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All Journal Journal of Social Science International Journal of Business, Economics, and Social Development Journal of Social Science
Bahtiar Usman
Faculty of Economics and Business, Universitas Trisakti, Jakarta, Indonesia
Religion Humanities Chemistry Economics, Econometrics & Finance Education Environmental Science Immunology & microbiology Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Physics Social Sciences Other

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Employee Performance Model Based on e-HRM: Employee Green Behavior as A Performance Indicator in The Coal Mining Company Priyo Hadi Susananto; Muhtosim Arief; Bahtiar Usman; Tiarapuspa Tiarapuspa
Journal of Social Science Vol. 4 No. 1 (2023): Journal of Social Science
Publisher : Syntax Corporation Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46799/jss.v4i1.459

Abstract

This paper provides a perspective on the concept of employee performance based on e-HRM in the coal mining service industry in Indonesia. The research methodology uses documentary analysis of empirical studies and examines the perceptions of managers working in the HRM field. e-HRM is human resources management that is supported by digital technology, while employee performance in this case is the performance of employees who work in coal mining companies. This study aims to identify e-HRM practices to improve employee performance in terms of green employee behavior in the workplace. The results show that employee performance is closely related to e-HRM, green employee motivation, and person-job fit. Dynamic business conditions are a challenge for companies to be able to achieve productivity, and efficiency and always pay attention to the impact of safety, health & environment (SHE). HRD Department must provide support and develop appropriate competencies for its employees to improve employee professionalism. Managers must also be adept at empowering employees, caring about employee welfare, and maintaining employee safety & health. This empirical study and interview of respondents are very necessary for companies that are trying to carry out digital transformation in the HRM field to build production performance and employee awareness of the conditions of the work environment.
Employee Performance Model Based on e-HRM: Employee Green Behavior as A Performance Indicator in The Coal Mining Company Priyo Hadi Susananto; Muhtosim Arief; Bahtiar Usman; Tiarapuspa Tiarapuspa
Journal of Social Science Vol. 4 No. 1 (2023): Journal of Social Science
Publisher : Syntax Corporation Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (575.724 KB) | DOI: 10.46799/jss.v4i1.459

Abstract

This paper provides a perspective on the concept of employee performance based on e-HRM in the coal mining service industry in Indonesia. The research methodology uses documentary analysis of empirical studies and examines the perceptions of managers working in the HRM field. e-HRM is human resources management that is supported by digital technology, while employee performance in this case is the performance of employees who work in coal mining companies. This study aims to identify e-HRM practices to improve employee performance in terms of green employee behavior in the workplace. The results show that employee performance is closely related to e-HRM, green employee motivation, and person-job fit. Dynamic business conditions are a challenge for companies to be able to achieve productivity, and efficiency and always pay attention to the impact of safety, health & environment (SHE). HRD Department must provide support and develop appropriate competencies for its employees to improve employee professionalism. Managers must also be adept at empowering employees, caring about employee welfare, and maintaining employee safety & health. This empirical study and interview of respondents are very necessary for companies that are trying to carry out digital transformation in the HRM field to build production performance and employee awareness of the conditions of the work environment.
The Influence of Natural Resource Potential and Sovereign Wealth Fund Strategy on Organizational Performance: The Mediating Role of Human Resource Strategy in Indonesia Raden Muhamad Rizza Fahlevi; Bahtiar Usman; Sarfilianty Anggiani
International Journal of Business, Economics, and Social Development Vol. 6 No. 2 (2025): International Journal of Business, Economics, and Social Development (IJBESD)
Publisher : Rescollacom (Research Collaborations Community)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46336/ijbesd.v6i2.906

Abstract

This purpose of this study is to examines the mediating role of Human Resource Strategy in the relationship between Natural Resource Potential (Renewable Energy), Sovereign Wealth Fund Strategy, and Organizational Performance in Indonesia. Using a correlational quantitative method, a non-probability sampling approach, and purposive sampling, the study targets managerial officials in government agencies and state-owned enterprises (SOEs) in the renewable energy sector. The final sample consists of 143 respondents, with cross-sectional data collected via an online survey. Data analysis is conducted using Structural Equation Modeling (SEM-PLS) with SmartPLS version 4. Findings reveal that HR Strategy not only has a dominant direct influence on organizational performance but also mediates the impact of Natural Resource Potential and SWF Strategy. This underscores the importance of synergy between resource management, strategic financial policies, and human competency development in driving the energy transition. The study extends the Resource-Based View through a dynamic capability approach, highlighting that competitive value depends not only on resource ownership but also on HR adaptability. It also redefines SWF as an institutional entrepreneur, transforming macro policies into micro-level actions. However, the study’s focus on the renewable energy sector and government agencies/SOEs limits generalization. Future research should expand to other sectors, integrate contextual variables like energy decentralization policies, and adopt qualitative methods to explore HR Strategy and SWF implementation. Practical recommendations include improving HR training in green technology, enhancing SWF allocation transparency, and fostering synergy between national and local policies to support renewable energy targets.
Co-Authors Muhtosim Arief Priyo Hadi Susananto Raden Muhamad Rizza Fahlevi Sarfilianty Anggiani Tiarapuspa