THE ASSESSMENT OF EMPLOYEE ENGAGEMENT LEVEL FOR THE IMPLEMENTATION OF NEW WAYS OF WORKING (CASE STUDY: PT ISAT – INMARSAT INDONESIA)

• Main Author: Xaverius Budiyono, Fransiskus
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/62997
• Institution: Institut Teknologi Bandung

The employee engagement is one key success to make employee working as best as they can, and it must be built to create great working condition. High level engagement from employee can make more revenue and profit because the employees will work hard for themselves and for their company. Inmarsat employees are in transition period for the ways of working and it is the adaptation from the covid-19 pandemic and the introduction of the digital transformation. The uncertainty of the result for new ways of working has a risk because it can make employee more engage or employee become disengage. The working type or working pattern of each employee in the new ways of working is determined by company base on the role and responsibility. There is not much employee preference influence for the assignment of the working pattern for each employee because the working pattern is determined by company. Company believe that the arrangement should be the best working arrangement to make employee be more engage to company because it accommodates business needs and the feedback from employee on the internal survey. This study is to measure and determine the level of employee engagement in Inmarsat for the implementation of the new ways of working. The assessment of engagement level is using Peakon employee engagement model. In the survey, respondent has also been requested to answer the questions for the perception and the suggestion for the improvement. The sample used in this study is sample from all PT ISAT employee with the total respondents of 40 people. Distribution of the questionnaire addressed in accordance with the eligible number of the PT ISAT employees. From the employee engagement survey, it is found out that the engagement level has not much different compared to the internal survey prior the implementation of the new ways of working. And from the survey result, the new ways of working contribute high level of the engagement and most employees agree and support the implementation of the new way of working. Many inputs and feedback have been received from employee to improve the implementation of the new ways of working and the proposed solutions have been provided based on the input and feedback from employee