STRATEGY TO IMPROVE THE QUALITY / COMPETENCY AND QUANTITY OF PAPUAN WORKFORCE

• Main Author: Rossiani Rumbiak Saba, Yulia
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/81254
• Institution: Institut Teknologi Bandung

As an impact of the 2017 cost effieciency program, a workforce adjustment was implemented in PTFI. The company’s operation continued with a reduced workforce model that best fit to its current business strategies. In 2023, PTFI’s total headcount is 5891 with 40% are Papuans and total headcount of contractors is 24,234 with only 20% are Papuans. In order to continue with its commitment toward Papuans employment, PTFI see an opportunity for improving Papuan workforce composition through contractors hiring. Job competencies or skills must be fulfilled in order to bring more qualified Papuans into the company’s hiring. This final project aims to analize and study the issues related to Papuan workforce composition in PTFI, include Papuan in contractors as part of developing strategy to improve Papuan’s quality and quantiy in PTFI. In today’s business improvement, a strategic manpower planning is required to define a baseline for Papuan workforce and to identify job qualification required for Papuan talent pool. In addition, the collaboration between PTFI and stakeholders must improve as well as the contractors’ performance in addressing challenges for hiring Papuans due to shortage in competencies / skills. Based on Fishbone Diagram, SWOT and PESTEL framework as metodes, a comprehensive analysis was conducted to find root-causes of the issues, as well as to identify both internal and external factors that could contribute in assessing and evaluating gaps that caused the problems. The combined metodes led to findings and various alternatives of strategy to be opted for recommendation. The findings suggested to keep the current baseline and to set a new baseline in stratregic manpower planning for Papuan workforce level. Meanwhile other findings suggested to enhance and continue Apprenticeship Program in NMI and expand partnership program with other institutes as an alternative to improve stakeholders’ collaboration to get qualified Papuan workforce. The same suggestion of finding was also offered as an alternative for contractors’ improving their hiring practice toward Papuans.