LEVERAGING PEOPLE ANALYTICS AND DIGITAL WORKFORCE INTELLIGENCE TO STRENGTHEN STRATEGIC TALENT DEVELOPMENT AND ORGANIZATIONAL RESILIENCE IN THE INDUSTRY 5.0 ERA
DOI:
https://doi.org/10.71282/jurmie.v3i6.2336Keywords:
People Analytics, Digital Workforce Intelligence, Strategic Talent Development, Organizational Resilience, Industry 5.0.Abstract
The increasing adoption of digital technologies has transformed human resource management from an administrative function into a strategic organizational capability. Among these developments, People Analytics and Digital Workforce Intelligence have emerged as critical approaches that enable organizations to make evidence-based decisions regarding talent management, workforce planning, and organizational development. Within the Industry 5.0 era, organizations are encouraged to integrate advanced digital technologies while maintaining a human-centered perspective that promotes employee well-being, innovation, and sustainable growth. This study aims to explore how People Analytics and Digital Workforce Intelligence contribute to strengthening strategic talent development and organizational resilience. A qualitative descriptive approach was employed using semi-structured interviews, organizational documents, and recent scholarly literature. The collected data were analyzed through thematic analysis to identify major patterns regarding the implementation of data-driven human resource management practices. The findings reveal that People Analytics supports more objective workforce decisions, improves employee competency mapping, and facilitates personalized talent development strategies. Furthermore, Digital Workforce Intelligence enables organizations to respond more effectively to environmental uncertainty by improving workforce adaptability, organizational learning, and strategic resilience. This study highlights that the successful implementation of data-driven human resource management depends not only on technological capability but also on leadership commitment, employee digital literacy, and ethical data governance. The findings contribute to the growing literature on digital human resource management by providing a human-centered perspective on the strategic role of People Analytics within the Industry 5.0 framework.
Downloads
References
Braun, V., & Clarke, V. (2021). Thematic analysis: A practical guide. SAGE Publications.
Breque, M., De Nul, L., & Petridis, A. (2021). Industry 5.0: Towards a sustainable, human-centric and resilient European industry. European Commission.
Budhwar, P., Chowdhury, S., Wood, G., Aguinis, H., Bamber, G. J., Beltran, J. R., Boselie, P., Paauwe, J., & Varma, A. (2023). Human resource management in the age of generative artificial intelligence: Perspectives and research directions. Human Resource Management Journal, 33(4), 606–659.
Chowdhury, S., Dey, P. K., Joel-Edgar, S., Bhattacharya, S., Rodriguez-Espindola, O., Abadie, A., & Truong, L. (2023). Unlocking the value of artificial intelligence in human resource management through organizational capability. Journal of Business Research, 157, 113593.
Creswell, J. W., & Poth, C. N. (2018). Qualitative inquiry and research design: Choosing among five approaches (4th ed.). SAGE Publications.
Davenport, T. H., & Bean, R. (2023). The latest state of data and AI leadership. NewVantage Partners.
European Commission. (2021). Industry 5.0: Towards a sustainable, human-centric and resilient European industry.
Jatobá, A., Santos, J., Gutiérrez-Franco, E., Ishikawa, T., & Costa, R. (2023). Artificial intelligence in human resource management: Trends, opportunities, and ethical challenges. AI, 4(2), 341–360.
Lincoln, Y. S., & Guba, E. G. (1985). Naturalistic inquiry. SAGE Publications.
Longo, F., Padovano, A., & Umbrello, S. (2020). Value-oriented and ethical technology engineering in Industry 5.0: A human-centric perspective. Applied Sciences, 10(12), 4182.
Margherita, A. (2022). Human resources analytics: A systematization of research topics and directions for future research. Human Resource Management Review, 32(2), 100795.
Minbaeva, D. (2021). Disrupted HR? Human resource management in the digital age. Human Resource Management Review, 31(1), 100820.
Saunders, M., Lewis, P., & Thornhill, A. (2023). Research methods for business students (9th ed.). Pearson.
Teece, D. J. (2018). Business models and dynamic capabilities. Long Range Planning, 51(1), 40–49.
Vrontis, D., Christofi, M., Pereira, V., Tarba, S., Makrides, A., & Trichina, E. (2022). Artificial intelligence, robotics, advanced technologies and human resource management: A systematic review. The International Journal of Human Resource Management, 33(6), 1237–1266.
Yin, R. K. (2018). Case study research and applications: Design and methods (6th ed.). SAGE Publications.
Downloads
Published
Issue
Section
License
Copyright (c) 2026 Wahyunah Febi Pratama, Syahrial Shaddiq, Khuzaini, Zakky Zamrudi (Author)
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
