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This study aims to analyse the role of the Department of Manpower in providing protection to former Indonesian Migrant Workers (PMI) returning from abroad and to identify the challenges encountered in performing this function. This research employs a normative juridical approach using secondary data sources, including statutory regulations, scientific journals, and institutional reports from 2020 to 2025. The findings reveal that the Department of Manpower plays several key roles, including providing information and education, coordinating with related agencies, offering legal assistance, supporting social and economic reintegration, and monitoring non-procedural placements. These roles are firmly grounded in Law Number 18 of 2017 concerning the Protection of Indonesian Migrant Workers and Government Regulation Number 59 of 2021. However, implementation remains constrained by inaccurate data, limited human resources and budget, weak institutional coordination, and suboptimal legal complaint services. Despite these challenges, efforts have been made through strengthening integrated services, staff training, public education, and the use of information technology. This study concludes that the protection of former migrant workers requires a holistic, participatory, and sustainable approach to ensure the fulfilment of their rights as mandated by law.

Phishing constitutes a form of cybercrime that continues to proliferate alongside the rapid advancement of information technology, causing significant impacts on data security and financial losses. This study aims to analyse the forms of criminal liability applicable to phishing perpetrators under Indonesian criminal law and to identify the challenges and solutions in its enforcement. The research employs a normative juridical approach utilising literature review methodology. The findings demonstrate that criminal liability for phishing perpetrators can be established through provisions in the Electronic Information and Transactions Law (ITE Law) as amended by Law Number 1 of 2024, the Indonesian Penal Code (KUHP), and related regulations. However, law enforcement faces numerous obstacles, including inadequate specific legal regulations, limited digital forensic technology, low public legal literacy, and cross-border jurisdictional barriers. In judicial proceedings, evidentiary processes are frequently hindered by the complexity of electronic evidence and the limited technical understanding among law enforcement officers. This study recommends regulatory reform, capacity building for human resources, international cooperation, and public education to strengthen the effectiveness of law enforcement against phishing crimes.

Transformational leadership has a strong and positive impact on employee performance across various organizational sectors. This leadership style, which is based on four main dimensions—Idealized Influence, Inspirational Motivation, Intellectual Stimulation, and Individualized Consideration plays a very important role in creating a shared vision, driving high internal motivation, and producing positive change. Research shows that this positive influence is often affected by factors such as commitment to the organization, job involvement, and organizational behavior. By encouraging employees to put aside personal interests to achieve collective goals, transformational leaders enhance effectiveness, productivity, and the quality of work outcomes. Bass's theory (1985) states that this leadership style drives performance beyond normal expectations. The conclusion of this study emphasizes that the application of transformational leadership style is crucial for organizational management in efforts to improve the quality of human resources. Companies are advised to conduct leadership training that focuses on developing emotional intelligence and visionary communication skills for managers.

Currently, the skills needed to advance a tourist area are influenced by the availability of human resources who can speak English and understand local culture well. Unfortunately, improving English proficiency remains a challenge. Additionally, another issue appears as the Alpha generation is exposed to a great deal of English-language social media content; however, this does not appear to be directly correlated with an improvement in their English proficiency. It appears that the English Club instructors at SMA Fons Vitae 1 Jakarta were also aware of these two problems. Therefore, on September 11, 2025, an ABDIMAS activity entitled "Giving and Asking for Direction" training was held with the production of a short film. This activity was attended by 15 participants, 10 boys and 5 girls, a combination of students from grades 10 and 11. The results of the training showed that the pre-production process of making a short film provided a space for participants to recognize and explore Indonesian cultural heritage. Furthermore, the production process of making a short film made participants not afraid of speaking English. In the post-production process, participants can also edit parts of the video that are less than satisfactory because they can re-record if there are errors in pronunciation and grammar.

This study aims to examine the effect of employee competence, behavioral control, and trust on employee performance at the Bojonegoro District Health Office with Organizational Citizenship Behavior (OCB) as an intervening variable. The background of this study is related to the importance of employee performance in achieving public service organizational goals, particularly in the health sector. This study uses an explanatory quantitative method with a Partial Least Squares Structural Equation Modeling (PLS-SEM) approach. The research sample consisted of 100 employees at the Bojonegoro District Health Office. The results of the analysis show that the influence of employee competence on employee performance is not significant, but employee competence has a significant influence on OCB. Behavioral control has a significant effect on employee performance, but its effect on OCB is not significant. Trust has a significant effect on OCB, but its direct effect on employee performance does not. OCB is proven to have a significant effect on employee performance. Therefore, OCB plays an important role as a mediator in improving employee performance. This study provides a theoretical contribution by clarifying the relationship between variables in the context of public service-based government organizations. In practical terms, the results of this study are expected to form the basis for recommendations to improve the quality of human resources and develop managerial strategies at the Bojonegoro District Health Office in order to support the effectiveness and efficiency of public services.

