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In the midst of increasingly complex globalization, organizations must continue to innovate and maximize the potential of existing resources to achieve competitive advantage. Human Resource Management (HRM) plays a strategic role in managing employees as important organizational assets. This research uses a Systematic Literature Review (SLR) approach to review various literatures that discuss the relationship between HRM strategies and achieving competitive advantage. The results of the literature analysis show that effective HRM strategies, including competency-based recruitment, employee development through training and education, fair reward systems, and the use of technology such as Human Resource Information System (HRIS), can improve organizational performance and competitiveness. In addition, transparent performance management and good internal communication are also important supporting factors. Nonetheless, challenges in implementing HRM strategies remain, such as changes in organizational culture and budget constraints, which require an adaptive approach. This research provides insights into how the right HRM strategy can contribute to the achievement of competitive advantage in the face of fast-changing global market dynamics.

Optimizing employee performance is the main goal in human resource management, and education and training strategies play a key role in achieving this goal. Employee education and training aims to improve abilities, knowledge and skills, thereby producing employees who are competent, innovative and adaptive to change. The process of implementing this strategy includes needs analysis, curriculum development, implementation and ongoing evaluation. The benefits obtained include increased skills and knowledge, higher productivity, adaptability to industry changes, and increased employee satisfaction and loyalty. Case studies from various industries show that companies that are committed to employee development through effective training programs are able to achieve significant results. Although there are challenges such as budget constraints and resistance to change, the right strategy can overcome these obstacles and encourage optimal employee performance. Employee education and training, therefore, is a worthwhile investment in the long-term success of an organization.

Science, technology and strategy which currently control the progress of mankind are still determined in this world as carriers of various kinds of inequality and pollution, both physical, social, biological and cultural. (Abdurahmat Fathoni, thing: 01 of 2014). Some of these problems were identified as factors indicating that the characteristics of HR competencies in improving employee performance at SMC Hospital were not optimal, thus affecting employee work productivity. This can affect the performance of employees who are less effective so that the implementation of their duties often does not run optimally. This study aims to find out how the analysis of HR competency characteristics in improving employee performance at RSUD SMC Kab. Tasikmalaya. This study uses a qualitative approach that is descriptive. The data used in this study uses primary and secondary data. The objects in this study were ASN employees at RSUD SMC Kab. Tasikmalaya. This data collection technique is by interview, observation, and document study. The results of the analysis of the characteristics of HR competencies based on knowledge, employee knowledge of the SMC District Hospital. Tasikmalaya in carrying out its duties has increased. Analysis of HR competency characteristics based on skills, employee skills in carrying out their duties at RSUD SMC Kab. Tasikmalaya is increasing because employees feel motivated in completing the tasks given, this is due to supervision from each superior over employees in carrying out their duties. However, supervision alone is not enough because it is important for each employee to receive training in order to hone their skills or abilities so that they can maximize their performance. Analysis of the characteristics of HR competencies based on self-concept and values, self-concept and employee values ​​in this case education which greatly influences the productivity of an employee in carrying out his duties. From the results of the study it can be seen that the educational background of employees at the SMC District Hospital. Tasikmalaya is different, but the work assigned can still be carried out as long as the job responsibilities given are in accordance with the education taken by the employees. Analysis of HR competency characteristics based on motives, employee motives at RSUD SMC Kab. Tasikmalaya in carrying out her duties as a nurse the supporting factors in carrying out her duties and functions as an employee in the field are basically relatively the same and also greatly affect the performance of the employees.

This research is a type of qualitative descriptive research, because in this research it will describe the condition of the object and the researcher plays the role of being the key instrument that will process the data. This research was carried out naturally, this research chose to focus on the conditions existing at the Dessy Course and Training Institute (LKP), Bergas District. The data collection technique in this research uses 3 data collection techniques, namely semi-structured interviews, documentation and triagulation. The data sources in this research are subject sources who have the information needed to support this research, namely managers, teachers, employees, members and alumni of LKP Dessy. LKP is a form of non-formal education unit organized for people who need knowledge, skills, life skills and attitudes to develop themselves, develop their profession, work, do independent business and/or continue their education to a higher level. In carrying out the LKP, good management is also required, namely in the selection of management strategies by the management. Strategic management is a series of managerial decisions and actions that determine company performance in the long term. Strategic management includes long-term planning, strategy implementation, evaluation and control. This research aims to qualitatively describe strategic management at LKP Dessy, Bergas District. The results of the analysis show that strategic management at LKP Dessy can be described using one of the stages in company development, namely strategic management whose components include environmental observation, strategy formulation by determining the LKP program plan, LKP program planning, strategy implementation, evaluation and control.