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This research aims to assess the effectiveness and efficiency of the recruitment, training and career development functions, as well as assessing the performance of PT's human resources (HR). Limpah Mas Indonesia (LMI) Surabaya Branch. This research uses a qualitative descriptive research method with data collection techniques in the form of observation, interviews and questionnaires. The research results show that the functions of recruitment, training and career development, as well as employee performance assessment at PT. Limpah Mas Indonesia (LMI) Surabaya Branch has been running effectively and efficiently. Based on the audit findings, several recommendations for PT. Limpah Mas Indonesia (LMI) Surabaya Branch as input material that can be used in improving recruitment, training and development functions, as well as performance appraisals, among which companies must document work agreements, company regulations and policies in writing to provide legal certainty for employees and the company, evaluation employee training and career development programs are carried out regularly, companies should add more diverse performance assessment methods to provide a more comprehensive picture of employee performance.

This study focuses on audit management of human resources at PT. Sarana Mentari Cemerlang Surabaya, with an emphasis on employee productivity, efficiency, and work quality. The method of data collection that is used is deskriptif, which involves gathering data through observations and wawancara. The subject of analysis is the employee of the company. The type of data that is used is qualitative, with initial data from employees and human resource management. The study's findings indicate that while the company's human resource management program has good potential, its implementation is still subpar. Programs for hiring, selection, training, and employee development turned out to be very effective, even though there is still room for improvement. Penilaian kinerja karyawan dianggap baik, notwithstanding the possibility of bias arising from a closed session. The compensation program and the JASA balas seem to be working well, but improvements are needed to raise the level of transparency and keadilan. Programs for health and safety at work are doing well, but home improvement needs to be improved. Although the work-related stress reduction program appears to be effective, it is recommended to increase employee turnover in PHK.

This study aims to determine the role of human resource audits on training and compensation on employee performance and career development as an intervening variable at PT XYZ. The research uses descriptive quantitative method. The population in this study were employees of PT XYZ who were placed in outlets in Taman sub-district, Sidoarjo. The sampling technique in the study used Purposive Sampling Technique with the criteria of employees who deal directly with consumers totaling 35 people. Data obtained by filling out a questionnaire. The data was processed using the SmartPLS statistical tool and analyzed using the inner and outer models. The results of the study found that training and compensation have a positive and insignificant effect on employee performance and training has a positive and significant effect on career development.

In life in the world of work there are bound to be things that contradict employees' performance of their work. Of course, there are still odd things found while working that do not immediately support the values ​​of a job, with this, human resources have a very important role and need to be given serious attention. Employees or employees are human resources who are very vital in improving the performance or even progress of an organization. This research was conducted with the aim of finding out the extent of the influence of human resource development on employee performance in the business support section of PT Sucofindo Medan Branch. The results of research carried out in the business support section of PT Sucofindo Medan Branch, which used an interview method with office employees, the researchers obtained results, which turned out to be by all means and development of human resources in this office such as training, evaluating and improving performance makes human resources in this office better. By using qualitative methods through interview techniques with employees in the business support section of PT Sucofindo Medan Branch, it is hoped that the data received will be data that can be trusted and has good value. Apart from that, the researcher also refined it by looking for several references from previous studies so that the content of the results produced would be even better.

This research was conducted on Bandung City BKPSDM employees. The aim of this research is to determine the description and influence of Training and Promotion on Performance in the Personnel Unit at the Bandung City Human Resources Development Personnel Agency (BKPSDM). The method used in this research is a quantitative method. The population in this study was 36 respondents who took part in training and job promotions. This research uses the census method and uses a questionnaire for data collection. The results of the validity test and reliability test using the Person Product Moment correlation method and Cronbach's Alpha, it is known that the items created are valid and calculations show that partial training has a significant positive effect on performance, while partial promotion has a significant positive effect on performance. The results of calculating the value of the Influence of Training and Promotion simultaneously by looking for the Determination Coefficient shows how much influence there is between the two variables which can be examined from the R value and is 0.743. The value of the r square (R2) is 0.552, so the Coefficient of Determination (KD) is 0.552 x 100%= 55.2%, this means that the influence of training and promotion on performance is 55.2% while the remaining 44.8% is influenced by other variables.

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.    

