Publication Search

Penilaian kinerja merupakan elemen krusial dalam manajemen sumber daya manusia (SDM) untuk memastikan efektivitas organisasi dan pengembangan karyawan. Namun, banyak sistem penilaian tradisional masih bergulat dengan masalah subjektivitas, kurangnya transparansi, dan minimnya fokus pada pengembangan. Penelitian ini bertujuan mengevaluasi sistem penilaian kinerja yang berlaku di Politeknik XXX dan mengusulkan kerangka model yang mengintegrasikan 360-Degree Feedback dan Critical Incident Technique (CIT) untuk mengatasi kelemahan tersebut. Menggunakan analisis survei deskriptif dan analisis kesenjangan (gap analysis) pada data Politeknik XXX , ditemukan bahwa sistem saat ini bersifat top-down, minim umpan balik multi-sumber (rekan sejawat dan mahasiswa 0%), lemah dalam pencatatan kejadian kritis (18.5% untuk prestasi, 29.6% untuk pelanggaran), serta memiliki skor komunikasi hasil penilaian (2.07/5.00), kepuasan, dan keadilan yang moderat (2.96/5.00). Kesenjangan signifikan teridentifikasi pada aspek transparansi (gap 2.29), orientasi perbaikan (gap 2.08), dan rekam kejadian kritis/CIT (gap 2.07). Implikasi dari temuan ini menunjukkan urgensi transformasi menuju sistem manajemen kinerja modern yang mengedepankan objektivitas, transparansi, dan pengembangan profesional berbasis data. Integrasi 360-Degree Feedback dan CIT diyakini mampu menyediakan perspektif holistik dan bukti perilaku faktual yang diperlukan untuk penilaian yang lebih adil dan formatif.

Kegiatan pengabdian kepada masyarakat ini bertujuan mengakselerasi kapasitas SDM pengelola BUMDes Tegar Mandiri Madulang melalui pendekatan Community Capacity Building (CCB). Metode yang digunakan meliputi pelatihan partisipatif, pendampingan, serta evaluasi berbasis pre-test dan post-test pada lima aspek kompetensi utama, yaitu manajemen usaha, tata kelola keuangan, pengembangan produk, pemasaran digital, dan jejaring kemitraan. Hasil analisis kebutuhan menunjukkan adanya kesenjangan kapasitas yang tinggi terutama pada aspek pemasaran digital, manajemen usaha, dan tata kelola keuangan. Implementasi CCB mampu meningkatkan kapasitas pengelola secara signifikan, ditunjukkan oleh kenaikan rata-rata skor dari 48,8% (pre-test) menjadi 81% (post-test) atau meningkat sebesar 32,2%. Peningkatan tertinggi terjadi pada aspek pemasaran digital (36%), diikuti tata kelola keuangan (35%) dan pengembangan produk (33%). Selain itu, terjadi perubahan nyata pada praktik pengelolaan, seperti tersusunnya rencana bisnis, pembukuan keuangan rutin, peningkatan jumlah produk inovatif, serta terbentuknya jejaring kemitraan strategis. Temuan ini menunjukkan bahwa pendekatan CCB efektif dalam mendorong lompatan kapasitas dan kinerja kelembagaan BUMDes secara berkelanjutan. Dengan demikian, model ini dapat direplikasi sebagai strategi penguatan ekonomi desa berbasis pemberdayaan komunitas.

An abstranct is a brief summary of a research article, thesis, review, conference proceeding or any-depth analysis of a particular subject or disipline, and is often used to help the reader quickly ascertain the paper purposes. When used, an abstract always appears at the beginning of a manuscript or typescript, acting as the point-of-entry for any given academic paper or patent application. Absatrcting and indexing services for various academic discipline are aimed at compiling a body of literature for that particular subject. Abstract length varies by discipline and publisher requirements. Abstracts are typically sectioned logically as an overview of what appears in the paper.

