Management Strategies to Address Human Resources Challenges in the Information Technology Era

The Information Technology era has brought significant changes in various aspects of human life, including the business world. In the midst of these changes, Human Resources become a key element in achieving success and competitive advantage. The purpose of this study is to examine management strategies to overcome human resources challenges in the era of information technology. This study involves a qualitative research methodology, specifically a literature review, in which data will be analysed and interpreted based on information and textual content gathered from diverse sources. The study results show that managing Human Resources in the era of rapid information technology is a complex challenge, but also key to an organisation's success and competitive advantage. In this context, some of the key challenges include rapid technological change, information security, and changes in ways of working and collaboration. To overcome these challenges, organisations need to develop appropriate management strategies.


INTRODUCTION
The Information Technology era has brought about fundamental changes in various aspects of human life, and the business domain is no exception (Wahyoedi et al., 2023).Rapid developments in information technology, such as cloud computing that enables wider and more efficient access to data and applications, big data that provides deep insights through massive data analysis, artificial intelligence that automates many tasks, and the Internet of Things that connects devices globally, have fundamentally changed the way organisations operate, communicate, and compete.In this era of transformation, Human Resources (HR) has become a key element in achieving success and maintaining competitive advantage.HR's ability to adapt to change, understand technology and integrate it with business strategy (Nicolás-Agustín et al., 2022), as well as manage the key role of bridging the gap between technology and organisational policies, has become increasingly important in ensuring that companies remain relevant and competitive amidst the changing dynamics of the business world.
The challenges faced by organisations in managing Human Resources (HR) in the age of information technology raise a variety of intrinsically complex issues.Corporate leaders and managers are faced with a task that requires a careful balance between understanding and responding to technological change and aligning sustainable human resource strategies (Becker & Huselid, 2006).They must consider how to integrate information technology into the work environment, understanding its impact on the way people work, collaborate and innovate.In addition, HR itself must be equipped with relevant skills and knowledge in the face of rapid technological evolution, and companies need to have mechanisms in place to retain and develop a skilled and knowledgeable workforce (Rustiawan et al., 2023), so that they can respond to the challenges and opportunities that arise in this context, in line with the organisation's long-term vision and goals.
The ongoing rapid changes in the technology domain have not only resulted in a surge in productivity and efficiency (Verhoef et al., 2021), but also created additional pressure on Human Resources (HR) within organisations.These challenges include the need to constantly update employees' skills and knowledge, in line with the relentless evolution of technology.In addition, organisations must also address issues relating to increasingly complex data security, risk management associated with cyber threats, as well as data privacy that must be carefully guarded in an era of big data collection.All the while maintaining a balance between increasing productivity and ensuring employee well-being and satisfaction, thus providing a balanced and sustainable working environment (Pagán-Castaño et al., 2020).Thus, the role of HR in bridging the gap between technological advancements and employee well-being is becoming increasingly important in this challenging context.
In the face of the complexity of the challenges faced in managing Human Resources (HR) in the era of evolving information technology, organisations need to design and implement effective management strategies.This strategy should focus on the strategic efforts required to maximise HR potential, ensure their well-being, and remain compliant with information technology-related regulations (Hamadamin & Atan, 2019).In this regard, a holistic HR strategy needs to integrate approaches in designing employee training and development relevant to the latest technologies, establishing robust data security policies, proactively managing risks, and ensuring a balance between productivity and employee well-being.In addition, compliance with various regulations such as data privacy and security policies should also be the focus of the management strategy, so that the organisation can operate ethically and lawfully in the ever-changing information technology environment.Thus, the development of a comprehensive and future-orientated HR strategy is key to meeting the demands and opportunities that arise in this dynamic information technology era (Barišić et al., 2021).
This research has the potential to provide invaluable insights to a wide range of stakeholders in the business world, including organisational leaders, Human Resource (HR) managers and business practitioners.In the face of ever-changing changes in the dynamic information technology-driven business environment, this research becomes an important means of understanding in greater depth the challenges and opportunities facing organisations.As such, this research is expected to make a significant contribution to the development of an understanding of how organisations can manage their HR efficiently and sustainably in the ever-evolving information technology era.With the insights gained from this research, leaders and managers will be able to design more effective strategies in addressing HR needs, thereby positively contributing to their organisation's long-term growth and success in the ever-changing and evolving business world.

