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This study aims to analyze and test the mediating role of job satisfaction in the relationship between career development and job stress on employee loyalty at BPR Agung Sejahtera. This study used a quantitative methodology to collect primary data from 90 employees of BPR Agung Sejahtera through questionnaires. Partial Least Squares (PLS) with Structural Equation Modeling (SEM) was used to test the relationship between latent variables. Data testing included validity, reliability, bootstrapping , Adjusted R-Square, Path Coefficient, and Specific Indirect Effects . The results showed that career development had a positive and significant effect on job satisfaction. Conversely, job stress was found to have a negative and significant effect on job satisfaction. Career development also had a positive and significant effect on employee loyalty. Job stress had a negative and significant effect on employee loyalty. Job satisfaction had a positive and significant effect on employee loyalty. However, the mediating role of job satisfaction in the relationship between career development and job stress on employee loyalty proved to be insignificant. This finding indicates that employee loyalty is more influenced by good career development and low levels of job stress than the mediating role of job satisfaction. Overall, these findings conclude that managing career development and work stress through job satisfaction is crucial for increasing employee loyalty. It is hoped that these research findings will help BPR Agung Sejahtera's management better manage its human resources to achieve the company's goals.

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.

Leadership management plays a crucial role in developing nursing career paths in hospitals. An effective career path system not only enhances nurses' competence and professionalism but also contributes to job satisfaction and retention. However, scientific evidence regarding the influence of leadership management on nurses' career paths remains scattered and shows varying findings. This systematic review aims to synthesize scientific evidence related to the influence of leadership management on nursing career path development in hospitals. This study used a systematic review design following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) 2020 guidelines. A literature search was conducted through PubMed and Google Scholar for articles published between 2015 and 2024. Articles were selected based on inclusion and exclusion criteria, resulting in 13 articles for analysis. Data synthesis was conducted using a thematic synthesis approach. The review identified five main themes: leadership style, managerial support, organizational systems and policies, the impact of career paths, and barriers to implementation. Transformational and participatory leadership has been reported to have a positive influence on nurses' career development. Managerial support through coaching, mentoring, and ongoing training strengthens career readiness, increases job satisfaction, and reduces nurse turnover intentions. Leadership management has a significant influence on nursing career development in hospitals. Integrating effective leadership with a clear and transparent career development system is necessary to enhance professionalism, job satisfaction, and the sustainability of the nursing workforce.

Selecting a faculty that aligns with students’ interests and talents is a strategic step in determining the success of higher education and future career paths. However, most vocational high school (SMK) students still face difficulties in identifying the most suitable faculty due to the lack of data-driven analysis. This study implements the C4.5 classification algorithm within data mining techniques to build an automatic and measurable faculty recommendation system. The dataset consists of attributes such as SMK major, interest level, aptitude test results, academic grade average, and gender, with the output being the recommended faculty. The C4.5 algorithm was chosen for its ability to generate a transparent and interpretable decision tree, which helps both guidance counselors and students understand the rationale behind the recommendations. The experimental results show that the constructed classification model achieved an accuracy rate of 88%, based on cross-validation testing using data from 12th-grade students. The implementation of this system is expected to serve as an objective tool in the faculty selection process and to promote a data-driven decision-making approach in secondary education environments.

This study discusses the importance of parental social support in career planning for deaf children, who have communication limitations and need special assistance in developing their potential. This study was conducted because parents often experience anxiety about the future of their deaf-speech disabled children, especially in determining appropriate career paths. This study aims to describe forms of parental social support in the process of children's career planning. This study used a descriptive qualitative method with purposive sampling and semi-structured interviews with four parents of deaf students at SLB Asuhan Kasih Kupang. The results of the thematic analysis show that emotional, informative, and modeling support are the main forms of support provided by parents. Other supporting factors include the school environment, the exploration of children's interests, and parental expectations. These findings emphasize the importance of active parental involvement in optimally preparing children with hearing disabilities for their careers.

