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This study aims to examine the socio-economic conditions and potential development of Bima Regency, as well as realizing real policies to increase development in the district. A mixed research design was used, which combined qualitative and quantitative data collection methods. Data was collected through surveys, interviews, and secondary sources, and analyzed using descriptive statistics and content analysis. The findings reveal that Bima District has several development potentials, including its strategic location, natural resources, and human capital. However, this district still faces various socio-economic challenges, such as poverty, fatigue, and limited infrastructure. In addition, this research shows that the district's development is influenced by several factors, including political will, institutional capacity, and community participation. The contribution of this research includes providing a thorough understanding of the socio-economic conditions and potential development of Bima Regency, as well as identifying the key factors influencing its development. Policy implications and practices emphasize the need to increase institutional capacity, improve infrastructure, and promote community participation in district development. Limitations of this study include the small sample size and limited data collection period. Future research should address these limitations by using larger sample sizes and longer data collection periods. Overall, this study provides valuable insights into the socio-economic conditions and development potential of the Bima district, and the pressures for policy interventions to enhance the district's development.

The Importance of Employee Performance in Company Development and the Role of Human Resources in Achieving Goals at the Universitas Muslim Indonesia. Various factors affect employee performance, such as education, training, a conducive work environment, motivation, and appropriate compensation. This article explains how providing appropriate compensation can influence work performance, motivation, and job satisfaction, as well as how an adequate work environment can improve employee performance. In conclusion, this article states that employee performance is a crucial factor in the success of a company, and companies must pay attention to employee needs to achieve organizational goals. The importance of human resources in improving company performance is also highlighted. The key factor in achieving success at the Universitas Muslim Indonesia is through the potential and performance of each employee. Companies can improve employee performance by providing education, training, and appropriate compensation and creating a conducive work environment and motivation. Compensation is part of the reciprocal relationship between the company and human resources. The work environment also plays a vital role in enhancing employee performance. Therefore, the company must provide an adequate work environment, both physically and psychologically, to improve employee performance.

PT. Pos Indonesia is one of the first companies engaged in the field of freight forwarding services in Indonesia.  Companies need cash to run their business, pay off obligations and distribute dividends to investors.  Therefore, maintaining cash liquidity by establishing an internal control system for cash is the most important concern for the company.  The purpose of this study is to determine the supervision and control of the KCP ceiling at PT Pos Indonesia.  This study used a qualitative method with primary and secondary data collection.  The analysis that the researchers did was to use a Cause-Effect Diagram to map the constraints and causes of excess PAGU in KC/KCU.  The results in the study found that there were still several ManKug who did not know that PT.  Pos Indonesia implements a cross-subsidy system in which if the profit unit retains its funds, it will have a significant impact on units with a deficit.  The conclusion from this research is cause and effect (Fish Bone) that there are 6 factors that influence the advantages of PAGU in KC/KCU namely Method, Human Resources, Internal (material), External (environment), System, and Time factors.

Various factors can influence a country's economic growth, among which is the availability of manpower. The substantial availability of human resources in a country can serve as a catalyst for the progress of Indonesia's economy. This research aims to determine the influence of the Human Development Index on the economic growth of Bali Province during the period of 2018-2022. The research methodology employed is quantitative, involving the gathering of data from the Central Bureau of Statistics (BPS) and a literature review. In this study, the dependent variable is Economic Growth, while the independent variable is the Human Development Index (HDI). The research findings reveal that the HDI has no significant impact on economic growth.

