Human capital development plan (HCDP) sebagai strategi komunikasi untuk meningkatkan kompetensi pegawai

Based on staffing data at the Dumai City Human Resources Development and Staffing Agency, it is known that employee competence is still an issue that needs attention, especially in terms of knowledge/intellectual competence (formal education), skills competency (structural training, technical/functional training, courses, stewardship), and experience competencies (tenure, position/leadership experience), and attitude competencies. The purpose of this research is to find out the development of civil servant competency in the Dumai City Human Resources Development and human resources development agency and analyze the factors that hinder the development of civil servant competency in the Dumai City Human Resources Development and Staffing Agency. This research uses qualitative methods that are descriptive. The result of this study is the development of civil servant competencies in the Agency for Personnel and Human Resources Development dumai competency development cycle is still not optimal and there are still factors that hinder the development of Civil Servant Competency in the Agency for Personnel and Human Resources Development.

The shift in the U.S. economy from a manufacturing powerhouse to a service-driven economy has placed a great emphasis on human capital planning within organizations in order to remain competitive in a new global economy. The link between critical business strategy and the successful implementation of strategy has been well documented in the literature. This article examines the literature surrounding human capital, human capital planning, and the implications for human resource development (HRD). The results of the review and synthesis of the literature are provided, and the implications for HRD scholars and practitioners are reported in detail. The research reports an in-depth justification and rationale for the incorporation of human capital planning into practice and research to determine the impact on HRD interventions and organizational performance through the use of a model and process for human capital planning.

This study aims to examine the effect of the physical work environment on the quality of work of Civil Servants at the Sintang Regency Personnel and Human Resources Development Agency. The sampling technique used in this study is the Saturated Sample method. The population in this study were all employees at the Agency for Personnel and Human Resources Development of Sintang Regency, with a sample of 47 employees. The results of a simple linear regression show the equation Y = 7.539 + 0.664 X. The correlation coefficient results show an R value of 0.789, this value indicates that the relationship between the physical work environment variable and the quality of work at the Agency for Personnel and Human Resources Development in Sintang Regency can be said to show a strong relationship strong. The results of the coefficient of determination obtained an R2 value of 0.623 which means that the influence of the physical work environment on the quality of work at the Agency for Personnel and Human Resources Development in Sintang Regency is 62.30% and the remaining 37.70% is influenced by other variables outside of this study. And the results of the feasibility test of the model obtained the value of F arithmetic > F table, namely 74,318 > 4,07 while the significance level with a value of 0,00 < 0,05. The results of the research on the model feasibility test (F test) stated that Ho was accepted and Ha was rejected, meaning that the linear regression model can be used to predict the value of work quality which is influenced by the physical work environment at the Sintang District Personnel and Human Resources Development Agency.

This study aims to analyze the performance reporting mechanism and identify obstacles causing delays in the reporting process at the Nunukan Regency Personnel and Human Resources Development Agency (BKPSDM). Performance reporting, particularly the Government Agency Performance Report (LKJIP), is a crucial instrument for assessing the achievement of an organization's strategic goals and ensuring the effective implementation of the principles of public accountability and transparency. This research was conducted at the Human Resources Development and Personnel Agency (BKPSDM) of Nunukan Regency. This study used a descriptive qualitative approach, collecting data through in-depth interviews, observation, and documentation. The results indicate that the reporting mechanism has a clear basic structure, but it is not yet fully operational due to weak coordination, limited digital systems, and a lack of technical guidance. Meanwhile, reporting delays are also influenced by high operational workloads and the lack of standardized procedures. This research provides strategic recommendations in the form of strengthening the coordination system, developing reporting SOPs, increasing human resource capacity, and digitizing the reporting process as steps to improve the effectiveness and timeliness of LKJIP preparation in the future.

This study aims to determine how communication patterns in the Human Resources Development Staffing Agency of Penajam Paser Utara Regency where the communication pattern itself is a very important part in conveying information from a leader to his subordinates, which includes a source of information, as a memory center for the organization and the creation of ideas or ideas in order to achieve the desired goals of the company or agency. This research also focuses on four communication patterns, namely primary, secondary, linear, and circular communication patterns. The results showed that the government officials at the Human Resources Development Staffing Agency of Penajam Paser Utara Regency were quite capable of using secondary, linear, and circular communication patterns in their daily communication processes, but in using primary communication patterns there was an imbalance between the use of verbal and nonverbal symbols in it, so that it makes the communication process that occurs less effective, and this will also affect the level of performance in the Personnel and Human Resources Development Agency of North Penajam Paser Regency, because if the communication patterns carried out can run well, it will make the performance at the Personnel and Human Resources Development Agency of North Penajam Paser Regency be maximized and as expected.

