Sistematik Review: Fleksibel Working Arrangement (Fwa) Sebagai Paradigma Baru Asn Di Tengah Pandemi Covid-19

Fadhila, Aulia Annisaa; Wicaksana, Lungid

doi:10.20961/sp.v15i2.44542

Cited by 12 publications

(13 citation statements)

References 21 publications

(48 reference statements)

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“…Companies that implement agile working with flexible working hours practices certainly cannot violate the provisions of Article 81 number 23 Furthermore, regarding the conception of Agile working, workers will work outside working hours even on holidays because the working hours are flexible. As the authors discussed in the previous paragraph, there is no problem for companies to hire their workers using flexible working time as long as they do not violate the provisions in Law 6/2023 and PP 35/2021.…”

Section: Discussion About Agile Working Time From the Point Of View O...mentioning

confidence: 99%

“…The existence of the WFH work system continued gradually until mid-2021 where around August 2021 many companies began to implement both WFH and WFO (Work From Office) policies altogether. Fadhila &; Wicaksana through research published in 2022 stated that "the Flexible Working Arrangement policy through Work from Home and flexible working time is an alternative work culture in the midst of a crisis situation" 23 . The joint application of WFH and WFO gave rise to a new work system which is often referred to as Flexible Working or in this writing is discussed as Agile Working.…”

Section: Substance Definition and Characteristics Of Agile Working Sy...mentioning

confidence: 99%

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Juridical Analysis of “Agile Working” from Indonesia’s Positive Labor Law’s Point of View

Irawan,

Asyah

2023

j. penelit. huk. dejure

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The Covid-19 pandemic has resulted in the adoption of flexible work systems called Agile Working, which combines work flexibility and technology. This research focused on Indonesian labor laws, namely UU 13/2003, Law No. 6 of 2023, and PP No. 35/2021, to establish legal certainty for Agile Working. Previous research identified a lack of legal framework for remote working, which shares similarities with Agile Working. This research aimed to address this gap by providing new insights and findings. Using the Dogmatic Normative Juridical Method, the researchers analyzed Agile Working within the framework of Indonesian labor law. The researchers engaged in a literature review, encompassing laws, regulations, court decisions, and other legal literature, to thoroughly examine the relevant legal provisions. This involved assessing compliance with labor regulations such as the Manpower Law, government regulations, and labor policies. Relevant court decisions were also considered for legal interpretation.The research concluded that Agile Working could be implemented in Indonesia with legal protection, particularly concerning Working Time and Overtime Pay. The authors recommended that workers and employers adhering to Agile Working in Industrial Relations must uphold their rights and obligations to ensure compliance with the law. To summarize, this research updated previous studies on Agile Working, offering fresh insights and contributions. Through the normative research method, the authors analyzed and interpreted labor laws, providing a deeper understanding of how Agile Working aligns with Indonesian labor law. The research confirmed the legal implementation of Agile Working in Indonesia, emphasizing the importance of respecting rights and obligations.

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Section: Discussion About Agile Working Time From the Point Of View O...mentioning

confidence: 99%

Section: Substance Definition and Characteristics Of Agile Working Sy...mentioning

confidence: 99%

Juridical Analysis of “Agile Working” from Indonesia’s Positive Labor Law’s Point of View

Irawan,

Asyah

2023

j. penelit. huk. dejure

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“…Penelitian menghasilkan bahwa adanya penerapan Flexible Working Arrangement di beberapa kasus dapat dikatakan efektif, karyawan merasa dengan sistem tersebut mereka dapat leluasa dalam mengatur jadwal kerja, lebih produktif dalam bekerja, dan kebahagiaan kerja meningkat. Selain itu, secara tidak langsung terdapat manfaat yang bisa dirasakan adalah berubahnya budaya kerja, efisiensi anggaran meningkat, adanya pemanfaatan transportasi dan teknologi (Fadhila & Wicaksana, 2020)…”

Section: Penelitian Terdahulu Flexible Working Arrangement Terhadap Wlb Lahti a (2017) "The Perceived Impact Of Flexible Working Arrangemunclassified

