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The increasingly dynamic organizational environment demands strategic human resource management to maintain competitiveness and achieve organizational goals. Performance appraisal serves not only as an evaluation tool but also as the basis for decision-making regarding employee career development. This study aims to analyze the impact of performance appraisal on career development based on various empirical research findings. The method used is a Systematic Literature Review (SLR) with the PRISMA framework and a descriptive-qualitative approach. Data were obtained from scientific articles on Google Scholar, Garuda, and ScienceDirect containing quantitative studies from the 2022–2026 period. The data were then analyzed using narrative synthesis to identify patterns of relationships between performance appraisal and career development. The results of the study indicate that performance appraisal has a positive and significant effect on employee career development. An objective, transparent, and measurable appraisal system helps organizations identify employee potential, enhance competencies, determine training needs, and support promotions and career opportunities. These findings align with Performance Management Theory, Human Capital Theory, Goal-Setting Theory, and Expectancy Theory. Therefore, the integration of performance appraisal and career development is a key strategy in building a competent, productive, and sustainable workforce.

The empowerment of Micro, Small, and Medium Enterprises (MSMEs) is a strategic effort to enhance the capacity and independence of business actors in supporting sustainable economic development. However, based on data from Rumah BUMN Aceh Utara, out of a total of 413 assisted MSMEs, only 9.16% have successfully upgraded their business status, while 90.84% have not yet done so. This study aims to describe MSME empowerment through the assistance program of Rumah BUMN Aceh Utara and to identify its supporting and inhibiting factors. This research employs a qualitative method with a descriptive approach. Data were collected through interviews, observations, and documentation involving Rumah BUMN managers and MSME actors, and were analyzed using the interactive model of Miles and Huberman. The results show that MSME empowerment in Rumah BUMN Aceh Utara is based on Suharto’s theory, which consists of three main approaches, namely empowering through training and mentoring that contributes to the improvement of business actors’ capacities, protecting through business legality facilitation, and supporting through the provision of production facilities, packaging machines, access to capital, promotion, and MSME gallery facilities, although these have not yet been fully optimized. The supporting factors of MSME empowerment include institutional support, technological development, and MSME participation, while the inhibiting factors include limited human resources, limited funding, and low participation of some MSME actors. This study emphasizes the importance of improving the quality of mentoring, optimizing the utilization of facilities, and increasing MSME participation to support the sustainability of empowerment programs.

Human Resource Management (HRM) plays a strategic role in enhancing organizational productivity through effective management of human capital. This study aims to analyze the influence of training and development, compensation, work environment, and work motivation on employee productivity. The research employed a quantitative approach using a survey method. The population consisted of employees at manufacturing companies in Banten Province, with a sample of 120 respondents selected through purposive sampling. Data were collected using a structured questionnaire and analyzed using multiple linear regression. The results showed that training and development (t = 4.071; sig. = 0.000), compensation (t = 3.397; sig. = 0.001), work environment (t = 3.384; sig. = 0.001), and work motivation (t = 3.046; sig. = 0.003) each had a significant positive effect on employee productivity. Simultaneously, the four independent variables explained 67.4% of the variance in productivity (R² = 0.674; F = 59.821; sig. = 0.000). These findings underscore the importance of integrated HRM practices in improving employee productivity and organizational competitiveness.

One key measure of a region's economic growth is the employment rate, as it reflects the ability of the economy to absorb labor and improve community welfare. In Jambi Province, employment opportunities are influenced by several factors, including Gross Regional Domestic Product (GRDP), population growth, and the Human Development Index (HDI). This study aims to analyze the effects of GRDP, population growth, and HDI on employment growth rates across regencies and cities in Jambi Province. The research employs a quantitative approach using panel data regression analysis covering 11 regencies and cities during the period 2017–2023. The findings indicate that GRDP growth, population growth, and HDI simultaneously influence employment levels. Partially, population growth and HDI have significant effects on employment, indicating that improvements in human development and demographic dynamics contribute to labor absorption. Meanwhile, economic growth, as measured by GRDP, has a relatively small negative effect on employment. This suggests that economic expansion does not always generate proportional employment opportunities, possibly due to structural changes and technological developments. Therefore, policies aimed at improving human capital and labor market conditions are essential to support sustainable employment growth in Jambi Province.

