E-ISSN: 2963-3699

P-ISSN: 2964-0121

Homepage: Homepage: https://return.publikasikupublisher.com

This work is licensed under CC BY-SA 4.0

DEVELOPMENT OF SUPERIOR HUMAN RESOURCES (HR) IN FACING

THE ERA OF GLOBALIZATION

Ferdy Leuhery

Universitas Pattimura, Maluku, Indonesia

ferdyleuhery12@gmail.com

ABSTRACT

The existence of the world today is full of openness, the world seems to be unified or known as

globalization. As a consequence of the era of globalization, is the high level of competition and the

challenges it poses. Like it or not, this is a reality that every citizen must face. The fundamental

question of this reality is whether humans are able and ready to be conditioned as resources of social

transformation or anticipated resources as actors of development. One of the efforts to anticipate it is to

create various superior human resources who have the ability to do something for their nation. The

method used in this study is descriptive analytic, which describes phenomena that exist or are

happening then analyzed with theory and produce a solution (solution). The results of this study show

that the urgency of human resource development is a key factor in winning global competition, which

has consequences for increasingly fierce competition amid uncertainty, this strategic step deserves full

support from all stakeholders. Strengthening human resources towards superior humans has a close

correlation with increasing work productivity, in winning competition amid rapid changes in the world

of business, political economy and culture in the midst of world turmoil that is increasingly

competitive and developing.

Keywords : Development; Human Resources; Superior; Globalization Era

INTRODUCTION

Globalization is a necessity and tendency that is almost undeniable by the nations of the

world. Globalization, changes in the digital era with the current trend is the industrial revolution

5.0 requires the development of HR (Human Resources) so that it can run in harmony (Mourtzis

et al., 2022). Efforts to prepare superior human resources (HR) and able to compete in the

global era with high performance in all sectors of work are hard work from stakeholders (Jewell

et al., 2022). The achievement of these expectations is certainly accompanied by the preparation

and formation of human resources in order to have adequate competencies and skills (Piwowar-

Sulej, 2021).

As a consequence of the era of globalization, is the high level of competition and the

challenges it poses. Whether we like it or not, this is a reality that every citizen must face (Satar,

2002). The era of globalization opens our eyes to look to a future full of challenges and

competition (Nurhidayat et al., 2020).

But with the current era of globalization that penetrates every sector, if it cannot be faced

properly, or human resources are not ready, it is certain that a country and its citizens will be

eroded and backward (Naradda Gamage et al., 2020). Therefore, it is necessary to develop

superior human resources in anticipating the entry of the current era of globalization (Janurdi,

2023).

There are 3 challenges to human resource development, first data literacy, namely: We

must be careful in the hoax chain filter before sharing, second, technological literacy is careful

in using technology, and third, human literacy needs to learn communication technology, have

the ability to be able to communicate and understand others.

The development of human resources can be seen both in terms of hard skills and soft

skills. In the hospitality industry or soft skills in the form of interpersonal skills are considered

as one of the important prerequisites that lead to successful performance (Yudhaputri, 2020). HR

is aimed at forming better management that must be able to anticipate and adjust to changes that

occur (Setiyati & Hikmawati, 2019). In this era, HR is more towards knowledge workers, which

means that HR today is required to have new knowledge that is in accordance with ongoing

changes (Yuli Angliawati & Fatimah Maulyan, 2020).

Development Of Superior Human Resources (HR) In Facing The Era of Globalization 
 
 
1019 
Return: Study of Management, Economic And Business, Vol 2 (10), October 2023 
Sony  Sumarsono  (2003),  human  resources  are  services  or  work  efforts  that  can  be 
provided in the production process. In other respects, HR describes the quality of effort made by 
a person in a certain time to produce goods and services (Fazrin et al., 2022). Human resources 
are needed to manage natural resources in order to produce products that have good quality. Of 
course, human resources must have quality abilities and skills (U. Sudarma, 2022). 
Based on this, the purpose of this research is to analyze and provide solutions to problems 
that  occur  in  the  context  of  developing  superior  human resources  in facing  the current  era  of 
globalization. 
 
RESEARCH METHOD 
The method used in this study is descriptive analytic, which describes phenomena that 
exist or are happening then analyzed with theory and produce a solution (solution). This study 
also  uses  a  literature  review  included in  literature research,  by  collecting  data  from  articles, 
journals, websites and other sources related to this research. Researchers deepen empirical and 
theoretical  data  in  relevant  articles  in  various  journals.  The  focus  of  research  is  directed  at 
developing superior human resources.  
A  literature  review  can  be  broadly  described  as  a  systematic  way  of  collecting  and 
synthesizing a wide variety. Effective and well-conducted literature review is a research method 
that provides a solid foundation for developing science and facilitates theory development (U. 
Sudarma, 2022). 
 
