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PT. Media XYZ is experiencing a high turnover rate of journalists due to a less objective selection process. The assessment carried out by HRD is currently still subjective and inaccurate. This has an impact on the company's performance and the quality of the news produced. Therefore, a decision-making model is needed that can be used as a guideline by HRD in order to overcome the mismatch between journalist qualifications and job requirements by implementing the Profile Matching method in the journalist selection process. This method will help companies select prospective employees who best match the required competency profile. By matching the competency profile of prospective employees with the competency profile of the position, it is expected to improve the quality of selection decisions, reduce the level of errors in recruitment, and improve company performance.

Human resource management that has been applied in the management of the Islamic Malahayati Hospital is very good so that the Islamic Malahayati Hospital gets a different assessment compared to other hospitals in Medan which implemented the integrated ISO 9001;2008 management system. This study aims to determine how the existing resource management in the Islamic Malahayati Hospital. This type of research is a quantitative study with a cross-sectional study approach. The population in this study were all nurses at Islamic Malahayati  Hospital as many as 190 civil servant nurses with a sample of 129 people. The sampling technique in this study used proportional random sampling. Data analysis was performed by univariate, bivariate with chi-square test and multivariate analysis with logistic regression. There is a relationship between recruitment and selection (p-value = 0.000), training and promotion (p- value 0.000), job appraisal, and salary management (p values = 0.000), with the performance of nurses at the Islamic Malahayati Hospital. Promotion and training have the greatest relationship with nurse performance with an OR value of 15,934. It is recommended to the hospital to increase the training and promotion of health workers, especially by involving more employees, in this case, nurses in training activities or increasing their capacity, and it is necessary to have a promotion or increase in positions that are in accordance with the work of nurses so that nurses are more active and more motivated in improving their performance while working in the hospital.    

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.

This research investigates the pivotal role of Emotional Intelligence (EI) in mitigating employee turnover from a psychological perspective. Emotional Intelligence—encompassing self-awareness, empathy, and stress management—is identified as a crucial factor in enhancing job satisfaction and organizational commitment, thus influencing employee retention. Employing a library research methodology, the study reviews existing literature on EI's impact on reducing turnover and highlights how high EI levels contribute to lower turnover rates by improving job satisfaction and fostering a stronger commitment to the organization. The study finds that employees with elevated EI are adept at managing workplace stress, fostering positive relationships, and aligning with organizational values. This alignment enhances their job satisfaction and commitment, leading to reduced turnover rates. The findings have practical implications for organizations, suggesting that integrating EI assessments into recruitment processes, developing EI training programs, and creating supportive work environments can significantly improve employee retention. Prioritizing EI development helps in building a more resilient and engaged workforce, thereby contributing to organizational stability and performance.

This research is motivated by the results of preliminary observations that there are still service programs that have not been realized according to the specified time. Most people feel that the services provided by the village head and his staff have not yet touched the real needs of the community. Lack of awareness from local village government officials in the service process. The method used is a qualitative descriptive research method. The population in this study was 8 people. The sampling technique used the total sample technique, thus the sample in this study was 8 people. The data collection technique used a questionnaire. The results of the study are as follows: The Leadership of the Head of Cikunir Village, Singaparna District, Tasikmalaya Regency in Activities So far, it has been in accordance with the main function of the leader by carrying out his leadership properly and correctly, meaning, based on the rules of the game that have been agreed upon and determined by the organization. such as the preparation of the vision and mission and goals of the organization, so that from planning to accountability is directed at the goals that have been set, becoming a motivator, decision maker, performance assessment, dynamic and catalyst for the organization, stabilizer and supervisor. The implementation of public services in Cikunir Village, Singaparna District, Tasikmalaya Regency, has been in accordance with the Decree of the Minister of Administrative and Bureaucratic Reform Number 63 of 2004 concerning Minimum Service Standards, such as in terms of transparency, accountability, conditional, participatory, equal rights, and balance of rights and obligations. The obstacles faced by the village head in improving public services in Cikunir Village, Singaparna District, Tasikmalaya Regency, are human resources, facilities and infrastructure, education and human resources skills. Efforts that have been made by the Village Head in Improving Public Services in Cikunir Village, Singaparna District, Tasikmalaya Regency, are improving the quality of human resources through education and training; adding/completing service facilities and infrastructure; and improving employee skills through on the job training.

Career management is a crucial process for both individuals and organizations. For individuals, it facilitates the achievement of career goals and enhances job satisfaction. For organizations, it aids in attracting, developing, and retaining qualified employees. This study delves into the factors influencing career management, encompassing individual factors (abilities, skills, interests, values, and personality), organizational factors (organizational culture, structure, career opportunities, and career policies), and environmental factors (economic, socio-political, and technological conditions). The findings demonstrate that effective career management can enhance employee career effectiveness, job satisfaction, and organizational performance. The study also provides recommendations for improving career management, including regular career assessments, career development program development, information and training, a supportive organizational culture, and encouraging employees to proactively manage their careers. Further research is warranted to develop more effective and contextual career management models and investigate the impact of career management on other factors such as organizational commitment, employee turnover, and gender equality in the workplace.    

Data from the Social Security Administering Agency (BPJS) for Employment in 2021 - 2022 recorded 499,604 cases of work accidents, then the Circular Letter of the Chief Mining Inspector number: B- 6234/MB.07/DBT.KP/2023 dated 9 October 2023 regarding Increasing Vigilance in Efforts Preventing Mining Accidents and Improving Mining Safety Performance, throughout 2023, 46.9% of accidents will result in deaths due to interaction activities on mine roads. Based on preliminary studies at PT. The true Saptaindra Site SERA in 2023 found that the number of property damage accidents (equipment damage) was 11 cases and near misses were 4 cases. The aim of this research is to identify risks that can occur both in terms of humans, the environment and operational processes, then be able to analyze the level of risk and provide recommendations for controlling dangerous risks to minimize the potential for work accidents at the PT Saptaindra Sejati Site SERA. This research uses HIRA (Hazzard Identification Risk Assessment) method with the main focus being able to identify potential hazards through calculating the level of opportunity (Likelihood) and level of severity (Saverity) in order to obtain the level of risk using a risk matrix. And then control is carried out according to the work safety hierarchy, namely elimination, substitution, engineering, administration and PPE (personal protective equipment). The results of this research show that after controlling jobs with a medium risk level, there are 3 jobs including Topsoil removal, Over burden removal and Coal getting and less than 9 according to table 2.3 Risk Matrix and jobs with a low risk level. risk), namely 3 jobs including Land clearing, Drill and blast and Mine water pumping work in the sump.    

This research aims to determine the role of HR management at PT Freight Express Surabaya Makassar Branch. This research uses qualitative research by looking at the role of human resource management at PT Freight Express Surabaya Makassar Branch. And for data analysis used, namely reviewing the data, reducing the data, compiling the reduced data, presenting the data and checking the validity of the data and drawing conclusions. The results of the research show that the role of HR Management in improving employee performance is to direct and control all employees so that they are effective in carrying out work by evaluating employee performance and ensuring that each employee carries out the duties and responsibilities according to their job and the management carries out job training to improve skills and performance assessment in human resource procurement. The efforts that have had a positive impact on employees that have been carried out by management are fulfilling employee rights by providing compensation and job training to improve skills and increase career paths as well as providing performance targets for each employee.