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Indonesia's micro, small, and medium enterprises (MSMEs) continue to encounter a range of obstacles, particularly in enhancing their productivity and competitiveness. The 2020 survey conducted by the Ministry of Education and Cultural Affairs indicates that Indonesia still has substantial challenges in terms of education quality, especially in rural and underdeveloped urban areas. Several factors, such as the availability of high-quality education, access to educational resources, and the level of teaching excellence, can significantly impact individuals' capacity to effectively manage their enterprises and promote innovation (Kemendikbud RI, 2020). This study investigates the link between knowledge sharing practices, innovation, and employee performance within Indonesian MSMEs. Through exploratory analysis, it offers fresh insights into how innovation and knowledge sharing behaviour can affect employee performance in Indonesian MSMEs. The main objective is to analyse and explore the impact of innovation and information sharing behaviours on employee performance in small and medium-sized enterprises (SMEs) in Indonesia. Based on this research and its findings, several strategies have been identified. These strategies aim to explore the complex relationship between an employee's performance, their willingness to share knowledge, and their ability to demonstrate innovative behaviours in MSMEs. Future study could focus on improving the quality of human resources, specifically in areas such as knowledge, expertise, competence, and entrepreneurial attitude. Investing in the development of human resources yields benefits for both MSME business owners and the overall well-being of workers..

This study aims to analyze the integration of Artificial Intelligence (AI) into Strategic Human Resource Management (SHRM) and its contribution to enhancing organizational performance using a bibliometric approach. The research method involves analyzing data from Scopus and Crossref databases with the help of VOSviewer software to map research trends, keyword relationships, and publication distributions. The findings reveal that AI plays a significant role in optimizing HR processes, such as data-driven decision-making, productivity enhancement, and more efficient talent management. Key trends include innovations in HR practices, the utilization of big data, and sustainability practices (green HRM). The analysis identifies a significant increase in publications since 2020, reflecting growing academic interest in this topic. This research provides practical significance by helping organizations understand the strategic benefits of AI in addressing HR challenges and driving sustainable performance. The findings of this study are expected to serve as a reference for future research exploring AI implementation across various organizational contexts.

This research is grounded on the issue of employee performance seen from quality aspects of employees at the Public Works and Spatial Planning Office of Sikka Regency has not been maximized. This research aimed to: (1) determine the description of employee performance, human resource empowerment, and competence (2) analyze the influence of human resource empowerment and competency on employee performance either partially or simultaneously. The population in this research was 56 employees of the Public Works and Spatial Planning Office of Sikka Regency. Due to limited population, this research was conducted through census or saturated sampling. Data were collected through questionnaires and analyzed using descriptive methods and inferential statistics, namely multiple linear regression. Hypothesis testing was done through the F-test and t-test. The results of descriptive statistical analysis showed that the response perception and employee performance variables, human resources empowerment, and competency were categorized as good. The results of the t-test showed that partially the human resource empowerment variable had a positive and significant influence on employee performance. The results of the F test showed that the variables of human resource empowerment and competency simultaneously significantly affected employee performance. The results of the determination analysis showed that the two independent variables in this research were able to explain the fluctuation of employee performance at the Public Works and Spatial Planning Office of Sikka Regency by 31.2% .  

This research aims to explore strategies for realizing sustainable performance management at PT. Tanjungpinang Branch Pawnshop. This research uses qualitative research through data collection, observation and interviews. The sampling technique used was purposive sampling. The informant is Mr. HR as Marketing Officer. The data analysis used in this research is descriptive analysis, namely the researcher collects, processes and analyzes data to describe the problems that exist at PT Pegadaian Tanjungpinang Branch. The research results show that the strategy applied at PT. Pegadaian Tanjungpinang Branch in realizing sustainable performance management, namely the digitalization strategy of Human Resources and Talent Management. In this case, the Human Resources digitalization strategy includes transforming the Human Resources Management system through digital platforms, increasing employee skills in technology, using data for strategic decision making, and implementing an adaptive technology-based work culture. Meanwhile, talent management includes recruitment planning and appropriate individual selection, as well as skills development through training and mentoring.

