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Pelayanan paspor bagi pemohon disabilitas di Indonesia, khususnya di Kantor Imigrasi Kelas I Khusus TPI Semarang, masih menghadapi kesenjangan signifikan dalam implementasi prinsip pelayanan publik ramah Hak Asasi Manusia (HAM), termasuk hambatan fisik dan prosedural. Meskipun ada kebijakan afirmatif, realitas di lapangan menunjukkan bahwa banyak pemohon disabilitas masih mengalami kesulitan. Kendala ini mencakup aspek normatif, kelembagaan, sumber daya, infrastruktur, dan budaya pelayanan yang belum sepenuhnya menjadikan HAM sebagai inti orientasi pelayanan publik. Penelitian ini bertujuan untuk mengetahui dan menggambarkan penerapan prinsip ramah HAM dalam pelayanan paspor bagi pemohon disabilitas di Kantor Imigrasi Kelas I Khusus TPI Semarang, serta mengidentifikasi kendala-kendala yang dihadapi dalam proses tersebut. Penelitian ini menggunakan pendekatan kualitatif dengan metode studi kepustakaan (library research) untuk menggali dan menganalisis urgensi implementasi prinsip pelayanan publik ramah HAM, didukung oleh studi kasus kontekstual dari analisis kebijakan, laporan lembaga, dan publikasi daring. Penerapan prinsip keselamatan, kemudahan, kegunaan, dan kemandirian di Kantor Imigrasi Semarang menunjukkan arah positif dalam pelayanan paspor yang selaras dengan semangat pelayanan publik ramah HAM. Namun, implementasinya masih menghadapi kendala seperti keterbatasan standar teknis, kurangnya petugas terlatih, fasilitas fisik yang belum universal, dan orientasi kinerja yang fokus pada efisiensi administratif. Kantor Imigrasi Kelas I Khusus TPI Semarang telah berada pada jalur pelayanan publik yang inklusif dan berdimensi HAM, namun memerlukan penguatan melalui standar operasional eksplisit, pelatihan SDM berkelanjutan, penataan fasilitas universal, dan reformasi budaya pelayanan untuk mewujudkan pelayanan yang manusiawi dan nondiskriminatif.

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.

Penilaian kinerja merupakan elemen krusial dalam manajemen sumber daya manusia (SDM) untuk memastikan efektivitas organisasi dan pengembangan karyawan. Namun, banyak sistem penilaian tradisional masih bergulat dengan masalah subjektivitas, kurangnya transparansi, dan minimnya fokus pada pengembangan. Penelitian ini bertujuan mengevaluasi sistem penilaian kinerja yang berlaku di Politeknik XXX dan mengusulkan kerangka model yang mengintegrasikan 360-Degree Feedback dan Critical Incident Technique (CIT) untuk mengatasi kelemahan tersebut. Menggunakan analisis survei deskriptif dan analisis kesenjangan (gap analysis) pada data Politeknik XXX , ditemukan bahwa sistem saat ini bersifat top-down, minim umpan balik multi-sumber (rekan sejawat dan mahasiswa 0%), lemah dalam pencatatan kejadian kritis (18.5% untuk prestasi, 29.6% untuk pelanggaran), serta memiliki skor komunikasi hasil penilaian (2.07/5.00), kepuasan, dan keadilan yang moderat (2.96/5.00). Kesenjangan signifikan teridentifikasi pada aspek transparansi (gap 2.29), orientasi perbaikan (gap 2.08), dan rekam kejadian kritis/CIT (gap 2.07). Implikasi dari temuan ini menunjukkan urgensi transformasi menuju sistem manajemen kinerja modern yang mengedepankan objektivitas, transparansi, dan pengembangan profesional berbasis data. Integrasi 360-Degree Feedback dan CIT diyakini mampu menyediakan perspektif holistik dan bukti perilaku faktual yang diperlukan untuk penilaian yang lebih adil dan formatif.

