ANALISIS FAKTOR RISIKO TINGKAT TURNOVER KARYAWAN PT OMG INDONESIA TERHADAP KINERJA PERUSAHAAN

URATAMA, JOSIAH (2023) ANALISIS FAKTOR RISIKO TINGKAT TURNOVER KARYAWAN PT OMG INDONESIA TERHADAP KINERJA PERUSAHAAN. S2 thesis, Universitas Kristen Indonesia.

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Abstract

Perubahan lingkungan bisnis yang semakin cepat menuntut setiap organisasi untuk mampu beradaptasi dalam menghadapi era globalisasi, khususnya terhadap perkembangan teknologi dan dinamika pengelolaan sumber daya manusia. Salah satu risiko penting yang perlu dikelola secara efektif adalah turnover karyawan, karena kondisi tersebut dapat menghambat pencapaian tujuan organisasi. Penelitian ini bertujuan untuk: (1) menganalisis proses bisnis dan faktor risiko turnover karyawan yang berpotensi menyebabkan tujuan organisasi tidak tercapai; (2) mengidentifikasi kejadian dan faktor risiko yang berkaitan dengan turnover karyawan PT OMG Indonesia periode 2015–2021; (3) memperkirakan peluang dan dampak dari kejadian yang telah diidentifikasi sebagai dasar mitigasi; (4) mengukur besaran risiko pada setiap tahapan proses identifikasi; (5) merumuskan mitigasi risiko yang muncul; dan (6) mengevaluasi efektivitas serta efisiensi mitigasi risiko tersebut. Hasil penelitian menunjukkan bahwa kejadian tidak dikehendaki berdasarkan akar penyebab risiko turnover karyawan PT OMG Indonesia meliputi: (1) remunerasi yang tidak sesuai dengan ekspektasi karyawan dan kurang bersaing dengan industri sejenis, (2) budaya perusahaan yang belum memiliki arah fokus yang jelas, (3) pelatihan dan pengembangan karyawan yang belum memadai, serta (4) regulasi dan sistem manajemen yang kurang baik. Berdasarkan pengukuran risiko, faktor dengan tingkat risiko tertinggi yang perlu diprioritaskan untuk mitigasi adalah remunerasi yang belum sesuai dan kurang kompetitif, keterbatasan pelatihan serta pengembangan karyawan, serta kelemahan regulasi dan sistem manajemen. Upaya mitigasi yang direkomendasikan mencakup identifikasi kebutuhan pelatihan secara berkelanjutan sesuai kemampuan sumber daya manusia dan kebutuhan proyek, pemetaan kompetensi karyawan melalui konsep talent management, peningkatan keterlibatan seluruh pihak dalam mendukung proyek berjalan, serta penyesuaian kebutuhan proyek dengan pihak ketiga atau konsultan dan penyusunan perencanaan pelatihan yang relevan bagi setiap unit bisnis./Rapid changes in the business environment require organizations to adapt effectively in the era of globalization, particularly in response to technological development and the dynamics of human resource management. One of the key risks that must be managed properly is employee turnover, as it may hinder the achievement of organizational goals. This study aims to: (1) examine the business processes and risk factors of employee turnover that may prevent the organization from achieving its objectives; (2) identify events and risk factors related to employee turnover at PT OMG Indonesia during the 2015–2021 period; (3) estimate the likelihood and impact of the identified events as a basis for mitigation; (4) measure the level of risk at each stage of the identification process; (5) formulate risk mitigation strategies; and (6) evaluate the effectiveness and efficiency of the proposed mitigation strategies. The findings show that the undesirable events associated with the root causes of employee turnover risk at PT OMG Indonesia include (1) remuneration that does not meet employee expectations and is less competitive compared with similar industries, (2) a corporate culture that lacks clear strategic direction, (3) inadequate employee training and development, and (3) weak regulations and management systems. Based on the risk assessment, the highest-priority risks requiring mitigation are uncompetitive remuneration, insufficient training and employee development, and weaknesses in regulations and management systems. The recommended mitigation efforts include continuous identification of training needs based on human resource capabilities and project requirements, employee competency mapping through an appropriate talent management approach, stronger involvement of all relevant parties in supporting ongoing projects, and alignment of project needs with third-party consultants. In addition, each business unit should develop relevant training plans that are consistent with project demands and organizational objectives. These strategies are expected to reduce turnover risk and support more sustainable organizational performance.

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