Qualified Employees Research Articles

ASSESSMENT OF THE TECHNOLOGICAL LEVEL OF ENTERPRISES AND BRANCHES OF THE PROCESSING INDUSTRY OF THE UKRAINIAN

Topicality. Today, the technological level of enterprises and branches of the processing industry is the main factor in the economic development of the country's economy, as it determines the level of material and energy intensity of production, labour productivity, investment attractiveness, competitiveness of the state and living standards of the population. A lot of scientific research by foreign and domestic scholars has been devoted to assessing the technological level of enterprises and industries. Assessment of the technological level of enterprises and industries based on the indicator «share of expenditures on R&D in gross value added» does not provide a comprehensive assessment, since the technological level is determined by many factors.Aim and tasks. To carry out a comprehensive assessment of the technological level of enterprises and branches of the processing industry of Ukraine based on indicators of output, gross value added, employment and labour productivity.Materials and methods. General scientific and special research methods were used in the study: comparison, generalisation, synthesis, system analysis, logical and dialectical analysis, etc. The information base of the study includes monographs, special literature, information and analytical materials, domestic and foreign periodicals, and data from the State Statistics Committee.Research results. In assessing the technological level of enterprises and industries in the manufacturing industry, the most widely recognised approach is based on the indicator «share of expenditures on R&D in gross value added» has proposed a classification of manufacturing industries. Along with the indicator, it is proposed to use other indicators of the technological level of enterprises and industries, since the level of knowledge intensity is only one of the factors that determine the technological level. In addition, this indicator has disadvantages compared to the "intangible assets" indicator, as it reflects the level of research and development expenditures for the year, while intangible assets are the total research and development expenditures for the entire previous period. Accordingly, this indicator is more likely to be determined by the technological level of manufacturing industries. The technological level of enterprises and industries also depends on the amount of fixed assets per employee, the level of employees' qualifications, the level of production and management organisation, and other factors.The article considers two methodological approaches to assessment of the technological level of the processing industry: resource and result-based. The first approach assesses the technological level of the manufacturing industry based on the availability of various types of resources: intangible assets, fixed assets, level of education and qualification of employees, level of production and management organisation, etc. The second approach assesses the technological level of manufacturing industries based on performance indicators, such as output, gross value added, employment, and labour productivity. Assessment of the technological level of industries based on performance indicators is more adequate.In 2013-2020, the share of machine building and the high-tech sector in gross value added decreased from 25.7% to 15.8% and from 35.6% to 24.6%, respectively, while the share of the low-tech sector (low-tech and medium-tech industries) increased from 64.4% to 75.4%. The leading manufacturing industry in gross value added was food production, with a share of 23-25%, which is a low-tech industry. The share of metallurgical production (a medium-low-tech industry) was more than 10%. Between 2013 and 2020, the share of machine building and the high-tech sector in manufacturing employment decreased from 24.0% to 20.6% and from 30.7% to 27.2%, respectively, while the share of the low-tech sector increased from 69.3% to 72.8%. The manufacturing sector with the highest employment rate was food production, which increased from 19% to 21.3%.An analysis of labour productivity in manufacturing industries revealed an anomaly. The production of tobacco products (a low-tech industry) and the production of coke and petroleum products (a medium-low-tech industry) are significantly ahead of high-tech industries in terms of labour productivity. Between 2013 and 2020, labour productivity in high-tech and medium-high-tech manufacturing industries decreased from USD 66.7 thousand (purchasing power parity, constant 2017 prices in thousands of international dollars) to USD 50.1 thousand and from USD 42.0 thousand to USD 37.5 thousand, respectively. And in medium- and low-tech industries, it increased from USD 37.8 thousand to USD 52.8 thousand and from USD 39.5 thousand to USD 41.5 thousand. Thus, there was an inversion: while medium-low-tech industries had the lowest labour productivity in 2013 ($37.8 thousand), in 2020 they had the highest labour productivity ($52.8 thousand).Conclusion. A comprehensive assessment of the technological level of enterprises and branches of the processing industry of Ukraine is carried out on the basis of indicators of output, gross value added, employment and labour productivity. The results obtained show that in 2013-2020, Ukraine continued the process of deindustrialisation of the country's economy and a decrease in the technological level of the processing industry.

