Article Sidebar

Submitted
25 May 2022
Published
5 December 2022
Download
PDF
Statistic
Read Counter : 1979 Download : 3437

Main Article Content

Abstract

Changes in digitalization and automation show that a country has entered the Industrial Revolution Era 4.0. In its history, the Industrial Revolution has always brought many transformations, including a shift in the function of Human Resources (HR) to machines. Basically the main goal of HR management is to ensure that the organization has the appropriate HR knowledge and skills in the present and future, including changing jobs with the necessary competencies in the right positions. This study helps provide an understanding of cross-generational HR management in the Industrial Revolution 4.0 Era. Talent Management is the key to the challenges in the Industrial Revolution Era 4.0. This study uses literature studies obtained from reference reading sources related to the similarity of human resource conditions in Western countries and Indonesia across generations. It was found that there were similarities in the occurrence of historical phenomena in American, European countries including Indonesia that affected the Baby Boomers Generation, X and Y. The similarity of ways of working, mindset and values in each generation are the advantages of Talent Management in preparing the right competencies in facing the Industrial Revolution Era 4.0.

Keywords

Manajemen Sumber Daya Manusia, Revolusi Industri 4.0, Talent Management Human Resource Management Industrial Revolution 4.0 Talent Management

Article Details

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

How to Cite
Nopi Hidayat, Musa Hubeis, Anggraini Sukmawati, Eriyatno, & Bintang Akbar MB. (2022). Analisa Kondisi Sumber Daya Manusia Lintas Generasi pada Era Revolusi Industri 4.0 di Indonesia: Tinjauan Literatur. Jurnal Jaminan Kesehatan Nasional, 2(2), 87–108. https://doi.org/10.53756/jjkn.v2i2.58
Download Citation
Endnote/Zotero/Mendeley (RIS)
BibTeX

