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APPLICATIONS OF TALENT MANAGEMENT IN THE TRAVEL AND TOURISM SECTOR : A SYSTEMATIC REVIEW OF THE LITERATURE Pringgabayu, Dematria; Dewi, Emilia Fitriana; Hapsari, Ayuningtyas Yuli; Silvianita, Anita
Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 7 No 3 (2023): Edisi September - Desember 2023
Publisher : LPPM STIE Muhammadiah Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31955/mea.v7i3.3421

The fourth industrial revolution's revolutionary changes to the business environment and skill sets, along with increased global mobility, global demographic and economic trends, and a more diverse workforce, are creating the ideal storm for strategic human resource management (SHRM). A tough corporate climate that requires constant advancement and innovation has been identified as the hallmark of the knowledge-based economy. Organizations' capacity is significantly impacted by the caliber of knowledge they apply to succeed in the increasingly competitive knowledge-based market economy. The methodologies of this study employed the traditional Systematic Literature Review (SLR), which compiled some previous studies to be examined. The initial studies were only selected from the article published in a reputable journal indexed by Scopus. Of the 207 reviewed articles, 31 articles were selected to be included in the analysis. Talent management is the methodical planning, acquisition, development, performance management, engagement, and retention of workers who have been identified as having talent within the company. In order to establish an evidence-based comprehensive multilevel framework, this review intends to compile empirical evidence on the components of talent management. The crucial components are talent management practices, determinants, and results. This evaluation attempts to describe the majority of talent management practices as well as the best suggestions for enhancing talent management in the tourism industry

EDUKASI DAN DEKSRIPSI MODEL OPERASIONAL BANK MAKANAN UNTUK MENGURANGI SAMPAH MAKANAN DAN MENINGKATKAN KETAHANAN PANGAN MASYARAKAT DI KOTA BANDUNG Pramuwidyatama, Muchammad Gumilang; Irawan, Gendis Ayu Satiti; Dewi, Emilia Fitriana; Pringgabayu, Dematria; Afgani, Kurnia Fajar
Jurnal Pengabdian UMKM Vol. 1 No. 1 (2022): Januari
Publisher : Pusat Studi UMKM

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36448/jpu.v1i1.9

Bank makanan adalah organisasi nirlaba yang mendistribusikan makanan berlebih dari berbagai sumber makanan dan menyalurkan ke organisasi dan keluarga prasejahtera. Namun, konsep bank makanan dan dampak yang bisa diciptakan melalui bank makanan masih belum diketahui oleh industri makanan, masyarakat, pemerintah, dan organisasi sosial. Kegiatan pengabdian kepada masyarakat ini bertujuan untuk mengenalkan khalayak umum tentang bank makanan serta mendeskripsikan model operasional dasar sebuah bank makanan. Dari hasil kegiatan ini, bank makanan bisa menjadi solusi yang efektif dan efisien untuk memanfaatkan makanan berlebih untuk meningkatkan ketahanan pangan masyarakat di Indonesia.

Evaluating ASEAN's Willing to Protect Migrant Workers: The Need for Reform Dewi, Emilia Fitriana; Nugraha, Ilham; Karsona, Agus Mulya; Ramdlany, Dany Muhammad Athory; Zuraida, Umi
International Journal of Management, Entrepreneurship, Social Science and Humanities Vol. 8 No. 1 (2024): July - December Issue
Publisher : Research Synergy Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31098/ijmesh.v8i1.1677

The ten Member States of the Association of Southeast Asian Nations (ASEAN), as one of the economically influential regional organizations globally, are growing significantly in intraregional migration. Intraregional migration follows migrant workers across the country. This paper discusses the current state of migrant worker protection, especially in the context of the developments, challenges, and prospects among ASEAN countries. This paper aims to critically examine why ASEAN is seemingly hard to protect its migrant workers during its importance in the region’s economic development. This paper will first show the fundamental and pragmatic factors to the significance yet inadequate protection of migrant workers. Having analyzed the factors, the authors will argue about the ineffective principle of ‘The ASEAN Way’ in ensuring migrant workers’ protection by demonstrating ASEAN member countries’ response to migrant workers’ rights. In conclusion, this paper proposes institutional reform for ASEAN and provides further research on the issue. The protection of migrant workers is a key feature of the region’s labor market. It is expected that each country will have a better regulation to implement a fair labor migration system for the interests of governments, employers, and migrant workers.

Enhancing Performance Management System Through Gamification: A Comprehensive Review and Improvement Nugroho, Bangkit Puri; Dewi, Emilia Fitriana
INVEST : Jurnal Inovasi Bisnis dan Akuntansi Vol. 6 No. 1 (2025): INVEST : Jurnal Inovasi Bisnis dan Akuntansi
Publisher : Lembaga Riset dan Inovasi Al-Matani

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55583/invest.v6i1.1237

Traditional Performance Management Systems (PMS) often face criticism for being rigid and demotivating. Gamification, the use of game design elements in non-game contexts, has emerged as an innovative approach to enhance PMSs by engaging and motivating employees. PT XTA's PMS faces challenges such as a lack of transparency, motivation, and engagement. Employees seek clarity on how performance assessments impact their career progression and remuneration. The current PMS lacks stimulating elements, leading to decreased motivation and participation. This research aims to review and improve the existing PMS at PT XTA by integrating gamification. The data was analyzed using qualitative techniques, including content analysis for interviews and interpretative observation for observations. The research concludes that while PT XTA's PMS has advantages like facilitating SMART goal setting and multi-source feedback, it faces significant challenges such as a lack of transparency and overly ambitious goals leading to employee stress. Gamification can address these challenges by enhancing transparency, motivation, engagement, and continuous learning. Recommendations for incorporating gamification into the PMS are proposed based on the findings.

