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Employees are one of the company's assets, their position is very important in order to advance the company, so companies need to pay attention to their employees. On the other hand, employee performance itself will be determined by employee job satisfaction with the company, so paying attention to employee job satisfaction becomes important in order to improve company performance. Among the many factors that influence employee job satisfaction, inflation is one factor that has a fairly strong influence on job satisfaction. In Indonesia, cases of industrial disruption tend to remain high, one of which is caused by problems with the settlement system implemented by companies which are not in line with expectations. This situation shows that the settlement system for related components, the principles and objectives of providing compensation have not been properly understood. Compensation as a system consisting of salaries, incentives and allowances received by employees, each component according to its characteristics has principles that need to be followed. Meanwhile, the objectives of providing compensation include getting quality employees, retaining existing employees, ensuring equality, providing an imbalance that meets expected behavior, controlling costs and complying with applicable laws and regulations.

Public service is any form of service or service provided by a government or public institution to the public in general. Administrative services are intended to facilitate the needs of citizens in administrative matters such as identity cards, business permits and other administrative services. This study aims to analyze the performance of administrative services in Kantor Lurah Sei Putih Tengah and to observe any obstacles that are inhibiting the functional performance in this Lurah Office. It shows that there are still obstacles in the performance in the administrative service in Kantor Lurah Sei Putih Tengah. The research method used is a descriptive method with a qualitative approach aimed at understanding in depth how and why a phenomenon occurs, as well as to dig the meaning contained in it from the point of view of the subject being studied. Data collection is done with interviews, observations, and documentation techniques. The results of the study show that the officers of the Kantor Lurah Sei Putih Tengah have performed their basic duties and functions fairly well. It's seen from the division of work that's not just accumulated in one of the officers. Lurah as head of office and secretary lurah as chief of office has done his job while monitoring and overseeing his employees. In terms of timing, it appears that the Lurah Sei White Office has already tried to complete the letter on time but there are still frequent delays because Lurah is often not in the office and can not sign the letter. In the case of typing also Lurah Sei White Central Office still frequently occur typing errors caused by the number of files that come in with the same deadline so that the lack of concentration resulted in typing mistakes to writing errors on the file. Kantor Lurah Sei Putih Tengah has performed its administrative tasks quite well but not to the maximum.  

Bandarejo Tofu Factory, Dusun 3 is an example of a micro-enterprise that has developed by utilizing local resources. From an Islamic economic perspective, the development of this business reflects the application of sharia principles, such as justice, social welfare, and sustainable resource management. Islamic economics emphasizes the balance between profit and fair distribution, and avoids detrimental practices, such as usury and monopoly. This factory plays a role in creating jobs and supporting the local economy by using soybean raw materials from local farmers. The production process that is in accordance with Islamic law makes this business meet the halal criteria, while its orientation towards social desires and responsibilities reflects the values ​​of Islamic economics. However, the main challenge faced is maintaining Islamic ethical principles, such as honesty in transactions and concern for worker welfare, amidst competitive economic competition. This study aims to analyze the dynamics of the development of the Bandarejo Tofu Factory, Dusun 3 from an Islamic economic perspective, in order to contribute to the development of micro-enterprises based on sharia values. This study uses a qualitative approach with primary data obtained through interviews and documentation. The main informant is the factory owner, Mrs. Atin. Data analysis techniques include data reduction, data presentation, and drawing conclusions. The results of the study indicate that the development of the Bandarejo Dusun 3 Tofu Factory has made a significant contribution to the community's economy through marketing and capital strategies. In addition to increasing economic income, this business also absorbs local workers and helps reduce poverty levels in the Bandarejo Dusun 3 area.

The Job Creation Law Number 11 of 2020 brings significant changes to various aspects of employment, including workers' leave rights. This article aims to analyze the juridical application of leave rights after the enactment of the law, focusing on the changes that have occurred and their impact on the relationship between workers and employers. While leave rights such as annual leave, maternity leave, and sick leave are still recognized, detailed arrangements regarding the implementation of leave are left to implementing regulations or work agreements. This flexibility provides employers with advantages in workforce management, but raises concerns about potential reductions in workers' rights. The article concludes that these changes must be responded to with fair and transparent policies to maintain a balance between employers' interests and workers' welfare. The research in this paper uses a descriptive analytical research method. This method describes data from various sources, including statutory regulations, journals, and other sources from the internet concerning events that occurred in society.