Stunting remains a persistent nutritional challenge that threatens human capital development in Indonesia. This study examines the effects of exclusive breastfeeding, female education, sanitation, access to safe drinking water, inadequate food consumption, and poverty on stunting prevalence across 34 provinces in Indonesia during 2017–2024. The study employs a random-effects Panel EGLS estimator with Panel Corrected Standard Errors (PCSE) to address heteroskedasticity and cross-sectional dependence in provincial panel data. The findings reveal that exclusive breastfeeding, female education, and adequate sanitation significantly reduce stunting prevalence, while poverty significantly increases it. Interestingly, inadequate food consumption is negatively associated with stunting prevalence, potentially reflecting the contribution of government nutritional assistance and social protection programs. In contrast, access to safe drinking water does not show a statistically significant effect. Among the explanatory variables, female education is strongly associated with reductions in stunting. These findings highlight the importance of strengthening women’s education, improving sanitation quality, and expanding poverty-alleviation and nutrition-sensitive interventions to accelerate reductions in stunting and support the achievement of Sustainable Development Goal 2 in Indonesia.

This study aims to examine the role of the Merah Putih Village Cooperative (KDMP) in strengthening the village economy, using the lens of good governance and social capital. This study uses a qualitative method with a library research approach, referring to academic journals, books, and government policy documents as sources of information. The research shows that KDMP plays a significant role in improving the welfare of village communities by strengthening productive businesses, expanding access to capital, creating job opportunities, and developing local economic potential. The application of good governance principles such as transparency, accountability, and community participation is a crucial factor in the successful management of the cooperative. In addition, social capital such as mutual assistance, trust, and community collaboration also contribute to the sustainability of the village cooperative. However, the implementation of KDMP still has a number of challenges, including a shortage of human resources, limited cooperative management, and low digital literacy. Therefore, government support and capacity building of cooperative managers are crucial for KDMP to function as a tool for sustainable village economic development

This study is based on the increasingly rapid development of the knowledge-based economy, where human capital is now regarded as one of the important assets in creating a company’s competitive advantage, especially in the energy and oil and gas sectors in Indonesia. This study aims to determine the effect of human capital and labor intensity on corporate financial performance, which is proxied by Return on Assets (ROA) during the 2021–2024 period. The research method used is a quantitative approach with multiple linear regression analysis. The research data were obtained from sample companies selected using a purposive sampling technique. The results of the study show that human capital, proxied by Value Added Human Capital (VAHU), has a positive and significant effect on corporate financial performance. These findings indicate that good human resource management is capable of increasing the company’s profitability level. On the other hand, labor intensity is proven to have a negative and significant effect on financial performance. This indicates that a high level of company dependence on labor, without being balanced by operational efficiency, can reduce the company’s ability to generate profits. In addition, simultaneously both variables are able to explain 74.5% of the variation in Return on Assets (ROA), so it can be concluded that human capital and labor intensity have a considerable contribution to corporate financial performance. Based on these results, companies need to prioritize improving the quality and competence of the workforce rather than merely focusing on increasing the number of employees. This step is important to maintain the stability of corporate financial performance in the post-pandemic era. In addition, companies also need to effectively control labor costs so that a decline in net profit margins can be avoided.

