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The purpose of this study is to determine the strategy of the Youth Organization of 1000 Teachers in Samarinda City in recruiting volunteers so that prospective volunteers who join have an interest in participating directly in helping with educational problems in remote areas and the obstacles faced by the Youth Organization of 1000 Teachers in conducting the recruitment. Youth with its social control function that has an active role in fighting for various values ​​of life that exist in society, the Youth Organization of 1000 Teachers in Samarinda City as an agent of change plays an active role in implementing education, especially for remote, underdeveloped, and border areas in East Kalimantan Province which still need special attention. This study is descriptive qualitative with a focus on describing and describing the strategy of the Youth Organization of 1000 Teachers in Samarinda City in recruiting volunteers so that prospective volunteers have an interest in participating directly in helping with social problems in the field of education, especially in remote areas and the obstacles faced. The data analysis used is the interactive model data analysis proposed by Miles, Huberman, and Saldana, where this data analysis consists of data collection, data condensation, data presentation and drawing conclusions. This study uses secondary data collection techniques by conducting library research and other secondary data sources and conducting direct research in the field to obtain primary data through in-depth interviews. From the results of the study, it shows that the Strategy of the 1000 Teacher Youth Organization in Increasing Volunteer Interest in East Kalimantan Province has been running well so far. This is because the members of the organization in it, both the Chairperson, Secretary, Treasurer and donations, Creative and event Team, Survey and Logistics Team, and the members of the 1000 Teacher Youth Organization management in Samarinda City are able to adapt and be creative in recruiting prospective volunteers.

This research aims to explore strategies for realizing sustainable performance management at PT. Tanjungpinang Branch Pawnshop. This research uses qualitative research through data collection, observation and interviews. The sampling technique used was purposive sampling. The informant is Mr. HR as Marketing Officer. The data analysis used in this research is descriptive analysis, namely the researcher collects, processes and analyzes data to describe the problems that exist at PT Pegadaian Tanjungpinang Branch. The research results show that the strategy applied at PT. Pegadaian Tanjungpinang Branch in realizing sustainable performance management, namely the digitalization strategy of Human Resources and Talent Management. In this case, the Human Resources digitalization strategy includes transforming the Human Resources Management system through digital platforms, increasing employee skills in technology, using data for strategic decision making, and implementing an adaptive technology-based work culture. Meanwhile, talent management includes recruitment planning and appropriate individual selection, as well as skills development through training and mentoring.

This study examines the impact of green talent management practices on HR performance quality in eco-friendly hotels in Central Java, Indonesia, using a phenomenological approach. Through in-depth interviews with 24 participants across six star-rated hotels, direct observation, document analysis, and focus group discussions, the research explores how green HRM practices influence employee performance and career development opportunities for young talent. The findings reveal that eco-friendly hotels have implemented various green talent management practices including environmentally-conscious recruitment, sustainability training, green performance management, and employee involvement in environmental initiatives. These practices positively impact multiple dimensions of employee performance: task performance through improved resource efficiency; contextual performance through enhanced teamwork; adaptive performance through increased innovation capability; and environmental performance through strengthened pro-environmental behaviors. The effectiveness of these practices is influenced by top management commitment, integration with business strategy, training quality, organizational culture, and resource availability. Young employees perceive involvement in green initiatives as valuable for developing leadership skills, expanding professional networks, and enhancing market competitiveness, although they identify the need for clearer sustainability-focused career paths. The study contributes to GHRM and talent management literature by explicating the mechanisms linking green talent management with performance outcomes in the hospitality industry context, while providing practical implications for hotel managers seeking to enhance both environmental sustainability and human resource performance. The research underscores the importance of a holistic approach to green talent management that aligns environmental priorities with employee development and organizational strategy.

