<![CDATA[Perkembangan pesat gig economy di Indonesia memunculkan tantangan manajerial baru bagi manajemen sumber daya manusia (MSDM) dalam mengelola mitra kerja yang statusnya berada di luar hubungan kerja formal. Perusahaan platform dituntut merancang praktik pengelolaan mitra, mulai dari rekrutmen, penilaian kinerja berbasis algoritma, hingga skema kesejahteraan, di tengah konstruksi hukum yang menimbulkan kekosongan perlindungan (protection gap) karena belum terakomodasinya pekerjaan platform dalam UU No. 13 Tahun 2003 maupun UU Cipta Kerja. Penelitian ini bertujuan untuk mereview secara sistematis literatur terkini (2024–2026) mengenai tantangan pengelolaan SDM pada mitra kerja gig economy, dampak pengawasan algoritma (algorithmic management) terhadap kinerja dan kesejahteraan pekerja, serta implikasinya bagi formulasi kebijakan ketenagakerjaan yang adaptif di Indonesia. Menggunakan metode Systematic Literature Review (SLR) berpedoman standar PRISMA terhadap 20 artikel jurnal bertaraf nasional dan internasional, hasil kajian menunjukkan bahwa praktik pengelolaan mitra pada platform digital saat ini menampilkan corak kerja sama formal yang menyembunyikan subordinasi ekonomi mendalam serta kontrol manajerial yang ketat. Penelitian ini merekomendasikan reformulasi strategi pengelolaan SDM berbasis kondisi atau lingkungan kerja kategori pekerja mitra platform digital, penguatan transparansi manajerial algoritma, serta adopsi standar perlindungan sebagaimana EU Platform Work Directive 2024 dan RUU Pekerja Gig 2026 di Indonesia. The rapid development of the gig economy in Indonesia has introduced new managerial challenges for human resource management (HRM) in supervising work partners whose status falls outside formal employment relationships. Platform companies are required to design partner management practices—ranging from recruitment and algorithm-based performance appraisal to welfare schemes—amidst a legal framework that creates a protection gap, as platform work is not yet accommodated in Law No. 13 of 2003 or the Job Creation Law. This article aims to systematically review recent literature (2024–2026) regarding HRM challenges concerning gig economy work partners, the impact of algorithmic management on worker performance and well-being, and its implications for adaptive labor policy formulation in Indonesia. Employing the Systematic Literature Review (SLR) method guided by PRISMA standards on 20 national and international journal articles, the findings indicate that current digital platform partner management practices exhibit a pseudo-partnership character that conceals economic subordination and strict managerial control. This research recommends the reformulation of HRM strategies based on the working conditions or environments of digital platform worker categories, the strengthening of algorithmic managerial transparency, and the adoption of protection standards such as the EU Platform Work Directive 2024 and the 2026 Gig Worker Bill in Indonesia.]]>