One of the crucial components in human resource management is a fair and appropriate compensation system. This research analyzes the compensation system at UKM XYZ in Bogor Regency using the Overlapping method. Analysis methods include descriptive analysis, job analysis, given system method analysis, and salary mapping analysis with the Overlapping method. The results showed that the initial salary of UKM XYZ was not ideal because the mid-to-mid value comparison was still greater than the spread value. After revamping with the Overlapping method, a new compensation structure was obtained with an increase in operating costs of 6.75%. A competitive and fair compensation system is expected to improve employee motivation, productivity, and performance as well as the competitiveness of UKM XYZ in the industry. This research provides recommendations for UKM XYZ to implement a new compensation system based on the Overlapping method to meet the needs of the company and employees.

The increasingly tight level of business competition has resulted in companies being faced with the challenge of improving employee performance in order to maintain the company's survival. Employee performance itself is a fairly complex problem where the level of performance can be influenced by a number of factors such as organizational commitment and job training. Work loyalty is also expected to moderate between Organizational Commitment and Training. Because employees who have a high sense of loyalty can work optimally and have a high sense of responsibility for what they do. This study aims to determine the effect of Organizational Commitment and Training on Employee Performance through Loyalty as a moderating variable at PT Bunga Jaya Jati Bintang Company. This study uses a quantitative approach with data collection techniques using questionnaires. The population of this study was 60 employees with a sample of 60 employees, who were selected as a whole and analyzed using the SPSS (Statistical Package for the Social Sciences) version 26 analysis tool. The results of this study indicate (1) Organizational Commitment has a positive and significant effect on Employee Performance, (2) Training has a positive and significant effect on Employee Performance, (3) Loyalty can moderate (strengthen) the effect of Organizational Commitment on Employee Performance, and (4) Loyalty can moderate (strengthen) the effect of Training on Employee Performance.

Investment is an essential instrument for capitalist countries to boost the national economy and create job opportunities for the community. Investment in Indonesia began with Foreign Investment Law No. 56 of 1964, which was later updated with Foreign Investment Law No. 25 of 2007 in line with the times. To increase investor interest in entering Indonesia, the government enacted Job Creation Law No. 11 of 2020, which was further updated through the Job Creation Law up to 2023. Due to the complexity and increasing number of investors facing obstacles such as land acquisition and regional policies, a Presidential Regulation on National Strategic Projects (PSN) was issued. The government's hopes and expectations for smooth investor operations do not always align with implementation. Specifically, PSNs often result in agrarian conflicts for local residents whose land is taken over for PSN purposes. In the context of investment in Batam, particularly the Rempang Eco-City Development Plan in the Rempang-Galang area, clashes occurred and drew national attention and concern from various experts when land measurements began by PT MEG, escorted by the Joint Team comprising police, TNI, and the Ditpam Batam Management Agency (BP Batam). They have not reached an agreement but are already being pushed for swift execution. The obstacles to investment in the PSN Rempang Eco-City include conflicts arising from legal uncertainties over land ownership since the administrative change from Bintan Selatan District to Batam City, becoming Galang District since 1980. Represented by their legal counsel LBH GP Asnhor, they demand legal certainty over their ancestral land to be issued certificates, enabling fair and humane compensation. This demand has been submitted to President Joko Widodo regarding the request for land legality for the villages on Rempang Island, Galang Island, and New Galang Island on behalf of the chairman of the Local Indigenous People's Relatives (KERAMAT) Gerisman Ahmad. Due to these obstacles and conflicts, the central government, through President Joko Widodo, issued Presidential Regulation No. 78 of 2023 on Handling Social Community Impacts in the Context of Land Provision for National Development. However, as of July 2024, there has not been a comprehensive agreement between the community, the Batam City government, and the head of BP Batam. The government is taking a softer approach by personally approaching residents to relocate to Tanjung Banon, where four model houses have been provided as promised incentives for those willing to move.