Strategi Meningkatkan Kualitas Kinerja Aparat Desa Mekarsari dengan Pendekatan Pengembangan dan Pola Manajemen Sumber Daya Manusia

This study aims to find out what strategies are used to improve the performance of the Mekarsari Village apparatus. How to approach the development of human resources for the Mekarsari Village Apparatus. As well as knowing the pattern of human resource management in the Mekarsari Village apparatus. This study uses a qualitative approach with phenomenological methods, data collection techniques using observation, interviews and documentation. Research resource persons from the Village Head, Village Apparatusand the Mekarsari Village community. The analysis technique uses SWOT analysis. The validity test used the source training method and technical triangulation methods. The results of the study show that the strategies implemented to improve the quality of the performance of village officials in Mekarsari are carried out by: 1) Increasing the quality and quantity of employees through continuing to higher education, attending training, technical guidance, courses, seminars, work shops, etc. which aim to increase knowledge and employee experience. 2) Increase the number of employees according to the needs and the ideal number for a village. 3) Improve office facilities and infrastructure. The human resource development approach model in Mekarsari Village includes four approach methods used to develop employees: formal education, assessment, various work experiences, and personal relationships. The Strategy to Improve the Performance Quality of Mekarsari Village Officials with the Development Approach and Human Resource Management Pattern is quite effective in improving the performance quality of the Village apparatus. This can be seen from the quality of service which is more effective and efficient than before.

OPTIMIZING EMPLOYEE RECRUITMENT PROCESS IN THE EDUCATION BUSINESS THROUGH CHATGPT IMPLEMENTATION

Educational businesses, such as schools, colleges, and training institutions, have an increasing need to recruit quality employees who have the potential to fill various positions, ranging from teaching staff to administrative personnel. An efficient and effective recruitment process is crucial to ensure that educational institutions can maintain their quality standards and meet the educational needs of the community effectively. This research aims to explore how ChatGPT can be optimized to enhance the employee recruitment process in the education business. The study adopts a qualitative literature review approach, utilizing data from Google Scholar spanning from 2016 to 2023. This approach involves an in-depth analysis of various articles, journals, and related scholarly works published during this period. The study findings indicate that optimizing the employee recruitment process in the education business through ChatGPT implementation offers significant potential to enhance efficiency, effectiveness, and overall user experience. By leveraging artificial intelligence to provide quick responses, conduct initial interviews, and offer personalized experiences to applicants, ChatGPT can be a valuable tool for recruitment teams in selecting the most suitable candidates for available positions.

Mindanao State University-General Santos City Graduates as Employees: Perspective of Employers

Employers’ responses about graduate performance are indispensable for analyzing the institution’s performance against the standards set in the context of its legal and educational mandates. The study aimed to describe the performance of MSU graduates based on the perspectives of the employers. The study used descriptive research design involving 129 employers from various industries across the private and public sectors in SOCCSCKARGEN region inclusive of General Santos, Sarangani, and South Cotabato which have provided job opportunities to MSU-GSC graduates. The findings suggested that the graduate attributes of the employed MSU graduates are highly satisfactory, useful, and matched with the needs in the workplace as assessed by the employers. The employers expressed that personal attributes of graduates are more advantageous and necessary than their practical competence. However, they observed that MSU graduates as employees lack relevant skills, training, and work experience and need to upgrade their qualifications for employment. In general, the findings of the employer satisfaction survey present a positive image for MSU-GSC graduates. The study recommends that continuous enhancement of the curriculum of MSU-GSC and improvement of the quality of instruction must be done to ensure they fit the graduate attributes to the needs of the labor market.