Meneropong Work-Life Balance selama Covid-19: Studi Kasus Aparatur Sipil Negara di Jakarta Pusat

Tongam

Linardy

Saputra

et al. 2021

SIMO

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Purpose: The purpose of this study is to describe and analyze: (1) How the Work-Life Balance, Flexible Working Arrangement, and Telework Ability of the State Civil Apparatus (ASN) in Central Jakarta during the COVID-19 pandemic (2) Measure the effect of Flexible Working Arrangement and Telework Ability on Work-Life Balance (3) Effect of Flexible Working Arrangement on Telework Ability of ASN in Central Jakarta during the COVID-19 pandemic. Research Methodology: The method in this research is quantitative. The research instrument used an online questionnaire distributed to ASN in Central Jakarta in a Google Form. The data analysis method used is a descriptive analysis of variables and respondents, the respondents in this study work in government offices located in the Central Jakarta area. The test used in this research is the Statistical Test and Hypothesis Testing Using the SPSS 25 Application. The sampling technique used is non-probability sampling and uses a convenience and snowball approach with the Krejcie formula. Results: The results of this study indicate that the application of Flexible Working Arrangement and Telework Ability of ASN has a positive effect on their Work-Life Balance. Limitation: The limitation of the research is in the pandemic conditions, which limit researchers from conducting offline research. Contribution: It is hoped that this research can be useful for Government Agencies in the Central Jakarta area as well as a reference for further research on Flexible Working Arrangements, Telework Ability, and Work-Life Balance.

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“…This includes online collaboration tools, project management platforms, and HRIS that are accessible from a distance. Understanding how HRIS can support remote work and flexible arrangements is crucial for MSMEs to adapt to the evolving work environment [13]. Understanding the challenges MSMEs face in implementing HRIS, such as cost, technical knowledge, and management support, can help develop solutions to overcome these barriers [14].…”

Section: Introductionmentioning

confidence: 99%

Optimising Human Resource Information Systems in the Context of MSME Technology Management

Gani,

Degdo Suprayitno,

Diky Wardhani

et al. 2024

jidt

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This research explores the implementation of the Human Resource Information System (HRIS) in managing MSMEs, aiming to enhance operations and business development. The focus includes understanding the challenges of HRIS implementation, flexible workforce management strategies, and the benefits of adopting current technology. This research is hoped to provide valuable insights for MSMEs in leveraging HRIS for their business growth and efficiency. The research methodology used is survey design. Data was collected through a survey instrument consisting of scales to gather quantitative responses from business owners. The population of this study includes all entrepreneurs in Makassar, South Sulawesi, Indonesia, both those who have participated in government empowerment programs and those who have not. A purposive sampling technique was used to select 75 participants based on various criteria such as business type and background. The research findings affirm that optimizing HRIS in MSMEs can improve efficiency, productivity, and organizational performance. Technology-based HRM strategies, such as cloud-based software, mobile applications, and web-based platforms, can streamline HR processes and enhance workforce productivity. Human resource competencies play a crucial role in MSME development, and leveraging HRIS can optimize product and service marketing, contributing to MSME growth. The research emphasizes the importance of optimizing HRIS in MSME management. The results indicate that technology-based HRIS usage can enhance operational efficiency and workforce productivity. It is recommended that MSMEs invest in the latest HRIS technology and provide adequate employee training. These steps will support the growth and success of MSMEs in the current digital era.

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Sistematik Review: Fleksibel Working Arrangement (Fwa) Sebagai Paradigma Baru Asn Di Tengah Pandemi Covid-19

Cited by 12 publications

References 21 publications

Juridical Analysis of “Agile Working” from Indonesia’s Positive Labor Law’s Point of View

Juridical Analysis of “Agile Working” from Indonesia’s Positive Labor Law’s Point of View

Meneropong Work-Life Balance selama Covid-19: Studi Kasus Aparatur Sipil Negara di Jakarta Pusat

Optimising Human Resource Information Systems in the Context of MSME Technology Management

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