Article Per Year (5 Year)
p-Index From 2021 - 2026
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All Journal Jurnal Ilmiah Manajemen Kesatuan International Journal of Environmental, Sustainability, and Social Science
Qurratul Aini
Universitas Muhammadiyah Yogyakarta, Indonesia
Economics, Econometrics & Finance Environmental Science Social Sciences

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ICT-Driven Smart HRM in Hospitals: A Scopus-Based Bibliometric Analysis of Trends and Themes Susi Indrawati; Qurratul Aini
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 2 (2026): JIMKES Edisi March 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i2.5103

Abstract

The advancement of digital technologies such as artificial intelligence, big data analytics, and cloud computing has significantly transformed Human Resource Management (HRM) practices in hospitals. This transformation aims to enhance operational efficiency, service quality, and employee well-being. However, this study explores global trends by analyzing the impacts, challenges, and opportunities of HRM digitalization in hospital settings. Technology adoption also presents challenges, including digital stress, data privacy concerns, and organizational readiness. A qualitative bibliometric analysis was conducted using VOS viewer software. A total of 131 articles were published between 2019 and 2024, indexed in the Scopus database. The findings reveal five key themes: operational efficiency, decision support systems, employee engagement, adaptive leadership, and knowledge management. India, China, and Malaysia are the top contributing countries in this research domain. Nonetheless, challenges such as infrastructure readiness, workforce training, and psychosocial impacts of digitalization remain prominent. ICT integration in hospital HRM holds great potential in supporting healthcare transformation by enhancing efficiency, training, and data-driven performance evaluation. However, a balanced digitalization strategy is needed, one that considers employee well-being and ethical concerns. Future research should further explore the role of leadership in digital change and develop sustainable frameworks to support technology-based HRM.
Human Resource Scorecard for Measuring Hospital Human Resource Performance: An Instrument Study at RSUP dr Ben Mboi Kupang I Komang B R Desmon Logo; Qurratul Aini
International Journal of Environmental, Sustainability, and Social Science (IJESSS) Vol. 7 No. 4 (2026): International Journal of Environmental, Sustainability, and Social Science (Jul
Publisher : PT Keberlanjutan Strategis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38142/ijesss.v7i4.2024

Abstract

Strategic measurement of hospital human resources is needed because administrative indicators alone cannot explain the contribution of workforce management to service quality and operational performance. This study aims to develop and initially evaluate a Human Resource Scorecard instrument to measure human resource performance at Dr. Ben Mboi General Hospital, Kupang. Methods: This study reports the quantitative instrument assessment phase of a broader exploratory sequential mixed methods study. Quantitative data were collected using purposive sampling from 200 respondents consisting of healthcare workers, administrative staff, and managerial personnel. The study employed confirmatory factor analysis or structural equation modeling. The results indicate that the Human Resource Scorecard Instrument for Dr. Ben Mboi General Hospital, Kupang, demonstrated acceptable initial item validity and strong internal consistency reliability. The overall Human Resource Scorecard level was moderate, indicating that human resource management practices have been implemented but still require targeted improvement. Performance and productivity were the strongest dimensions, while compensation and rewards were the weakest. Occupational safety and well-being also require managerial attention, particularly through working hours, workload, number of patients per shift, staffing adequacy, and prevention of workplace violence. These findings suggest that hospital human resource performance measurement should include strategic dimensions related to workforce capability, engagement, leadership, reward fairness, safety, well-being, and productivity. Recruitment, training, leadership, engagement, compensation, performance management, workplace well-being, workforce retention, and employee satisfaction are interrelated and can impact service processes, staff retention, and quality of care.
Co-Authors I Komang B R Desmon Logo Susi Indrawati