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This study is motivated by the importance of the recruitment process of Government Employees with Work Agreements (PPPK) in shaping perceptions of decent work among State Civil Apparatus (ASN). The objective of this research is to analyze the effect of the PPPK recruitment process on the perception of decent work among ASN in Tebing Tinggi City. This study employs a quantitative approach using a survey method by distributing questionnaires to 92 PPPK ASN respondents. The data analysis techniques include classical assumption tests, simple linear regression, coefficient of determination, and hypothesis testing using SPSS. The results show that the PPPK recruitment process has a positive and significant effect on the perception of decent work among ASN, with a contribution of 78.2%. This indicates that the better the implementation of a transparent, objective, and merit-based recruitment process, the higher the employees’ perception of decent work. The implications of this study emphasize the importance of improving the quality of the PPPK recruitment system to support the creation of professional ASN and enhance employee trust and job satisfaction within government institutions.

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 research is motivated by the issue of employee productivity at Estetiderma Clinic Bekasi, as indicated by the unmet distribution target data during the 2021–2024 period. In addition, there are indications that improvements are needed in the effectiveness of recruitment methods and employee work discipline, as reflected in the attendance data. The purpose of this study is to determine whether recruitment (X1) and work discipline (X2) have an effect on employee productivity (Y), either partially or simultaneously, at Estetiderma Clinic Bekasi. The research method used is associative quantitative research. The population and sample consist of all 130 employees of Estetiderma Clinic Bekasi. The data analysis techniques employed include multiple linear regression analysis, correlation coefficient analysis, coefficient of determination, and hypothesis testing (t-test and F-test). The results of the study show that: (1) the recruitment variable (X1) has a t-value of 9,503 > t-table 1.978 and a significance value of 0.000 < 0.05, indicating a positive and significant effect of recruitment on employee productivity; (2) the work discipline variable (X2) has a t-value of 13,154 > t-table 1.978 and a significance value of 0.000 < 0.05, indicating that work discipline has a positive and significant effect on employee productivity; and (3) the simultaneous F-test result shows an F-value of 114.347 > F-table 3.067 with a significance value of 0.000 < 0.05, which means that recruitment and work discipline simultaneously have a significant effect on employee productivity. These two variables contribute 64.3% to employee productivity, while the remaining 35.7% is influenced by other factors not included in this study.

The development of artificial intelligence (AI) has significantly transformed human resource management, particularly in recruitment and employee selection processes. AI-based recruitment systems utilize algorithms to enhance efficiency, speed, and objectivity in evaluating candidates. These systems allow organizations to process large volumes of applications more quickly and identify suitable candidates based on data-driven criteria. However, despite these advantages, the use of AI also presents challenges, especially concerning algorithm transparency and the potential for bias, which may compromise fairness in decision-making. Therefore, the role of human resource (HR) leaders becomes crucial in ensuring that AI systems are implemented in a transparent, accountable, and ethical manner. This study aims to analyze the application of algorithm transparency in AI-based recruitment and examine the role of HR leaders in overseeing and auditing these technologies to minimize algorithmic bias. The research adopts a Systematic Literature Review (SLR) approach by analyzing various scholarly articles related to AI in recruitment, algorithmic bias, and AI governance. The review process includes stages of identification, selection, evaluation, and synthesis of relevant literature from multiple scientific databases. The findings indicate that algorithm transparency is a key factor in developing fair and accountable recruitment systems. HR leaders play a strategic role through oversight mechanisms, algorithm audits, and the establishment of governance policies. Without proper supervision, AI systems risk perpetuating historical biases embedded in training data. Therefore, integrating AI with responsible HR leadership is essential to achieving transparent, fair, and sustainable recruitment practices.

