Dinamika Remote Job Di Indonesia: Tinjauan Literatur Tentang Implikasi Terhadap Manajemen Sumber Daya Manusia - Purnama, Ika Rezki; Azzahrah, Andi Nur Azizah Fajry; Akmal, Muh.; Salsabila, Nur Azizah (Lembaga Penelitian dan Pengabdian kepada Masyarakat, 2025)
Transformasi digital dan pengalaman pandemi COVID-19 mempercepat adopsi pekerjaan jarak jauh dan kerja hybrid di Indonesia. Tinjauan literatur ini bertujuan mengkaji implikasi remote job terhadap fungsi manajemen sumber daya manusia di Indonesia. Metode yang digunakan adalah tinjauan literatur terarah terhadap publikasi nasional dan internasional terkait remote job, job hybrid, dan praktik MSDM. Hasil sintesis menunjukkan bahwa remote job dapat meningkatkan kinerja, produktivitas, kepuasan kerja, dan work–life balance melalui fleksibilitas dan otonomi, tetapi juga memunculkan tantangan dalam pengelolaan kinerja berbasis output, keterlibatan karyawan, kesehatan mental, keamanan data, serta kekosongan pengaturan spesifik. Disimpulkan bahwa praktik MSDM di Indonesia perlu bertransformasi dengan memanfaatkan perspektif teori Job Demands–Resources, Social Exchange, Self-Determination, dan kerangka Ability–Motivation–Opportunity untuk merancang kebijakan dan praktik kerja jarak jauh yang berkeadilan dan berkelanjutan. Digital transformation and the COVID-19 pandemic have accelerated the adoption of remote and hybrid work in Indonesia. This article examines the implications of remote work for human resource management (HRM) functions in Indonesia. A directed literature review was conducted using relevant national and international publications on remote work, hybrid work, and HRM practices. The synthesis indicates that remote work can enhance performance, productivity, job satisfaction, and work–life balance through flexibility and autonomy, yet it also generates challenges in output-based performance management, employee engagement, mental health, data security, and the absence of specific regulations. The study concludes that HRM practices in Indonesia must be transformed by drawing on the Job Demands–Resources, Social Exchange, and Self-Determination theories and the Ability–Motivation–Opportunity framework to design sustainable remote work policies and practices.