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This research examines the influence of human resource development on the competency and performance of employees at the Customs and Excise Supervision and Service Office Type Madya Customs B Medan. Through interviews with five employees of the Medan Customs and Excise Supervision and Service Office of Type A Customs, this research identified the steps taken by the leadership to improve employee competency and performance, as well as overcome the obstacles faced. The main focus of research is development programs which include training, skills and mental development, assessment, and providing motivation through capacity building activities. The theory used refers to the concept of employee performance according to Sedarmayanti, with a qualitative approach that includes observation, interviews and collecting supporting documents. The research results show that the human resource development carried out plays an important role in improving the competency and performance of employees in the office.

The aim of this research is to determine the effect of training, work experience, competence and motivation on performance. The study was conducted on mental health management employees at the Tasikmalaya Regency Regional Health Center. Sampling was carried out using census techniques, with a sample size of 97 samples, consisting of mental health management employees at the Tasikmalaya Regency Regional Health Center, which consists of 40 Community Health Centers. The research instrument used was a questionnaire with a Likert scale. The analysis technique used is path analysis using the SPSS application. The results of this research show that: 1) Training, work experience, competence, motivation and performance are in good condition. 2) Training, work experience and competence have a positive and significant effect on performance, motivation has a positive but not significant effect on performance. 3) Training, work experience, competency and motivation have a significant effect on the performance of mental health management health workers at the Tasikmalaya Regency Regional Health Center

This research aims to test how much influence financial knowledge and personality have on This research aims to examine the influence of work experience and work motivation on employee performance through job competence. The data collection method is through surveys and distributing questionnaires, with a sample of 57 respondents. The analytical method used is structural equation modeling using smartpls. The research of this study conclude that : (1) work experience influences work competency at PT. Transco Energi Utama. (2) work motivation has a negative and significant influence on work competence at PT. Transco Energi Utama. (3) work experience does not have a positive and significant effect on employee performance at PT. Transco Energi Utama. (4) work motivation does not have a positive and significant effect on employee performance at PT. Transco Energi Utama. (5) work competency has a positive and significant influence on employee performance at PT. Transco Energi Utama. (6) work experience has a negative and significant effect on employee performance through work competency at PT. Transco Utama Energi. (7) work motivation has a positive and significant effect on employee performance through work competency at PT. Transco Energi Utama.

Human resources (HR) are very important in an organization, therefore every organization always strives to have quality human resources. Quality human resources in an organization will not work well. Human resources and the organization must have a mutually necessary relationship, the organization needs quality employees and the organization should pay attention to work aspects related to human resources. employee performance at the West Sumatra Province Civil Service Agency (BKD) has not yet reached the target. The research population is all employees. The sampling technique is a saturated sample obtained as many as 72 samples. The analysis tool used is Structural Equation Modeling (SEM). So the results of this study indicate that (1) work motivation has a positive and significant effect (0.162) on job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (2) The work environment has a positive and significant effect (0.000) on job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (3) Work motivation has a positive and significant effect (0.000) on employee performance at the West Sumatra Provincial Civil Service Agency. (4) Work environment has a positive and not significant effect (0.006) on employee performance at the Regional Civil Service Agency of West Sumatra Province. (5) Job satisfaction has a positive and significant effect (0.014) on employee performance at the Regional Civil Service Agency of West Sumatra Province. (6) Work motivation has a positive and significant effect (0.176) on employee performance through job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (7) The work environment has a positive and significant effect (0.018) on employee performance through job satisfaction at the West Sumatra Provincial Civil Service Agency. (8) The contribution of work motivation and work environment variables to job satisfaction is 0.888 or 88.8% and the remaining 11.2% is influenced by other variables not examined in this study at the West Sumatra Provincial Civil Service Agency. (9) The contribution of competency, workload and job satisfaction variables to employee performance is 0.843 or 84.3% and the remaining 15.7% is influenced by other variables not examined by this study at the West Sumatra Provincial Civil Service Agency.      

In this research, quantitative methods were used to measure the influence of competency and social support on employee performance at the Regional Apparatus Organization (OPD) Office of Penajam District, North Penajam Paser Regency. This research aims to determine and analyze the impact of Human Resource Competency on Employee Performance. Second, this research aims to understand and analyze the Effect of Social Support on Employee Performance and third, this research also aims to evaluate the simultaneous impact of Human Resource Competency and Social Support on Employee Performance in Regional Apparatus Organizations (OPD) Penajam District, Penajam Regency North Paser. The research results show that employee competency has a positive and significant impact on their performance in the Penajam District OPD. This illustrates that the higher the level of competency, the more optimal the employee's performance, in line with the concept that skills and abilities directly influence work results. Additionally, social support also plays an important role, with the finding that support from colleagues and superiors creates a conducive work environment, increases motivation, and reduces stress levels, contributing to improved overall performance. Simultaneously, the combination of competence and social support also has a positive and significant impact on employee performance in the Penajam District OPD, emphasizing the importance of having adequate skills and social support in creating optimal conditions for improving performance.

This study aims to determine HR competencies, the role of industry 5.0, and digital literacy on organizational performance through (mediated) learning motivation of PT XYZ employees. This research method is descriptive quantitative type by distributing questionnaires (Likert scale 1-5) to a sample size of 83 out of 500 respondents calculated using the Slovin formula and processed with SmartPLS 3.0 software. The results showed that the path coefficient and p-value of the HR Competency variable (0.191 and 0.002), the Role of Industry 5.0 (0.077 and 0.062), and Digital Literacy (0.150 and 0.025). This means that HR Competencies and Digital Literacy partially have a significant positive effect on the Organizational Performance of PT XYZ through (mediated) Employee Learning Motivation. While the Role of Industry 5.0 partially has no effect on the Organizational Performance of PT XYZ through (mediated) Employee Learning Motivation. Furthermore, the path coefficient and p-value of the Employee Learning Motivation variable are 0.410 and 0.002. This means that Employee Learning Motivation has a significant positive effect on the Organizational Performance of PT XYZ.

This study aims to conduct a literature review on previous research related to factors influencing employee turnover intention in human resource management. This research falls under the category of library research,. The analysis of theory and relationships between variables is carried out through journals obtained from sources such as Publish or Perish, Mendeley, Google Scholar, and e-books. The findings of the research indicate that employee competency levels have a positive impact on turnover intention, indicating that despite possessing high skills, factors such as employee motivation, salary satisfaction, and organizational climate also play a significant role in influencing turnover intention. Furthermore, work stress, organizational commitment, and job satisfaction were identified as factors having a negative impact on turnover intention. The study also underscores that a positive organizational culture can diminish turnover intention, emphasizing the need to consider other variables such as work environment, leadership style, and organizational commitment. Additionally, the research highlights emotional labor and burnout as significant factors, wherein heightened emotional exhaustion can amplify employees' inclination to leave their jobs. Subsequent research endeavors could explore contextual factors that may moderate or alter the relationship between the identified variables (such as competence, motivation, job satisfaction) and turnover intention.