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All Journal Asian Journal of Social and Humanities Glosains: Jurnal Sains Global Indonesia
Suhendi Suhendi
Institut Pertanian Bogor
Decision Sciences, Operations Research & Management Earth & Planetary Sciences Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice

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Strategic Implementation of Pre-Employment Training Programs For New Employees at PT PLN (Persero) Meira Dewi Arianingrum; M. Syamsul Ma’arif; Suhendi Suhendi
Asian Journal of Social and Humanities Vol. 3 No. 2 (2024): Asian Journal of Social and Humanities
Publisher : Pelopor Publikasi Akademika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59888/ajosh.v3i2.457

Abstract

The availability of professional and trained human resources is the key to the success of a company. However, it is unfortunate when employees who have received a training program actually resign from work. This is what happened in the PLN work environment. The mental readiness factor and the training program are not as expected to be the cause for new employees. This study aims to evaluate the implementation of pre-service learning for new employee candidates of PT PLN (Persero) and find out future implementation strategies. The research method uses mixed methods, namely quantitative and qualitative. This research uses the Kirkpatrick level I approach with data processing techniques using the Customer Satisfaction Index and Importance Performance Analysis methods, as well as the Eckenrode method. The results show that the strength level of the implementation of the pre-service training program shows very good results because the training program provided by company management provides useful value to support work activities. Furthermore, this pre-service training program is considered effective because it has provided a very high level of satisfaction for employees. Meanwhile, the factor that causes employees to resign from their jobs is because there is still a mismatch between training and the reality of work practices in the field. So the future strategy to retain new employees is to strengthen the mentorship program, strengthen the character of prospective new employees, and update content, and career development.
Strategy to Increase Business Entity Compliance with BPJS Employment Contribution Payment: A Case Study of Contribution Receivables at the Sulawesi Maluku Regional Office Octaviana Pongtuluran; Dikky Indrawan; Suhendi Suhendi
Glosains: Jurnal Sains Global Indonesia Vol. 7 No. 1 (2026): Glosains: Jurnal Sains Global Indonesia
Publisher : Sekolah Tinggi Agama Islam Kuningan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59784/glosains.v7i1.667

Abstract

Background: Employer non-compliance in BPJS Employment contribution payments poses a systemic risk to Indonesia's employment social security system, as persistent arrears threaten financial sustainability. The Sulawesi–Maluku Regional Office consistently ranks among the highest contributors to national receivables, recording IDR 158.84 billion in 2023 and IDR 157.27 billion in 2024 despite a declining number of delinquent entities. This divergence, particularly at the Makassar Branch Office, indicates a structural arrears problem that uniform compliance approaches have failed to address. Objective: This study aims to analyze the compliance conditions of Business Entities with contribution arrears at the Makassar Branch Office, identify key determinants of non-compliance, and formulate adaptive risk-based strategies to improve employer compliance in the Sulawesi–Maluku region. Methods: This study applies a quantitative approach using descriptive analysis of receivable trends (2022–2024) and binary logistic regression based on survey data from employers with outstanding contributions. Strategic priorities were formulated using SWOT analysis and the Analytic Hierarchy Process (AHP), supported by Focus Group Discussions (FGD). Results: Non-compliance was found to be structural and sectoral rather than random. Logistic regression analysis (n = 120) indicates that financial capacity is the only statistically significant determinant of non-compliance (OR = 3.47; p = 0.003), while perceptual and administrative factors show no significant effects. Conclusion: Non-compliance is primarily driven by financial constraints, highlighting the need for integrated, risk-based compliance strategies emphasizing governance strengthening and segmented billing to improve contribution recovery.
Co-Authors Dikky Indrawan M. Syamsul Ma’arif Meira Dewi Arianingrum Octaviana Pongtuluran