Conzinc Riotinto of Australia — Foreign Ownership and Control

Conzinc Riotinto of Australia Limited (CRA) was the largest mining group in Australia after BHP. It had a major influence upon the post‐Second World War mining sector and Australian economy. It was responsible for some of the country's largest resource developments, establishing an integrated aluminium industry, playing the principal role in the development of Australia's iron ore export industry, and developing a major copper deposit on the Island of Bougainville. CRA was established in 1962 as the Australian arm of the British mining group, Rio Tinto Zinc Corporation Limited (RTZ), formed through the merger of The Rio Tinto Company Limited with The Consolidated Zinc Limited. Consolidated Zinc was also London‐listed, although with a deep Australian heritage based on its involvement in lead and zinc mining at Broken Hill. CRA's status as a foreign‐owned and controlled company had a major influence upon its corporate priorities for the two decades following its formation. The company's foreign majority ownership restricted its business opportunities, particularly during the 1970s. However, as early as the mid‐1960s, anti‐CRA sentiment was evident from politicians, public servants, Australian mining competitors and, to some extent, the public. CRA's standing as “un‐Australian” was viewed by company management as an impediment to attracting and retaining quality employees. These factors led CRA to engage with successive Commonwealth Governments to attempt to secure arrangements more accommodating to its business interests. This involved considerations as diverse as the takeover of the London parent company — to facilitate greater Australian shareholding in the Australian entity — through to the restructuring of CRA's interests in a new majority‐owned Australian company. Ultimately, CRA was instrumental in changing foreign investment legislation, providing a pathway for it as a foreign‐owned company to move to an Australianised or majority Australian‐owned status. With this, CRA had an ability to participate in resource investments on terms similar to those for Australian companies. CRA gained naturalising status in 1979 and, in 1986, that of a naturalised or Australianised company. Differences in perspectives relating to strategic direction and financial management between the parent company in London and CRA in Melbourne, brought to the fore issues of control. The situation became so serious that it resulted in the departure of the chairman and chief executive on the eve of CRA achieving Australian majority‐owned status. The events had a later influence on the formation of a dual‐listed company structure in 1996. Through this structure, RTZ regained majority share ownership of the assets previously held in the Australian company. CRA lost its naturalised status and its identity as Australia's then second largest Australian mining company.

Adaptation of Employee Development with Artificial Intelligence Virual Reality in a Power Generation Company

Human resource development and training are essential to improve the quality and skill level of employees. The field of artificial intelligence focuses on developing the ability of computers to accomplish tasks that can currently be completed faster than humans can. To meet higher standards, Power Generation Companies are improving the quality of Virtual Reality (VR) images. VR can be used as a training medium. In addition, it can improve student understanding, information retention, and skills, and provide an immersive and deep learning experience. The purpose of this study is to determine the process of adaptation or application of AI VR in human resource development in the workplace, the contribution of development, and its utilization for work productivity, especially in the power plant company PT PLN Indonesia Power Suralaya banten province.. The method used is descriptive qualitative with a phenomenological approach to the adaptation of AI VR application by explaining the utilization, including the use of design, and AI VR procedures so that it can be adapted in the application of HR development effectively. Reputable national and international journals are used as references for the foundation of the development of this article. The adaptation results in different training modules for employees based on individual skills, job levels, job titles, and desired competencies. The AI tool can then match new projects with employees who have completed training together

THE INFLUENCE OF ORGANIZATIONAL RESOURCES ON IMPLEMENTATION OF STRATEGIC PLANS IN TANZANIAN’S LOCAL GOVERNMENT AUTHORITIES

The study investigated the influence of organizational resources on implementation of strategic plans (SPs) in Tanzania’s Local Government Authorities. The idea behind was to establish the influence of available resources (financial, human, material and information) on implementation of SPs in LGAs. The underlying theory on this study was resource-based view. The study opted Pragmatism philosophy which hinges on the mixed methods approach (explanatory sequential design), and the study was a cross- sectional, where data were collected at one point in time. The sample size of 204 respondents was drawn from a target population of 860 employees in five randomly selected LGAs in Morogoro region. The findings revealed that, all predictors (financial, human, material and information resources) had a statistically significant positive relationship with the implementation of SPs in LGAs: Whereby, financial resources had (t=2.147, P=0.033<Alpha=0.05); human resources had (t=1.977, P=0.049<Alpha=0.05); material resources had (t=3.822, P=0.000<Alpha=0.05) and information resources had (t=4.783, P=0.000<Alpha=0.05). Also, the value of R2=0.335 indicated that, 33.5% of variation on the execution of SPs was influenced by all predictors in the model, thus other factors not included in the study model contributed 66.5% of implementation process in LGAs. The study recommends that, LGAs should allocate enough funds, quality employees, enough offices and facilities as well as improved ICT infrastructures for the successful implementation of their SPs.

