Pengaruh Strategi Pengembangan SDM terhadap Daya Saing Organisasi Perguruan Tinggi di Era Transformasi Digital

The development of digital technology has brought significant changes in business paradigms and audit practices in companies. This research aims to explore and analyze internal auditors' human resource (HR) development strategies in facing the challenges of the era of disruption. This research uses a qualitative approach with descriptive methods. The research results highlight that internal auditor competency is very important in facing the challenges of the era of digital disruption and transformation. It was found that strong communication skills, critical thinking abilities, and a broad business view are the keys to auditors' success in conveying audit findings effectively and providing strategic insights. In addition, emotional intelligence has been shown to have a significant role in managing conflict and maintaining a balance between objectivity and sensitivity to other people's feelings. Professional skepticism has proven to be a key foundation for a thorough and prudent audit approach. Human resource development strategies, through continuous training, technology empowerment, improving critical and analytical skills, developing soft skills, as well as implementing reward systems, were identified as crucial steps to ensure that auditors not only have superior technical skills, but also become strategic partners who can support the company's long-term growth.

After the technological development and highly acceptable technological market, Human Resource Development (HRD) strategies are now securing a very prominent place in the organisation. Successful implementation of HRD strategies results in increasing the success rate of organisation as well. The telecommunication sector is one of the fastest growing sectors in India nowadays. For meeting the change, this sector is also dealing with the changing needs of human resources (HR) domain. Human resources are the most important element in the organisation. Human Resource Management (HRM) professionals have to take certain initiatives in the form of HRM development practices to deal with these changes. This study is an attempt to study the HRD strategies practiced in Bharti Airtel Ltd. and to find out the HRD strategies prevailing in the telecom sector. A well-structured questionnaire was developed. A sample of 200 employees working at various levels in Bharti Airtel Ltd. in India was taken for the study. Results reveal that there are significant factors of the HR strategies prevailing in the telecom industry in India. Five strategies were identified after the literature review and analysis of data that is quality of work life and welfare measures, organisational development, training and development, participative management and performance management and rewards. This study suggested that the telecom industry should implement the above mentioned HRD strategies in their organisation to better manage their HR in a better way.

The strategy of human resource development is an activity that should be conducted to optimize the performance of government apparatus of Mataram to make the city as children-feasible city. This research is aimed at (1) analyzing the issue of strategy of human resource development to make Mataram as children-feasible city, (2) formulizing the strategy of human resource development to make Mataram as children-feasible city. This research is descriptive qualitative research within the quantitative approach. The qualitative and quantitative data were collected through in-depth interview, observation, and documentation. The informants of this study are the stakeholders and the KLA holding institution of 10 SKPD in Mataram. the data then were analyzed using Force Field Analysis. The validity of data were examined with triangulation technique. The research identified that human resources of Mataram city are not available yet for children right convention. The strategy of human resource development is recommended to use functional human resource development strategy through organizational development and training for apparatus. The researcher then using need analysis identified the gap between competence and apparatus performance standard for KLA staff.Keywords: human resource development strategy, functional development strategy, children-feasible city

Digital transformation in the Society 5.0 era has created new challenges in data security, particularly in the military environment. This study aims to analyze human resource (HR) development strategies at Muljono Air Base in responding to cybersecurity threats. Using a qualitative approach with a case study method, data was obtained through in-depth interviews, participant observation, and documentation studies. The results indicate that strengthening digital literacy, cybersecurity training, and collaboration with external institutions are essential pillars in building military data resilience. The main obstacles faced include budget limitations, infrastructure limitations, and personnel digital skill gaps. Therefore, HR development strategies need to be systematically designed through a technology-based training roadmap and policies that adapt to the dynamics of digital threats. The findings of this study provide practical contributions to the formulation of military HR development policies that are more responsive to technological challenges. Furthermore, the proposed strategy can serve as an implementation model for other military bases in enhancing national digital defense readiness.

