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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.

Nature-based tourism development has a strategic role in encouraging sustainable local economic growth, especially in rural areas such as Marente Village, Kabupaten Sumbawa. Agal Waterfall is one of the natural tourism destinations that has high attractiveness, but its utilization is still not optimal due to limited facilities and infrastructure, access to the location, promotional activities, and the quality of human resources management. This study aims to identify strengths, weaknesses, opportunities, and threats, and determine priority strategies in developing Agal Waterfall tourism using the Quantitative Strategic Planning Matrix (QSPM) method. The research approach used is descriptive quantitative with primary data collected from 100 respondents. Analysis techniques include the preparation of IFAS, EFAS, SWOT, and QSPM matrices. The research findings show that the beauty of the natural environment and community participation are the main strengths, while the limited supporting facilities and promotion are still the dominant weaknesses. Development opportunities are supported by the increasing interest in nature tourism and the utilization of digital platforms, while threats come from competition between tourist destinations and the potential for environmental degradation. Based on the results of the analysis, priority strategies suggested include improving basic facilities, optimizing digital-based promotions, strengthening the capacity of human resource managers, and implementing the principles of sustainable tourism.

The purpose of this study is to analyze the extent to which work discipline and the physical work environment influence employee performance at CV X. The research was conducted using a quantitative approach involving all 45 production employees, with a saturation sampling method to ensure that every member of the population was represented. Data were collected through a structured questionnaire using a five-point Likert scale, while hypothesis testing was carried out using the SEM-PLS method to obtain more accurate estimates of the relationships among variables. The results reveal that both work discipline and the physical workplace contribute significantly to performance improvement. The physical work environment shows a positive and meaningful effect on employee performance, as indicated by a path coefficient of 0.464, a T-statistic of 2.309, and a P-value of 0.002. Similarly, work discipline also demonstrates a constructive influence, supported by a path coefficient of 0.403, a T-statistic of 2.786, and a P-value of 0.006. Based on the R-square value of 0.701, the two variables collectively explain 70.1% of the variance in employee performance. These findings highlight the importance of fostering disciplined work behavior while simultaneously enhancing environmental conditions in the workplace. Improving the physical layout, comfort, and safety, along with reinforcing consistent adherence to organizational rules, can substantially elevate performance outcomes at CV X.

The quality of service at community health centers is still often complained about by the public. Several studies show that the quality of health services at community health centers is closely related to the availability of quality health workers. The aim of the research is to determine various health human resource problems that arise in community health centers which can affect the quality of community health center services, and efforts to overcome various problems related to Human Resources management so that the quality of services at community health centers can be improved. The approach used is a descriptive analysis method. Data obtained from various literature is processed and analyzed qualitatively according to the problems and objectives that have been set. The results obtained show that there are Human Resource problems at the community health center which affect the quality of service, namely the lack of integration of the planning system and procedures for the distribution of health workers; lack of capacity of Human Resources planning units at all levels in the distribution of health workers; lack of good communication so that there are differences in understanding, information and knowledge about the distribution of health workers between planning units and health service providers; lack of support from regional government, planning that is not integrated at various levels of administration in regional government as well as lack of implementation and budgeting of training for health workers at community health centers

Organizations today face increasing challenges related to environmental sustainability and social responsibility, requiring them to adopt modern management practices that enhance their sustainability and growth. This research aims to examine the concept of Green Human Resources Management (GHRM) and its role in supporting organizations' sustainable growth strategies. The research addresses the importance of adopting human resource management policies that take environmental dimensions into account, such as green recruitment and training, sustainable performance management, and rewards that promote positive environmental behaviors. It also explores the relationship between these dimensions and achieving sustainable organizational growth by improving operational efficiency, enhancing corporate image, and increasing employee and stakeholder satisfaction. The research relies on an analytical methodology that combines theoretical studies and practical experiences from organizations that have implemented green human resource strategies and achieved success in sustainable growth. The research concludes that integrating GHRM activities with organizational growth strategies leads to a sustainable competitive advantage and enhances organizations' ability to address modern environmental and economic challenges. What distinguishes our research from previous studies is its attempt to link the two disciplines of green human resource management and organizational growth strategy. This in itself is a rarity in this field compared to other research that links a single, precise discipline, given the importance of the role played by human resources and its impact on all business administration disciplines.

