Purpose: This study aims to analyze the effectiveness of employer branding in improving employee retention at PT XYZ, a multinational nickel mining company in Indonesia. It also seeks to identify practical strategies to address persistent turnover challenges in the extractive industry. Methodology/approach: The research uses a qualitative approach through Focus Group Discussions (FGDs) with five employees from both managerial and operational levels. Thematic analysis was conducted manually on the FGD transcripts. The analysis is supported by a literature review integrating Social Exchange Theory, Resource-Based View (RBV), and Psychological Contract Theory to frame the findings. Results/findings: The study identifies five core employer branding practices that significantly influence retention: (1) competitive compensation and risk allowances, (2) flexible work arrangements (e.g., Work from Home), (3) competency development programs, (4) transformational leadership, and (5) ESG (Environmental, Social, and Governance) integration. Major challenges include unclear compensation structures, heavy workloads, and lack of transparency in career development pathways. Conclusions: Employer branding strategies tailored to local culture and industry needs significantly enhance employee retention at PT XYZ. Although the study is specific to Indonesia’s nickel mining sector, the findings offer transferable insights for HRM practices in other extractive industries within developing economies. Limitations: The findings are context-specific and derived from a small sample. The qualitative design limits the ability to establish statistical relationships between variables. Contribution: This study contributes to HRM theory by proposing an integrated employer branding model and provides mining companies with actionable strategies to align global HR practices with local expectations, especially in resource-driven sectors.

Purpose: This study aims to analyze the influence of career development, rewards, and punishment on the performance of ASN employees at BKPSDM Jember, with a focus on gender perspectives in performance management. It explores how each factor contributes to employee performance and examines gender-based differences in perception and impact. Methodology: A quantitative approach was used with total sampling of 48 ASN employees at BKPSDM Jember. Data were collected through questionnaires (primary data) and institutional records (secondary data), then analyzed using multiple linear regression, t-tests, and f-tests. An independent sample t-test was used to examine gender-based perception differences. Results: Results: The t-test shows that career development (sig. 0.020), reward (sig. 0.006), and punishment (sig. 0.004) significantly influence employee performance. The f-test confirms the simultaneous influence of all three variables, with F = 10.889 greater than F_table = 2.82, and significance value of 0.000, which is less than 0.05. Gender-based differences were found in perceptions of rewards and performance, where male employees reported higher average scores. However, no significant gender differences were identified in perceptions of career development and punishment. Conclusion: Career development, rewards, and punishments positively impact employee performance. Gender disparities in perception of rewards and performance suggest a need for more inclusive and equitable HR practices. Limitations: The small sample size (48 employees) limits generalizability. The study also lacks qualitative insights into the underlying causes of perception differences. Contribution: This research provides valuable insights into performance management of civil servants and offers practical guidance for designing gender-responsive HR policies at BKPSDM Jember.

Purpose: Amid the significant shift of the capital city relocation to IKN, it is essential to determine whether property companies are navigating within a zone of financial distress or maintaining a position of financial stability and safety. Methodology/approach: The researcher uses the Altman Z-Score, Springate, Ohlson, and Zmijewski models to determine the condition of property companies, whether they are in the distress zone or the safe zone. Results/findings: This study shows that in 2019 - 2023 there are 3 company on distress zone, 4 company on gray zone, 68 company on Safe zone using Altman Z-Score, for Springate there are 49 in distress zone and 22 in safe zone, for Ohlson 28 in distress zone and 47 in safe zone, for Zmijewski there are 1 in Distress Zone and 74 in safe zone. Conclusion: The study finds that most companies are classified as financially safe by the Altman and Zmijewski models, while the Springate and Ohlson models identify more companies in distress, especially during 2020–2021. Limitations: This study is limited to property companies, and only the condition is considered. The accuracy of the four bankruptcy models, namely, the Altman Z-score, Springate, Ohlson, and Zmijewski models, is not measured. Contribution: This study contributes to those who need to see the company property condition, whether the company is in financial distress or not. It is hoped that this study will help others, whether researchers or civilians, to understand the condition of property companies.

