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Realizing rural economic independence is one of the national development goals and requires village potential, community social potential, and natural resource potential which are actors as well as objects in development. In addition, in realizing independence, it is necessary to optimize village business units. The Village Business Unit is an institution established by the village community that does not focus on profit or profit but must also be managed with social souls, or social entrepreneurship. However, the current reality shows that many villages do not know how to set up and optimize their own business units. As an effort to drive the local and regional economy, a strategy is needed to utilize and optimize the potential of local resources, be it natural resources, human resources or other economic resources. And the service method used is socialization and discussion. Based on the results of the tests before and after the implementation of the activities, it can be seen that there was an increase in understanding before and after the socialization, which means that the community has begun to understand what are the ways to strengthen the economic independence of their village business units.

The problems that exist in the Pekalongan Regency Tourism, Culture, Youth and Sports Office (Disporapar) on the one hand are problems in the organisational structure, especially in charge of Tourism, which has no sub-fields, even though the workload is very high. Another problem is that many tasks in the tourism sector have not been handled properly, such as the implementation of the licensing process and public services in the tourism sector, the implementation of qualifications and administration of tourism services, coordination and formulation of standards, norms and tourism promotion, and facilitation of tourism product development and the tourism business world and the creative economy in the tourism sector. On the other hand, it is a heavy responsibility for Disporapar to coordinate, communicate and socialise due to the low participation of the community to become "people aware of tourism".The purpose of the study was to analyse efforts to develop institutional capacity in public services in the field of tourism in Disporapar Pekalongan Regency. Analyse the factors that hinder and support capacity development efforts in public services in the field of tourism in Disporapar Pekalongan Regency. The data used are primary and secondary data. With data collection techniques using interviews, observation and documentation. Data analysis techniques through four stages that must be passed, namely information collection, data reduction, data presentation and drawing conclusions.Based on the results of the analysis of the above research, the conclusion is that first, the development of institutional capacity in coordinating public services in the tourism sector at the Pekalongan Regency Disporapar is not yet sufficient internally, such as budget improvement, improvement of organizational structure, recruitment of human resources apparatus, and provision of infrastructure facilities. Second, externally, there has been no development and improvement of tourism objects that are adequate for the consumption of local and foreign tourists in Pekalongan Regency. Thirdly, there is a lack of participation and awareness of the people to form "Rakyat Sadar Wisata" groups, but more people are not aware of tourism, so there is still "robbery" and destruction of tourist attraction facilities, illegal parking in tourist attraction areas, inadequate number and condition of tourist attraction facilities, and a lack of investors. However, there is a relief in the support from the Provincial and Central Governments as well as the availability of large areas of coastal, inland and mountainous land in Pekalongan Regency and the many potential natural resources in Pekalongan Regency that have not been utilised. However, there is a relief that there is support from the provincial and central governments as well as the availability of large areas of coastal, inland and mountainous land in Pekalongan Regency and there are still many potential natural resources in Pekalongan Regency that have not been utilised to create new tourism objects.  

The rapid flow of scientific and technological developments requires an increase in the quality of human resources. Education has a very important function in improving the quality of human resources. In order to find quality human resources, quality education is also needed. Improving the quality of education needs to be carried out continuously and continuously. One way to improve the quality of education is to improve the curriculum.

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    

The purpose of this study is to find out how the implementation of the E-Planning application in the Regional Development Planning Agency (BAPPEDA) of North Sumatra, the obstacles in implementing the e-planning system. This type of research is a qualitative descriptive study using interviews in data collection. The research method used in this study uses a qualitative research type with locations in North Sumatra BAPPEDA. The methods used are observation, interviews, and documentation. The results of the study show that in practice the implementation of the e-planning system has been carried out well, but there are several obstacles, namely, human resources that are not evenly distributed in regional development planning, inconsistency in development planning due to political pressure and frequent changes that occur. The way for North Sumatra BAPPEDA to overcome these obstacles is by conducting training, implementing e-planning and following changes quickly and precisely.

Melikan Village area is part of Pegunungan Sewu area. This area is included in a national protected area and has been part of UNESCO's Global Geopark Network since 2015. As a karst areas, this area has potential natural resources, human resources, and socio-economic-culture. This research has mapped all of these potentials to become the basis for designing the Taman Budaya Banglipuran which is the focus of the development of the Melikan Village area. The approach used in this study is action research which is carried out in three stages. The research phase are: mapping, planning and development. The mapping is digital using Quantum GIS. Planning is carried out with FGD. And development includes area planning with 3D visuals. This research aims to assist the community in developing the Banglipuran area by producing area designs.  