Penelitian ini menganalisis pengaruh Marketing Good Governance (MGG) terhadap efektivitas program pelatihan dan pengembangan karier karyawan, dengan pelatihan sebagai variabel mediasi. MGG dipng sebagai pilar strategis yang mengintegrasikan etika pemasaran dengan manajemen sumber daya manusia. Dengan pendekatan kuantitatif berbasis SEM-PLS, penelitian ini melibatkan 150 responden dari industri FMCG, jasa keuangan, dan teknologi informasi. Hasil menunjukkan bahwa MGG berpengaruh signifikan terhadap program pelatihan (β=0.645) dan pengembangan karier (β=0.324), serta pelatihan memediasi hubungan tersebut secara kuat (β=0.334). Temuan ini menegaskan bahwa tata kelola pemasaran yang transparan, akuntabel, dan adil tidak hanya meningkatkan reputasi eksternal perusahaan, tetapi juga memperkuat kompetensi internal dan kejelasan jalur karier karyawan. Kebaruan penelitian ini terletak pada integrasi disiplin pemasaran strategis dan manajemen SDM, yang menempatkan pelatihan sebagai jembatan antara tata kelola dan keberlanjutan karier. Implikasi praktisnya, perusahaan perlu menyinergikan kebijakan HR dan marketing berbasis tata kelola untuk menciptakan budaya kerja etis, meritokratis, dan berkelanjutan.  

This study aims to analyze the innovation of the use of e-SDM Applications in improving the quality of digital employee data management at the Surabaya City Human Resources Development Agency (BKPSDM). This study uses a qualitative approach with a case study method through data collection techniques such as in-depth interviews, direct observation, and supporting documentation. The research analysis refers to the success factor model of e-Government innovation according to Maulidhia J.P., which includes aspects of leadership, stakeholders, resources, technology and information, processes, goals and values, and laws and regulations. The results of the study indicate that the implementation of e-SDM Applications can improve work efficiency, data accuracy, transparency, and ease of access to employee information through an integrated digital system. This success is supported by leadership commitment, collaboration between stakeholders, and the availability of adequate resources. However, this study also found several challenges, including technical system and network constraints, the need to increase human resource capacity, and the need for continuous regulatory and SOP updates. Overall, e-SDM innovations have made a positive contribution to improving the quality of employee data management in government environments.

The creative economy industry serves as a strategic pillar of the national economy, experiencing significant transformation in the digital era. This study aims to comprehensively analyze the pattern of human resource (HR) competency gaps within priority subsectors of Indonesia's creative economy and formulate effective, multi-stakeholder development strategies. Employing a Systematic Literature Review (SLR) methodology, this research rigorously analyzes 30 scientific journal articles, government reports, and publications from global institutions published between 2014 and 2024. The findings delineate three primary clusters of competency gaps: (1) The Digital-Technical Competency Gap, encompassing deficiencies in data analytics, specialized software mastery, and digital content creation tools; (2) The Digital-Business Competency Gap, which includes shortcomings in digital financial literacy, online business model development, and management of digital intellectual property rights; and (3) The Social-Cognitive Competency Gap, highlighting needs in adaptability, complex problem-solving, and effective virtual collaboration. In response, this paper proposes an integrative strategic framework grounded in a collaborative multi-stakeholder approach. Key recommendations include revitalizing educational curricula through industry-embedded learning and micro-credential integration, developing agile and accessible training ecosystems featuring bootcamps and digital platforms, and fostering supportive policies through fiscal incentives and the alignment of national qualification frameworks with digital skill standards. The successful implementation of this synergistic strategy is expected to significantly enhance the adaptability, innovation capacity, and global competitiveness of Indonesia's creative workforce, thereby ensuring the sustainable growth of the creative economy sector in the face of rapid digital disruption.

