Article Per Year (5 Year)
p-Index From 2021 - 2026
0.562
P-Index
This Author published in this journals
All Journal INTERNATIONAL JOURNAL OF FINANCIAL ECONOMICS (IJEFE)
Kasmin
Universitas Mitra Bangsa, Jakarta Indonesia
Economics, Econometrics & Finance

Published : 3 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 3 Documents
Search

 1 
HUMAN RESOURCE DEVELOPMENT STRATEGIES FOR ENHANCING ORGANIZATIONAL PERFORMANCE IN THE DIGITAL ERA Sigit Purwanto; Kasmin; Samudra Syarif Wahyu Hidayatullah; Dendy Tirtoadisuryo
INTERNATIONAL JOURNAL OF FINANCIAL ECONOMICS Vol. 1 No. 7 (2025): INTERNATIONAL JOURNAL OF FINANCIAL ECONOMICS (IJEFE)
Publisher : CV. Adiba Aisha Amira

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

The rapid advancement of digital technology has significantly transformed Human Resource Development (HRD) strategies, necessitating a shift towards innovative, technology-driven approaches. This study explores HRD strategies that enhance organizational performance in the digital era, focusing on talent acquisition, employee training and development, leadership development, performance management, and workplace culture. Organizations leverage digital tools such as artificial intelligence (AI)-driven applicant tracking systems, e-learning platforms, and virtual reality (VR) training to equip employees with essential digital competencies. Continuous learning and upskilling have become fundamental HRD components, enabling employees to adapt to evolving job roles and technological advancements. Leadership development in the digital age emphasizes digital literacy, agility, and transformational leadership to drive organizational success. Furthermore, performance management has evolved to incorporate real-time feedback, data analytics, and AI-driven evaluation techniques to optimize employee performance and engagement. A positive workplace culture fostering inclusivity, collaboration, and psychological safety is essential for sustaining innovation and productivity in digital work environments. This study employs a qualitative case study approach, utilizing in-depth interviews, participatory observation, and document analysis to examine HRD strategies in organizations undergoing digital transformation. Thematic analysis is used to identify key patterns contributing to organizational performance. Findings suggest that leveraging technology-driven HRD strategies enhances workforce adaptability, engagement, and overall business success. Organizations must continuously refine HRD practices to address emerging workforce trends, ethical considerations, and digital disruptions. Future research should investigate the long-term impact of digital HRD initiatives on employee satisfaction, retention, and organizational growth in a rapidly evolving business landscape.
THE IMPACT OF FINTECH ON FINANCIAL INCLUSION FOR LOW-INCOME COMMUNITIES Samudra Syarif Wahyu Hidayatullah; Saepullah; Kasmin; Frandy Putra Perdamen Tarigan
INTERNATIONAL JOURNAL OF FINANCIAL ECONOMICS Vol. 1 No. 8 (2025): INTERNATIONAL JOURNAL OF FINANCIAL ECONOMICS (IJEFE)
Publisher : CV. Adiba Aisha Amira

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Financial inclusion is a critical factor in economic development, particularly for low- income communities that face barriers to accessing traditional financial services. The emergence of financial technology (fintech) has provided innovative solutions to enhance financial inclusion by leveraging digital platforms, mobile banking, and alternative credit scoring models. This study examines the impact of fintech on financial inclusion for low-income communities, utilizing a mixed-method research approach. Quantitative data from financial institutions and surveys are analyzed using statistical techniques to measure improvements in financial access, while qualitative insights from interviews with fintech users provide a deeper understanding of challenges and opportunities. The findings indicate that fintech has significantly increased access to financial services through mobile banking and digital payment solutions, enabling individuals without traditional bank accounts to conduct transactions, save money, and obtain credit. Additionally, fintech-driven innovations in microcredit and digital lending have expanded financial access for individuals lacking credit history or collateral. Fintech has also contributed to reducing transaction costs and improving efficiency, particularly in remittance services, thereby enhancing the financial stability of low-income households. However, challenges such as low digital literacy, cybersecurity risks, and regulatory concerns remain prevalent. Addressing these challenges requires collaborative efforts from governments, fintech providers, and financial institutions to develop policies that balance innovation with consumer protection. In conclusion, fintech plays a transformative role in promoting financial inclusion and economic empowerment for underserved populations. While fintech offers significant opportunities, ensuring its sustainable and equitable implementation necessitates improved financial literacy, robust security measures, and well-structured regulatory frameworks.
WORKPLACE DIGITALIZATION AND ITS EFFECTS ON HUMAN RESOURCE MANAGEMENT PRACTICES Sridesyani Munawaroh; Samudra Syarif Wahyu Hidayatullah; Asep Ferry Rachmat; Kasmin
INTERNATIONAL JOURNAL OF FINANCIAL ECONOMICS Vol. 1 No. 8 (2025): INTERNATIONAL JOURNAL OF FINANCIAL ECONOMICS (IJEFE)
Publisher : CV. Adiba Aisha Amira

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

The digitalization of workplaces has revolutionized Human Resource Management (HRM) by integrating advanced technologies such as artificial intelligence (AI), cloud computing, big data, and the Internet of Things (IoT). These technologies have significantly improved operational efficiency, automated administrative tasks, and enabled data-driven decision-making. This study explores the transformative impact of digitalization on HRM practices, focusing on talent acquisition, employee training, performance management, and workplace culture. A mixed-methods approach is employed, combining qualitative and quantitative methodologies. The qualitative aspect includes a literature review and in-depth interviews with HR professionals, while the quantitative component consists of a survey targeting HR practitioners across various industries. The findings highlight how AI-driven recruitment processes, cloud-based HR systems, and digital training tools have optimized HR functions. Additionally, real-time performance analytics and virtual collaboration platforms have enhanced employee engagement and productivity. The study concludes that while digitalization enhances HRM efficiency and workforce adaptability, addressing its ethical, legal, and technical challenges is imperative. Future research should explore the long-term effects of digital HRM on employee well-being, retention, and overall organizational performance. The findings contribute to both academic research and practical HR strategies, offering insights into navigating digital transformation in workforce management effectively.
Co-Authors Asep Ferry Rachmat Dendy Tirtoadisuryo Frandy Putra Perdamen Tarigan Saepullah Samudra Syarif Wahyu Hidayatullah Samudra Syarif Wahyu Hidayatullah Samudra Syarif Wahyu Hidayatullah Sigit Purwanto Sridesyani Munawaroh