خوێندنگە نيزاميەكان، دامەزراندن و بەرەوپێشچوونيان (٤٥٧-٥٩٠ك/١٠٦٤-١١٩٣ز)

The founding of the regular schools in the year (457AD/1064AD) by Nizam al-Malik as the minister of the Seljuk authority, is considered the oldest school, an organization independent of the mosque, and one of its primary goals is to stand in front of the Shiite current and their path, which then they turn towards the authority and dominance of the Abbasid Caliphate. There is no doubt that the presence of educational and scientific goals and the qualification of government employees in all institutions and departments concerned with the state, as well as providing the needs and stopping the regularities, has become an essential factor for the sustainability and independence of those schools. The Nizamiyah of Baghdad is one of the main centers that many Sunni scholars from the far corners of the earth in the Islamic world traveled to, and they wanted to become a teacher there. Regular schools were established in most of the different cities and regions in the Islamic world, and they began to pay attention to them, and reading the Qur’an was an essential center for study, not to mention other subjects such as Islamic sciences, and then they began to be interested in subjects such as (medicine and mathematics) and other sciences such as astronomy, astrolabe and sociology. The historians considered the Seljuk vizier Nizam al-Mulk Gol a person who established schools in the Islamic world, Since the idea of these schools “produced a kind of limited ideas according to the Shafi’i Sunni school of poetry, whose influence has been present throughout history and now onwards is clearly visible.

Innovative culture in personnel management in transport industry of Ukraine

Methods. The main methods used in the work are analysis and synthesis. With their help, the role and significance of innovative culture in the personnel management system of transport industry enterprises were determined (general theoretical principles, determinants of the formation of innovative culture and its practical implementation). The methods of generalization and system analysis made it possible to determine the system of principles on which the innovative culture in the personnel management system of enterprises should be based. Results. On the basis of the conducted study of approaches to determining the essential content of the concept of «innovative culture», the article examines the views of domestic scientists on the factors of formation and improvement of innovative culture in the context of personnel management. The role and place of innovative culture in the process of implementing the innovative strategy of enterprise development is determined. The main tasks and principles of forming an effective innovative culture in the context of personnel management in the transport industry are highlighted. The main functions of innovative culture in the personnel management system of the enterprise are substantiated. Novelty. The innovative culture of enterprises in the transport sector will contribute to the formation of its positive image among external counterparties (partners, consumers, potential employees, etc.), as one that actively develops and implements innovative ideas and is open to the perception of a new idea. Activities in the conditions of an effectively formed innovative culture stimulate specialists to reveal and realize their potential through the constant generation, selection, testing and implementation of new ideas. As a result of passing all stages of the innovation process – from the emergence of an innovative idea to its implementation – new knowledge, abilities, skills and experience are accumulated. Practical value. It is substantiated that innovative culture motivates enterprises of the transport industry to choose simple, clear goals and develops the desire of all personnel for innovative development. Innovative culture reflects the holistic orientation of personnel, fixed in motives, knowledge, abilities and skills, as well as in styles and norms of behavior. The constant updating of the «abilities» of the personnel contributes to the increase of the economic effect for the enterprise, the formation of a stable workforce of highly qualified employees. Innovative culture acts as a kind of filter on the way of introducing all innovations.

Analysis of the Current Situation and Problems of Technical Personnel in Material Production Enterprises

With the rapid development of high- temperature industry, our country has become the largest country in the world in the production, consumption and export of refractory products. However, the technical quality of front-line employees in refractory enterprises is generally low. Especially with the continuous upgrading of refractory production equipment, process and quality control, the problem of lack of technical and skilled personnel is becoming more and more serious. From the perspective of human resources, and in-depth investigation on the development of refractory industry and its personnel status, the current situation and problems of refractory enterprise technical personnel are analyzed. It is found that leading large enterprises are still in short supply of high-tech application-oriented technical personnel and operational personnel even though the structure of senior technical personnel is relatively reasonable, and small and medium-sized Enterprises gradually enter into a vicious circle of low wages, low technology, low labor productivity because they only focus on production, not research. In addition, vocational students working in different refractory enterprises often face a dilemma, some feeling lack of relatively complete theoretical knowledge, some wanting to improve the ability to operate and deal with faults.

