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The purpose of this research is to build a mutation pattern policy based on Justice, Certainty, and Benefit. this policy is associated with talent management that has been implemented in Financial and Development Supervisory Board (BPKP). The method used in this research is a case study method based on phenomena that occur in BPKP. the result of this research is the formation of a mutation pattern policy, namely mutations based on organizational needs with the pattern Organization - Organization - Domicile and mutations based on employee needs. With this mutation pattern policy, employees are expected to improve their performance. But this research does not further examine the effect of this mutation policy on employee performance and also does not consider other factors such as age, gender of employee and Fund to apply this policy

This study examines the impact of green talent management practices on HR performance quality in eco-friendly hotels in Central Java, Indonesia, using a phenomenological approach. Through in-depth interviews with 24 participants across six star-rated hotels, direct observation, document analysis, and focus group discussions, the research explores how green HRM practices influence employee performance and career development opportunities for young talent. The findings reveal that eco-friendly hotels have implemented various green talent management practices including environmentally-conscious recruitment, sustainability training, green performance management, and employee involvement in environmental initiatives. These practices positively impact multiple dimensions of employee performance: task performance through improved resource efficiency; contextual performance through enhanced teamwork; adaptive performance through increased innovation capability; and environmental performance through strengthened pro-environmental behaviors. The effectiveness of these practices is influenced by top management commitment, integration with business strategy, training quality, organizational culture, and resource availability. Young employees perceive involvement in green initiatives as valuable for developing leadership skills, expanding professional networks, and enhancing market competitiveness, although they identify the need for clearer sustainability-focused career paths. The study contributes to GHRM and talent management literature by explicating the mechanisms linking green talent management with performance outcomes in the hospitality industry context, while providing practical implications for hotel managers seeking to enhance both environmental sustainability and human resource performance. The research underscores the importance of a holistic approach to green talent management that aligns environmental priorities with employee development and organizational strategy.

His study aims to (1) To know and explain the effect of job training on employee performance of PT Ungaran Sari Garment Ungaran Branch, (2) To know and explain the effect of financial compensation on employee performance of PT Ungaran Sari Garment Ungaran Branch, (3) To know and explain the effect of career development on employee performance of PT Ungaran Sari Garment Ungaran Branch, (4) To know and explain the effect of job training, financial compensation, and career development on employee performance of PT Ungaran Sari Garment Ungaran Branch.The method used in this research is quantitative research method. The conclusions of this study are: (1) Job training has a positive and significant effect on employee performance of PT Ungaran Sari Garment Ungaran Branch, (2) Financial compensation has a positive and insignificant effect on employee performance of PT Ungaran Sari Garment Ungaran Branch, (3) Career development has a positive and significant effect on employee performance of PT Ungaran Sari Garment Ungaran Branch, (4) Job training, financial compensation, career development affect employee performance of PT Ungaran Sari Garment Ungaran Branch

Learning motivation plays a significant role for students. This motivation increases students’ interest in completing learning activities. When students are motivated by their environment and themselves, their learning outcomes also improve. The methods used in community service activities (PKM) are influenced by various factors, such as monotonous teaching methods, lack of teacher support, and the influence of technology. PKM uses interactive lecture methods that utilize media, discussions, and Q&A sessions to increase students’ learning motivation. This highlights the importance of motivation to support oneself in achieving goals and becoming a better individual. This community service aims to increase the learning motivation of students at SMKN 6 Serang cities, as motivation is one of the factors that influence students’ success. When someone is motivated to learn, they will achieve the desired learning outcomes. Motivation acts as a driving force to achieve good results. People engage in activities because they have motives. High learning motivation will yield optimal results. This activity aims to prepare students as participants who, based on their respective skills, can face challenges in starting their careers.

