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In the face of the digital era's rapid evolution, human resource planning has become increasingly crucial for organizations to maintain competitiveness and sustainability. This abstract explores strategic human resource planning (HRP) as a pivotal approach to navigating the complexities posed by digital transformation. The advent of digital technologies has revolutionized industries, requiring organizations to adapt swiftly to remain relevant and efficient. Strategic HRP involves aligning workforce capabilities and organizational goals with the demands and opportunities presented by digital advancements. Key considerations include forecasting future workforce needs, identifying critical skill gaps, and implementing robust talent acquisition and development strategies. Moreover, effective HRP entails leveraging data analytics and predictive modeling to anticipate HR requirements and optimize workforce planning initiatives.The challenges of the digital era necessitate proactive measures in talent management, such as upskilling current employees and recruiting digitally savvy talent. Organizations must foster a culture of continuous learning and adaptability to thrive in a digitally disrupted environment. Strategic HRP also encompasses developing agile HR policies and practices that can accommodate rapid technological changes and evolving employee expectations. Furthermore, integrating technologies like artificial intelligence and automation into HR processes can streamline operations and enhance decision-making capabilities.In conclusion, strategic human resource planning is indispensable for organizations seeking to harness the opportunities presented by the digital era while mitigating its inherent challenges. By prioritizing agility, foresight, and innovation in HR practices, organizations can build a resilient workforce capable of driving sustainable growth and competitive advantage in the digital age.    

When globalization brings significant changes to the business world, companies must strengthen their advanced human resource management foundations through innovation in employee training and development. Given the dynamics of change and intense competition, human resource training and development are becoming increasingly crucial. Effective training enhances individuals' skills while fostering an organizational culture that supports innovation and learning. Companies can gain a competitive advantage by enhancing their employees' ability to adapt to change through the implementation of inventive HR training approaches.

In today's digital age, the integration of business management principles with computer science and technology has become increasingly vital for organizations seeking sustainable growth and competitive advantage. This study delves into the multifaceted relationship between business management and computer science, exploring integration strategies, challenges, and the resultant implications. The objective of this research is to comprehensively analyze the integration of business management and computer science, shedding light on effective strategies, potential challenges, and the overall impact on organizational performance and innovation. This study adopts a library research approach, encompassing a thorough review of existing literature, scholarly articles, case studies, and industry reports. Information is gathered from reputable databases such as PubMed, IEEE Xplore, ACM Digital Library, and Google Scholar. The collected data are analyzed qualitatively to identify patterns, trends, and insights into the integration of business management and computer science. The findings of this research highlight various integration strategies employed by organizations to leverage computer science and technology for enhancing business management practices. These strategies encompass the adoption of data analytics, artificial intelligence, machine learning, blockchain, and other emerging technologies to streamline operations, optimize decision-making processes, and gain competitive advantage. Moreover, the study identifies challenges associated with integration, including data security concerns, skills gap, resistance to change, and ethical implications. Despite these challenges, successful integration initiatives have demonstrated significant improvements in organizational efficiency, innovation capability, and market positioning

Management is a series of activities that include planning, organizing, directing and controlling organizational resources in order to achieve goals efficiently and effectively (Stoner, 2009). In this context, financial management training at Karmel Vocational School is a strategic step to prepare students to face the challenges of the digital era business world. Qualitative research through observations, interviews and documentation studies shows that this training has had a significant positive impact. Students gain an understanding of financial management, online marketing strategies, product innovation, and the use of digital platforms to build brand awareness and measure the effectiveness of marketing campaigns. Apart from that, this training succeeded in developing proactive, creative, innovative and adaptive attitudes which are important in the modern business world. The results of the training showed an increase in students' self-confidence to start an independent business, reduce dependence on formal work, and consider financial management as a career path . To increase effectiveness, it is recommended to expand the scope of training to include e-commerce and data analysis, strengthen partnerships with industry players, and integrate training into the vocational school curriculum. Thus, it is hoped that this training will be able to increase the competitiveness of Karmel Vocational School students, prepare them to face the dynamic business world, and support the sustainability of skills-based learning programs.

