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Tourism in Bali, as the backbone of the regional economy, absorbs more than 50% of the workforce and gives rise to complex labor dynamics. Although Law No. 13 of 2003 on Manpower and Law No. 21 of 2000 on Trade Unions guarantee worker protection and freedom of association, the reality on the ground is still marked by the misuse of fixed-term employment contracts (PKWT), violations of outsourcing regulations, and both structural and cultural barriers to union formation. This article employs a normative juridical approach, using statute, conceptual, and case-based methods to analyze the regulatory framework and the responses of workers, employers, and government actors in addressing industrial relations disputes within Bali’s tourism sector. The findings reveal a significant gap between written legal norms and actual practice: repeated extensions of PKWT, outsourcing of core tasks such animal caretaking, union-busting through dismissal of union members, and weak law enforcement at regional level. Trade unions play a role in mediation and advocacy, but their performance is hindered by employer intimidation, low legal literacy among workers, and limited institutional support. Bridging this gap requires strict oversight, legal education for workers, as well as the strengthening of union capacity and the authority of local governments.

This study aims to analyze the implementation of digital recruitment, including its supporting and inhibiting factors, as well as the challenges faced in its application at PT Sumber Abadi Karya. This research employs a qualitative approach using a case study method. Data were collected through semi-structured interviews, observation, and documentation involving key informants such as the General Manager, HR staff, and administrative personnel. Data analysis was conducted using the Miles and Huberman interactive model, while data validity was ensured through source and technique triangulation. The findings indicate that digital recruitment implementation remains partial and not yet fully integrated. Digitalization has been applied mainly in administrative aspects such as job vacancy dissemination and applicant data recording, while core selection processes are still conducted manually. Supporting factors include managerial awareness, organizational policies, and ease of data management, whereas inhibiting factors involve system limitations, human resource readiness, and low applicant response through digital platforms. The main challenges lie in system integration, workforce adaptation, and organizational culture transformation. Therefore, a structured and gradual implementation is required to enhance the effectiveness of recruitment processes sustainably.

This study aims to analyze the influence of work environment and work motivation on the performance of outsourced employees at PT Kinarya Selaras Piranti. Phenomena in the field show the challenges of supervisory dualism and operational constraints, such as a difficult reimbursement system, which is suspected to affect productivity. The research method used was a quantitative approach with a saturated sampling technique (census) of 87 respondents. Data were collected through a digital questionnaire and analyzed using multiple linear regression through SPSS software. The results of the study showed that partially, the work environment had a positive and significant effect on employee performance (Sig. < 0.001). Similarly, work motivation has a positive and partially significant influence (Sig. < 0.001). Simultaneously, these two variables have a significant effect on performance with a determination coefficient value (R2) of 92.7%. This indicates that optimizing physical and non-physical conditions and meeting the psychological needs of employees are crucial factors in increasing work effectiveness in the outsourcing services sector.

This research examines the urgency of implementing the principle of joint liability in outsourcing labor relations in Indonesia following the enactment of Law Number 6 of 2023 concerning Job Creation. The primary issue addressed is the imbalance in the protection of workers' normative rights when service providers default, while user companies tend to distance themselves from legal responsibility due to the absence of a direct contractual employment relationship. The research methodology employed is juridical normative, utilizing a statutory approach and a conceptual approach. The results indicate that the flexibility of the outsourcing system in recent regulations often overlooks aspects of job security and worker welfare. The application of the joint liability principle is viewed as a fair legal solution to ensure that fundamental worker rights, such as minimum wages, social security, and compensation, remain fulfilled despite financial constraints on the service provider's side. The integration of responsibility between provider and user companies not only provides a guarantee for the workforce but also encourages the creation of a more ethical and responsible business climate. The research conclusion emphasizes that to achieve a balance between business efficiency and labor protection, national regulations need to clarify the position of collective responsibility in outsourcing practices in Indonesia.