In the midst of increasingly complex globalization, organizations must continue to innovate and maximize the potential of existing resources to achieve competitive advantage. Human Resource Management (HRM) plays a strategic role in managing employees as important organizational assets. This research uses a Systematic Literature Review (SLR) approach to review various literatures that discuss the relationship between HRM strategies and achieving competitive advantage. The results of the literature analysis show that effective HRM strategies, including competency-based recruitment, employee development through training and education, fair reward systems, and the use of technology such as Human Resource Information System (HRIS), can improve organizational performance and competitiveness. In addition, transparent performance management and good internal communication are also important supporting factors. Nonetheless, challenges in implementing HRM strategies remain, such as changes in organizational culture and budget constraints, which require an adaptive approach. This research provides insights into how the right HRM strategy can contribute to the achievement of competitive advantage in the face of fast-changing global market dynamics.

In a rapidly changing and competitive business era, an effective human resource (HR) management strategy is a vital foundation for the sustainable growth of an organization. Basuki expressed this by stating that in a dynamic and competitive business environment, an effective HR strategy is an important key to sustainable growth. This research method is a literature review research. Literature review is a description of theories, findings, and other research materials obtained from reference materials to be used as a basis for research activities to compile a clear framework of thinking from the formulation of the problem to be studied. The author summarizes, analyzes, and synthesizes critically and in depth from previous literature. The results of this study state that Kentucky Fried Chicken (KFC) is one of the largest fast food restaurant chains in the world that focuses on fried chicken. KFC's operational success depends not only on quality products, but also on skilled, motivated human resources (HR) who are in accordance with the organizational culture. In a highly competitive business context, strategic planning and HR recruitment at KFC are one of the main keys to maintaining competitive advantage and the best service to customers.

Effective recruits are key in human resource management (human resources) to achieving organizational goals. Good recruitment strategies not only attract qualified candidates but also ensure compliance between the needs of the company and the competence of prospective employees. The main focus lies in the importance of building strong branding to attract high-quality candidates. Moreover, the experience of the candidate during the recruiting process is important, where positive interaction can enhance the image of the company in the eyes of prospective employees. This research aims to explore and analyze effective recruiting strategies in human resource management. In a context of growing competition in the labor market, organizations need to adopt innovative recruiting methods to attract quality talents. The qualitative approach is used to further the best practices and challenges faced in the recruiting process. Data is collected through analysis of literature from credible sources. Research shows that the use of technology, such as digital platforms and social media, and an emphasis on organizational culture, is essential to attracting appropriate candidates. It is hoped that these findings may provide a guide to the company in formulating an adaptive and sustainable recruitment strategy, in support of the organization's growth and success.

This research examines formation management at the Regional Staffing Agency of Central Kalimantan Province using a descriptive qualitative approach. The focus of the research includes the implementation of formation management, identification of the scope of routine activities, and development of optimization strategies. The results revealed that formation management has been implemented through various integrated aspects, including employee needs planning, formation preparation, staffing budget preparation, employee recruitment process, development and training, and performance evaluation. BKD Central Kalimantan Province has shown good performance in carrying out its duties and functions, focusing on developing employee competencies and increasing employee mobility as part of a quality formation strategy.

Human resource management (HRM) plays an important role in helping organizations achieve short-term and long-term goals by aligning those goals with overall business strategy. The purpose of writing this paper is to determine the relationship between Human Resource Management (HRM) and business strategy and to provide an overview of effective employee training and development to increase company productivity. The research method used is qualitative with data collection techniques through literature study. Based on the studies conducted, it is known that the assumption of a close relationship between business strategy and HRM methods is based on contingency theory. This theory emphasizes that human resource management methods are selected according to the type of competitive strategy adopted by the business. A well-crafted business strategy should align with the company's core mission and vision, and serve as a roadmap for achieving profitability, competitiveness and sustainable growth. In addition, proper training and development can significantly influence employee productivity, which in turn will improve the well-being and prosperity of the company. This shows the importance of planning and implementing training and workforce development, both at the company and public levels, to achieve the organization's long-term goals. Keywords: , , ,  , 