LITERATURE REVIEW Management Strategy
A management strategy is a plan or approach designed and implemented by the leadership and managers of an organisation to achieve the organisation's goals and vision (Mjaku, 2020).It involves making decisions about how to allocate resources, manage assets, and direct organisational efforts to achieve long-term success.Management strategy involves various elements, including situation analysis, goal setting, planning, execution, monitoring, and evaluation (Fuertes et al., 2020).Here are some key points in explaining the concept of management strategy: 1. Goal Setting: Management strategy begins with setting the long-term goals and vision of the organisation.These goals include what the organisation wants to achieve within a specific timeframe.2. Environmental Analysis: Managers should conduct an analysis of the external and internal environment to understand the trends, opportunities, threats, strengths, and weaknesses that can affect the organisation.This helps in proper strategy planning.
3. Strategic Planning: After understanding the environment, the organisation needs to design a strategic plan that includes the steps to be taken to achieve the goals.This involves allocation of resources such as time, money, and personnel.4. Implementation: After formulating a strategy, the next step is to implement it.This involves taking action, organising teams, and using resources to realise the strategic plan.5. Monitoring: Managers must constantly monitor the implementation of the strategy to ensure that all is going according to plan.If there are problems or changes in the environment, adjustments need to be made.6. Evaluation: Strategy evaluation is the final step in the strategy management cycle.It involves reviewing the results that have been achieved against the goals set.The results of this evaluation can be used to design new strategies or improve existing strategies.Management strategy is an important tool for achieving organisational success and helps organisations adapt to environmental changes.By planning and implementing the right strategy, organisations can optimise the use of resources and achieve their long-term goals.

Human Resources
HR stands for "Human Resources."Human Resources refers to the human element, i.e. the workforce or employees, involved in an organisation or company (Gadzali, Ausat, et al., 2023).HR includes all individuals working in the organisation, including managers, top-level employees, midlevel employees, production employees, and so on (Gadzali, Gazalin, et al., 2023).The main elements of the HR concept include: 1. Recruitment and Selection: This is the process of bringing in individuals who match the needs of the organisation, identifying the talent and skills required, and selecting the most suitable employees.

Training and Development: This involves providing training and development of employees to
enhance their skills, knowledge and abilities to better contribute to the organisation.3. Performance Evaluation: This process involves assessing and determining the extent to which employees achieve the goals and standards that have been set by the organisation.4. Human Resource Management: This includes various policies and procedures relating to the management of employees, including issues of pay, benefits, promotion, demotion, career planning, and others.5. Employee Relations: This covers how the organisation builds and maintains positive relationships with employees.This includes internal communication, conflict management, organisational justice, and work culture.HR plays a very important role in an organisation's success.Skilled, committed, and motivated employees can make a meaningful contribution to achieving organisational goals.Therefore, human resource management focuses on managing and developing employees so that they can become valuable assets for the company.An integral part of human resource management is ensuring employee well-being, skills development, and the creation of a work environment that supports productivity and motivation.

Information Technology
Information Technology (IT) is a term that refers to the use of computers, hardware, software, communication networks, and information systems to collect, process, store, transmit, and manage data and information (Harahap et al., 2023).Information Technology is a broad domain and covers various aspects of information processing and exchange (Prastyaningtyas et al., 2023).
Here are some of the main components of Information Technology: 1. Hardware: This includes the physical components in a computer system, such as personal computers, servers, routers, printers, and other hardware used to process and store data.2. Software: These are computer programmes and applications used to perform various tasks, such as operating systems, application software, databases, and other programmes used for information analysis and management.3. Communication Network: This includes the infrastructure that connects computers and devices around the world, enabling the exchange of data and information via the internet and local networks (LANs) or wide networks (WANs).4. Information System: An information system is the set of processes and tools used to collect, manage, store and disseminate information within an organisation.It includes databases, business applications, and tools that support decision-making. 5. Information Security: An important aspect of IT is information security, which includes measures and technologies used to protect data and computer systems from unauthorised access, attacks, and information leaks.6. Artificial Intelligence: AI is a branch of IT that deals with the development of computer systems capable of learning, adapting, and performing tasks that would normally require human intelligence, such as natural language processing, image recognition, and decision-making.
Information Technology has brought significant changes in various areas of life, including business, education, healthcare, communication, and more.It enables fast and efficient access to information, powerful data processing, task automation, and global collaboration.It also plays a key role in driving innovation and further technological development.

