In a recent study published in “BIO Web of Conferences,” Pratiwi Mirza Ayunda from the Faculty of Maritime Economics and Business at Raja Ali Haji Maritime University delves into the transformative potential of Digital Human Resource Management (DHRM) systems within the maritime industry of Indonesia’s Riau Islands. The research highlights a significant shift toward digitalization in human resource practices, which is particularly crucial for sectors like marine tourism, fisheries, and port logistics.
Ayunda’s qualitative research, which includes interviews and observations with HR leaders, identifies eight critical areas where DHRM can be adopted. These areas encompass Digital Recruitment, Digital Performance Management, Digital Training and Development, Digital Communication, Employee Data Management, Digital Employee Engagement, Digital Diversity and Inclusion, and the Adoption of New Technology. This comprehensive approach not only streamlines recruitment processes but also enhances efficiency and allows for better tracking of performance metrics.
“The findings reveal significant opportunities for enhancing efficiency and improving objective performance tracking,” Ayunda notes, underscoring the potential benefits for maritime enterprises. By embracing DHRM, companies can expect to see a more agile workforce capable of adapting to the fast-paced demands of today’s maritime landscape.
However, the study does not shy away from addressing the hurdles that lie ahead. Challenges such as limited human resources, a reliance on centralized decision-making, and inadequate technological infrastructure pose significant barriers to the full implementation of these digital systems. Moreover, there tends to be a predominant focus on developing the seagoing workforce, which can overshadow other vital areas of personnel management.
Despite these challenges, the research emphasizes that overcoming these obstacles is essential for the maritime sector to fully leverage DHRM’s capabilities. “Addressing these challenges through targeted strategies will be essential for maximizing the benefits of DHRM,” Ayunda asserts, pointing to the need for a concerted effort to advance digital transformation in human resource practices.
For maritime professionals, the implications of this study are clear. The adoption of DHRM could lead to a competitive edge in a sector that is increasingly reliant on technology. By investing in digital solutions for HR management, maritime enterprises can not only enhance their operational efficiency but also foster a more engaged and diverse workforce. As the industry continues to evolve, those who adapt to these changes will likely find themselves at the forefront of innovation and success.
In summary, Pratiwi Mirza Ayunda’s research sheds light on the pivotal role of DHRM in the maritime industry, presenting both challenges and opportunities. As the sector navigates its digital future, the insights shared in this study could serve as a valuable roadmap for maritime enterprises looking to thrive in an increasingly competitive environment.
