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The Operational Aspect in Islam emphasizes that production activities must benefit humanity or be related to meeting human needs. For example, the selection of raw materials should not come from haram sources, the production process should be free from activities prohibited by Sharia, production should not be excessive, and there should be no waste. The Islamic view on human resources emphasizes that all workers are huan beings, not robots or business tools. A A Business Feasibility Study refers to an analysis of a business plan, both prior to its implementation and once the business is operating on a regular basis. The aim of this study is to evaluate the operational aspects and human resource management within the feasibility study of the Islamic-based convection business, Brand 57 Busana Pekalongan. This research employs a qualitative approach. The data were collected through field research, which involves conducting the study directly at the site where the phenomena related to the research problem occur. The techniques applied for data collection include observation, interviews, and documentation The result of this study indicate that the Brand 57 Busana pekalongan is feasible in terms of operational and human resource management aspects from a Sharia businesss feasibility study perspective because it has chosen a strategic location, good product quality, adequate production capacity, and technology utilization. In addition, the brand 57 Busana Pekalongan convection is deemed permissible for operational production activities from an Islamic perspective, such as production activities based on Islamic values and Maqashid Syariah. In the implementation of human resources management, the Brand 57 Busana Pekalongan convention has implemented job descriptions, a Muslim work ethic, a fair and decent salary distribution system.

The development of modern organizations requires the integration of psychological aspects into management practices in order to enhance individual performance and well-being. Issues such as work stress, motivation, and psychology-based leadership have become increasingly important in responding to the dynamics of complex work environments. This study aims to examine the development and trends in management psychology and to identify its contributions to organizational practices. The research questions posed are: (1) how has management psychology research developed over the past five years, and (2) what are the main themes and their contributions to organizational management. The method used is a qualitative approach with a literature review through the Google Scholar and Publish or Perish databases using the keyword “management psychology.” A total of 20 articles were obtained, then selected through a screening and eligibility process, resulting in 5 articles being analyzed. The results of the review indicate three main themes, namely stress management and psychological well-being, work motivation, and psychology-based leadership and human resource management. These findings confirm that psychology plays a strategic role in improving organizational effectiveness. This study concludes the importance of a holistic approach in management psychology and recommends further, more integrative research.

The development of the palm oil industry in Indonesia typically relies on collaboration with smallholder farmers, but this collaboration often faces various problems such as poor cultivation techniques, lack of technical guidance, unclear administrative matters, and limited access to certification and markets. This study aims to develop a specific human resource management model to support collaboration with smallholder farmers, thereby improving production yields, sustainability, and engagement in the palm oil supply chain. The method used is a desk study, namely by analyzing and reconstructing information from research results, industry reports, and palm oil certification and sustainability policies. Based on the analysis, a career structure and Human Resource Management functions are proposed, consisting of collaboration supervisors, field officers, capacity training officers, collaboration administration staff, and collaboration/certification managers. This model allows for technical and administrative assistance, training for farmers, collaboration coordination, and certification and compliance management. The implementation of this model is predicted to improve cultivation quality, improve smallholder access to certification and markets, and strengthen the stability and sustainability of the supply chain. Thus, the HR model for smallholders offers a strategic solution to the various challenges of working with smallholders and supports the development of a socially, economically, and environmentally sustainable palm oil agribusiness sector.

The development of the palm oil industry in Indonesia typically relies on collaboration with smallholder farmers, but this collaboration often faces various problems such as poor cultivation techniques, lack of technical guidance, unclear administrative matters, and limited access to certification and markets. This study aims to develop a specific human resource management model to support collaboration with smallholder farmers, thereby improving production yields, sustainability, and engagement in the palm oil supply chain. The method used is a desk study, namely by analyzing and reconstructing information from research results, industry reports, and palm oil certification and sustainability policies. Based on the analysis, a career structure and Human Resource Management functions are proposed, consisting of collaboration supervisors, field officers, capacity training officers, collaboration administration staff, and collaboration/certification managers. This model allows for technical and administrative assistance, training for farmers, collaboration coordination, and certification and compliance management. The implementation of this model is predicted to improve cultivation quality, improve smallholder access to certification and markets, and strengthen the stability and sustainability of the supply chain. Thus, the HR model for smallholders offers a strategic solution to the various challenges of working with smallholders and supports the development of a socially, economically, and environmentally sustainable palm oil agribusiness sector.

