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The role of guidance and counseling teachers in student career planning in vocational schools is still weak. The purpose of the study was to analyze the implementation of the BK service program in career planning for vocational school students. The study used a qualitative descriptive method. The study was conducted at SMK Muhammadiyah Paguyangan with research subjects being BK teachers, vice principals for curriculum, and vocational school students. Data collection through observation, interviews, and document studies. Data validation applied triangulation of sources and methods. Data analysis used the Atlas ti.8 application. Research stages; determining topics, compiling interview guidelines, selecting data collection methods, collecting data, analyzing data, and drawing conclusions. Research results; (1) the role of BK teachers in identifying students' potential, interests, talents, providing guidance in choosing education or careers, as motivators, facilitators, mediators, directors, program managers, and informants, (2) BK teacher strategies in student career planning; providing basic services to recognize self-potential, motivating, encouraging the use of technology, and digital platforms, and (3) implementation of BK programs through an integrated process, including; program planning, resource provision, implementation of evaluation services, feedback, and continuous improvement. Program innovation and monitoring are integral parts to maintain the relevance and effectiveness of BK services. The success of BK program implementation depends on the quality of coordination and commitment of all parties in developing the program.

This study aims to analyze the role of talent management and employee experience in enhancing employee loyalty in the e-commerce industry through a non-empirical, conceptual approach. The study employs a qualitative design with a mixed-methods literature synthesis to construct a model of the relationship between talent management, work experience, and digital workforce loyalty. Data were obtained through a review of reputable international and national scientific literature addressing talent management, employee experience, employee engagement, retention, and employee loyalty in the digital and e-commerce sectors from 2020 to 2026. Analysis was conducted using thematic synthesis and comparative conceptual analysis, with the high turnover rate in the e-commerce industry serving as the primary interpretive context. The research findings indicate that employee loyalty is fostered through the integration of competency development, career development, rewards and recognition, employer branding, work flexibility, organizational communication, and psychological safety. Employee experience strengthens employee engagement and organizational commitment, while talent management enhances perceptions of organizational support and professional career sustainability. The study’s conceptual model demonstrates that the integration of these two variables contributes to workforce retention, organizational stability, productivity, and the enhancement of e-commerce companies’ competitiveness in a competitive digital business environment

Increasingly intense market competition in the digital era requires companies to implement effective recruitment strategies to attract the best talent, particularly from Generation Z. This generation is highly familiar with digital technology and social media, making digital platforms their primary source of information regarding employment opportunities. In this context, employer branding and corporate social media utilization play important roles in shaping perceptions and influencing job application intentions. Although previous studies have examined the influence of employer branding and social media on recruitment outcomes, the findings remain inconsistent and often contradictory. Therefore, this study aims to analyze and evaluate the effects of employer branding and the intensity of corporate social media usage on the job application intentions of Generation Z. The research focuses on Generation Z individuals residing in the Singaparna area. This study is expected to provide a more comprehensive understanding of the factors influencing job application decisions among young people in the digital era. The findings are anticipated to serve as valuable insights for companies in designing more effective, innovative, and targeted recruitment strategies that align with the characteristics and preferences of Generation Z as the future workforce.

Digital transformation has positioned artificial intelligence (AI) as a major driver of organizational change and innovation. This study aims to analyze the influence of AI implementation on transformational leadership dynamics and the shifting role of leaders in managing human resources through a Systematic Literature Review of reputable studies published within the last five years. The findings indicate that AI acts as a catalyst in strengthening the dimensions of intellectual stimulation and individualized consideration through predictive analytics and talent personalization. The automation of administrative and repetitive tasks enables leaders to focus more on strategic vision, organizational innovation, decision-making, and emotional engagement with employees. However, the effectiveness of AI implementation is highly dependent on leaders’ digital literacy, adaptive capabilities, and readiness to integrate technology into organizational processes. This study contributes by proposing a hybrid leadership framework that combines artificial intelligence with human emotional intelligence to support more effective leadership practices. The practical implications emphasize the importance of leadership development that prioritizes empathy, ethical awareness, and algorithmic transparency in order to maintain trust, encourage sustainable innovation, and strengthen organizational resilience in increasingly dynamic and volatile environments.

