INDUSTRIAL REVOLUTION 4.0: THE PROCESS OF RECRUITING QUALIFIED HUMAN RESOURCES
Article Sidebar
Read Counter : 13
Download : 16
Main Article Content
Abstract
The Industrial Revolution 4.0 brings changes in all aspects where all access and work involve technology and high optimization using AI and artificial intelligence. The industrial revolution 4.0 is also known as the technological revolution, whereas revolutions 1.0, 2.0, and 3.0 did not use technology. This process also involves changes in human behavior and life patterns. Individuals or human resources in a company must have high quality in line with the changes in the industrial revolution. To get quality human resources, of course, you have to go through a recruitment and selection process until you are selected to join an organization or company. The recruitment process itself currently also involves technology because it adapts to changes in the industrial revolution; this has been happening for a long time, including in Indonesia. The aim of this research is to see the influence of the industrial revolution on the process of conserving quality human resources. The method used is a literature study from previous related research; the journals used are journals from the last 10 years, and then a review process is carried out. Previous research illustrates that by following the industrial revolution, the conservation process will be more effective and efficient, and if companies or organizations do not follow the revolution, it will cause difficulties in obtaining quality human resources. The results of the literature review presented by us no longer need to send applications directly to the office; just send an email, and information about job openings can be obtained via digital and online platforms. This research still has shortcomings due to limited resources and research time. This research provides a contribution to organizations or companies as reference material, and it is hoped that further research can study it more deeply with more and more accurate sources.
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
This journal provides immediate open access to its content on the principle that making research freely available to the public supports a greater global exchange of knowledge.
IJAEB by Graduate Program of Universitas Tarumanagara is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.. Permissions beyond the scope of this license may be available at https://journal.untar.ac.id/index.php/ijaeb
References
Ammirato, S., Felicetti, A., Linzalone, R., & Corvello, V., & Kumar, S. (2023). Still our most important asset: A systemic review on human resources management in the midst of the fourth industrial revolution. Journal of Innovation & Knowledge, 8, 100403. https://doi.org/10.1016
Aqlia, A.N & Wales, E.I. (2022). Analysis of the rekrutmen of non-pns educators and education personnel in the state education unit. Daengku: Journal of Humanities and Social Science Innovation, 2(6), 916-923.
Badriyah, M. (2016). Manajemen Sumber Daya Manusia. Bandung: CV Pustaka Setia.
Berdykulova, G., Daineko, Y., Kamysbayev, M., Omarova, A., & Auken, V., & Abdinova, M. (2024). Digitalization of human resouces department: The experience of Kazakhstani enterprise. Procedia Computer Science, 231, 359-364. https://doi.org/10/1016
Chehro, A., Zimmermann, A., Schmidth, R., Masuda, Y. (2021). Theory and practice of implementing a succesful enterprise iot strategy in the industry 4.0 era. Procedia Computer Science, 192, 4609-4618. htpps://doi.org/10.1016
Fahmi, I. (2016). Pengantar Manajemen Keuangan. Bandung: Alfabeta.
Fernandez, C., Fernandez, A. (2020). AI and recruiting software: Ethical and legal implications. Paladyn, Journal of Behavioral Robotics, 11, 199-216. https://doi.org/10.1515/pjbr-2020- 0030.
Gerocky, D., Schmitt, M., Loskyll, M., Zuhlke, D. (2014). Human- machine-interaction in the industry 4.0 era. German Research Center for Artificial Intelligence (DFKI) Germany. 978-1: 4799-4905.
Hardiansyah, R & Danial, R.D.M & Nurmala, R. (2023). Efektivitas e-rekrutmen dan media sosial dalam meningkatkan minat pelamar kerja generasi z. Journal of Economic, Business and Accounting (COSTING), 7(1): 682-691.
Hartini. (2023). Digitalisasi Human Resources Era Revolusi Industri 4.0: An Overview.
Bandung: Cv. Media Sains Indonesia.
Heri, Sandika, F., Apriliani, F., Ramadhan, G., Adilah, H. (2021). Revolusi Industri 5.0 dalam perspektif ekologi administrasi desa. Jurnal Ilmiah Neo Politea FISIP Universitas Al-Ghifari, 2(1).
Ibrahim, W., Rusydan, W.M., Hassan, R. (2019). Rekrutmen trends in the era of industry 4.0 using artificial intelligence: Pro and Cons, 1, 16-21.
