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Primary Healthcare Facilities (Fasilitas Kesehatan Tingkat Pertama, FKTP) represent the first level of contact in the healthcare system and play a central role in infection prevention and control. Despite mandatory Infection Prevention and Control (IPC) training in Indonesia, evidence regarding its effectiveness in improving cognitive abilities among primary healthcare workers remains limited. This study aimed to evaluate the effectiveness of IPC training in enhancing the cognitive abilities of healthcare workers in FKTP. A quasi-experimental study with a one-group pretest–posttest design was conducted involving 91 healthcare workers who participated in IPC training across three cohorts in 2024. The training was delivered online through a Learning Management System and consisted of structured learning modules accompanied by a pre-test and a final quiz. Cognitive improvement was assessed using paired samples t-tests, while the magnitude of training impact was evaluated using Cohen’s dz effect size. The results showed statistically significant improvements in cognitive scores across all cohorts (p < 0.001), with mean score increases ranging from 16.10 to 23.35 points. Effect size analysis revealed large to very large effects, with an overall Cohen’s dz of 1.19, indicating substantial and practically meaningful cognitive gains. In conclusion, IPC training was effective in improving cognitive competence among FKTP healthcare workers. These results reinforce the value of well-structured training programs as an essential component of efforts to strengthen infection prevention capacity in primary healthcare settings.

This research investigates integrated maritime workforce resilience and mental health management frameworks addressing post-pandemic seafarer wellbeing challenges and organizational safety culture transformation. Through qualitative analysis involving 39 stakeholders including seafarers, ship operators, mental health professionals, maritime unions, training institutions, and maritime authorities, this study examines how COVID-19 pandemic intensified mental health crises through extended contracts, shore leave restrictions, and isolation while exposing systemic inadequacies in psychological support systems. Results demonstrate that comprehensive mental health frameworks can reduce psychological distress by 55-70%, improve safety performance by 40-55%, enhance crew retention by 45-60%, and decrease incident rates by 35-50% when integrating organizational culture change, leadership competency development, predictive analytics, and culturally-adapted interventions. Key challenges include mental health stigma (affecting 65-80% of seafarers), limited organizational investment (only 18-25% adequate), service accessibility gaps, and workforce demographic diversity requiring culturally-sensitive approaches. Findings reveal that effective mental health management requires systemic organizational transformation integrating psychological wellbeing into safety management systems, work design optimization, family support programs, and career sustainability rather than treating mental health as peripheral welfare concern, supporting maritime industry's workforce retention and operational safety imperatives.

Goals – Goals from studies This is For explore approach strategic in development System Information Management (SIM) as integral part in support digital transformation of modern organizations. Study This emphasize importance integration technology information , effective data management as well as improvement digital competence resources Power man in operation system. Design/ methodology / approach – Conceptual article This use method review library with analyze various work relevant academic and technical manuals , in particular related implementation of SIM in the sector public and private . Study This referring to the works Jatnika et al. (2022–2024), including utilization Microsoft Office applications as skills supporting basis​ organizational digital literacy . Findings – Findings studies This show that SIM development is not just effort technical , but rather need strategic in support digital transformation . Key strategies covers design modular systems , data mining integration , training programs based users , and evaluation system in a way periodic . Components This allows organization build responsive and adaptive SIM ecosystem . Implications practical – Organizations that want to do digital transformation is necessary invest in development digital capabilities of sources Power the human as well as ensure effectiveness use developed SIM system in a way strategic can become driving force main in increase efficiency , accuracy , and capability taking decision across work units . Originality / value – Study This offers a conceptual model structured about development of SIM in context digital transformation , based on literature applications and needs organizations in the real world . This article give outlook practical for taker policy , IT managers , and HR developers .  

