Abstrak Sumber daya manusia merupakan sumber daya yang paling menentukan keberhasilan suatu organisasi. Outbound training adalah kegiatan simulasi atau pelatihan yang dilakukan di lapangan terbuka, cocok untuk banyak perusahaan. Pelatihan semacam ini sangat efektif dalam meningkatkan semangat kerja karyawan. Penelitian ini bertujuan untuk mengetahui bagaimana pelaksanaan pelatihan untuk meningkatkan kinerja karyawan CV. XYZ. Penelitian ini menggunakan penelitian kualitatif dan metode deskriptif. Dalam teknik pengumpulan data, hasil data diperoleh dari observasi, pencatatan dan wawancara. Menafsirkan hasil wawancara untuk menjelaskan hasil penelitian, dan mengajukan pertanyaan kepada karyawan dalam bentuk pertanyaan. Menurut hasil penelitian, pelatihan yang diterapkan perusahaan berada di luar pelatihan perusahaan (off-job training). Metode yang digunakan adalah metode (experiential learning) atau proses belajar melalui pengalaman. Melalui pengalaman belajar, kerja tim yang solid akan terbentuk. Pelaksanaan pelatihan pegawai ini telah merangsang semangat pegawai untuk melakukan pekerjaan dengan baik. Menjadikan kinerja pegawai dilihat dari kemampuan, tingkat pengetahuan, semangat kerja dan kelancaran kerja.Kata Kunci: Sumber Daya Manusia, Training, Kinerja, Organisasi.Abstract Human resources are the resources that most determine the success of an organization. Outbound training is a simulation or activity carried out in an open field, suitable for many companies. This kind of training is very effective in increasing employee morale. This study aims to determine how training implementation improves employee performance CV. XYZ. This study uses qualitative research and descriptive methods. In data collection techniques, the data results are obtained from observation, recording, and interviews. They were interpreting interview results to explain research results and asking employees questions in the form of questions. According to the research results, the training implemented by the company is outside the company's training (off-job training). The method used is the method (experiential learning) or the learning process through experience. Through learning experiences, solid teamwork will be formed. The implementation of this employee training has stimulated the enthusiasm of employees to do a good job. They are making employee performance seen from the ability, level of knowledge, morale, and smooth work.Keywords: Human Resources, Training, Performance, Organization.

Penelitian ini bertujuan untuk mengetahui pengaruh lingkungan kerja dan motivasi tehadap kinerja karyawan PT PLN (Persero) UP3 Bekasi secara parsial dan simultan. Penelitian ini menggunakan pendekatan kuantitatif. Sampel dalam penelitian ini berjumlah 58 karyawan yang merupakan jumlah keseluruhan karyawan PT PLN (Persero) UP3 Bekasi. Hasil penelitian berdasarkan uji hipotesis secara simultan (uji F) menunjukan bahwa lingkungan kerja dan motivasi secara bersama-sama (simultan) berpengaruh positif dan signifikan terhadap kinerja karyawan. Berdasarkan uji secara parsial (uji t) menunjukan bahwa lingkungan kerja berpengaruh signifikan terhadap kinerja karyawan, motivasi berpengaruh signifikan terhadap kinerja karyawan. Hasil uji koefisien determinasi (R Square) dalam model regresi adalah sebesar 0,730. Hal ini menunjukan bahwa besar pengaruh variabel independen yaitu lingkungan kerja dan motivasi terhadap kinerja karyawan sebesar 73% sedangkan sisanya sebesar 27% dipengaruhi oleh variabel lain yang tidak diteliti. Kesimpulan dari penelitian ini adalah lingkungan kerja dan motivasi berpengaruh signifikan terhadap kinerja karyawan, menunjukkan lingkungan kerja dan motivasi sangat berkaitan. Semakin baik lingkungan kerja dan motivasi yang diberikan dari pimpinan terhadap karyawan maka akan meningkatkan kinerja karyawan.

This study aims to determine the effect of Leadership Style on Performance, the influence of Loyalty on Performance and determine the influence of Leadership Style and Loyalty simultaneously on the performance of employees of PT. LAPI Laboratories. The research method used is quantitative associative. The population in this study were 75 employees and using a non-probability sampling method, namely the saturated sample, the sample obtained was 75 respondents. The results showed that leadership style had no effect on performance, it could be seen from the calculation of tcount = 0.909 <ttable = 1.666. Loyalty has a significant effect, it can be seen from the calculation of tcount = 2,594 > ttable = 1,666. Leadership Style and Loyalty have a simultaneous effect on performance as shown by the results of the calculation Fcount > Ftable, namely 3.809 > 2.16. The coefficient of determination (R Square) is 0.096, this means that the variables of Leadership Style and Loyalty affect 9.6% of performance. The conclusion is that there is a simultaneous influence of Leadership Style and Loyalty on the performance of employees of PT. LAPI Laboratories

Community service activities through Student Work Lectures (KKM) aim to assist local government activities in carrying out development in villages/kelurahan; Growing public awareness to improve the quality of life of the nation and state; Fostering community motivation towards activities in the village development process; Help socialize the prevention of Covid-19 transmission and socialize the importance of Vaccination; Provide information and imaging of the existence of Bina Bangsa University College. The targets are expected to be achieved, namely: Able to run eight work programs that have been set, provide skills and take an active role in village development. Students who have a high sense of sensitivity to the problems and difficulties faced by the community in community empowerment. Produce students as motivator, problem solving and mentoring figures. The method of implementing this activity is socialization and training by directly involving the Pamanuk village community and high school students in the village. Some of the results achieved in this activity are from the achievements of eight work programs, including; provide understanding to the public about health through outreach and counseling activities, computer training activities for high school students, mentoring activities in the MSME sector and the field of Appropriate Technology that can be utilized by the community, especially in Pamanuk village, Carenang district, Serang district

Marriage that occurs at the age of a child is one of the national problems, in Indonesia. The rate of child marriage in Indonesia is quite high. Children are allowed to marry both male and female with a minimum age of 19 years. However, the age of 19 is still a teenager which is too early to decide to get married because he has not been able to control himself well. Based on data from the 2014 BKKBN in Banten Province, 6.5% of women married at the age of children, namely under the age of 15 years. In Cibeo Village which is one of the villages in Curug District, it shows that there are 62.2% of women who married at the age of children from 45 samples. Child marriage has an impact on the health of the child, both physically and psychologically. This community service aims to provide education to the community in Curug District, such as Kemanisan, Pancalaksana, and Tinggar Villages, regarding child marriage. The education provided uses the extension method through online penyuluhan secara virtuals, using the zoom meeting platform. The existence of counseling on prevention of marriage at a child's age is able to open a mindset, add insight and knowledge related to marriage at a young age so that the Curug community, especially teenagers, can consider before making a decision to marry at a child's age