Digital transformation has become a necessity for State-Owned Enterprises (BUMN), particularly BRI, to face disruptions in the technological era. This study evaluates the reskilling and upskilling programs at BRI Medan in addressing the need for digital competencies, productivity improvement, and digital banking services. A mixed-method approach was used through in-depth interviews and questionnaires with program participants and HR management at BRI Medan, supported by digital policy documents and performance reports. The analysis focused on digital competencies, participant satisfaction, team performance impact, and regional implementation scale. Initial results indicate that the program emphasizes digital literacy, cybersecurity, the use of digital platforms, basic data analytics, and digital customer service. There was an improvement in skills and adaptability despite challenges such as limited training resources, varying employee profiles, and the need for job-specific customization. Positive impacts on operational efficiency and digital customer satisfaction were identified, with the acceleration of data-driven initiatives. The discussion highlights sustainable design, routine monitoring and evaluation, and the integration of the program into career paths. Policy implications: expansion of the program at Medan branches with a clear budget and strengthening the digital learning ecosystem. This study provides a practical overview of how BUMN, particularly BRI Medan, manages digital transformation through regional competency development.

Through the Field Work Lecture (KKL) program at PT Yakult Indonesia Persada, this community service activity was carried out with the aim of providing practical experience for students related to the implementation of Human Capital Management (HCM) in the industrial world. This program not only aims to provide theoretical insight, but also introduces students to the application of important concepts in human resource management in companies. The focus of the activity covers various aspects, such as the recruitment process, training programs and career development, and the reward system implemented at PT Yakult. This activity also provides an understanding of the important role of HCM in improving company performance through effective employee management. The results of the activity show that PT Yakult has developed a continuous training pattern aimed at improving employee competencies as a whole. In addition, the company also conducts employee talent mapping that allows for a systematic career path, which provides development opportunities for each individual within the company. The benefits obtained by students from this activity are not only increased knowledge of HCM, but also strengthened analytical skills, developed professional attitudes, and preparedness to face challenges in an increasingly dynamic workplace. Therefore, this KKL program is a very important tool for building stronger synergy between universities and the industrial world, so that students can be better prepared and competent in facing the ever-growing needs of industry.

Through the Field Work Lecture (KKL) program at PT Yakult Indonesia Persada, this community service activity was carried out with the aim of providing practical experience for students related to the implementation of Human Capital Management (HCM) in the industrial world. This program not only aims to provide theoretical insight, but also introduces students to the application of important concepts in human resource management in companies. The focus of the activity covers various aspects, such as the recruitment process, training programs and career development, and the reward system implemented at PT Yakult. This activity also provides an understanding of the important role of HCM in improving company performance through effective employee management. The results of the activity show that PT Yakult has developed a continuous training pattern aimed at improving employee competencies as a whole. In addition, the company also conducts employee talent mapping that allows for a systematic career path, which provides development opportunities for each individual within the company. The benefits obtained by students from this activity are not only increased knowledge of HCM, but also strengthened analytical skills, developed professional attitudes, and preparedness to face challenges in an increasingly dynamic workplace. Therefore, this KKL program is a very important tool for building stronger synergy between universities and the industrial world, so that students can be better prepared and competent in facing the ever-growing needs of industry.

This study aims to analyze the influence of work environment, salary, and career development on employee performance at Larissa Aesthetic Center through employee commitment as a mediating variable. The importance of optimizing employee performance in supporting business growth requires appropriate efforts and strategies to maximize existing resources in the work environment. Employees who value the work environment because it fosters a sense of well-being and enthusiasm at work. Salary is one of the factors that influences performance, in line with compensation that meets expectations as a form of responsibility in the workplace. Employee career development is seen as a call for progress, where competent workers facilitate the organization in becoming a solution for clients.The method used in this study employs an explanatory approach to uncover the relationships between variables and emphasizes causal numerical data. The study population consists of 65 employees, with the sampling technique using a census, where the entire population serves as the study sample. This research utilizes primary data obtained through questionnaire completion. Secondary data is derived from relevant documentation related to the research topic. Data analysis employs path analysis to test the relationships between research variables. The results of this study indicate that the work environment, salary, and career development have a significant influence on employee performance at Larissa Aesthetic Center, through the support of employee commitment as a mediating variable. The findings of this study can serve as a reference for business actors as a basis for consideration in actions related to human resources.

