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Aditya Halim Perdana Kusuma Putra
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Advances in Human Resource Management Research
Published by Yayasan Pendidikan Bukhari Dwi Muslim
ISSN : -     EISSN : 29857570     DOI : https://doi.org/10.60079/ahrmr
Core Subject : Economy,
Economics, Econometrics & Finance
Founded in 2023, Advances in Human Resource Management Research publishes original research that promises to advance our understanding of Human Resource Management over diverse topics and research methods. This Journal welcomes research of significance across a wide range of primary and applied research methods, including analytical, archival, experimental, survey and case study. The journal encourages articles of current interest to accounting scholars with high practical relevance for organizations or the larger society. We encourage our researchers to look for new solutions to or new ways of thinking about practices and problems and invite well-founded critical perspectives. We provide a forum for communicating impactful research between professionals and academics in Human Resource Management research and practice with discusses and proposes solutions and impact the field. Advances in Human Resource Management Research encourages courageous and bold new ideas, focusing on contribution, theoretical, managerial, and social life implications. Advances in Human Resource Management Research welcomes papers that are based in any discipline – for example, organizational behavior, occupational psychology, or labor economics – as long as there is a clear link to the HRM literature and that they develop strong implications for HR practice.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 37 Documents
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Leadership Strategy Evaluation and Succession Planning in Preparing the Company’s Future Leaders Nurinaya, Nurinaya; Marhumi, Sitti
Advances in Human Resource Management Research Vol. 3 No. 1 (2025): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i1.405

Abstract

Purpose: This study explores the integration of leadership strategy evaluation and succession planning in preparing future organizational leaders. It investigates how organizations can evaluate the effectiveness of current leadership strategies and align them with long-term organizational goals to ensure sustainable leadership continuity. Research Design and Methodology: This research employs a qualitative systematic literature review (SLR) methodology to synthesize existing leadership strategy evaluation and succession planning research. The study examines key practices, challenges, and theoretical frameworks associated with leadership development and succession planning, drawing from recent studies published after 2018. Findings and Discussion: The findings reveal that organizations integrating leadership strategy evaluation with succession planning are better positioned to ensure leadership continuity. Effective leadership strategies focus on developing internal talent through structured training, mentorship, and job rotations. The study emphasizes the need for leadership strategies to be aligned with organizational goals, enabling future leaders to navigate long-term challenges effectively. Additionally, the research highlights the importance of overcoming challenges such as resistance to change and organizational culture in implementing effective succession planning. Implications: This research provides practical insights for organizations to align leadership development with succession planning, ensuring long-term organizational sustainability. It emphasizes the importance of developing internal leadership pipelines, creating mentoring systems, and integrating human resource policies with strategic goals. Organizations are encouraged to foster a culture of internal mobility and continuous leadership development to ensure seamless transitions and minimize operational disruptions.
Leadership Style and Work Discipline on employee performance Puspitasari, Tri Widya; Akbar, Mohammad Aldrin; Lina, Ros
Advances in Human Resource Management Research Vol. 3 No. 1 (2025): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i1.321

Abstract

Purpose: This study examines the combined influence of leadership style and work discipline on the performance of State Civil Apparatus at the Office of Cooperatives, Small and Medium Enterprises in Jayapura City. Research Design and Methodology: The research employs a survey method with a quantitative and associative approach. The sample comprises 69 ASNs selected using convenience sampling from a population of 275 ASNs in Jayapura City. Data was collected through Likert-scale questionnaires and direct observations. Instrument validity and reliability were tested using SPSS and classic assumption tests, including normality, multicollinearity, and heteroscedasticity—multiple linear regression analysis. Findings and Discussion: The results indicate that leadership style and work discipline positively and significantly influence ASN performance. Transformational and transactional leadership styles and high work discipline significantly enhance ASN performance. However, contextual differences affect these relationships, underscoring the need for a holistic approach in ASN performance management. Implications: The study has significant implications for public sector management policies and practices. The findings highlight the necessity of a flexible and integrative approach in applying leadership styles and work discipline to improve ASN performance. Future research should explore specific conditions under which these variables most effectively enhance ASN performance.
Competence, Work Environment and Work Discipline on Employee Performance Shofiyah, Anira Gita Nur; Yendra, Yendra; Marihi, La Ode
Advances in Human Resource Management Research Vol. 3 No. 1 (2025): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i1.323

Abstract

Purpose: This study aims to explore the simultaneous influence of competence, work environment, and work discipline on employee performance at the BKPSDM Office of Jayapura Regency. Research Design and Methodology: The research employs a quantitative approach using a survey method. Data was collected from 95 respondents, all employees at the BKPSDM Office. The data were analyzed using multiple linear regression with the aid of SPSS version 22. The study's design includes the examination of variables such as competence, work environment, and work discipline, with controls and conditions appropriate for assessing their collective impact on performance. Findings and Discussion: The findings indicate that competence, work environment, and work discipline positively and significantly affect employee performance. The study reveals that a conducive work environment and high work discipline amplify the impact of competence on performance. This underscores the importance of a holistic approach in human resource management, where these three elements synergistically create optimal working conditions. Implications: The study's implications highlight the necessity of investing in competency development, creating supportive work environments, and enforcing fair and transparent work discipline. Future research is recommended to explore the interaction between these factors and other variables.
Strategies for Enhancing Training and Development in Healthcare Management Willie, Michael Mncedisi
Advances in Human Resource Management Research Vol. 3 No. 1 (2025): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i1.408