Motivation attitudes of managers and ordinary employees of anti-tuberculosis organizations

The purpose of the study was to identify differences in the level of general professional satisfaction and motivational preferences of the managers and ordinary personnel of tuberculosis institutions.
 Materials and methods. An anonymous sociological survey of 75 employees of medical institutions of phthisiatric profile using the developed questionnaire was conducted. The level of satisfaction with occupational activity and motivational attitudes of medical workers was studied, and recommendations for improving the complex system of motivation of medical personnel were developed.
 Results. Managers are more likely to be dissatisfied with the key incentives compared to doctors. The priorities for doctors are loyalty to occupational duty, financial well-being and stability, for managers — self-realization, professional growth and social status. For doctors, the main motives are material, managers believe labour efficiency to increase due to developing a system of individual incentive payments and maintaining interpersonal relationships in the team. Conflict situations with a manager occur due to the imposition of additional responsibilities according to ordinary employees, to the managers’ opinion — their failure. The degree of employee satisfaction with work can be characterized as high, which is confirmed by the desire of a large number of employees to continue working in their previous position.
 Limitations: truthfulness, hasty and rash answers, distortion of results due to socio-psychological influence, small number of respondents, belonging to a narrow sphere of activity.
 Conclusion. When developing a motivation system for employees of anti-tuberculosis institutions, it is necessary to agree on satisfaction with working conditions of all occupational categories, improve incentive methods while maintaining existing favourable factors, create an individual incentive system based on investments in human resources, manage the motivational environment taking into account group affiliation, individual characteristics, preferences and personal qualities of employees, as well as assessment of employee satisfaction with innovations through regular questionnaires, sociological surveys

Smart Farming Using the Big Data-Driven Approach for Sustainable Agriculture with IOT

The study showcases the process of deep learning operated in agriculture, including Deep IoT, which makes the procedure easier using the deep neural system. The use of the IoT in the agrarian sectors makes the evolution of firms more effective. The application of the IoT detector supports the making of grade derivatives in the husbandry department. Marketing of crop finance is two other operations of smart agriculture that help for better harvest farming. Through the IoT technology in the farming industry, agriculturalists can get notifications about the temperature and climate. The method needs professional and qualified employees in the division to properly monitor the system and the methods. The submission of the proper nourishment for the proper crop increases the life duration of the harvest and makes the crop free from menace. The velocity of the manufacture of undeveloped items can also be improved by using the IoT. The function of the BDA and IoT has enlarged for the healthier construction of farming items. The foreword of elegant farming in the rural industry requires more capable and qualified trainers to give the personnel proper teaching. The urbanization of the farming process and the use of elegant and modern technology are well-designed in the time of "Agriculture 3.0".

“Boss, I am gonna to quit!!!” The resignation experiences of hotel employees in Vietnam

The hospitality industry has been confronted with the problem of attracting and retaining high quality employees while employee turnover is a continuous challenge. The purpose of this study is to explore the experiences of hotel employees in the resignation process in Vietnam. This study also adds on to the steps in the Mobley Model. A qualitative approach, 16 in-depth interviews were conducted, and data were analyzed. This study findings supported the Mobley Model and extended the model by furnishing a comprehensive picture of hotel employees’ resignation experiences in Vietnam. A study that explored the experiences of the resignation of Vietnamese hotel employees to understand the whole process as well as to identify the possible actual reasons affecting their resignation decision throughout their experiences.

Pengaruh Motivasi Kerja Dan Lingkungan Kerja Terhadap Kinerja Pegawai Melalui Kepuasan Kerja (Studi Kasus Pada Badan Kepegawaian Daerah (BKD) Provinsi Sumatra Barat).

Human resources (HR) are very important in an organization, therefore every organization always strives to have quality human resources. Quality human resources in an organization will not work well. Human resources and the organization must have a mutually necessary relationship, the organization needs quality employees and the organization should pay attention to work aspects related to human resources. employee performance at the West Sumatra Province Civil Service Agency (BKD) has not yet reached the target. The research population is all employees. The sampling technique is a saturated sample obtained as many as 72 samples. The analysis tool used is Structural Equation Modeling (SEM). So the results of this study indicate that (1) work motivation has a positive and significant effect (0.162) on job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (2) The work environment has a positive and significant effect (0.000) on job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (3) Work motivation has a positive and significant effect (0.000) on employee performance at the West Sumatra Provincial Civil Service Agency. (4) Work environment has a positive and not significant effect (0.006) on employee performance at the Regional Civil Service Agency of West Sumatra Province. (5) Job satisfaction has a positive and significant effect (0.014) on employee performance at the Regional Civil Service Agency of West Sumatra Province. (6) Work motivation has a positive and significant effect (0.176) on employee performance through job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (7) The work environment has a positive and significant effect (0.018) on employee performance through job satisfaction at the West Sumatra Provincial Civil Service Agency. (8) The contribution of work motivation and work environment variables to job satisfaction is 0.888 or 88.8% and the remaining 11.2% is influenced by other variables not examined in this study at the West Sumatra Provincial Civil Service Agency. (9) The contribution of competency, workload and job satisfaction variables to employee performance is 0.843 or 84.3% and the remaining 15.7% is influenced by other variables not examined by this study at the West Sumatra Provincial Civil Service Agency.