This study examines the empowerment of civil servants and its contribution to improving the quality of public services in Southwest Papua Province, with particular focus on the Human Resources Development Personnel Agency (BKPSDM: Badan Kepegawaian Pengembangan Sumber Daya Manusia). The research employs a qualitative descriptive approach to capture and analyze empowerment practices as well as their supporting and inhibiting factors. Data collection was carried out through interviews, observations, and documentation, involving key informants such as the Head of BKPSDM and relevant staff members. The data were analyzed using the interactive model of Miles, Huberman, and Saldana, which consists of three stages: data condensation, data display, and conclusion drawing/verification. The findings reveal that empowerment practices at BKPSDM encompass structured recruitment policies for both Indigenous Papuans (OAP) and non-OAPs, systematic career development, provision of education and training programs, and implementation of fair compensation mechanisms. These initiatives are aimed at enhancing civil servants’ competencies, professionalism, motivation, and accountability, ultimately contributing to better service delivery to the public. Supporting factors identified include the existence of strong regulatory frameworks, leadership commitment, competency-based training opportunities, high internal motivation, and the establishment of a collaborative work culture. On the other hand, several inhibiting factors persist, such as limited and unequal access to training, inadequate infrastructure, frequent changes in regulations, discriminatory practices, and low levels of digital literacy among some employees. The study concludes that civil servant empowerment represents a strategic pathway to building a professional, accountable, and responsive state apparatus capable of delivering high-quality public services. To strengthen these efforts, recommendations highlight the importance of expanding training access, improving digital skills, ensuring infrastructure readiness, and maintaining inclusive and transparent policies. By addressing these challenges, civil servant empowerment can be optimized to achieve sustainable improvements in public service performance across Southwest Papua Province.

Vocational school students often face challenges in planning their career paths and presenting their competencies in a structured and digital format. This community service program aims to assist students in preparing career plans and developing digital portfolios that reflect their personal achievements, skills, and aspirations. The activity was conducted in three stages: (1) initial preparation involving coordination with the school and student needs assessment, (2) interactive training on career planning and digital portfolio creation using platforms such as Canva and Google Sites, and (3) feedback sessions where students presented their portfolios and received constructive input. Throughout the program, students were guided on how to reflect their strengths, skills, and future aspirations into a digital format, providing them with a comprehensive tool for job applications or further studies. The results showed a significant increase in students’ understanding of career planning and their ability to independently create well-structured digital portfolios. The majority of participants (78%) completed their digital portfolios, and over 80% were actively engaged during the sessions, demonstrating a high level of enthusiasm and commitment. This program highlights the effectiveness of a participatory and practice-based approach in enhancing students' career readiness and equipping them with essential tools for the modern job market. The students’ improved ability to showcase their competencies in a digital format also supports the evolving needs of employers in the digital age. Future programs are recommended to include advanced modules on digital personal branding, interview preparation, and networking skills to further support vocational students in successfully entering the workforce or continuing their education.

