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All Journal Jurnal Manajemen Bisnis Jurnal Akuntansi, Manajemen, Bisnis dan Teknologi Bansi (Jurnal Bisnis Manajemen Akuntansi) Journal of Innovation Research and Knowledge Jurnal Kajian Dan Penalaran Ilmu Manajemen Pusat Publikasi Ilmu Manajemen Jurnal Ilmiah Ekonomi dan Manajemen (Indonesian of Interdisciplinary Journal) Master Manajemen JURNAL RUMPUN MANAJEMEN DAN EKONOMI MERDEKA: Jurnal Ilmiah Multidisiplin Journal Creative Economics and Trading Halal Ecosystem
Rafika Meilia Sari
Universitas Islam Negeri Sayyid Ali Rahmatullah Tulungagung
Religion Humanities Chemistry Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Social Sciences Other

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Analisis Fenomena Stigma Asal Universitas dalam Proses Rekrutmen Kerja Pada Fresh Graduate Agnes Suwiko; Siti Nur Fadila; Azra Nur Fahresya; Rafika Meilia Sari
JURNAL ILMIAH EKONOMI DAN MANAJEMEN Vol. 4 No. 5 (2026): MEI
Publisher : CV. KAMPUS AKADEMIK PUBLISING

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61722/jiem.v4i5.9985

Abstract

Discrimination based on university origin remains a phenomenon that influences the recruitmen process in Indonesia. Graduates from non-top-tier higher education institutions often face negative stigma, which limits their job opportunities despite possessing adequate competencies. This research aims to analyze the phenomenon of university origin stigma in the job recruitment process and identify the underlying factors. This study employs a qualitative approach using a literature review method, examining various secondary sources such as scientific journals, labor regulations, and relevant national news. The analysis is conducted to understand the patterns, causes, and impacts of institutional discrimination practices in workforce recruitment. The research findings indicate that university origin stigma is formed through social constructions influenced by the culture of educational hierarchy, perceptions of institutional reputation, and cognitive biases in the selection process by recruiters. This stigma implies inequalities in job access for graduates of non-top-tier higher education institutions and reinforces barriers to social mobility. This research contributes to enriching the study of discrimination in the labor market and emphasizes the importance of reforming the recruitment system to be more objective and competency-based, in order to create a fairer and more inclusive labor ecosystem.
Transformasi Digital dan Manajemen SDM di Masa Depan Kerja: Tinjauan Sistematis terhadap Inklusivitas dan Keberlanjutan Anisa Sal Sabilla Putri; Salwa Putri Qomariyah; Rafika Meilia Sari
MASMAN Master Manajemen Vol. 4 No. 2 (2026): Mei: MASMAN : Master Manajemen
Publisher : Fakultas Ekonomi & Bisnis, Universitas Nusa Nipa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59603/masman.v4i2.1341

Abstract

Digital transformation in Human Resource Management (HRM) has shifted the organizational paradigm from an administrative function to a strategic function focused on adaptive and sustainable human resource development. This study aims to systematically review the integration of digital technology in HRM practices with particular emphasis on inclusivity and organizational sustainability. The method employed is a literature review analyzing various studies related to the implementation of Artificial Intelligence (AI), big data analytics, and digital systems in recruitment, competency development, and employee performance evaluation. The findings indicate that digital transformation enhances operational efficiency, decision-making quality, and workplace flexibility. However, the adoption of digital technology also creates ethical challenges, including algorithmic bias, unequal access to technology, and concerns regarding employee data privacy. Therefore, the implementation of Equity, Diversity, and Inclusion (EDI) principles is essential in developing fair and inclusive HRM systems. Furthermore, continuous learning cultures and flexible work models have proven effective in supporting employee well-being while strengthening organizational resilience in facing global changes. This study emphasizes the importance of synergy between technological innovation, ethical leadership, and sustainability in building HRM systems that are responsive to the future of work.
Fleksibilitas Ketenagakerjaan Pasca Undang-Undang Cipta Kerja dalam Perspektif Manajemen SDM Azizah, Irma Nur; Deviani Dini Nurcahyani; Rafika Meilia Sari
Jurnal Kajian dan Penalaran Ilmu Manajemen Vol. 4 No. 3 (2026): Juli
Publisher : CV. Aksara Global Akademia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59031/jkpim.v4i3.840

