RUSMIN, ADRIANUS (2024) STRATEGI EMPLOYEE RELATIONS DALAM MEMBANGUN IKLIM KOMUNIKASI ORGANISASI YANG POSITIF GUNA MENDUKUNG KINERJA KARYAWAN. S2 thesis, Universitas Mercu Buana Jakarta - Menteng.
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Abstract
Penelitian ini bertujuan untuk menjawab fokus penelitian yaitu mengetahui Strategi Employee Relations (ER) dalam Membangun Iklim Komunikasi Organisasi yang Positif guna Mendukung Kinerja Karyawan (Studi Kasus pada Sekolah Tinggi Ilmu Komunikasi dan Sekretari Tarakanita). Metodologi dan paradigma yang digunakan dalam penelitian ini adalah kualitatif dan postpositivisme. Data penelitian dikumpulkan melalui wawancara secara mendalam dan penelusuran dokumen terkait serta studi pustaka. Hasil penelitian menunjukkan bahwa manajemen ER mulai dari perencanaan, pengorganisasian, pelaksanaan, pengawasan dan pengevaluasian sudah berjalan secara optimal karena adanya dukungan komitmen penuh dari yayasan dan pimpinan STARKI. Namun, ada beberapa hal yang perlu menjadi perhatian khusus yaitu pengelolaan hubungan karyawan perlu ditangani secara khusus dan profesional oleh Divisi Humas dan bukan Divisi Pengembangan Sumber Daya Manusia yang atasan langsungnya adalah Pembantu Ketua Bidang Non Akademik. Juga, sebelum perencanaan langkah-langkah solusi dan penentuan program, manajemen STARKI perlu menjadi intel untuk melakukan pendefinisian permasalahan hubungan karyawan terkini. Penentuan tujuan program hubungan karyawan juga perlu lebih spesifik agar tepat sasar. This study aims to address the research focus, which is to understand the Employee Relations (ER) strategy in building a positive organizational communication climate to support employee performance (A Case Study at the Tarakanita College of Communication and Secretariat). The methodology and paradigm used in this study are qualitative and post-positivism. Research data were collected through in- depth interviews, examination of related documents, and literature review. The results indicate that ER management, from planning, organizing, implementation, supervision, and evaluation, has been running optimally due to the full commitment support from the foundation and the STARKI leadership. However, there are several matters that require special attention, namely that the management of employee relations needs to be handled specifically and professionally by the Public Relations Division and not by the Human Resource Development Division, whose direct supervisor is the Assistant Chair for Non-Academic Affairs. Also, before planning solution steps and determining programs, STARKI management needs to act as intelligence to define the current employee relations issues. The determination of employee relations program goals also needs to be more specific to ensure they are accurately targeted.
| Item Type: | Thesis (S2) |
|---|---|
| NIM/NIDN Creators: | 55221110063 |
| Uncontrolled Keywords: | Employee Relations, Iklim Komunikasi Organisasi, dan Kinerja Karyawan. Employee Relations, Organizational Communication Climate, and Employee Performance. |
| Subjects: | 600 Technology/Teknologi > 650 Management, Public Relations, Business and Auxiliary Service/Manajemen, Hubungan Masyarakat, Bisnis dan Ilmu yang Berkaitan |
| Divisions: | Pascasarjana > Magister Ilmu Komunikasi |
| Depositing User: | ZAIRA ELVISIA |
| Date Deposited: | 13 Mar 2026 03:41 |
| Last Modified: | 13 Mar 2026 03:41 |
| URI: | http://repository.mercubuana.ac.id/id/eprint/101609 |
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