Human Resource Management Strategy in Permanent Nurseries in the Ministry of Environment and Forestry of the Republic of Indonesia (Case Study in Six Permanent Nursery Locations of the Ministry of Environment and Forestry, West Java Province)

: The main focus in evaluation is aspects such as policy foundations, program support, implementation processes, and success of HR programs. Objective : This research aims to find new strategies in managing human resources in the KLHK Permanent Nursery environment. To find a new strategy, the steps taken are to evaluate the implementation of human resource management (HR) in the KLHK Permanent Nursery using the Context , Input , Process and Product Evaluation approaches . Methodology : In this research, a qualitative approach was used with data collection techniques in the form of Focus Group Discussions (FGD) and interviews. This methodology makes it possible to gain an in-depth understanding of the views and experiences of the informants, thereby enabling the researcher to explore and understand the various perspectives that may emerge. Research results : The results of research using the triangulation method show that the suitability of the six permanent nurseries with planning decisions and management consistency reflects their effectiveness. Input Evaluation shows the efficiency of HR implementation. The process stage, such as the recruitment process and improving human resources, is considered good, even though there is inequality in career paths.


Introduction
In an era of rapid and unpredictable environmental development, organizational challenges are increasing, both internal and external.On the one hand, organizations are faced with various problems such as performance, productivity and service, while on the other hand, pressure from society and unexpected changes are increasing.
Human resource management is key in ensuring the effectiveness of the workforce in achieving organizational goals.However, there are often inconsistencies between workers' educational background, knowledge and skills and the tasks they carry out.
The most vital asset that an organization or company must have and must be considered in its management is labor or people, which is also known as human resources.The term "human resources" refers to the individuals who work within an organization.The importance of efforts in human resource management is based on the understanding that humans are an element that is always present in every organization.They are the ones who work to achieve organizational goals, which describes the organization as a social entity that operates within identifiable boundaries and works continuously to achieve common goals (De Cenzo, Robbins and Verhulst 2016) .
Therefore, management should evaluate employee suggestion schemes and use feedback from the workforce to improve the organizational environment and meet their needs and skills.Focusing on the needs of employees from various levels will provide accurate information about employee needs.Thus, organizational effectiveness does not only depend on the presence of workers, but also on the OGZ Research and Publishing| 283 suitability of the organizational system to environmental dynamics and the needs of stakeholders.
Management of Permanent Nurseries in the management aspect at the Directorate General of Watershed Control (PDASHL) of the Ministry of Environment and Forestry (KLHK) of the Republic of Indonesia is that management effectiveness must be focused on organizational targets, especially in forest and land rehabilitation efforts.
The Permanent Nursery Program is one of the main icons of the Directorate General of PDASHL and must reflect the organization's theme of creating healthy river watersheds in order to improve the quality of the environment.
The quality of human resources (HR) in the management of Permanent Nurseries is the key to success in achieving these goals, starting from recruitment, education, training, career development, to workforce control.Evaluation of the management of Permanent Nurseries shows that there are still several irregularities in technical implementation and process activities in the field that need to be corrected.
The Permanent Nursery Program has a strategic role in accelerating rehabilitation in accordance with applicable regulations, and is expected to be able to absorb workers from various educational and social backgrounds.The importance of the availability and quality of forest plant seeds produced by Permanent Nurseries is also reinforced by evidence that constraints on the availability and quality of tree seeds can hinder the success of forest and environmental restoration efforts.
In this context, there is a need for an active role for the government in managing competent human resources to produce quality plant seeds, as well as the need for the involvement of non-government organizations (NGOs) in supporting the management of Permanent Nurseries.Thus, the success of the Permanent Nursery program will also support the vision and mission of the Ministry of Environment and Forestry of the Republic of Indonesia in achieving sustainability of forest and environmental resources for community welfare.
Permanent Nursery Management is one of the most important programs carried out by the government to maintain environmental quality in various regions in Indonesia.
One of the concrete objectives of the Permanent Nursery program is to overcome OGZ Research and Publishing| 284 critical land problems spread across various regions in Indonesia.This critical land has a less than optimal function as a place for the growth of cultivated and noncultivated plants.The impact that is often felt in various regions of Indonesia due to critical land is frequent flooding.
In this case, human resource management in the Permanent Nursery Program of the Ministry of Environment and Forestry of the Republic of Indonesia, especially in the West Java region, is very important to ensure the sustainability of natural resources and environmental sustainability.This research focuses on the West Java region, with a location that chosen is the Permanent Nursery located there.The location selection was based on data analysis which showed that the increase in very critical land occurred significantly in the Central Java, Banten and West Java regions.Of the three regions, West Java was chosen because it has the largest number of Permanent Nurseries, namely 6 locations, while Central Java only has 2 locations and Banten has none at all.This makes West Java the main focus of research because even though it has a significant number of Permanent Nurseries, it still experiences the highest increase in critical land compared to other regions.

