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All Journal Literatus JUDICIOUS: Journal of Management Vocational : Jurnal Inovasi Pendidikan Kejuruan Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Sibatik Journal : Jurnal Ilmiah Bidang Sosial, Ekonomi, Budaya, Teknologi, Dan Pendidikan International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Jurnal Pengabdian Kepada Masyarakat Abdi Nusa Jurnal Pengabdian Kepada Masyarakat Abdi Putra Jurnal Minfo Polgan (JMP) KNOWLEDGE: Jurnal Inovasi Hasil Penelitian dan Pengembangan HEALTHY: Jurnal Inovasi Riset Ilmu Kesehatan Jurnal Pengabdian West Science SABAJAYA Jurnal Pengabdian Kepada Masyarakat Journal of Educational Technology and Learning Creativity Jurnal Penelitian Pendidikan Indonesia E-Amal: Jurnal Pengabdian Kepada Masyarakat Jurnal Cinta Nusantara
Mintawati, Hesri
Universitas Nusaputra
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Digital HR, Employee Empowerment, Internal Mobility, Career Development on ‎Knowledge Innovation, and Employee Engagement in Technology Firms in Indonesia Mintawati, Hesri; Maulana , Agung; Pratiwi, Intan Deanida; Sedera, Rakotoarisoa Maminiaina Heritiana; Wen, Goh Khang; Aridan, Muhammad
Journal of Educational Technology and Learning Creativity Vol. 3 No. 2 (2025): December
Publisher : Cahaya Ilmu Cendekia Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37251/jetlc.v3i2.2479

Abstract

Purpose of the study: This study aims to explore the relationships between Digital Human Resource Management, Employee Empowerment, Internal Mobility, Career Development, Knowledge Innovation, and Employee Engagement in Indonesian technology companies. Methodology: A quantitative approach was used, collecting data from 675 employees via a structured questionnaire with a five-point Likert scale. The data were analyzed using Structural Equation Modeling with Partial Least Squares (SEM-PLS 3.0). Main Findings: Digital HR directly influences Employee Empowerment and Internal Mobility, which positively affect Career Development. Career Development impacts Knowledge Innovation and Employee Engagement, with Knowledge Innovation serving as a mediator between Career Development and Engagement. Novelty/Originality of this study: This study integrates Resource-Based View (RBV) and Social Exchange Theory (SET), demonstrating how Digital HR competencies and employee reciprocity drive innovation and engagement, providing insights for HR managers in technology firms to enhance talent development and competitiveness.
THE EFFECT OF FINTECH USE AND DIGITAL MARKETING ON THE FINANCIAL PERFORMANCE OF MSMES IN SUKASIRNA VILLAGE, CIBADAK DISTRICT, SUKABUMI REGENCY Zemi Maulidi Niansyah; Hesri Mintawati; Yuli Dian Rahmawati
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 3 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20320571

Abstract

he digital era has transformed the business landscape for Micro, Small, and Medium Enterprises (MSMEs), particularly through the adoption of financial technology (fintech) and digital marketing. Sukasirna Village in Cibadak District, Sukabumi Regency, has significant MSME potential but still requires in-depth study on the impact of digital technology on business financial performance. This research aims to analyze the influence of fintech and digital marketing usage on the financial performance of MSMEs in Sukasirna Village, both partially and simultaneously, and to identify moderating factors in this relationship. This research uses a quantitative approach with a survey design. The study population consists of MSME actors in Sukasirna Village who have used fintech and/or digital marketing for at least one year. Data was collected through structured questionnaires and analyzed using Structural Equation Modeling (SEM) with SmartPLS software to test the causal relationships between variables. This research is expected to produce an empirical model that demonstrates the influence of fintech and digital marketing on the financial performance of MSMEs, and to provide strategic recommendations for optimizing the adoption of digital technology to improve the business performance of MSMEs in rural areas. The research findings can serve as a basis for decision-making for MSME actors in optimizing the use of digital technology, for local governments in formulating MSME digitalization policies, and for academics as a contribution to the development of technology adoption theory in the context of rural MSMEs.
Strategi Penguatan Literasi Politik dan Mitigasi Politik Uang: Edukasi Pemilih Cerdas bagi Masyarakat Kampung Angkrong, Desa Cibodas, Kecamatan Bojong Genteng, Kabupaten Sukabumi Nenda Suhanda; Agri Hamdani Apriana; Argi Ramdhan Mubarak; Ateng Hamdani; Citra Dwiyanti Ridwan; Yuli Susanti; Slamet Sutrisno; Hesri Mintawati
Jurnal Pengabdian West Science Vol 5 No 05 (2026): Jurnal Pengabdian West Science
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/jpmws.v5i05.3377

