Revitalising Organisational Performance: Innovative Strategies for Information Technology-Based Human Resource Development

In the rapidly evolving era of globalization and digitization, organizations are confronted with swiftly developing challenges. Human resource management (HRM) emerges as a primary key in responding to these dynamics, with employee development serving as a crucial focus to ensure organizational competitiveness and sustained performance. This research aims to investigate and develop innovative strategies in HRM based on information technology (IT), with a specific focus on enhancing organizational performance. The study employs an extensive review of existing literature utilizing qualitative analysis to obtain a comprehensive understanding of the subject, spanning the period from 2012 to 2023. The study's findings indicate that the revitalization of organizational performance through innovative strategies in IT-based human resource development marks a significant step in facing contemporary business challenges. The integration of information technology not only enhances the efficiency of employee training and development but also enables organizations to make smarter decisions based on real-time data analysis. Various technologies such as virtual reality, artificial intelligence, and collaborative tools create a new landscape for human resource management, fostering a culture of continuous learning and enhancing organizational creativity and resilience.


INTRODUCTION
In the midst of rapid advances in globalisation and digitalisation, organisations are faced with challenges that continue to evolve at an increasingly high rate (Purnomo, 2023).In this context, Human Resource (HR) management emerges as a key factor that cannot be ignored in responding to these complex dynamics.More than just personnel administration, HR management plays a central role in determining the direction and sustainability of an organisation (Agustian et al., 2023).An increasing focus on employee development has become a crucial foundation for organisational success in meeting the challenges of the times.In order to achieve sustainable competitiveness and performance, organisations need to dedicate themselves to strategic innovation in HR development.This is not just an effort to increase productivity, but also a strategic step in achieving sustainable competitive advantage.By accommodating the dynamic changes in the business environment, organisations can ensure that their people development strategy becomes an effective instrument to achieve the highest achievements, leading to the overall well-being of the organisation.
An innovative aspect that has emerged as a major driving force is the utilisation of Information Technology (IT) in the context of Human Resource (HR) development (Tusriyanto et al., 2023).More than just being an administrative tool, IT is emerging as a catalyst capable of completely changing the traditional paradigm of HR development.The use of IT in HR management allows organisations to leverage various applications, platforms and data analytics that can respond dynamically to changes in the business environment (Manda HM & Abidin, 2023).Despite its immense potential, unfortunately, many organisations are yet to fully reap the optimal benefits of implementing IT in their people development strategies.By strengthening their understanding and holistic integration of technology, organisations can engage their people more effectively, advance their people development strategies, and ensure that IT's potential to improve efficiency and competitiveness is truly realised.
An analysis of previous research highlights the complexities faced by many organisations in delivering effective integration between information technology (IT) and human resource (HR) development strategies.Challenges include a lack of in-depth understanding of IT potential, difficulties in implementing effective IT systems, and a lack of innovation in designing people development programmes that align technological aspects with specific business needs (Kraugusteeliana, 2023;Suherlan, 2023;Suherlan & Okombo, 2023).This reflects the complexity of transitioning from a traditional paradigm to the application of modern technology, which requires increasing organisational capacity to understand, manage and optimise the role of IT.By overcoming these barriers, organisations can unlock opportunities to create a dynamic HR development environment, merge technology with business strategy, and ultimately, advance their competitiveness in this ever-evolving era.
With the aim of understanding and improving Information Technology (IT)-based Human Resource (HR) development strategies to improve organisational performance, this research mission is to investigate, design and implement innovations that effectively optimise HR potential.The main focus of this research is to create a framework that not only provides innovative solutions to conventional challenges in HR development, but also substantially improves organisational adaptability to rapid environmental changes.Through this approach, it is hoped that the research results can make a real contribution to the in-depth understanding of IT integration in HR development strategies, pave the way for the discovery of new methods, and stimulate positive transformation in the sustainability of organisational performance in the ever-evolving era of globalisation and digitalisation.
With a deep understanding of the tremendous potential of Information Technology (IT) and the implementation of innovative strategies that appropriately integrate IT into day-to-day operations, organisations are expected to re-energise their overall performance dimensions.This is not just limited to improving internal efficiency, but also includes achieving a deep competitive advantage, enabling organisations to position themselves as pioneers and leaders in navigating the current era of digital transformation.By embracing change and harnessing the full potential of IT, organisations can create a solid foundation for adaptability, continuous innovation and operational resilience in the face of the fast-paced dynamics of today's global business landscape.