Formulation of the problem
Based on the description of the background to the research problem described above, this research is oriented towards evaluating human resource management in the management of the harvester nursery program which can be formulated as follows:

Organizational Behavior
According to (Robbins and Judge 2015) , organizational behavior is a field of study that investigates the impact of behavior on individuals, groups and structures in organizations with the aim of applying knowledge to improve organizational effectiveness.(Robbins and Judge 2015) explains that basically the scope of an organization is an integration of three concepts or behavioral studies consisting of individual behavior, inter-individual behavior, and also group behavior.
1) Individual Behavior -The study of individual behavior is a study related to individual personality, learning, attitudes, motivation and also job satisfaction.
2) Inter-Individual Behavior -is a study carried out on communication between each employee among themselves and their subordinates, understanding the quality of people's leadership, group dynamics, conflicts that occur in groups, power, and also politics.
3) Group Behavior -this group behavior will study the formation of an organization, organizational structure, and organizational effectiveness and the various group efforts made to achieve organizational goals.Therefore, organizational behavior has an important role to understand in predicting and relying on the behavior of every human resource in an organization, so that the organization can run effectively.

Recruitment
(Lawal 2021) explains that recruitment is a process that includes steps to search for a number of individuals who meet certain criteria as potential employees, so that the company can select the most suitable person to fill the available position.This is an effort to get new workers needed to fill vacant positions in various company units .Ogzrespublish.com

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The workforce recruitment process can involve candidates from internal or external organizations.Withdrawing internal employees is generally carried out by established companies with a structured career system.This approach has several advantages, such as lower costs, rewards employee loyalty, and minimal adaptation time because employees are already familiar with the work environment.However, an internal approach can also result in limitations in access to new talent and fresh ideas that can benefit the organization (Ofori and Aryeetey 2011) .
In the context of labor recruitment, this process involves steps to search for individuals who meet the requirements as prospective employees, so that the company can select the most suitable person to fill the available position.This is an effort to obtain new workers needed to fill vacant positions in various company units.
The recruitment process can involve candidates from internal and external organizations.Withdrawing internal employees is generally carried out by companies that already have a structured career system.Although this approach has several advantages, such as lower costs and minimal adaptation time, it can result in limiting access to new talent and fresh ideas that could benefit the organization.
Therefore, labor recruitment can involve internal and external candidates, often companies prefer to hire employees from within who are familiar with the work environment and have a structured career system.Although this can save costs and speed up adaptation, it is necessary to be aware of the risk of limiting new talent and innovative ideas that can provide benefits for organizational development.

HR Training and Development
Training is basically a form of learning process that never ends.Therefore, to train employees, it requires a deep understanding of how people learn.In organizations that prioritize productivity, education and training are very crucial.Every individual is given encouragement and opportunities to continue to develop and learn.In this context, the learning and training process is considered a step that never stops as life goes on.And also employee development by paying attention to management skills, abilities and capabilities and how this is related to the preparation of human resource Vol. 2 No. 02, 2024, 281-312 Ogzrespublish.comOGZ Research and Publishing| 287 strategies.By understanding employee skill and ability levels, companies can direct human resource strategies effectively (Noe et al. 2017) .
Corporate training is a process that begins with evaluating employee needs, which includes planning to improve their attitudes and skills and facilitate their adaptation

Career path
According to (Mondy 2010)  throughout his life.On the other hand, career also includes subjective experiences that a person feels in living their professional life.
Based on the definition above, it can be concluded that career refers to all types of work related to a person's work experience and activities, including positions held during their life.Career is a series of jobs or positions achieved by a person in a certain period, which involves individual attitudes, values, behavior and motivation.

