Article Per Year (5 Year)
p-Index From 2021 - 2026
7.805
P-Index
This Author published in this journals
All Journal Equator Journal of Management and Entrepreneurship Jurnal Administrasi Bisnis PROFIT : Jurnal Administrasi Bisnis Panrita Abdi - Jurnal Pengabdian pada Masyarakat Jurnal Ekonika : Jurnal Ekonomi Universitas Kadiri JEMA: Jurnal Ilmiah Bidang Akuntansi dan Manajemen At-Tadbir : jurnal ilmiah manajemen AL-TANZIM : JURNAL MANAJEMEN PENDIDIKAN ISLAM MABIS: Manajemen dan Bisnis Journal of Local Government Issues Jurnal Pengabdian Al-Ikhlas Al Kalam : Jurnal Komunikasi, Bisnis dan Manajemen KINDAI : Kumpulan Informasi dan Artikel Ilmiah Manajamen dan Akuntansi Islamic Economics and Finance Journal Journal of Artificial Intelligence and Digital Business Jurnal Kabar Masyarakat Jurnal Ekonomi, Akutansi dan Manajemen Nusantara Al-Zayn: Jurnal Ilmu Sosial & Hukum International Journal Multidisciplinary Science Jurnal Pengabdian Masyarakat dan Riset Pendidikan Jurnal Riset Multidisiplin Edukasi AT-TAKLIM: Jurnal Pendidikan Multidisiplin Jejak digital: Jurnal Ilmiah Multidisiplin Indonesia Economic Journal Sinergi : Jurnal Ilmiah Multidisiplin Jurnal Ilmiah Ekonomi dan Manajemen Indonesia Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah Mekar: Jurnal Dinamika Manajemen dan Akuntansi Modern
Zakky Zamrudi
Universitas Islam Kalimantan Muhammad Arsyad Al Banjari Banjarmasin
Religion Aerospace Engineering Arts Humanities Automotive Engineering Biochemistry, Genetics & Molecular Biology Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Health Professions Immunology & microbiology Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Physics Social Sciences Other

Published : 70 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 70 Documents
Search

 3   4   5   6   7 
PENGARUH KOMPETENSI KEPEMIMPINAN, MOTIVASI KEPEMIMPINAN, DAN KINERJA GURU TERHADAP HASIL BELAJAR SISWA SD DI KECAMATAN BATUMANDI KABUPATEN BALANGAN Zainal Abidin; Khuzaini; Zakky Zamrudi
Jurnal Riset Multidisiplin Edukasi Vol. 3 No. 5 (2026): Jurnal Riset Multidisiplin Edukasi (Mei 2026)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/jurmie.v3i5.1945

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh kompetensi kepemimpinan dan motivasi kepemimpinan terhadap kinerja guru, serta dampaknya terhadap hasil belajar siswa SD di Kecamatan Batumandi, Kabupaten Balangan. Menggunakan pendekatan kuantitatif eksplanatori, data dikumpulkan dari 64 guru di 8 Sekolah Dasar Negeri melalui kuesioner skala Likert. Analisis data dilakukan dengan metode path analysis menggunakan SmartPLS 4. Hasil penelitian menunjukkan bahwa kompetensi kepemimpinan kepala sekolah berada pada kategori sangat baik dan berpengaruh signifikan terhadap kinerja guru. Namun, motivasi kepemimpinan ditemukan tidak memiliki pengaruh signifikan secara statistik terhadap kinerja guru dalam model ini. Kinerja guru terbukti menjadi faktor paling dominan yang memengaruhi hasil belajar siswa secara signifikan. Secara keseluruhan, sinergi antara kepemimpinan dan profesionalisme guru menjadi pilar utama kualitas pendidikan di lokasi penelitian.
Budaya Organisasi dan Manajemen Sumber Daya Manusia Berbasis Humanis sebagai Transformasi Strategis POLRI di Era Society 5.0 M. Firman Ar Rasyid; Syahrial Shaddiq; Khuzaini; Zakky Zamrudi
Jurnal Riset Multidisiplin Edukasi Vol. 3 No. 5 (2026): Jurnal Riset Multidisiplin Edukasi (Mei 2026)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/jurmie.v3i5.1949

