<![CDATA[This study aims to analyze the human resource (HR) development programs received by ROSMA MSME participants and to identify the supporting and inhibiting factors in the implementation of these programs in Hanau District, Seruyan Regency. The study employs a qualitative approach, utilizing data collection techniques such as in-depth interviews, field observations, and documentation. Data triangulation was conducted to ensure the validity of the research findings. The results indicate that: 1) The HR development program at ROSMA MSME is implemented in a structured manner based on a non-formal vocational education curriculum (complete with lesson plans, modules, and an allocation of 150 lesson hours for the culinary arts track). Training focuses on leveraging local raw material potential (such as processing abundant fish supplies into fish crackers), strengthening understanding of business legality (PIRT, OSS, and Halal certification), and expanding marketing networks through partnerships with government agencies and state-owned enterprises (Disperindag, the Manpower Office, BNI, BTPN, and Baznas). 2) Key supporting factors include instructors possessing official qualifications and ministry certifications, the accurate targeting of participants (housewives and school graduates not pursuing higher education), and the provision of continuous post-training entrepreneurship support. Meanwhile, inhibiting factors include the training operations' reliance on a single lead instructor—meaning physical health issues disrupt activity frequency and seasonal environmental disruptions caused by haze (resulting from forest and land fires), which hinder on-site production processes.]]>
