This research examines Generation Z talent retention strategies through employee experience personalization in Semarang companies. Using a qualitative approach and collective case study design, the research was conducted at 5 companies in Semarang that have implemented employee experience personalization practices. Data was collected through in-depth interviews with 15 HR managers and 20 Generation Z employees, non-participant observations in the work environment, and analysis of HR policy documents. The results identified five key dimensions of employee experience personalization relevant to Generation Z: personalization of career development, learning experience, work arrangement, reward and recognition, and wellbeing programs. Companies implementing personalization in these dimensions showed higher retention rates of Generation Z employees. However, implementation faces challenges including resource limitations, resistance to change, and concerns about fairness. Effective strategies to overcome these challenges include a phased approach, technology utilization, co-creation with employees, and HR capabilities development. Based on the findings, an employee experience personalization framework was developed that includes foundation elements, core dimensions, implementation enablers, and evaluation metrics. This framework provides a significant contribution to the development of more adaptive and effective talent retention strategies, taking into account the unique characteristics of Generation Z and the specific context of companies in Semarang.

This research explores work stress management strategies through mindfulness approaches for hotel front office employees in Semarang Regency. Using a qualitative research design with a phenomenological approach, 15 front office employees from 5 starred hotels participated in an eight-week mindfulness program adapted for the hospitality context. The findings identified five main stressor categories with emotional demands in guest interactions as the dominant stressor (intensity score 8.4/10). The implementation of the mindfulness program resulted in a 25.9% decrease in stress levels and a 22.5% increase in mindfulness. Four key mechanisms were identified in the mindfulness process: enhanced awareness, emotional regulation, response de-automatization, and perception change, with emotional regulation emerging as the most dominant mechanism (31.8%). Management support (26.7%) was the main supporting factor, while time constraints (34.5%) represented the biggest obstacle in mindfulness implementation. This research contributes to the development of a contextual mindfulness-based stress management model for the hospitality industry and provides practical implications for hotel management in implementing effective employee wellness programs.

This study aims to analyze the factors influencing employee engagement among Generation Z in the manufacturing industry in Semarang Regency. Using a qualitative approach with case study design, data were collected through in-depth interviews, focus group discussions, participatory observation, and document analysis involving 25 Generation Z employees from three manufacturing companies. The results identified five main factors affecting employee engagement: job design and autonomy, leadership and supervisor relationships, career development and continuous learning, work environment and organizational culture, and work-life balance and flexibility. Career development and continuous learning emerged as the most influential factor (84.7%), followed by leadership and supervisor relationships (81.2%). Companies that successfully engage Generation Z employees are those that balance manufacturing standardization requirements with Generation Z's preferences for autonomy, self-development, and flexibility. The findings contribute to enriching the understanding of employee engagement in the specific context of Generation Z in the manufacturing industry and provide practical guidance for manufacturing companies in developing more effective human resource management strategies. This research suggests that manufacturing companies need to transform their approach to human resource management to accommodate the unique preferences and expectations of Generation Z.

This study aims to analyze the role of work-life balance in reducing work stress and improving hotel employee productivity in Semarang Regency. Using a quantitative approach and explanatory research design, the study involved 271 hotel employees selected through proportionate stratified random sampling. Data were collected using questionnaires and analyzed using path analysis with AMOS 26. The results showed that work-life balance had a significant negative effect on work stress (? = -0.542, p < 0.01) and a significant positive effect on work productivity (? = 0.384, p < 0.01). Work stress was proven to partially mediate the relationship between work-life balance and work productivity, with a mediation proportion of 39.6% confirmed through the Sobel test (z = 4.876, p < 0.01). These findings imply the importance of developing policies and programs that support hotel employees' work-life balance to increase productivity through reduced work stress levels.

