ASSESSING EMPLOYEE ENGAGEMENT LEVEL IN LOCAL GOVERNMENT: MOJOKERTO CITY GOVERNMENT CASE

• Main Author: Wibisono Wachid, Aditya
• Format: Final Project
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/37962
• Institution: Institut Teknologi Bandung

Employee engagement is an issue that is widely discussed in the context of organizational management, including government organizations. Previous research proves that employee engagements in government organizations can improve the performance of government employees which ultimately increases public trust in government organizations. Mojokerto City Government is one of the regional governments that has a vision as a service city, namely a city that has an excellent quality of community service. To achieve this vision, it takes human resources in the form of state civil servants who perform well. To achieve optimal employee performance, Mojokerto City Government requires employees who are engaged and competent. The Mojokerto City Government has developed a program to improve the performance of its employees in order to achieve the vision as a service city. But the implementation of human resource development programs often does not pay attention to existing needs. For this reason, this study aims to help the City of Mojokerto know the conditions of employee engagement by conducting employee engagement assessment on Mojokerto City Government employees. This study uses a questionnaire to determine the aspects of employee engagement. The questionnaire given to employees of the City Government of Mojokerto contained questions based on Aon Hewitt's Employee Engagement Model. With a total sample of 97 employees, this research was conducted in four Local Government Agencies. The results of this study indicate the percentage of employees belonging to Highly Engaged and Moderately Engaged is 62% and 36%. While employees who are classified as passive are relatively small, which is 2%, in terms of employee engagement outcome, Say has a figure of 78%, Stay at 69% and Strive at 86% while employee engagement drivers are low, namely job risk, job security, talent and staffing, and enabling infrastructure. These drivers were then discussed with senior officials in the Mojokerto City Government and advice was obtained in the form of programs related to the driver.