LITERATURE REVIEW Organizational Performance Revitalization
Organizational performance revitalization refers to the effort of refreshing, reinvigorating, and enhancing the overall efficiency and effectiveness of a business entity or organization (Kraus et al., 2022).It involves a series of strategies and actions aimed at improving productivity, responsibility, and the competitiveness of the organization in the face of dynamic challenges in the ever-changing business environment.The process of performance revitalization includes a reassessment of internal procedures, the enhancement of organizational culture, employee development, and the adoption of relevant technology and innovations (Davidescu et al., 2020).By understanding market needs and incorporating appropriate strategic changes, performance revitalization helps organizations achieve positive transformation, strengthen their foundations, and provide added value to stakeholders.It is not only about improving financial outcomes but also about building a more adaptive, creative, and responsive organizational structure, ensuring longterm sustainability.

Innovative Strategies
Innovative strategies refer to a systematic and creative approach to designing and implementing different and new steps to achieve organizational goals (Anderson et al., 2014).In the context of business and management, innovative strategies involve identifying new opportunities, developing original ideas, and integrating technology and new processes that can enhance overall competitiveness and performance.Innovation can take various forms, including products, services, internal processes, and business models.Innovative strategies involve incorporating these innovations into the organizational structure, creating an environment that supports experimentation and creativity, and motivating employees to think out-of-the-box (Gaspary et al., 2020).By adopting innovative strategies, organizations can respond to market changes more quickly, enhance operational efficiency, and position themselves as leaders in their sectors.This also includes the ability to manage risks and uncertainties associated with innovation, creating long-term competitive advantages and ensuring business sustainability in a constantly evolving business environment.

Human Resources (HR)
Human Resources (HR) refers to elements related to the workforce or people who are an integral part of an organization or company.HR encompasses all individuals contributing to organizational activities, including employees at various levels and departments (Gadzali et al., 2023).It covers aspects such as recruitment, training, development, performance management, compensation, and labor relations management.HR is not only related to the operational dimensions of the organization but also involves psychological and social aspects, such as motivation, communication, and organizational culture.The significance of HR in achieving organizational goals makes Human Resource Management (HRM) a critical discipline in the context of modern business management (Diawati et al., 2023).Effective HR management involves the development of policies and practices that support productivity, employee well-being, and the overall growth of the organization, making it a strategic element that plays a key role in the longterm success of a company (Ausat et al., 2023).

Information Technology (IT)
Information Technology (IT) refers to the use of computers, hardware, software, and communication systems to collect, store, manage, and transmit information.IT serves as the foundation for automation and data processing processes, enabling organizations and individuals to access, share, and manage information more efficiently (Wanof, 2023).With the advancement of technology, IT is not limited to personal computers and local networks but also involves cloud technology, big data, artificial intelligence, and the Internet of Things (IoT) (Rijal & Saranani, 2023).In the business context, IT plays a crucial role in supporting various functions, including human resource management, data analysis, digital marketing, and product development (Sudirjo, 2023).The use of IT not only accelerates business processes but also opens up new opportunities for innovation, productivity improvement, and competitive advantage.In other words, IT is not just an operational tool but also a primary driver of transformation in how organizations interact, adapt, and compete in the current digital era.

