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All Journal Binus Business Review EQUILIBIRIA BENING Enrichment : Journal of Management Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) PROCEEDING OF INTERNATIONAL CONFERENCE ON BUSINESS MANAGEMENT AND ACCOUNTING
Lukmanul Hakim
Prodi Manajemen Universitas Riau Kepulauan Batam
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Social Sciences Other

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IMPROVING VEHICLE TAX COMPLIANCE THROUGH HR COMPETENCE AND PUBLIC SERVICE PROMOTION: EVIDENCE FROM RIAU ISLANDS PROVINCE Ronni Yanto; Tibrani Tibrani; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 3 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i3.4076

Abstract

Tax compliance remains a critical challenge for local governments, particularly in the domain of vehicle taxation which contributes significantly to regional revenues. This study aims to examine the extent to which human resource (HR) competence and public service promotion influence vehicle tax compliance in the Riau Islands. Employing a quantitative approach with survey, we collected 92 respondents from taxpayers and local revenue office employees, the research utilizes structural equation modeling (SEM) to analyze causal relationships among variables. The findings reveal that HR competence, encompassing professional knowledge, administrative skills, and service orientation, exerts a significant positive effect on taxpayer compliance. Similarly, public service promotion-delivered through information campaigns, digital platforms, and community outreach-enhances taxpayers’ awareness, trust, and willingness to fulfill their obligations. Furthermore, the study highlights the combined effect of HR competence and service promotion strengthens compliance behavior by fostering a sense of procedural fairness and improving the perceived quality of government services. These results underscore the importance of strengthening human resource capacity and implementing innovative service promotion strategies as key policy instruments to improve vehicle tax compliance. The study contributes both theoretically and practically: it enriches the discourse on fiscal policy and public administration, while offering evidence-based recommendations for local governments to optimize tax revenue management.
DATA-DRIVEN HR: USING ANALYTICS TO SHAPE YOUR PEOPLE STRATEGY Syafrul Bahri; Ramon Zamora; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 6 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i6.4599

Abstract

This document outlines a comprehensive framework for leveraging people analytics to transform the HR function into a strategic asset. It argues that success is contingent upon two foundational pillars: robust data governance and the systematic upskilling of HR Business Partners (HRBPs). Effective data governance establishes a single source of truth through data standardization and integration while ensuring ethical compliance and data privacy, thereby creating a reliable and trusted data foundation. Concurrently, HRBPs must be equipped with data fluency, moving beyond basic literacy to interpret analytics, generate insights, and translate them into actionable business strategy. This dual approach ensures that data is not only accurate and secure but is also effectively communicated and applied. The synthesis of a disciplined data environment and a data-fluent HR workforce bridges the gap between analytical potential and tangible business outcomes, enabling evidence-based decision-making and fostering a proactive, strategic organizational culture.
THE GREAT RETENTION: CULTIVATING A CULTURE WHERE PEOPLE STAY Fini Fisielia; Ramon Zamora; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 6 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i6.4605

Abstract

In many organizations, employee recognition remains a generic, infrequent practice, failing to impact morale or retention meaningfully. This creates a culture where employees feel undervalued, leading to disengagement and turnover. This paper examines the framework of "Authentic Recognition & Appreciation," arguing that a strategic shift from transactional awards to a personalized, human-centric approach is critical for making employees feel genuinely seen and valued. The analysis contrasts the characteristics of generic recognition programs with those of an authentic strategy, evaluating them across key dimensions: frequency, specificity, personalization, perceived sincerity, and emotional impact. Findings demonstrate that authentic recognition—characterized by timely, specific praise tailored to individual preferences—significantly outperforms generic models. It directly fulfills the human need for validation, resulting in heightened morale, reinforced positive behaviors, and a stronger emotional connection to the organization. Authentic recognition is a low-cost, high-impact cultural imperative. By consistently communicating "You matter here," organizations can transform recognition from a perfunctory task into a powerful driver of employee engagement, loyalty, and sustainable performance.
BEYOND THE PING-PONG TABLE: BUILDING AUTHENTIC EMPLOYEE ENGAGEMENT Bangun Budi Raharjanti; Ramon Zamora; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v6i1.4610