Mining activities in Indonesia result in significant environmental degradation, necessitating a robust legal framework for post-mining rehabilitation. However, enforcement is often hindered by normative overlaps between the Mining Law (No. 3/2020) and the Environmental Law (No. 32/2009), alongside a "supervisory vacuum" caused by recent centralization. This research evaluates the government's role in enforcing rehabilitation obligations and proposes a synchronized legal approach. Using a normative juridical method, the study identifies that authority fragmentation leads to a lack of accountability in reclamation fund management. Findings suggest that rehabilitation is frequently treated as a formal administrative procedure rather than a substantive ecological duty. Consequently, this study proposes a "Green Mining Governance" model that integrates environmental standards directly into mining permits (IUP) through a unified, inter-agency supervision system. This proposed framework integrates stringent environmental standards directly into the Mining Business Permit (IUP) and the annual Work Program and Budget (RKAB) through a unified, inter-agency supervision system. Such a reconstruction is essential to ensure that environmental restoration transcends formalistic requirements, evolving into a substantive legal obligation aimed at achieving long-term ecological justice and sustainable resource management.

This study investigates the impact of Employee Engagement and Work-Life Balance on Job Satisfaction among employees at the Depok City Land Office. The research employed purposive sampling to select participants, and data were collected directly through questionnaires distributed to the respondents. All research instruments underwent rigorous validity and reliability testing, confirming that the items were appropriate for further statistical analysis. Using multiple linear regression analysis, the study found that both Employee Engagement and Work-Life Balance significantly and positively influence Job Satisfaction, both individually and collectively. The results suggest that employees who are highly engaged in their work and who successfully manage a balance between professional responsibilities and personal life tend to experience higher levels of job satisfaction. The coefficient of determination (R²) of 0.567 indicates that 56.7% of the variability in Job Satisfaction can be explained by these two independent variables, while the remaining variation is attributable to other factors not covered in this study. These findings provide empirical support for the importance of fostering Employee Engagement and creating a supportive work environment that promotes Work-Life Balance as effective strategies for enhancing overall employee satisfaction. Practically, this research offers valuable insights for organizational management, particularly in designing reward systems, implementing career development programs, and establishing policies that help employees balance their work and personal lives. By focusing on these strategies, organizations can sustainably improve employee productivity, commitment, and loyalty.

This study examines the impact of workload and work stress on employee job satisfaction at PT Inhutani I UMI Gresik, a wood-processing company operating under Perum Perhutani. The research employed a quantitative design with an associative (causal) approach to identify the extent to which workload and stress contribute to variations in job satisfaction. Data were collected through questionnaires distributed to 48 employees selected using a simple random sampling method. The analytical process involved validity and reliability testing, classical assumption tests, multiple linear regression, as well as t-tests, F-tests, and the coefficient of determination (R²). The results indicate that workload and work stress, when considered simultaneously, have a significant influence on job satisfaction. However, partial testing revealed that workload did not exert a significant effect, while work stress had a statistically significant negative impact on satisfaction. Regression analysis further demonstrated that work stress emerged as the dominant predictor, accounting for a larger proportion of variance compared to workload, as reflected by the higher beta coefficient and partial determination value. These findings suggest that while workload may serve as a motivator when maintained within reasonable limits, unmanaged stress arising from role ambiguity, conflicting demands, and organizational pressures significantly undermines job satisfaction. The study underscores the importance of stress management strategies within organizations, particularly in high-demand industries such as forestry and wood processing. Practical implications include the need for supportive leadership, effective communication, realistic target-setting, and the implementation of employee assistance programs. By addressing stress more effectively, organizations can enhance employee well-being, foster greater job satisfaction, and ultimately improve overall organizational performance.

