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The Operational Aspect in Islam emphasizes that production activities must benefit humanity or be related to meeting human needs. For example, the selection of raw materials should not come from haram sources, the production process should be free from activities prohibited by Sharia, production should not be excessive, and there should be no waste. The Islamic view on human resources emphasizes that all workers are huan beings, not robots or business tools. A A Business Feasibility Study refers to an analysis of a business plan, both prior to its implementation and once the business is operating on a regular basis. The aim of this study is to evaluate the operational aspects and human resource management within the feasibility study of the Islamic-based convection business, Brand 57 Busana Pekalongan. This research employs a qualitative approach. The data were collected through field research, which involves conducting the study directly at the site where the phenomena related to the research problem occur. The techniques applied for data collection include observation, interviews, and documentation The result of this study indicate that the Brand 57 Busana pekalongan is feasible in terms of operational and human resource management aspects from a Sharia businesss feasibility study perspective because it has chosen a strategic location, good product quality, adequate production capacity, and technology utilization. In addition, the brand 57 Busana Pekalongan convection is deemed permissible for operational production activities from an Islamic perspective, such as production activities based on Islamic values and Maqashid Syariah. In the implementation of human resources management, the Brand 57 Busana Pekalongan convention has implemented job descriptions, a Muslim work ethic, a fair and decent salary distribution system.

The purpose of this study was to determine whether employee productivity affects the job desk. To determine whether the work system affects the job desk through employee productivity as an intervening variable. To determine whether work procedures affect job desks through employee productivity as an intervening variable. The research methodology was carried out using quantitative research with 33 respondents of PT Hear Life Medan employees.  From the results of hypothesis testing that has been done, H0 is rejected and Ha is accepted. This shows that the work system, work procedures and job descriptions have a significant influence on employee productivity The effect of the work system on employee productivity can be seen from the coefficient of determination (R2). Based on the calculation results, the R2 value is 0.775. This means that the work system only provides an influence of 75.5% on employee productivity, while the remaining 24.5% is influenced by other factors.

This Community Service Program aims to enhance the practical abilities of educational staff in understanding and implementing the Electronic Employee Performance Target (e-SKP) system within the Faculty of Economics and Business, Cenderawasih University. The training program was designed to meet the needs of staff for practical knowledge regarding digital performance appraisal systems in accordance with the latest civil service regulations. The training applied an andragogical approach, emphasizing adult learning experiences through simulations, focused group discussions, and hands-on practice in using the e-SKP application. The resource person, Sukrisman, S.T., M.Cs., provided technical guidance and interactive assistance throughout the activity. The results indicated an improvement in participants’ knowledge and skills in operating the e-SKP application, as evidenced by their ability to independently prepare performance reports and actively engage in evaluation discussions. Moreover, participants gained a better understanding of the relationship between job descriptions, positions, and daily logs with performance indicators measured through e-SKP. Future development of this program will focus on implementing a study-program-based approach and integrating the e-SKP system with the faculty’s overall performance planning framework.

The development of information technology has driven significant transformations in human resource (HR) management, including in the aspects of compensation and job description adjustments. Digitalization in HR management not only simplifies administrative processes but also has the potential to increase employee satisfaction and loyalty through transparency, speed, and ease of access to information. This study aims to analyze the effect of digital compensation and job description adaptation on employee loyalty at AK-Tekstil Solo, a labor-intensive company in the textile industry. The research method uses a quantitative approach with a survey design. Data were collected through questionnaires distributed to a number of employees as respondents, then analyzed using multiple regression analysis techniques to test the effect of independent variables on the dependent variable. Digital compensation in this study was measured by aspects of transparency, payment speed, and ease of access, while job description adaptation was assessed by role clarity, task flexibility, and communication between management and employees. The results show that digital compensation designed with a transparent, accurate, and easily accessible system contributes positively to job satisfaction, which in turn increases employee loyalty to the company. Similarly, job description adaptation carried out in a structured manner and accompanied by clear communication has been proven to strengthen employee commitment and attachment to the organization. These findings provide strategic implications for company management, particularly in labor-intensive industries, to develop digital-based compensation systems that are not only efficient but also foster trust and fairness. Furthermore, management needs to ensure job descriptions are adaptive to changes in the work environment so that employees continue to feel valued and relevant to the company's goals. Implementing this strategy is expected to create a stable, productive, and sustainable work environment.  