Public communication in efforts to prevent drug abuse faces increasingly complex challenges in the digital era, particularly in reaching young people who are strongly influenced by social media and the dynamics of their social environment. This study aims to analyze the communication strategies implemented by the National Narcotics Agency (BNN) of Surakarta City in carrying out the Drug Abuse Prevention, Eradication, and Illicit Trafficking Program (P4GN) oriented toward the younger generation. The study employs a descriptive qualitative approach, with data collected through in-depth interviews with public relations staff of BNN Surakarta City, as well as a review of program documents and communication materials. The data were analyzed using content analysis and validated through source and method triangulation. The findings indicate that BNN’s communication strategies include audience segmentation based on age and educational level, the utilization of digital media such as Instagram and TikTok, and collaboration with local public figures, micro-influencers, and youth communities. Peer-based and participatory communication approaches are considered more effective than one-way, purely informative communication patterns. Nevertheless, limitations in human resources and budget, along with the rapid flow of digital information, remain the main challenges in program implementation. This study emphasizes the importance of persuasive, adaptive, and contextual communication strategies to enhance the effectiveness of P4GN campaigns among the younger generation.

Social media has become an important element in the public relations strategy of government agencies, including the Human Resources Development Agency (BPSDM) of the Ministry of Public Works (PU). Instagram, as the most popular platform in the world, plays a strategic role in disseminating institutional information. This study focuses on analyzing the PR strategy of BPSDM PU through the management of the Instagram account @pu_bpsdm. The method used is descriptive qualitative through observation, interviews with the Public Communication Team, and literature study. The results of the study show that the PR strategy is implemented through four step according to Cutlip & Center, namely situation analysis, planning, communication implementation, and evaluation. Issue identification is carried out through a top-down and bottom-up approach to ensure that the message is in line with public needs and the agency's agenda. Content production is carried out in a structured manner with a multi-layered verification mechanism, while routine evaluations show a significant increase in engagement from 25.2% (June), 29.28% (July), to 40.84% (August). These findings confirm that the BPSDM PU's digital PR strategy is effective and contributes to strengthening the institution's image in the public communication sphere.

Public service performance represents the most visible aspect of local government administration. Sub-district offices play a crucial role as the frontline of daily administrative services. This study analyzes the management of public services at the Cianjur Kota Sub-district Office by examining governance practices, staff professionalism, and service effectiveness. A descriptive qualitative approach was employed through light observation, document analysis, and literature review. The findings reveal that the management of public services at the sub-district office is generally adequate, indicated by standardized service procedures, improved administrative flows, and better staff discipline. However, several challenges persist, including limited human resources, insufficient transparency of service information, and low community participation in providing feedback. These results highlight the importance of good governance principles  transparency, accountability, and participation  in enhancing public service quality at the sub-district level. The study recommends improving internal coordination, providing more accessible public information, and strengthening staff capacity through continuous training.

This study aims to analyze the comprehensive relationship between selection, placement, career development, and employee well-being within the perspective of organizational psychology. Human resources (HR) are the central driver of organizational success, yet many institutions, including Islamic educational institutions, still face challenges in professional HR management. This research employs a library research method with a descriptive-comparative analysis approach, reviewing relevant scientific literature and empirical reports. The findings indicate that these four aspects form an integrated unit; effective selection based on person-organization fit provides quality candidates, appropriate placement optimizes potential, structured career development maintains motivation, and holistic well-being ensures loyalty and productivity. The study concludes that organizational success is heavily dependent on the synergy of these four components managed through an organizational psychology approach, rather than being treated as separate administrative functions.

On the effectiveness of using social media as a marketing channel for MSMEs in Balikpapan. MSMEs play a major role in the national and regional economy, but developments in digital technology have caused marketing patterns to change drastically from traditional methods to online media. Social media such as Instagram, Facebook, TikTok, and X are now effective marketing tools because they are able to reach a wide audience at a low cost. However, this effectiveness is highly dependent on content quality, consistent interaction, and the right marketing strategy. Although social media offers many opportunities, MSMEs in Balikpapan still face various obstacles, such as limited human resources with an understanding of digital content, a lack of ability to read marketing metrics, and limited advertising budgets. In addition, research on the effectiveness of social media on MSMEs, especially in Balikpapan, is still minimal. Therefore, this study was conducted to analyze the extent to which MSMEs utilize social media, assess its effectiveness through indicators such as reach, interaction, and sales, and identify supporting and inhibiting factors. The results of this study are expected to provide strategic recommendations for MSMEs and theoretical contributions to the development of digital marketing models.

