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All Journal Jurnal Ekonika : Jurnal Ekonomi Universitas Kadiri Dakwatuna: Jurnal Dakwah dan Komunikasi Islam International Journal of Economics, Management, Business, and Social Science Munaddhomah: Jurnal Manajemen Pendidikan Islam International Journal of Science and Society (IJSOC) JPNM : Jurnal Pustaka Nusantara Multidisiplin Mimbar Administrasi International Journal of Social and Education (INJOSEDU) Jurnal Riset Multidisiplin Edukasi AT-TAKLIM: Jurnal Pendidikan Multidisiplin Jurnal Pendidikan Islam Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah
Khuzaini
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Religion Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Languange, Linguistic, Communication & Media Materials Science & Nanotechnology Social Sciences Other

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The Improvement Of Lecturer’s Performance with Big Five Personality Traits Through Organizational Culture Faizati, Ayu Niken; Muttaqin, Idzani; Rofam, Galuh Nashrulloh Kartika Mayangsari; Khuzaini
INTERNATIONAL JOURNAL OF ECONOMICS, MANAGEMENT, BUSINESS, AND SOCIAL SCIENCE (IJEMBIS) Vol. 3 No. 3 (2023): September 2023
Publisher : CV ODIS

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59889/ijembis.v3i3.182

Abstract

The world of education continues to struggle with global competition to remain competitive and grow in the long term by emphasizing the importance of higher education institutions managing and maintaining the quality of lecturer performance. A theory concerning personality is the Big Five Personality model, which organizes numerous traits into five major categories that are commonly known as personality dimensions.  Research-based on Big Five Personality on the performance of lecturers is still very rarely conducted.  This can be due to the level of difficulty in terms of collecting and opening data on lecturer performance in private universities. This research design uses explanatory research, to test the impact of the big five personality on lecturer performance. The method used in this study was the PLS-SEM modelling method. The research was conducted involving 155 lecturers who were selected based on predetermined sample criteria. The results of the study show that the big five personalities have a significant effect on lecturer performance and organizational culture, while organizational culture has no effect on lecturer performance.
Industry 4.0 and Industry 5.0—Inception, Conception, Perception, and Rethinking Loyalty Employment Khuzaini; Irpan, M; Shaddiq, Syahrial
INTERNATIONAL JOURNAL OF ECONOMICS, MANAGEMENT, BUSINESS, AND SOCIAL SCIENCE (IJEMBIS) Vol. 4 No. 1 (2024): January 2024
Publisher : CV ODIS

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59889/ijembis.v4i1.324

Abstract

This paper delves into the transformative journey of Industry 4.0 and explores the emerging landscape of Industry 5.0. Beginning with the inception of Industry 4.0, characterized by the integration of digital technologies and automation in manufacturing, the paper traces the evolution of smart factories and interconnected systems. It examines the conception of Industry 4.0, highlighting key technologies such as the Internet of Things (IoT), artificial intelligence (AI), and big data analytics that have reshaped industrial processes. Moving forward, the paper explores the perception of Industry 4.0, shedding light on its impact on production efficiency, supply chain management, and overall business operations. It discusses the challenges faced during the adoption of Industry 4.0 and emphasizes the paradigm shift towards data-driven decision-making. As the industrial landscape evolves, the paper anticipates the advent of Industry 5.0, focusing on human-machine collaboration and a more holistic approach to manufacturing. It examines the conception of Industry 5.0, emphasizing the integration of human-centric values, creativity, and adaptability in the production processes. In the context of this industrial revolution, the paper also addresses the rethinking of employment loyalty. It analyzes the changing dynamics of the workforce, emphasizing the need for upskilling and adaptability in the face of automation and technological advancements. The discussion extends to the role of employers in fostering a culture of continuous learning and employee engagement to ensure loyalty in the evolving industrial landscape. In conclusion, this paper provides a comprehensive overview of the inception, conception, and perception of Industry 4.0, while also anticipating the paradigm shift towards Industry 5.0. It underscores the importance of rethinking employment loyalty in the context of evolving technologies, emphasizing the symbiotic relationship between human creativity and technological innovation
The Influence and Controlling of Industry 4.0 on Work Behavior and Employee Productivity in Start-Up Technology Companies S. Siregar, Thurman; Nurohmat, Siska Maulina; Khuzaini; Shaddiq, Syahrial; Fahmanadie, Daddy
MIMBAR ADMINISTRASI FISIP UNTAG Semarang Vol. 21 No. 2 (2024): Oktober: Jurnal MIMBAR ADMINISTRASI
Publisher : Universitas 17 Agustus 1945