Empowering student health unit (UKS) cadres in the areas of eye health and entrepreneurship is crucial for preventing visual impairment and fostering a smart and productive generation. This activity aims to improve the quality of life and future of students through health education, eye health services used in learning, vision care, and entrepreneurship. The benefits of this educational activity include increased understanding of health, particularly regarding visual impairment and its management, preventing visual impairment, and enhancing entrepreneurial knowledge and skills. This community service activity utilizes a participatory educational method, prioritizing a needs-based approach for the target partners, namely junior high school students and, in particular, the UKS cadres. The activity was conducted in stages and divided into several main phases to ensure effective and sustainable transfer of knowledge and skills. The activity was conducted in several main sessions involving all 440 students in grades 7 and 8, including 27 UKS staff. The results of this community service program include increased knowledge of junior high school students about healthy vision, awareness of maintaining near and far vision within normal limits through healthy behaviors in using the sense of sight. Students' understanding of entrepreneurship from outside sources is also enhanced, as students have already received entrepreneurship lessons. However, information provided by outside sources will further strengthen and inspire them to create opportunities that align with their interests and talents. The skills of the Health Unit (UKS) cadres in conducting visual acuity checks independently and with peers are expected to be conducted periodically and routinely every three months, and incidentally if needed or if someone needs it due to complaints of decreased vision. The eye health and entrepreneurship education model can serve as a reference for other schools. It needs to be implemented continuously and in stages, in line with technological developments and the latest health policies.  

Empowering student health unit (UKS) cadres in the areas of eye health and entrepreneurship is crucial for preventing visual impairment and fostering a smart and productive generation. This activity aims to improve the quality of life and future of students through health education, eye health services used in learning, vision care, and entrepreneurship. The benefits of this educational activity include increased understanding of health, particularly regarding visual impairment and its management, preventing visual impairment, and enhancing entrepreneurial knowledge and skills. This community service activity utilizes a participatory educational method, prioritizing a needs-based approach for the target partners, namely junior high school students and, in particular, the UKS cadres. The activity was conducted in stages and divided into several main phases to ensure effective and sustainable transfer of knowledge and skills. The activity was conducted in several main sessions involving all 440 students in grades 7 and 8, including 27 UKS staff. The results of this community service program include increased knowledge of junior high school students about healthy vision, awareness of maintaining near and far vision within normal limits through healthy behaviors in using the sense of sight. Students' understanding of entrepreneurship from outside sources is also enhanced, as students have already received entrepreneurship lessons. However, information provided by outside sources will further strengthen and inspire them to create opportunities that align with their interests and talents. The skills of the Health Unit (UKS) cadres in conducting visual acuity checks independently and with peers are expected to be conducted periodically and routinely every three months, and incidentally if needed or if someone needs it due to complaints of decreased vision. The eye health and entrepreneurship education model can serve as a reference for other schools. It needs to be implemented continuously and in stages, in line with technological developments and the latest health policies.  

In Indonesia, interest in becoming a public accountant is very low. Several factors prevent accounting graduates from choosing public accounting as their career choice. This phenomenon is the reason for this study. This study aims to reconstruct the understanding of career interest as a public accountant, by considering the integrative influence of AI, workplace well-being, and labor market considerations. A quantitative approach was used by distributing questionnaires to accounting students at various universities in Yogyakarta as a representation of the future generation of prospective public accountants. Data analysis was conducted using IBM SPSS Statistics 26. The results show that artificial intelligence, workplace well-being, and labor market considerations have a positive and significant influence on career interest as a public accountant. The addition of the artificial intelligence variable is the main difference between this study and previous studies. This research provides a theoretical contribution through the integration of technological, psychological, and economic dimensions in the analysis of public accountant career behavior. Practically, the results of this study provide strategic recommendations for Public Accounting Firms and educational institutions to design work environments and curricula that are responsive to the values of the digital generation, particularly in preparing adaptive accounting talent in the era of automation.