Determinant Factors of the Quality of Work of Life of Employees at the Horticulture and Plantation Food Crops Service of Merauke Regency

The performance assessment of the Merauke Regency Horticulture and Plantation Food Crops Service according to the government agency performance accountability system (SAKIP) in 2021 is still low, namely 69.87. Efforts need to be made to improve performance. This research highlights the quality of employees in dividing their time between work in the office and personal life. Improving the quality of employee work and life or Quality Work and Live (QWL) according to the initial survey is known to be possible by improving career development variables, work-life balance, employee attitudes, and compensation. This research aims to determine the determinant factors of QWL of employees at the Merauke Regency Horticulture and Plantation Food Crops Service. The research uses a descriptive quantitative method of hypothesis testing research over explanatory research because it is intended to explain the relationship of influence between variables through hypotheses. The research results show that work live balance (WLB) has a positive and insignificant effect on QWL, where increasing WLB can increase QWL. The more balanced work and life are, the higher the quality of work and life. Career development has a positive and insignificant effect on QWL. Smooth and fair career development will increase QWL. Meanwhile, office management's focus must be on variables with positive and significant results, where attitude has a positive and significant effect on QWL and compensation has a positive and significant effect on QWL. So efforts are needed to increase obedience and loyalty as part of the employee's attitude to the service as well as providing fair and transparent compensation.

Kepemimpinan Transformasional, Kompensasi Finansial, dan Lingkungan Kerja: Menelusuri Pengaruhnya terhadap Turnover Intention pada Klinik Dina Akupuntur & Beauty Care di Surabaya & Sidoarjo

The development of technology in the digital era has significantly impacted human resource management (HRM), particularly concerning the high employee turnover that is a primary concern in HRM. This research explores the influence of factors such as transformational leadership, financial compensation, and work environment on employees' turnover intention, aiming to assist companies in designing effective strategies to retain quality employees amidst dynamic market changes. The research object is Dina Acupuncture & Beauty Care Clinic in Surabaya & Sidoarjo. This research involves the entire population of Dina Acupuncture & Beauty Care Clinic in Surabaya & Sidoarjo, totaling 60 individuals. Data collection is carried out using both primary and secondary methods, incorporating interviews, questionnaires, and literature reviews. The research methodology employed is quantitative. Data analysis employs multiple linear regression techniques, and a Likert scale is utilized for sampling. Analytical tests encompass validity, reliability, normality, multicollinearity, heteroskedasticity, F-test, and t-test. Furthermore, data processing is conducted using SPSS software version 25. The research results indicate that the t-test produces a t-value of -3.548 for transformational leadership, which is smaller than the critical t-value of -2.003. Meanwhile, for financial compensation, the t-value is 5.392, exceeding the critical t-value of 2.003. Similarly, for the work environment, the t-value is -4.538, which is smaller than the critical t-value of -2.003. All variables exhibit significance below 0.05. Partially, transformational leadership and the work environment have a significant negative influence on turnover intention. On the other hand, financial compensation has a significant positive impact on turnover intention. The F-test yields an F-value of 23.775, surpassing the critical F-value of 2.77, with a significance of 0.000 < 0.05. This indicates that collectively, transformational leadership, financial compensation, and the work environment significantly influence turnover intention. Based on the results of this research, it can be concluded that independent variables, such as transformational leadership and the work environment, partially have a significant negative impact on the dependent variable, namely employee turnover intention. Meanwhile, financial compensation partially has a significant positive influence on turnover intention. Collectively, the independent variables, including transformational leadership, financial compensation, and the work environment, significantly affect the dependent variable, namely turnover intention. This conclusion indicates that these factors play a crucial role in understanding and managing employees' tendencies to leave their jobs. Therefore, when developing company strategies and policies, it is essential to consider these aspects to enhance employee retention and achieve organizational goals more effectively.