study aims to analyze the influence of job description on employee performance at the Sumenep Regency Population and Civil Registration Office. The background of this research is based on the importance of clarity of job descriptions in supporting the optimal performance of employees, especially in public service agencies that deal directly with the community. This study uses a quantitative approach with the Partial Least Square (PLS) data analysis technique through the help of Smart PLS 2.0 M3 software. Primary data was obtained through the distribution of questionnaires to 20 respondents who were selected using the purposive sampling technique. The results showed that job description had a positive and significant effect on employee performance, with a path coefficient value of 0.808 and an R-square value of 0.652. This shows that the clearer the job description received by employees, the higher the level of performance produced. Job descriptions play an important role in improving work efficiency, minimizing role conflicts, clarifying responsibilities, and supporting an objective performance evaluation process. This study suggests that government agencies regularly update and socialize job descriptions to all employees to improve the performance of individuals and organizations as a whole.

This study aims to obtain an overview of Human Resource Management (HRM) practices at the Fisheries Service of Gorontalo Regency. A descriptive qualitative approach was used in this study, with data collection techniques through interviews, observations, and documentation. The results of the study indicate that planning is carried out through a recruitment process that includes identifying needs, preparing job descriptions, and the orientation process for new employees. In terms of organization, service digitalization is applied to accelerate administration, increasing HR capacity through training, and involving the community in fisheries policies, which have been proven to increase service efficiency by up to 80%. However, implementation has not been optimal due to limited time, resources, communication constraints, and budget constraints. Work supervision involves leaders, supervisory positions, and other relevant parties, with leaders playing a central role in ensuring employee performance. Motivation is provided by providing opportunities for skill development and rewards for performance. Performance evaluations are carried out periodically to measure the achievement of organizational targets and goals. These findings provide important insights into efforts to improve the quality of human resource management in the public service sector.

Job analysis serves as a strategic instrument in human resource management (HRM), forming the basis for organizational structure design, job descriptions and specifications, and supporting employee evaluation and development processes. This study employs a literature review approach involving 50 articles, narrowed down to 5 core sources to explore the critical role of job analysis. Findings indicate that job analysis not only enhances employee performance and job satisfaction, but also supports optimal placement based on competencies and personality profiles such as the DISC approach. Job analysis has proven effective in the education sector and holds broader potential for implementation across various industries.

Employee performance is a measure of organizational progress and development, and is the key to the success of human resource management practices. This study aims to empirically test and prove the mediating role of work engagement on the relationship between meaningfulness of work and ethical climate on employee performance. This study involved the use of Partial Least Square to analyse data collected from 51 employee of Dinas Sosial Kabupaten Gresik. The sampling technique used in this research was saturation sampling method. The results of this study indicate that meaningfulness of work and ethical climate have a significant positive effect on work engagement, meaningfulness of work does not have a significant effect on employee performance, ethical climate and work engagement have a significant positive effect on employee performance. The analysis reveals that work engagement fully mediates the relationship between meaningfulness of work and employee performance, and partially mediates the relationship between ethical climate and employee performance. A good understanding of the meaningfulness of work and a positive ethical climate in the organization encourages work engagement among employees. However, the mismatch between skills and employee job descriptions, lack of employee comfort in working and lack of employee experience in the work they do means that employees cannot provide optimal performance. Ethical climate can also encourage employees to act in the best way at work, meanwhile, work engagement can encourage employee spirit.

