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The village is one of the jurisdictions of the legal community which has the boundaries of the territory authorized to regulate and administer government affairs. In this case the role of village government is very important because it concerns the service to the community. The maximum productivity of the village apparatus is one of the things that makes the government's goal achievable. This study uses a descriptive method with a qualitative approach, conducting direct interviews with Kebumen Village officials and the people in that village. Based on research and analysis of performance indicators quality of work and quantity of work of the Kebumen Village Apparatus in carrying out their duties is considered not optimal, especially when there are still violations of work discipline, the violations related to working hours. Some factors inhibiting the performance of village apparatus in the form of a lack of number of village apparatus and a lack of development quality of human resources in Kebumen Village Apparatuses. It is necessary to make efforts to develop human resources for Kebumen Village Apparatuses to improve technical, theoretical and work discipline capabilities to improve apparatus performance Kebumen village.

The problems in this study are regarding the carrying capacity of human resources at the Regional Secretariat of Pangandaran Regency, the management of Regional Assets at the Regional Secretariat of Pangandaran Regency, the factors that hinder the carrying capacity of human resources in implementing Permendagri No. 17 of 2007 at the Regional Secretariat of Pangandaran Regency and the efforts made to improve the carrying capacity of human resources in implementing Permendagri No. 17 of 2007 at the Regional Secretariat of Pangandaran Regency. The purpose of this study is to determine the carrying capacity of human resources at the Regional Secretariat of Pangandaran Regency, to determine the management of Regional Assets at the Regional Secretariat of Pangandaran Regency, to determine what factors hinder the carrying capacity of human resources in implementing Permendagri No. 17 of 2007 at the Regional Secretariat of Pangandaran Regency and to determine what efforts are made to improve the carrying capacity of human resources in implementing Permendagri No. 17 of 2007 at the Regional Secretariat of Pangandaran Regency. The research method used in this study is a qualitative research method because it is a study that can be used to reveal problems in the work life of government organizations so that it can be used as a policy to be implemented in order to achieve the goals that have been set. The results of the study obtained are mainly the limitations of human resource support, both quantity and quality, which causes the management of Regional Property at the Regional Secretariat of Pangandaran Regency to be less than optimal and at the same time becomes an inhibiting factor in implementing Permendagri No. 17 of 2007 so that efforts are needed as a solution for future improvements.

One way to produce good representative performance is to have satisfactory scientific knowledge. Ability has an impact on employee performance. Skills and knowledge are not the only components of ability. Capacity as information can be framed through training and experience, while ability is formed from training. One of the abilities that can be monitored by workers themselves is the ability to appreciate individuals deeply. The ability to appreciate people more deeply can help someone utilize their mental capacity (information) according to their greatest potential. Emotional intelligence needs to be cultivated in order to maximize its potential in boosting employee performance. This research aims to determine the potential impact of emotional intelligence in human resources on the quality and quantity of a company's output.  

This research explores the strategies implemented by entrepreneurs in East Java to enhance industrial productivity through human resources development (HRD). Within the dynamic economic context and diverse industrial structure, this study aims to identify and analyze innovative strategies used by entrepreneurs to address challenges related to the quality and quantity of competent human resources. The research methodology employed a qualitative approach with document analysis and secondary data from various relevant sources. Findings highlight the importance of collaboration among industrial sectors, government, and educational institutions in improving HRD quality, alongside enhancing effective implementation of Occupational Health and Safety (OHS) policies in workplaces. The implications of this research suggest adopting HRD-focused strategies and improving OHS practices to enhance industrial competitiveness in East Java and support sustainable economic growth.

Human resources as a resource in a company have a strategic role compared to other resources. Humans play a very important role in the development of a company. If a company has higher quality human resources than its competitors, then its performance will definitely increase. Human resource and competency planning in a company plays an important role in improving human resources, especially in terms of employee performance, employee performance to help achieve company goals. In this case, employee performance is a result that can be achieved by an individual or group of people in a company organization according to quantitative or qualitative aspects, considering employee compensation. Apart from that, a mismatch between an employee's competency (the employee's educational background and skills) and their job can also make the employee uncomfortable with what they are doing. This of course greatly affects the level of work productivity in the company. Competencies can clarify work standards and expectations that the company wants to achieve and can make it easier for companies to align work behavior with organizational values. Apart from that, HR planning as an activity is a process of how to meet current and future workforce needs for an organization. In meeting current workforce needs, the HR planning process means efforts to fill/cover workforce shortages both in quantity and quality. HR planning emphasizes forecasting efforts regarding workforce availability based on needs in accordance with future business plans.

Human Resource Management (HRM) in agribusiness has an important role in increasing the efficiency and productivity of agribusiness businesses. Agribusiness as an important sector in the Indonesian economy requires qualified and competent human resources to improve the quality of the products and services produced. Therefore, agribusiness human resource management must be able to improve the quality and quantity of agricultural production, as well as increase the ability of farmers and breeders to face market changes and environmental changes. In this paper, we will discuss the development of agribusiness human resource management in Indonesia, including strategies that can be used to improve the performance and success of agribusiness businesses.  

