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This study presents the development and evaluation of an automatic passenger counting system for public buses using the YOLOv8 algorithm based on Convolutional Neural Networks (CNN). Accurate passenger counting plays a crucial role in optimizing public transportation operations, as it enables effective capacity management, reduces operational costs, and improves overall passenger comfort. Conventional manual counting methods are often inefficient, time-consuming, and prone to human error, particularly in high-density urban transportation environments. Therefore, an automated and intelligent solution is required to support real-time monitoring and operational decision-making. The proposed system employs deep learning-based object detection to identify and count passengers from video streams captured by cameras installed inside buses. Two camera positions, namely front and rear views, were evaluated to assess system performance under different visual conditions. The experimental results show that the system achieves high detection accuracy in the front camera view, with a confidence score of 0.82, indicating reliable performance in scenarios with minimal object occlusion. In contrast, the rear camera view demonstrates slightly lower accuracy, with a confidence score of 0.76, mainly due to increased object overlap and variations in lighting conditions. These findings emphasize the importance of appropriate camera placement and environmental consideration in improving detection reliability. In addition, the implementation of the proposed system enables real-time monitoring of passenger flow, which supports dynamic scheduling, demand-based route planning, and efficient fleet management. Accurate passenger data allows transportation operators to optimize service allocation, reduce congestion, and enhance overall service quality. Overall, this study contributes to the development of intelligent transportation systems by demonstrating the practical applicability of deep learning-based passenger counting solutions. The proposed approach offers strong potential for real-world deployment in smart city environments, supporting the creation of more sustainable, efficient, and passenger-oriented public transportation services.

Bintan Regency is a Regency with the largest decrease in the open unemployment rate for the 2022-2023 period in the Riau Islands. This study aims to determine the strategy of the Bintan Regency Regional Government in reducing unemployment in Bintan Regency. The research method used is qualitative descriptive research with interview and documentation data collection techniques. The results of this study indicate that the Bintan Regency Manpower Office has mostly implemented its strategy well from the organizational strategy already having good strategies and policies. The program strategy has a positive impact on the workforce in improving skills and prioritizing the placement of local workers. The resource support strategy is adequate both in terms of human resources, finance, technology and infrastructure. Institutional strategy, responsible for performance targets and exercising its authority in reducing unemployment.

This study aims to analyze the implementation of management regarding Human Resources, in order to improve the quality of education at SMA Negeri 1 Bandar Khalipah. Effective human resource management is a key to achieving a quality education goal. This study uses a qualitative approach with a case study method. The methods used to collect data are by conducting observations, interviews, and documentation. Data analysis is carried out using data reduction techniques, data presentation, and drawing conclusions. As for checking the validity of the data, it is by using triangulation of methods and sources. The results of this study will later present a description of the implementation of Human Resource Management to improve the quality of education at SMA Negeri 1 Bandar Khalipah by: 1) Analysis of the work carried out by the principal on educational and teaching staff, 2) Very comprehensive and structured human resource planning in the management of educational and teaching staff, 3) Procurement of human resources involves various stages and depends on the status of prospective educators (Honorary and PNS), 4) Selection of human resources involves various different stages for prospective educators, CPNS selection is stricter and more formal while honorary is more flexible, 5) Orientation of human resources involves stages and depends on the status of honorary or PNS, for honorary workers it is more flexible with an observation period while PNS is structured and comprehensive, 6) Appointment and placement of human resources depends on the status of honorary employees or PNS, honorary workers are placed according to the orientation period if accepted before the opening of a new class while PNS are based on SK and qualifications, 7) Compensation of human resources depends on employee status and applicable regulations, 8) Development of human resource careers human resources that should involve strategies and programs, both internal and external, 9) Evaluating human resource performance is done with various methods and frequencies, 10) Dismissal and termination of employment of human resources in this school depends on the conditions of the work contract, teacher requests and policies from the head of the education office and the principal. This study found that active participation from all parties in the school, including the principal, teachers, and staff plays an important role in supporting the improvement of the quality of education. This study concludes that in order to obtain quality human resources, in its management, it is necessary to implement good and correct human resource management so that it is in accordance with the expected needs.

