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This research aims to explore strategies for maximizing human capital in the context of advancing artificial intelligence (AI) technologies within the workforce. The study employs a phenomenological approach to understand individuals' experiences and perceptions regarding AI integration in the workplace. Through purposive sampling, data were gathered from a diverse pool of professionals across industries. Semi-structured interviews were conducted to delve into participants' perspectives on the impact of AI on job roles, skill requirements, and organizational dynamics. Thematic analysis was employed to identify recurring patterns and emergent themes within the qualitative data. Preliminary findings suggest a nuanced interplay between AI technologies and human capabilities, highlighting the need for upskilling, retraining, and fostering adaptability among employees. The study contributes to the discourse on optimizing human resources amidst rapid technological advancements, offering insights for organizational strategies to harness the synergy between human expertise and AI innovations in the future workforce.      

Human Resources is one of the resources that determine the success of an organization. Proper management of human resources can create a strong managerial system to support the productivity and success of the company. Therefore, it is necessary to have factors that can form quality human resources. This article aims to explore employee performance which is influenced by transformational leadership and internal CSR. Internal CSR also has a role as an intervening variable between transformational leadership and employee performance. The research model is multivariate and the analysis will use SMARTPLS. The research was conducted at the Public Works and Spatial Planning Office of Grobogan Regency with 110 employees who participated in this study. The sampling method used accidental sampling. The results show that transformational leadership and internal CSR can affect employee performance. Internal CSR can act as a mediation between transformational leadership and employee performance.

Penelitian ini bertujuan untuk menguji pengaruh learning organisasi dan kompetensi sumber daya manusia terhadap kepuasan kerja dan kinerja pegawai. Selain itu penelitian ini  menguji pengaruh variabel intervening kepuasan kerja pada hubungan pengaruh learning organisasi dan kompetensi sumber daya manusia terhadap kinerja pegawai. Untuk menguji variabel tersebut, obyek yang digunakan adalah pegawai Badan Pengelolaan Keuangan Pendapatan dan Aset Daerah Kabupaten Batang sejumlah 135 orang pegawai.  Pengambilan sampel menggunakan teknik purposive sampling. Hasil penelitian menunjukkan bahwa learning organisasi dan kompetensi sumber daya manusia berpengaruh positif dan signifikan terhadap kepuasan kerja dan kinerja pegawai. Demikian juga pengujian hubungan tidak langsung learning organisasi dan kompetensi sumber daya manusia terhadap kinerja pegawai dengan kepuasan kerja sebagai variabel intervening terhadap kinerja pegawai yang menunjukkan hasil pengaruh positif dan signifikan.  

This study aims to analyze the challenges faced by the Sofyan-Jakarta hotel. First, the challenge of human resources, second, the challenge of literacy related to sharia hotels. The research method used is a qualitative method with a descriptive approach. The sources used are primary and secondary data sources. The primary data source was obtained from Mr. Riyanto Sofyan as the Owner of the Sofyan-Jakarta Hotel, and Dr. KH. Surahman Hidayat, MA as the Sharia Supervisory Board of the Sofyan Jakarta hotel. Secondary data sources were obtained from the literature. The data collection method used by the researcher was the interview, observation, and documentation methods. Based on the results of this study, first, the human resource challenges faced by the Sofyan hotel are; the lack of employees who have the ability to manage hotel operations on the one hand as well as mastery of sharia knowledge on the other hand and do not have work motivation as employees on the one hand and as preachers on the other. Then the second challenge is the lack of literacy related to sharia hotels so that the public is not yet able to recognize and distinguish between sharia and conventional hotels. Therefore, researchers recommend that routine weekly, monthly and quarterly training should be conducted for all employees. In addition, there must be cooperation with academics from various universities and Islamic mass organizations such as NU, Muhammadiyah, Persis, etc. in order to increase literacy related to sharia hotels.

Motivation is the most basic factor in educational institutions to mobilize the potential of human resources to foster enthusiasm in working with organizational goals. The second factor is the leader as a leader who is able to mobilize human resources. Sensitivity leaders are expected to understand the nature and human needs. The hierarchy of human needs is expected to be another consideration in motivating staff, teachers (ustadz) or employees. Five things human needs that need to be considered are: physiological, safety, social, esteem and self-actualization needs. If a leader puts forward human values ​​in motivating his subordinates, then productivity and success can be realized in the institution or agency he leads.