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The role of guidance and counseling teachers in student career planning in vocational schools is still weak. The purpose of the study was to analyze the implementation of the BK service program in career planning for vocational school students. The study used a qualitative descriptive method. The study was conducted at SMK Muhammadiyah Paguyangan with research subjects being BK teachers, vice principals for curriculum, and vocational school students. Data collection through observation, interviews, and document studies. Data validation applied triangulation of sources and methods. Data analysis used the Atlas ti.8 application. Research stages; determining topics, compiling interview guidelines, selecting data collection methods, collecting data, analyzing data, and drawing conclusions. Research results; (1) the role of BK teachers in identifying students' potential, interests, talents, providing guidance in choosing education or careers, as motivators, facilitators, mediators, directors, program managers, and informants, (2) BK teacher strategies in student career planning; providing basic services to recognize self-potential, motivating, encouraging the use of technology, and digital platforms, and (3) implementation of BK programs through an integrated process, including; program planning, resource provision, implementation of evaluation services, feedback, and continuous improvement. Program innovation and monitoring are integral parts to maintain the relevance and effectiveness of BK services. The success of BK program implementation depends on the quality of coordination and commitment of all parties in developing the program.

This study aims to analyze the role of talent management and employee experience in enhancing employee loyalty in the e-commerce industry through a non-empirical, conceptual approach. The study employs a qualitative design with a mixed-methods literature synthesis to construct a model of the relationship between talent management, work experience, and digital workforce loyalty. Data were obtained through a review of reputable international and national scientific literature addressing talent management, employee experience, employee engagement, retention, and employee loyalty in the digital and e-commerce sectors from 2020 to 2026. Analysis was conducted using thematic synthesis and comparative conceptual analysis, with the high turnover rate in the e-commerce industry serving as the primary interpretive context. The research findings indicate that employee loyalty is fostered through the integration of competency development, career development, rewards and recognition, employer branding, work flexibility, organizational communication, and psychological safety. Employee experience strengthens employee engagement and organizational commitment, while talent management enhances perceptions of organizational support and professional career sustainability. The study’s conceptual model demonstrates that the integration of these two variables contributes to workforce retention, organizational stability, productivity, and the enhancement of e-commerce companies’ competitiveness in a competitive digital business environment

Increasingly intense market competition in the digital era requires companies to implement effective recruitment strategies to attract the best talent, particularly from Generation Z. This generation is highly familiar with digital technology and social media, making digital platforms their primary source of information regarding employment opportunities. In this context, employer branding and corporate social media utilization play important roles in shaping perceptions and influencing job application intentions. Although previous studies have examined the influence of employer branding and social media on recruitment outcomes, the findings remain inconsistent and often contradictory. Therefore, this study aims to analyze and evaluate the effects of employer branding and the intensity of corporate social media usage on the job application intentions of Generation Z. The research focuses on Generation Z individuals residing in the Singaparna area. This study is expected to provide a more comprehensive understanding of the factors influencing job application decisions among young people in the digital era. The findings are anticipated to serve as valuable insights for companies in designing more effective, innovative, and targeted recruitment strategies that align with the characteristics and preferences of Generation Z as the future workforce.

Digital transformation has positioned artificial intelligence (AI) as a major driver of organizational change and innovation. This study aims to analyze the influence of AI implementation on transformational leadership dynamics and the shifting role of leaders in managing human resources through a Systematic Literature Review of reputable studies published within the last five years. The findings indicate that AI acts as a catalyst in strengthening the dimensions of intellectual stimulation and individualized consideration through predictive analytics and talent personalization. The automation of administrative and repetitive tasks enables leaders to focus more on strategic vision, organizational innovation, decision-making, and emotional engagement with employees. However, the effectiveness of AI implementation is highly dependent on leaders’ digital literacy, adaptive capabilities, and readiness to integrate technology into organizational processes. This study contributes by proposing a hybrid leadership framework that combines artificial intelligence with human emotional intelligence to support more effective leadership practices. The practical implications emphasize the importance of leadership development that prioritizes empathy, ethical awareness, and algorithmic transparency in order to maintain trust, encourage sustainable innovation, and strengthen organizational resilience in increasingly dynamic and volatile environments.

