Abstract:Penelitian ini membahas pemanfaatan Artificial Intelligence (AI) dalam smart manufacturing serta perubahan peran Human Resource Development (HRD) di era Industri 4.0. Melalui studi pustaka dari berbagai jurnal nasional,…
penelitian ini menemukan bahwa AI memiliki pengaruh besar terhadap peningkatan efisiensi produksi, mulai dari predictive maintenance yang mampu mengurangi gangguan mesin hingga sistem quality inspection berbasis computer vision yang membuat proses pengecekan lebih cepat dan akurat. Di sisi lain, perkembangan teknologi ini membuat HRD harus menyesuaikan cara kerja mereka, terutama dalam hal rekrutmen, pelatihan, dan pengembangan kompetensi karyawan. HRD kini dituntut lebih memahami teknologi digital agar mampu menyiapkan tenaga kerja yang sesuai dengan kebutuhan industri modern. Hasil kajian menunjukkan bahwa peran teknologi dan HRD saling melengkapi karena penerapan AI tidak akan berjalan optimal tanpa kesiapan karyawan. Dengan demikian, perusahaan perlu mengatur strategi yang seimbang antara pemanfaatan teknologi dan penguatan kemampuan SDM.
Abstract:Human Resource Development (HRD) memiliki peran strategis sebagai penggerak inovasi proses pada industri manufaktur modern. HRD tidak hanya meningkatkan kompetensi teknis karyawan, tetapi juga membangun kemampuan adaptasi…
i terhadap perubahan teknologi, alur kerja baru, dan dinamika pasar. Strategi HRD yang mencakup pelatihan berbasis digital, workplace learning, mentoring, serta pengembangan kreativitas karyawan mampu menciptakan tenaga kerja yang adaptif, kompeten, dan proaktif dalam meningkatkan efisiensi serta kualitas proses produksi. Kajian literatur ini menunjukkan bahwa HRD berkontribusi pada penciptaan budaya kerja yang mendukung kolaborasi, kreativitas, dan pembelajaran berkelanjutan, sehingga inovasi proses dapat terwujud secara efektif.
Abstract:Financial independence remains a critical challenge for Islamic educational institutions, primarily due to their persistent reliance on external funding sources. Such dependency not only undermines financial stability but…
t also constrains institutional autonomy and long-term sustainability. This article aims to conceptually examine pathways toward financial independence in Islamic educational institutions through a zero capital approach. Employing a qualitative library research design, this study critically analyzes scholarly books and peer-reviewed journal articles related to Islamic education management, social entrepreneurship, and non-profit organizational governance. The findings reveal that financial independence is not solely determined by the availability of financial capital, but rather by the institution’s capacity to optimize non-financial assets, including social capital, intellectual capital, and symbolic capital. The zero capital approach emerges as a transitional strategy that encourages the effective utilization of internal resources, competency-based productive innovation, and operational efficiency through digitalization. The novelty of this article lies in repositioning financial independence as a structural, asset-based process aligned with Islamic values, rather than as an instant outcome driven by monetary capital. This study contributes to the advancement of Islamic education management discourse and offers strategic insights for institutional leaders seeking sustainable financial independence under resource constraints.
Abstract:The rapid advancement of digital technologies has fundamentally restructured the nature of work and transformed the roles, practices, and strategies of Human Resource Management (HRM). This article presents a systematic…
review of HRM challenges and opportunities within digital workplace environments, drawing on peer-reviewed literature published between 2015 and 2024. Five core dimensions of digital HRM transformation are examined: technology-based talent acquisition, remote and hybrid workforce management, continuous digital competency development, people analytics and data-driven decision-making, and the ethics of algorithmic management. The findings reveal that while digitalization enhances HR efficiency and organizational agility, it simultaneously introduces complex challenges related to employee well-being, digital equity, and data privacy. This article further proposes the Digital HRM Maturity Model as a conceptual framework offering organizations a structured pathway toward sustainable, human-centered digital transformation. Managerial implications and future research directions are discussed accordingly.