Superior human resources are needed by the village government in village development. The role of human resources is very strategic and important in achieving organizational goals. Therefore, improving the quality of human resources needs to be carried out by the village government. Skilled and expert human resources certainly have good performance and can help realize village development. The purpose of this research is to find out and analyze how the influence of human resource competence in improving employee performance is a case study in the Popongan Village Government. In this study using qualitative research with a qualitative descriptive approach. The analysis used in this study is to use SWOT analysis, which analyzes Strengths, Weaknesses, Opportunities and Threaths. This study found that the Popongan Village Government has strengths and opportunities that can improve employee performance. However, on the other hand it also has weaknesses and threats that can reduce employee performance. Then it is necessary to apply the right strategy to increase strengths and opportunities and reduce weaknesses and threats

Globalization has required humans to be constantly adaptable and competitive. Similarly, organizations must be more adaptable, resilient, able to change direction quickly, and capable of managing globally competitive human resources (HR). The availability of competitive and qualified human resources, as well as science and technology, is critical as an organizational asset for developing and competing in the globalization era. Successful organizations consistently generate new knowledge and are able to disseminate it throughout their organization while quickly adapting it to information technology and their products and services. Knowledge Management evolves as an important and strategic component of the organization in order to create value, improve organizational effectiveness and productivity, and boost organizational competitiveness.    

Anemia in pregnancy is a national problem because it reflects the value of the socio-economic welfare of the community and has a very large influence on the quality of human resources. where in this situation the patient does not go on a diet against anemia. The purpose of this study was to find out the description of the factors that cause anemia in pregnant women in the Kalodran Community Health Center, Serang City, Banten Province in 2022. Descriptive research and this study used primary data with measuring instruments, namely questionnaires that have been tested with instruments, in data analysis using the Chi Square statistical test with a sample of pregnant women as many as 44 respondents and researchers chose respondents with total sampling technique. The description of economic status is mostly low <UMR as much as 34 (77.3%), the knowledge of pregnant women about anemia is mostly lacking is as many as 31 (<70.5%), the education of pregnant women is mostly medium as much as 33 (75%), Compliance with consumption of Fe tablets was mostly disobedient as much as 34 (77.3%), parity was mostly multipara as many as 33 (75%), most pregnant women were <25 years old as many as 28 (63.6%), husband support was partially 28 (63.6%) did not get husband's support, there was a relationship between socio-economic, knowledge, education, adherence to consuming FE tablets, parity, age, and husband's support with the occurrence of anemia in pregnant women in the Kalodran Health Center area, Serang City, Banten Province. 2022. It is recommended for future researchers that the results of this study will add references to knowledge and insight regarding the incidence of anemia in pregnant women so that students can gain skills in handling cases of anemia in pregnant women. as well as being able to apply the science of research methodology that has been studied in the form of a thesis.

In an organization or company, human resources cannot be separated from training activities. Training for human resources is a necessity for every organization or institution because almost everyone recognizes that the success of an organization or company is highly dependent on the human resources that manage them. Therefore, training is needed by employees so that they can improve their abilities, knowledge skills, motivation, and behavior. In today's modern era of development, human resource training is very important, because the formal education that employees have undergone is not enough to meet the demands of jobs and positions in organizations and companies. In addition, placing human resources directly at work does not guarantee that they will understand their duties and responsibilities well. New human resources often feel less confident and feel they do not understand their roles and responsibilities in the organization or company where they work. Therefore, new employees should receive training in the form of training that leads to an introduction to corporate culture and values, regulations, and policies, as well as their main tasks, which support the achievement of the vision and mission of the organization or company. Human resources who lack self-confidence are unlikely to carry out their duties and obligations to the fullest, especially in educational institutions. In addition, human resources professionals who have worked in organizations and companies for a long time also need to receive training to improve their skills, insights, and motivation in supporting the achievement of the organization's vision and mission.

Every company definitely wants good and adequate quality human resources, with the existence of quality human resources makes the company able to compete with other companies. According to Firdaus (Putra et al., n.d.). Therefore the welfare of employees is also very important to note.Especially in giving workload to employees. Each work unit has a different workload. A workload that is too high can cause an employee to become stressed, not to mention the job demands given by the company so that its employees give the best results. Each individual has different resilience to the workload and responsibilities given, the higher the workload given, the higher the stress level that will be experienced by the individual, conversely the lower the workload given, the lower the stress level. A high workload can make employees decide to quit or leave the company and look for a better company. This situation is also known as intensive turnover. In the case of Indonesia, the phenomenon of turnover intention is well recognized by both academics and practitioners. Every year there are around 10-12% of employees who turn over.

