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Muhammad Fauzan
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muhammadfauzan665@gmail.com
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+6282387499548
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amnesia.ingreat@gmail.com
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Jl. Prof. M. Yamin, S.H., Kelurahan Tembilahan Hilir, Kecamatan Tembilahan, Kab. Indragiri Hilir, Riau 29200
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INDONESIA
AMNESIA (JURNAL MANAJEMEN SUMBER DAYA MANUSIA)
Published by Indragiri Research Center
ISSN : -     EISSN : 23029626     DOI : DOI 10.61167/amnesia.v1i2
Core Subject : Economy, Social,
Economics, Econometrics & Finance Social Sciences
AMNESIA ini fokus pada pengembangan Ilmu Pengetahuan Manajemen Sumber Daya Manusia yang merupakan wadah untuk publikasi ilmiah dan media pertukaran informasi serta karya ilmiah bagi para akademisi. Jurnal ini diterbitkan oleh Lembaga Penelitian Indragiri Research Center (Ingreat) di bawah naungan Yayasan Alfaizan Putra Harapan Indragiri. Di mana dalam setahun karya ilmiah yang diterbitkan empat kali yaitu Bulan Januari-Maret, April-Juni, Juli-September, Oktober-Desember. Diharapkan dengan adanya AMNESIA ini dapat memperluas dan meningkatkan kinerja akademis dan pengembangan ilmu Manajemen Sumberdaya Manusia.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 43 Documents
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INTEGRASI GREEN HRM DAN PRINSIP DEI DALAM MEWUJUDKAN ORGANISASI BERKELANJUTAN DAN INKLUSIF Saputri, Maria Praska
AMNESIA (JURNAL MANAJEMEN SUMBER DAYA MANUSIA) Vol. 3 No. 2 (2025): AMNESIA (Jurnal Manajemen Sumber Daya Manusia)
Publisher : Indragiri Research Center (ingreat)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61167/amnesia.v3i2.178

Abstract

This study explores the integration of Green Human Resource Management (GHRM) and Diversity, Equity, and Inclusion (DEI) principles in developing sustainable, inclusive, and innovative organizations, while also preparing future leaders who are adaptable to change. The research highlights the role of green organizational culture as a mediator linking GHRM practices, environmentally focused training, and green innovation—collectively enhancing employee engagement and operational efficiency. Findings indicate that effective GHRM implementation contributes to reducing carbon footprints, optimizing resource management, and fostering workplace diversity. Meanwhile, DEI practices have been shown to improve talent retention, team collaboration, and employee satisfaction, ultimately enhancing overall organizational performance. However, challenges such as resistance to change and work-related stress remain significant barriers that require adaptive and collaborative implementation strategies. Thus, the integration of GHRM and DEI is expected to promote a forward-thinking and sustainable work environment and support the emergence of future leaders with a strong commitment to sustainability.
TANTANGAN DAN STRATEGI IMPLEMENTASI GREEN HUMAN RESOURCE MANAGEMENT DI ERA DIGITAL Pauwah, Irma
AMNESIA (JURNAL MANAJEMEN SUMBER DAYA MANUSIA) Vol. 3 No. 2 (2025): AMNESIA (Jurnal Manajemen Sumber Daya Manusia)
Publisher : Indragiri Research Center (ingreat)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61167/amnesia.v3i2.182

Abstract

This research investigates how Green Human Resource Management (GHRM) and the principles of Diversity, Equity, and Inclusion (DEI) are integrated in developing sustainable, inclusive, and innovative organizations, as well as in preparing future leaders. The research delves into the significant role of Green Organizational Culture as a mediator that connects GHRM practices, environmentally-based training, and green innovation, ultimately leading to improved employee engagement and operational efficiency. The results also suggest that successful implementation of GHRM can lessen carbon footprints, improve natural resource management, and foster diversity in the workplace. Simultaneously, the DEI principles have been shown to reinforce talent retention, collaboration, and employee satisfaction, eventually boosting organizational performance. Nevertheless, this research also highlights obstacles in implementing GHRM and DEI, such as resistance to change and work-related stress, which call for adaptive and collaborative strategies. Therefore, the integration of GHRM and DEI is anticipated to establish an innovative and sustainable workplace and to prepare future leaders who are adaptive to change and global challenges.
ANALISIS HASIL PELATIHAN 2024 di PPSDM KEBTKE DAN STRATEGI PENGUATAN KOMPETENSI ASN MENUJU NET ZERO EMISSION 2060 Bagus Rizky Dewantoro; Rika Widiastuti Siregar; Rifka Sofianita
AMNESIA (JURNAL MANAJEMEN SUMBER DAYA MANUSIA) Vol. 3 No. 3 (2025): AMNESIA (Jurnal Manajemen Sumber Daya Manusia)
Publisher : Indragiri Research Center (ingreat)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61167/amnesia.v3i3.213

Abstract

This study aims to evaluate the effectiveness of the training programs organized by PPSDM KEBTKE in 2024 and their strategic alignment with Indonesia’s Net Zero Emissions (NZE) 2060 target. Using a mixed-methods approach—qualitative and quantitative analyses—the qualitative analysis was conducted to assess the thematic alignment between the training programs and priority sectors of the energy transition, while the quantitative analysis employed multiple linear regression to measure the impact of nine training variables on participants’ competency improvement. The results show that 90% of the training directly supported NZE priority sectors, while the remaining 10% still contributed indirectly to human resource preparedness. Statistically, three variables were found to have a significant effect on competency improvement: training schedule and duration, cleanliness of public facilities, and completeness of learning facilities. These findings provide an empirical basis for designing effective training strategies that are in line with national energy policies.

Page 5 of 5 | Total Record : 43

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