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INDONESIA
Jurnal Pengembangan Ketenagakerjaan
Published by Politeknik Ketenagakerjaan
ISSN : 29867606     EISSN : 2986710X     DOI : 10.59574
Core Subject : Science,
Decision Sciences, Operations Research & Management
HR Management Strategy and Planning; HR Procurement; Organization Development; HR Learning and Development; Talent Management; Career Management; Performance Management and Remuneration; Industrial Relations; Personnel Information System / HRIS Services. 2. Industry Relations Industry Relations Institutionalization of Industrial Relations; Industrial Relations Facilities; Labor Relations; Wages; Social Security; Equality and Non-Discrimination; Prevention and Settlement of Industrial Relations Disputes. 3. Occupational Safety and Health Environment Occupational Safety and Health Occupational Safety; Occupational Health; Work Environment and Industrial Hygiene; OHS Norm Supervision.
Arjuna Subject : Umum - Umum
Articles 36 Documents
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The Impacts of the Use of Outsourced Labor on the Walfare of Workers in Indonesia Aini, Shafira Nurulita
Jurnal Pengembangan Ketenagakerjaan Vol. 2 No. 2 (2024): September: Jurnal Pengembangan Ketenagakerjaan
Publisher : POLITEKNIK KETENAGAKERJAAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59574/jpk.v2i2.110

Abstract

The writing of the journal "The Impact of the Use of Outsourced Labor on the Welfare of Workers in Indonesia" aims to find out the impact of the use of outsourced labor in Indonesia, the use of outsourced labor can have an impact both positively and negatively, but many rights and rights of outsourced workers are not fulfilled and it causes worker welfare that is not implemented properly, Therefore, action is needed to protect the welfare of outsourcing workers.
LEGAL PROTECTION FOR WORKERS WITH A SPECIFIC TIME WORK AGREEMENT (PKWT) VIEWED FROM A LABOR LAW PERSPECTIVE Safitri, Nabila Nur
Jurnal Pengembangan Ketenagakerjaan Vol. 2 No. 2 (2024): September: Jurnal Pengembangan Ketenagakerjaan
Publisher : POLITEKNIK KETENAGAKERJAAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59574/jpk.v2i2.111

Abstract

In the labour sector, an agreement is needed as something that binds both parties between the entrepreneur or employer and the worker. Agreements can be divided into two, namely agreements with a certain time and agreements with an indefinite time. In this article, it will discuss workers with fixed-term agreements, where the rights obtained are very unequal to the rights obtained by workers with indefinite-term agreements. This concerns the obligations of entrepreneurs or employers to fulfill the rights that must be given to workers. Legal protection is needed in the agreement so that workers can get legal certainty in carrying out their actions. The method used in writing is the normative legal writing method, which is based on literature study. The results and discussion of the following article are that legal protection from the state for workers, especially workers with PKWT, is contained in Law Number 13 of 2013 concerning Manpower, Law Number 11 of 2020 concerning Job Creation, and Law Number 6 of 2023 regarding changes to Law Number 11 of 2022. Apart from the existence of legal protection for workers, there are still many violations that workers receive from entrepreneurs or employers due to several factors, including a job vacancy system that opens a fixed-term contract system as well as the impact of the 1998 economic crisis and the Covid-19 pandemic.
Promoting Gender Equality Through Paternity Leave in Labour Law Transforming the Role of Fathers in Childcare Maharani, Desty
Jurnal Pengembangan Ketenagakerjaan Vol. 2 No. 2 (2024): September: Jurnal Pengembangan Ketenagakerjaan
Publisher : POLITEKNIK KETENAGAKERJAAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59574/jpk.v2i2.112

Abstract

Paternity leave plays a critical role in promoting gender equality by encouraging fathers' active involvement in childcare. In Indonesia, the current legal framework, as outlined in Law Number 13 of 2003 Concerning Manpower, provides only two days of paternity leave, which is insufficient for meaningful paternal engagement during the early stages of child-rearing. This article examines the implementation of paternity leave in Indonesia, comparing it to more progressive models from countries such as Sweden, Norway, and Japan, where extended, non-transferable paternity leave policies have been shown to enhance gender equality and improve both child and maternal well-being. Through a review of international case studies, the article argues that the current Indonesian policy needs reform to align with global standards and to better support fathers in their caregiving roles. Recommendations include extending paternity leave, offering financial incentives for employers, introducing flexible parental leave systems, and launching public awareness campaigns to challenge cultural norms. By adopting these changes, Indonesia could foster a more equitable division of caregiving responsibilities, benefiting both families and society as a whole.
OPTIMALISASI KEBIJAKAN KETENAGAKERJAAN UNTUK MENGATASI DAMPAK PHK MASSAL DAN MENINGKATKAN PERLINDUNGAN PEKERJA Yulianis Satul Faidhah; Nailatuz Zahro; Irza Annisa Zahra; Anis Monica Sari; Niken Rahmawati; Putri Damayanti; Rizqa Ayu Ambarwati; Amalia Permatasari; Oemar Attallah
Jurnal Pengembangan Ketenagakerjaan Vol. 2 No. 2 (2024): September: Jurnal Pengembangan Ketenagakerjaan
Publisher : POLITEKNIK KETENAGAKERJAAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59574/jpk.v2i2.118