RESEARCH METHOD
This study represents a qualitative literature review, which involves the examination and interpretation of data by drawing upon information and textual sources from various origins.The primary objective of this qualitative literature review is to gather, assess, and synthesize the existing body of knowledge related to the specific topic of interest, which is the management strategies aimed at addressing HR challenges in the era of information technology.Throughout this research, data will be collected from diverse sources, including academic journals, books, research reports, and relevant articles.The data collection period spans from 2006 to 2023, allowing the researcher to track developments, trends, and changes that have occurred during this timeframe.
The qualitative approach utilized in this literature review allows researchers to delve deeply into complex and multifaceted issues (Elo et al., 2014).Furthermore, this methodology facilitates the incorporation of a wide range of information sources and consideration of diverse perspectives, thereby enriching the analysis and bolstering the credibility of the findings.The data collection process will involve a thorough examination of textual materials, systematic data retrieval, and the categorization of relevant information pertaining to the research topic.Subsequently, the author will systematically organize this information, draw comparisons, and synthesize insights derived from various sources while identifying noticeable patterns, recurring themes, and evolving trends present in the accumulated data.
An important advantage of employing a qualitative literature review is its flexibility in comprehending and elucidating intricate phenomena without being constrained by numerical or statistical limitations (Rahman, 2016).This approach also allows researchers to gain deep insights into the evolution of the subject matter over time, as well as the evolution of conceptualizations and perceptions related to the topic throughout the years.In this research endeavor, it is crucial to critically examine the reliability and credibility of the utilized sources and subject the gathered information to rigorous analysis.Embracing a qualitative approach necessitates the presentation of findings in an objective and reflective manner, offering clear and accurate interpretations while acknowledging the inherent limitations of the employed methods and data sources (Bradshaw et al., 2017).The culmination of this research is expected to provide a comprehensive overview of the development of the subject matter under investigation from 2006 to 2023 and may also provide recommendations for future research to further enhance our understanding of topics related to the subject.

