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All Journal Jurnal Riset Multidisiplin Edukasi
Khuzaini
Master of Management Program, Postgraduate Program, Universitas Islam Kalimantan Muhammad Arsyad Al Banjari (UNISKA MAB), Banjarmasin, Indonesia
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The Role of AI-Driven Human Resource Information Systems (HRIS) in Enhancing Employee Performance and Organizational Agility: Evidence from Industry 5.0 Mely Daniati; Ramadhika Trisnasari; Syahrial Shaddiq; Khuzaini; Zakky Zamrudi
Jurnal Riset Multidisiplin Edukasi Vol. 3 No. 6 (2026): Jurnal Riset Multidisiplin Edukasi (Juni 2026)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/jurmie.v3i6.2327

Abstract

The rapid advancement of Artificial Intelligence (AI) has significantly transformed Human Resource Information Systems (HRIS), enabling organizations to improve workforce management through intelligent automation, predictive analytics, and data-driven decision-making. In the context of Industry 5.0, organizations are encouraged to integrate advanced digital technologies while maintaining a human-centered approach that emphasizes employee well-being, innovation, and organizational resilience. This study aims to explore the role of AI-driven Human Resource Information Systems (HRIS) in enhancing employee performance and organizational agility. A qualitative case study approach was employed to obtain an in-depth understanding of AI implementation in human resource management. Data were collected through semi-structured interviews, organizational documents, and a review of recent literature, and were analyzed using thematic analysis. The findings indicate that AI-driven HRIS improves employee performance by supporting more accurate recruitment, personalized learning and development, efficient performance evaluation, and evidence-based managerial decision-making. Furthermore, AI-supported HRIS enhances organizational agility by strengthening strategic workforce planning, accelerating organizational responses to environmental changes, and improving adaptability in dynamic business environments. However, the successful implementation of AI-driven HRIS depends on organizational readiness, employee digital competencies, ethical AI governance, and leadership commitment. This study contributes to the Human Resource Management literature by providing insights into the integration of AI-driven HRIS within the Industry 5.0 framework and offers practical recommendations for organizations seeking sustainable digital transformation through intelligent human resource management.
LEVERAGING PEOPLE ANALYTICS AND DIGITAL WORKFORCE INTELLIGENCE TO STRENGTHEN STRATEGIC TALENT DEVELOPMENT AND ORGANIZATIONAL RESILIENCE IN THE INDUSTRY 5.0 ERA Wahyunah Febi Pratama; Syahrial Shaddiq; Khuzaini; Zakky Zamrudi
Jurnal Riset Multidisiplin Edukasi Vol. 3 No. 6 (2026): Jurnal Riset Multidisiplin Edukasi (Juni 2026)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/jurmie.v3i6.2336

Abstract

The increasing adoption of digital technologies has transformed human resource management from an administrative function into a strategic organizational capability. Among these developments, People Analytics and Digital Workforce Intelligence have emerged as critical approaches that enable organizations to make evidence-based decisions regarding talent management, workforce planning, and organizational development. Within the Industry 5.0 era, organizations are encouraged to integrate advanced digital technologies while maintaining a human-centered perspective that promotes employee well-being, innovation, and sustainable growth. This study aims to explore how People Analytics and Digital Workforce Intelligence contribute to strengthening strategic talent development and organizational resilience. A qualitative descriptive approach was employed using semi-structured interviews, organizational documents, and recent scholarly literature. The collected data were analyzed through thematic analysis to identify major patterns regarding the implementation of data-driven human resource management practices. The findings reveal that People Analytics supports more objective workforce decisions, improves employee competency mapping, and facilitates personalized talent development strategies. Furthermore, Digital Workforce Intelligence enables organizations to respond more effectively to environmental uncertainty by improving workforce adaptability, organizational learning, and strategic resilience. This study highlights that the successful implementation of data-driven human resource management depends not only on technological capability but also on leadership commitment, employee digital literacy, and ethical data governance. The findings contribute to the growing literature on digital human resource management by providing a human-centered perspective on the strategic role of People Analytics within the Industry 5.0 framework.
Leveraging Artificial Intelligence, Human Resource Information Systems, and People Analytics to Foster Organizational Sustainability in the Industry 5.0 Era Sadikin; Nadira Nur Aisyah; Syahrial Shaddiq; Khuzaini; Zakky Zamrudi
Jurnal Riset Multidisiplin Edukasi Vol. 3 No. 7 (2026): Jurnal Riset Multidisiplin Edukasi (Juli 2026)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/jurmie.v3i6.2345