Employee performance
Performance refers to the evaluation of various behaviors carried out by workers that can contribute, either positively or negatively, to the achievement of organizational goals.Wibowo also explained that performance has a broad concept that does not only include work results, but also involves the work process itself (Wibowo 2014) .
Performance is divided into five components: (1) planning, (2) monitoring, (3) development, (4) evaluation, and (5) rewards.In the planning phase, the task is to set goals, design strategies, and detail tasks and schedules to achieve those goals.
Monitoring is a process in which progress toward goals is evaluated to see how well individuals are achieving them.This involves continuously measuring performance and providing ongoing feedback to employees and work groups regarding their progress.The monitoring process provides an opportunity to evaluate the extent to which employees meet established standards and to make changes to standards that are unrealistic or problematic.During the development stage, employees are expected to improve poor performance that has been seen during their tenure at the company.Work planning and monitoring activities enable deficiencies in performance to be identified and corrected (Elnaga and Imran 2013) .
According to this argument, researchers conclude that performance evaluation is a process that aims to assess the extent to which work is carried out in accordance with predetermined standards.These measurements must be aligned with the strategic plan, valid, reliable, widely accepted, and capable of providing specific feedback.The results of this evaluation can be used for decision making, planning and improvement of the program in question.Evaluation is divided into two aspects, namely results evaluation and process evaluation.Results evaluation is an assessment that focuses on the results achieved, especially in achieving the goals of an activity.On the other hand, process evaluation is a comprehensive assessment of all components and steps involved in the process of implementing the activity.

Understanding Program Evaluation
Program evaluation is a step to provide the data needed for decision makers.In An evaluation model is an evaluation pattern or framework designed by experts or evaluation experts, often named after its creator or the stage in which it was created.
As previously explained, there are many evaluation models that are commonly used to evaluate programs.Researchers will outline several models that are popular and frequently used in program evaluation practice.

CIPP Evaluation Model
In this model, evaluation is intended to provide a basis in the form of accurate and objective information to decision makers for making decisions regarding the program.CIPP (Context, Input, Process, Product) evaluation developed by Stufflebeam is an example of this evaluation model and is often used by evaluators.The CIPP approach is based on the view that the main purpose of evaluation is not to prove something, but rather to identify steps for program improvement (Mathison 2017) .
The advantage of the CIPP evaluation model is that its scope is broader than other evaluation models because it not only highlights results, but also includes context, input, process and results.
Based on the definition above, it can be seen that product evaluation is an assessment carried out to measure success in achieving predetermined goals.The resulting data will largely determine whether the program is continued, modified or terminated.

Research methodology
This study applies qualitative methods with data collection techniques including observation, interviews, questionnaires and document analysis.To ensure the validity of the instrument, theoretical or constructive validation is carried out.
Validation of this instrument involves a qualitative review by two experts before the instrument is used to collect data .
A qualitative approach is used to understand the course of an activity and identify obstacles that arise during the process.According to (Sugiyono 2020) , the qualitative method is a research approach that takes a philosophical basis to explore scientific conditions, with researchers as the main instrument in collecting data.In this research, the information collected consists of two types, namely primary information and secondary information.Primary information was obtained through face-to-face interviews and also through focus group discussions (FGD).Meanwhile, secondary information was obtained through document research.
Secondary data collection was carried out by reviewing documents through studying and reviewing various supporting documents for this research.These documents include regulatory documents, guidelines, reports and other documents deemed relevant.Seen in the table below : practitioner in data source category E and 1 person in data source category F. This means that this is a source of reinforcement that will be obtained in the interviews conducted by researchers in this research.

Regulatory Aspects
To understand in more depth the basis and objectives of human resource development policies in implementing human resource performance evaluations, including vision, mission, organizational philosophy, strategy, as well as the basis for preparing the Permanent Nursery program.
The triangulation results obtained in the regulatory aspects can be seen in the table below:

Aspects of HR Management
Following are the results of interview data conducted by researchers, the results in the form of human resource management at the Ministry of Environment and Forestry, which are obtained in the triangulation below.Based on the results of interviews, it was found that recruitment patterns using employee recommendations have become part of the Permanent Seeding strategy in recruiting new workers for human resource management.The results of monitoring and interviews show that until now, there has been no written document that regulates policies for planning and career development of workers in the Permanent Nursery.

