Abstract:This study aims to identify and analyze the influence of organizational commitment on succession readiness as well as the mediating role of employee development and talent management through the Individual Development Plan…
an (IDP). Using the Systematic Literature Review (SLR) method with the PRISMA 2020 protocol, searches were conducted on Scopus, Web of Science, EBSCO, ProQuest, and Google Scholar for English-language publications in 2020–2025. Of the 375 articles identified, 30 met all inclusion criteria. The results of the review found that: (1) organizational commitment, especially the affective dimension, had a positive and significant effect on succession readiness; (2) employee development partially mediates the relationship between organizational commitment and succession readiness; (3) talent management through IDP partially mediates the relationship; and (4) there is a sequential mediation effect of OC → ED → TM/IDP → succession readiness. These findings provide important theoretical and practical implications for organizations in designing succession programs that are sustainable and based on individual competencies.
Abstract:This narrative review explores whether high-potential workers (HiPo) within Indonesian organizations across various sectors consistently exhibit elevated levels of emotional intelligence (EI), and it assesses the relevance…
ce of the Competency Based Model proposed by Boyatzis in the identification and development of HiPos. The review compiles freely accessible scholarly articles from 2024 to 2025, with a focus on research from Indonesia and includes one primary benchmark study on high-potential individuals for comparison, as studies specific to Indonesian HiPo are scarce. Findings reveal that being classified as a HiPo does not necessarily correlate with having high EI. Research directly related to high potential employees indicates that cognitive-intrapersonal skills such as initiative, desire for learning, and the ability to think outside conventional limits are stronger indicators of high potential than emotional-interpersonal skills. Research from various Indonesian sectors, including manufacturing, energy, construction, and public services, suggests that while EI plays a significant role in enhancing employee productivity, work performance, job satisfaction, and effectiveness in management, its influence typically operates through mediating factors instead of serving as a direct predictor. Furthermore, talent management research in Indonesia shows that numerous organizations still depend on performance evaluations and fragmented methods instead of comprehensive competency frameworks. This review concludes that the Competency Based Model is relevant in Indonesian organizations across different sectors; however, it should be viewed as encompassing a range of competencies rather than a single attribute. While EI is valuable, it is not an essential or sufficient criterion for determining high-potential employees.
Abstract:In the Industry 4.0 era, achieving sustainable business success requires organizations to harness unique, rare, and inimitable resources. These resources demand a long learning curve within the organization and are critical…
cal for sustaining competitive advantage. This study explores the Era 4.0 Organizational Sustainability Model, a hybrid framework that demonstrates the interrelation of key organizational elements, including core competencies, business outcomes, and strategic objectives essential for long-term operational sustainability. In a landscape of intense competition, survival and growth are imperative goals for organizations. Central to this endeavor is the management of human resources, particularly the Millennial workforce, known for its unique challenges in turning weaknesses into opportunities for development. This research highlights the critical role of tailored talent management strategies in addressing generational characteristics, fostering employee growth, and aligning workforce capabilities with organizational needs. By employing an innovative and holistic HR strategy, organizations can enhance their ability to compete sustainably while driving long-term profitability and resilience in the face of rapid technological and market changes.
Abstract:The millennial generation, with its distinct characteristics and preferences, presents both challenges and opportunities for organizations in talent management. This study examines effective strategies to retain millennials…
als in the workplace. Key findings reveal that millennials highly value continuous career development, a balance between work and personal life, and a collaborative and inclusive work environment. The adoption of advanced technology and frequent, constructive feedback are also crucial in engaging and retaining millennial employees. Organizations that adapt their talent management strategies to meet these needs are more likely to retain millennial talent and enhance long-term organizational success.
Abstract:This systematic literature review examined 40 high-quality empirical studies to synthesize evidence regarding how talent management, continuous improvement, and performance appraisal influence employee productivity across…
s organizational contexts. The findings reveal that talent management creates direct and moderated effects on employee productivity through organizational culture and employee involvement mechanisms. Continuous improvement methodologies, including Lean Six Sigma approaches, yield simultaneous improvements in both productivity and quality outcomes, with demonstrated effectiveness in service-oriented sectors. Performance appraisal systems enhance employee productivity through clarified performance expectations, developmental feedback, and strengthened accountability mechanisms. A critical finding is that integrating these three human resource management domains produces synergistic effects that exceed the sum of isolated interventions, demonstrating multiplicative rather than additive productivity gains through mutually reinforcing mechanisms. The 40 included studies employed balanced methodological approaches including quantitative surveys, structural equation modeling, qualitative investigations, and empirical case studies, with 65% published in 2024-2025 reflecting contemporary human resource management practices. This systematic evidence synthesis establishes that veterinary clinics implementing comprehensive integrated approaches addressing talent management, continuous improvement, and performance appraisal simultaneously would achieve superior productivity outcomes while addressing the profession's unique emotional labor demands and animal welfare responsibilities.
