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This study investigates the influence of employee engagement, digital training, and reward systems on employee productivity at the Central Statistics Agency of Kediri Regency. The research adopts a quantitative approach with a questionnaire as the primary data collection tool. A total of 33 employees participated as respondents, determined using a saturated sampling technique, which ensures that all members of the population were included. The instrument utilized was a Likert-scale questionnaire, designed to capture perceptions and experiences related to engagement, training, and rewards. The data were analyzed using multiple linear regression to measure both the partial and simultaneous effects of the independent variables on productivity. The results reveal that employee engagement plays a significant role in enhancing productivity, with a significance value of 0.003. Similarly, digital training and reward systems also exert a positive and significant influence, with significance values of 0.037 and 0.0002, respectively. When tested simultaneously, the three independent variables collectively demonstrate a substantial impact on employee productivity, as evidenced by an F-value of 76.069. Furthermore, the Adjusted R Square value of 87.6% indicates that the research model possesses strong explanatory power, meaning that most variations in productivity can be explained by employee engagement, digital training, and reward systems. These findings highlight the strategic importance of integrating engagement initiatives, continuous digital skill development, and fair reward mechanisms to foster higher levels of productivity. For organizations, particularly government institutions, the study underscores the necessity of adopting a holistic human resource development framework that addresses both intrinsic and extrinsic motivational factors to maximize employee performance.

Human resource development (HRD) is a fundamental pillar in the management of Islamic education, especially in the era of globalization and the industrial revolution 4.0. Islamic educational institutions are required to produce graduates who are not only religious but also competent, ethical, and adaptive. This study aims to identify effective HRD strategies to improve the quality of Islamic educational institutions. The research employs a qualitative approach with data collected through interviews, observations, and documentation in several Islamic educational institutions. The findings reveal that strategies such as training, internships, scholarships, mentorship, collaboration, performance evaluation, spiritual development, technology implementation, and innovation play vital roles. The integration of Islamic values in recruitment, training, and career development is also crucial. However, challenges such as limited funding, lack of competent human resources, and insufficient leadership attention remain obstacles. This study emphasizes the need for innovation in HRD to overcome these barriers. It is expected that the findings provide practical solutions for Islamic educational institutions to achieve educational goals, produce quality graduates, enhance competitiveness, and contribute positively to society.

In an era of increasingly intense business competition, the quality of human resources (HR) plays an important role in determining the success of the company. This research explores the impact of HR training and development on improving employee productivity as a strategic step to create a competitive advantage. Training is designed to strengthen employees' technical capabilities, while development aims to increase their intellectual and emotional capacity to face future challenges. The research findings show that well-designed training and development programs not only improve skills, but also increase employee motivation, satisfaction and loyalty. This in turn has a positive impact on work productivity and company competitiveness. This research uses a literature study approach by reviewing various literatures to understand the relationship between training, development and productivity. The results are expected to be a reference for companies in designing sustainable HR management strategies.  

This article aims to provide an in-depth insight into appropriate training objectives, so as to improve the effectiveness of education and training programs and achieve the desired results. In the context of organizational strategy and training program design, training objectives play an important role. Clear and purposeful training objectives can help improve the effectiveness of training programs, motivate trainees, and provide indicators of success that can be evaluated. This study used a qualitative descriptive approach. The data collection methods used were observation, interview, and documentation. The results showed that clear and well-defined training objectives are essential in designing an effective training program. The research also emphasizes the importance of training objectives in the context of organizational strategy, where appropriate training objectives can help the organization achieve its goals and respond to existing needs. This article contributes to the understanding of the importance of training objectives in improving the effectiveness of education and training programs. The results of this study can serve as a basis for organizations, especially the Central Kalimantan Province Human Resources Development Agency, in designing more effective training programs and ensuring the achievement of organizational goals through human resource development.    

Clandys Grosir, has a human resource management system plays an important role in improving employee performance. In addition, the human resource management function indicates the extent to which workers are able to complete tasks and have the necessary skills on the fields listed in Clandys Grosir. Respondents at Clandys Grosir Sejahtera numbered thirty people. Quantitative descriptive methods were used in this study to measure the impact of one variable on another. Based on the results of research analysis using IBM SPSS 23, it can be seen that there is a strong relationship between employee performance and human resource development variables. The results of these data include validity and reliability tests, simple linear regression analysis, and hypothesis tests. In addition, the test results of this study show that factors related to human resource development have a positive and significant influence on employee performance.

Human resource development is a process of how management gains experience, skills and attitudes to achieve success as leaders in the organization, so that development activities are aimed at helping employees/employees to be able to handle their responsibilities in the future. Bearing this in mind, training and human resource development programs are needed which are carried out periodically and continuously, in order to provide satisfactory (prime) service. Thus, companies/institutions need to have good operational implementation instructions, as well as educated officers who can implement these operational systems and procedures appropriately. Apart from development, training activities are also very influential on human resources because with this training human resources will be encouraged to be able to provide excellent service for candidates or those interested in buying or using their services. And it is no less important to provide training to customer service on how to serve in a very friendly, polite, knowledgeable manner so that clients/interested people can feel comfortable when communicating or making transactions.

This study investigates the relationship between employee performance, training, and human resource development at PT. Perkebunan Nusantara XIV in Makassar City. The study reveals findings with major significance for organizational improvement through meticulous data analysis and statistical evaluation. The research conclusively shows a link between employee performance and training. Statistics highlight the crucial influence that training plays in improving employee skills and work effectiveness. These findings support the constancy of this correlation by being in line with earlier studies. It advances our knowledge of organizational behavior and performance dynamics by clarifying the relationship between training and employee performance. The study's findings are insightful for businesses looking to maximize staff productivity through strategic training and human resource development programs. It acts as a manual for businesses hoping to use training to boost productivity and encourage staff development.

The research is motivated by a problem where employee performance has decreased compared to the previous year, this indicates that employee performance is still not optimal. Human resource development carried out by the company has not had an impact on improving company performance. So the purpose of this research is to know and describe the development of human resources (HR) in the Bido Collection Company. Employee performance at the Bido Collection Company. The influence of human resource development (HR) on employee performance in the Company. The method used is descriptive quantitative. The research results show that . The development of human resources at the Bido Collection Company based on the responses of respondents is included in the very good category. This means that the Bido Collection Company has developed very well. The performance of the Bido Collection Company's employees is in the very good category. Artonya employees have a very good assessment during their work. This means that the performance appraisal of Bido Collection employees is very good and human resource development has a positive and significant effect on the performance of Bido Collection Company employees. This means that if the HR development of the Bido Collection company increases, it will be followed by an increase in the performance of its employees.