This article is a report study on the development of a learning school management model of Lhokseumawe Sukma National School and the promotion of educational standards with the aim of sustainable educational development. The research focuses on the school profile of Sukma Nation students and the achievements and challenges of the program in its implementation. The study is qualitative and uses survey methods. Information gathered through documents and interviews with relevant authorities, including focus group observations. The study also presents various manifestations of Sukma Bangsa school innovations. The results specifically show that institutional leadership is related to the implementation of five main categories of learning schools, which are personal leadership, shared vision, mental models, situated thinking and group learning. The order of applications according to the system can be seen in the changes in the behavior of the individual regarding information management, information sharing, interpretation and information search. In addition, the student and school management model has become an important part of achieving school effectiveness.

The implementation of the Healthy Village Home program in Margomulyo Village shows strong integration of the four main factors of policy implementation, namely communication, resources, disposition and organizational structure. This program succeeded in building effective communication by involving the community through the Healthy Village Home as a Community Learning Center. The commitment of the village government and assistance from Baznas provides significant financial resources, with organized allocation of funds through the Village Revenue and Expenditure Budget and additional support from Baznas. The disposition is seen in active community participation and close collaboration between stakeholders, especially in regular meetings and joint decision making. The organizational structure that was formed with clear legality and defined roles both at the village head level and participation from various elements of society, shows success in building a strong foundation for the program to reduce the stunting rate from 7% to 2% in 2023. Even though this program is faced with obstacles such as low parental awareness and budget limitations, with good commitment and coordination, it is hoped that this program can be effective in reducing the stunting rate in the village. Supporting factors for the program are the commitment of the village government and assistance from Baznas, especially for the Supplementary Food Program .Concrete steps involving the delivery of Supplementary Food Program directly to parents' homes provide personalized support that can increase the sustainability and effectiveness of the program. Inhibiting factors include low parental awareness and limited Village APB budget in the healthy village house program in reducing stunting rates

The urgency of this research lies in the importance of digital transformation in enhancing the quality of public services in Bima Regency. This study employs a qualitative descriptive approach to explore digital transformation in public services in Bima Regency. The research subjects involve local government officials, SKPD employees, and the general public to obtain a broad perspective on the obstacles and solutions in digital transformation. The research findings indicate that the implementation of e-Government faces various significant challenges, including accessibility, digital literacy, cultural and organizational changes, official support, and budget allocation. Bima Regency requires an inclusive and affordable approach to develop e-Government services accessible to all layers of society, including those in remote areas and vulnerable groups. Digital literacy emerges as a crucial factor in confronting digital transformation, and structured digital literacy programs can assist the public and government employees in acquiring the necessary knowledge and skills. Cultural and organizational changes are also vital in adopting e-Government, necessitating organizational restructuring, capacity building, and continuous learning. Support from officials and public awareness are also crucial factors in the successful implementation of e-Government. With commitment from officials and public awareness of the benefits of e-Government, local governments can accelerate technology adoption and ensure widespread participation from all layers of society. Additionally, adequate budget allocation is crucial in supporting the development of e-Government, enabling the construction of robust technological infrastructure and enhancing service accessibility.

