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This study aims to systematically analyze the implementation of severance pay policy as a manifestation of post-employment compensation and its profound impact on the harmony of industrial relations within the regulatory framework of the Omnibus Law in Indonesia. Utilizing a Systematic Literature Review (SLR) methodology aligned with the PRISMA framework, this research comprehensively synthesizes data from 25 selected academic articles encompassing human resource management, employment law, and organizational behavior. The findings reveal that the paradigm shift from the previous labor regulations to the Omnibus Law framework has fundamentally altered the calculation mechanisms and statutory floors for severance pay. While these legislative adjustments are strategically designed to enhance organizational agility and mitigate financial distress for corporations, they have engendered substantial apprehension among the workforce regarding the degradation of normative rights. Consequently, this policy transformation presents a critical challenge to sustaining industrial harmony, frequently precipitating labor disputes, diminishing employee morale, and intensifying bipartite conflicts. This study recommends that human resource practitioners proactively develop transparent communication strategies and design complementary post-employment benefit architectures to restore distributive justice. Furthermore, policymakers are urged to institute robust oversight mechanisms to ensure equitable implementation and safeguard worker welfare without compromising long-term business sustainability.

The effectiveness of zakat management within the educational sector plays a crucial role in improving mustahik welfare. This study aims to analyze the management of zakat by the School Zakat Management Unit (UPZ) at SMKN Pringkuku Pacitan in enhancing the well-being of its beneficiaries. Utilizing a descriptive qualitative approach, data were gathered through interviews, direct observations, and documentary reviews. The findings reveal that the zakat management mechanism has been structured systematically, encompassing collection, distribution, and mustahik classification based on the eight categories of asnaf. Specifically, professional zakat (zakat profesi) is collected via a 2.5% monthly salary deduction from civil servant (PNS) and government employee (PPPK) staff, while zakat fitrah is accumulated from all teachers, staff, and students. The allocated zakat funds are regularly distributed to underprivileged students, orphans, and the community residing around the school environment. This financial intervention is proven to yield a positive impact by supporting educational expenses, fulfilling daily basic needs, and boosting students' learning motivation. The implication of this study emphasizes that the school-based zakat management model holds significant potential to be replicated as an effective social empowerment instrument to secure student welfare.

Machines, Materials and Manpower are the three main elements in production, if one of them is lacking it will affect productivity at work, so that the production output results will also be affected by the lack of these three elements. The workforce in a company must be considered in terms of welfare at work so that there is no spike in employee turnover rates. Turnover is the process of leaving a company's workforce due to several factors. Employee turnover greatly affects productivity at work, if the workforce in a company is lacking, then the production output figure will also decrease, this greatly affects the company's income later and will reduce consumer confidence. In this study, it focuses on the intensity of employee turnover at PT. XYZ located in Brebes, there are several factors causing employee turnover, including low income, the presence of many factories close to where employees live. The method used in this study is descriptive qualitative. Data collection techniques in the form of direct interviews with employees at PT. XYZ.

The rapid development of technology accompanied by increasing industrial competition makes human resources a determining factor for organizational success. In this context, job satisfaction is an important indicator because it is closely related to individual welfare and employee productivity. This study aims to analyze the influence of work life balance, burnout, and motivation on the job satisfaction of employees in the production department of PG Kedawoeng PT Sinergi Gula Nusantara, Pasuruan Regency. This study uses a quantitative approach. The study population includes all permanent employees of the production department as many as 64 people, with census sampling techniques so that the entire population is used as respondents. Data analysis was carried out using multiple linear regression. The results showed that simultaneously work life balance, burnout, and motivation had a significant effect on job satisfaction (p=0.000; Adjusted R²=81.1%). Partially, work-life balance had no significant effect (p=0.386), burnout had a negative but insignificant effect (p=0.082), while motivation had a significant positive effect on job satisfaction (p=0.000). The motivation variable was the most dominant factor with a contribution of 76.1%, followed by burnout at 6.0% and work life balance at 0.6%.

