Human Resources Research Articles

In organizational networks, where employee performance is dependent on strategic positioning and collaborative relationships across diverse workplace ecosystems, traditional enterprise talent identification systems fall short in capturing complex multi-relational dynamics. In order to accurately identify key talent through meta-path guided feature extraction and attention-based embedding mechanisms, this research suggests a Heterogeneous Information Network (HIN) framework that uses Graph Neural Networks (GNNs) to model employees, projects, departments, and skills as interconnected entities. The approach uses Heterogeneous Graph Attention Networks (HAN) for talent assessment and combines attribute-driven performance indicators, structural centrality measures, and semantic relationship patterns into a single learning framework. Compared to traditional Human Resource (HR) methods, which scored 72% precision and 68% recall, the experimental evaluation, which used enterprise data with 2,847 employees across 156 departments, shows improvements over current approaches, achieving 91% precision and 89% recall with a Normalized Discounted Cumulative Gain (NDCG) of 0.834. With domain expert validation confirming 87% agreement between algorithmic recommendations and professional assessments, the framework identifies high-potential employees who exhibit knowledge brokerage roles and cross-functional collaboration capabilities that traditional performance metrics overlook. With implications for strategic human capital optimization, these contributions position HINs as a paradigm shift for enterprise talent management.

The practice of money lending in traditional markets remains a serious issue that burdens small traders and increases economic inequality. As an alternative, Islamic financial institutions based in pesantren such as BPRS Lantabur Tebuireng Jombang provide fair, transparent, and empowering financial services for micro communities. This study aims to analyze the human resource management strategies implemented by the institution in supporting Islamic financial inclusion and reducing dependence on moneylenders. The research uses a qualitative method with a case study approach through in-depth interviews, participatory observation, and documentation. The findings show that comprehensive human resource management which includes recruitment, training, moral and spiritual development, as well as employee welfare and occupational safety, enhances staff competence, loyalty, and productivity. This strategy is supported by outreach services, digital transaction development, and Islamic financial literacy programs for market traders, positioning the institution as an agent of economic empowerment and a practical model of pesantren-based Islamic economic development.

Purpose This study aims to examine the impact of peers, including competitors, ecosystem members and other firms in the industry, on innovation in knowledge-intensive business services (KIBS) and investigates the role of human capital practices and organizational structure in this relationship. Design/methodology/approach This research is based on a survey of 400 KIBS firms in Russia. It uses logit regression models to analyze the likelihood of various innovation types, including product and business process innovations. Key variables include the influence of peers, human resource management (HRM) practices and organizational structure. Findings The use of peer knowledge is positively associated with business process innovations, particularly in creating external networks and partnerships. However, their impact on product innovation is negligible. Firms using peer knowledge do not exhibit higher sensitivity to HRM practices. The organizational structure, specifically a higher proportion of top management, is negatively associated with innovation for peer-dependent firms. Originality/value This study uniquely addresses the role of peer influence on innovation within KIBS, distinguishing it from other external sources of knowledge. It contributes to understanding the mediating effects of HRM practices and organizational structures, emphasizing the nuanced interplay between peer knowledge and innovation processes. This research highlights the importance of strategic network creation and a balanced organizational hierarchy for fostering innovation in service-oriented firms.

Purpose In this research, we present the results of a systematic literature review (SLR) on workplace well-being in relation to performance, whether individual or organizational. Design/methodology/approach To achieve our research objective, we followed a rigorous bibliometric approach using several scientific databases. A total of 250 articles were identified for the period from 2000 to 2024, but only 67 were deemed to meet our inclusion criteria. For data processing, we used: Nvivo, VOSviewer and Excel. Findings This SLR confirms a significant correlation between well-being and performance across all contexts. Furthermore, interest in the topic has increased since the COVID-19 pandemic. The conceptual dimensions of WB and performance have not yet reached a consensus among researchers, which opens a perspective for identifying a universal model of these concepts. From a practical standpoint, we demonstrated that workplace well-being promotes both individual and organizational performance. We also identified several human resource (HR)-related actions that can simultaneously enhance well-being and performance. Research limitations/implications This study has three limitations. First, our research strategy was constrained by the inclusion and exclusion criteria we selected. Second, this review is narrative, and no meta-analysis was conducted. Third, SLR doesn’t eliminate the limitations inherent in individual studies. We will further elaborate on these limitations in the conclusion section. Practical implications From a practical standpoint, we demonstrated that workplace well-being promotes both individual and organizational performance. We also identified several HR-related actions that can simultaneously enhance well-being and performance. Originality/value This paper brought together various aspects of well-being at work and performance and presented various findings from previous studies on the link between them. As a result, we sought to highlight the various variables and factors that could affect well-being and its relationship with performance.