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56444/mia.v21i2.2008

Abstract

Industry 4.0, with technological advances such as automation, artificial intelligence, and big data, has brought significant changes in the way employees work and productivity in start-up technology companies. This transformation requires employees to develop new skills and adapt to a more dynamic and complex work environment. This research aims to analyze the influence of Industry 4.0 on work behavior and controlling employee productivity through the Systematic Literature Review (SLR). This research uses the Systematic Literature Review (SLR) method to collect and analyze relevant literature regarding the influence of Industry 4.0 on work behavior and employee productivity. Inclusion and exclusion criteria were established to select relevant studies from a variety of sources, including scientific journals, books, industry reports, and other reliable sources. Data were analyzed using a qualitative approach with a focus on identifying main themes from the literature collected. The analysis results show that Industry 4.0 brings significant changes in work behavior, including the need for flexibility and adaptation to new technology. Training and developing digital skills is very important to increase productivity. Transformational leadership has been proven to have a positive impact on employee motivation and performance. Apart from that, effective human resource management and a focus on employee welfare are also key factors in facing the challenges and exploiting the opportunities presented by Industry 4.0. This research concludes that the adoption of Industry 4.0 technology brings many benefits in increasing employee productivity and efficiency, but also demands significant changes in HR management strategies and skills training. Start-up technology companies need to invest in developing digital skills, employ transformational leadership, and create work environments that support employee well-being to maximize the benefits of this transformation. These findings provide valuable insights for companies looking to optimize employee productivity in this digital era.
THE EFFECT OF CAPITAL MARKET ON ECONOMIC GROWTH: A LITERATURE REVIEW Jackson Yumame; Khuzaini; Hadenan Towpek
INTERNATIONAL JOURNAL OF SOCIAL AND EDUCATION Vol. 1 No. 6 (2024): September
Publisher : Pondok Pesantren Baitul Quran

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

Abstract

The capital market has a significant role in promoting economic growth through fundraising mechanisms and efficient capital allocation. This study uses the research method. The results show that a developed and liquid capital market provides cheaper and easier access to funding for firms, allowing them to expand and innovate which in turn increases productivity and production capacity. In addition, capital markets also strengthen transparency and corporate governance, which not only increases investor confidence but also maintains overall economic stability. An effective capital market encourages companies to meet higher reporting and auditing standards, which in turn improves their accountability and performance. This allows for a more efficient allocation of resources to sectors with high growth prospects, thereby spurring innovation and value addition in the economy. However, these positive impacts are more pronounced in countries with adequate financial infrastructure and supportive regulations. In developing countries, challenges such as lack of liquidity, information imbalances, and political instability remain major obstacles. In this context, the literature review emphasizes the importance of building strong capital market infrastructure, improving financial literacy, and continuous efforts in strengthening regulations to maximize the contribution of capital markets to economic growth. With the right strategy, capital markets can be an important pillar in promoting sustainable and inclusive economic growth.
The Role of Human Resources Management in Improving Teacher Innovation and Creativity in Madrasahs Rosdiana, Aida; Khuzaini; Zamrudi, Zaky; Zainul, M.; Zuana, Muhammad Mujtaba Mitra
Munaddhomah: Jurnal Manajemen Pendidikan Islam Vol. 5 No. 4 (2024): Progressive Management of Islamic Education
Publisher : Prodi Manajemen Pendidikan Islam Pascasarjana Institut Pesantren KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/munaddhomah.v5i4.1391

Abstract

Human resources are crucial and strategic in bringing expertise, knowledge, and creativity through innovation to improve the performance of educational organizations. Teachers, as potential assets, require efforts to continuously improve their knowledge, education, skills, discipline, and mental attitude. This study aims to analyze human resource management strategies and practices that can encourage teacher innovation and creativity in madrasah. The method used in this research is descriptive qualitative, in which researchers try to interpret and understand events in the context experienced by the madrasah community. This qualitative research involves the collection and use of observations from various related case studies. The results showed that human resources (HR) has made a very significant contribution to encouraging innovation in madrasah. Different aspects, such as inspiring and encouraging creativity, facilitating collaboration, and supporting continuous learning and improvement, show that HR plays a crucial role in creating a work environment that supports the development of new ideas and the implementation of innovative solutions.
Islamic Values and Da'wah-Based Human Resource Development Strategy Through Syarifuddin Outbound And Leadership Development (SOLID) Pramuja, Alvin Dian; Khuzaini; Kartika MR, Galuh Nashrulloh
Dakwah Vol 10 No 2 (2024): AGUSTUS
Publisher : Institut Agama Islam Syarifuddin Lumajang

