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This study aims to analyze the implementation of human resource management (HRM) audits in motivating employee performance at CV Cipta Alignment Constructions (CV.CLC). HRM audits serve as an evaluative and strategic tool in assessing the effectiveness of personnel functions such as recruitment, training, career development, and reward systems. The study used a qualitative approach with a case study method through interviews, observation, and documentation. The results show that HRM audits have a positive effect on employee motivation and performance by increasing work morale, placing employees according to competencies, and reducing turnover. Based on Resource-Based Theory (Barney, 1991), HRM audits are valuable and difficult-to-imitate strategic resources, thus supporting a company's competitive advantage. These findings emphasize the importance of implementing HRM audits continuously as part of a management strategy to improve organizational effectiveness. The implications of this study provide recommendations for companies to integrate HRM audits into strategic planning to achieve optimal and sustainable performance. In addition, this study also opens opportunities for further studies to strengthen the implementation of HRM audits in different sectors and company scales.

This study aims to analyze the effects of work motivation and career development on nurses’ performance through job satisfaction among nurses at Pertamina Balikpapan Hospital. Nurses’ performance is a key determinant of service quality and patient safety because nurses interact most intensively with patients and ensure continuity of nursing care. However, prior studies on the relationships among motivation, career development, job satisfaction, and performance have reported mixed findings. Therefore, further examination is needed by incorporating job satisfaction as a mediating variable to explain the mechanism of influence more comprehensively. This research employed an explanatory design with a quantitative approach. Primary data were collected using a Likert-scale questionnaire distributed to 165 permanent nurses selected through purposive sampling from a population of 292 nurses. Data were analyzed using variance-based SEM with SmartPLS 4, including outer model evaluation (convergent and discriminant validity) and construct reliability, as well as inner model assessment through the coefficient of determination, effect size, and hypothesis testing using bootstrapping. The results indicate that work motivation has a positive and significant effect on job satisfaction, and career development also has a positive and significant effect on job satisfaction. Job satisfaction has a positive and significant effect on nurses’ performance. In addition, work motivation and career development have positive and significant direct effects on nurses’ performance. Indirect effect testing confirms that job satisfaction mediates the relationship between work motivation and nurses’ performance and also mediates the relationship between career development and nurses’ performance. These findings emphasize that hospitals should strengthen strategies to enhance motivation and career development in a targeted manner while ensuring key sources of job satisfaction so that nurses’ performance improves sustainably.

Optimizing human resource (HR) performance through a business process reengineering (BPR) approach is a crucial strategy in a competitive and dynamic industrial environment. This study qualitatively examines through a literature review how BPRs radically redesign business processes to improve productivity, quality, time efficiency, and reduce operational costs, with a focus on HR aspects such as recruitment, training, performance appraisal, and career development. The BPR theory by Michael Hammer and James Champy emphasizes the principles of results-based workflow reorganization, the integration of information technology such as ERP and AI, and the empowerment of HR to eliminate task redundancy. In the Indonesian industrial context, the integration of BPR with digital transformation supports Industry 4.0, where HR acts as a catalyst for innovation through adaptive skills and cross-functional collaboration. The study results show that BPR implementation strategies including as-is process analysis, to-be design, change management, and continuous evaluation increase employee motivation, retention, and sustainable competitive advantage. Case studies such as PT Telkom Indonesia and PT Cahaya Mega Group demonstrate efficiency increases of up to 100%. This approach not only streamlines operations but also builds an organization resilient to market and technological disruption.

The dynamics of student organization structure have significant implications for talent retention and student career development. This study aims to comparatively analyze the influence of centralization and decentralization structures in the Information Technology Study Program Student Association on the effectiveness of talent retention strategies and career development capacity. The research method uses a quantitative approach with a comparative design involving 120 respondents selected through purposive sampling technique with criteria of at least one period of organizational experience. Data collection instruments use structured Likert scale questionnaires that have been tested for validity and reliability with Cronbach's Alpha values above 0.80. Data analysis uses Structural Equation Modeling and independent sample t-test to compare both structural models. The results show that the decentralization structure has a strong significant effect on talent retention with a path coefficient of 0.628 compared to centralization of 0.312. Comparative analysis identifies substantial differentiation in all dimensions of career development with the decentralization structure consistently outperforming centralization, especially in the aspect of decision-making autonomy. The findings confirm that the distribution of authority in decentralization creates a learning ecosystem that facilitates diversification of leadership experiences and strengthens students' organizational commitment through participatory empowerment mechanisms.

