HRIS dan Business Intelligence terhadap Operational Performance Melalui HR Analytics pada Karyawan Media - Inge Mariaulfa; Tiarapuspa Tiarapuspa; Sarfilianty Anggiani; Wiwik R. Adawiyah; Muhammad Farrel Ramsyah Kurnia (Fakultas Ekonomi dan Bisnis, Universitas Tarumanagara, 2026)
Penelitian ini bertujuan menganalisis pengaruh human resource information system dan business intelligence terhadap operational performance dengan human resource analytics sebagai variabel mediasi pada 180 karyawan unit bisnis media penyiaran dan media digital Grup Organisasi X. Penelitian menggunakan pendekatan kuantitatif dengan metode survei cross-sectional. Data dikumpulkan melalui kuesioner berbasis Google Forms menggunakan skala Likert lima poin dan dianalisis menggunakan structural equation modeling berbasis partial least squares serta analisis deskriptif dengan SPSS. Hasil penelitian menunjukkan bahwa human resource information system dan business intelligence berpengaruh positif terhadap human resource analytics, human resource analytics berpengaruh positif terhadap operational performance, serta memediasi pengaruh human resource information system dan business intelligence terhadap operational performance. Temuan ini menunjukkan bahwa optimalisasi pemanfaatan human resource information system, business intelligence, dan human resource analytics berperan penting dalam meningkatkan efisiensi dan efektivitas operational performance melalui pengelolaan sumber daya manusia dan pemanfaatan data secara optimal. Penelitian selanjutnya disarankan mengkaji peran kepemimpinan, inovasi, budaya organisasi, teknologi informasi, dan kompetensi karyawan sebagai variabel mediasi atau moderasi. This study aims to examine the effect of human resource information system and business intelligence on operational performance, with human resource analytics serving as a mediating variable among 180 employees in the broadcasting and digital media business units of Organization X Group. A quantitative approach with a cross-sectional survey design was employed. Data were collected through a Google Forms questionnaire using a five-point Likert scale and analyzed using partial least squares structural equation modeling and descriptive analysis with SPSS. The results indicate that human resource information system and business intelligence have a positive effect on human resource analytics, while human resource analytics positively influences operational performance. Furthermore, human resource analytics mediates the relationship between human resource information system, business intelligence, and operational performance. These findings suggest that optimizing the implementation of human resource information system, business intelligence, and human resource analytics plays a significant role in improving the efficiency and effectiveness of operational performance through better human resource management and data utilization. Future studies are recommended to examine the roles of leadership, innovation, organizational culture, information technology, and employee competencies as mediating or moderating variables.