Abstract:Sektor pariwisata di Kota Bandung tengah mengalami transformasi struktural yang dipicu oleh akselerasi infrastruktur transportasi dan pergeseran paradigma konsumsi wisatawan pada periode 2024-2025. Penelitian ini bertujuan…
an untuk menganalisis secara mendalam strategi bertahan yang diterapkan oleh Usaha Mikro, Kecil, dan Menengah (UMKM) pariwisata di Kota Bandung dalam merespons persaingan industri yang semakin kompetitif dan terdisrupsi secara digital. Dengan menggunakan lensa teori Resource-Based View (RBV), penelitian ini mengeksplorasi bagaimana aset internal yang unik dan kemampuan adaptif menjadi penentu keunggulan kompetitif yang berkelanjutan. Pendekatan penelitian yang digunakan adalah kualitatif deskriptif dengan desain studi kasus, di mana data dikumpulkan melalui teknik dokumentasi mendalam, observasi partisipatif, dan analisis literatur sekunder. Prosedur analisis data dilakukan melalui model interaktif Miles dan Huberman yang meliputi reduksi data, penyajian data, serta penarikan kesimpulan. Hasil penelitian mengungkapkan bahwa UMKM pariwisata di Kota Bandung mengandalkan tiga pilar strategi utama: pertama, optimalisasi identitas digital melalui platform creator hub seperti Patrakomala; kedua, diversifikasi produk berbasis kearifan lokal yang memenuhi kriteria Valuable, Rare, Inimitable, dan Organized (VRIO); serta ketiga, penguatan kolaborasi ekosistem pentahelix. Kehadiran Kereta Cepat Whoosh diidentifikasi sebagai katalisator yang mengubah pola kunjungan menjadi lebih singkat namun intensif, menuntut efisiensi operasional yang lebih tinggi. Temuan ini menegaskan bahwa ketahanan UMKM pariwisata tidak hanya bergantung pada volume kunjungan, melainkan pada kemampuan mentransformasi modal budaya menjadi nilai ekonomi melalui narasi storytelling dan adaptasi teknologi pembayaran non-tunai.
Abstract:The manufacturing sector in Indonesia, particularly within the aluminum fabrication and extrusion industry, is currently navigating a period of intense structural transition. Historically characterized by a focus on physical…
ical output and technical specifications, enterprises are now increasingly compelled to adopt a service-dominant logic to maintain competitive viability. This research report investigates the strategic implementation of human resource development programs at NJS Alumunium, focusing on the dual-pathway integration of technical competence (hard skills) and interpersonal proficiencies (soft skills). Utilizing the SERVQUAL framework as a primary evaluative tool, the analysis explores how specific technical abilities, such as CNC machining, precision welding, and CAD design, intersect with soft skills like emotional intelligence, communication, and proactive problem-solving to drive customer satisfaction. The study synthesizes data from contemporary Indonesian industrial policies, including "Making Indonesia 4.0," and academic frameworks such as Workplace Learning (WPL) and Total Quality Management (TQM). Findings indicate that while technical mastery is a prerequisite for entry into the high-end aluminum market, soft skills serve as the critical differentiator in fostering customer loyalty and bridging the gap between expectation and perception. The report further details the role of management information systems, the impact of local cultural paternalism in leadership, and the emergence of green capabilities as essential components of a modern competency strategy. The proposed developmental model advocates for a continuous, mentored, and digitally-enabled training ecosystem that aligns organizational capabilities with the sophisticated demands of both domestic and international consumers.
Abstract:Transformasi digital telah menjadi salah satu agenda strategis utama dalam pengelolaan sumber daya manusia (SDM) di berbagai organisasi, terutama di tengah dinamika lingkungan bisnis yang semakin kompetitif dan berbasis…
teknologi. Perkembangan teknologi seperti Human Resource Information System (HRIS), Human Resource Analytics, Artificial Intelligence (AI), dan automasi proses administrasi telah mendorong perubahan signifikan dalam cara fungsi Human Resources (HR) menjalankan perannya. Penelitian ini bertujuan untuk menganalisis penerapan teknologi digital dalam praktik HR serta dampaknya terhadap peningkatan kinerja SDM. Pendekatan penelitian yang digunakan bersifat deskriptif-analitis dengan memadukan studi literatur dan temuan empiris dari berbagai organisasi yang telah mengimplementasikan solusi digital dalam manajemen SDM. Hasil analisis menunjukkan bahwa penerapan teknologi digital mampu memberikan efisiensi operasional, peningkatan akurasi data, dan percepatan proses kerja dalam fungsi HR, seperti rekrutmen, pelatihan, penilaian kinerja, dan manajemen talenta. HR Analytics berperan penting dalam pengambilan keputusan berbasis data, sehingga organisasi dapat mengidentifikasi kebutuhan kompetensi, memprediksi potensi turnover, serta meningkatkan efektivitas program pengembangan karyawan. Sementara itu, penggunaan AI dalam proses rekrutmen dan manajemen kinerja memberikan nilai tambah berupa objektivitas dan konsistensi dalam evaluasi. Namun, penelitian ini juga menemukan bahwa keberhasilan transformasi digital tidak hanya bergantung pada teknologi, tetapi juga pada kesiapan organisasi, kompetensi SDM, budaya kerja, serta dukungan manajemen puncak. Tantangan seperti resistensi terhadap perubahan, keterbatasan keterampilan digital, dan integrasi sistem masih menjadi hambatan dalam implementasi optimal. Secara keseluruhan, penelitian ini menegaskan bahwa transformasi digital dalam praktik HR merupakan strategi penting untuk meningkatkan kinerja SDM dan daya saing organisasi. Implementasi teknologi yang tepat, didukung oleh tata kelola perubahan yang efektif, menjadi kunci keberhasilan dalam mewujudkan HR yang lebih adaptif, efisien, dan berbasis data.