The rapid development of technology and the dynamic global labor market require young generations, particularly Generation Z, to possess career readiness that is determined not only by technical skills but also by non-technical competencies, or soft skills. This study aims to analyze the role of soft skills, particularly creativity, in shaping the career preparedness and success of Generation Z. Literature synthesis indicates that Generation Z excels in digital literacy and technological adaptability but still faces challenges in social and emotional competencies, such as effective communication, empathy, and cross-generational collaboration. The imbalance between hard skills and soft skills affects work effectiveness, career mobility, and the ability to build professional networks. Creativity emerges as a strategic soft skill that enhances motivation, innovation, and productivity, and can be developed through the integration of soft and hard skills, project-based learning approaches, educational technology, and the strengthening of self-efficacy. The study also identifies challenges in fostering creativity in real workplace environments, including hierarchical organizational cultures and limited mechanisms for rewarding new ideas. Based on these findings, it is recommended that educational institutions, industries, and policymakers collaborate to create a sustainable ecosystem for soft skills development, enabling Generation Z to become innovative and adaptive change agents in a competitive global career landscape.  

High turnover intention has become a critical issue in the broadcasting industry, especially in divisions that operate under fast-paced tasks and high levels of pressure. This study aims to analyze the influence of career development and job satisfaction on employees’ intention to leave the organization. Career development is measured through indicators such as promotion opportunities, work experience, and training, while job satisfaction is assessed through compensation, work environment, and recognition. A quantitative research design was applied, utilizing Partial Least Square (PLS) to analyze data obtained from a survey of employees working in a broadcasting company in Surabaya. The findings demonstrate that both career development and job satisfaction have a significant negative relationship with turnover intention, meaning that improvements in these variables can effectively reduce employees’ desire to quit. Among the career development indicators, work experience was found to be the most dominant factor influencing employee retention. On the other hand, recognition emerged as the most influential dimension of job satisfaction, showing that appreciation from the organization plays a crucial role in maintaining employee commitment. Overall, this study highlights the importance for broadcasting companies to implement effective career development strategies and enhance job satisfaction in order to minimize turnover intention and sustain organizational stability.

This study aims to analyze the influence of work life balance, career development, and Compensation  on turnover intention among Generation Z employees in Surabaya. The research used a quantitative method with a survey approach, distributing online questionnaires to 100 respondents who belong to Generation Z. Data were analyzed using the Partial Least Square (PLS) technique with the help of SmartPLS 3.0 software. The results show that work life balance, career development, and Compensation  have a negative and significant influence in reducing turnover intention. Generation Z employees who experience a balance between work and personal life, have career development opportunities, and receive adequate Compensation  tend to show higher loyalty to the company.

This study seeks to identify and prioritize the factors influencing employee job satisfaction at PT. Tirta Perkasa Sejahtera using the Analytical Hierarchy Process (AHP). The research integrates both literature review and expert judgment to determine factors such as work environment, interpersonal relationships, compensation systems, career development, and work-life balance. AHP was used to analyze pairwise comparison matrices to establish the relative weight of each criterion. The results showed that compensation and career development were the most influential factors, followed by work-life balance, work environment, and interpersonal relationships. The study provides a quantitative basis for management to enhance employee satisfaction and improve organizational performance.

The aim of this study is to measure the influence and contribution of the freelance job, soft skill development, and interest in entrepreneurship on Generation Z career preparation in Semarang City. Using a quantitative approach, this study utilized a five-point Likert scale to measure the questionnaire on primary data. A total of 112 respondents’ survey data was tested using the purposive sampling method and analyzed with the classical assumption test and multiple regression in SPSS Statistics 25. The result shows that the freelance job is found to have influenced career preparation significantly and positively. It was also found that soft skill development influenced career preparation significantly and positively. Additionally, interest in entrepreneurship has a significant and positive influence on career preparation.

This study analyzes the effectiveness of competency certification training programs for students of the Faculty of Islamic Economics and Business (FEBI), UIN KHAS Jember, in enhancing their job readiness. Using a qualitative approach and case study design, the research gathered data through interviews, observations, and documentation of training processes and outcomes. The findings reveal that the training significantly improved students' technical skills, self-confidence, and adaptability to workplace dynamics. Moreover, the national certification issued by the National Professional Certification Agency (BNSP) provided added value in terms of industry recognition. The study highlights the strategic role of partnerships with certified training institutions in aligning academic learning with industry demands. It also underscores the need for continuous curriculum updates and institutional support to maximize the training's impact on student career development.