The term smart museum has started to emerge in recent years along with the development of digital technology and smart concepts related to the application of technology in helping people in various sectors of life. The concept of a smart museum itself refers to the use of internet of things (IoT) technology such as sensors, wireless networks, digital applications, virtual reality, augmented reality, and smart systems to increase the interactivity, accessibility and involvement of visitors in the museum. Now more and more museums are adopting this smart solution as a way to attract visitors and optimize the visitor experience. In Indonesia, one of the museums that has transformed into a smart museum is the Museum Penerangan. In its efforts to become a smart museum, the Museum Penerangan has several supporting factors such as the number of human resources, technology support, program creativity, and support from top management. However, the main obstacle is funding because it requires a large investment to transform into a smart museum, besides that special human resources are needed to understand the technological needs that match the collection.

As an effort to contribute to development in order to support sustainable development, it is necessary to have a good understanding of human resources and natural resources. One of them is by studying the relationship between humans and the environment, namely through ecoliteracy activities (literacy that studies humans and the environment) in schools which aim to equip students, so that students can have a good understanding of the environment. This study aims to describe ecoliteracy skills through environmental care activities at Cipanagon Elementary School, find out the inhibiting factors in the process of implementing ecoliteracy in schools, find out alternative solutions that teachers can do in implementing ecoliteracy in schools. This study uses a qualitative approach with descriptive analysis method. Data collection techniques used are through observation techniques, interviews and documentation. Based on the results of the study, it was stated that the ecoliteracy skills of Cipanagon Elementary School students through environmental care activities, had a percentage of 65% included in the good category so that these ecoliteracy skills were well applied at school. This cannot be separated from the teachers' strategies in shaping student character, and supporting the implementation of these ecoliteracy skills.

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.

Developments in the business world are currently increasing rapidly, as seen from the many companies that have sprung up with various fields of development in the current business world. In carrying out its business activities, a company certainly requires various resources. Human resources are one of the resources that exist in a company in addition to other resources such as capital, materials and machines. Companies also need human resources, namely employees. Employees are an important resource for the company, because they have talent, energy and creativity that are needed to achieve company goals (Erwina & Mira, 2019).

The research is motivated by a problem where employee performance has decreased compared to the previous year, this indicates that employee performance is still not optimal. Human resource development carried out by the company has not had an impact on improving company performance. So the purpose of this research is to know and describe the development of human resources (HR) in the Bido Collection Company. Employee performance at the Bido Collection Company. The influence of human resource development (HR) on employee performance in the Company. The method used is descriptive quantitative. The research results show that . The development of human resources at the Bido Collection Company based on the responses of respondents is included in the very good category. This means that the Bido Collection Company has developed very well. The performance of the Bido Collection Company's employees is in the very good category. Artonya employees have a very good assessment during their work. This means that the performance appraisal of Bido Collection employees is very good and human resource development has a positive and significant effect on the performance of Bido Collection Company employees. This means that if the HR development of the Bido Collection company increases, it will be followed by an increase in the performance of its employees.

The position of human capital in Islam has a special place and occupies the highest position among other creatures. Although working is not one of the five pillars of Islam, it is an obligation of all capable people and an expression of obedience to God. On the other hand, Allah SWT does not like weakness, even Rasulullah SAW poverty is close to kufr. Thus the role of science and knowledge is very important to improve the human degree from ignorance, backwardness, and poverty. Islam states that the development of knowledgeable human resources is a top priority. Through education, training, and employment opportunities, human capital becomes a valuable asset and a driving force for economic prosperity and independence. On the other hand, for people who are economically disadvantaged, Islam provides a solution in overcoming social inequality through zakat funds. This policy is not only able to alleviate poverty but even improve human dignity with the principles of brotherhood, empathy and social togetherness.

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

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

An important component of high quality human resource development is education. According to Law no. 20 of 2003 Article 1 Paragraph 1, the Republic of Indonesia states that education is a serious and fundamental effort to advance learning objectives and the educational process so that students actively develop their potential to have a strong sense of identity. spirituality, self-identity control, personality, intelligence, noble character, and skills needed for oneself, society, government and country.

