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Diabetes mellitus, as a persistent non-infectious metabolic pathology increasingly prominent in the global epidemiological spectrum, is fundamentally characterized by dysfunctional hyperglycemia rooted in primary disruptions of pancreatic insulin hormone synthesis or peripheral resistance to its biological action, thereby inducing dynamic imbalances in gluconeogenesis and glycolysis pathways; amid the hypothesis that body mass index (BMI) as a measure of central adiposity potentially mediates variability in serum glucose levels, this quantitative observational study with a cross-sectional design rigorously tests the causal relationship between BMI and fasting/random blood glucose concentrations in a cohort of 134 adult subjects with type 2 diabetes mellitus affiliated with primary care services at Puskesmas Bongo II, Boalemo Regency, through an inclusive total sampling recruitment strategy, precision anthropometric measurement instruments (height, weight, WHO BMI categorization), and laboratory-validated glucometric validation, with multivariate inferential processing based on the Chi-Square independence test at a Type I error rate of α=0.05 using the latest edition of the SPSS analytical suite; the demographic profile highlights female gender supremacy (90 individuals, 67.2%), the normoweight group (78 cases, 58.2%), concurrent with substantial glycemic elevation prevalence (78 subjects, 58.2%), but the crucial statistical output reveals a p-value of 0.831 (>0.05) that negates any probabilistically meaningful association, thus the substantive conclusion affirms the non-significance of the BMI-glucose relationship in this local context, while implying the dominance of alternative etiopathogenic factors such as hypercaloric macronutrient intake patterns, deficits in aerobic/anaerobic physical activity, non-adherence to multidisciplinary pharmacological protocols (e.g., metformin/oral hypoglycemics), and a comprehensive management paradigm integrating behavioral education, continuous monitoring, and personalized interventions to mitigate long-term cardiovascular risks across the diabetes mellitus spectrum.

Diabetes mellitus, as a persistent non-infectious metabolic pathology increasingly prominent in the global epidemiological spectrum, is fundamentally characterized by dysfunctional hyperglycemia rooted in primary disruptions of pancreatic insulin hormone synthesis or peripheral resistance to its biological action, thereby inducing dynamic imbalances in gluconeogenesis and glycolysis pathways; amid the hypothesis that body mass index (BMI) as a measure of central adiposity potentially mediates variability in serum glucose levels, this quantitative observational study with a cross-sectional design rigorously tests the causal relationship between BMI and fasting/random blood glucose concentrations in a cohort of 134 adult subjects with type 2 diabetes mellitus affiliated with primary care services at Puskesmas Bongo II, Boalemo Regency, through an inclusive total sampling recruitment strategy, precision anthropometric measurement instruments (height, weight, WHO BMI categorization), and laboratory-validated glucometric validation, with multivariate inferential processing based on the Chi-Square independence test at a Type I error rate of α=0.05 using the latest edition of the SPSS analytical suite; the demographic profile highlights female gender supremacy (90 individuals, 67.2%), the normoweight group (78 cases, 58.2%), concurrent with substantial glycemic elevation prevalence (78 subjects, 58.2%), but the crucial statistical output reveals a p-value of 0.831 (>0.05) that negates any probabilistically meaningful association, thus the substantive conclusion affirms the non-significance of the BMI-glucose relationship in this local context, while implying the dominance of alternative etiopathogenic factors such as hypercaloric macronutrient intake patterns, deficits in aerobic/anaerobic physical activity, non-adherence to multidisciplinary pharmacological protocols (e.g., metformin/oral hypoglycemics), and a comprehensive management paradigm integrating behavioral education, continuous monitoring, and personalized interventions to mitigate long-term cardiovascular risks across the diabetes mellitus spectrum.