Aspects of Organizational Structure
Some of the staff are filled by BPDAS employees and nursery workers, with the KPA, PPK, manager and technical team levels filled by ASN employees.Meanwhile, some others come from external recruitment without clear career paths or mechanisms for career advancement.
The following are the results of interviews conducted by researchers regarding the organizational structure in the table below: The interview results show that each position in the structure has roles and responsibilities that support each other.There is a centralized approach with key positions such as site managers, plant care operators and administrative officers at each Permanent Nursery site.The Permanent Nursery organizational structure is designed to achieve operational efficiency.

Funding Support Aspects
Allocating funds for employee development shows concern for increasing the necessary skills and knowledge.This could include technical training, workshops, or tailored career development programs to enhance the competencies required to manage a Permanent Nursery program.With this approach, the company ensures that employees are not only well recognized, but also supported to develop and make maximum contributions.In the focus group discussion, the informant provided details regarding funding planning, including training costs, employee development, and allocation of funds to recruit quality human resources.
Informants emphasized that funding for HR management for the Permanent Nursery program is a top priority in their budget.
In addition, informants highlighted special budget allocations for technical training, coaching and capacity building for employees involved in the program.

Infrastructure Aspects
In informant interviews conducted on the aspects of facilities and infrastructure, the following results were obtained:

The results of the evaluation of the support program for the Permanent Nursery
Program of the Ministry of Environment and Forestry, obtained through interviews with managers, comprehensively describe the facilities available for managing human resources (HR) in the environment.In this research, it appears that the problem of equal distribution of facilities across all units is a major concern.The results of these interviews demonstrate management's awareness of the need to ensure that the facilities provided support HR management evenly and efficiently in all parts of the Permanent Seeding Program, with corrective action being taken to overcome identified distribution constraints.

Aspects of Recruitment Implementation
In informant interviews conducted on the recruitment aspect, the following results were obtained: The results of the focus group discussion show that the recruitment stage involves further assessment after the interview, such as practical skills tests or case studies related to the field of Permanent Nursery.The second informant also stated that there was an assessment stage after the interview which included practical tests or case studies according to the position to be filled.They are aware of the risk of being unobjective if they rely too much on the closeness of relatives or friends, so they are trying to create clearer and more objective evaluation standards.Furthermore, informants expressed a preference for a practical skills approach rather than formal interviews for assessing job candidates.However, practitioners point out that the tendency to give preference to family members or relatives can create dissatisfaction among employees who do not have close family ties, potentially having a negative    Based on the results of the focus group discussion, although it did not specifically discuss the feedback approach, regular performance assessment was the main highlight.Informants also highlighted that performance assessments are often subjective.There is an emphasis on the use of quantitative indicators that can be clearly measured, such as achieving production targets, operational efficiency and contribution to innovation.In addition, the importance of paying attention to Vol. 2 No. 02, 2024, 281-312 Ogzrespublish.comOGZ Research and Publishing| 304 interpersonal skills, leadership, innovation and collaboration is also highlighted, apart from quantitative aspects.In conclusion, performance evaluation in the Permanent Seeding Program highlights the need for a holistic approach that considers various aspects, both quantitative and qualitative, to ensure the effectiveness and sustainability of the program.

Career Enhancement Aspects
The process of improving the career of Human Resources (HR) in the Permanent Seeding program means that there are several important aspects that support the professional growth of the HR in it.Informants highlighted that career advancement in this program is not only related to fulfilling routine tasks, but also with developing

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The results of the interviews showed agreement from both informants regarding the importance of continuous evaluation and receiving feedback from Human Resources (HR) to improve the quality of HR management.They agreed that continuous evaluation allows identification of areas for improvement and appropriate adjustments to improve the quality of HR management programs.By listening to feedback from HR, organizations can be more responsive to employee needs and aspirations, thereby creating a more satisfying and productive work environment.
Apart from that, informants also highlighted the importance of equality and nondiscrimination in the treatment of human resources.They emphasize that every team member must be treated fairly and equally, regardless of their background or personal characteristics.Equality in treatment is the foundation for an inclusive work culture and supports continued professional growth for all members of the organization.

