The Framework of Court Excellent (TFCE) requires the support of superior human resources so that judicial services are fast, easy, and transparent. The Industrial Revolution 4.0, Society 5.0, and the VUCA era encouraged the Supreme Court (in Indonesia/MA) to innovate in providing digital-based judicial services. The implication is that the Supreme Court conducts a moratorium on prospective judges and attracts technical personnel who support innovation. This has never been done, so it is necessary to transform Human Resources Management (HRM). This article analyzes: (1) how the judicial HRM transformation; ( 2) what is the role model of the leader in supporting the digital justice system. Content analysis is carried out on the blueprint, Strategic Plan, Bureaucratic Reform Policy, and Integrity Zone Development in MA. The content analysis aims to determine the existence of certain words, themes, or concepts in the document/text so that they can analyze the existence, meaning, and relationships of related words, themes, or concepts. The Supreme Court carried out an HRM transformation in support of the Superior Court Framework (TFCE), particularly concerning recruitment, training systems, performance measurement, allowances, and changing the role model of leaders. The transformation is carried out by implementing Competency-Based HR Management (CBHRM). Role models of leaders in supporting digital justice include a firm stance, honesty, fairness, intelligence, calmness, good communication, inspiration, and empathy. The HRM transformation that is integrated into CBHRM and internalized by every Supreme Court employee will be able to support the Framework of court excellence.

Spirituality and shrewdness in working in times of crisis are very important advantages for workers. In this case, Generation Z has characteristics that fit this category. Generation Z has been considered a generation without boundaries, which is above average in many ways. Generation Z has expectations, preferences, and work perspectives that are considered challenging for any organization. The role of Generation Z is considered more diverse, and global, and has a cultural and social impact. Therefore, this study tries to summarize the issue of the spirituality of Generation Z in times of crisis with a systematic approach to literature review. Obtaining data obtained from the results of previous relevant studies. The results showed that Generation Z during the crisis was considered very enthusiastic and seemed very challenging during this crisis so the spirit of Generation Z was considered capable of evoking situations and influencing their environment. The spirit of this millennial generation is increasingly transforming in dealing with crises and getting a better solution than the usual depiction expectations.