This community service activity aims to socialize the development of Human Resource (HR) competencies in the Fashion Design Department at SMK Al Ihsan to face the transformation of the fashion industry based on digital technology. The main challenge faced is the gap (mismatch) between the school curriculum, which still focuses on conventional production techniques, and the needs of an industry that is now digital and automated. The method used in this activity is a participatory and educational approach that includes four stages: needs observation, delivery of theoretical material (lecturing), focused group discussions (FGD) accompanied by application demonstrations, and evaluation. The results of the activity show an increase in participants' understanding of concepts such as eco-fashion, the creative economy, as well as the introduction of digital technologies like 3D design applications (CLO3D) and digital pattern making. Through the integration of four competency pillars hard skills, soft skills, digital skills, and entrepreneurial skills it is expected that graduate profiles can transform from operational seamstresses into competitive fashionpreneurs in the global market. The conclusion of this activity emphasizes that the Link and Match strategy and mastery of technological literacy are key to effectively reducing the skills gap of students in the Industry 4.0 era.

This study aims to examine the role of human resource managers in strategic decision-making regarding employee training and development programs. The research method used is a literature study that analyzes various relevant theories and previous research findings. The results indicate that the role of HR managers has shifted from administrative functions to strategic business partners who are responsible not only for implementing training programs but also for long-term planning based on competency needs analysis. Factors such as leadership support, organizational culture, resource availability, and technological advancement significantly influence the quality of strategic HR decisions. Well-aligned and data-driven decisions enhance training effectiveness, employee motivation, and organizational productivity. This study highlights the importance of analytical capability, adaptive leadership, and digital technology utilization for HR managers to develop relevant and competitive training policies. The findings are expected to serve as a reference for organizations in formulating more targeted human resource development strategies that positively impact overall organizational performance.  

Kondisi lembaga pemasyarakatan di Indonesia masih menghadapi tantangan serius, seperti overcrowding dan tingginya angka residivisme. Program pembimbingan klien pemasyarakatan menjadi salah satu upaya strategis untuk menekan residivisme dan mendukung reintegrasi sosial, namun implementasinya dinilai belum optimal. Penelitian ini bertujuan untuk menganalisis efektivitas, hambatan, dan praktik terbaik dalam pembimbingan klien pemasyarakatan melalui pendekatan Systematic Literature Review (SLR). Sebanyak 27 artikel ilmiah (2018–2023) dipilih dari 512 artikel awal melalui proses PRISMA dengan tahap penyaringan berbasis kerangka PICO(C) dan quality assessment. Hasil kajian menunjukkan bahwa pembimbingan berbasis keterampilan vokasional, kewajiban lapor, dan pendekatan restorative justice secara signifikan mendukung kesiapan sosial dan ekonomi klien pasca bebas. Selain itu, pelibatan keluarga dan masyarakat mempercepat reintegrasi dan menekan potensi pengulangan tindak pidana. Namun demikian, masih terdapat hambatan struktural (minimnya SDM dan infrastruktur), sosial (stigma dan diskriminasi), serta individual (motivasi rendah dan gangguan psikososial). Penelitian ini merekomendasikan penguatan kapasitas petugas Pembimbing Kemasyarakatan (PK), penerapan pendekatan Risk-Need-Responsivity (RNR), serta kolaborasi lintas sektor sebagai langkah strategis. Temuan ini diharapkan menjadi rujukan dalam pengembangan kebijakan pembimbingan klien pemasyarakatan yang lebih efektif dan berkelanjutan di Indonesia.