This research explores the relationship between human resource (HR) development strategies and corporate financial performance, focusing on how investments in HR development impact financial metrics such as return on investment (ROI), net profit margin, and employee productivity. The study employs a quantitative research design, collecting data from mid-sized to large companies across various industries. A comprehensive approach was taken, examining multiple aspects of HR development including training, leadership development, performance management, and career management. Statistical analyses were conducted to determine the correlation between HR development strategies and financial performance. The findings reveal a strong positive correlation between comprehensive HR development strategies and improved financial performance. Companies that invest in continuous training, leadership development, and effective performance management report higher ROI, net profit margins, and employee productivity. The results align with established theories such as the Resource-Based View and human capital theory, reinforcing the notion that well-developed human resources are crucial for achieving competitive advantage and financial growth. This study underscores the importance of holistic HR development strategies for enhancing organizational performance. Practitioners should prioritize investments in training, leadership development, performance management, and career management. Future research should consider longitudinal studies and explore the dynamics in smaller organizations and different cultural contexts to further understand the long-term impacts and contextual factors influencing HR development effectiveness.

The Industry 4.0 era, driven by Artificial Intelligence (AI), the Internet of Things (IoT), automation, and big data analytics, has significantly transformed the shipping and logistics sector. While digitalization improves efficiency, it also presents challenges in workforce adaptation. According to a 2023 World Economic Forum report, 50% of employees will require reskilling by 2025, yet only 30% of logistics companies have fully embraced digital workforce transformation strategies. This research analyzes human resource (HR) development strategies to equip workers with skills aligned with Industry 4.0 demands. This study uses a qualitative approach, utilizing peer-reviewed journals, industry reports, and government publications. Data analysis follows Miles and Huberman's interactive model, consisting of data reduction, data presentation, and conclusion drawing, ensuring structured and comprehensive insights. Findings indicate that HR development strategies in the shipping and logistics sector require three key approaches: (1) Enhancing digital competencies through technology training and online learning platforms; (2) Developing adaptive skills, such as problem-solving, critical thinking, and agility, to navigate technological shifts; and (3) Implementing HR technology for recruitment, training, and performance management. Additionally, collaboration with industries and policymakers is essential to accelerate workforce digital transformation. By applying these strategies, the shipping and logistics sector can build a competent, agile workforce, ensuring long-term sustainability and competitiveness in the Industry 4.0 landscape.

This study aims to determine the current state of the internal and external environment of BMT human resources in North Sumatra to determine the baitul mal wat tamwi human resource development strategy in North Sumatra. This type of research uses a qualitative approach using a SWOT analysis. This research was conducted directly at BMTs in North Sumatra, namely BMT Masyarakat Madani, BMT Raudhah, and BMT Al-Musabbihin. The research time started in June 2022, and it is finished. The researchers obtained it from the company and managers in the company, including managers and administrators in the two BMTs. The research object in question is the Human Resources (HR) development strategy for BMT Civil Society, BMT Raudhah BMT Al-Musabbihin, and its influence on the resilience of BMT and its impact on the welfare of MSMEs. The primary data source in this thesis is taken from answers to questionnaires distributed to respondents through direct interviews with the subject of the BMT management or those in charge of the BMT institution.Data obtained from other sources, researchers also include secondary data as a reinforcement of arguments, both from various literature such as previous research journals, both national and international, books, statistical data, and so on. After being seen from the internal environment, the study results stated that the BMT Human Resource Development Strategy in North Sumatra consisted of strengths, namely clear legal aspects of BMT and good relations between employees. At the same time, the weaknesses consist of human resources who tend not to be graduates of Islamic economics, family management, and human resource capabilities and competencies that still need them. Not active in the BMT forum/organization. When viewed from the external environment, it consists of opportunities, namely Linkage with Islamic Banks. At the same time, the threats are the lack of government support, minimal financial support, and the issue of the industrial revolution 5.0. A microfinance institution emerged. Furthermore, based on the results of the SWOT matrix analysis, after processing the IFE and EFE matrices, the resulting strategy quadrant is in quadrant 1, namely the progressive strategy. The approach used to develop BMT human resources in North Sumatra is the BMT SO Strategy will continue to make clear legality as a reinforcement for the establishment of BMT, continue to establish good relations between employees and take advantage of BMT links with Islamic Banks. As a strategy analysis from the author for BMT to utilize digitalization of BMT in promoting the presence of BMT or other social media.