Penelitian ini bertujuan untuk menganalisis penerapan implementasi manajemen sumber daya manusia (SDM) dalam pengelolaan tenaga kerja asing (TKA) di Indonesia, dengan fokus pada proses perizinan, pengelola SDM dan Knowledge transfer. Peningkatan jumlah TKA di Indonesia menunjukan kebutuhan Perusahaan terhadap kompetensi global yang tidak sepenuhnya tersedia dipasar tenaga kerja lokal. Menurut data Kementerian ketenagakerjaan jumlah TKA meningkat dari 102.902 orang (2021) menjadi 183.964 orang (2024), menunjukan tren peningkatan signifikan yang membutuhkan sistem manajemen SDM  yang efektif dan adaptif. Metode penelitian menggunakan pendekatan  metode kualitatif deskriptif melalui studi Pustaka dengan menggunakan sumber primer berupa peraturan perundang-undangan serta sumber sekunder dari jurnal ilmiah dan dan laporan penelitian terdahulu. Analisis menggunakan perspektif Manajemen sumber daya manusia (HRM) dan Resource-Based View (RBV) untuk memahami bagaimana Perusahaan memanfaatkan tenaga kerja asing sebagai sumber daya strategis. Hasil penelitian menunjukkan bahwa implementasi manajemen SDM dalam proses perizinan dan pengelolaan tenaga kerja asing telah dilakukan  melalui proses administrasi perizinan, perekrutan, penempatan kerja, pelatihan, pengawasan, serta evaluasi kinerja tenaga kerja asing. Namun, perusahaan masih menghadapi beberapa kendala seperti perubahan peraturan ketenagakerjaan, hambatan administrasi terkait otorisasi, perbedaan budaya ditempat kerja, dan proses knowledge transfer kepada tenaga kerja lokal. Oleh karena itu, perlu ditingkatkan koordinasi antara perusahaan dan pemerintah serta memperkuat sistem manajemen SDM agar pengelolaan tenaga kerja asing dapat beroperasi dengan cara yang lebih efisien dan sesuai dengan peraturan yang berlaku di Indonesia.

Laporan Keuangan Pemerintah Daerah (LKPD) merupakan instrumen utama pertanggungjawaban pemerintah atas pengelolaan keuangan publik. Kualitasnya tidak hanya ditentukan oleh kepatuhan teknis terhadap Standar Akuntansi Pemerintahan (SAP) berbasis akrual berdasarkan PP No. 71 Tahun 2010, tetapi juga oleh nilai etika yang dipegang aparatur pemerintah. Penelitian ini menganalisis penerapan nilai kejujuran dan tanggung jawab dalam pelaporan keuangan Pemerintah Kota Medan serta kesesuaiannya dengan karakteristik kualitatif LKPD, yang diintegrasikan dengan nilai etika Kristiani. Metode yang digunakan adalah studi literatur dengan pendekatan kualitatif deskriptif, menganalisis data keuangan tahun anggaran 2022–2024. Hasil menunjukkan PAD tumbuh konsisten dari Rp2,23 triliun (2022) menjadi Rp2,44 triliun (2023) dan mencapai Rp2,77 triliun (2024), total realisasi pendapatan daerah mencapai Rp6,29 triliun (2024) dengan capaian 87,84 persen dari target anggaran, surplus APBD Rp36,57 miliar, dan opini Wajar Tanpa Pengecualian (WTP) dari BPK selama tiga tahun berturut-turut. Nilai kejujuran berkorelasi dengan karakteristik keandalan dan relevansi LKPD, sementara nilai tanggung jawab berkorelasi dengan keterbandingan dan kemudahan dipahami. Penguatan kapasitas SDM, SPIP, dan internalisasi nilai etika di tingkat SKPD/OPD tetap menjadi kebutuhan mendesak.

