ANALISIS PENGARUH GREEN HR, KEBERAGAMAN, DAN INKLUSI DALAM PENGELOLAAN SDM ERA DIGITAL
Abstract
Green Human Resource (Green HR), keberagaman, dan inklusi memainkan peran penting dalam pengelolaan SDM di era digital. Transformasi digital mendorong perusahaan untuk mengintegrasikan prinsip keberlanjutan, keadilan, dan keragaman melalui praktik Green HR yang mendukung inovasi, efisiensi, dan kesadaran lingkungan. Inklusivitas menjadi esensial untuk memastikan akses yang merata terhadap teknologi dan penerapan kebijakan ramah lingkungan, yang mendukung keberlanjutan bisnis jangka panjang. Penelitian ini menggunakan metode literature review dengan menganalisis 40 jurnal yang relevan. Hasil dari penelitian ini menunjukkan bahwa Green HR, keberagaman, dan inklusi berpengaruh positif terhadap pengelolaan SDM era digital.
References
Aassouli, D., Shah, M.E. (2022). Aligning Sustainability Integration, Digitalization and Inclusivity for Green, Sustainable Recovery. JIPM (Journal of Infrastructure Policy and Management), 5(1), 39-47. doi:10.35166/jipm.501.0024.
Ahuja, D. (2015). Green HRM: Management of people through commitment towards environmental sustainability. International Journal of Research in Finance and Marketing, 5(7), 50-54. https://www.indianjournals.com/ijor.aspx?target=ijor:ijrfm&volume=5&issue=7&article=008&type=pdf.
Al-Ghalabi, R. R., Alsheikh, G. A. A., Al-Shamaileh, L. R., & Altarawneh, A. (2024). Impact of digital HR technology between green human resources and environmental performance in Jordanian banks. Heritage and Sustainable Development. 6(1), 267–286. https://doi.org/10.37868/hsd.v6i1.512.
Al-Mansoori, R. S., Naiseh, M., Al-Thani, D., & Ali, R. (2021). Digital Wellbeing for All: Expanding Inclusivity to Embrace Diversity in Socio-Emotional Status. 34th British HCI Conference, London, UK, July 30-31. doi: 10.14236/ewic/HCI2021.27.
Barboza, C. (2018). HRM in The Digital Age: Consequences and Performance. International Journal of Engineering and Management Research, 8(3), 172-176.
Bianchi, P., De Propris, L., & Labory, S. (2024). People-centred policies for a just transition (digital, green and skills). Contemporary Social Science, 19(1–3), 262–282. doi: 10.1080/21582041.2024.2351479.
Caldwell, C., Anderson, K. H., Rutledge, T. (2023). Diversity, Equity, and Inclusion – Insights from a Justice Perspective. Business and Management Research. doi: 10.5430/bmr.v13n1p1.
Chandrakala, B. M., Sontakke, V., Honnaiah, S., Kumar, T., Balasubramani, R., & Verma, R. M. (2024). Harnessing Online Activism and Diversity Tech in HR Through Cloud Computing. Advances in Computational Intelligence and Robotics Book Series, 151-182. doi: 10.4018/979-8-3693-5533-6.ch006.
Chitrao, P. V. (2015). Strategic HR for Sustainable Business in Technology Driven 21st Century. Indian Journal of Science and Technology, 8, 69-75. doi: 10.17485/IJST/2015/V8IS4/60356.
Gehrels, S., & Suleri, J. (2016). Diversity and inclusion as indicators of sustainable human resources management in the international hospitality industry. Research in Hospitality Management. 6. 61-67. doi: 10.2989/RHM.2016.6.1.8.1296.
Gilli, K., Letner, N., Guettel, W. H. (2023). The future of leadership: new digital skills or old analog virtues? Journal of Business Strategy. doi: 10.1108/jbs-06-2022-0093.
Hossen, M. M., Begum M., Sultana, F. (2018). Managing human resource through green policy: ways out and its implication. TRIKONOMIKA, 17(2), 49–58. doi: 10.23969/trikonomika.v17i2.1093.
Imtiaz, U., Dilawar, B., & Cheema, S. (2023). Assessing the Influence of Green HR Strategies on Company Sustainability and Employee Job Continuity. Pakistan Social Sciences Review, 7(4), 280–285. doi: 10.35484/pssr.2023(7-IV)25.
Jamal, T., Zahid, M., Martins, J. M., Mata, M. N., Rahman, H. U., & Mata, P. N. (2021). Perceived Green Human Resource Management Practices and Corporate Sustainability: Multigroup Analysis and Major Industries Perspectives. Sustainability, 13(6), 3045. doi: 10.3390/su13063045.
Lal, P. (2015). Transforming HR in the digital era. Human Resource Management International Digest, 23(3), 1-4. doi: 10.1108/HRMID-03-2015-0051.
Lewerenz, B. W., & Feltes, I. V. (2022). Empowering Digital Innovation by Diverse Leadership in ICT – A Roadmap to a Better Value System in Computer Algorithms. Humanistic Management Journal, 7(1), 1-18. doi: 10.1007/s41463-022-00123-7.
Li, W. & Pang, W. (2023). The impact of digital inclusive finance on corporate ESG performance: based on the perspective of corporate green technology innovation. Environmental Science and Pollution Research 30(24):1-14. doi: 10.1007/s11356-023-27057-3.
