Human Resources Planning Using Workload and Job Analysis as The Basis of Improving the Organizational Structure in The Marketing (Case Study of Pt. IMST)

Ni Gusti Made Rai, Amanullah Baihaqi, Prahardika Prihananto, Syarifa Hanoum

Abstract


Strategic planning is crucial for every company to achieve organizational goals, with a focus on effectiveness, efficiency, and productivity in human resource management. Human resource planning involves analyzing workloads in alignment with job descriptions for each position. This research was carried out within PT IMST's Marketing Division, a company operating in the railroad component distribution and trading industry. The primary objective was to examine employee workloads and integrate the findings with job analysis to inform human resource planning. The study revealed that increased market penetration and project demand have led to higher physical and mental workloads for workers. The NASA TLX method was employed to conduct the workload analysis. Based on the research results, it is recommended that the optimal number of personnel be five for each position of Head and Junior Specialist, four for Project Achievement Staff I, three for Project Achievement Staff II, and six for Administrative Staff. To address these staffing needs, human resource planning should prioritize recruiting or adding personnel who possess the requisite qualifications and competencies in accordance with the established positions. By aligning recruitment efforts with the workload analysis and job descriptions, the company can ensure that its workforce is appropriately sized and equipped to efficiently meet market demands and achieve organizational success

Keywords


Human resources; job analysis planning; NASA-TLX; employee needs; workload

Full Text:

PDF

References


Dan, K., & Soft, P. (n.d.). Buku II Kamus dan Profil Soft Competencies , serta Kriteria Rekomendasi dan PT Industri Kereta Api ( Persero ).

Dessler, G. (2020). Human Resource Management, 8th edition. In Personnel Review (16th ed., Vol. 31, Issue 3). Pearson. https://doi.org/10.1108/pr.2002.31.3.386.3

Hancock, P. A., & Caird, J. K. (1993). Experimental evaluation of a model of mental workload. Human Factors, 35(3), 413–429. https://doi.org/10.1177/001872089303500303

Moleong. (2018). Metodologi penelitia n kua lita tif / penulis, Prof. DR. Lexy J. Moleong, M.A. . PT Remaja Rosdakarya,.

Noyes, J. M., & Bruneau, D. P. J. (2007). A self-analysis of the NASA-TLX workload measure. Ergonomics, 50(4), 514–519. https://doi.org/10.1080/00140130701235232

permenpan. (2020). Peraturan Menteri Pendayagunaan Aparatur Negara Dan Reformasi Birokrasi Republik Indonesia Nomor 26 Tahun 2020 Tentang Pedoman Evaluasi Pelaksanaan. 1–46.

Prien, E., Goodstein, L. D., Goodstein, J., & Gamble, L. G. (2009). Job Analysis (M. Davis (ed.)). John Wiley & Sons, Inc.

Rothwell, W. J., & Kazanas, H. C. (2003). Planning and managing human resources : strategic planning for human resources management ( and S. F. Suzanne Bay, Robie Grant (ed.)). HRD Press, Inc.

Schuler, R. S. (1992). Linking the,People with the Strategic Needs of the Business. Organizational Dynamics, 21(1), 18–32.

Stanton, N. A. (2013). Human Factors Methods. In Angewandte Chemie International Edition, 6(11), 951–952. (2nd ed., Issue Mi). Taylor & Francis Group.

Van Buren, H. J., Greenwood, M., & Sheehan, C. (2011). Strategic human resource management and the decline of employee focus. Human Resource Management Review, 21(3), 209–219. https://doi.org/10.1016/j.hrmr.2011.02.004

Yammarino, F. J., Dionne, S. D., Schriesheim, C. A., & Dansereau, F. (2008). Authentic leadership and positive organizational behavior: A meso, multi-level perspective. Leadership Quarterly, 19(6), 693–707. https://doi.org/10.1016/j.leaqua.2008.09.004




DOI: http://dx.doi.org/10.12962/j24433527.v16i1.17970

Refbacks

  • There are currently no refbacks.


Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

p-ISSN (1979-5521)  e-ISSN (2443-3527)