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Leadership is a classic topic of discussion, but it is very interesting to study because it can be crucial for an organization or company. Organizations or companies involve human interaction, such as the relationship between leaders and subordinates, both of whom work together to complete planned tasks. One of the main responsibilities of a leader is to motivate employees and improve their performance so that they can achieve the goals of the organization they lead. The resources owned by the company will not produce optimal results if they are not supported by human resources who have optimal performance. The purpose of this study is to determine whether leadership style influences job satisfaction through employee motivation and performance. This research uses the type of library research, which is a series of activities related to library data collection methods. The results of this study indicate that leadership, motivation, and job satisfaction are important factors in determining the success and failure of employee performance achievement.

Digitalization in human resource management in the education sector is a strategic step to increase the effectiveness and efficiency of teacher performance. This study aims to determine the HR management strategy by integrating digital to improve the performance of the HR in it, namely teacher. This research was conducted through a literature study by reviewing various relevant sources, such as articles, books, research reports and other references related to HR management in education, teacher performance and digitalization in education. A qualitative approach is used to examine and understand varius strategies that have been proposed by previous researchers. The results of study indicate that the digitalization strategy in HR management can be carried out by carrying out careful planning for the implementation of digitalization into HR management, implementing a digital HR management information system and training educators so that they have sufficient skills and understanding in utilizing digital technology. This research contributes to broadening the understanding of human resource management strategies to improve teacher performance amidst the development of digitalization in educational institutions. These findings can be used as a reference by policy makers and education practitioners in developing strategies to improve the quality ef education in the digital era.

The aims of this study were 1) to determine the human resource management compensation system in education at MTs Nurul Huda Kempas Jaya Village, 2) to determine the inhibiting and supporting factors for the human resource management compensation system in education at MTs Nurul Huda Kempas Jaya Village, 3) to determine the implementation of the human resource management compensation system in improving teacher performance at MTs Nurul Huda Kempas Jaya Village. This type of research is field research, namely research conducted directly with the object of research and data collection is carried out in the field. Researchers are trying to uncover Public Relations Strategies in Increasing New Students at Madrasah Tsanawiyah Nurul Huda Kempas Jaya Village for the 2020/2021 Academic Year. The results of this study are (1) the human resource management compensation system in education at MTs Nurul Huda Kempas Jaya Village is all income in the form of money, direct and indirect goods received by teachers as compensation for services provided to MTs Nurul Huda Kempas Jaya Village . This compensation takes the form of salary, benefits, incentives, and benefits. (2) Inhibiting factors: delays in giving salaries because many SPP payments are in arrears and there are bailouts, there is often overtime work outside working hours so that more funds are needed for payment, employees are often absent without prior coordination so working hours are not filled by officers this results in reduced compensation. Supporting factors: not a large number of educational and educational staff so it is easier to coordinate internally. (3) Implementation of a human resource management compensation system in improving teacher performance, namely at MTs Nurul Huda Kempas Jaya Village, the provision of compensation can be said to be effective in increasing the performance of teachers and employees. Teachers feel more responsible for carrying out their duties and performance appraisals that can improve employment status can have an impact on the welfare obtained and continue to motivate teachers in carrying out their duties. The better the performance appraisal of a teacher, the increase in status and compensation received can be considered.

Improving the quality of education is determined by the readiness of human resources involved in the education process. Teachers are one of the factors that determine the high quality of educational outcomes. Teachers are the most decisive component in the education system as a whole, which must receive central attention, because teachers are always related to any component in the education system. The same thing that is in SMKS PHT Cianjur with the targets and achievements of graduates that are matched with the industrial world, SMKS PHT Cianjur teachers must be equipped with appropriate skills. The results of the study found that competence has a positive effect on teacher performance.

This study focuses on the management of gear pump maintenance on KM Kelimutu ship. Data collection methods are used to identify and investigate the causes of damage that occur in the gear pump. The required maintenance and repair actions are determined based on the analysis results. The process of managing maintenance involves several important steps. First, planning is carried out to determine the planned maintenance actions. Subsequently, organization is conducted by appointing responsible personnel and coordinating with relevant parties to minimize disruptions to the maintenance of equipment and other machinery on the ship. Furthermore, actuating involves efforts to ensure that all human resources work according to their tasks, functions, and competencies in order to achieve company goals. Finally, control is implemented through supervision of each job performed to identify and rectify any potential errors. The results of this study provide insights into the importance of gear pump maintenance and effective strategies in managing the maintenance process. By implementing the appropriate steps, it is expected to enhance the performance of the gear pump, extend its service life, and optimize operational efficiency in the industry.