This qualitative research investigates the critical factors inhibiting ship arrival efficiency and their impact on shipping agency performance at PT. Berkah Tata Baruna Banten Branch. Through comprehensive interviews with maritime professionals, port operators, and agency management, the study examines three primary variables: pilot tugboat services, cargo loading-unloading productivity, and document processing efficiency. Utilizing thematic analysis and narrative synthesis, findings reveal significant operational integration challenges that directly affect agency performance metrics. The research demonstrates that synchronized maritime service delivery substantially influences stakeholder satisfaction and business sustainability. Results indicate that technological integration barriers, communication gaps, and human resource development needs constitute primary obstacles to optimal port performance. Beyond identifying constraints, the study highlights how fragmented coordination between service providers creates inefficiencies that extend vessel turnaround times and increase operational costs. Respondents emphasized that transparent communication channels, standardized documentation procedures, and adequate training programs are essential to building resilient port systems. Moreover, the research shows that investment in digital platforms for real-time data sharing could accelerate clearance processes, while workforce development initiatives would ensure higher service reliability. The study contributes theoretically by developing frameworks of integrated maritime service performance and practically by offering policy-oriented recommendations to strengthen agency competitiveness. Overall, the findings provide valuable insights for stakeholders seeking to enhance Indonesia’s maritime logistics capacity, aligning operational improvements with the nation’s broader economic and global shipping ambitions.

Penelitian ini bertujuan untuk mengetahui sejauh mana perlindungan hukum yang diberikan terhadap pekerja konstruksi melalui program-program yang diberikan pemerintah dan diwajibkan bagi pemberi kerja. Metode yang digunakan adalah normatif dengan menganalisa kesenjangan kenyataan dengan peraturan perundangan yang berlaku. Hasil penelitian ini ditemukan masih terdapat kasus yang terjadi dalam sektor konstruksi yang pekerjanya tidak memiliki jaminan terhadap keselamatan kerja. Hal ini tentu berdampak pada Keselamatan dan Kesehatan Kerja (K3) yang sudah diatur dalam Undang-Undang Nomor 1 Tahun 1970 tentang Keselamatan Kerja jo. Peraturan Pemerintan Nomor 50 Tahun 2012 tentang Penerapan Sistem Manajemen Keselamatan dan Kesehatan Kerja jo. Peraturan Menteri PUPR Nomor 10 Tahun 2021 Tentang Pedoman Sistem Manajemen Keselamatan Konstruksi. Hal ini akan berdampak kepada perlindungan hukum bagi hak-hak pekerja konstruksi yang tidak terealisasikan. Oleh karena itu, perlu untuk ada tindakan tegas yang menyertai sifat wajib program yang digalangkan pemerintah seperti BPJS Ketenagakerjaan.

The effectiveness of reporting within the reporting information system at Community Health Centers (Puskesmas) is crucial for supporting data‑driven decision‑making, health‑program planning, and performance monitoring. Accurate and timely reporting enables healthcare administrators to analyze trends, allocate resources efficiently, and improve patient outcomes through evidence‑based interventions. This article analyzes the factors influencing reporting effectiveness at Puskesmas in Serang Regency, including technological, human‑resource, and organizational factors. The study employs a literature‑review and case‑analysis approach, highlighting challenges and offering recommendations to improve reporting effectiveness. The results indicate that limitations in infrastructure, staff competency, digital literacy, as well as management support and policy, are key factors that must be addressed to optimize the reporting system in Serang Regency’s Puskesmas. Technological barriers—such as inadequate hardware, software, and internet connectivity—often hinder the seamless collection and transmission of health data. Human‑resource challenges, including insufficient training and low digital literacy among staff, can lead to data‑entry errors and delays. Organizational factors—such as clear policies, standard operating procedures, and a supportive management culture—are also essential for sustaining high‑quality reporting practices. Furthermore, the integration of health informatics and continuous quality‑improvement initiatives can enhance the reliability and usability of reported data, ultimately supporting better health outcomes at the community level. The study concludes that a holistic approach—encompassing technological upgrades, ongoing staff development, and strong organizational leadership—is necessary to ensure the effectiveness and sustainability of reporting systems in primary‑healthcare settings.