This study examines the impact of Sri Mulyani’s inclusive leadership on human resource development (HRD) in the Indonesian Ministry of Finance, with a focus on gender equality policies and employee capacity-building programs. Using a literature review method, this research analyzes relevant studies on inclusive leadership and its application in the public sector. The findings indicate that Sri Mulyani’s inclusive leadership, which emphasizes openness, accessibility, and equality, has successfully increased women's participation in leadership positions and fostered a more collaborative work environment. The gender equality policies implemented have not only increased the number of women in strategic positions but also strengthened overall organizational performance. Additionally, capacity-building programsdesigned to enhance technical and managerial skills have proven effective in improving productivity and innovationwithin the Ministry of Finance. This study concludes that Sri Mulyani’s inclusive leadership can serve as a model for other public sector organizations, both in Indonesia and internationally, to promote gender equality and enhance organizational performance through inclusive HR development.

This study aims to analyze the influence of Big five personality and Psychological capital on employee performance at XYZ Company, an educational institution. The research employs a descriptive quantitative method with path analysis using AMOS. The sample was randomly selected from all employees of XYZ Company. The results indicate that Big five personality and Psychological capital have a positive and significant impact on employee performance. The dimensions of conscientiousness and optimism contributed the most to performance improvement. This study provides critical implications for human resource management, particularly in designing strategies for personality development and psychological capital enhancement to boost organizational productivity.

The Online Document Information System (Si-DOI) represents a digital innovation aimed at improving the quality of population administration services. This research analyzes the implementation and performance of Si-DOI at the Population and Civil Registration Office of Palangka Raya City. The research methodology employs a qualitative descriptive approach with a case study design, utilizing data collection techniques through in-depth interviews, observation, and documentation. Research respondents include office employees, service users, and relevant stakeholders. The findings indicate that Si-DOI implementation has facilitated document access, accelerated administrative processes, and enhanced public service transparency. However, several technical constraints and infrastructure limitations still require improvement. The research recommends system capacity enhancement, human resource development, and continuous updates to optimize Si-DOI performance. The conclusion suggests that Si-DOI has the potential to become an effective population administration information system, but requires ongoing commitment to development and improvement.

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.

In the midst of increasingly complex globalization, organizations must continue to innovate and maximize the potential of existing resources to achieve competitive advantage. Human Resource Management (HRM) plays a strategic role in managing employees as important organizational assets. This research uses a Systematic Literature Review (SLR) approach to review various literatures that discuss the relationship between HRM strategies and achieving competitive advantage. The results of the literature analysis show that effective HRM strategies, including competency-based recruitment, employee development through training and education, fair reward systems, and the use of technology such as Human Resource Information System (HRIS), can improve organizational performance and competitiveness. In addition, transparent performance management and good internal communication are also important supporting factors. Nonetheless, challenges in implementing HRM strategies remain, such as changes in organizational culture and budget constraints, which require an adaptive approach. This research provides insights into how the right HRM strategy can contribute to the achievement of competitive advantage in the face of fast-changing global market dynamics.

This study aims to analyze human resource management (HRM) strategies in creating a conducive work environment at Islamic boarding schools (Pondok Pesantren). This research employs a qualitative method with a case study approach to deeply examine HRM strategies, including planning, training, development, and performance evaluation. Data were collected through in-depth interviews, participatory observations, and document analysis. The results indicate that effective HRM fosters a harmonious work environment, enhances motivation, and builds collaboration among teaching staff and administrative personnel. Key strategies include strengthening internal communication, implementing performance-based rewards, and cultivating a work culture based on pesantren values. However, the study also highlights challenges such as limited resources and resistance to change. This study recommends improving HR competencies through continuous training, formulating adaptive HRM policies, and strengthening leadership to establish a productive and conducive work atmosphere.

