EXPLORING FACTORS CONTRIBUTING TO HIGH TURNOVER RATE AT PT. SARANA USAHA SEJAHTERA INSAN PALAPA: TOWARDS IMPROVEMENTS FOR EMPLOYEE ENGAGEMENT

• Main Author: Vriskanindya, Shinta
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/70123
• Institution: Institut Teknologi Bandung

PT Sarana Usaha Sejahtera Insan Palapa or PT TM is a digital healthcare provider company that operates under the holding company of PT Telekomunikasi Indonesia, Tbk. Increased business competition, especially in the health sector, coupled with the COVID-19 pandemic that affects various existing business sectors. With the increasingly fierce business competition in Indonesia, especially in the health sector. The problem faced by PT TM is the high turnover rate which is significant every year. The high turnover rate at PT TM, it creates problems, especially for the Human Resource department. Many employees resign from PT TM because they feel dissatisfied, causing a decrease in employee engagement and high employee turnover. The higher the work pressure that is not in accordance with the salary, there is no clear career development, there is no expected training, besides that there is a communication gap between the company's management and its employees, resulting in disappointment and not understanding each other which causes high employee turnover rates. The research method used in this study is a qualitative method with interviews with several sources of information, both from employees who have resigned and employees who choose to stay. This project aims to propose an employee engagement strategy, in order to reduce the turnover rate and create job satisfaction for TM's employees. This project is limited to employee engagement, although there are many factors that may affect the turnover rate. The framework of this research uses the MARS model, Bersin’s model, and the Zingiber Model to determine employee engagement. Based on the results of this study, several factors cause employee turnover at PT TM due to employee dissatisfaction in the form of no career development and compensation, as well as expected salary benefits while other factors that influence the employee engagement variable are communication between employees and company management and satisfaction with career development. Therefore, this study proposes several solutions in the form of a program scheme to increase employee engagement so that it will reduce employee turnover rates at PT TM. The proposed solution that we suggest is using the McKinsey Human Asset Value Program and Career Development Plan which is carried out in the first year and evaluated at the end of the program and will be repeated if it has a significant effect and is expected to reduce employee turnover and increase engagement in the company.