This study aims to analyze the service quality of PDAM Tirta Danau Tempe in Wajo Regency using the Quality Function Deployment (QFD) method with the House of Quality (HoQ) approach. The research methods used include qualitative data collection through interviews and observations, and quantitative data through questionnaires filled out by 30 respondents from 650 PDAM customers. Validity and reliability tests were conducted to ensure data consistency, while HoQ analysis was used to link customer desires with the quality of service provided. The results show that the most important service attributes for customers are the PDAM's good reputation, timely office operation time, and effective communication by staff. However, some aspects such as the company's compliance with service promises and the availability of a comfortable waiting room need to be improved. The conclusion of this study is that there is a need to improve service quality through a thorough evaluation of these attributes to increase customer satisfaction and strengthen their loyalty. Technical recommendations include improving employee work ethics, handling customer complaints, and more appropriate employee placement to improve PDAM service performance.

The purpose of this study is to identify how PT. Bintang Shafwan manages their human resources, specifically regarding the influence of "Work Placement and Work Discipline on Employee Performance of PT. Bintang Shafwan". In addition, as important as it is to have a job placement that matches your skills and work experience, you can foster interest in work that suits the needs of the company. And work discipline that has been appropriate such as the rules made by the company can improve the overall performance of the company. The method used in this study is a quantitative method, in this study using a saturated sample with a total of all populations as a sample of 50 employees of PT. Bintang Shafwan. The research method is quantitative statistics. Data analysis includes data quality tests, namely validity and reliability tests, classical assumption tests, t-tests and f tests. As the results in this study show that work placement has a positive and partially significant influence on employee performance with t count 2.169 > t table 2.011 and significance values 0.035 < 0.050. Work discipline has a positive and significant influence partially on employee performance with t count 2.367 >t table 2.011 and significance values 0.022 < 0.050. So, the implication in this study, work placement and work discipline that are already regular and in accordance with company rules must be maintained because they can have a positive impact on employee performance.

Effective bureaucratic management depends on aligning competencies with job placement. This study examines Echelon 3 and 4 officials in Pasuruan Regency, Indonesia, focusing on the suitability of their educational backgrounds, skills, and job roles. A descriptive quantitative approach was used with 77 respondents, including 23 Echelon 3 and 54 Echelon 4 officials. The findings indicate moderate suitability, with an average score of 3.5 out of 5. While many officials possess advanced educational qualifications, gaps in training adequacy and skill alignment remain. Technology usage is a key strength, reflecting readiness for digital transformation. These results emphasize the need for systematic training and strategic human resource allocation to enhance bureaucratic effectiveness. The study contributes to discussions on workforce optimization in public administration, providing actionable insights for policymakers. Future research should expand on these findings by exploring competency-based interventions and their impact on organizational performance.

The goal of democratic reform is to build an efficient and effective government management structure. Good governance, reflected from top to bottom, is demonstrated through the efficiency of civil servants in a country. This research focuses on the Badan Kepegawaian Daerah (BKD) of Batam City, as its performance reports reveal issues in evaluating employee performance. While BKD Batam has adhered to Government Regulation No. 46 of 2011 on Employee Performance Appraisal in the Execution of Official Duties, the current evaluation method is not effectively implemented. This regulation is expected to contribute positively by assisting government agencies in assessing the performance of their employees. The study combines qualitative methodology with a descriptive field research approach and inductive theoretical perspective. The aim is to describe and analyze the effectiveness of performance appraisal at BKD Batam, along with identifying the factors that hinder effective evaluation. Using interactive data analysis techniques, the findings conclude that BKD Batam's current performance evaluation system is ineffective due to its lack of integration with established standards and performance indicators. The key factors hindering effective performance evaluation include: 1) the subjective nature of the current evaluation; 2) the improper placement of civil servants in positions not aligned with their educational background; 3) the lack of strong understanding regarding the importance of performance evaluation among both evaluators and those being evaluated; and 4) a decline in supervision during the performance evaluation process.

