporting and inhibiting factors at PT BNI (Persero). The research method used in this research is descriptive qualitative. The data collection techniques used are interviews, documentation, and observation. The results of the research on human resource development at PT Bank Negara Indonesia (Persero) from three indicators, namely, (1) Knowledge, there are still employees who do not understand the material and conduct their own class sessions with employees who are better at mastering the material that has been taught during training activities, (2) Skills (ability), there are still obstacles that affect the performance of employees, (3) Skills, there are still employees whose abilities do not develop after participating in training activities.

The use of information and communication technology (ICT) in procurement services is one of the efforts to realize good governance. The electronic procurement system is present by simplifying the stages of the procurement process, the vendor search stage, price comparison from each vendor, approval, monitoring, billing, to payment, all of which are done digitally. Thus, it is hoped that procurement activities for goods/services will be carried out with good procurement principles, namely effective, efficient, transparent, open, competitive, fair, and accountable. This study aims to analyze the implementation of an electronic-based procurement system for goods/services at the Aceh Industry and Trade Service and the obstacles faced in its implementation. The research method used is descriptive qualitative with data collection through interviews, observations, and documentation. The results of the study indicate that although the electronic-based procurement system can increase the transparency and efficiency of the procurement process, its implementation still faces challenges such as limited technological infrastructure and lack of technical competence of human resources. The implications of these findings indicate the need to increase human resource capacity and strengthen ICT infrastructure to support more optimal implementation.

This study is entitled "The Influence of Internal Control System and Human Resource Competence on the Quality of Financial Reporting at PT. Bank Perkreditan Rakyat Mangatur Ganda in Tanjung Morawa. This study aims to examine the influence of the internal control system and human resource competence on the quality of financial reporting at PT. Bank Perkreditan Rakyat Mangatur Ganda in Tanjung Morawa. This study is included in the associative research category which is conducted by distributing data through questionnaires to respondents of 30 employees at PT. Bank Perkreditan Rakyat Mangatur Ganda. The results of this study indicate that the internal control system and human resource competence have a significant effect on the quality of financial reporting. This shows that the better the internal control system and human resource competence, the better the quality of financial reporting produced.

Human resources are one of the factors that greatly influence the development of a company. The success or failure of achieving organizational goals all depends on the ability of Human Resources or employees in the organization. These human resources are required to continue to be able to develop their abilities proactively in the organization. This study aims to determine whether the work environment, work motivation, work competence affects employee performance with job satisfaction as an intervening variable at Pt. Sudira Makmur Indonesia. Research was conducted on 32 employees using saturated sampling techniques. The data collection techniques used were primary data in the form of questionnaires and secondary data obtained through documentation studies. The data analysis technique uses quantitative data processed with the SPSS version 20 program, namely at the analysis stage of the data quality test, classical assumption test, hypothesis testing, determination coefficient test (R2) and path analysis. The results obtained in this study indicate (1) There is a significant influence between work environment variables on employee performance, (2) There is no significant influence between work motivation variables on employee performance, (3) There is a significant influence between work competency variables on employee performance, (4) There is no significant influence between work environment variables on job satisfaction, (5) There is a significant influence between work motivation variables on job satisfaction, (6) There is no significant influence between work competency variables on job satisfaction, (7) There is a significant influence between employee performance variables on job satisfaction, (8) Work environment variables through employee performance have a significant effect on job satisfaction, (9) Work motivation through employee performance has no effect on job satisfaction, (10) Work competence through employee performance has a significant effect on job satisfaction.  

Micro businesses make a big contribution to national development, especially in opening up job opportunities so that they can support government programs in reducing unemployment and poverty, but in the last five years the level of marketing performance has fluctuated and tends to slow down. The research aims to examine the ability of micro business actors to implement market strategies to improve marketing performance and business scale.The research used an explanatory survey method with an analysis unit for micro business actors in the DKI Jakarta area with a sample size of 400 respondents. Research data sources include primary and secondary data sources with data collection through observation, literature study, interviews and cross-sectional questionnaires. The analysis technique uses SEM analysis with the LISREL 8.8 programThe results of the research show that market attractiveness and resource uniqueness simultaneously have a significant effect on market strategy with a total influence of 92%, partial market attractiveness has a significant effect on market strategy of 38.6%, while resource uniqueness partially has a significant effect on market strategy by 50.3%. Changes in technology and human resources make a dominant contribution in influencing the effectiveness of implementing market strategies. Market strategy has a significant influence on marketing performance with a total influence of 94%. Positioning provides the most dominant contribution in influencing marketing performance.Recommendations for micro business actors in formulating market strategies to consider aspects of technological change and human resource competence to achieve more optimal marketing performance improvements.