This study developed the Weton-Based Leadership Model as a leadership framework that integrates Javanese cultural values from the weton system with modern leadership theories, such as transformational, servant, charismatic, and situational leadership. Using a postmodern paradigm with an exploratory qualitative approach, this study utilizes pattern matching and explanation building methods through in-depth interviews with cultural experts and human resource management practitioners, as well as analysis of Javanese cultural documents. The results of the study identify five key components in the model, namely self-awareness, value alignment, situational adaptability, team harmony, and risk governance. These five components interact with each other to form contextual leadership that is in harmony with personal identity, organizational culture, and environmental demands. The practical implications of this study include the use of weton as a reflective instrument in recruitment, personalized leadership development, and the strengthening of an inclusive organizational culture. Further research is recommended to test this model in various industrial contexts through quantitative methods and longitudinal approaches.

The metaverse is emerging as a digital ecosystem that is transforming the way people interact, work and do business. However, its rapid growth poses challenges to environmental, economic and social sustainability. This research explores the interplay between linguistics, environmental economics and human resource management (HRM) in supporting sustainability in the metaverse. Using a mixed-methods approach, this research analyses: (1) the role of linguistic strategies in shaping sustainability discourse in virtual environments, (2) the economic impact of green initiatives in metaverse-based ecosystems, and (3) the contribution of HRM in implementing sustainable work practices in the digital world. The results show that strategic ecological communication, economic incentives for virtual carbon neutrality and green HR policies play an important role in achieving sustainability in the metaverse. This study provides insights for policy makers, companies and HR professionals to use the metaverse as an environmentally and socially sustainable space.

This study examines business organization planning and human resource management in an effort to form an entrepreneurial spirit. The main goal is to understand how human resource management can contribute to the achievement of business goals and create resilient entrepreneurs. The method applied is a literature study by analyzing various literature related to business organizational planning, human resource management, and entrepreneurship. The results of the study show that careful planning and good human resource management can have a significant impact on organizational success while supporting the achievement of entrepreneurial goals efficiently.

This study aims to analyze the influence of leadership style and the implementation of e-performance systems on employee performance at the Provincial Education Office of South Sumatra. Employee performance is a crucial element in achieving organizational goals, while leadership style and e-performance systems are considered key factors influencing success. This research employs a quantitative approach using a survey method. Data were collected through questionnaires distributed to employees, with samples determined randomly. The results indicate that leadership style has a positive but not significant effect on employee performance. Leaders who can motivate and involve subordinates in decision-making tend to enhance employee productivity. The implementation of e-performance systems also has a positive impact on performance, especially through transparency and efficiency in performance evaluation. Simultaneous analysis shows that leadership style and e-performance systems together contribute significantly to improving employee performance, with a coefficient of determination of 67%. However, the study also identifies challenges such as a lack of technological understanding among employees and inadequate infrastructure. Therefore, it is recommended to enhance technical training and ensure the availability of supporting facilities to optimize the implementation of e-performance systems. This research provides practical implications for the leadership of the Education Office in improving managerial strategies and human resource management.

The aim of the test is to insure the effect of leadership style partially or simultaneously, work environment, motivation, and employee development on employee performance at Kemendikbudristek. Questionnaires are sent as part of a combined procedure used in this study to collect data. The sample consisted of 95 employees of the Kemendikbudristek, utilizing the Slovin equation with a 5% error rate (e). Analysis of multiple linear regression is the analysis of data technique employed, in addition to t, F, as well as assessments of coefficients of determination. The equation Y = the determination coefficient value obtained, which is the coefficient of determination of the employee performance variable that the variable explains, is the result of the analysis of multivariate linear regression. It is anticipated that this study will examine how Kemendikbudristek employees perform in relation to leadership style, work environment, motivation, and career growth.