Pelaksanaan Medical Check-Up (MCU) merupakan bagian penting dalam program K3RS untuk mencegah penyakit akibat kerja dan memantau kesehatan tenaga kerja. Namun, pelaksanaan MCU di RSU Muhammadiyah Babat belum sepenuhnya sesuai dengan Permenkes Nomor 66 Tahun 2016. Penelitian ini bertujuan menganalisis implementasi MCU dalam program K3RS berdasarkan Permenkes Nomor 66 Tahun 2016 di RSU Muhammadiyah Babat. Penelitian menggunakan desain deskriptif kualitatif dengan teknik purposive sampling. Data diperoleh melalui wawancara, observasi, dan dokumentasi terhadap tujuh informan. Analisis data dilakukan melalui reduksi, penyajian, dan penarikan kesimpulan. Hasil penelitian menunjukkan bahwa kebijakan MCU telah tersedia dan mengacu pada regulasi, pedoman K3, SOP, serta program kerja rumah sakit. Perencanaan MCU mencakup jadwal, sasaran, anggaran, dan jenis pemeriksaan berbasis risiko, namun belum terlaksana secara konsisten. MCU pra-kerja dan khusus telah dilaksanakan, sedangkan MCU berkala dan pasca kerja belum optimal. Implementasi MCU masih menghadapi kendala manajerial, administratif, SDM, dan individu. Pelaksanaan MCU belum sepenuhnya sesuai dengan Permenkes Nomor 66 Tahun 2016, terutama pada MCU berkala dan pasca kerja yang belum mencakup seluruh tenaga kerja, sehingga diperlukan peningkatan cakupan pemeriksaan, konsistensi pelaksanaan program, serta optimalisasi fitur notifikasi jadwal dan daftar peserta MCU pada aplikasi portal karyawan.

Micro, Small, and Medium Enterprises (MSMEs) of chips in Pugeran Village, Gondang District, Mojokerto Regency face structural obstacles in the form of limited internal governance and weak market penetration. Around 80% of business actors are still managed conventionally, triggering production inefficiencies and a lack of mastery of persuasive marketing language on packaging. This community service activity aims to reconstruct an effective division of labor based on HR governance mindset, build the capacity of practical skills in packaging copywriting and digital media, and change business behavior from conventional reactive to strategic proactive. The program is implemented with an Asset-Based Community Development (ABCD) approach through three main intervention stages, namely diagnosis and reconstruction of MSDM, co-creation and marketing language assistance, and the adoption of proactive behavior through coaching and market simulation. The results showed a significant socio-economic transformation, characterized by the implementation of labor division SOPs that increased production efficiency by 18%, as well as the adoption of new packaging and persuasive copywriting techniques that expanded market reach beyond the region and increased average turnover by 22% in two months. In addition, a new social institution was formed in the form of the "Prosperous Pugeran Chips Craftsmen Association" and the emergence of young local leaders as agents of the program's sustainability.

Guru di sekolah dasar Tahfidz sering kali menghadapi tantangan besar dalam mengintegrasikan pengajaran Al-Qur’an dengan kemampuan pedagogik modern yang mendukung pembelajaran aktif. Kegiatan Pengabdian kepada Masyarakat (PKM) ini bertujuan untuk meningkatkan kompetensi pedagogik dan profesional para guru di SD Tahfidz Ibnu Umar Karawang melalui pelatihan metode pengajaran yang bermakna dan inovatif. Permasalahan utama yang ditemukan di mitra sasaran adalah keterbatasan guru dalam menerapkan pendekatan PAIKEM serta kesulitan dalam menyusun perangkat ajar yang adaptif terhadap prinsip Kurikulum Merdeka. Metode yang digunakan dalam kegiatan ini adalah kombinasi ceramah interaktif, workshop penyusunan modul/RPP, dan praktik langsung melalui sesi microteaching. Pelatihan dilaksanakan dalam tiga sesi utama: (1) pemahaman karakteristik peserta didik usia 7–12 tahun berdasarkan aspek kognitif, sosial-emosional, dan psikomotorik; (2) desain pembelajaran bermakna (meaningful learning); serta (3) strategi pembelajaran aktif seperti Problem-Based Learning (PBL), Discovery Learning, dan pembelajaran kooperatif. Hasil kegiatan menunjukkan adanya peningkatan pemahaman 15 guru peserta dalam menciptakan lingkungan belajar yang berpusat pada siswa (student-centered) serta kemampuan mengintegrasikan teknologi pembelajaran modern (IPTEKS) seperti Canva dan media interaktif dalam proses KBM. Luaran dari program ini mencakup modul pelatihan pedagogik, publikasi artikel ilmiah, dan video diseminasi hasil implementasi metode pembelajaran.