An employment relationship is a relationship between a worker and an employer or entrepreneur involving work, wages, and orders. One outcome of this employment relationship is termination of employment. To create a just and prosperous society based on Pancasila and the 1945 Constitution, the government has enacted laws concerning termination of employment, such as Law No. 13 of 2003 concerning Manpower, Law No. 11 of 2020 concerning Job Creation, and Government Regulation No. 35 of 2021 concerning Fixed-Term Employment Agreements, Outsourcing, Working and Rest Hours, and Termination of Employment. This research uses a normative legal method, namely examining the law as it exists or should exist, or the law in books. The research was conducted by analyzing applicable laws and regulations, using library materials or secondary data covering primary, secondary, and tertiary law. Termination of employment is the right of both parties, namely workers and employers. Both parties can terminate the employment relationship according to their respective situations or conditions. This issue often generates debate because each party has different perspectives and arguments regarding termination of employment. As a result, the amount of compensation workers receive in practice also varies. Comparing Law No. 13 of 2003, Law No. 11 of 2020, and Government Regulation No. 35 of 2021 concerning termination of employment, it is clear that the Employee Rights Act No. 13 of 2003 provides more compensation than the Job Creation Law. Therefore, in practice, many companies, including PT Kuoni Indonesia, seek ways to reduce their compensation obligations under the pretext of negotiating with employees.

This study examines the transformation of Fixed-Term Employment Agreements (PKWT) in East Java within the context of Indonesia's flexible economy era, particularly following the enactment of the Job Creation Law (UU Cipta Kerja No. 6/2023). The research analyzes the legal protection challenges faced by contract and outsourcing workers in East Java Province from 2020–2025. Using a normative juridical approach combined with empirical data from the Central Statistics Agency (BPS) and the Ministry of Manpower, this study reveals that despite regulatory improvements, significant gaps remain in the implementation of labor protection. Key findings indicate that contract workers in East Java, estimated at 59.17% of the informal workforce in 2024, face uncertainties regarding contract duration, compensation rights, and social security. The study recommends strengthening supervision mechanisms, clarifying regulations on gig economy workers, and enhancing bipartite negotiation processes to ensure balanced protection between business flexibility and workers' fundamental rights, while also promoting legal certainty and sustainable employment relations in the regional labor market.

This study aims to describe and analyze the communication strategy of the General Affairs (GA) Division of PT The UNV Serang in managing work relationships with outsourced workers from PT Tri Karya Cemerlang (TKC). Using a qualitative approach and in-depth interview methods, this study found that the GA Division implemented a structured and effective communication strategy, reflecting a deep understanding of Communication Strategy Theory, Organizational Communication, and Communication Management. The strategy involved thorough planning, flexible implementation, and continuous evaluation. The GA Division used various communication channels such as WhatsApp groups, weekly face-to-face meetings, and the use of visual media (photos/videos) to ensure clear and directed communication. This multi-channel approach facilitated timely and accurate information flow between departments and outsourced workers. Additionally, the GA Division positioned itself as a "communication bridge," centralizing coordination for all departments and ensuring smooth operational processes. The communication pattern employed was an effective combination of formal, hierarchical communication and informal, personal communication. This combination served to strengthen relationships, foster mutual understanding, and promote a collaborative work environment. The study highlights the importance of a strategic and adaptable communication framework that ensures seamless coordination, promotes positive work relationships, and contributes to organizational success. This research can serve as a reference for improving communication strategies in similar organizational settings.

This study examines job satisfaction among outsourcing employees in the Pelayanan Teknis Timur (PTT) Division of PDAM Surya Sembada Surabaya, with particular attention to the effects of workload and work environment. PDAM Surya Sembada Surabaya, a company specializing in the processing and distribution of clean water in Surabaya, frequently encounters job dissatisfaction attributed to excessive workload and suboptimal work conditions. A quantitative research design was implemented, utilizing structural equation modeling (SEM) with SmartPLS software for data analysis. Saturated sampling was applied, resulting in a sample of 57 respondents. The findings indicate that increased workload tends to reduce job satisfaction, while improvements in the work environment are associated with higher job satisfaction.

