PROPOSED OF HUMAN RESOURCE MANAGEMENT SYSTEM IMPROVEMENT IN PT CDD TO REDUCE NUMBER OF EMPLOYEE TURNOVER WITH ENGAGEMENT MODEL APPROACH

• Main Author: IRA PUSPITASARI (NIM : 29109080); Pembimbing I: Prof. Dr. Ir. Jann Hidajat, MSIE; Pembimbing I, RADEN
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/19129
• Institution: Institut Teknologi Bandung

Currently, oil and gas industry is growing very rapidly with the number of new companies that try to enter the industry. This situation causes the Human Resource plays an important role to improve competitiveness through increased productivity to achieve company profit. Growth competitiveness includes human resources that are reliable, competent and also engaged to the company. PT CDD currently has problems associated with high levels of employee turnover. It shows that the level of engagement of employees is still not good. This final study aims to identify the factors most influential to engagement and provide suggestions for those factors. <br /> <br /> <br /> Factors of engagement in this final project isusing the format of DDI. DDI research concludes that engagement consists of 3 dimensions including individual value, focus of work, and interpersonal support. The 3 dimension is then divided into several sub-dimension that ultimately led to 9 indicators or variables which are feeling valued and involved, compensation and benefits, training and career development, collaboration, colleagues, roles and responsibilities, communication, performance assessment, culture. Of the nine variables was made into the form of a questionnaire and distributed through simple random sampling technique carried out at random without regard to strata that exist in the population. The data is processed based on the level of satisfaction and interest. Results from the questionnaire indicated that the priorities that need to be repaired in accordance with the order are compensation and benefit, roles and responsibilities, training and career development, cooperation, communication, culture, performance assessment, colleagues, feeling valued and involved. <br /> <br /> <br /> Three top priorities that need improvement in PT CDD include compensation and benefits, roles and responsibilities, also training and career development. Variable compensation and benefit,roles and responsibilities indicated that PT CDD does not apply the concept of internal fairness and external competitiveness in their policy which can be seen from the ineffectiveness job evaluation system and performance appraisal where it should affect the remuneration system. PT CDD also do not have a development system for its employees both in the form of training or career path. The suggestions given will focus on three priorities.