This research explores the role of social media in shaping collective identity among users in contemporary society. By employing a qualitative methodology that includes in-depth interviews and content analysis, the study investigates how individuals create and share content that reinforces their group affiliations and fosters a sense of belonging. The findings reveal that social media platforms serve as vital spaces for community building, where users share personal narratives and visual content, and engage in discussions that highlight shared values and experiences.  Key themes identified include the impact of different content types on identity formation, the influence of community leaders and influencers, and the significance of intersectionality in shaping collective identities. While positive interactions on social media can strengthen group cohesion, negative experiences and the prevalence of echo chambers can lead to fragmentation and exclusion. This research underscores the dual nature of social media as both a tool for connection and a potential source of division. Ultimately, the study contributes valuable insights into the complexities of identity formation in the digital age and emphasizes the need for inclusive and supportive online environments. As social media continues to evolve, understanding these dynamics is essential for fostering social cohesion and empowering communities in an increasingly interconnected world.

Indonesia is one of the many countries with confirmed cases of Covid-19. An increase in Covid-19 cases can have a big impact, one of the impacts is the declining quality of human resources for each individual in a company. To improve the quality of human resources, of course you have to know the management of human resources. Human resource management is the process of managing human beings from planning, recruitment, selection, training, development, compensation, career, safety, health and maintaining industrial relations to termination of employment to achieve from the company and achieve prosperity. The scope of HRM is the objectives of HRM, policy objectives and functions of HRM related to improving the quality of the company's human resources, including: 1. Planning 2. Organizing 3. Implementation 4. Supervision. The functions of human resource management in a company or organization itself include: 1. Job analysis 2. Human resource planning 3. Human resource recruitment 4. Selection 5. Training and development 6. Job evaluation 7. Compensation 8. Career path 9. Safety and health. Factors that influence the quality of human resources in a company are as follows: 1. Company culture 2. Environment 3. Technology 4. Leadership 5. Adaptation 6. Productivity 7. Motivation and recognition. The company's strategy in order to improve the quality of human resources after Covid-19, as follows: 1. Clear job description 2. Detailed work planning 3. Emphasis on technical qualifications and skills 4. Emphasis on special worker training 5.

This research was conducted with the intention of discovering how the management of incoming and outgoing letters is handled in the General, Personnel, and Legal Subdivisions of the Office of the Education Office of the Province of South Sulawesi. This is a qualitative study, with data obtained from direct observations and interviews about the management of incoming letters and letters. The descriptive research methodology was utilized for this study's research design. Field studies by observation (observation) and interviews were used to collect data for this study (interview). The study's findings revealed that the management of incoming and outgoing letters in the General, Personnel, and Legal Subdivisions at the South Sulawesi Province Education Office, based on the results of interviews and observations, employs a combined principle, namely the principles of centralization and decentralization. In terms of archive storage, inactive archives are managed by Archivists, whereas active archives are managed by their respective subsections.