Abstract

Kegiatan Pengabdian Masyarakat (PPM) ini bertujuan untuk meningkatkan kesadaran dan kecerdasan politik masyarakat di Kampung Angkrong, Desa Cibodas, Kec. Bojong Genteng, Kabupaten Sukabumi, menjelang periode pemilihan umum. Masalah utama yang diidentifikasi meliputi rendahnya literasi informasi terkait kandidat, kompleksitas teknis pemungutan suara, serta kerentanan terhadap praktik politik uang. Metode pelaksanaan dilakukan melalui sosialisasi partisipatif dan edukasi literasi media. Hasil kegiatan menunjukkan adanya peningkatan pemahaman masyarakat mengenai pentingnya verifikasi informasi untuk menangkal hoaks serta kesadaran akan dampak negatif politik uang terhadap integritas demokrasi lokal. Rekomendasi dari kegiatan ini adalah perlunya pendampingan berkelanjutan untuk menjaga netralitas dan kemandirian politik masyarakat pedesaan.
THE ROLE OF SUSTAINABLE HUMAN RESOURCE MANAGEMENT IN MAINTAINING EMPLOYEE WELL-BEING AND ORGANIZATIONAL COMMITMENT ON ERA CRISIS GEOPOLITICS GLOBAL IMPLICATIONS FOR SDGS 3 AND SDGS 16 Hesri Mintawati
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 6 No. 2 (2026): April
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.19477065

Abstract

This study aims to analyze the role of Sustainable Human Resources Management in maintaining welfare employee And strengthen commitment organization, at a time evaluate the implications to achievement Sustainable Development Goals (SDGs) 3 (Good Health and Well-Being) And SDGs 16 (Peace, Justice, and Strong Institutions). In a number of week last increase instability geopolitics global, pressure economy international, as well as The dynamics of changes in the work environment have encouraged organizations to adopt a human resource management approach. Power man Which more sustainable And oriented on welfare employees. Although draft Sustainable Human Resources Management (S-HRM) the more develop In the management literature, empirical studies linking S-HRM practices with employee well-being and organizational commitment in the context of the global geopolitical crisis are still relatively limited. This use approach quantitative with method survey Which involving employees from various organization Which has apply practice management source Power human oriented sustainability. Data collected through questionnaire with scale Likert five points to measure indicators of Sustainable HRM practices , employee well-being, and organizational commitment. Data analysis was conducted using multiple regression analysis and structural model testing to examine the relationships between variables within the research framework. Results study show that practice Sustainable Human Resources Management has a positive and significant effect on increasing employee well-being and organizational commitment. work–life balance, support health mental, development competence sustainable, as well as practice order manage organization Which ethical proven capable increase welfare employee psychology while strengthening their attachment to the organization. This study proposes the Sustainable HRM–Well-Being Commitment Framework as a conceptual contribution that explains the strategic mechanisms of S-HRM in strengthening employee well-being and organizational commitment amidst global uncertainty. These findings provide contribution theoretical for development literature Sustainable HRM as well as implications practical for organizations in designing sustainable HR management strategies that are aligned with achieving SDGs 3 and SDGs 16
Analisis Pengelolaan Manajemen Sumber Daya Manusia Dalam Upaya Meningkatkan Motivasi Kerja Melalui Sistem Reward Hesri Mintawati
Jurnal Minfo Polgan Vol. 13 No. 1 (2024): Artikel Penelitian
Publisher : Politeknik Ganesha Medan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33395/jmp.v13i1.13629