This research aims to develop an effective human resource (HR) development strategy to enhance the competitiveness of the Sih Sasomo Art Studio in the creative industry. Focusing on HR needs, the study designs training programs in karawitan and puppetry, along with sustainability strategies to support local creative industry growth. Using a qualitative case study approach, data were gathered through in-depth interviews, participatory observations, and internal document analysis. The data analysis process involved data reduction, presentation, and conclusion drawing.The findings highlight three HR development priorities: strengthening skills in karawitan and puppetry, improving creative project management, and enhancing digital literacy. Community involvement in training activities significantly supports HR engagement and the sustainability of the studio. Theoretically, the research contributes to HR development literature in the creative sector by emphasizing the value of a community-based approach. Its originality lies in combining traditional arts with modern digital strategies. Practically, this study offers a strategic HR framework applicable to other art studios and similar organizations. However, the study is limited to the Sih Sasomo Art Studio context, and broader testing is needed to generalize the findings across different organizational settings.

In the era of rapid technological advancement and evolving workplace dynamics, Human Resource Development (HRD) strategies play a crucial role in shaping employee job satisfaction and organizational success. This paper investigates the transformative impact of integrating advanced technology tools and techniques into HRD practices on employee job satisfaction within the context of contemporary organizations. Drawing on extensive literature review and theoretical frameworks, the study explores how modern HRD strategies, leveraging cutting-edge technology, can enhance employee satisfaction and contribute to organizational effectiveness. The research employs a comprehensive methodology encompassing quantitative surveys and qualitative interviews to examine the relationship between HRD tool effectiveness and job satisfaction among IT employees. Results from multivariate analyses reveal significant associations between Integrated HR Technology and Training Solutions and various aspects of the workplace environment, including pay, training, promotion, and recognition, supervision, and job security. These findings underscore the pivotal role of technology in shaping HRD practices and fostering employee satisfaction in the digital age. The study contributes valuable insights to the ongoing discourse surrounding HRD strategies and their implications for organizational success, offering actionable recommendations for organizations seeking to enhance their HRD practices in alignment with technological advancements and employee expectations.

This research was conducted at the Office Tranportastion Depatment in Takalar Regency. This research has the character of which gives description and clarification concerning strategy of human resource development at Transportation Department in Takalar Regency, and also factors pursuing strategy of human resource development at Transportation Department in Takalar Regency.
 The basic of research was survey approach. This research aim to know the strategy of human resource development and also factors pursuing strategy of human resource development in Transportation Departemen in Takalar Regency. This research used saturated samples all population at become sample.
 The conclusion of this research that namely strategy of human resource depelopment in Transportation Department in Takalar Regency was through formal education, training and officer. Execution of officer location in Transportation Department in Takalar Regency was during the time assumed less compatible. Factors pursuing strategy of human resource development in Transportation Department in Takalar Regency consisted of the resistance eksternal covering legislation change, and political area growth. While internal resistance include the plan strategy which not precise of the goals, organization structure which centralistic and mecanistic, technology growth which quickly, and also finite budget.
 

This research aims to analyze the human resource (HR) development strategy at CV. Bumi Desain Mandiri, a company operating in the construction sector. The research method used is qualitative with a case study approach. Data was collected through in-depth interviews with management and employes, as well as participato obesrvation and analysis of company documents. The research result show that CV. Bumi Desain Mandiri implements various human resource development strategies, including employes training and development, performance appraisals, and employes benefits programs. We hope that these results can help other construction companies in developing their human resources.