The aim of the research is to determine the level of capability of the Human Resources (HR) apparatus at the Maros Regency Youth Sports and Arts Service (DISPORI). And to find out the policies for developing human resources for personnel at the Maros Regency Youth Sports and Arts Service (DISPORI). The research methods used are quantitative and qualitative research methods. The results of the research are that the Human Resources development policy for the apparatus at the Maros Regency Youth, Sports and Arts Service has been running well in accordance with applicable personnel procedures and regulations. This can be seen from the implementation of the HR development policy for personnel at the Maros Regency Youth, Sports and Arts Service. The policy of developing human resource capabilities for the apparatus has goals and objectives, namely development and improvement as well as carrying out the main tasks and functions as government officials so that they can meet predetermined standards while being able to make decisions independently and professionally based on a spirit of service and changes in attitudes that lead to further development. openness, attitude of serving and protecting the public as the main duties and responsibilities.  

This research is motivated by the results of preliminary observations that the Delegation of the Regent's authority to the Sub-district Head has not been running optimally. The improvement of public services is still not optimal. Limited facilities/infrastructure in the sub-district. The number of employees in the sub-district is still limited. Not all SKPDs that delegate authority have technical instructions for the implementation of the delegation of authority by the sub-district. The method used is a qualitative descriptive research method. The sampling technique uses a purposive sample technique, thus the sample in this study was 5 people. The data collection technique uses a questionnaire. The results of the study obtained are as follows: The Effectiveness of the Delegation of Part of the Regent's Authority to the Sub-district Head in Improving Public Services (Regent Regulation Number 18 of 2010 Concerning the Delegation of Part of the Authority from the Regent to the Sub-district Head) has been implemented well, especially in the implementation of aspects of licensing, recommendations, coordination, coaching, supervision, facilitation, and implementation. The implementation of Public Services according to Regent Regulation Number 18 of 2010 concerning the Delegation of Part of the Authority from the Regent to the Sub-district Head has been implemented well, such as in terms of service procedures, service time, service costs, service products, service facilities and infrastructure, and the competence of service officers. The obstacles faced by the Sub-district Head in the effectiveness of the delegation of Part of the Regent's Authority to the Sub-district Head in improving public services in the Sub-district in Ciamis Regency are Limited budget; Lack of facilities and infrastructure to support public services; Lack of human resources; Many human resources do not yet have competence; Lack of public awareness to make permits; not all technical instructions have been made regarding the delegated authority; There are still requirements that must be completed at the Regency level, whether permits must be made immediately at the sub-district, so that it hinders the completion process and the completion time becomes long. Meanwhile, the results of observations show that the number of service providers is still very limited, where each officer has their own main duties and functions. Efforts made by the Sub-district Head to overcome obstacles in the implementation of the delegation of Part of the Regent's Authority to the Sub-district Head in improving public services in the sub-districts in Ciamis Regency, are to increase the budget; complete and improve facilities and infrastructure to support services to the community; propose additional human resources; improve human resource competency through coaching and training; increase public awareness to make permits through socialization; request clear technical instructions regarding the delegated authority; in the completion process and completion time are made easier by assigning district employees to carry out services in the sub-district.

