DETERMINATION FACTORS OF EMPLOYEE TURNOVER IN AN EDUTAINMENT INDUSTRY IN INDONESIA (CASE STUDY AT PT. KREASI EDULAB INDONESIA)

• Main Author: Shulur/29116472, Mentari
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/28865
• Institution: Institut Teknologi Bandung

Edulab is an Education Consultant and innovative developer of education that presents the concept of learning by combining academic and psychological aspects evenly and provide personalized service to each student so as to optimize the potential of each student. PT.KreasiEdulab Indonesia facing a problem that could threaten the productivity and performance of the company is high employee turnover that is 78.5 percent in 2017 and 55.5 percent in 2017. <br /> <br /> This research aims to help PT. The creation of Edulab Indonesia in reducing the employee turnover rate that is being faced by the company, This study will use the main method of quantitative approach that is questionnairethe researcher has spread the questionnaire about job satisfaction and organizational commitment to see the level of employee satisfaction and also employee commitment to the company, the result of the questionnaire that has been processed by the researcher shows employee feel dissatisfaction at Salary provided by the company, the equipment provided by the company that has not been adequate and can disturb the performance of employees and employees also feel dissatisfaction to their leader who they feel not understand his subordinates <br /> <br /> The turnover rate problems faced by PT. KreasiEdulab Indonesia and also researcher already analyzing the results of the questionnaires that have been distributed to employees, the researcher provide recommendations on the company to reduce high turnover rates are: First, provide a salary in accordance with the minimum salary already set by government regulations. Second, to meet the needs of employees in the form of adequate equipment to improve employee performance. Third, to provide leadership training for leaders so they can improve their soft skill. Last, rewards outstanding employees such as the employee of the month, employee of the Year, and also for branch who achieves BOPO targets. All recommendations provided by researcher may reduce employee turnover rates if implemented well by company. <br />