Digital transformation in Human Resource Management (HRM) has shifted the organizational paradigm from an administrative function to a strategic function focused on adaptive and sustainable human resource development. This study aims to systematically review the integration of digital technology in HRM practices with particular emphasis on inclusivity and organizational sustainability. The method employed is a literature review analyzing various studies related to the implementation of Artificial Intelligence (AI), big data analytics, and digital systems in recruitment, competency development, and employee performance evaluation. The findings indicate that digital transformation enhances operational efficiency, decision-making quality, and workplace flexibility. However, the adoption of digital technology also creates ethical challenges, including algorithmic bias, unequal access to technology, and concerns regarding employee data privacy. Therefore, the implementation of Equity, Diversity, and Inclusion (EDI) principles is essential in developing fair and inclusive HRM systems. Furthermore, continuous learning cultures and flexible work models have proven effective in supporting employee well-being while strengthening organizational resilience in facing global changes. This study emphasizes the importance of synergy between technological innovation, ethical leadership, and sustainability in building HRM systems that are responsive to the future of work.

Multicultural competence refers to an individual's capacity to navigate and value the diversity within their environment. This skill is essential for all strata of Indonesian society, given Indonesia's diversity in ethnicities, cultures, languages, and faiths. Teachers occupy a pivotal role in fostering multicultural competency within society, as they engage directly with pupils on a regular basis. Teacher intercultural competency has three primary dimensions: knowledge, attitudes, and skills. Multicultural knowledge can be acquired through multiple avenues, including formal education, specialised training, or firsthand experience with varied populations. Multicultural education seeks to equip students with an awareness of the complexities of variety in society, enabling them to coexist amicably. The fundamental principles of multicultural education encompass equality, democracy, pluralism, and tolerance. Educators, as pivotal participants in the educational process, are anticipated to comprehend multicultural values conceptually and to incorporate them into everyday instructional activities. Consequently, the multicultural competency of educators may cultivate students who are not only academically proficient but also possess an inclusive mindset, value diversity, and are prepared to engage in a pluralistic society.

Kegiatan pengabdian kepada masyarakat ini bertujuan mengakselerasi kapasitas SDM pengelola BUMDes Tegar Mandiri Madulang melalui pendekatan Community Capacity Building (CCB). Metode yang digunakan meliputi pelatihan partisipatif, pendampingan, serta evaluasi berbasis pre-test dan post-test pada lima aspek kompetensi utama, yaitu manajemen usaha, tata kelola keuangan, pengembangan produk, pemasaran digital, dan jejaring kemitraan. Hasil analisis kebutuhan menunjukkan adanya kesenjangan kapasitas yang tinggi terutama pada aspek pemasaran digital, manajemen usaha, dan tata kelola keuangan. Implementasi CCB mampu meningkatkan kapasitas pengelola secara signifikan, ditunjukkan oleh kenaikan rata-rata skor dari 48,8% (pre-test) menjadi 81% (post-test) atau meningkat sebesar 32,2%. Peningkatan tertinggi terjadi pada aspek pemasaran digital (36%), diikuti tata kelola keuangan (35%) dan pengembangan produk (33%). Selain itu, terjadi perubahan nyata pada praktik pengelolaan, seperti tersusunnya rencana bisnis, pembukuan keuangan rutin, peningkatan jumlah produk inovatif, serta terbentuknya jejaring kemitraan strategis. Temuan ini menunjukkan bahwa pendekatan CCB efektif dalam mendorong lompatan kapasitas dan kinerja kelembagaan BUMDes secara berkelanjutan. Dengan demikian, model ini dapat direplikasi sebagai strategi penguatan ekonomi desa berbasis pemberdayaan komunitas.

An abstranct is a brief summary of a research article, thesis, review, conference proceeding or any-depth analysis of a particular subject or disipline, and is often used to help the reader quickly ascertain the paper purposes. When used, an abstract always appears at the beginning of a manuscript or typescript, acting as the point-of-entry for any given academic paper or patent application. Absatrcting and indexing services for various academic discipline are aimed at compiling a body of literature for that particular subject. Abstract length varies by discipline and publisher requirements. Abstracts are typically sectioned logically as an overview of what appears in the paper.