In the current era of globalization, the rapid development of information technology has penetrated into various sectors including health. The development model of information systems and reports has been computerized. The system, which was originally done manually, is now shifting towards the automation process. Therefore, in making information, a system is needed that can make precise and accurate information. Management information systems need to be defined in more detail to obtain more specific information in hospitals. Hospital human resource information systems provide information to all managers in the hospital. Hospitals can apply management information systems in resource management, especially in job vacancy data, applicant data, permanent employee appointment data, employee data, retirement data, resignation data, employee reward and punishment history data, attendance data, leave data, and position change data to improve effective and efficient human resource performance.

On Time Performance is very important for the image of an airline company. The performance of boarding gate officers is one of main factors in creating On Time Performance during the brading process it is also necessary to have quality human resource support god service to passangers. Gate officers must be careful and coordinae with other staff in carrying out boarding. Analysis of the performance of gate officers in achieving an On Time Performance flight based on performance indicators. To analyze the data in this study using descriptive qualitative methods. Reserch data collection was carried out by means of interviews, observation, documentation and literature studies in the boarding gate work unit area of PT Kokapura Jenderal Ahmad Yani Airport, Semarang. The result of this study are the performance of boarding gate officers who are quite good at providing boarding services to passanger. Boarding gate officers carry out boarding activities in accordance with the Standart Operational Procedure (SOP) that applies to each airline handled by PT Kokapura Ahmad Yani. The obstacle experienced by gate officers was the lack of information regarding flight delays, however, gate officers were able to overcome these obstacles bycoordinating and updating every 10 minutes with operational staff regarding the condition of the aircraft to be boarded.

Catering Mrs. Kokom was established from 2019 until now, but there was a decline in sales at the time of the COVID-19 pandemic that caused the mentality and quality of human resources among employees to decline. In order to be able to improve the performance of employees, they need motivation or an incentive that makes them engaged and improves the quality of their work. The method used to compile this article uses descriptive and qualitative methods by interviewing business owners. The result is an increasingly motivated role to give reinforcement to desires that lead to better work performance and can guide individual behavior in the achievement of goals

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.

Apron movement control personnel must have a license or competency certificate to prevent human error from occurring due to negligence of personnel at work. Drivers who drive GSE vehicles exceeding the maximum limit do not know the rules on the Air side, officers who do not wear vests when on the apron, and taxi way charie under repair. This study aims to determine the performance of Apron Movement Control (AMC) officers in supporting flight security and safety at Supadio Pontianak International Airport, to find out the obstacles encountered by Apron Movement Control (AMC) officers. In supporting flight safety and security at Supadio Pontianak Airport, and to find out the efforts made to improve the performance of AMC officers in supporting flight safety and security at Supadio Pontianak Airport. In conducting research, the author uses qualitative research methods, which aim to find, analyze and manage data obtained from direct events that occur in the field by understanding social interactions through interviews and observations. This research was conducted at PT. Angkasa Pura II (persero) Supadio Pontianak International Airport at the Apron Movement Control (AMC) Unit from 01 January 2023 to 30 January 2023. Data analysis techniques used in this study include: data reduction, data display and conclusions. The results of this study indicate that the AMC unit at Supadio Pontianak International Airport has been very good at supporting flight safety and security as seen from the personnel. Actions to overcome safety and security risks that are implemented in the work environment of the AMC unit are implemented by plotting parking stands and coordination with towers and GH. The obstacles encountered by the AMC unit included the lack of Apron Movement Control unit personnel, as well as the condition of Charlie's taxiway which had a slight crack which could result in accidents and incidents. Efforts are being made to improve the performance of AMC unit officers in supporting flight security and safety, namely by minimizing existing human resources so that they can run well and stay focused on the duties of each AMC unit personnel.

