Workforce Productivity Research Articles

Enhancing U.S. workforce productivity through strategic data automation: Key insights and implications

The review explores how strategic data automation can enhance workforce productivity in the U.S., providing key insights and implications for organizations. As businesses increasingly rely on data-driven decision-making, the role of automation in streamlining processes and improving efficiency becomes paramount. This review delves into the potential benefits and challenges of implementing strategic data automation strategies and offers recommendations for organizations looking to enhance their workforce productivity. Strategic data automation has the potential to revolutionize how businesses operate, leading to significant improvements in efficiency and productivity. By automating repetitive tasks and streamlining data processing, organizations can free up valuable time and resources, allowing employees to focus on more strategic and value-added activities. However, the successful implementation of strategic data automation requires careful planning and consideration of various factors, including data security, privacy, and regulatory compliance. Key insights from this review include the importance of aligning data automation initiatives with organizational goals and objectives, as well as the need for ongoing monitoring and evaluation to ensure effectiveness. Additionally, the review explores the implications of strategic data automation for the future of work, highlighting the potential for increased collaboration between humans and machines and the need for new skills and competencies. Overall, this review provides valuable insights into how strategic data automation can enhance workforce productivity in the U.S. It highlights the benefits of automation, such as improved efficiency and reduced costs, while also addressing potential challenges and considerations for organizations. By leveraging the power of strategic data automation, organizations can position themselves for success in an increasingly data-driven world.

Assessing Weekly Wellness Sessions: Cordillera Administrative Region's Social Welfare Impact

This literature review examines the efficacy of workplace wellness initiatives, focusing on the Weekly Wellness Sessions (WWS) conducted by the Department of Social Welfare and Development (DSWD) Field Office Cordillera Administrative Region. The study evaluates staff participation rates, the effectiveness of wellness programs, and challenges encountered in availing the WWS. Primary and secondary sources materials were used in the analysis of this literature review. Casual observations were also integrated. Findings reveal coffee sessions as the most popular activity, while limited facilities and costs hindered participation in other activities. The WWS were perceived as highly effective across multiple dimensions of well-being, with minimal variation based on gender or age. However, differences in effectiveness were noted among different positions and offices/divisions. Common challenges included time constraints, financial limitations, and personal barriers. Recommendations include enhancing financial accessibility, tailoring interventions, offering flexible scheduling, promoting awareness, and cultivating a culture of health and wellness. Addressing these recommendations can optimize the impact of the WWS and contribute to a healthier, more productive workforce within DSWD FO CAR.

Game on: a systematic exploration of gamification in logistics and supply chain management

Purpose This study systematically reviews the existing literature on the application of gamification in logistics and supply chain management (LSCM). This study aims to categorise the literature in various logistics and supply chain domains, to conceptualise the gamification framework pertinent in the context of LSCM and to provide a research agenda for scholars in the area. Design/methodology/approach The study’s methodology adopts the Preferred Reporting Items for Systematic Review and Meta-Analysis framework to conduct a systematic literature review. Forty relevant papers published from 2012 to 2023 are included in the analysis. Findings Augmented reality, blockchain, education, sustainability and warehousing have been identified as the key focus areas in which gamification is applied. Furthermore, the paper highlights different research approaches used to study these domains, maps the literature with gamification constructs (affordances, psychological outcomes and behavioural outcomes) and provides potential research avenues for future scholars. Research limitations/implications This review offers evidence of the impact of gamification on workforce dynamics, employee motivation, job satisfaction, trust, employee engagement and productivity. The study significantly contributes to the academic community by offering a conceptual framework and meaningful avenues for future researchers. Originality/value This research work contributes to the gamification, logistics and supply chain literature by providing a more comprehensive and methodical knowledge of the field. This study adds to the body of knowledge by offering a reference framework for future scholars based on a synthesis of the studies published so far in the area.

A STUDY ON GAMIFICATION – A TOOL TO INCREASE EMPLOYEE ENGAGEMENT AND PRODUCTIVITY

A study on gamification-a tool to increase employee engagement and productivity, was carried out in a manufacturing company. With a sample size of 220 participants, this study investigates the effects of gamification as a strategic tool to improve worker productivity and engagement with 500 employees. This study aims to assess the effectiveness of gamified approaches in creating a more motivated and productive workforce through a thorough review of gamification strategies and their application in the workplace. This study aims to offer important insights into the possible advantages of using gamification strategies into organizational culture by looking at important indicators. Key words: Gamification, Employee engagement, Productivity, Gamified strategies.

