Article Per Year (5 Year)
p-Index From 2021 - 2026
0.61
P-Index
This Author published in this journals
All Journal Golden Ratio of Community Services and Dedication Advances in Human Resource Management Research Vifada Management and Social Sciences
Moh. Zulkifli Murfat
Universitas Muslim Indonesia, Indonesia
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Physics Social Sciences

Published : 3 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 3 Documents
Search

 1 
Kakeibo Method in Financial Management for Communities in Padanglampe Village N. Nurfadila; Fyrdha Faradyba Hamzah; Moh. Zulkifli Murfat; Zalwa Dima Faradhiba; Dhia Aulia Shydqiah
Golden Ratio of Community Services and Dedication Vol. 2 No. 1 (2022): November - April
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grcsd.v2i1.236

Abstract

This community service activity program aims to provide an understanding of efforts to manage finances to maintain family economic resilience, especially during the Covid-19 pandemic. The kakeibo method is a method of financial management that can be applied in financial management both within the household and for the general public. This will be the basis for managing good financial management even with this method can increase savings. This community service activity is in collaboration with the target village of the Indonesian Muslim University. The results obtained from this community service activity are increasing knowledge for the people of Padanglampe village regarding the kakeibo method in financial management. People experience difficulties in managing their finances because they cannot control their desires, which often misprioritizes spending. Financial management seems very simple, but in practice many people are not able to manage it properly.
Enhancing Talent Attraction and Retention Through Strategic Recruitment Policy Innovation in Modern Organizations Syamsul Bahri; Moh. Zulkifli Murfat; Dilshodbek A. Rakhimov
Vifada Management and Social Sciences Vol. 3 No. 1 (2025): January - June
Publisher : Yayasan Vifada Cendikia Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70184/qk4dgg09

Abstract

This study examines how strategic recruitment policy innovation enhances talent attraction and retention in modern organizations facing rapid digital, demographic, and competitive shifts. As firms confront increasing skill shortages and dynamic workforce expectations, innovative recruitment policies—such as data-driven hiring, employer branding optimization, candidate experience enhancement, and competency-based selection—are viewed as critical drivers of organizational talent outcomes. Using a mixed-method approach involving survey responses from 328 HR professionals and interviews with 22 recruitment managers across technology, financial services, and public-sector organizations, the findings reveal that recruitment innovation significantly improves talent attraction, with employer branding and digital recruitment platforms acting as the strongest predictors. Retention is positively influenced by personalized onboarding systems, transparent career pathways, and alignment between organizational values and candidate expectations. Additionally, digital recruitment analytics moderates the relationship between policy innovation and overall recruitment effectiveness. The study offers practical insights for HR leaders to redesign recruitment frameworks that integrate technology, human-centered design, and strategic workforce planning to strengthen long-term talent sustainability.
Effectiveness of Recruitment Policies in Attracting and Retaining Qualified Talent in the Company Moh. Zulkifli Murfat; Mahathir Mohamad; Munawir Nasir; Moh. Zulfachmi Murfat
Advances in Human Resource Management Research Vol. 3 No. 1 (2025)
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i1.421

Abstract

Purpose: This study aims to evaluate the effectiveness of recruitment policies in attracting and retaining qualified talent within organizations by assessing key factors, including the selection process, compensation packages, candidate experience, career development opportunities, and work-life balance initiatives. The research seeks to provide a comprehensive understanding of how recruitment strategies can influence both short-term hiring success and long-term employee retention. Research Design and Methodology: A qualitative systematic literature review (SLR) approach was employed to assess existing recruitment and retention practices research critically. The study synthesized findings from recent academic and industry-related sources to identify patterns, key trends, and gaps in current recruitment frameworks. By adopting a holistic review methodology, the study aims to connect theoretical insights with practical strategies for improving talent management. Findings and Discussion: The study found that effective recruitment policies extend beyond the hiring process and contribute significantly to fostering employee engagement and organizational loyalty. Transparent communication, fair selection procedures, and clear career pathways were key candidate satisfaction and long-term retention drivers. Additionally, work-life balance policies, competitive compensation, and inclusive work environments strengthened emotional attachment and commitment to the organization. These findings highlight the importance of designing recruitment policies that align with organizational values and support professional and personal growth. Implications: The study emphasizes the need for organizations to integrate recruitment strategies with holistic human resource development frameworks. The practical consequences suggest implementing comprehensive onboarding programs, flexible work arrangements, and continuous training initiatives to enhance employee loyalty and resilience. This research offers actionable insights into developing adaptive recruitment policies that enhance competitiveness and sustainability in dynamic labor markets.
Co-Authors Dhia Aulia Shydqiah Dilshodbek A. Rakhimov Fyrdha Faradyba Hamzah Mahathir Mohamad Moh. Zulfachmi Murfat Munawir Nasir N. Nurfadila Syamsul Bahri Zalwa Dima Faradhiba