This research is based on the results of preliminary observations that in order to achieve success and effectiveness in the implementation of Regional Autonomy, it is necessary for the Regional Government to be prepared in all fields, including the readiness of human resources to be able to answer the challenges in the implementation of Regional Autonomy. In addition, what is no less important for the implementation of Regional Autonomy to run effectively is how regions can explore and empower existing regional potentials, so that in terms of finance which is the main element in running regional government, independence can be achieved. The method used is a qualitative descriptive research method. The population in this study was 5 people. The sampling technique used a purposive sample technique, thus the sample in this study was 5 people. The data collection technique used a questionnaire. The results of the study are as follows: The Regional Original Income Increase Program in Supporting the Implementation of Regional Autonomy in Cilacap Regency has been effectively implemented through intensification and extensification programs that are quite effective in boosting the increase in Regional Original Income (PAD), and the Central Government's control of programs carried out by the Regional Government in an effort to increase regional income. The obstacles faced are the lack of existing human resources, both in quality and quantity; Frequent changes in higher legal regulations that disrupt the process of collecting regional revenue; Facilities and infrastructure that are still inadequate in carrying out the task of collecting regional revenue; Lack of understanding of laws and regulations on taxes and levies from the community; Weak law enforcement efforts against taxpayers and levy payers Efforts made to overcome obstacles in the program to increase Regional Original Income in supporting the implementation of Regional Autonomy in Cilacap Regency, are In increasing Regional Original Income (PAD) the Cilacap Regency Government has carried out the following: Improving the quality of human resources/collectors through functional training. Conducting research and reviewing regulations in the field of revenue to be adjusted to applicable laws and regulations. Improving facilities and infrastructure in order to support regional revenue collection. Conducting counseling to the community, especially to taxpayers and levy payers

In Indonesia, now it doesn't look at gender differences, meaning that in this era it's not only men who can make decisions in doing business, but women can make decisions and to pursue the businesses they own. Currently, single parent women can also have a business to meet family needs and participate actively in social life, government organizations or local organizations. Therefore the district government. Sidoarjo provides assistance through the Independent Women's Business Card (KURMA) program for single parent women to create and advance their businesses. With the implementation of this program, many women experience confusion in creating new UMKM and developing their businesses. The purpose of this socialization is to assist women in providing UMKM business ideas, reducing women's poverty, increasing women's income, increasing knowledge and knowledge along with the quality of human resources, especially women. Apart from that, our goal is to invite the women's community to become a community that is friendly to banks and the economy.

Hospitals in guaranteeing good service quality and patient safety must be proven through accreditation. Accreditation is carried out by submitting an application to the Hospital Accreditation Commission (KARS). Hospital Accreditation is a way of monitoring the implementation of measuring hospital performance indicators. The purpose of writing this scientific article is to find out the importance of improving the quality of hospitals, especially for hospital structures and health workers. The method in this scientific article is to compare cases from several hospital studies that apply the accreditation process and the literature collected at the editing (re-examination) stage. The data is then processed and analyzed and conclusions drawn. The findings from the study of the application of hospitals in the importance of holding accreditation are to improve the quality of hospital services, improve hospital patient safety, increase protection for patients, the public, human resources for hospitals and hospitals as institutions and support government programs in the health sector. It can be concluded that the importance of hospitals carrying out accreditation is to ensure good service quality and patient safety must be proven through accreditation. Accreditation is carried out by submitting an application to the Hospital Accreditation Commission (KARS). Suggestions made for hospital agencies, namely hospitals that have obtained national accreditation status are required to make strategic improvement plans in accordance with the surveyor's recommendations to meet hospital service standards that have not been achieved.

Health is one of the elements of life in building to realize the complete Indonesian human being. The aim of health development is to increase awareness, will and ability to live healthily for everyone in order to achieve the highest level of public health, as an investment for the development of socially and economically productive human resources. The aim of health services is to achieve a level of public health that satisfies the expectations and needs of the community (consumer satisfaction), through effective services by service providers that satisfy the expectations and needs of service providers (provider satisfaction), in service institutions that are delivered efficiently (institutional satisfaction). The interaction of the three main pillars of health services in harmony, harmony and balance, is a combination of the satisfaction of the three parties, and this is a satisfactory health service.

In terms of improving human resources in the company, it is necessary to evaluate employee performance. By evaluating employee performance, companies have supporting data and information to evaluate human resources to make them even better. Employee performance is important in a company because it will affect the achievement desired by the company. The purpose of this study was to analyze the significant influence of work motivation, work discipline, and work environment simultaneously on the performance of employees in family companies in Surabaya. This study used a quantitative approach using multiple regression analysis because the sample used was a questionnaire with a total of 73 respondents. The results showed that some work motivation, work discipline, and work environment have a significant effect on employee performance. Simultaneously, work motivation, work discipline, and work environment have a significant effect on the performance of employees in family companies in Surabaya.

