MAS’ADI, DIDIK (2025) DAMPAK OMNIBUS LAW-KLASTER KETENAGAKERJAAN DAN PERATURAN PELAKSANAANNYA TERHADAP PENGELOLAAN HUBUNGAN INDUSTRIAL DAN MANAJEMEN SUMBER DAYA MANUSIA YANG BERKELANJUTAN. S2 thesis, Universitas Mercu Buana - Menteng.
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Abstract
Hasil penelitian ini mengeksplorasi dampak implementasi Omnibus Law— khususnya klaster ketenagakerjaan—terhadap pengelolaan hubungan industrial dan manajemen sumber daya manusia (SDM) yang berkelanjutan. Dengan menggunakan pendekatan kualitatif, penelitian ini mengintegrasikan wawancara semi-terstruktur, studi literatur, serta analisis model pengambilan keputusan berbasis ANP (Analytic Network Process) untuk mengidentifikasi tantangan, solusi, dan strategi implementasi yang tepat. Informan kunci penelitian ini secara keseluruhan berjumlah delapan orang, yang terdiri dari masing-masing dua orang perwakilan pemerintahan, akademisi, praktisi, dan serikat pekerja. Temuan utama menunjukkan bahwa Omnibus Law menciptakan fleksibilitas dalam pengelolaan hubungan industrial dan SDM, namun juga menimbulkan tantangan signifikan, seperti pergeseran pola kerja, ketegangan antara pekerja dan pengusaha, serta kekhawatiran tentang kesejahteraan pekerja. Penolakan dari serikat pekerja berfokus pada isu pengurangan hak-hak ketenagakerjaan, penghapusan batas PKWT, serta fleksibilitas yang dianggap merugikan pekerja. Berdasarkan hasil analisis, disusun model implementasi yang menekankan dialog tripartit, penguatan kapasitas serikat pekerja, kebijakan fleksibilitas kerja berbasis kesejahteraan, dan pengawasan berbasis teknologi. Penelitian ini memberikan rekomendasi strategis untuk menciptakan hubungan industrial yang harmonis dan pengelolaan SDM yang efektif di bawah kerangka Omnibus Law. This result of study explores the impact of the implementation of the Omnibus Law— specifically the employment cluster—on suistainability industrial relations management and human resource management (HRM). Employing a qualitative approach, the research integrates semi-structured interviews, literature reviews, and Analytic Network Process (ANP) analysis to identify challenges, solutions, and appropriate implementation strategies. The key informants of this study comprised a total of eight individuals, consisting of two representatives from the government, two from academia, two from industry practitioners, and two from labor unions. The findings reveal that the Omnibus Law introduces flexibility in managing industrial relations and HRM but also poses significant challenges, such as shifts in employment patterns, increased tensions between workers and employers, and concerns over worker welfare. Opposition from labor unions centers on issues such as the reduction of labor rights, the removal of limitations on fixed-term contracts, and flexibility that is perceived to disadvantage workers. Based on the analysis, an implementation model is proposed emphasizing sustainable tripartite dialogue, strengthening union capacity, welfare-oriented flexible work policies, and technology-based supervision. This study offers strategic recommendations for fostering harmonious industrial relations and effective HRM within the framework of the Omnibus Law.
| Item Type: | Thesis (S2) |
|---|---|
| NIM/NIDN Creators: | 55121120020 |
| Uncontrolled Keywords: | Omnibus Law, hubungan industrial, manajemen sumber daya manusia, PKWT, PHK. Omnibus Law, industrial relations, human resource management, fixed- term contracts, layoffs. |
| Subjects: | 600 Technology/Teknologi > 650 Management, Public Relations, Business and Auxiliary Service/Manajemen, Hubungan Masyarakat, Bisnis dan Ilmu yang Berkaitan > 658 General Management/Manajemen Umum |
| Divisions: | Pascasarjana > Magister Manajemen |
| Depositing User: | FHADHILAH SHAFA ARISTA |
| Date Deposited: | 04 Mar 2025 02:29 |
| Last Modified: | 04 Mar 2025 02:29 |
| URI: | http://repository.mercubuana.ac.id/id/eprint/94621 |
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