Occupational Carpal Tunnel Syndrome: a scoping review of causes, mechanisms, diagnosis, and intervention strategies.

Carpal Tunnel Syndrome (CTS) has traditionally been viewed as a specialized medical condition. However, its escalating prevalence among professionals across a multitude of industries has sparked substantial interest in recent years. This review aims to delve into CTS as an occupational disease, focusing on its epidemiological patterns, risk factors, symptoms, and management options, particularly emphasizing its relevance in professional environments. The complex interaction of anatomical, biomechanical, and pathophysiological factors that contribute to the development of CTS in different work settings underlines the critical role of ergonomic measures, prompt clinical identification, and tailored treatment plans in reducing its effects. Nevertheless, the challenges presented by existing research, including diverse methodologies and definitions, highlight the need for more unified protocols to thoroughly understand and tackle this issue. There's a pressing demand for more in-depth research into the epidemiology of CTS, its injury mechanisms, and the potential role of targeted medicine. Moreover, recognizing CTS's wider ramifications beyond personal health is essential. The economic burden associated with CTS-related healthcare costs, productivity losses, and compensation claims can significantly impact both businesses and the broader society. Therefore, initiatives aimed at preventing CTS through workplace interventions, education, and early intervention programs not only benefit the affected individuals but also contribute to the overall well-being of the workforce and economic productivity. By fostering a collaborative approach among healthcare professionals, employers, policymakers, and other stakeholders, we can strive towards creating safer and healthier work environments while effectively managing the challenges posed by CTS in occupational settings.

Impact of Compensation Strategies on Employees Satisfaction Case Study in the A. S. XYZ Organization

Purpose: The objective of this study is to investigate the impact of compensation on employee loyalty and performance, through job satisfaction as mediator at A. S. XYZ. Methodology: The research population comprised all the employees of A. S. XYZ. Simple random sampling, which is a probability sampling method, was adopted to include members of the population at random, leading to a total sample size of 327 people. Data analysis derived from the results of questionnaire responses in Google Forms and data extracted from A. S. XYZ was conducted. The questions were tested using Cronbach’s alpha and face validity tests in order to assess the reliability and validity of the research instrument. Findings: The findings indicated that compensation and job satisfaction had a positive and direct effect on employee loyalty and performance. Also, the study revealed that job satisfaction serves as a partial mediator between compensation and employee loyalty and performance, implying that compensation can influence employee loyalty and performance directly or indirectly through the mediating capacity of job satisfaction. Unique Contribution to Theory, Practice and Policy: This research adds to the body of literature by affirming the theoretical implications of prior research and providing recommendations for A. S. XYZ to improve its compensation methods and meet employees’ needs. The findings stress on the fact that the payment systems should be constantly monitored and adjusted in the context of other factors influencing employee satisfaction like career development and work environment as well. This research highlights the importance of open communication between supervisors and workers that help in recognizing and resolving the problems quickly. Further, the research suggests that organizations should apply a holistic method of employee satisfaction rather than depending only on compensation matters. The outcomes of this research are relevant for theory, practice, and policy. Theoretically, the research supports and develops the current frameworks on the link between compensation, job satisfaction, employee loyalty, and performance. In practical terms, the research gives implementable recommendations for A. S. XYZ and other organizations to align their compensation policies and create a content, loyal and productive workforce. Policy wise, the study emphasizes the importance of organizations developing holistic employee satisfaction policies that extend beyond financial rewards to encompass additional aspects such as career development and work environment. Additional research could study other variables that contribute to employee satisfaction and recommend techniques on how to sustain high levels of satisfaction for extended periods using a mixed method approach. An alternative methodology entails both qualitative and quantitative methods.

