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All Journal Jurnal Manajemen dan Bisnis Indonesia Civil Service : Jurnal Kebijakan dan Manajemen PNS Jurnal Ilmiah Publika Jurnal Abdimas Sang Buana Jurnal Penyuuhan dan Pemberdayaan Masyarakat (JPPM) Jurnal Multidisiplin West Science Madani: Multidisciplinary Scientific Journal Journal Of Public Policy (Social Politics) Sciences (Polisci) J-TRAP (Jurnal Teori dan Riset Administrasi Publik) Jurnal Pengabdian Kepada Masyarakat Prosiding Seminar Nasional Ilmu Sosial dan Teknologi (SNISTEK)
Leni Rohida
Universitas Swadaya Gunung Jati
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Artificial Intelligence and Global Governance: Regulatory Opportunities and Ethnical Challenges Rohida, Leni; Asyifa, Eteh Resa
Madani: Jurnal Ilmiah Multidisiplin Vol 3, No 3 (2025): April 2025
Publisher : Penerbit Yayasan Daarul Huda Kruengmane

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.15274691

Abstract

The rapid development of Artificial Intelligence (AI) has brought significant transformations in various aspects of life, including global governance. However, this progress also presents complex ethical and regulatory challenges. This study aims to analyze regulatory opportunities and ethical challenges arising from the integration of AI in global governance. It is based on the increasing use of AI across various sectors, such as healthcare, finance, and defense, which raises concerns related to privacy, algorithmic bias, accountability, and global disparities. Without an adequate regulatory framework, the potential misuse of AI could threaten social stability and global security. The objective of this study is to identify opportunities for developing effective and sustainable regulations and to examine the ethical challenges that need to be addressed in AI implementation. The research employs a qualitative methodology with a literature review and policy analysis approach, encompassing a review of existing regulations and case studies. The findings indicate that while AI offers significant opportunities to enhance efficiency and innovation, ethical challenges such as algorithmic bias, lack of transparency, and global inequities remain major obstacles. On the other hand, this study identifies opportunities to strengthen regulatory frameworks through international collaboration, AI ethics standardization, and increased public awareness. The conclusion of this study highlights the importance of a multistakeholder approach in developing inclusive and equitable AI regulations. The proposed policy recommendations include establishing a global oversight body, enhancing AI literacy, and integrating ethical principles into the design and implementation of AI systems.
Membangun Budaya Pembelajaran Berkelanjutan Dalam Sumber Daya Manusia 2045: Penerapan Teori Pembelajaran Organisasi Rohida, Leni; Kasanah, Silviyatun; Stephani, Nadya Salsabila; Bariah, Ainul
Madani: Jurnal Ilmiah Multidisiplin Vol 3, No 3 (2025): April 2025
Publisher : Penerbit Yayasan Daarul Huda Kruengmane

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.15322080

Abstract

This study uses a qualitative method with a descriptive analysis approach to examine the application of organizational learning theory in building a culture of continuous learning in human resources towards 2045. This study also aims to understand how a culture of continuous learning can be improved in organizations and the inhibiting factors faced in this effort. Using secondary data from a literature review collected through Google and Google Scholar, this study explores the concept of organizational performance in the context of continuous learning. The results of the study indicate that Peter Senge's organizational learning theory, which consists of five main disciplines of personal mastery, mental models, shared vision, team learning, and systems thinking, has an important role in building a culture of continuous learning to achieve competent human resources in 2045. In addition, examples of companies in Indonesia and abroad that have successfully implemented an organizational learning culture, such as PT Astra International, Telkom Indonesia, Google, and Toyota, show that the application of this theory can improve human resource skills, strengthen competitiveness, and encourage innovation. This study concludes that despite challenges such as resistance to change and infrastructure limitations, solutions such as open communication, shared vision, and effective collaboration can help organizations overcome these obstacles, so that the implementation of a continuous learning culture can build competent, flexible, and competitive human resources in facing global dynamics.
KINERJA ORGANISASI PEMERINTAHAN DALAM MENGHADAPI KRISIS PADA MASA PANDEMI COVID-19 Rohida, Leni
Jurnal Teori dan Riset Administrasi Publik Vol 9 No 1 (2025): Jurnal Teori dan Riset Administrasi Publik
Publisher : Jurusan Ilmu Administrasi Negara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24036/jtrap.v9i1.140