This study aims to analyze the strategies for handling bad debts at the Maju Terus Employee Cooperative at SMK Yohanes XXIII Maumere. The main problem faced by the cooperative is the increasing bad debts, most of which come from member arrears on daily transactions through the cash-on-account system, such as purchasing office stationery and photocopy services. This condition affects the cooperative's liquidity and reduces the effectiveness of services to members. The method used in this study is a qualitative descriptive approach with data collection techniques through observation, interviews, and documentation during internship activities. The research results indicate that the main causes of bad debts include low member discipline, lack of supervision, and weak credit management systems. Strategies that can be applied to address these issues include rescheduling payments, establishing stricter credit rules, increasing supervision, as well as providing guidance and education to members on the importance of responsibility in payments. The implementation of these strategies is expected to improve the quality of credit management, maintain the financial stability of the cooperative, and increase the members' welfare sustainably.

Kota Pari Village, Pantai Cermin Sub-district, Serdang Bedagai Regency, holds promising tourism potential; however, this potential has not been optimally utilized due to a number of issues faced by the residents, such as low work competence, limited access to information on business development management training, residents' insufficient responsiveness to changes in the management system of the village-owned enterprise, and low willingness among residents to apply the knowledge provided, which frequently leads to disagreements during work competence training activities. Therefore, this community service program aims to identify these issues and provide appropriate solutions for the residents of Kota Pari Village and its surrounding areas. Through this program, it is expected that residents will be able to apply work competence to improve employee performance within the Village-Owned Enterprise, actively engage in business development management through creative craftsmanship, and make this a cornerstone for improving their standard of living and economic welfare, with support and facilitation from the Kota Pari Village Office, Pantai Cermin Sub-district, Serdang Bedagai Regency. 

BUMDes, as drivers of the village economy, play a strategic role in improving community welfare, including in Pamekasan Regency, which is rich in local potential. However, many BUMDes still face institutional challenges, low work motivation, and suboptimal employee performance. Internal factors such as transformational leadership style and organizational culture are thought to play an important role in shaping employee motivation, satisfaction, and performance. This study aims to analyze the influence of transformational leadership style and organizational culture on work motivation and its impact on job satisfaction and employee performance in BUMDes in Pamekasan Regency. The study uses a quantitative method with an explanatory research approach. The population includes 23 BUMDes, with 108 respondents determined using the Lemeshow formula. Data were collected through questionnaires and interviews, then analyzed using Smart-PLS. The results showed that transformational leadership style and organizational culture had a positive and significant effect on work motivation. Work motivation has a significant effect on job satisfaction and acts as a mediator in improving employee performance. Transformational leadership and job satisfaction also have a direct effect on employee performance, while organizational culture has an indirect effect through motivation and job satisfaction. These findings emphasize the importance of strengthening leadership and organizational culture to improve the quality of human resources and the sustainability of BUMDes.

This study aims to analyze efforts to improve the disciplinary performance of the State Civil Apparatus (ASN) in the Sorong City Regional Secretariat through the approach of apparatus compliance, internal supervision, enforcement of disciplinary sanctions, and organizational work culture. The research uses a mixed methods method, namely a quantitative approach through the dissemination of a Likert scale questionnaire analyzed using descriptive statistics and correlation, as well as a qualitative approach through in-depth interviews with the Regional Secretary, Head of the Inspectorate, Head of BKPSDM, Head of Organization and Administration, and Head of the People's Welfare Section. The study's results show that organizational work culture and internal supervision are positively related to apparatus compliance. At the same time, the enforcement of disciplinary sanctions plays a supporting role in maintaining the consistency of ASN discipline. Qualitative findings reinforce that leadership examples, employee development, and technology-based monitoring systems are important factors in improving apparatus discipline. The study's implications indicate that improving ASN discipline requires an integrated approach that strengthens the supervision system, fosters employee development, and develops an organizational work culture oriented towards public services. The study's limitation is in the narrow scope of respondents in the Sorong City Regional Secretariat; therefore, further research is recommended to include more regional apparatus and employ more comprehensive statistical analysis to yield deeper results.