Abstract

Mass layoffs are a major challenge in the world of labor, which has a negative impact on economic stability and workers' welfare. This article discusses the optimization of employment policies as a solution to address the impact of mass layoffs and improve worker protection. Through an analysis of existing labor policies, this article identifies weaknesses and opportunities for improvement. Optimization of employment policies includes reviewing regulations related to layoffs, strengthening social security programs, and providing training and skills upgrading for affected workers. This policy is expected to minimize the negative impact of layoffs, strengthen the social safety net, and increase the competitiveness of the workforce. The use of normative legal writing methods aims to explore the regulation of workers' rights and legal protection. Based on the study of the optimization of employment policies in overcoming the impact of mass layoffs and increasing worker protection, it is hoped that the optimization of employment policies will become a strategic step in overcoming mass layoffs and increasing protection for workers, thus creating a more stable and productive work environment.
Analisis Perjanjian Kerja Laut (PKL) Terkait Waktu Kerja, Waktu Istirahat, dan Kompensasi terhadap Aturan Ketenagakerjaan di PT X Ariibah Hanifah; Langga Lagandhy; Eka Saputra
Jurnal Pengembangan Ketenagakerjaan Vol. 3 No. 1 (2025): Maret: Jurnal Pengembangan Ketenagakerjaan
Publisher : POLITEKNIK KETENAGAKERJAAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59574/jpk.v3i1.149

Abstract

This research discusses the regulation of the Seafarers’ Employment Agreement (PKL) at PT X in relation to the provisions of labor legislation. The background of this study is based on the author’s observation regarding differences between the PKL and general employment agreements. These differences relate to administrative systems and employment terms, such as working hours, rest periods, leave, and compensation. The main focus of this study is to analyze and identify the regulation of employment terms for crew members as stipulated in the PKL, based on applicable labor law provisions. This is in reference to Article 337 of Law Number 17 of 2008 on Shipping, which states that labor provisions in the shipping sector must be implemented in accordance with the prevailing labor laws. This research uses a descriptive qualitative method with data collection techniques including in-depth interviews and the study of official company documents. The results show that the PKL at PT X still refers to maritime and shipping regulations, although in practice it adopts substantive aspects of labor law. However, regulations  regarding working hours, rest periods, and compensation are not elaborated in detail. This creates a potential legal vacuum in the implementation of employment relations. The study concludes that the PKL at PT X does not yet fully provide legal certainty. Therefore, it is recommended that the company explicitly and thoroughly state the rights and obligations of crew members in the PKL. Additionally, collaboration between the Ministry of Manpower and the Ministry of Transportation is needed to formulate specific regulations regarding employment relations in the shipping sector to avoid regulatory overlap.
Optimalisasi Peran Pendamping untuk Keberhasilan Usaha Tenaga Kerja Mandiri Lanjutan Melva Sitorus
Jurnal Pengembangan Ketenagakerjaan Vol. 3 No. 1 (2025): Maret: Jurnal Pengembangan Ketenagakerjaan
Publisher : POLITEKNIK KETENAGAKERJAAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59574/jpk.v3i1.127

Abstract

This policy paper addresses the challenges observed in the field regarding the assignment of mentors, which has not been optimally supporting the success of Advanced Independent Labor (TKM Lanjutan). The role of mentors is crucial; however, it is currently limited in several areas, including the duration of mentoring sessions, the motivation and commitment of TKM Lanjutan participants, the competencies of the mentors, the ability of TKM Lanjutan to leverage technology, and the alignment between the number of mentors and the TKM Lanjutan they support. In crafting this policy paper, the author employed a literature review method to grasp relevant concepts and theories, and to examine existing findings. Additionally, an inventory of necessary data was conducted, alongside the collection of pertinent reference materials. This policy paper aims to formulate actionable policy recommendations for the Ministry of Manpower, particularly regarding enhancing the mentoring assignments to further bolster the success of TKM Lanjutan, with a primary focus on the duration of mentoring sessions. Ultimately, this policy paper aspires to provide valuable insights for the Ministry of Manpower, particularly for the Directorate of Labor Opportunity Expansion, as they work to enhance the effectiveness of TKM Lanjutan initiatives.
Analisis Waktu Kerja Pengemudi Bus terhadap Undang- Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan Achmad Fauzan; Mudiana Permata Sari; Langga Lagandhy
Jurnal Pengembangan Ketenagakerjaan Vol. 3 No. 1 (2025): Maret: Jurnal Pengembangan Ketenagakerjaan
Publisher : POLITEKNIK KETENAGAKERJAAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59574/jpk.v3i1.159