RESULTS AND DISCUSSION
In an era marked by the rapid development of information technology, organisations face Jurnal Minfo Polgan Volume 12, Nomor 2, November 2023 DOI : https://doi.org/10.33395/jmp.v12i2.13152e-ISSN : 2797-3298 p-ISSN : 2089-9424 a variety of challenges that need to be addressed in their efforts to manage their Human Resources (HR).HR plays a key role in determining the success and competitiveness of an organisation, and in the era of information technology, their role is even more essential as the impact of technology permeates almost all aspects of a company's operations (Kamar et al., 2022).Therefore, the development of appropriate management strategies is crucial to meet the challenges that come with the dynamics of technology, as well as to effectively utilise HR potential.An effective HR strategy should include continuous updating of people's skills and knowledge to be relevant to technological developments, as well as designing a work environment that supports innovation, productivity and employee well-being.By doing so, organisations can achieve long-term success while addressing the challenges faced in the ever-evolving information technology era.
One of the key challenges organisations face in managing Human Resources (HR) in the dynamic information technology era is the unrelenting change in technology and evolving skill demands.In this constantly transforming environment, employees need to have the ability to constantly keep up with technological developments to remain relevant in their jobs.Ongoing education and training become crucial to keep employees' skills in line with evolving industry demands (Truitt, 2011).Organisations should design an effective training plan, which includes technology-based learning, practical training, and skills development that can be adapted to the rapidly changing technological developments.In addition, organisations also need to promote a learning culture that encourages employees to adopt new technologies and develop their capabilities, so that they can continue to make maximum contributions and face the challenges that arise in the ever-evolving information technology era.
In addition, information security issues are becoming increasingly complex with the rise of diverse and increasingly sophisticated cyber threats.Organisations in the age of information technology must prioritise protecting their sensitive data from cyberattacks that can threaten business continuity and reputation (Thomas & Sule, 2023).In order to meet this challenge, organisations need to develop and implement rigorous security policies that include proactive measures to detect, prevent and respond to potential cyberattacks.In addition, organisations must also ensure that Human Resources (HR) have an adequate understanding of information security practices.This involves ongoing training and education to ensure that employees understand cybersecurity risks, best practices in dealing with them, and how to report potential security threats (Tolossa, 2023).By doing so, organisations can create a security-conscious environment that engages all team members in maintaining data integrity and confidentiality, while addressing the evolving challenges in the information security domain.
Shifts in ways of working and collaboration have become one of the factors that require deep attention in managing Human Resources (HR) in the era of evolving information technology (Stone et al., 2015).Phenomena such as remote working, the use of online collaboration tools, and the integration of technologies such as artificial intelligence are fundamentally affecting work dynamics and employee relationships within organisations.Managers need to have a deep understanding of how these technologies can affect employees' productivity, efficiency and wellbeing, as well as ensure the right balance between their work and personal lives.In increasingly common remote working situations, managers need to be able to manage and support geographically separated teams, while ensuring effective communication and a high sense of engagement among team members.The use of online collaboration tools that facilitate information exchange and global collaboration also requires wise management (Lopes et al., 2015).In addition, the implementation of artificial intelligence technologies that automate various tasks can increase productivity, but also require monitoring to ensure the quality of work and mitigate potential impacts on employees.Thus, in-depth understanding and wise management of these shifts is important to create a work environment that is balanced, productive, and supports employee wellbeing in the ever-changing age of information technology.
An effective management strategy for dealing with the diverse challenges that arise in the ever-evolving age of information technology involves a series of important steps that must be taken.Firstly, organisations need to develop a strong understanding of current and future technology trends and their impact on all aspects of their business.This involves actively monitoring industry trends, developments in technological innovation, as well as an in-depth evaluation of the organisation's specific technology needs.Organisations should be able to identify emerging opportunities and threats related to technology, while understanding how technology can be used to improve their efficiency, productivity and competitiveness (Cascio & Montealegre, 2016).In addition, this strategy should also include the creation of a dedicated team responsible for designing and implementing technology solutions that are relevant to the organisation's vision and goals.By doing so, organisations can face change with a proactive attitude, maximise the potential of technology, and remain competitive amidst the changing dynamics of the business world.
Secondly, in the face of the rapidly changing information technology era, organisations should take further steps to identify the skills needs of employees, both relevant today and those required in the future.To achieve this, organisations can carry out a comprehensive skills audit that involves an in-depth assessment of the skills and knowledge possessed by current employees.The results of this audit will provide valuable insights into the strengths and weaknesses within the team, and help the organisation to design more specific and effective training measures (Abdelrahim & Al-Malkawi, 2022).Next, careful training planning needs to be done to identify unmet needs and design relevant employee development programmes (Salas et al., 2012).These programmes can include technical training to deal with the latest technology, leadership skills development, and career development programmes designed to help employees reach their full potential.With this holistic approach, organisations can ensure that employees have the skills to meet the demands of the future, so that they can continue to add significant value in the everevolving information technology era.
Third, in managing the complex dynamics of the information technology era, organisations need to give high priority to information security aspects.This includes a series of measures that are essential to maintaining the integrity, confidentiality and availability of data and systems.First of all, organisations need to develop a robust security policy that includes clear guidelines and procedures related to managing sensitive data, controlling access, and handling potential cyber threats.This policy should also include proactive measures in detecting and responding to possible cyberattacks (Saeed et al., 2023).Apart from the policy aspect, training employees on information security practices is important to increase their awareness and understanding of the cybersecurity risks that could threaten the organisation.This involves education on threat recognition, necessary precautions and response actions in emergency situations.In addition, organisations should use technological security tools that are appropriate to the level of protection required.This includes implementing security technologies such as firewalls, intrusion detection systems, data encryption and continuous security monitoring (Tariq et al., 2023).With a comprehensive approach to information security, organisations can minimise risks and maintain their operational integrity in the challenging age of information technology.
Fourth, in the face of challenges from the information technology age that enable remote working and dispersed collaborative working, managers should adopt an inclusive and collaborative approach to managing teams located in different geographical places.This involves effective communication as a key element, with a focus on ensuring that every team member feels connected and engaged, despite the distance.Managers should facilitate the exchange of ideas, information and collaborative projects through online communication tools, and maintain an open and accessible communication network.In addition, they also need to have a deep understanding of different working cultures, both in local and global contexts, to promote harmonious cooperation among team members from different backgrounds.The adoption of advanced and efficient collaboration tools such as online collaboration platforms, project management software, and document sharing tools is also important to support the productivity and engagement of dispersed teams (Assbeihat, 2016).In this way, managers can create a work environment that is open, inclusive, and supports productive collaboration in an era of ever-changing and dispersed work.
Finally, in facing the challenges of the evolving information technology era, organisations must develop an ongoing strategy that includes continuous measurement and evaluation of the effectiveness of the Human Resource management strategies that have been implemented.This Jurnal Minfo Polgan Volume 12, Nomor 2, November 2023 DOI : https://doi.org/10.33395/jmp.v12i2.13152e-ISSN : 2797-3298 p-ISSN : 2089-9424 evaluation strategy is not only useful to see the extent to which objectives have been achieved, but also to enable organisations to adapt to the ever-changing dynamics in the business environment.By monitoring the results and impact of HR initiatives, organisations can identify areas that require improvement or changes in their strategy (McCartney & Fu, 2022).In addition, through continuous evaluation, organisations can keep their people relevant and aligned with technological changes and rapidly evolving market demands.This ultimately helps organisations to maintain their competitiveness and business continuity in a changing era, while ensuring that human capital remains a key asset that adds significant value.
In conclusion, managing Human Resources (HR) in the age of information technology is an increasingly complex and challenging task as changes continue to take place.This era requires organisations to innovate, adapt and find ways to stay relevant in a technology-driven business environment.As such, the right management strategies are key to maximising HR potential, maintaining information security, and facing technological change with confidence.These measures include a strong understanding of technological developments and their impact on the organisation, identification of current and future employee skill needs, strong information security safeguards, and an inclusive approach to managing geographically dispersed teams.These are essential building blocks for success and competitive advantage in this evolving digital age, where organisations that are able to adapt and leverage technology wisely will benefit greatly in meeting emerging opportunities and challenges.