Almost all formal workers dedicate all their time and energy to their companies during their productive years. As a result, it is very difficult for workers to start other businesses besides their formal jobs. Without the skills and strategies for entrepreneurship, many workers find it difficult to survive when they reach retirement age. From a sustainable human resource management perspective, the retirement preparation period (MPP) is a strategic phase for maintaining the social welfare of employees and taking preventive measures to address post-retirement social issues such as decreased productivity, economic dependence, and individual social roles. For employees who will enter retirement age in the next two years, PT. Sindopex Perotama regularly conducts MPP training. This year, the MPP training was themed “food security to achieve food self-sufficiency in retirement.” PT. Sindopex Perotama collaborated with LS Farm, Trawas Eduwisata Center (TEC), and a team from KH. A. Wahab Hasbullah University (UNWAHA) Jombang as part of the Tridharma community service program. This activity was achieved by applying the results of evaluations from observations of previous activities so that it was on target through proper planning (identifying needs in collaboration with partners), implementing activities, and providing direct assistance at the activity location. This program is expected to bring about social change, such as greater social welfare for employees approaching retirement age, greater economic independence in terms of food, and greater awareness of the role of retirees in maintaining food availability and social harmony in their neighborhoods. In addition, this program demonstrates sustainable human resource management practices in companies that care about the welfare of their employees until they retire.

This study investigates the incorporation of Sufi-oriented values into the management practices and production processes of MADA Drinking Water operated by the Ahlus Shafa Wal Wafa Islamic Boarding School Foundation. The research focuses on the Syafi’i ethical concept known as Giti–Gito, which encompasses spiritual and moral values including sincerity, patience, inner richness, holistic physical and spiritual well-being, as well as fairness in sharing resources. The main aim of this study is to examine how these values are implemented within pesantren-based business management and to assess their impact on employees’ work attitudes, leadership styles, and interpersonal relations in the workplace. This research employs a qualitative case study method. Data were gathered through semi-structured interviews, participant observation, and a review of relevant institutional documents. The findings reveal that the implementation of Giti–Gito values has successfully shaped a work environment grounded in religious ethics, social harmony, and humanistic principles. The Giti aspect strengthens employees’ commitment to sincerity, patience, and accountability in carrying out their responsibilities, while the Gito aspect contributes to enhancing employee welfare and fostering a sense of social responsibility. Although challenges remain in reconciling spiritual values with modern management demands, the integration of both spiritual and professional dimensions has demonstrated its effectiveness in creating a productive, ethical, and sustainable organizational environment.

Employee welfare is an important element in the success and sustainability of an organization. This study aims to analyze the influence of leadership style, communication, and organizational culture on employee welfare at PT Bintang Teknik Nyata Sukodono, Sidoarjo. Leadership style emphasizes the leader's ability to create a clear and strategic vision of the future to empower employees. Communication in an organization includes the effectiveness of information delivery, openness, and two-way communication between leaders and employees. Meanwhile, organizational culture includes shared values, behavioral norms, and adaptation to change that shape interaction patterns within the organization. This study uses a quantitative approach with a survey method, involving all employees of PT Bintang Teknik Nyata as respondents. Data were collected through a questionnaire designed to measure indicators of leadership style, communication, organizational culture, and employee welfare. The analysis was carried out using multiple linear regression to identify the partial and simultaneous effects of independent variables on employee welfareThis study is expected to provide theoretical and practical insights. Theoretically, the results of this study contribute to the development of human resource management science, especially related to leadership style, communication, and organizational culture. Practically, this study can be a reference for PT Bintang Teknik Nyata in formulating strategies to improve employee welfare through leadership optimization, communication improvement, and the formation of a supportive organizational culture.

The principle of comparative advantage explains that every country or society, like individuals, can gain benefits from their trade activities by exporting goods or services in which they have a major comparative advantage and importing goods or services in which they do not. Based on the law of comparative advantage, even though a country may be less efficient (having an absolute disadvantage) compared to other countries in the production process, the structure of industrial performance can be seen through the analysis of industrial sector behavior analyzed through various strategies such as Price, Product, and promotion. The theory of comparative advantage related to the exchange of goods is relevant as long as the traded goods are still useful. In other words, Performance is defined as the result of activities influenced by the structure and behavior within the industrial sector, where these results are often measured by the size of a company's market share or profitability in an industry. In more detail, performance can also be reflected in the form of efficiency, development (including market expansion), job creation, employee welfare, and a sense of group pride.