This study examines microeconomic activities in the form of part-time plywood manufacturing in Jerukgiling Village, Kendal Regency, which has been running for two years and involves ten workers. Plywood production is carried out by housewives as an additional job after completing household chores and activities in the rice fields. With a price of Rp1,200 per sheet, plywood production provides additional income for families in the village. The raw materials for making plywood come from sengon and jagon wood, provided by Mr. Gunawan, a boss from Brayu Hamlet, Kertosari Village, Singorojo Subdistrict, Kendal District. The production process is carried out in a special place that is now available, unlike before when it was done in each house. Plywood is collected every day with a production quantity of 200-300 pieces, although payment is made at a later date. The study also found that working hours are flexible, with production activities extending into the evening. The health center routinely checks the health of the workers every month to ensure that their health conditions are maintained. The analysis concludes that this plywood-making business not only provides economic benefits, but also provides flexibility for housewives in carrying out their dual roles. The main resource person for this research was Mrs. Karomah, one of the workers, who provided a detailed description of the dynamics and challenges faced in running a plywood-making business while taking care of their children

This Community Service aims to determine the influence of motivation and job satisfaction on employee performance at JNE. Job satisfaction is the attitude of workers towards their work, which arises based on an assessment of the work situation. Factors that influence job satisfaction or dissatisfaction are: type of work, coworkers, benefits, fair treatment, job security, opportunities to contribute ideas, salary/wages, performance recognition, and opportunities for growth. The aim of this research is to determine the importance of implementing motivation and job satisfaction at JNE. This article was prepared by observing and collecting data. The results of this research show that motivation and job satisfaction at JNE are very important to obtain maximum work results in the future.

The role of appraisal orientation and work performance appraisal systems in human resource management is very important to motivate employees and achieve company goals. This article uses a qualitative approach with case studies to explore employee performance and working conditions. The research results show that integration between appraisal orientation and a work performance appraisal system that is tailored to the company's needs can support organizational growth and increase employee motivation. Appraisals and work performance appraisal systems are recognized as effective tools in creating excellence for companies by directing the achievement of organizational goals and improving employee performance. In this context, this research highlights the importance of using relevant and transparent evaluation methods to ensure fairness in employee appraisals. Therefore, implementing good work performance appraisals also involves open communication between management and employees, as well as providing constructive feedback. Thus, this article emphasizes that job performance appraisal is not only an evaluation tool, but also a strategic instrument for building a work culture that supports employee growth and development as well as overall organizational success.

The role of appraisal orientation and work performance appraisal systems in human resource management is very important to motivate employees and achieve company goals. This article uses a qualitative approach with case studies to explore employee performance and working conditions. The research results show that integration between appraisal orientation and a work performance appraisal system that is tailored to the company's needs can support organizational growth and increase employee motivation. Appraisals and work performance appraisal systems are recognized as effective tools in creating excellence for companies by directing the achievement of organizational goals and improving employee performance. In this context, this research highlights the importance of using relevant and transparent evaluation methods to ensure fairness in employee appraisals. Therefore, implementing good work performance appraisals also involves open communication between management and employees, as well as providing constructive feedback. Thus, this article emphasizes that job performance appraisal is not only an evaluation tool, but also a strategic instrument for building a work culture that supports employee growth and development as well as overall organizational success.