Abstract

Penelitian ini bertujuan untuk mengidentifikasi pengelolaan manajemen sumber daya manusia (HRM) terhadap motivasi kerja karyawan melalui sistem reward. Metode penelitian menggunakan pendekatan kualitatif dengan studi pustaka, menganalisis literatur terkait HRM, motivasi kerja, dan sistem reward. Hasil analisis menunjukkan bahwa pengelolaan HRM yang efektif, termasuk penggunaan sistem reward yang transparan dan adil, berdampak positif pada motivasi kerja karyawan. Reward yang sesuai dengan kontribusi karyawan dapat meningkatkan produktivitas, mengurangi turnover, dan meningkatkan kualitas sumber daya manusia perusahaan. Kesimpulannya, manajemen sumber daya manusia yang fokus pada Reward System dapat menjadi strategi yang efektif dalam meningkatkan motivasi kerja karyawan dan mendukung pencapaian tujuan perusahaan.
DETERMINANTS OF MSME EXPORT PERFORMANCE IN THE AFRICAN MARKET: THE ROLE OF ECONOMIC STRENGTH AS A MEDIATOR OF MSME DEVELOPMENT, BILATERAL TRADE, AND GOVERNMENT SUPPORT Meilina Sukmarini; Hesri Mintawati; Sitti Hikmawatty; M. Luthfi Abdul Ajiz
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 8 (2026): JULY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.21408442

Abstract

This study examines the effects of MSME development, bilateral trade opportunities, and government support on MSME export performance in the African market and tests the mediating role of economic strength. The limited contribution of Indonesian MSME exports remains a challenge to improving national competitiveness in the global market. At the same time, the expansion of Indonesia's economic cooperation with African countries creates new opportunities for MSMEs to diversify their export markets. However, internal constraints, including limited business capacity, access to financing, innovation capability, and export readiness, continue to affect many MSME operators. Moreover, the effectiveness of government support and the use of international trade opportunities in promoting MSME export success still require more comprehensive empirical evidence. This study uses a quantitative explanatory survey of 120 upgraded MSMEs in Sukabumi City, West Java, selected through purposive sampling. Data were collected through a five-point Likert-scale questionnaire and analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) in SmartPLS 4. The results show that bilateral trade opportunities and government support have positive and significant effects on MSME economic strength. By contrast, MSME development does not have a significant effect on economic strength. In the export-performance model, only government support has a positive and significant effect on MSME export performance. MSME development, bilateral trade opportunities, and economic strength do not have significant effects on export performance. The mediation tests also show that economic strength does not mediate the relationships between MSME development, bilateral trade opportunities, or government support and MSME export performance. These findings indicate that MSME export success in non-traditional markets depends not only on stronger internal business capacity but also, and more substantially, on effective institutional support and government policy. Theoretically, the study provides evidence that the institutional perspective has a more dominant role than internal resources in explaining MSME internationalization in emerging markets. Practically, the results can guide governments and other stakeholders in designing more targeted and integrated MSME export-development programs that improve access to international markets.
STRATEGIC HUMAN RESOURCE MANAGEMENT BASED ON ARTIFICIAL INTELLIGENCE IN IMPROVING ORGANIZATIONAL RESILIENCE AMID GEOPOLITICAL UNCERTAINTY GLOBAL: CONTRIBUTION TO SDGs 8 AND SDGs 9 Hesri Mintawati
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 6 No. 1 (2026): February
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.19477015

Abstract

This study aims to analyze the role of Artificial Intelligence (AI)-based Strategic Human Resource Management (SHRM) in increasing organizational resilience amidst increasing global geopolitical uncertainty and evaluate its contribution to achieving Sustainable Development Goals (SDGs) 8 (Decent Work and Economic Growth) and SDGs 9 (Industry, Innovation and Infrastructure). Global economic instability, technological disruption, and geopolitical dynamics have encouraged organizations to adopt more adaptive, data-driven, and innovation-oriented human resource management strategies to maintain the sustainability of organizational performance. In this context, the use of Artificial Intelligence technology in SHRM practices is one strategic approach to improve an organization's ability to anticipate, respond, and adapt to changes in an uncertain business environment. Study This use approach quantitative with method analysis inferential For test the relationship between capability Artificial Intelligence in management HR, practice Strategic Human Resource Management, and the level of organizational resilience. Data collection was conducted by distributing questionnaires to employees and managers in organizations that have implemented system digital HR or HR analytics. Instrument study use Likert scale 1–5, which measure AI capability indicators, technology-based SHRM practices, workforce adaptability, and organizational resilience. Data analysis was conducted using multiple regression analysis and structural model testing to identify the interplay between variables and the strategic contribution of AI to strengthening organizational resilience. The research results show that the implementation of AI-driven Strategic Human Resource Management has a positive and significant impact on increasing organizational resilience through enhanced HR analytical capabilities, data-driven decision-making, and strengthening workforce adaptability to changes in the business environment. The implementation of AI technology in the process recruitment, development competence, And management performance proven capable improving the effectiveness of talent management while strengthening organizations' capabilities in the face of geopolitical uncertainty and global economic disruption. These findings demonstrate that integrating digital technology into HR strategies not only improves organizational efficiency but also contributes to the creation of a more innovative and productive work environment. The novelty of this research lies in the development of the AI-Driven Strategic HR Resilience Framework conceptual framework, which explains how the integration of Artificial Intelligence in Strategic Human Resource Management practices can strengthen organizational resilience while supporting the implementation of SDGs 8 by improving the quality of work and workforce productivity. as well as SDGs 9 through strengthening innovation And transformation digital in management Theoretically, this research expands the study of strategic human resource management by integrating the perspectives of digital technology, organizational resilience, and sustainable development. In a way practical, study This give implications for organization in designing more adaptive, innovative, and technology-based HR management strategies to face increasingly complex global challenges.
BRIDGING THE GAP: STRUCTURED AND SUSTAINABLE MENTORSHIP MODELS FOR ENHANCING PARTICIPANT PERFORMANCE IN COMPETITION ENVIRONMENTS Fitri Afrina; Yusuf Iskandar; H. Kurniawan; Hesri Mintawati
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 9 (2026): AUGUST
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.21640256

