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Language is known as a tool for interaction or communication that people use every day in various contexts, including education, economy, travel, and religion. Language skills include four components: speaking, listening, reading, and writing. From the learning outcomes are still low with 6 students failing, researchers need to make improvements to learning. The purpose of this improvement is so that researchers can improve weaknesses in the next. Based on the results obtained by researchers in implementing research at SMA Bersama Berastagi both through assignments, Student Worksheets (LKS) and Based on the results of the exam, students' ability to write drama scripts has increased. This is evidenced by students having mastered the skills of writing drama scripts.

Human resources are potential or assets that are material capital. Ini organizations and problem that can be realized into real potential physically and non-physically.The scope of this research is the Effect of Ability and Work Motivation on Employee Performance at PT KAI Logistik. The purpose of this study is to determine the effect of Ability and Work Motivation on Employee Performance at PT KAI Logistik. the method used is multiple linear regression using questionnaire data distributed to 35 respondents at PT KAI Logistik.The results showed that ability has a partial effect on employee performance with t_count (15.261) > (1.69389) t_(table ) while the sig value (0.00) < (0.050) work motivation variable has a partial effect on employee performance with a t_count value (7.901) > (1.6389) t_(table) and when viewed from the sig value (0.00) < (0.05) Work Ability and Motivation affect employee performance simultaneously with an f_count value of (154.831) > (3.29). Work ability and motivation have a partial and simultaneous effect on employee performance at PT KAI Logistik.

The problems faced by partners are in the form of teacher Civic teachers in Pacitan Regency had difficulties in preparing individual learning tools. Therefore, the Citizenship Learning and Education Research Group conducted a workshop on developing Learning Objective Flows and Teaching Modules with the help of Assessment Applications. The purpose of the service is to improve the teacher's ability to develop learning designs. The service method used is in the form of a workshop with a blended learning model. Implementation is carried out in five stages, namely identifying the characteristics of workshop participants, preparing materials, creating digital classes and the necessary platforms, carrying out offline and online workshops, evaluating workshop results. The result of the service is that after attending the workshop, the teacher can make ATP and modules according to the criteria. while additional outputs are in the form of publications in online media and community service videos.

Garbage banks have the potential to increase people's income. Where the waste bank can turn waste into useful items. Products made by waste banks are diverse, both in the form of accessories and crafts. The production of product waste is already good and useful. The member of the waste bank can make attractive products to fulfil the demand of the public. But in terms of selling their products, the waste bank doesn't really understand what kind of attraction is suitable to make their products sell. To overcome these problems, direction is needed using product photography which can increase the selling value of the product. This training aims to improve the community's ability to manage their products with product photography that can increase selling power. The method in this service is the mentoring method. The mentoring was conducted at the Gulon Asri Garbage Bank, Jebres, Surakarta. This training focuses on fostering the creativity of residents to make product photography with smartphones so that it is hoped that it can help residents sell their work from the Gulon Asri Waste Bank to become more attractive through social media.

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.    

The purpose of this research is to determine the influence of personality and work abilities on employee performance at the Raba Bima District Prosecutor's Office. The population in this study was 60 employees. The sample used in this research was 45 employees. The sampling technique used in this research is purposive sampling. Purposive sampling is a technique for determining samples with certain considerations (Sugiyono, 2016). The criteria for respondents in this research are ASN (state civil servants) employees at the Raba Bima District Prosecutor's Office.

The purpose of this research is to determine the effect of employee engagement on work ability on employee productivity. The research objects used in this research are employees at BPR Bank Buleleng 45 Senirit Cash Office in Bali. The method used in this research is a quantitative descriptive method with data collection instruments in the form of questionnaire. Statistical data analysis (SPSS) to test the hypothesis that has been proposed. The results of this research are 1) employee engagementpositive and significant effect on employee productivity with t value >1 table = 2.524 1.071 sig=0.015; 2) work ability has a positive and significant effect on employee productivity with a calculated t value > t table = 5.062 >1.071 sig=0.000.3) employee engagement and work ability simultaneously hasp an effect on employee productivity with the calculated F value-73.685 and a significant value of 0.000.  