In an era of increasingly competitive business competition, companies are required to improve the quality of their human resources to achieve optimal organizational performance. One approach widely used in employee development is coaching. This study aims to examine the implementation of coaching for employees in companies and its impact on employee performance and development. This study used the Systematic Literature Review (SLR) method following the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) guidelines. The literature search process was conducted through several scientific databases, namely Google Scholar, Scopus, and the Directory of Open Access Journals (DOAJ) with a publication period of 2021–2026. Keywords used included coaching, employee coaching, employee performance, and employee development. Based on the literature selection process, 16 articles met the inclusion criteria and were further analyzed. The results showed that the implementation of coaching has a positive impact on improving employee performance, work motivation, self-confidence, and individual competency development. Furthermore, coaching also plays a role in increasing employee work engagement, communication skills, and self-awareness in completing work tasks. These findings indicate that coaching is an effective strategy in human resource development and improving organizational performance if applied systematically, while also providing practical contributions for HR practitioners in designing measurable and sustainable talent development interventions.

This study analyzes the urgency of synergy between the conceptual foundations of student management and strategic planning in the educational environment as an effort to optimize the potential of students. This research uses a descriptive qualitative approach through literature study, with secondary data obtained from journal articles, books, and related literature. This study reveals that the success of student management does not only depend on mastery of the theory of educational service principles, but is also largely determined by the accuracy of planning steps, including needs analysis, recruitment, orientation, and student distribution systems. The results of the study show that the alignment between philosophical foundations and systematic managerial procedures is a crucial factor in creating a positive learning ecosystem and supporting the effective achievement of national educational goals. Through this integration, the policies implemented by educational institutions will be more representative in ensuring the comprehensive development of students' interests and talents.

The University of North Sumatra Mini Stadium is a sports complex covering an area of 6.4 hectares. This facility is located on Jalan Almamater, Padang Bulan, Medan Baru, Medan City, North Sumatra. Various sports activities are facilitated in this area, including volleyball, basketball, tennis, table tennis, taekwondo, rock climbing, archery, and soccer, all of which are integral parts of the facilities and infrastructure available at the Mini Stadium. In addition to the main stadium, the University of North Sumatra Mini Stadium complex is equipped with various supporting buildings and fields. These facilities serve as a means for developing and channeling students’ interests and athletic talents, as well as a public space that can be utilized by the people of Medan City for sports activities. However, functionally, the University of North Sumatra Mini Stadium complex is considered suboptimal in effectively accommodating and supporting sports activities. The non-compliance of installations with applicable standards, as well as the condition of a number of facilities that no longer meet suitability criteria and tend to be neglected particularly the soccer field and its supporting facilities are the main problems at the University of North Sumatra Mini Stadium complex. Therefore, the redesign of the University of North Sumatra’s mini stadium, using a structural architecture approach as an aesthetic element, is expected to result in a building that is not only structurally sound but also aesthetically pleasing.

This study aims to analyze the effect of employer branding on the job interest of Generation Z in digital companies. The background of this research is based on the increasing competition among companies in attracting young talents, especially Generation Z, who have unique characteristics such as being highly adaptive to technology, prioritizing work-life balance, and having high expectations toward the workplace environment. Employer branding has become an essential strategy for companies to build an attractive and competitive image as an employer. This study employs a quantitative approach using a survey method. Data were collected through an online questionnaire distributed to 100 respondents from Generation Z who are seeking jobs or interested in working in digital companies. The sampling technique used was purposive sampling. Data analysis techniques include validity testing, reliability testing, simple linear regression analysis, and t-test. The results indicate that employer branding has a positive and significant effect on Generation Z’s job interest. This implies that the better the company’s image as an employer, the higher the interest of Generation Z to work in the company. This study suggests that digital companies need to strengthen their employer branding strategies to attract and retain young talents.