Abstract

Changes in labor regulations through the Job Creation Law have brought significant changes to the employment system in Indonesia, particularly in terms of labor flexibility. This study aims to analyze labor flexibility after the implementation of the Job Creation Law from the perspective of Human Resource Management (HRM). The research method used is a qualitative approach through a literature study with thematic analysis of 16 scientific journals, books, and regulations related to labor flexibility and strategic Human Resource Management (HRM) practices. The results show that labor flexibility has positive impacts on companies in improving operational efficiency, productivity, and adaptability to market changes. However, on the other hand, such flexibility also creates several challenges, including job uncertainty, decreased job security, and reduced protection for contract and outsourced workers. From the HRM perspective, companies are required to create a balance between business interests and labor protection in order to maintain harmonious industrial relations. This study is expected to provide a more comprehensive understanding of labor flexibility as part of human resource management strategies in the post-labor deregulation era in Indonesia.
Dampak Work From Home terhadap Produktivitas dan Kesejahteraan Karyawan: Studi Systematic Literature Review Nabila Nur ‘Aini Husna; Novi Mariskha Fihandari; Rafika Meilia Sari
PPIMAN Pusat Publikasi Ilmu Manajemen Vol. 4 No. 3 (2026): Juli: Pusat Publikasi Ilmu Manajemen
Publisher : Fakultas Ekonomi & Bisnis, Univ

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59603/ppiman.v4i3.1387

Abstract

Changes in work patterns driven by digital technology development and post-pandemic dynamics have encouraged organizations to implement Work From Home (WFH) as an alternative working system. This policy has attracted considerable attention because it affects employee productivity and well-being, which are essential for organizational performance. However, previous studies have reported inconsistent findings regarding the effectiveness of WFH. Therefore, this study aims to analyze the impact of WFH on employee productivity and well-being. A qualitative approach was employee using the Systematic Literature Review (SLR) method by reviewing 19 scientific articles related to productivity, job satisfaction, work-life balance, and mental health. The findings show that 89,5% of articles reported positive effects of WFH through greater flexibility, work comfort, time efficiency, and improved work-life balance, wich contribute to higher productivity and well-being. Meanwhile, 10,5% identified negative effects due to inadequate work facilities, internet disruptions, burnout, and coordination difficulties. These findings indicate that WFH effectiveness is influenced by technological support, job characteristics, and organizational culture. The study implies that organizations should adopt adaptive work policies, strengthen digital infrastructure, and provide mental health support to optimize employee productivity and well-being.
Analisis Praktik Rekrutmen Sumber Daya Manusia pada Industri Hasil Tembakau Skala Kecil dan Menengah: Studi Literatur : Praktik Rekrutmen SDM pada Industri Hasil Tembakau Skala Kecil dan Menengah, Tantangan Rekrutmen SDM pada Industri Hasil Tembakau, Dampak Praktik Rekrutmen terhadap Kualitas SDM, Strategi Digitalisasi Rekrutmen SDM pada Industri Hasil Tembakau Serli Puspa Andini; Emilya Shalsabilla; Tania Nahri Khusnul Asyifa; Rafika Meilia Sari
Journal Creative Economics and Trading Halal Ecosystem Vol. 4 No. 01 (2026): Journal CETHE Maret 2026
Publisher : GERASI INSAN NUSANTARA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56404/cethe.v4i01.282