This study aims to analyze the Human Resource Development (HRD) strategy for neighborhood leaders (RT) in improving the effectiveness of administrative services in Gemilang Jaya Village, Batang Tuaka District. The study contributes to knowledge by examining HR development strategies at the grassroots governance level, which is still rarely discussed in village administration studies. This research applies a qualitative descriptive approach using observation, in-depth interviews, and documentation involving the village head, 17 RT leaders, and community members. Data were collected during October–January 2026 and analyzed using the Miles and Huberman model. The results indicate that HR development strategies significantly influence administrative service effectiveness, although limited training, weak digital competence, and inconsistent performance evaluation still hinder optimal service delivery.

Human resource development (HRD) strategies are important to enable firms to recruit, retain and develop their employees. The aim of this study is to investigate the HRD of flexible construction firms in Singapore. The research was based on a questionnaire survey and data were collected via face-to-face interviews with 45 construction industry experts. Thirteen significant HRD practices were identified. The results show that the practices can be characterized along intra-organizational relationship management, competence development, performance management and stress management. A structural equation model was developed to explain the relationships between HRD strategies, employees’ soft skills and their resistance to change. It is found that firms’ competence development strategy has a significant positive impact on employees’ soft skills, and that employees who possess superior soft skills are less likely to resist change. It is recommended that contractors adopt some of these significant HRD practices so as to cultivate a motivated flexible workforce.

The Problem The Global Financial and Economic Crisis 1 starting in 2007 and its resultant impact has called into question the contribution of Human Resource Development (HRD) strategies and practices to the crisis. With its primary focus on the development of human resources, it could be argued that HRD aligned itself too closely with the strategic goals of organizations, often times profit centric, and failed to provide leaders with the skills, knowledge, and values required to question the decisions made by organizations in the pursuit of profit goals and the development of a culture of risk taking. The Solution Utilizing Cognitive Appraisal Theory (CAT), this article draws on the official reports and public inquiry hearings in the United States, United Kingdom, and Ireland into the financial crisis and finds that HRD strategies, practices, and processes are factors which may have contributed to a culture of excessive risk taking and ineffective decision making. We outline the implications for HRD theory and practice. The Stakeholders The research findings inform a multiplicity of stakeholders including organizational behaviorists, social psychologists, government bodies, educational organizations, and scholars researching strategic HRD in organizations.

This study aims to analyze and formulate a strategy for developing human resources (HR) in realizing an integrated agrocomplex that is globally competitive. Using a mixed methods approach that integrates quantitative and qualitative methods, the study was conducted on 350 respondents representing various actors in the agrocomplex value chain in five agricultural center provinces in Indonesia. The results of the study indicate a gap in HR competency at various agrocomplex nodes, especially in the use of digital technology, post-harvest management, understanding international standards, and global marketing. Structural Equation Modeling (SEM) analysis confirmed the significant influence of individual characteristics (β = 0.437), institutional capacity (β = 0.385), access to technology and information (β = 0.324), and government policy support (β = 0.276) on HR competency, which in turn had a strong influence on agrocomplex competitiveness (β = 0.612). Qualitative findings revealed four main themes: generation gaps in agricultural management, limitations of the agricultural innovation support ecosystem, fragmentation of agricultural HR development programs, and the digital divide. Based on the Analytic Hierarchy Process (AHP), five priority strategies for human resource development were formulated, namely: (1) revitalization of agricultural vocational education and training; (2) strengthening the agricultural extension system based on digital technology; (3) development of penta-helix partnerships; (4) increasing the institutional capacity of farmers; and (5) developing incentives for young farmer cadres. This study concludes that human resource development is a fundamental prerequisite in realizing a globally competitive integrated agrocomplex, which requires a holistic approach and integration of interventions at the individual, institutional, and ecosystem levels. Policy recommendations are directed at the orchestration of cross-sectoral programs and strengthening synergies between stakeholders within the framework of agricultural transformation towards a modern agrocomplex.