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This study aims to examine the implementation of competency-based human resource management (HR) in improving employee professionalism at Devos Jok, an SME engaged in the automotive interior manufacturing sector. A descriptive qualitative approach is used to explore in depth the HR practices carried out, the challenges faced, and the impact on employee work quality. The results of the study indicate that the transformation of the HR system from an administrative pattern to a competency-based one has made a significant contribution to improving individual and organizational performance. The strategies implemented include competency-based recruitment, ongoing training, flexible payroll systems, and adaptation to digital platforms. However, challenges remain, especially in overcoming resistance to change and limited training resources. This study provides theoretical and practical contributions to the development of a competency-based SME HR system in the context of today's creative and digital industries.

Career management is a crucial process for both individuals and organizations. For individuals, it facilitates the achievement of career goals and enhances job satisfaction. For organizations, it aids in attracting, developing, and retaining qualified employees. This study delves into the factors influencing career management, encompassing individual factors (abilities, skills, interests, values, and personality), organizational factors (organizational culture, structure, career opportunities, and career policies), and environmental factors (economic, socio-political, and technological conditions). The findings demonstrate that effective career management can enhance employee career effectiveness, job satisfaction, and organizational performance. The study also provides recommendations for improving career management, including regular career assessments, career development program development, information and training, a supportive organizational culture, and encouraging employees to proactively manage their careers. Further research is warranted to develop more effective and contextual career management models and investigate the impact of career management on other factors such as organizational commitment, employee turnover, and gender equality in the workplace.    

The purpose of this study is to know the influence of personality traits and individual competencies on knowledge sharing and employee performance. This research was Dinas Pekerjaan Umum dan Penataan Ruang Kota Pasuruan. The data collection technique used is a questionnaire that’s been released online through Google Forms. Selection of research samples using sampling jenuh was 76 respondents. For statistical and data processing, Partial Least Square (WarpPLS 7.0). This result showed: (1) Personality traits (X1) positive and significant effects knowledge sharing (Y1). (2) Individual competencies (X2) positive and significant effects knowledge sharing (Y1). (3) Personality traits (X1) do not affect employee performance (Y2). (4) Individual competencies (X2) positive and significant effects employee performance (Y2). (5) Knowledge sharing (Y1) positive and significant effects employee performance (Y2).  

The formulation of the problem in this study is how much influence leadership style and Work Culture have on the performance of PT employees. Nijes Bayu Lestari.  The purpose of this study is to find out how much influence  work culture and work career have on the performance of  PT employees. Nijes Bayu Lestari. Based on the results of the study, it was found that for the effect of variables X1 (Style of Leadership) and X2 (Work Culture) on Y (Employee Performance) need to be analyzed by the author because Employee Performance is work achieved by a person or group of work or activities that have been done. Performance can only be obtained if a person or group is doing work or activities. Therefore, without doing something, neither individuals nor groups will be possible. By identifying Work Motivation and Employee Ability, it will have an impact on employee performance. Based on the above thoughts according to the researcher hypothesis which states that Leadership Style  and Work Culture  have a strong influence on Employee Performance di PT Nijes Bayu Lestari. The magnitude of the influence of both independent variables with dependent variables also shows the reality of how to implement and improve optimal Employee Performance, this fact has been answered with Leadership Style  and  Good Work Culture. Practically, the two variables run together, meaning that in the process of Leadership Style  and Work Culture can be variables or factors that determine whether employee performance is good or bad. If the Leadership Style is good / and Buya Work is good, then by itself Employee Performance will increase.