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In the rapidly evolving landscape of artificial intelligence (AI), optimizing human resources (HR) practices is imperative to foster organizational excellence. This qualitative research aims to explore the intersection of AI and HR practices to enhance organizational performance. The research adopts a qualitative approach utilizing in-depth interviews with HR professionals, AI specialists, and organizational leaders. Sampling techniques include purposive and snowball sampling to ensure diverse perspectives are captured. Data analysis involves thematic analysis, allowing for the identification of patterns and themes within the qualitative data. Preliminary findings indicate that organizations are increasingly leveraging AI to streamline HR processes, enhance talent acquisition, and improve employee engagement. Furthermore, the research reveals the significance of ethical considerations and human oversight in AI-driven HR practices. This study contributes to the growing discourse on AI integration in HR and provides insights for organizations aiming to navigate the AI-driven landscape while fostering excellence in HR practices.  

In the dynamic landscape of Human Resource Management (HRM), the emergence of Artificial Intelligence (AI) technologies presents both challenges and opportunities. This research aims to explore strategies for empowering talent amidst AI innovations in HRM. The research adopts a phenomenological approach to delve into the lived experiences of HR professionals and employees within organizations integrating AI technologies. Through purposive sampling, data were collected via in-depth interviews and focus group discussions. Thematic analysis was employed to identify patterns, themes, and insights from the narratives. The findings reveal a nuanced understanding of how AI impacts talent management practices, including recruitment, training, performance evaluation, and career development. Moreover, the research elucidates the importance of human-centric approaches in leveraging AI to augment rather than replace human capabilities. These insights contribute to enhancing organizational strategies for talent empowerment in the era of AI-driven HRM innovations.

PT GMP Sukses Makmur Indonesia is a company engaged in the production of Bubble Wrap (bubbled plastic). This company produces 818,680 rolls with an average monthly production of 68,223 rolls. The problem that often arises at Pt Gmp Sukses Makmur Indonesia is the high production machine delay time with a downtime of 705.43 hours and a breakdown of 663.33 hours in one year, so the engine performance is less effective. This can lead to not achieving production targets which cause losses. The purpose of this study is to determine the effectiveness of the Bubble Wrap production machine using the Overall Resource Effectiveness (ORE) measuring tool and to find the causes of the problems that have been carried out using the ORE method on Bubble Wrap production machines during the period September 2021 – August 2022. ORE is a method that is useful in measuring the effectiveness of production time by taking into account the resources which include humans, machines, materials and methods. In the ORE method there are seven factors that are measured including readiness, availability of facility, changover efficiency, availability of material, availability of manpower, performance efficiency, dan quality rate. The results of measuring machine effectiveness using the Overall Resource Effectiveness (ORE) method for Ektruder machines were 76.41%, Crushers 99.59%, Cooling 98.99%, Mixers 99.79%, and Air Compressors 98.88%. Based on the method used, it is known that in the Bubble Wrap production process, the extruder machine does not meet the ORE standard of 85%, while the influencing factors are performance efficiency and quality rate. where the value of performance efficiency and Quality rate does not meet the standard so that it affects the high value of Overall Resource Effectiveness (ORE).

The study of the influence of assertive communication style and organizational culture on employee performance with job satisfaction as an intervening factor was conducted by taking a sample of 72 respondents from the Al Ummah Education and Human Resources Foundation who were placed in Assalaam Integrated Islamic Junior High School Pekalongan City. From the results of the study, it was found that assertive communication style has a positive effect on job satisfaction; organizational culture has a positive impact on job satisfaction; Assertive communication style has a positive effect on employee performance, organizational culture has a positive impact on employee performance, job satisfaction has a positive effect on employee performance, job satisfaction does not mediate the influence of assertive communication style on employee performance, job satisfaction mediates the impact of organizational culture on employee performance.