Tes psikologis yang handal dan objektif sangat penting dalam perekrutan anggota Kepolisian Nasional Indonesia untuk memastikan seleksi kandidat yang berkualitas. Namun, metode pengujian psikologis konvensional seringkali memakan waktu, rentan terhadap kesalahan manusia, dan kurang transparan dalam pengolahan data dan manajemen hasil. Studi ini bertujuan untuk merancang dan mengimplementasikan Sistem Informasi Pengujian Psikologis Berbasis Web (E-Psikotes) untuk mendukung proses seleksi psikologis calon polisi di Polda Jawa Tengah. Data dikumpulkan melalui observasi prosedur pengujian yang ada, wawancara dengan psikolog dan anggota komite seleksi, kuesioner, dan analisis dokumentasi. Sistem dikembangkan menggunakan kerangka kerja CodeIgniter 3 dengan arsitektur Model View Controller (MVC), sedangkan MySQL digunakan sebagai sistem manajemen basis data. Evaluasi sistem melibatkan pengujian black box dan User Acceptance Test (UAT) untuk menilai fungsionalitas, kegunaan, dan kepuasan pengguna. Hasil penelitian menunjukkan bahwa Sistem Informasi Tes Psikologi Berbasis Web (E-Psikotes) untuk Seleksi Calon Anggota Kepolisian Republik Indonesia yang diusulkan secara efektif mengotomatiskan proses administrasi, penilaian, dan pelaporan tes psikologis. Sistem ini meningkatkan efisiensi, akurasi, dan transparansi dibandingkan dengan metode konvensional. Hasil evaluasi pengguna menunjukkan tingkat penerimaan yang tinggi, terutama dalam hal kemudahan penggunaan dan keandalan. Studi ini memberikan kontribusi pada bidang sistem informasi dengan menyediakan model praktis untuk pengujian psikologis digital dalam rekrutmen kepolisian. Temuan menunjukkan bahwa implementasi sistem pengujian psikologis berbasis web dapat mendukung transformasi digital dan meningkatkan kualitas pengambilan keputusan dalam proses rekrutmen sektor publik.

This community service program aims to increase student interest and recruitment in the Physical Education and Sports Science Study Program at Mulawarman University in Berau Regency, East Kalimantan. The main problem faced is the low interest of high school students in continuing their studies in physical education and sports science due to limited information regarding study programs, university admission pathways, and career prospects for graduates. The implementation methods included direct academic outreach in schools, career education workshops, sports teaching clinics, and a digital campaign through social media. Evaluation was conducted using pre- and post-test interest questionnaires, teacher interviews, and recording the number of new student applicants. The results of the activity showed a significant increase in student understanding and interest in continuing their studies, as well as an increase in the number of new student applicants from the target schools. These findings indicate that the combination of direct academic promotion and digital campaigns is effective in increasing new student recruitment. The program also succeeded in establishing partnerships between universities and schools as a sustainable measure. This community service activity is recommended for replication in other regions to support equitable access to higher education in physical education and sports science.

Magang Industri (KPI) berfungsi sebagai media bagi siswa untuk menerapkan pengetahuan akademis ke dalam lingkungan kerja nyata, khususnya melalui keterlibatan dalam proses rekrutmen. Penelitian ini dilakukan di PT. Asri Dharma Sejahtera, sebuah perusahaan milik daerah di sektor minyak dan gas, di mana Divisi Sumber Daya Manusia memainkan peran strategis dalam mendukung operasi. Tujuan dari kegiatan ini adalah untuk mengidentifikasi tahapan rekrutmen dan mentransmisikan efektivitas metode yang diterapkan. Data dikumpulkan secara kualitatif melalui wawancara dengan staf SDM dan observasi langsung terhadap kegiatan rekrutmen. Hasil penelitian menunjukkan bahwa PT. ADS menerapkan proses rekrutmen yang sistematis, mulai dari perencanaan tenaga kerja, pengumuman lowongan pekerjaan, penyaringan aplikasi, tes, dan wawancara. Dua metode utama yang digunakan: bursa kerja dan platform dare, masing-masing dengan kelebihan dan keterbatasan yang berbeda. Bursa kerja efektif untuk interaksi pribadi dan merek pemberitaan kerja, sementara platform berani menawarkan jangkauan yang lebih luas dan efisiensi yang lebih besar. Kesimpulan menyimpulkan bahwa strategi rekrutmen hybrid mengoptimalkan kekuatan kedua metode, menghasilkan proses rekrutmen yang lebih efektif dan adaptif. Rekomendasi tersebut mencakup SOP pemeliharaan yang terperinci, penerapan sistem e-rekrutmen yang komprehensif, dan pelaksanaan evaluasi berkala guna meningkatkan transparansi, kualitas, dan daya saing perusahaan.