This research was conducted with the aim of analyzing the relationship between the implementation of employee engagement, quality of work life and organizational commitment to nurses at Unand Hospital in 2023. This research was carried out at Unand Hospital throughout 2024 using a mix methods research method . This method was used. This was carried out with the aim of knowing the frequency distribution of the relationship between employee engagement, quality of work life and organizational commitment to the turnover intention of nurses at Unand Hospital and being able to explain this further through informant interviews. The research results then showed that there was a negative relationship between the employee engagement of nurses at Unand Hospital, the lower the level of turnover intention of nurses at Unand Hospital, the quality of work-life of nurses had a negative and significant effect on the turnover intention of nurses at Unand Hospital and organizational commitment had a negative and significant effect on the turnover intention of nurses at Unand Hospital. significant impact on the turnover intention of nurses at Unand Hospital. So this shows that if the implementation of employee engagement , quality of work life and organizational commitment is increasingly improved, the level of turnover intention that occurs will decrease. This was also expressed by nurses who stated their low level of turnover intention. while working at Unand Hospital due to the comfort of work, harmony with co-workers and greater career and study opportunities at Unand Hospital. So it is hoped that Unand Hospital will maintain the quality and quantity of its human resources by increasing employee engagement, quality of work life and organizational commitment so that it has an impact on the quality of service delivery to the public.

The spiritual and physical care of prisoners is very influential in life, starting from religious life and health. This formation means that all efforts are made to raise awareness and always maintain regularly the existence of religious and health values, with the aim that human behavior always remains within the norm. -good norms. The aim of this research is to find out the implementation of spiritual and physical care for prisoners at the Class IIB Tanjung Pura Narcotics Correctional Institution, the obstacles in implementing spiritual and physical care for prisoners at the Class IIB Tanjung Pura Detention Center and the efforts of the Class IIB Tanjung Pura Detention Center to overcome obstacles in the implementation of spiritual and physical care for prisoners. This research is included in descriptive research with the type of Normative juridical research using qualitative analysis methods. From the results of the research, the Class IIB Tanjung Pura Detention Center fulfills the rights of inmates in the form of providing spiritual care for inmates in the form of religious formation activities and the implementation of worship, while the implementation of physical care in the form of maintaining body fitness through morning exercise, sports, channeling hobbies through art. , recreation with family visits as well as support in providing proper and adequate nutrition and health care. The obstacles experienced by the Class IIB Tanjung Pura Detention Center in fulfilling the right to spiritual and physical care include the limited budget of the Class IIB Tanjung Pura Detention Center, human resources in terms of quality and quantity, and the facilities at the Class IIB Tanjung Pura Detention Center are inadequate. The efforts of the Class IIB Tanjung Pura Detention Center to overcome obstacles in implementing spiritual and physical care for prisoners include maximizing the use of the budget of the Class IIB Tanjung Pura Detention Center, providing training and using the services of lecturers, maximizing the facilities of the Class IIB Tanjung Pura Detention Center.

This research discusses the implementation of the Digital Population Identity (IKD) application at the Disdukcapil of Tanjungpinang City in the context of E-Government. The implementation of digital identity technology as an effort to improve the efficiency of public services faces a number of challenges, including communication, resource availability, disposition, and bureaucratic structure. In terms of communication, Disdukcapil Kota Tanjungpinang uses social media and goes directly to the field to socialize and activate the IKD application. Challenges arise from people who are still unfamiliar with technology, requiring further efforts in assisting the use of the application. Resources, such as a lack of budget and dedicated teams can hinder effective implementation. Although existing teams have been empowered in the past, further attention needs to be paid to the balance of quality and quantity of human resources. The disposition of Disdukcapil officers in helping people activate IKD is positive. Within the bureaucratic structure, despite the shortage of personnel, coordination and division of labor are quite good. This research uses qualitative research methods by obtaining primary data in the form of interviews at the Tanjungpinang City Population and Civil Registration Office directly and documentation, as well as secondary data obtained from media information, the internet and other documents. In conclusion, the implementation of IKD faces several obstacles, but good communication and disposition efforts show seriousness in realizing the success of the program. Suggestions that the author can give are for the Disdukcapil of Tanjungpinang City to increase the effectiveness of implementation through strengthening communication, increasing human resources, and evaluating the bureaucratic structure on going basis.

The factors that can affect the delay in the completion of road construction projects within the government of the Depok City Public Works Agency which are obtained from the analysis are poor material procurement; insufficient human resources; less than optimal contract management; procurement of construction equipment that is not managed; there is a request for changes to the work being done; financial problems; poor construction work monitoring and control; negative intervention from the community; slow decision making by the owner and changes in field conditions (weather, accidents, etc.). Based on the relative index method, the most influential factors are: 1. Unmanaged procurement of construction equipment 2. Changes in field conditions. Meanwhile, in the factor analysis method, it is obtained: Inadequate human resources (in the form of quantity and quality) less incompatible with the existing location of activities CCO (Contract Change Order) often occurs.

The SIAP application (Presence Activation Information System) has been implemented at the Personnel and Human Resources Development Agency since 2022. Although good attendance has been the first step, it also requires optimal bureaucratic performance as an effort to achieve institutional goals. The purpose of this study is to evaluate whether the use of the SIAP Application (Presence Activation Information System) has an influence on employee performance at the Personnel and Human Resources Development Agency (BKPSDM). This study used quantitative methods and involved the entire population, namely 38 employees of the Civil Service and Human Resources Development Agency. Data collection was carried out through distributing questionnaires to all BKPSDM employees as respondents, documentation and observation. The results of the analysis using the T test show that the significant value (0.002) is smaller than the probability of 0.05. Therefore, it can be concluded that the null hypothesis (Ho) is rejected and the alternative hypothesis (Ha) is accepted, which means "The use of the SIAP application has an influence on employee performance (Y)." Although the SIAP Application Usage Variable (X) and the Employee Performance Variable (Y) are related, respondents' responses show some shortcomings related to the use of the SIAP Application (Presence Activation Information System), such as unstable network access constraints. Nevertheless, good attendance still has a positive effect on improving employee performance. Employee Performance Evaluation shows deficiencies in the indicators of Quality, Quantity, Timeliness, and Independence.