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Character education plays a crucial role in shaping a young generation with noble character, responsibility, and positive values. Teachers, as primary educators, hold a strategic role in shaping students' character in schools. This study aims to analyze the role of teachers in character education relevant to human resource (HR) development. The research employs a qualitative descriptive approach using literature review methods from various relevant journals. The findings reveal that the role of teachers is not only limited to teaching but also includes being role models, motivators, facilitators, and moral guides for students. Teachers are required to have academic competence, a personality aligned with Islamic values, and the ability to design learning strategies that support character education. Effective strategies include role modeling, giving advice, habituation, providing educational sanctions, and environmental supervision. Additionally, moral approaches such as moral modeling, moral knowing, and moral acting are implemented to instill character values. However, challenges in character development include a lack of parental support, apathy from some students and teachers, limited funding, and weak supervision in the school environment. The study also found that character education can be strengthened through collaboration between schools, committees, and parents in building routine and spontaneous activities that motivate students to exhibit positive behavior.

Poor quality of financial statements can have an impact on the inaccuracy of the information presented, thereby hindering data-based decision-making. This can also affect the accountability and transparency of financial management within government agencies. This study aims to investigate the influence of human resource (HR) competence, the implementation of the Agency-Level Financial Application System (SAKTI), and internal control on the quality of financial statement information at the Brebes Regency Religious Court Office. The research method used is quantitative with a survey approach. The research sample consists of employees who are directly involved in the financial reporting process. Data was collected through questionnaires and analyzed using regression methods to test the relationship between these variables. Human resource competence has a positive and significant effect on improving the Quality of Financial Statement Information at the Brebes Regency Religious Court office by 66.5%. The implementation of SAKTI had a positive and significant effect on improving the quality of financial statement information by 17.5%. Internal Control had a positive and significant effect on improving the Quality of Financial Statement Information by 14.0%. HR competence, SAKTI implementation, and Internal Control simultaneously affect the improvement of the quality of financial statement information at the Brebes Regency Religious Court office. The variables of HR competence, SAKTI implementation, and internal control contributed 66.4% to the quality of financial statement information at the Brebes Regency Religious Court office, while the remaining 33,760% were influenced by variables that were not studied.

The quality of financial reporting has become increasingly important in the digital era, particularly for manufacturing companies facing complex operational challenges. The implementation of accounting information systems (AIS) and human resource competency are critical factors that may influence financial reporting quality. This study aims to examine the effect of accounting information systems implementation and human resource competency on the financial reporting quality of manufacturing companies listed on the Indonesia Stock Exchange (IDX). This quantitative study employed a survey design with primary and secondary data collection. The sample consisted of 150 manufacturing companies listed on IDX during 2020-2023, selected using purposive sampling. Data were collected through structured questionnaires distributed to finance managers and financial statement analysis. Multiple regression analysis was used to test the hypotheses. The findings indicate that accounting information systems implementation has a significant positive effect on financial reporting quality (β = 0.456, p < 0.01). Human resource competency also shows a significant positive effect on financial reporting quality (β = 0.387, p < 0.01). The simultaneous effect of both variables explains 68.7% of the variance in financial reporting quality (R² = 0.687, F = 165.42, p < 0.01). Both accounting information systems implementation and human resource competency significantly enhance financial reporting quality. Manufacturing companies should prioritize investing in advanced AIS technology and developing human resource competencies to improve their financial reporting quality.

