MANAGING WORKFORCE IN PERTAMINA UPSTREAM ON INDUSTRIAL RELATION PERSPECTIVE POST GO-LIVE PERTAMINA SUBHOLDING UPSTREAM

• Main Author: Cahyadi, Dany
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/67348
• Institution: Institut Teknologi Bandung

Transformation in Pertamina Holding and Sub-holding bring new fresh air to the evolution for Pertamina. The transformation that was happening today is taking Pertamina into a new phase that requires Pertamina to get out of its comfort zone. This transformation process brings a new business challenge that must be resolved immediately, especially in human resource management. Human Resources are one of the most critical assets in a company, so it is necessary to immediately find a solution in its management. The transformation process carried out by Pertamina Subholding Upstream is very challenging, because the subsidiaries in the upstream environment are very diverse. Each subsidiary, both from the Pertamina group and from non-Pertamina companies, both from local companies and foreign companies, has different human resource management. Starting from the working relationship between workers and their companies, the provisions used in the Company Regulation (CR) and Company Labor Agreement (CLA), the culture and provisions of its derivatives. This of course must be resolved by the company if the implementation of the Pertamina Subholding Upstream transformation can run smoothly according to its vision and mission in achieving the company's goals. After the implementation of changes to the Pertamina Subholding upstream which took place on April 1, 2022, various issues surfaced. One of them is the status of the employment relationship that is transferred to another company in the upstream environment, which provisions are used, the wage structure and others. Based on this, several analyzes were carried out using the VMOST, GAP, VFT and others models to find the dominant factors that must be considered in making decisions and alternatives that can be a solution in managing human resources after Go-Live SHU. From the results of this study found the best solution that can be taken by the company using the AHP decision tree, where in this decision making is done filling out a questionnaire in determining which dominant factor is the basis for selecting the best alternative chosen by the company so that the problems or GAPs that currently exist can be resolved. effectively and efficiently.