Learning motivation plays a significant role for students. This motivation increases students’ interest in completing learning activities. When students are motivated by their environment and themselves, their learning outcomes also improve. The methods used in community service activities (PKM) are influenced by various factors, such as monotonous teaching methods, lack of teacher support, and the influence of technology. PKM uses interactive lecture methods that utilize media, discussions, and Q&A sessions to increase students’ learning motivation. This highlights the importance of motivation to support oneself in achieving goals and becoming a better individual. This community service aims to increase the learning motivation of students at SMKN 6 Serang cities, as motivation is one of the factors that influence students’ success. When someone is motivated to learn, they will achieve the desired learning outcomes. Motivation acts as a driving force to achieve good results. People engage in activities because they have motives. High learning motivation will yield optimal results. This activity aims to prepare students as participants who, based on their respective skills, can face challenges in starting their careers.

The digital era has created a generation of digital natives with superior technology adaptability. However, to achieve success in the world of work, soft skills competencies remain an important factor that supports individual success. This study aims to explore the role of soft skills competencies in digital natives in building a successful career. Using a qualitative approach, data was collected through in-depth interviews with young digital native workers in various industry sectors. The results showed that interpersonal communication skills, teamwork, adaptability, and time management were the main elements that contributed to their success. The findings highlight the importance of synergy between technical and soft skills in facing the complex challenges of the world of work. The implications of this study offer insights for organizations to develop training programs that are holistic and support the development of soft skills as part of a human capital capacity building strategy.

Global phenomena highlight the increasing attention to entrepreneurship as a solution to reduce unemployment and promote sustainable economic growth (SDG 8: Decent Work and Economic Growth). On a local level, vocational high school (SMK) graduates in Indonesia face the challenge of low entrepreneurial intention, which has the potential to exacerbate youth unemployment rates. This study aims to explore entrepreneurship learning strategies and the contribution of teacher behavior in shaping the entrepreneurial intentions of SMK students through a Systematic Literature Review (SLR) approach. The novelty of this research lies in integrating two key elements—innovative learning strategies and teacher behavior as role models—which have been minimally discussed in previous literature. The urgency of this research stems from its contribution to SDG 4 (Quality Education), by strengthening entrepreneurship education as a foundation for developing a competitive workforce. The method employed in this study is a Systematic Literature Review (SLR), which involves collecting and analyzing relevant journal articles using VOSviewer software based on selected keywords. The findings indicate that project-based and collaborative learning approaches enable students to directly experience real-world business challenges, such as developing business ideas and working in teams to solve practical problems. Teacher behavior, serving as both facilitator and motivator, plays a crucial role in encouraging students to dream big, believe in their abilities, and view entrepreneurship as an attractive career path. The implications of this research provide practical insights for educators and policymakers in designing effective entrepreneurship curricula while supporting the SDG agenda, particularly in promoting quality education, decent work, and inclusive economic growth. This study contributes to the reinforcement of sustainable entrepreneurship education in Indonesia.

Global phenomena highlight the increasing attention to entrepreneurship as a solution to reduce unemployment and promote sustainable economic growth (SDG 8: Decent Work and Economic Growth). On a local level, vocational high school (SMK) graduates in Indonesia face the challenge of low entrepreneurial intention, which has the potential to exacerbate youth unemployment rates. This study aims to explore entrepreneurship learning strategies and the contribution of teacher behavior in shaping the entrepreneurial intentions of SMK students through a Systematic Literature Review (SLR) approach. The novelty of this research lies in integrating two key elements—innovative learning strategies and teacher behavior as role models—which have been minimally discussed in previous literature. The urgency of this research stems from its contribution to SDG 4 (Quality Education), by strengthening entrepreneurship education as a foundation for developing a competitive workforce. The method employed in this study is a Systematic Literature Review (SLR), which involves collecting and analyzing relevant journal articles using VOSviewer software based on selected keywords. The findings indicate that project-based and collaborative learning approaches enable students to directly experience real-world business challenges, such as developing business ideas and working in teams to solve practical problems. Teacher behavior, serving as both facilitator and motivator, plays a crucial role in encouraging students to dream big, believe in their abilities, and view entrepreneurship as an attractive career path. The implications of this research provide practical insights for educators and policymakers in designing effective entrepreneurship curricula while supporting the SDG agenda, particularly in promoting quality education, decent work, and inclusive economic growth. This study contributes to the reinforcement of sustainable entrepreneurship education in Indonesia.