The construction of a gazebo on the grounds of the Rectorate Building at Campus 1 of Gorontalo State University is an integral component of the Building Design Studio I course, which bridges theoretical knowledge and practical application for vocational students. This study aims to explore the process of student involvement in the design, implementation, and completion of the gazebo project, as well as to assess its alignment with the theory of simple building design and construction. The methods used for this project included on-site design evaluations, selection of local materials, distribution of group tasks, site analysis, creation of technical drawings, phased construction involving the lower, middle, and upper structures, and finishing. The results indicate that students effectively translated their technical drawings into a functional and aesthetically appealing structure. The gazebo was built using locally sourced materials, such as wood and bamboo, ensuring the structure met necessary strength standards while blending harmoniously with the campus environment. The activity highlighted the relevance of theoretical knowledge, with discussions emphasizing key concepts such as sustainability, accuracy in measurement, and effective team coordination. Furthermore, students' active participation in the project significantly enhanced their technical and managerial competencies, fostering a sense of responsibility toward the maintenance and development of campus facilities. The hands-on nature of the project also allowed students to gain real-world experience in construction practices, which directly contributes to their vocational training. This project serves as an effective example of project-based learning in vocational education, combining practical skills development with theoretical understanding. By engaging in this real-world application, students were able to strengthen their problem-solving abilities and gain insights into the complexities of construction projects, ultimately preparing them for professional careers in the field of architecture and building design

Employee loyalty is an important factor in the sustainability and productivity of a company. This research aims to analyze the efforts made by PT. Jambi Regional Development Bank in increasing employee loyalty and its implications for company productivity.The research method used is a qualitative method. Data was collected through interviews with employees of the credit division of PT. Jambi Regional Development Bank and documentation studies. The research results show that there is a positive and significant relationship between efforts to increase employee loyalty and company productivity. Factors such as increased welfare, career development, a conducive work environment, and effective internal communication play an important role in increasing employee loyalty. The higher the level of employee loyalty, the higher the level of productivity achieved by the company. The implication of this research is that companies need to continue to develop strategies to maintain and increase employee loyalty in order to achieve optimal levels of productivity. The recommendations provided include improving the incentive system, increasing employee involvement in decision making, and providing ongoing training programs.

This research discusses the meaning of work and career for Generation Z. The research was conducted using qualitative methods and a phenomenon study approach. The research was conducted in Yogyakarta by involving 5 resource persons with fulfilling criteria, namely Generation Z who are workers and work in the Sleman area, Yogyakarta and are alumni of universities in Yogyakarta. The data analysis method uses Data Triangulation, namely, data reduction, data display and conclusions. Generation Z, known as digital natives, are proficient in using technology, have high creativity, future orientation, and the ability to collaborate. Access to technology allows them to explore a variety of work options that match personal interests and values. The mismatch between work meanings often makes Gen Z less likely to stay in their jobs. The issues addressed in this study are the meaning of work, the meaning of career, and the factors that influence careers for Generation Z. The research findings show that: 1) The meaning of work for Gen Z in the findings, on job orientation, is to earn money to fulfill life needs. In career orientation, it emphasizes the importance of seeking experience, self-development, increasing social status and expanding relationships to prepare for their future careers. While in calling orientation, describing work as a form of worship and giving benefits to others. 2) The meaning of career for gen Z in the findings is a means to achieve professional advancement, apply knowledge, develop skills, and contribute to positive change. 3) Factors that influence careers include internal factors including interests, talents, and knowledge, and external factors including family, friends, social media, work environment, and boyfriend or girlfriend.

The digital era has created a generation of digital natives with superior technology adaptability. However, to achieve success in the world of work, soft skills competencies remain an important factor that supports individual success. This study aims to explore the role of soft skills competencies in digital natives in building a successful career. Using a qualitative approach, data was collected through in-depth interviews with young digital native workers in various industry sectors. The results showed that interpersonal communication skills, teamwork, adaptability, and time management were the main elements that contributed to their success. The findings highlight the importance of synergy between technical and soft skills in facing the complex challenges of the world of work. The implications of this study offer insights for organizations to develop training programs that are holistic and support the development of soft skills as part of a human capital capacity building strategy.

This research aims to determine the influence of job placement, career development and organizational climate on employee loyalty which is mediated by job satisfaction at Serang Raya University. The form of research used is descriptive and verification research. Descriptive is a form of research aimed at describing existing phenomena, both natural phenomena and man-made phenomena. The population in this study was all educational staff within Serang Raya University, totaling 158 people. Then, in determining the number of samples for the Employee Loyalty variable, the author used the Slovin formula with a standard error of 5%. The research results showed that work placement had a positive and significant influence. on job satisfaction, career development has a positive and significant effect on job satisfaction, organizational climate has a positive and significant effect on job satisfaction, work placement has no significant effect on employee loyalty, career development has a positive and significant effect on employee loyalty, organizational climate has a positive but not significant effect on employee loyalty, job satisfaction has a positive and significant effect on employee loyalty and there is no significant evidence that job satisfaction mediates the relationship between job placement, career development, or organizational climate and employee loyalty. This study is limited to a single institution (Serang Raya University), so the findings may not be generalizable to other organizations. Additionally, there is insufficient evidence that job satisfaction mediates the relationship between job placement, career development, and organizational climate with employee loyalty, necessitating further research with a more comprehensive approach.