CONCLUSION
Managing Human Resources (HR) in the era of rapid information technology is a dynamic that poses complex challenges as well as being the key to success and competitive advantage for an organisation.The technology-driven era brings significant changes in the business landscape and forces organisations to face various dilemmas that require in-depth attention.In this context, some of the key emerging challenges include the relentless pace of technological change, the expansion of increasingly complex information security threats, and fundamental shifts in ways of working and collaboration involving workers from different geographical backgrounds.These challenges require concerted efforts and thoughtful management strategies to address the various aspects involved.Organisations need to deeply understand the impact of technology on their operations, identify relevant employee skill needs, and ensure strict information security.In addition, it requires an inclusive approach in managing dispersed teams and an ongoing approach in measuring and evaluating the effectiveness of their people management strategies.With careful effort and sound strategic thinking, organisations can unlock opportunities to adapt, evolve and take initiative in this challenging information technology era, thereby achieving sustainable success and maintaining a competitive edge.
To effectively manage Human Resources (HR) in the fast-evolving information technology era, organisations need to take several strategic, sustainable steps.First, they must understand the ever-changing technology trends and how they affect their business operations.By monitoring industry developments and technological innovations, organisations can identify emerging opportunities and threats.Secondly, identification of current and future employee skill needs is key.This includes conducting skills audits, designing effective training plans and developing ongoing employee development programmes.Information security is another important aspect.Organisations must safeguard their sensitive data from cyberattacks by developing strong security policies, providing training on security practices to employees, and using appropriate technology security tools.Then, in managing geographically dispersed teams, managers should adopt an inclusive and collaborative approach.This includes communicating effectively, understanding diverse work cultures, and utilising collaboration tools to support productivity.Finally, organisations should have an ongoing strategy to evaluate and improve the effectiveness of their people management strategies.This enables them to adapt to ongoing changes and ensure they remain competitive and sustainable in the ever-evolving age of information technology.As such, these steps form a solid foundation for achieving long-term success in managing HR in the digital age.