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All Journal Jurnal Dimensi EQUILIBIRIA BENING Jurnal Trias Politika Society : Jurnal Pengabdian dan Pemberdayaan Masyarakat Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Jurnal Ilmu Sosial dan Humaniora Jurnal Manajemen, Organisasi, Dan Bisnis International Review of Practical Innovation, Technology and Green Energy (IRPITAGE)
Ramon Zamora
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DATA-DRIVEN HR: LEVERAGING ANALYTICS TO IMPROVE EMPLOYEE EXPERIENCE AND PERFORMANCE Yossy Oktalina; Ramon Zamora; Dhenny Asmarazisa
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: 10.5281/zenodo.18486304

Abstract

This article examines the transformative role of data analytics in modern human resource management, known as Data-Driven HR. The background outlines the shift from traditional, intuition-based HR practices to a strategic, evidence-based approach necessitated by the digital economy. The primary objective is to demonstrate how organizations can leverage HR analytics to systematically enhance both employee experience and organizational performance. The methodology involves a comprehensive review of existing literature and analysis of case studies from organizations that have implemented HR analytics initiatives. The results indicate that systematic data collection and analysis in areas such as recruitment, engagement, and talent development lead to more informed decision-making, predictive insights, and personalized employee interventions. The discussion highlights that successful implementation requires robust data infrastructure, analytical competency, and a strong ethical framework to address privacy concerns. In conclusion, Data-Driven HR represents a fundamental evolution in the function, enabling a more proactive, employee-centric, and performance-oriented management paradigm. For optimal impact, HR leaders must cultivate data literacy and foster a culture of evidence-based practice while safeguarding employee trust.
THE C-SUITE'S NEW MVP: WHY HUMAN CAPITAL IS NOW THE KEY STRATEGIC ASSET Arief Sumarsono; Ramon Zamora; Dhenny Asmarazisa
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: 10.5281/zenodo.18641039

Abstract

This article examines the transformative role of data analytics in modern human resource management, known as Data-Driven HR. The background outlines the shift from traditional, intuition-based HR practices to a strategic, evidence-based approach This article examines the pivotal shift recognizing human capital as the primary strategic asset in the modern knowledge economy. The background establishes the transition from industrial-era models, where physical and financial capital were paramount, to a landscape where innovation, agility, and intellectual property drive competitive advantage. The objective is to argue for the C-suite's direct ownership of human capital strategy, moving it beyond the traditional HR domain. The methodology involves a synthesis of contemporary business literature, analysis of corporate reporting trends, and review of executive leadership frameworks. The results indicate that organizations treating talent strategy as a core CEO and CFO priority demonstrate superior resilience, innovation, and financial performance. The discussion contends that this requires new metrics integrating human capital into financial analysis and a fundamental re-evaluation of leadership agendas. In conclusion, human capital is the new source of sustainable value, demanding a reformed strategic lens where talent outcomes are inseparable from business outcomes.
HYBRID HARMONY: A PRACTICAL GUIDE TO MANAGING PERFORMANCE AND CULTURE IN A DISTRIBUTED TEAM Deri Tiodora; Ramon Zamora; Dhenny Asmarazisa
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: 10.5281/zenodo.18639132

Abstract

The rapid shift to hybrid and distributed work models presents a critical challenge: maintaining cohesive organizational culture and high performance without a shared physical space. This study aims to provide a practical framework for leaders to effectively synchronize performance management with cultural stewardship in a dispersed environment. The methodology involved a qualitative multi-case study analysis of six technology firms that successfully navigated the transition to a hybrid model, supplemented by surveys of 150 team leaders. The results identify five key pillars for success: redefined communication rituals, outcome-based performance metrics, equitable inclusion practices, intentional cultural artifacts, and leadership training for distributed empathy. The discussion argues that performance and culture are mutually reinforcing systems in a hybrid context, not separate domains. It emphasizes that "hybrid harmony" is achieved not by replicating office practices digitally, but by designing new, inclusive processes that leverage the benefits of flexibility while mitigating proximity bias. The conclusion posits that a deliberate, integrated strategy for managing both output and belonging is essential for sustainable hybrid team success, transforming geographic distribution from a liability into a strategic advantage for talent acquisition and resilience.
THE ART OF THE STAY INTERVIEW: PROACTIVE STRATEGIES TO REDUCE TURNOVER BEFORE IT STARTS Zulkifli; Ramon Zamora; Dhenny Asmarazisa
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: 10.5281/zenodo.18641071