Abstract

Based on an analysis of qualitative employee interview data, this study investigates the primary drivers of authentic workplace engagement beyond material compensation. The objective was to identify the non-transactional factors that foster sustained commitment and discretionary effort. The results revealed four interconnected themes: the primacy of meaningful work over perks; the critical role of managerial support in building psychological safety; the necessity of clear career trajectories for growth; and the profound impact of personalized, authentic recognition. The discussion indicates that perks and pay are merely foundational, while true engagement is cultivated through purpose, safety, growth, and feeling valued as a whole person. The conclusion underscores that engagement is a reciprocal relationship, where employees invest fully in organizations that demonstrably invest in their employees’ professional and personal value.
THE CULTURE CODE: HOW HR SHAPES AND SUSTAINS ORGANIZATIONAL VALUES Ria Muazizah; Tibrani; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v6i1.4612

Abstract

This paper investigates the strategic role of integrated Human Resources (HR) systems in translating organizational values into measurable business performance and employee experience outcomes. Employing a comparative analysis of transactional versus value-centric HR frameworks across key functions—onboarding, performance management, and overall employee experience, this study aims to quantify the impact of coherent cultural reinforcement. The results demonstrate that organizations employing ritualized, immersive onboarding achieve a 50% greater increase in productivity and foster cultural connection 18 months faster. Furthermore, performance systems that explicitly reward value-based behaviors significantly bridge the "say-do" gap, while a value-aligned HR strategy collectively boosts Employee Net Promoter Score (eNPS), reduces regrettable attrition, and lowers recruitment costs. The discussion posits that these aligned practices transform culture from an abstract concept into a reliable operating system, driving psychological safety, innovation, and productivity. The conclusion asserts that embedding a consistent culture code into every people process is not merely an HR initiative but a foundational business strategy for building a resilient and high-performing organization.
THE EMPLOYEE LIFECYCLE: OPTIMIZING EVERY TOUCHPOINT FROM HIRE TO RETIRE Herri Setiawan Jasril; Ramon Zamora; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v6i1.4624

Abstract

In today's competitive talent landscape, organizations must transcend transactional HR practices to build a sustainable advantage. This article presents a comprehensive framework for optimizing the entire employee lifecycle—a holistic journey from initial attraction through post-employment alumni engagement. We deconstruct each critical stage—Attraction, Recruitment, Onboarding, Development, Retention, Separation, and Alumni Relations—to demonstrate how integrated, strategic management transforms potential failure points into moments of reinforcement. By aligning the employer brand promise with lived experience, honoring the psychological contract, and leveraging data-driven insights, companies can cultivate a highly engaged, productive, and loyal workforce. The result is a powerful virtuous cycle: a superior employee experience drives retention and innovation, which in turn fuels business performance and strengthens the employer brand, creating a resilient foundation for long-term organizational success.
THE HYBRID HANDBOOK: BEST PRACTICES FOR MANAGING A DISTRIBUTED WORKFORCE Halipah Haini; Ramon Zamora; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v6i1.4625

Abstract

The shift to a hybrid workforce has moved from a temporary experiment to a permanent strategic model, demanding a fundamental rethinking of leadership, culture, and operations. This handbook synthesizes contemporary research and best practices to provide a comprehensive framework for managing a distributed team effectively. It addresses the central challenges of proximity bias, communication fragmentation, and eroding trust, offering actionable strategies to cultivate an equitable, high-performing, and cohesive work environment. Key pillars include establishing intentional communication protocols, leveraging an asynchronous work core, redesigning performance management around outcomes, and reimagining the physical office as a purposeful hub for connection. By embracing these principles, leaders can transform the inherent complexities of hybrid work into a sustainable competitive advantage, building resilient organizations centered on flexibility, inclusivity, and human-centric leadership.
SKILLS OVER DEGREES: RETHINKING TALENT ACQUISITION IN THE MODERN ERA Muhammad Ali Siregar; Tibrani; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v6i1.4626