RESEARCH METHOD
In this study, we employ a qualitative methodology to conduct an extensive literature review, aiming to investigate inventive approaches in information technology (IT)-based human resources (HR) development and their impact on enhancing organizational performance.The research spans the crucial timeframe from 2012 to 2023, utilizing this approach to scrutinize scholarly works from diverse academic journals, conference papers, and reputable sources accessible through Google Scholar.Our explicit search criteria, formulated to encompass keywords Jurnal Minfo Polgan Volume 12, Nomor 2, Desember 2023 DOI : https://doi.org/10.33395/jmp.v12i2.13277e-ISSN : 2797-3298 p-ISSN : 2089-9424 related to the revitalization of organizational performance, innovative strategies, human resources (HR), and information technology (IT), guide the inclusion of sources based on their relevance to the research objectives.Any limitations, such as language constraints or publication biases, are transparently acknowledged.
The research progresses through distinct stages, initiating with the identification of a specific and pertinent research topic and establishing a comprehensive understanding of the background and research objectives.Formulated explicit search criteria guide the exploration of literature on Google Scholar, covering the timeframe from 2012 to 2023.After obtaining search results, a literature selection process is undertaken, involving the scrutiny of abstracts and summaries for each identified article or source.Literature lacking relevance or failing to meet the research criteria is excluded from the analysis.
A meticulous examination of the selected literature follows, with a focus on identifying noteworthy discoveries, concepts, theories, and trends inherent in the literature.The qualitative approach is designed to achieve a comprehensive understanding of the research subject.The findings from the literature review are then synthesized and elaborated upon by the researcher to construct a thorough understanding of the research topic.These findings are organized into a detailed research report with a structured and cohesive format, encompassing key discoveries, analyses, and profound interpretations.
This methodology, grounded in existing literature, holds the potential to significantly contribute to advancing theories, problem-solving, or decision-making across various scientific domains, particularly concerning innovative strategies in IT-based HR development and the enhancement of organizational performance.The structured methodology section provides a clear and coherent explanation of each stage of the research process, with subsections enhancing readability and ensuring a transparent and robust approach to the study.