As one of the banking service providers in Indonesia, PT ABC employs more than 30,000 employees nationwide. As one of the largest banking institutions in the country, PT ABC encounters various challenges, particularly in the area of human resources. The increasing trend of employees leaving the company has led to a higher turnover intention rate at PT ABC compared to its competitors. This elevated intention to resign has become a critical concern for the company, as it directly impacts workplace stability and overall productivity. As a result, retaining employees has become a continuous challenge for the organization. This study aims to examine the influence of career advancement and compensation on employee turnover intention at PT ABC Area XYZ. In this research, career advancement and compensation are considered two key factors that affect employee loyalty. The research adopts a quantitative method with a descriptive approach. The sample consisted of 150 permanent employees of PT ABC Area XYZ, and data were collected using a questionnaire distributed via Google Forms. The data analysis techniques applied in this study include descriptive statistical analysis and the Structural Equation Modeling Partial Least Squares (SEM-PLS) method, using SmartPLS Version 4 software. The findings reveal that career advancement has a negative but statistically insignificant effect on turnover intention, whereas compensation has a significantly negative effect on turnover intention. This research is expected to provide valuable input, particularly for the Human Capital Management department, in developing strategies to retain employees and reduce turnover intention within the company.

In facing the challenges of an increasingly complex and dynamic world of work, competency-based career management is a strategic approach in managing human resources, especially medical personnel. This study aims to examine the implementation of competency-based career management system in improving the professionalism of medical personnel in Banjarmasin Islamic Hospital. Using descriptive qualitative methods based on literature studies, this study highlights the importance of structuring career paths that are structured and oriented to technical and non-technical competencies, such as communication skills, leadership, and ethical integrity. The results of the analysis show that this approach is not only able to answer the internal needs of the hospital in building a professional work culture, but also a strategic response to the demands of quality health services, fast, and humane. The implications of this implementation are expected to encourage increased work motivation, service efficiency, and competitiveness of health institutions in the modern era.

Learners are continually faced with choosing appropriate courses or making career choices due to increased educational opportunities. The emergence of machine learning-based course and career recommender systems has the potential to address this issue, offering personalized course recommendations tailored to individual learning pathways, preferences, and learning history. The optimization and feature engineering techniques and practical deployment environments have not been collectively examined in the previous research, despite the significant advancements in this area of research. Furthermore, previous research has rarely synthesized how these technical components help students choose appropriate courses and careers. This systematic review was carried out to investigate the current state of machine learning-based course and career recommender systems, focusing on key elements, such as primary data sources, feature engineering methods, algorithms, optimization techniques, evaluation metrics, and the environments where the existing course recommendation models are deployed. The PRISMA method for conducting a systematic review was used to choose studies that met the requirements for inclusion and exclusion. The study findings show significant reliance on interpretable and traditional machine learning algorithms, such as K-Nearest Neighbor and Random Forest, to develop recommender models. Feature engineering remains basic, as most studies rely on normalization, while optimization processes are often underreported. Also, evaluation metrics varied widely, impeding comparability, while most of the recommender models are deployed in an e-learning environment, leaving the traditional learning environment underrepresented. Furthermore, the study findings identified issues including data sparsity and diversity, data security and privacy, and changes in learner preferences that may have an impact on the performance of recommender systems while recommending further studies to make use of standardized optimization methods, and automated domain-informed feature engineering frameworks, benchmark and annotated datasets in developing models the gives priority to learners’ success and educational relevance.

Career planning is a crucial step in equipping vocational high school students to face the world of work or continue their education. This study aims to explain the role of Guidance and Counseling (BK) teachers in helping students plan their careers through aptitude and interest test services. This study uses a narrative qualitative approach using data collection techniques through literature studies and content analysis. The study that will take place shows that BK teachers have a strategic role in helping students recognize their potential, determine educational paths, and choose the appropriate career direction using their abilities and interests. Aptitude and interest tests are important instruments that help students understand personal strengths and reduce the risk of mis-majoring. Barriers to the implementation of these services include limited resources, test sense, and lack of career issues. Therefore, an integrated strategy is needed between BK teachers, schools, and parents so that this service can run optimally.

