in Human Resource Management

relevant and competitive. This change occurred because of the many challenges faced by companies in finding, developing, and retaining quality employees. The literature search process was carried out on various databases (PubMed, Web of Sciences, and Google Scholar) regarding the analysis of innovation in human resources management. This study follows the preferred reporting items for systematic reviews and meta-analysis (PRISMA) recommendations. Innovation in human resource management (HR) has become the main driver for organizational transformation in facing the challenges and demands of the ever-evolving world of work. The use of advanced HRM information technology and software has helped increase efficiency in various aspects of human resource management, such as recruitment, training, development, and performance evaluation. Innovations in creating a work environment that balances work and personal life, as well as promoting equality and inclusion, have increased employee satisfaction and productivity.


Introduction
In a rapidly changing and competitive business world, the urgency of innovation in human resource management is becoming increasingly important (Barney, 1998 (Boudreau, 2007). Nowadays, innovation in HR is no longer just an option but a necessity for organizations that want to remain relevant and competitive. This change occurred because of the many challenges faced by companies in finding, developing, and retaining quality employees (Boxall, 2012).
One of the urgent innovations in human resource management lies in the dynamic nature of the modern workforce. Millennials and Generation Z, which increasingly dominate the job market, have different preferences and values than previous generations.
They want a more flexible work environment, a better work-life balance, and interesting job challenges (Delery, 1996). Therefore, organizations need to innovate in adjusting work patterns, employee policies, and development programs in order to attract and retain the best talent (Guest, 2017). In addition, innovation in human resource management is also related to the application of increasingly sophisticated technology. Cloud-based human resource management systems, HR analytics, and artificial intelligence play a critical role in helping organizations manage employee data, analyze trends and identify opportunities for improvement. The application of this technology improves efficiency in HR processes and provides deeper insight into decisions made by management (Huselid, 1995;Jackson, 1999).
In addition, innovation in human resource management also contributes to increased employee productivity and performance. Innovative training and development programs help improve employees' skills and knowledge, so they can face job challenges more confidently and perform better (Lepak, 1999;Marchington, 2000). In addition, holistic employee welfare programs, such as mental health support, keep employees healthy and motivated, reduce absenteeism, and increase productivity. By implementing innovations in human resource management, organizations can create a more adaptive, inclusive, and employee-oriented work environment. This not only has a positive impact on employee satisfaction and well-being but also contributes to the overall success of the organization (Paauwe, 1997). Employees who feel supported and valued tend to be more passionate, creative, and dedicated, which in turn, increases productivity, innovation, and overall organizational performance.
Therefore, the urgency of innovation in human resource management must not be ignored because this is the key to success in a changing and competitive business world (Schuler, 1987;Ulrich, 2005;Boxall, 2014).

Methods
The literature search process was carried out on various databases (PubMed, Web of Sciences, and Google Scholar) regarding the analysis of innovation in human resources management. The search was performed using the terms: (1) " innovation " OR " human resources " OR " management" OR " improving human " AND (2)

HRM (human resources management) technology
The application of advanced information technology and human resource management (HRM) software has brought about a major transformation in the way organizations manage their human assets (Wright, 1992 satisfaction. This information helps identify trends, potential problems, and opportunities for improvement to improve overall organizational efficiency and performance (Nishii, 2008;Pfeffer, 1994). The use of mobile applications in human resource management makes it easier for employees to access and interact with the HRM system. Employees can apply for leave, fill out forms, access salary information, and attend training through the mobile application (Boxall, 2014;Nishii, 2008). Meanwhile, management can also use the app to provide performance feedback, announce policy changes, and provide direct communication with employees, facilitating effective and transparent communication.
The advantage of implementing advanced information technology and HRM software is being able to automate repetitive administrative tasks, allowing the HR team to focus on more strategic and employeeoriented activities. In addition, the cloud-based HR system and mobile application enable real-time and rapid access to employee information, enhancing timely and targeted decision-making. Meanwhile, HR analytics software assists organizations in identifying performance patterns, assessing the effectiveness of employee development programs, and designing competitive pay strategies (Wright, 2001).

Work-life balance
Innovation in creating a work environment that is balanced between the work life and the personal life of employees has become a major concern for many modern organizations.

Recruitment and selection
The use of algorithms and artificial intelligence (AI) in the recruitment process has become a very valuable innovation for human resource management (HR).  (Wright, 2001).

Technology-based performance management
The use of software and applications to manage employee performance has become a very useful their best, and contributing to the overall success of the organization. In addition, management can also make decisions based on strong data and analysis, optimize the performance management process, and achieve better results in achieving the company's strategic objectives (Delbridge, 2017;Guest, 2011).

Employee engagement
The use of technology-based platforms to facilitate  (Nishii, 2008;Boxall, 2014). perspectives, and talent, which in turn enhances creativity, innovation, and overall organizational performance (Guest, 2011).

Conclusion
Innovation in human resource management (HR) has become the main driver for organizational transformation in facing the challenges and demands of the ever-evolving world of work. The use of advanced HRM information technology and software has helped increase efficiency in various aspects of human resource management, such as recruitment, training, development, and performance evaluation.
Innovations in creating a work environment that balances work and personal life, as well as promoting equality and inclusion, have increased employee satisfaction and productivity.