This study aims to examine the strategies implemented by the Regional Drinking Water Company (PDAM) in providing adequate clean water and sanitation services in Labuan Bajo Village, Komodo District, West Manggarai Regency. The results indicate that PDAM possesses several strengths, weaknesses, opportunities, and threats in carrying out its functions. The main strengths of PDAM include an extensive distribution network, strong regulatory support, adequate technical capacity, stable availability of raw water, and responsive services. However, its weaknesses include aging infrastructure, limitations in human resource management, financial constraints, the long distance of raw water sources from the distribution center, and frequent service disruptions. The opportunities that PDAM can leverage include regulatory support from the government, increased public awareness of the importance of clean water, the implementation of innovative projects, partnerships with the private sector, and the adoption of modern technology. On the other hand, threats faced by PDAM include the impact of climate change on raw water availability, limited water resources, suboptimal human resource management, and issues with cash flow and long-term funding.By understanding these factors, PDAM can formulate more effective strategies to enhance its performance and provide better clean water and sanitation services. Several recommendations are proposed, including infrastructure revitalization, improved staff training and development, diversification of funding sources, adoption of innovative technologies, and strengthening collaboration with external partners. Implementing these recommendations is expected to support the sustainability of PDAM Labuan Bajo's services in meeting the community's needs for clean water and sanitation in the region.

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.

A company is an entity that aims to achieve targets effectively and efficiently, where human resources (HR) play a crucial role as the main asset. For this reason, a job analysis is needed that includes an understanding of the responsibilities, authority and obligations of HR. From this analysis, companies can develop more specific job designs so that tasks can be carried out according to their respective skills and authority. The work design aims to explore topics related to the field of study, contribute to knowledge, and increase understanding of the topic being researched. This process involves qualitative research methods with a case study approach. Data was collected through in-depth interviews and document analysis, with a focus on in-depth analysis related to the topics studied. The job design includes strategic planning stages, developing new products and services, as well as increasing HR competency and productivity. SWOT analysis is used to identify a company's strengths, weaknesses, opportunities and threats in the market. Based on the results of the analysis, the company formulates an innovation strategy in products, processes and marketing. Human resource development is a top priority, including training, career development, and creating a work environment that supports creativity. HR management is also supported by a digital-based performance management system to increase organizational efficiency. Performance evaluations are carried out periodically to assess the effectiveness of strategy implementation and adjust necessary steps. This approach aims to achieve sustainable growth and strengthen the company's competitiveness in the global market.

This study aims to analyze the strategy of improving employee performance at PT XYZ, a state-owned company that plays a vital role in the provision of electricity in Indonesia. In the context of increasingly fierce competition and increasing customer demands, SWOT analysis is used to identify the strengths, weaknesses, opportunities, and threats facing companies. The results of the analysis show that internal strengths, such as technical expertise, can be leveraged to develop more innovative products and services. This study also emphasizes the importance of improving service quality as a key factor in increasing customer satisfaction. Thus, the recommendations produced are expected to assist PT XYZ in formulating an effective strategy to achieve its business goals. The results of this research make a significant contribution to the development of human resources and the improvement of company performance.

The results of the pre-test and post-test in this service show that local students, in this case MA students, are old enough to be considered capable of logical thinking and are considered to have advantages in understanding the social, cultural context and local potential of Mojokerto Regency. So that it can become an agent of change in encouraging more transparent, efficient and accountable financial governance. Good financial literacy contributes to increasing Regional Original Income (PAD), spending efficiency, and budget management that is oriented to community needs. To achieve this, this service invites and encourages MA Al Kautsar students to think critically, logically and encourages students to have concern for Mojokerto Regency. Students are encouraged to choose roles that can contribute to the better development of Mojokerto Regency. The post test results show that students plan to choose roles that are oriented towards developing personal skills which also have an impact on solving community problems, for example becoming health workers, education workers, and even improving skills in understanding religion such as memorizing the Koran.  This service article recommends increasing the capacity of local youth through continuous training, strengthening collaboration between government and society, and applying modern technology to increase financial transparency. With this approach, Mojokerto Regency can realize better financial governance and inclusive and sustainable development through human resources who are active, intelligent and care about the progress of the region.