Afrianto, A., Parjito, P., Rahma, E. A., & ... (2023). Rintisan desa cerdas: Penguatan literasi digital bagi Karang Taruna Neba. Prosiding Seminar.... https://e-journal.unmas.ac.id/index.php/senadiba/article/view/8417 Akbarinasasi, A., & Panduwinata, L. F. (2023). Pengaruh pengetahuan kewirausahaan, social skill, dan peluang usaha terhadap keberhasilan usaha angkringan. Nomicpedia: Journal of .... https://journal.inspirasi.or.id/nomicpedia/article/view/232 Anisti, A., Sidara, S., Veranus, V., & Imran, M. S. (2024). Tantangan literasi digital generasi Z: Kajian systematic literature review. Media Bahasa, Sastra, dan Budaya Bahana, 30(2), 152–161. https://doi.org/10.33751/wahana.v30i2.11870 Aribawa, D. (2016). Pengaruh literasi keuangan terhadap kinerja dan keberlangsungan UMKM di Jawa Tengah. Jurnal Siasat Bisnis, 20(1), 1–13. https://doi.org/10.20885/jsb.vol20.iss1.art1 Erstiawan, M. (2021a). Good corporate governance penyelenggara pendidikan dalam perspektif agency theory. Majalah Ekonomi, 26(1), 40–51. https://doi.org/10.36456/majeko.vol26.no1.a3952 Erstiawan, M. (2021b). Kepatuhan emiten dalam taksonomi extensible business reporting (XBRL). CAPITAL: Jurnal Ekonomi dan Manajemen, 5(1), 71–85. https://doi.org/10.25273/capital.v5i1.10308 Erstiawan, M. S. (2024). Menggali potensi diri bisnis santripreneur berbasis bimbingan teknis. ADIMA Jurnal Awatara Pengabdian Kepada Masyarakat, 2(4), 11–18. https://doi.org/10.61434/adima.v2i4.238 Erstiawan, M. S., & Y. R. (2022). Implikasi corporate social responsibility dalam perspektif akuntansi pada subsektor telekomunikasi. Jurnal Sosial Sains, 2(2), 385–396. https://doi.org/10.36418/sosains.v2i2.343 Erstiawan, M. S., et al. (2021). Efektivitas strategi pemasaran dan manajemen keuangan pada UMKM roti. Dikemas, 5(1), 57–61. https://doi.org/10.32486/jd.v5i1.574 Hodsay, Z. (2021). Pengaruh manajemen keuangan keluarga dan hasil belajar kewirausahaan pada era pandemi Covid-19 terhadap motivasi berwirausaha. Jurnal Neraca: Jurnal Pendidikan dan Ilmu Ekonomi Akuntansi, 5(1), 91–103. https://doi.org/10.31851/neraca.v5i1.5890 Kartini, T. M., Suhendra, S., Tan, E., & ... (2024). Pelatihan pengelolaan SDM di era digital pada Karang Taruna dan usaha kecil di Provinsi Jawa Barat. SABAJAYA Jurnal .... https://journal.sabajayapublisher.com/index.php/jpkm/article/view/346 Mendari, A. S., & F. S. (2019). Hubungan tingkat literasi dan perencanaan keuangan. Jurnal Moduk, 31(2), 227–240. Naufal, H. A. (2021). Literasi digital. Perspektif, 1(2), 195–202. https://doi.org/10.53947/perspekt.v1i2.32 Nurcahyawati, V., Wulandari, S. H. E., & Sutomo, E. (2020). Penerapan urun daya berbasis internet untuk pemenuhan bahan baku pada usaha kecil menengah (UKM) batik Sidoarjo dan UKM Mekar Sari Surabaya. Jurnal Pengabdian Kepada Masyarakat, 26(2), 84. https://doi.org/10.24114/jpkm.v26i2.16829 Oetama, S. (2022). Orientasi kewirausahaan terhadap keunggulan dalam bersaing. Google Books. https://books.google.com/books?hl=en&lr=&id=L1h-EAAAQBAJ Poerna Wardhanie, A., Naufal, A. Z., & Eko Wulandari, S. H. (2021). Perancangan strategi digital marketing dengan metode RACE pada layanan online food delivery berdasarkan perilaku pelanggan generasi Z. Journal of Technology and Informatics (JoTI), 3(1), 1–11. https://doi.org/10.37802/joti.v3i1.187 Rahmawati, E., Wardhanie, A. P., Wulandari, S. H. E., & Effendi, P. M. (2023). Pelatihan perancangan prototype aplikasi pemasaran untuk mendukung keikutsertaan Gen Z pada festival inovasi dan kewirausahaan siswa Indonesia (FIKSI). Jurnal Abdi Insani, 10(2), 1002–1011. https://doi.org/10.29303/abdiinsani.v10i2.939 Rinaldi, M., & Ramadhani, M. A. (2024). Peningkatan literasi perpajakan dalam kalangan UMKM: Langkah menuju kemandirian finansial. Eastasouth Journal of Effective Community Services, 2(03), 158–169. https://doi.org/10.58812/ejecs.v2i03.240 Sagirani, T., Effendi, P. M., Erstiawan, M. S., Eko Wulandari, S. H., & Rahmawati, E. (2025). AI untuk siswa: Pendekatan experimental learning dalam pengenalan artificial intelligence di tingkat SMA. Jurnal Pengabdian Masyarakat (ABDIRA), 5(3), 1014–1025. https://doi.org/10.31004/abdira.v5i3.846 Sagirani, T., Nugroho, L. E., Santosa, P. I., & Kumara, A. (2015). User experience model in the interaction between children with special educational needs and learning media. 2015 2nd International Conference on Information Technology, Computer, and Electrical Engineering (ICITACEE), 72–75. https://doi.org/10.1109/ICITACEE.2015.7437773 Septiani, R. N., & W. E. (2020). Pengaruh literasi keuangan dan inklusi keuangan terhadap kinerja UMKM di Sidoarjo (Doctoral dissertation, Udayana University). https://doi.org/10.24843/EJMUNUD.2020.v09.i08.p16 Slamet, S., & Sagirani, T. (2024). Peningkatan kesiapan kerja siswa SMK melalui pengembangan soft skills di SMKN 1 Sambeng Lamongan. Tekmulogi: Jurnal Pengabdian Masyarakat, 4(2), 79–90. Soebijono, T., & E. M. (2020). Peranan revolusi industri 4.0 terhadap mutu pendidikan sekolah menengah kejuruan jurusan akuntansi. Jurnal Bisnis Perspektif, 12(2), 115–122. https://doi.org/10.37477/bip.v12i2.97 Wardhanie, A. P., Kartikasari, P., & Wulandari, S. H. E. (2019). Analisis penggunaan media internet pada usaha mikro kecil menengah (UMKM) Jawa Timur untuk menembus pasar global dengan metode O2O. Jurnal Bisnis Terapan, 3(02), 179–188. https://doi.org/10.24123/jbt.v3i02.2513 Wulandari, S., & Rahmah, M. (2020). A survey on crowdsourcing awareness in Indonesia micro small medium enterprises. IOP Conference Series: Materials Science and Engineering, 769, 012016. https://doi.org/10.1088/1757-899X/769/1/012016