This research aims to analyze women's empowerment strategies to improve the quality of female journalists within the DKI Jakarta Indonesian Journalists Association (PWI). Even though the role of women in journalism has increased, significant challenges are still faced in efforts to improve the quality and competence of female journalists. This research uses a qualitative method with a case study approach, which involves in-depth interviews with female journalists, Head of PWI DKI Jakarta, and women's empowerment experts and document analysis related to existing training and development programs. The research results show that empowering women through technical training programs, seminars, and mentoring has proven effective in improving the journalistic skills of female journalists. In addition, support from PWI DKI Jakarta in the form of professional networks, publication opportunities, and access to information resources greatly contributes to the career development of female journalists. However, gender stereotypes and lack of representation in managerial positions remain significant obstacles. The research recommends developing empowerment programs that are more focused on specific aspects such as leadership and media management and expanding the range of support to overcome existing obstacles. With a more comprehensive approach, it is hoped that the quality of female journalists can continue to be improved so that their contribution to the world of journalism can be maximized and positively impact society.

Networking plays a crucial role in developing an entrepreneur's career. With a wide network, entrepreneurs can access various resources, business opportunities, guidance and support from investors that can accelerate the development of their business. In addition, networking contributes to building a professional image and trust, which are important factors for attracting customers and strategic partners. Solid interpersonal relationships also open up opportunities for creative collaboration and idea sharing, allowing entrepreneurs to face challenges more effectively. Whether through online or offline platforms, networking is a key strategic element in creating long-term success for an entrepreneur. In the current digital era, networking can be done through various platforms, either directly, such as attending conferences and business events, or online through social media and virtual communities. This process not only expands connections but can also provide an opportunity to understand industry trends and build competitive advantages. Therefore, networking is not just about building relationships, but is also one of the main strategies that can encourage long-term success and growth for an entrepreneur.

This research discusses the importance of talent management as a key element in improving employee performance and maintaining an organization's competitive advantage. Using a literature review approach, this research examines theory and empirical results that are relevant to understanding the impact of talent management on company productivity and competitiveness. The analysis results show that talent management makes a positive contribution to improving the quality of recruitment, employee retention and work productivity through training, career development and mentoring programs. Research also finds a significant relationship between talent management and the creation of unique organizational capabilities that are difficult for competitors to imitate.

This study aims to evaluate the implementation of Green Human Resource Management (GHRM) policies and their impact on the performance and career development of young talent in star-rated hotels in Semarang City that have adopted the Green Hotel concept. Using a qualitative approach and case study design, data were collected through semi-structured interviews with young employees, HR managers, and hotel management, as well as direct observation and document analysis. The results show that GHRM practices, such as recruitment and selection, training and development, performance appraisal, and employee involvement, have been implemented with varying levels of depth across these hotels. GHRM practices have been shown to positively impact the performance of young employees and open up career development opportunities. However, the effectiveness of GHRM implementation is influenced by various factors, such as management commitment, policy clarity, training quality, resource availability, organizational culture, and communication and feedback systems. The findings of this study contribute theoretically to the GHRM and strategic HRM literature and provide practical implications for HR management in the hospitality industry in supporting sustainable tourism development. These results highlight the importance of synergy between GHRM policies and managerial commitment in creating a work environment that supports sustainability and employee career development, particularly for young talent who have the potential to become future leaders.

Abstract, Performance appraisal and promotion management are crucial elements in human resource management aimed at increasing productivity and creating a competitive work culture. Performance appraisal enables objective evaluation of employee contributions, identifying training needs, and building transparent career development paths. Meritocratic-based promotion not only encourages employee motivation and loyalty, but also minimizes the potential for internal conflict and the risk of bias. The results of the study indicate that an effective performance appraisal system contributes to talent retention, job satisfaction, and innovation in the organization. With a structured and development-oriented approach, companies can ensure sustainable productivity and strong leadership.    

