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All Journal JURNAL EMBA : JURNAL RISET EKONOMI, MANAJEMEN, BISNIS DAN AKUNTANSI Jurnal Ilmiah Al-Syir'ah Nusantara Journal of Multidisciplinary Science Maneggio IJEMA
Rita N. Taroreh
Universitas Sam Ratulangi
Religion Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice

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War for Talent in Human Resource Management: Organizational Strategies for Attracting and Retaining Top Talent Roberthair Suripatty; Victor P. K. Lengkong; Rita N. Taroreh; Christoffel M. O. Mintardjo
Maneggio Vol. 3 No. 3 (2026): JUNE - MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/nrr8r786

Abstract

The intensifying global competition for skilled human capital, widely termed the "War for Talent", represents one of the most consequential strategic challenges in contemporary human resource management (HRM). This systematic literature review examines organizational strategies for attracting and retaining top talent in the digital era, synthesizing evidence from twenty peer-reviewed articles published between 2021 and 2024. The findings demonstrate that effective talent war strategies operate across three interlocking phases: attraction, development, and retention. Digital transformation has fundamentally reshaped all three phases: AI-powered recruitment and talent identification systems expand access to global talent pools; continuous digital learning platforms build inimitable competencies that strengthen retention; and HR analytics enable proactive identification of flight-risk employees before attrition materializes. Employer branding emerges as a decisive differentiator in competitive talent markets, while employee empowerment and work-life balance serve as foundational retention anchors. Sector-specific analyses across healthcare, hospitality, telecommunications, and technology reveal that while the universal logic of talent attraction and retention holds, the dominant strategies and acute pressure points differ significantly by industry. The COVID-19 pandemic accelerated digital HRM innovation and elevated employee well-being as a strategic priority. A conceptual three-phase framework integrating digital tools, human-centered policies, and predictive analytics is proposed to guide organizations in developing resilient, responsive talent management systems capable of winning the war for talent sustainably.
Future Workforce Readiness: The Role of Upskilling and Reskilling in Enhancing Employee Performance Naomi Ormak; Victor P. K. Lengkong; Rita N. Taroreh; Christoffel M. O. Mintardjo
Maneggio Vol. 3 No. 3 (2026): JUNE - MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/hxd0y216

Abstract

The accelerating pace of technological disruption, driven by artificial intelligence, automation, and digital transformation—has fundamentally altered the skills landscape of the modern workforce. This study examines the role of upskilling and reskilling programs in enhancing employee performance and building future workforce readiness. Employing a systematic literature review methodology, this paper synthesizes findings from 20 peer-reviewed articles published between 2021 and 2024 across leading international journals. The analysis identifies three primary mechanisms through which upskilling and reskilling contribute to employee performance: (1) cognitive and technical capability enhancement, (2) adaptive learning culture development, and (3) organizational resilience building. Results demonstrate that structured upskilling and reskilling initiatives, particularly those leveraging AI-enabled tools, virtual reality, and personalized learning pathways, significantly improve individual productivity, task performance, and organizational competitiveness. Furthermore, leadership support and a psychologically safe learning environment are identified as critical enablers. This study contributes a conceptual framework integrating human capital theory, dynamic capabilities, and learning organization perspectives to advance scholarly understanding of workforce readiness in the Industry 4.0–5.0 transition era.
Employer Branding and Talent Attraction: Analysis of Its Influence on Generation Z Job Interest Winarsih Winarsih; Victor P. K. Lengkong; Rita N. Taroreh; Christoffel M. O. Mintardjo
Maneggio Vol. 3 No. 3 (2026): JUNE - MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/pxvyq112