References

  1. Akkermans J, Brenninkmeijer V, Haufeli W B dan Blok R W B. (2014). It's All About Career Skills: Effectiveness of a Career Development Intervention for Young Employees. It's All About Career Skills: Effectiveness of a Career Development Intervention for Young Employees. Human Resource Management 2014 Wiley Periodicals, Inc. Published Online in Wiley Online Library
  2. Almira Fidela Artha. (2018). Revolusi Pemerintahan, Sudahkah Berevolusi? Kolokasi Adjektiva Kata “Indonesia” Dalam Coca dan Coha pada Periode Pemerintahan Orde Lama, Orde Baru dan Era Reformasi. Etnolingual, Vol. 2 No. 1, hal. 55-71.
  3. Baran M dan Klos M. (2014). Competency Models and The Generational Diversity of a Company.
  4. Beutell N J dan Wittig-Berman U. (2008). Work-Family Conflict and Work-Family Synergy for Generation X, Baby Boomers, And Matures. Journal Of Managerial Psychology, 23(5),507-523. Doi: Http://Dx.Doi.Org/10.1108/02683940810884513
  5. Bratton J dan Gold J. (2012). Human Resource Management Theory & Practice. Palgrave Macmillan.
  6. Caspi A, Robert BW dan Shiner RL. (2005). Personality development: stability and change. Annual review psychology. 56(1): 453–84.
  7. Cran C. 2014. 101 Ways to Make Generation X, Y & Zoomer Happy at Work. Jakarta (ID): Kepustakaan Populer Gramedia
  8. Creswell J W. (1998). Qualitatif Inquiry and Research Design. Sage Publications, Inc: California.
  9. Davies S J. (2017). Women in The Security Profession a Practical Guide for Career Development. Elsevier: The Boulevard, Langford Lane, Kidlington, Oxford Ox5 1gb, United Kingdom.
  10. Dawn S dan Biswas S. (2013). Talent Management: Designing Strategie 2013 S. Bi-Annual Journal of Asian School of Business Management.
  11. Downs L. (2015). Star Talent: Investing in High-Potential Employees for Organizational Success. Industrial And Commercial Training, Vol. 47 Iss 7 Pp. 349 - 355.
  12. Fadilah N. (2013). Menumbuhkan jiwa entrepreneurship muslim yang sukses. Eksis. 10(1): 81-94
  13. Farchan F. (2016). Tekknikal manajemen sumberdaya manusia strategik sebuah paradigma pengukuran kinerja. Risalah Jurnal Pendidikan dan Studi Islam. 1(1): 42-62
  14. Festing M dan Schafer, L. (2013). Generational Challenges to Talent Management: A Framework for Talent Retention Based on The Psychological-Contract Perspective. Journal Of World Business: Elsevier.
  15. Filipowicz, G. (2016). HR Business Partner. Koncepcja i praktyka. Warszawa: Wolters Kluwer.
  16. Fineman S. (2011). Organizing Age. Oxford: Oxford University Press.
  17. Freeman C dan Soete L. (2005). The Economic of Industrial Innovation. Routledge. The Uk.
  18. Friedman H H dan Friedman L. (1979). Endorser Effectiveness by Product Type. Journal of dvertising Research. 19(5): 67-71
  19. Gallardo-Gallardo E dan Thunnissen M. (2016), ‘Stranding on The Shoulders of Giants? A Critical Review of Empirical Tm Research’. Employee Relations, Vol. 38, No.1, Pp.3156.
  20. Ginsparg S. (2014). Millenials Now Competing with Younger and Older Generations For The Best Jobs. Red Alert Politics.
  21. Gorrell M. (2008). When Marketing Tourism, Age Matters, Expert Says. The Salt Lake Tribune, May 13.
  22. Grzybowska K dan Łupicka A. (2017). Key Competencies for Industry 4.0. Economics & Management Innovations (ICEMI) 1(1) (2017) 250-253.
  23. Guise J, Winter S, Flore S M, Regensteiner J G dan Nagel J. (2017). The Objective Of This Paper Is To Identify Structural Elements Of Organizations And Training That Promote Team Science. Journal of Clinical and Translational Science 1, Pp. 101–107 Doi:10.1017/Cts.2016.1.
  24. Hawkins D I, Mothersbaugh D L, dan Best R J. (2010). Consumer Behavior. 11th Ed., Irwin/Mcgraw-Hill.
  25. Hiltunen, M. (2017). Talent Management as a Strategic Practice For Supporting Employee Engagement. Thesis: University of Vaasa. Faculty Of Business Studies Department Of Management.
  26. Himmel B. (2008). Different Strokes for Different Generations. Rental Product News, 30 (7), 42-46.Http://Dx.Doi.Org/1.1109/Mcg.2015.45.
  27. Howe N dan Strauss W. 2000. Millennials Rising: The Next Great Generation. New York (US): Vintage.
  28. Jauhari V, Sehgal R dan Sehgal P. (2013). Talent Management and Employee Engagement: Insights from Infotech Enterprises. Journal Of Services Research, 13:1.
  29. Kantamneni N, Mc cain, M R C, Shada N, Hellwege M A dan Tate, J. (2016). Contextual Factors in The Career Development of Prospective First- Generation College Students: An Application of Social Cognitive Career Theory. Journal Of Career Assessment 1-14. University Of Nebraska–Lincoln, Lincoln, Ne, Usa.
  30. Kusmin K, Ley T dan Norak, P. (2018). Towards A Data-Driven Competency Management Platform for Industry 4.0. Ceur-Ws.Org/Vol-2025/Paper_Hci_4.Pdf.
  31. Lancaster L C dan Stillman D. (2002). When Generations Collide. Who They are. Why They Clash. How to Solve the Generational Puzzle at Work. New York: Collins Business.
  32. Lasi H, Fettke P, Kemper H G, Feld T dan Hoffmann M. (2014). Industry 4.0. Business & Information Systems Engineering, 6(4), 239 Dx.Doi.Org/10.1007/S12599-014-0334-4
