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All Journal Jurnal Manajemen Teknologi Journal of Business and Management The Indonesian Journal of Business Administration Jurnal Mirai Management Jurnal Manajemen Indonesia Syntax Literate: Jurnal Ilmiah Indonesia Journal of Economic, Bussines and Accounting (COSTING) AFEBI Management and Business Review International Journal of Social Science and Business Jurnal Ekonomi Manajemen Sistem Informasi Community Engagement and Emergence Journal (CEEJ) Jurnal Darma Agung Journal of Economics and Business UBS BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Jurnal Impresi Indonesia Journal Of World Science Jurnal Locus Penelitian dan Pengabdian International Journal of Management, Entrepreneurship, Social Science and Humanities (IJMESH) Eduvest - Journal of Universal Studies Journal Integration of Social Studies and Business Development Journal Integration of Management Studies Jurnal Riset Multidisiplin Edukasi International Journal of Economics and Management Research
Aurik Gustomo
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Measurement and Improvement of Employee Engagement Level , a study case in PT Dirgantara Indonesia (Persero) Purba, Sondang Romian; Gustomo, Aurik
The Indonesian Journal of Business Administration Vol 3, No 1 (2014)
Publisher : The Indonesian Journal of Business Administration

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Abstract

Abstract— The high turn over rate  in  Directorate of Technology and Development and the  high overtime rate in the Directorate of Production in PT Dirgantara Indonesia are few circumstances that show the need of improvement in  employee engagement level.  The study is to measure and analyze the  employee engagement and give recommendation to improve the employee engagement level in PT Dirgantara Indonesia. The survey in this study will use the WIFI model, that will show how the employees think about the Wellbeing, Information, Fairness and Involvement dimensions in the company. The study was conducted using both qualitative nd quantitative methods. Qualitative methods were in-depth interviews and focus group discussion with selected employees, and the questionnaire is the one designed based on the questionnaire from Sarah Cook using the WIFI Model.  The results of the survey shows the most significant area to improve the level of employe engagement in PT Dirgantara Indonesia is Involvement Dimension.  To produce the atmosphere of involvement and encouraging the employee to get involved in PT Dirgantara Indonesia,  the sense of involvement need to happen at three levels. The first level is involvement with employee’s direct line that can be improved by the action of coaching and facilitating and empowering skills. The second level is involvement with other team,  consist of encouraging cross functional involvement. And the third level is Involvement with organization as a whole, that consist of the activity of making senior manager as Role Models.  Keywords: Employee Engagement, WIFI Model, Involvement 
Proposed Design of Competency Based Career Path Development for Machining Job Group in PT Dirgantara Indonesia Inayah, Inayah; Gustomo, Aurik
The Indonesian Journal of Business Administration Vol 3, No 10 (2014)
Publisher : The Indonesian Journal of Business Administration

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Abstract. PT. Dirgantara Indonesia is a State Owned Enterprise (SOE) that was founded in 1976, has its headquarters in Bandung and provides products and services in its business lines. PT Dirgantara Indonesia has a vision to be a world-class aerospace company based on the mastery of high technology and cost competitiveness in the global market. In mid-2010, PT. Dirgantara Indonesia was trying to show the new expectations and potential growth to become a better company. PT Dirgantara Indonesia is planning new strategy related to human resources, it is trying to restructure and stabilize the regeneration of human resources. It needs to be done because lack of motivation and a lot of employees left the company led to stagnant labor productivity. This is being happened because the company has not developed structured career planning for its employees and implementation of human resources management practice also has not well integrated. The development of competency-based career paths is one of solution to resolve the issue. Career paths are designed based on competency model that defined from the values and objectives of the company's business and also based Job Family. The research methodology used in this study is a mixed method, using both qualitative, used for collecting data from in depth interviews and reading literatures, and quantitative that used as a measurement tools to define business solution by SPSS. Development of career paths in this research using hierarchical cluster analysis for the 45 job title on machining job group by Directorate of Production based on 6 core competencies, 10 functional competencies and  2 technical competencies and career path that will be developed in this research is single career path. Based on this research resulted job competency for 45 job title and grouped into three cluster on Job Family, and each job title consist of different job class. Based on three clusters will develop one cluster as whole after several stages of clustering analysis. Career path development can be implemented as part of a career management system for PT Dirgantara Indonesia’s future, so it expected to increase productivity of employee performance and succession of career planning also can be structuredKeywords: Competency, Career Path
IMPROVING AON HEWITT INDONESIA EMPLOYEE ENGAGEMENT SURVEY PRODUCT USING ENGAGEMENT-JOB BURNOUT MODEL Adyansyah Patonangi; Aurik Gustomo
Jurnal Manajemen Indonesia Vol 18 No 3 (2018): Jurnal Manajemen Indonesia
Publisher : Fakultas Ekonomi dan Bisnis, Telkom University.