Abstract

The working hours of bus drivers are regulated by applicable laws and regulations as well as the collective labor agreement (PKB) of PT. X. However, in practice, discrepancies are often found, such as working hours exceeding the maximum limit, lack of adequate rest time, and high operational demands. This study aims to analyze the implementation of bus drivers’ working hours at PT. X and examine its compliance with the requirements stipulated in Law Number 13 of 2003 concerning Manpower. The research employs a qualitative approach using a case study method. Data collection techniques include interviews, field observations, and documentation studies of the Collective Labor Agreement (PKB). The findings indicate that, normatively, PT. X has regulated drivers’ working hours in accordance with the law, namely eight working hours per day. However, field observations reveal excessive working hours experienced by bus drivers due to operational conditions such as traffic congestion and tight operational schedules. Additionally, the mandatory one-hour rest period is not always fully realized due to time constraints and field conditions. Although the PKB provides detailed protection of drivers’ rights, its implementation still requires close supervision to prevent violations of labor rights. This study recommends a review of the scheduling system and stricter supervision of the implementation of working hours and rest periods for bus drivers.
Pengaruh Employee Engagement terhadap Turnover Intention di Perusahaan Katering Amrina Rohayyan; Bambang Wardoyo; Muhammad Eko Abrian Kusuma
Jurnal Pengembangan Ketenagakerjaan Vol. 3 No. 1 (2025): Maret: Jurnal Pengembangan Ketenagakerjaan
Publisher : POLITEKNIK KETENAGAKERJAAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59574/jpk.v3i1.234

Abstract

Organizations must strive to improve employee engagement in the organization in order to increase employee engagement and loyalty. The purpose of this study was to analyze how employee engagement affects turnover intention at Catering Company and to analyze how much influence employee engagement has on turnover intention at Catering Company. Data collection in this study was done by distributing questionnaires to 87 Head Office employees at Catering Company which were obtained from the solvin formula and proportionate stratified random sampling technique. The data collected were processed using simple linear regression analysis using the SPSS 22 application. The results of this study indicate that there is a negative and significant effect between employee engagement and turnover intention with value of -0.557. So the higher the employee engagement, the lower the turnover intention, so the company needs to conduct an employee engagement survey to determine the level of employee engagement at Catering Company. In addition, companies need tFo make efforts to increase employee engagement by readjusting the workload of employees as an effort to reduce boredom and work stress experienced by employees. Companies also need to reduce turnover intention by reviewing the size of the wage scale structure.
Pengaruh Job Insecurity terhadap Turnover Intention Melalui Job Satisfaction sebagai Variabel Intervening pada Pekerja PKWT di PT. Bio Farma Muhammad Arief Suhendra; Henry Anggoro Djohan; Cynthia Vanessa Djodjobo
Jurnal Pengembangan Ketenagakerjaan Vol. 3 No. 2 (2025): September: Jurnal Pengembangan Ketenagakerjaan
Publisher : POLITEKNIK KETENAGAKERJAAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59574/jpk.v3i2.153

Abstract

This study aims to determine the effect of job insecurity on turnover intention with job satisfaction as an intervening variable in PKWT workers at PT. Bio Farma. The sampling technique used was probability sampling with a sample size of 76 respondents. The analysis was conducted using SEM (Structural Equation Modeling) measurements on Smart PLS 4.0. The results showed that job insecurity had a negative and significant effect on job satisfaction. Job insecurity had a positive and significant effect on turnover intention. Job satisfaction had a negative and significant effect on turnover intention. In addition, job insecurity had a positive and significant effect on turnover intention through job satisfaction as an intervening variable.
Evaluasi Kirkpatrick Level 3 terhadap Pelatihan on Job Development: (Studi Literatur) As’syam. N. A; Hasyim. M. S; Hartanto Hartanto
Jurnal Pengembangan Ketenagakerjaan Vol. 3 No. 2 (2025): September: Jurnal Pengembangan Ketenagakerjaan
Publisher : POLITEKNIK KETENAGAKERJAAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59574/jpk.v3i2.173

Abstract

This study aims to evaluate the effectiveness of On-Job Development (OJD) training program for new employees at PT Nusa Toyotetsu using a qualitative descriptive approach. Data were collected through in-depth interviews, direct observation by supervisors, and self-assessment from training participants. The study highlights behavioral changes observed after the training, including improvements in discipline, compliance with standard operating procedures (SOP), use of personal protective equipment (PPE), teamwork, and independence. The findings indicate that the OJD training positively influenced employee behavior. However, the evaluation proces sstill faces challenges, such as the absence of standardized behavioral indicators and limited observation time. These results underline the importance of establishing a structured behavioral evaluation system as part of a long-term human resource development strategy within the company.

Page 3 of 4 | Total Record : 36

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