Indonesia's micro, small, and medium enterprises (MSMEs) continue to encounter a range of obstacles, particularly in enhancing their productivity and competitiveness. The 2020 survey conducted by the Ministry of Education and Cultural Affairs indicates that Indonesia still has substantial challenges in terms of education quality, especially in rural and underdeveloped urban areas. Several factors, such as the availability of high-quality education, access to educational resources, and the level of teaching excellence, can significantly impact individuals' capacity to effectively manage their enterprises and promote innovation (Kemendikbud RI, 2020). This study investigates the link between knowledge sharing practices, innovation, and employee performance within Indonesian MSMEs. Through exploratory analysis, it offers fresh insights into how innovation and knowledge sharing behaviour can affect employee performance in Indonesian MSMEs. The main objective is to analyse and explore the impact of innovation and information sharing behaviours on employee performance in small and medium-sized enterprises (SMEs) in Indonesia. Based on this research and its findings, several strategies have been identified. These strategies aim to explore the complex relationship between an employee's performance, their willingness to share knowledge, and their ability to demonstrate innovative behaviours in MSMEs. Future study could focus on improving the quality of human resources, specifically in areas such as knowledge, expertise, competence, and entrepreneurial attitude. Investing in the development of human resources yields benefits for both MSME business owners and the overall well-being of workers..

This research is grounded on the issue of employee performance seen from quality aspects of employees at the Public Works and Spatial Planning Office of Sikka Regency has not been maximized. This research aimed to: (1) determine the description of employee performance, human resource empowerment, and competence (2) analyze the influence of human resource empowerment and competency on employee performance either partially or simultaneously. The population in this research was 56 employees of the Public Works and Spatial Planning Office of Sikka Regency. Due to limited population, this research was conducted through census or saturated sampling. Data were collected through questionnaires and analyzed using descriptive methods and inferential statistics, namely multiple linear regression. Hypothesis testing was done through the F-test and t-test. The results of descriptive statistical analysis showed that the response perception and employee performance variables, human resources empowerment, and competency were categorized as good. The results of the t-test showed that partially the human resource empowerment variable had a positive and significant influence on employee performance. The results of the F test showed that the variables of human resource empowerment and competency simultaneously significantly affected employee performance. The results of the determination analysis showed that the two independent variables in this research were able to explain the fluctuation of employee performance at the Public Works and Spatial Planning Office of Sikka Regency by 31.2% .  

Knowledge of finance plays a very important role in the sustainability of a business, from the main aspects of business finance and management knowledge are always the main foundation. As times progress, especially in the era of digitalization, it is very unfortunate when business people pay less attention to financial aspects and optimizing business management. Financial management can be carried out when the Human Resources in the business have the competence to adapt to current developments in the 4.o industry. Moved from a living environment where business actors have very little education regarding finances and how to manage a business so that it can grow and adapt to digital developments as well as the lack of education and training provided for business actors, especially micro businesses, in this community service activity We aim to provide assistance and consultation to business actors in Bumi Citra Lestari Housing which is expected to start from one business actor and expand to other business actors. This service activity is designed to focus more on providing business assistance starting from business management to finance, so as to provide maximum results with the competence of the human resources they have, especially for business actors who have high competitiveness in this era of digitalization so that in the future they can optimize all business activities in order to improve profits and sales as well so that the business can survive for a long time and continue to grow.

Educational policies in Islamic educational institutions have an important role in realizing educational goals that are in accordance with Islamic values. This research discusses how educational policies are formulated and implemented in the context of Islamic educational institutions, as well as the various challenges faced during this process. Using descriptive qualitative research methods with a case study approach in several Islamic educational institutions, this research identifies main challenges such as limited human resources, lack of in-depth understanding of policies, and difficulties in balancing national policies and Islamic values. The research results show that successful implementation of education policies requires effective management support, competence of teaching staff, and synergy between government, schools and society. By overcoming these challenges, Islamic educational institutions can improve the quality of education and ensure that the policies implemented are in line with the vision of Islamic education.

The application of technology-based human resource (HR) management in education is becoming increasingly important to enhance the quality of management and the development of teachers’ competencies. Technology, particularly through the use of Management Information Systems (SIM) and Learning Management Systems (LMS), enables more efficient data management and flexible professional development for teachers. However, its implementation faces key challenges such as limited infrastructure and low digital skills among some teachers. This study uses the Systematic Literature Review (SLR) method to analyze relevant sources in order to identify the role of technology in HR management in education and the challenges faced in its implementation. The findings show that the application of technology in HR management in education has a positive impact on efficiency and teacher competence. However, the biggest challenges are limited infrastructure and digital skills of teachers. Policies supporting infrastructure improvements and digital training for teachers are necessary to ensure that technology can be optimally used to improve the quality of education in Indonesia.

