cover
Article Per Year (5 Year)
All
Home Page
OAI Link
Editorial Team
Contact
Reviewer
Google Scholar
Contact Name
Abdul Wahab Samad
Contact Email
mmacnt@mma-procnt.co.id
Phone
+6282244961823
Journal Mail Official
mmacnt@mma-procnt.co.id
Editorial Address
AsCom, Jl. Dr. Saharjo No.216 9, RT.9/RW.5, Menteng Dalam, Kec. Tebet, Kota Jakarta Selatan, Daerah Khusus Ibukota Jakarta 12960
Location
Unknown,
Unknown
INDONESIA
Journal of Center for Energy Policy and Human Resources Capacity Development
Published by PT. Mega Mas Abadi Konsultan dan Riset
ISSN : -     EISSN : 30906962     DOI : https://doi.org/10.66226
Core Subject : Economy, Science, Social, Engineering,
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Electrical & Electronics Engineering Energy Environmental Science
The Journal of Center for Energy Policy and Human Resources Capacity Development focuses on publishing high-quality research and review articles related to the following themes: Human Resource Management in the Energy Sector Capacity building for energy professionals. Workforce development strategies to support energy transition. Talent management and organizational behavior in energy industries. Energy Policy and Sustainability Development and analysis of policies supporting national and global energy sustainability. Strategies for transitioning to renewable energy sources. Policy frameworks for addressing energy security challenges. Renewable Energy and Transition Innovations in renewable energy technologies and systems. Socio-economic implications of adopting renewable energy. Case studies on successful energy transition initiatives. Social, Cultural, and Behavioral Dimensions of Energy Policy The role of social sciences in shaping energy policies. Behavioral changes for promoting sustainable energy practices. Cultural influences on energy consumption and policy acceptance. Interdisciplinary Approaches to Sustainable Energy Integration of technical, economic, and social perspectives in energy research. Collaborative models for policy innovation and implementation. The intersection of energy policy with climate change and sustainable development goals (SDGs). This journal seeks to foster a holistic understanding of energy-related challenges and opportunities, encouraging contributions from scholars, practitioners, and policymakers to advance the discourse on sustainable energy and human resource development.
Arjuna Subject : Energi (semua kategori) - Energi Terbarukan, Keberlanjutan dan Lingkungan
Articles 17 Documents
 1   2 
Adaptive Strategies in HR Performance Management in Multinational Companies: Integration, Modernization, and Knowledge Sharing Dr. Abdul Wahab Samad
Journal of Center for Energy Policy and Human Resources Capacity Development Vol. 1 No. 1 (2025): Energy Policy and HR Capacity Development
Publisher : PT. Mega Mas Abadi Konsultan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66226/journalofcphrcd.v1i1.1

Abstract

Human resource performance management in multinational enterprises (MNEs) faces complex challenges due to cultural differences, organizational structures, and global dynamics. This article examines the Integrated Performance Management (IPM) system in an international context, highlighting the importance of knowledge sharing and modernization of management structures. Through a qualitative approach, this study explores strategies for designing and implementing an effective performance system to support MNEs' strategic goals. The key findings indicate that flexibility and local adaptation are crucial factors in ensuring the success of a global performance management system while maintaining alignment with the organization's vision. The study's implications suggest that MNEs must develop more dynamic, data-driven, and context-responsive performance management policies. Furthermore, the synergy between digital technology and knowledge-sharing practices can accelerate system adaptation, enhance employee engagement, and strengthen corporate competitiveness on a global scale.
The Impact of Organizational Development and Artificial Intelligence on Decision-Making Dr. Abdul Wahab Samad
Journal of Center for Energy Policy and Human Resources Capacity Development Vol. 1 No. 1 (2025): Energy Policy and HR Capacity Development
Publisher : PT. Mega Mas Abadi Konsultan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66226/journalofcphrcd.v1i1.2

Abstract

This study's goal is to examine how Artificial Intelligence (AI) and organizational characteristics affect decision-making in organizations by using the SMART PLS approach. A quantitative strategy was used, which involved collecting primary and secondary data through questionnaires and documentation. The research included hypothesis testing, which was carried out with the use of SmartPLS software. The results show that AI has a large and positive impact, with a coefficient of 0.269. This demonstrates how AI improves the efficiency of data analysis, automates processes, and provides data-driven insights that help make decisions more quickly and accurately in changing situations. On the other hand, organizational factors had a greater impact, with a coefficient of 0.824. This highlights the significance of aspects like organizational structure, work culture, and managerial engagement in promoting strategic decisions that are in line with the organization's vision. The quality of decision-making and the overall effectiveness of an organization are improved by the combination of artificial intelligence and organizational aspects
The Utilization of Artificial Intelligence in Decision-Making and Its Effect on Organizational Advancement Dr. Abdul Wahab Samad
Journal of Center for Energy Policy and Human Resources Capacity Development Vol. 1 No. 1 (2025): Energy Policy and HR Capacity Development
Publisher : PT. Mega Mas Abadi Konsultan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66226/journalofcphrcd.v1i1.3