Aspects of HR Management Performance
In human resource (HR) management, participation and dedication from leadership   Allocation Method: Novelty: A resource or budget allocation approach that focuses on efficiency and effectiveness in distributing organizational assets.Innovations in allocation methods may include the use of new algorithms, artificial intelligence approaches, or dynamic strategies to determine optimal allocation.Sustainability and increased allocation efficiency can be considered as innovative added value.
Supporting Method: A supporting approach in an organizational context can include the development of new technology, information systems, or decision support models that have never been applied before.Innovation can occur in the integration of the latest technologies, such as artificial intelligence or predictive analytics, to increase the level of support provided to management decisions.
Appraisal Method: At the performance assessment or assessment level, innovation may lie in the use of new metrics, a more holistic assessment approach, or the application of advanced technology to measure individual or team performance.The use of new and relevant evaluation tools, as well as approaches that accommodate the dynamics of the business environment, can be considered as innovative aspects of appraisal methods.

Conclusion
Based on research on human resource management in the KLHK Permanent Nursery and the problems faced, researchers can conclude several things:

1)
What is the human resource management program policy in the Indonesian Ministry of Environment and Forestry's permanent seeding program in terms of regulatory aspects, organizational structure and management strategy.? 2) How is the support for the human resource management program in the Indonesian Ministry of Environment and Forestry's Permanent Nursery program which includes funding support and infrastructure.? 3) What is the process of implementing the human resource management program in the Indonesian Ministry of Environment and Forestry's Permanent Nursery program which includes implementation of recruitment, training and development, performance assessment and career advancement.? OGZ Research and Publishing| 285 4) What is the success of the human resource management program in the Indonesian Ministry of Environment and Forestry's Permanent Nursery program from the aspect of HR satisfaction and HR management performance.?
in the work environment.All aspects of training are structured to achieve the goal of improving individual performance.Apart from that, training can also improve the quality of processes and organizational innovation capabilities.Through training, staff members in an organization can gain knowledge and skills that help improve the company's position in the market.Investment in training is considered one of the key factors in determining the profitability and efficiency of an organization (Valverde et al., 2015) .Therefore, organizational training is the initial process of evaluating employee needs, planning to improve their attitudes and skills, and facilitating their adjustment to the workplace.All aspects of training are organized to achieve the goals of improving individual performance, improving process quality, and strengthening organizational innovation.Through training, team members can gain knowledge and skills that support the company's development and position in the market.Therefore, investment in training is considered a key factor in determining the success and efficiency of an organization.

Vol
According to(Wirawan 2012) Evaluation is a study carried out to collect, analyze and present relevant data about the object being evaluated , carry out an assessment by comparing evaluation indicators, and use the results to make decisions regarding the evaluation object.Conceptually, based on this definition, evaluation is a structured and systematic effort to collect, organize and analyze data, facts and information with the aim of drawing conclusions about the value, significance, effectiveness or achievement of a program.
various contexts, program evaluation aims to assess whether the objectives of a program can be achieved.Therefore, program evaluation is a systematic series of activities to carefully evaluate the effectiveness of each program component.Based on the results of the program evaluation, there are four policy options that may be taken: stopping the program, revising the program, continuing the program, or expanding the program.

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No. 02, 2024, 281-312 Ogzrespublish.comOGZ Research and Publishing| 294 Permanent Nursery program related to the vision is to provide human awareness in specific competencies related to nurseries, while the mission related to HR development policy is the development of HR managers.In general, based on observations related to the background and basis for preparing the Permanent Nursery program in managing human resources, researchers divide it into five main aspects, namely (1) recruitment; (2) career pattern/level; (3) training; (4) workforce performance; and (5) control.
impact on work climate and motivation.Academics emphasize that family proximity-Training and Development Aspects The process of training and developing human resources (HR) in the Permanent Seedling program has a very important role in ensuring the continuity and success of the program.The results of the interviews highlight the challenges and complexities that occur in planning and implementing training for the human resources involved.In an effort to increase the capacity of the implementation team, various problems arise, ranging from budget limitations that influence the selection of training materials to adapting the curriculum to dynamic field needs.Training facilities are also a focus of attention, where their availability and quality play an important role in creating an effective learning environment.From the results of this interview, we can see efforts to overcome these problems, including increasing evaluation of training effectiveness and updating the curriculum.The next discussion will explore concrete strategies proposed to improve and improve the training and human resource development process to support the achievement of the goals of the Permanent Nursery program.