This study aims to examine how social interactions between stakeholders at Sunan Kalijaga State Islamic University (UIN) Yogyakarta affect the performance of outsourced security guards. In the context of higher education, outsourced security guards hold a strategic position in maintaining campus security, so the dynamics of social relationships involving them, both with internal and external parties, are important aspects to examine. The research approach used was qualitative, combining field observation methods, in-depth interviews with seven key informants, and documentation review. Data analysis was carried out through the stages of reduction, presentation, and drawing conclusions using the Miles and Huberman model. The results show that open communication, regular appreciation, and structured coordination contribute significantly to improving motivation, discipline, and the quality of security services. Healthy competition between members encourages increased professionalism, while conflicts that arise in daily interactions can be managed effectively through a persuasive approach and collective support from colleagues and superiors. These findings confirm that the performance of outsourced officers is not solely determined by formal work systems or hierarchical instructions, but also by the quality of social relationships established in the work environment. Thus, positive social interactions play a crucial role in creating optimal performance and can serve as a model for relevant managerial practices for other higher education institutions.

PT Multipolar Technology Tbk is a leading information technology (IT) solutions provider in Indonesia, specializing in system integration, IT consulting, and outsourcing services. As part of the Lippo Group business ecosystem, the company plays a pivotal role in driving digital transformation across various industries, including banking, retail, telecommunications, and government sectors. Through strategic partnerships with global technology leaders such as IBM, Oracle, Cisco, and Microsoft, Multipolar Technology delivers comprehensive solutions encompassing hardware, software, cloud services, and data center infrastructure. Additionally, through its subsidiary PT Visionet Data Internasional (VisioNet), the company offers large-scale managed services. Its commitment to service excellence and technological advancement positions Multipolar Technology as a trusted partner in the digital journey of organizations throughout Indonesia.

In global competition, companies must be able to set competitive selling prices. Production cost components such as raw material costs, direct labor costs, and factory overhead costs are all included in the cost of goods manufactured. This study analyzes the COGS with Job Order Costing at PT. XYZ, a make-to-order company. The study was conducted by comparing COGS with Job Order Costing between Box Roller Conveyor and Bag Stop & Go Belt Conveyor as well as material usage and outsourcing. The results of the study indicate that Job Order Costing at PT.XYZ accurately traces the contribution of material costs and outsourcing to total production costs, and evaluates efficiency and cost control on each project with different characteristics. The use of Job Order Costing shows that Bag Stop & Go Belt Conveyor has a higher COGS of Rp299,655,813 than the COGS of Box Roller Conveyor of only Rp209,740,142. The cost structure shows that outsourcing is the most dominant component, reaching more than 98% of HPP on Bag Stop & Go Belt Conveyor, while raw material costs contribute less than 3%, so it can be concluded that the outsourcing vendor management strategy greatly affects the efficiency of production costs at PT. XYZ.

The current criminal law system is still oriented towards the perpetrator, with minimal protection for victims. Ideally, the law should prioritize justice for victims through a criminological and victimological approach. Therefore, legal reform, officer training, and integrated services are needed so that crime prevention is more effective and just. This study aims to explore the transformation of criminological and victimological perspectives that can be the basis for developing a crime prevention strategy based on victim protection.method uses a descriptive qualitative approach to explore the transformation of criminology and victimology perspectives in crime prevention strategies based on victim protection. Data were collected through literature studies and analyzed thematically. The results are expected to provide conceptual and practical recommendations to strengthen the legal system and social policies that are responsive to victims.The results of this study show that the transformation of criminological and victimological perspectives reflects a shift from a perpetrator-centric legal approach to a more holistic and victim-centric one. This integration strengthens the legal system and social policies to better protect, restore and empower victims, and to develop effective crime prevention strategies. With a more humane and restorative justice approach, this transformation becomes an important foundation for reducing crime rates and forming responsive and sustainable public policies.