Abstract

The global competition for young talent has intensified considerably, and Generation Z born between 1997 and 2012 now constitutes the largest cohort entering the workforce. This study analyzes the influence of employer branding and talent attraction strategies on Generation Z's job interest through a systematic literature review of twenty international peer-reviewed articles published between 2021 and 2023. Findings reveal that Generation Z possesses distinctive work preferences: they prioritize work-life balance, clear career development pathways, organizational culture authenticity, and sustainability values in their employer selection decisions. Effective employer branding for Generation Z must operate through digitally relevant platforms particularly social media such as Instagram, TikTok, and LinkedIn with authentic, interactive, and value-driven content. A clear Employee Value Proposition (EVP) and positive corporate reputation are found to significantly enhance job pursuit intention. This study proposes a three-stage talent attraction model Digital Touchpoints, Employer Brand Perception, and Job Pursuit Intention as a conceptual framework integrating findings from the literature. Managerial implications emphasize the strategic necessity of authentic digital content investment, employee advocacy programs, and alignment of EVP with the core values of Generation Z.
Navigating Halal Tourism: Perceptions and Behaviors of Non-Muslims in the Muslim-Minority Context of Manado City Radjab Djamali; Paulus Kindangen; Vecky A. J. Masinambow; Rita N. Taroreh; Laily Nurhayati; Tulus Hermawan
Jurnal Ilmiah Al-Syir'ah Vol 23, No 1 (2025)
Publisher : IAIN Manado

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30984/jis.v23i1.3501

Abstract

This study aims to examine the perceptions and behaviors of the non-Muslim community in Manado towards halal tourism, particularly in the context of a Muslim-minority region. As halal tourism gains momentum, driven by Muslim travelers seeking destinations that align with Islamic principles, it becomes crucial to understand how this tourism concept is perceived in areas with predominantly non-Muslim populations. Using a qualitative approach with a descriptive methodology, data were gathered through in-depth interviews and observations, followed by analysis based on Miles and Huberman's interactive model. The findings reveal diverse perceptions of halal tourism among non-Muslim residents of Manado. While most participants associate halal tourism with halal food and an environment adhering to Islamic principles, others interpret it more broadly, relating it to cleanliness, orderliness, and respect for social and cultural diversity norms. Despite these varying perspectives, most participants favor developing Manado as a halal tourism destination. These findings provide valuable insights into the integration of halal tourism in non-Muslim-majority contexts, offering implications for policy development and the future of halal tourism in Indonesia.
Pengaruh Emotional Intelligence, Work Life Balance Dan Komitmen Organisasi Terhadap Turnover Intention Karyawan Di Matahari Departement Store Cabang Megamall Manado Tesalonika Kalvaristy Kafiar; Rita N. Taroreh; Debry C. A. Lintong
Nusantara Journal of Multidisciplinary Science Vol. 1 No. 6 (2024): NJMS - Januari 2024
Publisher : PT. Inovasi Teknologi Komputer

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh dari pengaruh emotional intelligence, work life balance dan komitmen organisasi terhadap turnover intention karyawan di Matahari departement store Populasi dalam penelitian ini yaitu karyawan Matahari Departemen Store Cabang Mega Mall yang berjumlah 59 karyawan dan dengan mengunakan teknik random sampling didapat 40 sampel sebagai responden. Jenis penelitian ini yaitu kuantitatif dengan menggunakan data kuisioner atau data primer yang didapat responden. Penelitian ini menggunakan teknik analisis regresi linear berganda. Nilai Adjusted R Squere (koefisien determinasi) sebesar 0.031 yang artinya pengaruh variabel independen terhadap variabel dependen yaitu sebesar 3,1%. Berdasarkan hasil pengujian diketahui bahwa Emotional Intellegence berpengaruh positif signifikan terhadap Turnover Intention. Sedangkan Work Life Balance dan Komitmen Organisasi tidak berpengaruh terhadap Turnover Intention. Sedangkan secara simultan menunjukan bahwa Emotional Intellegence, Work Life Balance, Komitmen Organisasi tidak berpengaruh terhadap Turnover Intention
Co-Authors Altje L. Tumbel Christoffel Mintardjo, Christoffel Darmawaty Syam Debry C. A. Lintong Edwinchs Sembel Greis M. Sendow Grienfit I. Lumintang Imelda. W. J. Ogi Jacky. S.B. Sumarauw Laily Nurhayati Mac Donald B. Walangitan Megawati Rasenyta Rantung Miracle Jeremy Tairas Naomi Ormak Patricia Alfiani Porayow Paulus Kindangen Pingkan Rorong Radjab Djamali Raintung, Michael Ch. Roberthair Suripatty Sharon Waworuntu Tesalonika Kalvaristy Kafiar Tulus Hermawan Vecky A. J. Masinambow Victor P. K. Lengkong Winarsih Winarsih Yulius Warombri