RESULT AND DISCUSSION 
Excellent Human Resources (HR) 
One of the important elements in the company lies in its quality human resources. The 
quality of human resources is the key to success for  the  company as  well as the first step / 
important step for the company to determine how human resources can improve performance 
and improve for the company. The quality of good human resources is  also able to  create a 
balance for the company. If there are no qualified and adequate human resources, the company 
will automatically fail to achieve its goals. 
Superior  Human  Resources  (HR),  namely  skilled  humans,  mastering  science  and 
technology is the top priority for human resource development (Arfin, 2022). Human Resources 
are needed to improve the effectiveness of human resources in an organization. The goal is to 
provide an effective work unit organization (Istiantara, 2019). Superior Human Resources (HR) 
with high quality is a demand for every organization to be able to achieve the goals set. Many 
aspects can be influential in  achieving superior human  resources, namely individual  aspects, 
group  aspects  and  organizational  system  aspects  (K.  Sudarma,  2012).  Human  resource 
development so that people are able to develop their competencies to be able to compete in an 
organization. 
The development of existing human resources requires increasing competence so that the 
use of Appropriate Technology can be well understood and knowledge of competition in the 
industry (Nurhidayat et al., 2020). Through the ownership of superior human resources, it is the 
most  important  asset  of  the  company,  because  human  resources  are  the  only  place  where 
knowledge assets are attached (Kasmawati, 2018).  
Strengthening the quality of human resources in this case to create superior humans has a 
very close correlation with increasing productivity levels (Diana et al., 2022). Human resources 
are an important ingredient for the company's success in the long run  (Arfin, 2022). Building 
human resources (HR) that have good quality and high competitiveness is a job that must be 
done by the company in an organized and planned manner by considering the character, dignity, 
interests, talents, and different backgrounds of these human resources (U. Sudarma, 2022). 
In today's digital information technology challenges, there are ethical and moral changes 
in  the  advancement  of  information  technology  that  have  a  negative  impact.  With  all  the 
challenges I mentioned earlier, "Then you need good human resources, quality service 

Development of Superior Human Resources (HR) In Facing The Era of Globalization 
1020                                           Return: Study of Management, Economic And Business, Vol 2 (10), October 2023 
Based on the above, business growth in the era of the industrial revolution 5.0 or often 
referred  to  as  the  era  of  digitalization  requires  alignment  with  the  development  of  superior 
human resources (HR). 
Development of Superior Human Resources to Face the Challenges of Globalization 
Human  resource  development  based  on  the  talents  possessed  by  a  person,  so  that  the 
concept  of  talent  management  is  believed  to  be  better  than  other  resource  concepts  in  HR 
development (Yuli Angliawati & Fatimah Maulyan, 2020). The development of human resources 
can be seen both in terms of hard skills and soft skills (Yudhaputri, 2020). Qualified, superior, 
and  trained  human  resources  are  important  aspects  for  companies  in  maintaining 
competitiveness and competitive advantage over competitors. Quality and superior humans will 
create value for a good organization, and are able to utilize technology appropriately. Talented 
humans  must  be  abundant  in  terms  of  mind-set,  heart-set,  and  skill-set.  Humans  who  are 
intelligent, work sincerely, and agile in doing their duties in an organization or business (Meddy 
Nurpratama & Agus Yudianto, 2021). 
Improving interpersonal skills as teaching materials at the education level is one of the 
things that can improve a person's performance in companies and organizations. This is in line 
with the understanding of the link and match between industry and education in an effort to 
provide superior and ready-to-use human resources in the industrial world (Yudhaputri, 2020). If 
humans  are  used  as  the  central  point,  then  the  development  carried  out  is  nothing  but 
development oriented towards human resource development (Satar, 2022). Thus the problems of 
underdevelopment, poverty, health and languishing physical conditions place top priority in the 
national development of developing countries. 
According  to  Porter  (1998)  said  that  HR  Management  can  help  a  company  gain  a 
competitive advantage by lowering costs, increasing product sources and service differences, or 
by both. Achieving competitive advantage through HR requires activities that are managed with 
a strategic perspective (Kasmawati, 2018).  
Meanwhile, according to Ulrich et al. (2017) put forward 9 strategic competencies that 
must  be  mastered  by  human  resource  professionals  in  organizations.  Human  resource 
professionals  must  have  the  ability  to  effectively  create  personal  effectiveness,  meet  the 
expectations  of  internal  and  external  stakeholders  and  achieve  business  strategy  values  by 
managing  talent,  leadership,  and  culture  that  enables  the  organization  to  excel  in  the 
competition. Of the 9 (nine) competencies, 3 (three) of them are the main drivers (core drivers), 
namely: 
1.  Strategic  positioner,  the  ability  to  position  a  business  ahead  of  the  competition.  HR 
professionals have the ability to integrate HR management strategies within organizations 
aligned with business strategies 
2.  Credible activist, the ability to build relationships on the basis of trust (relationship of 
trust)  by  having  a  proactive  point  of  view.  These  competencies  form  the  basis  for 
engaging in business dialogue with stakeholders. 
3.  Paradox navigator, the ability to manage various pressures in the business both short and 
long term, from above (leaders) and workers (Ulrich et al., 2017). 
Furthermore, the last 3 (three) competencies are delivery enablers, which focus on the 
ability  to  manage  the  basic/tactical  elements  of  human  resource  management  activities 
including: 
1.  Technology  and  media  integrator  is  the  ability  to  use  technology  and  social  media  to 
create high-performing organizations. 
2.  Analytics designer and interpreter is analytical ability in organizational decision making. 
3.  Compliance  manager  is  the  ability  to  manage  various  processes  by  complying  with 
applicable regulations. 
These competencies are needed in running a digital business. Although businesses have 
alternatives to  use important  values  and  strategies  for  long-term  business  sustainability.  The 
expertise of HR specialists to fulfill accountability aspects is rooted in mastery of theory and 
special skills that are relatively difficult to replace with technology. 