Effective student management is an important part of a quality education system. This research considers a holistic approach to student management that integrates academic aspects, character development, and talent development. The aim of this study is to analyze the effectiveness of the holistic approach in enhancing academic achievement, positive character development, and student talent development. This research employs a mixed-methods approach that combines quantitative data analysis from academic results and student surveys with qualitative data from in-depth interviews with educators and field observations. Research shows that a holistic approach to student management is positively correlated with improved academic performance, stronger character, and more targeted human resource development. This result highlights the importance of integrating cognitive, affective, and psychomotor aspects into student management. The significance of this research underscores the need for a reformulation of educational policies that support the implementation of integrated student management at various levels of education.

The branch of economics called Islamic monetary policy discusses the nature, function, and impact of monetary policy in a country. Not only the supply and demand of money, this Islamic monetary emphasizes the principles of justice and brotherhood that pursue equality and create equitable distribution of wealth and income. The purpose of this research is to see how the transmission of Islamic monetary policy on the performance of MSMEs in Serang City. To stay competitive or even win the competition, an organization can evaluate its strategy in the face of an ever-changing market. Micro, Small and Medium Enterprises (MSMEs) are very flexible and resilient to the economy, but they have several limitations such as financial capabilities and human resources. To gain a competitive advantage, MSMEs must be able to determine the right strategy. This research uses a descriptive approach by using observation techniques and interviews with MSME actors in Serang City. Based on the results of the study, it shows that the sharia monetary policy applied to the performance of MSMEs in Serang City is very helpful for business actors by providing access to safe capital, effective money management training, and information technology-based marketing training.

Human Resource Management (HRM) plays a crucial role in achieving company strategic goals, especially amidst the challenges of globalization and increasingly fierce competition. This journal discusses the importance of effective HR management in creating competitive advantages and improving organizational performance. With a focus on talent development, employee welfare, and good relationships between management and employees, this research shows that good HRM practices can increase employee motivation, productivity, and loyalty. In addition, this journal highlights the need for strategies that are aligned with business goals to ensure that every individual in the organization contributes optimally. Through analysis of various challenges faced by HR management, including work-life balance and global skills development, this journal provides recommendations for increasing the effectiveness of HR management. It is hoped that the results of this research can become a reference for companies in formulating adaptive and innovative HR strategies, so that they can survive and develop in an era full of uncertainty.

Abstract. Human Resource Management (HRM) is essential in today’s digital era to ensure that HR strategies meet the demands of the times. Business transformation driven by digital technology requires an understanding of how HRM responds to these changes and how it impacts employee dynamics. To create strategic initiatives that maximize the integration of technology and HRM, it is essential to understand the implications of technology integration on employee engagement and performance. In the context of the HRM paradigm, this study attempts to unravel the relationship between employee happiness, leadership competencies, and technology adoption. This study aims to explore the dynamics of digital transformation of Human Resource Management (HRM) in startups and examine its impact on employee engagement and performance. This study highlights the significant influence of technology on leadership skills development and the need for adaptive leadership in the digital era. The foundation of engagement is employee satisfaction, and higher levels of engagement are associated with improved organizational performance. These observations underscore the value of developing leadership skills, driving employee satisfaction, and leveraging technology, and provide useful suggestions for HRM practitioners in startups in Indonesia. This study serves as a basis for future research and improvement of HRM methods in different startup ecosystems in Indonesia, which prioritize employee welfare and organizational success in facing challenges in the digital era.

This research examines the impact of development on teacher performance, with job satisfaction serving as a mediating variable at SMK Negeri 1 Muaro Jambi. The approach used in this research is quantitative, and data collection was done through questionnaires from 58 teachers. The findings indicate that development has a positive impact on teacher performance, both directly and indirectly through job satisfaction as a mediating variable. Job satisfaction also plays a significant role in enhancing teacher performance. This study showed that with proper designs, the development programs improve job satisfaction and motivational levels among the teachers. Development of training, adequate reward, and appropriate job variation may improve the state of affairs for increasing satisfaction and teacher productivity. All this was hoped to become inputs into the human resource management aspect of educational institutions.