The purpose of this study is to describe the characteristics of the Leadership preparation of the Chair of the Study Program in the development of human resources (HR) based on Minangkabau culture, the characteristics of leadership implementation Chair of the Study Program in the development of human resources (HR) based on Minangkabau culture, and leadership control characteristics in the development of human resources (HR) based on Minangkabau culture. The type of research used is qualitative using ethnographic design. The source of research data is the chair of the study program, lecturers, educational staff and students. Data collection techniques are carried out by interviews, observation, and documentation. Data were analyzed through the stages of data collection, data reduction, data presentation, and conclusion drawing. The results of the study can be concluded that (1) preparation for the development of lecturer human resources, refers to the implementation of the quality of lecturerstheoretically and practically. The activity prepared for the development of humanresources education personnel is through training in the administration of workthrough the development of educational human resources, HR mentoring and HRCoaching. Preparation of activities in the development of student human resourcesis through intra-curricular and extracurricular programs, (2) the implementationof lecturer human resource development, carried out in the form of curriculumevaluation, implementation of the Higher Education Tridharma, collaboration withother institutions or agencies, and further study of the lecturer Doctoral Program.The implementation of the development of human resources in human resources is carried out through the development of general competencies, the development of functional competencies, and the development of managerial competencies ofeducation personnel. The implementation of activities in the development of student human resources is through intra-curricular and extracurricular programs, and (3) controlling the development of lecturer human resources, carried out through the lecturer workload (BKD. Control in the development of human resources education personnel is through review and control of the work of educational staff in managing the correspondence, filing, and making work reports of education personnel every day Control in the development of student human resources is through PBM monitoring documents provided by education personnel Other controls are required for students to make reports, after extracurricular activities have been completed.

Human Resources or HR has an important role in the process of administering government, both at the Central and Regional levels. Human Resources, which includes all the potential or abilities that exist in humans, both physical and non-physical potential. HR in the context of an agency or institution concerns the employees or workers in an agency. Civil Servant is a person who has fulfilled certain requirements that have been determined by the agency in accordance with the law. One of them is a Civil Servant at the Probolinggo City Personnel and Human Resources Development Agency. BKPSDM itself is an abbreviation of the Agency for Personnel and Human Resources Development which is in charge of or functions as an agency or agency that handles personnel and human resource development. To form professional and humility human resources, especially Civil Servants in the BKPSDM, it is necessary to develop strategies made or carried out by the Probolinggo City Government in improving human resources in the Probolinggo City Personnel and Human Resources Development Agency. Based on the observations of researchers about the Probolinggo City Government Strategy in Improving Human Resources at the Probolinggo City Personnel and Human Resources Development Agency, the results of this study are in accordance with the programs or activities carried out by the Probolinggo City Government as a strategy to increase human resources in the Personnel and Development Agency. Probolinggo City Human Resources

This study aims to determine and analyze the influence of leadership style, organizational communication and human resource development partially and simultaneously on employee work performance at the Regional Research and Development Agency of Pangkep Regency, as well as the most dominant variable influencing employee work performance at the Regional Research and Development Agency. Pangkep Regency. The research was conducted at the Regional Research and Development Agency of Pangkep Regency. The research time was November to December 2019 by taking 43 employees as the research sample. The results of this study prove that partially it is proven that leadership style and organizational communication have an effect on work performance, while human resource development is proven to have no effect on work performance. This study also proves that simultaneously leadership style, organizational communication and human resource development affect work performance in the regional research and development agency of Pangkep Regency.This research produces a determination coefficient value of 98.8% which indicates that this research model can explain student decisions. influenced by 77.2% of this research variable and 22.8% influenced by other variables not examined in this study. From the analysis of the three independent / independent variables (leadership style, organizational communication and human resource development), it is found that leadership style (X1) is the most dominant factor influencing the work performance of the employees of the Regional Research and Development Agency of Pangkep Regency.

