Optimizing Human Resource Planning through Advanced Management Information Systems: A Technological Approach

This research aims to optimize human resource planning through a strategic technological approach utilizing Advanced Management Information Systems (MIS). In the current context, HR planning is increasingly crucial for organizations facing market dynamics and intense innovation-driven competition. However, there exists a gap in leveraging technology to enhance the efficiency and effectiveness of HR planning. This study seeks to fill this gap by proposing a scalable method that harnesses cutting-edge technology in HR information management. Through detailed data analysis, the results of this research are expected to provide a better understanding of how the implementation of advanced MIS can optimize HR planning within organizations. The implications of this research extend beyond enhancing HR performance, offering new insights into overall human resource management. Successfully implementing technology in HR planning is anticipated to serve as a beacon for organizations facing complex future challenges, highlighting the entrepreneurship


INTRODUCTION
In the rapidly evolving digital era, human resource planning (HRP) has become crucial for entrepreneurship organizational success.However, many companies still face challenges in optimizing their HRP processes.This research aims to explore innovative approaches to overcoming these obstacles by leveraging advanced management information systems, fostering an entrepreneurship mindset [1].
The uniqueness of this research lies in the innovative combination of the latest management information system (MIS) technology with human resource management (HRM) principles, offering a cutting-edge solution to enhance the efficiency and effectiveness of HRM planning [2].The proposed MIS technology Journal homepage: https://att.aptisi.or.id/index.php/att

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❒ 73 approach will empower organizations to seamlessly integrate HR data, analyze significant trends, forecast future workforce needs based on accurate information, and identify the most optimal workforce development strategies in line with the company's vision and mission [3].This approach reflects an entrepreneurship spirit, fostering strategic thinking and agility in adapting to market changes, thereby promoting a proactive HRM stance.
The SIM serves as a powerful tool in efficiently managing HR information, enabling organizations to make more timely and informed decisions comprehensively [4].SIM also facilitates employee performance monitoring, identifies training needs, and manages the employee life cycle from recruitment to retirement or relocation [5].By integrating SIM into HRM practices, organizations can more agilely respond to changes in the constantly dynamic market and work environment [6].
With a strong focus on the implementation of advanced SIM technology, this research has identified transformational opportunities in HRM, where SIM not only acts as a mere administrative tool but also as a strategic driver for the long-term success of the organization [7].The findings of this research promise to deliver significant benefits to companies facing complex challenges in HRM planning in the ever-evolving digital era, by maximizing the utilization of SIM technology to achieve greater and sustainable business objectives [8].
One of the key features of SIM technology is its ability to consolidate HR data, including employee information, performance metrics, training records, and organizational policies [9].This centralized database enables HR professionals to access real-time information, track historical data, and generate informative reports for strategic planning and decision-making.
Furthermore, SIM technology integrates advanced analytics and data visualization tools, allowing HR teams to analyze trends, identify patterns, and forecast future workforce needs more accurately [10].This predictive capability is highly valuable in predicting talent gaps, succession planning, and optimizing workforce allocation based on business priorities [11].
Moreover, SIM technology facilitates the automation of routine HR tasks such as payroll processing, leave management, and performance evaluations [12].By automating these processes, organizations can reduce manual errors, improve operational efficiency, and allocate HR resources more strategically to value-added activities such as talent development and employee engagement initiatives [13].
In the context of HRM applications, SIM technology plays a crucial role in talent acquisition and retention [14].It supports recruitment processes by managing job postings, applicant tracking, and candidate assessments efficiently [15].Additionally, SIM helps identify high-potential employees, design personalized career development plans, and track employee progress towards organizational goals [16].
Overall, the comprehensive utilization of SIM technology in HRM not only enhances operational effectiveness but also drives strategic HR initiatives aligned with organizational goals [17].By harnessing the power of SIM technology, companies can create a more agile, data-driven, and people-focused HR ecosystem that supports long-term success and competitiveness in today's dynamic business landscape [18].