Abstract

This study was conducted to examine structured and sustainable mentorship models in enhancing participant performance within competitive environments. Competitive environments are no longer merely understood as arenas to achieve victory, but also as learning platforms that demand participants possess critical thinking skills, strategy, teamwork, communication, adaptability, and mental readiness. This research employs a systematic literature review method on 10 peer-reviewed journal articles published during the 2016–2026 period. The analysed literature focuses on mentorship, structured mentorship, sustainable mentorship, participant performance, and competitive environments. The findings indicate that relevant mentorship models in competitive environments include technology-enabled mentorship, case competition mentorship, near-peer mentorship, student-led mentorship, structuredcompetence-based mentorship, business plan competition mentorship, as well as project- and team-based mentoring. The findings also reveal that mentorship implementation still faces challenges such as time constraints, mentor-mentee mismatch, weak program structures, digital communication barriers, and suboptimal monitoring and evaluation. This study concludes that sustainable mentorship needs to be designed through clear objectives, precise mentor-mentee matching, structured mentoring agendas,technology utilization, performance evaluation, and post-competition reflection. Thus, mentorship not only supports the achievement of competitive outcomes but also strengthens participants' capacity, autonomy, and long-term learning
SENTIMENT ANALYSIS TERHADAP PERSEPSI KARYAWAN MENGENAI KINERJA PADA SATUAN PELAYANAN PEMENUHAN GIZI (SPPG KECAMATAN BANTARGADUNG, KABUPATEN SUKABUMI) Dede Hermawan; Hesri Mintawati; Sitti Hikmawatty
Jurnal Cinta Nusantara Vol. 4 No. 2 (2026): April-Juni, Assessment and Learning Evaluation
Publisher : CV. Bunda Ratu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63754/jcn.v4i2.221