In Indonesia, interest in becoming a public accountant is very low. Several factors prevent accounting graduates from choosing public accounting as their career choice. This phenomenon is the reason for this study. This study aims to reconstruct the understanding of career interest as a public accountant, by considering the integrative influence of AI, workplace well-being, and labor market considerations. A quantitative approach was used by distributing questionnaires to accounting students at various universities in Yogyakarta as a representation of the future generation of prospective public accountants. Data analysis was conducted using IBM SPSS Statistics 26. The results show that artificial intelligence, workplace well-being, and labor market considerations have a positive and significant influence on career interest as a public accountant. The addition of the artificial intelligence variable is the main difference between this study and previous studies. This research provides a theoretical contribution through the integration of technological, psychological, and economic dimensions in the analysis of public accountant career behavior. Practically, the results of this study provide strategic recommendations for Public Accounting Firms and educational institutions to design work environments and curricula that are responsive to the values of the digital generation, particularly in preparing adaptive accounting talent in the era of automation.

This study aims to analyze the effect of employer branding on the job interest of Generation Z in digital companies. The background of this research is based on the increasing competition among companies in attracting young talents, especially Generation Z, who have unique characteristics such as being highly adaptive to technology, prioritizing work-life balance, and having high expectations toward the workplace environment. Employer branding has become an essential strategy for companies to build an attractive and competitive image as an employer. This study employs a quantitative approach using a survey method. Data were collected through an online questionnaire distributed to 100 respondents from Generation Z who are seeking jobs or interested in working in digital companies. The sampling technique used was purposive sampling. Data analysis techniques include validity testing, reliability testing, simple linear regression analysis, and t-test. The results indicate that employer branding has a positive and significant effect on Generation Z’s job interest. This implies that the better the company’s image as an employer, the higher the interest of Generation Z to work in the company. This study suggests that digital companies need to strengthen their employer branding strategies to attract and retain young talents.

This research examines the influence of the Webtoon platform on the creativits and literary marketing of Gen – Z in Indonesia, with a focus on the increasingly common trasition of digital content to physical books. The research background is grounded in the rapid growth of Webtoon as a platform for illustrated stories accessed by millions of young users via mobile devices, enabling affordable creative expression, but often encountering adaptation challenges to print formats due to differences in distribution and monetization. The primary objective is to analyze how Webtoon shapes the creative processes of young writers and their literary marketing strategies. The research method is qualitative, involving in-depth analysis of 10 popular Webtoons on the Webtoon platform that have been adapted into physical books, with emphasis on narrative elements, visuals, community interactions, and marketing patterns. Findings reveal that Webtoon fosters creativity through collaboration features and instant feedback, resulting in more dynamic original stories, while the transition to physical books enhances market visibility by 20-30% via digital promotion, although hindered by copyright complexities and production costs. The implications of this research underscore the importance of collaboration between traditional publishers and Webtoon to establish a hybrid literary ecosystem that sustainably supports Generation Z talent.

The rapid development of the digital era requires human resources to not only master software, but also understand hardware infrastructure. This community service program aims to improve the technical competence and digital literacy of the people of Pati Regency through a PC assembly and optimization workshop. The method used is the Participatory Action Learning Sistem (PALS), in collaboration with "Pati Tech" as an industry partner, and utilizing the campus computer laboratory as a training center. Activities consisted of orientation, planning, and hands-on practice in PC assembly. The results of the community service program showed a significant increase in the technical skills of participants, as reflected in the average pre-test score of 52.5 which increased to 86.4 in the post-test. Participants are now able to assemble and optimize sistem independently. The implication of this activity is the formation of independent digital talents who can manage digital infrastructure, which is expected to support the development of the local creative economy in Pati Regency. This program contributes to improving technological skills relevant to the needs of the digital market.

