<![CDATA[This research investigates the Strategic Plan for Training and Development (RENSTRA DIKLAT) of human resources (HR) in Islamic education organizations amidst the Fourth Industrial Revolution. The primary aim of the study is to evaluate how RENSTRA DIKLAT contributes to HR development within these organizations and to identify effective practices and challenges encountered in this context. Employing a qualitative approach with a case study method, the research involved in-depth interviews, observations, and document analysis across several Islamic educational institutions implementing RENSTRA DIKLAT. The study found that comprehensive needs analysis, strategic planning, and regular evaluations are crucial practices for enhancing HR competencies and motivation. Institutions that successfully integrated technology into their training programs, developed leadership skills and emphasized Islamic values achieved notable improvements in HR development. However, challenges such as limited technological infrastructure in remote areas were identified, emphasizing the need for support from both government and private sectors. Recommendations for future research include examining the long-term impacts of RENSTRA DIKLAT on institutional performance, exploring strategies to address infrastructure and technology access issues in remote areas, and developing innovative training models that blend digital technology with traditional learning approaches. This research offers valuable insights into best practices for HR development in Islamic education organizations and provides a foundation for further investigation into overcoming existing challenges.]]>
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