This article reports on development and validation of an instrument for use in human capital approaches for organizational planning. The article describes use of a team of subject matter experts in developing a measure of human capital planning, and use of exploratory factor analysis techniques to validate the resulting instrument. These data were obtained from a national survey of 494 human resource management and human resource development respondents. The article presents an instrument for assistance with human capital planning as a strategic human resource management tool and further reports on the initial validity and reliability measures resulting from the analysis. In addition, the usefulness of this instrument for human resource management and human resource development professionals is explored.


 
 
 
 This research aims to analyze the implementation of career development of state civil servants at Tomohon's Personnel and Human Resources Development Agency. The focus of this research includes two indicators of competency education qualifications. This research uses qualitative research methods and data collection techniques: Observation, Interview, and Documentation. Primary data of this research are Civil Servants at Tomohon's Personnel and Human Resources Development Agency, and secondary data are documents, archives, and related literature. The results showed that the Civil Service and Human Resources Development Agency of Central Tomohon is generally are preparing for the career development implementation. It can be seen from the performance not going well since there are no regional regulations that technically regulate career development, educational qualifications in structural positions in the placement of educational background are not under the field, or cognate and competency standards in the class have no technical competence. The advice given is career development in Tomohon's Personnel and Human Resources Development Agency. Thus, evaluating employees' placement based on educational background qualifications and field is needed. Regional regulations competency standards in career development are immediately made to map competency standards for employees at Tomohon's Personnel and Human Resources Development Agency.
 
 
 

Background:
 The success of implementing a sustainable event in a tourist destination cannot be separated from the influence of the quality of human resources (human capital) and planning strategies. However, studies of the interdependence between human capital and planning strategies in achieving successful implementation of sustainable events, especially on the island of Lombok, are still limited
 Methodology: 
 This study aims to examine and analyze the extent to which aspects of human capital and strategic planning play a role in optimizing the implementation of events on the island of Lombok. The method used is a literature review from journals and trusted sources, as well as problem analysis through in-depth interviews with resource persons involved in the implementation of the event. The focus of this study is to compare tourism events, namely the Bali Arts Festival (PKB) in Bali and the Bau Nyale Festival in Lombok
 Findings: 
 The results of in-depth interviews with several sources show that the PKB held on the island of Bali is still superior in the number of enthusiasts and concepts than the implementation of the Bau Nyale Festival on the island of Lombok. This is shown by the length of the PKB implementation and the age of the PKB which has been going on in the past 4 decades ago. In addition, the main factor that affects the sustainability of PKB is the quality of human resources in the tourism sector on the island of Bali, which is superior to the island of Lombok, so as to be able to formulate effective and creative planning in packaging the event. To achieve the sustainability of the event in Lombok, it is necessary to increase human capital and appropriate planning strategies through counselling, training, and the availability of Meeting study programs.
 Conclusion: 
 Human capital and strategic planning play important roles for achieving sustainable event to support the development of tourist destination. The result of comparison study between Bali Arts Festival and Bau Nyale Festival shows that Bali Arts Festival was greater than Bau Nyale festival in terms of numbers of visitors and implementation concepts. This was proved by the length of festival and number of tourists visiting. Bali Arts Festival has been run for about 40 years, while Bau Nyale Festival has been currently occurred in Lombok. In addition, human capital in Bali Arts Festival was greater showing in how well management applied during the event, so that, it is able to plan with a precise strategy in achieving sustainable event.

The effective development of human resources plays a crucial role in enhancing organizational performance. In today's competitive environment, organizations recognize the significance of investing in the development of their employees to achieve sustainable success. The Makassar City Regional Personnel and Human Resource Development Agency, like many other institutions, seeks to optimize the performance of its State Civil Apparatus (ASN) employees. However, limited research has specifically explored the relationship between human resource development and employee performance within this context. This study aims to investigate the influence of human resource development on the performance of ASN employees at the Makassar City Regional Personnel and Human Resource Development Agency. The study utilizes primary and secondary data from a sample of 69 individuals. A quantitative approach is employed, and the data is analyzed using simple linear regression analysis. Questionnaires were distributed to the ASN employees, and various analysis techniques were applied, including validity and reliability tests, classical assumption tests, heteroscedasticity tests, hypothesis testing (T test), and coefficient of determination. The findings reveal a significant positive influence of human resource development on employee performance. This implies that increased levels of HR development led to improved employee performance. Therefore, it can be concluded that human resource development significantly affects the performance of ASN employees at the Makassar City Regional Personnel and Human Resource Development Agency.

