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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 Jurnal Riset Multidisiplin Edukasi AT-TAKLIM: Jurnal Pendidikan Multidisiplin
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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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.
ASSESSING THE EFFECTIVENESS OF WORK-FROM-HOME IMPLEMENTATION AND PERFORMANCE MONITORING IN THE DIGITAL WORKPLACE: A DIGITAL HRM PERSPECTIVE Defi Efisa; 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.v3i7.2351

Abstract

The widespread adoption of Work-from-Home (WFH) practices has transformed the way organizations manage employee performance in the digital workplace. Supported by Digital Human Resource Management (Digital HRM), organizations increasingly rely on digital technologies to facilitate communication, monitor employee performance, and maintain productivity while ensuring workforce flexibility. This study aims to assess the effectiveness of Work-from-Home implementation and performance monitoring from a Digital HRM perspective. This study employs a qualitative literature review approach by analyzing recent journal articles published between 2021 and 2026. The literature was collected from reputable databases, including Scopus, Web of Science, ScienceDirect, Emerald Insight, SpringerLink, and Taylor & Francis. The selected studies were analyzed using thematic analysis to identify key trends, challenges, and best practices in managing remote work and digital employee performance. The findings indicate that effective Work-from-Home implementation enhances employee flexibility, work-life balance, and organizational productivity when supported by digital collaboration platforms and performance monitoring systems. Digital HRM enables organizations to improve communication, evaluate employee performance using objective indicators, and support data-driven decision-making. However, challenges related to employee engagement, digital competencies, cybersecurity, and performance evaluation remain important considerations for organizations. The study concludes that Digital HRM plays a significant role in optimizing Work-from-Home implementation and strengthening organizational performance in the digital workplace. The findings provide practical insights for organizations seeking to develop effective remote work strategies while maintaining employee productivity and long-term organizational sustainability.
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.
TRANSFORMATION OF EMPLOYEE PERFORMANCE EVALUATION BASED ON ELECTRONIC HUMAN RESOURCE MANAGEMENT (E-HRM) TO INCREASE THE EFFECTIVENESS OF HUMAN RESOURCE MANAGEMENT IN THE INDUSTRY 5.0 ERA Putri Sri Noor Rezeki; 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.v3i7.2361

Abstract

This study aims to analyze the transformation of employee performance evaluation based on Electronic Human Resource Management (e-HRM) in improving the effectiveness of human resource management in the Industry 5.0 era. This study employed a qualitative approach with a case study design through in-depth interviews, observations, and document analysis related to the implementation of e-HRM in employee performance evaluation. The findings reveal that digitalization through e-HRM enhances the accuracy and transparency of performance assessment, accelerates evaluation processes, facilitates real-time monitoring, and supports data-driven decision-making. Furthermore, e-HRM contributes to employee development, organizational agility, and sustainable human resource management practices aligned with Industry 5.0 principles. However, several challenges remain, including digital literacy disparities, organizational resistance, system integration issues, and technological infrastructure limitations. The study concludes that e-HRM-based performance evaluation transformation is a strategic approach for strengthening human resource management effectiveness and enhancing organizational competitiveness in the Industry 5.0 era.
Co-Authors Adelia Febrianti Adelia Wahyu Tri Utami Adlina Amni Aris Nurmansah AYU WULANDARI Azwar Maulana Chairunnisa Dadang Syahputra Defi Efisa Dewi Handayani Eka Noor Farida Fahmanadie, Daddy Faizati, Ayu Niken Fansha Tio Anugrah Fauzi, Muhammad Rizal Fransiska Galuh Nashrulloh Kartika Mayangsari Rofam Hadenan Towpek Hermansyah Hernani Husnul Madihah Idaayupebrina Idzani Muttaqin Irpan, M Jackson Yumame Jaka Swara Khairun Nikmah Khairunnisa Rahmi Lisdayanti Aulia Putri M. Alfis Nor Abdi M. Fikri Darussalam M. Firman Ar Rasyid Masniah Melky Retno Pasnijulita Br Hutapea Mely Daniati Miranti Muhammad Gajali Muhammad Mujtaba Mitra Zuana Muhammad Raili Nadira Nur Aisyah Navis Sri Handayani Norwati Nurohmat, Siska Maulina Pramuja, Alvin Dian Prasetyo Yuli Usaid Putri Sri Noor Rezeki Rabiatul Munawarah Raihanah Ramadhika Trisnasari Rika Cahaya Risyatul Azkiya Rosdiana, Aida Rusdinor S. Siregar, Thurman Sadikin Septiani Damaiyanti Siti Fajrianti Siti Patimah Soewitho SUTRISNO Syahrial Shaddiq Syahrial Syaddiq Wahyunah Febi Pratama Wicaksono , Wahyu Widhi Yetty Indrawati Yulia Fitriana Yulia Rahmi Zainal Abidin Zainul, M. Zakky Zambrudi Zakky Zamrudi Zamrudi, Zaky