This study aims to analyze the efficiency of the curriculum of Islamic universities in Indonesia in ensuring the readiness of students to enter the workforce, by reviewing the role of Islamic religious education in improving intellectual competence. Through a literature study approach, this study identifies the challenges and opportunities faced by Islamic universities in integrating religious values ​​with the intellectual and professional needs of students. The main focus of this study is the effectiveness of the curriculum in balancing theoretical aspects of religion and practical skills needed in the workplace. This study found that the curriculum of Islamic universities in Indonesia has attempted to adopt an integrative approach that combines religious education with the development of soft skills and hard skills that are relevant to professional careers. However, there are still some weaknesses in the implementation, such as the lack of curriculum adjustment to the dynamics of the labor market, as well as the imbalance between religious education and practical skills. The results of this study indicate that Islamic religious education has an important role in shaping the character and professional ethics of students, which are the main capital in entering the workforce. Therefore, increasing the efficiency of the curriculum through collaboration between academics, industry practitioners, and policy makers is needed to ensure that students' intellectuality is in accordance with the demands of the workplace. This study contributes to the academic discussion on the reform of Islamic higher education curriculum and emphasizes the importance of Islamic religious education in producing graduates who are not only intellectually competent, but also have strong ethical values ​​to face professional challenges. The implication of this study is the need for a more flexible and adaptive curriculum strategy to improve the competitiveness of Islamic higher education graduates in the global job market.

This research is motivated by the low motivation of employees in carrying out their main tasks and functions. This can be seen from the lack of enthusiasm of employees in carrying out their duties and the lack of obsession to progress. This low employee motivation is thought to be caused by two factors, namely, less than optimal career planning and the unclear arrangement of career development for employees who are considered to have achieved. The purpose of this study is to determine how career planning affects employee work motivation, how career development affects employee work motivation, and how career planning and development together affect employee work motivation. The method used in this study uses a quantitative descriptive method. To analyze it, correlation and multiple regression statistical test data analysis was used using SPSS version 22.00. The results of the study obtained provide the conclusion that career planning has a positive and significant effect on employee work motivation, career development has a positive and significant effect on employee work motivation, and career planning and career development have a positive and significant effect on employee work motivation.

This research investigates how maritime vocational schools can enhance the career pathways of graduates by aligning educational outcomes with the needs of the maritime industry. Through qualitative analysis of perspectives from maritime professionals, lecturers, graduates, and government officers, the study identifies critical gaps in technology integration, environmental sustainability, and soft skills development. The research underscores the importance of industry collaboration, continuous learning, and adaptability in vocational education. By adopting human resource management strategies, schools can bridge the gap between education and industry, fostering stronger networks and preparing graduates for long-term success in a rapidly evolving maritime sector. The study emphasizes the role of internships, mentorships, and alumni networks in improving job placement and career advancement opportunities for maritime graduates.   Keywords: , ,  , 

Every company has a role for employees in carrying out all activities within a company. Employees are an important part that has a huge influence on the success of a company. Therefore, companies need to pay more attention to employee performance so that they are more active, especially in terms of compensation and career development. This research aims to determine the effect of compensation and career development on employee performance at PT. Inasentra Unisatya. The research method used is a quantitative approach. Data collection methods in this research are interviews, questionnaires and literature study. The population in this study were permanent employees of PT. Inasentra Unisatya in the field of personnel has 53 employees.. The sampling technique used was quota sampling with a sample size of 30 respondents. The data analysis techniques used are data quality testing, classical assumption testing, hypothesis testing, and coefficient of determination testing which are processed using the SPSS version 25.0 application.. The results of this research show that compensation partially has a positive and significant effect on employee performance. Career development partially has a positive and significant effect on employee performance. Simultaneously compensation and career development have a positive and significant effect on employee performance.

