ROLES OF HUMAN RESOURCES DIVISION TO INCREASE COMPANY PERFORMANCE IN PT DIRGANTARA INDONESIA (PERSERO)

• Main Author: Tiurma Novianti, Christina
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/57500
• Institution: Institut Teknologi Bandung

Currently the level of volatility, uncertainty, complexity and ambiguity (VUCA) is very high, where global business conditions can change rapidly, seem inconclusive, complicated and unclear. Consequently, it requires an organization that are adaptive to change so that the company can still achieve its business goals under VUCA conditions and still compete from other competitors. To assist and support the company in dealing with various changes in the VUCA conditions, HR organization plays an important role. PT Dirgantara Indonesia (PTDI) is a state-owned aerospace company that operates in the field of designing aircraft, manufacturing aircraft, and aircraft services for civilian or military of light and medium aircraft. Although as the only company in Indonesia and Southeast Asia that produces aircraft, for the last 5 years, PTDI has experienced downward trend in sales, volatile profit and loss performance and also many changes, therefore the role of HR organizations in PTDI is also important to assist PTDI in dealing with changes. Besides that, several researches also stated that the human resources practices have a role to impact on organizational performance, therefore this research will examine how the current role of human resources organizations in PTDI, how it impacts company performance and how to improve the current role or human resources organizations in PTDI. This research that based on quantitative analysis will assess the role of human resources based on four roles of Ulrich model (Ulrich, 1997). These four roles are known as strategic partner role, administrative expert role, employee champion role and change agent role. The study was conducted through a survey of 100 employees in the company, including HR practitioners and line managers, using a questionnaire with a Likert scale. The research indicate that all the four roles are practiced by HR practitioners in the company in almost the same percentage, but the employee champion role has the lowest percentage shown by the HR division at PTDI. Based on multiple regression analysis in this study, it was found that one of the roles of HR in PTDI made a positive contribution to the company's performance, namely the change agent role of HR organization. To develop the entire role of HR in PTDI so that it has a positive impact on the company's performance, it is necessary to develop a HR plan to become a business solution. The business solution provided in this study is a development plan that will be carried out by the HR organization at PTDI based on four roles of Ulrich model. To develop the strategic partner role, HR practitioners at PTDI will create HR strategic planning every year that aligns with business strategies. In developing the administrative expert role, HR practitioners should build a Human Capital Information System. The change agent role in HR division can be developed by designing the organization and conducting redesign for system or process. To leverage the employee champion role, HR practitioners will build a platform or a media to communicate with employees. The role of each individual in the HR division also has an impact on the whole role of HR, therefore it is also necessary to develop competencies for each HR practitioners at PTDI.