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This type of personnel expenditure is one of the plans that needs to be calculated carefully because in personnel expenditure problems often occur minus or surplus budgets at the end of the year which result in not achieving proper reporting. The purpose of this analysis is to carry out an analysis of the occurrence of minus budgets in personnel spending and strategies to solve these problems using SWOT analysis. This analysis was carried out using a qualitative approach. The types of data used in this study are primary data types, namely observations and interviews during the Forum Group Discussion and secondary data types, namely documents, journals, financial reports and other data related to the problem being analyzed. The results of this study are as follows: 1) the placement of personnel expenditures for all work units in a district/city area is in the Secretary General's DIPA which can break the chain of minus budget problems evenly so that it makes it easier to solve problems, 2) the problem of adding tasks to the finance section can be done by improving the performance management of the financial section. Conclusion: the completion of the minus budget can be used by placing the employee budget in one work unit, 3) pathology in bureaucracy conducted in readiness of employee and lack of reward. Placement of the budget in a work unit must be followed by the consequences affected by the transfer so that it does not cause problems.

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.

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.