This study explores the effect of the implementation of Good Corporate Governance (GCG) principles on the prevention of corporate crime in Indonesia. GCG, which consists of the principles of transparency, accountability, independence, responsibility, and fairness, plays an important role in preventing abuse of power, manipulation of financial statements, and other criminal offenses. Case studies on PT Asuransi Jiwasraya and PT Garuda Indonesia show how the weak implementation of GCG principles can open opportunities for corporate crime, which harms the state and stakeholders. Using a normative approach and legal analysis, this research highlights weaknesses in internal control, non-compliance with regulations, and limited competence of human resources as factors inhibiting the implementation of GCG. The research offers strategic recommendations to strengthen GCG implementation, such as enhancing ethical culture within the organization, strengthening regulations and sanctions, and providing continuous training for company management. The findings are expected to contribute to the development of better and more effective corporate governance in preventing corporate crime, as well as creating a business environment with integrity and sustainability.

Effective recruits are key in human resource management (human resources) to achieving organizational goals. Good recruitment strategies not only attract qualified candidates but also ensure compliance between the needs of the company and the competence of prospective employees. The main focus lies in the importance of building strong branding to attract high-quality candidates. Moreover, the experience of the candidate during the recruiting process is important, where positive interaction can enhance the image of the company in the eyes of prospective employees. This research aims to explore and analyze effective recruiting strategies in human resource management. In a context of growing competition in the labor market, organizations need to adopt innovative recruiting methods to attract quality talents. The qualitative approach is used to further the best practices and challenges faced in the recruiting process. Data is collected through analysis of literature from credible sources. Research shows that the use of technology, such as digital platforms and social media, and an emphasis on organizational culture, is essential to attracting appropriate candidates. It is hoped that these findings may provide a guide to the company in formulating an adaptive and sustainable recruitment strategy, in support of the organization's growth and success.

The village is one of the jurisdictions of the legal community which has the boundaries of the territory authorized to regulate and administer government affairs. In this case the role of village government is very important because it concerns the service to the community. The maximum productivity of the village apparatus is one of the things that makes the government's goal achievable. This study uses a descriptive method with a qualitative approach, conducting direct interviews with Kebumen Village officials and the people in that village. Based on research and analysis of performance indicators quality of work and quantity of work of the Kebumen Village Apparatus in carrying out their duties is considered not optimal, especially when there are still violations of work discipline, the violations related to working hours. Some factors inhibiting the performance of village apparatus in the form of a lack of number of village apparatus and a lack of development quality of human resources in Kebumen Village Apparatuses. It is necessary to make efforts to develop human resources for Kebumen Village Apparatuses to improve technical, theoretical and work discipline capabilities to improve apparatus performance Kebumen village.

Human resource (HR) development is a key element in realizing competency-based schools that are able to face the challenges of the globalization era. This study aims to analyze HR development strategies in educational environments with a systematic approach involving teachers, staff, and students. The research methods used are literature review and direct observation at several competency-based schools in Indonesia. The results of the study indicate that effective HR development includes three main aspects: strengthening teacher pedagogical competence, increasing staff managerial capacity, and forming a learning culture in students. The proposed strategies include ongoing training, empowering digital technology, and collaborating with external parties such as the business world and industry. The implementation of this strategy shows an increase in individual and institutional performance, especially in terms of adaptability to curriculum changes, the use of technology in learning, and student learning outcomes. In addition, it was found that visionary leadership support and adequate facilities are the main supporting factors for the success of HR development in competency-based schools. In conclusion, integrated and competency-oriented HR development not only strengthens school competitiveness but also supports the creation of a globally superior generation.