Penerapan sistem manajemen kinerja karyawan di PT Pos Indonesia, khususnya pada Divisi Human Capital Development, sebelumnya masih mengandalkan sistem manual berbasis spreadsheet. Proses manual ini rentan terhadap kesalahan manusia (human error), ketidakkonsistenan data, serta ketidakefisienan dalam pemantauan metrik kinerja individu. Penelitian ini bertujuan untuk mendigitalisasi proses manajemen kinerja dengan mengembangkan sistem berbasis web bernama IHSAN POS (Performance Management System) guna memfasilitasi pengelolaan data yang terintegrasi dan real-time. Penelitian ini menggunakan pendekatan Research and Development (R&D) yang berfokus pada pengembangan frontend menggunakan React JS, dengan perancangan sistem dimodelkan melalui Data Flow Diagram (DFD) dan Business Process Modeling and Notation (BPMN) untuk memastikan alur data yang terstruktur. Pengembangan sistem ini secara spesifik ditujukan bagi segmen Tenaga Kerja Profesional Perusahaan (TKPP) dengan mengintegrasikan Nilai Kinerja Individu (NKI) dan Objectives and Key Results (OKR). Hasil penelitian menunjukkan bahwa antarmuka frontend yang dikembangkan mampu memungkinkan pengguna untuk mengelola profil pribadi, kontrak kerja, serta memantau nilai kinerja secara transparan, sementara integrasi sistem dengan backend melalui Application Programming Interface (API) memastikan pengolahan data berjalan secara otomatis. Implementasi IHSAN POS secara signifikan mentransformasi alur kerja evaluasi kinerja manual menjadi alur kerja digital yang efisien, mengurangi kesalahan administratif, serta memberikan dasar bagi pemberian insentif perusahaan yang objektif berbasis kinerja.

This study aims to investigate the influence of academic qualifications, managerial capabilities, and Perceived Organizational Support (POS) on emotional exhaustion and its implications for employee productivity at Sunan Kudus Islamic Hospital. Using a quantitative approach, data were collected via a questionnaire from 138 respondents. Instrument evaluation procedures were conducted through validity and reliability tests, while hypothesis testing was analyzed using Structural Equation Modeling (SEM). The findings reveal that academic qualifications and POS have a significant negative effect on emotional exhaustion, indicating that increased intellectual competence and strong organizational support are effective in reducing staff emotional exhaustion. Conversely, managerial capabilities were found to have no significant influence on emotional exhaustion. In the context of performance, the analysis results show that academic qualifications, managerial capabilities, and POS have a partial, positive, and significant effect on work productivity. Practically, this study suggests that hospital management prioritize human capital development and the strengthening of a supportive organizational climate to mitigate emotional exhaustion while accelerating operational efficiency in a sustainable manner.

This study examines the relationship between the Human Development Index (HDI) and population size with economic growth in North Sumatra Province during 2010-2025 using multiple linear regression based on secondary data. The results indicate that both variables are jointly associated within the model, although they show different directions when observed individually. Population size tends to move in line with economic growth, while HDI shows an opposite tendency. These findings suggest that improvements in human capital have not yet been fully reflected in productive economic activities in the region.

This qualitative literature review examines the impact pathways of University Innovation and Entrepreneurial Ecosystems (UIEEs) on regional development. Synthesizing findings from recent empirical and conceptual studies, the review identifies key mechanisms such as academic entrepreneurship, university–industry collaboration, policy integration, and human capital formation. The analysis highlights the evolving role of universities as ecosystem orchestrators that drive not only innovation and economic growth but also social inclusion and sustainability. While contextual differences shape outcomes, best practices emphasize multilevel governance, stakeholder engagement, and place-based strategies. The study contributes to a deeper understanding of UIEEs as complex, adaptive systems and calls for more longitudinal and regionally diverse research to support future policymaking and institutional design

Diaspora remittances are a major and relatively stable external financing source for underdeveloped and developing countries, often surpassing aid and foreign direct investment. Drawing on a narrative review of recent empirical studies, meta-analyses, and country cases, this paper examines how remittances contribute to sustainable finance by affecting economic growth, poverty and inequality, financial inclusion, and environmental outcomes. The evidence shows that remittances generally reduce poverty and enhance financial inclusion, while their growth and environmental impacts are heterogeneous and depend on factors such as financial development, human capital, and institutional quality. The paper argues that targeted policies lowering transaction costs, strengthening and digitizing financial systems, and designing instruments to channel remittances into productive and green investments are essential to fully integrating remittances into national sustainable finance and development strategies.

