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This research explores the Specific Time Work Agreement (PKWT) between workers and PT. Astra Autoparts. Using qualitative methods and a normative juridical approach, this research not only refers to regulations and related literature, but also involves observations and interviews with HRD and contract workers at the company. From an Islamic legal perspective, research emphasizes that PKWT must fulfill the principles of justice, equality and protection of workers' rights. The concept of "fair" (‘adl) is in focus, where respect for workers' rights and prevention of exploitation are key. It is hoped that the PKWT is in accordance with Law No. 6/2023 to create a fair work environment. The research results show that PT. Astra Otoparts has implemented PKWT in accordance with Government Regulation Number 35 of 2021 and Law no. 6/2023 concerning Job Creation. However, there are obstacles such as incompatibility of worker qualifications, lack of understanding of work contracts, lack of understanding of labor laws, and lack of understanding of government regulations regarding PKWT. Therefore, efforts are needed to increase understanding and conformity in the implementation of PKWT in order to create a fairer work environment.

The implementation of the Job Creation Law (UU Job Creation) in Indonesia presents significant changes in employment regulations, especially regarding Specific Time Work Agreements (PKWT). This article evaluates the impact of the Job Creation Law on PKWT by analyzing changes in legal provisions that affect worker characteristics, rights and protection. The Job Creation Law introduces flexibility during the PKWT period, providing leeway for entrepreneurs to adapt working conditions to their business needs. However, this also raises concerns regarding the protection of workers' rights in certain time-based employment relationships. Efforts to clarify wage standards, benefits and social protection for workers in PKWT are the main highlight of this change. The importance of strict monitoring of the implementation of the Job Creation Law in the PKWT is crucial to ensure a balance between the interests of employers and workers' rights. Discussion and collaboration between the government, trade unions, employers and other stakeholders are essential to formulate fair and sustainable regulations for workers and equitable economic growth.

Problems regarding the status of Village-Owned Enterprises (often called BUMDes) which were originally business entities changed to legal entities after the enactment of the Job Creation Law, but in fact there are still many BUMDes that have not been registered as legal entities due to a lack of knowledge from the village government itself or there is no desire to do so. BUMDes is a legal entity. The aim of this research was to analyze problems regarding BUMDes regulations which state they are legal entities and the legal consequences if BUMDes is not registered as a legal entity. The method used in this research is normative juridical, using a statutory and conceptual approach.

The purpose of writing this journal is to find out more deeply how the public responds to the passing of the Job Creation Law. The method used is descriptive qualitative by explaining and describing existing conditions. Data collection techniques use literature studies by collecting secondary data taken from journals or previous research. The result of the discussion is that there are many people who do not agree with it because they consider that there are several articles that are problematic and controversial. The pro party is the government because this Omnibus Law exists because of the complexity that arises, namely about kining, taxation, land acquisition and other aspects related to investment.

In terms of the ratification of Perppu Number 2 of 2022 concerning Job Creation, this raises pros and cons in society. This is because the Supreme Court Constitutional Decision Number 91 / PUU-XVIII / 2020 states that Law Number 11 of 2020 is unconstitutional conditional and must be immediately revised within 2 (two) years from the time the decision is issued. One of the reasons is because in the formation of the Job Creation Law, it does not involve full community participation and is not guided by the principle of openness. But the government actually responded by issuing the Job Creation Perppu which was later passed into law by the DPR-RI. In fact, between Law Number 11 of 2020 concerning job creation and Perppu Number 2 of 2022 concerning job creation, it is relatively the same in terms of content. This study aims to examine a legal truth related to the mechanism for ratifying Government Regulations in Lieu of Law based on actual legal provisions. One of the legal provisions in the formation of laws and regulations is to make the principle of forming laws and regulations one of the conditions that must exist in the process of forming laws. One of its principles is the principle of openness. and the method used in this study is Normative. And in the results of this study, it shows that the ratification of the Job Creation Perppu is not in accordance with the mechanism for the Establishment of Laws and Regulations because it is not guided by the principle of openness.

There was a clear mission and goal when this law was created. The goals and objectives set are not just the product of legislative ideas but rather goals and targets that can be accepted and supported by the entire community. There are several conditions, namely: these regulations must: (1) be implemented correctly (2) be enforced as intended (3) not deviate from applicable principles and (4) support community goals. This scientific work research is normative legal research (normative juridical). This study examines community involvement in drafting laws discussed in normative juridical research and using the theory of law formation according to Philipus M. Hadjon, Aan Seidman, Robert B. Seidman, and Nalin Abeyserkere, Meuwissen, and Hans Kelsen and Hans Nawiasky. The main characteristic of direct political involvement is direct interaction between citizens and decision-makers, not through representative procedures. If a community-friendly Job Creation Law is to be designed, it must undergo review. Legislative laws are formed in large part by a multitude of elements that are fundamental to both national and state life. The principles of clarity, fairness, and usefulness are usually found in laws created through community involvement and oversight. In contrast, less participatory and adaptable regulations may conflict with principles of social benefit and justice.