This study aims to analyze the role of forensic audit, proactive fraud audit, good corporate governance (GCG), financial reporting compliance, organizational culture, human resource (HR) competency, and whistleblowing system in preventing fraud. The method used is a literature review with data sources from academic literature, scientific journals, and reliable reports. The results of the analysis show that forensic audit is effective in identifying and resolving fraud cases through in-depth investigations of the organization's financial system. Proactive fraud audit supports early detection by analyzing potential risks before violations occur. Good GCG implementation increases transparency and accountability, while compliance with financial reporting helps maintain data integrity and prevents manipulation. An organizational culture that prioritizes ethics and integrity, as well as adequate HR competency, creates a strong foundation to minimize the risk of fraud. In addition, a safe and confidential whistleblowing system allows for fearless reporting of violations, thereby strengthening early detection. The combination of these factors forms a comprehensive and effective approach to preventing fraud, providing significant benefits to organizations in building stakeholder trust and maintaining the sustainability of their operations .

Higher education plays an important role in creating quality human resources in the future. As university students, our main task is not only to achieve academic achievements, but also to form strong, competent characters and be ready to face global challenges. Building a generation that is intelligent, characterized and competent as well as a process of self-maturation is an important step to prepare individuals who excel in science with integrity, leadership and good social skills. The intelligent generation has knowledge and skills according to the times, while the generation with character is able to integrate moral values, ethics and empathy in everyday life. In the context of higher education, this process is not only related to the formal curriculum, but also non-academic experiences that play a role in the personal growth of each student. The process of self-maturation in higher education trains students to be more independent, critical, and have a broad outlook on life and be responsive to various social problems. The formation of balanced character and competence will prepare students to contribute optimally in various aspects of life, including in the world of work, society and as responsible citizens. Therefore, it is important for every student to understand the essence of this process and commit to continuing to develop, both academically and personally, so that they can become a generation that is not only intellectually intelligent, but also has noble values ​​that can benefit the nation. and the world. Thus, higher education should not only focus on achieving academic degrees alone, but also on efforts to develop students who are mature in thinking, acting and character, so that they are able to face an increasingly complex and challenging world.

This study aims to analyze the effect of competence and organizational culture on employee development at PT. Midi Utama Indonesia Tbk Branch Makassar. Competence refers to the skills, knowledge, and attitudes possessed by employees, while organizational culture refers to the values, norms, and practices within the company. Employee development is the company's efforts to improve the quality of human resources through training, education, and career opportunities. This research uses a quantitative approach with a survey method, where data was collected through questionnaires distributed to employees at the Makassar branch. Data analysis was conducted using multiple regression techniques to test the simultaneous effect of competence and organizational culture on employee development. The findings indicate that to enhance employee development, PT. Midi Utama Indonesia Tbk Branch Makassar needs to focus on improving competence through appropriate training and fostering an organizational culture that supports innovation and learning. This study provides recommendations for the company to better optimize development programs that focus on competence and a positive work culture to improve employee quality.

This study aims to explore the role of school principals in enhancing teacher performance through the utilization of the Platform Merdeka Mengajar, a digital tool introduced by the Indonesian Ministry of Education and Culture to improve the quality of teaching and learning. The research was conducted at SMP N 4 Jombang, employing a qualitative approach with a case study design to gain an in-depth understanding of how principals support teachers in using this platform effectively. Data were collected through interviews with principals and teachers, as well as classroom observations. The findings indicate that the principal’s leadership, underpinned by managerial competencies such as planning, organizing, supervising, and human resource development, plays a critical role in facilitating the integration of technology into teaching practices. Principals provided technical support, organized training sessions, motivated teachers, and created a collaborative environment to enhance the use of the platform. Additionally, the study found that the Platform Merdeka Mengajar positively impacted teacher creativity and the quality of learning interactions. However, the study also highlights challenges, such as limited technological infrastructure and the varying levels of digital literacy among teachers. The results underscore the importance of strong leadership in educational technology implementation and offer insights into effective strategies for enhancing teacher performance through digital platforms. The study also identifies limitations related to its sample size and scope and suggests avenues for future research on long-term impacts and the role of external factors in educational technology adoption.