This study analyzes the application of sentence enhancement to perpetrators of fraud in the recruitment of civil servants (ASN) and examines the consistency of judicial reasoning in Decision No. 1175/Pid.B/2024/PN Mks. The research focuses on two main issues: the fulfillment of the requirements for sentence enhancement under Articles 52 and 486–488 of the Indonesian Criminal Code (KUHP), and the alignment of the judge’s considerations with the principles of criminal sentencing. Using a normative juridical method and employing statutory, case, and conceptual approaches, this research finds that the application of Article 378 KUHP was appropriate, as the elements of deception were proven. However, sentence enhancement under Articles 52 and 486–488 KUHP was not applied due to the absence of a functional connection between the perpetrator’s status as an ASN and the offense, as well as the failure to meet the formal requirements of recidivism. Although the decision is legally defensible in a formal sense, it lacks substantive completeness in addressing moral and sociological considerations. The perpetrator’s ASN status and prior conviction should reasonably serve as aggravating factors. The study concludes that while the decision is normatively consistent, it falls short of achieving substantive justice, particularly regarding public protection and the integrity of the civil service.

This study examines the crisis in teacher quality in the disruption era, caused by weak recruitment and selection systems that remain administrative, subjective, and lack transparency. The research aims to analyze the need for transforming recruitment and selection strategies toward a competency- and technology-based model as a solution to improve educational quality. This research employs a qualitative approach with a case study at MTs YPI Darul Huda Belitang OKU Timur. Data were collected through interviews, observations, and documentation, then analyzed descriptively using the Miles and Huberman interactive model. Data validity was tested through source and technique triangulation. The findings reveal that implementing competency- and technology-based recruitment systems, such as e-recruitment and online assessment, enhances objectivity, transparency, and efficiency in the selection process. This transformation strengthens teacher professionalism and improves the quality of educational institutions to become more adaptive to the challenges of the digital era.

This study aims to analyze students' perceptions of the concept of meritocracy in education management as an effort to prevent nepotism in the recruitment process for elementary school teachers. Meritocracy is seen as an approach that emphasizes individual competence, qualifications, and achievements in the selection process for educators, while nepotism is often an obstacle in creating a professional and ethical educational environment. This study uses a quantitative descriptive method with data collection through questionnaires distributed to students in education study programs who have acquired a basic understanding of educational management and teacher recruitment systems. The data were analyzed to describe the students' level of understanding, attitudes, and views on the application of meritocracy principles and their awareness of the negative impacts of nepotism in the world of education. The results show that the majority of students have a positive perception of meritocracy as a fair and effective system for improving the quality of educators. However, some students acknowledge that nepotism is still common in the education sector and is considered to undermine professionalism and public trust. These findings emphasize the importance of instilling meritocratic values from the university level and strengthening competency-based recruitment policies to support the creation of a transparent and high-quality education system.