The purpose of this study is to examine specifically related to the governance and accountability of cooperatives that have been carried out in Indonesia. This study used a qualitative design, with a population of 125 journals and through purposive sampling, a sample of 35 journals was obtained. The results of the journal review can be concluded: (1). The trend of research on governance and accountability of cooperatives in Indonesia is mostly done with a qualitative design, obtained the concept: to improve governance can be done through socialization and training on SPI to managers; comply with ethical principles and rules; the accountability aspect must be audited by KAP; the role of government; principles of transparency, accountability, responsibility, independence and fairness. Measurement of the dimensions of democracy, the quality of human resources, transparency, accountability, responsibility, independence and fairness. Good financial planning, transparency and accountability in financial management, increasing management commitment, knowledge, understanding of the duties and authorities of management regarding business risks and communication. Factors of members, administrators and supervisors as well as honesty and understanding; Sharia good corporate governance requires supervision from the Supervisory Board. Understanding of the important role of cooperatives for improving the community's economy, consistency in preparing financial reports. (2). Based on the quantitative design, it is concluded: cooperative governance and accountability have a positive and significant effect and accountability as a mediating variable on cooperative performance, there is no difference between financial accountability performance before and during the pandemic, cooperative reform has a positive and significant effect on cooperative governance and cooperative governance has no effect on the effectiveness of lending.  

Human Resources is one of the resources that determine the success of an organization. Proper management of human resources can create a strong managerial system to support the productivity and success of the company. Therefore, it is necessary to have factors that can form quality human resources. This article aims to explore employee performance which is influenced by transformational leadership and internal CSR. Internal CSR also has a role as an intervening variable between transformational leadership and employee performance. The research model is multivariate and the analysis will use SMARTPLS. The research was conducted at the Public Works and Spatial Planning Office of Grobogan Regency with 110 employees who participated in this study. The sampling method used accidental sampling. The results show that transformational leadership and internal CSR can affect employee performance. Internal CSR can act as a mediation between transformational leadership and employee performance.

Performance Management is a procedure related to how to guide and develop the quality of employees at work. Where, the work of employees becomes a benchmark for the company’s budgeting system. By optimizing performance, good performance management is needed to realize the company’s goals. The research subject is Cafe Uncle Jack, has been operating for 5 years (2017) as a culinary business and consists of Mrs. Lina as Leader, Mrs. Lini as Manager, Barista, Cashier, Waitress, and Cooker. The purpose of this study is to evaluate the management of human resources at Cafe Uncle Jack including several series of activities provided by the new employment. In a series of activities that occur in Uncle Jack’s Cafe, a qualitative descriptive method will be formulated in the form of interviews related to performance management. Based on the results of the interview, Cafe Uncle Jack gives full attention ti it’s employees so that the quality of performance and customer satisfaction can be guaranteed.

Drug abuse has become a complex problem faced by Indonesia and of course requires a special strategy and the active role of all parties in its prevention and handling. This is evidenced by the rampant cases of drug trafficking and abuse that occur in villages in Kuantan Singingi, one of which is Seberang Taluk Village, Central Kuantan District. This study aims to see the performance of the Village Government in the Clean Drugs (Bersinar) Village program in Seberang Taluk Village, Central Kuantan District, Kuantan Singingi Regency. In this study, the authors used descriptive qualitative research methods. The researcher uses Dwiyanto's theory where the indicators used in measuring organizational performance use 4 (four) indicators, namely, productivity, responsiveness, responsibility, and accountability. The results of this study indicate that the distribution and abuse of drugs in Seberang Taluk Village has decreased during the program of the Clean Drugs Village (Bersinar) with a percentage of approximately 80%. However, the implementation of the Shining Village Program still faces several obstacles. Researchers found factors that influence the implementation of this program, which include the problem of limited budget, incompetent human resources, and lack of public self-awareness. Overall, the Seberang Taluk Village Government, Central Kuantan District can be said to have been quite good at implementing the Shining Village program in preventing drug trafficking.

This study aims to develop a leadership theory that builds innovative capabillity for organizations in the modern era. Innovative Capabillity is the mechanism that underlies the effect of transformational leadership on creativity. Innovative Capabillity aims to improve the performance of lecturer human resources who work in the education industry such as lecturers. This study involved 100 lecturer human resources. Data was collected using a questionnaire and analyzed using Smart PLS analysis. The results showed that there is a significant positive influence between Transformaional leadership on lecturer human resource performance and individual performance. In addition, Innovative Capabillity is also proven to moderate the relationship between transformational leadership and lecturer human resource performance. The implication is that transformational leadership will be proven to increase the performance of lecturers' human resources, if organizational leaders are able to build lecturers' innovation capabilities.

