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The purpose of the research on optimizing the use of rice mills unit and bed drayer technology and the application of hygiene and sanitation standards to improve employee performance in the rice milling agricultural industry aims to determine the use of agricultural technology and the application of hygiene and sanitation standards to support employee performance in the rice milling agricultural sector. Qualitative research using a literature study approach. Books, journals, research reports, and secondary data to support the research results. The research process begins with the urgency of using technology and implementing sanitary hygiene standards in the agricultural sector that can improve employee performance. The application of hygienic sanitation standards in rice mills is still not optimal, training is needed. That to improve employee performance in a company including in the agricultural industry sector, an employee must be able to master technology properly and correctly in order to achieve the goals of a company. The conceptual framework used as a research topic shows a link in improving performance. Employees as a parameter are given increased competence related to the use of the latest agricultural technology.

Employee engagement is a means to achieve the goal of organization. In this study, the researchers define transformational leadership model as a variable that can affect employee engagement. The employee engagement includes improving the employees' responsibilities, motivating the coworkers, and influencing the employees' performance. Accordingly, a study in line with the determinant of employee engagement is needed. This is qualitative research based on literature review the perception of employee engagement. It is important to identify the root factors that lead to employees being engaged. Employee Engagement is influenced by perceptions of organizational support and organizational justice. The aim of this empirical study was to learn more about the factors that influence employee engagement, such as motivation in the Ministry of Industry.

Covid-19 pandemic in 2020 has devastated many industries include Hospitality sector around the globe. Various resriction of human interaction as a precaution to prevent the spread of the virus has caused zero activities: travel banned, no gathering, limited meeting and direct human contact. This situation creates frustration, fear and wonder how life would be in the future. Layoff and furlough are most popular decision made by most of hospitality sectors namely Hotels, Resorts, Casinos, Restaurants, Tourism Destinations and many more. It is worth to know that some people stay to work and some do not. There are various reasons that make people start to think to leave their job, not only because of this difficult condition, but also of other things. The purpose of this paper is to explore the cause of Intention to Leave in Hospitality during Pandemic Covid-19 in order to identify the most influential factors. To achieve this, a systematic search of the literature was undertaken to identify relevant intention to leave most influential factors. Twenty International Journals were reviewed, resulting in fivteen articles that met the criteria. The key findings suggest that intention to leave during Pandemic Covid-19, is not only about leaving the job, but also leaving the industry, joining other sectors. The layoff and furlough have indirectly told hospitality employees that the pandemic could threaten the sustainability of their career in the hospitality industry in the future if a pandemic or similar situation comes again. Only hospitality sectors in USA, UAE, UK, Italy, Spain, Turkey, Pakistan, South Korea, Taiwan, China and India are include in this review. This does not cover the whole continents and all sectors within hospitality. The review is not only about findings of causes to Intention to Leave in hospitality sectors, but also sharing about the strategy to prevent high turnover as it is confirmed that Intention to Leave really leads to a resignation.

Large and sustainable companies are those that can build a strong Employer Branding that holds meaning for their employees, even after they leave the company. However, it is suspected that some hotels still lack a robust employer branding strategy. Through effective employer branding, a company can attract human resources capable of creating a competitive advantage. This study aims to delve deeper into the application of employer branding in the hospitality industry. To this end, a descriptive case study method was applied. In this case study, all findings are described based on theoretical and empirical results. It is expected to provide broader insights to the general public using library research. When a company genuinely cares for its employees and views them as valuable assets to be nurtured, it significantly influences the progress and work performance of its workforce. When employees work with dedication, high enthusiasm, and a sense of belonging toward the company, it has an incredibly positive impact on the company. This is where employer branding becomes crucial for a company in attracting the best talents. When a company successfully implements employer branding, it reaps numerous benefits. They become the first choice and primary destination for job seekers, including fresh graduates and experienced professionals. The company becomes a magnet for job seekers, eliminating the need for extensive recruitment efforts. As a result, the company avoids the hassle of frequent employee turnover.