The employee recruitment system is a crucial aspect in maintaining the quality of human resources in healthcare institutions, particularly hospitals based on Islamic values. Muhammadiyah Ponorogo General Hospital, as a hospital based on Muhammadiyah principles, faces the challenge of ensuring that every employee is not only technically competent but also aligned with Islamic values ​​and culture. This study aims to describe the employee recruitment process, identify the challenges faced, and explore best practices implemented at Muhammadiyah Ponorogo General Hospital. The study used a qualitative approach with data collection through in-depth interviews with Human Resources Development (HRD) and relevant stakeholders, direct observation of the selection process, and internal document review. Data were analyzed thematically to discover patterns and deeper meanings within the recruitment process. The results show that recruitment is carried out through the stages of identifying workforce needs, administrative selection, written tests, in-depth interviews to assess technical competency and Islamic value alignment, and medical examinations. The main challenge is the limited number of candidates who meet the dual criteria of having both professional expertise and moral integrity in line with Muhammadiyah values. Furthermore, maintaining transparency and objectivity in the selection process is also a crucial concern. The findings of this study indicate that the success of the recruitment system at Muhammadiyah Ponorogo General Hospital (RSU Muhammadiyah Ponorogo) depends heavily on good coordination between HRD and management, as well as the need to strengthen the value-based selection process. This way, the hospital can produce a workforce that is not only professional but also capable of supporting the institution's vision and mission of providing superior and Islamic healthcare services.

The development of artificial intelligence (AI) technology has influenced various aspects of human resource (HR) management, from recruitment, training, to performance evaluation. This article aims to theoretically examine the convergence between AI, human capital, and economic efficiency in the context of contemporary HR management. The method used is a literature study of recent scientific publications related to these topics. The results show that the integration of AI in HR management can improve operational efficiency and decision-making effectiveness, but still requires strengthening human capital capacity to be adaptive to technological changes. This article emphasizes that the success of HR management in the digital era depends on the synergy between smart technology and sustainable human capital development. Therefore, AI-based HR strategies need to be designed with human-centered principles to ensure increased productivity as well as organizational sustainability.   Perkembangan teknologi kecerdasan buatan (Artificial Intelligence/AI) telah memengaruhi berbagai aspek manajemen sumber daya manusia (SDM), mulai dari rekrutmen, pelatihan, hingga evaluasi kinerja. Artikel ini bertujuan untuk mengkaji secara teoretis konvergensi antara AI, human capital, dan efisiensi ekonomi dalam konteks manajemen SDM kontemporer. Metode yang digunakan adalah studi literatur terhadap publikasi ilmiah terbaru terkait topik-topik tersebut. Hasil kajian menunjukkan bahwa integrasi AI dalam pengelolaan SDM dapat meningkatkan efisiensi operasional dan efektivitas pengambilan keputusan, namun tetap memerlukan penguatan kapasitas human capital agar adaptif terhadap perubahan teknologi. Artikel ini menegaskan bahwa keberhasilan manajemen SDM di era digital sangat bergantung pada sinergi antara teknologi cerdas dan pengembangan human capital yang berkelanjutan. Oleh karena itu, strategi SDM berbasis AI perlu dirancang dengan prinsip human-centered untuk memastikan peningkatan produktivitas sekaligus keberlanjutan organisasi.

This research study examines the dynamics of organizational communication and public communication in the recruitment process in State-Owned Enterprises (SOEs), with a particular focus on the tension between transparency efforts and the ongoing practice of entrusting positions. Despite the government's introduction of the Joint Recruitment of SOEs (RBB) program, which aims to digitize and standardize the selection of employees, a discrepancy emerges between the program's stated objectives and the perceptions of both the government and the public. The prevalence of complaints pertaining to the absence of information transparency, the lack of feedback mechanisms regarding unsuccessful outcomes, and the emergence of the term "insider" within the digital domain are indicative of deficiencies in two-way communication and a decline in public trust in the BUMN recruitment process. The present research employs a descriptive qualitative approach, utilizing a case study method and thematic analysis. The data presented herein were obtained through meticulous documentation studies of official documents from the FHCI, the Ministry of SOEs, and online media, as well as netnographic observations of public interactions on social media such as Instagram and Twitter. The analysis focused on public narratives, institutional communication patterns, and their impact on institutional reputation and legitimacy. The findings indicate that organizational communication within the RBB process remains hierarchical, failing to align with the ideal of reciprocal communication. The absence of information disclosure and the lack of a designated public forum for clarification engender significant discord between the assertions of institutional entities and the actual experiences of participants. This research recommends the implementation of measures to enhance the effectiveness of the aforementioned processes.

