Analysis of Outsourcing Performance of PT Perkebunan Nusantara IV Regional II

Abstract

Produktivitas dan keterlibatan kerja guna mencapai keseimbangan antara kepentingan organisasi dan pekerja. PT Perkebunan Nusantara IV Regional II menghadapi penurunan kinerja tenaga kerja outsourcing dalam hal produktivitas, keterlibatan, efektivitas komunikasi, hubungan karyawan, dan suasana kerja. Penelitian ini bertujuan untuk menganalisis faktor internal dan eksternal yang mempengaruhi kinerja tenaga kerja outsourcing serta merumuskan strategi perbaikan kinerja yang relevan. Penelitian ini menggunakan metode kualitatif dengan teknik pengumpulan data melalui kuesioner terbuka yang diisi oleh 25 pekerja outsourcing dan 1 karyawan tetap. Kuesioner dirancang untuk mengeksplorasi secara mendalam pandangan, pengalaman, dan persepsi responden terkait implementasi kebijakan outsourcing. Data yang diperoleh dianalisis menggunakan Kerangka Kerja Analitis Formulasi Strategi, yang mencakup identifikasi faktor internal dan eksternal, formulasi strategi, dan analisis tematik untuk mengembangkan strategi yang relevan. Validitas data diperkuat melalui triangulasi sumber dan interpretasi kontekstual jawaban responden. Hasil penelitian mengidentifikasi 5 kekuatan, 5 kelemahan, 5 peluang, dan 5 ancaman. Dari analisis ini, diperoleh 10 strategi yang diurutkan dalam QSPM. Studi ini mengidentifikasi lima kekuatan, lima kelemahan, lima peluang, dan lima ancaman. Dari hasil analisis, diperoleh 10 strategi, dan lima strategi prioritas ditentukan melalui Diskusi Kelompok Terfokus dengan karyawan tetap. Strategi-strategi tersebut adalah: memperkuat sikap yang tangguh dan percaya diri melalui lingkungan kerja yang mendukung dan penghargaan positif; meningkatkan fokus dan adaptasi melalui motivasi dari atasan dan sistem penghargaan yang adil; memperkuat komunikasi dan kolaborasi tim; meningkatkan efisiensi dan akurasi kerja dengan penghargaan yang sesuai; serta mengembangkan manajemen stres dan fokus kerja untuk menghadapi tekanan dan kurangnya bimbingan.

Human resources (HR) are an important element in the success of an organization, including companies. In the context of outsourcing, the main challenge is to increase productivity and work engagement in order to achieve a balance between the interests of the organization and workers. PT Perkebunan Nusantara IV Regional II faces a decline in outsourced workforce performance in terms of productivity, engagement, communication effectiveness, employee relations, and work atmosphere. This study aims to analyze internal and external factors that influence outsourced workforce performance and formulate relevant performance improvement strategies. This study uses a qualitative method with data collection techniques through an open questionnaire filled out by 25 outsourcing workers and 1 permanent employee. The questionnaire was designed to explore in depth the views, experiences, and perceptions of respondents regarding the implementation of outsourcing policies. The data obtained were analyzed using The Strategy Formulation Analytical Framework, which includes identification of internal and external factors, strategy formulation, and thematic analysis to develop relevant strategies. Data validity was strengthened by source triangulation and contextual interpretation of respondents' answers. The results of the study identified 5 strengths, 5 weaknesses, 5 opportunities, and 5 threats. From this analysis, 10 strategies were obtained which were ranked in the QSPM This study identified five strengths, five weaknesses, five opportunities, and five threats. From the analysis results, ten strategies were obtained, and five priority strategies were determined through Focus Group Discussions with permanent employees. The strategies are: strengthening a resilient and confident attitude through a supportive work environment and positive rewards; increasing focus and adaptation through motivation from superiors and a fair reward system; strengthening team communication and collaboration; increasing work efficiency and accuracy with appropriate appreciation; and developing stress management and work focus to deal with pressure and lack of guidance.