The research uses a literature review approach to investigate factors that influence innovative behavior in the startup environment. Through the analysis of various criteria, such as age, gender, educational level, professional experience, and corporate culture, the study aims to understand how individual characteristics and the organizational environment influence employee innovation in the context of startups.The findings of this study show that innovative behavior tends to appear in young startups and in the process of self-development. However, as we age, innovation may become less popular because of the perception that the younger generation is better suited to lead change.The importance is stressed that gender does not have a significant influence in determining innovative behavior; job performance is not always gender-related. On the contrary, a person's educational level and creative approach to work play an important role in inventive behavior. Ethnicity, on the other hand, does not significantly affect inventive behavior.Organizational culture proves a vital role in supporting innovative behavior. Building a culture that promotes creative thinking and the development of new products is an important factor. Job satisfaction also affects inventive behaviour; employees are more likely to innovate in companies that nurture a culture of innovation and prioritize job satisfaction.Leadership plays a key role in promoting innovative behavior. Leaders who motivate employees with their own example of innovation can inspire others. Therefore, in order to foster innovative behaviour in startups, it is important to consider human factors and create a culture that supports innovation. Developing an innovative culture can be an important strategy in facilitating the growth and success of a startup business.

BPK RI has a vision to become a trusted audit institution that plays an active role in realizing quality and beneficial state financial governance. To strengthen this vision, a regulatory framework regarding discipline and a code of ethics has been established; however, there are still several cases of ethical violations by auditors. This is dangerous for institutions and can reduce public trust in the results of BPK audits. One strategy for building character with integrity is to develop education and training that is comprehensive and in accordance with the needs of examiners in dealing with ethical dilemmas in the field. This study applied a descriptive qualitative method. It described a lot of research using literature studies. Andragogy has a different character because adults already have well-developed ideas within themselves and have confidence that they can also implement these ideas. Characteristics of Andragogy learning in ethics education must be independent, experience and knowledge-oriented, have clear goals, be relevant to everyday contexts, have a practical nature, not just theory, and be collaborative. BPK RI needs to develop a learning model that places more emphasis on exploring experiences related to auditor ethical dilemmas in the field with the norms that apply in the code of ethics. There are still few journals that discuss ethics education for auditors and this study does not discuss in more depth regarding the system for taking action against disclosure of fraud. This research can provide input and information for leaders and policy makers in preparing a grand design for preventing fraud and can be input for the management to improve its capabilities in the context of education and training programs related to ethics.

Servant leadership is highly important within an organization. Effective leadership is considered one of the key factors contributing to a healthy development and success of an organization. Numerous studies have been conducted in the field of leadership to explore the relationship between leadership quality and service quality. This research utilized a comparative literature approach. The findings of this study reveal that the implementation of servant leadership significantly influences service quality, even when considering various moderation and mediation factors within a conceptual model. However, it is important to note that, due to the comparative literature approach, the data collected did not come from primary sources related to the research subject. This limitation implies that the available information might not be as comprehensive as research methods involving direct techniques like interviews, questionnaires, or direct observations of research subjects.

In this study, the author has integrated an array of theoretical understanding and well-established findings to construct a comprehensive framework for nurturing innovative work behavior (IWB) in startup companies using the literature review method. At its core, this framework put the Human Resource Management (HRM) division as a vital catalyst for transformation. HRM's strategic focus encompasses critical domains such as organization design, talent rewards, risk-taking leadership, and continuous people development. Organizational design emphasizes creating a structure conducive to innovation, while talent reward ensures that contributions are acknowledged and incentivized. The encouragement of risk-taking leadership fosters a culture where visionary leaders drive innovation, embracing the notion that greater risk equates to enhanced learning and growth. Simultaneously, people development is central to nurturing continuous learning and personal growth among employees, thus propelling the organization's progress. This holistic and integrated approach acknowledges the intricate interplay of these facets and serves as a robust foundation for cultivating a thriving innovative work culture within the dynamic realm of startup companies. Furthermore, it underscores the pivotal role played by HRM in this endeavor, involving all stakeholders within the organization. This approach is designed to ensure long-term success and prosperity for startups in building innovative work behavior and culture.