Impact of Gender-based Violence on Local Economy: A Case Study of Gasabo District

Aim: Gender-based violence (GBV) poses a significant challenge to economic development, particularly in regions such as Gasabo District in Rwanda, which has seen remarkable post-genocide recovery and growth. Despite progress, the intricate relationship between GBV and economic outcomes remains understudied, necessitating further investigation. This study addresses the gap in understanding the economic implications such as workforce productivity, healthcare expenditures, and educational attainment of GBV in Gasabo District. Methods: Utilizing a mixed-methods approach, this research combines quantitative and qualitative research methodology to comprehensively assess the prevalence and consequences of GBV in Gasabo District. A sample size of 400 participants was selected using stratified sampling techniques, with data collected through self-administered questionnaires and in-depth interviews with survivors and stakeholders. Results: findings reveal alarming statistics on the prevalence and economic toll of GBV in Gasabo District. Among the respondents, 58.5% reported no experience with GBV during their lifetime, with physical violence (35.5%) most frequent type. Economic consequences were substantial, with 28.8% reporting reduced productivity due to GBV. A significant association between GBV and economic consequences, with chi-square test results revealing a strong correlation (chi-square = 46.949, p < 0.001) between experiencing GBV and reported economic impacts. Conclusion: The study highlights the urgent need for evidence-based interventions to address GBV and its economic repercussions in Gasabo District by implementing comprehensive awareness and education programs to increase understanding of gender-based violence (GBV) and promote zero tolerance for violence

Caregiver Employees' Mental Well-Being in Hong Kong.

The rapidly aging global population has increased the demand for caregivers. Many caregivers simultaneously engage in paid employment, and the dual role makes the needs of caregiver employees conceivably more remarkable. However, there is a gap in the literature about the specific needs of caregiver employees. Caregiver employees (n = 1205) across Hong Kong caring for those ≥65 years were recruited for a cross-sectional face-to-face survey from December 2021 to January 2022, to evaluate mental well-being measured by the Short Warwick -Edinburgh Mental Well-being Scale. Univariate and multivariate analyses were conducted; significant variables (p < 0.05) were included in multiple linear regression, along with caregiver-friendly workplace policies' availability, to understand their association with their mental well-being. The mean score of the Short Warwick-Edinburgh Mental Well-being Scale among caregiver employees in this study was 24.9, with 7.2% indicative of probable clinical depression and 10.0% possible mild depression. In addition, the current study showed that 30.2% of the caregiver employees felt distressed about the caregiving role. Among external factors, family support (measured by the Lubben Social Network Scale) and workplace culture (measured by the Marshall Supervision Subscale) positively correlated with mental well-being with regression coefficients of 0.252 (p < 0.001) and 0.482 (p < 0.001), respectively. In the fully adjusted model, a negative regression coefficient was observed for overall spillover (-0.050, p < 0.001) and Short Warwick-Edinburgh Mental Well-being Scale scores, while positive regression coefficients were observed for overall self-rate (0.041, p < 0.001), Lubben (0.124, p < 0.001), and corporate culture (0.365, p < 0.001). Better Short Warwick-Edinburgh Mental Well-being Scale scores were observed when caregiver-friendly workplace policies were clearly stated than when they were made on a case-by-case discretionary basis. Caregiver-friendly workplace policies may be critical to Hong Kong's sustainable future, both economically and socially, as they ensure a healthy and productive workforce to support an aging population.

Work-life balance strategies and employees’ engagement in the food and beverage industry in rivers state

This study explores the nexus between work-life balance (WLB) strategies and employees’ engagement (EE) within the food and beverage (F&amp;B) industry. Employing a quasi-experimental design, data was gathered from 165 employees across selected F&amp;B organizations using a closed-ended Likert-type scale questionnaire. Data analysis via Pearson’s Product Moment correlation (PPMC) statistical technique revealed a positive and significant relationship between the dimensions of work-life balance (WLB) strategies and measures of employees’ engagement (EE) within the food and beverage (F&amp;B) industry. Specifically, the results indicate a robust positive and significant correlation between Work interference with personal life (WIPL) and the measures of employees’ engagement: employees’ emotional engagement (EEE) and employees’ behavioral engagement (EBE), with values ranging from 0.894 to 0.881 respectively. Additionally, personal life interference with work (PLIW) demonstrates a notable positive correlation with the measures of employees’ engagement, attributing to 72.5% to 83.5% of emotional and behavioral engagement, respectively. Furthermore, work enhancement of personal life (WEPL) initiatives and personal life enhancement of work (PLEW) initiatives exhibited very strong positive associations with the measures of employees’ engagement, explaining up to 74% to 85% of emotional and behavioral engagement, respectively. These findings corroborate prior research, highlighting the significance of addressing Work-Life Balance issues to bolster employees’ engagement levels. Practically, the study underscores the importance for managers in the Food and Beverage to prioritize strategies that mitigate work-life interference, such as flexible scheduling and family-friendly policies, to foster higher EE levels. Tailored initiatives and training programs should be implemented to address specific WLB aspects identified within organizations, while fostering open communication channels to identify areas for improvement. By prioritizing WLB and supporting employee well-being, managers can cultivate a more engaged and productive workforce, ultimately contributing to organizational success. Other theoretical and practical implications for promoting WLB and fostering employees’ engagement in the Nigerian workplace are also discussed.

