ANALYZING EMPLOYEE ENGAGEMENT TO DETERMINE THE ENGAGEMENT DRIVERS THAT AFFECT TURNOVER INTENTION (CASE STUDY PT TELKOM INDONESIA - DIVISI HOME SERVICE REGIONAL 2)

• Main Author: Dhaniyanto, Aditya
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/57270
• Institution: Institut Teknologi Bandung

Human resources are one of the most important elements in a company. Having high-performing employees and retaining them is a problem that is quite challenging for most companies, including companies in the telecommunications industry. Currently the home service division is experiencing problems, namely not achieving the predetermined targets. After further observation, it was found that recently the South Jakarta regional 2 home service division was experiencing an increase in Salesforce turnover. The percentage for 2020 employee turnover rate is 25.8% The purpose of this study is to identify and compare several factors that influence the company's employee engagement by conducting an employee engagement survey. In conducting this research, the authors compare several literatures (Deloitte, Gallup, and AON Hewitt) to obtain literature that is in accordance with the core values and make a engagement survey based on the choosen literature. The data from engagement survei will be tested for validity and reliability and look for the drivers that most influence the company employee engagement with pearson correlation, Simple and Multiple linear regression and Descriptive Analysis. The author only conducts a survey to Salesforce which is under the management of the Telkom Indonesia company. Based on the results of the study, it was found that employee engagement has a negative correlation toward turnover intention and the engagement driver that had the significant and have positive relationship on employee engagement in this company was Leadership, The Basic, The work, Company practice. In the results of the descriptive analysis, the authors compared the score with the coeficient regression of each driver and found several sub variable to be the most crucial. The variable that has the greatest influence on employee engagement and has a fair value will be the factor that needs to be improved immediately to increase employee engagement. So, the author proposes several alternative programs that can be offered to solve this problem to reduce the turnover rate that occurs in the company.