Strategi Efektif Meningkatkan Employee Engagement di PT. Medco Geothermal Sarulla

Abstract

Employee engagement merupakan hal yang selalu menjadi perhatian serius bagi manajemen perusahaan, peneliti sumber daya manusia profesional dan praktisi manajemen karena memiliki dampak bagi profitabilitas bisnis suatu perusahaan. Beberapa indikator yang merupakan dampak dari employee engagement meliputi kinerja karyawan, kepuasan kerja, kinerja perusahaan, komitmen pada organisasi dan employee turnover. Turnover karyawan yang menunjukkan tren meningkat dari tahun 2016 -2018 dan adanya beberapa keluhan dari karyawan tentang kondisi kerja merupakan alasan dalam penelitian ini. Tujuan penelitian ini untuk mengetahui pengaruh signifikansi variabel remunerasi, desain pekerjaan, hubungan supervisor dan rekan kerja, lingkungan kerja, pelatihan dan pengembangan karir dan tuntutan kerja terhadap variabel employee engagement. Teknik analisis data menggunakan deskriptif korelasional. Kemudian dilakukan analisis strategi dengan pendekatan SWOT untuk menentukan strengths, weaknesses, opportunities dan threats dari setiap variabel. Berdasarkan analisis SWOT dan signifikansi korelasi variabel dependen terhadap variabel employee engagement di rumuskan prioritas dan strategi yang efektif untuk meningkatkan employee engagement. Populasi dalam penelitian ini adalah 101 orang yang merupakan pegawai tetap PT. Medco Geothermal Sarulla. Hasil penelitian ini menunjukkan bahwa desain pekerjaan berpengaruh positif dan signifikan terhadap employee engagement, tuntutan pekerjaan berpengaruh negatif dan signifikan terhadap employee engagement. Sedangkan remunerasi, hubungan supervisor dan rekan kerja, lingkungan kerja dan pelatihan dan pengembangan karir tidak berpengaruh signifikan terhadap employee engagement. Prioritas dan fokus strategi yang perlu di lakukan untuk meningkatkan employee engagement: 1. desain pekerjaan (variasi pekerjaan, prosedur kerja, efektifitas kerja), 2. tuntutan pekerjaan (keterbatasan SDM, urgensi pekerjaan), 3. hubungan supervisor dan rekan kerja (komunikasi, bimbingan atasan), 4. lingkungan kerja (fasilitas fisik, keamanan kerja dan hubungan sosial), 5. pelatihan dan pengembangan karir (pelatihan terkait peningkatan keterampilan, keterbatasan pengembangan karir), 6. remunerasi (standarisasi gaji).

Employee engagement is always a serious concern for corporate management, professional human resource researchers and management practitioners because it has an impact on the profitability of a company's business. Some indicators that impact of employee engagement include employee performance, job satisfaction, company performance, organizational commitment and employee turnover. Employee Turnover that demonstrates the trend increased from 2016-2018 and there are some complaints from employees about working conditions constitute of the reason in this research. The purpose of this research is to know the significance of the variables of remuneration, job design, supervisor relationships and co-workers, work environment, training and career development and employment demands on employee engagement variables. Data analysis techniques use descriptive correlational. Then conducted analysis with the SWOT approach to determine the strength, weakness, opportunities and threats of each variable. Based on the SWOT analysis and the significance of the dependent variable correlation of employee engagement variables defined the prioritization and effective strategies to improve employee engagement. The population in this study was 101 people who were permanent employees of PT. Medco Geothermal Sarulla. The results of this study show that job design has a positive and significant impact on employee engagement, job demands are negatively and significantly impactful to employee engagement. While remuneration, supervisor relationships and co-workers, work environment and training and career development do not have significant effect on employee engagement. Priority and focus strategies to be done to improve employee engagement: 1. job design (job variation, work procedure, work effectiveness), 2. job demands (HR limitations, job urgency), 3. supervisor relationships and co-workers (communication, supervisor’s guidance), 4. work environment (physical facilities, occupational safety and social relations), 5. training and career development (training related to skill enhancement, career development limitation), 6. remuneration (salary standardization).