Mihalcea, A. (2017). Employer Branding and Talent Management in the Digital Age. Management Dynamics in the Knowledge Economy Journal, 5(2), 289-306. doi: 10.25019/MDKE/5.2.07.
Mitra, S. S., & Hembrom, A. (2020). Green HRM-The impetus to organizational and environmental sustainability. 2(1), 13–17. doi: 10.33545/26633213.2020.v2.i1a.32
Namboothiri, D. V. (2016). Understanding Green HRM as a Strategic Initiative to Implement Environment-Friendly Practices thereby Preserving Intellectual Capital. National Journal of Management and Technology, 6, 44–49. http://www.i-scholar.in/index.php/AADYA/article/download/121983/110435.
Naya, P. T. (2022). The era of inclusivity: employees driving green human resource management toward sustainable prosperity. UCL Institute for Global Prosperity. doi: 10.14324/000.wp.10153088.
Nijhawan, G. (2014). Green Hrm-A Requirement For Sustainable Organization HUMAN RESOURCE. Indian Journal of Research, 3(10), 69-70. doi: 10.1108/IJOA-11-2016-1079.
Niu, S., Park, B. I., & Jung, J. S. (2022). The Effects of Digital Leadership and ESG Management on Organizational Innovation and Sustainability. Sustainability, 14(23), 15639. doi: 10.3390/su142315639.
Parushina, N. V., Lytneva, N. A., Astratova, G., Rudakova, O. & Fedorova, T. (2023). Digital vector of work environment inclusion in the energy sector: Information, indicators and data analysis. AIP Conf. Proc., 2700(1), 050006. doi: 10.1063/5.0126274.
Prasad, Dr. KDV., & Mangipudi, M. R. (2022). The Effect of Green Human Resource Management on Employee Eco-Friendly Behaviour, Employee Environment-Friendly Response and Organizational Sustainability: An Empirical Study Concerning IT Industry in Hyderabad Metro. Global Journal of Management and Business Research, 22(4), 31-42. doi: 10.34257/gjmbravol22is4pg31.
Prifti, K. P., & Koli, Z. (2023). Future Human Resources, Technologically Engaged. Journal of Production, Operations Management and Economics, 3(1), 34-43. doi:10.55529/jpome.31.34.43.
Rachma, Y., Sutarman, A., Andayani, D., Haryani, H., & Johnson, A. S. (2024). Analysis of HR career development strategies in the era of artificial intelligence. 2024 3rd International Conference on Creative Communication and Innovative Technology (ICCIT), Tangerang, Indonesia, August 7-8. doi: 10.1109/ICCIT62134.2024.10701126.
Setyaningrum, R. P., & Muafi, Muafi. (2023). Green human resource management, green supply chain management, green lifestyle: Their effect on business sustainability mediated by digital skills. Journal of Industrial Engineering and Management, 16(1), 1-1. doi: 10.3926/jiem.4152.
Sharma, A. (2016). Managing diversity and equality in the workplace. Cogent Business & Management. 3(1). doi: 0.1080/23311975.2016.1212682.
Sharma, A. (2023). The Impact of Diversity and Inclusion Initiatives on Organizational Performance: A Quantitative Study. Psychology and Education Journal, 55(1), 369-376. doi: 10.48047/pne.2018.55.1.46.
Shayegan, S., Bazrkar, A. & Yadegari, R. (2023). Realization of Sustainable Organizational Performance Using New Technologies and Green Human Resource Management Practices. Foresight-Russia 17(2):95-105. doi: 10.17323/2500-2597.2023.2.95.105.
Solanki, A. (2016). Go green with green human resource management practices. Abhinav-National Monthly Refereed Journal of Research in Commerce & Management, 5(6), 13-16.
Soviana, H. D., Zainal, V. R., Nawangsari, L. C. (2022) Green Human Resource Management Conceptual Approaches. COMSERVA, 2(6), 742-747. doi: 10.59141/comserva.v216.371.
Srinivasan, D. (2019). A Study on Green Human Resource Practices in IT Industry. Journal of Emerging Technologies and Innovative Research.
Taruna, & Rao, R. (2016). Emergence of Green HRM in Modern Era. Global Journal for Research Analysis. doi: 10.36106/gjra.
Venkatesh, P. (2017). Human Resource Development in Digital Era-A Big Shift. AMBER – ABBS Management Business and Entrepreneurship Review, 8(2), 90-96. doi: 10.23874/AMBER/2017/V8/I2/16612.
Verma, R. S., Bharti, Urmila., & Tripathi, U. (2022). Digital era and its impact on leadership transformation. Sachetas, 1(2), 36-41. doi: 10.55955/120003.
Walkowiak, Emmanuelle. (2023). Digitalization and inclusiveness of HRM practices: The example of neurodiversity initiatives. Human Resource Management Journal, 34(3), 578-598. doi: 10.1111/1748-8583.12499.
Wijayawardena, K. (2022). Embedding ethics of care into sustainable human resource management to foster gender inclusive work culture in engineering. University of Colombo Review. 3(1), 3-19. doi: 10.4038/ucr.v3i1.56.
Yantyo, P., Maulana, S. (2016). Fostering and Advancing Inclusion and Diversity as Corporate's Key Strategies to Sustain in Global Competitiveness. Atlantis Press: Advances in Economics, Business and Management Research. doi: 10.2991/gcbme-16.2016.177.
