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All Journal Jurnal Ekonomi dan Bisnis Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) (JUMPER) Majority Science Journal Maneggio Interdisciplinary Explorations in Research Journal (IERJ)
Farawowan, Fauziah F.
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Religion Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Law, Crime, Criminology & Criminal Justice Social Sciences Other

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Digital Transformation in HR Management: The Impact of Automation on Employee Productivity and Wellbeing Farawowan, Fauziah F.; Rosalia, Olyvia; Firayani, Firayani; Prasetyo, Andreas Recki
Maneggio Vol. 2 No. 1 (2025): Maneggio-Feb
Publisher : Pt. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/1mk6f395

Abstract

Digital transformation in Human Resource Management (HRM) has become a major focus for many organizations to improve operational efficiency and effectiveness. One of the most prominent aspects is the implementation of automation in various HR processes, from recruitment, training, to performance appraisal. This study aims to analyze the effect of automation on the productivity and well-being of employees in the organization. By using quantitative methods through surveys to employees in several companies, the results showed that the implementation of automation in the HR sector can increase work productivity, reduce administrative burden, and provide more time for employees to focus on more strategic tasks. In addition, automation enables organizations to take more accurate, data-driven decisions, thereby increasing the effectiveness of HR strategies. However, automation also poses new challenges, including anxiety related to work roles, adaptation to technology, and employee mental well-being. Lack of training and effective communication can trigger resistance from employees to the changes taking place. Therefore, it is important for organizations to consider a balanced approach between technology and human aspects in the implementation of automation in HR management, including communication strategies and employee skill development so that the digital transition can run smoothly and sustainably.
THE EFFECTIVENESS OF COMPETENCY-BASED TRAINING PROGRAM CLASSES ON HUMAN RESOURCES PERFORMANCE IN THE CREATIVE INDUSTRY SECTOR Farawowan, Fauziah F.; Hardianti, Andi
MSJ : Majority Science Journal Vol. 3 No. 3 (2025): MSJ-August
Publisher : PT. Hafasy Dwi Nawasena

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61942/msj.v3i3.425

Abstract

This study aims to analyze the effectiveness of competency-based training on the performance of human resources (HR) in the creative industry sector using the Systematic Literature Review (SLR) approach. The analysis was conducted on 50 recent studies (2020–2025) selected from 947 initial articles through the stages of identification, selection, and quality assessment. The results of the study show that competency-based training consistently has a positive impact on creativity (92.9%), innovation (93.3%), competitiveness (88.9%), and productivity (86.4%). The effectiveness of the program is influenced by the design of the relevant curriculum, the integration of digital technologies (e-learning, VR/AR), collaboration between industry and educational institutions, and the support of organizational management. These findings also have global implications in supporting the Sustainable Development Goals (SDGs) agenda, especially in the aspects of quality education (SDG 4), decent work and economic growth (SDG 8), and industrial innovation (SDG 9). However, this study found a research gap, namely the limitations of longitudinal studies on long-term impacts, the lack of studies on the integration of cutting-edge technologies such as artificial intelligence and machine learning, and the need for a more systematic industry-education collaboration model. Thus, this study emphasizes that competency-based training is a key strategy in strengthening the competitiveness of creative industry human resources in the era of global digital transformation.
REVOLUSI DIGITAL DALAM MANAJEMEN SUMBER DAYA MANUSIA : MENGOPTIMALKAN TEKNOLOGI UNTUK PENGEMBANGAN KARYAWAN DAN PRODUKTIVITAS ORGANISASI Judijanto, Loso; Anggoro, Yudhi; Farawowan, Fauziah F.; Suroso, Amat; Prihadi, Donny Juliandri
Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 9 No 3 (2025): Edisi September - Desember 2025
Publisher : LPPM STIE Muhammadiah Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31955/mea.v9i3.6189

Abstract

Perkembangan teknologi digital telah membawa revolusi dalam berbagai aspek kehidupan, termasuk manajemen sumber daya manusia (SDM). Penelitian ini bertujuan untuk menganalisis bagaimana transformasi digital mengubah praktik manajemen SDM serta mengidentifikasi strategi optimal dalam pemanfaatan teknologi untuk pengembangan karyawan dan peningkatan produktivitas organisasi. Metode penelitian yang digunakan adalah kualitatif dengan pendekatan studi kasus dan wawancara mendalam kepada praktisi SDM dan manajer teknologi informasi dari berbagai organisasi. Hasil penelitian menunjukkan bahwa digitalisasi fungsi SDM tradisional, seperti rekrutmen, pelatihan, dan penilaian kinerja, dapat meningkatkan efisiensi dan efektivitas pengelolaan SDM. Penggunaan teknologi seperti Human Resource Information Systems (HRIS), Artificial Intelligence (AI), dan platform pembelajaran daring memberikan fleksibilitas dan mendukung pengembangan kompetensi karyawan secara real-time. Namun, tantangan seperti resistensi karyawan, kesenjangan kompetensi digital, dan keterbatasan infrastruktur perlu diatasi melalui pelatihan intensif, komunikasi efektif, dan dukungan manajemen yang kuat. Penelitian ini memberikan kontribusi teoritis dan praktis bagi pengembangan kebijakan manajemen SDM berbasis teknologi serta menjadi referensi bagi organisasi dalam menjalankan transformasi digital yang sukses dan berkelanjutan.
The Influence Of Organizational Commitment, Job Satisfaction, and Leadership Support on Employee Retention Farawowan, Fauziah F.; Damanik, Lisa Gresti Sella; Tulak, Grace Tedy
Journal Management & Economics Review (JUMPER) Vol. 3 No. 4 (2025): October
Publisher : Malaqbi Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/jumper.v3i4.704