Digital transformation in human resource management (HR) is a challenge as well as an opportunity for MSMEs in an effort to realize business sustainability. This research aims to explore how the digital adaptation process is carried out in MSME HR management practices, as well as identify the challenges faced in its implementation. Using a qualitative approach through in-depth interviews with MSME actors in the creative sector, the data was analyzed thematically to reveal the patterns and dynamics of digital transformation. The results of the study show that most MSMEs have adopted simple technology such as WhatsApp, Google Form, and video tutorials in the process of recruitment, training, and performance recording. However, the limitations of digital literacy of the workforce and infrastructure are the main obstacles. These findings indicate that the digitization of human resources in MSMEs is still gradual and adaptive, and is highly dependent on individual readiness and external support. In conclusion, digital transformation in MSME human resources not only requires technology, but also strengthens human resource capacity and work culture that is inclusive of change. The implications of this study encourage the existence of digital literacy mentoring programs and collaborative policies between business actors, the government, and educational institutions to strengthen the competitiveness of MSMEs in a sustainable manner.

Managing human resources and entrepreneurship are two crucial components of any successful organization. Human resources management focuses on recruiting, training, and retaining employees to ensure they can perform their job duties effectively. On the other hand, entrepreneurship involves the creation and development of new business ventures, products, or services. Both areas play a significant role in the overall success and growth of a company. In this paper, we will explore the intersection of human resources management and entrepreneurship, examining how these two disciplines can work together to drive innovation and organizational success. By leveraging the expertise and creativity of both HR professionals and entrepreneurs, companies can cultivate a culture of innovation and adaptability. This collaboration can lead to the development of cutting-edge products and services, as well as the implementation of forward-thinking HR practices that attract and retain top talent. However, integrating HR and entrepreneurship may also present challenges, such as balancing risk-taking with employee well-being and ensuring that organizational goals align with individual aspirations. Despite these obstacles, the potential benefits of combining these disciplines are vast, offering companies a strategic advantage in today's competitive business landscape.

This study aims to analyze the influence of Green Human Resources Management and Green Innovation on Business Sustainability. The Green Human Resources Management approach includes recruitment, training, performance appraisal, and compensation practices oriented towards environmental conservation. Meanwhile, green innovation focuses on the development of environmentally friendly products, processes, and business models. The sampling technique used is purposive sampling with a total of 100 respondents. Data collection was carried out using an online questionnaire after testing validity and reliability. The analysis in this study employs SEM-PLS. The results indicate that Green Human Resources Management does not have an effect on Business Sustainability. In contrast, Green Innovation has a significant positive effect on Business Sustainability. The implementation of enhanced green innovation has been proven to increase operational efficiency and strengthen the company's image as an environmentally conscious business. This study emphasizes the importance of integrating human resource management and environmentally friendly innovation to achieve better business sustainability

This study attempts to ascertain the partial and joint analysis of employee performance, job motivation, and patient satisfaction with respect to basic service standards at the Nice Dental Care Clinic. Questionnaires are distributed as part of the quantitative approaches used in this study to collect data. 50 patients and staff members of the Nice Dental Care Clinic made up the study's sample, This was calculated with a 5% error rate using the Slovin algorithm (e). The analysis of data methods that are used coefficient of determination , T and F test. The factors of career growth, work environment, and mutation account for 2.9% of the work morale variable, whereas additional variables not included in the study do so. The t test results show that employee performance, work motivation and patient satisfaction partially influence the minimum service requirements. Employee performance, motivation if work, and patient happiness regarding minimum service requirements all have a large influence at the same time.

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 research aims to analyze the effectiveness of the employee performance appraisal system  at PT. Flypower, a company engaged in the production of badminton equipment since 2002 employee performance appraisal is an important component in human resource management, which involves evaluating employee contributions to achieving company goals through assessing achievements identifying strengths and weaknesses and providing feedback. This research uses a descriptive qualitative approach method. This method is used to describe phenomena related to human resource management and to understand the meaning contained in employee experiences related  to the assessment system implemented data was collected through in-depth interviews participatory observation, and analysis of relevant documents, as many as 20 employees were involved as respondents to get a comprehensive perspective on the existing assessment system. The research results show that the performance appraisal system at PT. Flypower has experienced a development from a simple assessment method to a more structured system based on document analysis, in line with the implementation of the ISO 9001 standard. Transparency and regular feedback contribute positively to employee motivation. However, there are several weaknesses, such as a lack of clarity in the assessment criteria which can hinder employee understanding. This research recommends improvements in the communication of assessment criteria and the provision of understanding resources to support achievement of performance targets.

