Improving job clarity and job content at Indonesia Port Corporation II based on the results of engagement survey 2013

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This study aims to provide solutions to increase the achievement value of job content and job clarity on IPC and ultimately provide recommendations to improve the achievement of engagement value of IPC in the following year. The result of Engagement index in 2013 is 4.11 (1-5 scale). The value of Engagement IPC index is 4.11, which is below the expected target of the company of 4.25 (1-5 scale). Based on the consideration of best practice (currently on 75% percentile) conducted by Louis Allen Worldwide which means that IPC has not become the company with the level of work engagement excluding the top 25 companies in the world.
From the survey conducted, 8 root causes are still under the target of 75% percentile (gap- negative) i.e. the manager relationship, company policy, job content, Manager: effectiveness, company value, job preparedness, executive leadership, job clarity. There are six biggest causes, however, which have great influence on the failure of Engagement Index. The expected Engagement Indexes by the company are job content, manager: effectiveness, company value, job preparedness, executive leadership, job clarity.In order to increase the engagement index, the company must focus on job clarity because they are in the lowest percentile (35%) and had a pretty big impact 0,08. Likewise, the job content is a thing that must be considered by the company since it is the biggest influence on the engagement index value of 0,24. In addition, job content and job clarity are two things that affect each other, so that if the company can focus on increasing the value of both the root causes in 2014, then the value of engagement index can be increased according to the target of the company.This study uses primary data and secondary data. Primary data that will be used is the result of engagement survey in 2013. In addition, this study uses secondary data that is data obtained indirectly by studying the existing literature.
The result of this study indicates the strategy recommendations that can be done by the company to improve the job content and job clarity. Job content relates to the extent to which the work performed is considered challenging, interesting and enjoying to do. Job content relates to the working ways, the expansion of tasks and working authority given by employers. How it works, the expansion of tasks and working authority can be done if a worker has the appropriate skills / abilities to the job where he is in charge. Eventually the job content relates to coaching pattern, development and training to support the skills / abilities of the worker
Job clarity relates to the extent to which someone understands that what he does affecting the success of the company, the job clarity that someone should do and understand the priority scales of work he was doing. Job clarity relates to the job description and communication between employers and employees. How someone understands his job description and how well the superior gives instruction / explanation to subordinates.The proposed solutions to deal with the problems is to create interesting / challenging jobs for employees and improve the clarity of job description as well as improve how to communicate between superiors and subordinates. With the proposed solution, it is expected that employeescan be more engaged with the company. If the employees are engaged then they will be more productive, effective and efficient because their commitment and working motivation will also automatically increase.

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Ketersediaan

Informasi Detail

Judul Seri

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No. Panggil

TD MG FER i

Penerbit

Jakarta : Indonesia Port Corporation II., 2015

Deskripsi Fisik

54 p., illus : 30 cm ; bibliography; table ;

Bahasa

English

ISBN/ISSN

-

Klasifikasi

MG

Tipe Isi

-

Tipe Media

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Tipe Pembawa

-

Edisi

-

Subjek

Performence Improvement
Performance Companies
Job Clarity

Info Detail Spesifik

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Pernyataan Tanggungjawab

Chiefy Adi Kusmargono

Versi lain/terkait

Lampiran Berkas

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