At MA Al-Mahdi Serang, there are challenges in the form of psychological distance between students and guidance and counseling teachers, as well as the negative influence of peers in the digital era that threaten students' independence and religious character. Islamic peer counseling is an alternative guidance and counseling strategy to support students' psychological needs while strengthening their independence and religious character. This study aims to (1) analyze the implementation of Islamic peer counseling services, (2) determine their influence on student independence, (3) explore their contribution to fostering religious character, and (4) formulate an effective Islamic guidance and counseling service model at MA Al-Mahdi Serang. This study uses a qualitative approach with a case study design. The research informants were 13 people consisting of the principal who is also a guidance and counseling teacher, the vice principal for curriculum, subject teachers, and students. Data were collected through participant observation, in-depth interviews, and documentation, then analyzed using thematic analysis. The results of the study indicate that: (1) the implementation of Islamic peer counseling is carried out through a peer counselor recruitment process based on the criteria of noble character and communication skills, as well as counseling skills training based on the values ​​of brotherhood and tabayyun; (2) Islamic peer counseling services have a positive influence on student independence, particularly in self-management and decision-making; (3) Islamic peer counseling contributes to the development of religious character through the internalization of the values ​​of honesty, responsibility, discipline in worship, and the culture of tawashau bil haqq; and (4) the formulation of an Islamic peer counseling model based on the values ​​of brotherhood as an adaptive and contextual guidance and counseling service in madrasas.

The effectiveness of public sector organizations in delivering quality services and achieving their mandates depends critically on how they manage their human resources. This study examines the relationship between strategic human resource management (SHRM) practices and organizational performance in Indonesian public sector organizations. Employing a mixed-methods research design, data were collected from 312 public sector managers and HR professionals across 45 government agencies through surveys and 32 in-depth interviews. The research investigates five key SHRM dimensions: strategic recruitment and selection, performance management systems, employee development and training, compensation and rewards, and employee engagement. Findings reveal significant positive relationships between SHRM practices and multiple performance indicators including service quality, operational efficiency, employee productivity, and organizational innovation. Regression analysis demonstrates that SHRM practices collectively explain 47.3% of variance in organizational performance scores. Qualitative data illuminate implementation challenges including limited HR professional capacity, rigid civil service regulations, political interference, and resistance to performance-based management. The study identifies critical success factors such as top management commitment, alignment between HR strategy and organizational strategy, investment in HR analytics capabilities, and cultural transformation toward merit-based practices. Results indicate that high-performing public organizations distinguish themselves through systematic talent management, data-driven HR decision-making, continuous learning cultures, and stronger linkages between individual performance and organizational outcomes. This research contributes empirical evidence on SHRM effectiveness in public sector contexts and provides actionable recommendations for HR practitioners and policymakers seeking to leverage human capital for improved public service delivery.

Stunting remains a significant public health challenge in Indonesia, including in Paser Regency, East Kalimantan. Effective human resource (HR) management among community cadres is a critical factor in stunting prevention and intervention programs. This community service activity aimed to enhance the knowledge and skills of 33 Stunting Companion Cadres under the auspices of the Office of Population Control, Family Planning, Women's Empowerment and Child Protection (DPPKBPPPA) of Paser Regency through counseling and training on HR management principles applied to stunting mitigation. The activity was conducted using a participatory lecture method supplemented by discussion and question-and-answer sessions. Pre-test and post-test evaluations were administered to measure improvements in participants' knowledge. Results indicated a significant increase in participants' understanding of HR management concepts—including planning, recruitment, training, and performance evaluation—as applied to stunting intervention programs. The mean pre-test score was 58.3, which increased to 82.7 after the intervention (improvement of 41.8%). These findings underscore the importance of HR management capacity-building for cadres as a foundational strategy for achieving optimal stunting reduction outcomes at the community level.

This study aims to analyze the influence of Work Life Balance and Work Discipline on Employee Productivity at Seblak Bageur Bandung. The research background is based on operational phenomena such as high work intensity, consumer complaints regarding service accuracy, and pre-survey results indicating that Work Life Balance and Work Discipline are dominant factors affecting productivity. This study uses a quantitative method with descriptive and verificative approaches. The research population consisted of 34 employees, all of whom were used as samples through total sampling technique. Instruments in the form of questionnaires were tested for validity and reliability, then analyzed using multiple linear regression, t-test, F-test, and coefficient of determination. The results show that: (1) Partially, Work Life Balance (X1) has a regression coefficient of 0.801 > 0.3388, so H1 is accepted; Work Discipline (X2) has a regression coefficient of 0.862 > 0.3388, so H2 is accepted. (2) Simultaneously, Work Life Balance does not have a significant effect on productivity because the Work Discipline variable is more dominant, with a regression coefficient (b1) of 0.125, t-value of 0.591, and significance of 0.559. Meanwhile, Work Discipline has a stronger influence with a regression coefficient (b2) of 0.749, t-value of 3.543, and significance of 0.001. Overall, this study confirms that improving Work Life Balance and especially Work Discipline is an important strategy for increasing employee productivity at Seblak Bageur Bandung.