Competition in acquiring young talent is increasing, so employer branding strategies  are an important element for organizations in attracting the interest of generation Z. As digital natives, generation Z has different characteristics and expectations, including the need for career development, work-life balance, organizational reputation, and an inclusive work culture (Smith, 2022). In the midst of global competition and the increasingly dominant use of digital technology in the job search process, companies are required to build an authentic and relevant employer image in order to increase the attractiveness of their talents. Previous research has shown that employer branding has a significant effect on the interest in applying for jobs for generation Z, either directly or through mediating factors such as organizational reputation and person-organization fit (Backhaus & Tikoo, 2004; Jiang & Iles, 2024). Based on this phenomenon, this study aims to analyze the influence of employer branding on the interest in applying for jobs of Generation Z and examine the role of organizational reputation and person organization fit as a mediation variable. The study used a quantitative approach with a survey method of Generation Z respondents who were looking for a job, then analyzed using multiple regression and bootstrapping mediation test. The results of the study show that employer branding has a positive and significant effect on the interest in applying for jobs for generation Z, and this influence is stronger when the reputation of the organization and the person-organization fit plays the role of mediator. These findings affirm the importance for organizations to build a positive image, provide an inclusive work culture, and highlight the value match between companies and applicants in order to be able to compete in the fight for young talent in the digital era.

This study examines the dynamics of Data Driven Policy implementation in Indonesia, which faces a disconnect between the ambitions of digital regulation and the reality of execution on the ground. Using a qualitative approach with the Three Lenses of Evidence-Based Policy analysis framework (Head, 2008), this study examines the interaction between scientific evidence, political considerations, and professional practices in government data governance. The results show that although legal infrastructure such as Satu Data Indonesia (SDI) has been established, its effectiveness is hampered by structural barriers: the dominance of sectoral egos and a culture of intuitive decision-making (political lens), as well as a mix of digital talent and resistance from a paternalistic bureaucratic culture (practical lens). These findings confirm that data fragmentation and cybersecurity incidents are not simply technical failures, but rather systemic governance failures. Therefore, this study recommends a “soft reform” strategy that integrates the enforcement of technical standards, budget incentive mechanisms, and digital leadership transformation to align data validity with the political realities of the bureaucracy.

Digital portfolios are a crucial tool for professionally showcasing abilities and learning objectives. Nevertheless, the projects and certificates of participants in the Independent Study program at VINIX7 are still kept apart and are not controlled by an integrated system. This requirement is the basis for the research's design and development of a website-based digital portfolio system that will serve as participants' key platform. Requirements analysis, system design, implementation, and testing are all steps in the Waterfall approach of system development. The Laravel framework was used to create the VinixPort website, which is backed by a MySQL database. The system has tools for managing portfolio material, talent evaluation, user registration and login, and data presentation via analytics. The study's findings show that the VinixPort website was created successfully and that all of the system's primary features work as intended. This service helps users create organized digital portfolios that are readily available and prepared for both professional and academic use.

Conventional management of sports services often leads to inefficiency and limited public access to experts and facilities. Reliance on manual systems poses a high risk of scheduling conflicts or human error. This study aims to develop the User Interface (UI) and User Experience (UX) design for the Movement and Athletic Talent Hub (MATCH) application as an integrative digital solution. The approach employed is the Design Thinking method, encompassing the stages of empathize, define, ideate, prototype, and testing. The design process resulted in an interactive prototype featuring key functions such as facility booking, trainer search, and a digital payment system. Evaluation was conducted using the System Usability Scale (SUS) method involving target users. The test results yielded an average score of 79.5, categorizing the MATCH application within the Good rating and Acceptable status. These findings indicate that the design is effective in meeting user needs and is viable for further development as a digital sports ecosystem.