Focus
group discussions revealed that the implementation of the Permanent Seeding Program faces significant challenges related to training and development of human resources (HR).Budget constraints, evaluation of effectiveness, and curriculum adjustments are the main highlights for improvement.Therefore, a comprehensive and integrated strategy is needed to increase the efficiency of training and human resource development, which will play a role in the long-term success of the Permanent Seeding Program.Performance Assessment Aspects Through interviews with the parties involved, especially those responsible for Human Resources (HR) performance assessment, it was revealed that the HR performance assessment process in the context of the Permanent Nursery program has an important role in ensuring the continuity and effectiveness of the program.HR performance assessment in this program involves evaluating various aspects, Vol. 2 No. 02, 2024, 281-312 Ogzrespublish.comOGZ Research and Publishing| 303 including competency, target achievement, and contribution to the program's strategic goals.An in-depth analysis of this process will provide a deeper understanding of how HR performance assessment is key in developing and empowering HR to support the long-term success of the Permanent Seeding Program.
skills and knowledge relevant to future needs.They emphasize the importance of ongoing training and innovative learning approaches, which include a combination of field experience, formal training, and access to educational resources.In addition, the interview results show the Permanent Seeding program's commitment to providing a clear and tiered career path, enabling HR to advance to higher positions with greater responsibility.Overall, the HR career advancement process in the Permanent Seeding program is supported by a holistic approach that integrates experiencebased learning, technical skills development, and structured promotion opportunities.
has a significant impact on program effectiveness, especially in the Performance Improvement Program.Evaluation of the extent to which leaders fulfill their commitments in managing human resources becomes the main focus point for reflection and assessment.The results of interviews with six Nursery Managers show a strong commitment to ensuring fair treatment and HR satisfaction.The following discussion will explore the views and concrete steps expressed in the interviews, with the aim of gaining an in-depth understanding of the extent to which leadership commitment is reflected in HR management policies and practices in the Permanent Seeding program.

Figure 1 .
Figure 1.Novelty ASA Method 1.The HR management policy in the KLHK Permanent Nursery is on the regulations of the Director General of BPDASPS Number P.06/V-SET/2013 and the Regulation of the Director General of PDASHL Number P.5/PDASHL/SET/K UM.1/4/2019.These two regulations are the main guidelines for HR management in the Permanent Seeding program.They cover employee recruitment, training, and performance appraisal procedures, and affirm a commitment to high levels of efficiency and effectiveness.Evaluation of the context aspect shows that the Permanent Nursery meets the criteria of being effective, responsive and appropriate in achieving its objectives.2. Evaluation of program support for the KLHK Permanent Nursery Program, through interviews with managers, highlighted obstacles to equitable distribution of facilities across all units.Efforts are being made to ensure that the facilities provided support HR management evenly and efficiently in all parts of the Permanent Seeding Program.3. The recruitment process at the Permanent Nursery Center is designed to select the best HR candidates who suit program needs.This process includes identifying HR needs, administrative selection, interviews, skills testing, and background verification.The aim is to ensure that the human resources recruited have the skills and commitment to meet the program's demands.4. The success of the Permanent Nursery program also contributes to achieving the vision and mission of the Ministry of Environment and Forestry, namely realizing the sustainability of forest and environmental resources for community welfare.

Table 9 . Career Improvement Process Evaluation Analysis
Based on the results of the focus group discussion, it can be concluded that both informants emphasized the implementation of policies and training programs aimed at providing fair opportunities to all Human Resources (HR) involved in the Permanent Nursery program.They highlight the importance of transparency in the career advancement process and providing constructive feedback to individuals.This shows a commitment to creating an inclusive work environment and supporting professional growth for all HR under the auspices of the program.

Product Evaluation Aspects of HR Satisfaction Human
Resources (HR) satisfaction with HR management programs is an important factor in maintaining the level of productivity and employee welfare in an organization.Therefore, interviews regarding HR satisfaction with HR management programs, especially in the context of the Permanent Seeding program, have great significance.The program reflects the company's commitment to employee development and plays an important role in establishing an inclusive and sustainable company culture.By detailing HR's experiences, views and expectations of the program, we can gain in-depth insights that are the basis for increasing the effectiveness of HR management programs.Through discussing the results of this interview, it is hoped that a clear understanding can be obtained whether the Permanent Seeding program has met HR expectations and provided the support needed for career growth and sustainable job satisfaction.