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All Journal Jurnal Ekonomi, Manajemen, Akuntansi
Siti Mujannah
Universitas 17 agustus 1945 Surabaya
Economics, Econometrics & Finance Social Sciences

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Reskilling and Upskilling: HR Adaptation Strategies to Digital Transformation in the Traditional Sector Eko Winarni; Siti Mujannah; Abdul Halik; Pardomuan Pardosi
EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi Vol. 4 No. 1: November 2024
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/ekoma.v4i1.6237

Abstract

Digital transformation forces the traditional sector to adapt through reskilling and upskilling as a human resource development strategy. The sector faces a major challenge in ensuring employees have digital skills relevant to new technologies. This study aims to analyze the effectiveness of reskilling and upskilling training strategies in improving employee digital readiness in the traditional sector. The research method uses a quantitative descriptive approach through a survey of 150 respondents involved in the training program. The data was analyzed using descriptive and inferential statistical analysis to evaluate the relationship between the type of training, the duration of the training, and the level of digital readiness of employees. The results showed that information technology training dominated with 40% of respondents, followed by project management training by 30%. The majority of short-duration training (1-3 months) is effective in improving employees' digital readiness, but less attention is paid to developing soft skills. This gap points to the need for a more holistic approach to training. The conclusion of the study confirms that the combination of technical training and soft skills is essential to support digital transformation as a whole. Quality, relevant, and continuous training is the key to the success of human resource adaptation in the traditional sector. This research suggests an inclusive and strategic training policy to accelerate the digital transformation process.
Analysis of the Impact of Hybrid Working Policy on Employee Life Balance and Productivity Pardomuan Pardosi; Siti Mujannah; Abdul Halik; Eko Winarni
EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi Vol. 4 No. 1: November 2024
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/ekoma.v4i1.6257

Abstract

Hybrid working policies that combine work from home and office are increasingly being implemented in various companies. This change is influenced by the need to create a better work-life balance, as well as increase employee productivity. However, the impact of this policy on the life balance and productivity of employees still needs to be further researched. This study aims to analyze the impact of hybrid working policies on employee life balance and productivity, as well as to understand the factors that affect the success of these policies in various job sectors. This study uses a quantitative approach with a survey method involving employees from various sectors. Data was collected through questionnaires that measured employees' perceptions of life balance, productivity, and work experience in a hybrid policy. The results show that hybrid working policies improve life balance for most employees, with time and workplace flexibility being the main factors. Productivity also increased, although some employees reported challenges related to social isolation and decreased team collaboration. This impact varies depending on the job sector and the employee's position. This study concludes that hybrid working policies can provide significant benefits to employees' life balance and productivity, but their implementation must be adjusted to the characteristics of the sector and job position. Support from companies in facilitating the transition and good communication is needed to optimize this policy.
Co-Authors Abdul Halik Eko Winarni Pardomuan Pardosi