The role of State Attorneys (Jaksa Pengacara Negara, JPN) is vital in recovering state assets lost due to corruption, aligning with the principles of Indonesia’s legal state (Rechtsstaat). This study examines JPN's authority under Law No. 31 of 1999, emphasizing its dual role in civil and administrative litigation. Using a normative juridical approach, the research analyzes legal frameworks and conceptual perspectives on JPN’s functions. The findings indicate JPN’s strategic position in representing the state, not only in civil lawsuits but also in non-litigation processes for recovering state financial losses. Challenges such as limited human resources, inter-agency coordination, and protracted case resolutions hinder optimal performance. The research suggests reinforcing the institutional capacity of JPN through targeted training and promoting synergy with related agencies, such as the KPK and police. Enhancing legal competence and procedural efficiency are critical to meeting public expectations for justice and transparency in handling corruption cases.

The application of sharia accounting in business is becoming increasingly relevant along with the growth of the global sharia economy. Sharia accounting, which is based on the principles of fairness, transparency and fair sharing of risks, offers a unique approach to financial management. This research uses a qualitative method based on literature review to explore the challenges, prospects and solutions for implementing sharia accounting in modern business. The research results show that the main challenges include limited competent human resources, sharia accounting standards that are not yet uniform, digitalization which requires technological adaptation, and a lack of social and cultural acceptance. On the other hand, the prospect of sharia accounting has great potential in increasing stakeholder trust, expanding access to sharia markets, and strengthening the company's ethical image. To overcome these challenges, solutions are needed such as the development of comprehensive sharia accounting standards, increasing human resource competence, investment in supporting technology, transformation of conventional paradigms, and multilateral cooperation between government, academics and the business sector. This research provides strategic insight into how sharia accounting can be applied effectively to support ethical and sustainable business growth.

This research aims to determine the influence of regional financial management, regional financial accounting systems, and human resource competence on the quality of regional government financial reports in TTU Regency, partially or simultaneously. This research uses a quantitative research approach. This research uses primary data. The sampling technique in this research was purposive sampling with respondents consisting of 36 respondents who were at the Regional Financial and Asset Agency in TTU Regency. Where data is collected through questionnaires distributed, and the analysis is based on respondents' answers obtained through questionnaires distributed by researchers. The data analysis technique uses multiple linear regression analysis with the help of the SPSS 25 program. The results of this study state that regional financial management does not have a significant effect on the quality of financial reports, while the regional financial accounting system and human resource competency have a significant effect on the quality of regional government financial reports, and of the three regional financial management variables, the regional financial accounting system and human resource competency together have a significant effect on the quality of regional government financial reports.    

This research aims to identify and analyze the essential instructional tools needed in gas turbine learning for cadets of the Naval Academy's engineering corps using a mixed-method approach with an explanatory sequential design involving 160 respondents, consisting of 120 engineering corps cadets, 15 instructors, and 25 field engineering officers. The research results identified 28 types of gas turbine instructional tools categorized into four groups, with simulators and software showing the highest level of importance (4.65/5.0), and there were significant differences in the perception of importance levels among the three groups of respondents (F(2,157) = 12.45, p < 0.001). The AHP analysis produced a priority framework in four levels, with Level 1 encompassing 5 essential instructional tools: gas turbine simulator (0.742), gas turbine cut-section model (0.698), control system trainer kit (0.681), interactive learning video (0.673), and troubleshooting simulator (0.667). Regression analysis showed that instructional tools significantly contribute to learning effectiveness (R² = 0.742), with the gas turbine simulator as the main predictor (β = 0.384), positively impacting the cognitive aspect with a 26.8% increase in concept understanding (effect size 1.24), the affective aspect with an increase in learning motivation and career interest from 67% to 84%, and the psychomotor aspect with a 33.7% increase in hands-on skills and a 28.5% reduction in troubleshooting time. The resulting priority framework provides strategic guidance for optimizing resources and gradually developing gas turbine learning capabilities in military educational institutions, despite facing major obstacles such as budget constraints, technology compatibility, lack of quality human resources, and limited laboratory infrastructure.