The Influence of Training and Development Programs, Job Autonomy, and Organizational Culture on Employee Job Satisfaction and Performance

This research explores the intricate relationships between training and development programs, job autonomy, organizational culture, and employee outcomes, with a specific focus on the mediating role of job satisfaction. The study employs a mixed-methods approach, integrating quantitative analysis using Partial Least Squares Structural Equation Modeling (PLS-SEM) with qualitative insights gathered from interviews and focus group discussions. The results highlight the positive impact of effective training programs, job autonomy, and a supportive organizational culture on job satisfaction levels among employees. Job satisfaction emerges as a crucial mediator, translating these organizational factors into improved performance, motivation, and overall well-being. The findings underscore the importance of prioritizing strategies that enhance job satisfaction to foster a more engaged and productive workforce, ultimately contributing to organizational success

FAKTOR – FAKTOR YANG MEMENGARUHI MINAT BERINVESTASI PADA DEPOSITO SYARIAH

This research was conducted to identify the factors that influence a person’s interest in using Sharia deposits. The purpose of this research is to broaden public knowledge about Sharia deposit products, and to determine whether investment knowledge factors, risk preference factors, and income factors influence investment interest in Sharia deposit products. The research method used is descriptive analysis research with data collection through questionnaires or surveys on the productive age workforce in DKI Jakarta. The results of this study indicate that the independent variables in this study have a positive and significant effect on the interest in using Sharia deposit products. With the many investment products offered, deposits are still an option for investing and are still one of the safe investments for investors even though the returns obtained by depositors are relatively low compared to other investment products.

Empowering Education: Addressing Vaccination Hesitancy in The Covid-19 Era

The COVID-19 pandemic started in 2019 with the emergence of a new coronavirus and has greatly affected societies worldwide. It has led to an increase in mortality rates, disturbed pre-existing health conditions, disrupted educational systems, and reduced global workforce productivity and production. The scientific community has expedited vaccine development to combat the pandemic. However, the emergence of various vaccines has paradoxically resulted in a decline in public confidence, contributing to anti-vaccine sentiments. This study explores the pivotal role of education in fortifying vaccination rates and seeks to identify effective strategies to address hesitancy and strengthen public health measures. This research uses the two-stage least squares (2SLS) methodology to analyze the “Learning Loss Covid-19” cross-sectional dataset, which the World Bank published on January 4, 2023. The investigation focuses on the relationship between “Vaccination rate (per person)” and “Year of Education” across 41 countries. The empirical findings show that education has a significant impact on vaccination rates. An increase of one year in educational attainment leads to an approximate 14% increase in doses administered per person and a substantial 23% surge in the average dosage across nations. Therefore, education plays a crucial role in fortifying and elevating vaccination rates, demonstrating its significance as a potent tool in global public health endeavours.

Employee Monitoring System Using Power BI

Abstract: This paper introduces an HR attendance and task monitoring system, which has been developed utilizing Power BI. The system provides a comprehensive dashboard for HR personnel to visualize and track employee activity effectively. The dashboard includes key aspects such as Attendance Monitoring system works on real-time or historical attendance data can be showcased, letting HR to identifies trends, patterns, and potential attendance problems. Employee Skills &amp; Roles this section presents a clear view of employee skillsets and assigned roles, helping in informed project allocation and resource management accurately. Project Assignments the dashboard keeps track of current project assignments for each employee, empowering HR to understand workload distribution and make adjustments when needed. By utilizing Power BI's data visualization and analysis abilities to the fullest extent, this system augments HR to gain crucial insights into employee activity. This assists in better decision-making in areas like attendance management, project allocation, and resource optimization, ultimately contributes to a more efficient and productive workforce

Production, postharvest practice, marketing and challenges of smallholder vegetable producers in Tanzania