Abstract

This study utilizes a quantitative approach to examine the influence of decision-making (X1) and the understanding of artificial intelligence (AI) theory (X2) in organizational development (X3). Data acquired from surveys and documents were analyzed using the Partial Least Squares (PLS) approach, and SmartPLS software was used for hypothesis testing. The data suggest that decision-making has a very favorable impact on the development of organizations, but understanding AI theory has a very negative impact. This research emphasizes techniques for improving the deployment of artificial intelligence in order to promote the growth of organizations by incorporating quantitative analysis, ethical issues, and Industry 4.0 technology.
An Organizational Culture, Leadership Style And Innovative Behaviour on Performance of the Organization Abdul Wahab Samad
Journal of Center for Energy Policy and Human Resources Capacity Development Vol. 1 No. 1 (2025): Energy Policy and HR Capacity Development
Publisher : PT. Mega Mas Abadi Konsultan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66226/journalofcphrcd.v1i1.4

Abstract

This study intends to explore the impact of organisational culture, leadership style, and innovation practices on employee performance within a public sector organisation. This research employs a qualitative methodology through document analysis to investigate a range of references, publications, and reports. The study aims to elucidate the relationship between adaptive organisational culture, supportive leadership styles, and the innovation practices that emerge among employees. The findings indicate that a robust organisational culture, coupled with an inspirational leadership style, is instrumental in cultivating innovative practices, which subsequently have a beneficial impact on employee performance. This study underscores the significance of cultivating a culture that fosters creativity and innovation, alongside the provision of effective leadership training to enhance organisational performance. The findings of this research suggest that organisations ought to prioritise the establishment of a culture conducive to innovation and to equip their leaders with the requisite skills to inspire and empower employees. This approach is likely to enhance productivity and facilitate the more effective attainment of organisational objectives
Modernizing HRM for Global Small and Medium-Sized Businesses Zahera Mega Utama; Abdul Wahab Samaad
Journal of Center for Energy Policy and Human Resources Capacity Development Vol. 1 No. 1 (2025): Energy Policy and HR Capacity Development
Publisher : PT. Mega Mas Abadi Konsultan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66226/journalofcphrcd.v1i1.6

Abstract

Abstract: This study seeks to elucidate the function of human resources management (HRM) within Small and Medium Enterprises (SMEs). In an age of globalization and internationalization, SMEs participate in cross-border commerce and worldwide collaborations. Efficient human resource management is crucial for fostering the development and prosperity of these enterprises. Human Resource Management activities include recruitment, training, remuneration, legal compliance, and occupational health. Effectively managing these components facilitates the attainment of the company's strategic objectives. The incorporation of millennials into the workforce necessitates that HRM handle cultural concerns, workplace safety, integration, and work-life balance. Innovations and digitization have revolutionized corporate operations, necessitating that HRM comprehends the significance of technology and guarantees its efficient implementation. The present era signifies a pivotal moment for the comeback of Human Resource Management. Adapting to and comprehending dynamic changes in the workplace are essential for addressing global and multicultural concerns. By understanding and addressing these factors, SMEs may guarantee that their HRM positively influences sustained organizational success.
Exploration of the Implementation of BKKBN Policies in Stunting Management: A Fundamental Study on Program Effectiveness and Intervention Strategies Zahera Mega Utama; Abdul Wahab Samad
Journal of Center for Energy Policy and Human Resources Capacity Development Vol. 1 No. 1 (2025): Energy Policy and HR Capacity Development
Publisher : PT. Mega Mas Abadi Konsultan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66226/journalofcphrcd.v1i1.7

Abstract

Stunting is a complex issue that requires a multidisciplinary approach. Nutritional factors, economic policies, food technology innovations, and optimizing the role of healthcare workers are key elements in its prevention efforts. A multisectoral approach based on scientific evidence is the main strategy in addressing this issue sustainably. This study aims to evaluate the effectiveness of stunting management policies, particularly in the implementation of the PNPK Stunting, Local PMT program, and PKMK. Furthermore, this research seeks to enhance the accuracy of intervention targeting by analyzing the effectiveness of nutrition programs in reducing stunting rates and the factors influencing them. An analysis of socio-economic factors is also conducted to understand the role of maternal education, income levels, and access to healthcare services in influencing stunting prevalence. The results of this study provide policy recommendations that are more targeted, including optimal strategies for implementing community-based nutrition programs tailored to the needs of the population, enhancing the capacity of healthcare workers, and developing more effective community-based intervention models to increase awareness among pregnant and breastfeeding mothers about balanced nutrition
The Influence of Policies and Regulations on Food Security and Agribusiness through Human Resource Management Using Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) Approach Dr. Abdul Wahab Samad
Journal of Center for Energy Policy and Human Resources Capacity Development Vol. 2 No. 1 (2025): Policies and Regulations on Food Security and Agribusiness through Human Resour
Publisher : PT. Mega Mas Abadi Konsultan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66226/journalofcphrcd.v2i1.22