  33. Lee J, Bagheri B, dan Kao H. (2015). A Cyber-Physical Systems Architecture for Industry 4.0-Based Manufacturing Systems. Society Of Manufacturing Engineers (SME). Published By Elsevier Ltd.
  34. Lewis L F dan Wescott H D. (2017). Multi-Generational Workforce: Four Generations United in Lean. Journal Of Business Studies Quarterly, Volume 8, Number 3.
  35. Lu Y. (2017). Industry 4.0: A Survey on Technologies, Applications and Open Research Issues. Y. Lu / Journal of Industrial Information Integration 6 (2017) 1–10.
  36. Meier dan Justin. (2010). Generation Y in The Workforce: Managerial Challenges. The Journal of Human Resource and Adult Learning 6 (1): 68–78
  37. Noble S M dan Schewe C D. (2003). Cohort segmenta an exploration of its validity. Journal of business research. 56(12): 979-989
  38. Oblinger D G dan Oblinger JL. (2005). Educating the Net Generation. Carolina (US): An Educause e-book publication.
  39. Parment dan Anders. (2013). Generation Y Vs. Baby Boomers: Shopping Behaviour, Buyer Involvement and Implications for Retailing. Journal Of Retailing and Consume Services Vol. 20
  40. Patino C M, Au D H, Lane C J, Buist A S dan Vollmer W M. (2016). Building Research Capacity in Middle and Low-Income Countries Through Research Methodology and Career Development Education. Poster Discussion Session / Wednesday, May 18/1:30 Pm-3:30 Pm / Room 304 (South Building, D102 Figuring Out What We Don't Know: Advances in Medical Education Esplanade Level) Moscone Center.
  41. Posada J, Toro C, Barandiaran I, Oyarzun D, Stricker D dan De Amicis R. (2015). Visual Computing as A Key Enabling Technology for Industry 4.0 And Industrial Internet. Computer Graphics and Applications, Ieee, 35(2), 26-40.
  42. Rudman D L dan Molke D. (2009). Forever Productive: The Discursive Shaping of Later Life Workers in Contemporary Canadian Newspapers. Work – A Journal of Prevention Assessment & Rehabilitation, 32, 377–389.
  43. Sahay P. (2014). Design Thinking In Talent Acquisition: A Practitioner’s Perspective.Strategic Hr Review. 13: 4/5.
  44. Salahuddin M M. (2010). Generational Differences Impact on Leadership Style and Organizational Success. Journal Of Diversity Management, 5(2), 1.
  45. Sari C P dan Prasetya A. (2017). Analisis Penerapan Strategi Dalam Talent Management Sebagai Upaya Perencanaan Suksesi dan Retainingtalent (Studi pada PT. Angkasa Pura I Kantor Cabang Bandara Juanda). Jurnal Administrasi Bisnis (Jab)|Vol. 50 No. 4 September 2017.
  46. Setyawati A. (2015). Manajemen Sumber Daya Manusia SDM 2. Retrieved December 4, 2017, From Teori Kuliah-Aswanti.
  47. Sheehan M, Grant K, dan Garavan T. (2017). Strategic Talent Management: A Macro and Micro Analysis of Current Issues in Hospitality and Tourism. Worldwide Hospitality and Tourism Themes. Emerald Insight.
  48. Shrour F, Ordires J dan Miragliotta. (2014). Smart Factories in Industry 4.0: A Review Of The Concept And Of Energy Management Approached In Production Based On The Internet Of Things Paradigm. Proceedings Of The 2014 Ieee Ieem.
  49. Siobhan N, Jill H dan Vicky C. (2017). A Career in Career - Understanding What Career Looks Like in The Career Development Sector. Careers Matters 5 (1) 20-21.
  50. Solnet D dan Hood A. (2008). Generation Y As Hospitality Employees: Framing A Research Agenda. Journal Of Hospitality and Tourism Management 15: 59–68.
  51. Sukhodolov Y A. (2018). The Notion, Essence, And Peculiarities of Industry 4.0 As A Sphere of Industry. Springer International Publishing Ag, Part of Springer Nature 2019 E. G. Popkov Et Al. (Eds.), Industry 4.0: Industrial Revolution of The 21st Century, Studies In Systems, Decision And Control 169,
  52. Tapscott D. (1998). Growing Up Digital. The Rise of the Net Generation. New York: McGraw
  53. Tonge B J. (1990). The Impact of Television on Children and Clinical Practice. Australian & New Zealand Journal of Psychiatry. 24(4): 552–560
  54. Turner P. (2018). Talent Management in Healthcare: Exploring How The World’s Health Service Organisations Attract, Manage And Develop Talent. Leeds Business School Leeds. Beckett University Leeds. Uk: Palgrave Macmillan.
  55. Valdez A C, Brauner P, Schaar A K, Holzinger A dan Zieflea M. (2015). Reducing Complexity with Simplicity-Usability Methods for Industry 4.0. Proceeding 19th Triennial Congress Of The Iea. Melbourne, Australia, Rwth Publications, Germany. 9-14.
  56. Williams dan Kaylene C (2010). Multi-Generational Marketing: Descriptions, Characteristics, Lifestyles, And Attitudes. Journal of Applied Business and Economics Vol.11
  57. Website: https://ihc.bpjs-kesehatan.go.id/ yang diakses pada Tanggal 25 Mei 2022, Pukul 11:30 WIB.
  58. Yee C, C Husna, R Rahman A dan Syakira A. (2015). The Relationship Between Training, Learning and Career Development Strategies on Engineers' Intention to Stay. Powerpoint Presentation.
  59. Zemke R, Raines C dan Filipczak. (2000). Generations at work: managing the clash of veterans, boomers, xers, and nexters in your. New York (US): Amazon.
  60. Zed M. (2014). Metode Penelitian Kepustakaan. Jakarta: Yayasan Obor Indonesia.