EMPLOYEE ENGAGEMENT ASSESSMENT IN PT TAKA TURBOMACHINERY INDONESIA USING AON HEWITT MODEL

• Main Author: Putri Agustina, Tiara
• Format: Final Project
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/57369
• Institution: Institut Teknologi Bandung

PT Taka Turbomachinery Indonesia is one of the private companies located in Bandung which provides service and maintenance for rotating equipment. Currently, the company is facing employee turnover that exceeds the predetermined Key Performance Indicator (KPI). The company indicates that a high turnover rate is closely related to engagement. When employees are disengaged, they tend to have a desire to leave the company. It is proved by several studies that highlighted turnover as an outcome of employee engagement. In an effort to reduce and prevent a high turnover rate, the company requires engaged employees. Furthermore, the company needs to know an overview of the actual engagement conditions to get a clear picture of what strategy or decision the company needs to take. In response to these issues, this research aims to conduct an employee engagement assessment in PT Taka Turbomachinery Indonesia using Aon Hewitt Employee Engagement Model. This research applied a quantitative approach by distributing online questionnaires as a tool to collect the data with six-point Likert scales. The sampling method used in this research is simple random sampling with a total respondent of 53 employees. In analyzing data, the researcher used descriptive analysis. The result of this study has shown that 62% of the respondents are classified as highly engaged, 34% are in the moderately engaged category, and 4% belong to the passive category. The high value of engagement driver is shown by collaboration, customer focus, and safety with the values of 92, 90.3, and 87.1, respectively, while the lowest engagement driver belongs to decision making, risk, and performance management with values of 62.6, 61.6, and 59.1, respectively. In terms of engagement outcome, the percentage of Say, Stay, and Strive are 81%, 83%, 79%, respectively. These results provide an overview to the company regarding the actual engagement conditions that occurred. To summarize the analysis, the researcher formulated several recommendations to increase and maintain engaged employees by considering some of the lowest-ranking engagement drivers.