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Changes in labor regulations through the Job Creation Law have brought significant changes to the employment system in Indonesia, particularly in terms of labor flexibility. This study aims to analyze labor flexibility after the implementation of the Job Creation Law from the perspective of Human Resource Management (HRM). The research method used is a qualitative approach through a literature study with thematic analysis of 16 scientific journals, books, and regulations related to labor flexibility and strategic Human Resource Management (HRM) practices. The results show that labor flexibility has positive impacts on companies in improving operational efficiency, productivity, and adaptability to market changes. However, on the other hand, such flexibility also creates several challenges, including job uncertainty, decreased job security, and reduced protection for contract and outsourced workers. From the HRM perspective, companies are required to create a balance between business interests and labor protection in order to maintain harmonious industrial relations. This study is expected to provide a more comprehensive understanding of labor flexibility as part of human resource management strategies in the post-labor deregulation era in Indonesia.

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 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.

The company, which provides outsourcing services in various sectors such as cleaning services, security, administration, and others, primarily employs the canvassing method as its main market penetration strategy. This study uses a descriptive qualitative approach with data collection techniques through unstructured interviews and observation, aiming to analyze the Business Model Canvas (BMC) strategy. The results indicate that PT XYZ has implemented the nine elements of the BMC in an integrated manner, ranging from customer segmentation, value proposition, and communication channels to cost structure. The company targets customers from mid-to-large scale industries and government institutions.

The purpose of this research is to find out how much influence the implementation of recruitment outsourcing has on employee performance loyalty at Bank Syariah Mandiri Padangsidimpuan. This research uses a descriptive method with a quantitative approach. The results obtained in this research are (1) there is a significant relationship between the implementation of recruitment outsourcing and employee performance loyalty at Bank Syariah Mandiri Padangsidimpuan; (2) means that the level of relationship between the recruitment outsourcing implementation variable and the employee performance loyalty variable is strong; (3) there is a significant relationship between the variable implementing recruitment outsourcing and the employee performance loyalty variable at Bank Syariah Mandiri Padangsidimpuan; and (4) the application of recruitment outsourcing to employee performance loyalty at Bank Syariah Mandiri Padangsidimpuan based on calculations using the determination test formula obtained a value of 52.42% while the remaining 47.58% was influenced by other factors which were not examined by the research.  

This change in regulations regarding employment status creates new dynamics in the implementation of employee recruitment in various government agencies. This creates challenges in maintaining the quality and integrity of the state civil apparatus, along with efforts to increase the professionalism and effectiveness of the bureaucracy. To understand the impact of this change comprehensively, it is necessary to conduct in-depth research that can provide better insight into how the PPNPN recruitment discretion can influence the letter of the Minister of PANRB No. B/185/M.SM.02. 03/2022 concerning Employment Status in Central Government and Regional Government institutions, the contents of which are that honorary employees will completely expire on November 28 2023 and be replaced by PPPK. This regulation means that government officials no longer have discretionary authority to appoint honorary employees or PPNPN. Flexibility of authority for the government to meet the needs of supporting personnel through outsourcing mechanisms. Document Study research method: by reviewing existing related documents. The documentation study approach is research that analyzes the PANRB Minister's Letter and other related policy documents to understand the content, objectives and provisions of the regulations. Data collection through literature and qualitative analysis. The research results show that violations of the PANRB ministerial regulations will be subject to sanctions in accordance with the provisions of the regulations. To meet the shortage of ASN positions or other supporting staff, the leadership proposed the formation of CPNS and PPPK after mapping the positions. The recommendations from this research are the importance of the availability of human resources for civil servants for good public services, and changes in policy regarding the recruitment of honorary employees by the government or leadership.

The income earned by companies in the field of outsourcing comes from all forms of work contracts and also management fees, which means that it comes from all kinds of service revenue in the field of outsourcing as income obtained directly from all areas of sales activity in the service sector. Outsourcing in the field of companies comes from the existence of work agreements, as a form of income accounting treatment at the Ions Solusi Objective company. The main part in managing the company is in the field of recognition, presentation and measurement. The methods used in this study were interviews and documentation as the main part of the data analysis as the main part of the qualitative descriptive. The results of the study are that there is an accounting treatment that originates from outsourcing service revenue from PT. Ion Solution Objective seen from the recognition, presentation, and measurement. Revenue from outsourcing services is in accordance with the rules that apply in SAK ETAP  

Employment service companies which are familiarly known as outsourcing in Indonesia have recently emerged a lot, one of the advantages of this company is that a company that needs additional workers in its company can quickly get workers according to the criteria desired by the company. Apart from that, the company also doesn't need to be bothered with things like employee recruitment. Companies that provide labor services to be employed by other companies that request labor or companies that provide workers