Abstract:Amidst a digitized business landscape, Digital Leadership (DL) has emerged as a crucial predictor of Team Performance. However, a fundamental question arises: which dimensions of digital leadership truly drive performance…
e technical skills (tech-savviness), strategic vision, or relational skills? This study uses a Systematic Literature Review (SLR) of 51 articles to deconstruct digital leadership into four main dimensions: (1) Technological, (2) Visionary-Strategic, (3) Relational-Emotional, and (4) Structural-Managerial. The findings reveal an unexpected pattern: the technological dimension only acts as a hygiene factor, while the structural-managerial and visionary-strategic dimensions show the most consistent impact on team performance. Furthermore, the effectiveness of the relational dimension is highly context-dependent, strong in small Agile teams but NOT significant in large bureaucratic organizations. These findings suggest a reframing of the conventional assumption that “digital leaders” must start with technical expertise, and instead suggest that organizations should train digital talent in soft skills and strategic vision, or train existing visionary leaders in basic digital literacy.
Abstract:Technological and digital developments that happening right now are rapidly growth and this condition encourages the competition in the business world become more intense. The rapid development of technology and digitalization…
zation has presented a digital business marked by the high development of technology-based business and trade transactions. Based on these, digital business has great potential to drive economic growth.Digitalization is an interesting topic to research in encouraging technological progress and stimulating economic growth. Economic activities nowadays cannot be separated from the use of information & communication technology through telecommunications networks and the use of internet by conducting e-business transactions. E-business or digital business is a projection of new talents that can inspire competitiveness. Digital business is currently growing rapidly around the world, including Indonesia, proven by the increasing number of internet users. The Indonesian Internet Service Providers Association (APJII) announced that the number of Indonesian internet users in 2024 reached 221,563,479 people from a total population of 278,696,200 people in Indonesia in 2023. This condition is also followed by the increasing number of e-commerce users in Indonesia which has continued to increase since 2020, until in 2023 the number of e-commerce users in Indonesia is 58.63 million users. The research method used is descriptive qualitative research, a method that been used by researchers through a literature study approach and analyzing all information regarding the research topic. This research intends to find out how does the impact of digital business on Indonesian economy. The results show that digitalization has changed many aspects of Indonesian society, including the economy. The development of technological advances and digitalization give positive impact on Indonesia's economic growth.
Abstract:Innovation in human resource development (HRD) is a key factor in enhancing organizational competitiveness in the digital era. This study discusses various trends in HRD innovation, key success factors, implementation challenges,…
allenges, and recommendations to improve the effectiveness of these innovations. The findings indicate that the utilization of digital technology, flexibility in workforce management, data-driven talent management, and gamification in training are the main trends in HRD innovation. The success of these innovations is influenced by management support, an innovative organizational culture, the use of technology, and employee engagement. However, several challenges remain, including resistance to change, skill gaps, and budget constraints. Therefore, organizations need to increase investment in HR technology, adopt digital-based training models, build an adaptive organizational culture, and develop flexible career development programs. By implementing these strategies, HRD innovation can be more effective in supporting organizational growth and preparing the workforce for the ever-evolving industry dynamics.
Keywords: HRD Innovation, Digital Technology, Talent Management, Employee Training, Career Development
Abstract:The Independent Curriculum in elementary to high schools (SD to SMA) is a challenge for schools to improve their ability in managing both learning and administration, so that what is aspired to in the mandate of the Constitution…
titution which reads "to educate the life of the nation" is something that is essential. Something that is quite urgent is the learning objectives, one of which is to improve cognition for students, which is the basis for this community service program, namely improving musical skills with a drumband training and performance program at SMPN 30 Muaro Jmabi. The skills program in the independent learning curriculum is strongly encouraged by being a leading government program (Ministry of Education and Culture) so that students can create something that fosters independence in determining and choosing the direction of life (future). The purpose of this community service program is that in addition to increasing interest and talent, it also provides space for creativity for students in carrying out music learning activities through extracurricular activities as intended by the independent curriculum. The community service program is a government program that is assigned to educators (Lecturers) in carrying out the Tri Dharma of Higher Education. For that, of course there are scientific measurements called activity outputs, in this case the team will target outputs in the form of (1) National Seminar Proceedings. (2) Scientific Journals. (3) Publications on Electronic Media. (4) Activity Documentation Videos.
Abstract:An inclusive education structure that prioritizes equitable access and participation without discrimination, gifted and talented children (GTC) are often overlooked by the system due to the dominance of a homogenized curriculum…
riculum not designed to address their unique needs. GTC possess complex learning profiles, characterized by high intellectual capacity, rapid knowledge acquisition, and intense interests and creativity that exceed the average. The mismatch between conventional teaching approaches and the distinctive needs of GTC in inclusive environments creates serious pedagogical challenges, notably the hindered realization of their full potential. This article aims to critically examine the effectiveness of differentiated instruction as an adaptive curriculum strategy in addressing the diverse needs of GTC within inclusive classrooms. Through a systematic literature review, the differentiation approach is analyzed within the framework of modifying content, process, and product of learning based on students' readiness, interests, and cognitive profiles. The findings indicate that the implementation of differentiation significantly enhances intrinsic motivation, active engagement, and academic achievement of GTC, while maintaining social cohesion in the classroom. Differentiated instruction also contributes to the creation of an inclusive, dynamic, and pedagogically equitable learning environment. The novelty of this study lies in the conceptual integration of differentiation principles with inclusive practices as a foundation for curriculum design that emphasizes individual excellence and appreciation of diversity. These findings offer substantive contributions to the development of a more transformative and responsive pedagogical paradigm, while also providing both theoretical and practical foundations for educators in designing curriculum interventions that empower all learners, including those with exceptional capacities.