An important component of high quality human resource development is education. According to Law no. 20 of 2003 Article 1 Paragraph 1, the Republic of Indonesia states that education is a serious and fundamental effort to advance learning objectives and the educational process so that students actively develop their potential to have a strong sense of identity. spirituality, self-identity control, personality, intelligence, noble character, and skills needed for oneself, society, government and country.

Pagerharjo Village, Samigaluh, Kulon Progo is on the buffer of the Borobudur destination which has a variety of tourism resource diversity. One cultural attraction in Pagerharjo Village is the Lengger Tapeng dance. Lengger has become a local symbol for the Pegerharjo people. The natural, cultural and local wisdom tourism potential of the community, Pagerharjo tourism village has a great opportunity to be visited by many tourists. However, village governance, especially towards the development of a tourist village, has not been implemented professionally, resulting in the potential of the Pagerharjo tourism village not being widely known by tourists. The objectives of this PkM include: (1). Increasing tourism competitiveness, (2) Improving the technical quality of guiding tourists in the tourist village of Pagerharjo (3). Improving the ability of human resources in managing the marketing of tourism products in the Pagerharjo tourism village. The method of implementing this PkM is through outreach, observation, mentoring and evaluation. The results of PkM received a positive response from partners, which have raised awareness, concern for the importance of marketing and excellent service to improve the development of Pagerharjo Tourism Village, both through talk shows and excellent service training  

In this era of digital revolution, technological developments have occurred in an evolution in media technology and one of them is the personnel management information system. The management information system assists in carrying out the duties of all State Civil Apparatuses within the Civil Service Agency and Human Resources Development in the city of Padangsidimpuan. Judging from the importance of SIMPEG, this research will analyze how SIMPEG is implemented in the Office of the Personnel and Human Resources Development Agency in Padangsidimpuan City. The aim is to find out the SIMPEG implementation process and the obstacles experienced, as well as how it impacts the community related to the Personnel and Human Resources Development Agency of the City of Padangsidimpuan. The research method used was by distributing questionnaires filled in by employees. The results of this study are that the application of SIMPEG in the Office of the Personnel and Human Resources Development Agency in the city of Padangsidimpuan is in the effective category which makes it easier for employees to carry out their work and speeds up administrative processes, especially in the field of staffing.

In the current era of globalization and digital, fast, precise and accurate information services are needed. One of the technologies that must be applied in government agencies is the implementation of e-government which refers to the development of national e-government, and is adapted to the conditions that exist in each government agency. The aim of this e-government is to improve the quality of service and especially to realize the smart city which is currently being discussed. One of the districts that has recently implemented a smart city is the South Tapanuli district. So that in this study an analysis of the application of e-government in realizing smart cities will be carried out with the aim of knowing the process of implementing e-government policies, implementing smart cities that focus on the community, and to find out the obstacles or obstacles in the implementation of e-government. The results of the study explain that the implementation of e-government in South Tapanuli district is indeed very effective in realizing smart cities in the midst of increasingly sophisticated technological developments. This is shown by the achievement of smart city aspects, although not optimal. In the implementation of e-government there are still a number of weaknesses, obstacles and challenges because the implementation in South Tapanuli district is still relatively new. These obstacles include the inadequate availability of human resources, the level of public capacity regarding e-government is still very low. Supporting factors for e-government implementation are full government support through regulations and established financial support.

The development of air transportation, the airport as an aviation service provider company must balance with quality human resources, especially in the quality of employee performance. The quality of performance of an employee depends on the duties and responsibilities imposed on him. In addition, employee performance also depends on incentives, motivation and workload obtained. This study aims to determine the effect of incentives, motivation and workload partially and simultaneously on the performance of Aviation Security Employees of Pt. Angkasa Pura I at General Ahmad Yani International Airport Semarang. This study used quantitative research methods using questionnaire data collection techniques through Likert scale. And the sample taken in this study amounted to 63 respondents from Aviation Security Employees of Pt. Angkasa Pura I at General Ahmad Yani International Airport Semarang. The results showed that partially the three variables of incentives, and workload on employee performance got positive and significant results, while the motivation variable on employee performance got results that did not have a positive and significant effect. Simultaneously, this study obtained equally positive and significant results with the value of the calculated value of the fcalculate > ftable, which is 119.61 > 2.761, and for the coefficient of determination obtained the result of the rsquare value of 85.9%.