Abstract

The aim of this study is to analyze the influence of policies and regulations on food security and agribusiness, while exploring the impact of other factors such as education and training, investment and resources, and technology and innovation, all within the context of Human Resource Management (HRM) using Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) approach. The analysis results show that Policies and Regulations (X1) have a significant effect on Food Security and Agribusiness (Y1) with a path coefficient of 0.498, while Investment and Resources (X3) show a small negative influence (-0.042). This model explains 76% of the variability in Y1 (food security). Reliability and validity testing shows that most constructs have Cronbach’s Alpha, RhoA, and RhoC values greater than 0.7, indicating good reliability. This research emphasizes the importance of effective HR policies in supporting food security, although the impact of several variables such as investment and technology still needs to be further explored
The Integration of Green Economy and Human Resource Behavior in Bridging the Discrepancy Gap Towards Sustainable Development Mas Wigrantoro Roes Setiyadi; Abdul Wahab Samad
Journal of Center for Energy Policy and Human Resources Capacity Development Vol. 2 No. 1 (2025): Policies and Regulations on Food Security and Agribusiness through Human Resour
Publisher : PT. Mega Mas Abadi Konsultan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66226/journalofcphrcd.v2i1.23

Abstract

This study highlights the importance of integrating green economy and human resource (HR) behavior in reducing the gap discrepancy between the current state and long-term goals within the context of sustainability. HR plays a crucial role in supporting the transition to a green economy through interdisciplinary skills, efficient cost control, and a deep understanding of sustainability concepts. The gap discrepancy analysis reveals that the success of the green economy relies not only on changes in business practices or natural resource management but also on changes in the behavior and skills of the involved HR. Therefore, enhancing relevant training and fostering interdisciplinary collaboration are key to bridging this gap. Improving HR capacity in technical skills and understanding social and global responsibility must be a primary focus, enabling HR to implement sustainability principles in social and economic policies. In this way, HR can serve as change agents, accelerating the application of a more sustainable green economy and supporting the achievement of sustainable development that benefits society as a whole.
Transformation of Human Resource Management in Green Economic Sustainability and Global Challenges Dr. Abdul Wahab Samad
Journal of Center for Energy Policy and Human Resources Capacity Development Vol. 2 No. 1 (2025): Policies and Regulations on Food Security and Agribusiness through Human Resour
Publisher : PT. Mega Mas Abadi Konsultan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66226/journalofcphrcd.v2i1.24

Abstract

This study aims to analyze the influence of external factors on the management and development of human resources (HR) within organizations. The findings indicate that technology, green economy, and global social policies significantly affect HR strategies, while business innovation has not yet shown a direct significant impact. Social entrepreneurship is also proven to play a role in shaping socio-environmental policies that influence HR management at the organizational level. Based on these results, it is recommended to integrate innovation and HR strategies, enhance HR capacity to address global disruptions, and mainstream sustainability values in HR practices. Further studies are advised to adopt qualitative approaches, mediation or moderation models, and longitudinal designs to deepen the understanding of the dynamic relationships among variables. The findings contribute both theoretical and practical insights for developing an adaptive, sustainable, and globally responsive HR management system
The Effect of Motivation, Workload, and Work Stress on Employee Performance at PT. Permata Karya Jasa Dhio Pradipta; Utama Zahera Utama; Jubery Marwan
Journal of Center for Energy Policy and Human Resources Capacity Development Vol. 2 No. 1 (2025): Policies and Regulations on Food Security and Agribusiness through Human Resour
Publisher : PT. Mega Mas Abadi Konsultan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66226/journalofcphrcd.v2i1.26

Abstract

The purpose of this study is to evaluate the impact that Motivation, Workload, and job stress have on the performance of an organization, both on their own and also in combination. In this study, a descriptive method is used in conjunction with a correlational design, and a quantitative approach is utilised to analyse the data for the purpose of selecting personnel from PT Permata Karya Jasa to serve as research participants—a non-probability sampling approach known as Saturated Sampling was utilised. Validity and reliability tests, descriptive analysis, and inferential statistical analysis are all included in the study, and the data are processed using the SPSS 25.0 software. According to the findings, Motivation has a significant impact on the performance of the organization, while Workload and stress at work also have a substantial effect on performance. Furthermore, when taken into consideration, the factors of Motivation, Workload, and stress at work all have an impact on the performance of the organization simultaneously. As a result of these findings, the essential aspects that influence performance in the workplace have been brought to light, and valuable insights have been provided for future research on how to improve the performance of companies and the well-being of their employees.

Page 1 of 2 | Total Record : 17

 1   2 

Filter by Year

2025 2025


Reset
Filter By Issues
All Issue Vol. 2 No. 1 (2025): Policies and Regulations on Food Security and Agribusiness through Human Resour Vol. 1 No. 1 (2025): Energy Policy and HR Capacity Development