LITERATURE REVIEW
In today's rapidly evolving digital era, human resource (HR) planning stands as a critical aspect for the entrepreneurship success of any organization.Recognizing its significance, many organizations have turned to Management Information Systems (MIS) to aid in managing their human resources more strategically and effectively [19].However, amidst the fast-paced business environment and intensifying competition, a more sophisticated, innovative approach is required to optimize HR planning [20].The objective of this research is to explore the potential of employing advanced Management Information Systems in enhancing human resource planning within organizations [21].
Within the fast-changing business dynamics and innovation-driven competition, there exists a gap in the literature concerning the utilization of advanced technology in HR planning [22].Many organizations have yet to fully leverage the benefits of cutting-edge technology in managing and forecasting their HR needs, revealing a strategic opportunity for entrepreneurship growth.Therefore, this research aims to bridge this gap by identifying how the integration of advanced MIS can improve the effectiveness and efficiency of HR planning, thereby fostering a more proactive and agile approach in human resource management [23].
The research methodology employed involves a comprehensive literature review encompassing fundamental concepts of HR planning, information technology, and the integration of advanced MIS within the context of human resource management [24].Furthermore, this research will conduct empirical analysis on ❒ E-ISSN: 2656-8888 | P-ISSN: 2655-8807 data obtained from organizations that have implemented advanced MIS in their HR planning, focusing on entrepreneurship innovation and strategic growth through technology [25].
From the findings of this research, empirical evidence supporting the effectiveness of utilizing advanced MIS in optimizing HR planning is expected to be uncovered [26].The implications of this research will provide practical guidance for organizations in upgrading or enhancing their HR planning systems by integrating more sophisticated information technology.This will not only enhance organizational performance in managing human resources but also bolster their competitiveness and adaptability in facing increasingly complex business challenges, underpinning an entrepreneurship mindset and innovative strategies [27][28].Thus, this research contributes significantly to the understanding and application of technology in the context of human resource management, offering innovative solutions to tackle future challenges in workforce management, and emphasizing the importance of agility and proactive entrepreneurship in HR practices [29].

RESEARCH METHOD
Managing knowledge in the digital era often closely relates to the use of Management Information System (MIS) technology integrated with Human Resource Management (HRM).Here's how integrating MIS technology with HRM can strengthen knowledge management in the digital era: Data Collection and Storage: Management Information Systems (MIS) facilitate the collection and storage of relevant data pertaining to various operational aspects and organizational activities.By integrating MIS with HRM, data related to employees such as qualifications, experiences, and performance can be gathered and stored centrally.This allows organizations to have easier access to the information needed for decisionmaking related to HR management [30].
Analysis and Reporting: MIS aids in the analysis and reporting of data, including data related to employees and HR operations.By integrating MIS with HRM, organizations can conduct deeper analyses of employee performance, recruitment trends, training needs, and other aspects of HR management [31].These analyses provide valuable insights for managing and optimizing human resources within the organization, fostering a culture of innovation, agility, and entrepreneurship thinking [32].
Collaboration and Communication: Integrating MIS with HRM also enhances collaboration and communication among HR team members.Collaborative platforms supported by MIS can be utilized to facilitate the exchange of information, best practices, and knowledge among HR management, HR business partners, and other departments, promoting an entrepreneurship ecosystem within the organization [33].
Employee Development: MIS can be used to track and manage employee development programs, including training and skill development.Integrating MIS with HRM enables organizations to identify employee training needs more efficiently based on accumulated performance and competency data.This approach nurtures entrepreneurship skills, innovative thinking, and strategic leadership among employees [34].By integrating MIS technology with HRM, organizations can enhance the efficiency, productivity, and effectiveness of their knowledge management in the digital era.Better collaboration between technology and HRM allows organizations to leverage the full potential of their human resources and achieve business goals more effectively, fostering an environment of entrepreneurship spirit, strategic innovation, and dynamic growth [35].
The methodology employed in this study involves utilizing Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) approach [6].SEM-PLS is chosen due to its capability to handle complex models and relationships even with relatively small sample sizes, making it suitable for exploratory research like this.Additionally, PLS allows for the assessment of both measurement and structural models simultaneously, facilitating a comprehensive analysis of the relationships between variables, which is crucial for understanding entrepreneurship dynamics and innovation management [36].
First, data will be collected through surveys administered to organizations that have implemented advanced Management Information Systems (MIS) in their HR planning processes [37].The survey will encompass constructs related to HR planning effectiveness, technological integration, organizational performance, and employee engagement, with a focus on entrepreneurship orientation and innovative strategies.These constructs will be operationalized using validated scales from previous literature, ensuring the reliability and validity of the measurement model.
Next, the collected data will be analyzed using PLS-SEM software.The analysis will begin with assessing the measurement model to ensure the reliability and validity of the constructs.This involves examining the indicator loadings, composite reliability, and average variance extracted (AVE) [38].Subsequently, the structural model will be evaluated to test the hypothesized relationships between variables, with an emphasis on entrepreneurship outcomes and strategic impact.The significance and strength of these relationships will be determined through bootstrapping procedures, highlighting their relevance to entrepreneurship success and business innovation.
Lastly, the results of the SEM-PLS analysis will be interpreted to provide insights into the effectiveness of advanced MIS integration in optimizing HR planning [39].The findings will contribute to understanding the key drivers and outcomes of technological advancements in HR planning processes.Additionally, recommendations for organizations seeking to enhance their HR planning capabilities through technological innovation will be provided based on the empirical evidence derived from the analysis [40].

