WORKFORCE PLANNING IN PERTAMINA EP TO SUPPORT THE COMPANY TARGET ACHIEVEMENT

• Main Author: Pahlanie, Rivanie
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/53206
• Institution: Institut Teknologi Bandung

The coronavirus pandemic, the fall of oil prices, the pressure for non-fossil green energy, has hampered the oil and gas industry's growth significantly. Pertamina EP, as one of Pertamina (PERSERO)’s subsidiaries in exploration production, has a role in supplying raw material of oil and gas and being able to sustain in business for the holding company and the national interests. The fulfillment of sufficient manpower with the right skills and competencies requirements are the essential things to ensure the target achievement for organizations. The workforce planning becomes important to ensure the effectiveness of managing the workforce sustainably. Workforce planning is one of the critical activities in the organization to support company target achievement. By doing workforce planning, it is expected that the company will get the right number of workers, with the ability to suit their needs and at the right time. If this is not done then, it can cause workforce shortages that can interfere with achieving the target or even over workers, which can cause the company to be inefficient. This final project proposes the Pertamina EP workforce planning with evaluation research. Furthermore, the research uses both the qualitative using semi-structured interview techniques and the quantitative analysis using secondary data and benchmarking analysis. The interviews with 6 (six) respondents followed by analysis with secondary data such as an annual report, documentary data, have found some insights from the fields. The benchmarking of production performances has been employed by comparing Pertamina EP data with internal peer-companies. Pertamina Hulu Indonesia, Pertamina Hulu Energy, Pertamina EP Cepu, and Pertamina Internasional EP data have become benchmark companies for the analysis. From the quantitative using secondary data analysis, it was obtained that some challenges arise in the next five years when carrying out the achievement of targets. Furthermore, the business solution proposes a workforce planning strategy to answer the challenges. It suggests Internal Labor Market, which is filling executive and managerial levels from internal sources and external recruiting to fill positions below those left by the previous incumbent. Organizational restructuring by building a Shared Service Center (SSC) organization for supporting functions is one strategy to improve organizational effectiveness. Competencies development strategy is mandatory to ensure the readiness of workers to occupy current and future positions. The implementation programs for technical competencies development and leadership competencies development have been offered to Pertamina EP as part of the business solutions. Further recommendations being suggested are getting the commitment from top management, management involvement in business process review and workforce needs, building a succession plan to fulfill the critical position, and consider to involve external consultants to assist in the formation of SSC organization.