Human resources is the prime mover in a company, so it is important for companies to create something that could encourage each of its employees to produce achievements in their work. The purpose of this study was to determine training and motivation on employee performance. The method used in this study is using qualitative methods. Training functions is to provide opportunities for employees to increase their knowledge and insight so it can increase their work productivity and develop themselves, as well as contribute to the progress of the company in order to achieve the results set by the company. Training contributes positively to employee performance. Motivational factors play an important role in increasing employee productivity. More attention is needed on the selected training methods, facilities, equipment and the ability of the instructors to deliver training materials. An appeal to companies to be able to provide encouragement, encouragement, appreciation to employees who excel in order to increase employee motivation to complete the job as well.

This article aims to review and attempt to confirm the concept of development of resource management and performance management in improving the quality function of human resources. The research method used is qualitative and literature studies or library research. Based on the results and discussion, it can be concluded that for the development of human resources and performance management in improving the quality function of human resources based on the concept, it can be done through: (a) Management training and development, (b) Identification of training and development needs, (c) Benefits, Training and development objectives, (d) Training Methods, (e) Benefits of performance management and (f) Performance measurement,(g) Performance management objectives. 

The evaluation of trainer performance plays a critical role in maintaining the quality and reputation of LKP Bina Karya Mandiri as a non-formal training institution. This study aims to assess trainer performance objectively using the Simple Additive Weighting (SAW) method as part of a Decision Support Sistem (DSS). A descriptive-quantitative approach was employed through a case study involving five trainers: Wasito, Diah Rita Sari, Ahmad Jayadi, Bayu Adi Guna, and Komarudin. Data were collected through observation and surveys based on four primary criteria: Material Mastery, Teaching Methods, Participant Satisfaction, and Discipline, each assigned a predetermined weight. The findings indicate that the SAW method effectively transforms performance data into a structured and interpretable ranking. Based on preference value calculations, Bayu Adi Guna achieved the highest score of 0.935, followed by Wasito, Komarudin, Ahmad Jayadi, and Diah Rita Sari. These results demonstrate that SAW is a reliable tool for supporting decision-making in trainer performance evaluation. The implications of this study suggest that training institutions can adopt SAW to enhance objectivity, transparency, and efficiency in performance assessments, thereby strengthening human resource management practices.

  The organization is a means or tool for achieving goals, as a vehicle (vehicle) for the activities of workers who work together in their efforts to achieve goals. These goals certainly differ from one another, for example, they can be in the form of social services, education improvement, career development and so on. Every activity carried out by an organization certainly requires various resources, such as capital, materials, and machinery. Existing resources will be meaningless if not managed properly. To manage it requires other resources, namely, human resources. The formulation of the problem in this study is the formulation of whether work involvement and division of labor jointly affect the performance of employees in the Sibolga Kota District Government? This study aims to determine how much influence work involvement and division of labor have on employee performance in the Sibolga Kota District Government. The temporary hypothesis is that work involvement and division of labor have a joint effect on the performance of employees in the Sibolga Kota District Government. The population is 85 people and is used as a sample. Data collection techniques using library research and field research. The results of the study show that the variables of work involvement and division of labor can affect the performance of employees in the Sibolga Kota District Government by 54.2%. Work involvement and division of labor jointly or simultaneously have a positive and significant effect on the performance of employees in the Sibolga Kota District Government. Where the Fcount value is greater than the Ftable value (38.510 > 3.11). Partially, work involvement has a positive and significant effect on employee performance in the Sibolga Kota District Government. Where the value of tcount = (2.373) is greater than the value of ttable (1.992), Partially the most dominant division of labor affects employee performance, meaning that the variable of division of labor is more decisive in improving employee performance compared to work involvement. Where the value of tcount = (4.453) is greater than the value of ttable (1.995).

Research on the influence of business and entrepreneurial characteristics on the general performance of the fisheries processing industry is more specifically reviewed and also researched from an area in Sulawesi, more precisely South Sulawesi Indonesia's large capture fisheries potential can be used as an opportunity to build a fish processing industry, especially in South Sulawesi Province which has a spatial structure policy that supports the fisheries subsector as a superior subsector. Based on the SWOT analysis, strategies that can be applied to encourage the development of the fish processing industry in South Sulawesi Province include strengthening integrated fish processing groups, utilizing and maintaining available catch handling facilities, developing market reach, facilitating administrative access to the establishment of fish processing industries, and increasing the competitiveness of production volumes of fishermen's catches in South Sulawesi Province.South Sulawesi has a specificity in superior products and the quality of human resources, so the policies implemented in the national are not necessarily suitable for South Sulawesi. An appropriate and comprehensive strategy for the development of MSME iin the fisheries processing industry in order to improve their performance in South Sulawesi Province needs to be determined using a way that is in accordance with realistic circumstances and can be applied in reality.