This study explores how public service innovations in motor vehicle testing, based on Regional Public Service Agencies (BLUD), can improve road safety governance. In regions with rapidly growing motor vehicle populations, inadequate roadworthiness controls contribute to high traffic accident risks. While Indonesia has a regulatory framework for motor vehicle testing, service delivery remains largely administrative and lacks a strong focus on road safety. The study aims to assess how public service innovations can enhance road safety governance through local government-managed vehicle testing based on BLUD. Using a qualitative case study approach, data were collected through in-depth interviews, observations, and document analysis involving local government officials, testing technicians, and service users. Thematic and interpretive data analysis identified governance dimensions that influence service effectiveness. The study finds that road safety governance improvement relies on four main capacities: relational, structural, resource, and adaptive. Although BLUD-based management offers flexibility for service innovation, its implementation has not fully aligned with road safety goals. Challenges remain in public trust, cross-agency coordination, resource availability, and organizational learning. The study concludes that integrating public service innovation with institutional capacity building and safety-focused performance management is essential for strengthening road safety governance. These findings highlight the strategic importance of motor vehicle testing in enhancing road safety and public value at the regional level.

This study aims to determine HR competencies, the role of industry 5.0, and digital literacy on organizational performance through (mediated) learning motivation of PT XYZ employees. This research method is descriptive quantitative type by distributing questionnaires (Likert scale 1-5) to a sample size of 83 out of 500 respondents calculated using the Slovin formula and processed with SmartPLS 3.0 software. The results showed that the path coefficient and p-value of the HR Competency variable (0.191 and 0.002), the Role of Industry 5.0 (0.077 and 0.062), and Digital Literacy (0.150 and 0.025). This means that HR Competencies and Digital Literacy partially have a significant positive effect on the Organizational Performance of PT XYZ through (mediated) Employee Learning Motivation. While the Role of Industry 5.0 partially has no effect on the Organizational Performance of PT XYZ through (mediated) Employee Learning Motivation. Furthermore, the path coefficient and p-value of the Employee Learning Motivation variable are 0.410 and 0.002. This means that Employee Learning Motivation has a significant positive effect on the Organizational Performance of PT XYZ.

Human Resource Management (HRM) plays a crucial role in organizational development, including in Early Childhood Education (ECE). The focus of this research is Tulip Integrated PAUD in Rungkut Tengah Village, Surabaya. Early childhood (0-6 years) enters the golden age period where their learning patterns are based on imitation. This research aims to improve the effectiveness of early childhood learning and socialization at Tulip Integrated PAUD through the implementation of HRM. The main problems involve children's diverse characters, lack of activities, and differences in parents' mindsets. The implementation method consists of four stages: (1) introduction to the members of Tulip Integrated PAUD, (2) introducing the concept of HR Management, (3) providing active and expressive learning to students, and (4) evaluation and monitoring.The results showed that the socialization of HR Management positively contributed to the management of human resources at Tulip Integrated PAUD. Emphasis on fun and expressive teaching patterns increases early childhood participation in learning and social activities. Continuous evaluation and monitoring are needed to ensure continuity and improvement. In conclusion, the implementation of HRM and engaging learning approaches can improve the effectiveness of PAUD organizations. It creates a conducive environment for optimal early childhood development, by involving teachers, committees, and parents as part of integrated human resource management.

In the field of education, organizational culture and the school environment are critical variables that must be considered. Of course, this immediately improves teacher performance, which in turn improves school quality. In practice, State Elementary Schools in the Buah Batu District have established an organizational culture and created a welcoming school atmosphere, yet this appears to be insufficient. It is still discovered that instructors' behavior in carrying out their tasks does not adhere to the established culture, and there are many teachers who have not earned teaching credentials, which is an intriguing issue to explore. The quantitative approach used in this study is descriptive statistical analysis. 78 respondents were given questionnaires with the expectation that they would be able to answer the research objectives. SPSS version 25 was used for statistical testing. According to the findings of the research, organizational culture and the work environment have an impact on teacher performance, both individually and collectively. Several recommendations are made to school principals, supervisors, and instructors in the study that will help them enhance their performance.

