Garuda - Garba Rujukan Digital

The development of stone sculpting craftsmen in Jatisumber Village, Trowulan District, Mojokerto Regency Rachmad Ilham; Mukhlis, Imam
Management Studies and Entrepreneurship Journal (MSEJ) Vol. 5 No. 1 (2024): Management Studies and Entrepreneurship Journal (MSEJ)
Publisher : Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/msej.v5i1.3734

The aim of this study is to comprehensively analyze the challenges faced by craftspeople, assess their level of expertise, explore the obstacles they experience in terms of business competitiveness, and provide strategies or models to empower them. The study utilizes the community empowerment paradigm, which focuses on collective endeavors to improve social well-being and strengthen relationships among community groups. Empowerment requires actively involving external entities to achieve goals and making efforts to acquire resources. This study utilizes a qualitative research methodology. Primary data sources consist of unprocessed data acquired directly from interviews and observations. A total of seven individuals were interviewed using a semi-structured interview format. In addition, this study utilized supplementary data sources such as statistical data, theses, and government papers. The findings indicate that the empowerment of stone statue makers in Jatisumber Village involves various aspects. The primary areas that necessitate heightened attention in empowerment projects are marketing, promotion, financing, networking, and regeneration. The fundamental obstacles encountered by artisans are directly associated with these elements. Empowerment requires the cooperation of several parties, such as the government, private sector, community, and artisans themselves. The primary objective of this study is to thoroughly identify the difficulties faced by stone statue craftsmen, evaluate their workforce skills, analyze the barriers they encounter in their economic pursuits, and suggest strategies for empowerment that involve multiple stakeholders, all with the aim of improving the livelihoods of these craftsmen.

The Role of Emotional Intelligence in Enhancing Employee Engagement Among Generation Z Suyanto Suyanto; Rachmad Ilham; Adiba Fuad Syamlan
JUMBIWIRA : Jurnal Manajemen Bisnis Kewirausahaan Vol. 4 No. 1 (2025): April : Jurnal Manajemen Bisnis Kewirausahaan
Publisher : BADAN PENERBIT STIEPARI PRESS

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56910/jumbiwira.v4i1.2724

This study explores the role of emotional intelligence in enhancing employee engagement among Generation Z within the creative industry in Surabaya, Indonesia. As digital natives, Gen Z employees seek emotional connection, purpose driven work, and psychologically safe environments. Using a qualitative case study approach, data were collected through in depth, semi structured interviews with ten participants and analyzed using thematic analysis. The findings reveal three dominant themes: empathetic leadership fosters psychological safety, frequent emotional feedback strengthens interpersonal connections, and purpose driven roles enhance intrinsic motivation and engagement. These insights highlight the generational uniqueness of Gen Z and suggest that emotional intelligence is not only a personal asset but a strategic organizational capability. This study provides practical implications for leadership development, HR practices, and organizational culture aimed at improving engagement and retention among younger employees.

The Role of Financial Technology (Fintech) in Enhancing Financial Inclusion Among MSMEs Is Purwati; Rachmad Ilham; Dini Ayu Pramitasari
JUMBIWIRA : Jurnal Manajemen Bisnis Kewirausahaan Vol. 4 No. 1 (2025): April : Jurnal Manajemen Bisnis Kewirausahaan
Publisher : BADAN PENERBIT STIEPARI PRESS

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56910/jumbiwira.v4i1.2731

The growing significance of financial technology (fintech) has reshaped how micro, small, and medium enterprises (MSMEs) access financial services, particularly in developing countries. This study explores the role of fintech in enhancing financial inclusion among MSMEs by investigating the influence of fintech adoption, digital literacy, and financial literacy, while considering the moderating role of government regulation. Using a descriptive qualitative approach, data were collected through semi structured in depth interviews with MSME owners, fintech service providers, and financial regulators in both urban and rural regions. Thematic analysis revealed that fintech significantly improves MSMEs' access to financial services, but its effectiveness depends largely on the users' digital and financial competencies. Additionally, inclusive regulatory frameworks facilitate broader adoption and trust in fintech. The study highlights the interplay between technology, education, and institutional context in driving inclusive financial systems. Findings suggest that policies aimed at expanding digital and financial literacy, alongside adaptive regulation, are critical to maximizing fintech's inclusive potential. This research offers valuable insights for policymakers, fintech developers, and scholars interested in advancing digital financial inclusion in emerging economies.

