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Training and development of human resources (HR) is an important aspect in improving organizational capability. Organizational capacity is the power of an institution to achieve strategic goals through the proper utilization of available resources. This research aims to examine the extent to which HR training and development affect organizational capacity building. The method used is a literature review with a qualitative approach, studying various relevant previous studies. The results of the analysis show that HR training and development make a significant positive contribution to organizational capacity building in both the public and private sectors. The findings highlight the importance of continuous investment in training and development programs to improve organizational competitiveness and efficiency.  

Penelitian ini bertujuan mendeskripsikan upaya pengembangan sumber daya manusia dalam meningkatkan kualitas pelayanan publik di Dinas Perpustakaan dan Kearsipan Provinsi Kalimantan Timur menggunakan metode kualitatif deskriptif melalui pengumpulan data, observasi, wawancara, dan dokumentasi. Narasumber meliputi Kepala Bagian Dinas dan staf terkait. Penelitian yang dilaksanakan di Samarinda ini menerapkan teknik analisis data interaktif meliputi reduksi data, display data, dan verifikasi. Hasil penelitian menunjukkan bahwa kebijakan pengembangan sumber daya manusia di Dinas Perpustakaan dan Kearsipan belum memenuhi standar yang diharapkan, dengan kekurangan dalam pengambilan keputusan kebijakan, pembinaan, pengembangan, promosi, dan optimalisasi pengembangan koleksi. Motivasi dari pimpinan kepada staf perpustakaan serta pelatihan, pendidikan, dan pengalaman kerja yang memadai sangat diperlukan untuk mengembangkan pustakawan berkualitas. Penelitian ini menyarankan agar kebijakan pengembangan sumber daya manusia lebih memperhatikan aspek-aspek yang mendukung kesuksesan, seperti melengkapi perpustakaan dengan teknologi yang dapat meningkatkan kinerja pustakawan dan menghasilkan karya-karya terbaik.

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.

Human resource (HR) planning and development is an important foundation in supporting the achievement of strategic organizational goals. This article comprehensively discusses the HR needs planning process in the managerial and operational context, as well as sustainable HR development strategies. The method used is a literature study with a descriptive approach to explore concepts, theories, and best practices in HR management. The results of the study indicate that HR planning not only includes recruitment and training, but also talent management, career development, and structured performance evaluation. On the other hand, HR development strategies focus on improving competencies through technical training, leadership development, and soft skills to face changes in the business environment. The synergy between planning, operational implementation, and HR development is very important to form an adaptive, competitive, and sustainable organization.  

The rapid transformation toward a digital economy has led to the emergence of the gig economy as a new form of employment relationship. This shift demands the development of new competencies among the workforce, particularly in digital economic literacy, which encompasses the ability to manage flexible income, understand platform-related risks, and optimize digital work opportunities. This study aims to explore the experiences of gig workers in building digital economic competencies and to analyze the challenges faced by educational institutions and human resource development (HRD) programs in preparing an adaptive workforce for this flexible work model. Employing a qualitative phenomenological approach, this study investigates the subjective experiences of gig workers in Indonesia. The findings reveal a significant gap between the digital economic competencies demanded by the new work ecosystem and the preparedness provided by formal education and vocational training systems. Based on these findings, the study recommends the development of HRD strategies centered on digital economic literacy, the adaptation of vocational education curricula, and the design of lifelong learning programs to strengthen workforce resilience in the era of the gig economy.

Suzuki Finance faces challenges in maintaining competitiveness in an increasingly competitive market. One of the key factors in gaining a competitive edge is effective Human Resource (HR) planning and development. This research aims to analyze the HR planning and development strategies implemented at Suzuki Finance to enhance the company’s competitiveness. Using a qualitative approach, this study identifies the policies and training programs implemented and their impact on improving employee skills and productivity. The results of the study indicate that HR planning strategies, based on market needs and continuous employee competency development, play a significant role in improving the company’s competitiveness in the financing industry.

This study aims to analyze the role of competitive human resources (HR) as a determinant of business success and development at the Sumber Berkat Abadi Maumere Cooperative. The method used was descriptive qualitative through interviews, observations, and document review. The results indicate that the implementation of competitive HR is carried out through development, training, performance management, and vision-mission-based strategies. The main factors supporting competitiveness are competence, education, motivation, discipline, innovation, communication, work ethic, work environment, and leadership. Indicators of success are evident in the expansion of branches to several regions and high public trust. Obstacles identified include the lack of a written performance appraisal system and limited technology-based training. This study concludes that competitive HR is the key to the cooperative's progress.