This study aims to analyze "The Influence of Competence, Compensation, and Work Discipline on the Performance of Non ASN Employees (Study of the Regional Human Resource Development Agency (BPSDMD) of Central Java Province)". Methods of data collection using a questionnaire. The sampling technique used random sampling technique. A sample of 71 respondents were employees at the Regional Human Resources Development Agency (BPSDMD) of Central Java Province. Based on the results of testing the competency variable has a positive effect on employee performance. This is shown by the value of t count is greater than t table, namely 2.335 > 1.667 with a sig value. 0.023 > 0.05 and the regression coefficient (β1) is positive at 0.271 which means that the higher the employee's competency, the higher the employee's performance. So the hypothesis is proven. The compensation variable has a positive effect on employee performance. This is shown by the value of t count is greater than t table, namely 3.613 > 1.667, with a sig. of 0.001 <0.05 and the regression coefficient (β2) is positive at 0.411 which means that the more satisfying the compensation given, the higher the employee's performance. So the hypothesis is proven. While the work discipline variable has a positive effect on employee performance. This is shown by the greater t-count value of t-table, namely 2.548 > 1.667, with a sig. 0.013 < 0.05 and the regression coefficient (β3) is positive at 0.285 which means that the higher the employee's work discipline, the higher the employee's performance. So the hypothesis is proven.

The aim of the research is to determine the quality factors of human resources that influence employee performance at the Transmigration Training Center in Makassar. To find out the factors that have a dominant influence on employee performance at the Transmigration Training Center in Makassar. This research uses quantitative research methods. Research results: The influential variables are education (X1), skills (X2), length of service (X3) and work discipline (X4) which together have a significant influence on the performance of employees at the Transmigration Training Center in Makassar. This can be seen by the F table value being greater than F Calculation or a significance of 0.000 which is smaller than 0.05. Of all these influencing factors, it turns out that the skill variable (factor) (X2) is dominant in increasing the performance of employees at the Transmigration Training Center in Makassar. This can be seen in the regression coefficient value (0.313 which is greater than the regression coefficient value of other independent variables) and the significance value (0.000).

Human capital is an important factor in economic development. With quality capital, it is believed that economic performance will also be better. So it can be said that "social development is economic development". The human resources of a nation, not physical capital or material resources, are the most determining factor in the character and speed of social and economic development of a nation concerned. UNDP's annual reports consistently show that human development promotes economic growth and economic growth that does not pay attention to human development will not last long. In order to run positively and sustainably, it must be supported by government social policies that are pro-human (social) development. Economic growth is defined as a process in which the productive capacity of an economy increases over time to produce ever greater levels of income.

The management of the Santri organization consisting of senior students at the Al-Mashduqiah Islamic Boarding School Kraksaan Probolinggo is a fairly important and potential human resource in leading the daily activities of all students at the Badridduja Islamic Boarding School in the Al-Mashduqiah Region. Its effectiveness and efficiency is highly dependent on the leadership of the ISMAH organization so that leadership and management training is very important for the administrators for self-development, training to become quality leaders and managers. This community service is carried out by implementing the PAR (Participatory Action Research) approach strengthened by field survey methods, analysis of problems developing in the field, FGD (Focus Group Discussion), SWOT analysis, direct action in the field consisting of mentoring programs in the preparation of organizational work programs. , assistance in the dynamics and sharing of organizational affairs, assistance in work evaluation activities, assistance in increasing the effectiveness of student discipline, and the implementation of a mini workshop program on leadership and management for organizational management. The results of this service contribute to controlling work program decisions that are not in accordance with the organization's SWOT analysis, Strengthening organizational HR work and increasing work understanding within the organization, Controlling irrelevant work programs and compiling feedback for further planning, Realizing a quality work culture that has implications for effectiveness and performance efficiency, and Improving the quality of understanding and understanding of organizational human resources theoretically and practically. This training is carried out by an organized team, by providing some materials and practices of leadership and management that have been planned for approximately 9 months. In addition, the team also accompanied the activities carried out in a planned manner by the management in order to monitor and evaluate the practices that needed to be improved so as to provide best practices for ISMAH administrators in carrying out their leadership and management tasks.