Abstract

Kinerja karyawan merupakan instrumen penting dalam menjamin keberhasilan penyelenggaraan Program Makan Bergizi Gratis (MBG) pada Satuan Pelayanan Pemenuhan Gizi (SPPG). Penelitian ini bertujuan menganalisis sentimen dan persepsi karyawan terhadap kondisi kerja sama tim, budaya organisasi, pelatihan, dan kinerja pada SPPG Kecamatan Bantargadung, Kabupaten Sukabumi, sebagai pelengkap kualitatif atas temuan kuantitatif (SEM-PLS) dari penelitian utama. Data kualitatif diperoleh melalui wawancara mendalam berdasarkan tanggapan terbuka dari 22 pernyataan karyawan. Penelitian ini menggunakan metode analisis sentimen berbasis text mining (pendekatan leksikon) dan pemodelan topik Latent Dirichlet Allocation (LDA) dengan bantuan perangkat lunak Orange Data Mining. Hasil analisis sentimen menunjukkan kecenderungan persepsi positif yang dominan, yaitu sebesar 59,1% (13 pernyataan), sentimen netral 27,3% (6 pernyataan), dan sentimen negatif 13,6% (3 pernyataan). Sementara itu, analisis topik mengidentifikasi lima tema utama, dengan kerja sama tim sebagai tema paling dominan, diikuti efektivitas pelatihan, budaya organisasi, pelaksanaan pelayanan, serta kendala operasional seperti batasan fasilitas dan beban kerja. Temuan ini memberikan implikasi praktis bagi pengelola SPPG dalam merumuskan strategi peningkatan kerja sama tim, efektivitas pelatihan, serta peningkatan sarana operasional guna mendukung kinerja karyawan secara berkelanjutan.
Co-Authors Abdurrahman, Abdan Achyadi, Naya Nur Annisa Agri Hamdani Apriana Aina, Nahla Qurrotul Al-Farizs, Jidan Al-Farizs Albert, Jhoni Alivia, Nazwa Apriansyah, Arip Ardiansyah, Azril Mochammad Arfayan, Elly Argi Ramdhan Mubarak Arrasyid, Reiza Fandia Arrosid, Faisal Asep Hermawan Asep Hermawan Asep Hikmat Asep Hikmat Ateng Hamdani Aulia, Restu Nur Aulia, Tasya Az-zahra, Dilla Prilzilia Azzahra, Vinsa Bonse Aris Mandala Bonse Aris Mandala Putra Simangunsong Citra Dwiyanti Ridwan Dana Budiman Darmariani, Martiana Kusuma Dede Hermawan Dede Rifa Sa’bana Efrida, Irma Fakhri Anam Fannia Nur Putriadi Fasha, Zahra Aprili Fauzan, Fawwar Firdaus, Rifka Salsabila Fitri Afrina Fitriani, Ayu Desi Gibrani, Syairil Giri Verianti Goh Khang Wen Gusmara, Idha H. Kurniawan HANDAYANI, NUR RITA Handayani, Nurita Hariyadi, Septian Haskoro, Nastiti Intan Herawati, Dea Ariana Herdiansyah, Moch Fachreza Heryani, Rina Idha Gusmara Indah, Neng Susan Wulan Purnama Indrawati Indrawati Indrawati Intan Deanida Pratiwi Jainun, Abdul Rahman Jhoni Albert Kharisma , Kharisma Kohar Pardesa Kohar Pradesa Kurniawan Kurniawan, Nazwa Nadiva Laksana, M. Agung Liana, Nazwa Lisa Chandrasari Desianti Louw, Rachmi Febryani Luckieta, Meiliani Lutfi Sopiana Putra M. Fikry N H M. Fikry N.H M. Iqbal M. Luthfi Abdul Ajiz M. Raffi Rijalallah Mandala Putra, Bonse Aris Martin Selian, Dwi Septiani Maskanah, Siti Neng Maulana , Agung Md. Shodiq Meilina Sukmarini Mela, Mela Muhammad Aridan Muhammad Rafiq Abdul Basith Muslim, Meutia Nabilah Nur Saniyyah Nabillah, Adinda Nadia Sumardiani Naufhelia Dwi Athifany Nazareina, Leisya Putri Nazwa Liana Nazwa Nadiva Kurniawan Nenda Suhanda Nur Hikmah NUR RITA HANDAYANI Nur Saniyyah, Nabilah Nurhafida, Gishella Nurohmah, Vinda Amelia P, Bintang Betari P., Meisya Eka Putri Paikun Pradesa, Kohar puspita, dela Putri Khalisa Wijaya Putri Puspita sari Putri, Desti Amelia Putri, Dwi Novianti Qoidah, Nadiatul Rahmawati, Seftiya Rahmi, Eneng Reiza Fandia Arrasyid Risa, Risa Safhira, Futri Safrila, Annisa Sajidin Salsabilla, Rhaisa Saputra, Galih Aditya Sedera, Rakotoarisoa Maminiaina Heritiana Sheira Cleophila Azzahra Shodiq, Moh Djafar Sinta, Shindi Ayu SIPAYUNG, ISKANDAR Sitti Hikmawatty Slamet Sutrisno Sodiq, Md Sofyan Putri, Indah Rahayu Solihah, Siti Sa'adiatus Sonia, Citra Suhardi, Mulyadi Suhendar, Sundari Sukma, Novia Indah Sumardiani, Nadia Suprapto Supriadi, Saffana Azka Supriyadi, Agung Teluma, Brigita Barek Thessa Tri Astuty Vinoza, Ridan Ahwi WIDANINGSIH, WULAN Wijaya, Putri Khalisa Wijaya, Rian Maulana Wiwin Winarni Yayandi, Moh Yuli Dian Rahmawati Yuli Susanti Yusuf Iskandar Zein, Reza Maulana Zemi Maulidi Niansyah