Madani Mekar Syariah National Capital (Persero) Jaten Unit Branch Office has 2,000 MSME customers divided into 110 MSME customer groups. This research aims to find out how the strategy for developing and implementing human resource development strategies is in an effort to increase the efficiency of PT employees' working hours. PNM Mekar Syariah. The type of research used is qualitative research which is descriptive analysis. The method used is the multiple linear regression analysis method. Data collection techniques use observation, interviews and questionnaires. Data analysis techniques use Descriptive Statistics, Validity Test, Reliability Test, Data Reduction, Data Presentation, Descriptive Analysis, and Drawing conclusions. Data validity techniques use Statistical Data Analysis and Hypothesis Testing. The results of this research are, holding training, holding formal education for employees, for example undergraduate level scholarships, providing regular coaching for employees, carrying out recruitment according to PT's needs. PNM Unit Jaten, gives awards to outstanding employees.  

uman Resource Management (HRM) involves determining planning, organizing, implementing, and monitoring to achieve organizational goals with a primary focus on human resources, namely employee management, employee potential development, service provision, employee behavior direction, and employee discipline supervision. This ensures that human resources can demonstrate the optimal performance demanded by the company to achieve the goals set by the organization. This article falls under the category of qualitative research with a literature review approach (library research). The collection of journals related to the theme aims to gather data and information related to genetic, social, and ecological leadership theories. The sources used include books or articles obtained from physical forms and other applications such as Google Scholar, Mendeley, ScienceDirect, and others. Human Resource Management (HRM) is a discipline responsible for managing people in an organization. This includes planning, organizing, directing, and controlling human resources to achieve organizational goals effectively and efficiently. HRM plays a role in managing various aspects related to employees, such as recruitment, selection, training, development, motivation, performance evaluation, and compensation. Human resource control must be holistic, employee-oriented, and integrated with the organization's business strategy. Therefore, it can be concluded that this involves the use of various tools and techniques, including performance measurement, structured feedback, employee development, and the implementation of fair and consistent policies and procedures.

The aim of this research is to examine the Public Relations (PR) strategies within the Public Relations Department of the Ministry of Health Polytechnic (Poltekkes) Palu in attracting prospective new students. The study employs Ronald D. Smith's Strategic Planning for Public Relations, which categorizes its steps into four phases: formative research, strategy, tactics, and evaluative research. The research methodology used is a qualitative approach with a case study. Data is collected through observation and interviews with key informants from the Public Relations Department of Poltekkes Palu and relevant stakeholders. The findings from the formative research phase indicate that Poltekkes Palu's PR has identified several conventional strategies that are not effective in attracting new students, such as brochures, banners, and traditional forms of socialization. In the strategy phase, Poltekkes Palu plans to create podcasts to build brand awareness and market through social media as part of a broader marketing tactic. Social media is deemed a highly relevant channel, especially for reaching high school students. During the evaluation of the previous academic year, the Public Relations Department of Poltekkes Palu recognized valuable insights into the shortcomings of their strategies for student recruitment. The evaluation results show that the use of social media and digital marketing was not fully implemented in the previous academic year. Therefore, evaluative research serves as the foundation for identifying areas of improvement and refinement.  

Human resource management supports companies to gain competitive advantage through business strategy. The aim of this research is to provide an overview of the role of human resource management (HRM) in establishing competitive advantage in companies and to find out which employee recruitment and training are best used to increase competitive advantage. The research method used is descriptive qualitative with literature review data collection techniques. Based on the results of the review, it is known that competitive advantage is achieved through the company's internal environment, namely human resources. Therefore, it is necessary to strengthen the company's internal environment through employee recruitment as well as employee training and development.