This study examines the role of KKN students in supporting the economic development of Micro, Small, and Medium Enterprises (MSMEs) through bazaar activities in Selayang Village. The bazaar programs facilitated by KKN students proved effective in improving product marketing, expanding business networks, increasing public awareness of local products, and ultimately raising the income of MSME actors. In addition to their economic impact, the bazaars functioned as promotional platforms and spaces for social interaction that strengthened relationships between community members and local entrepreneurs. Despite facing internal challenges such as limited funding, inadequate human resources, and a lack of product innovation, the initiative demonstrated positive outcomes. Collaboration among KKN students, local government, and the community is considered essential to ensure the sustainability of such empowerment programs. Overall, the findings indicate that bazaar activities represent an effective strategy for rural economic empowerment, contributing to the long-term competitiveness and growth of MSMEs while fostering community participation and local economic resilience.

This study aims to analyze the influence of work environment and job satisfaction on the performance of warehouse employees at PT J&T Express. Work environment and job satisfaction are important factors that are thought to increase productivity and work efficiency. The research method used is quantitative with a survey approach, data collection through questionnaires announced to 100 warehouse employees of PT J&T Express using a purposive sampling technique. The data obtained were analyzed using linear multiple regression to test the partial and simultaneous effects of independent variables on the dependent variable. The results of the study indicate that work environment and job satisfaction have a significant positive effect on the performance of warehouse employees. This finding indicates that improving the quality of the work environment and job satisfaction can be an effective strategy in improving employee performance at PT J&T Express. This study is expected to provide practical contributions to company management in managing human resources to increase company competitiveness.

Employee retention is a crucial aspect in maintaining smooth operations and the quality of human resources within an organization. This study aims to analyze the influence of organizational support, career development, job satisfaction, organizational culture, and work-life balance on production employee retention at PT. Lucky Textile Semarang. The study employed a quantitative approach with a survey method, distributing questionnaires to 307 respondents, selected using the Slovin formula, from a population of 1,325 production employees. Data analysis was performed using multiple linear regression using IBM SPSS Statistics 27. The results indicate that organizational support has no effect on employee retention, career development has a positive and significant effect on employee retention, job satisfaction has a positive and significant effect on employee retention, organizational culture has a positive and significant effect on employee retention, and work-life balance has a positive and significant effect on employee retention. These findings confirm that internal factors related to personal development, job satisfaction, and a healthy work culture are the most important factors in employee retention decisions. Therefore, companies need to prioritize career advancement strategies, improve working conditions, and strengthen organizational culture to maintain a competent workforce in the long term.

This study aims to analyze the factors determining the growth of Micro, Small, and Medium Enterprises (MSMEs) in Indonesia through a literature review approach. MSMEs make a significant contribution to the national economy, but their growth still faces various structural barriers. Based on the results of the literature review, it was found that access to capital, human resource quality, managerial capacity, innovation, digitalization, marketing strategies, and government policies are the main factors influencing MSME growth. Limited capital and low financial literacy are dominant obstacles that hinder business expansion. Furthermore, weak managerial capacity and digital competency prevent many MSMEs from optimally exploiting market opportunities. Innovation and the use of digital technology have been proven to increase efficiency and marketing reach, but the adoption rate remains low. External factors such as government regulations, simplified licensing, and support from empowerment programs also play a significant role in creating a conducive business climate. This study emphasizes that MSME development requires a comprehensive approach that integrates internal aspects of business actors and structural government support. The research results are expected to serve as a reference for academics, policymakers, and MSME actors in formulating more effective development strategies.

Belawa Village, located in Lemahabang District, Cirebon Regency, West Java, is famous for the Labi-labi Belawa tourist attraction. This study aims to develop a sustainable tourism village at the Cikuya Tourist Attraction in Belawa Village. This model is expected to be an integrated solution to support the implementation of sustainable tourism. The research method used is descriptive qualitative, with quantitative data analysis. The results of the study show that the implementation of sustainable tourism in Cikuya is evident through environmental preservation and the conservation of the Belawa turtle habitat. Although the management is not yet optimal, there are practices of utilizing organic waste, such as chicken manure for animal feed and coconut shells for souvenirs, supporting the circular economy concept. Community participation in cultural activities also supports the social and cultural aspects of sustainable tourism, although it is still incidental and has not yet been programmed sustainably. However, the implementation of sustainable tourism in Cikuya is not yet fully optimal, despite having strong natural and conservation potential. Structural and operational barriers, such as accessibility, human resources, institutional governance, economy, socio-culture, and policy support, affect the effectiveness of applying sustainability principles.