Penerapan konsep kota cerdas menjadi arah strategis dalam mengelola kompleksitas urbanisasi sekaligus meningkatkan kualitas sumber daya manusia agar lebih adaptif dan kompetitif. Namun, dalam praktiknya, masih ditemukan berbagai permasalahan seperti keterbatasan infrastruktur digital, rendahnya literasi teknologi masyarakat, serta belum optimalnya integrasi teknologi dalam tata kelola kota. Kesenjangan ini dapat menghambat upaya membangun SDM yang berdaya saing tinggi. Studi ini bertujuan untuk menganalisis bagaimana teknologi kecerdasan buatan dapat mendukung transformasi kota cerdas dalam kerangka peningkatan daya saing manusia. Metode yang digunakan adalah pendekatan deskriptif berbasis studi literatur, dengan fokus pada pemetaan peran kecerdasan buatan dalam mendukung pilar smart city: smart governance, smart economy, smart people, smart mobility, smart environment, smart society, dan smart living. Hasil kajian menunjukkan bahwa pemanfaatan kecerdasan buatan mampu mendorong efisiensi layanan publik, memperkuat sistem pendidikan berbasis personalisasi, mendukung analitik data untuk pengambilan keputusan, serta menciptakan ekosistem inovatif yang merangsang pengembangan kompetensi SDM. Selain itu, sinergi antara pemerintah, sektor industri, dan lembaga pendidikan menjadi kunci dalam memastikan bahwa transformasi digital yang dilakukan mampu menjangkau seluruh lapisan masyarakat secara adil dan berkelanjutan. Dengan pemanfaatan kecerdasan buatan secara inklusif dan etis, kota cerdas tidak hanya menjadi solusi teknologi, tetapi juga platform strategis dalam mencetak manusia yang unggul dan siap bersaing dalam era global.