This study examines the video content production process at Digital Hub Sinar Mas Land as a visual communication strategy to support branding for a digital innovation area. The background of this research stems from the increasing need for organizations to produce creative and informative content as social media becomes a primary channel for information distribution. The study aims to describe the stages of pre-production, production, and post-production, and to identify challenges that affect the effectiveness of video content creation. A qualitative descriptive method was used through active participation, observation, interviews, and literature review. The findings show that concept planning, scriptwriting, and storyboard development form the foundation of successful production. The production stage emphasizes camera techniques, talent coordination, and visual consistency aligned with communication goals. The post-production stage focuses on technical editing to strengthen the audiovisual message structure and prepare content for publication. Key challenges were found in storyboard development, talent performance during filming, and audio processing that required detailed adjustments. The results highlight the importance of thorough planning and coordinated teamwork to ensure that video content effectively supports branding strategies.

The integration of Artificial Intelligence (AI) into Human Resource Management (HRM) is accelerating and reshaping how organizations attract, develop, manage, and retain talent. Despite abundant case examples and growing practitioner interest, academic findings remain fragmented regarding the antecedents (drivers), impediments (barriers), and organizational effects (outcomes) of AI-based HR transformation. This paper presents a PRISMA-guided systematic literature review of 112 peer-reviewed articles (2015–2025) to synthesize empirical and conceptual evidence on AI in HRM. Results identify three primary drivers: technological capability, strategic alignment, and a data-driven culture; three critical barriers: ethical concerns (bias, privacy, and transparency), skill and capability gaps, and resistance to change; and three outcome clusters: operational efficiency, enhanced employee experience, and elevated strategic HR contribution. We propose a socio-technical conceptual framework that models drivers moderated by barriers to outcomes, and we advance a research agenda focused on ethical governance, human–AI collaboration, capability measurement, and longitudinal evaluation. The review contributes to theory by integrating socio-technical and dynamic capability  perspectives and provides actionable guidance for HR leaders on responsible AI adoption.

Village entrepreneurship is an initiative designed to stimulate regional economic growth by accelerating the development of rural areas, which have long been perceived as slow, less productive, and lagging behind urban centers. The creation of entrepreneurial villages offers a concrete strategy to enhance community productivity because it encourages all components of the village government, residents, and local institutions to participate in structured and collaborative entrepreneurial activities. Such villages are expected to generate new economic opportunities, strengthen local industries, and increase community independence. However, initial observations from this Community Service program show that partner villages still face significant barriers, including limited land area, geographical remoteness, and inadequate human and natural resources. Many peripheral villages have not yet utilized digital technology effectively, making it difficult to expand markets or access broader economic networks. In addition, challenges related to financial access, limited talent development, socio-cultural constraints, and weak market infrastructure continue to hinder economic progress. These conditions demonstrate the urgent need for strategic assistance, capacity-building programs, and stronger support systems to help villages transform into sustainable entrepreneurial ecosystems capable of contributing to long-term regional development.

This study conducts a systematic literature review (SLR) and bibliometric analysis to map and synthesize research on digital transformation in talent management and its impact on employee retention in Micro, Small, and Medium Enterprises (MSMEs). Against the backdrop of high turnover rates and intense competition for talent, this research aims to identify the key interconnections between digital technologies, talent management practices, and retention outcomes within the MSME context. The methodology involved a comprehensive analysis of reputable databases using VOSviewer software for bibliometric mapping, focusing on co-authorship, co-occurrence, and citation networks. The findings reveal a robust, interconnected model centered on three core pillars: the adoption of digital technologies (e.g., AI, cloud-based HR systems), the implementation of strategic talent practices (notably digital employer branding and work flexibility), and the critical mediating role of employee psychological factors (job satisfaction and organizational commitment). The analysis demonstrates that successful retention in MSMEs is not merely a function of technological adoption but is achieved through a synergistic integration where technology enables effective talent management, which in turn fosters commitment and reduces turnover intention. This review contributes a comprehensive conceptual model that clarifies these dynamic relationships. The practical implication for MSME managers is the necessity of a holistic strategy that simultaneously develops digital infrastructure, refines talent management, and cultivates a supportive organizational culture to secure a sustainable competitive advantage through enhanced employee retention.