Human Resource Management (HRM) occupies a central position in driving organizational productivity by optimizing how human capital is managed. This research investigates how four HRM dimensions training and development, compensation systems, workplace conditions, and work motivation collectively shape employee productivity outcomes. A quantitative survey design was adopted, targeting permanent employees at manufacturing firms in Banten Province. Using purposive sampling, 120 respondents were recruited and surveyed with a validated structured questionnaire. Data were subjected to multiple linear regression analysis. Findings reveal that each predictor exerts a statistically significant positive influence: training and development (t = 4.071; p = 0.000), compensation (t = 3.397; p = 0.001), work environment (t = 3.384; p = 0.001), and work motivation (t = 3.046; p = 0.003). Taken together, the four variables account for 67.4% of the variance in employee productivity (R² = 0.674; F = 59.821; p = 0.000). These results affirm that a holistic, integrated approach to HRM is indispensable for elevating workforce productivity and strengthening organizational competitiveness.

Religious culture that is still quite strong in the community is an important capital in the implementation of youth development programs. However, the influence of social media, promiscuity, and the lack of religious activities that are attractive to the younger generation have led to a decrease in adolescents' interest in religious activities in mosques. Therefore, this research aims to form the character of discipline, responsibility, and cooperation in the group through Islamic hadrah art activities. This study uses the Asset Based Community Development (ABCD) method, which is a community empowerment approach that focuses on the strengths and potentials possessed by the community, not on existing shortcomings or problems. In this approach, the community is invited to identify various assets they have, such as human resources, local institutions, cultural values, and social networks that can be used to overcome the problems they face. The results of the study showed that the adolescent participants experienced improved skills in playing hadrah and understanding of religious values. In addition, there has been a change in behavior towards being more disciplined, active, and caring for religious activities in the mosque environment.

This study aims to examine the authority of Islamic Education teachers as a form of moral capital in shaping character education among elementary school students. The research employed a qualitative method using a case study approach at SD Negeri 104267 Pegajahan. The primary subjects of the study were Islamic Religious Education (PAI) teachers, while the informants consisted of students, fellow teachers, and the school principal. Data were collected through observations, in-depth interviews, and documentation studies, then analyzed thematically to identify patterns related to teacher authority and character formation. The findings indicate that the authority of Islamic Religious Education teachers functions as a moral force recognized and respected by students, making it an important asset in the internalization of character values. This authority was formed through exemplary behavior, consistency in attitudes, and the establishment of humanistic pedagogical relationships between teachers and students. Through these qualities, teachers became moral role models who positively influenced students’ character development both inside and outside the classroom. The study concludes that strengthening teacher authority as moral capital is an effective strategy for realizing authentic, meaningful, and sustainable character education in elementary schools, as teacher authority should not only be viewed institutionally but also as a moral resource that significantly contributes to students’ personal and social development.

The empowerment of rural communities is a strategic effort to improve the well-being and economic self-reliance of communities in rural areas. One of the instruments developed by the government to support this objective is the establishment of Village-Owned Enterprises (BUMDes) as economic institutions managed by the village and the community in a participatory manner. This study aims to analyze the role of BUMDes in Semaran Village, Pauh Subdistrict, Sarolangun Regency, in empowering the rural community through the management of local potential, the development of productive business units, and the increase in community income. The research method used is a qualitative descriptive approach with data collection techniques through observation, interviews, and analysis of various business programs run by BUMDes. The results indicate that the Semaran Village Government plays a crucial role as a facilitator, initiator, mentor, and supervisor in the management of BUMDes Maju Bersama. The village government is involved in providing initial capital, institutional development, and training to enhance community capacity. Supporting factors for success include Village Fund support, visionary leadership from the Village Head, and active community participation. The main challenges faced include limited capital, a lack of business innovation, low human resource capacity, and limited market access. However, with effective and sustainable management, BUMDes have the potential to serve as a driving force for rural economic development as well as a means of inclusive and sustainable community empowerment.

Investment serves as a primary driving force in accelerating regional development and economic growth. This study aims to analyze the influence of investment on development and economic growth in Bandar Lampung City through a literature review approach based on previous research findings. As the center of trade and services in Lampung Province, Bandar Lampung holds strategic potential but continues to face challenges in infrastructure and human resource quality. The findings reveal that private investment, both Domestic Investment (PMDN) and Foreign Investment (PMA), consistently contributes positively and significantly to the growth of Gross Regional Domestic Product (GRDP) and employment absorption in Bandar Lampung. Investment generates a multiplier effect that stimulates productive sectors such as trade, services, and MSMEs. Beyond physical capital, synergy with human capital development is identified as a crucial factor in optimizing the impact of investment on community welfare. In conclusion, fostering a conducive investment climate through supportive policies and infrastructure improvement is essential to achieving sustainable economic development in Bandar Lampung.