Abstract

Employee retention has become a critical issue for organizations in today’s highly competitive business environment. High turnover rates not only increase recruitment and training costs but also disrupt organizational stability and long-term performance. This study examines the influence of organizational commitment, job satisfaction, and leadership support on employee retention. Using a quantitative research approach with survey data collected from employees across various sectors, statistical analyses were conducted to evaluate the relationships among these variables. The findings reveal that organizational commitment, job satisfaction, and leadership support each have significant positive effects on employee retention, both individually and collectively. Employees who are emotionally committed, satisfied with their work conditions, and supported by their leaders are more likely to remain within the organization. The results confirm the relevance of Social Exchange Theory, Herzberg’s Two-Factor Theory, and Leader-Member Exchange Theory in explaining employee retention behavior. Practically, the study underscores the importance of developing integrated human resource strategies that foster organizational commitment, enhance job satisfaction, and strengthen leadership support to reduce turnover. Limitations and recommendations for future research are also discussed, including the need for longitudinal studies and the exploration of additional variables such as organizational culture and work-life balance.
Work Dicipline Can Moderates The Influence of Self-Reward on Job Satisfaction Sinaulan, Jeffry H.; Farawowan, Fauziah F.; Sumarno, Sumarno; Sakalessy, Aleksander; Budiman, Ronny Regawa
Interdisciplinary Explorations in Research Journal Vol. 4 No. 1 (2026)
Publisher : PT. Sharia Journal and Education Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62976/ierj.v4i1.1687

Abstract

This study aims to investigate the role of work discipline as a moderating variable in the relationship between self-reward and employee job satisfaction. In the modern work era, the phenomenon of self-reward has emerged as an individual coping mechanism against workload, but its effectiveness in generating long-term job satisfaction is often questioned without self-regulation. Using a quantitative approach with the Moderated Regression Analysis (MRA) method, this study examines how an individual's level of discipline strengthens or weakens the impact of self-appreciation on their professional satisfaction. The results show that self-reward has a positive effect on job satisfaction, but work discipline plays a crucial role as a moderator that ensures that self-reward behavior does not slip into procrastination. High work discipline is found to optimize this relationship, creating a balance between psychological well-being and organizational productivity.
Kompensasi, Kompetensi, Dan Semangat Kerja Karyawan : Studi Kuantitatif Pada Perusahaan Ritel Roslin; Farawowan, Fauziah F.; Jimu, La
Jurnal Ekonomi dan Bisnis Vol 18 No 1 (2026): JEB Vol 18 No 1 Januari 2026
Publisher : Sekolah Tinggi Ilmu Ekonomi Port Numbay Jayapura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55049/1vwzg489

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh kompensasi dan kompetensi terhadap semangat kerja karyawan pada perusahaan ritel. Penelitian menggunakan pendekatan kuantitatif dengan desain asosiatif kausal. Populasi penelitian mencakup seluruh karyawan yang berjumlah 66 orang dan seluruhnya dijadikan sampel penelitian (metode sensus). Data dianalisis menggunakan regresi linier berganda. Hasil penelitian menunjukkan bahwa secara parsial kompensasi tidak berpengaruh signifikan terhadap semangat kerja (t = 1,343; p = 0,184), sedangkan kompetensi berpengaruh positif dan signifikan (t = 6,425; p < 0,05). Secara simultan, kompensasi dan kompetensi berpengaruh signifikan terhadap semangat kerja (F = 60,900; p < 0,05) dengan nilai R² sebesar 0,656.
Co-Authors Anggoro, Yudhi Budiman, Ronny Regawa Damanik, Lisa Gresti Sella Donny Juliandri Prihadi Firayani, Firayani Hardianti, Andi Jimu, La Judijanto, Loso Prasetyo, Andreas Recki Rosalia, Olyvia Roslin Sakalessy, Aleksander Sinaulan, Jeffry H. Sumarno . Suroso, Amat Tulak, Grace Tedy