One of Halim Perdanakusuma Airport (HLP) units is the Terminal and Landside Service unit. Terminal Inspection Service (TIS) units in the unit and Customer Service (CS) have different job descriptions. However, at this HLP airport, some employees do work that is not part of their job description, namely TIS unit employees who do CS work, or vice versa. This condition indirectly impacts the workload and self-efficacy of employees in the TIS and CS units on work stress. This study aims to determine whether there is an influence between workload and work stress, the influence of self-efficacy on work stress, the influence of workload and self-efficacy simultaneously on work stress, and the coefficient of determination. This study uses a quantitative method with partial test hypothesis testing and simultaneous testing. Data was collected by distributing questionnaires containing 36 questions to 30 employees from the TIS and CS units. Before being distributed, the data had been validated and reliable. The data was then analyzed using the t-test (partial test), the f-test (simultaneous test), and the coefficient of determination. The study's results showed that (1) workload significantly affected work stress with a sig. Value of 0.000; (2) self-efficacy significantly affected work stress with a sig. Value of 0.000; (3) workload and self-efficacy simultaneously affected work stress with a sig. value of 0.000; and (4) the coefficient of determination obtained a result of 72.9%.

Work-life balance is a condition where an individual is able to maintain a balance between the world of work and personal life in a sustainable manner. This balance is something that is expected by every employee, including non-managerial employees of the HCGA division of PT XYZ. The main objective of this study is to determine the achievement of employee work-life balance as reviewed from three aspects, namely time balance, involvement balance, and satisfaction balance. In addition, this study also identifies factors that support and inhibit the achievement of work-life balance in employees. This study uses a qualitative descriptive approach, namely by describing and analyzing the problems that arise. Qualitative research is based on primary data and secondary data. Primary data in this study were obtained by conducting observations, interviews, and documentation, while secondary data were obtained through books, previous research, and articles related to the research. The results of the study indicate that not all employees are able to achieve optimal work-life balance. Some employees, especially those from the recruitment and general affairs departments, feel that they have a good work-life balance thanks to work flexibility and the ability to manage time. However, employees from the people development and administration departments of HCGA actually experience difficulties due to excessive workload, additional tasks outside of their job descriptions, and lack of team management from superiors. The support of coworkers who help each other and create a supportive work environment is one of the main supporting factors in achieving work-life balance. On the other hand, work pressure outside of working hours and ineffective communication are obstacles that are often faced. This study only uses one variable so that it cannot fully describe the relationship with other aspects such as work stress or job satisfaction. Therefore, further research is recommended to explore more variables in order to provide a more comprehensive understanding of work-life balance in the work environment.  

The research carried out has the aim of examining the role of job analysis in an organization and its influence on employee performance. Job analysis is a procedure used to determine the demands and duties of a position as well as the characteristics of individuals who are suitable to fill the available positions, so that this job analysis can increase employee effectiveness and performance. The method used in this research is a literature study by reviewing 30 journals related to job analysis and employee performance. The results of this research also show that there is a positive influence between job analysis and increasing employee performance. Other influencing factors in ensuring individuals are matched to appropriate positions such as job descriptions and job specifications play a very important role. Apart from that, this research also found that job analysis also influences increasing employee job satisfaction, which will also increase employee performance. The suggestions in this research are the need for regular updates to job analysis, job integration into human resource management, and also evaluations that impact job analysis on employee performance.

This research aims to determine the effect of rewards and job descriptions on the performance of PT employees. Sharia Pawnshop Ginte Market Branch. The population in this study was 30 employees, consisting of 20 permanent employees and 10 contract employees at PT. Sharia Pawnshop Ginte Market Branch. The sample in this study was 30 employees of PT. Sharia Pegadaian Pasar Ginte Branch uses a saturated sampling technique so that the entire population is used as a sample in this research. Data collection techniques use observation, questionnaires and literature study, data analysis techniques use multiple linear regression. The research results show that partially and simultaneously rewards and job descriptions have a significant effect on the performance of PT employees. Sharia Pawnshop Ginte Market Branch.