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All Journal Islam Futura JURNAL KEPEMIMPINAN DAN PENGURUSAN SEKOLAH Jurnal Manajemen Pendidikan AL-IDARAH: JURNAL KEPENDIDIKAN ISLAM Indonesian Journal of Islamic Educational Management Islamic Management: Jurnal Manajemen Pendidikan Islam AT-TA`DIB Jambura Journal of Educational Management Jurnal Review Pendidikan dan Pengajaran (JRPP) Mudir : Jurnal Manajemen Pendidikan Jurnal Kridatama Sains dan Teknologi Attadib: Journal of Elementary Education Jurnal Ilmiah Profesi Pendidikan Attractive : Innovative Education Journal Community Development Journal: Jurnal Pengabdian Masyarakat Didaktik : Jurnal Ilmiah PGSD STKIP Subang Jurnal Mu'allim DIMAR: Jurnal Pendidikan Islam An-Nidhom : Jurnal Manajemen Pendidikan Islam CENDEKIA : Jurnal Ilmu Pengetahuan Jurnal Ilmiah Wahana Pendidikan SOCIAL : Jurnal Inovasi Pendidikan IPS Dharmas Education Journal (DE_Journal) Literatify : Trends in Library Development Arus Jurnal Sosial dan Humaniora Manajemen dan Kewirausahaan AKADEMIK: Jurnal Mahasiswa Humanis Journal Of Human And Education (JAHE) Jurnal Kependidikan Formosa Journal of Science and Technology (FJST) Journal of Artificial Intelligence and Digital Business AKSI: Jurnal Manajemen Pendidikan Islam Jurnal Konseling Pendidikan Islam AGILITY: Jurnal Lentera Manajemen Sumberdaya Manusia El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam REFORM : JURNAL PENDIDIKAN, SOSIAL DAN BUDAYA Indonesian Journal of Education and Learning Journal of Ekonomics, Finance, and Management Studies
Bachtiar, Machdum
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Transformasi Digital: Strategi Pengembangan Sumber Daya Manusia di Era Modern Zahra, Farha Auliya Az –; Fratama, Muhammad Hilman; Bachtiar, Machdum
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 5 No. 2 (2026): Mei-Juli
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v5i2.8441

Abstract

Digital technology has fundamentally transformed human resource development (HRD), shifting organizations from conventional face-to-face training toward technology-enabled learning systems that enhance efficiency and workforce adaptability. This study explores the role of digital technology in HR strategies using a qualitative library research approach, drawing on relevant literature related to Industry 4.0 and digital transformation. Human resources remain the key driver of organizational success, yet traditional development methods are increasingly inadequate in responding to rapid business changes, globalization, and knowledge advancement. Effective HR management requires continuous competency development that integrates knowledge, skills, attitudes, and behaviors aligned with organizational goals. In this context, digital transformation plays a crucial role by introducing tools such as Learning Management Systems (LMS), e-learning, microlearning, Artificial Intelligence (AI), and Human Resource Information Systems (HRIS). These technologies enable flexible learning access, real-time data analysis, and personalized training. The implementation of digital technology in HRD offers several advantages, including cost efficiency, scalability, faster knowledge transfer, and more objective performance evaluation. It also supports the creation of a continuous learning culture and enhances organizational competitiveness. However, challenges such as limited digital literacy, high infrastructure costs, data privacy issues, and resistance to change must be addressed. In conclusion, digital technology has transformed HRD into a strategic function that supports organizational resilience. Its successful implementation requires strong leadership commitment, adaptive organizational culture, and readiness of human resources to ensure sustainable competitive advantage
IMPLEMENTASI PROGRAM PELATIHAN Mori, Riffati Hikmi; Amelia, Leni; Eisyah Agisti, Neyza Nur; Bachtiar, Machdum
Didaktik : Jurnal Ilmiah PGSD STKIP Subang Vol. 12 No. 02 (2026): Volume 12 Nomor 02, Juni 2026 Published
Publisher : STKIP Subang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36989/didaktik.v12i02.12824

Abstract

This study aims to examine the implementation of a training program designed to enhance human resource competencies and organizational performance. The analysis focuses on the stages of preparation, execution, evaluation, as well as monitoring and supervision within the training management cycle. A qualitative approach was employed, utilizing observation, interviews, and documentation as data collection techniques. The findings indicate that the training implementation began with a systematic identification of competency gaps, followed by program design based on Training Need Analysis (TNA) and Developmental Need Analysis (DNA). The implementation phase was carried out in a structured manner through a combination of lectures, discussions, and practical sessions accompanied by intensive mentoring. Evaluation activities were conducted to measure the effectiveness of the program in improving participants’ skills, while continuous monitoring ensured alignment with organizational standards and objectives. Although several technical challenges and limitations in internal trainer availability were identified, the overall training program contributed positively to competency development and supported the achievement of organizational strategic goals.
Pengembangan Karir dan Manajemen Talenta di Era Modern Humairoh, Hasna; Suryaningtias, Nafisa Dwi; Nufus, Mufidah Hayati; Bachtiar, Machdum
Manajemen dan Kewirausahaan Vol. 7 No. 2 (2026): Manajemen dan Kewirausahaan
Publisher : Manajemen FEB Unima