Purpose This study presents a comprehensive bibliometric analysis of research trends at the intersection of Industry 4.0, circular economy, and human resource management (HRM). Design/methodology/approach This study analyzes 693 documents from 2019 to 2024 using a bibliometric approach, including performance, citation, keyword co-occurrence, thematic mapping and trend topic analysis, highlighting a sharp rise in research driven by digital transformation and sustainability. Findings We demonstrate that Industry 4.0 and circular economy practices are well-established, while HRM's role in supporting them is emerging. The role of HRM practices like digital skills, green HRM, and leadership in enabling sustainability is underexplored. The analysis highlights gaps in workforce development for digital and sustainable transformations and the importance of global collaboration. Practical implications Theoretically, the study integrates HRM into Industry 4.0 and Circular Economy frameworks; practically, it guides organizations, policymakers and educators in developing workforce competencies, green HRM practices and leadership skills for sustainable digital transformation. Originality/value This is the first comprehensive bibliometric analysis integrating Industry 4.0, Circular Economy and HRM. Unlike earlier work focused on technology or operations, it highlights HRM's emerging role in digital and sustainable transformation. The study offers an integrated roadmap for future interdisciplinary research connecting technology, sustainability and human capital development.

Orientation: The hospitality industry is known for its high employee turnover rates, which pose challenges to organisational stability and service quality. Human resource management practices play a crucial role in shaping employees’ job satisfaction, engagement and retention. Research purpose: Using empirical data from formally employed hospitality employees, this study examined how selected human resource management practices, notably training and development, teamwork, work-life balance and compensation, impact turnover intentions with psychological capital as a mediating variable. Motivation for the study: As a result of the labour-intensive and customer-oriented focus of the hospitality industry, high employee turnover rates are a continuous concern. Research approach/design and method: A structured questionnaire was administered using QuestionPro. Participants were identified using snowball sampling. One hundred and fifty respondents who are formally employed in the hospitality industry completed the questionnaire. Main findings: The findings of this study suggest that human resource management practices significantly enhance psychological capital, leading to lower turnover intentions. Organisations that invest in employee well-being and development should foster resilience, hope, optimism and self-efficacy, reducing the likelihood of voluntary turnover. Practical/managerial implications: The value of sound human resource management practices for hospitality establishments is a main implication, and management needs to develop strategies to retain talent in an increasingly competitive labour market. Contribution/value-add: The findings support the importance of strengthening compensation and benefit structures, fostering work-life balance, and leveraging teamwork as a retention strategy for hospitality establishments.

Covid-19 had a significant impact on human resources in the enterprise sector. Employees were forced to change their communication forms. Due to the Covid-19 pandemic, companies ceased using many solutions that required direct contact between employees. Such practices included submissions of improvement proposals. In this practice, employees suggest ides to improve their workstations. As a result, companies achieve savings especially through ideas that can be implemented in several workstations, which multiplies savings. The impact of Covid-19 on the human resources of manufacturing companies is obvious. Recently, there have been publications describing the course of the pandemic and its effects on the functioning of companies. There are definitely fewer studies that would analyze the changes that took place during the pandemic, particularly in the context of the use of such tools as employee suggestions. The research involved a review of the literature on the suggestion system that has been used in Poland since 1990s. Following the analysis of the literature, field research was conducted in a company in the automative sector. The research was conducted in the form of interviews both with shift managers and operators. The presented results were developed on the basis of internal company data; the generalizations were made based on the interviews. The Covid-19 pandemic significantly influenced the employee suggestion system. After many years of analyses, the necessity, i.e. the pandemic, transferred the employee suggestion system to databases. The research results confirm the growing importance of work digitalization that was already described by Amankwah-Amoah et al. (2021). Despite this, fewer submissions were not noticed. Moreover, computerization undoubtedly allows for a much easier analysis of employee suggestions at a company-, team, department- or individual employee scale. One should hope that this change should not lead to employee demotivation.

