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All Journal Jurnal Semesta Ilmu Manajemen dan Ekonomi Jurnal Cakrawala Akademika
Febri Pramudya Wardani
Magister Manajemen IBM asmi Jakarta
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences

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Peluang dan Tantangan Transformasi Digital Artificial Intelligence dan Cryptocurrency Febri Pramudya Wardani
Jurnal Semesta Ilmu Manajemen dan Ekonomi Vol. 1 No. 2 (2024): J-SIME EDISI DESEMBER
Publisher : PT PUSTAKA CENDEKIA PUBLISHER

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71417/j-sime.v1i2.192

Abstract

Transformasi digital terus mendorong inovasi di berbagai sektor, dengan Artificial Intelligence (AI) dan cryptocurrency menjadi dua teknologi disruptif utama yang membentuk lanskap global. Artikel ini mengeksplorasi peluang dan tantangan yang muncul dari adopsi kedua teknologi tersebut. AI menawarkan solusi otomatisasi, peningkatan efisiensi, dan pengambilan keputusan berbasis data, sementara cryptocurrency membuka peluang dalam inklusi keuangan dan transparansi melalui blockchain. Namun, penerapan keduanya menghadapi tantangan signifikan, termasuk isu etika, volatilitas pasar, keamanan, serta kebutuhan regulasi yang adaptif. Melalui analisis literatur dan pendekatan deskriptif, artikel ini memberikan pandangan komprehensif tentang potensi kolaborasi antara AI dan cryptocurrency serta rekomendasi untuk mendukung pengembangan teknologi yang berkelanjutan. Hasil kajian ini diharapkan dapat memberikan wawasan bagi akademisi, pembuat kebijakan, dan praktisi teknologi untuk mengoptimalkan manfaat sambil mengelola risiko yang terkait.
SISTEM MANAJEMEN KINERJA ANTARA TENAGA KERJA LOKAL DAN ASING Febri Pramudya Wardani; Shinta Sacha; Sri Sundari; Marisi Pakpahan
Jurnal Cakrawala Akademika Vol. 1 No. 3 (2024): Edisi September-Oktober
Publisher : PT. Pustaka Cendekia Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70182/JCA.v1i3.61

Abstract

Globalisasi dan mobilitas tenaga kerja internasional telah mengubah dinamika di tempat kerja, terutama dalam hal pengelolaan kinerja. Penelitian ini bertujuan untuk menganalisis perbedaan dalam penerapan sistem manajemen kinerja antara tenaga kerja lokal dan asing di perusahaan multinasional. Dengan menggunakan pendekatan kualitatif, penelitian ini mengumpulkan data melalui wawancara mendalam dengan manajer dan karyawan dari kedua kelompok. Hasil penelitian menunjukkan bahwa tenaga kerja lokal lebih terbiasa dengan sistem penilaian berbasis standar lokal dan memiliki harapan yang lebih jelas mengenai promosi dan pengembangan karier. Sementara itu, tenaga kerja asing menunjukkan kesulitan dalam beradaptasi dengan ekspektasi kinerja lokal, terutama yang dipengaruhi oleh perbedaan budaya dan komunikasi. Penelitian ini mengidentifikasi faktor-faktor seperti budaya, kebijakan perusahaan, dan regulasi tenaga kerja yang memengaruhi sistem manajemen kinerja pada kedua kelompok. Implikasi praktis dari penelitian ini adalah perlunya strategi manajemen kinerja yang fleksibel dan sensitif terhadap perbedaan budaya agar dapat mengoptimalkan kontribusi tenaga kerja lokal maupun asing.
LESSON LEARNED DARI BEBERAPA NEGARA YANG SUKSES MEMANFAATKAN BONUS DEMOGRAFI Febri Pramudya Wardani; Rahel Sintadevi Siahaan; Yanti Krismayanti; KP Suharyono S Hadiningrat
Jurnal Cakrawala Akademika Vol. 1 No. 4 (2024): Edisi November - Desember
Publisher : PT. Pustaka Cendekia Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70182/JCA.v1i4.14