Development Of Superior Human Resources (HR) In Facing The Era of Globalization 
 
 
1021 
Return: Study of Management, Economic And Business, Vol 2 (10), October 2023 
In  addition  to  carrying  out  technical  functions  in  human  resource  management,  HR 
specialists also carry out strategic functions in executing business strategies and interacting with 
business  stakeholders.  As a  business  that  in  carrying out  its  activities interacts  with  various 
work partners both internal (between functions) and external (organization). 
CONCLUSION 
Based  on  the  results  of  the  research  and  discussion  above,  this  can  be  concluded  as 
beikut: There are two kinds of superior humans, namely 1) individualistic superiority which is 
considered a reflection of human greed because its superiority is used for itself and personal 
satisfaction so that it is assumed that it is not appropriate to apply in the era of globalization, 
and 2) participatory advantage that develops the principles of fair competition to find ways,  
Best Process and Results. 
The  urgency  of  human  resource  development  is  a  key  factor  in  winning  global 
competition, which has consequences for increasingly fierce competition amid uncertainty, this 
strategic  step  deserves  full  support  from  all  stakeholders.  Strengthening  human  resources 
towards superior humans has a close correlation with increasing work productivity, in winning 
competition amid rapid changes in the world of business, political economy and culture. 
 
REFERENCES 
Arfin, A. L. (2022). Peran Departemen Sumber Daya Manusia dalam Perencanaan, Rekrutmen 
Dan  Seleksi  Untuk  Mendapatkan  SDM  Unggul.  Efektor,  9(2),  272–285. 
https://doi.org/10.29407/e.v9i2.17651.Google Scholar 
Diana, D., Nuraeni, N., Febriani, D., & Kinasih, D. H. P. (2022). Strategi Pengelolaan Sumber 
Daya Manusia (SDM) Unggul Pasca Pandemi Bagi Pelaku UMKM di Wilayah Ciputat 
Timur, Tangerang Selatan. Prosiding Seminar Nasional Pengabdian Masyarakat LPPM 
UMJ 2022, 1–4. Google Scholar 
Fazrin, A. W.,  Afganistan, S.,  &  Simamora, A. K. R. (2022). Analisis kualitas sumber daya 
manusia  sebagai  pendukung  peningkatan  kinerja  karyawan  pada  PT  MNC  sekuritas. 
Nautical: Jurnal Ilmiah Multidisiplin, 1(2), 69–73. Google Scholar 
Istiantara,  D.  T.  (2019).  Pengembangan  Manajemen  Sumber  Daya  Manusia  Berbasis 
Kompetensi Guna Meningkatkan Kinerja Pegawai Dan Dosen Polikteknik Perkeretaapian 
Indonesia.  Jurnal  Perkeretaapian  Indonesia  (Indonesian  Railway  Journal),  3(2). 
https://doi.org/10.37367/jpi.v3i2.89. Google Scholar 
Janurdi, E. (2023). Upgrading Human Resource Management for Branding Company. Return : 
Study  of  Management,  Economic  and  Bussines,  2(3),  297–302. 
https://doi.org/10.57096/return.v2i03.86. Google Scholar 
Jewell,  D.  O.,  Jewell,  S.  F.,  &  Kaufman,  B.  E.  (2022).  Designing  and  implementing  high-
performance  work  systems:  Insights from  consulting  practice  for  academic  researchers. 
Human  Resource  Management  Review,  32(1),  100749. 
https://doi.org/10.1016/j.hrmr.2020.100749. Google Scholar 
Kasmawati,  K.  (2018).  Sumber  Daya  Manusia  Sebagai  Sumber  Keunggulan  Kompetitif. 
Idaarah:  Jurnal  Manajemen  Pendidikan,  2(2),  229. 
https://doi.org/10.24252/idaarah.v2i2.6864. Google Scholar 
Meddy  Nurpratama,  &  Agus  Yudianto.  (2021).  Strategi  Inovasi  dan  Rencana  Implementasi 
Untuk Mendorong SDM Unggul di Masa Pandemi. Jurnal Indonesia Sosial Sains, 2(1), 
50–69. https://doi.org/10.36418/jiss.v2i1.148. Google Scholar 
Mourtzis,  D.,  Angelopoulos,  J.,  &  Panopoulos,  N.  (2022).  A  Literature  Review  of  the 
Challenges and Opportunities of the Transition from Industry 4.0 to Society 5.0. Energies, 
15(17), 6276. https://doi.org/10.3390/en15176276. Google Scholar 
Naradda  Gamage,  S.  K.,  Ekanayake,  E.,  Abeyrathne,  G.,  Prasanna,  R.,  Jayasundara,  J.,  & 
Rajapakshe, P. (2020). A Review of Global Challenges and Survival Strategies of Small 
and  Medium  Enterprises  (SMEs).  Economies,  8(4),  79. 
https://doi.org/10.3390/economies8040079. Google Scholar 

