PROPOSED PROGRAM INITIATIVES FOR INCREASING EMPLOYEE ENGAGEMENT OF CONFIDENCE IN LEADER DRIVER AT HEADQUARTER PT POS INDONESIA

• Main Author: Waluyo Alifya, Tofa
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/41813
• Institution: Institut Teknologi Bandung

PT. Pos Indonesia is engaged in courier services, logistics, and financial transactions. PT. Pos Indonesia has 11 regional divisions spread throughout Indonesia and based in the city of Bandung, West Java. This study discusses the Headquarter of PT. Pos Indonesia. A survey conducted in 2018 by Korn Ferry found that there were two lowest drivers regarding employee engagement, which is pay and benefits and confidence in leaders. This study focuses on increasing confidence in leader drivers. Therefore, the Headquarter of PT Pos Indonesia will analyze what factors make the low of driver confidence in leader, what capabilities are needed, and analyze the gaps in achieving the level of trust. This study uses an explanatory sequential mixed method research model, in which this study begins by analyzing what factors influence the low confidence (trust) in leaders at the Headquarter of PT.Pos Indonesia through the survey method. Furthermore, researchers conducted a deeper analysis to find the root causes of the factors found and conducted an analysis of what capabilities are needed to improve the driver through in-depth interviews with key person at the Headquarter of PT. Pos Indonesia. The analysis process is carried out within the framework of interpersonal trust at work by John Cook and Toby Wall with 2 dimensions, 4 indicators, and 12 item question. Based on the results of a survey distributed to find out the factors that influence the low driver confidence in leader at the Headquarter of PT.Pos Indonesia, it was revealed that there were 3 question items that had the lowest value and were part of the dimensions of management-confidence in actions and peers-faith in intentions. The survey results mean that the greatest level of mistrust is at the management level. Then from the 3 items the question is synthesized into several values, namely, Q5: direction in strategic initiative planning, Q1: employee aspiration, Q2: and fairness at the workplace. From these values, in-depth interviews and recommendations are needed to improve driver confidence in leaders and minimize gaps, namely, preparing coaching and training for managers; developing environmental leadership, innovation, and initiatives; working with external parties to improve corporate branding; making facilitate to employee voice and trade union relationship; implementing performance appraisal; and shaping of good communication channel.