Each agency in carrying out its activities has goals that must be achieved. To achieve or realize these goals, each agency must be good at choosing strategies, especially there is human resource planning which in essence is focused on certain steps taken by management. For the availability of a permanent workforce to occupy the position and the right time in order to achieve the goals and various targets set. Employee placement is expected to make an adequate contribution to the organization in addition to being an effort to develop human resource competencies in the organization. With improper placement, a person's performance will not match the expectations of management and organizational demands, thus they display low work productivity which can result in boredom and boredom. Theoretically, the placement of employees in an organization must have an adjustment between the qualifications or educational background of employees with the qualifications of the job they will carry. To find out whether the placement process is successful or not, what the company can do is to evaluate employee behavior and work performance in the form of a work presentation assessment. The ability of employee resources is often hampered if faced with job placement problems.  

The purpose of this research is to define marketing, human resources, and functional strategies. Marketing managers will be guided by this marketing functional level plan as they decide who will sell what, to whom, where, how much, and how. On the other hand, the role and purpose of marketing is to help a business achieve its goals by placing goods and services profitably in the market. This research approach is qualitative, namely research that is natural and produces descriptive information. In this study, information was collected through a research literature study from journals, books, theses, or theses that provide theoretical discussion. The findings of this study indicate that functional strategy and human resource strategy have no effect on business performance, but financial strategy and marketing strategy do.

The company certainly has human resources as managers in organizing, managing and developing a strategic plan for the company's goals. In realizing these goals the most important thing is how the competence and performance of employees in the company. As an effort to improve employee performance, it must be supported by all components and the most important factor is increasing employee competence. The purpose of this theoretical review study is to find out how work competence influences the performance of employees in the company. The method used is a theoretical review by analyzing and comparing existing theories. The result of this theoretical review is that work competence greatly influences employee performance. The effect of competence on performance can be seen from the level of competence which has practical implications in human resource planning. It can be concluded that there is an influence of work competence on employee performance. The performance and effectiveness of employees in carrying out their duties is largely determined by competence. Companies are expected to always improve employee performance through training employees with their respective competency standards. This is because success in a company is influenced by the basic performance of employees obtained from the level of education, abilities and expertise possessed by these employees, so that they can contribute effectively and efficiently to the company.

Education and training have a strategic role in improving the quality of human resources, namely civil servants who are professional both in terms of competence, attitude and expected behavior in accordance with their respective duties and roles. The objectives of education and training have an influence on employee performance, this can be seen from the objectives of the training which are in line with performance measurement indicators. The purpose of this theoretical review is to find out how the functions and roles of education and training affect the improvement of employee performance skills in companies. The method used is a theoretical review by analyzing and comparing existing theories. The results of this theoretical review are in carrying out the roles and functions of education and training to improve employee performance skills by increasing human resources, advancing science and technology, and increasing the quality development of company quality. It can be concluded that the role and function of education and training is an activity of a company that intends to be able to improve and develop attitudes, behavior, skills and knowledge of employees in accordance with the wishes of the company in improving employee performance. For agencies or companies, it is also necessary to encourage the development of the basic capabilities of existing employees. The education and training carried out by the company is beneficial for the company, employees, and improves performance and performance in good quality.

The high cost of education in Indonesia makes it difficult for people from the middle to lower economic classes to continue their education to a higher level. Due to budget constraints, many students decide not to continue their education to a higher level. The Indonesian government seeks a solution to deal with this problem by providing a financial assistance program in the form of KIP-K scholarships to outstanding students from the middle to lower economic classes. The KIP-K scholarship program also seeks to develop quality human resources. One of them is registered in the Education Management study program at Surabaya State University. The purpose of this study was to determine whether the provision of KIP-K scholarships has an impact on the academic performance of Surabaya State University students class of 2021 enrolled in the Education Management study program. This study uses quantitative research methods with data collection techniques in the form of questionnaires. Data analysis techniques use normality test calculations, T tests and simple regression analysis. The results of the study state that there is an influence between the provision of KIP-K scholarships on the learning achievement of Surabaya State University Education Management students class of 2021, with a coefficient value of 54.1%.