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All Journal Quantitative Economics Journal MIX : Jurnal Ilmiah Manajemen SEIKO : Journal of Management & Business Jurnal Soshum Insentif Altasia : Jurnal Pariwisata Indonesia Jurnal Ilmiah Edunomika (JIE) Jurnal Riset Bisnis dan Manajemen International Journal of Business, Law, and Education Jurnal Ekonomi Jurnal Info Sains : Informatika dan Sains Jurnal Sains Manajemen Indonesian Journal of Social Science Research International Journal of Humanities Education and Social Sciences International Journal of Applied Business and International Management Jurnal Visi Manajemen (JVM) Manajemen dan Pariwisata West Science Business and Management West Science Interdisciplinary Studies West Science Interdisciplinary Studies Jurnal Pengabdian Tri Bhakti Jurnal Penelitian Pendidikan Indonesia Society Dirya : Journal of Economic Management Journal of Management
Imas Komariyah
Sekolah Tinggi Ilmu Ekonomi Miftahul Huda
Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Neuroscience Social Sciences Other

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APPLICATION OF ARTIFICIAL INTELLIGENCE IN INCREASING EMPLOYEE INTEGRITY Imas komariyah
Jurnal Ekonomi Vol. 12 No. 3 (2023): Jurnal Ekonomi, 2023, September
Publisher : SEAN Institute

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Abstract

Employee integrity is a key factor in creating a healthy and productive work culture. Artificial intelligence (AI) has the potential to support efforts to improve employee integrity through various applications, such as behavior monitoring, data analysis, and action recommendations. This research aims to explore the application of artificial intelligence in improving employee integrity in an organizational context. This research methodology includes literature analysis to understand the concepts of integrity, AI, and the relationship between the two using a qualitative approach and descriptive analysis. The research results show that the application of artificial intelligence (AI) in human resource management (HR) is able to help the employee recruitment process, increase the efficiency of employee training, analyze employee data, manage work schedules, and increase company productivity. The role of AI in improving employee integrity is in terms of monitoring behavior, data analysis, use of predictive algorithms, sentiment analysis, automatic reporting and action recommendations.
Blockchain Technology in Human Resource Management: Role in the World of Work Imas komariyah
Jurnal Info Sains : Informatika dan Sains Vol. 13 No. 02 (2023): Jurnal Info Sains : Informatika dan Sains , Edition September  2023
Publisher : SEAN Institute

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Abstract

This research aims to investigate the role of blockchain technology in human resource management, especially in the world of work. Blockchain technology, which has become known for its security, transparency, and ability to manage data efficiently, has the potential to change the human resource management landscape. A qualitative research approach was used to analyze how blockchain technology can be integrated in the employee selection and recruitment process. Through a comprehensive literature review, we discuss the basic concepts of blockchain technology, security principles, and applications of blockchain in various industries. Apart from that, we also explore the basic concepts of human resource management, focusing on employee selection and recruitment. If we consider the industries and sectors that can benefit most from blockchain technology, it cannot be denied that the Human Resources (HR) department is one of the most prominent. Blockchain's key advantages in data management, combined with its ability to operate globally, make it a very suitable solution for the HR field. This technology enables HR to manage sensitive information with a high level of security and transparency, and facilitates processes such as payroll, recruitment, and performance management with unmatched efficiency and accuracy. Thus, blockchain brings positive changes in the way HR manages data and optimizes their operations in an increasingly complex and globally connected work environment.
Implementasi strategis dan kepemimpinan dalam meningkatkan kinerja perusahaan di perusahaan daerah jasa & kepariwisataan Emron Edison; Imas Komariyah
JPPI (Jurnal Penelitian Pendidikan Indonesia) Vol 9, No 1 (2023): JPPI (Jurnal Penelitian Pendidikan Indonesia)
Publisher : Indonesian Institute for Counseling, Education and Theraphy (IICET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/020231984

Abstract

Penelitian dilakukan di Perusahan Daerah Jasa dan Kepariwisataan, salah satu BUMD milik Provinsi Jawa barat, tentang kajian implementasi strategi dan kepemimpinan. Metode penelitian yang digunakan adalah kualitatif dengan studi kasus tunggal (single case study). Pengumpulan data penelitian dilakukan dengan melakukan observasi, wawancara, dokumentasi data, interpretasi data, dan pembahasan. Dari hasil penelitian menunjukkan bahwa, perusahaan tidak memiliki sinergi antara perumusan strategi dengan implementasi strategi. Artinya perusahaan belum berbasis rencana strategis. Selain itu, terlihat bahwa kepemimpinan yang ada belum optimal, serta biaya operasioanal yang sangat tinggi. Kemudian pada saat kinerja perusahaan belum optimal, manajemen justru tidak fokus pada bisnis. Hasil temuan menunjukkan bahwa, masing-masing elemen (perumusan strategi, implementasi strategi dan kepemimpinan strategis) memiliki hubungan yang kuat di dalam membangun kinerja perusahaan.
The Influence of Work-Life Balance Policy, Work Culture, and Managerial Support on Employee Retention in Creative Industries in West Java Imas Komariyah; Rival Pahrijal
West Science Business and Management Vol. 2 No. 02 (2024): West Science Business and Management
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsbm.v2i02.986

