ANALISIS MANAJEMEN RISIKO OPERASIONAL SUMBER DAYA MANUSIA PADA SINODE GEREJA MASEHI INJILI DI HALMAHERA (GMIH) MENGGUNAKAN KERANGKA ISO 31000:2018

SONGA, APNER (2026) ANALISIS MANAJEMEN RISIKO OPERASIONAL SUMBER DAYA MANUSIA PADA SINODE GEREJA MASEHI INJILI DI HALMAHERA (GMIH) MENGGUNAKAN KERANGKA ISO 31000:2018. S2 thesis, Universitas Kristen Indonesia.

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Abstract

Penelitian ini bertujuan untuk menganalisis risiko operasional sumber daya manusia (SDM) yang berkontribusi terhadap muncul dan berlanjutnya konflik internal pada Sinode Gereja Masehi Injili di Halmahera (GMIH). Fokus penelitian diarahkan pada: (1) identifikasi faktor-faktor risiko SDM yang memicu konflik internal, (2) analisis dampaknya terhadap stabilitas organisasi, efektivitas pelayanan, dan kepercayaan jemaat, serta (3) perumusan langkah mitigasi yang relevan berdasarkan prinsip manajemen risiko ISO 31000:2018. Penelitian ini menggunakan pendekatan kualitatif dengan desain studi kasus. Data dikumpulkan melalui wawancara mendalam, observasi partisipatif, dan telaah dokumen kebijakan organisasi. Analisis data dilakukan dengan metode tematik untuk menemukan pola risiko, hubungan antaraktor organisasi, dan akar penyebab konflik. Hasil penelitian menunjukkan bahwa konflik internal di Sinode GMIH terutama dipicu oleh beberapa risiko operasional SDM, yaitu: ketidakjelasan pembagian tugas dan wewenang, campur tangan non-struktural dalam penempatan SDM, lemahnya prosedur evaluasi kinerja, ketergantungan pada figur kepemimpinan tertentu, serta kurangnya dokumentasi dan konsistensi pelaksanaan SOP. Risiko- risiko tersebut berdampak pada munculnya ketegangan relasional, menurunnya efektivitas koordinasi pelayanan, meningkatnya turnover pegawai/relawan, dan tergerusnya kepercayaan jemaat. Melalui pemetaan risiko menggunakan matriks tingkat kemungkinan dan dampak, ditemukan bahwa konflik antar-pimpinan unit pelayanan dan intervensi non-struktural dalam SDM merupakan risiko dengan tingkat prioritas tinggi yang membutuhkan penanganan segera. Rekomendasi utama penelitian meliputi: pembentukan sistem manajemen risiko SDM secara bertahap, penataan ulang mekanisme penugasan dan mutasi SDM berbasis SOP, pengembangan sistem evaluasi kinerja yang objektif, program kaderisasi kepemimpinan berjenjang, serta pembentukan mekanisme penyelesaian konflik yang terstruktur dan transparan. Penelitian ini memberikan kontribusi teoretis terhadap penguatan kajian manajemen risiko pada organisasi keagamaan, sekaligus manfaat praktis bagi Sinode GMIH dalam meningkatkan tata kelola SDM secara berkelanjutan untuk mencegah konflik internal di masa mendatang. Kata kunci: Manajemen Risiko SDM, Konflik Internal, ISO 31000:2018, Kepemimpinan Gerejawi, Sinode GMIH. / This research aims to analyze human resource (HR) operational risks that contribute to the emergence and persistence of internal conflict within the Synod of the Gereja Masehi Injili di Halmahera (GMIH). The study focuses on: (1) identifying HR-related risk factors that trigger internal conflict, (2) analyzing their impact on organizational stability, service effectiveness, and congregational trust, and (3) formulating relevant mitigation strategies based on the ISO 31000:2018 risk management framework. This study employs a qualitative approach with a case study design. Data were collected through in-depth interviews, participatory observation, and document review of organizational policies and administrative practices. Thematic analysis was used to identify risk patterns, relational dynamics, and root causes of conflict. The findings reveal that internal conflict within the GMIH Synod is primarily driven by several HR operational risks, namely: unclear division of roles and authority, non-structured intervention in staffing decisions, weak performance evaluation mechanisms, dependency on specific leadership figures, and inconsistencies in Standard Operating Procedure (SOP) implementation and documentation. These risks result in relational tensions, reduced coordination effectiveness, increased staff and volunteer turnover, and erosion of congregational trust. Through risk mapping using likelihood-impact scoring, the study identifies recurring inter-leadership conflict and non-structural interference in HR placement as high-priority risks requiring immediate intervention. The recommended mitigation strategies include the gradual establishment of a structured HR risk management system, restructuring of staffing and assignment procedures based on standardized SOPs, development of objective performance evaluation indicators, implementation of tiered leadership development programs, and the creation of a transparent and systematic conflict resolution mechanism. This research provides theoretical contributions to the study of risk management in religious organizations and practical value for the GMIH Synod in strengthening sustainable HR governance to prevent future internal conflicts. Keywords: Human Resource Operational Risk, Internal Conflict, ISO 31000:2018, Ecclesiastical Leadership, GMIH Synod.

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