Beside staple crops, the fruits and vegetables subsector contribute significantly to domestic and export markets. Yet, this subsector faces a number of challenges that limits its full growth potential. Through 383 randomly selected farmers’ interviews in selected districts, the study revealed profound information on the vegetable value chain. Findings show that, there is fair participation of men (58%) and women (42%) in vegetable production. Majority of farmers were between 19 and 49 years old (70%), attained primary education (80%) and had more than 5 years in commercial vegetable production (71.8%). Further, 79.4% of farmers had less than 1 ha of vegetable farmland. Farmers cultivate a wide range of nutritious and commercially valued vegetables including broccoli (50.7%), cauliflower (37.3%), white cabbage (34.7%), crisphead lettuce (24.5%), Chinese cabbage (20.6%), zucchini (20.1%), carrot (18.5%), tomato (14.4%), purple cabbage (10.2%), beetroot (9.4%), African nightshade (8.4%), leaf lettuce (7.6%), green/snap bean (6.8%), snow/sugar-snap pea (5%), leeks (5%), spinach (4.2%), green pepper (4.2%), herbs (parsley, fennel and dill) (4.2%) and celery (2.9%). However, sustainable marketing of fresh vegetables is a challenge leading to most farmers opting to wholesale their produce at the farm gate (70.5%) instead of the marketplace, with the price often being set by the wholesale buyers (78.1%). With the exception of gender, household size, and farming experience; a farmer’s location and primary education level had a slightly statistically significant (p = 0.044) influence on opting to use farmgate as the point of sales. The unpredictable market (100%), costly and low-quality inputs (36.4%), pests and diseases (35.2%), and shortage of cold storage facilities (22.9%) were claimed to hamper vegetable production and the producers. In general, vegetables subsector can grow significantly in Tanzania due to the availability of irrigated nutrient-rich land, favorable climate and productive workforce. Thus, good farming practices, marketing and cold chain facilities have the potential to reduce postharvest losses and help realize national sustainable development goals. Key words: Fresh vegetables, postharvest practices, marketing, constraints, cold chains

An Analysis of American Urological Association Census Trends: Earlier Planned Retirement and Practice Pattern Changes May Exacerbate the Urology Workforce Shortage

ObjectiveTo explore how changes in planned retirement age, practice setting, and physician productivity may impact the workforce shortage in urology. MethodsWe compared data between the 2015 and 2022 American Urological Association census, a specialty-wide annual survey which collects data on demographics, practice patterns and procedures from a representative sample of US urologists. Workforce productivity was measured by the self-reported number of hours worked per week and patients seen per week. A novel formula was developed to demonstrate how planned retirement age and productivity impact the workforce’s production capacity. ResultsThe total number of practicing urologists increased during the period from 2015 to 2022 (11,990 to 13,976), while the mean age of practicing urologists decreased slightly (55.0 to 54.5 years; p <0.002). During this period, the mean planned age of retirement for all urologists decreased from 68.9 years to 67.7 (p <0.001). Urologists in solo practice had a significantly higher planned age of retirement at 71.9 years (p <0.001) as compared to all other practice models. The number of patients seen per week for all urologists decreased from 78.7 to 72.9 (p <0.001). The amount of hours worked per week remained relatively constant between the study periods. The maximum possible number of patients seen by the workforce prior to retirement increased by only 2.4% during the study interval. ConclusionThough the US urology workforce is growing and the mean age is decreasing, decreases in planned retirement age and productivity may offset these gains and intensify the physician shortage for US urologists.

A Study on Feedback Mechanisms, Managerial Skill Enhancement, and Evaluation Fairness of Performance Management.

Performance management plays a crucial role in the success of any organization, serving as a framework for assessing employee performance, providing feedback, and guiding professional development. In the dynamic landscape of modern businesses, the effectiveness of performance management practices is paramount for maintaining a motivated and productive workforce. Recognizing the significance of this aspect, this study delves into the feedback mechanisms, managerial skill enhancement, and evaluation fairness within the performance management framework at Innoart Technologies. By examining these key components, we aim to gain insights into how the company can optimize its performance management processes to foster employee growth, ensure managerial effectiveness, and uphold fairness and transparency in performance evaluations. In doing so, we endeavor to contribute to the enhancement of organizational performance and the cultivation of a positive work environment at Innoart Technologies.