Abstract

Tujuan dari penelitian ini adalah menganalisis kinerja institusi pemerintah Indonesia dalam menghadapi krisis pandemi COVID-19 dengan fokus pada kepemimpinan Presiden Joko Widodo. Pandemi COVID-19 telah menimbulkan tantangan besar pada berbagai bidang pemerintahan, termasuk kesehatan, ekonomi, dan kebijakan sosial. Penelitian ini menggunakan pendekatan kualitatif, dimana awalnya penulis menguraikan latar belakang kepemimpinan presiden Joko Widodo. Data yang digunakan dalam penelitian ini adalah data sekunder berupa data dan informasi berupa sikap dan perilaku presiden Joko Widodo yang dilihat dari kebijakan-kebijakan yang diambil untuk penanganan krisis, informasi dari website resmi, dan hasil penelitian sebelumnya yang terkait dengan kepemimpinan Joko Widodo terhadap kinerja organisasi pemerintahan dalam menghadapi krisis. Analisis ini menggunakan teori kontingensi. Teori Kontingensi dari Fred Fiedler berfokus pada gagasan bahwa efektivitas seorang pemimpin sangat bergantung pada kesesuaian antara gaya kepemimpinan dengan situasi yang dihadapi. Fiedler mengidentifikasi tiga dimensi utama yang mempengaruhi situasi kepemimpinan, hubungan pemimpin dan anggota, serta struktur tugas dan kekuasaan posisi
Strategi Pengembangan Sumber Daya Manusia di Perguruan Tinggi Untuk Meningkatkan Kesiapan Kerja Lulusan Rohida, Leni; Maharani, Liza Cristianli
Jurnal Multidisiplin West Science Vol 4 No 06 (2025): Jurnal Multidisiplin West Science
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/jmws.v4i06.2340

Abstract

Sumber daya manusia (SDM) sangat penting untuk setiap organisasi, baik institusional maupun bisnis.  Pengembangan SDM dapat mengatasi masalah seperti perpindahan karyawan, keterbatasan kompetensi, diversifikasi tenaga kerja, dan masalah lain yang terkait dengan dinamika SDM.  Selain itu, masalah utama adalah kualitas pendidikan di perguruan tinggi.  Keterbatasan dana dan skema pendanaan yang tidak efektif juga menghalangi keinginan dosen untuk meningkatkan kualitas diri.  Program pendidikan dan kurikulum tidak sesuai dengan kebutuhan dunia kerja.  Tujuan dari penelitian ini adalah untuk mengetahui metode untuk meningkatkan kesiapan kerja lulusan melalui pengembangan sumber daya manusia di perguruan tinggi.  Sumber data utama dalam penelitian ini adalah studi literatur. Penelitian ini mengacu pada berbagai sumber, termasuk buku, artikel ilmiah, jurnal, dan penelitian terdahulu tentang strategi pengembangan sumber daya manusia di perguruan tinggi untuk meningkatkan kesiapan kerja lulusan.  Proses pencarian, pengumpulan, dan pemahaman digunakan untuk melakukan penelitian literatur ini.  Secara keseluruhan, penelitian menunjukkan bahwa pengembangan sumber daya manusia di perguruan tinggi harus dilakukan secara menyeluruh dan berkelanjutan, dengan fokus pada peningkatan kualitas tenaga pengajar, penyesuaian kurikulum dengan kebutuhan pasar kerja, dan meningkatkan pengalaman praktis mahasiswa.
The Influence of the Digital Era on the Transformation of Personnel Administration Policy at SMP Negeri I Gebang Krisna Pratiansyah, Panji; Khumayah, Siti; Rohida, Leni
Jurnal Polisci Vol 2 No 6 (2025): Vol 2 No 6 July 2025
Publisher : ann4publisher@gmail.com