Human resources are the most dominant factor in an organization that is built based on needs and implementation. Effective human resource (HR) management must be considered in order to increase competitiveness in the global market and contribute to creating competence in an organization. At this time, human resource management (HR) in the future will become a major concern in the world of business and management, which is a key factor in preparing society to face challenges in the future which are increasingly complex and dynamic, so that organizational planning, implementation and control of resources is needed. human resources in the organization to achieve goals effectively and efficiently. With this, in a business world that continues to develop, it is important for organizations to understand and develop competencies so they can face the challenges and obstacles that continue to arise. Then, a future filled with technological changes, market dynamics and global challenges requires human resources (HR) who have relevant and competent skills and knowledge who are able to compete to maintain and increase the competitiveness of an organization. Success or failure depends on the ability of human resources to carry out their duties and functions. This does not only apply to workers, but in educational institutions, and in society for the future stages of their lives. Formal and informal education, lifelong learning, and access to information technology are key elements in ensuring continued competency. Apart from that, organizations and governments need to play an active role in creating an environment that supports the growth of human resource (HR) competencies. By increasing human resource competency, society can be better prepared to face future technological, economic and socio-cultural changes. The aim of this research is to provide competency development in organizations so that they are able to produce superior human resources (HR) in facing the future involving skills that are relevant to market needs. The research method used in this research is the literature study method. Where researchers study and analyze then provide appropriate descriptions in the form of competencies, organization and methods. The results obtained show that the development of appropriate organizational competencies can provide benefits such as better adaptation to changes in the innovation environment and more effectiveness, as well as achieving organizational competency excellence which requires understanding their business context and identifying the most relevant basic competency components so that they are effective in achieving goals. their strategy.

This research aims to determine the influence of the work environment and technological ability on employee performance at PT. Semen Tonasa Pangkep Regency. The method used in this research is a quantitative method with the number of respondents being 75 employees who were used as samples using a sampling technique, namely a saturated sample, where the data collection technique used a questionnaire. The analysis used in this research is a multiple linear regression test. Simultaneous test results of work environment variables and ability to master technology have a positive and significant effect on employee performance variables as proven based on simultaneous test results with a significance value of f<α (0.000<0.05). Partial test results for work environment variables have a positive and significant influence on employee performance variables with a significance value of f<α (0.000<0.05). Partial test results for technology mastery ability variables have a positive and significant influence on employee performance with a significance value of f<α ( 0.001<0.05)  

This research is to determine the influence of work ability variables (X1), education level (X2) and compensation (X3) on employee performance (Y) of CV Alif Media Informatics. Quantitative type. The data collection techniques used are primary data and secondary data. Sample selection used the saturated sampling method, the total sample was 34 respondents at CV Alif Media Informatika. This research data was obtained through questionnaires, interviews and literature studies.The analysis techniques used are Validity Test, Reliability Test, Classical Assumption Test, Multiple Linear Regression Analysis, T Test, F Test and Coefficient of Determination Test. The results of the research obtained the multiple linear regression equation Y= -1.986 + 1.130X1 + 0.781X2 + 0.715X3 and the t test results of the work ability variable had a partially significant effect on employee performance. t test results: The educational level variable has a partially significant effect on employee performance. The results of the t test of the compensation variable have a partially significant effect on employee performance. The F test results obtained Fcount results with a significance value of 0.000 < 0.05. From the results of the analysis it can be concluded that work ability, level of education and compensation simultaneously and significantly influence employee performance.  

The existence of humans in an organization has a very vital position. The success of an organization is largely determined by the quality of the people who work in it. Rapid changes in the environment require their ability to capture these changing phenomena, analyze their impact on the organization and prepare steps to deal with these conditions. This journal is descriptive analysis. This method solves problems by describing and analyzing them, then looking for solutions to the problem based on the results of the literature review. Apart from that, there are several authors' points of view which are used as a basis for finding solutions to problems based on the results of the literature review. Apart from that, there are several author's points of view which are used as explanations to find solutions to the problem of work experience on employee performance. The definition of work experience consists of several types provided by experts. Experience in all activities is very necessary because experience is the best teacher. The meaning of this is that a person learns from the experiences they have experienced. HR management is the science and art of managing the relationships and roles of the workforce so that they are effective and efficient in order to help realize the Company's goals. They also need to implement workplace practices that are based on upholding fundamental rights in the workplace and international university standards, and fostering good HR management relationships as important for increasing productivity and decent work.

This study aims to determine the role of Islamic Extension Workers in empowering the economy through the basic food business carried out by the Ministry of Aceh Province, Bener Meriah Regency. The approach used in this study is descriptive qualitative, that is, after the data has been collected, a qualitative analysis is carried out and describes one data with other data in such a way as to obtain a complete general picture of the problem under study. Then the data collection method uses observation, interviews, and documentation. In determining research subjects, the authors use purposive sampling technique with informants one taklim board of directors, one person in charge of the basic food business and three worshipers.The results of this study are: Islamic religious instructors carry out informative/educational and consultative roles as well as the implementation of expected roles and actual roles and Result of the economic empowerment is the formation of financial independence of the taklim assembly and the creation of the congregation's ability to meet basic needs.