This research aims to analyse organizational commitment as a mediator between compensation and work environment to employees job satisfaction. The population in this research are all employees of PT Sandang Asia Maju Abadi Semarang, which are number 265 people. Sample which is obtained with using Slovin formula in the research are as many as 159 respondents, and data that can be processed as many as 151 respondents. Sampling technique of the research is using random sampling. The method of its data analysis is using regression analysis and to analyse its mediation is using sobel, while its data processing is using the aid of SPSS program. Hypothesis testing results show that the employees organizational commitment of PT Sandang Asia Maju Abadi Semarang is positively and significantly influenced by compensation and work environment, this means that the fairer the compensation and the more comfortable the work environment, then the higher the organizational commitment. Employees job satisfaction of PT Sandang Asia Maju Abadi Semarang is positively and significantly influenced by organizational commitment, compensation, and work environment, this means that the higher the organizational commitment, the fairer the compensation, and the more comfortable the work environment, then the higher the employees job satisfaction. Testing result of the organizational commitment as mediator shows that organizational commitment can be mediator between compensation and work environment to employees job satisfaction, this means that the higher the organizational commitment, then the greater the positive effect of compensation and work environment to employees job satisfaction.

Effective compensation management is a key factor for the success and sustainability of Small and Medium Enterprises (SMEs). This study aims to analyze the implementation of adhered and overlapping compensation management at XYZ SME in Subang Regency, West Java. Data were collected through questionnaire surveys, interviews, and documentation studies related to compensation policies and employee salary structures. Data analysis included salary mapping using the adhered and overlapping methods, and job evaluation using the Eckenrode system. The results showed that the majority of employees of XYZ receive basic salaries below the Provincial Minimum Wage (UMP) and Regency/City Minimum Wage (UMK). The implementation of adhered and overlapping compensation management is expected to improve the internal fairness of the compensation system and provide ideal salary recommendations for employees. The findings of this study provide valuable insights for similar SMEs in optimizing compensation strategies to maintain competitiveness, increase satisfaction, and boost employee productivity. 

Unemployment is a significant economic problem that can affect society's well-being. In an Islamic economic perspective, unemployment is viewed through the lens of social justice, equitable distribution of wealth, and other sharia principles. The causes of unemployment in an Islamic economy include unfair distribution of wealth, lack of relevant education and skills, injustice in the conventional interest-based financial system, and economic and political instability. To overcome unemployment, Islamic economics offers solutions through the effective implementation of zakat, alms and waqf, the use of profit-sharing-based financial instruments such as mudharabah and musyarakah, as well as investment in education and skills training. The government also plays an important role in creating an environment that supports job creation through fair and stable policies. Encouraging entrepreneurship through training and access to capital is also an effective strategy in reducing unemployment. This holistic approach not only aims to reduce unemployment levels, but also to create a more just and prosperous society in accordance with Islamic economic principles.    

Low compensation given to companies is the cause of low employee commitment to the company. Many organizations are found to consider employees as not their main asset. This is evidenced by the large number of workers complaining about the amount of compensation they receive which is not fair, appropriate and reasonable, so that many employees look for other jobs which they think are more prosperous, ultimately turnover increases, this indicates that company management is unhealthy. The formulation of the problem in this research is How does employee compensation contribute to employee commitment at STIE IBMI Medan. This research aims to find out and analyze how employee compensation contributes to employee commitment at STIE IBMI Medan. Based on observations and interviews, research results show that compensation contributes to employee commitment, meaning that if employee compensation is fair, appropriate and reasonable then employee commitment will increase to the company, so that employees will devote all their energy, thoughts and knowledge to the company to the fullest so that the company can progressing rapidly. The hypothesis in this research is that employee compensation contributes to employee commitment. This research uses a qualitative descriptive method, namely descriptive research that tends to use analysis. Data was obtained by observation and interviews.

This research analyzes the impact of the multinational company Samsung Electronics Co., Ltd.  Against national income in Indonesia.  Using secondary research methods, data from various sources, including the Central Statistics Agency, Samsung’s financial reports, market studies,and previous academic research, was analyzed to understand Samsung’s contribution to the Indonesian economy.  The analysis results show that Samsung’s presence has made a significant contribution to Indonesia’s economic growth through foreign direct investment, jobcreation, increased exports and tax contributions.  Apart from that, positive impacts are also felt through the development of supporting industries, increasing human resource capacity, and support for the MSME sector.  However, it is also necessary to pay attention to negative impacts such as unhealthy competition and the potential for market domination.  Therefore, appropriate regulatory and supervisory measures are  needed to maximize the positive impact and minimize the negative impact of Samsung’s presence.  Overall, Samsung’s role in driving the  Indonesian economy to wards more advanced and sustainable grow this very significant.  Collaboration between companies, government and society needs to be improved to ensure the benefits are felt fairly and sustainably.