The main problem in this research is to examine the issue of the concept of Law Number 11 of 2020 concerning Job Creation Using a Beneficial Approach, regarding the view of Islamic Law regarding Law No. 11 of 2020 concerning Job Creation, benefits of Law no. 11 of 2020 concerning Job Creation for workers and the existence of Law no. 11 of 2020 concerning Job Creation from a Sharia Economic Law perspective. The type of research used in this research is library research. The data sources used are primary data and secondary data. The results of this research are that the review of Islamic law in Law no. 11 of 2020 concerning Job Creation is a form of preserving the soul (hifzh al-nafs) in the principles of maqashid sharia as a means of maintaining their economic rights to survive. As for the benefits of Law no. 11 of 2020 concerning Job Creation that can be felt at this time, namely: creating jobs, encouraging investment, an easier and faster licensing system, and simplified investment requirements. The value of Sharia Economic Law is viewed from Law no. 11 of 2020 concerning Job Creation, providing sharia economic growth, especially in the sharia financial industry in Indonesia such as Sharia Banks, Non-Bank Sharia Financial Industry, Sharia Cooperatives and Sharia Capital Markets, in the future there will be great opportunities in running their business.

Small and Medium Enterprises (SMEs) play a crucial role in a country's economic growth. Therefore, lending to SMEs is an important element in supporting this sector. This study aims to evaluate bank performance in lending to SMEs, with a focus on efficiency, security and economic impact. This research methodology involves analyzing historical data from a number of banks that are active in supporting SMEs. Data includes the volume of credit disbursed, the interest rate applied, the credit approval process, and the non-performing loan ratio. Apart from that, the economic impact of credit provided to SMEs is also evaluated through business growth, job creation, and contribution to local GDP. The research results show variations in bank performance in lending to SMEs. Certain banks achieve high levels of efficiency in the credit approval and monitoring process, while others may face challenges in managing credit risk. The economic impact of credit to SMEs is positive, with significant business growth and job creation having a positive impact on the local economy.  

This study aims to examine the effect of competence and incentives on the work stress of PT Poetra Niaga Jaya's employees. The importance of the discussion on human resource management (HRM) that humans are the most important element in all organizations, and the success of an organization to achieve its goals is largely determined by the ability to manage human resources precisely. Improved HR management will support the creation of effective employee behavior in carrying out tasks.The method used in this research is quantitative research by distributing questionnaires. The population of this research is all 58 employees of PT Poetra Niaga Jaya. Variables are measured with a Likert scale. The model of data analysis used to answer hypotheses is multiple regression.Based on the results of multiple linear regression testing competencies and incentives have a significant and significant effect on PT Poetra Niaga Jaya Employee Stress. Partial test results, the results of this study stated that Competence has a significant effect on Job Stress and Incentives also have a significant effect on Employee Stress at PT Poetra Niaga Jaya.

The present study explores the implementation of talent management at Anak Langit Educational Institution, aiming to design a comprehensive talent management framework tailored to the organization's unique needs. The research uses a qualitative approach to identify talent criteria, assess selection methods, and examine on-boarding, development, and retention practices. The findings reveal that Anak Langit demonstrates a strong commitment to shaping a 'rabbani' generation through structured talent management practices. The institution actively engages in recruitment using various methods, including social media promotion and campus relations. Talent development primarily consists of workshops and training programs, with opportunities for individual skill enhancement. Performance evaluation extends beyond job performance to personal development and interpersonal skills. In talent retention efforts, Anak Langit provides informal appreciation, support, and work-life balance programs. However, the study suggests opportunities for further development, such as the creation of detailed talent management guidelines for transparency and effectiveness. The comprehensive talent management framework proposed includes specific talent criteria, a Talent Development Center, Key Performance Indicators (KPIs) implementation, and flexible individual development plans, ensuring a structured, flexible, and individual-focused approach.

