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This research examines formation management at the Regional Staffing Agency of Central Kalimantan Province using a descriptive qualitative approach. The focus of the research includes the implementation of formation management, identification of the scope of routine activities, and development of optimization strategies. The results revealed that formation management has been implemented through various integrated aspects, including employee needs planning, formation preparation, staffing budget preparation, employee recruitment process, development and training, and performance evaluation. BKD Central Kalimantan Province has shown good performance in carrying out its duties and functions, focusing on developing employee competencies and increasing employee mobility as part of a quality formation strategy.

The policy for Independent Learning Independent Learning Campus (MBKM) internship activities is an example of a new idea in higher education that provides flexibility to students. In accordance with the mandate of Permendikbud Number 03 of 2020 concerning National Higher Education Standards, the Independent Learning Independent Campus (MBKM) was formed. Students of the IAIN Palangka Raya Islamic Education Management Study Program complete an internship assignment for one semester. The purpose of this program is to provide opportunities for students to apply the theories and knowledge that have been learned in lectures to the workplace situation. The method used is mentoring conducted by one Internship Assistance Lecturer to 4 participants for one semester. This internship activity is located at the Regional Staffing Agency of Central Kalimantan Province. The results of the office internship activities that have been carried out, student interns can do work practices and learn firsthand how the office administration system and staffing services at the BKD of Central Kalimantan province.

Dian Ekawati. Analysis of Accountability for Promotion of Civil Servant Ranks (Case Study of Application of SAPK BKN in BKD, South Sumatra Province). Accountability of Service Promotion for Civil Servants (Case Study of Application of SAPK BKN in BKD of South Sumatra Province) has basically been going well, but because there were some disturbances related to network problems and application system problems, so there were some things that were delayed in the management process. . It has not been added to the terms and files that are not appropriate so that many promotion files have not been approved and must be repaired. The supporting factor is the existence of technological advances that become service innovations, in the form of online applications, namely online SAPK in the management of promotions, it will provide convenience in the management of promotions. The inhibiting factor is that the existence of signal interference in several districts is a weak side of the online system that must be improved, as well as the requirements for completeness of files that have not been met by employees hampering the approval process for promotions.

Juanda Heri. This study aims to describe employee mutations in the Banyuasin Regency Government. This research was conducted for three months using a descriptive qualitative approach. Data was collected through interviews, observation, and documentation. Data analysis techniques are carried out by presenting data, reducing data, and drawing conclusions. The results showed that the Evaluation of Employee Movements in the Government of Banyuasin Regency. From the context aspect, employee transfers carried out by BKD often violate existing rules or SOPs, namely without paying attention to the agreed provisions such as having 2-5 years, must be in accordance with competence and good career development, the transfer process is often intervened due to political factors. From the input side, there are many things that, indeed, employee transfers are not done out of necessity, but because there are personal and political factors, employee transfers are often done because they don't want to work in that place, can be far from home and the like, staffing appointments as well and this becomes a problem. one of the main problems in the mutation process. For the aspect of transferring and transferring employees, it is often not carried out with appropriate steps and processes, this is because the transfer of employees is not due to the needs of the institution, but because of the dislike and personal interest of the employee. While the product aspect is expected to be better than employee transfer, namely to improve employee performance and work productivity in a new place, but this is often ignored because the purpose of performance transfer does not always consider the aspect of improvement, but from the aspect of interest. The supporting factor and being the biggest force in the employee transfer process is the policy that regulates this, namely BKN Regulation Number 5 of 2019 concerning Procedures for Implementing Transfers, by following these rules, of course the transfer process will not experience problems. While the inhibiting factor in the problem of employee transfer is again caused by the interests of the institution and increasing work productivity, but is caused by political factors, and in the future if it continues to be influenced by political interests, every time a regime change there will be a change of employees this will make it easier.    