Artificial neural networks (ANNs) equipped with general learning algorithms, but no linguistic knowledge, can learn to associate words with objects in naturalistic scenes when trained on head-mounted video recordings from a single child's first-person experience. Similarly, ANNs can master syntax when trained on a similar amount of linguistic data a child experiences in a few years. These findings have been taken to challenge the view that innate linguistic priors play a role in child language acquisition. Here I show that the training environments and learning resources of ANNs and humans are poorly matched, and accordingly, conclusions regarding human language priors are not merited. I also review three sets of findings that strongly suggest ANNs are missing human inductive biases: (a) children (but not ANNs) create new well-structured languages when only exposed to degraded ones; (b) ANN (but not humans) learn impossible and possible human languages in similar ways with similar facility; and (c) humans (but not ANNs) show a critical period for language learning. In this last case, adding an "innate" inductive prior to an ANN resulted in better ANN-human alignment. Just as is the case regarding claims of ANN-human alignment in the domain of vision, conclusions regarding ANN-human alignment in the domain of language are characterized by a lack of severe testing of hypotheses. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

Descriptive and inferential statistics frequencies, percentages, and regression analysis were used to analyse the quantitative data, exploring relationships between M and E integration and strategic outcomes (Gichuhi and Nyagah, 2019). According to the report of the Committee of Cabinet Affairs on the Implementation of the National Monitoring and Evaluation Policy in Zambia (2023), the Government developed the National Monitoring and Evaluation Policy to provide a framework to measure and track progress in the implementation of policies, plans, programmes and projects. This arose due to the need for a robust national Monitoring and Evaluation (M&E) framework to guide the National Development Plan implementation and provide mechanisms for objective assessment of programme results (outcomes and impacts) which needed the urgent and coordinated attention of all stakeholders (NAZ, 2023). However, the University of Zambia under the Ministry of Education (MoE) was not familiar with the content of the Policy and the implementation plan. The main purpose of this study was to assess the impact of Integrating Monitoring and Evaluation Frameworks into the Strategic Planning Process at the University of Zambia. The specific objectives were to evaluate the role of effective integrating monitoring and evaluation frameworks into the strategic planning process at the University of Zambia, to evaluate the involvement of monitoring and evaluation frameworks into the strategic planning process at the University of Zambia., and to determine the impact of integrating monitoring and evaluation frameworks into the strategic planning process at the University of Zambia. The researcher adopted quantitative research designs. The study employed Purposive sampling techniques to mobilise the quantitative and qualitative data. The Purposive method was used to identify and select a homogenous sample of UNZA employees that met the predetermined criterion of importance. The research comprised of questionnaires. The questionnaires were used because they are the main means of collecting quantitative primary data. The questionnaires enabled quantitative data collected in a standardized manner, to ensure the data is consistency and coherent for the analysis. From the findings, the study concludes that the University of Zambia has made significant strides in implementing M&E structures, with 91% of respondents acknowledging the presence of dedicated M&E units. However, the effectiveness of these structures is perceived as lacking by a notable segment of the staff, with 69% of respondents rating the current M&E processes as ineffective or very ineffective. This finding is particularly concerning given that 70% of respondents indicated that M&E processes contribute positively to achieving strategic objectives. The disparity between perceptions of M&E processes and their actual effectiveness suggests a critical need for improvement in engagement practices and the overall M&E framework. The study reveals a significant gap in the allocation of human and financial resources for monitoring and evaluation (M&E) activities, with 60% of respondents indicating that such resources are insufficient. Only 25% believe that adequate resources are in place, while 15% remain uncertain. The study further reveals a notable 25% remain neutral, which may indicate uncertainty or a lack of involvement with the M&E processes. The data indicates a strong consensus on the necessity of mainstreaming a formal Monitoring and Evaluation (M&E) framework in future initiatives. A significant majority, totaling 65%, either strongly agree (35%) or agree (30%) with the need for a formal M&E framework.

Location effects play a crucial role in the real estate market, encompassing aspects of accessibility and neighborhood quality. While traditional measures exist for accessibility, evaluating neighborhood quality can be a complex task. Understanding these elements is essential for accurately estimating property values, whether for commercial or tax purposes. Recently developed methods based on web scraping and automatic detection using artificial intelligence have proven effective but require substantial human and financial resources, often unavailable in small cities. As a solution, this study proposes and evaluates a simpler mechanism for assessing neighborhood quality using Google Street View images and a scoring system in a human-centered approach. Based on image interpretation, a set of weights is assigned to each point, resulting in a micro-neighborhood quality assessment. This study was conducted in three Latin American cities, and the resulting variable was integrated into hedonic price models. The findings demonstrate the feasibility and effectiveness of the proposed approach. The novelty of this study lies in applying a method based on quasi-objective criteria and adapted to cities with limited technological resources.

