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Human resource management supports companies to gain competitive advantage through business strategy. The aim of this research is to provide an overview of the role of human resource management (HRM) in establishing competitive advantage in companies and to find out which employee recruitment and training are best used to increase competitive advantage. The research method used is descriptive qualitative with literature review data collection techniques. Based on the results of the review, it is known that competitive advantage is achieved through the company's internal environment, namely human resources. Therefore, it is necessary to strengthen the company's internal environment through employee recruitment as well as employee training and development.

This research aims to determine the planning, organization and strategy for recruitment and selection of teaching and educational staff at Al Ma'soem Middle School, Jatingor, Sumedang Regency. This research uses qualitative methods, this research was carried out at Al Ma'soem Middle School, Jatinangor, Sumedang Regency, the techniques used in collecting data were interviews, observation and documentation. Carry out data reduction, present data, and draw conclusions as data analysis techniques for this research. The results and conclusions of this research are; 1) The teacher recruitment and selection process at Al Ma'soem Jatinangor Middle School starts with analyzing the needs of available teaching and education staff and the condition of the number of students in the current year and those estimated for the following year, then submitting it to the foundation. 2) The role of the foundation in implementing recruitment and selection is to be the party that provides human resources, which are then given to schools for selection. 3) The types of selection carried out are: administrative selection, psychological tests, written tests, micro teaching tests and interviews. 4) There is a division of work between teachers, curriculum assistants and school principals in carrying out the selection.

This research aims to find out how HRM strategies can improve Competitive Advantage in the case study of Esy Tourism in Wundulako District, Kolaka Regency. This study uses a qualitative method. The informants in this research consisted of the owner and all employees. Esy Tourism. Data collection techniques are through observation, interviews and documentation. Meanwhile, the data analysis technique uses an interactive model, which includes data collection, data reduction, data presentation and drawing conclusions. Based on the results of research conducted by researchers, the conclusion that can be drawn is that the HRM strategy in increasing the competitive advantage of Esy tourism MSMEs still does not fully use the HRM strategy, where employee recruitment still uses a family basis and is not competent according to the HRM strategy, but other strategies already use the strategy. HRM.  

In the current era of globalization, there is a lot of competition from various schools or madrasas, to offer the best quality from their institutions. This can be seen from the various forms of promotion and strategy, moreover educational institutions with a private background are certainly required to have higher quality and competitiveness compared to other educational institutions, especially those with a state label. This research in general, aims to describe (1) how the recruitment of students is carried out at Karya Bunda Middle School (2) What is the strategy used by Karya Bunda Middle School in recruiting new students (3) What are the obstacles faced by the school in the student recruitment process at Karya Bunda Middle School. This research uses descriptive research with a qualitative approach. The subjects in this study were the principal, educators, students, education staff, and two students. Data collection techniques through observation, interviews and documentation. Data validation techniques with research extension, increased persistence, and triangulation. The results of this study indicate (1) the implementation of student recruitment with technical instructions from the Education Office, the recruitment process does not have selection and applicant tests only need to pay administrative costs and have actually passed SD (2) The strategy used in recruiting students is a promotion strategy, namely a strategy from door to door, distributing brochures and placing advertisements on social media, visiting SD/MI, community activities, and working with students (3) in the process constraints the recruitment of these students is due to limited classroom space, unable to compete with the country and less desirable.

The Human Resources Department has the responsibility to oversee and manage human resources and everything related to the strategy of recruiting quality employees and the period of time when the Human Resources Department is looking for new candidate replacements. The importance of the ability to recruit quality employees for the Human Resources Department is one of the factors in improving professional human resources, and recruitment problems can be resolved well, thus reducing existing issues. This study aims to determine the strategy of recruiting quality employees at the Quest Prime Hotel and to overcome obstacles in the employee recruitment process at the Quest Prime Hotel. This research is a qualitative study that takes place at the Quest Prime Pemuda Hotel in Semarang. The subject of this study is the Human Resources Manager. The methods used in this study are Observation, Interview, and Documentation, thus obtaining accurate data. The form of recruitment process implemented by the Human Resources Department is by analyzing the required positions, screening the workforce, conducting interviews and selections, and making decisions, so as to obtain new employees with quality standards.

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.

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.