This study examines strategies to increase financial literacy to encourage the growth of MSME financial performance in Semarang Regency. Using a qualitative approach, the study involved 120 MSMEs with data collection through in-depth interviews, observations, and focus group discussions. The results of the study show that the condition of financial literacy is still low, with 65.3% of MSMEs not doing regular financial records, 77.5% mixing business-personal finance, and 81.7% lacking understanding of financial products. Structured mentoring programs with a holistic approach have proven to be effective in increasing the financial management capacity of MSMEs, marked by an increase in turnover (35.2%), operational efficiency (24.7%), and access to capital (19.8%). Multi-stakeholder collaboration and digital technology integration are key factors in the success of the program. The research results in a financial literacy development framework that can be adapted for implementation in other regions.

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.

The study investigates the efficacy of implementing the Regional Financial Management Information System (SIMKD) in Semarang Regency. Utilizing a qualitative methodology, findings reveal suboptimal effectiveness in SIMKD implementation. Factors influencing this include human resource competency, information technology infrastructure availability, leadership engagement, and organizational culture. Proposed strategies to enhance SIMKD effectiveness encompass developing human resources, fortifying IT infrastructure, fostering leadership commitment, and nurturing a performance-driven organizational ethos. This research contributes theoretically and practically toward optimizing SIMKD utilization for more efficient, transparent, accountable, and effective regional financial administration.

This research compares the financial performance of insurance companies in Indonesia using the Du Pont method, identifies the determinants of differences in profitability and efficiency, and provides strategic recommendations. The methodology involves analyzing the 2023 audited financial statements of PT Asuransi Dayin Mitra Tbk and PT Asuransi Bintang Tbk as samples, applying the Du Pont method, financial ratios, and qualitative analysis. The results reveal a significant difference in profitability, with PT Asuransi Dayin Mitra Tbk excelling in net profit margin, asset turnover, and a conservative capital structure, while PT Asuransi Bintang Tbk outperforms in underwriting risk management, claims handling, and aggressive marketing strategies. Strategic recommendations include maintaining strengths, exploring revenue growth, enhancing cost efficiency, and adjusting capital structure. This research contributes to understanding the dynamics of financial performance in the Indonesian insurance industry. 

The objective of this research is to examine the strategies employed in managing village finances to enhance community well-being in Jembrak Village, Semarang Regency. The research methodology involves a descriptive qualitative approach utilizing interviews, observations, and documentation for data collection. Findings reveal that the financial management strategy in Jembrak Village comprises planning, execution, administration, and accountability stages. Key factors impacting the success of village financial management include the proficiency of village officials, community engagement, oversight, and regulatory frameworks. Effective village financial management yields positive outcomes such as elevated per capita income, poverty reduction, enhanced education and healthcare standards, and improved access to essential infrastructure. Recommendations from the study emphasize the necessity of enhancing the competency of village officials, fostering community involvement, reinforcing supervision mechanisms, aligning regulations, and fostering collaboration between local and central governments in village financial management endeavors. 

This study examines the role of Green Human Resource Management (GHRM) in increasing employee awareness and participation in eco-friendly tourism management in Semarang Regency. Using a mixed-methods approach, this research analyzes the implementation of GHRM practices, evaluates the level of employee awareness and participation, tests the influence of GHRM on employee awareness and participation, and identifies factors affecting GHRM effectiveness. The results show that GHRM practices, especially green training and development and green employee involvement, significantly predict employee awareness and participation levels in environmentally friendly practices. However, the implementation of GHRM in the Semarang Regency tourism industry is still not optimal and faces various challenges. A more contextual, participatory, and integrated approach is needed to optimize the role of GHRM in supporting sustainable tourism. Practical implications of this research include the need to integrate sustainability principles into all HR functions, design relevant training programs, involve employees in GHRM initiatives, align reward systems with sustainability goals, and develop an organizational culture that supports sustainability. This study provides valuable insights into the role of GHRM in realizing sustainable tourism and contributes to achieving the Sustainable Development Goals.