The manufacturing industry is one of the key sectors that plays an important role in a country's economy. In facing the challenges of globalization and technological advancement, human resource (HR) development through training and development becomes crucial. This study aims to analyze HR development strategies in the manufacturing sector and their impact on workforce competencies. The methodology used is literature review and secondary data analysis. The results show that well-planned training and development programs can improve workforce productivity and quality. In addition, companies need to implement strategies that focus on the specific needs of the industry and employees. The conclusion of this study emphasizes the importance of investing in training and development to enhance the competitiveness of the manufacturing industry.

Performance management plays a central role in improving the effectiveness and efficiency of organizations, both in the public and private sectors. In modern government, the increasing public demand for quality, transparent, and accountable public services has encouraged comprehensive bureaucratic reform. The State Civil Apparatus (ASN) is now positioned as an agent of development that must be adaptive, innovative, and results-oriented. Performance management is no longer just a compliance-based evaluation tool, but rather an integrated strategic approach to drive organizational success on an ongoing basis. In line with Armstrong's (2009) view, the focus of modern performance management lies on developing the capacity of individuals and teams to create optimal contributions to the achievement of organizational goals.

The role of job training, self-efficacy, and human resource development (HRD) in improving employee performance is discussed in this study. The problem raised is how these three components can synergistically influence employee work efficiency, considering the many challenges faced by organizations in optimizing their human resource potential. The library method and literature review approach are used in this study. This involves the analysis of primary and secondary data from reliable international journals indexed by Scopus and national journals indexed by Shinta. These data were collected through a review of relevant literature covering theories and empirical research on self-efficacy, job training, HRD, and their effects on performance. The results of the study indicate that increasing employee motivation and confidence to complete assigned tasks is very important. Technical skills and adaptability to changes in the work environment are improved through competency-based job training. Meanwhile, an innovative and productive work culture is generated through continuous learning and mentoring programs. When used together, these three components can contribute to improving individual and organizational performance. According to this study, to maintain the sustainability and competitiveness of organizations in the modern era, a holistic approach to HR management is essential

Penelitian ini bertujuan mendeskripsikan upaya pengembangan sumber daya manusia dalam meningkatkan kualitas pelayanan publik di Dinas Perpustakaan dan Kearsipan Provinsi Kalimantan Timur menggunakan metode kualitatif deskriptif melalui pengumpulan data, observasi, wawancara, dan dokumentasi. Narasumber meliputi Kepala Bagian Dinas dan staf terkait. Penelitian yang dilaksanakan di Samarinda ini menerapkan teknik analisis data interaktif meliputi reduksi data, display data, dan verifikasi. Hasil penelitian menunjukkan bahwa kebijakan pengembangan sumber daya manusia di Dinas Perpustakaan dan Kearsipan belum memenuhi standar yang diharapkan, dengan kekurangan dalam pengambilan keputusan kebijakan, pembinaan, pengembangan, promosi, dan optimalisasi pengembangan koleksi. Motivasi dari pimpinan kepada staf perpustakaan serta pelatihan, pendidikan, dan pengalaman kerja yang memadai sangat diperlukan untuk mengembangkan pustakawan berkualitas. Penelitian ini menyarankan agar kebijakan pengembangan sumber daya manusia lebih memperhatikan aspek-aspek yang mendukung kesuksesan, seperti melengkapi perpustakaan dengan teknologi yang dapat meningkatkan kinerja pustakawan dan menghasilkan karya-karya terbaik.