This study aims to examine the effect of training, capacity building, and reward provision on improving the performance of human resources at the Kapalo Destination of Banda Taram, Lima Puluh Kota Regency. This study used a questionnaire distributed in the Destination of Kapalo Banda Taram, Kabupaten Lima Puluh Kota as many 53 respondents using the Structural Equation Model (SEM) PLS data analysis technique. The results of this study indicate that Training and Rewards have a positive and significant effect on improving the performance of managers at the Kapalo Banda Taram Destination while the capacity building has no significant effect on improving performance at the Kapalo Banda Taram Destination. This research implies that the existence of training and rewards can make performance better, especially in the Destination of Kapalo Banda Taram, Regency of Lima Puluh Kota.

In the era of globalization, the world of education has made very significant progress in all fields. All have been based on the use of information and communication technology in the teaching and learning process. Technology acts as a tool to help students and teachers in conveying information more effectively. However, students have not been able to master technology-based learning materials. So, teachers must facilitate and monitor student performance so that they can more easily and quickly master the material. The professional quality of teachers in Indonesia is still relatively low. This is because the human resources of the Indonesian people are still lagging behind compared to other countries. The quality of teachers in Indonesia needs to be improved by using a learning approach. Learning approach based on Technology Pedagogical Content Knowledge (TPACK). This TPACK approach makes it easier for teachers to master technology that is by learning content so that students are motivated and active in learning. This study aims to determine TPACK-based learning in supporting the quality of teachers in Indonesia. This research uses the type of library research. Research samples from literature studies sourced from Google Scholar and Eric Journal. The criteria for the data to be sampled are articles published in 2015-2022. The data that was used as a sample amounted to 15 articles that were following the research variables. Data analysis is qualitative data analysis. The results show that from 15 articles that have been analyzed, TPACK-based science learning is very helpful for science teachers in Indonesia. TPACK-based science learning enhances the professionalism of teachers in teaching science material. Furthermore, the TPACK approach greatly helps teachers' professional performance to be more effective and efficient in mastering technology for learning facilities

The implementation of management system in health services is common as an attempt to improve the quality. In Indonesia, the most commonly used health  insurance is the service issued by Badan Penyelenggara Jaminan Social or BPJS  (Social Security Administration) that collaborates with many hospitals such as Datu Pancaitana Regional Public Hospital in Bone Regency. This research uses qualitative approach with a case study as the research design. The research data are obtained through in-depth interviews with The Head of Medical Records Department, some staffs of the administrative service as well as patients of BPJS users in the Emergency Unit. In addition to that, this research collects its research data through field observations and a review of related previous studies. The findings reveal that the hospital management applies the following strategies in the division of administrative services: (1) planning through trainings and workshops provided for the human resources as well as the formulation of RUK and RPK; (2) organising through trainings involving a number of institutions within Datu Pancaitana Regional Public Hospital in Bone Regency; (3) actuating through an execution of administrative services for BPJS users; (4) controlling through supervision facilitated by the hospital management; (5) evaluating that addresses the process of human resources quality promotion through databased information trainings. In conclusion, the findings of this research are hoped to provide insights that can be useful for the hospital management specifically the emergency unit to improve their performance in providing services for BPJS users. They can start by assessing the development and training, program execution and evaluation aspects as well as by improving the facilities and infrastructure.

Penelitian ini bertujuan untuk menguji pengaruh learning organisasi dan kompetensi sumber daya manusia terhadap kepuasan kerja dan kinerja pegawai. Selain itu penelitian ini  menguji pengaruh variabel intervening kepuasan kerja pada hubungan pengaruh learning organisasi dan kompetensi sumber daya manusia terhadap kinerja pegawai. Untuk menguji variabel tersebut, obyek yang digunakan adalah pegawai Badan Pengelolaan Keuangan Pendapatan dan Aset Daerah Kabupaten Batang sejumlah 135 orang pegawai.  Pengambilan sampel menggunakan teknik purposive sampling. Hasil penelitian menunjukkan bahwa learning organisasi dan kompetensi sumber daya manusia berpengaruh positif dan signifikan terhadap kepuasan kerja dan kinerja pegawai. Demikian juga pengujian hubungan tidak langsung learning organisasi dan kompetensi sumber daya manusia terhadap kinerja pegawai dengan kepuasan kerja sebagai variabel intervening terhadap kinerja pegawai yang menunjukkan hasil pengaruh positif dan signifikan.  