This research analyzes the role of transformational leadership in the development of the IPNU-IPPNU organization in Plumbungan Village. Through interviews with organizational leaders, it was revealed that transformational leadership is realized through mutual learning incentives and the placement of members according to their talents. With 40 members divided into 16 men and 24 women, the organization focuses on developing individual potential. Transformational leadership not only motivates members to play an active role in organizational development at the village level, but also involves them in various programs such as cheerful camping, regular jam'iyah, and compensation for orphans. The history of the development of IPNU-IPPNU in Plumbungan Village records the concrete contribution of transformational policies in these activities, creating a positive impact on organizational spirit. Even though faced with challenges and obstacles, transformational leadership helps overcome these problems through joint deliberation. Future hopes for the development of this organization include the goal of producing young cadres with ahlussunah waljamaah character, and transformational leadership is expected to remain the main pillar in realizing development plans, continuing to encourage a spirit of collaboration and commitment to the organization's vision.

The Dawuhan Tourism Village which consists of a swimming pool, river tubing, various games for children and adults as well as the Rengrang Market (Traditional Snack Market) is able to help the community maintain local culture and increase income. Pokdarwis, PKK and Karang Taruna as managers and members involved in the Tourism Village which consists of several units need to increase their capacity and capability through basic training and management functions. The service method uses lectures, discussions, simulations and questions and answers regarding the benefits and uses in preparing work programs and organizational structures. The results of the service show that different organizations in managing Tourism Villages and strategies for achieving their management require different methods of communication and delivery. It is necessary to apply andragogy learning so that presenters and participants can be more fluid and linear. Action is needed to provide confidence that the commitment conveyed is not just words, but real action and sincerity. It is necessary to increase the participation of Banjarnegara Regency Government officials (Cross Service) through community organizations in Dawuhan Village such as Pokdarwis, PKK, Karang Taruna which can be further increased with other organizations.

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

Employee adaptability skills are increasingly important in a rapidly changing business environment. A recent literature review reveals the evolution of employees' adaptability skills during the COVID-19 pandemic and efforts to strengthen them. Factors such as leadership, changes in the work environment, and organizational support influence changes in adaptability. Inclusive leadership, open communication and social support form key elements in this strategy. This article describes the development of employee adaptability skills in the context of external change, especially the COVID-19 pandemic. This article describes material for developing employee adaptability skills which includes understanding the concept of adaptability, adaptability development strategies, and the benefits for companies and employees. This material is designed to help employees develop their abilities to deal with change, increase resilience, manage stress and innovate. By investing time and resources in developing adaptability skills, organizations can increase their competitiveness and employees can achieve success in a dynamic work environment. The results of this literature review provide useful insights for organizations that wish to prioritize developing employee adaptability in response to increasingly complex business dynamics.

This study aims to determine the simultaneous and partial effect of Organizational Activeness and Learning Motivation on Academic Achievement of Management Students at Ormawa Faculty of Economics and Business, Universitas Perjuangan Tasikmalaya for the 2022-2023 period. The research method used in this research is quantitative research methods with questionnaires, The population in this study was 37 Management Students at the Ormawa Faculty of Economics and Business, Universitas Perjuangan Tasikmalaya for the 2022-2023 period. The type of data used in this study is primary data obtained through questionnaires. The data testing technique used in this study uses the validity test, reliability test and classic assumption test. Data analysis in this study used multiple regression analysis tools using SPSS version 25 software. The results of the study showed that organizational activity and learning motivation simultaneously had a significant effect on academic achievement. Partial Organizational Activeness has a significant effect on Academic Achievement. Learning motivation partially has a significant effect on academic achievement.