Effective Human Resources (HR) management is the key to the success of every company in achieving its strategic goals. In this context, recruitment, selection and placement of employees plays an important role as the first process that determines the quality and performance of a company's workforce. This study covers recruitment, selection, factors influencing selection, as well as the recruitment and selection process. The data collected is analyzed comprehensively to identify patterns, trends, and relationships between the recruitment and selection process, its factors, and placement in organizational performance. The results of this study are intended to provide valuable insights for human resource managers. The practical implications of this research will lead to the development of selection factors, more accurate recruitment and selection processes, and more targeted staff placement, which will ultimately improve overall organizational performance.

An ergonomic work environment is designed to enhance the comfort, efficiency, and well-being of employees by optimizing the interactions between individuals and their workspaces. This approach encompasses the arrangement of furniture, the selection of equipment, and the configuration of the physical workspace to prevent musculoskeletal disorders, reduce fatigue, and improve productivity. Key elements include adjustable chairs and desks, proper lighting, adequate ventilation, and the strategic placement of computer monitors and keyboards. By incorporating ergonomic principles, organizations can mitigate the risk of repetitive strain injuries and other work-related ailments, fostering a healthier and more engaged workforce. The implementation of ergonomic solutions not only contributes to physical health but also supports mental well-being by reducing stress and enhancing overall job satisfaction. As a result, businesses benefit from increased employee performance, lower absenteeism, and a more positive organizational culture.  

Administrative supervision is very necessary to implement social rehabilitation services for victims of drug abuse. In this case, there are several things that must be researched in relation to carrying out administrative supervision, consisting of: 1) recruitment and selection of staff, 2) introduction and placement of staff, 3) work planning, 4 ) work assignment, which consists of a) understanding the assignment criteria, b) considering staff duties, c) type of assignment, d) stimulus, e) suitability of staff background with clients, 5) work delegation, 6) monitoring, reviewing and job evaluation, 6) coordination and 7) communication. This research aims to find out how administrative supervision of social rehabilitation services is in handling drug abuse victims at the Galih Pakuan Bogor Center. This research uses qualitative methods. Data collection was carried out by means of interviews, observation and documentation, determining informants using purposive sampling. The results of this research show that the supporting factors are human resources who can carry out tasks in accordance with Standard Operational Procedures at the Galih Pakuan Center and motivation for staff to be encouraged so that they want to carry out good, effective and efficient administration, the division of work groups into one supporting factors for carrying out staff performance and the existence of e-performance to provide work reports for monitoring. The inhibiting factor is the limited number of multi-service human resources and lack of capability in carrying out tasks, there are still some who do not have priority in distributing each task.

This research discusses the human resource management of librarians at the North Sumatra Provincial Library and Archives Office. The purpose of this research is to know the management and obstacles in human resource development at the Library and Archives Office of North Sumatra Province. This type of research is qualitative research with a descriptive approach, namely describing and describing the data and then analyzing the data obtained from the field so that the data and information obtained are explained without any engineering. Data collection techniques in this study are through observation, interviews, and documentation. The informants in this study amounted to 4 people which consisted of librarian functional HR empowerment section, library material development and processing section, expert level librarians and skilled or supervisory level librarians. The results showed that the recruitment and selection process of human resources in the library of the North Sumatra Provincial Library and Archives Office was regulated by the BKD (Regional Personnel Agency) and the one who determined employee acceptance was the BKN (State Personnel Agency), the suitability of organizing management in the placement of each employee according to their expertise, There are efforts to increase the participation of all group members in cooperation in order to realize the objectives of a plan through family gathering activities and rewards in the form of TPP (Additional Employee Income) and activities carried out in accordance with existing plans, namely the attitude and discipline of librarians who are in accordance with the rules that apply in the library of the library and archives office of the province of North Sumatra and there are several corrections such as S. O.P. librarian performance. O.P librarian performance that has not been implemented but replaced with S.O.P excellent service only. The obstacles in fostering librarians are the less communicative communication process and the limited budget.  