Abstract

Purpose: This study examines strategies to enhance training and development in healthcare management, particularly in response to challenges posed by the COVID-19 pandemic. It aims to identify and assess training needs, emphasizing customized approaches to address emerging demands. Research Design and Methodology: This study employed a qualitative approach incorporating a literature review and case studies. The study focused on the pandemic’s impact on healthcare management strategies and evaluated key training requirements. Findings and Discussion: The research identified critical training needs, including health record management, supply chain processes, patient-centered care, customer service, financial management, corporate governance, and fostering a learning organization. Implications: The findings highlight the importance of tailored training programs to improve operational efficiency, patient care, financial stability, and continuous learning. This study offers valuable insights for healthcare organizations to adapt and thrive in a post-COVID-19 landscape.
Effectiveness of Recruitment Policies in Attracting and Retaining Qualified Talent in the Company Murfat, Moh. Zulkifli; Mohamad, Mahathir; Nasir, Munawir; Murfat, Moh. Zulfachmi
Advances in Human Resource Management Research Vol. 3 No. 1 (2025): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i1.421

Abstract

Purpose: This study aims to evaluate the effectiveness of recruitment policies in attracting and retaining qualified talent within organizations by assessing key factors, including the selection process, compensation packages, candidate experience, career development opportunities, and work-life balance initiatives. The research seeks to provide a comprehensive understanding of how recruitment strategies can influence both short-term hiring success and long-term employee retention. Research Design and Methodology: A qualitative systematic literature review (SLR) approach was employed to assess existing recruitment and retention practices research critically. The study synthesized findings from recent academic and industry-related sources to identify patterns, key trends, and gaps in current recruitment frameworks. By adopting a holistic review methodology, the study aims to connect theoretical insights with practical strategies for improving talent management. Findings and Discussion: The study found that effective recruitment policies extend beyond the hiring process and contribute significantly to fostering employee engagement and organizational loyalty. Transparent communication, fair selection procedures, and clear career pathways were key candidate satisfaction and long-term retention drivers. Additionally, work-life balance policies, competitive compensation, and inclusive work environments strengthened emotional attachment and commitment to the organization. These findings highlight the importance of designing recruitment policies that align with organizational values and support professional and personal growth. Implications: The study emphasizes the need for organizations to integrate recruitment strategies with holistic human resource development frameworks. The practical consequences suggest implementing comprehensive onboarding programs, flexible work arrangements, and continuous training initiatives to enhance employee loyalty and resilience. This research offers actionable insights into developing adaptive recruitment policies that enhance competitiveness and sustainability in dynamic labor markets.
Organizational Commitment on Member Performance Through Job Satisfaction Putri, Jihan Febriyanti Asmara; Yendra, Yendra; Marihi, La Ode
Advances in Human Resource Management Research Vol. 3 No. 3 (2025): June - September
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i3.329

Abstract

Purpose: This study aims to examine the effect of Organizational Commitment on Member Performance with Job Satisfaction as a mediating variable in the Gegana Detachment of Sat Brimob Polda Papua. Research Design and Methodology: Quantitative methods were employed in this study, utilizing Structural Equation Modeling (SEM) for data analysis. Data were collected through a questionnaire administered to members of the Gegana Detachment. Findings and Discussion: The results demonstrate that Organizational Commitment significantly influences Member Performance, both directly and through Job Satisfaction as a mediating factor. Organizational Commitment positively impacts Job Satisfaction, subsequently enhancing Member Performance. This underscores the positive relationship among these variables, indicating that high organizational commitment leads to greater job satisfaction, thus enhancing performance. Implications: This research contributes to the field of human resource management, particularly in policing contexts. It underscores the significance of Organizational Commitment and Job Satisfaction in enhancing Member Performance. The study offers empirical evidence for policymaking in police human resource management, emphasizing the importance of fostering commitment and job satisfaction for optimal performance. However, limitations include a sample restricted to a single police unit and a cross-sectional design, which does not capture the temporal dynamics of the variables. Future research should employ a broader sample and a longitudinal design, while also considering additional variables, such as leadership style and organizational culture, to provide more comprehensive insights.
Increasing Competitive Advantage with Creativity and Innovation: The Moderating Effect of Digital Leadership Umayna, Farah; Shalahuddin, Shalahuddin; Darmawan, Dedy; Long, Ang Hong; Gulabdin, Shaierah; Sondoh, Stephen Laison; Sidin, Julian Paul
Advances in Human Resource Management Research Vol. 3 No. 3 (2025): June - September
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v3i3.490

Abstract

Purpose: This study explores how psychological empowerment influences competitive advantage through creativity and innovative work behavior while also analyzing the moderating role of digital leadership. The study emphasizes the importance of building sustainable competitive strategies in Micro, Small, and Medium Enterprises (MSMEs) through innovation-driven human capital. Research Design and Methodology: A quantitative approach was employed, using a structured questionnaire distributed to 254 MSMEs in South Sulawesi, Indonesia. Data analysis was conducted through Structural Equation Modeling using the Partial Least Squares (SEM-PLS) method to test direct and indirect effects among the studied variables. Findings and Discussion: The results reveal that psychological empowerment significantly affects creativity and innovative work behavior, not a competitive advantage. Creativity influences innovative work behavior but does not directly lead to competitive advantage. Innovative work behavior significantly contributes to competitive advantage. Moreover, creativity mediates the relationship between psychological empowerment and innovative behavior, but not with a competitive advantage. Innovative work behavior mediates both psychological empowerment and creativity in achieving competitive advantage. Digital leadership strengthens the transformation of creativity into innovative behavior. It reinforces the impact of innovative behavior on competitive advantage but does not enhance the direct effects of psychological empowerment and creativity on competitiveness. Implications: This study offers theoretical and managerial insights by highlighting the strategic role of innovation and digital leadership in building sustainable competitive advantage. MSME leaders are encouraged to enhance employee empowerment, nurture creativity, and embrace digital leadership to drive innovation.

Page 4 of 4 | Total Record : 37

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