This research aims to find out what efforts have been made in the Development of Human Resources of the Apparatus as well as obstacles that become obstacles in the implementation of Human Resources Development of the Apparatus at the Personnel and Human Resources Development Agency.This research uses descriptive qualitative methods, aimed at describing and describing existing phenomena, both natural and human engineering, which pay more attention to the characteristics, quality and interrelationships between activities. Collection techniques were carried out through observation, interviews and document review. Then the data is analyzed using data analysis steps carried out by reducing research data, displaying data, drawing conclusions and triangulating research data.The focus of this research is the implementation of apparatus human resource development, namely the implementation of technical education and training and the implementation of structural managerial education and training at the Staffing Agency and Human Resources Development of East Bolaang Mongondow Regency. Based on the results of the research conducted, it is concluded that the implementation of human resource development of the apparatus, namely the implementation of technical education and training and managerial structural education and training at the Staffing and Human Resources Development Agency (BKPSDM) of East Bolaang Mongondow Regency is not optimal with several obstacles.

The current study aims 1) To identify and analyze the welfare program made by the government, especially the regional Government of Bone Bolango Regency at the Agency for Personnel and Human Resources Development of Bone Bolango Regency. 2) It also aims to find out and analyze the Saticfaction of the State Civil Apparatus Agency for Human Resources and Development of Bone Bolango Regency through the Employee Welfare Program. 
 The method in this study uses descriptive qualitativ methods with interview and documentation data collection terchniques.
 The study results show that 1) welfare programs in the Staffing and Resource Development Agency of Bone Bolango Regency are in the form of Job Allowances, Employment BPJS Benefits, and Additional Employee Income Benefits (TPP). It also provides leave facilities work facilities that are adjusted to the class or position of each employee. 2) The Satisfaction of Civil Servants at the Personnel and Human Resources Development Agency of Bone Bolango Regency are already satisfied with the provision of a welfare program in the form of a salary adjusted to the class or position given by the Government every month in the form of a basic salary that does not experience deductions. It also provides allowances given according to the regulations set by the Government. In addition, employees will be given an award and work facilities to motivate employees to improve performance further.

The journal entitled: "A Study of the Concept of Collective Alms with Berhadah Based on the Perspective of Sharia Economic Law (Study at the Agency for Personnel and Human Resources Development of Palembang City)" With the background of the problem that the concept of collective alms with prizes designed by the Agency for Personnel and Human Resources Development (BKPSDM) Palembang City is different from the concept of alms in general which is often done individually, without being limited by time and a certain amount spontaneously and voluntarily. The thing that distinguishes the alms program at the Personnel and Human Resources Development Agency of Palembang City and alms in general lies in the giving of one Umrah package as a gift to the selected alms member as a reward. The formulation of the problem in this study is first, How is the concept of collective alms with prizes at the Personnel and Human Resources Development Agency (BKPSDM) of Palembang City? Second, what is the perspective of Sharia Economic Law on the concept of collective alms with prizes at the Personnel and Human Resources Development Agency (BKPSDM) of Palembang City?
 This research method uses the type of field research (Field Research) which was carried out at the BKPSDM Palembang City. The data collection method in this research is through interviews and documentation. Sources of data used in this study are primary data sources obtained through interviews with the Head of the Agency and Staff/Employees at BKPSDM Palembang City, and secondary data sources obtained from books and research results related to the discussion in this study. The data analysis used by the author in this study is qualitative descriptive.
 The results of the study concluded that the concept of collective alms with prizes at the Palembang City BKPSDM was carried out voluntarily and put forward the concept of honesty, the money from alms was issued in the form of gifts in the form of Umrah as a reward to selected employees. Based on the perspective of Sharia Economic Law, the concept of collective alms with prizes is in accordance with the principles of Sharia Economic Law because the alms are done voluntarily, which means that there is no coercion from any party and is not carried out for profit. The contract used in this alms concept is the tabbaru contract (please help), the alms issued in the form of umrah gifts are a form of mutual assistance among employees, and to motivate the Palembang City BKPSDM employees to be fond of giving alms.
 Keywords: Alms Concept, Prize, Sharia Economic Law