Tourism is a creative economy-based service industry that is very important for the progress of the Unitary State of the Republic of Indonesia. Tourism in Indonesia has great potential and makes a significant contribution to the economy, job creation, infrastructure development and community empowerment, including in rural areas. With good and sustainable management, tourism can grow in a sustainable manner and provide long-term benefits. Selection of tourist attractions can be adjusted to the goals of each tourist. The tourist village is a tourist attraction that can be developed and can make a positive contribution to the people of Jombang. The tourist spot chosen in this research is Sumber Biru tourism area. The implementation method used in this study is a qualitative approach with types of observation, documentation, and literature studies to obtain information about the problems faced by blue tourism sources starting from tourism development such as repairing or updating photo spots and obstacles in tourism promotion. The population in this activity were managers and visitors to the Sumber Biru tourism area which had been analyzed by KKNT students. In this community service, the team hopes to contribute more to Wonomerto village so that it can have a positive impact on local residents, especially on Sumber Biru tourism.

The study aimed to analyze the concept of a Limited Liability Company after the enactment of Law Number 11 of 2020 concerning Job Creation, especially concerning the concept of capital association paradigm. This normative legal research uses a statutory, conceptual and comparative approach. The results shows that after the enactment of the Job Creation Law, there is a new form of legal entity, namely an Private Company which is specifically for MSE actors with the aim of facilitating business development for MSE actors by being able to form a legal entity with only one person as the founder/shareholder. This has indicated a change in the paradigm of Limited Liability Companies as a capital association. It is in the form of expansion of the concept of a Limited Liability Company where the establishment of a Private Company for MSEs was founded by 1 (one) person. This is nothing new considering Article 7 paragraph 5 and paragraph (7) of the Company Law that a company can be established only by one shareholder as in the establishment of BUMN and BUMD which is also regulated in the BUMN Law and PP. 45 of 2005 which allows the shares of Persero to be wholly owned by the state.

This study aims to clearly describe the regulation of regulations that examine changes in the Employment Copyright Act, the legal consequences that can be caused to companies if they do not provide severance pay at the time of Termination of Employment and Government Regulation no. 35 of 2021. This type of research uses a normative juridical research model. Based on the Employment Act, a person who has retired, his rights and severance pay must be paid in accordance with the mandate of Article 156 paragraph (1). The results of this study are 1). based on several legal provisions as mentioned above, we can conclude that the retirement age in 2022 is at the age of 58 (fifty eight) years, 2). the current regulation regarding layoffs does not have to go through the determination of the Industrial Relations Court (PHI), the Company only needs to inform the workers of the intent and reason for the layoffs. If the worker refuses to be laid off, the worker can propose bipartite negotiations to the company and if a meeting point does not occur, mediation can be carried out, up to a settlement at the PHI, 3). different arrangements between the Manpower Act and the Job Creation Act. Among them is the amount of entitlement to severance pay. In the Manpower Act, a person who retires gets a severance pay amount of 2x (twice) the provisions of Article 156. While in the Employment Act it is 1.75 (one point seventy-five) from Articles 156, 4). criminal law provisions in the Copyright Act, if the employer does not provide severance pay in accordance with applicable legal provisions to workers who have been laid off due to entering retirement age. This is not regulated in the manpower law which is more civil in nature in terms of resolving disputes over layoffs.

This paper discusses the industrialization strategy with a focus on the pattern of Small and Medium Industries (IKM) and Micro, Small and Medium Enterprises (MSMEs) in Indonesia. Industrialization has become one of the important efforts to drive a country's economic growth. In the Indonesian context, SMEs and SMEs have a significant role in economic development and job creation. This paper outlines existing patterns in the SMI and MSMEs industry in Indonesia, and describes strategies that can be used to encourage the industrialization of these sectors. In this analysis, several important factors will be discussed, including government policy support, infrastructure development, access to capital and technology, and capacity building and training.

Micro, small and medium business (MSME) activities are one of the business fields that can develop and are consistent in the national economy. Micro, small and medium enterprises (MSMEs) are a good place for the creation of jobs planned by the government, private sector and Village, Galis District, Pamekasan Regency individual business actors. Micro, Small and Medium Enterprises (UMKM) at Ponteh  expands fastly. A lot of business create larger job opportunity in order to reduce unemployment people. One of the idea on empowering UMKM in information technology era is by establishing central communication of UMKM based on Website. By making web marketing media, besides it provides information about UMKM development in Ponteh, it can be functioned to access for any information of production factors. In addition, it can communicate with another UMKM globally to extend the networks. But some employers are constrained by rising raw material prices, the limited of human resources, has a problem in the capital, lack of infrastructure and lack of access to product marketing.