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (924.034 KB) | DOI: 10.25124/jmi.v18i3.1736

Abstract

Aon Hewitt Indonesia (AHI) as global HR consulting firm serves in Indonesia providing employee engagement survey for their clients. The survey is to assess the company's employee engagement condition and with key deliverables solutions to improve the employee engagement condition. Recently some AHI clients have expressed their dissatisfaction concerning the employee engagement model that AHI used on their survey product, as it is too focus on what client needs to provide for its employees and there is no assessment of what makes the employee become disengaged. A new employee engagement model using the complete twodimensional observations through the engagement-job burnout condition is developed as the alternative solution to overcome the deficiencies which come from AHI's survey product using the old model. From the employee engagement survey using the new model it provides several outputs to help client improve the engagement and prevent job burnout on their employees as follows; the current client's engagement and job burnout score, statistical analyses on the key area of work life to be improved corresponding to improve engagement and prevent job burnout, and the suggestion regarding actionable solutions for client to implement in space of one year after the survey has finished. Keywords—Aon Hewitt Indonesia employee engagement survey, Engagement, Job burnout, Key areas of work life, Statistical analysis. Abstrak Aon Hewitt Indonesia (AHI) sebagai perusahaan konsultansi HR dunia yang beroperasi di Indonesia menyediakan survei keterikatan pegawai kepada klien-kliennya. Survei ini untuk menilai kondisi keterikatan pegawai pada suatu perusahaan dan dengan keluaran kunci solusi-solusi untuk meningkatkan kondisi keterikatan pegawai. Belakangan ini beberapa klien dari AHI menunjukkan ketidakpuasan terhadap model keterikatan pegawai yang digunakan AHI. Masukan-masukan dari klien mengatakan bahwa model yang digunakan terlalu fokus terhadap apa yang dibutuhkan oleh klien untuk diberikan kepada pegawai-pegawainya, dan tidak adanya penilaian terhadap apa yang membuat pegawai menjadi tidak terikat. Model baru untuk keterikatan pegawai menggunakan observasi dua dimensi yang lengkap melalui kondisi keterikatan-kelelahan kerja dikembangkan sebagai solusi alternatif untuk menutupi kekurangan-kekurangan yang ada pada model lama. Dari survei keterikatan pegawai menggunakan model yang baru, memberikan beberapa keluaran untuk membantu klien dalam meningkatkan keterikatan pegawai terhadap perusahaan dan menghindarkan pegawai untuk merasa lelah dalam bekerja sebagai berikut: nilai keterikatan pegawai dan kelelahan bekerja pegawai terkini, analisa statistik terhadap area utama kehidupan kerja untuk meningkatkan keterikatan pegawai dan menghindarkan pegawai untuk merasa lelah dalam bekerja, dan saran mengenai solusi yang dapat ditindaklanjuti untuk diimplementasikan oleh klien dalam jangka waktu satu tahun setelah dilaksanakannya survei. Kata kunci—Survei keterikatan pegawai Aon Hewitt Indonesia, Keterikatan, Kelelahan kerja, Area utama kehidupan kerja, Analisis statistik.
The Antecedents and Consequences of Individual Adaptive Performance: A Systematic Literature Study Nandini, Widya; Gustomo, Aurik; Sushandoyo, Dedy
BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi Vol. 29, No. 2
Publisher : UI Scholars Hub