Pasar Seni, also known as Central Market or Pasar Besar, is now one of the main tourist destinations in Kuala Lumpur and has made a significant contribution to Malaysia's creative economy sector. widely used as a reference in various countries. The purpose of this study was to determine the strategy for developing human resources. Data came from 38 traders and 2 managers of Pasar Seni. The research method used a qualitative approach with an exploratory case study design to understand the dynamics of Human Resource Development. The results of the study showed two main programs implemented: 1) a dynamic and integrated Training and Education Program, and 2) a Lifelong Learning Approach. The implementation of the learning approach faced several significant challenges, namely skepticism about the benefits of learning, low digital literacy among senior artists Based on the analysis of current conditions, the community service team proposed a comprehensive and integrative sustainable human resource development model "ARISE Model" as a framework for sustainable human resource development

Leadership training and human resource (HR) development for students of the Faculty of Economics and Business (FEB) at Sultan Ageng Tirtayasa University (Untirta). Organizational culture has an effect on development programs, such as leadership training. this factor is very important in achieving success. This research method uses a descriptive quantitative approach by collecting data through questionnaires given to students who take part in leadership training programs at FEB Untirta. The analysis shows that organizational culture that supports collaboration, innovation, and openness has a positive effect on the effectiveness of leadership training programs. In contrast, organizational customs that tend to be hierarchical and unchangeable can hinder the development of students' human resources. This study assists training program managers at FEB Untirta in developing approaches that are in line with organizational culture to improve leadership training outcomes and student human resource development in the future.  

This study examines the impact of Sri Mulyani’s inclusive leadership on human resource development (HRD) in the Indonesian Ministry of Finance, with a focus on gender equality policies and employee capacity-building programs. Using a literature review method, this research analyzes relevant studies on inclusive leadership and its application in the public sector. The findings indicate that Sri Mulyani’s inclusive leadership, which emphasizes openness, accessibility, and equality, has successfully increased women's participation in leadership positions and fostered a more collaborative work environment. The gender equality policies implemented have not only increased the number of women in strategic positions but also strengthened overall organizational performance. Additionally, capacity-building programsdesigned to enhance technical and managerial skills have proven effective in improving productivity and innovationwithin the Ministry of Finance. This study concludes that Sri Mulyani’s inclusive leadership can serve as a model for other public sector organizations, both in Indonesia and internationally, to promote gender equality and enhance organizational performance through inclusive HR development.

This study examines how women entrepreneurs in Micro, Small, and Medium Enterprises (MSMEs) in the creative economy sector leverage digital technology to strengthen their roles in the urban tourism ecosystem. Using a qualitative approach supported by secondary data and non-intervention observations over six months in South Jakarta, the study analyzes the dynamics of digital adoption, the cultural value of creative products, and structural barriers affecting women's entrepreneurial experiences. The findings reveal that digital utilization is most prominent on easily accessible platforms such as Instagram, TikTok, and WhatsApp, while the use of more complex tools, such as marketplaces, websites, and analytics, remains limited. Women’s creative products, in subsectors like culinary, crafts, fashion, and others, prove to enrich the tourism experience and reinforce the city's destination identity. However, low digital literacy, minimal mentoring, and weak integration into the formal tourism supply chain hinder the optimization of these potentials. Additionally, the digital adoption patterns found support the Technology Acceptance Model's explanation that the perceived ease of use is a key factor in early technology adoption. This study fills an important gap in the literature by linking gender issues, digital transformation, the creative economy, and urban tourism within a unified framework. The research emphasizes the importance of strengthening digital capabilities and structured collaboration between women-led MSMEs and tourism stakeholders to enhance the sustainable competitiveness of destinations.

In the era of globalisation and rapid technological development, developing the competencies of teachers and education staff is key to improving the quality of education. This article discusses various strategies for competency development in education human resource management (HRM), with a focus on teachers and education staff. Adopting an evidence-based approach identifies effective methods for training and professional development, including the utilisation of technology, online courses, and experiential learning. In addition, it explores the critical role of constructive feedback and continuous evaluation in the competency development process. The research underscores the importance of integration between HRM theory and daily educational practice to achieve optimal results. The results of this article are expected to provide practical guidance for educational institutions in designing effective development programmes to improve teacher and staff performance and advance the education system as a whole.