In this article, the authors present a literature review encompassing an analysis of Career Development and Servant Leadership in the context of human resource management and organizational growth. The research unveils how leaders who implement servant leadership principles can positively impact the career growth and development of their employees. Applying a Literature Review method, the authors analyzed other articles with similar topics. The research suggests that these characteristics can create an environment in which employees feel valued and supported, thus advancing their career development. The study finds that when leaders exhibit servant leadership characteristics, employees are more likely to experience increased job satisfaction and engagement. This positive experience, in turn, contributes to higher levels of commitment to their organizations. Servant leadership fosters open communication, trust, and a strong sense of community in the workplace, all of which support career development. Furthermore, the research highlights how servant leaders often strive harder to provide growth opportunities to employees. This may include mentorship, training, and guidance in setting and achieving career goals. Employees under servant leadership are more likely to feel empowered and motivated to take control of their career paths. In conclusion, this article emphasizes the strong impact of servant leadership on employee career development. It highlights that leaders prioritizing the well-being and growth of their employees can create a work environment that fosters career advancement, enhances job satisfaction, and strengthens organizational commitment. The research underscores the importance of developing servant leadership within organizations to support employee development and overall success.

As the business climate changes increasingly rapidly after the Covid era in several industrial companies, organizational leadership is expected to become more adaptive to change. Companies are required to be able to respond to challenges by presenting leaders and transformational leadership (digital leaders) to keep up with changing times. The application of the conceptual model of transformational leadership in the digital era is a necessity for organizations, especially companies in diverse industries. This research aims to understand how the conceptual model of transformational leadership becomes more sustainable and optimal in improving employee performance. The research process uses a literature study approach and is carried out comprehensively. Several literatures state that transformational leadership has a significant and positive direct effect on employee performance. This research shows that the transformational leadership type will increase the likelihood of success in achieving the company's productivity targets.

This article aims to analyze the effect of financial performance ratios on profitability at PT. Bank Central Asia Tbk (BCA).This article using a descriptive quantitative method with using 50 months data of financial statement from 2018 to 2022 years. Secondary data comes from the official website of the PT. Bank Central Asia Tbk (BCA). The data analysis technique uses the classic assumption test which consists of the data normality test, autocorrelation test, multicollinearity test and heteroscedasticity test by using multiple regression analysis methods and testing the coefficient of determination.The results of the study simultaneously show that profitability is proxied by Return on Equity (ROE) indicating that the ability of the independent variables including Capital Adequacy Ratio (CAR), Non Performing Loans (NPL), and Operating Expenses Operating Income (OEOI) are jointly unable to afford affect the profitability variable proxied by Return on Equity (ROE). While partially it shows that only the variable Return on Equity (ROE) which is proxied by Operating Expenses Operating Income (OEOI) which partially has no significant effect. While the two variables Capital Adequacy Ratio (CAR) & Non Performing Loans (NPL) separately have a significant influence on Return on Equity (ROE).Based on the research we have conducted, we will provide suggestions to PT. Bank Central Asia, Tbk regarding the level of non-performing financing must be reduced and not exceed the limits set by the government. This will have an impact on achieving Bank Central Asia (BCA) profitability from an equity perspective, making it a major concern as a financial institution.

Digital era demands a tight competition among organizations, and employee engagement plays pivotal factors in determining the organizational success, especially in the manufacturing companies. This research examines the effect of organizational leadership, employee development, and performance management on employee engagement in the manufacturing sector. Through a comprehensive case study approach, data were collected from several manufacturing companies to analyze the relationships among these key variables. Quantitative approach was applied. Respondents were employees of manufacturing companies in food and beverage, automotive, textile, electronic, and other sectors, recruited using saturation sampling technique. The causal model was applied, and data were analyzed using Structural Equation Modeling, which was operated through SmartPLS. The results of the study demonstrated a positive and significant effect of organizational leadership and performance management on employee engagement. However, training and development were found to have no significant effect on employee engagement.