This study aims to analyze the effect of recruitment, training, and work environment on employee performance at PT Federal International Finance Surabaya Rajawali Branch. This research employs a quantitative method with a survey approach. The sample consists of 41 respondents selected using a saturated sampling technique. Data were processed using SPSS version 29.0, including instrument tests, classical assumption tests, multiple linear regression analysis, and hypothesis testing.The results reveal that simultaneously, recruitment, training, and work environment significantly influence employee performance. Partially, training has a significant impact on employee performance, whereas recruitment and work environment show no significant influence. These findings highlight that relevant training programs can enhance employee skills and productivity. Thus, training becomes a crucial factor for companies to focus on in improving employee performance.

This study aims to analyze the impact of recruiting Vocational High School (SMK) Mechanical Engineering graduates on the quality of education at the Naval Academy (AAL) Technical Corps. Using a mixed methods approach with quasi-experimental design, the research involved 160 Naval Academy cadets consisting of 80 cadets with SMK Mechanical Engineering background and 80 cadets with Senior High School Science background as control. Data were collected over 4 semesters through academic achievement instruments, technical competency tests, academic adaptation scales, and in-depth interviews. Results showed that although SMK cadets experienced initial academic adaptation challenges with lower GPA in the first semester (3.12 vs 3.28), this gap narrowed over time and even showed positive trends in the final semester (3.41 vs 3.38). SMK cadets demonstrated significant superiority in technical subjects such as Ship Propulsion Systems (85.2 vs 78.9) and Auxiliary Machinery (83.7 vs 76.4), particularly in practical components. In terms of social adaptation, the SMK group consistently showed higher scores throughout the research period. Learning style analysis revealed dominance of kinesthetic (47%) and visual (31%) preferences in the SMK group, different from the SHS group which preferred read/write (38%) and auditory (29%). These findings indicate that recruiting SMK Mechanical Engineering graduates has a positive impact on the quality of AAL education, particularly in applied technical competencies and social adaptation abilities. Educational background diversity can become a strategic strength if managed through appropriate bridging programs and diversification of learning methods that accommodate the diversity of cadet learning styles.

Penelitian ini bertujuan untuk mengidentifikasi dan menganalisis faktor-faktor yang mempengaruhi pelayanan kendaraan pada Satuan Angkutan Akademi Angkatan Laut (AAL) serta merumuskan strategi peningkatan pelayanan kendaraan guna mengoptimalkan tugas pokok organisasi. Dengan menggunakan analisis SWOT, penelitian ini mengevaluasi kekuatan, kelemahan, peluang, dan ancaman yang ada dalam pengelolaan kendaraan dinas di AAL. Hasil penelitian menunjukkan adanya permasalahan seperti kekurangan personel terutama pengemudi, jumlah kendaraan yang terbatas karena ada beberapa kendaraan yang rusak ringan atau rusak berat, dan fasilitas lahan parkir kendaraan atau garasi serta fasilitas pemeliharaan dan perbaikan kendaraan kurang memadai. Dari analisis menggunakan SWOT, maka diperoleh kesimpulan yang meliputi: (a) Melakukan penambahan personel pengemudi dengan cara rekrutmen TNI AL dari lulusan SMK (b) Mengadakan penambahan jumlah armada kendaraan serta kenjasama dengan industri otomotif (c) Melakukan penambahan fasilitas garasi atau parkir kendaraan serta bengkel pemeliharaan dan perbaikan kendaraan berdasarkan dukungan kebijakan pengadaan aset kendaraan. Penelitian ini diharapkan dapat memberikan rekomendasi bagi manajemen AAL untuk meningkatkan kualitas pelayanan kendaraan, sehingga mendukung efektivitas pelaksanaan tugas pokok AAL.