This study aims to analyze the effectiveness of the reward program in improving employee loyalty and work discipline at Bank Mandiri. The research employs a qualitative descriptive approach using the literature study method, through the collection and analysis of secondary data obtained from official Bank Mandiri reports, academic journals, labor regulations, and media articles related to human resource management policies. The findings reveal that the implementation of both financial rewards (competitive salaries, performance-based bonuses, and welfare benefits) and non-financial rewards (recognition, promotions, and career development programs) has a positive impact on enhancing employee loyalty and work discipline. A fair, transparent, and sustainable reward system fosters a sense of belonging, strengthens affective commitment, and cultivates a productive and professional work culture. Moreover, the data indicate a decline in disciplinary violations over the past three years, demonstrating the effectiveness of the reward system as a form of positive reinforcement. This study highlights the importance of reward policies as a strategic instrument in human resource management and recommends that companies continuously adapt their reward systems to align with employee needs and the evolving work environment.

Bureaucratic reform is an essential step in realizing a clean, accountable, professional, and transparent government. The 2020–2024 Bureaucratic Reform Road Map has emphasized the Ministry of Administrative and Bureaucratic Reform’s (Kementerian PANRB) efforts to establish a healthy bureaucracy through the strengthening of the merit system, performance management, and service digitalization. As providers of public services, Civil Servants (ASN) play a crucial role in ensuring professional public service delivery; therefore, an organized performance management system is required to achieve optimal bureaucratic reform. However, in practice, the performance management implemented by the Ministry still faces challenges, particularly concerning non-ASN personnel. This study aims to analyze the implementation of performance management in the process of structuring non-ASN personnel by the Ministry of PANRB as part of the national bureaucratic reform agenda. The research employs a qualitative approach with descriptive analysis based on literature review, legislation, and secondary data from official sources. The findings indicate that the policy of structuring non-ASN personnel, grounded in the principles of the merit system and performance management, has brought significant changes to human resource governance within government institutions. Nevertheless, its implementation still encounters challenges such as limited budget allocation, lack of integrated performance data, and uncertainty regarding the employment status and welfare of non-ASN employees. The digitalization efforts through the e-Kinerja system and national personnel data collection serve as strategic steps to enhance transparency and accountability in performance assessment. Thus, comprehensive performance management is expected to promote professionalism among public servants, improve organizational effectiveness, and realize an adaptive and integrity-based bureaucracy.

This research explores how transformational leadership, work environment, and workload affect the organizational commitment of the Kebumen Regency Education, Youth, and Sports Office. This census-based quantitative study used a sample of 120 respondents, and data were collected through questionnaires. Validity, reliability, and classical assumptions were tested before the analysis. Multiple linear regression analysis was conducted using SPSS 26 to test the relationships between variables. The findings reveal that transformational leadership does not have a significant effect on organizational commitment. On the other hand, an excellent work environment greatly enhances employee welfare and has a substantial positive impact on organizational commitment. Workload is also found to positively affect organizational commitment, as a proportional workload encourages higher levels of employee accountability. Together, these three independent variables explain 55.4% of the variance in organizational commitment, with other factors accounting for the remaining portion. The study concludes that improving the work environment and managing workload effectively are key factors in increasing organizational commitment.

This study aims to determine: (1) the influence of motivation on employee performance, (2) the influence of work discipline on employee performance, (3) the influence of motivation and work discipline on employee performance at the National Population and Family Planning Agency (BKKBN) Family Planning and Family Welfare Research and Development Center (PUSNA) Work Unit. This study was conducted at the National Population and Family Planning Agency (BKKBN) Family Planning and Family Welfare Research and Development Center (Pusna) in the field of population control and family planning with motivation and work discipline as independent variables and employee performance as the dependent variable. This study used a sample of 44 people determined by the Slovin sample. Data collection techniques through observation and questionnaires. Instrument testing uses validity and reliability tests, while data analysis techniques used are classical assumption tests and multiple linear regression using SPSS 25. The results of the study indicate that motivation and work discipline variables simultaneously have a positive and significant effect on employee performance. While partial testing shows that motivation and work discipline have a significant effect on employee performance. Furthermore, motivation is the dominant factor that influences employee performance.

