EXPLORING FACTORS INFLUENCING EMPLOYEE TURNOVER TO IMPROVE EMPLOYEE ENGAGEMENT STUDY CASE AT FEBRIA BEAUTY SALON

• Main Author: Rasmita Diniswara, Fandya
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/84307
• Institution: Institut Teknologi Bandung

Febria Beauty Salon (FBS) is the one of one-stop beauty treatment that offers a comprehensive range of beauty treatments service from head to toe, including hair treatments, face treatments, lash treatments, body treatments, nail treatments, and hair removal. Being service-oriented, FBS heavily relies on human resources to achieve success. However, in fact FBS faces a human resources issue related to high employee turnover rates with averaging 24% over five years, which reaches above 10% as the ideal employee turnover rate. This research analyzes the factors influencing employee turnover through employee engagement at Febria Beauty Salon and proposed the solution. Data collection was conducted through online interviews with six respondents from FBS using a framework of questions regarding employee engagement, applying both the Personal Resource approach (emotional, cognitive, behavioral) and the Employee Resource approach (autonomy, social support, feedback, development). The interview results were analyzed by creating transcripts, which were grouped based on each question asked. This grouping enabled the comparison of responses across different interviewees. Responses indicating dissatisfaction or negative feedback were highlighted in red to facilitate analysis, providing a clearer picture of common themes, patterns, and insights. The results of the interview analysis highlights autonomy and development aspects within the employee resource approach as the main factors contributing to employee satisfaction and engagement. Various improvement activity plans are proposed for these aspects, particularly focusing on growth and career opportunities as the most critical attributes of development aspect by organizational structure design and job descriptions development.