Abstract

Studi ini bertujuan untuk menganalisis praktik rekrutmen sumber daya manusia (SDM) di industri tembakau skala kecil dan menengah serta mengidentifikasi tantangan yang dihadapi dalam proses rekrutmen. Studi ini menggunakan pendekatan kualitatif dengan metode tinjauan pustaka, mengumpulkan dan menganalisis jurnal, buku, dan sumber ilmiah relevan lainnya. Hasil penelitian menunjukkan bahwa praktik rekrutmen di industri tembakau masih didominasi oleh metode informal, seperti rekomendasi dari karyawan sebelumnya dan hubungan keluarga, yang mengakibatkan proses seleksi yang kurang optimal. Situasi ini menyebabkan kualitas tenaga kerja yang rendah, tingkat pergantian karyawan yang tinggi, dan penurunan produktivitas perusahaan. Lebih lanjut, keterbatasan sistem manajemen SDM dan kemampuan perusahaan yang terbatas untuk menarik pekerja yang berkualitas merupakan tantangan utama dalam proses rekrutmen. Studi ini juga menunjukkan bahwa digitalisasi rekrutmen melalui penggunaan media sosial, platform pencarian kerja, dan teknologi berbasis digital dapat meningkatkan efektivitas rekrutmen dan membantu perusahaan memperoleh tenaga kerja yang lebih kompeten. Oleh karena itu, sistem rekrutmen yang lebih terstruktur, profesional, dan berbasis teknologi diperlukan untuk meningkatkan kualitas SDM di industri tembakau skala kecil dan menengah serta mendukung daya saing perusahaan.
Kajian Literatur Mengenai Efektivitas Kepemimpinan Transformasional Dalam Mendorong Kinerja Karyawan Nadya Amalya; Rifti Dea Yopi Vita Ayu Irara; Rafika Meilia Sari
Indonesian of Interdisciplinary Journal Vol. 6 No. 2 (2026): Maret 2026
Publisher : Desanta Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Transformational leadership plays a crucial role in enhancing employee performance through its four core dimensions: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. This literature-based study explores how transformational leadership affects employee motivation, engagement, and overall performance by organizing previous research into three primary clusters: the foundational components of leadership, its influence on motivation and organizational commitment, and its impact on employee performance outcomes. The findings reveal that transformational leaders who demonstrate the ability to inspire, empower, and motivate their employees tend to foster higher levels of performance at both individual and team levels. Nevertheless, the effectiveness of this leadership style is not uniform across all settings; it is shaped by contextual variables such as organizational culture and structural conditions. Consequently, further empirical investigations combining quantitative and qualitative methods are essential to validate the proposed conceptual model and deepen the understanding of how transformational leadership operates across different industries, organizational contexts, and cultural environments.
Sinergi Work-Life Balace dan Sistem Kompensasi dalam Meningkatkan Kepuasan Kerja: Perspektif Manajemen SDM Khailanada Dien Arifin; Diah Ayu Anis Wulandari; Afrina Alya Faradilla; Rafika Meilia Sari
Jurnal Akuntansi, Manajemen, Bisnis dan Teknologi Vol 6 No 2 (2026): Jurnal Akuntansi, Manajemen, Bisnis dan Teknologi Edisi Agustus 2026
Publisher : Sekolah Tinggi Ilmu Ekonomi Mahaputra Riau

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56870/2xxs9217

Abstract

This study anims to analyze the role of human resource management (HRM) strategies in enhancing job satisfaction through the synergy between WLB and compensation systems. This study employs a qualitative approach using library research and a qualitative desriptive design. Data collection was conducted through the documentation method by reviewing various relevant and credible scientific literature, including national and international journal, reference books, and academic publications aligned with the research topic. The research model employed was conceptual analysis, while data analysis was conducted through the stages of data reduction, systematic data presentation, and interpretive conclusion-drawing. The research findings indicate that job satisfaction is signifixantly influenced by the integration of non-financial aspects specifically (WLB) and financial aspects specifically the compensation system. The implementation of effective HRM strategies, such as fair and trasparent compensation, work flexibility, and a supprotive organizational culture, canehance employee well-being, motivation, and loyalty. Furthermore, job satisfaction serves as a key variable that strengthens the relationship between HRM strategies and improved employee performance. Thus, the synergy between HRM strategies and improved employee performance. Thus, the synergy between WLB and compensation is a critical factor in creating a productive and sustainable.
Co-Authors Afifa, Mayang Viona Afrina Alya Faradilla Agnes Suwiko Andini, Alvina Nathaniela Anisa Sal Sabilla Putri Azizah, Irma Nur Azra Nur Fahresya Bintang Mutiara Maharani Desi Indra Lestari Deviani Dini Nurcahyani Diah Ayu Anis Wulandari Diah Ayu Retno Palupi Elsa Putri Wahyuningtias Emilya Shalsabilla Enti Ayu Meiriana Fitriani Eka Hariyati Frizcha Affrillya Laffaysza Hamidatul Aulia Iffan Hasymi Sabkhala Isti Restu Sa’diyah Khailanada Dien Arifin Meyli Yunita Aurelia Nabila Nur ‘Aini Husna Nadya Amalya Nazwa Na’imatus Sahira Novi Mariskha Fihandari Oktaviani, Rizki Putri, Elsa Amanda Aulia Rifti Dea Yopi Vita Ayu Irara Riya Titi Kususmadewi Rizal Mukhyidin Salwa Putri Qomariyah Serli Puspa Andini Siti Nur Fadila Tania Nahri Khusnul Asyifa Veninda Ariesta Mawarni