Global economic crises, technological disruption, and organizational uncertainty have driven companies to adopt efficiency measures through layoffs, which may reduce human capital value and weaken organizational sustainability. This study aims to analyze and formulate a Circular Human Resources (Circular HR) model based on talent sharing as an employee retention strategy during crises. The research employs a Systematic Literature Review (SLR) approach guided by PRISMA to identify, select, and synthesize relevant scholarly literature on talent management, sustainable HRM, and inter-organizational collaboration. The findings indicate that inter-company talent sharing enables flexible workforce redistribution, allowing organizations to maintain employment relationships without resorting to layoffs. The effectiveness of this model is influenced by regulatory frameworks, organizational readiness, and the level of trust and collaboration among participating firms. Furthermore, the model contributes to skill enhancement, cost efficiency, and strengthened organizational resilience in times of crisis. This study offers a conceptual framework that integrates circular economy principles with collaborative human resource management strategies, providing practical implications for organizations and policymakers in designing a more adaptive and sustainable employment system.

This research examines the influence of the Webtoon platform on the creativits and literary marketing of Gen – Z in Indonesia, with a focus on the increasingly common trasition of digital content to physical books. The research background is grounded in the rapid growth of Webtoon as a platform for illustrated stories accessed by millions of young users via mobile devices, enabling affordable creative expression, but often encountering adaptation challenges to print formats due to differences in distribution and monetization. The primary objective is to analyze how Webtoon shapes the creative processes of young writers and their literary marketing strategies. The research method is qualitative, involving in-depth analysis of 10 popular Webtoons on the Webtoon platform that have been adapted into physical books, with emphasis on narrative elements, visuals, community interactions, and marketing patterns. Findings reveal that Webtoon fosters creativity through collaboration features and instant feedback, resulting in more dynamic original stories, while the transition to physical books enhances market visibility by 20-30% via digital promotion, although hindered by copyright complexities and production costs. The implications of this research underscore the importance of collaboration between traditional publishers and Webtoon to establish a hybrid literary ecosystem that sustainably supports Generation Z talent.

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.

Education plays a crucial role in developing students’ potential both academically and non-academically. One of the important efforts to support this development is through extracurricular activities, which provide opportunities for students to explore and enhance their interests and talents. This study aims to describe the role of extracurricular activities in developing students’ interests and talents at SMP Swasta Katolik Maria Kanisia. This research employed a qualitative descriptive approach to understand the phenomenon in its natural setting. The data were collected through structured observations and document analysis involving students and extracurricular supervisors. The findings reveal that extracurricular activities have been implemented in a structured and systematic manner, including both compulsory and optional programs such as scouting, choir, drum band, wall magazine, and handicrafts. These activities contribute positively to the development of students’ interests, talents, creativity, social skills, and self-confidence. The role of supervisors is also significant in guiding and motivating students throughout the activities. Despite some challenges related to time and scheduling, extracurricular programs have shown meaningful impacts on students’ holistic development. Therefore, improving program management and support systems is essential to maximize their effectiveness.

Formal education systems are often trapped in rigid standardization that actually shackles students' creativity and personal uniqueness. This issue raises questions about the extent to which individual freedom is accommodated in modern curricula that tend to be pragmatic. Departing from this issue, this study aims to explore the relevance of Jean-Jacques Rousseau's Romanticism which prioritizes affection and the general will in the context of education. Rousseau argued that the development of science and culture often acts as a chain that restrains humans, thus he proposed the concept of natural education that allows children's instincts to develop freely without damaging cultural intervention. Using qualitative methods based on literature review, this research identified a strong common ground between Rousseau's vision and Indonesia's Freedom to Learn policy. The study reveals that both share a common philosophical foundation: restoring educational sovereignty to institutions and students, allowing them to independently develop their potential, talents, and interests. Therefore, synchronizing Rousseau's ideas with Freedom to Learn serves as a crucial foundation for creating a higher-quality and more humane national education ecosystem.

This study analyzes the implementation of the Fo Guang Shan vision in developing the talents of Buddhist followers through Dharma education, cultural preservation, and spiritual practice within a multicultural environment. In the context of globalization, Buddhist communities face challenges in maintaining spiritual identity while adapting to diverse social and cultural settings. This research aims to examine how Humanistic Buddhism is applied in talent development programs and to evaluate its relevance in multicultural contexts. The study employs a qualitative descriptive approach with a case study design. Data were collected through participatory observation, documentation, reflective notes, and literature review. The findings indicate that the integration of Dharma education, cultural activities, social service, and spiritual practices forms a holistic development model that balances intellectual growth, character formation, emotional maturity, and social responsibility. The implementation demonstrates that talent development is not limited to technical skills but also emphasizes ethical values and spiritual awareness. This model offers a contextual and inclusive framework that can contribute to sustainable Buddhist community development in the era of globalization.