Abstract

This study investigates the effect of work-life balance policies, work culture, and managerial support on employee retention in creative industries in West Java through quantitative analysis. A sample of 150 employees from various sectors within the creative industry participated in the study. Data were collected using structured surveys measuring perceptions of work-life balance policies, work culture, managerial support, and employee retention intentions. Structural Equation Modeling with Partial Least Squares (SEM-PLS) was employed to analyze the relationships between the variables. The results indicate significant positive relationships between work-life balance policies, work culture, managerial support, and employee retention intentions. These findings underscore the importance of fostering a supportive and conducive work environment in promoting employee retention within the dynamic landscape of the creative industries. The study contributes to the existing literature by providing insights into effective strategies for enhancing employee retention in creative industries in West Java.
Outsourcing Employee Recruitment And Selection Process Kania Laelawati; Imas Komariyah
International Journal Of Humanities Education and Social Sciences (IJHESS) Vol 3 No 4 (2024): IJHESS FEBRUARY 2024
Publisher : CV. AFDIFAL MAJU BERKAH

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55227/ijhess.v3i4.909

Abstract

The impact of the recruitment and selection procedure on the performance of outsourced employees at Paskal Hyper Square Bandung has been studied. According to the findings of the study, the recruiting and selection processes have a favorable and significant effect on the performance of outsourced employees at Paskal Hyper Square Bandung, with recruitment being the most influential variable. Recruitment variables have a favorable and significant impact on outsourced employees' performance at Paskal Hyper Square Bandung
Hubungan Antara Beban Kerja dan Kompetensi Terhadap Komitmen Karyawan: The Relationship Between Workload and Competency on Employee Commitment Yudi Wahyudin Suwandi; Atep Iyan; Imas Komariyah
Society Vol 11 No 2 (2023): Society
Publisher : Laboratorium Rekayasa Sosial, Jurusan Sosiologi, FISIP Universitas Bangka Belitung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33019/society.v11i2.574

Abstract

This study examines the individual and combined effects of workload and competency on employee commitment within the Business Unit of Building a Prosperous Family Economy in Bandung Regional 1 (PNM Cimahi Branch). Workload and competency are pivotal factors that can significantly influence employee commitment, particularly in demanding work environments. A quantitative approach was employed, gathering primary data via surveys from 248 employees at the PNM Cimahi Branch. The collected data included measurements of employee workload, competency levels, and commitment to the organization. Path analysis was utilized to assess the relationships between these variables. The findings indicate that both workload and competency positively influence employee commitment, both individually and when considered together.
Leadership Practices on Employee Performance with Motivation and Job Satisfaction Yuhaprizon, Yuhaprizon; Komariyah, Imas
SEIKO : Journal of Management & Business Vol 7, No 1.1 (2024)
Publisher : Program Pascasarjana STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/sejaman.v7i1.7361

Abstract

Penelitian ini bertujuan untuk mengkaji pengaruh praktek kepemimpinan terhadap kinerja karyawan dengan mempertimbangkan motivasi dan kepuasan kerja sebagai variabel mediasi. Menggunakan pendekatan kuantitatif, penelitian ini melibatkan 100 karyawan dari berbagai sektor industri sebagai responden. Hasil penelitian menunjukkan bahwa praktek kepemimpinan memiliki pengaruh positif dan signifikan terhadap kinerja karyawan (β = 0,513, p < 0,001), dengan nilai R² sebesar 0,427 yang menunjukkan bahwa model regresi dapat menjelaskan sekitar 42,7% variabilitas kinerja karyawan. Sementara itu, kepuasan kerja tidak menunjukkan pengaruh signifikan terhadap kinerja karyawan (β = 0,179, p = 0,110), yang mengindikasikan bahwa faktor ini mungkin tidak memainkan peran penting dalam konteks model ini. Penelitian ini mengkonfirmasi bahwa praktek kepemimpinan yang efektif berkontribusi secara signifikan terhadap peningkatan kinerja karyawan, sedangkan kepuasan kerja, meskipun relevan, tidak memiliki dampak yang signifikan dalam model ini. Temuan ini memberikan wawasan bagi manajer dan pemimpin organisasi untuk fokus pada perbaikan praktek kepemimpinan sebagai strategi utama dalam meningkatkan kinerja karyawan. Penelitian ini juga menyarankan perlunya penelitian lebih lanjut untuk mengeksplorasi faktor-faktor lain yang dapat mempengaruhi kinerja karyawan secara lebih mendalam. Kata Kunci: Praktek Kepemimpinan, Kinerja Karyawan, Kepuasan Kerja, Motivasi.
Exploring the Influence of Digital Transformation, Change Management, and Employee Engagement on Organizational Performance of Non Profit Organization in Indonesia Komariyah, Imas; Ismawanti, Resty
International Journal of Business, Law, and Education Vol. 5 No. 2 (2024): International Journal of Business, Law, and Education
Publisher : IJBLE Scientific Publications Community Inc.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56442/ijble.v5i2.919