The phenomenon of the increase in virtual events after the Covid-19 pandemic has encouraged companies to use them as a communication strategy to strengthen their image in the digital era. Ekrutes.Id, as a technology-based recruitment platform, has taken advantage of this momentum by organizing the Ekrutalks virtual event, which is designed to introduce its services and build the image of a company based on a smart system. This research aims to describe the management of the Ekrutalks virtual event organized by Ekrutes.Id and analyze its role in building the company's image. The research uses a qualitative approach with a descriptive method. Data was collected through interviews, observations, and documentation. Data analysis was conducted using Saiddel's interactive model, which includes the stages of data reduction, data presentation, and conclusion drawing to obtain a comprehensive understanding of the phenomenon being studied. The results of the study indicate that Ekrutalks management runs in accordance with Goldblatt's five stages, namely research, design, planning, coordination, and evaluation. The research stage serves to identify audience needs, while design and planning emphasize creativity in selecting themes, speakers, and digital platforms. Meanwhile, coordination and evaluation are carried out in a structured manner to ensure the sustainability of the event. Through systematic implementation, Ekrutalks is able to build the image of Ekrutes.Id as a professional, adaptive, and technology-based recruitment platform. Thus, virtual events not only serve as a means of communication, but also become an effective strategy in shaping the company's image in the digital era.

This study aims to analyze the implementation of human resource management (HRM) audits in motivating employee performance at CV Cipta Alignment Constructions (CV.CLC). HRM audits serve as an evaluative and strategic tool in assessing the effectiveness of personnel functions such as recruitment, training, career development, and reward systems. The study used a qualitative approach with a case study method through interviews, observation, and documentation. The results show that HRM audits have a positive effect on employee motivation and performance by increasing work morale, placing employees according to competencies, and reducing turnover. Based on Resource-Based Theory (Barney, 1991), HRM audits are valuable and difficult-to-imitate strategic resources, thus supporting a company's competitive advantage. These findings emphasize the importance of implementing HRM audits continuously as part of a management strategy to improve organizational effectiveness. The implications of this study provide recommendations for companies to integrate HRM audits into strategic planning to achieve optimal and sustainable performance. In addition, this study also opens opportunities for further studies to strengthen the implementation of HRM audits in different sectors and company scales.

This study examines the role of the private sector in collaborative politics to strengthen human security in preventing human trafficking in Kupang City, East Nusa Tenggara Province. Human trafficking is an extraordinary crime that poses serious threats to human security, particularly for Indonesian Migrant Worker Candidates (CPMI) who are highly vulnerable to exploitation and illegal recruitment. The complexity of this issue requires the involvement of multiple actors, including not only the government but also the private sector. This research employs a qualitative descriptive method, with data collected through interviews, observation, and documentation. The research sites include BP3MI East Nusa Tenggara as a government representative and two private companies, PT Bakti Unggul Sejahtera (PT BUS) and PT AKKA AL-MATAR. The analysis is based on the collaborative governance framework proposed by Ansell and Gash, which emphasizes face-to-face dialogue, trust building, commitment to the process, shared understanding, and intermediate outcomes. The findings indicate that collaboration between the government and the private sector plays a significant role in preventing human trafficking through legal recruitment processes, pre-departure training, capacity building, and supervision of labor placement procedures. Although challenges remain in coordination and policy consistency, these collaborative practices contribute positively to strengthening the protection of migrant workers’ rights and security. This study concludes that collaborative politics between the government and the private sector is a crucial strategy in developing a human security–oriented human trafficking prevention system