The Department of Population and Civil Registration is an agency engaged in the field of public services. Nowadays, many people are aware of the importance of civil registration of Indonesian citizens. Currently there are still many people who feel dissatisfied with the performance provided by employees to the community. This is due to problematic employee performance, such as employee attitudes that are less than friendly, employee performance that does not satisfy the public, and employees not completing their work on time. The aim of this research at the Tangerang City Population and Registration Service is to determine and analyze the performance of employees at the Tangerang City Population and Civil Registration Service. The method used in this research is a descriptive method with a qualitative approach. The results of this study indicate that the performance of employees at the Department of Population and Civil Registration is not optimal. In terms of quality indicators, employee performance still needs to be improved due to the mismatch between job placement and their abilities and skills. On the quantity of work indicator, it can be said that it is quite good because the work plan every year can be carried out properly. In terms of punctuality indicators, it still cannot be said to be optimal, because there are still employees being late in coming to work and employees not being on time in completing work. On the effectiveness indicator, it is quite good, because the facilities and systems in the office are adequate. The independence indicator is quite good, because there has been progress in the employee's initiative in carrying out their duties. In terms of work commitment indicators, the research results show that the responsibilities of employees are good, but there is still a lack of employee discipline when coming to work.    

Performance at the PUPR District Office Tanah Datar has not reached the target for 4 years. This study aims to examine the Effect of Placement and Work Environment on Employee Performance with Job Satisfaction as an Intervening Variable using secondary data obtained by distributing questionnaires to 50r6 permanent employees who are used as respondents at the PUPR DINAS Office of Tanah Datar Regency. In this study using the analysis tool Structural Equation Modeling (SEM) using Partial Least Square (PLS). The results of this study indicate that (1) Placement has a positive and significant effect (0.000 <0.05) on job satisfaction. (2) Work environment has a positive and significant effect (0.000 <0.05) on job satisfaction. (3) Placement has a positive and significant effect (0.027 > 0.05) on Employee Performance. (4) Work Environment has no effect (0.237 <0.05) on Employee Performance. (5) Job satisfaction has a positive and significant effect (0.004 <0.05) on employee performance. (6) Placement has an effect and significant (0.035 <0.05) on Employee Performance through Job Satisfaction. (7) Work Environment has a positive and significant effect (0.012 <0.05) on Employee Performance through Job Satisfaction. (8) The contribution of placement and work environment variables to employee performance is 0.865 or 86.5% and the remaining 13.5% is influenced by other variables not examined in this study. (9) The contribution of placement, work environment and job satisfaction variables to employee performance is 0.871 or 87.1% and the remaining 12.9% is influenced by other variables not examined by this study.    

Performance is an ability that must be possessed by every employee to carry out the duties and responsibilities given by the company to employees. This research aims to examine the influence of work discipline on employee performance, examine the influence of employee placement on employee performance and supervision on employee performance. The population in this study is all employees, number of employees and position at PT. Kereta Api Indonesia (Persero) Divre I North Sumatra and a sample of 50 respondents was obtained. The data collection instrument uses a questionnaire with a Likert scale, each of which has been tested and has met the validity and reliability requirements. Data analysis used multiple linear regression using SPSS 16.0 for Windows software tools. The results of this research show that work discipline has a partially positive and significant effect on employee performance, employee placement has a partially positive and significant effect on employee performance, supervision has a partially positive and significant effect on employee performance. Work discipline, employee placement and supervision simultaneously have a significant effect on employee performance.