Development of Superior Human Resources (HR) In Facing The Era of Globalization 
1022                                           Return: Study of Management, Economic And Business, Vol 2 (10), October 2023 
Nurhidayat, M. A., Nugroho, R. D., Sulaeman, H. A., Widiyanti, S. D., & Nurdiana, A. (2020). 
Peningkatan Kualitas Sumber Daya Manusia Pegawai Posyantek Serpong Utara Melalui 
Pendidikan Menjadi Sdm Yang Unggul Dan Maju Dalam Menyongsong Era Industri 4.0. 
Jurnal  Lokabmas  Kreatif :  Loyalitas  Kreatifitas  Abdi  Masyarakat  Kreatif,  1(1),  7. 
https://doi.org/10.32493/jlkklkk.v1i1.p7-14.5590. Google Scholar 
Piwowar-Sulej, K. (2021). Human resources development as an element of sustainable HRM – 
with  the  focus  on  production  engineers.  Journal  of  Cleaner  Production,  278,  124008. 
https://doi.org/10.1016/j.jclepro.2020.124008. Google Scholar 
Porter, R. (1998). London A Social History. Harvard University Press. Google Scholar 
Satar, M. (2002). Pengembangan SDM Indonesia Unggul Menghadapi Masyarakat Kompetitif 
Era  Globalisasi.  Mimbar:  Jurnal  Sosial  Dan  Pembangunan,  18(4),  429–442.  Google 
Scholar 
Satar,  M.  (2022).  Muhammad  Satar,  SE.,  adalah  dosen  tetap  ASM  Ariyanti  429.  429–442. 
Google Scholar 
Setiyati,  R.,  &  Hikmawati,  E.  (2019).  Pentingnya  Perencanaan  Sdm  Dalam  Organisasi. 
Pentingnya Perencanaan Sdm Dalam Organisasi Forum Ilmiah, 16, 215. Google Scholar 
Sudarma, K. (2012). Mencapai Sumber Daya Manusia Unggul (Analisis Kinerja dan Kualitas 
Pelayanan). Jurnal Dinamika Manajemen, 3(1), 76–83. Google Scholar 
Sudarma,  U. (2022).  Pendidikan  karakter  dalam  mewujudkan sumber  daya  manusia  berdaya 
saing  menuju  Indonesia  Emas  2045.  Sharia:  Jurnal  Kajian  Islam,  1(1),  37–55. 
https://doi.org/10.59757/sharia.v1i1.4. Google Scholar 
Sumarsono, S. (2003). Ekonomi Manajemen Sumber Daya Manusia, Ketenagakerjaan. Graha 
Ilmu. Google Scholar 
Ulrich,  D.,  Kryscynski,  D.,  Ulrich,  M.,  &  Brockbank,  W.  (2017).  Victory  Through 
Organization: Why the War for Talent is Failing Your Company and What You Can Do 
About It (1st ed.). McGraw-Hill Education. Google Scholar 
Yudhaputri,  E.  A.  (2020).  Interpersonal  Skill:  Upaya  Peningkatan  SDM  Unggul  Dunia 
Pendidikan.  Jurnal  Administrasi  Profesional,  1(02),  1–7. 
https://doi.org/10.32722/jap.v1i02.3658. Google Scholar 
Yuli  Angliawati,  R.,  &  Fatimah  Maulyan,  F.  (2020).  Peran  Talent  Management  Dalam 
Pembangunan Sdm Yang Unggul. Jurnal Sains Manajemen, 2(2), 28–40. Google Scholar 
  