The incentive is a reward or retribution provided the company to employees who perform as a form of reward. Incentives as a means of motivation that encourages employees to work with optimal ability, which was intended as an extra income outside of salary or wages have been determined. The incentive is a driving factor for the employees to work better so that the employee's performance can be increased. The granting of incentives are intended to meet the needs of the employees. This research using qualitative research methods. As for the independent variable Incentive (X) and the dependent variable (Y) Performance. The population in this research is the Production Department glass manufacturing company. The sample used in this dipenelitian is saturated sample in which every Member of the population serve as samples. In this study, data gathering is carried out using a questionnaire. Based on the results of the determination of the calculation can be seen that the value of R2 is 0.907 Adusted. This can indicate the magnitude of the role or contribution that independent variable (X1), namely incentive can explain or influence the dependent variable (Y) the performance of employees amounted to 95.2%, while the rest is affected by other factors that do not researched. And based on the results of testing linearity obtained value p value of 0.05 0.00 < Sig. This indicates acceptance of the H1 so that the relationship can be inferred variable x with y Linear.

This study aims to determine the library strategy to obtain library accreditation at SMP Negeri 1 Pekanbaru. This study uses a qualitative approach with a descriptive research design with the main objective of providing an objective description or description of a situation. The method used is observation, interviews, documentation. The results of this study found that the strategies carried out by the head of the library Insan Cendikia to obtain national school library accreditation were procurement of books, procurement of infrastructure, arrangement of equipment in the library, cataloging and human resource development. The supporting factor is the existence of a library card number (NPP), the library building has reached an area of ​​168m² and there is a reading area, work area and bookshelf area and the books are neatly arranged, there is a library management structure, the relationship between the librarian and the head of the library is quite good , the number of collections of library materials has met the national school library standards as many as 2,520 titles with 2,737 copies and professional human resources, while the inhibiting factors are insufficient funding, incomplete facilities and infrastructure, insufficient book procurement, and support from school principals who less strong.

Based on initial observations made by researchers in Pematang Serai Village, some children had difficulty speaking because they were still used to the language used in the family environment, and it was difficult to listen to what other people were saying other than using their mother tongue. For example, some children still use their mother tongue or are carried away by the language used at home when they want to ask others for help, which is sometimes difficult to understand. Another problem faced by the people of Pematang Serai Village is moral degradation. Low levels of education and interest in reading are suspected to be the cause of the decline in the character values of the millennial generation. Data analysis was adjusted to the problem formulation questions to be investigated using a quantitative descriptive method that processes numerical data into words, then changes recorded data from interviews. There is an influence of mother tongue on the listening ability of children aged 4-5 years in Pematang Serai Village, the influence of mother tongue on the listening ability of children aged 4-5 years in Pematang Serai Village is 27.8%, and the rest is influenced by cultural factors, community environment and intensity social interaction of 72.2%.

Management of qualified, adaptive, and innovative human resources plays an important role in the digital transformation era. According to the Minister of Manpower Ida Fauziyah, this will support national economic recovery. In addition, building HR resilience for company safety and health is an important function of HRM. Employee health is also a crucial factor in maintaining business continuity. Based on news quotes from CNN Indonesia, HRM has a vital role in creating quality human resources to achieve optimal employee performance. Organizational culture and work discipline are driving forces to improve the quality of employee work. Organizational culture has long been used in daily activities to improve work quality. Meanwhile, discipline is an attitude of respect and following the rules. R2 test results show numbers Adjusted R Square of 0.741 or 74.1% which means the Organizational Culture variable (X1) and Work Discipline (X2) both affect performance (Y) by 74.1% while the remaining 25.9% are influenced by other variables. Organizational Culture (X1) partially affects employee performance (Y) with a t count of 3.369 > t table of 1.98447. Work Discipline (X2) partially affects Employee Performance (Y) with a t count of 6390 > t table of 1.98447. X1 and X2 variable simultaneously have a positive effect on variable Y with a calculated f value of 138.779 > f table 3.09.