Purpose: In the industrial era 4.0 and during this pandemic, the performance of community health centers (Puskesmas) is essential. Puskesmas can meet these expectations if it is properly built on health workers' performance. Theoretical framework: This study aims to elaborate and analyze the model to improve health workers' performance, constructed as the impact of improving talent management and knowledge management. Design/methodology/approach: This research was conducted in two public health centers, namely Durikumba Health Center and Lara Health Center, Karossa District, and Central Mamuju Regency. The sampling technique used was total sampling. However, in this study, only 70 out of 74 health workers completed the questionnaire completely at the Durikumba Health Center and 45 out of 53 officers at the Lara Health Center. The total final sample obtained was 115 health workers. The model and research approach use explanatory quantitative by choosing structural equation modeling (SEM) as the basis for statistical analysis to determine the influence and relationship between variables processed using AMOS software. Findings: The study's results found that talent management can encourage knowledge management improvements and improve health workers' performance at the research sites. Research, Practical & Social implications: Talent management that is carried out consistently starting from recruitment, retaining existing talents, and with a good development program will encourage improvements in employee performance and, at the same time, improve knowledge management. Originality/value: However, knowledge management cannot improve the performance of health workers as constructed at the beginning of this study.

This study aimed to determine the role of soft skill competency (SSC) and employees’ capacity (EC) in mediating the effect of training effectiveness (TE) on health workers’ performance (HWP). A quantitative approach was conducted by using the Structural Equation Modeling (SEM)-Amos version 23 analysis, with data obtained through accidental sampling from 222 health workers who filled out online questionnaires and were declared complete. The results showed that TE improved SSC and HWP, although it did not have a direct effect on increasing EC. This indicated that SSC was needed to mediate the relationship between these two variables. SSC and EC also mediated the effect of TE on HWP. These results were expected to enrich the limited references in explaining the relationship between human resources (HR) planning and HWP, specifically during the COVID-19 pandemic.

The COVID-19 pandemic makes it difficult for the teaching and learning process to be conducted freely using all learning modes due to the limited interaction between teachers and students by distance. Therefore, teachers must creatively utilize various learning models to ensure students are properly taught during the pandemic. In this regard, this study aims to elaborate on the relationship between training management, effectiveness, and its impact on the teaching creativity of public teachers from kindergarten to upper secondary level. This is an online quantitative survey with a sample of state-funded teachers consisting of civil, honorary, and contract teachers. These three types of teachers were included in the category of teachers of the State Civil Apparatus. The accidental sampling technique was used to obtain data from 405 respondents through the questionnaire distribution for a month. This was greater than the initial target of 200 people as a condition for the eligibility of the number of respondents when using structural equation modeling (SEM)AMOS analysis. A total of four hypotheses were proposed in this study, with three accepted and one rejected. The result showed that training management contributed significantly to training effectiveness but had a minimal contribution to increasing teachers teaching creativity during the pandemic. Furthermore, training effectiveness had a significant contribution to the invention of teaching teachers and was a full mediator. This study also found the lack of references about management training and the relationships built. Proper management is a key factor in encouraging the effectiveness of activity, but it is unable to improve the creativity of teaching teachers directly. The role of training effectiveness was significant because it increases the contribution of training management to teacher teaching creativity. This research also showed that the training carried out on ASN only be successful with good management. The effectiveness of teachers teaching creativity can only be increased through training, especially during a pandemic.

This study refers to the new public management paradigm so that management approaches in private organizations are used in public organizations. This study is to confirm the relationship of leadership with the motivation of public service, then the motivation of public service to the quality of public service and job satisfaction of the State civil service (ASN). This is done because there are differences between the results of research in Europe -America, and Asia, especially in Indonesia about the relationship between public service motivation and the quality of public services. On the other hand, it is found that leadership does not affect the quality of public services directly but there is a strong correlation with the motivation of public service delivery. This study uses a quantitative approach with SEM-AMOS analysis tool version 23. The population in this study is all ASNs in Bantaeng Regency with a planned sample target of 397 respondents consisting of 173 echelons 1-3, echelon 4 totaling 74 respondents (10% of the population), and staff of 151 respondents (10% of the population). However, of the 397 questionnaires distributed, only 369 questionnaires were returned and could be analyzed, while 28 respondents did not return within the specified time limit (4 weeks after being distributed). The results showed that public service motivation became a full mediator between leadership and quality of public service and ASN job satisfaction. Good leadership will increase the motivation of public services which will further improve the quality of public services and ASN job satisfaction.