RESULTS AND DISCUSSION
In the rapidly evolving and dynamic landscape of contemporary business, the paramount importance of human resource development looms large.Organizations, in their perpetual quest to elevate performance, find themselves navigating a landscape where the integration of information technology (IT) stands out as a pivotal and transformative factor.This narrative goes beyond the surface, delving deep into the intricacies of revitalizing organizational performance through the implementation of innovative strategies in IT-based human resource development.By exploring the synergistic potential that arises at the intersection of technology and human capital, this discourse aims to shed light on the multifaceted ways in which organizations can harness the power of IT to not only enhance operational efficiency but also foster a culture of continuous improvement, ensuring adaptability and sustained excellence in the contemporary business milieu.
In the epoch characterized by the relentless march of digital transformation, organizations find themselves under the imperative to not only embrace but proactively adapt to the swiftly evolving technological landscape (Vial, 2019).Within this dynamic context, the conventional paradigms governing human resource development undergo a profound redefinition, propelled by the catalytic force of Information Technology (IT).The intersection of IT and human resource practices unfolds a tapestry of unprecedented opportunities interwoven with challenges, necessitating a fundamental paradigm shift in the approaches organizations employ to nurture and empower their workforce (Duke II & Udono, 2012).As organizations grapple with the intricacies of this transformative era, the symbiotic relationship between IT and human resource development emerges as a linchpin, reshaping the contours of talent management, skill development, and organizational culture.The imperative for organizations is not merely to adapt to technological advancements but to strategically leverage this convergence to sculpt a future-ready workforce capable of navigating the complexities and seizing the opportunities inherent in the digital age.
At the heart of this transformative journey lies a pivotal strategy: the strategic utilization of cutting-edge technologies for comprehensive training and skill development initiatives.The integration of state-of-the-art technologies such as Virtual Reality (VR), Augmented Reality (AR), and Artificial Intelligence (AI) marks a paradigm shift in the landscape of skill acquisition and refinement for employees (Wibowo et al., 2023).These revolutionary technologies go beyond the traditional training methods, ushering in immersive learning experiences that not only augment the overall effectiveness of training programs but also create a dynamic platform for employees to actively engage with and simulate real-world scenarios.The utilization of VR and AR, in particular, transcends conventional boundaries, providing a multifaceted approach to skill enhancement by immersing individuals in realistic environments (Dwivedi et al., 2022).Additionally, the infusion of AI further personalizes learning pathways, adapting to individual learning styles and optimizing the acquisition of skills.In essence, this symbiosis of cutting-edge technologies reshapes the very fabric of skill development, offering a transformative avenue for employees to gain profound insights, refine their competencies, and cultivate a nuanced understanding of their roles within the organizational ecosystem.
Moreover, the advent of AI-driven personalized learning platforms marks a revolutionary advancement in the realm of employee development.These cutting-edge platforms leverage the capabilities of artificial intelligence to meticulously tailor educational content, ensuring a bespoke approach that caters to the unique needs of individual employees.Through the sophisticated application of machine learning algorithms, organizations gain the capacity to discern intricate skill gaps within their workforce, paving the way for the creation of highly individualized and strategically aligned learning paths (Vora et al., 2023).This not only streamlines the human resource development process but also cultivates a more targeted and efficient approach to skill enhancement.The transformative potential of these AI-driven platforms lies in their ability to not only diagnose current proficiency levels but also to anticipate future skill requirements, enabling organizations to proactively address evolving demands in the rapidly changing professional landscape (Jacob Fernandes França et al., 2023).In essence, the synergy of AI and personalized learning not only optimizes the development process but also positions organizations at the forefront of fostering continuous learning cultures that are agile, adaptive, and aligned with the ever-evolving needs of a dynamic workforce.
In the intricate tapestry of organizational dynamics, collaborative technologies emerge as indispensable catalysts in cultivating a pervasive culture of continuous learning.The advent of cloud-based platforms, advanced collaborative project management tools, and sophisticated communication applications herald a new era wherein knowledge sharing and collaborative endeavors seamlessly transcend geographical constraints (Vaidyanathan et al., 2020).These technological enablers not only facilitate the exchange of expertise among geographically dispersed teams but also serve as conduits for the synthesis of diverse perspectives and insights.As teams collaborate in virtual environments, a symbiosis of knowledge and skills unfolds, transcending individual expertise and contributing to a collective intelligence that far surpasses the sum of its parts.Beyond the immediate advantages of skill enhancement, this collaborative ethos fosters a culture of perpetual innovation and adaptability within the organizational fabricindispensable elements that fortify an organization's resilience and efficacy in the face of dynamic challenges.The amalgamation of collaborative technologies and a culture of continuous learning thus emerges as a cornerstone, underpinning the bedrock of sustained organizational success in an era where adaptability and innovation are paramount.
The integration of Information Technology (IT) into the domain of human resource development transcends the confines of traditional training and development endeavors.A profound manifestation of this integration lies in the implementation of performance management systems fortified by the prowess of data analytics (Yahaya et al., 2019).These systems not only revolutionize the evaluation of employee performance but also empower organizations with realtime insights that serve as invaluable decision-making tools.Through the lens of predictive analytics models, the integration of IT facilitates the identification of potential areas for improvement, ushering in an era of proactive interventions and strategic resource allocation.By harnessing the predictive capabilities of analytics, organizations can navigate the complexities of workforce dynamics with foresight, anticipating challenges before they manifest and optimizing their response mechanisms (Olaniyi et al., 2023).This holistic approach, encapsulating Jurnal Minfo Polgan Volume 12, Nomor 2, Desember 2023 DOI : https://doi.org/10.33395/jmp.v12i2.13277e-ISSN : 2797-3298 p-ISSN : 2089-9424 performance management and predictive analytics, not only elevates the efficiency of human resource development but also positions organizations to chart a course of sustained growth and adaptability in the ever-evolving landscape of contemporary business.