Optimizing human resource (HR) performance through a business process reengineering (BPR) approach is a crucial strategy in a competitive and dynamic industrial environment. This study qualitatively examines through a literature review how BPRs radically redesign business processes to improve productivity, quality, time efficiency, and reduce operational costs, with a focus on HR aspects such as recruitment, training, performance appraisal, and career development. The BPR theory by Michael Hammer and James Champy emphasizes the principles of results-based workflow reorganization, the integration of information technology such as ERP and AI, and the empowerment of HR to eliminate task redundancy. In the Indonesian industrial context, the integration of BPR with digital transformation supports Industry 4.0, where HR acts as a catalyst for innovation through adaptive skills and cross-functional collaboration. The study results show that BPR implementation strategies including as-is process analysis, to-be design, change management, and continuous evaluation increase employee motivation, retention, and sustainable competitive advantage. Case studies such as PT Telkom Indonesia and PT Cahaya Mega Group demonstrate efficiency increases of up to 100%. This approach not only streamlines operations but also builds an organization resilient to market and technological disruption.

Competition in recruiting high-quality talent has intensified due to the advancement of digital technology, globalization, and the shifting preferences of younger generations in choosing their workplace. Traditional recruitment models are no longer sufficient, requiring companies to integrate employer branding with recruitment marketing strategies to attract potential candidates effectively. This study aims to analyze how PT Surya Pratista Hutama (SUPRAMA), a food manufacturing company, implements employer branding to strengthen its corporate image and enhance recruitment effectiveness. The research employed a qualitative descriptive method through observation, interviews, and documentation studies with the Human Capital and Corporate Communication Division. The findings reveal that SUPRAMA’s employer branding strategy is carried out through organizational culture strengthening, the use of digital platforms, consistent visual identity, and collaboration with educational institutions. The integration of these strategies has proven to increase the number of qualified applicants, improve candidate experience, and enhance the company’s reputation as an employer of choice. However, challenges remain in maintaining consistent branding communication and developing innovative digital content. This study concludes that employer branding is not merely a communication tool but also a long-term investment in human resource management.

This study explores the implementation of human resource development management as a strategic effort to enhance task performance in educational institutions. The research was conducted at MAN 2 Kediri City and MAU MBI Amanatul Ummah Pacet Mojokerto, where notable improvements in information and technology mastery were observed. These improvements stemmed from various capacity-building activities, including computer proficiency training, computer-based learning workshops, excellent service training, teacher participation in science olympiad competitions, and other quality enhancement programs. Employing a qualitative approach, data were collected through participant observation, in-depth interviews, and documentation. Data analysis was conducted using individual site analysis and cross-site comparison, while data validity was ensured through credibility, transferability, dependability, and confirmability criteria. The findings reveal that to strengthen competitive advantage in madrasahs, school leaders undertake comprehensive human resource management practices. These include needs analysis through vacant position mapping and recruitment planning, teaching hour allocation, job analysis, and structured recruitment processes involving written tests, microteaching, and interviews. Furthermore, human resource development is carried out through adherence to Standard Operating Procedures (SOP) and continuous professional training for educators. The study concludes that strategic human resource development contributes significantly to institutional competitiveness and educational quality. It recommends sustained investment in teacher capacity building and structured HR planning to support long-term performance improvement.

Organizations today face increasing challenges related to environmental sustainability and social responsibility, requiring them to adopt modern management practices that enhance their sustainability and growth. This research aims to examine the concept of Green Human Resources Management (GHRM) and its role in supporting organizations' sustainable growth strategies. The research addresses the importance of adopting human resource management policies that take environmental dimensions into account, such as green recruitment and training, sustainable performance management, and rewards that promote positive environmental behaviors. It also explores the relationship between these dimensions and achieving sustainable organizational growth by improving operational efficiency, enhancing corporate image, and increasing employee and stakeholder satisfaction. The research relies on an analytical methodology that combines theoretical studies and practical experiences from organizations that have implemented green human resource strategies and achieved success in sustainable growth. The research concludes that integrating GHRM activities with organizational growth strategies leads to a sustainable competitive advantage and enhances organizations' ability to address modern environmental and economic challenges. What distinguishes our research from previous studies is its attempt to link the two disciplines of green human resource management and organizational growth strategy. This in itself is a rarity in this field compared to other research that links a single, precise discipline, given the importance of the role played by human resources and its impact on all business administration disciplines.