This research aims to determine the planning, organization and strategy for recruitment and selection of teaching and educational staff at Al Ma'soem Middle School, Jatingor, Sumedang Regency. This research uses qualitative methods, this research was carried out at Al Ma'soem Middle School, Jatinangor, Sumedang Regency, the techniques used in collecting data were interviews, observation and documentation. Carry out data reduction, present data, and draw conclusions as data analysis techniques for this research. The results and conclusions of this research are; 1) The teacher recruitment and selection process at Al Ma'soem Jatinangor Middle School starts with analyzing the needs of available teaching and education staff and the condition of the number of students in the current year and those estimated for the following year, then submitting it to the foundation. 2) The role of the foundation in implementing recruitment and selection is to be the party that provides human resources, which are then given to schools for selection. 3) The types of selection carried out are: administrative selection, psychological tests, written tests, micro teaching tests and interviews. 4) There is a division of work between teachers, curriculum assistants and school principals in carrying out the selection.

This research aims to find out how HRM strategies can improve Competitive Advantage in the case study of Esy Tourism in Wundulako District, Kolaka Regency. This study uses a qualitative method. The informants in this research consisted of the owner and all employees. Esy Tourism. Data collection techniques are through observation, interviews and documentation. Meanwhile, the data analysis technique uses an interactive model, which includes data collection, data reduction, data presentation and drawing conclusions. Based on the results of research conducted by researchers, the conclusion that can be drawn is that the HRM strategy in increasing the competitive advantage of Esy tourism MSMEs still does not fully use the HRM strategy, where employee recruitment still uses a family basis and is not competent according to the HRM strategy, but other strategies already use the strategy. HRM.  

In the current era of globalization, there is a lot of competition from various schools or madrasas, to offer the best quality from their institutions. This can be seen from the various forms of promotion and strategy, moreover educational institutions with a private background are certainly required to have higher quality and competitiveness compared to other educational institutions, especially those with a state label. This research in general, aims to describe (1) how the recruitment of students is carried out at Karya Bunda Middle School (2) What is the strategy used by Karya Bunda Middle School in recruiting new students (3) What are the obstacles faced by the school in the student recruitment process at Karya Bunda Middle School. This research uses descriptive research with a qualitative approach. The subjects in this study were the principal, educators, students, education staff, and two students. Data collection techniques through observation, interviews and documentation. Data validation techniques with research extension, increased persistence, and triangulation. The results of this study indicate (1) the implementation of student recruitment with technical instructions from the Education Office, the recruitment process does not have selection and applicant tests only need to pay administrative costs and have actually passed SD (2) The strategy used in recruiting students is a promotion strategy, namely a strategy from door to door, distributing brochures and placing advertisements on social media, visiting SD/MI, community activities, and working with students (3) in the process constraints the recruitment of these students is due to limited classroom space, unable to compete with the country and less desirable.

The Human Resources Department has the responsibility to oversee and manage human resources and everything related to the strategy of recruiting quality employees and the period of time when the Human Resources Department is looking for new candidate replacements. The importance of the ability to recruit quality employees for the Human Resources Department is one of the factors in improving professional human resources, and recruitment problems can be resolved well, thus reducing existing issues. This study aims to determine the strategy of recruiting quality employees at the Quest Prime Hotel and to overcome obstacles in the employee recruitment process at the Quest Prime Hotel. This research is a qualitative study that takes place at the Quest Prime Pemuda Hotel in Semarang. The subject of this study is the Human Resources Manager. The methods used in this study are Observation, Interview, and Documentation, thus obtaining accurate data. The form of recruitment process implemented by the Human Resources Department is by analyzing the required positions, screening the workforce, conducting interviews and selections, and making decisions, so as to obtain new employees with quality standards.