Abstract

The traditional model of talent acquisition, which privileges four-year degrees as a primary hiring proxy, is increasingly misaligned with the demands of the modern economy. This analysis argues for a fundamental paradigm shift toward skills-based hiring, where verified competencies take precedence over formal credentials. The article reviews the drivers of this change—including technological disruption, the skills gap, and the imperative for equity—and presents evidence that skills-based assessments lead to a larger, more diverse talent pool, superior job performance, and higher retention. Crucially, it identifies a significant "knowing-doing gap" in implementation, where cultural inertia and a lack of evaluative training hinder adoption. The conclusion provides a practical framework for organizations to bridge this gap, advocating for a systemic change in job design, assessment, and mindset to build more agile, innovative, and equitable workforces for the future.
THE EMPATHETIC ORGANIZATION: WHY WELL-BEING IS THE NEW BOTTOM LINE Mujiono; Ramon Zamora; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v6i1.4675

Abstract

The post-pandemic workforce demands a fundamental reset, moving beyond the outdated transactional employment model. Chronic disengagement and burnout, fueled by traditional profit-centric paradigms, reveal a critical need to redefine organizational success. This article argues that building an empathetic organization—one that strategically prioritizes psychological safety, holistic well-being, and human-centered leadership—is the essential strategy for achieving sustainable performance and competitive advantage in the modern era. Employing a qualitative, synthesizing approach, we analyze multidisciplinary evidence from organizational psychology (e.g., psychological safety), neuroscience, behavioral economics, and documented business case studies to construct a coherent, evidence-based framework. The analysis confirms that empathy is a powerful strategic asset, directly correlating with enhanced innovation, productivity, talent retention, and measurable financial returns. We identify and discuss the core pillars of this model and address key implementation challenges. Empathetic organization represents a necessary evolution in corporate consciousness, proving that employee well-being is not in opposition to profit but is, in fact, the new foundational driver of a resilient and prosperous bottom line.
CONTINUOUS PERFORMANCE MANAGEMENT: MOVING BEYOND THE ANNUAL REVIEW Amalia Natasya; Ramon Zamora; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v6i1.4676

Abstract

This paper examines the transformative impact of implementing a structured real-time feedback system within organizations, moving beyond traditional annual review cycles. Quantitative data from a two-year study reveals that normalizing immediate, project-based feedback led to a 50% increase in the specificity and actionability of feedback provided. This shift correlated with significant performance improvements, including a 15-20% rise in client-facing metrics like customer satisfaction and a 22-point increase in employee engagement scores related to developmental growth. The analysis explores the neurocognitive advantage of immediate feedback, where the proximity to events enhances learning and retention, thereby systematically dismantling the "feedback is scary" narrative and fostering psychological safety. Crucially, the findings demonstrate that success is contingent on building a shared organizational skillset through training in frameworks like SBI (Situation-Behavior-Impact) and leveraging technology to integrate feedback seamlessly into daily workflows, transforming it from a managerial burden into a collective responsibility for continuous improvement.
Co-Authors Ade Parlaungan Nasution Amalia Natasya Ana Rio Fika Anggi Sadela Annisa Kurnianingsih Arnesih Arnesih Bangun Budi Raharjanti Catur Fatchu Ukhriyawati Dahlina Nopilawati Dahrul Aman Harahap Dahrul Aman Harahap Desy Afriyanti Dini Anggraini Eki Saputra Endiet Jaloe Prasetiyo Fini Fisielia Halipah Haini Herri Setiawan Jasril Kalvin Rico Telaumbanua Kepi Kusumayanti Maris Dilla ayu Marlissa Oktaviani Muhammad Ali Siregar Muhammad Said Mujiono Ramon Zamora Ria Muazizah Ridho Saputra Riky Aprianto Ronni Yanto Shafie Mohamed Zabri Sri Langgeng Ratnasari Syafrul Bahri Synthia Tanjung, Rona Tibrani Tibrani Tibrani Tika Zulhiani Tuti Damayanti Yuliansisti