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The emergence of industry 4.0 and the dynamic changes in the market have urged organizations to be more agile. An organization demands that its employees have a high adaptive performance to be agile. Existing research on individual adaptive performance, however, emerges from various contexts, including the context of an employee’s develop-ment process and organizational capabilities. Thus, a systematic literature study to identify the topics addressed in the existing studies and the research gap as the foundation for future research direction is scarce and needed. This study analyzes fifty-nine highly relevant papers based on the topics and research approaches/methods. From the analysis, it is found that learning and training strategies are the topics that are less investigated; therefore, such issues are suggested to be conducted in future studies to fill the knowledge gap.Moreover, it is also proposed in this paper a conceptual model that is built based on learning and training strategies. The model can be used to enhance our understanding of the mechanism of individual adaptive performance. Regarding the research approach, it is found in this study that much of the existing research employed a quantitative research approach. Therefore, it is suggested that future research use other research approaches, including a mixed-method approach. Such an ap-proach is argued powerfully in delivering the result of a study that is both thorough and broad in addressing the top-ic of the mechanism of individual adaptive performance.
THE EFFECTS OF COMPENSATION FOR CONTRACTUAL EMPLOYEES: A CASE STUDY OF COAL MINING COMPANY IN INDONESIA Widianingsih, Heni; Gustomo, Aurik; Mokhtar, Fahirah Syaliza
JURNAL DARMA AGUNG Vol 31 No 5 (2023): OKTOBER
Publisher : Lembaga Penelitian dan Pengabdian kepada Masyarakat Universitas Darma Agung (LPPM_UDA)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46930/ojsuda.v31i5.3707

Abstract

Keberadaan hukum ketenagakerjaan di Indonesia yang mengatur hak dan kewajiban pengusaha dan pekerja didasarkan pada peraturan untuk mencegah terjadinya perbudakan atau tindakan sewenang-wenang. Landasan utama hukum perburuhan dan ketenagakerjaan di Indonesia tidak lain adalah UUD 1945. Adanya regulasi baru dalam dunia kerja yaitu UU Cipta Kerja yang khusus membahas kompensasi bagi pegawai PKWT dan implementasinya diatur dalam Peraturan Pemerintah No. 35 Tahun 2021 menjadi hal baru yang perlu disoroti. Penelitian ini bersifat kualitatif dan dilakukan dengan mengumpulkan data melalui wawancara dengan beberapa karyawan kontrak di sebuah perusahaan pertambangan batubara. Ada beberapa pengaruh terhadap karyawan dan perusahaan itu sendiri mengenai pembayaran kompensasi. Kompensasi yang diterima karyawan kontrak pada setiap akhir periode mempengaruhi kebahagiaan mereka karena secara langsung meningkatkan pendapatan mereka sebagai antisipasi jika nantinya tidak diperpanjang kontraknya. Sementara itu, perusahaan mengalami kerugian dari sisi arus kas akibat kewajiban pembayaran kompensasi yang membara setiap tahun kepada setiap karyawan kontrak. Dengan demikian, ada beberapa rekomendasi terkait dampak kompensasi ini, yaitu mempersingkat masa kontrak, dan menyesuaikan kembali status karyawan sesuai pekerjaannya.
Eksplorasi Faktor-Faktor Yang Mempengaruhi Pergantian Karyawan Untuk Meningkatkan Keterlibatan Karyawan Pada Febria Beauty Salon Diniswara, Fandya Rasmita; Gustomo, Aurik
Jurnal Mirai Management Vol 9, No 1 (2024)
Publisher : STIE AMKOP