Idrus, S., Jihan, J., Rahman, A., Arta, D., Kespandiar, T. (2023). The evolution of human resources management: The necessity of facing industrial revolution 4.0. Komitmen: Jurnal Ilmiah Manajemen, 4, 91-97. https://doi.org/10.15575/jim.v4il.23726.
Ing Tay, S., Te Chuan, L., Aziati, A., Ahmad, A.N.A. (2018). An overview of industry 4.0: Defenition, component, and government initiatives. Journal of Advanced Research in Dynamical and Control Systems.
Iwan, C., Putra, C.K., Zabdi, D., Boy, E.I., Chandra, M.A., Febrianti, L.Y. (2023). Analisis pemanfaatan artificial intelligence dalam membantu proses perekrutan karyawan perusahaan. Jurnal Sains dan Teknologi.
James, A., Kumar, G., Tayal, P., Chauhan, A., Wadhava, C., Panchal, J. (2022). Analysis of human resource management challenges in implementation of industry 4.0 in Indian automobile industry. Technological Forecasting and Social Change, 176, 121483. https://doi.org/10.1016.
Jatmiko, Syams, M., Awalia, N. (2024). Peran teknologi informadi dalam proses rekrutmen pada perencanaan sumber daya manusia. Jurnal Ekonomi dan Bisnis, 4, 123-130. https://doi.org/10.56145.
Mukhtar, A & Masradin, M. (2023). Bagaimana teknologi era 4.0 menerapkan rekrutment? (kajian manajemen sumber daya manusia). Paraduta: Jurnal Ekonomi dan Ilmi-Ilmu Sosial, 1(2), 77-89.
Ortiz, J.H. (2020). Industry 4.0 – Current Status and Future Trends. London: United Kingdom.
Priyono. (2016). Manajemen Sumber Daya Manusia. Sidoarjo: Zifatama Publisher.
Rohida, L. (2018). Pengaruh era revolusi indsutri 4.0 terhadap kompetensi sumber daya manusia. Jurnal Manajemen dan Bisnis Indonesia, 6(1), 114-136.
Salvadarinho, J., Pintor, P., Moreira, J., Feire, M., Ferrira, N., Tiexeira, L. (2022). How to leverage distributed data to create an HR 4.0 platform to support workface management? A proposes solution based on the three industrial contexts. Procedia Computer Science, 204, 488-496. https://doi.org/10.1016.
Schlechtendal, J., Keinert, M., Kretschmer, F., Lechler, A., Verl, A. (2014). Making existing production system industry 4.0-ready. Production Engineering, 9, 1-6. https://doi.org/10.1007/s11740-014-0586-3.
Sharaburyak, V., Moreira, G., Reis, M., Silva, P., Au-Yong Oliveira, M. (2020). The use of social media in the recruitment process. https://10.1007/978-3-030-45688-7_17.
Sofiana, N.A & Wijayanti, R & Wokas, S.N.S & Supratikta, H. (2022). Planning rekrutmen and selection of human resources in improving employee perfomance in the era. Indonesian Development of Economics and Administration Journal, 1(2), 183-191.
Sucahyowati, H. (2020). Peran rekrutmen dalam menghasilkan sumber daya manusai berkualitas pada era revolusi industri 4.0. Saintara: Jurnal Ilmiah Ilmu-Ilmu Maritim, 4(2), 46-52.
Sunarto, A. (2020). Pengembangan sumber daya manusia dengan berbasis inovasi untuk menghadapu revolusi indsutri 4.0. Jurnal Ilmiah Manajemen, Ekonomi & Akuntansi (MEA), 4(2), 397-407.
Susan, E. (2019). Manajemen sumber daya manusia. Adaara: Jurnal Manajemen Pendidikan Islam, 9, 952-962. https://doi.org/10.35673.
Wati, R., A., Wahyudi, Komalasari, S. (2023). Proses rekrutmen dan seleksi: Potensi ketidakefektifan dan faktornya. Ushuluddin dan Humaniora, UIN Antasari Banjarmasin, 12(2).
Whang, S., Wan, J., Li, Di, Zhang, C. (2015). Implementing smart factory of industry 4.0: An outlok. International Journal of Dsitrubuted Sensor Networks, 2016, 10 pages.
Yudanto, D & Soeling, P.D. (2023). Strategy of rekrutmen and selection for Indonesian National Police (polri) candidates. Kkazanah Social, 5(1), 12-27.
Zega, I., Saniman, S & Syahputra, G. (2022). Sistem pendukung keputusan untuk rekrutmen android developer pada CV. KHz Technology menggunakan metode preference selection index. Jurnal Cyber Tech, 1(3).