The goal of democratic reform is to build an efficient and effective government management structure. Good governance, reflected from top to bottom, is demonstrated through the efficiency of civil servants in a country. This research focuses on the Badan Kepegawaian Daerah (BKD) of Batam City, as its performance reports reveal issues in evaluating employee performance. While BKD Batam has adhered to Government Regulation No. 46 of 2011 on Employee Performance Appraisal in the Execution of Official Duties, the current evaluation method is not effectively implemented. This regulation is expected to contribute positively by assisting government agencies in assessing the performance of their employees. The study combines qualitative methodology with a descriptive field research approach and inductive theoretical perspective. The aim is to describe and analyze the effectiveness of performance appraisal at BKD Batam, along with identifying the factors that hinder effective evaluation. Using interactive data analysis techniques, the findings conclude that BKD Batam's current performance evaluation system is ineffective due to its lack of integration with established standards and performance indicators. The key factors hindering effective performance evaluation include: 1) the subjective nature of the current evaluation; 2) the improper placement of civil servants in positions not aligned with their educational background; 3) the lack of strong understanding regarding the importance of performance evaluation among both evaluators and those being evaluated; and 4) a decline in supervision during the performance evaluation process.

This research discusses the human resource management of librarians at the North Sumatra Provincial Library and Archives Office. The purpose of this research is to know the management and obstacles in human resource development at the Library and Archives Office of North Sumatra Province. This type of research is qualitative research with a descriptive approach, namely describing and describing the data and then analyzing the data obtained from the field so that the data and information obtained are explained without any engineering. Data collection techniques in this study are through observation, interviews, and documentation. The informants in this study amounted to 4 people which consisted of librarian functional HR empowerment section, library material development and processing section, expert level librarians and skilled or supervisory level librarians. The results showed that the recruitment and selection process of human resources in the library of the North Sumatra Provincial Library and Archives Office was regulated by the BKD (Regional Personnel Agency) and the one who determined employee acceptance was the BKN (State Personnel Agency), the suitability of organizing management in the placement of each employee according to their expertise, There are efforts to increase the participation of all group members in cooperation in order to realize the objectives of a plan through family gathering activities and rewards in the form of TPP (Additional Employee Income) and activities carried out in accordance with existing plans, namely the attitude and discipline of librarians who are in accordance with the rules that apply in the library of the library and archives office of the province of North Sumatra and there are several corrections such as S. O.P. librarian performance. O.P librarian performance that has not been implemented but replaced with S.O.P excellent service only. The obstacles in fostering librarians are the less communicative communication process and the limited budget.  

Human resources (HR) are very important in an organization, therefore every organization always strives to have quality human resources. Quality human resources in an organization will not work well. Human resources and the organization must have a mutually necessary relationship, the organization needs quality employees and the organization should pay attention to work aspects related to human resources. employee performance at the West Sumatra Province Civil Service Agency (BKD) has not yet reached the target. The research population is all employees. The sampling technique is a saturated sample obtained as many as 72 samples. The analysis tool used is Structural Equation Modeling (SEM). So the results of this study indicate that (1) work motivation has a positive and significant effect (0.162) on job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (2) The work environment has a positive and significant effect (0.000) on job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (3) Work motivation has a positive and significant effect (0.000) on employee performance at the West Sumatra Provincial Civil Service Agency. (4) Work environment has a positive and not significant effect (0.006) on employee performance at the Regional Civil Service Agency of West Sumatra Province. (5) Job satisfaction has a positive and significant effect (0.014) on employee performance at the Regional Civil Service Agency of West Sumatra Province. (6) Work motivation has a positive and significant effect (0.176) on employee performance through job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (7) The work environment has a positive and significant effect (0.018) on employee performance through job satisfaction at the West Sumatra Provincial Civil Service Agency. (8) The contribution of work motivation and work environment variables to job satisfaction is 0.888 or 88.8% and the remaining 11.2% is influenced by other variables not examined in this study at the West Sumatra Provincial Civil Service Agency. (9) The contribution of competency, workload and job satisfaction variables to employee performance is 0.843 or 84.3% and the remaining 15.7% is influenced by other variables not examined by this study at the West Sumatra Provincial Civil Service Agency.