The Pious Children Festival is a collaborative work program implemented by students (KKN) of Batang Hari Islamic University in Jelutih Village, Batin XXIV District. This activity aims to instill religious values ​​and strengthen children's self-confidence from an early age. A pious child is defined as an individual who consistently behaves well, possesses strong faith, and is devout in practicing Islamic teachings. The objectives of the Pious Children Festival include: (1) increasing children's enthusiasm for studying Islamic teachings, (2) developing children's interests and talents in religious matters, and (3) fostering children's self-confidence in showcasing their abilities. This activity is packaged in the form of religious competitions that include the call to prayer (adhan), memorization of short surahs (chapters), daily prayers, Qur'an recitation, and an Islamic fashion show. Participants from the PAUD (Early Childhood Education), Kindergarten (TK), and RA (Islamic Elementary School) levels take part. The implementation method involves several stages: analyzing the needs of early childhood children, planning activities, implementing programs, and evaluating and following up on the results. The results of the Pious Children Festival demonstrated an increased enthusiasm among the children of Jelutih Village for learning about Islam. Furthermore, this activity also had a positive impact on increasing the children's courage and confidence in showcasing their religious talents. This was evident in the changes in the attitudes of several boys who previously lacked confidence in performing the call to prayer, but after participating in this activity, became more courageous and confident.

The Pious Children Festival is a collaborative work program implemented by students (KKN) of Batang Hari Islamic University in Jelutih Village, Batin XXIV District. This activity aims to instill religious values ​​and strengthen children's self-confidence from an early age. A pious child is defined as an individual who consistently behaves well, possesses strong faith, and is devout in practicing Islamic teachings. The objectives of the Pious Children Festival include: (1) increasing children's enthusiasm for studying Islamic teachings, (2) developing children's interests and talents in religious matters, and (3) fostering children's self-confidence in showcasing their abilities. This activity is packaged in the form of religious competitions that include the call to prayer (adhan), memorization of short surahs (chapters), daily prayers, Qur'an recitation, and an Islamic fashion show. Participants from the PAUD (Early Childhood Education), Kindergarten (TK), and RA (Islamic Elementary School) levels take part. The implementation method involves several stages: analyzing the needs of early childhood children, planning activities, implementing programs, and evaluating and following up on the results. The results of the Pious Children Festival demonstrated an increased enthusiasm among the children of Jelutih Village for learning about Islam. Furthermore, this activity also had a positive impact on increasing the children's courage and confidence in showcasing their religious talents. This was evident in the changes in the attitudes of several boys who previously lacked confidence in performing the call to prayer, but after participating in this activity, became more courageous and confident.

This paper aims to analyze the influence of Human Resource Reform and Transformational Leadership on Civil Servant Professionalism, with Resistance to Change as a mediating variable. The research focuses on civil servants at the Semarang City Personnel, Education and Training Agency (BKPP Semarang City), an institution at the forefront of bureaucratic reform and talent management. A quantitative approach was employed through a survey of 77 civil servants using a saturated sampling technique. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the direct and mediation relationships between the research variables. The results showed that Human Resources Reform of Civil Servants and Transformational Leadership had a positive and significant effect on ASN Professionalism. Transformational Leadership was also proven to reduce Resistance to Change, while Human Resources Reform had an indirect effect through reducing resistance. In addition, Resistance to Change had a significant negative effect on ASN Professionalism and mediated the relationship between Human Resources Reform of Civil Servants and ASN Professionalism. These findings confirm that merit system reform, competency development, and inspirational leadership are key factors in improving ASN professionalism, especially when psychological and structural barriers in the form of resistance to change can be minimized. This study provides theoretical contributions in the development of a model of ASN professionalism as well as practical recommendations for local governments in strengthening the implementation of bureaucratic reform.