Strategic Workforce Planning dan Dual-Track Performance Management Berbasis Nilai pada Hybrid Workforce Organisasi Nirlaba

Muhsin Jazuli; Ade Lestari; Firman Purnawarman; Megha Sakova

doi:10.31539/3j5p0378

Authors

Muhsin Jazuli Universitas Muhammadiyah Bandung
Ade Lestari Universitas Muhammadiyah Bandung
Firman Purnawarman Universitas Muhammadiyah Bandung
Megha Sakova Universitas Muhammadiyah Bandung

DOI:

https://doi.org/10.31539/3j5p0378

Abstract

This study aims to analyze the application of values-based Strategic Workforce Planning and Dual-Track Performance Management in managing a hybrid workforce in a nonprofit organization, specifically in addressing workforce capacity deficits and improving organizational performance through employee engagement. The research method used was an exploratory qualitative approach with a single case study design at the Library Unit of Muhammadiyah University of Bandung. Data were obtained through semi-structured interviews with eight informants consisting of three permanent librarians and five volunteer/student internships, participant observation, and document review. Data were then analyzed using thematic analysis. The results indicate a service capacity deficit of 224 hours per month, which was addressed through a fluid core-periphery configuration and the implementation of structured flexibility, with on-site and remote task allocation based on authority, competency, and value alignment. Employee engagement serves as the primary mechanism linking workforce planning and hybrid work to organizational performance by increasing vigor, dedication, and absorption. The study also produced a Workforce Configuration Map, a Value-Based Workforce Forecasting model, and a Dual-Track Performance Management instrument that differentiates performance indicators for core staff and volunteers. The study's conclusions indicate that values-based hybrid workforce management can be an adaptive strategy for nonprofit organizations to address workforce capacity constraints. Ideological capital serves as a strategic asset that strengthens organizational sustainability, and employee engagement is a crucial mechanism for achieving organizational performance.

Keywords: Employee Engagement, Hybrid Workforce, Nonprofit Organizations, Strategic Workforce Planning, Workforce Management

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