Furthermore, the strategic incorporation of gamification into learning and development programs injects a multi-dimensional layer of engagement that proves instrumental in both retaining and motivating employees.Moving beyond conventional training methodologies, the infusion of game-like elements, including point systems, challenges, and rewards, into the fabric of training modules transcends the traditional boundaries of educational experiences.This transformative approach transcends the dichotomy of work and play, creating a symbiotic environment where learning becomes not only a cognitive exercise but also an enjoyable and immersive endeavor.The utilization of gamification principles not only enhances the intrinsic motivation of employees but also fosters a sense of accomplishment and camaraderie as individuals navigate challenges and earn rewards collaboratively (Uddin & Das, 2023).In essence, the convergence of education and enjoyment within the gamified framework not only elevates the overall learning experience but also contributes to a vibrant organizational culture that values continuous improvement and employee well-being.The profound impact of gamification extends beyond skill acquisition, permeating the organizational ethos with a sense of purpose and engagement that resonates throughout the entirety of the employee lifecycle.
As organizations embark on the intricate journey of IT-based human resource development, it becomes imperative to confront and overcome the multifaceted challenges entwined with this paradigm shift (Wahyoedi et al., 2023).Foremost among these challenges is the ever-looming specter of cybersecurity concerns, which underscores the need for robust measures to safeguard sensitive data and ensure the integrity of IT systems.Ethical considerations also emerge as a pivotal facet, particularly in the application of Artificial Intelligence (AI) within HR practices, necessitating a nuanced approach that balances technological advancements with ethical imperatives.Additionally, the imperative to upskill existing HR professionals becomes a cornerstone in navigating this evolving landscape, demanding proactive initiatives to bridge the knowledge gap and empower HR practitioners with the competencies required to harness the full potential of IT in human resource development (Trenerry et al., 2021).Addressing these challenges holistically not only fortifies organizational resilience but also positions them at the vanguard of a transformative era, where the judicious integration of IT into HR practices becomes a catalyst for innovation, efficiency, and sustainable growth.
In summation, the revitalization of organizational performance through innovative strategies in IT-based human resource development represents a nuanced and transformative journey that demands strategic foresight, unwavering commitment, and a dynamic adaptability to change.As organizations embark on this transformative trajectory, the assimilation of technology presents a unique opportunity to cultivate a workforce that transcends mere technical proficiency, evolving into a collective of individuals characterized by agility, creativity, and resilienceattributes that prove indispensable in navigating the complexities of ever-changing business landscapes.The success of this journey hinges on the meticulous integration of information technology and human-centric approaches, forging a symbiotic relationship that harmonizes the technological prowess of IT with the intrinsic qualities and potential of the workforce.In this harmonious synergy, organizations not only enhance operational efficiency but also unlock the full potential of their most valuable asset-their people.By fostering a culture where innovation is nurtured, adaptability is celebrated, and continuous learning is ingrained, organizations position themselves not just as adaptors but as pioneers, propelling themselves into the vanguard of success in the evolving landscape of the digital age.only improves efficiency in employee training and development, but also opens up opportunities for organisations to make smarter decisions through in-depth real-time data analysis.With the diversity of technologies such as virtual reality, artificial intelligence, and collaborative technologies, a new landscape is forming that involves managing human resources with a holistic approach.Virtual reality technologies provide immersive learning experiences, while artificial intelligence enables personalisation in learning approaches and performance analysis.Collaborative technologies, on the other hand, form the basis for a culture of continuous learning by encouraging the exchange of ideas and innovation among team members.Thus, not only is creativity enhanced, but also organisational resilience is created through adaptation to technological developments and dynamic changes in the business environment.

CONCLUSION
To achieve success in revitalising organisational performance through innovative information technology-based human resource development strategies, certain steps can be taken.First, organisations need to make significant investments in the development of employees' digital skills, including training related to new technologies, data analysis, and adaptation to technological changes.Next, the implementation of artificial intelligence-based learning platforms can improve learning effectiveness by providing personalised experiences according to individual needs.In addition, performance management systems based on data analytics will provide real-time insights into employee performance, enabling faster decision-making.Cybersecurity should also be a key focus, involving training employees to identify security threats and maintain data privacy.A gamification approach in training programmes can empower employees and increase their engagement.Finally, to create an innovative organisational culture, measures such as facilitating collaboration through technology and providing support for innovative ideas are essential.By integrating all these measures, organisations can ensure that the use of information technology in human resource development is not only effective but also in line with the human values that underpin long-term sustainability and success.
Revitalising organisational performance through the use of innovative strategies in human resource development based on information technology represents a milestone that plays a vital role in facing contemporary business challenges.The integration of information technology not Jurnal Minfo Polgan Volume 12, Nomor 2, Desember 2023 DOI : https://doi.org/10.33395/jmp.v12i2.13277e-ISSN : 2797-3298 p-ISSN : 2089-9424