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53682/pt72fm62

Abstract

Penelitian ini bertujuan untuk menganalisis peran pengembangan karier dan manajemen talenta dalam meningkatkan kinerja serta retensi karyawan dalam organisasi. Pengelolaan sumber daya manusia yang efektif menjadi faktor kunci dalam menghadapi dinamika lingkungan kerja yang semakin kompleks dan kompetitif. Metode yang digunakan dalam penelitian ini adalah pendekatan kualitatif dengan teknik studi literatur dari berbagai sumber ilmiah yang relevan, seperti jurnal, buku, dan hasil penelitian terdahulu. Hasil kajian menunjukkan bahwa manajemen talenta memiliki pengaruh signifikan terhadap peningkatan kinerja karyawan, pengembangan kompetensi, serta keberlanjutan organisasi. Selain itu, perencanaan jalur karier dan suksesi yang sistematis mampu meningkatkan motivasi kerja dan keterlibatan karyawan. Program pengembangan kompetensi melalui pelatihan, mentoring, dan coaching terbukti efektif dalam meningkatkan kemampuan individu. Di sisi lain, strategi retensi yang tepat, seperti pemberian penghargaan dan lingkungan kerja yang kondusif, mampu mempertahankan talenta terbaik dalam organisasi. Dengan demikian, integrasi antara pengembangan karier dan manajemen talenta menjadi strategi penting dalam menciptakan organisasi yang adaptif, produktif, dan berdaya saing tinggi di era modern.   This study aims to analyze the role of career development and talent management in improving employee performance and retention within organizations. Effective human resource management has become a crucial factor in addressing increasingly complex and competitive work environments. The research employs a qualitative approach, utilizing a literature review method that draws from various relevant scientific sources, including journals, books, and previous studies. The findings indicate that talent management significantly influences employee performance, competency development, and organizational sustainability. Furthermore, a systematic career path and succession planning enhance employee motivation and engagement. Competency development programs, including training, mentoring, and coaching, are proven to be effective in improving individual capabilities. On the other hand, appropriate retention strategies, such as fair compensation and a supportive work environment, play an essential role in retaining top talent. Therefore, the integration of career development and talent management is a key strategy in building adaptive, productive, and competitive organizations in the modern era.
Co-Authors Abdul Muin Abida, Syifa Fauziah El Agus Gunawan Ahmad Fatoni Ahmad Jubaedi Ahmad Lughowi, Rifyal Al Faqih, Saad Alifiyah, Nur Alkafi, Kurnia Alkhusyaeri, Abdul Azis Amarullah, Mohammad Syarifuddin Ambarwati, Puji Amelia, Leni Anas Nasrudin Anis Fauzi, Anis Arifin, M. Nur Asdrayany, Dessi Aspandi, Aspandi asyiah, Euis Asyibli, Basri Aulia, Rahma Az-Zahra, Keiza Madinatuz Basit, Marwan Abdul Dahliani, Desi Eisyah Agisti, Neyza Nur EMAN SULAEMAN Eneng Muslihah Fatmariyanti, Yanti Fauziah, Siti Syifa Fijriah, Lia Lailatul Firdaus, Arif Fakih Firdaus, Dede Ridho Firdaus, M. Arie Fratama, Muhammad Hilman Hadijah Hadijah Heriansyah, M Arie Firdaus Heryani, Seliyana Hidayatullah Hujaeri, Ahmad Humairoh, Hasna Hunainah, Hunainah Ibtihal, Aqila Azharrani Idris, Ahmad Ihya, Syahidul Ikhsan, Eka Anwaril Imam Syafei JUNAEDI Junaedi Junaedi Kamila, Azzah Karmilah Karomi, Hafidz Khoriroh, Fitri Kusuma Wardana, Zahra Lugowi, Rifyal Ahmad Maulida, Ratna Siti Maulidi, Akrom Melati, Adinda Zahro Miftahudin . Moh. Soleh Mori, Riffati Hikmi Muiz, Rizqi Nurlaili Nufus, Mufidah Hayati nurfitroh, fitriyani Nurhayati, Neng Nurkarim, Ridwan Nuroniyah, Mila Oktaviana, Fadilla Putri, Rizky Ananda Qurtubi Qurtubi, Qurtubi Rahman, Zaky Dhiaulhaq Rezky, Muhammad Rijal Firdaos Rohaemi, Rohaemi Rohimat, Sonny Rohmansyah, Moh Suhri Safitri, Yusi Sarmain, Sarmain Septiani, Ira shihab, fajar Silahuddin Silahuddin Sirojudin, Rumbang Siti Patimah Sofiannisa, Sabila Sri Hartati Sri Haryani, Dewi Suadi Saad Supardi Supardi Supian, Sopwan Suryaningtias, Nafisa Dwi Suryapermana, Nana Sya'ban, Ikram Barman Maulana Syakib, Najmi Syarifudin, Encep Tihami, M.A Uswatun Hasanah Utami, Maharani Windu Uyuni, Yuyun R. VikaSari, Asri Yuni Wajdi, Muh Barid Nizarudin Wasehudin, Wasehudin Yuni Vika Sari, Asri Yuyun Rohmatul Uyuni Zahra, Farha Auliya Az – Zahrah, Nur Fadhilah Zahratunnisa, Najwa Zaky Dhiaulhaq Rahman Zohriah, Anis Zohroah, Anis