Madrasas have a dual role, namely as a place to gain knowledge and form the character of akhlakul karimah. Madrasas also remain in the main challenge to always improve quality institutionally through developing madrasas into quality educational institutions. This study seeks to describe the implementation of quality development strategies at MAN 1 Ciamis and MAN 2 Ciamis. The study used a qualitative descriptive method with the research subjects being the Head of Madrasah, Deputy Head of Madrasah, Teachers, and Students. To obtain data used techniques of observation, interviews, and documentation studies. The collected data were analyzed through data reduction, data presentation, drawing conclusions, and triangulation. The results of the study show that the implementation of the development strategy carried out by MAN 1 Ciamis and MAN 2 Ciamis are: 1) development of superior programs according to the characteristics of madrasas; 2) student program by selecting the acceptance of new students and the development of talent interests; 3) human resource development program with attention to HR recruitment and competency development through training; 4) infrastructure development program to support learning activities.

Madrasas have a dual role, namely as a place to gain knowledge and form the character of akhlakul karimah. Madrasas also remain in the main challenge to always improve quality institutionally through developing madrasas into quality educational institutions. This study seeks to describe the implementation of quality development strategies at MAN 1 Ciamis and MAN 2 Ciamis. The study used a qualitative descriptive method with the research subjects being the Head of Madrasah, Deputy Head of Madrasah, Teachers, and Students. To obtain data used techniques of observation, interviews, and documentation studies. The collected data were analyzed through data reduction, data presentation, drawing conclusions, and triangulation. The results of the study show that the implementation of the development strategy carried out by MAN 1 Ciamis and MAN 2 Ciamis are: 1) development of superior programs according to the characteristics of madrasas; 2) student program by selecting the acceptance of new students and the development of talent interests; 3) human resource development program with attention to HR recruitment and competency development through training; 4) infrastructure development program to support learning activities.

Human resource management (HR) has a very important role in managing human capital and talent management in organizations. The presence of qualified and professional human resources can become strategic players in achieving organizational goals and improving individual and collective performance. This study aims to examine the function of HR as a strategic player in human capital management and talent management. This study uses a qualitative descriptive research method by collecting data through interviews, observation, and analysis of related documents. Respondents to this study were HR managers, employees and team leaders working in various companies in the private sector. The collected data were then analyzed using a thematic approach. The results of the study show that the function of HR as a strategic player in human capital management includes the process of recruitment, selection and appropriate placement, competence development, performance management, as well as coaching and fair rewards. Good human resources can help organizations manage human capital effectively, increase productivity, and build a positive organizational culture. In addition, the function of HR as a strategic player in talent management involves identifying and developing individual potential, creating clear career paths, managing knowledge and experience, and leadership development programs. Human resources who are able to manage and utilize existing talent will help the organization face the challenges of intense competition and ensure long-term sustainability.

The research in this dissertation is motivated by the phenomenon of the development of quality educational institutions that have a good process to create high student achievement, design a good curriculum taught by qualified teachers and good products as evidenced by the students being able to compete with superior schools. inside and outside the city so that, with a good process, Madrasa are no longer underestimated and even become the community's main choice of superior schools. The research approach uses qualitative methods. Data collection techniques are participant observation, in-depth interviews and documentation. The data analysis techniques used are 1) single case data analysis, 2) cross-site analysis. From the results of this study, it can be concluded that: ( 1) The formulation of the madrasa principal's strategy in developing students' talents and interests at MTsN 3 Nganjuk and MTsN 2 Kediri City is carried out by : formulating the vision and mission of the madrasa, determining the goals of planning for the development of student talents and interests that have been carried out by the madrasa, mapping talents and interests based on abilities and fields of study . Recruitment of basic education students with implementation of strict selection assessment taking into account several assessments, namely the recruitment of the academic path through with report cards and Olympics. Non-academic selection recruitment is seen from the results of students' memorization of the Koran, sports, arts and so on . (2) The implementation of the madrasa principal's strategy in developing students' talents and interests at MTsN 3 Nganjuk and MTsN 2 Kediri City is carried out by: 1) Programs of extracurricular activities provided for all students according to their potential, interests, talents, and abilities, so that students can develop maximally. 2) Supporting activities through routine and spontaneous activities that are carried out optimally can develop students' talents and interests.