The increasing demand for skilled human resources in the field of automation by the workforce has encouraged vocational education institutions to align their graduates' competencies with industry needs. Students must be equipped with up-to-date skills in line with technological advancements. Currently, the availability of technical expertise programs in vocational high schools (SMK) that include industrial automation curricula is very limited. This situation does not align with the growing industrial demand for SMK graduates with automation competencies, such as wiring and PLC programming skills. Based on these circumstances, this automation system training based on PLC was conducted as part of a community service program. The activity aimed to enhance the skillsets of vocational high school students, particularly in the machining engineering department. The training utilized PLC-based automation systems with Omron CP1E E30-DR-A controllers. The PLC logic programming was performed using CX-Programmer software. The results of the program showed that most participants could grasp the material well. Moreover, all participants gained new insights and skills in industrial automation systems, which serve as valuable support when entering the workforce.

This article discusses the importance of planning in the learning process, which serves as a systematic guide to achieving educational goals. Planning is an organized process and mindset that supports the effectiveness of learning implementation. Education, as a means of humanizing individuals, aims to develop the quality of human resources that are not only profession-oriented but also equipped to face life’s challenges. With a dynamic and systematic approach, education needs to adapt to the times and societal needs, including aspects of educational autonomy and character development of individuals who are faithful, responsible, and productive.This study employs a literature review method, examining relevant theories and references to provide a theoretical foundation for learning planning. The discussion highlights that learning planning, such as lesson plans, syllabi, and teaching methods, plays a crucial role in helping teachers organize learning activities effectively. Professional mentoring is one of the strategies to enhance teaching quality, foster collaboration, and build a professional learning community in schools. Therefore, effective planning, supported by teacher competence and mentoring strategies, will comprehensively improve the quality of education.

This research was conducted to identify the Islamic Boarding School leadership typology. The research method used is a descriptive qualitative approach. Data obtained through observation, in-depth interviews, and documentation studies were analyzed through the stages of data condensation, data presentation, and verification/conclusion. The research results show that Islamic Boarding School has a strategic role in traditional Islamic education in Aceh, but still faces challenges in developing human resources, especially regarding recruitment, competency and welfare of its teaching staff. Islamic Boarding School has made several efforts to improve the competence of educators, including through the yellow book teaching program for level IX students who are teachers, joint studies between abu and ummi to increase competence, as well as regular religious formation. The proposed recommendations are the need to improve the quality of teaching of the yellow book, develop training and self-development programs for educators, as well as providing awards that motivate educators to improve the quality of education in Islamic Boarding School.

Hermina Hospital is one of the organizations that is a learning organization under the auspices of PT. Medikaloka Hermina Group. Hermina Hospital carries out Key Performance Indicators (KPI) to evaluate employees who work at Hermina Hospital. What is assessed from the KPI includes competency, performance, human resource development that is assessed, namely employee dropout and employee engagement with the company. Based on the results of interviews with the HRD department at Hermina Hospital, hospital employees with satisfaction, performance and strong attachment to the company were 73% of medical employees and 27% of non-medical employees. The data corresponds to the KPI values ​​for the period December 2022-May 2023 from each KPI unit that is declared good is with a minimum value of 6 (six) or more, along with data with a KPI value of less than 6, namely Directors, Jangmed, HRD, Finance, Quality staff and Accreditation, General Support and JKN, CSSU, Marketing while the KPI scores in the good category are Nursing, Yanmed, Laboratory units. The aim of this research is to analyze the influence of learning organizations on the performance of non-medical staff with job satisfaction, competence and employee engagement at Hermina Lampung Hospital. This research uses a questionnaire from the development of a previous research questionnaire. The questionnaire was collected using Google forms. This research uses a quantitative research method using a perception survey method to collect data from the population. This perception survey was conducted by distributing a list of questions to respondents. The survey conducted in this research was a cross-sectional survey. Apart from that, this research also used a quantitative descriptive approach using a total sampling that met the inclusion criteria of 58 respondents. Analysis using the path analysis method. The research results from data analysis showed that there was an influence between learning organization on performance, there was an influence of learning organization on job satisfaction, there was an influence of learning organization on competence, there was an influence of job satisfaction on performance, there was an influence of employee engagement on performance, while competency had no influence on performance.