This study examined the components of Audit Information Technology (AIT) deployment in listed Deposit Money Banks (DMBs) in Nigeria, using Principal Component Analysis (PCA) to identify key factors that explain variations in technological adoption across institutions. The analysis utilized five major variables: Audit Information Technology (AIT), Software Acquisition Cost (SAC), Operating Cost (OPC), Human Resource Cost (HRC), and Firm Size (FSZ). The PCA results revealed that the first three components accounted for approximately 75.5% of the total variance, indicating a strong explanatory power of the extracted factors. Specifically, Component 1 (29.96%) was heavily loaded on AIT and OPC, suggesting that digital infrastructure and operational compliance form the core of audit technology deployment. Component 2 (25.74%) was strongly associated with SAC and HRC, highlighting the role of system control and staff competence in ensuring audit efficiency. Component 3 (19.80%), dominated by FSZ, implied that larger banks tend to have greater capacity for technology adoption. The findings demonstrate that variations in audit technology deployment among DMBs are primarily influenced by differences in technological infrastructure, staff expertise, and organizational capacity. The study concludes that enhancing human capital and system controls can significantly strengthen the deployment of audit technologies, thereby improving audit quality and financial transparency in Nigeria’s banking sector.

The study is to understand the impact of motivation and job satisfaction on employee performance of Central Bank of Nigeria. To achieve the objectives set, primary and secondary sources data were used. Primary data was collected both from managerial and non-managerial employees of the Bank. The total population of the Bank branch is 200 from which 120 samples was taken using Convenience sampling technique. Much of the data was collected from the managerial category since this category performs the core jobs of the Bank which is to conduct monetary policy by managing the money supply, setting interest rates, and overseeing the banking system to maintain financial stability within a country. Correlation technique was employed to find out the relationship between two variables. Regression technique also was used to find out to which extent one variable affect the other using coefficient results. Correlation results for salary is 0.589, Transport benefits 0.421, medical benefits 0.395, extra duty allowance 0.421, carrier achievement 0.562, promotion benefits 0.672 and correlation for recognition is 0.407 which reveal existence of positive relationship between motivation and employees’ performance and therefore implying that the increase in motivation will lead to increase in employees’ performance. This situation insists on increasing attention to employee motivation practice in order to improve employee performance. The findings suggest enhancement of current motivation package by incorporating both intrinsic such as promotion, recognition, support for carrier achievement and extrinsic motivation factors such as salary, extra duty allowance, transport allowance, medical benefits will help optimum utilization of human resources as well as increasing employees’ performance. Furthermore there is pressing need to develop organisation motivation policy that will help the Central Bank Of Nigeria, Awka Branch management properly in handling motivation function.

The procurement of government goods and services is an integral part of state financial management, which must be carried out in a transparent, efficient, and accountable manner to support the performance of public services. In the context of law enforcement agencies, such as the National Police, procurement plays an important role in supporting institutional operations, especially in strategic areas such as the Natuna Police in border areas. However, in practice, procurement implementation often faces various administrative, technical, and structural obstacles that have implications for legal certainty. This research aims to analyze the mechanism for implementing the procurement of goods and services at the Natuna Police Station from the perspective of legal certainty, as well as identify inhibiting factors and efforts to strengthen them. This study uses an empirical juridical approach using a qualitative method. The approach used includes a statute approach to analyze applicable regulations, a case approach to procurement practices at the Natuna Police Station, and a conceptual approach to understanding relevant legal principles. Data were obtained through interviews, observations, and the study of documents and regulations related to the implementation of procurement. The theories used as knives for analysis are Sudikno Mertokusumo’s Legal Certainty Theory and Lawrence M. Friedman’s Legal System Theory. The results show that although the Natuna Police has referred to Presidential Regulation No. 16/2018 and internal police regulations, there are still structural constraints, unsynchronized regulatory substances, and a weak culture of legal compliance. Therefore, strengthening the supervisory system, digitizing procurement, and increasing the capacity of human resources are important steps in ensuring legal certainty in the implementation of procurement.