The research carried out has the aim of examining the role of job analysis in an organization and its influence on employee performance. Job analysis is a procedure used to determine the demands and duties of a position as well as the characteristics of individuals who are suitable to fill the available positions, so that this job analysis can increase employee effectiveness and performance. The method used in this research is a literature study by reviewing 30 journals related to job analysis and employee performance. The results of this research also show that there is a positive influence between job analysis and increasing employee performance. Other influencing factors in ensuring individuals are matched to appropriate positions such as job descriptions and job specifications play a very important role. Apart from that, this research also found that job analysis also influences increasing employee job satisfaction, which will also increase employee performance. The suggestions in this research are the need for regular updates to job analysis, job integration into human resource management, and also evaluations that impact job analysis on employee performance.

Human Resource Management (HRM) in agribusiness has an important role in increasing the efficiency and productivity of agribusiness businesses. Agribusiness as an important sector in the Indonesian economy requires qualified and competent human resources to improve the quality of the products and services produced. Therefore, agribusiness human resource management must be able to improve the quality and quantity of agricultural production, as well as increase the ability of farmers and breeders to face market changes and environmental changes. In this paper, we will discuss the development of agribusiness human resource management in Indonesia, including strategies that can be used to improve the performance and success of agribusiness businesses.  

The purpose of this study is to analyze the influence of work motivation and work environment on the performance of employees in an organization. Work motivation and work environment are important factors that can affect staff performance levels. In the context of human resources management, it is important for organizations to take these factors into account in order to improve productivity and achieving the goals of the organization as a whole. Through an empirical and theoretical study approach, the study highlights the importance of creating a conducive working environment and increasing employee motivation in an effort to optimal performance. The results of this research are expected to provide useful insights for managers and organizational leaders in managing human resources more effectively.

This research aims to analyze optimal strategies for improving the performance of Village-Owned Enterprises (BUMDes) through human resource management (HR). A qualitative approach was used by collecting data through interviews and documentation studies. The research results show that effective HR management can make a significant contribution to improving the performance of BUMDes. Factors such as selective recruitment, training and development, and good performance management are the keys to achieving optimization of BUMDes performance. The implication of this research is the importance of greater attention to HR management in the context of BUMDes development.

The plastic manufacturing industry in Indonesia has become a much needed industry because consumption power continues to rise. One company in Batam that produces plastic is PT Batam Plastik. As a plastic factory, PT Batam Plastik will add plastic waste that cannot be broken down in Batam City. This article was created to analyze the Corporate Social Responsibility (CSR) program and green human resource management at PT Batam Plastik. This type of qualitative research uses data collection techniques using interview and observation techniques. Based on the results of the analysis that has been carried out, PT Plastik Batam has implemented the Corporate Social Responsibility (CSR) program and environmentally friendly human resource management correctly. This is based on data from interviews conducted where PT Plastik Batam recycles plastic waste into recycled products and has trained its employees on how to recycle plastic and reuse plastic.

The aim of this community service is to identify the problems of the partner, Copper Crafts Muda Tama Gallery, Tumang, Boyolali and provide scientific solutions. The service team identified that the number of craftsmen was starting to decline due to the tendency of the younger generation to prefer to pursue business as marketers. The team uses the extension method to share knowledge with partner communities. Human Resources Management can be carried out in several ways apart from continuing to maintain good direction efforts at each stage of production, establishing controlled production procedures, evaluating employee work results, and developing employees in terms of reward and punishment; The service team proposed that the company collaborate with several vocational schools with a concentration in arts and crafts. This is important so that this skill does not become extinct, and in fact so that it can grow in terms of manufacturing and the number of craftsmen. The result of this activity is an increase in the understanding of partners (owners of Muda Tama Gallery) in managing human resources so that there is no shortage/loss of craftsmen. Another output is an article in this journal

This research aims to find out about the implementation of human resource management in improving student discipline at Annur Depok Vocational School. The method used in this research is observation, interviews and documentation. The data analysis technique used is an interactive model and data triangulation to check the validity of the data. The results of the research show that Human Resource Management Implementation Planning is Improving student discipline at Annur Vocational School. In implementing Human Resources Management, the steps taken by Annur Vocational School begin with planning everything that will be done to improve the quality of education, such as recruitment and selection of teaching and education staff, then the planning is organized according to the school's needs. The next steps are the implementation of the plan that has been determined and direction, then supervision and evaluation are the final steps in implementing Human Resources Management related to the development of teacher professionalism and discipline in order to improve the quality of education. Implementation of Human Resources Management in an effort to improve discipline at Annur Vocational School.