Human resource development (HRD) is a fundamental pillar in the management of Islamic education, especially in the era of globalization and the industrial revolution 4.0. Islamic educational institutions are required to produce graduates who are not only religious but also competent, ethical, and adaptive. This study aims to identify effective HRD strategies to improve the quality of Islamic educational institutions. The research employs a qualitative approach with data collected through interviews, observations, and documentation in several Islamic educational institutions. The findings reveal that strategies such as training, internships, scholarships, mentorship, collaboration, performance evaluation, spiritual development, technology implementation, and innovation play vital roles. The integration of Islamic values in recruitment, training, and career development is also crucial. However, challenges such as limited funding, lack of competent human resources, and insufficient leadership attention remain obstacles. This study emphasizes the need for innovation in HRD to overcome these barriers. It is expected that the findings provide practical solutions for Islamic educational institutions to achieve educational goals, produce quality graduates, enhance competitiveness, and contribute positively to society.

Human resource management (HR) in the government sector, especially in the Public Works and Spatial Planning Agency (PUPR) of North Sumatra Province, has a crucial role in determining the effectiveness and efficiency of public services. However, HR management in government agencies still faces various challenges, such as complex bureaucracy, lack of innovation, and employee competency gaps. This study aims to analyze the challenges in HR management and the factors that influence employee performance in order to formulate strategies for optimizing HR management in the government sector. Using qualitative research methods, data were obtained through interviews, document studies, and literature reviews. The results of the study indicate that a rigid personnel system, lack of competency development, and a recruitment and promotion system that is not fully performance-based are the main factors that hinder the effectiveness of employee work. Therefore, reforms are needed in the HR management system, such as improving the recruitment, promotion, and rotation mechanisms of employees, strengthening competency development policies through adaptive training programs, and implementing a performance evaluation system based on objectivity and transparency. With this optimization strategy, it is hoped that employee performance at the PUPR Office of North Sumatra Province can improve, so that public services become more effective and professional.

The purpose of the Federal Capital Territory (FCT) of Abuja is to implement government directives in order to achieve national development goals. To accomplish this, recruitment and retention strategies in the civil service (CS) play a crucial role in providing the human resources needed. This study empirically investigates the recruitment and retention strategies applied in the FCT. The study utilized a survey method by distributing questionnaires to civil servants and conducting structured interviews to collect the necessary data to achieve the research objectives. To analyze the collected data, the study used the chi-square analytical technique. The findings reveal that the recruitment strategy in the CS is based on a combination of political and merit-based factors. Regarding employee retention, the study found that the CS has implemented relatively effective incentives to retain its workforce. However, while these incentives are sufficient for short-term retention, they are inadequate to retain skilled employees compared to the incentives offered by private companies. The recommendations from this study suggest that, in order to maintain a skilled workforce and enhance performance, the CS must implement more competitive incentives that are comparable to those offered by the private sector in order to attract and retain the best talent in the long run.

In a subset of the Federal Capital Authority (FCDA) Civil Service, the study aims to examine the relationship between job satisfaction, retention, and employee salary. Civil Service, Capital Authority (FCDA) are established by the manner in which employees receive compensation and rewards. Two goals were employed, and two hypotheses were developed to direct the investigation. The research design utilized in the study was a descriptive survey. The 400 Federal Capital Authority (FCDA) Civil Service members were chosen as the population. The study's findings indicate that employee retention significantly affects the Federal Capital Authority (FCDA) Civil Service [F (1, 398) = 11.287; p<0.01] and that job satisfaction and employee compensation are significantly correlated among the FCDA Civil Service [r (398) = -.123: p<0.01]. It was determined that, similar to other nations, the Federal Capital Authority (FCDA) Civil Service in Nigeria acts as the pivot for economic growth; managers of the FCDA Civil Service face several difficulties. They struggle with a high employee turnover rate and discover that their staff members are quitting them without warning on a daily basis. According to the report, the Federal Capital Authority (FCDA) Civil Service management should pay its personnel appropriately for the position they have so that they can carry out their leadership duties successfully and efficiently. All of these suggestions will improve employee performance, which will improve the performance of the organization as a whole. The Federal Capital Authority (FCDA) Civil Service should promote more employee relationships and interpersonal interactions.