The purpose of this study is to discuss how a servant leader is an honest, responsible leader and can delegate tasks to his subordinates. Higher education rectors in implementing servant leadership can also increase the satisfaction and performance of the lecturers they lead. Work discipline can encourage the creation of satisfaction and performance of lecturers in tertiary institutions. This research was conducted with the aim of knowing the impact of work discipline, compensation, servant leadership and job satisfaction on the performance of lecturers at the Indonesian Muslim University. This study used a quantitative approach with a total of 52 respondents as research subjects. Methods of data processing using path analysis (path analysis) and descriptive statistical methods. From the results of the study it was concluded that servant leadership does not have an effect on job satisfaction, compensation has a positive effect on employee performance, the greater the compensation, the greater the employee morale, work discipline has a positive effect on job satisfaction, servant leadership has a positive effect on lecturer performance, discipline work has a positive effect on lecturer performance, and job satisfaction has no effect on lecturer performance..    

Problems related to labor or labor are problems that often occur in developing countries, one of which is Indonesia. Termination of Employment (PHK) is something that is feared by workers due to economic conditions which have an impact on companies that have to go out of business and this results in unilateral layoffs by the company. One of the implementing regulations for the Job Creation Law that has been issued is Government Regulation Number 35 of 2021 concerning Work Agreements for Specific Periods, Outsourcing, Working Time, Work Relations and Rest Periods, and Termination of Employment (PHK). Article 15 states that employers are required to provide compensation money to workers or laborers whose employment relationship is based on a Specific Time Work Agreement (PKWT). Compensation money as referred to in Article 15 paragraph (1) PP Number 35 of 2021, is given to workers/laborers who have had continuous service for at least 1 (one) month. Compensation is everything that is received by workers, both physical and non-physical. The form of compensation given can be in the form of money or goods that are given directly or indirectly. Regulations regarding compensation are regulated in Law Number 13 of 2003 concerning Manpower and Government Regulation Number 35 of 2021 concerning Work Agreements for Specific Periods, Outsourcing, Working Time and Break Time and Termination of Employment. The compensation given by Hotel X to Mrs. S is in accordance with Article 16 of Government Regulation Number 35 of 2021 concerning Work Agreements for Specific Time, Outsourcing, Working Time and Break Time and Termination of Employment. Where Mrs. S demanded compensation from Hotel X with the calculation of the remaining salary withheld due to covid reasons, overtime pay, and leave money.

The legalizing of the work act sparked deep-rooted controversy in society, even since it was first proposed by the President. This situation is highly reasonable, especially with new society conditions emerging from the covid-19 pandemic, misunderstandings are natural and disagreements are easy. The copyright law was hasty as it revised dozens of existing laws. Omnibus law appeared on President Joko Widodo's proposal on his inaugural address to the people's assembly on October 20, 2019. The President proposed omnibus law to have overlapping regulations eliminated. The government has also expressed hope with the growing number of pollutive Omnibus Laws in the public and has also attracted foreign investors to invest in Indonesia. Omnibus law has generated controversy in society as it overcomes most of the previous legislation with the new one. This new act. Omnibus law provided an easier passage, as regulations and permits impeded increased construction.

Green Economy is an economic approach that focuses on sustainable development and utilization of resources, by integrating economic, environmental, and social aspects by involving changes in mindset and lifestyle. With the expectation that people are expected to adopt sustainable behaviors and consumption such as reducing waste, supporting environmentally friendly products, and recycling. The main goals of a green economy are to reduce negative impacts on the environment, including reduction of greenhouse gas emissions, protection of biodiversity, conservation of water resources, and effective waste management.  Green economy not only focuses on environmental protection, but also involves social and economic aspects. This includes improving social welfare and improving quality of life through sustainable job creation, increased access to basic services, and community empowerment in decision-making that impacts the environment. There are several important aspects in realizing a green economy through policies and regulations to encourage the transition to a sustainable economy that considers environmental and social aspects that support the green economy in realizing the transition to a sustainable economy. The second is investment in renewable energy that uses energy such as solar power, wind power, hydroelectricity, biomass and geothermal energy. The third is sustainable infrastructure development, the fourth is community empowerment and the fourth is collaboration between the public and private sectors.

Youth unemployment remains a strategic issue in social and economic development, particularly at the community level. Limited formal employment opportunities, low entrepreneurial skills, and restricted access to information and capital have constrained youth economic independence. This community service program aims to accelerate employment growth through youth entrepreneurship development based on a business incubator approach in RT 013, Lubuk Gaung Sub-district, Sungai Sembilan District, Dumai City. The program employed a community organizing approach through participatory counseling, interactive discussions, and initial business mentoring. The results indicate a significant improvement in youths’ knowledge, skills, and entrepreneurial attitudes, particularly in business planning and micro-enterprise management. Furthermore, a shift in orientation from job seekers to job creators was observed, along with the emergence of collective business initiatives and increased awareness of entrepreneurship as a means of job creation. This program contributes to accelerating employment growth and  strengthening youth-based local economic development