This study analyzes the optimization of creative content production on the TikTok platform of Garuda Systrain Interindo, a company engaged in occupational safety and health (K3) certification services. The research aims to (1) identify how the content production process is optimized and (2) examine how such optimization improves the effectiveness of creative content based on the principles of Integrated Marketing Communication (IMC). Using a qualitative descriptive approach, data were collected through observation of the company’s TikTok content, documentation, and analysis of content performance indicators. The results show that the optimization process includes structured planning through content planning sheets, determination of content pillars, talent briefing, consistency in editing style, and template standardization. These efforts are supported by post-production activities such as scheduling, performance monitoring, and evaluation through TikTok Analytics. Furthermore, the optimization significantly enhances content effectiveness, as indicated by increased engagement, reach, and stable performance of educational content. The implementation of IMC particularly in terms of message consistency, visual uniformity, and brand identity integration strengthens brand awareness and improves the clarity of K3 educational messages delivered to audiences. Overall, optimized and IMC-based content production contributes to more effective digital communication and strengthens the company’s professional image on social media.  

Digital transformation has brought about major changes in leadership patterns, especially in the public sector. In this context, digital leadership is key for leaders to drive innovation and adaptation to technological developments. However, the success of digital leadership is also inseparable from democratic leadership values that emphasize participation, openness, and collaboration. The synergy between these two values is an important foundation for building an effective and humanistic leadership style in the digital age. This study aims to analyze the role of Dedi Mulyadi's digital leadership in developing digital talent through the 2025 Jabar Istimewa Digital Academy (JIDA) program in West Java. The approach used is qualitative with a literature study method, sourced from 14 scientific journals and three official news reports. The results of the study show that Dedi Mulyadi applies a visionary, adaptive, and collaborative digital leadership style. Democratic values are also evident through a participatory approach that involves the community, educational institutions, and the industrial sector in the implementation of the JIDA 2025 program. This program has proven to strengthen digital literacy, expand access to technology training, and improve the readiness of West Java's human resources in facing the challenges of the digital economy. Thus, digital leadership combined with democratic principles plays an important role in realizing inclusive, competitive, and sustainable human resource development in the era of digital transformation.

This study aims to identify the types of products or creative works produced by Indonesia’s golden generation in the context of developing a talent-based creative economy in the digital era. A talent-based economy refers to an economic model that leverages individual skills, creativity, and innovation as the main capital for generating economic value. Using a literature review approach, this research analyzes the implementation of a talent- driven creative economy, particularly how the youth especially Gen Z and millennials produce various digital outputs such as illustrations, animations, educational applications, video content, NFTs, and social media-based e-commerce products. This implementation reflects the integration of individual creativity with digital technology utilization, aligning with core 21st-century skills such as critical thinking, collaboration, communication, and digital literacy. The findings reveal that the creative economy contributes not only to cultural and artistic sectors but also to real economic sectors such as digital MSMEs, content industries, educational technology (edutech), and the broader digital economy. These insights show that with the support of digital infrastructure, technological literacy, and affirmative policies, the golden generation can foster innovation with economic value while enhancing national competitiveness amid global transformation toward Indonesia Emas 2045.

Tax is a mandatory contribution to the state owed by individuals or entities, which is mandatory under the law, without receiving any direct compensation and is used for state purposes for the greatest prosperity of the people. (KUP Law). The Taxation System (Coretax), which became operational in 2025, with all its news aspects, has attracted much public attention, especially from businesses and individuals, regarding developments in tax reporting, procedures, and regulations in Indonesia. The public is required to understand tax equalization and related aspects, as it can impact the sustainability of both businesses and individuals. The webinar "Smart Tax and Smart Talent: Tax Equalization in the Digital Era" was held as an educational forum for students, academics, practitioners, and the general public to understand the transformation of taxation in the digital era. Through this activity, participants are expected to gain insight into technology-based tax management strategies and develop their readiness as intelligent talents capable of contributing to the national digital economy system.