Abstract

This study explores the influence of digital transformation, change management, and employee engagement on the organizational performance of nonprofit organizations in Indonesia. Using a quantitative approach with 250 respondents from various nonprofit sectors, the results indicate that all three factors significantly impact organizational performance. Change management emerges as the most influential variable and mediates the effects of digital transformation and employee engagement. These findings highlight the critical role of effective change management in ensuring that digital initiatives and employee engagement efforts translate into improved organizational outcomes. The study emphasizes the importance of strategic investments in technology, fostering employee engagement, and strong change management practices to enhance nonprofit performance. Recommendations for further research are also provided to expand the understanding of these relationships in different contexts.
Transformasi Digital dalam Pengelolaan Sumber Daya Manusia: Analisis Dampak Artificial Intelligence terhadap Produktivitas dan Engagement Karyawan di Era Industri 5.0 Gilang, Gilang; Komariyah, Imas; Sudrajat, yayat
JURNAL ILMIAH EDUNOMIKA Vol. 9 No. 1 (2025): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v9i1.16483

Abstract

This study aims to analyze the impact of the use of Artificial Intelligence (AI) in Human Resources (HR) management on the effectiveness of technology implementation, employee productivity, and the involvement of organizational culture as a moderating variable in the Industry 5.0 era. This study uses a quantitative approach with a path analysis test method on three regression models. Model 1 analysis results show that the use of AI in HR has a significant effect on the effectiveness of technology implementation with a value of F = 35.320 and p < 0.05, and contributes 26.3% to the effectiveness of technology implementation (R² = 0.263). In Model 2, the effectiveness of technology implementation and the use of AI together have a significant effect on employee productivity with a value of F = 27.111, p < 0.05, and a contribution of 35.6% (R² = 0.356). Model 3 shows that organizational culture as a moderating variable is not significant in strengthening the relationship between technology implementation effectiveness and employee productivity (t = 0.180, p = 0.858). However, the R² value of 0.384 indicates that 38.4% of the variation in employee productivity can be explained by the independent and moderating variables in this model. This study concludes that the use of AI in HR significantly improves the effectiveness of technology implementation and employee productivity. However, the role of organizational culture as moderation needs to be further explored as it did not contribute significantly in this model
Analysis of the Impact of Talent Retention and Competency Development Programs on Turnover Intention and Organizational Effectiveness in Banking Companies in Central Java Imas Komariyah; Gilang Sekar Tadjie; Yana Priyana
West Science Interdisciplinary Studies Vol. 3 No. 02 (2025): West Science Interdisciplinary Studies
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsis.v3i02.1693

Abstract

This study examines the impact of Talent Retention and Competency Development Programs on Turnover Intention and Organizational Effectiveness in banking companies in Central Java, utilizing a quantitative analysis with a sample size of 140 respondents. Data were analyzed using Structural Equation Modeling (SEM-PLS 3). The results show that both Talent Retention and Competency Development Programs positively influence Organizational Effectiveness, respectively. However, an unexpected positive relationship between Competency Development Programs and Turnover Intention suggests that employees may feel more competitive in the job market, prompting higher turnover intentions despite enhanced skills. Moreover, Talent Retention significantly reduces turnover intention. The findings emphasize the importance of a strategic approach to talent management that aligns competency development with employee satisfaction and organizational culture. The study provides actionable insights for banking companies seeking to enhance organizational performance while mitigating turnover risks.
Co-Authors Ahmad Prayudi Aldina Shiratina Ali, Asep Ghofir Aprillia, Bunga Atep Iyan Dadang Kusnandang Darmawan Megananda Sunandar Deru R Indika Dewi Kania Edison, Emron Eha Saleha Eka Hendriani Solihin Fikry Ramadhan Suhendar Gilang Sekar Tadjie Giovani, Randy Hafid Hafid Hafid Hafid, Hafid Ismawanti, Resty Iyan, Atep Kania Laelawati Kania Laelawati Kania Laelawati Laelawati, Kania Luky Krisnadi Luky Krisnadi, Luky Mahmudin Mahmudin Meita Sondang Riski Mohamad Abduh Alfahlepi Pahrijal, Rival R.A. Aryanti Wardaya Puspokusumo Rival Pahrijal Sihotang, John Sirojudin, Husni Ahmad Suhardi, Tedi Sunandar, Darmawan Megananda Takhyudin, Yusup Wahyu Hidayat Yana Priyana Yayat Sudrajat Yayat Sudrajat Yudi Wahyudin Suwandi Yudi Wahyudin Suwandi Yuhaprizon, Yuhaprizon