Training and development of human resources (HR) is an important aspect in improving organizational capability. Organizational capacity is the power of an institution to achieve strategic goals through the proper utilization of available resources. This research aims to examine the extent to which HR training and development affect organizational capacity building. The method used is a literature review with a qualitative approach, studying various relevant previous studies. The results of the analysis show that HR training and development make a significant positive contribution to organizational capacity building in both the public and private sectors. The findings highlight the importance of continuous investment in training and development programs to improve organizational competitiveness and efficiency.  

Human resource development (HRD) is a fundamental pillar in the management of Islamic education, especially in the era of globalization and the industrial revolution 4.0. Islamic educational institutions are required to produce graduates who are not only religious but also competent, ethical, and adaptive. This study aims to identify effective HRD strategies to improve the quality of Islamic educational institutions. The research employs a qualitative approach with data collected through interviews, observations, and documentation in several Islamic educational institutions. The findings reveal that strategies such as training, internships, scholarships, mentorship, collaboration, performance evaluation, spiritual development, technology implementation, and innovation play vital roles. The integration of Islamic values in recruitment, training, and career development is also crucial. However, challenges such as limited funding, lack of competent human resources, and insufficient leadership attention remain obstacles. This study emphasizes the need for innovation in HRD to overcome these barriers. It is expected that the findings provide practical solutions for Islamic educational institutions to achieve educational goals, produce quality graduates, enhance competitiveness, and contribute positively to society.

Human resource (HR) planning and development is an important foundation in supporting the achievement of strategic organizational goals. This article comprehensively discusses the HR needs planning process in the managerial and operational context, as well as sustainable HR development strategies. The method used is a literature study with a descriptive approach to explore concepts, theories, and best practices in HR management. The results of the study indicate that HR planning not only includes recruitment and training, but also talent management, career development, and structured performance evaluation. On the other hand, HR development strategies focus on improving competencies through technical training, leadership development, and soft skills to face changes in the business environment. The synergy between planning, operational implementation, and HR development is very important to form an adaptive, competitive, and sustainable organization.  

The rapid transformation toward a digital economy has led to the emergence of the gig economy as a new form of employment relationship. This shift demands the development of new competencies among the workforce, particularly in digital economic literacy, which encompasses the ability to manage flexible income, understand platform-related risks, and optimize digital work opportunities. This study aims to explore the experiences of gig workers in building digital economic competencies and to analyze the challenges faced by educational institutions and human resource development (HRD) programs in preparing an adaptive workforce for this flexible work model. Employing a qualitative phenomenological approach, this study investigates the subjective experiences of gig workers in Indonesia. The findings reveal a significant gap between the digital economic competencies demanded by the new work ecosystem and the preparedness provided by formal education and vocational training systems. Based on these findings, the study recommends the development of HRD strategies centered on digital economic literacy, the adaptation of vocational education curricula, and the design of lifelong learning programs to strengthen workforce resilience in the era of the gig economy.

Suzuki Finance faces challenges in maintaining competitiveness in an increasingly competitive market. One of the key factors in gaining a competitive edge is effective Human Resource (HR) planning and development. This research aims to analyze the HR planning and development strategies implemented at Suzuki Finance to enhance the company’s competitiveness. Using a qualitative approach, this study identifies the policies and training programs implemented and their impact on improving employee skills and productivity. The results of the study indicate that HR planning strategies, based on market needs and continuous employee competency development, play a significant role in improving the company’s competitiveness in the financing industry.