Training is a way to build human resources towards an era of globalization that is full of competition and challenges. Therefore, training activities cannot be ignored, especially in facing an era of increasingly fierce competition, it can be assumed that training and human resource development are very important for employees to work better and better at the work being held or will be held. This is an effort to prepare the workforce or employees to face job duties that are considered not mastered in their field, including companies that we take as objects of research on the training and development of employees are employees of the Chiken Labbaik company Serang City which is located at Jl. Raya Cipocok T-junction Miyabon in front Alfamidi Cipocok-Serang-Banten prospective permanent employees (apprentices) are trained directly by the supervisior who reports directly to the Branch Manager. Descriptive method is a method of examining the status of a group of people, an object, a set of conditions, a system of thought, or a class of events in the present. Conclusion Training with the on the job training method and the Apprenticeship Method are more focused on increasing the ability and expertise of Labbaik Chicken company employees relating to the position or function that is the responsibility of the individual concerned at present (current job oriented). The goal to be achieved from a training program is to improve individual performance in the Chicken Labbaik company.

ABSTRAKThe purpose this research is to research influenc of internal audit performance measures, professional expertise and auditor work experience towards state universities in Banten. The population in this study were auditors of the Internal Audit Unit (SPI) at State Universities in Indonesia. The research sample is the SPI auditor and the former State University SPI auditor in Banten. Data collection is done by coming directly to the SPI auditor and former auditor of State University SPI in Banten. This research was conducted by survey method through a questionnaire to SPI auditors and former SPI auditor of State University in Banten. Total of State Universities in Serang is 4 universities. From the survey result, the number of SPI auditors at State University in Banten is 117, consisting of 73 former SPI auditors and 44 SPI auditors. So that, the number of distributed questionnaires same as proportion of total samples or respondents is 117 questionnaires. Data processing until hypothesis testing in this study uses SPSS. The results of this study are (1) size of internal audit performance has a significant positive effect on university performance, (2) professional expertise has no significant positive effect on university performance and (3) work experience of internal auditors has a significant effect on university performance. PendahuluanPenelitian ini mencoba untuk mengusulkan struktur hubungan antara karakteristik audit internal seperti pengaruh ukuran kinerja internal audit, keahlian profesional dan pengalaman kerja auditor internal terhadap kinerja perguruan tinggi negeri di Banten. Kehadiran departemen audit internal sangat penting karena dianggap sebagai unsur utama dalam menggunakan sistem akuntansi pada gilirannya, dan dapat membantu dalam mengevaluasi pekerjaan audit internal di perguruan tinggi negeri.departemen. Audit internal adalah bagian penting dari struktur kelola pemerintahan dalam sebuah organisasi pemerintahan seperti inspektorat meliputi kegiatan pengawasan yang dilakukan oleh dewan direksi dan komite audit untuk memastikan proses pelaporan keuangan yang kredibel (Badan Pengawasan Umum, 1994). Konsisten dengan penelitian sebelumnya tentang pentingnya audit internal, penelitian ini memberikan penjelasan tentang hubungan antara audit internal dan kinerja pemerintahan. Audit internal pemerintah merupakan bagian internal pemerintah yang mengawasi jalannya pemerintahan. Audit internal adalah bagian penting dari struktur

The dynamics of the environment that always turned demanding company to obtain the quality of human resources .training and development is common frequently done by the company ,because placement employees directly in a job is not guarantee they'll succeed .

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The purpose of this research is to analyze the importance of training and training system at Sofyan Inn Altama Hotel Syariah. Data analysis method used in this research is qualitative method. The results showed that the Company generally conducts training or training activities in order to obtain qualified employees in skill, knowledge, and good attitude in organizing.Sofyan Inn Altama syariah hotel implemented training to tie softskill, hartskill and knowledge management of its employees. To assess the success of training, it is necessary to have an appropriate systematic evaluation. This is to be taken into consideration whether the contract of work will be continued or terminated within a specified time. The success of training can be seen from the success indicator of the training set at Sofyan Inn Altama shariah hotel.Keywords: on the job training, vestibulue. PendahuluanPeran manajemen sumber daya manusia sangat penting bagi perusahaan dalam mengelola, mengatur, dan memanfaatkan pegawai sehingga dapat berfungsi secara produktif untuk tercapainya tujuan perusahaan. Sumber daya manusia di perusahaan perlu dikelola secara profesional agar terwujud keseimbangan antara kebutuhan pegawai dengan tuntutan dan kemampuan organisasi perusahaan.Keseimbangan tersebut merupakan kunci utama perusahaan agar dapat berkembang secara produktif dan wajar. Perkembangan usaha dan organisasi perusahaan sangatlah bergantung pada produktivitas tenaga kerja yang ada diperusahaan. Dampak Program Training TerhadapPeningkatan Keunggulan Kompetitif Perusahaan (Studi Kasus Pada Hotel Sofyan Inn Altama syariah Pandeglang) Ahyakudin 60 Syi'ar Iqtishadi Vol.2 No.1, Mei 2018 Pengelolaan pegawai secara profesional ini harus dimulai sejak perekrutan pegawai, penyeleksian, pengklasifikasian, penempatan pegawai sesuai dengan kemampuan, penataran, dan pengembangan kariernya. Dalam suatu perusahaan, masalah tersebut sudah menjadi hal umum. Tidaklah wajar jika banyak pegawai yang sebenarnya secara potensi berkemampuan tinggi tetapi tidak mampu berprestasi dalam kerja. Hal ini dimungkinkan karena kondisi psikologis dari jabatan yang tidak