Results and Discussion
3.1.1.Independent Variables: 1. Technological Integration (TI): The extent to which advanced management information systems (MIS) have been integrated into the human resource planning (HRP) processes within the organization [41].

Data Availability (DA):
The quality and quantity of data available in the MIS that can be utilized for human resource planning analysis [42].

Employee Engagement (EE):
The level of employee engagement in the use and implementation of advanced MIS in human resource planning activities [43].

Management Support (MS):
The level of support provided by management for the implementation and utilization of advanced MIS in human resource planning [44].

Dependent Variables:
1. Effectiveness of HRP (EH): The efficiency and effectiveness of the human resource planning process within the organization after the implementation of advanced MIS [45].
2. Organizational Performance (OP): Indicators of organizational performance, such as productivity, customer satisfaction, and profitability, influenced by improvements in human resource planning supported by advanced MIS [46].

Organizational Flexibility (OF):
The organization's ability to adapt to changes in the external and internal environment, which can be enhanced through better human resource planning with the assistance of advanced MIS.

IT1
Technology Integration: The level of merging advanced management information systems with human resource planning processes within an organization.

IT2
Technology Integration refers to the integration of advanced management information systems with human resource planning processes within an organization.

IT3
Technology Integration involves the amalgamation of sophisticated management information systems with human resource planning processes within an organizational framework.DA1 The quality and quantity of data accessible within the Management Information System (MIS) that can be utilized for human resource planning analysis.

DA2
Data Availability refers to the adequacy and abundance of data within the SIM (System Information Management) that can be employed for human resource planning analysis.

DA3
The extent and quality of data accessible within the management information system (MIS) that are usable for human resource planning analysis.

EE1
The level of employee involvement in the utilization and implementation of advanced SIM (Management Information System) in human resource planning activities.

EE2
The extent to which employees participate in using and applying advanced SIM (Management Information System) in human resource planning activities.

EE3
The degree of employee engagement in the use and application of advanced SIM (Management Information System) in human resource planning activities.

MS1
The level of assistance provided by management for the implementation and utilization of advanced SIM (Management Information System) in HR planning.

MS2
The degree of backing extended by management towards the implementation and usage of advanced SIM (Management Information System) in HR planning.

MS3
The extent of support provided by management for the implementation and utilization of advanced SIM (Management Information System) in HR planning.

EH1
The level of efficiency and effectiveness of the human resource planning process within an organization after the implementation of advanced SIM.

EH2
The degree of efficiency and effectiveness achieved in the human resource planning process within an organization following the implementation of advanced SIM.

EH3
The level of efficiency and effectiveness attained in the human resource planning process within an organization post-implementation of advanced SIM.

OP1
Indicators of organizational performance, such as productivity, customer satisfaction, and profitability, influenced by improvements in human resource planning supported by advanced SIM.The measurement of how well an organization achieves its objectives, including factors like productivity, customer satisfaction, and profitability, which are influenced by advancements in human resource planning supported by advanced SIM.OF1

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There is a significant relationship between the level of adaptability and the implementation of Advanced Management Information Systems (AMIS).

OF2
The level of workforce adaptability does not significantly impact employee satisfaction levels.OF3 There is a significant relationship between the level of workforce adaptability and the effectiveness of human resource planning.

Hypothesis:
1. Hypothesis 1 (H1): There is a positive relationship between the level of technology integration and the effectiveness of HR planning , where a higher level of technology integration leads to more effective HR planning processes within the organization [47].

Hypothesis 2 (H2):
The availability of data positively influences organizational performance, wherein the quality and quantity of data available in advanced HR information systems will enhance organizational productivity, customer satisfaction, and profitability [48].

Hypothesis 3 (H3):
The level of employee involvement has a positive effect on organizational flexibility, whereby higher employee engagement in the use and implementation of advanced HR information systems correlates with greater organizational adaptability to environmental changes [49].
4. Hypothesis 4 (H4): Management support positively impacts the effectiveness of HR planning, as a high level of management support for the implementation and utilization of advanced HR information systems will enhance the efficiency of HR planning processes [50].