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/mirai.v9i1.7006

Abstract

Febria Beauty Salon (FBS) adalah salon kecantikan yang menyediakan layanan perawatan lengkap dari ujung rambut hingga ujung kaki, termasuk perawatan rambut, wajah, bulu mata, tubuh, kuku, dan penghilangan rambut. Sebagai bisnis yang berorientasi pada layanan, FBS sangat bergantung pada sumber daya manusia untuk mencapai kesuksesan. Namun, FBS menghadapi masalah tingginya tingkat pergantian karyawan dengan rata-rata 24% selama lima tahun, yang jauh di atas tingkat ideal 10%. Penelitian ini menganalisis faktor-faktor yang mempengaruhi pergantian karyawan melalui keterlibatan karyawan di FBS dan mengusulkan solusi yang sesuai. Pengumpulan data dilakukan melalui wawancara online dengan enam responden dari FBS menggunakan kerangka pertanyaan mengenai keterlibatan karyawan dengan pendekatan sumber daya pribadi atau Personal Resource (emosional, kognitif, perilaku) dan sumber daya karyawan atau Employee Resource (otonomi, dukungan sosial, umpan balik, pengembangan). Hasil wawancara dianalisis dengan membuat transkrip yang dikelompokkan berdasarkan setiap pertanyaan. Respons yang menunjukkan ketidakpuasan atau umpan balik negatif diberi tanda merah untuk mempermudah analisis. Hasil analisis menyoroti aspek otonomi dan pengembangan sebagai faktor utama yang berkontribusi terhadap kepuasan dan keterlibatan karyawan. Berbagai rencana kegiatan perbaikan diusulkan untuk aspek-aspek ini, terutama berfokus pada pertumbuhan dan peluang karir sebagai atribut paling penting dari aspek pengembangan dengan mendesain struktur organisasi dan deskripsi pekerjaan. Keywords: Keterlibatan karyawan, Pergantian karyawan, Pendekatan sumber daya pribadi, Pendekatan sumber daya karyawan, Desain struktur organisasi
Corporate Culture in Mining Industry: A Comprehensive Literature Review on Development and Integration Kusnadi, Iyas; Gustomo, Aurik; Airef, N. Nurlaela
International Journal of Social Science and Business Vol. 8 No. 3 (2024): August
Publisher : Universitas Pendidikan Ganesha

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23887/ijssb.v8i3.77349

Abstract

This literature review examines how corporate culture development and integration in the mining industry affect employee management, including relations, engagement, and development. The aim is to analyze existing research to understand the significance and impact of corporate culture on employees within this sector. The review involved shortlisting 600 journals and analyzing 42 articles using a systematic critical review, complemented by a meta-analysis through VOS Viewer software. A taxonomy of the research gap was applied to identify areas for further exploration. The findings highlight the critical role of leadership in shaping and promoting corporate culture, as well as the strategies and approaches required for successful culture development initiatives in the mining industry. The meta-analysis from VOS Viewer suggests the need for further investigation into this area, while the systematic review uncovers gaps related to population, evidence, and knowledge. The study acknowledges limitations in the existing literature, recommending future research to address these gaps and enhance the understanding of effective corporate culture practices. The originality of this review lies in its methods, offering valuable insights for both practitioners and scholars interested in fostering corporate culture development and integration, contributing to the advancement of knowledge in the field.
Exploring Leadership Practices and Proposed Leadership Development Program: Case Study at Indonesian Aviation Manufacturing Companies Taufiqurrahman, Dafa; Gustomo, Aurik
Syntax Literate Jurnal Ilmiah Indonesia
Publisher : Syntax Corporation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36418/syntax-literate.v10i1.54974

Abstract

National defense plays a crucial role in maintaining territorial integrity and the security of the nation against various threats. The dynamics of the strategic environment demand updates in human resource development in the defense sector to support sustainable national development. Leadership practices are essential for achieving organizational effectiveness, especially in strategic industries such as aviation manufacturing. This research aims to explore and evaluate leadership development practices in the aviation manufacturing industry using a qualitative approach. Primary and secondary data were collected through interviews with stakeholders involved in leadership development within the company. Data analysis was conducted using NVivo to identify themes and subthemes, as well as to perform coding and data categorization. The research findings reveal several challenges in program implementation, including a lack of measurable evaluation, inconsistencies in procedures, and suboptimal use of learning technologies. These weaknesses limit the organization’s ability to improve performance and long-term sustainability. Based on the analysis of the findings, opportunities for program development include establishing a measurable evaluation framework, developing a standardized framework, and implementing a holistic feedback mechanism. Additionally, upgrading the learning management system to cope with the digital age is a priority to maximize effective and efficient learning.
Designing Performance Appraisal For Pplc Wahyu Wicaksono, Rafael; Gustomo, Aurik
Jurnal Impresi Indonesia Vol. 4 No. 5 (2025): Jurnal Impresi Indonesia
Publisher : Riviera Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58344/jii.v4i5.6501