Digital transformation in Information Technology (IT) governance has become a crucial aspect in improving the efficiency of public services, particularly within the Department of Community and Village Empowerment, Population, and Civil Registration of North Sumatra Province. This study aims to analyze the implementation of digital transformation in IT governance using the COBIT 2019 framework. The research method includes the analysis of regulations, the role of IT, procurement models, implementation methods, and technology adoption strategies applied by the department. The findings show that IT implementation is predominantly strategic in nature, supporting the digitization of population services and enhancing data transparency. The IT procurement model comprises a combination of outsourcing (30%), cloud computing (30%), and insourcing (40%) to balance efficiency and system control. Agile methodology is the most dominant implementation method (50%), followed by DevOps (35%) for maintenance and traditional approaches (15%) for more structured projects. The department primarily adopts a "follower" technology adoption strategy (75%), reflecting a selective approach to digital innovation. Based on COBIT 2019 evaluation, the BAI (Build, Acquire, and Implement) domain is the main focus, with high scores in solution identification and improvement management (90) and change management (100), indicating the department’s readiness to adopt digital systems. However, challenges remain in information security, inter-agency data integration, and human resource readiness. The digital transformation of IT governance at the department has been systematically implemented, supporting the improvement of population service efficiency. Enhancements in security, infrastructure, and the strengthening of IT governance policies are necessary to optimize and sustain digital transformation implementation.

Labour law reform in Indonesia is a strategic step to create welfare for workers in the face of the challenges of globalization and an ever-evolving labour market. With the fast-paced changes in the work environment, along with globalization and technological advancements, it is important to make regulatory adjustments that can effectively protect workers' rights while also considering the needs of employers. This research takes a closer look at the importance of labor law reform in Indonesia, particularly focusing on improving workers' welfare. We use normative legal research methods with statutory and conceptual approaches.  The data we collected included relevant laws regarding labor, legal literature, and official documents.  The results show that several aspects of labor law in Indonesia still need to be reformed, including the wage system, social security, protection of contract and outsourced workers, and industrial relations dispute resolution mechanisms. We hope that these reforms will pave the way for a more equitable, responsive and adaptable labor law system that can truly improve workers' welfare in a sustainable manner

This study aims to analyze the legal protection of workers' rights due to unilateral termination of employment (PHK) in outsourcing companies in Gorontalo City. The focus of the study covers two main aspects, namely the form of fulfillment of workers' rights affected by layoffs and the inhibiting factors of the Gorontalo City Manpower, Cooperatives, and SMEs Office in providing legal protection. The research method used is an empirical legal approach with data collection through interviews, document studies, and observations. The results of the study indicate that the fulfillment of workers' rights includes severance pay, long-service bonus money, and replacement money in accordance with applicable regulations. In addition, the relevant agencies play a role in providing mediation services and facilitating dispute resolution. However, the implementation of this legal protection faces various obstacles, such as low legal awareness of workers, limited human resources and budget in the Manpower Office, and weak supervision of outsourcing companies. This study emphasizes the need to strengthen labor regulations and increase the effectiveness of supervision to ensure optimal protection of workers' rights. The results of the study are expected to be a reference for policy makers and related parties in improving the legal protection mechanism for workers affected by layoffs.

This article discusses legal protection for PT Freeport Indonesia employees affected by Termination of Employment (PHK), focusing on government policies and their implementation in. The discussion will begin with the legal basis that protects employee rights, including Law No. 13 of 2003 concerning Manpower and Government Regulation No. 35 of 2021, which regulates employment contracts, outsourcing, working hours, rest, and layoff procedures. This article will discuss employee rights after layoffs, such as compensation, severance pay, and social security. In addition, this article discusses the role of government institutions, such as the Ministry of Manpower, in ensuring that companies carry out layoff procedures in accordance with regulations. In addition, the challenges of law enforcement for employees such as limitations in dispute resolution and lack of access to information are also of concern. This article concludes with suggestions for improving legal protection for employees affected by layoffs.