Job insecurity is a major concern among employees in various organizations, including public health centers in Banjarmasin City, Indonesia. A systematic literature review was conducted to investigate the influence of job insecurity on turnover intention among community health center employees in Banjarmasin. The results of the analysis carried out on 14 articles showed that job insecurity had a positive effect on turnover intention. Job insecurity can lead to stress, anxiety, and dissatisfaction, which can negatively impact an employee's commitment to their organization and increase their intention to leave. All studies used quantitative research methods with survey techniques for data collection. Strategies to enhance job security perceptions, such as improving communication transparency, offering career development opportunities, and implementing fair and consistent human resource practices, may help mitigate turnover intentions. The findings of the studies highlight the importance of addressing job insecurity to reduce turnover intention and improve employee retention in primary health care in Banjarmasin. Investing in initiatives that cultivate a sense of job security and stability among health workers can contribute to the long-term sustainability and effectiveness of primary healthcare service delivery in the region.

Work From Home or working from home is the policy of the government of the Republic of Indonesia in handling cases of the spread of Covid-19 in Indonesia. The first Covid-19 case occurred in Indonesia in 2020, this made the Indonesian government create a large-scale social restriction policy which made all workers, both government and private, change their work system to Work From Home. BPJS Employment Mampang branch is a government agency that provides social security services to all workers in Indonesia. The aim of this research is to find out how work from home was evaluated during the Covid-19 pandemic at the BPJS Employment Mampang office. This research uses a qualitative approach and uses the CIPP model evaluation theory developed by Stufflebeam Zhang. The data collection techniques used were observation, interviews and documentation. The number of informants in this research was 12 informants. Data processing uses triangulation techniques. The results of this research show that the evaluation of Work From Home during the Covid-19 pandemic at the BPJS Employment Mampang office resulted in a fairly good evaluation. With the results of this evaluation, several employees agreed that the Work From Home program should continue to be implemented by making improvements to the Work From Home program so that it can be more effective for employees and the company. However, for employees who do not agree, it is because not all job desk jobs can be done Work From Home.

This study aims to examine the impact of job restrictions on the performance and earnings of employees with low bargaining power, as well as the associated corporate resource protection strategies. Based on a qualitative literature review, it was found that job restrictions, such as non-competition agreements, can have negative effects on employees with low bargaining power, such as decreased job mobility, career stagnation, and lower earnings. However, some employees can experience benefits in the form of improved performance and development opportunities if provided with adequate support by the company. This study highlights the importance of companies to consider fair and transparent job restriction policies to minimize negative impacts on employees with low bargaining power

This research aims to evaluate the legal aspects of both Islamic and conventional laws regarding the remuneration provided to preachers invited by Masjid Raya Aziziyah Secanggang. Preachers play a crucial role in guiding individuals towards goodness and deterring them from evil, as per the teachings of the Quran. The study has two primary objectives: to examine the remuneration system for preachers in the mosque and to analyze the perspectives of Islamic and conventional laws on this system. The research methodology employed is qualitative-descriptive with a field approach, utilizing interviews, observations, and documentation as data sources. The findings indicate that Masjid Raya Aziziyah Secanggang compensates preachers through two methods: direct payment without a formal agreement and through a written agreement. From an Islamic legal standpoint, remuneration for preachers can be considered a permissible (mubah) form of appreciation or gratitude. In terms of conventional law, the remuneration system aligns with the regulations outlined in the 2023 Job Creation Law. This research underscores the importance of maintaining compliance with both Islamic and conventional legal aspects and ensuring collective benefits to uphold a fair and justified remuneration system for preachers at Masjid Raya Aziziyah Secanggang. Mutual respect for rights and responsibilities is crucial to enhancing the quality of this remuneration system.