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

Abstract

This study aims to identify and analyze Islamic values and Da’wah-based human resource development strategies implemented by Syarifuddin Outbound and Leadership Development (SOLID) in Lumajang district. SOLID, as a human resource development organization, focuses on improving individual capacity through outbound activities, skills training, and leadership seminars, with an approach that instills Islamic moral and spiritual values. Most importantly, the existence of SOLID is also a form of Islamic propagation or preaching, which shows that Muslims are also capable of innovating in the field of human resource development. This research uses a case study method with a descriptive qualitative approach, utilizing data from in-depth interviews, observations, and documentation analysis to understand the pattern of character and skills development applied. The findings show that SOLID successfully integrates values such as honesty, responsibility, and fairness in each of its activities, which not only improves participants' technical competencies, but also shapes the character of ethical and Islamic leadership. This strategy contributes to the development of human resources who not only excel professionally but also have a solid moral foundation. The results of this study are expected to be a reference for HR development institutions that want to integrate Islamic values in their training programs.
Artificial Intelligence dalam E-HRM: Peluang dan Tantangan di Pemerintah Daerah Kalimantan Fansha Tio Anugrah; Syahrial Shaddiq; Khuzaini
JPNM Jurnal Pustaka Nusantara Multidisiplin Vol. 3 No. 2 (2025): July : Jurnal Pustaka Nusantara Multidisiplin
Publisher : SM Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59945/jpnm.v3i2.452

Abstract

Transformasi digital dalam sektor publik mendorong integrasi teknologi cerdas, termasuk Artificial Intelligence (AI) dan otomatisasi, dalam sistem manajemen sumber daya manusia elektronik (E-HRM). Penelitian ini bertujuan untuk mengkaji secara sistematis perkembangan, tantangan, dan peluang penerapan AI dan otomatisasi dalam E-HRM di lingkungan pemerintah daerah, dengan fokus khusus pada wilayah Kalimantan. Metode yang digunakan adalah tinjauan pustaka (literature review) dengan pendekatan kualitatif terhadap publikasi ilmiah terbitan tiga tahun terakhir. Hasil kajian menunjukkan bahwa secara global, adopsi AI dalam E-HRM telah meningkatkan efisiensi administratif dan kualitas pengambilan keputusan. Di Indonesia, meskipun infrastruktur digital dan regulasi terus berkembang, tantangan masih ditemukan pada tingkat kesiapan sumber daya manusia dan pemerataan teknologi di daerah. Di Kalimantan, potensi penerapan cukup besar, terutama dengan adanya pembangunan infrastruktur digital seperti Palapa Ring dan Satria-1. Studi ini merekomendasikan strategi penguatan kompetensi, kebijakan yang adaptif, serta kolaborasi lintas sektor untuk mempercepat transformasi digital sumber daya manusia publik berbasis AI di pemerintah daerah.
Strategi HR Masa Depan: Menavigasi Transformasi SDM Menuju Organisasi Adaptif di Era Society 5.0 Rika Cahaya; Khuzaini; Syahrial Shaddiq
Jurnal Riset Multidisiplin Edukasi Vol. 2 No. 6 (2025): Jurnal Riset Multidisiplin Edukasi (Edisi Juni 2025)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/jurmie.v2i6.397

Abstract

Penelitian ini bertujuan untuk mengkaji penerapan Strategic Human Resource Management (Strategic HRM) dalam konteks era Society 5.0 yang ditandai oleh integrasi teknologi tinggi dan human-centered society. Fokus utama penelitian ini adalah bagaimana konsep Strategic HRM dapat menjawab tantangan era digital, khususnya melalui pemanfaatan teknologi seperti kecerdasan buatan (AI) dan big data, serta bagaimana peran HR dalam membangun organisasi yang agile dan resilien. Dengan pendekatan kualitatif deskriptif dan kajian pustaka sebagai metode utama, penelitian ini menemukan bahwa Strategic HRM yang adaptif terhadap teknologi dan berorientasi pada pengembangan manusia menjadi kunci keberhasilan organisasi di tengah dinamika perubahan cepat. Selain itu, HR juga berperan dalam membangun kultur kolaboratif, fleksibel, dan inovatif yang mendukung pencapaian tujuan bisnis dan sosial secara berkelanjutan. Implikasi penelitian ini memberikan wawasan bagi praktisi HR dan organisasi dalam merancang strategi pengelolaan SDM yang lebih visioner dan responsif terhadap tuntutan Society 5.0.
Strategi Implementasi Green Human Resource Management dalam Meningkatkan Kinerja Organisasi di Era Society 5.0 Navis Sri Handayani; Khuzaini; Syahrial Shaddiq
Jurnal Riset Multidisiplin Edukasi Vol. 2 No. 6 (2025): Jurnal Riset Multidisiplin Edukasi (Edisi Juni 2025)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/jurmie.v2i6.398