Abstract

Employee turnover poses a significant financial and operational challenge for organizations globally, driven by factors like disengagement, poor management, and misaligned career paths. This study explores the stay interview as a proactive, relational tool to enhance retention by identifying and addressing employee concerns before they lead to resignation. Using a qualitative case study methodology, the research analyzed the implementation of a structured stay interview program within a mid-sized technology firm over 12 months. Data was collected through semi-structured interviews with managers and participating employees, alongside analysis of retention metrics. Results indicated a 25% reduction in voluntary turnover and a marked improvement in employee engagement scores. The discussion emphasizes that the efficacy of stay interviews hinges on managerial training, a culture of psychological safety, and a demonstrable follow-up on issues raised. The study concludes that integrating stay interviews into a broader talent retention strategy transforms them from a procedural task into a strategic asset for building organizational commitment and preempting turnover.
Pengaruh Motivasi Kerja, Semangat Kerja, Tanggung Jawab Dan Lingkungan Kerja Terhadap Kinerja Karyawan Ervin Nora Susanti; Juan Feliks Siburian; Sri Langgeng Ratnasari; Ramon Zamora; Dwi Septi Haryani; Adzkia Reihani Salsabila; Hendri Afrinal; Alivia Rahmawati; Seow Tawee; Saifuddin Amin
JURNAL MANAJEMEN, ORGANISASI DAN BISNIS (JMOB) Vol 6, No 1 (2026): (March 2026)
Publisher : Pascasarjana Universitas Riau Kepulauan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33373/jmob.v6i1.9106

Abstract

Tujuan penelitian ini adalah untuk mengetahui pengaruh Motivasi kerja, semangat kerja, tanggung jawab dan linkungan kerja secara parsial dan simultan terhadap kinerja karyawan PT. Danamas Insan Kreasi Andalan di Batam. Jenis penelitian yang digunakan dalam penelitian ini adalah penelitian kuantitatif. Populasi penelitian ini adalah karyawan PT. Danamas Insan Kreasi Andalan di Batam yang berjumlah 40 orang. Teknik pengambilan sampel dalam penelitian ini menggunakan sampling jenuh atau sampling sensus. Data yang diperoleh dalam penelitian ini menggunakan kuesioner yang telah diuji validitas dan reliabilitasnya. Analisis data menggunakan regresi linier berganda dan pengujian hipotesis dengan SPSS versi 26. Hasil penelitian Pengaruh motivasi kerja, semangat kerja, tanggung jawab dan lingkungan kerja menunjukkan pengaruh positif dan signifikan terhadap kinerja karyawan secara simultan. Secara parsial motivasi kerja, semangat kerja dan tanggung jawab tidak berpengaruh signifikan terhadap kinerja karyawan, sedangkan lingkungan kerja berpengaruh signifikan terhadap kinerja karyawan.
Pengaruh Kompensasi, Disiplin Kerja, Lingkungan Kerja Dan Gaya Kepemimpinan Terhadap Kinerja Karyawan Herni Widiyah Nasrul; Putri Lestari; Sri Langgeng Ratnasari; Ramon Zamora; Zulkifli Zulkifli; Gandhi Sutjahjo; Hendri Afrinal; Muhammad Iqbal; Sumber Silangit Sitepu; Rico Fernando
JURNAL DIMENSI Vol 15, No 1 (2026): Jurnal Dimensi (March 2026)
Publisher : Universitas Riau Kepulauan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33373/dms.v15i1.9031

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh kompensasi, disiplin kerja, lingkungan kerja dan gaya kepemimpinan terhadap kinerja karyawan Cafe Fat Boy Club Batam. Metode yang digunakan dalam penelitian ini ialah statistik deskriptif dan kuantitatif. Sampel pada penelitian ini berjumlah 40 responden yang ditentukan menggunakan teknik sensus dan menggunakan kuesioner sebagai instrument pengumpulan data. Dari analisis data diperoleh hasil bahwa kompensasi berpengaruh positif dan signifikan terhadap kinerja karyawan, disiplin kerja berpengaruh positif tetapi tidak signifikan terhadap kinerja karyawan, lingkungan kerja berpengaruh positif tetapi tidak signifikan terhadap kinerja karyawan, dan gaya kepemimpinan berpengaruh positif dan signifikan terhadap kinerja karyawan. Secara simultan hasil uji F kompensasi, disiplin kerja, lingkungan kerja dan gaya kepemimpinan berpengaruh positif dan signifikan terhadap karyawan.
Co-Authors Adzkia Reihani Salsabila ahmad arifin Albert Efendi Pohan Ali Amran Alivia Rahmawati Amalia Natasya Annisa Kurnianingsih Arief Sumarsono Bangun Budi Raharjanti Catur Fatchu Ukhriyawati Celina Cicilia Margaritha Dafrizal Samsudin Dahrul Aman Harahap David Nasution Deri Tiodora Dhenny Asmarazisa Dian Molivia Dwi Septi Haryani Ervin Nora Susanti Gandhi Sutjahjo Hendri Afrinal Heni Pujiastuti Herni Widiyah Nasrul Herri Setiawan Jasril Indah Mardini Putri Juan Feliks Siburian Linayati Lestari, Linayati Lukmanul Hakim M. Sarif Marlissa Oktaviani Muh Saleh Muhammad Iqbal Mujiono Niken Wulandari Paras Faturohim Putri Lestari Ravika Permata Hati Rico Fernando Ririn Agustriani Rizky Karnando Rachmat Saifuddin Amin Seow Tawee Sri Langgeng Ratnasari Sri Mulyati Sriwati Sriwati Sumber Silangit Sitepu Synthia Tanjung, Rona Tika Zulhiani Tuti Damayanti Wardi Marsis Yossy Oktalina Zulkifli Zulkifli Zulkifli