This article addresses the importance of developing high-quality human resources (HR) in educational institutions and how this is key to success. The main issue discussed is the challenges in enhancing HR quality amidst the rapidly changing educational landscape. The objective of this article is to explore effective strategies for HR development and identify its impact on institutional performance. The methods used include literature review and case analysis from various educational institutions. The findings reveal that competency-based approaches and continuous training significantly improve teaching and managerial quality. The conclusion emphasizes that educational institutions that succeed in HR development will have a competitive advantage and achieve better educational outcomes.

Untuk menunjang perkembangan sebuah usaha, kualitas dari sumber daya manusia yang baik akan berguna dalam membentuk karakter individu yang memiliki kemampuan dan motivasi dalam menjalankan aktifitas dari usaha yang dijalani. Serta, seorang pengusaha dituntut untuk selalu melakukan inovasi pada produknya. Hal ini berfungsi sebagai bagian dari strategi pemasaran untuk menarik banyak pelanggan sehingga akan dapat bertahan ditengah perkembangan dunia usaha pada masa kini. Tujuan diadakan penelitian ini adalah untuk mengetahui pengaruh kualitas sumber daya manusia dan inovasi produk terhadap perkembangan UMKM di Kota Solok. Penelitian ini termasuk ke dalam jenis penelitian kausalitas. Data yang digunakan adalah data primer yang diperoleh melalui kuesioner yang diisi oleh responden. Populasi penelitian ini adalah seluruh karyawan yang bekerja di 22 UMKM industri kerupuk dan sejenisnya yang ada di Kota Solok yang berjumlah 95 orang. Teknik pengambilan sampel penelitian ini menggunakan total sampling. Sehingga, jumlah sampel yang akan digunakan berjumlah 95 orang. Teknik analisis data menggunakan uji instrumen penelitian, analisis regresi linier berganda, uji koefisien determinasi dan uji hipotesis. Hasil penelitian yang diperoleh adalah kualitas sumber daya manusia serta inovasi produk berpengaruh secara parsial terhadap perkembangan UMKM. Dan secara simultan, kualitas sumber daya manusia dan inovasi produk berpengaruh terhadap perkembangan UMKM. UMKM)

When globalization brings significant changes to the business world, companies must strengthen their advanced human resource management foundations through innovation in employee training and development. Given the dynamics of change and intense competition, human resource training and development are becoming increasingly crucial. Effective training enhances individuals' skills while fostering an organizational culture that supports innovation and learning. Companies can gain a competitive advantage by enhancing their employees' ability to adapt to change through the implementation of inventive HR training approaches.

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.

Penelitian ini bertujuan mengkaji strategi pertumbuhan yang efektif untuk membangun ketahanan bisnis pada UMKM Kopiah Resam di Bangka Belitung. Kopiah Resam merupakan kerajinan tangan khas yang terbuat dari bahan resam, namun menghadapi tantangan kelangkaan bahan baku dan persaingan pasar. Melalui tinjauan pustaka, penelitian ini mengidentifikasi strategi kunci seperti penggunaan teknologi maju, inovasi produk, peningkatan sumber daya manusia, dukungan promosi, dan orientasi pasar. Strategi yang direkomendasikan meliputi diversifikasi produk, penguatan branding, penetrasi pasar digital, kemitraan lokal, serta pelatihan dan pengembangan SDM. Integrasi teknologi modern dalam produksi dan pemasaran online dapat meningkatkan efisiensi dan jangkauan pasar. Inovasi desain dan kolaborasi dengan desainer lokal dapat meningkatkan nilai tambah suatu produk. Dukungan dari pemerintah maupun lembaga terkait dalam pelatihan SDM, dan promosi juga penting untuk meningkatkan kualitas dan visibilitas produk Kopiah resam. trategi yang telah terintegrasi ini diharapkan bisa memberikan fondasi kokoh bagi ketahanan dan pertumbuhan UMKM Kopiah Resam sebagai tulang punggung ekonomi lokal Bangka Belitung