Purpose This study seeks to investigate the influence of personality traits of casino dealers on work engagement (WE), organizational commitment (OC) and customer orientation (CO) within the hospitality sector. To this end, this study investigates the relationship between dealers’ personality traits in the casino industry and the manifestation of customer-oriented behaviors by applying the frameworks of trait activation theory (TAT) and self-determination theory (SDT). This study specifically explores the influence of personality traits on customer-oriented behaviors, while considering the mediating roles of WE and OC as well as examining the moderating effect of job satisfaction (JS). Design/methodology/approach A survey was administered to casino dealers, with a sample size of 317 participants. The data collected were analyzed using structural equation modeling. Confirmatory factor analysis was conducted to assess the validity of the research model, while mediation and moderation effects were evaluated through non-parametric bootstrap methods and K-means clustering analysis. Findings Openness significantly influenced both WE and OC, while agreeableness had no significant effect. Neuroticism, extraversion and conscientiousness affected only WE. JS moderated the relationship between WE and CO. Dealers with high openness exhibited stronger engagement and commitment, which translated into increased CO. Practical implications Human resource managers should prioritize personality traits – especially openness – when recruiting for customer-facing roles. Tailored onboarding and training programs aligned with personality profiles and engagement levels can enhance CO and service quality, particularly in high-stress environments like casinos. Additionally, the moderating role of JS underscores the need for HRM strategies that actively promote job satisfaction in high-pressure service contexts. Originality/value This study represents the first empirical investigation to examine the mediating roles of WE and OC in the relationship between casino dealers’ personality traits and CO. Theoretically, it integrates TAT and SDT, providing a novel framework for understanding personality-driven performance in high-stakes environments. From an epistemological perspective, the study offers unique insights into how personality traits influence emotional labor and customer service dynamics within the hospitality sector, particularly under the specific pressures of casino settings. Practically, it offers actionable recommendations for human resource management by identifying key traits that enhance service quality, thereby informing targeted recruitment and training strategies for casino operators.

The increasing integration of artificial intelligence (AI) into workplace systems presents both opportunities and challenges for advancing ergonomics. The literature address how AI can be harmonized with ergonomic principles to enhance workplace design, safety, and human well-being. This gap underscores the need for a systematic synthesis of research on AI-driven ergonomic applications. The study aims to (i) analyze the existing body of research on AI-driven ergonomic applications, (ii) construct a conceptual map capturing the intersections of human, technological, and organizational factors, (iii) identify the contributions of key topic experts, and (iv) synthesize emerging themes that define future directions. A comprehensive review was conducted using Scopus AI (25 September 2025). The method involved retrieving and analyzing relevant documents through search strings incorporating terms related to AI, ergonomics, workplace design, and integration. Scopus AI tools such as Summary, Expanded Summary, Concept Map, Topic Experts, and Emerging Themes were applied to identify patterns in research productivity, thematic structures, and knowledge gaps. The findings reveal that AI integration with ergonomics has yielded applications across diverse sectors, including workplace health and safety, smart manufacturing, automotive design, and fashion manufacturing. Consistent themes such as AI in smart manufacturing, human-AI collaboration, and AI in human resource management highlight ongoing advancements, while rising themes such as AI-powered wearable technology, occupational health and safety, and smart building systems indicate new frontiers. Challenges related to ethics, data privacy, workforce readiness, and organizational resistance were also identified. The study provides both theoretical and practical implications. Theoretically, it expands ergonomic discourse by situating it within human-centered AI frameworks, while practically, it offers insights for organizations seeking to implement AI solutions responsibly. These findings highlight the transformative potential of AI-driven ergonomics while emphasizing the need for ethical, sustainable, and user-centered integration.

This study examines the role of the police in eradicating motor vehicle theft cases at the Jambi Police Department. This research method uses a sociological juridical approach, examining social phenomena based on data and facts obtained from direct observation, interviews, or experiments in the field. The results indicate that the Jambi Police Department has a strategic role in efforts to eradicate motor vehicle theft not only as a law enforcer but also as a protector and servant of the community. This role is realized through patrol activities, investigations, enforcement, and counseling to residents to increase awareness. Internal factors such as minimal operational facilities and external obstacles such as low public awareness and high unemployment are the main obstacles. The solutions include increasing synergy between agencies, improving service quality, and fostering active community involvement in maintaining security. The strategies implemented include preventive, repressive, and preemptive approaches to reducing crime rates. To overcome obstacles to implementation, the Jambi Police Department strengthens human resource capacity, establishes crosssector cooperation, and utilizes information technology in reporting and monitoring cases.