This study aims to analyze the organizational structure, main tasks and functions, and challenges faced by the Legal Section in carrying out its role as a center for local government legal services. The research method used a qualitative approach through interviews with the Head of the Legal Section, direct observation in the work environment, and literature studies of various related documents and regulations. The results of the study indicate that the organizational structure of the Legal Section consists of functional positions, implementing officers, and temporary employees, each of which has a crucial role in supporting the legal product drafting process. However, the effectiveness of organizational performance still faces obstacles, particularly related to employee discipline, work ethic, and efforts to build a culture of bureaucratic integrity. The Head of the Legal Section emphasized that the quality of human resources is a key factor in determining the success of the process of harmonization of regulations and legal services. Thus, a sustainable apparatus development strategy and strengthening of the work system are needed so that the Legal Section can carry out its functions optimally in supporting the implementation of the Palangka Raya City government.

Local governments play a strategic role in public service delivery and are required to undertake rapid, systematic, and sustainable institutional and governance transformation. These demands arise in response to changes in the organizational environment, regulatory developments, and increasing public expectations regarding the quality, effectiveness, and accountability of public services. Improving the capacity of human resources, particularly those managing services and complaints, is a crucial factor in ensuring professional, adaptive, and technology-based services. However, issues with staff competency are still found in public service institutions that interact directly with the public, particularly at the sub-district level. In an effort to improve the quality of public administration services, the government established the Integrated Sub-district Administrative Services (PATEN) policy as stipulated in Minister of Home Affairs Regulation Number 4 of 2010. This study aims to analyze the implementation of the PATEN policy in Sawangan District, Depok City, using a qualitative approach and descriptive methods. The results indicate that the implementation of PATEN has generally been effective, marked by the fulfillment of substantive, administrative, and technical aspects, and supported by clear regulations. However, public complaint services have not been optimal due to technical constraints in the website-based complaint system.

Significant changes occurring today are characterized by technological disruption, demographic shifts, globalization, and economic instability. The combination of these factors creates complex challenges for human resources (HR) in adapting and enhancing their capabilities. The purpose of this study was to examine the relationship between organizational commitment and perceptions of transformational leadership style with Organizational Citizenship Behavior of teachers in Surabaya. The research subjects were 397 teachers in Surabaya, East Java. The sampling technique used was purposive sampling. Data was collected through scale filling using Google Forms. The measurement instruments in this study were the Organizational Citizenship Behavior Scale, the Organizational Commitment Scale, and the Transformational Leadership Style Perception Scale. The data analysis used multiple linear regression analysis. The results showed that there was a significant positive relationship between organizational commitment and perceptions of transformational leadership style with Organizational Citizenship Behavior. The higher the organizational commitment and perceptions of transformational leadership style, the higher the Organizational Citizenship Behavior among teachers. There was a significant relationship between organizational commitment and Organizational Citizenship Behavior, and there was also a significant positive relationship between perceptions of transformational leadership style and Organizational Citizenship Behavior. The higher the perceptions of transformational leadership style, the higher the Organizational Citizenship Behavior among teachers.

Education functions as a central pillar in shaping the quality of human capital, encompassing knowledge, skills, and health, and thus plays a significant role in influencing Indonesia’s Human Development Index (HDI). This study employs a qualitative literature review by examining key theoretical frameworks in the economics of education, such as Becker’s Human Capital Theory and Schultz’s investment model, supported by relevant national empirical data. The findings indicate a very strong relationship between education and HDI improvement. This is reflected in a correlation coefficient of 0.943 between education expenditure and Indonesia’s HDI during the 2004–2023 period. The results suggest that an increase in education spending of IDR 1 trillion has the potential to raise the HDI by approximately 0.002 points. These findings confirm that investment in education not only enhances the quality of human resources but also directly contributes to sustainable national development. Despite the positive trend and the achievement of an HDI score of 75.02 in 2024, several challenges persist, particularly regional disparities, unequal access to education, and quality gaps between urban and rural areas. Therefore, more inclusive education policies, equitable access, and strengthened vocational education and training are essential to ensure that the benefits of human capital development are distributed evenly across all regions of Indonesia.

Empowering agricultural human resources is a strategic approach to support sustainable agricultural development and the achievement of the Sustainable Development Goals (SDGs), particularly SDG 2 (Zero Hunger), SDG 4 (Quality Education), and SDG 8 (Decent Work and Economic Growth). This community service article aims to describe the implementation of an agricultural instructor empowerment training program conducted through collaboration between Universitas Negeri Surabaya (Unesa) and the Ngudi Luhur Self-Reliant Agricultural and Rural Training Center (P4S) in Blitar Regency. The activity involved approximately 50 participants consisting of agricultural instructors and local agricultural practitioners. The methods included Focus Group Discussions (FGDs) and field visits to superior corn cultivation areas managed by P4S. The results indicate an increase in participants’ understanding of the importance of agricultural innovation and technology utilization to enhance productivity, supported by experiential learning through direct observation of high-yield corn fields compared to conventional practices. This program strengthens the role of agricultural instructors as innovation dissemination agents and contributes to the achievement of sustainable development goals in the agricultural sector.