<![CDATA[Abstract: Private healthcare clinics face increasingly complex challenges in human resource management due to intensified competition for competent healthcare professionals, high workforce mobility, and evolving competency requirements driven by digital transformation in the healthcare sector. These conditions require organizations not only to implement effective recruitment strategies and competency development programs but also to establish strategic partnerships with external institutions to enhance human resource performance. This study aims to examine the effects of recruitment strategy and competency development on human resource performance, as well as to investigate the moderating role of external human resource partnership in private healthcare clinics in Medan City, Indonesia. A quantitative research approach was employed using a survey method involving 95 respondents, consisting of clinic managers, physicians, and nurses selected through purposive sampling. Data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS), including assessments of the measurement model, structural model, and hypothesis testing. The findings reveal that both recruitment strategy and competency development have positive effects on human resource performance. Furthermore, external human resource partnership strengthens the relationships between recruitment strategy and human resource performance, as well as between competency development and human resource performance, indicating that external partnerships serve as a strategic mechanism for enhancing the effectiveness of human resource management practices. This study contributes to the advancement of Strategic Human Resource Management by positioning external human resource partnership as a collaborative capability that reinforces the implementation of recruitment strategies and competency development initiatives to improve human resource performance in private healthcare clinics. Keywords: Recruitment Strategy, Competency Development, External Human Resource Partnership, Human Resource Performance.  Abstrak: Perancangan dan implementasi sistem E-Arsip bertujuan untuk meningkatkan efisiensi dalam pengelolaan arsip berbasis digital. Sistem ini dirancang untuk menggantikan metode penyimpanan konvensional, yang sering kali menghadapi kendala seperti kehilangan dokumen, keterbatasan ruang fisik, dan sulitnya pencarian data. Dengan memanfaatkan teknologi informasi, E-Arsip menawarkan solusi integrasi penyimpanan, pengelolaan, dan akses dokumen secara elektronik, sehingga mendukung proses administrasi yang lebih cepat dan akurat. Saat ini, Jurusan Dakwah dan Komunikasi Islam di STAIN Bengkalis masih mengelola arsip secara konvensional, yakni dokumen-dokumen berbentuk kertas yang disimpan dalam kotak atau map (benex dan bindex) yang diberi label nama. Metode ini sering kali menyulitkan penyimpanan, pencarian, dan pengamanan arsip, terutama karena jumlah dokumen yang besar dan resiko kehilangan data. diperlukan sistem E-Arsip yang dapat membantu meningkatkan efisiensi pengelolaan arsip di Jurusan Dakwah dan Komunikasi Islam. Hasil dari implementasi ini menunjukkan bahwa E-Arsip mampu meningkatkan efisiensi kerja, keamanan dokumen, serta kemudahan akses data. Tujuan utama sistem ini adalah menyederhanakan manajemen arsip, mempercepat proses pencarian, dan meningkatkan perlindungan data. Proses pengembangannya melibatkan analisis kebutuhan pengguna menggunakan metode wawancara dan, desain sistem menngunakan usecase diagram, activity diagram, Entity Relationship Diagram, desain file, desain input. pengembangan perangkat lunak menggunakan metode waterfall, serta tahap implementasi dan pengujian. Penelitian ini membuktikan bahwa sistem E-Arsip mampu mempercepat akses dokumen dibandingkan metode manual. Dengan implementasi E-Arsip, organisasi dapat mengelola dokumen secara lebih efektif, terorganisir, dan aman. Kata Kunci: E-Arsip, Sistem, diagram]]>
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