Purpose: This study aims to examine the factors influencing the adoption of cloud kitchen technology by micro, small, and medium enterprises (MSMEs) in the Greater Jakarta area (Jabodetabek) using the Technology Acceptance Model (TAM). The focus is on understanding the roles of perceived usefulness, ease of use, perceived benefits, value, risk, and technological knowledge in shaping adoption decisions. Methodology/approach: This research employs a quantitative approach through structured surveys distributed to MSME owners in Jabodetabek. The survey assessed TAM-based variables, such as perceived usefulness and ease of use, along with contextual variables, including perceived benefit, perceived value, perceived risk, and knowledge of technology. Results/findings: The findings reveal that perceived usefulness and perceived ease of use significantly affect MSMEs’ willingness to adopt cloud kitchen technology. These perceptions are shaped by enterprises' level of technological knowledge, assessment of benefits and value, and risk perception. Cloud kitchens are perceived to offer operational efficiency, lower overhead costs, and broader distribution channels, making them attractive options for MSMEs in competitive markets. Conclusion: MSMEs’ understanding and perception of cloud kitchens’ ease of use and practical benefits significantly influence their adoption. Increasing digital literacy is key to accelerating adoption. Limitations: This study is limited to MSMEs in Jabodetabek, which may restrict the applicability of the results to other regions or business environments. Contribution: This study provides strategic insights for MSMEs, policymakers, and technology developers to support digital transformation in the food service industry.

Purpose: This study analyzes the social and economic impacts of the Trans Donggala Bus as a mode of inter-city public transportation connecting Donggala Regency and Palu City. The objective is to evaluate its role in improving community mobility and economic welfare in regions with limited infrastructure. Methodology/approach: The research adopts a qualitative descriptive approach using surveys, in-depth interviews with stakeholders, and direct observations at the bus terminal. Data were grouped thematically to explore both social and economic dimensions of the bus service's impact. Results/findings: Findings reveal that the Trans Donggala Bus has had positive socio-economic effects. Socially, it enhances public access to education, health services, and markets in Palu City, reduces the rural-urban gap, and strengthens social interactions. Economically, it lowers transportation costs, allowing residents to reallocate funds for other household needs. Despite these benefits, challenges persist, including limited fleet numbers, insufficient route coverage, and inadequate terminal infrastructure, which hinder service efficiency. Conclusion: The Trans Donggala Bus has improved accessibility and reduced costs for communities, but optimization of routes, fleet expansion, and facility upgrades are needed to maximize its impact. Limitations: The study focuses solely on the Donggala–Palu route and uses qualitative methods limited to interviews and observations. Thus, it does not fully represent the views of the entire community across different areas. Contribution: This study highlights the importance of public transportation in enhancing mobility and economic resilience in underdeveloped regions. It also provides insights for local governments in developing sustainable and inclusive transport policies.

Purpose: This study aimed to examine the influence of transformational leadership, work discipline, and motivation on employee performance at LPD Kedonganan Traditional Village. The objective of this study was to determine how these factors affect productivity and performance outcomes. Methodology: A mixed-method approach was applied, primarily quantitative, using data collected from 60 respondents through structured interviews. Data analysis employed the SmartPLS4 statistical tool with the Structural Equation Modeling (SEM-PLS) technique to test the proposed hypotheses. Results: The findings show that transformational leadership, work discipline, and motivation significantly and positively impact employee performance. Transformational leadership improves performance quality, strong discipline boosts productivity, and motivation enhances employee effectiveness. Conclusion: The study concludes that LPD Kedonganan should strengthen leadership practices, enforce better discipline, and improve motivational efforts to enhance overall employee performance. Limitations: This study is limited to three variables—transformational leadership, discipline, and motivation—excluding other influential factors such as organizational culture or compensation. The quantitative design also restricts the depth of insight into employees’ perceptions. Contribution: This study provides strategic input for LPD Kedonganan and similar institutions to improve management practices. It also serves as a basis for future research by recommending the inclusion of additional variables such as job satisfaction and work environment, and encouraging comparative studies across different local credit institutions.