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62885/polisci.v2i6.819

Abstract

Background. Advances in digital technology, including the management of staff in educational institutions, have led to significant changes in various aspects of life. For effective and open employee management, the use of IT-based systems has become important in the modern era. As formal educational institutions, schools are unaffected by these digital advancements, which include attendance data management, performance appraisals, employee promotions and mutations, and monitoring of teacher performance data. Aims. This study aims to analyze the influence of the digital era on the transformation of personnel administration policies at SMP Negeri 1 Gebang. The research approach used was ex-post facto quantitative, with a population and sample of 21 teachers taken using census techniques. Data collection through Likert scale questionnaires and documentation, Jamovi software is used to analyze the data. Methods. The research approach employed was an ex-post facto quantitative study, with a population and sample of 21 teachers selected using census techniques. Data collection was conducted through Likert scale questionnaires and documentation. Jamovi software was used to analyze the data. Result. The results of descriptive statistical analysis showed that the average score of digital administration policy was 30.4 and teacher performance was 16.0, with a relatively homogeneous data distribution. The instrument's reliability test yielded a Cronbach's Alpha of 0.847, which is in the category of very reliable. The validity test, conducted using Pearson correlation, revealed a strong and significant positive relationship (r = 0.755; p < 0.001). Conclusion. A simple linear regression analysis yielded an equation Y = -2.119 + 0.595X with a coefficient of b = 0.595 and p < 0.001, which means that there is a positive and significant influence between the digital era and the transformation of personnel administration policies. A coefficient of determination (R²) of 0.570 indicates that digital era variables can explain 57% of the variation in personnel administration policy transformation. Implementation. This study concludes that the application of digital technology contributes significantly to changes in personnel administration policies, encouraging more efficient, transparent, and accountable processes in the school environment
Remunerasi Berbasis Kinerja: Upaya Meningkatkan Motivasi dan Produktivitas Dosen Rohida, Leni
Madani: Jurnal Ilmiah Multidisiplin Vol 3, No 7 (2025): Agustus 2025
Publisher : Penerbit Yayasan Daarul Huda Kruengmane

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.16931323

Abstract

In higher education institutions, performance-based compensation has become a strategic concern in human resource management, especially for private universities (PTS), which face challenges in improving academic quality, worldwide competition, and resource constraints. The purpose of this research is to examine the effects of performance-based compensation schemes on the academic output and motivation of lecturers in private higher education institutions. Using a case study design, this study takes a qualitative approach in a number of Indonesian private universities. To find patterns, themes, and meanings behind lecturers' experiences with the compensation system, data were gathered through in-depth interviews, observations, and document analysis. The data was then subjected to thematic analysis. The results show that lecturers' intrinsic and extrinsic motivation is increased by performance-based compensation, particularly when it comes to community service, teaching effectiveness, and scientific publications. Its execution is still fraught with difficulties, nevertheless, including ambiguous performance metrics, constrained institutional funding, and organizational culture. Prior research has primarily examined the efficacy of compensation in public sectors, with less focus on its precise effects on academic motivation and production at private universities. This study advances the notion of performance management by highlighting the significance of sustainability, equity, and transparency in compensation practices. In practice, the findings help managers in higher education create more equitable, responsible, and performance-based compensation schemes. The report also emphasizes that compensation is a strategic tool to promote a competitive, effective, and quality-focused academic culture rather than just a financial tool.
Membangun Identitas dan Potensi Melalui Media Sosial: Branding Desa Kedungbokor, Kabupaten Brebes Rohida, Leni; Praesti, Prian; Wulan Guritno, Ajeng Putri; Mutaqqin, Muhammad Zainal; Markhumah, Urfah; Wismajaya, Tegar Apriansyah; Devi, Devi; Amalia, Putri; Anjelina, Dewi; Nurohman, Abi; Ashifuddin, Muhammad Naufal; Priyanti, Nita; Saputra, Imam Andika; Arfian, Erry; Hazizah, Eva Retno Nur
Jurnal Penyuluhan dan Pemberdayaan Masyarakat Vol. 4 No. 3 (2025): Jurnal Penyuluhan dan Pemberdayaan Masyarakat (September)
Publisher : CV. Era Digital Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59066/jppm.v4i3.1573

