AI-Based Human Resource Management Information System Design To Improve Organization Agility Presenting Society 5.0

Authors

  • ID M. Refky Ramadan Master of Management Program, Postgraduate Program, Universitas Islam Kalimantan Muhammad Arsyad Al Banjari (UNISKA MAB), Banjarmasin Indonesia Author
  • ID Syahrial Shaddiq Master of Management Program, Postgraduate Program, Universitas Islam Kalimantan Muhammad Arsyad Al Banjari (UNISKA MAB), Banjarmasin Indonesia Author
  • ID Khuzaini Master of Management Program, Postgraduate Program, Universitas Islam Kalimantan Muhammad Arsyad Al Banjari (UNISKA MAB), Banjarmasin Indonesia Author
  • ID Zakky Zamrudi Master of Management Program, Postgraduate Program, Universitas Islam Kalimantan Muhammad Arsyad Al Banjari (UNISKA MAB), Banjarmasin Indonesia Author

DOI:

https://doi.org/10.66914/b6c3qt66

Keywords:

human resource, management information system, artificial intelligence, organization agility, social 5.0, digital transformation

Abstract

This study aims to design an Artificial Intelligence (AI)-based Human Resource Management Information System (HRMIS) to enhance organizational agility in supporting the implementation of Society 5.0. The study employed a library research method with a descriptive qualitative approach by analyzing relevant books, scientific journals, and academic publications related to human resource management, management information systems, artificial intelligence, and Society 5.0. The findings indicate that integrating AI into an HRMIS can optimize recruitment processes, employee data management, performance evaluation, competency mapping, training recommendations, and real-time decision support. Furthermore, the proposed system enhances the efficiency and effectiveness of human resource management while enabling organizations to respond more quickly and adaptively to dynamic environmental changes. Consequently, an AI-based HRMIS serves as a strategic solution for fostering organizational agility and supporting the realization of a human-centered, innovative, and sustainable Society 5.0.

 

Downloads

Download data is not yet available.

References

Braun, V., & Clarke, V. (2021). Thematic analysis: A practical guide. SAGE Publications.

Breque, M., De Nul, L., & Petridis, A. (2021). Industry 5.0: Towards a sustainable, human-centric and resilient European industry. European Commission.

Budhwar, P., Chowdhury, S., Wood, G., Aguinis, H., Bamber, G. J., Beltran, J. R., Boselie, P., Paauwe, J., & Varma, A. (2023). Human resource management in the age of generative artificial intelligence: Perspectives and research directions. Human Resource Management Journal, 33(4), 606–659.

Chowdhury, S., Dey, P. K., Joel-Edgar, S., Bhattacharya, S., Rodriguez-Espindola, O., Abadie, A., & Truong, L. (2023). Unlocking the value of artificial intelligence in human resource management through organizational capability. Journal of Business Research, 157, 113593.

Creswell, J. W., & Poth, C. N. (2018). Qualitative inquiry and research design: Choosing among five approaches (4th ed.). SAGE Publications.

European Commission. (2021). Industry 5.0: Towards a sustainable, human-centric and resilient European industry.

Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2022). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). SAGE Publications.

Jatobá, A., Santos, J., Gutiérrez-Franco, E., Ishikawa, T., & Costa, R. (2023). Artificial intelligence in human resource management: Trends, opportunities, and ethical challenges. AI, 4(2), 341–360.

Danty Amira. “PENGARUH MOTIVASI KERJA, MANAJEMEN WAKTU, DAN STRES KERJA TERHADAP KINERJA PEKERJA PARUH WAKTU YANG BERSTATUS MAHASISWA DI KOTA MALANG.” Jurnal Ilmiah Mahasiswa FEB, no. Vol 7, No 1: Semester Ganjil 2018/2019 (2018). https://jimfeb.ub.ac.id/index.php/jimfeb/article/view/5387/4734.

fahmi rizal and zahara tussoleha rony. “Strategi Inovatif Dalam Pengelolaan Sumber Daya Manusia: Meningkatkan Kinerja Organisasi Di Era Digital.” Jurnal Ekonomi Manajemen Sistem Informasi 5, no. 3 (2024).

hasan, muhammad. Metode Penelitian Kualitatif. Tahta media grub, 2022.

Muhammad Asir, Rizqy Aiddha Yuniawati, Klemens Mere, Karina Sukardi, and Muh. Abduh. Anwar. “Peran Manajemen Risiko Dalam Meningkatkan Kinerja Perusahaan: Studi Manajemen Sumber Daya Manusia.” Entrepreneurship Bisnis Manajemen Akuntansi (E-BISMA), June 4, 2023, 32–42. https://doi.org/10.37631/ebisma.v4i1.844.

muhammad hasbi nasution. “Telaah Kritis Berbagai Risiko SDM Dalam Mempertahankan Kelangsungan Perusahaan.” Jurnal Bonanza Manajemen Dan Bisnis, 2020.

Mulyati, Sri and Nurfauziah. “Pengaruh Penerapan Manajemen Risiko Terhadap Kinerja Keuangan (Studi Pada Bank Umum Kelompok Usaha).” Jurnal Kebijakan Ekonomi Dan Keuangan, August 6, 2024, 51–59. https://doi.org/10.20885/JKEK.vol3.iss1.art7.

priyono and marnis. Manajemen Sumber Daya Manusia. Zifatama publisher, 2008.

Ridho Alfi Fajar Hidayat, M. Rafli Lingga, Rushel Hardi, Abdul Haris Veriyadna, and Arsyadona Arsyadona. “Efektivitas Manajemen Risiko Sumber Daya Manusia Dalam Menghadapi Risiko Keamanan Data Karyawan Di Sektor Teknologi.” Manajemen Kreatif Jurnal 3, no. 1 (2024): 01–09. https://doi.org/10.55606/makreju.v3i1.3557.

Ridho Alfi Fajar Hidayat, M. Rafli Lingga, Rushel Hardi, Abdul Haris Veriyadna, and Arsyadona Arsyadona. “Efektivitas Manajemen Risiko Sumber Daya Manusia Dalam Menghadapi Risiko Keamanan Data Karyawan Di Sektor Teknologi.” Manajemen Kreatif Jurnal 3, no. 1 (2024): 01–09. https://doi.org/10.55606/makreju.v3i1.3557.

Wahyu Yuda Pradana, Arba Sunur, Bima Andika, M Farid Abrar, and Arsyadona Arsyadona. “Peran Sumber Daya Manusia Dan Strategi Meminimalkan Risiko Untuk Meningkatkan Kinerja Perusahaan.” JURNAL RUMPUN MANAJEMEN DAN EKONOMI 2, no. 1 (2025): 335–44. https://doi.org/10.61722/jrme.v2i1.3721.

Downloads

Published

2026-07-11

Issue

Vol. 2 No. 7 (2026): Sinergi: Jurnal Ilmiah Multidisiplin

Section

Articles

License

Copyright (c) 2026 M. Refky Ramadan, Syahrial Shaddiq, Khuzaini, Zakky Zamrudi (Author)

Creative Commons License

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