Digital Human Resource Management in Tourism SMEs: A Systematic Review and Contextual Insights from Samarinda, Indonesia

Abstract

Objective: Digital transformation has changed the way organizations manage human resources, including in small and medium-scale tourism businesses. Digital Human Resource Management (DHRM) enables the automation of recruitment, training, job scheduling, and performance appraisal processes, while generating data that can be analyzed for strategic decision-making. However, the implementation of DHRM in small- and medium-scale tourism businesses faces limitations in technology capacity, digital literacy, and financial resources.

Methods: This article presents an integrative literature review of empirical and conceptual research related to DHRM, e-HRM, and digital transformation of human resources in small and medium enterprises in the tourism and service sectors.

Findings: Findings show that the adoption of human resource information systems and DHRM practices is able to improve employee productivity, operational efficiency, and service quality. On the other hand, the main barriers include the cost of initial investment, employee resistance, limited infrastructure, and weak policy support. This article then discusses the implications of these findings for the development of small and medium-scale tourism businesses in Samarinda City which is being positioned as a support for the regional economy and a buffer for the new national capital through river tourism, tourist villages, as well as micro, small and medium enterprises in culinary and creative economy.

Implications: This study recommends a phased strategy for the implementation of DHRM that is tailored to the local context, including the collaboration of local governments, educational institutions, and business actors, to strengthen the tourism competitiveness of Samarinda City in a sustainable manner.