Transformasi Human Capital Di Era Kecerdasan Buatan: Integrasi Filosofi Human-Centric, Smart Culture, Dan Perencanaan Strategis Sumber Daya Manusia Berbasis Teknologi

Abstract

Artificial intelligence (AI) is reshaping work arrangements, skill requirements, and organizational decision-making. Yet digitalizing human resource management does not automatically improve human capital outcomes: success depends on the alignment of human-centered values, organizational culture, workforce capabilities, and technological governance. This article develops an integrative conceptual framework for understanding human capital transformation in the automation era. Using a qualitative, critical narrative literature review and conceptual synthesis, it draws on strategic human resource management, dynamic capabilities, organizational learning, and algorithmic management scholarship. The analysis identifies four interdependent dimensions: human-centric philosophy, smart culture, skills-based strategic workforce planning, and responsible implementation of HR information systems, people analytics, and AI. The central argument is that technology generates sustainable organizational value only when it augments human capabilities, operates within psychologically safe environments, and remains subject to meaningful accountability. The proposed framework introduces human oversight, algorithmic fairness, and impact evaluation as cross-cutting governance requirements. As a conceptual contribution, the model offers propositions for future research rather than claims of empirically demonstrated causality. Comparative, longitudinal studies are needed to test its mechanisms and boundary conditions.