In recent years, global HR trends have emphasized adaptability, digital transformation, and talent management to meet dynamic workforce demands. Lawler and Boudreau (2018) identify the increasing importance of data-driven decision-making and strategic HR practices that align with organizational goals, underscoring the need for benchmarking human capital strategies (Lawler & Boudreau, 2018).
Cascio and Boudreau (2016) highlight talent globalization as a core HR trend, advocating for competence development programs to enhance cross-border workforce capabilities (Cascio & Boudreau, 2016). Additionally, Ammons (2015) stresses the role of performance benchmarking in public sector HR, suggesting that consistent evaluation of HR metrics can lead to improved service delivery and organizational efficiency (Ammons, 2015).
Kapoor and Sherif (2012) discuss the integration of HR information systems to streamline operations and provide real-time data for strategic decisions, a benchmark for digitalized HR practices (Kapoor & Sherif, 2012). These studies collectively emphasize the evolution of HR practices towards a more strategic and technology-enabled approach, setting benchmarks for global competitiveness.
Role Of Education, Skill Development, And Innovation In HRD
Education, skill development, and innovation form the cornerstone of human resource development (HRD) in driving economic and organizational growth. Alam and Dewi (2024) emphasize the integration of education into HR strategies to foster innovation and adaptability in a rapidly changing global workforce (Alam & Dewi, 2024). Torraco and Lundgren (2020) advocate for transforming HRD practices to focus on lifelong learning and innovative solutions, ensuring workforce relevance in competitive markets (Torraco & Lundgren, 2020).
Arthur-Mensah and Alagaraja (2018) highlight the significance of vocational training programs in equipping youth with skills that meet the demands of modern industries, particularly in developing economies (Arthur-Mensah & Alagaraja, 2018). Hwang (2019) explores the challenges of fostering innovative HRD practices in the context of the Fourth Industrial Revolution, emphasizing the need for digital literacy and advanced technical skills (Hwang, 2019).
Loewenberger (2013) argues for the integration of creativity and innovation within HRD frameworks, proposing a model where HRD acts as a catalyst for sustained organizational innovation (Loewenberger, 2013). These insights collectively underline the pivotal role of education, skill-building, and innovation in enhancing HRD efficacy across diverse contexts.
2.3 CURRENT STATUS AND CHALLENGES IN JAKARTA
Analysis Of Jakarta's Current HR Capacity And Infrastructure
Jakarta's human resource (HR) capacity and infrastructure play a crucial role in shaping its economic and administrative functions, yet significant gaps remain in aligning these systems with global standards. Sialen (2024) highlights that while Jakarta has made strides in adopting e-government initiatives, its HR capacity struggles to meet the demands of digital transformation due to inadequate training and resource allocation (Sialen, 2024). Ariana et al. (2020) emphasize the need to improve IT-related HR capabilities, suggesting that infrastructure and citizen engagement must be optimized to enhance overall efficiency (Ariana et al., 2020).
Sutono and Harsono (2023) underscore the critical role of regulatory policies and technology infrastructure in augmenting HR quality and supporting economic growth. Their findings indicate that regulatory reforms are needed to bridge the gap between workforce competencies and technological demands (Sutono & Harsono, 2023). Similarly, Latief et al. (2016) analyze Jakarta's transportation infrastructure, finding it insufficient to meet the demands of a growing urban population, thereby indirectly impacting workforce productivity (Latief et al., 2016).