The Application of Artificial Intelligence in Recruitment and Selection: Ethical Challenges and Effectiveness Enis Sholikhah; Suharto Suharto; Rachmad Ilham
JUMBIWIRA : Jurnal Manajemen Bisnis Kewirausahaan Vol. 4 No. 1 (2025): April : Jurnal Manajemen Bisnis Kewirausahaan
Publisher : BADAN PENERBIT STIEPARI PRESS

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56910/jumbiwira.v4i1.2733

This study explores the application of Artificial Intelligence (AI) in recruitment and selection processes, focusing on its effectiveness and the ethical challenges it presents. Utilizing a qualitative method through a systematic literature review, the research examines recent scholarly works published in the last five years. The findings reveal that AI significantly enhances recruitment efficiency by streamlining candidate screening, improving job fit predictions, and reducing human bias. However, these advantages are counterbalanced by ethical risks such as algorithmic bias, lack of transparency, and potential infringements on candidate privacy. The analysis is grounded in the Resource Based View and Technology Acceptance Model, supported by deontological and utilitarian ethical frameworks. The study concludes that while AI offers strategic value in talent acquisition, its implementation must be ethically governed to ensure fairness and accountability. These insights offer theoretical contributions to HRM literature and practical guidance for organizations adopting AI in recruitment systems.

Digital Talent Management: Adaptive Strategies in the Era of Industry 4.0 Transformation Bambang Masudi; Rachmad Ilham; Suharto Suharto
JUMBIWIRA : Jurnal Manajemen Bisnis Kewirausahaan Vol. 4 No. 1 (2025): April : Jurnal Manajemen Bisnis Kewirausahaan
Publisher : BADAN PENERBIT STIEPARI PRESS

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56910/jumbiwira.v4i1.2735

This study explores how adaptive strategies contribute to effective digital talent management (DTM) in the context of Industry 4.0 transformation. As organizations face increasing digital disruption, strategic approaches to human resource management become essential for sustaining workforce competitiveness. Drawing on a qualitative descriptive method through systematic literature review, this research develops a conceptual framework linking adaptive strategiesmsuch as organizational flexibility, continuous learning, and hybrid work systems with successful DTM outcomes. Findings suggest that adaptive capabilities enable organizations to align their human capital with emerging technological demands, fostering innovation and long term resilience. The study provides theoretical insights into strategic HRM and dynamic capabilities, while offering practical guidance for implementing agile and digitally integrated talent systems in various industries. The implications highlight the role of learning cultures, structural reconfiguration, and remote collaboration in shaping future ready talent ecosystems in the digital era.

PENGARUH KOMUNIKASI DAN REWARD SYSTEM TERHADAP KINERJA KARYAWAN DI SDIT AL IBRAH GRESIK Kardina Balghis; Rachmad Ilham; Umar Burhan
Journal of Social and Economics Research Vol 7 No 1 (2025): JSER, June 2025
Publisher : Ikatan Dosen Menulis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54783/jser.v7i1.894

Tujuan penelitian ini untuk mengetahui pengaruh komunikasi dan reward system berpengaruh secara parsial dan simultan terhadap kinerja karyawan di SDIT AL Ibrah Gresik. Penelitian ini menggunakan jenis penelitian kuantitatif dengan pendekatan penelitian deskriptif. Sampel yang digunakan sebanyak 80 pegawai SDIT Al Ibrah dengan menggunakan teknik pengambilan sampel sampling jenuh (Sensus). Alat yang digunakan menganalisa data adalah SPSS. Analisis data menggunakan analisis regresi linear berganda. Hasil penelitian menunjukkan komunikasi berpengaruh terhadap kinerja karyawan secara parsial, reward system berpengaruh terhadap kinerja karyawan secara parsial, komunikasi dan reward system berpengaruh terhadap kinerja karyawan simultan.

PENGARUH KOMUNIKASI DAN REWARD SYSTEM TERHADAP KINERJA KARYAWAN DI SDIT AL IBRAH GRESIK Kardina Balghis; Rachmad Ilham; Umar Burhan
Journal of Social and Economics Research Vol 7 No 1 (2025): JSER, June 2025
Publisher : Ikatan Dosen Menulis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54783/jser.v7i1.894

Tujuan penelitian ini untuk mengetahui pengaruh komunikasi dan reward system berpengaruh secara parsial dan simultan terhadap kinerja karyawan di SDIT AL Ibrah Gresik. Penelitian ini menggunakan jenis penelitian kuantitatif dengan pendekatan penelitian deskriptif. Sampel yang digunakan sebanyak 80 pegawai SDIT Al Ibrah dengan menggunakan teknik pengambilan sampel sampling jenuh (Sensus). Alat yang digunakan menganalisa data adalah SPSS. Analisis data menggunakan analisis regresi linear berganda. Hasil penelitian menunjukkan komunikasi berpengaruh terhadap kinerja karyawan secara parsial, reward system berpengaruh terhadap kinerja karyawan secara parsial, komunikasi dan reward system berpengaruh terhadap kinerja karyawan simultan.