Human resource management (HRM) plays a crucial role in improving the quality of da’wah programs in mosques. This study aims to analyze the implementation of HRM in managing da’wah programs at Masjid Raya Pematang Siantar, as well as to identify obstacles and solutions to improve the effectiveness of da’wah activities. The research used a qualitative approach with interview, observation, and documentation techniques. Informants consisted of mosque administrators, preachers (da’i), and active congregants. The results showed that HRM in the da’wah programs already has a fairly clear organizational structure, but several aspects still need improvement. The recruitment of preachers is still conducted informally without clear competency standards, and there are no specialized training programs for preachers. Congregational participation also remains fluctuating. Another weakness is the minimal use of technology in disseminating da’wah information, as promotion is still carried out conventionally without optimizing digital platforms. In addition, limited funding and the lack of professional management personnel are major challenges. Solutions that can be implemented include improving preacher recruitment and training systems, utilizing technology in da’wah dissemination, and optimizing financial management through effective fundraising strategies. With better HRM implementation, da’wah programs at Masjid Raya Pematang Siantar are expected to operate more professionally and provide broader positive impacts on society

Printing businesses such as Anugerah Digital Printing Maumere face increasingly fierce competition, yet many have not fully implemented the concept of competitive human resources effectively. This study aims to analyze the role of competitive human resources in improving service quality and work productivity. The method used involves direct interviews with management and literature studies. The results indicate that the current condition of human resources still faces several challenges, including a lack of mastery of new technology, limited creativity and innovation, and a need for improved discipline. The efforts undertaken to address these issues include skills training and development, provision of motivation and rewards, optimization of technology usage, and establishment of a positive work culture. The implementation of these strategies has proven effective in enhancing employee performance and service quality. This research provides practical implications for business owners in their efforts to increase company competitiveness despite limited resources..

This study aims to analyze the strategic relationship of human resource management (HRM) in improving the productivity and competitiveness of the Bakti Setia small-scale wooden furniture business. Small furniture enterprises play an important role in supporting regional economic growth and employment opportunities. However, many small businesses face challenges in human resource management, such as low workforce skills, lack of training, and minimal structured management systems. This research employed a qualitative descriptive method with data collection techniques through observation, interviews, and documentation. The results of the study indicate that the implementation of HRM strategies, including recruitment, job training, motivation, work discipline, and reward systems, has a significant relationship with increased business productivity. In addition, good communication between business owners and employees also influences work effectiveness and the quality of the furniture products produced. This study concludes that effective human resource management strategies can enhance the sustainability of the Bakti Setia small-scale wooden furniture business.

Telemedicine is a technology-based healthcare innovation that can improve access and efficiency. The quality of service provided by human resources (HR) plays a crucial role in determining patient satisfaction. This study aims to analyze the influence of HR service quality on patient satisfaction among telemedicine users. The method used was a literature review using a qualitative descriptive approach through analysis of scientific articles from various databases published between 2020 and 2025. The results indicate that HR service quality significantly influences patient satisfaction, particularly through aspects of reliability, responsiveness, assurance, empathy, and effective communication. Patient satisfaction is also influenced by ease of access, time efficiency, and trust in the services provided. However, limitations such as the lack of in-person physical examinations remain a challenge in the implementation of telemedicine. Therefore, improving HR competency, particularly in digital communication and technology utilization, is essential to improving the quality of telemedicine services. Therefore, HR service quality is a key factor in increasing patient satisfaction and the successful development of digital healthcare services.

Digital transformation has driven organizations to adopt the metaverse as a 3D virtual workspace that enables employee interaction through avatars, thereby introducing new challenges in managing organizational identity, work culture, and employee loyalty. This study aims to analyze the role of human resource leadership in establishing organizational identity, transforming work culture, and sustaining employee loyalty within a metaverse-based work environment. The study employs an integrative literature review approach by systematically collecting and synthesizing relevant scholarly sources from reputable publications within the last five years. The findings indicate that organizational identity in the metaverse is constructed through avatar representation and virtual environment design, while work culture undergoes a transformation toward flexible digital interaction patterns that still require reinforcement of organizational values. Furthermore, employee loyalty is influenced by the quality of virtual experiences and the effectiveness of leadership communication. In this context, digital-based HR leadership emerges as a critical factor in fostering employee engagement and trust in a non-physical interaction setting. This study contributes conceptually by integrating leadership, identity, culture, and loyalty within the metaverse framework, and provides practical implications for organizations in designing adaptive human resource management strategies in response to the advancement of immersive technologies.

