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All Journal International Journal of Education, Social Studies, And Management (IJESSM) ProBisnis : Jurnal Manajemen AKADEMIK: Jurnal Mahasiswa Humanis
Tambunan, Hotbona Novandi
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Religion Humanities Computer Science & IT Economics, Econometrics & Finance Education Industrial & Manufacturing Engineering Social Sciences Other

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Talent Management Strategy to Face the Challenges of the Industrial Revolution 5.0 Era Tambunan, Hotbona Novandi; Hutasoit, Debri Ton Mario; Julyarman, Nasrun; Nathaniel, Raba; Fakih, Choerul; Pandiangan, Saut Maruli Tua
International Journal Of Education, Social Studies, And Management (IJESSM) Vol. 5 No. 2 (2025): The International Journal of Education, Social Studies, and Management (IJESSM)
Publisher : LPPPIPublishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52121/ijessm.v5i2.831

Abstract

The world of work has undergone major changes as a result of the Industrial Revolution 5.0. Organizations and individuals must quickly adapt to the demands of ever-evolving skills and new technologies. The purpose of this study is to investigate talent management strategies that are useful for addressing challenges and capitalizing on opportunities in this era of disruption. The study identifies the latest trends in human resource management and related technologies by reviewing relevant literature. The results show that improving both hard and soft skills is essential. Hard skills, such as the ability to use digital technology and data analysis, are essential to cope with technological change, while soft skills, such as the ability to communicate, collaborate, and lead, are essential to adapt to new work dynamics. Foreign language proficiency is increasingly important if you want to collaborate and compete in the global market. To apply knowledge and acquire relevant skills, practical training is needed, both inside and outside the work environment. By implementing these strategies, companies can maintain their competitiveness and maximize the potential of their employees in the dynamic technological era. To ensure long-term success, companies must adopt a proactive approach to their talent development.
Operational Management for Business Production Processes Tambunan, Hotbona Novandi; Haribowo, Rio; Akbar, Akbar; Munizu, Musran; Pandiangan, Saut Maruli Tua
International Journal Of Education, Social Studies, And Management (IJESSM) Vol. 5 No. 1 (2025): The International Journal of Education, Social Studies, and Management (IJESSM)
Publisher : LPPPIPublishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52121/ijessm.v5i1.601

Abstract

The purpose of this study is to provide an explanation of the theory of operational management related to the production process in a company. To achieve this goal, the research method used is a literature study approach and a theory development approach based on the work of Richar L. Darft on operational management and Jay Heizer and Barry Render on production. The data collection method uses documentation research. Data processing methods involve reducing, presenting, and drawing conclusions. The method for ensuring the validity of data uses source triangulation. The results of the study indicate that operational management is the process of managing and utilizing resources for the benefit of the company's work services, production is the process of producing goods and services desired by people who work in the company and operational production management is a way of utilizing resources owned to make products that are valuable to the company. This includes planning the production process, which means planning materials and the process of making products, organizing the production process, which means dividing equipment, materials, and labor, directing the production process, which means creating standard operating procedures and product quality, and controlling the production process, which means evaluating work and product results.
Pengaruh Kegunaan Manajemen Sumber Daya Manusia (MSDM) dalam Meningkatkan Kinerja Organisasi Tambunan, Hotbona Novandi; Pandiangan, Saut Maruli Tua
AKADEMIK: Jurnal Mahasiswa Humanis Vol. 4 No. 2 (2024): AKADEMIK: Jurnal Mahasiswa Humanis
Publisher : Perhimpunan Sarjana Ekonomi dan Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jmh.v4i2.993

Abstract

All existing resources, including human resources, must be used to improve organizational performance. As a result, human resources are vital to any business. Human resources management is responsible for ensuring that everyone involved in the organization works together to maximize organizational performance. This research aims to evaluate the function of human resource management in improving organizational performance. This study uses a qualitative approach to analyze Miles and Huberman's interactions. Qualitative data analysis is carried out continuously and interactively, so that the data is saturated. Analysis consists of three main steps: data reduction, data delivery, and conclusion drawing. Human Resource Management can create an effective work environment and ensure the company has a high-quality and high-performing work team. It enables companies to face challenges, increase competitiveness, and achieve long-term success by considering elements such as transformational leadership, employee development, diversity management, and results-based performance management.
Strategi Manajemen Sumber Daya Manusia Hijau untuk Mengatasi Tantangan Keberlanjutan Organisasi Tambunan, Hotbona Novandi; Candra; Pandiangan, Saut Maruli Tua
ProBisnis : Jurnal Manajemen Vol. 16 No. 06 (2025): December: Management Science
Publisher : Lembaga Riset, Publikasi dan Konsultasi JONHARIONO

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

Abstract

Studi ini mengkaji strategi manajemen tenaga kerja hijau (GHRM) untuk mengatasi tantangan keberlanjutan organisasi di era modern, yang ditandai oleh peningkatan kesadaran lingkungan dan tekanan global terhadap praktik bisnis berkelanjutan. Siklus manajemen sumber daya manusia telah memasukkan prinsip ramah lingkungan ke dalam GHRM. Ini termasuk rekrutmen hijau, pelatihan dan pengembangan berbasis lingkungan, dan evaluasi kinerja dan kompensasi yang berorientasi pada keberlanjutan. Penelitian ini dilakukan melalui pendekatan kualitatif, menggunakan analisis deskriptif dan studi pustaka untuk melihat berbagailiteratur, jurnal ilmiah, dan studi kasus perusahaan yang menerapkan konsep GHRM. Penelitian menunjukkan bahwa penggunaan GHRM secara teratur dapat meningkatkan kesadaran karyawan tentang lingkungan, meningkatkan citra perusahaan, dan meningkatkan efisiensi operasional dengan mengurangi penggunaan energi dan limbah. Namun demikian, beberapa tantangan utama yang dihadapi organisasi adalah komitmen manajerial yang terbatas, resistensi karyawan terhadap perubahan, dan kebutuhan akan budaya dan kebijakan organisasi yang mendukung keberlanjutan jangka panjang. Studi ini menemukan bahwa strategi GHRM adalah alat untuk mengelola SDM dan sangat penting untuk memperoleh keunggulan kompetitif yang berkelanjutan.
Co-Authors Akbar Akbar Candra Fakih, Choerul Haribowo, Rio Hutasoit, Debri Ton Mario Julyarman, Nasrun Musran Munizu Nathaniel, Raba Saut Maruli Tua Pandiangan