The Influence of Facilities, Work Environment, and Job Placement on Employee Motivation at BKPSDM Gresik Faishal Reza Saputra; Mochamad Syafii; Rachmad Ilham
Brilliant International Journal Of Management And Tourism Vol. 5 No. 2 (2025): June : Brilliant International Journal Of Management And Tourism
Publisher : Pusat Riset dan Inovasi Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/bijmt.v5i2.4447

Low employee motivation remains a persistent issue in many public institutions, including the Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (BKPSDM) of Gresik Regency, where challenges related to inadequate facilities, suboptimal work environments, and misaligned job placements have been identified. This study investigates the extent to which these three organizational factors—facilities, work environment, and placement—influence employee motivation. A quantitative research approach was employed using a saturated sample of 49 civil servants, with data collected via structured Likert-scale questionnaires and analyzed through multiple linear regression. The results indicate that all three variables significantly and positively affect motivation, with the work environment having the strongest influence, followed by facilities and placement. The model explains 64.6% of the variation in employee motivation, underscoring the central role of institutional conditions in shaping staff engagement. While BKPSDM has introduced initiatives such as GAPURA to support professional development, notable gaps remain in basic infrastructure, environmental comfort, and strategic role assignment. These findings highlight the urgent need for targeted interventions in workspace design, equipment modernization, and competency-based placement strategies. The study provides practical guidance for government managers seeking to improve workforce morale and productivity. Future research should consider longitudinal designs and incorporate organizational culture and leadership as mediating variables to deepen understanding of motivation drivers in the public sector.

The Role of HR in Advancing Sustainability and CSR Heri Siswantoro; Rachmad Ilham; Anisaul Hasanah
Brilliant International Journal Of Management And Tourism Vol. 5 No. 2 (2025): June : Brilliant International Journal Of Management And Tourism
Publisher : Pusat Riset dan Inovasi Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/bijmt.v5i2.4451

Many organizations continue to struggle with superficial sustainability initiatives, weak accountability frameworks, and limited involvement of Human Resource Management (HRM) in strategic decision-making. These persistent issues hinder efforts to create meaningful and lasting change in corporate culture. The purpose of this article is to examine how HRM can drive the development of a sustainable and socially responsible organizational culture through structured, measurable, and values-driven practices. Drawing on recent conceptual and empirical insights from HRM, CSR, and ESG literature, the analysis highlights how initiatives such as embedding environmental metrics into performance appraisals, aligning ethical leadership development with corporate codes of conduct, institutionalizing inclusive hiring systems, and facilitating employee-led CSR engagement directly influence cultural transformation. These HR interventions promote employee trust, internal cohesion, and reputational legitimacy while anchoring sustainability as a lived organizational value. To maximize effectiveness, HR must be integrated into sustainability governance structures, equipped with analytics capabilities, and supported by leadership in implementing systemic change. Future research should investigate the long-term cultural impacts of digital HR tools, cross-sector differences in HR-ESG integration, and the role of hybrid work models in advancing equity and inclusion. Establishing a sustainable corporate culture depends not on symbolic policies but on intentional HR strategies that link people systems to environmental, ethical, and social outcomes.

Leadership On Employee Performance Ema Yudiani; Zarkasi Zarkasi; Huzaemah Huzaemah; Rachmad Ilham; I Nyoman Tri Sutaguna
International Journal of Economics and Management Research Vol. 2 No. 3 (2023): December : International Journal of Economics and Management Research
Publisher : Pusat Riset dan Inovasi Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/ijemr.v2i3.121

This study aims to investigate and evaluate the influence of leadership style and work ethic on workplace interactions. The response sample consisted of around 32 students. The data was collected via sending questionnaires to respondents. Multiple regressive lining is the method of analysis used. When the results of the investigation are positive and suggestive of the patient's responsiveness. The T-Test exposes this as "probability value." The complexity of leadership style is less than 5 percent." This illustrates that the leadership styles adopted by employees are highly advantageous to their work. When the outcome of a workplace disciplinary investigation benefits a student's employment. According to the UJIT study, the degree of question discipline was less than 5 percent alpha. It is therefore evident that workplace discipline is being suppressed.

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