With thousands of islands and long beaches, Indonesia is the largest archipelagic country in the world. With this geographical diversity, there is a lot of potential in the maritime sector, including abundant marine resources. Indonesia's maritime affairs greatly influence its history, culture and economic progress. There is no doubt that Indonesia's rich maritime resources must be utilized properly so that they can become a sustainable resource for the country's future. The method used is library research. Specific characteristics that are used as a basis for developing research knowledge include; This research is confronted directly with the data or text presented, not with field data or through eyewitnesses in the form of events, researchers only deal directly with sources that already exist in the library or ready-to-use data, as well as secondary data used. The results obtained are: To ensure the sustainability of its rich and important maritime sector, Indonesia can utilize its rich maritime traditions as capital to achieve sustainable economic growth and preserve the marine environment. Indonesia has the opportunity to build a generation that is aware of the importance of maintaining the sustainability of marine ecosystems and local wisdom as an important cultural heritage.

Besarnya potensi Usaha Mikro,Kecil dan Menengah (UMKM) yang berdampak pada peningkatan ekonomi masyarakat, menjadikan suatu keharusan untuk lebih di berdayakan menjadi semakin strategis sehingga dapat mendukung peningkatan produktivitas, penyediaan lapangan kerja yang lebih luas, dan peningkatan pendapatan bagi masyarakat miskin. Usaha mikro yang merupakan bagian dari usaha Mikro, Kecil dan Menengah di Kota Jambi perlu ditingkatkan serta dikembangkan karena menyumbang terhadap pertumbuhan ekonomi daerah serta meningkatkan kesejahteraan masyarakat, tetapi permasalahan yang kemudian muncul antara lain disebabkan oleh masih rendahnya kualitas SDM pelaku industri, strategi pemasaran yang masih kurang dikuasai oleh pelaku usaha dan pendapatan didasarkan pada waktu atau lama usaha didirikan. Penelitian ini bertujuan untuk mengetahui: pengaruh minat dan persepsi pengusaha muda terhadap pengembangan UMKM di Kota Jambi. Menggunakan metode kuantitatif dengan metode analisis data dalam penelitian ini menggunakan Uji regresi berganda, Uji T, Uji F dan Uji  Koefisien Determinasi (R Square). Hasil penelitian menjelaskan bahwa secara parsial variabel minat dan persepsi pengusaha berpengaruh terhadap pengembangan Usaha Menengah dan Keatas di Kota Jambi. Secara simultan atau bersama-sama variabel minat dan persepsi pengusaha muda memiliki pengaruh yang signifikan terhadap pengembangan UMKM di Kota Jambi.

Human resource readiness is an important asset and is the main determining factor in the performance of all activities and institutional activities, so that it can support employee career development. Career development is very important to support life achievements and quality of life as well as job satisfaction with each individual's current achievements. There are two factors in career development that can determine a person's career success, namely internal factors including motivation to progress, intellectual ability, interpersonal skills, level of education, and work experience. Meanwhile, factors that come from outside are the attitude of superiors, the weight of work, job vacancies and work productivity. The aim of this research is to determine the personal readiness of HR in the PKP-PK unit in career development at UPBU Tebelian Sintang and to find out the process, obstacles and solutions regarding HR readiness in career development at the unit (PKP-PK) at UPBU Tebelian Sintang. This study uses a qualitative method. The data collection techniques used were observation, interviews and documentation. The respondents in this research were PKP-PK unit personnel at UPBU Tebelian Sintang. The observations in this research were to conduct reviews and observations at the PKP-PK unit at UPBU Tebelian Sintang. The documentation in this research is activities that occurred in the PKP-PK area at UPBU Tebelian Sintang. The results of the discussion in this research are that Readiness is a process or action carried out by a person to be ready to change or respond to something that can make them ready to provide a certain response or response to a situation and employees in the PKP-PK unit have provided information that their level of readiness is sufficient. far above average. Because it is able to prepare quality human resources who are willing to continue learning and developing themselves and Tebelian Sintang Airport has stages of career development in the Aviation Accident Relief and Fire Fighting (PKP-PK) unit, namely through a proposal process from superiors to be registered and get a queue where there will be further information if there is a call in the queue and then the names that come out must be ready to carry out training to support career development at the PKP-PK unit at Tebelian Sintang Airport.