Model Kausalitas Kompetensi Dan Motivasi Kerja Terhadap Kinerja Karyawan Outsource Kantor Pelayanan Telkomsel Grapari Cilegon

Indrakusumah, Andri Mentari (2010) Model Kausalitas Kompetensi Dan Motivasi Kerja Terhadap Kinerja Karyawan Outsource Kantor Pelayanan Telkomsel Grapari Cilegon. S2 thesis, Universitas Mercu Buana Jakarta-Menteng.

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Abstract

At this time, Telkomsel Grapari Cilegon still have limited ability to formulate the competency system because coaching as media to develop competency (knowledge, skill, and attitude) of employees less outride expected. Others, dissimilar problem which emerge with the existence of new policy in this time that is outsourcing system, in the reality bear the restlessness among employees because it doesn¶t give the certainty of security and comfortable at work. Examination relationship between variable using analyzer of path analysis. Pursuant to result and analyse, hence this research conclusion are: Employees competencies by parsial have an effect on positive and significant to performance of employees. Job Motivation by parsial have an effect on positive and signifikan to performance of employees. But that way, influence contribution motivate to employees performance categorized at the low influence level. This matter because the policy of human being Telkomsel goning into effect system outsourcing assessed by the employees cannot give the guarantee of security and comfortable. Competency and job motivation by simultan have the influence very significant to performance employees, with the high influence level. This matter that to maximize the performance, hence strive the management awaken the competencies with the system coaching limited require to be non-stoped to be looked after and improved because proven able to awaken the performance. While job motivation burdened by system outsourcing draw to be revised. Pursuant to research conclusion as opened above,writer suggestion : To increase competency of employees, management need periodical create the system of development knowledge, skill, good attitude employees through informal and formal education band. This approach develop and builded systematically so that though change the top of officer telkomsel, policy of development of employees competency remain can be continued; To motivate the employees so that performance can be better, hence to management suggested that consider to return the system outsourcing which is gone into effect in this time with the model of recruitment system employees remain to step by step. The goal is guarantee the certainty of employees future and avoid the endless restlessness. Saat ini Telkomsel graPARI Cilegon masi terbatas kemampuannya dalam menjabarkan sistem kompetensi karena system coaching yang dilakukan sebagai media mengembangkan kompetensi knowledge, skill, dan attitude karyawan kurang berjalan lebih cepat dari yang diharapkan. Selain itu masalah lain yang muncul dengan adanya kebijakan baru saat ini yaitu sistem outsourcing, ternyata melahirkan kegelisahan dikalangan karyawan karena tidak memberikan kepastian keamanan dan kenyaman kerja. Pengujian hubungan antara variable dilakukan dengan menggunakan analisis path analysis. Berdasarkan hasil dan analisis, kesimpulan penelitian ini adalah: Kompetensi karyawan secara parsial berpengaruh positif dan signifikan terhadap kinerja karyawan. Motivasi kerja secara parsial berpengaruh positif dan signifikan terhadap kinerja karyawan. Namun demikian, kontribusi pengaruh motivasi terhadap kinerja karyawan dikategorikan berada pada tingkat rendah. Hal ini disebabkan oleh alur kebijakan sumberdaya manusia Telkomsel yang memberlakukan sistem outsourcing yang dinilai tidak dapat memberikan jaminan kemananan dan kenyamanan. Kompetensi dan motivasi kerja secara simultan mempunyai pengaruh signifikan terhadap kinerja karyawan, dengan tingkat pengaruh yang tinggi. Hal ini memberikan gambaran bahwa untuk memaksimumkan kinerja, maka upaya manajemen membangkitkan kompetensi dengan sistem coaching terbatas perlu terus dipelihara dan ditingkatkan karena terbukti mampu membangkitkan kinerja. Sedangkan motivasi kerja yang terkendala sistem outsourcing menarik untuk ditinjau kembali. Berdasarkan kesimpulan penelitian, saran penulis adalah: Untuk meningkatkan kompetensi karyawan, manajemen perlu secara periodik menciptakan system pengembangan knowledge, skill, attitude karyawan baik melalui jalur pendidikan formal maupun informal. Pendekatan ini dibangun secara sistemik sehingga meskipun berganti top executive telkomsel, kebijakan pengembangan kompetensi karyawan tetap dapat dilanjutkan; Untuk memotivasi karyawan, kepada manajemen disarankan agar menimbang kembali system outsourcing yang diberlakukan saat ini dengan model kebijakan system rekrutmen karyawan tetap secara bertahap. Tujuannya adalah menjamin kepastian masa depan karyawan dan menghindari kegelisahan yang berkepanjangan.

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