The Influence Of Millennial Leaders’ Decision-Making Styles, Millennial Characteristics, And Work Period Toward Decision-Making Competence Case Study In Pt. Taspen (Persero) wulandari, putri ayu; Dewi, Emilia Fitriana
Jurnal Ekonomi Teknologi dan Bisnis (JETBIS) Vol. 3 No. 1 (2024): JETBIS : Journal Of Economics, Technology and Business
Publisher : Al-Makki Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57185/jetbis.v3i1.82

This research analyzes the situation and conditions of PT. Taspen (Persero) human resources which experiences generational differences between Baby Boomers and Millennials. This generational difference occurred because no employee recruitment existed between 1992 and 2006. On the other hand, as many as 163 employees will soon retire in 2024 to 2025. In other words, PT. Taspen (Persero) is dealing with employee shortages, especially in leadership positions. Therefore, PT. Taspen (Persero) has a very dynamic change of employee positions quickly. This causes Millennials to be prepared to become leaders within a minimum of 1.5 years after being appointed as permanent employees. Based on this, this research aims to examine the decision-making of Millennial leaders. Where in this case, the younger generation must be able to make the right decisions even though they have little experience and a short working time. Therefore, the researcher aims to know whether the natural characteristics possessed by Millennials as well as their work period and type of decision-making making will influence their competence in making decisions which will be assessed using the Adult Decision-Making Competence (A-DMC) model. On the other hand, company management, in this case, the human resources division, is also the object of research in qualitative form to find out how far management supports millennial leaders in decision-making by providing a conducive work environment.

The Influence Of Millennial Leaders’ Decision-Making Styles, Millennial Characteristics, And Work Period Toward Decision-Making Competence Case Study In Pt. Taspen (Persero) wulandari, putri ayu; Dewi, Emilia Fitriana
Jurnal Ekonomi Teknologi dan Bisnis (JETBIS) Vol. 3 No. 1 (2024): Jurnal Ekonomi, Teknologi dan Bisnis
Publisher : Al-Makki Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57185/jetbis.v3i1.82

This research analyzes the situation and conditions of PT. Taspen (Persero) human resources which experiences generational differences between Baby Boomers and Millennials. This generational difference occurred because no employee recruitment existed between 1992 and 2006. On the other hand, as many as 163 employees will soon retire in 2024 to 2025. In other words, PT. Taspen (Persero) is dealing with employee shortages, especially in leadership positions. Therefore, PT. Taspen (Persero) has a very dynamic change of employee positions quickly. This causes Millennials to be prepared to become leaders within a minimum of 1.5 years after being appointed as permanent employees. Based on this, this research aims to examine the decision-making of Millennial leaders. Where in this case, the younger generation must be able to make the right decisions even though they have little experience and a short working time. Therefore, the researcher aims to know whether the natural characteristics possessed by Millennials as well as their work period and type of decision-making making will influence their competence in making decisions which will be assessed using the Adult Decision-Making Competence (A-DMC) model. On the other hand, company management, in this case, the human resources division, is also the object of research in qualitative form to find out how far management supports millennial leaders in decision-making by providing a conducive work environment.

Improving Leadership Style in Startup to Increasing Team Performance Khausal, Adam; Dewi, Emilia Fitriana
Proceedings International Conference on Education Innovation and Social Science 2023: Proceedings International Conference on Education Innovation and Social Science
Publisher : Universitas Muhammadiyah Surakarta

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

Startup can be defined as an organization that is either recently created or in the early stages of development and is focused on monetizing a concept. Startups often have a small core team made up of management from the executive, marketing, finance, and operations departments. Teman Survei is a property survey service that can be ordered through our marketplace website more easily and effectively. problem faced by the Teman Survey is a leadership style that is inappropriate and too free for the team to explore more outside the business so that the team becomes out of control and of course there is often a loss of responsibility between teams. Leadership that lacks leadership in this team makes team performance decrease and results in a slow growth company This problem causes the slow growth of the company. The goal of this study is to know how the leadership situation in Teman Survei team and to know how to improve leadership by defining leadership styles and make an implemented plan to increase team performance. This study uses qualitative methods that include Literature review, Data Collection, In-Depth interview, and pragmatism as data analysis and interpretation. The results show that the leadership style carried by the leader is a servant style and an adaptive style which makes the leader lose control of the team. this makes implementation planning in the future will be in the form of implementing a Full-Range leadership style which is a combination of Transformational style and Transactional style.

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