Along with the rapid advances in technology and digitalization in the era of globalization, companies are required to adapt in various operational aspects, including the employee recruitment process. This research aims to analyze the impact of digital e-recruitment and human resource management (HRM) on the level of job satisfaction of new employees in companies that have implemented a structured digital recruitment and HRM system. By using a quantitative approach and involving 100 new employee respondents, the research results show that digital e-recruitment has a positive influence on job satisfaction, with a path coefficient of 0.213. Meanwhile, HRM provides a more significant influence with a path coefficient of 0.497. These findings indicate that the application of these two elements can increase new employee job satisfaction, and has the potential to increase company performance and productivity.

This study aims to analyze the influence of transformational leadership, intrinsic motivation, and work discipline on employee productivity. A quantitative approach was used with a sample of 30 employees selected through purposive sampling. Data were collected through questionnaires and analyzed using Statistical Package for the Social Sciences (SPSS). The results show that transformational leadership, intrinsic motivation, and work discipline have a positive and significant impact on employee productivity. These findings indicate that improving leadership quality, fostering intrinsic motivation, and enhancing employee discipline can collectively increase overall productivity. This study provides insights for organizations to enhance managerial effectiveness and human resource management.

The technological revolution accelerated by Artificial Intelligence (AI) has fundamentally changed the paradigm of leadership and human resource management. Digital leadership is now an essential competency for organizations that want to survive and thrive in the face of the challenges of the technological disruption era. This research aims to understand the role of digital leadership in the human capital transformation process, especially in the context of AI adoption by modern organizations.The post-qualitative approach allows research to capture the evolving and diverse dynamics in a digitized organizational environment. It is more open to different forms of data, both structured and unstructured, and recognizes the complexity and ambiguity in digital leadership practices. This research utilizes open-ended interviews and participatory observation, facilitated by interpretive narrative to understand the process of human capital transformation. The main results of the study show that digital leadership plays a key role in facilitating human capital transformation, with an emphasis on adaptive skills development, data-driven decision-making and closer collaboration between people and technology. This transformation is not only technical in nature but also involves changes in organizational culture and structure. This research makes an important contribution by offering a new perspective in leadership studies through a post-qualitative approach.

A hospital is an organization that, with all its health facilities, is expected to help patients improve their health and achieve optimal healing both physically, psychologically and socially. One profession that has an important role in maintaining the quality of health services is nursing. Nursing is the activity of providing care to individuals, families, groups or communities, whether sick or healthy, because nurses in carrying out nursing practice must always improve the quality of service by following developments in science and technology through education and training according to their field. Work. This research is a type of quantitative research with a cross-sectional design approach. The results of the analysis show that the Chi Square value for extroverted personality characteristics is 0.030 and introverted personality is 0.019, indicating that there is a relationship between personality characteristics and nurses' caring behavior. Based on the characteristics of the respondents, it is known that the majority of respondents are women, with the largest age range being 22-40 years, the dominant education level is D-III nursing and the majority of respondents are single. The results of the chi-square analysis showed that the significant relationship between personality characteristics (extroversion and introversion) has major implications for nursing practice and human resource management in health care settings. A deep understanding of these interrelationships provides a foundation for improving the quality of nursing care, managing balanced care teams, and personalizing approaches to providing care to patients.

One of the educational institutions that is involved in managing correspondence is UPT SMPN 34 Gresik. Because UPT SMPN 34 Gresik still applies manual accounting methods, it requires a lot of paper for recording and as a result there is a buildup of archival data. Researchers propose the use of a MySQL database and a design process to create a web-based letter filing system to overcome these problems. Fall out. After this research is completed, a web-based letter filing system will be developed at UPT SMPN 34 Gresik with the aim of increasing efficiency, speeding up the archiving process, and ensuring accurate and safe document storage. The web-based technology letter filing system is expected to simplify administrative tasks and improve school policy and human resource management, based on insights from observation, interview and literature study methodologies. The aim of this research is to be able to provide UPT SMPN 34 Gresik with comprehensive and long-term answers to its demands.  

This article delves into the intricacies of the relationship between psychology and human resource management (HRM) in the context of the modern workplace. With a focus on fostering harmony in the workplace, the article explores ways to understand and manage employees' psychological aspects to enhance performance and satisfaction within the organization. Through a thorough examination of psychological theories and HRM principles, this article explores how a profound understanding of individual psychological needs can shape inclusive and sustainable HRM policies. Thus, the article not only discusses theories but also offers practical insights to assist organizations in achieving an optimal balance between psychology and HRM