Hypothesis 5 (H5):
There is a positive correlation between the effectiveness of HR planning and organizational performance, where improvements in HR planning supported by advanced HR information systems contribute to increased productivity, customer satisfaction, and profitability within the organization.
Based on user evaluations of the measurements of the seven mentioned constructs, the values generated for each indicator exhibit outer loadings ¿ 0.70.A construct is considered reliable if its composite reliability exceeds 0.70, and the Average Variance Extracted (AVE) value is greater than 0.50 [20].This statement elucidates that in the related study, measurements of constructs are deemed reliable when the outer loading values surpass 0.70.Additionally, constructs are considered robust if their composite reliability exceeds 0.70, and their AVE values are greater than 0.50.Emphasizing these values is crucial to ensure the validity and reliability of the constructs measured within the framework of research aiming to optimize human resource planning through advanced management information systems with a technological approach [51].
The study emphasizes that integrating Strategic Information Management (SIM) at an advanced level equips organizations with a competitive edge to tackle the challenges of market and technological changes.Advanced SIM enables the collection and analysis of complex data, leading to more precise and rapid decisionmaking in Human Resources (HR).These findings underscore the significance of technology as a driving force in enhancing the efficiency and precision of HR planning [52][53].
This finding shows that organizations that adopt advanced SIM have better adaptation capabilities to changes in the business environment Holistic data integration and predictive analysis enable organizations to respond to market dynamics more adaptively This has a positive impact on the accuracy of HR planning and the organization's ability to strategically respond to changing workforce needs [54].This study also highlights the positive impact of advanced SIM on employee satisfaction By having more efficient HR planning and accuracy in placing human resources, organizations can improve employee satisfaction Employee satisfaction is not only reflected in better retention rates, but also in individual wellbeing and performance [55].
The research discussion highlights the challenges and obstacles that may be faced in implementing advanced level HRIS Factors such as implementation costs, data security, and employee training needs may be important considerations in adopting this technology Therefore, this research provides a balanced view of the benefits and challenges in optimizing HR planning through advanced level HRIS [56].
This research provides an important contribution in understanding how technology, particularly advanced level HRIS, can be the key to success in optimizing HR planning By detailing the benefits, challenges, and positive impact on employee satisfaction, this research provides a strong foundation for organizations that want to adopt the latest technology to achieve their strategic goals in managing human resources [57].

CONCLUSION
In conclusion, the findings of this study underscore the importance of implementing Advanced Management Information Systems (MIS) in optimizing human resource planning within the technological landscape.Through the results of this research, it can be inferred that MIS plays a pivotal role in enhancing the efficiency, effectiveness, and flexibility of human resource planning within organizations [19].
Firstly, the study reveals that the utilization of MIS significantly contributes to improving efficiency in the human resource planning process.The integration of information technology into human resource management enables organizations to manage data more efficiently, conduct deeper analyses, and make more timely decisions.
Moreover, the effectiveness of human resource planning is also found to be enhanced with the implementation of MIS.With the assistance of advanced information technology, organizations can carry out more accurate recruitment and selection processes, develop employees more effectively, and manage employee performance more efficiently [58].
Furthermore, MIS also positively contributes to organizational flexibility.The ability of organizations to adapt human resource strategies quickly and responsively to changes in both external and internal environments becomes more feasible with the adoption of advanced information technology.In this context, it is crucial for organizations not only to understand the benefits of information technology such as MIS but also to develop the necessary technological competencies among their workforce.Strong technological skills will prove to be valuable assets in optimizing the implementation of MIS and maximizing its potential in human resource planning.
Thus, the conclusion of this research is that MIS offers significant potential in transforming the paradigm of human resource planning to be more adaptive, responsive, and efficient in addressing the challenges faced by organizations in this digital era [59].

RECOMMENDATIONS AND ACKNOWLEDGMENTS
This research provides a basis for reflecting on and evaluating the potential implementation of Advanced Management Information Systems (MIS) in the context of human resource planning (HRP).We advocate for organizations to consider the benefits and challenges of adopting this technology as a strategic step to enhance efficiency and decision-making quality in the field of HR.Furthermore, our suggestion is to continuously monitor technological advancements, update employee skills, and ensure data security as integral parts of AMIS implementation [60].
Additionally, we recommend further research to explore specific contexts and the impact of MIS implementation on various sectors and types of organizations.Such research can provide deeper insights into how technology can be tailored to the unique needs of each organization, as well as how to overcome potential barriers that may arise during the implementation process.
We would like to express our gratitude to all parties involved in this research.Thank you for the participation and valuable contributions from respondents, funding institutions, and the entire research team.Financial support, insights, and collaboration are instrumental in helping the research achieve its goals.