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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.

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.

This research uses a qualitative descriptive approach, namely by analyzing and describing the problems found. This research is based on primary data and secondary data. Primary data in this research was obtained using data collection techniques in the form of observation, interviews and documentation. Secondary data was obtained from books, previous research, and articles related to research related to employee job satisfaction. Researchers also used a data collection method in the form of a survey sent to 20 employees. The purpose of this research is to determine employee job satisfaction at PT. XYZ from various departments and also knows the factors that trigger job satisfaction for employees at PT. XYZ. The results of this research show that the majority of employees express a fairly high level of job satisfaction with their work, but there are still some employees who do not feel job satisfaction with their work or work environment. This research provides insight for company management which can enable the company to identify ways that can be implemented in an effort to increase employee job satisfaction at PT. XYZ. Thus, there will be an increase in overall company performance.

Special Job Exchanges, hereinafter abbreviated as BKK, are service units in secondary education units, higher education units, and job training institutions that provide manpower placement facilities to graduates related to the availability of job vacancies, data collection related to prospective workers, carry out debriefing and guidance activities, which Lastly is assistance. The Batam 1 SMK Negeri 1 Special Job Exchange has established partnerships or collaborations with 125 industrial companies, not only for apprenticeships, but also for job vacancies for graduates of SMKN 1 Batam. The purpose of this study is to determine the effectiveness of providing information and distributing labor (Case study of BKK SMKN 1 Batam). This study uses a qualitative descriptive research method. The data source for this research comes from primary data (18 informants) and secondary data (sourced from BKK). The results of the study were based on (1) indicators of achieving goals in an effort to increase the number of graduates being absorbed from special job fairs were not yet effective, (2) indicators of integration were already effective in terms of program socialization, and (3) indicators of adaptation from observations during the field showed that they had been effective. The conclusion of this study concludes that BKK is quite effective but its implementation has not been optimal. The suggestion from this research is to renew the strategy of the job market specifically in attracting companies to be able to recruit graduates so that the percentage of working graduates can increase every year.

Process scheduling algorithms play an important role in determining the performance of operating systems, particularly in managing CPU utilization and process execution efficiency. Ineffective scheduling mechanisms can lead to increased waiting time and reduced system performance. This study aims to model and simulate several process scheduling algorithms using MATLAB in order to evaluate their performance characteristics. The research method involves developing simulation models for selected scheduling algorithms, including First Come First Serve, Shortest Job First, and Round Robin. Performance evaluation is conducted based on key parameters such as average waiting time, turnaround time, and processor throughput. The simulation results demonstrate that each scheduling algorithm exhibits different performance behaviors depending on the workload characteristics. Shortest Job First produces the lowest average waiting time, while Round Robin offers better response time fairness for time-sharing systems. The findings indicate that simulation-based analysis using MATLAB provides an effective approach to understanding the behavior and performance trade-offs of process scheduling algorithms. This research contributes as a reference for selecting appropriate scheduling algorithms in operating system design and as a learning model for process scheduling analysis.

This study was conducted because several problems were identified where supervision carried out by the leadership was still not optimal. This is evidenced by the existence of violations committed by both those being supervised and those supervising. In addition, slightly loose supervision does not rule out the possibility of violations of the main duties and functions of inspectorate employees. Employee work motivation still fluctuates in the sense that it is not optimal. This can be seen from the attendance records and completion of work targets that are not in accordance with the time that has been determined. The performance of the Pangandaran Regency Inspectorate seems to be slowing down, many jobs are not completed on time and the targets that have been determined. Of course, it cannot be denied that with few personnel, and the implementation of supervision that must be carried out throughout the district, it certainly has an effect on all jobs that must be completed. The aim is to determine the effect of leadership supervision and work motivation on the performance of inspectorate employees in Pangandaran Regency. The method used in this study is qualitative descriptive research. Based on the results of the research and discussion, the following conclusions were obtained. Supervision of the leadership of the Pangandaran Regency Inspectorate tends to be very high, as well as employee performance which tends to be high. This provides a fairly strong relationship between leadership supervision and employee performance. The calculation results show that leadership supervision has a positive and significant effect on employee performance. The work motivation of Pangandaran Regency Inspectorate employees tends to be very high, as well as employee performance which tends to be high. This provides a fairly strong relationship between employee work motivation and employee performance. The calculation results show that employee work motivation has a positive and significant effect on employee performance.