Publication Search

The rapid development of the digital era requires human resources to not only master software, but also understand hardware infrastructure. This community service program aims to improve the technical competence and digital literacy of the people of Pati Regency through a PC assembly and optimization workshop. The method used is the Participatory Action Learning Sistem (PALS), in collaboration with "Pati Tech" as an industry partner, and utilizing the campus computer laboratory as a training center. Activities consisted of orientation, planning, and hands-on practice in PC assembly. The results of the community service program showed a significant increase in the technical skills of participants, as reflected in the average pre-test score of 52.5 which increased to 86.4 in the post-test. Participants are now able to assemble and optimize sistem independently. The implication of this activity is the formation of independent digital talents who can manage digital infrastructure, which is expected to support the development of the local creative economy in Pati Regency. This program contributes to improving technological skills relevant to the needs of the digital market.

This study examines the dynamics of Data Driven Policy implementation in Indonesia, which faces a disconnect between the ambitions of digital regulation and the reality of execution on the ground. Using a qualitative approach with the Three Lenses of Evidence-Based Policy analysis framework (Head, 2008), this study examines the interaction between scientific evidence, political considerations, and professional practices in government data governance. The results show that although legal infrastructure such as Satu Data Indonesia (SDI) has been established, its effectiveness is hampered by structural barriers: the dominance of sectoral egos and a culture of intuitive decision-making (political lens), as well as a mix of digital talent and resistance from a paternalistic bureaucratic culture (practical lens). These findings confirm that data fragmentation and cybersecurity incidents are not simply technical failures, but rather systemic governance failures. Therefore, this study recommends a “soft reform” strategy that integrates the enforcement of technical standards, budget incentive mechanisms, and digital leadership transformation to align data validity with the political realities of the bureaucracy.

Digital transformation has brought about major changes in leadership patterns, especially in the public sector. In this context, digital leadership is key for leaders to drive innovation and adaptation to technological developments. However, the success of digital leadership is also inseparable from democratic leadership values that emphasize participation, openness, and collaboration. The synergy between these two values is an important foundation for building an effective and humanistic leadership style in the digital age. This study aims to analyze the role of Dedi Mulyadi's digital leadership in developing digital talent through the 2025 Jabar Istimewa Digital Academy (JIDA) program in West Java. The approach used is qualitative with a literature study method, sourced from 14 scientific journals and three official news reports. The results of the study show that Dedi Mulyadi applies a visionary, adaptive, and collaborative digital leadership style. Democratic values are also evident through a participatory approach that involves the community, educational institutions, and the industrial sector in the implementation of the JIDA 2025 program. This program has proven to strengthen digital literacy, expand access to technology training, and improve the readiness of West Java's human resources in facing the challenges of the digital economy. Thus, digital leadership combined with democratic principles plays an important role in realizing inclusive, competitive, and sustainable human resource development in the era of digital transformation.

To respond to the challenges and needs of contemporary society, the public sector must rapidly adapt to digital transformation. The objective of this research is to examine relevant and adaptive human resource development strategies for the digital ecosystem and to evaluate how they impact the quality of public services in the era of technological disruption. This research uses a descriptive qualitative approach with a literature review and policy analysis. It analyzes best practices from government institutions, both national and international, in developing human resources oriented towards the digital era. Key findings indicate that optimizing human resources requires not only improving technological capabilities or digital expertise; it also requires reconstructing leadership paradigms, flexible organizational cultures, and implementing meritocratic systems and data-driven performance management. It is evident that technologies such as big data analytics, artificial intelligence (AI), and the Internet of Things (IoT) can help improve public services, but the success of these technologies depends heavily on the capabilities and readiness of the employees who manage these systems. An integrated digital talent ecosystem must be built, encompassing continuous training (learning for life), collaboration between government, academia, and business (the triple helix model), and a regulatory framework responsive to technological developments. Furthermore, it is emphasized that developing digital integrity and ethics is crucial as a pillar of good governance in the digital era. Optimizing human resource development strategies systematically and sustainably will enable Indonesia to improve the efficiency of public services and strengthen the competitiveness of its bureaucracy globally. By 2045, adaptable, innovative, and highly integrated human resources will be the primary drivers of a digital government transformation that is inclusive, responsive, and future-oriented.

Digital technology is beneficial in running a business in production, marketing, and finance. However, not all business actors have used digital technology and the digital economy to help run their businesses, especially micro and small business actors. This study aims to investigate the role of digital technology literacy and the digital economy in encouraging the interest of micro and small business actors to use digital technology that will drive the sustainability of their businesses. The survey was conducted on 162 micro and small business actors in Banten province. This study uses the technology acceptance model (TAM) theoretical framework. In this research, data analysis using SEM-PLS. The study results show that digital technology and economic literacy significantly affect perceived Ease of use and usefulness. Digital technology literacy has an effect on business sustainability, but digital economic literacy has no effect. Perceived Ease of use and perceived usefulness significantly affect the intention to use. Intention to use has a significant effect on business sustainability. This research also strengthens the role of TAM as a mediating variable for business sustainability variables. This research provides scientific insights in the field of digital technology and business sustainability, as well as provides practical insights for business actors and the government.

This paper examines the impact of innovative Human Resource Management (HRM) strategies on organizational success in the digital era. Over time, companies have increasingly adopted advanced technologies, including the internet, modern devices, social networks, e-learning, and digital platforms, to enhance employee performance and drive growth. These tools have positioned HRM as a critical factor for ensuring organizational survival and competitiveness in a technologically advanced world. The study highlights the effects of digital applications on HR processes such as recruitment, promotion, performance evaluation, employee satisfaction, and staff retention. It emphasizes the need for further development in HR practices to address challenges and seize opportunities in the digital context. The findings reveal that leveraging technology in HRM improves organizational efficiency, enhances employee satisfaction, and supports the development of an adaptable and innovative workforce essential for thriving in a dynamic digital workplace.

The discovery of various efficient technologies has become a benchmark in development in all sectors. Artificial Intelligence (AI) and the Internet of Things (IoT) are growing rapidly. This study aims to determine the analysis of the technological adaptability of countries in the world and its comparison to readiness in Indonesia. This is because the ability to adapt technology has a close relationship to the economy in a country, both in terms of economic contribution and the labor market sector. This research uses data with parameters such as Gross Market Value (GMV), Global Connectivity Index (GCI), and GDP. As well as data on industry development in Indonesia. This research was conducted with a descriptive analysis method that uses content analysis steps to interpret the results of existing statistical exposure. The results of the research analysis show that a very significant government policy today is an investment in technology and communication infrastructure. Then to boost the economy, financing is the most needed factor today. Readiness to meet the demographic bonus can be done by developing the digital skills of the workforce in all sectors. Therefore, infrastructure, financing, and scientific integration of technology are the most crucial policies today.