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All Journal Jurnal Ekonomika Dan Bisnis Jurnal Ekonomika Manajemen Dan Bisnis
Ari Anggarani Winadi Prasetyoning Tyas
Departemen Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Esa Unggul
Economics, Econometrics & Finance Education

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Analisis Praktik International Human Resource Management dan Global Talent Management dalam Mendorong Kinerja Organisasi Berkelanjutan pada Perusahaan Multinasional Muhammad Sahrul Ramadhan; Bintang Restu Nanda; Ari Anggarani Winadi Prasetyoning Tyas
Jurnal Ekonomi Manajemen dan Bisnis (JEMB) Vol. 5 No. 1 (2026): Januari - Juni
Publisher : CV. ITTC INDONESIA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47233/jemb.v5i1.4120

Abstract

This context necessitates a critical reassessment of International Human Resource Management (IHRM) and Global Talent Management (GTM) practices to sustain employee engagement and long-term organizational performance—especially in emerging markets like Indonesia, where glocal (global-local) tensions shape HR dynamics. This study aims to analyze how IHRM and GTM strategies contribute to enhancing employee engagement and sustainable organizational performance in MNCs. Using a qualitative approach with a descriptive-analytical design, this research employs library research. The population comprises peer-reviewed academic literature; the sample consists of 10 purposively selected journal articles (2018–2025). Data were collected via documentation and systematic keyword searches (e.g., “Global Talent Management”, “Employee Engagement”) across academic databases (Emerald, Springer, ProQuest, MDPI). Sources include scholarly journals, research reports, and case studies of MNCs in Indonesia. Data analysis applied content and thematic analysis through three stages: data reduction, thematic categorization, and conclusion drawing. The findings reveal three core pillars: (1) digital transformation as a strategic enabler for talent management, (2) glocal strategy integration balancing global standards and local adaptation, and (3) language competence (particularly English) as essential career capital. Furthermore, human-centric HR practices and inclusive employee voice mechanisms significantly strengthen emotional, cognitive, and behavioral engagement. The study implies that MNCs should adopt adaptive IHRM frameworks that harmonize global cohesion, cultural sensitivity, and ethical digital integration key for talent retention, organizational resilience, and sustainable competitiveness in volatile global markets.
Makna Pelatihan Lintas Budaya bagi Expatriate: Sebuah Studi Fenomenologis di Asia Tenggara Daniel Ananda Muhonis; Bryan Edward Tejo; Ari Anggarani Winadi Prasetyoning Tyas
Jurnal Ekonomika Dan Bisnis (JEBS) Vol. 6 No. 1 (2026): Januari - Februari
Publisher : CV. ITTC INDONESIA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47233/jebs.v6i1.3947

Abstract

In the era of globalization, multinational companies increasingly rely on expatriate assignments to support the success of international business operations. However, differences in values, norms, and cross-cultural communication patterns often pose significant challenges that affect expatriates’ adaptation processes and job performance in host countries, making cross-cultural training an important strategy in international human resource management. This study aims to gain an in-depth understanding of how expatriates interpret their experiences of participating in cross-cultural training and how such training influences their adaptation processes and performance in international business environments. This study employs a qualitative approach with a phenomenological study design. The research subjects are expatriates working in multinational companies in Southeast Asia, particularly in Indonesia, Malaysia, and Singapore, selected through purposive sampling. Data were collected through in-depth interviews and analyzed using thematic analysis to identify patterns of meaning related to cross-cultural training experiences, adaptation processes, cross-cultural communication challenges, and perceptions of job performance. The findings indicate that cross-cultural training is perceived as an essential process that helps expatriates understand local values and norms, enhance cultural sensitivity, improve cross-cultural communication skills, and strengthen self-confidence in carrying out professional tasks. These findings confirm the strategic importance of cross-cultural training in supporting successful expatriate adaptation and improved performance, and therefore highlight the need for its systematic integration into international human resource management policies.
Co-Authors Bintang Restu Nanda Bryan Edward Tejo Daniel Ananda Muhonis Muhammad Sahrul Ramadhan