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All Journal Jurnal Ekonomi, Akuntasi dan Manajemen Indonesia(JEAMI) Jurnal Manajemen, Akuntansi dan Rumpun Ilmu Ekonomi (MAR-Ekonomi)
Budi Rismayadi
Buana Perjuangan University, Karawang, Indonesia
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Environmental Science Library & Information Science Social Sciences

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Implementation of Change Management in the Human Resources Management Process Budi Rismayadi
Jurnal Ekonomi, Akuntasi dan manajemen Indonesia (JEAMI) Vol. 2 No. 02 (2024): Jurnal Ekonomi, Akuntasi dan Manajemen Indonesia (JEAMI), Mei 2024
Publisher : SEAN Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58471/jeami.v2i02.550

Abstract

This research aims to investigate the implementation of change management in the context of human resource management (HR). Change management is becoming increasingly important in the face of rapidly changing organizational dynamics and business environments. However, how change management is implemented effectively in the HR management process is still an important research subject. This research will use a qualitative approach with descriptive methods. The research results show that the impact of globalization on human resource management (HR) creates various new challenges for companies. Intense global competition, shortage of skilled labor, cultural diversity, high labor mobility, and technological changes are the main factors influencing HR strategies in the era of globalization. To overcome these challenges, companies need to adopt effective change management strategies. These strategies include good communication, employee participation, training and development, forming effective work teams, and recognizing employee contributions. By implementing a holistic approach in HR change management, companies can optimize their performance amidst ever-changing global business dynamics, and create an inclusive, innovative and highly competitive work environment.
The Role of Big Data Technology in HRM Decision Making Budi Rismayadi
MAR-Ekonomi: Jurnal Manajemen, Akuntansi Dan Rumpun Ilmu Ekonomi Vol. 2 No. 2 (2024): Jurnal Manajemen, Akuntansi dan Rumpun Ilmu Ekonomi (MAR-Ekonomi), April 2024
Publisher : SEAN Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58471/mar-ekonomi.v2i2.551

Abstract

This research aims to explore and analyze the role of Big Data technology in the context of Human Resource Management (HRM) decision making. The development of information technology, especially Big Data, has enabled organizations to collect, store and analyze large and varied volumes of data quickly. In the context of HRM, Big Data technology promises great potential in improving the quality of decision making related to employee management, recruitment, employee development, performance evaluation and talent management. The research method used is a qualitative approach with descriptive methods. The research results show that the application of Big Data technology in Human Resource Management (HRM) decision making provides great potential for increasing the effectiveness and efficiency of the workforce management process. By analyzing employee data from various sources, organizations can identify trends, patterns and opportunities that are undetectable through conventional methods, and predict future workforce needs. However, challenges such as data privacy, the complexity of data integration, and the need for strong analytical skills, must be overcome so that the application of Big Data in HRM can provide maximum benefits for companies. With a holistic and integrated approach, organizations can harness the potential of Big Data to improve HR strategies, improve employee performance, and achieve larger business goals.
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