Recently, narcotics and illegal drugs crimes have become transnational in nature, carried out with high modus operandi and sophisticated technology. Law enforcement officers are expected to be able to prevent and overcome these crimes in order to improve the morality and quality of human resources in Indonesia, especially for the next generation. This study aims to determine the application of criminal sanctions against narcotics crime perpetrators in the Cirebon jurisdiction. It uses a normative legal approach and normative legal research method. The legal research is conducted by examining library materials or secondary data. The research specification used is analytical descriptive, used to to analyze and explain legal problems related to objects with a comprehensive and systematic description of everything related to the application of criminal sanctions against narcotics crime perpetrators. This implementation is carried out based on Law Number 35 of 2009 concerning Narcotics. The sanctions given to perpetrators of narcotics crimes are imprisonment for 4 years and a fine of IDR. 800,000,000 (eight hundred million rupiah). Obstacles that arise in the implementation of criminal sanctions against narcotics crime offenders are certainly inseparable from the law enforcement process itself. A crucial problem in law enforcement against narcotics crimes is the difficulty of tracking the whereabouts of narcotics criminals.

The Digital Population Identity (Identitas Kependudukan Digital/IKD) emerges as an innovation by the Ministry of Home Affairs of the Republic of Indonesia to strengthen data security, accelerate services, and improve bureaucratic effectiveness. This study aims to analyze the readiness of human resources (HR) in the implementation of IKD in Riau Province, with a focus on enhancing population administration services within the context of digital transformation. The research employed a descriptive qualitative approach with data collection techniques including in-depth interviews, direct observation, and document studies at the Department of Population and Civil Registration in several regencies/cities. Data were analyzed using reduction, presentation, and thematic interpretation techniques to provide a comprehensive picture of HR readiness in facing the digitalization of administrative services. The findings indicate that operational-level HR has a basic understanding of the benefits of IKD; however, limitations remain in digital competence, uneven availability of supporting infrastructure, and resistance from some segments of society in adopting new technologies. The study also highlights the potential for improvement through technical training programs, enhancement of digital literacy, and more intensive public socialization strategies. The novelty of this research lies in its emphasis on HR readiness as a strategic factor in the successful implementation of IKD at the regional level, particularly within the diverse geographical and social context of Riau Province. The implications of the study suggest the need for local government policies that support HR capacity development programs and equitable distribution of information technology infrastructure to ensure the optimal and sustainable implementation of IKD.

This research aims to identify and analyze the supporting and inhibiting factors in the implementation of flood disaster management policies in Tolitoli Regency, as well as to determine and formulate efforts to optimize the implementation of these policies. This research uses a qualitative approach with data collection techniques including interviews, observations, and documentation. The data analysis techniques used include data condensation, data presentation, and conclusion drawing/verification. This research employs the policy implementation theory by Knill & Tosun (2020). Informants were determined using purposive sampling and snowball sampling techniques. The results show that the supporting factors for the implementation of disaster management policies include the clarity of policy design covering procedures, time, and resources, as well as changes in flood disaster management targets, the availability of a supervisory structure including supervision by the community and by supervisory bodies, the clarity of institutional design covering implementing organizations and internal and inter-organizational coordination, the availability of necessary resources (human resources, finance, technology, and information), the ability to implement disaster management SOPs, and high social acceptance including the level of benefits perceived by the community and community involvement. However, the inhibiting factors include the inappropriateness of policy instrument choices and the difficulty of implementing flood disaster management policies, as well as low administrative capacity due to a lack of necessary resources (human resources, finance, technology, and information).

This research aims to examine and analyze the effect of the implementation of the operational assistance for family planning policy on the success of the modern family planning program in Medan. The method used was an associative method with quantitative data analysis. Data analysis was performed using Smart PLS software version 4.1.1.5, which included validity and reliability tests for the measurement model, as well as hypothesis testing to measure the influence between policy implementation variables and programme success. The results of the research indicate that the variable implementation of the operational assistance for family planning policy affects the variable success of the modern family planning program by 0.883. This is consistent with hypothesis testing results, where the t-statistic value is 47.581, while the t-table value is 1.66, thus t-statistic > t-table (47.581 > 1.66) with a significance level of 0.000. For the independent variable, the most influential indicator is the disposition or attitude of implementers, while the least influential is human resources. For the dependent variable, the most influential indicator is the alignment of the program with its benefits, while the least influential is the alignment of the beneficiary group with the implementing organization. The coefficient of determination shows that 78% on the success of the modern family planning program is affected by the implementation of the operational assistance for family planning policy, while 22% is affected by other variables not included in this research.