Interest and aptitude tests help in recognizing children's potential early on, so that parents and educators can plan education that is more suitable and supports the optimal development of children's potential. The purpose of this study is to help individuals know that interest and aptitude test instrumentation has a major impact in directing individuals in developing themselves, both in academics and careers. Children who study and work according to their interests tend to be more motivated, happy and accomplished. With a clear understanding of interests and aptitudes, children can make better decisions regarding future education, major and career choices. In this study we used the Literature Review method by collecting several sources. The results and discussion of the literature review discussion regarding interest tests, interest inventories, and Android-based psychological test applications in guidance and counseling in schools show that these tools are very important to help students determine educational and career paths according to their interests and talents. Interest tests help reduce uncertainty in career decision-making, improve the fit between individuals and jobs or study programs, and expand understanding of the psychological tendencies underlying their choices.

Looking at the culture that occurs in the environment where we live, most early education is handled by a mother, although there are some fathers who also pay great attention to children's education, but this is still relatively rare and most of the time it is the mother who educates them starting from being able to eat, walk, talk, bathe and etc. Due to the understanding in society that a mother only stays at home without needing to work, the job of earning a living is the father's duty, but in everyday life there are many households where the father's work cannot meet daily needs so the mother must help.In the end, many mothers have outside jobs, mothers are still required to educate their children and earn a living. For mothers, this is an obligation that they must carry out, apart from education in daily life, mothers must also think about psychological and spiritual development, Islamic religion, so that their children have a path that is blessed by Allah SWT.The method that career mothers usually use in educating their children is putting them in TPQ, Islamic boarding school, continuous habituation, parents providing examples. The results obtained from these various efforts are that children get used to praying 5 times a day from childhood, get used to reading the Al-Qur'an, are polite to their parents, behave well towards neighbors, older people or friends and so on.

This research aims to find out how the training provided by Mixue to its employees is to increase the productivity of its employees' performance through questions and answers to obtain the necessary information. This research uses a qualitative, descriptive approach in the form of in-depth interviews with Mixue employees in Lubuk Begalung. The strategy to increase employee performance productivity is an effort made by the company to improve employee performance so that it can be used for the good and progress of the company. In order to achieve the desired targets, companies must develop appropriate strategies. It involves management-oriented human resource planning through a specific set of actions. Productivity refers to an employee's ability to complete tasks according to standards in terms of completeness, cost, and speed, which reflects the utilization of human resources in an efficient and effective manner in the company. Efforts that have been made by Mixue to increase employee performance productivity are by providing skills in the form of introducing SOPs, (1) Carrying out training, (2) Appraising employee performance, (3) Career path (career development), and (4) Conduct regular performance evaluations

Education is a fundamental aspect in shaping the future of the younger generation, and choosing further studies after education at junior high school level is a crucial decision. At UPTD SMP Negeri 10 Kupang, many students, especially in class IX for the 2024/2025 academic year, face difficulties in determining their further study path. To help students plan their careers, implementing Guidance and Counseling (BK) services in the career field is very necessary, one of which is through creating a career tree. A career tree is a visual aid that depicts the career paths and educational pathways that students can pursue based on their interests and abilities. This method aims to provide students with a better understanding of the career options available, recognize their own potential, and plan strategic steps to achieve their career goals. The results of this activity show that making a career tree was successful in providing insight to students, helping them know themselves better, and motivating them to actively seek information about careers and further education. Creating a career tree has proven to be effective as a solution in planning the right career and further studies. Therefore, it is recommended to improve guidance and counseling services, implement career trees regularly, and involve parents and the community in supporting students' career development.

This study analyzes the theme of marriage delay in the novel Induk Gajah by Ira Gita Sembiring which reflects the conflict between tradition and modernity in Indonesian society. The novel depicts social pressures, individual choices, and changes in cultural values faced by unmarried women at a certain age. The main focus of this study is to identify factors that influence the decision to postpone marriage, such as family pressures, career priorities, emotional trauma, and incompatibility with potential partners. The results of the study show that the delay in marriage, as depicted in this novel, is not a failure but a form of awareness of individual needs and rights. This novel provides a critique of societal norms that often limit women, and emphasizes the importance of freedom to choose the path of life without judgment.