Training and development of human resources (HR) is very important for every company to maximize the skills of its employees. The quantitative approach focuses on symptoms that have certain characteristics in order to observe the relationship between 2 or more variables. According to the results of the study with the PLS SEM test, descriptive analysis, and hypothesis testing, the results can be seen: training has a significant positive effect on employee performance when viewed from the results of p values, namely 0.019 <0.05. HR development has a significant positive effect on employee performance if you look at the p values of 0.000 <0.05. Job training has a significant positive effect on motivation from the hypothesis test, namely p values 0.002 <0.05. HR development has a significant positive effect on work motivation seen from the results of the hypothesis test, namely the p value of 0.000 <0.05. Motivation has a significant positive effect on employee performance seen from the hypothesis test, namely the p value of 0.002 <0.05    

This study investigates the relationship between employee performance, training, and human resource development at PT. Perkebunan Nusantara XIV in Makassar City. The study reveals findings with major significance for organizational improvement through meticulous data analysis and statistical evaluation. The research conclusively shows a link between employee performance and training. Statistics highlight the crucial influence that training plays in improving employee skills and work effectiveness. These findings support the constancy of this correlation by being in line with earlier studies. It advances our knowledge of organizational behavior and performance dynamics by clarifying the relationship between training and employee performance. The study's findings are insightful for businesses looking to maximize staff productivity through strategic training and human resource development programs. It acts as a manual for businesses hoping to use training to boost productivity and encourage staff development.

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.

This study aims to test training on employee performance, to test HR development on employee performance. This research was conducted at Bank Nagari, Siteba Padang Branch. Sampling method using a total saturated sampling of 40 samples. Data analysis techniques used were validity, reliability, descriptive analysis, normality test, multicollinearity test, heteroscedasticity test, multiple regression analysis, and t test. The results of the study show that training has a positive and significant effect on employee performance. And HR development has a positive and significant effect on employee performance. So it can be concluded that the training was received and human resource development was received.

The Importance of Employee Performance in Company Development and the Role of Human Resources in Achieving Goals at the Universitas Muslim Indonesia. Various factors affect employee performance, such as education, training, a conducive work environment, motivation, and appropriate compensation. This article explains how providing appropriate compensation can influence work performance, motivation, and job satisfaction, as well as how an adequate work environment can improve employee performance. In conclusion, this article states that employee performance is a crucial factor in the success of a company, and companies must pay attention to employee needs to achieve organizational goals. The importance of human resources in improving company performance is also highlighted. The key factor in achieving success at the Universitas Muslim Indonesia is through the potential and performance of each employee. Companies can improve employee performance by providing education, training, and appropriate compensation and creating a conducive work environment and motivation. Compensation is part of the reciprocal relationship between the company and human resources. The work environment also plays a vital role in enhancing employee performance. Therefore, the company must provide an adequate work environment, both physically and psychologically, to improve employee performance.

In an organization or company, human resources cannot be separated from training activities. Training for human resources is a necessity for every organization or institution because almost everyone recognizes that the success of an organization or company is highly dependent on the human resources that manage them. Therefore, training is needed by employees so that they can improve their abilities, knowledge skills, motivation, and behavior. In today's modern era of development, human resource training is very important, because the formal education that employees have undergone is not enough to meet the demands of jobs and positions in organizations and companies. In addition, placing human resources directly at work does not guarantee that they will understand their duties and responsibilities well. New human resources often feel less confident and feel they do not understand their roles and responsibilities in the organization or company where they work. Therefore, new employees should receive training in the form of training that leads to an introduction to corporate culture and values, regulations, and policies, as well as their main tasks, which support the achievement of the vision and mission of the organization or company. Human resources who lack self-confidence are unlikely to carry out their duties and obligations to the fullest, especially in educational institutions. In addition, human resources professionals who have worked in organizations and companies for a long time also need to receive training to improve their skills, insights, and motivation in supporting the achievement of the organization's vision and mission.

In the dynamic landscape of Human Resource Management (HRM), the emergence of Artificial Intelligence (AI) technologies presents both challenges and opportunities. This research aims to explore strategies for empowering talent amidst AI innovations in HRM. The research adopts a phenomenological approach to delve into the lived experiences of HR professionals and employees within organizations integrating AI technologies. Through purposive sampling, data were collected via in-depth interviews and focus group discussions. Thematic analysis was employed to identify patterns, themes, and insights from the narratives. The findings reveal a nuanced understanding of how AI impacts talent management practices, including recruitment, training, performance evaluation, and career development. Moreover, the research elucidates the importance of human-centric approaches in leveraging AI to augment rather than replace human capabilities. These insights contribute to enhancing organizational strategies for talent empowerment in the era of AI-driven HRM innovations.

This community service aims to develop human resources to improve employee performance at PT Insan Ki Angka. This activity was carried out in November 2021, using training and development methods which included workshops, skills training and mentoring programs. This method is applied on an ongoing basis to ensure effective transfer of knowledge and skills to employees. The results of the activities show that human resource development through comprehensive and ongoing training can significantly improve employee performance, operational efficiency and job satisfaction. While there are challenges such as limited training time and variations in technology skills, the benefits are far greater. Therefore, it is recommended that companies continue to implement structured HR development programs and provide ongoing support for employees, as well as ensure that adequate facilities and resources are available to support the implementation of new knowledge. These steps will help the company achieve its vision and mission and strengthen its competitiveness in the market.