Human resource management is the development of human resources that functions in carrying out human resource planning, implementation, recruitment, training, employee career development and conducting initiatives for the organizational development of an organization or company. The purpose of this study was to determine the organizational culture and work discipline affect employee performance. In this study, researchers used statistical quantitative analysis, multiple linear regression analysis and coefficient of determination analysis with the help of IBM SPSS 25 software. The sample used in this study was a saturated sample of 40 employees. The results of this study obtained using the t test that organizational culture partially has a positive and significant effect on employee performance with a significant level of 0.002 <0.05 and t test results of 3.316> 2.022. Work discipline partially has a positive and significant effect on employee performance with a significant level of 0.001 <0.05 and t test results of 3.491> 2.022. Organizational culture and work discipline simultaneously have a positive and significant effect with a significant level of 0.000 <0.05 and F test results of 17,066> 3.25 on employee performance.

This study aims to analyze the implementation of management regarding Human Resources, in order to improve the quality of education at SMA Negeri 1 Bandar Khalipah. Effective human resource management is a key to achieving a quality education goal. This study uses a qualitative approach with a case study method. The methods used to collect data are by conducting observations, interviews, and documentation. Data analysis is carried out using data reduction techniques, data presentation, and drawing conclusions. As for checking the validity of the data, it is by using triangulation of methods and sources. The results of this study will later present a description of the implementation of Human Resource Management to improve the quality of education at SMA Negeri 1 Bandar Khalipah by: 1) Analysis of the work carried out by the principal on educational and teaching staff, 2) Very comprehensive and structured human resource planning in the management of educational and teaching staff, 3) Procurement of human resources involves various stages and depends on the status of prospective educators (Honorary and PNS), 4) Selection of human resources involves various different stages for prospective educators, CPNS selection is stricter and more formal while honorary is more flexible, 5) Orientation of human resources involves stages and depends on the status of honorary or PNS, for honorary workers it is more flexible with an observation period while PNS is structured and comprehensive, 6) Appointment and placement of human resources depends on the status of honorary employees or PNS, honorary workers are placed according to the orientation period if accepted before the opening of a new class while PNS are based on SK and qualifications, 7) Compensation of human resources depends on employee status and applicable regulations, 8) Development of human resource careers human resources that should involve strategies and programs, both internal and external, 9) Evaluating human resource performance is done with various methods and frequencies, 10) Dismissal and termination of employment of human resources in this school depends on the conditions of the work contract, teacher requests and policies from the head of the education office and the principal. This study found that active participation from all parties in the school, including the principal, teachers, and staff plays an important role in supporting the improvement of the quality of education. This study concludes that in order to obtain quality human resources, in its management, it is necessary to implement good and correct human resource management so that it is in accordance with the expected needs.

The success of Perumda Tirta Pakuan Bogor is greatly influenced by the performance of its employees. Good work results can help Perumda Tirta Pakuan Bogor in achieving the goals and objectives that have been set. In other words, the better the employee's performance, the easier it will be to achieve the goals of Perumda Tirta Pakuan Bogor. On the other hand, if employee performance is low, it is not easy for Perumda Tirta Pakuan Bogor to achieve its goals. So the role of employee performance is a factor that cannot be separated from the objectives of Perumda Tirta Pakuan Bogor so that the quality of employee performance will influence the achievement of the objectives of Perumda Tirta Pakuan Bogor. This research aims to determine and analyze the role of organizational culture and career development in improving the performance of Perumda Tirta Pakuan employees in Bogor City. This research uses descriptive qualitative, with the data collected mostly in the form of words or images rather than numbers. The objects of this research are employees at Perumda Tirta Pakuan, Bogor. The research carries out analysis of the data obtained through interviews and other documents by combining and selecting data that is close to suitability related to the research study. The research results show that the role of organizational culture in improving employee performance at Perumda Tirta Pakuan Bogor is based on a talent management strategy which is an integrated system, designed to improve performance through the process of attracting and selecting, developing, utilizing and retaining employees who have skills and talents. in order to meet current and future organizational needs. The role of career development in improving the performance of Perumda Tirta Pakuan employees in Bogor is known that career development is an activity for future career planning by the employees themselves or the company concerned so that the company can also develop itself optimally.