Abstract

PPLC is a wholesaler company operating both in online and offline stores in the DKI Jakarta area, which mainly sells plastics products for both retailers and customers. PPLC was founded in 2022 and could be considered a new company. Although new, their revenue shows otherwise, as the demand for their plastics products peaked in the beginning of 2025. Currently PPLC faced a significant problem which resulted in the ratings of their store. Packaging employees constantly make mistakes in packaging the wrong products. From the root cause analysis (RCA) it was found that one of the root causes was the new implementation of performance appraisal. Furthermore, not all employees excluding packaging employees have proper performance appraisal methods. This research aims to improve the design of the performance appraisal, analyse the gap between the current performance appraisal with the ideal performance appraisal according to literature review to enhance the current performance evaluation. With the new design, it is hoped to improve the performances of the employees. This research uses a qualitative approach with semi-structured interviews as the primary data, which also combines secondary data such as organization’s data or documents. The interview data is analyzed using thematic analysis and to ensure quality of qualitative data, triangulation method is used in this research. The result of this research shows that there are several gaps such as the lack of job analysis, no documentation on the job descriptions for all positions, and no proper method of evaluation for all employees within the organization. The extensive improvements suggest a hybrid approach in evaluating employees; the use of both Management by Objectives and Graphical Rating Scale methods in the performance appraisal. Furthermore, job analysis is also conducted in this research to support the new proposed design of performance appraisal for all employees in PPLC.
Improvement of Performance Management and Rewards System in a Non-Profit Organization in Indonesia Shofia, Rif’ah; Gustomo, Aurik
Eduvest - Journal of Universal Studies Vol. 5 No. 7 (2025): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v5i7.50797

Abstract

This paper analyses the current Performance Management and Rewards system in a non-profit organization in Indonesia that is undergoing significant change and aims to achieve its ambitious goals in the next 5 years. This research utilizes primary data in the form of interviews with staff in various positions in the organization, and secondary data in the form of organizational documents, employing qualitative methodology with thematic analysis. To evaluate the effectiveness of the current system, established frameworks from previous researches were used, with slight modifications to align with the organizational environment as a nonprofit organization. The results indicate several critical gaps, such as a lack of rewards differentiation for high performance, concerns with the current “rating-less evaluation” approach, and a lack of goal alignment within organization and between individual and organizational goals. The comprehensive improvements proposed are ensuring goal alignment, incorporating SMART KPIs (Specific, Measurable, Achievable, Relevant, and Time-bound), enhancing training for managers and everyone in the organization, equipping managers and evaluators to be able to carry-out performance evaluations, applying a rating-based evaluation approach, and pay-for-performance schemes to differentiate rewards based on performance.
Co-Authors Adyansyah Patonangi Airef, N. Nurlaela Albertus Harvid Alisa Manulang, Ria Anggara Wisesa Anindita Daisy Arumi Anita Silvianita Ar Rahim, Tiffany Azmi Azizah, Azmi Belgiawan, Prawira Fajarindra Bella Tria, Bella Bhaskara Putra Mahardika, Bhaskara Putra Daniel Karim, Daniel Dewi, Emilia Fitriana Dhilal Ahmad Sobarudin Diniswara, Fandya Rasmita Duzan Janitra, Atha Dyta Tameswari Utoro Fildzah Ikramina Firda Herlina Freiburghaus, Teresa Gina Mayasari Sujaya Hendra William Sutanto Huan Yang Inayah Inayah Indah Yuliana Josia Prananta Kartikasari, Lucy Kusnadi, Iyas Linda Pratiwi Darmadi M. Parulian Hutagaol Mario Herman Fazary, Mario Herman Masfufah, Megawaty Mia Mayasari Mokhtar, Fahirah Syaliza Muhammad Syirodj Munandir, Adi Najlaputri, Decinta Nandini, Widya Nur Adi Kuncoro, Nur Adi Pandu Narendradewo Panji Anom, Sendika Prajnaparamita Leman, Nabila Purwanti Wulandari Putri, mentari adriaeni Rachmat Calief Zulfikar Rahayu, Popy Raihan, Farhan Muhammad Renny Hutagalung Reza Ashari Nasution Rizky Aditya Kusuma Sekartini Prikasih, Nina Setyawan, Aprilianto Shafina Abdul Aziz Baraba Shofia, Rif’ah Siti Rosidah Sjafri Mangkuprawira Sondang Romian Purba, Sondang Romian Sushandoyo, Dedy Taufiqurrahman, Dafa Utomo Sarjono Putro Vincya Tunggadevi Wahyu Wicaksono, Rafael Widianingsih, Heni Wirda Savitri Yuniarti, Melina Yuti Dwi Putri