Abstract

This study aims to analyze the synthesis of organizational culture and human resource management based on humanism as part of the Indonesian National Police (POLRI) strategic transformation in the Society 5.0 era. The study was conducted using a literature review method with a qualitative descriptive approach through the collection of various relevant literature sources, such as scientific journals, books, and official police documents. The data search process was carried out systematically through Google Scholar, ResearchGate, and various other academic portals with a focus on the themes of organizational culture, human resource development, public communication, and digital transformation within the police institution. The data obtained were analyzed using content analysis and thematic analysis techniques on twelve selected literatures to identify key patterns related to professionalism, discipline, motivation, public service, and technology adaptation within the POLRI. The results of the study indicate that the POLRI transformation strategy requires strengthening an organizational culture that is adaptive, transparent, and oriented towards human values. Human resource development through continuous training, increasing digital competency, open public communication, and training-based discipline enforcement are important factors in building a professional and humanistic image of the police. In addition, the application of public service technology is considered capable of increasing the effectiveness of member performance if supported by work motivation, integrity, and a conducive organizational environment. This research also found that an overly rigid bureaucratic culture remains an obstacle in navigating the dynamics of the digital society. This study emphasizes the importance of reforming organizational culture and human resource management to be more flexible, collaborative, and responsive to societal needs in the era of Society 5.0.
PENGARUH KUALITAS PELAYANAN INTERNAL DAN FASILITAS KERJA TERHADAP KEPUASAN KARYAWAN BANK KALSEL KANTOR CABANG SYARIAH BANJARMASIN Elin Destiyani Arifin; Siti Mardah; Zakky Zamrudi
Jurnal Riset Multidisiplin Edukasi Vol. 3 No. 5 (2026): Jurnal Riset Multidisiplin Edukasi (Mei 2026)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/jurmie.v3i5.2013

Abstract

This study aims to analyze the partial and simultaneous effects of internal service quality and work facilities on employee satisfaction at Bank Kalsel Sharia Branch Office Banjarmasin. This research employed a quantitative design with questionnaires distributed to all 45 employees. The sampling technique used was saturation sampling (census sampling). Data were analyzed using SPSS version 23 through multiple linear regression analysis. The t-test results indicate that Internal Service Quality has no significant partial effect on Employee Satisfaction with a significance value of 0.068 > 0.05. Conversely, Work Facilities have a positive and highly significant partial effect on Employee Satisfaction (0.000 < 0.05). Simultaneously (F-test), Internal Service Quality and Work Facilities significantly affect Employee Satisfaction (0.000 < 0.05). The coefficient of determination (R2) shows an R Square value of 0.558, meaning that 55.8% of Employee Satisfaction is explained by these variables, while the remaining 44.2% is explained by other factors.
The Role of AI-Driven Human Resource Information Systems (HRIS) in Enhancing Employee Performance and Organizational Agility: Evidence from Industry 5.0 Mely Daniati; Ramadhika Trisnasari; Syahrial Shaddiq; Khuzaini; Zakky Zamrudi
Jurnal Riset Multidisiplin Edukasi Vol. 3 No. 6 (2026): Jurnal Riset Multidisiplin Edukasi (Juni 2026)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/jurmie.v3i6.2327

Abstract

The rapid advancement of Artificial Intelligence (AI) has significantly transformed Human Resource Information Systems (HRIS), enabling organizations to improve workforce management through intelligent automation, predictive analytics, and data-driven decision-making. In the context of Industry 5.0, organizations are encouraged to integrate advanced digital technologies while maintaining a human-centered approach that emphasizes employee well-being, innovation, and organizational resilience. This study aims to explore the role of AI-driven Human Resource Information Systems (HRIS) in enhancing employee performance and organizational agility. A qualitative case study approach was employed to obtain an in-depth understanding of AI implementation in human resource management. Data were collected through semi-structured interviews, organizational documents, and a review of recent literature, and were analyzed using thematic analysis. The findings indicate that AI-driven HRIS improves employee performance by supporting more accurate recruitment, personalized learning and development, efficient performance evaluation, and evidence-based managerial decision-making. Furthermore, AI-supported HRIS enhances organizational agility by strengthening strategic workforce planning, accelerating organizational responses to environmental changes, and improving adaptability in dynamic business environments. However, the successful implementation of AI-driven HRIS depends on organizational readiness, employee digital competencies, ethical AI governance, and leadership commitment. This study contributes to the Human Resource Management literature by providing insights into the integration of AI-driven HRIS within the Industry 5.0 framework and offers practical recommendations for organizations seeking sustainable digital transformation through intelligent human resource management.
LEVERAGING PEOPLE ANALYTICS AND DIGITAL WORKFORCE INTELLIGENCE TO STRENGTHEN STRATEGIC TALENT DEVELOPMENT AND ORGANIZATIONAL RESILIENCE IN THE INDUSTRY 5.0 ERA Wahyunah Febi Pratama; Syahrial Shaddiq; Khuzaini; Zakky Zamrudi
Jurnal Riset Multidisiplin Edukasi Vol. 3 No. 6 (2026): Jurnal Riset Multidisiplin Edukasi (Juni 2026)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/jurmie.v3i6.2336