This study aims to examine and examine the effect of Organizational Learning and Personality Mediated by Self Efficacy on Employee Engagement at PT. Puninar UMK. Organizational Learning and Personality as exogenous variables, Self Efficacy as mediating variables and Employee Engagement as endogenous variables. This research was conducted on employees of PT. Puninar MSE. The background of this research is the development of human resources which aims to improve the quality of professionalism and skills of employees in carrying out their duties and optimally. Things that must be considered at PT. Puninar MSE such as Organizational Learning, Personality, Self Efficacy and Employee Engagement. The sample in this study was taken by the Non Probability Sampling method using a saturated sample technique of 64 respondents. The analytical method used is the Structural Equation Model (SEM) and uses Partial Least Square (PLS) to test the strength of direct and indirect relationships between various variables. The results of this study prove that Organizational Learning has an effect on Employee Engagement, Personality has an effect on Employee Engagement, Self Efficacy has an effect on Employee Engagement, Organizational Learning has an effect on Self Efficacy, Personality has an effect on Self Efficacy, Organizational Learning has an effect on Employee Engagement through Self Efficacy and Personality has an effect towards Employee Engagement through Self Efficacy.

The background of this research is that the performance of employees of the Ciamis Regency Investment and One-Stop Services Office is still not optimal. This is thought to be caused by not optimal work attitudes and implementation of organizational learning. The purpose of this study was to find out 1) The effect of work attitude on employee performance at the Investment and One-Stop Services Office of Ciamis Regency; 20 The effect of organizational learning on employee performance at the Investment and One-Stop Services Office of Ciamis Regency; 3) The influence of work attitudes and organizational learning on employee performance at the Investment and One-Stop Services Office of Ciamis Regency. In this study used a survey method with a quantitative data approach. The population in this study were ASN employees at the Ciamis Regency Investment and One-Stop Services Office, totaling 35, so the authors took samples using a saturated sampling technique so that the number of samples in this study were 35 people. Analysis was carried out on the data collected both from the results of observations, interviews, and questionnaires. The stages of data analysis begin with validity, reliability and verification/quantitative data analysis. The results of the study show that: 1) There is a positive and significant effect of work attitude on employee performance at the Investment and One-Stop Services Office of Ciamis Regency. This means that the better the work attitude at the Ciamis Regency One Stop Investment and Integrated Services Service, the employee's performance will increase; 2) There is a positive and significant effect of organizational learning on employee performance at the Investment and One-Stop Services Office of Ciamis Regency. This means that the better the organizational learning at the Investment and One-Stop Service Office of Ciamis Regency, the employee's performance will increase; 3) There is a positive and significant effect of work attitude and organizational learning on employee performance at the Investment and One-Stop Services Office of Ciamis Regency. This means that the better the work attitude and organizational learning at the Investment and One-Stop Services Office of Ciamis Regency, the employee's performance will increase.

The role of management in improving the quality of education in the digital era aims to plan education that is fair, of high quality, effective and responsible, and enhances the positive image of education. The research process aims to provide knowledge about the need for management in educational organizations. Researchers used a descriptive-qualitative method by relying on library research or library research. Data collection was then analyzed using descriptive-analytical techniques, this analysis process involved review and evaluation. Management is a valuable element of an organizational institution that manages a life with the hope that it can run smoothly without obstacles. The urgency of improving the quality of education in the digital era includes the quality of student learning, supporting the government's independent learning program. There are challenges and obstacles to education management, namely the lack of educator skills in dealing with the digital era, security threats such as data hacking. Management, quality, education, digital, and challenges.

The implementation of learning using e-learning must be supported by several readiness factors. Organizational readiness factors, such as regulations, infrastructure, technology, and policies, have a significant effect on learning outcomes using e-learning. However, the human element in its use is also the most important factor in online learning. This research was conducted to measure the readiness of lecturers using e-learning on several factors, namely; Technology access factor, skill and training factor, instructor attitude factor. The sample of this study was 100 active lecturers. Univariate data analysis was performed by calculating the average readiness index and frequency and identifying categories of readiness intervals for using e-learning. The results of this study show the readiness of lecturers in using e-learning assessed from technology mastery factors, skill and training factors, and instructor attitude factors. However, for a very mature level, refinement and development of all these factors are still necessary. In addition, the training aspect is considered quite ready, but management must open training opportunities for lecturers to run online classes.