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All Journal Dinasti International Journal of Digital Business Management ProBisnis : Jurnal Manajemen Journal of Artificial Intelligence and Digital Business Ecos-Preneurs: Alahyan Jurnal Pengabdian Masyarakat Multidisiplin Jurnal Pengabdian Masyarakat Jurnal Pengabdian Cendekia KARIR Jurnal Ilmiah Manajemen Jurnal Dedikasi Abdi Masyarakat
Rhifwan Aji Bimantoro Adriyanto
Universitas Pamulang
Religion Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Nursing Physics Public Health Social Sciences Other

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Green Human Resource Management, Sustainable HRM, dan Green Training Terhadap Organizational Sustainability: Systematic Literature Review (SLR) Rhifwan Aji; Zahara Tussoleha Rony; Bimantoro Adriyanto
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 5 No. 2 (2026): Mei-Juli
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v5i2.12734

Abstract

Growing concerns regarding sustainability have encouraged organizations to integrate human resource management practices that simultaneously address economic, social, and environmental dimensions. This study aims to examine the influence of Green Human Resource Management (GHRM), Sustainable Human Resource Management (Sustainable HRM), and Green Training on Organizational Sustainability through a Systematic Literature Review (SLR). The review follows the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines, including identification, screening, eligibility assessment, and synthesis of relevant studies retrieved from Google Scholar, Scopus, ScienceDirect, SpringerLink, Emerald Insight, and Taylor & Francis published between 2021 and 2025. Eligible articles were analyzed using descriptive and thematic synthesis to identify research trends, relationships among variables, and existing research gaps. The findings indicate that Green Human Resource Management enhances environmentally responsible employee behavior, operational efficiency, and organizational sustainability culture. Sustainable Human Resource Management contributes to long-term organizational sustainability by promoting employee well-being, competency development, and sustainable value creation. Furthermore, Green Training improves employees' environmental knowledge, skills, and pro-environmental behaviors, thereby strengthening the implementation of sustainability strategies. Overall, the review demonstrates that these three human resource management practices positively contribute to Organizational Sustainability. This study enriches the theoretical development of sustainable human resource management literature and provides practical implications for organizations in designing strategic HR policies to achieve long-term organizational sustainability.
Strategi Pengembangan Usaha Mikro, Kecil, dan Menengah (UMKM) Dalam Meningkatkan Perekonomian Masyarakat Desa: Studi Kasus di Desa Cikamunding, Kecamatan Cilograng, Kabupaten Lebak, Banten Syaechurodji Syaechurodji; Didit Haryadi; Rhifwan Aji Bimantoro Adriyanto
Alahyan Jurnal Pengabdian Masyarakat Multidisiplin Vol. 4 No. 1 (2026): Mei
Publisher : PT. Alahyan Publisher Sukabumi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61492/ecos-preneurs.v4i1.593

Abstract

Micro, Small, and Medium Enterprises (MSMEs) are one of the main drivers of the rural economy. However, MSMEs in Cikamunding Village, Cilograng District, Lebak Regency, Banten, still face various obstacles, such as limited managerial skills, conventional marketing, low digital literacy, and suboptimal business financial management. These conditions impact low competitiveness and business development. This community service activity aims to increase the capacity of MSMEs through outreach and mentoring on business development strategies, simple financial management, and the use of digital media as a marketing tool. The method used is a participatory approach with the stages of observation, needs identification, outreach, mentoring, and monitoring and evaluation. Data were collected through observation, interviews, discussions, and documentation, then analyzed descriptively qualitatively. The results of the activity showed that participants gained an increased understanding of the importance of business development strategies, simple financial recording, and the use of digital media in expanding marketing reach. In addition, participants showed high enthusiasm during the activity and were committed to applying the material they had learned in managing their businesses. This activity demonstrates that participatory mentoring can improve the knowledge and motivation of MSMEs to develop their businesses more productively and sustainably. Therefore, ongoing collaboration between village governments, universities, and MSMEs is necessary to support the economic empowerment of rural communities.
Pengaruh Kompensasi dan Motivasi terhadap Kinerja Karyawan pada PT. XYZ Cabang Bintaro Rhifwan Aji Bimantoro Adriyanto; Kamaludin Kamaludin
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 5 No. 2 (2026): Mei-Juli
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v5i2.9904

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh kompensasi dan motivasi terhadap kinerja karyawan pada PT. XYZ Cabang Bintaro. Sumber daya manusia merupakan faktor penting dalam mencapai tujuan perusahaan sehingga peningkatan kinerja karyawan menjadi perhatian utama organisasi. Permasalahan dalam penelitian ini berkaitan dengan adanya perbedaan kompensasi antara karyawan tetap dan outsourcing, rendahnya tingkat kehadiran, serta belum optimalnya pencapaian target kinerja karyawan. Penelitian menggunakan metode kuantitatif dengan pendekatan deskriptif. Populasi dalam penelitian ini adalah seluruh karyawan PT. XYZ Cabang Bintaro sebanyak 40 responden dengan teknik sampling jenuh. Teknik pengumpulan data dilakukan melalui kuesioner, dokumentasi, dan studi kepustakaan. Analisis data menggunakan uji validitas, reliabilitas, regresi linear berganda, uji t, uji F, dan koefisien determinasi. Hasil penelitian menunjukkan bahwa kompensasi berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai thitung sebesar 4,546 > ttabel 2,024. Motivasi juga berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai thitung sebesar 6,257 > ttabel 2,024. Secara simultan, kompensasi dan motivasi berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai Fhitung sebesar 23,350 > Ftabel 3,25 dan kontribusi pengaruh sebesar 55,8%.
Co-Authors Anatriani, Nita Awan anhara Baedilah Baedilah Bela Bimantoro Adriyanto Didit Haryadi Ghaisani Ramadhani Putri Hapzi Ali Irma Rahmawati Kamaludin Kamaludin MARDIANA MULYANI Nihroni, Nihroni Nita Anatriani Noviyanti Mulyana Nunu Mutiah Putri, Nabila Auliya Sapari Sapari Setiawan, Andriyansah Siti Nurhasanah Supardi Tahir Syaechurodji, Syaechurodji Yayan Hendayana Yudi Guntara Yunda Sulistia Zahara Tussoleha Rony