HUMAN CAPITAL MANAGEMENT STRATEGY FOR A SMALL FLOATING CUBES SERVICES COMPANY: FLOT INDONESIA COMPANY CASE

• Main Author: Ayu Sari, Harni
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/35602
• Institution: Institut Teknologi Bandung

Indonesia is a maritime country that has a wider number of oceans than land. Flot Indonesia is one of the companies engaged in floating cube. Floating cubes are commonly used for floating docks, floating bridges, floating pools, floating rides, floating houses, floating gazebos and floating restaurants. One of the advantages of a floating cube from Flot Indonesia is being able to adjust to consumer demand. But human capital management in this company is not good enough. Human capital management is important for the company so that company could run effectively and efficiently. The main problem in Flot Indonesia’s company are unclear organizational structure, unclear job description and lack of motivation to finished work. Flot Indonesia’s company do not yet have a clear organizational structure, then sometimes employees confused must follow which direction of Top Management decisions. In addition to the organizational structure, employees at this company also do not have a written and clear job description that causes some employees to has overload jobs, but on other occasions there are employees who do nothing or are distracted about what to do. In order to formulate a proper human capital management strategy, this research was conducted with a survey in the form of questionnaires for employees and interviews for the Top Management of the Flot Indonesia company. Business issue would be analyze to gain a root cause. Organizational assessment in the context of human capital management is analyzed by 7S McKinsey and Job Evaluation. The result shows that Flot Indonesia already has employees who are competent in their respective fields. Moreover, employees already has work experience in the old company. But an unclear organizational structure and the job description that is less clear makes employees not optimal in doing their work because they are often bothered by other jobs. There are several strategies related to organizational contains improving or re-designing organization structure, formulating job descriptions for each employee and formulating RACI (Responsible, Accountable, Consulted, and Informed). In addition, a monthly meeting will be held for all employees and some training. Based on the analysis that has been done, Flot Indonesia companies can carry out a human capital management strategy through re-designing organization structure, formulating job descriptions for each employee and formulating RACI. This aims to improve the performance of employees in the Flot Indonesia company. Employees are expected to be able to create innovations and new ideas to increase company value. Implementation plan table to improve the human capital management start for the new year. There are three main issue in implementation plan that should Flot Indonesia’s company needs to do.