The flow of containers through Tanjung Emas Port is increasing, this can be seen from the growth of loading and unloading containers from year to year. The condition of the flow of containers is inseparable from the improvement of services at the Container Terminal of Tanjung Emas Port, Semarang through the provision of supporting facilities and infrastructure. With the growth of the container flow which is quite high, the condition of existing facilities, infrastructure and operating systems needs to be reviewed whether the operation is optimal or its performance is still possible to improve, or it is time to add infrastructure and facilities to anticipate future transportation demand. will come. Smooth loading and unloading aims to improve good service in the activities and services of the loading and unloading process of containers according to operational standards. There are several factors that cause the smooth loading and unloading of containers, such as those related to the condition of loading and unloading equipment, the performance of human resources, operations and the environment. In this study, four research variables will be analyzed, namely loading and unloading equipment, human resources, operations and anticipation of natural factors as independent variables and loading and unloading smoothness as the dependent variable. The purpose of this study was to analyze whether the positive influence both individually between the independent variables of loading and unloading equipment, human resources, operations, anticipation of natural factors on the dependent variable, namely the smoothness of loading and unloading. In this study, the object taken is the user of loading and unloading services at Tanjung Emas Port, Semarang. Sources of data include primary data and secondary data. The sample in this study was 100 respondents. The data analysis technique is multiple linear regression technique. Based on the results of research and multiple analysis, the following equations are generated:   Y= -0,504 + 0,264.X1 + 0,203.X2 + 0,323.X3 + 0,249.X4 + µ   From the results of the multiple regression study, it shows that the most dominant variable affecting the smooth loading and unloading is the operational variable with a regression coefficient of 0.323. . With the Adjusted R 2 test, a result of 0.644 or 64.4% was obtained. Simultaneously, the variables of loading and unloading equipment, human resources, operations and natural conditions factors had an effect of 64.4% on the smooth loading and unloading and 35.6% were influenced by research variables that were not detected in this study.

This study aims to: 1) describe the effect of skills on employee performance at the Office of the Agency for Personnel and Human Resources Empowerment Majene Regency, 2) describe the influence of facilities on employee performance at the Office of the Agency for Personnel and Human Resources Empowerment Majene Regency and 3) explain which variables dominant influence on employee performance at the Office of the Agency for Personnel and Human Resources Empowerment Majene Regency. The research which was conducted from September to December 2021 at the Office of the Personnel and Human Resources Empowerment Agency of Majene Regency was a research with a quantitative approach. The population taken is all employees, totaling 50 people. Because the population does not exceed 100 people, so the sample from the study is the entire population. The research was analyzed using SPSS. The results showed that 1) skills had a significant effect on the performance of employees of the Majene Regency Personnel and Human Resources Empowerment Agency, 2) facilities had a significant effect on the employee performance of the Majene Regency Civil Service and Human Resources Empowerment Agency and 3) More Dominant Facilities had a significant effect on Employee Performance of the Majene Regency Personnel and Human Resources Empowerment Agency.

This study aims to 1) find out the description of the ability of human resources in the Regional Water Company of Kab. Jeneponto, 2) to know the description of the performance of employees in the Regional Water Company of Kab. Jeneponto and 3) determine the effect of human resource capabilities on improving employee performance at the Regional Water Company of Kab. Jeneponto. This research is a survey research with a total population of 67 employees in the Regional Water Company of Jeneponot Regency. Sampling in this study used a stratified proportional random sampling technique, by taking 40% of the total population so that the number of samples was 26. The results of the study show that 1) The description of the ability of human resources in the Regional Water Company of Jeneponto Regency is in the medium category, 2) the description of the performance of the employees in the Regional Water Company of the Jeneponto Regency is in the medium category and 3) The influence of the ability of human resources on the performance of the employees in the Regional Water Company. Drinking Jeneponto Regency shows a significant correlation.