Abstract

Transformasi digital yang pesat dalam era Society 5.0 menuntut organisasi untuk mengadopsi pendekatan manajemen sumber daya manusia yang tidak hanya efisien tetapi juga berkelanjutan. Green Human Resource Management (Green HRM) muncul sebagai strategi yang mengintegrasikan praktik SDM dengan prinsip-prinsip keberlanjutan lingkungan.Penelitian ini bertujuan untuk menganalisis implementasi Green HRM dalam konteks Society 5.0, dengan fokus pada peluang dan tantangan yang dihadapi organisasi. Melalui tinjauan literatur kritis terhadap 44 artikel ilmiah, ditemukan bahwa praktik Green HRM seperti rekrutmen hijau, pelatihan berbasis lingkungan, dan evaluasi kinerja ramah lingkungan dapat meningkatkan daya saing dan keberlanjutan organisasi. Namun, tantangan seperti isu keamanan siber, keterbatasan sumber daya, dan resistensi budaya organisasi masih menjadi hambatan dalam penerapan Green HRM. Studi ini merekomendasikan adopsi praktik Green HRM yang tepat guna memanfaatkan peluang dan meminimalkan tantangan dalam era Society 5.0.
IMPLEMENTATION OF E-HRM IN IMPROVING EFFICIENCY AND EMPLOYEE WELFARE IN THE SOCIETY 5.0 ERA Azwar Maulana; M. Fikri Darussalam; Khuzaini; Syahrial Shaddiq
AT-TAKLIM: Jurnal Pendidikan Multidisiplin Vol. 2 No. 7 (2025): At-Taklim: Jurnal Pendidikan Multidisiplin (Edisi Juli)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/at-taklim.v2i7.663

Abstract

The digital transformation of Human Resource Management (HRM) has driven the adoption of electronic Human Resource Management (e-HRM) systems to enhance organizational efficiency. However, an efficiency-centered approach may overlook employee well-being. Within the Society 5.0 framework, technology is expected to empower humans, not merely control them. This study aims to analyze how e-HRM can be implemented in an integrative way to support both efficiency and employee well-being. A conceptual-qualitative approach was employed through a literature review of 22 accredited academic sources published between 2015 and 2025. The findings reveal that effective e-HRM lies in the balance between administrative automation and humanistic features such as employee feedback systems, personalized learning platforms, and well-being monitoring tools. This study proposes a conceptual model of e-HRM grounded in the values of Society 5.0, placing human welfare as a central indicator of sustainable efficiency. The results are expected to serve as a reference for HR practitioners and organizational policymakers in developing adaptive and human-centered digital work systems..
Co-Authors Adelia Febrianti Adelia Wahyu Tri Utami AYU WULANDARI Azwar Maulana Chairunnisa Dewi Handayani Eka Noor Farida Fahmanadie, Daddy Faizati, Ayu Niken Fansha Tio Anugrah Fathul Amal Fauzi, Muhammad Rizal Fransiska Galuh Nashrulloh Kartika Mayangsari Rofam Hadenan Towpek Hermansyah Hernani Husnul Madihah, Husnul Idaayupebrina Irpan, M Jackson Yumame Khairunnisa Rahmi Lisdayanti Aulia Putri M. Fikri Darussalam Masniah Melky Retno Pasnijulita Br Hutapea Muhammad Gajali Muhammad Raili Muttaqin, Idzani Navis Sri Handayani Nurohmat, Siska Maulina Pramuja, Alvin Dian Rabiatul Munawarah Raihanah Rika Cahaya Risyatul Azkiya Rosdiana, Aida Rusdinor S. Siregar, Thurman Samdani Siti Fajrianti Siti Patimah Soewitho Surawardi Suriagiri SUTRISNO Syahrial Shaddiq Syahrial Syaddiq Tamjidnor Wicaksono , Wahyu Widhi Yetty Indrawati Yulia Rahmi Zainal Abidin Zainul, M. Zakky Zamrudi Zamrudi, Zaky Zuana, Muhammad Mujtaba Mitra