Abstract:Women, especially housewives, hold a number of central functions in the family and are important economic resources. Empowerment of women is very important because it can create conditions, atmosphere, climate, which allows…
ows the potential to develop. The main priority of empowerment is the creation of independence. Self-empowerment efforts have also been realized by groups of housewives who are PKM partners, consisting of three people joined in the "SMA HKBP" and three people from the "SMA HKBP" located in, Dolok Sanggul. The objectives of this PKM activity are: 1) help empower groups of housewives who desire to become entrepreneurs; 2) help PKM partners in creating skills and comfort in community life through entrepreneurship; 3) improve thinking, reading and writing skills or other skills such as internet use. The targets of this program are: 1) the formation of a new business in the field of handicrafts from rope or thread curry (macrame); 2) availability of production support tools to produce creative macramé products; 3) there is an increase in knowledge and skills in producing various types of creative macarame products and are in demand by consumers. The outputs of this program are: Entrepreneurship Module, Basic Financial Accounting Module, and Use of Technology, Information and Communication Module. The implementation method is carried out to achieve the purpose of community service through PKM activities through discussion methods, technical guidance/training, workshops, and mentoring. Through PKM activities, empowering partner groups to become entrepreneurs is expected to help empower groups of housewives who are PKM partners so that they can improve the welfare of families and surrounding communities in a concrete manner .
Abstract:In general, the goal of every company, both private and public, is to improve the quality of its human resources to produce good performance. This research was conducted to determine the influence of Leadership, Motivation…
on and Work Environment on the Performance of Civil Servants at the Medan Petisah Sub-district Office. The sample used amounted to 32 respondents. This study used a quantitative method with data collection techniques through distributing questionnaires. The data analysis technique used was multiple linear regression analysis using the SPSS Version 22 program. The results showed that the regression equation Y=12.801+0.426X1+0.607X2+0.030X3. The results of this research show that leadership partially has a significant effect on employee performance with a t-count > t-table (3.027 > 2.048) and a sig value (0.005 <0.05). Motivation partially has a significant effect on employee performance with t-count > t-table (5.891 > 2.048) and sig value (0.000 < 0.05). The work environment has partially no significant effect on employee performance with a t-count < t-table (0.214 < 2.048) and a sig value (0.832 > 0.05). Leadership, Motivation and Work Environment simultaneously have a positive and significant effect on Employee Performance with Fcount > Ftable (116.027 > 2.95) with a sig value (0.000 <0.05). The coefficient of determination of Adjuted R Square is 0.918 which means 91.8% of employee performance at the Medan Petisah Sub-District Office is influenced by the variables of Leadership, Motivation and Work Environment.
Abstract:This study aims to determine the role of human resource management (HRM) in helping to overcome student problems at the Student Press Institute (LPM) DINAMIKA, State Islamic University of North Sumatra (UIN SU), particularly…
arly in improving member quality, overcoming member activity problems, and identifying obstacles faced in organizational HR management. This study uses a qualitative method with a descriptive approach. Data were obtained through interviews, observations, and documentation with informants consisting of the General Manager, Head of the Research and Development Division (Litbang), Head of the Member Resource Development Subdivision (PSDA), and members of LPM DINAMIKA UIN SU. The results of the study indicate that HRM plays a role in improving member quality through various coaching and competency development programs, and helps increase member activity through continuous motivation, coaching, and coordination. However, its implementation still faces several obstacles, such as low member commitment, time constraints, and differences in motivation levels. Therefore, more effective and sustainable HRM management is needed to support the development of the organization and its members.