Analisis Risiko Sumber Daya Manusia di Era Hybrid Workforce dalam Rangka Peningkatan Kinerja Karyawan pada Kantor Pusat PT Pegadaian (Persero)

Abstract

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.