Pengaruh Kompetensi terhadap Penempatan Kerja Karyawan di PT Gapura Angkasa Bandar Udara Husein Sastranegara Bandung

In work placement, the competence of each employee must be considered with the aim that the quality, quantity and timeliness of work can be maximized. Competence can help an organization in an effort to improve the quality of employees and their work placements and the company is able to develop and survive in a competitive competitive environment as well as the support of employees who are competent in their fields. This study aims to determine the effect of competence on employee placement at PT. Gapura Angkasa Husein Sastranegara Airport Bandung. This study uses a quantitative descriptive research method with data collection techniques using a questionnaire distributed to employees of PT. Gapura Angkasa Husein Sastranegara Airport Bandung and data processing with the SPSS program. Population and sample in this study HR PT. Gapura Angkasa Husein Sastranegara Airport, Bandung, with a total of 37 employees. The results of the study show that competence affects employee job placement as evidenced by the results of data processing, namely t count is greater than t table (5,862 > 2,753) with a significance value of probability, namely 0.000 <0.05, it can be said that Ha is accepted and Ho is rejected. The amount of influence obtained from the data is 49.5% and the remaining 50.5% is influenced by other factors not discussed in this study.
 Keywords: Competence, Employee Work Placement, PT. Gapura Angkasa, Bandung Husein Sastranegara Airport.

Employee Recruitment and Development Process: Implementation of Islamic Values

This study aims to determine the implementation and suitability of employee recruitment and development applied at Islamic banks in South Tangerang with Islamic values. This research included qualitative descriptive research. Data collection techniques used by means of interviews and documentation. The results showed that the recruitment process at Bank Islam in South Tangerang used a closed method by prioritizing moral values (attitudes) and honesty of these employees. In recruitment that uses closed methods is also less in accordance with Islamic values because it tends to lead to elements of nepotism. So that the employee recruitment process is still less selective. From the employee development process at the Bank, Bank Islam in South Tangerang really realized that valuable assets in the company are employees within the company environment. Training and development applied to Bank bak Islam in South Tangerang not only prioritizes the potential and quality of employees, but Bank Bank Islam in South Tangerang also provides training and development in the form of moral and spiritual.

Training of library and information personnel in the context of the digital transformation of the library industry in Vietnam: Case study of the Center for Libraries and Digital Knowledge of Hanoi National University

The author analyzes and evaluates the current situation with training library and information personnel at the Center for Libraries and Digital Knowledge of Vietnam National University (Hanoi) in the context of the digital transformation of the library industry in Vietnam. The following issues are highlighted: the role of library and information personnel in the digital transformation of the library industry; application of the ASK model (attitude, skills, knowledge) to analyze the current situation with information and library human resources at the Center for Libraries and Digital Knowledge of the Vietnam National University, Hanoi. The statistically reliable data evidence on the imbalance of three main components of the planned program: the level of professional library training for the implementation of the goals is generally sufficient; the qualifications of employees in the field of new information technologies look weaker. Third, the librarians’ practical knowledge of foreign languages is of particular concern, which is essential for real digital transformation of libraries. The author offers assessments and recommendations to improve the training of library personnel capable and to meet the requirements of the digital transformation of the library industry in Vietnam.

Evaluation of New Employee Selection using the Multi Factor Evaluation Process Method

The process of accepting and selecting prospective employees is the earliest process for a company to get quality employees that the company or agency needs. Companies must have criteria for the employees they want. On CV. Adtuil Photocopying in recruiting employees is still less efficient, namely prospective employees still send application files to the company or via expedition delivery. So HRD will have difficulty in selecting prospective employees because they have to record and double-check incoming application files as well as the process of determining the right criteria . Solutions used to overcome problems on CV. Adtuil uses a decision support system for selecting new employees, using the Multi Factor Evaluation Process (MFEP) method. This method is quantitative which uses a weighting system in decision making. Application design using the Vb programming language. Net and MySQL databases that can manage data quickly and accurately. The results of this research show that there were 3 employees who received 10 alternative data, namely A1, A5, A9 with scores > 75. After using this decision support system it can help CV. Adtuil Photocopy in determining employee acceptance precisely, quickly and accurately