Abstract

The rapid advancement of digital technologies has transformed human resource management (HRM), making Artificial Intelligence (AI), Human Resource Information Systems (HRIS), and People Analytics essential tools for improving workforce management and organizational sustainability in the Industry 5.0 era. This study aims to examine how these digital technologies contribute to strategic HRM and sustainable organizational performance. This study uses a qualitative literature review approach by analyzing recent journal articles published between 2021 and 2026 from reputable databases, including Scopus, Web of Science, ScienceDirect, Emerald Insight, SpringerLink, and Taylor & Francis. The collected literature was analyzed using thematic analysis to identify key trends and best practices in digital HRM. The findings indicate that AI enhances recruitment, employee performance evaluation, and workforce planning. HRIS improves operational efficiency through integrated employee data management, while People Analytics supports data-driven decision-making by providing insights into employee performance, engagement, and retention. However, successful implementation depends on digital infrastructure, employee competencies, leadership support, and ethical data governance. The study concludes that integrating AI, HRIS, and People Analytics strengthens strategic human resource management and enhances organizational sustainability in the Industry 5.0 era. These findings provide practical insights for organizations seeking to accelerate digital transformation and achieve sustainable competitive advantage.
HUMAN DIGITAL TWIN IN ELECTRONIC HUMAN RESOURCE MANAGEMENT: A CONCEPTUAL FRAMEWORK FOR PERSONALIZED TALENT MANAGEMENT IN INDUSTRY 5.0 M. Alfis Nor Abdi; Syahrial Shaddiq; Khuzaini; Zakky Zamrudi
Jurnal Riset Multidisiplin Edukasi Vol. 3 No. 7 (2026): Jurnal Riset Multidisiplin Edukasi (Juli 2026)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/jurmie.v3i7.2356

Abstract

The rapid advancement of Industry 5.0 has transformed the strategic role of Human Resource Management (HRM), shifting organizational priorities from technology-driven automation toward human-centered innovation and sustainable workforce development. While Electronic Human Resource Management (e-HRM) has significantly improved the efficiency of human resource processes through digital technologies, current e-HRM systems often lack personalization, predictive intelligence, and continuous adaptation to employees' dynamic capabilities. This conceptual paper introduces the concept of the Human Digital Twin (HDT) as an innovative framework for enhancing e-HRM practices within the Industry 5.0 paradigm. The proposed framework integrates artificial intelligence, real-time workforce analytics, competency mapping, digital behavior analysis, predictive career development, and employee well-being monitoring into a unified digital representation of individual employees. Through an extensive review of recent literature on e-HRM, Industry 5.0, digital twins, artificial intelligence, and talent management, this study develops a comprehensive conceptual model demonstrating how Human Digital Twins can support personalized talent management throughout the employee lifecycle, including recruitment, training and development, performance management, succession planning, career development, and employee retention. The framework emphasizes ethical artificial intelligence, data governance, employee privacy, transparency, and human-centered decision-making as fundamental principles for successful implementation. Furthermore, the study argues that Human Digital Twins have the potential to strengthen organizational resilience, enhance employee experience, foster workforce agility, and improve strategic decision-making in increasingly digital organizations. This paper contributes to the emerging literature by extending the application of Digital Twin technology beyond industrial operations into strategic human resource management, offering both theoretical insights and practical guidance for organizations preparing for Industry 5.0.
Co-Authors M. Alfis Nor Abdi Mely Daniati Nadira Nur Aisyah Ramadhika Trisnasari Sadikin Syahrial Shaddiq Wahyunah Febi Pratama Zakky Zamrudi