Navigating the Hybrid Workforce: Challenges and Strategies in Modern HR Management

This study explores the complexities surrounding the management of a hybrid workforce in contemporary organizations, with a specific focus on PT. Darmasindo Intikaret. The research investigates the relationships between workforce productivity, employee satisfaction, organizational adaptation, and the adoption of hybrid work arrangements. Through a comprehensive analysis utilizing path analysis techniques, the study reveals significant direct and indirect effects among these variables. Findings highlight the pivotal role of organizational adaptability as a mediator, facilitating the successful implementation of hybrid work practices. The research underscores the importance of fostering organizational adaptability and prioritizing initiatives to enhance workforce productivity and employee satisfaction to navigate the challenges and opportunities presented by the hybrid workforce paradigm effectively. By embracing these insights, organizations can position themselves for success in an increasingly dynamic and evolving work environment.

Labour migration as a solution to an ageing population?

Labour migration is often mentioned as a way to mitigate the impact of ageing in wealthy societies. This article analyses the impact of labour migration on the welfare level and old-age dependency ratio of a prosperous ageing country, the Netherlands. If labour migrants are considered to be part of the population of the host country, they only contribute to a higher welfare level if their productivity is higher than per capita GDP. If they stay permanently and form a family, their productivity will need to be higher than the average labour productivity of the incumbent workforce. Labour migrants will mitigate the rise of the old-age dependency ratio, but only if they only stay in the host country temporarily. Therefore, only selective and temporary labour migration will relieve the ‘burden’ of an ageing society.

Impact, Implications, Challenges of Accelerating Maternal Mortality Rates in Indonesia

This article discusses the impacts, implications and challenges of accelerating maternal mortality rates in Indonesia. Maternal Mortality Rate (MMR) in Indonesia is still a serious public health problem. MMR in Indonesia shows a downward trend throughout the 1991-2015 period. However, in 2012 the infant mortality rate increased again and then fell in 2018. Even though it shows a decline, the MMR in Indonesia is still relatively high and still above the MDGS target of 102 per 100,000 live births. MMR in Indonesia in 2021 compared to 2020. The impact of a high MMR is a decline in the productive and competitive workforce, a decline in social welfare and poverty, a decline in life expectancy and quality of life in society, a decline in fertility rates and population growth, which can affect the demographic structure and demographic bonus. and declining reproductive and nutritional health status of women and children. Meanwhile, the implications arising from a high MMR are implications in terms of health, social, economic and development status. The challenges faced by Indonesia in reducing MMR are the low health budget allocation, the lack of health facilities and personnel, low access to PONED (Basic Emergency Neonatal Obstetric Services) and PONEK (Comprehensive Emergency Neonatal Obstetric Services) facilities, high disparities in socio-economic levels, and low awareness and healthy living behavior in the community. The conclusion of this short article about the maternal mortality rate in Indonesia is that the maternal mortality rate in Indonesia is still high and has not yet reached the Sustainable Development Goals (SDGs) target set by the UN, namely 70 per 100,000 live births in 2030. This article recommends Reducing MMR requires comprehensive and collaborative efforts from all parties, including central and regional governments, health institutions, civil society organizations, academics, media and society.

Optimising Human Resource Information Systems in the Context of MSME Technology Management

This research explores the implementation of the Human Resource Information System (HRIS) in managing MSMEs, aiming to enhance operations and business development. The focus includes understanding the challenges of HRIS implementation, flexible workforce management strategies, and the benefits of adopting current technology. This research is hoped to provide valuable insights for MSMEs in leveraging HRIS for their business growth and efficiency. The research methodology used is survey design. Data was collected through a survey instrument consisting of scales to gather quantitative responses from business owners. The population of this study includes all entrepreneurs in Makassar, South Sulawesi, Indonesia, both those who have participated in government empowerment programs and those who have not. A purposive sampling technique was used to select 75 participants based on various criteria such as business type and background. The research findings affirm that optimizing HRIS in MSMEs can improve efficiency, productivity, and organizational performance. Technology-based HRM strategies, such as cloud-based software, mobile applications, and web-based platforms, can streamline HR processes and enhance workforce productivity. Human resource competencies play a crucial role in MSME development, and leveraging HRIS can optimize product and service marketing, contributing to MSME growth. The research emphasizes the importance of optimizing HRIS in MSME management. The results indicate that technology-based HRIS usage can enhance operational efficiency and workforce productivity. It is recommended that MSMEs invest in the latest HRIS technology and provide adequate employee training. These steps will support the growth and success of MSMEs in the current digital era.