Gillnet fisheries play an important role in supporting the local economy and the welfare of coastal communities. However, fishermen still face challenges related to unequal access to livelihood assets and high vulnerability to external factors such as seasonal changes, catch fluctuations, market pressures, and environmental conditions. This study aimed to analyze the level of vulnerability, identify livelihood assets, and formulate strategies for sustainable livelihood development among gillnet fishing communities. The study was conducted in Margasari and Muara Gading Mas Villages in September 2025 using a mixed-method approach, combining questionnaires, in-depth interviews, and field observations. Samples were selected through purposive sampling, and data were analyzed using descriptive quantitative and qualitative methods supported by a Likert scale. The results showed that fishermen’s vulnerability is relatively high (54.5%), affecting income stability. Social (81.4%) and natural (78.7%) assets are relatively strong, while human (38.6%), physic (48.3%), and financial (43.20%) assets remain relatively low. Limited education, lack of training, and restricted access to financial resources are the main constraints, leading to low adaptive capacity and limited livelihood diversification. Recommended strategies include improving human resource capacity, strengthening access to financial capital, and developing livelihood diversification based on local potential. These efforts are expected to enhance household economic resilience and support sustainable livelihoods among gillnet fishing communities.

The effectiveness of public sector organizations in delivering quality services and achieving their mandates depends critically on how they manage their human resources. This study examines the relationship between strategic human resource management (SHRM) practices and organizational performance in Indonesian public sector organizations. Employing a mixed-methods research design, data were collected from 312 public sector managers and HR professionals across 45 government agencies through surveys and 32 in-depth interviews. The research investigates five key SHRM dimensions: strategic recruitment and selection, performance management systems, employee development and training, compensation and rewards, and employee engagement. Findings reveal significant positive relationships between SHRM practices and multiple performance indicators including service quality, operational efficiency, employee productivity, and organizational innovation. Regression analysis demonstrates that SHRM practices collectively explain 47.3% of variance in organizational performance scores. Qualitative data illuminate implementation challenges including limited HR professional capacity, rigid civil service regulations, political interference, and resistance to performance-based management. The study identifies critical success factors such as top management commitment, alignment between HR strategy and organizational strategy, investment in HR analytics capabilities, and cultural transformation toward merit-based practices. Results indicate that high-performing public organizations distinguish themselves through systematic talent management, data-driven HR decision-making, continuous learning cultures, and stronger linkages between individual performance and organizational outcomes. This research contributes empirical evidence on SHRM effectiveness in public sector contexts and provides actionable recommendations for HR practitioners and policymakers seeking to leverage human capital for improved public service delivery.

The digital transformation of public administration represents a critical pathway toward modernizing governance, enhancing service delivery, and improving transparency in Indonesian government agencies. This study examines the current state of digital transformation initiatives across various levels of government in Indonesia, identifying key challenges and opportunities in implementing digital technologies within bureaucratic structures. Through a convergent parallel mixed-methods design combining surveys of 245 government officials from 32 agencies and in-depth interviews with 28 digital transformation leaders, this research reveals that while Indonesian government agencies have made significant progress, substantial barriers remain including limited digital infrastructure in remote regions, resistance to organizational change, insufficient digital literacy among civil servants, and inadequate legal frameworks. The overall mean maturity score was 2.87 (SD = 0.74), placing the average agency in the 'developing' category, with only 6% reaching the 'optimizing' level. The study identifies critical success factors: strong leadership commitment (β = 0.38, p < 0.001), citizen-centric design, comprehensive change management, and effective public-private partnerships. Findings indicate that successful digital transformation requires not merely technological adoption but fundamental organizational restructuring and cultural shifts toward data-driven decision-making and collaborative governance. Policy recommendations address digital infrastructure investment, human capital development, governance reform, and shared platform utilization. This research contributes to theoretical understanding of digital government in developing nations and provides practical guidance for policymakers navigating the complexities of public sector digitalization.