Strategi MSDM sebagai Fondasi Pengembangan Entrepreneur Berbasis Teknologi: Sebuah Kajian Konseptual
DOI:
https://doi.org/10.30640/inisiatif.v5i1.5508Keywords:
Digital Agility, Digital Competencies, Digital HRM, HRM, Technology EntrepreneursAbstract
The development of digital technology has changed the way organizations and individuals develop businesses, making Human Resource Management (HRM) strategies essential in shaping technology-based entrepreneurs. The gap between the demand and availability of digital talent, as reported by Startup Genome (2024) and Kominfo (2023), highlights that the development of technology entrepreneurs relies not only on individual abilities but also on HRM systems capable of building digital competencies and digital agility. This study aims to analyze the role of HRM strategies in strengthening the capacity of technology entrepreneurs, as well as identifying key elements such as digital HRM and digital competencies. The research method uses a literature review, analyzing international journals, industry reports, and relevant academic sources. The analysis was conducted through content analysis to build a conceptual model of HRM strategies. The results show that the implementation of digital HRM, such as e-HRM, HRIS, and HR analytics, can enhance an organization's digital capabilities, speed up talent recruitment, and improve training and competency management effectiveness. Furthermore, the development of digital competencies through training and mentoring has been proven to enhance innovative abilities and the readiness of technology entrepreneurs. This research contributes theoretically by integrating the RBV theory, digital HRM, and entrepreneurial competencies into a conceptual framework, and practically, it serves as a reference for designing digital talent development strategies and technology-based entrepreneurial ecosystems.
References
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice (13th ed.). Kogan Page.
Bakker, A. B., & Demerouti, E. (2007). The job demands‐resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/02683940710733115
Barney, J., Wright, M., & Ketchen, D. J. (2001). The resource-based view of the firm: Ten years after 1991. Journal of Management, 27, 625–641. https://doi.org/10.1177/014920630102700601
Fika, N., & Zohriah, A. (2024). Manajemen sumber daya manusia dalam lembaga pendidikan. Ambura Journal of Educational Management, 5(1), 248–257.
Kraus, S., Durst, S., Ferreira, J. J., Veiga, P., Kailer, N., & Weinmann, A. (2022). Digital transformation in business and management research: An overview of the current status quo. International Journal of Information Management, 63, 102466. https://doi.org/10.1016/j.ijinfomgt.2021.102466
Kuhn, T. S. (1994). The structure of scientific revolutions (2nd ed., enlarged, 21st print.). International Encyclopedia of Unified Science. University of Chicago Press.
Latifah, N. W. (2023). Strategi manajemen sumber daya manusia dalam berwirausaha di era digitalisasi. 4(1).
Mahmudah, F. N., Baswedan, A. R., & Cahyono, S. M. (2023). Digital entrepreneurship competence of vocational students. Jurnal Pendidikan Teknologi Dan Kejuruan, 29(2), 1–16. https://doi.org/10.21831/jptk.v29i2.55497
Miftahul Jannah, A., Ibrahim, A. I., Idris, I., & Samudra, S. (2024). Strategi manajemen sumber daya manusia dalam meningkatkan kinerja tim pada usaha Wirman Sambal. Jurnal Publikasi Sistem Informasi dan Manajemen Bisnis, 3(2), 154–160. https://doi.org/10.55606/jupsim.v3i2.2790
Park, J.-H., & Kim, S.-J. (2025). Entrepreneurial competencies in the era of digital transformation: A systematic literature review. Digital, 5(4), 46. https://doi.org/10.3390/digital5040046
Park, Y. S., Konge, L., & Artino, A. R. (2020). The positivism paradigm of research. Academic Medicine, 95(5), 690–694. https://doi.org/10.1097/ACM.0000000000003093
Rahardjo, D. (2022). Manajemen sumber daya manusia (E. Zusrony, Ed.). Yayasan Prima Agus Teknik.
Renkema, M., Meijerink, J., & Bondarouk, T. (2022). Routes for employee-driven innovation: How HRM supports the emergence of innovation in a formalized context. The International Journal of Human Resource Management, 33(17), 3526–3559. https://doi.org/10.1080/09585192.2021.1913625
Rifai, A. A. (2020). Kontribusi peningkatan strategi MSDM meningkatkan kualitas kinerja organisasi untuk mencapai target keunggulan bersaing antar perusahaan. Jurnal Ekonomedia, 9(1), 101–112.
Rofaida, R., Suryana, A. N. A., & Perdana, Y. (2020). Strategi inovasi pada industri kreatif digital: Upaya memperoleh keunggulan bersaing pada era revolusi industri 4.0. Jurnal Manajemen dan Keuangan, 8(3), 402–414. https://doi.org/10.33059/jmk.v8i3.1909
Saura, J. R., & Bužinskienė, R. (2025). Behavioral economics, artificial intelligence and entrepreneurship: An updated framework for management. International Entrepreneurship and Management Journal, 21(1), 67. https://doi.org/10.1007/s11365-025-01076-7
Syahrani, A., Putri, A. K., & Sharon, A. (2025). Strategi manajemen sumber daya manusia untuk meningkatkan kinerja karyawan di era digital. Jurnal Manajemen dan Pemasaran Digital, 3(2). https://doi.org/10.38035/jmpd.v3i2
Wulandari, S. H. E., & Erstiawan, M. S. (2025). Pemanfaatan teknologi digital dalam pembekalan kewirausahaan siswa SMA sebagai upaya meningkatkan kemandirian ekonomi di era digital. Natural: Jurnal Pelaksanaan Pengabdian Bergerak bersama Masyarakat, 3(4), 1–15. https://doi.org/10.61132/natural.v3i4.1735
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Inisiatif: Jurnal Ekonomi, Akuntansi dan Manajemen
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