The aim of this research is to determine the supporting and inhibiting factors in developing a tarabunga tourist attraction based on local community participation. This research uses a qualitative method with a descriptive approach and data collection techniques through observations and interviews with nine informants. The results of this research describe the supporting and inhibiting factors in efforts to develop tourist attractions based on local community participation. Supporting factors include the provision of opportunities to the community, the will of the community, the ability of the community, cooperation and support from the government. The supporting factors for developing this tourist attraction are very good to be implemented and applied at the location of the Tarabunga tourist attraction and this is done well by some of the community. Meanwhile, inhibiting factors include different work backgrounds, causing individuals to be busy, lack of knowledge and insight regarding the development of the tarabunga tourist attraction, making it difficult for them to participate in the development of the tarabunga tourist attraction, lack of funds or limited funds making it difficult to implement tourism development programs and infrastructure is hampered. Efforts are being made to develop the Tarabunga tourist attraction based on community participation. We must pay attention to what are indicators of community participation-based tourist attraction development, namely the formation of Village-Owned Enterprises (BUMDES), deliberation and outreach, economic empowerment for local communities, and the importance of maintaining the culture and environment of tourist attractions. Community participation in efforts to develop the Tarabunga tourist attraction can be done through various forms of contribution, such as providing ideas, energy, expertise, money and goods.  

The VUCA (Volatile, Uncertain, Complex, Ambiguous) era has significantly changed the business landscape, forcing organizations to change their approach to recruitment and selection strategies. In this context, this research explores how organizations can adapt their recruitment and selection practices to address the challenges of the VUCA era. This study presents an in-depth literature review of recruitment and selection strategies relevant to the VUCA era. We highlight a shift from an emphasis on technical skills toward assessing adaptability skills, situational leadership, and the ability to collaborate in multidisciplinary teams. In addition, this research considers the use of technology such as data analysis and artificial intelligence in the recruitment and selection process. We illustrate its usefulness in identifying candidates that have the potential to deal with uncertainty and ambiguity. The results show that organizations need to change their recruitment and selection paradigm to be more responsive to the VUCA era. They should focus on identifying candidates who not only have the necessary technical skills but also have strong adaptability, problem-solving and collaboration abilities. Technology can be a valuable tool in assisting this process. In conclusion, recruitment and selection strategies in the VUCA era must follow market development trends and prioritize attributes that are relevant to the challenges faced by the organization. In this way, organizations can build a workforce that is ready to face uncertainty and achieve long-term success.

In several countries that are classified as developed, the role of the industrial sector is more dominant than other sectors, the industrial sector plays a key role as an engine of economic development. The strategic role of the industrial sector as an engine of economic development is not without reason, because the industrial sector will have derivative impacts, namely increasing the value of capital capitalization, the ability to absorb a large workforce, and the ability to create added value (value added creation) from every input or basic material. which is processed.  

Career development in an era of ambiguity is becoming increasingly important in the modern era of uncertainty and rapid environmental change. The ever-changing business, social, and technological environments pose new challenges for individuals seeking to develop their careers. This research aims to identify career development strategies in the face of an ambiguous work environment, as well as to explore the concepts and practices of career development that exist in this era of ambiguity. This research uses the literature method or literature study, which is by utilizing various literature sources to obtain data. A qualitative approach was chosen because the data produced is in the form of descriptions or words. The results showed that career development is very important in the era of ambiguity, and each individual needs to integrate flexibility, adaptability, and understanding of uncertainty in their career development strategy. With a deep understanding of ambiguity and the ability to adapt, individuals can maximize their career potential in this era of change. Organizations can also support employees by creating an environment that enables growth and development amidst rapid change.  

This paper starts from the activities carried out labour in several periods SP3OR West Java programs undertaken by the government of West Java. It can be seen from the population in some districts in community sports activities. This study aimed to evaluate the extent to which the results and benefits of the program in the district of West Java SP3OR to cultivate and increase the number of Public Participation in sports. This study used descriptive qualitative method, as well as with research subjects labour, SP3OR and districts of Youth and Sports Department of West Java Province. Techniques of data retrieval by means of literature study and field study consisted of observations and interviews triangulation. Triangulation is done to society (the beneficiaries), Electric SP3OR and youth and Sports Department of West Java. These results indicate SP3OR program evaluation that describes the results of the program, the work done in the program, the program's ability to solve the problem of the sport, the distribution of the program at the district level and benefits program for people in the district SP3OR.