Abstract

Abstract Demographic bonus is a phenomenon that provides an opportunity for a country to increase economic productivity through a demographic structure where the productive age population is larger than the non-productive age population. This study aims to analyze and identify success factors from various countries that have successfully utilized the demographic bonus, particularly in the Asian region such as Japan, South Korea, Singapore, and Malaysia. Using the Focus Group Discussion (FGD) method with experts in demographics, economics, and public policy, this research examines the strategies and policies implemented by these countries in four main aspects: education, employment, health, and economy. The results show that successful utilization of the demographic bonus is determined by the right combination of policies in improving human resource quality, creating quality employment opportunities, and strengthening health systems, supported by macroeconomic stability and good governance. These findings provide valuable lessons for countries currently experiencing the demographic bonus phase in designing effective and sustainable policies. Keywords: demographic bonus, public policy, economic development, human resources, governance
Transformation of Human Resource Performance in the Era of AI and Technological Singularity: Innovative Strategies for Modern Management Febri Pramudya Wardani; Eogenie Lakilaki; Nurhasanah Pasaribu; I Kadek Andika Putra Bahari; Elli Sulistyaningsih
Jurnal Semesta Ilmu Manajemen dan Ekonomi Vol. 1 No. 4 (2025): Edisi Juni
Publisher : PT PUSTAKA CENDEKIA PUBLISHER

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71417/j-sime.v1i4.330

Abstract

This research aims to examine various innovative strategies that can be implemented by organizations in utilizing artificial intelligence (AI) to improve the performance of human resources (HR) while identifying the challenges and opportunities that arise in the transformation process. The method used is a literature study with a qualitative approach. Data sources were taken from various international databases such as Scopus, Web of Science, IEEE Xplore, EBSCO Business Source Complete, Emerald Insight, and Science Direct, with a time coverage between 2019 and 2025. The results show that the success of AI-based HR transformation is highly dependent on the synergy between people and technology, an ethical system design that focuses on employee needs, and the implementation of a strategy that is structured, sustainable, and able to respond to challenges from both the technical and cultural sides of the organization. Thus, it can be concluded that the integration of AI in HR management does not simply rely on technology alone but also demands fundamental changes that are strategic, ethical, and human-centered. Several key strategies such as augmented intelligence, ethical governance, continuous intelligence systems, and employee needs-based design are potential pathways to drive overall HR performance improvement.
Effectiveness of Ballast Water Management for Marine Biota Conservation in Indonesia Ridho Apriansyah; K.P. Suharyono S. Hadiningrat; Febri Pramudya Wardani
Jurnal Semesta Ilmu Manajemen dan Ekonomi Vol. 1 No. 4 (2025): Edisi Juni
Publisher : PT PUSTAKA CENDEKIA PUBLISHER

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71417/j-sime.v1i4.331

Abstract

 The implementation of ballast water management in Indonesia still faces significant challenges, despite efforts to adopt international standards as regulated by the International Maritime Organization (IMO). The main challenges include infrastructure limitations, lack of supervision and law enforcement, limited human resources, and high implementation costs. Consequently, the risk of invasive species entering through ballast water remains high and threatens Indonesia's marine ecosystem. To address these issues, strategic measures are needed, such as infrastructure development, strengthening supervision and law enforcement, enhancing human resource capacity through regular training, providing economic incentives, and reinforcing international cooperation. The implementation of these strategies is expected to improve the effectiveness of ballast water management, thereby supporting the preservation of marine ecosystems and the sustainability of Indonesia’s maritime environment.
Co-Authors Elli Sulistyaningsih Eogenie Lakilaki I Kadek Andika Putra Bahari K.P. Suharyono S. Hadiningrat KP Suharyono S Hadiningrat Marisi Pakpahan Nurhasanah Pasaribu Rahel Sintadevi Siahaan Ridho Apriansyah Shinta Sacha Sri Sundari Yanti Krismayanti