Human Resource Management (HRM) is a critical determinant of organizational productivity and competitiveness in the era of globalization and digital transformation. This study employs a Systematic Literature Review (SLR) approach to synthesize empirical findings on HRM strategies published between 2019 and 2024. The review identifies six key domains of effective HRM: competency-based recruitment, continuous training and upskilling, transparent performance evaluation, reward and incentive systems, workforce diversification and inclusion, and technology-enabled HRM. Evidence demonstrates that competency-driven recruitment reduces turnover and enhances job fit, while continuous training fosters innovation and adaptability. Transparent evaluation systems increase motivation and fairness, and balanced reward packages combining financial and non-financial recognition improve retention and engagement. Workforce diversification enhances problem-solving and innovation when paired with inclusive leadership practices. Technology integration, particularly HRIS and people analytics, streamlines processes and strengthens decision-making. Importantly, bundled strategies yield stronger productivity outcomes than isolated interventions, with improvements occurring through capability, motivation, and coordination pathways. The findings underscore the need for organizations to align HRM practices with strategic goals and global trends. This study contributes to HRM literature by providing evidence-based insights and offers practical guidance for managers seeking to enhance productivity in competitive environments.

The purpose of this study is to determine the strategy of the Youth Organization of 1000 Teachers in Samarinda City in recruiting volunteers so that prospective volunteers who join have an interest in participating directly in helping with educational problems in remote areas and the obstacles faced by the Youth Organization of 1000 Teachers in conducting the recruitment. Youth with its social control function that has an active role in fighting for various values ​​of life that exist in society, the Youth Organization of 1000 Teachers in Samarinda City as an agent of change plays an active role in implementing education, especially for remote, underdeveloped, and border areas in East Kalimantan Province which still need special attention. This study is descriptive qualitative with a focus on describing and describing the strategy of the Youth Organization of 1000 Teachers in Samarinda City in recruiting volunteers so that prospective volunteers have an interest in participating directly in helping with social problems in the field of education, especially in remote areas and the obstacles faced. The data analysis used is the interactive model data analysis proposed by Miles, Huberman, and Saldana, where this data analysis consists of data collection, data condensation, data presentation and drawing conclusions. This study uses secondary data collection techniques by conducting library research and other secondary data sources and conducting direct research in the field to obtain primary data through in-depth interviews. From the results of the study, it shows that the Strategy of the 1000 Teacher Youth Organization in Increasing Volunteer Interest in East Kalimantan Province has been running well so far. This is because the members of the organization in it, both the Chairperson, Secretary, Treasurer and donations, Creative and event Team, Survey and Logistics Team, and the members of the 1000 Teacher Youth Organization management in Samarinda City are able to adapt and be creative in recruiting prospective volunteers.

This research aims to explore strategies for realizing sustainable performance management at PT. Tanjungpinang Branch Pawnshop. This research uses qualitative research through data collection, observation and interviews. The sampling technique used was purposive sampling. The informant is Mr. HR as Marketing Officer. The data analysis used in this research is descriptive analysis, namely the researcher collects, processes and analyzes data to describe the problems that exist at PT Pegadaian Tanjungpinang Branch. The research results show that the strategy applied at PT. Pegadaian Tanjungpinang Branch in realizing sustainable performance management, namely the digitalization strategy of Human Resources and Talent Management. In this case, the Human Resources digitalization strategy includes transforming the Human Resources Management system through digital platforms, increasing employee skills in technology, using data for strategic decision making, and implementing an adaptive technology-based work culture. Meanwhile, talent management includes recruitment planning and appropriate individual selection, as well as skills development through training and mentoring.