Human resources (HR) are an important factor in determining the success of a business because they play a role in increasing productivity, service quality, and company competitiveness. In an era of increasingly intense business competition, companies are required to have a competitive, professional workforce that is capable of adapting to technological developments and customer needs. This paper aims to identify competitive human resource development strategies at Helen Cempaka Bakery and their impact on business progress. The method used in this paper is a descriptive method with a literature study approach and observation of the business conditions at Helen Cempaka Bakery. The results of the discussion show that human resource development strategies at Helen Cempaka Bakery are implemented through job training, guidance and supervision, motivation, improvement of work discipline, teamwork development, and the use of modern technology and equipment. In addition, indicators of competitive human resources include ability, expertise, knowledge, and good work attitudes. Human resource development has a positive impact on improving employee performance quality, business productivity, service quality, and customer satisfaction. Therefore, continuous human resource development is highly necessary so that Helen Cempaka Bakery can maintain competitiveness and continue to grow amid business competition.

Climate change has encouraged corporations to establish carbon emission reduction targets as part of their sustainability strategies. However, achieving these targets depends not only on technological innovation and operational policies but also on an organization's ability to integrate decarbonization agendas into human resource management systems. This study aims to analyze the strategic role of Human Resource Directors in integrating corporate carbon emission reduction targets into employee performance management systems and leadership Key Performance Indicators (KPIs). This research employs a qualitative approach using a systematic literature review by examining various relevant scientific publications related to Strategic Human Resource Management, Green Human Resource Management, and performance management within the context of organizational sustainability. The analysis process was conducted through systematic literature selection, mapping of previous research findings, and thematic synthesis of concepts and relationship patterns identified in the literature. The findings indicate that the integration of carbon emission targets into organizational performance management systems can be implemented through sustainability-based leadership KPIs, the application of Green HRM practices, and the alignment of employee evaluation and incentive systems with corporate decarbonization objectives. This study contributes to expanding the understanding of decarbonizing leadership by positioning HR Directors as strategic actors who connect corporate sustainability policies with organizational performance management practices, thereby encouraging organizational behavioral transformation toward more sustainable business practices.

Penelitian ini bertujuan untuk menganalisis pengaruh faktor internal (sumber daya manusia, modal usaha, dan kualitas produk) serta faktor eksternal (harga dan lokasi) terhadap keberhasilan usaha UMKM milik women Generasi Z di Kota Kupang. Penelitian ini menggunakan pendekatan kuantitatif. Data yang digunakan terdiri dari data primer yang diperoleh secara langsung melalui kuesioner yang diberikan kepada responden. Populasi penelitian terdiri dari seluruh UMKM di Kota Kupang, dengan sampel sebanyak 60 responden yang dipilih menggunakan teknik sampling kuota, yang terdiri dari 10 responden dari masing-masing 6 kecamatan di Kota Kupang. Teknik analisis data yang digunakan meliputi analisis statistik deskriptif dan inferensial menggunakan SPSS. Validasi dilakukan melalui uji validitas dan reliabilitas, uji asumsi klasik, serta analisis regresi linier berganda. Hasil penelitian menunjukkan bahwa sumber daya manusia, modal usaha, dan kualitas produk memiliki dampak positif dan signifikan terhadap kesuksesan usaha UMKM milik perempuan Generasi Z di Kota Kupang. Sementara itu, harga memiliki efek yang signifikan namun negatif, artinya ketidakakuratan dalam penetapan harga dapat mengurangi minat beli konsumen. Di sisi lain, lokasi usaha tidak memiliki efek yang signifikan, yang menunjukkan bahwa peran lokasi semakin berkurang seiring dengan perkembangan pemasaran digital.