This study investigates the implementation strategy of work discipline as a means to improve the productivity of daily contract employees in the Traffic Division of the Semarang City Transportation Agency. Work discipline is a critical component of human resource management that influences performance effectiveness and organizational efficiency. The research applies a qualitative descriptive approach using interviews, observation, and document analysis to examine discipline practices, attendance data, and managerial supervision. The results show that effective disciplinary implementation—through structured supervision, reward and punishment systems, continuous coaching, and welfare enhancement—significantly improves employee productivity. Leadership quality, motivation, and consistent policy enforcement emerge as primary determinants of disciplined behavior. The study concludes that establishing a fair and transparent disciplinary system can foster accountability, punctuality, and professional service delivery among public employees.

PT Andalan Pesik Internasional is a company engaged in the modern coffee shop sector under the brand name "Kopi Kamu". The company emphasizes inclusivity and diversity values, including the empowerment of employees with special needs. This study aims to determine the level of employee job satisfaction and the factors influencing it, based on Herzberg's Two-Factor Theory, which classifies job satisfaction into intrinsic (motivator) and extrinsic (hygiene) factors. This research employs a non-statistical quantitative method with data collection through questionnaires distributed to 57 employees, serving as both the population and sample (saturated sampling). The research instrument uses a 5-point Likert Scale to measure respondents' perceptions of various job satisfaction indicators. The analysis results show that the overall level of employee job satisfaction falls into the high category, with an average score of 72.02%, comprising 72.35% for intrinsic factors and 71.68% for extrinsic factors. These findings indicate that the work environment at PT Andalan Pesik Internasional generally fosters satisfaction, safety, and productivity among employees. This research is expected to serve as a valuable reference for management in evaluating and improving employee welfare and work quality on an ongoing basis.

Bina Kesan Cooperative in Bojonggede is a cooperative whose main activities focus on assisting members in meeting financial needs, improving welfare, and encouraging the development of members’ businesses. This study aims to determine the extent to which compensation and motivation influence employee performance. The research method employed was quantitative with a descriptive approach, while the sampling technique was determined using the Slovin formula to ensure that the number of respondents was representative. Data were collected through questionnaires that had been tested for validity and reliability, and then processed using SPSS version 27. The statistical test results indicate that the t-value of 1.492 is greater than the t-table value of 0.2681, with a significance level of 0.00 < 0.05, leading to the rejection of the null hypothesis (H₀). All R-values of 0.05 > R-table 3.18 demonstrate that the research instruments were valid. Furthermore, the F-value of 180.803 is higher than the F-table value of 2.00758, with a significance level of 0.00 < 0.05, confirming that the regression model is significant. Based on these findings, it can be concluded that compensation and motivation variables simultaneously have a positive and significant effect on employee performance at Bina Kesan Cooperative, Bojonggede.

Employee performance is the result of the work carried out by the employee to fulfill their duties and responsibilities in accordance with the discipline entrusted to them. This research aims to determine and analyze organizational culture, salary, and employee welfare on the performance of employees at the BPBD of Nganjuk Regency. The method used is a quantitative approach with causal research, which is capable of explaining the cause-and-effect relationship between variables. Research data was obtained through the distribution of questionnaires to 50 respondents who are employees of the BPBD of Nganjuk Regency. To ensure data quality, a series of tests were conducted including validity tests, reliability tests, classical assumption tests, multiple linear regression, t-tests, F-tests, and the coefficient of determination (R2) which were processed using SPSS version 25. The research results show that organizational culture has a significant influence on employee performance, indicating that the stronger the applied organizational culture, the better the resulting employee performance will be. Salary also proves to significantly affect employee performance, which shows that providing a decent salary in accordance with job responsibilities can enhance the resulting employee performance. Likewise, employee welfare significantly influences employee performance, indicating that employee welfare, both physically and psychologically, can improve the resulting employee performance. Simultaneously, these three variables have an effect on employee performance. The coefficient of determination value of 0.693 indicates that 69.3% of the influence on the employee performance variable comes from company culture, salary, and employee welfare, while 30.7% comes from other external factors