Analisis Risiko Sumber Daya Manusia di Era Hybrid Workforce dalam Rangka Peningkatan Kinerja Karyawan pada Kantor Pusat PT Pegadaian (Persero)
Date
2022-06-28Author
Putri, Thasya
Sukmawati, Anggraini
Syafitri, Utami Dyah
Metadata
Show full item recordAbstract
Pandemi COVID-19 menimbulkan banyak perubahan, diantaranya sistem
dan pola bekerja. Dengan diberlakukannya tenaga kerja hibrida, karyawan dapat
bekerja dari jarak jauh dalam batas pengaturan kerja yang dinegosiasikan secara
individu atau kolektif. Namun penerapan kerja hibrida menimbulkan beberapa
tantangan bagi karyawan seperti komunikasi, ketidakteraturan jam kerja serta
risiko permasalahan internal pada tim. Dengan diberlakukannya tenaga kerja
hibrida di salah satu BUMN, khususnya di PT Pegadaian (Persero), maka
karyawan akan menerima risiko baik dari sisi keuangan dan non keuangan.
Penelitian ini bertujuan untuk mengidentifikasi karakteristik karyawan serta
menganalisis pengaruh tenaga kerja hibrida dan risiko Sumber Daya Manusia
(SDM) terhadap kinerja karyawan. Penelitian ini menggunakan metode analisis
deskriptif dan Structural Equation Modelling-Partial Least Square SEM-PLS dan
Analytical Hierarchy Process (AHP). Selain responden karyawan, penelitian ini
juga melibatkan 7 responden pakar dalam merumuskan strategi mitigasi risiko
SDM dalan rangka peningkatan kinerja karyawan pada kantor pusat PT Pegadaian.
Karyawan PT Pegadaian didominasi oleh laki-laki sebanyak 163 orang, rentang
usia 21-25 tahun sebanyak 91 orang, pendidikan terakhir sarjana sebanyak 168
orang, status kepegawaian karyawan tetap sebanyak 173 orang, jabatan assistant
manager II sebanyak 125 orang, dengan masa kerja 1-5 tahun sebanyak 148 orang,
sudah memiliki pengalaman kerja sebanyak 148 orang dan belum pernah
mengalami rotasi kerja sebanyak 136 orang. Hasil analisis SEM-PLS
menunjukkan tenaga kerja hibrida berpengaruh positif terhadap kinerja karyawan,
risiko SDM tidak memiliki pengaruh terhadap kinerja karyawan serta risiko SDM
tidak mampu memoderatori era hybrid workforce terhadap kinerja karyawan.
Sementara itu, hasil analisis AHP menunjukkan bahwa faktor perencanaan SDM
merupakan faktor yang paling berpengaruh untuk memitigasi risiko SDM
sehingga dapat meningkatkan kinerja karyawan. Dengan demikian, alternatif
strategi terbaik yang dapat diterapkan oleh kantor pusat PT Pegadaian (Persero)
adalah optimalisasi pemenuhan kebutuhan SDM dengan pencapaian tujuan
perusahaan. The COVID-19 pandemic has caused many changes, including work systems and
patterns. With the adoption of a hybrid workforce, employees can work remotely
within the confines of individually or collectively negotiated work arrangements.
However, the implementation of hybrid work poses several challenges for
employees such as communication, irregular working hours and the risk of
internal problems in the team. With the implementation of a hybrid workforce in
one of the state-owned enterprises, especially at PT Pegadaian (Persero),
employees will accept risks from both financial and non-financial sides. This
study aims to identify the characteristics of employees and analyze the effect of
hybrid workforce and Human Resources (HR) risk on employee performance.
This study uses descriptive analysis methods and Structural Equation Modeling-
Partial Least Square SEM-PLS and Analytical Hierarchy Process (AHP). In
addition to employee respondents, this study also involved 7 expert respondents in
formulating HR risk mitigation strategies in order to improve employee
performance at PT Pegadaian's head office. PT Pegadaian's employees are
dominated by 163 men, 91 people aged 21-25 years, 168 people with the latest
undergraduate education, 173 permanent employees, 125 assistant manager
positions, with 1-year tenure. 5 years as many as 148 people, already have work
experience as many as 148 people and have never experienced a job rotation as
many as 136 people. The results of the SEM-PLS analysis show that the hybrid
workforce has a positive effect on employee performance, the risk of HR has no
effect on employee performance and the risk of HR being unable to moderate the
hybrid workforce era on employee performance. Meanwhile, the results of the
AHP analysis show that the HR planning factor is the most influential factor in
mitigating HR risks so as to improve employee performance. Thus, the best
alternative strategy that can be applied by the head office of PT Pegadaian
(Persero) is optimizing the fulfillment of HR needs by achieving company goals.
Collections
- MT - Economic and Management [2962]