Abstract

Tujuan dari program pengabdian kepada masyarakat ini adalah untuk menciptakan identitas dan meningkatkan potensi Desa Kedungbokor, Kabupaten Brebes, melalui penggunaan media sosial sebagai sarana branding. Latar belakang kegiatan ini berasal dari kurangnya promosi potensi desa seperti wisata alam, kuliner khas, dan produk manufaktur kecil dan menengah (UMKM), yang menyebabkan akses ekonomi masyarakat terbatas. Untuk mencapai hal ini, dibutuhkan pendekatan branding digital yang efektif dan sesuai dengan budaya desa. Survei awal melibatkan 50 orang yang terdiri dari perangkat desa, pelaku UMKM, dan pemuda lokal. Hal-hal yang dibahas termasuk mengelola akun media sosial resmi desa, memberikan pelatihan literasi digital, dan memberikan bantuan dalam membuat konten kreatif. Selama tiga bulan setelah pelaksanaan, partisipasi masyarakat dan keterjangkauan konten (reach) dinilai. Hasil kegiatan menunjukkan peningkatan literasi digital sebesar 75% dan peningkatan jumlah pengunjung akun media sosial desa dari nol menjadi 1.500 pengikut aktif dalam waktu dua bulan. Hasilnya menunjukkan bahwa branding di media sosial dapat meningkatkan identitas desa dan membuka peluang ekonomi yang bergantung pada potensi lokal. Aktivitas ini penting karena memberikan model pemberdayaan masyarakat yang dapat digunakan di era digital dan dapat digunakan di tempat lain dalam situasi yang sama.
PENGELOLAAN SUMBER DAYA MANUSIA DALAM KEPEMIMPINAN GENERASI Z DI ERA DIGITAL : (Studi Kasus Pada Organisasi Jabar Bergerak Zillenial Kota Cirebon) Rohida, Leni; Amellia
Jurnal Ilmiah Publika Vol 13 No 1 (2025): Jurnal Ilmiah Publika
Publisher : Faculty of Social and Political Sciences, Universitas Swadaya Gunung Jati

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33603/publika.v13i1.9686

Abstract

This study aims to explore human resource management (HRM) within the context of Generation Z leadership in the digital era, using a case study of the Jabar Bergerak Zillenial organization in Cirebon City. As digital natives, Generation Z leaders possess unique characteristics in leadership and HR management. The study employs a qualitative approach with a case study method, utilizing in-depth interviews, participatory observation, and document analysis. The findings reveal that Generation Z leadership emphasizes the use of technology, rapid communication, and work flexibility. Core values such as collaboration, openness, and results orientation underpin team management practices. Digital technology adaptation also plays a key role in training, coordination, and performance evaluation. The main challenge lies in balancing young workers’ need for flexibility with the organization’s performance goals. The study recommends that Gen Z-led organizations develop adaptive HRM strategies that foster creativity, recognize individual achievements, and create a supportive work environment that enhances digital skills to improve overall effectiveness and performance.
Co-Authors Amellia Anjelina, Dewi Arfian, Erry Arjulayana Arjulayana Ashifuddin, Muhammad Naufal Asyifa, Eteh Resa Bariah, Ainul Devi Devi, Devi Dian Sudiantini Dwi Handayani Hayun Setiawan Hazizah, Eva Retno Nur Hesri Mintawati Kasanah, Silviyatun Krisna Pratiansyah, Panji Lisa Chandrasari Desianti Maharani, Liza Cristianli Markhumah, Urfah Muhammad Dadi Priadi Mutaqqin, Muhammad Zainal Nina Anggraeni Nurhaeni Sikki Nurohman, Abi Poibe Intan Nosa Lince Praesti, Prian Priyanti, Nita Pupi Indriati Zaelani Putri Amalia Rossy Lambelanova Sandra Irawaty Saputra, Imam Andika Siti Khumayah Stephani, Nadya Salsabila Suriyanti Suriyanti Tatang Sudrajat Wismajaya, Tegar Apriansyah Witri Cahyati Wiwin Winarni Wulan Guritno, Ajeng Putri Wulan Widaningsih Yuyun Yuniarsih