In the current era of very tight business competition, companies are required to improve their financial performance. To be able to assess the company's financial performance, all interested parties need to know the company's financial condition as seen from the company's financial reports. To assess the company's financial performance, it can be shown through the financial reports presented by the company management. The importance of the liquidity ratio for financial performance is because liquidity has a fairly close relationship with the company's ability to earn profits (profitability), namely liquidity shows the level of availability of working capital needed for operational activities. Having sufficient working capital makes it possible for the company to operate optimally and not experience difficulties due to the financial crisis. However, excessive working capital actually shows that there are unproductive funds and gives the impression that the company is releasing them to make a profit. Ideally, the company's working capital should be available in sufficient quantities to finance the company's various activities, which means there is no shortage of capital and no idle resources. In this way, the company's ability to improve its financial performance on its assets is maximized, and the current ratio is one of the components of the liquidity ratio used in this research.

Esources such as capital and office infrastructure. Human resources are the most important thing for an institution, because humans have the ability to set goals, collaborate, and work so that planned goals are achieved. Likewise, it is no less important than the office infrastructure in an institution that has a big influence in efforts to increase work efficiency and effectiveness. Therefore, an institution really needs office infrastructure that can be used by employees in carrying out their duties and responsibilities so that administrative activities and other operational activities can run well and smoothly. Office infrastructure is one of the factors that supports the success of an institution in achieving the organization's goals. Office facilities and infrastructure are an important part that need to be prepared ideally and continuously so that they can ensure the smooth running of employee work activities. Considering that office facilities and infrastructure are very important in efforts to facilitate employee work activities, therefore it is necessary to manage adequate facilities and infrastructure. Means are anything that is used as a tool to achieve aims and objectives, means are more indicated for moving objects such as computers and machines. Infrastructure is something that is the main support for the implementation of the process (Business, Development, Project), infrastructure is more indicated for immovable objects such as buildings, space, land. Work effectiveness is a condition that shows the level of success of management activities in achieving goals including quantity work, quality of work, and timeliness in completing work. Effectiveness is often associated with an efficient system, so that the service process takes place effectively, optimally and on time, thereby eliminating the need for overtime work with its implications. The efficiency of work processes, the level of effectiveness of office technology users, and the comfort of the work environment will directly and indirectly influence employee performance in completing assigned tasks. Apart from that, there are also various factors that influence work effectiveness, including: time, tasks, productivity, motivation, work evaluation, supervision, work environment, equipment and facilities. It is logical and appropriate if increasing effectiveness is made one of the government's long-term targets in implementing its strategy. Based on the phenomena presented above, it is clear that the Office of Industry, Trade, Energy and Mineral Resources of North Sumatra Province has not been well managed regarding infrastructure and has not complied with the appropriate regulatory principles. Problems like this should be addressed immediately and maximized so that in the future it can be as good as it should be. If this is resolved, it will certainly create a comfortable and conducive atmosphere so that employees can carry out their work responsibilities well and optimally. Therefore, the researcher was interested and conducted research as a result of an internship, with the title "The influence of the lack of office infrastructure on the effectiveness of employee performance

The purpose of carrying out this research is to find out: (1) The steps for implementing individual guidance by the principal for teachers to increase teacher work productivity at SMP Negeri 3 Muntok, and (2) The magnitude of the increase in teacher work productivity after implementing individual guidance developed by the school principal . This research is school action research analyzed using a qualitative approach. The research was carried out at SMP Negeri 3 Muntok in 2019. The research results obtained were: (1) The implementation of individual guidance can be developed based on the steps: (1) Guidance on developing learning models through comparative studies and follow-up planning, followed by analytical guidance SWOT; (2) Guidance on the implementation of educational administration, followed by providing direct feedback on the results of the teacher's work; (3) Advanced guidance sets reliable targets, developed through joint evaluation of program targets for other teachers who are also experiencing the same problems; (4) Guidance on how to carry out collaboration with other teachers in more depth, up to the ability to demonstrate the materials needed by other teachers; (5) Guidance on effective and efficient work strategies, which are developed through training in determining optimal quantity figures and how to measure them, namely through scoring techniques; (6) Developing motivational guidance; (7) Building independence so that teachers avoid plagiarism-based activities, and guidance in making effective plans; (8) Guidance in making effective work planning coupled with innovative aspects; (9) Encourage teachers to implement programs to increase teacher competency through seminars and workshops followed by implementation of the results of new experiences from teacher activities; (2) The implementation of individual guidance is able to increase teacher work productivity in schools by resolving teacher problems in the development and implementation of learning programs in schools.