Health problems are a major problem in developing countries, including Indonesia. The Community Health Center (Puskesmas) is a first-level health service facility that organizes and coordinates promotive, preventive, curative, rehabilitative, and/or palliative health services in its working area. The purpose of this study is to understand the function of Puskesmas management in assessing the performance of Puskesmas in the working area of ​​the Mantup Puskesmas. The type of research used is qualitative descriptive research, the location of the study is the Mantup Puskesmas, Mantup District, Lamongan Regency, the informants in this study were the head of the Puskesmas, the person in charge of cluster 1, the person in charge of cluster 2, the person in charge of cluster 3, the person in charge of cluster 4 and the person in charge of cross-cluster Puskesmas Mantup. Data collection was carried out through in-depth interviews, observation and document searches, data analysis techniques using data reduction, data presentation, drawing conclusions. The results of the research for planning at the Mantup Puskesmas have been implemented well. Organizational efforts have been suboptimal, as some sub-health centers only have midwives as regional supervisors. Implementation is suboptimal due to limited staffing at sub-health centers. Supervision at Mantup Health Center has been functioning well and is being implemented regularly, but performance data is not yet available.Timely input into the existing application, considering the large number of applications that must be completed by service officers and program implementers at the Mantup Community Health Center. Suggestions included establishing a regional development team at the Assistant Community Health Center to optimize village activities, advising the Health Office on integrating health service applications at the Community Health Center, and innovations to improve Community Health Center performance.  

Completeness, suitability, and accuracy in filling medical record documents are essential for effective management of patient files, as well as for improving the overall quality of healthcare services. Medical records serve as a critical tool for documenting patient histories, treatments, and decisions made during their healthcare journey, thus impacting the quality of care provided. Incomplete or inaccurate documentation can lead to delays in treatment, miscommunication among healthcare providers, and legal issues related to patient care. Studies have shown that comprehensive medical records are linked to improved patient outcomes and enhanced operational efficiency in healthcare settings (Smith et al., 2019; Johnson & Patel, 2021). This study aimed to assess the completeness of patient medical record documents in the Medical Resume and Informed Consent forms for inpatients with surgical cases at Tgk. Chik Ditiro Sigli General Hospital. Using a descriptive quantitative approach, the research analyzed a random sample of 293 medical documents. The findings revealed that the completeness of medical record documentation was 69% for the Medical Resume sheet and 83% for the Informed Consent sheet. The study concluded that certain sections were either incomplete or omitted, primarily due to the assumption that certain fields were not applicable to the particular patient’s case. This highlights the need for further training and awareness for healthcare staff regarding the importance of complete medical documentation. The hospital should implement stricter guidelines for filling out medical records and ensure that healthcare workers fully understand the significance of accurate and complete documentation. Future research could explore strategies for improving the consistency of medical record documentation and evaluate the impact of training programs on filling medical records (Williams et al., 2020).

Neck pain is a common musculoskeletal complaint among workers due to non-ergonomic work postures and long working hours. PT. Pantjamitra Ichigodjaja has a work environment that poses a risk of neck muscle strain due to static work positions and working hours exceeding 8 hours per day. This study aims to evaluate the effectiveness of education through leaflet distribution in improving employees' knowledge about neck pain, including its causes, prevention, and management. This research used a descriptive quantitative design with an intervention method in the form of distributing educational leaflets to 50 employees selected using a purposive sampling technique. Data collection was conducted through pre-test and post-test using a validated and reliable questionnaire. The results showed an increase in employee knowledge after receiving the leaflet, with the percentage of good knowledge increasing from 20% in the pre-test to 60% in the post-test. The average increase in knowledge score reached 40%, indicating that education through leaflets is effective in improving employees' understanding of neck pain. The conclusion of this study is that education using leaflets can increase employee awareness and knowledge about the importance of ergonomic work posture and muscle stretching to prevent neck pain. The study suggests that the company should continue the education program periodically and improve workplace ergonomics to reduce the risk of neck pain among employees.