Abstract

The increasing adoption of digital technologies has transformed human resource management from an administrative function into a strategic organizational capability. Among these developments, People Analytics and Digital Workforce Intelligence have emerged as critical approaches that enable organizations to make evidence-based decisions regarding talent management, workforce planning, and organizational development. Within the Industry 5.0 era, organizations are encouraged to integrate advanced digital technologies while maintaining a human-centered perspective that promotes employee well-being, innovation, and sustainable growth. This study aims to explore how People Analytics and Digital Workforce Intelligence contribute to strengthening strategic talent development and organizational resilience. A qualitative descriptive approach was employed using semi-structured interviews, organizational documents, and recent scholarly literature. The collected data were analyzed through thematic analysis to identify major patterns regarding the implementation of data-driven human resource management practices. The findings reveal that People Analytics supports more objective workforce decisions, improves employee competency mapping, and facilitates personalized talent development strategies. Furthermore, Digital Workforce Intelligence enables organizations to respond more effectively to environmental uncertainty by improving workforce adaptability, organizational learning, and strategic resilience. This study highlights that the successful implementation of data-driven human resource management depends not only on technological capability but also on leadership commitment, employee digital literacy, and ethical data governance. The findings contribute to the growing literature on digital human resource management by providing a human-centered perspective on the strategic role of People Analytics within the Industry 5.0 framework.
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.
ANALISIS LITERATUR TENTANG PENGARUH KUALITAS SISTEM DAN KUALITAS INFORMASI TERHADAP KEPUASAN PENGGUNA SERTA MANFAAT SISTEM INFORMASI PADA FASILITAS KESEHATAN Novita Eka Prasetya; Syahrial Shaddiq; Khuzaini; Zakky Zamrudi
Mekar: Jurnal Dinamika Manajemen dan Akuntansi Modern Vol. 1 No. 2 (2026): Juni: Mekar: Jurnal Dinamika Manajemen dan Akuntansi Modern
Publisher : Lembaga Penerbit Penelitian Multidisipliner

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.67096/mekar.v1i2.78

Abstract

Perkembangan teknologi informasi di bidang kesehatan mendorong fasilitas pelayanan kesehatan untuk menerapkan sistem informasi yang mampu meningkatkan efektivitas pelayanan dan pengelolaan data. Klinik Umum Safira telah menggunakan sistem informasi berbasis cloud Assist.id untuk mendukung berbagai aktivitas pelayanan kesehatan, mulai dari pendaftaran pasien hingga pengelolaan laporan keuangan. Namun, dalam pelaksanaannya masih ditemukan beberapa kendala seperti keterbatasan kemampuan pengguna, ketidaksesuaian data, serta belum optimalnya pemanfaatan sistem. Penelitian ini bertujuan untuk menganalisis pengaruh kualitas sistem dan kualitas informasi terhadap manfaat sistem informasi dengan kepuasan pengguna sebagai variabel intervening melalui metode literature review. Data penelitian diperoleh dari berbagai jurnal, artikel ilmiah, dan referensi yang relevan dengan topik penelitian. Hasil kajian menunjukkan bahwa kualitas sistem dan kualitas informasi memiliki pengaruh terhadap kepuasan pengguna dalam menggunakan sistem informasi. Kepuasan pengguna juga berperan dalam meningkatkan manfaat sistem informasi, khususnya dalam mendukung efisiensi kerja, akurasi data, dan kualitas pelayanan. Selain faktor teknologi, kesiapan sumber daya manusia dan pelatihan pengguna menjadi faktor penting dalam mendukung keberhasilan implementasi sistem informasi kesehatan.
Co-Authors Abdurrahim Adib Mustanir Adlina Amni Akhmad Fauzanor Alvin Dian Pramuja Ana Sofia Herawati Ardik Praharjo Asriyani Badjie, Gibriel Bahri, Danang Zainal Ali Bambang Santoso Haryono Basuki , Basuki Basuki Damayanti, Adellia Decky C. Kananto Lihu Dede Arif Dedi Norwahyuliadi Defi Efisa Defi Efisa Delima, Nor Dewi Safitri Dian Sari Tri Azhari Dody Irianto Dody Irianto Dwi Wahyu Artiningsih Elin Destiyani Arifin Emila Agustina Fajrianti, Siti Fanlia Adiprimadana Sanjaya Fazrin Muchtar Gibriel Badjie Hairul Hairul Herlina Lusiana Hernilawati Husnul Madihah I Gede Eko Putra Sri Sentanu Imam Suyadi Khairin, Nadiah Khuzaini Khuzaini khuzaini, Khuzaini Linda M. Alfis Nor Abdi M. Firman Ar Rasyid M. Refky Ramadan Mardiana Mardiana Marhaeni Fajar Kurniawati Mely Daniati Mely Daniati Mia Della Moh. Fajar Prima Mukti Muhammad Naufal, Muhammad Mursanto Muthia Farida Nadira Nur Aisyah Nadira Nur Aisyah Noor Laila Norkhalifah Norkhalifah Novia Septia Ningsih Novita Eka Prasetya Purboyo, Purboyo Putri Sri Noor Rezeki Putri, Marella Indira Putri, Septia Rachmad Yuanito Ramadhika Trisnasari Ramadhika Trisnasari Rusmawati S. Purnamasari Sadikin Saiful Karim Septiani Damaiyanti Siti Aisyah Siti Kurniawati Siti Mardah Sri Gina Annisa Sri Gina Annisa Sri Mariati Soraidah Supiansyah, Supiansyah Supiati Syahrial Shaddiq Syahrial Shaddiq Syahrial Shaddiq Syahrial Syaddiq Teguh Wicaksono Triliani Krismidasi Triliani Krismidasi Umi Maulita utamie, Anggriyani Wahyunah Febi Pratama Wanti, Rosi Idia Wira Kusuma Yusri Abdillah Zainal Abidin