This research aims to determine the influence of career development variables (X1), competency (X2) and job satisfaction (X3) on employee performance (Y) at the Central Statistics Agency Office. This type of research is quantitative research. The data collection techniques used are primary data and secondary data. The sample selection used the saturated sampling method, the number of samples in the study was 34 respondents at the Central Statistics Agency Office. This research data was obtained through questionnaires, interviews and literature studies. The analysis techniques used are Validity Test, Reliability Test, Classical Assumption Test, Multiple Linear Regression Analysis, T Test, F Test and Coefficient of Determination Test.  The results of the research obtained the multiple linear regression equation Y= -0.915 + 0.472X1 + 0.394X2 + 0.947X3 and the t test results of the variables career development, competence, job satisfaction had a partially significant effect on employee performance. The F test results obtained Fcount results with a significance value of 0.000 < 0.05. From the results of the analysis it can be concluded that career development, competence, job satisfaction have a simultaneous and significant effect on the performance of employees at the Central Bureau of Statistics.    

This study aims to explore the work preferences of undergraduate management students of Universitas Negeri Jakarta Class of 2020-2021. There are five attributes used to see the importance value of the five attributes, namely salary, career development, work life balance, work location, and work flexibility. Data collection was conducted in Jakarta and Bekasi in April-May 2024. Data collection was carried out using an online questionnaire and respondents were selected using purposive sampling using Slovin. The total respondents in this study were 150 consisting of 73 men and 77 women, all of whom were undergraduate management students in the 2020-2021 batch. This data was processed with exploratory factor analysis and Conjoint Analysis. The result is that one of the attributes that become work preferences for undergraduate management students in the 2020-2021 batch is career development with an importance value of 23.607 and has a utility value of 0.198. importance value of 23.607 and has a utility value of 0.198. Career development that is the highest preference for undergraduate management students in the 2020-2021 generation is a company that offers attractive career opportunities, a company that supports individual career development and actively collects career information.

Career development is the process of improving the performance capabilities of each individual taken by the organization to ensure that each individual in the organization has the right qualifications and experience available when needed. By referring to the work standards that have been set, performance is also interpreted as the result of employee work both in terms of quality and quantity. Career development is one of the variables that affect individual performance, such as motivating employees to do better work. This study aims to do determine the effect of career development on employee performance. This study used the literature research method and field research by distributing questionnaires. The results of this study show that career development has a significant influence on employees, companies are required to pay attentions to career development programs to increase the responsibility of each individual’s duties.

This research is based on the gap phenomenon in the form of employees being late and leaving early which is still experiencing fluctuations. This condition can be shown through data on the number of employees who are late and leave early at the Purbalingga Regency Health Service and research gaps in the form of differences in research results. The aim of this research is to analyze the partial influence  of career development, work discipline, work environment and work motivation on job satisfaction of Purbalingga District Health Service employees. The population in this study were ASN employees of the Purbalingga District Health Service, totaling 98 people with a sample of 88 respondents. The data analysis method used is multiple linear regression and hypothesis testing using t test calculations. The results of this research show career development, work discipline, work environment, and work motivation influence employee job satisfaction. The implication of this research is that the Purbalingga District Health Service needs to provide career clarity for employees, make more efforts to improve good relations between co-workers, improve employee safety, pay more attention to the rewards given to employees according to the work they do.

The purpose of this study was to analyze the influence of career development, digital leadership style, and work-life balance on employee job satisfaction in the banking sector, both partially and simultaneously. The population in this study were all employees of PT. BPR BKK Jateng (Peseroda) Karanganyar Branch, totaling 119 people. Because the population is relatively small and reachable, the entire population was sampled in this study using the total sampling technique. Data analysis techniques used include: Instrument testing (validity test and reliability test), Classical Assumption Test (normality test, multicollinearity test, heteroscedasticity test, and autocorrelation test). To test the hypothesis, multiple linear regression analysis, t-test (Partial), F-test (Simultaneous), and Coefficient of Determination were used. The results of the analysis showed that the three independent variables, namely Career Development, Digital Leadership Style, and Work-Life Balance, had a significant influence on Job Satisfaction of PT. BPR BKK JATENG (PESERODA) Karanganyar Branch.