Human resources are a company's most dominant asset, because they can play an important role in the company's business development. An outsourcing company is a legal entity and is obliged to comply with business licenses issued by the Central Government. The eligibility process for new employees is supported based on the level of ability and competency determined by the company. The existence of difficulties for companies in determining the eligibility of new employees which makes the reason for the ineffectiveness of the processes carried out by the company at this time, is used as a goal for the authors for the purposes of a study. By using the classification method in a data mining with the C4.5 algorithm (Decision Tree) and a RapidMiner application as a tool in the analysis process carried out to find a factor supporting the process of a new employee eligibility. With the data of 960 applicants used as a sample, this data was taken from 2021-2022. From the data divided into several attributes used, the highest Gain value obtained from these attributes through the results of Test 2 of 0.417152421 which will be used as the root in the process of determining employee eligibility and has the highest accuracy value of 98.44%.

The purpose of this study is to analyze: the effect of job stress and job satisfaction on turnover intentions on employees who work. This research is descriptive. This research study aims to see the extent to which the influence of the dependent variable influences the independent variable. The population in this study is all employees who work. Data were collected through a questionnaire distributed to the sample / study respondents. Secondary data were obtained from documentation, literature studies, and previous studies relating to the study material. The collected data is then analyzed statistically by descriptive analysis and multiple regression.

Through Law Number 11 of 2020 concerning Job Creation and its derivative PP Number 35 Thuan 2021 concerning PKWT, Outsourcing, Working Time and Rest Time and Termination of Employment Relations is the crystallization of various laws regarding Employment. which, philosophically, does not provide guarantees and protection for workers' rights. Methodologically, this research is an empirical juridical research using a combined approach method which is carried out by analyzing the research explanation in an inductive way leading to a deductive method so as to help the author explain the relationship between research variables and research objects. The results of this research found that there are many deficiencies in Law Number 13 of 2003 concerning Employment, such as the absence of legal protection or workers who are in non-standard work relationships, gender discrimination, wages, lack of social security, leave rights and other rights, partial revision What the Job Creation Law does to the Employment Law Number 13 of 2003 actually creates new problems that have a negative impact on worker protection, the rules governing employment now, so that if you look closely at the revised and deleted articles, it appears that The spirit of the law does not at all touch on efforts to increase worker competency, even though in reality, in Pancasila industrial relations, worker protection is a form of government responsibility. So it is hoped that a legal political policy between the DPR and the government will make changes to Article 66 paragraph (2) of Law Number 3 of 2023 concerning the Determination of Perpu Number 2 of 2022 into the Job Creation Law and PP Number 35 of 2021 concerning Specific Time Work Agreements , Outsourcing, Working Time and Rest Time, and Termination of Employment Relations, so that it can be seen more clearly how the protection of workers/laborers, wages, welfare, and protection of the special rights of outsourced workers, especially outsourced workers, must ensure greater legal protection so that the working atmosphere can become better and more conducive and neither party feels disadvantaged

This article discusses the management of labor costs in the public sector with a focus on the management of non-permanent employees (PTT) and outsourcing alternatives. This research highlights problems in personnel management, especially employee expenditure costs that must be borne by government agencies. This study reviews cost control systems, labor costs, and methods for managing honorary staff costs in government. The findings show that outsourcing is more efficient than recruiting PTT or temporary workers as a solution to control labor costs. Additionally, this paper recommends Activity Based Costing (ABC) method for public sector organizations to provide valuable information related to detailed cost data. This research shows that decentralizing recruitment in local governments can improve efficiency, effectiveness and fairness, but can also lead to corruption and disparities in the distribution of human resources. Cost control, outsourcing, and the use of Activity-Based Costing (ABC) can help public sector organizations manage costs and increase operational efficiency. To achieve better governance, operational efficiency and effective cost control, public sector organizations need to consider the various strategies and methods described in this research.