Research aims: This study aims to examine the impact of Competency-Based Human Resource Management (CBHRM) on the performance of millennial employees in the Internet Service Provider (ISP) sector in Batam, Indonesia. Additionally, the research investigates the role of personal values as a moderating variable in the relationship between CBHRM and employee performance. Design/Methodology/Approach: A quantitative research method was used, collecting data from 86 millennial employees through structured questionnaires. The analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM). Research findings: CBHRM significantly improves millennial employee performance and influences personal values. However, personal values do not directly affect performance but strengthen the impact of CBHRM. This highlights the importance of integrating CBHRM with value-based HR policies to optimize workforce productivity. Theoretical Contribution/Originality: This study provides empirical evidence of CBHRM’s effectiveness and expands knowledge on how personal values interact with HRM practices to enhance employee performance. Practitioners/Policy Implications: Organizations should integrate CBHRM with value-driven leadership and training programs to maximize employee engagement. Policymakers should promote CBHRM adoption to address workforce skill gaps in technology-driven industries. Research Limitations/Implications: This study is limited to a single ISP company in Indonesia, which may restrict the generalizability of the findings. Future research should expand the sample size and explore other industries to validate the results. Additionally, further studies should investigate the influence of other moderating variables such as leadership style and organizational culture on the CBHRM-performance relationship

Human resource management (HR) in the government sector, especially in the Public Works and Spatial Planning Agency (PUPR) of North Sumatra Province, has a crucial role in determining the effectiveness and efficiency of public services. However, HR management in government agencies still faces various challenges, such as complex bureaucracy, lack of innovation, and employee competency gaps. This study aims to analyze the challenges in HR management and the factors that influence employee performance in order to formulate strategies for optimizing HR management in the government sector. Using qualitative research methods, data were obtained through interviews, document studies, and literature reviews. The results of the study indicate that a rigid personnel system, lack of competency development, and a recruitment and promotion system that is not fully performance-based are the main factors that hinder the effectiveness of employee work. Therefore, reforms are needed in the HR management system, such as improving the recruitment, promotion, and rotation mechanisms of employees, strengthening competency development policies through adaptive training programs, and implementing a performance evaluation system based on objectivity and transparency. With this optimization strategy, it is hoped that employee performance at the PUPR Office of North Sumatra Province can improve, so that public services become more effective and professional.

The local government management system is expected to focus on increasing accountability and, at the same time, improving civil servant performance that is oriented toward outcomes. This research aims to conduct a bibliometric examination of local government civil servant performance. This study analyzed 439 articles published from 2013 until July 2022 in the Scopus database on civil servant performance in government. The VosViewer program was utilized in the process of analyzing to find results on the most contributing authors, the number of citations, areas, organizations, publications, and co-occurrences of keywords. These results could create new gaps in the research that will be conducted in the future. The result shows civil servant performance relies on appraisal and work environment improvement. A conducive environment fosters mutual assistance, open communication, and conflict resolution, ultimately improving employee performance and fostering better relationships. Also, performance analysis is crucial for public administration and the public sector.

This research investigates the relationship between public service motivation (PSM) and employee performance (EP) within public sector organizations. Utilizing a mixed-methods approach, the study analyzes quantitative data from employee surveys and qualitative insights from interviews with public sector employees. The findings reveal a significant positive correlation between PSM and EP, indicating that employees who are motivated by a desire to serve the public tend to exhibit higher performance levels. Additionally, the research identifies key factors that enhance this relationship, including organizational support, leadership styles, and job design. The study highlights the importance of fostering a motivating work environment to improve employee performance in the public sector. Based on these findings, recommendations for future research and practical implications for public sector management are provided, emphasizing the need for targeted training programs and employee engagement strategies. This research contributes to the understanding of how intrinsic motivations can drive performance outcomes in public service settings.

The development of human resources (HR) is crucial for achieving organizational goals, particularly in the competitive food sector. This research analyzes HR management at Perum Bulog Subdrive Surabaya Utara, identifying strengths and weaknesses through a qualitative approach. Interviews and documentation reveal strong workforce quality and structured training programs as key strengths. However, challenges such as low motivation, communication gaps, and resource limitations hinder effectiveness. Opportunities arise from technological advancements and increasing market demand, while threats include intense competition and economic uncertainty. The findings suggest practical recommendations for enhancing HR development strategies, emphasizing the need for improved internal communication, employee engagement, and leveraging technology in training to boost overall organizational performance