The main objective of this study is to provide an in-depth understanding of the implementation of teacher recruitment and the influencing factors at TPQ Roudlotul Jannah. To answer the above problems comprehensively, the researcher uses a qualitative method approach with a type of qualitative descriptive research. Data collection techniques involve in-depth interviews, observations, and documentation. In this technique, the researcher does not actively play a role in organizational activities. In addition, to ensure the validity of the data, checks are carried out through data triangulation after the data is collected and then analyzed in depth. The results of the study show that (1) the Roudlotul Jannah TPQ institution has its own system in the recruitment of teachers. The recruitment process at TPQ Roudlotul Jannah is that the system for disseminating announcements uses internal methods by word of mouth, as well as the selection process at TPQ Roudlotul Jannah they collaborate with the central institution of Qiroaati to select qualified teachers. (2) the supporting factors of the recruitment process at TPQ Roudlotul Jannah are external factors, namely the personal desire to become a TPQ teacher. 

Proses rekrutmen tenaga kesehatan di Rumah Sakit Islam Ar-Rasyid Palembang masih dilakukan secara manual, menyebabkan inefisiensi dalam manajemen data pelamar, penjadwalan wawancara, dan komunikasi. Penelitian ini merancang aplikasi open recruitment berbasis web dengan mengintegrasikan algoritma round-robin untuk penjadwalan otomatis dan modul CV parsing berbasis natural language processing (NLP). Metode pengembangan menggunakan Software Development Life Cycle (SDLC) model Waterfall dengan tahapan analisis kebutuhan, perancangan, implementasi (Laravel & MySQL), dan pengujian black-box. Hasil implementasi ini menunjukkan sistem berhasil mengurangi waktu rekrutmen hingga 50% serta dapat meningkatkan akurasi manajemen data pelamar. Aplikasi ini memenuhi standar Kepmenkes No. 123/2022 tentang Sistem Informasi Rumah Sakit.

PT Senduk Jaya Internasional (Ekles Clinic) is a company in the beauty and healthcare sector that views human resources as its primary asset. This research aims to analyze the impact of recruitment and training on employee performance. The research method used is multiple linear regression, with data collected through questionnaires, interviews, and literature studies.The results indicate that recruitment has a negative impact on employee performance, suggesting that an ineffective recruitment process can lead to decreased performance. On the other hand, training has a significant positive effect on employee performance, demonstrating that effective training can enhance employees' competencies and productivity. Simultaneous testing shows that both recruitment and training significantly influence employee performance. The coefficient of determination (R²) of 89.8% indicates that these two variables explain the majority of the variation in employee performance. By implementing a more selective recruitment process and continuous training, the company can improve the quality of its human resources and maintain its competitiveness in the beauty and healthcare industry.  

This study examines the performance of the Banjarbaru City Personnel and Human Resources Development Agency (BKPSDM) in the recruitment of Government Employees with Work Agreements (PPPK). Using a qualitative approach with descriptive methods, this study evaluates performance based on five indicators: productivity, service quality, responsiveness, responsibility, and accountability. The results show that although BKPSDM has implemented a merit-based recruitment system through Computer Assisted Test (CAT), several challenges are still faced, such as technical constraints in the online system, limited formation quotas, and applicants' lack of understanding of administrative requirements. The research also identified supporting factors such as the regulatory framework, technology implementation, and the active role of BKPSDM in providing clear information to applicants. Recommendations include strengthening technological infrastructure, expanding socialization, optimizing complaint mechanisms, and proposing additional formation quotas to match regional needs.