STRATEGI EMPLOYEE VALUE PROPOSITION SEBAGAI DAYA TARIK DAN RETENSI KARYAWAN GENERASI Z (STUDI KASUS PTMI)
Keywords:
War for Talent, Employee Value Proposition, Organizational Attractiveness, Generation Z
Abstract
Fenomena perang talenta menjadi isu universal bagi perusahaan-perusahaan akibat kebutuhan kompetensi dan keahlian sumber daya manusia yang terus berkembang, sehingga perusahaan saling berkompetisi mendapatkan talenta terbaik yang dibutuhkan. Isu ini semakin kompleks dengan mulai masuknya angkatan kerja Generasi Z (kelahiran 1995-2010), dengan karakteristik ekspektasi dan pandangan karier yang berbeda dari generasi sebelumnya. Dalam rangka pemenuhan kebutuhan talenta, perusahaan perlu menentukan strategi yang efektif untuk mampu menarik talenta eksternal dan mempertahankan talenta internal melalui perumusan dan penerapan strategi employee value proposition yang sesuai dengan ekspektasi dari karyawan Generasi Z. Tesis ini akan mengeksplorasi bagaimana strategi employee value proposition menjadi hal yang krusial bagi perusahaan untuk bisa memenuhi kebutuhan talenta Generasi Z di masa mendatang. Peneliti menggunakan pendekatan studi kualitatif dengan studi kasus tunggal di PTMI.
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Beechler, S., & Woodward, I. C. (2009). The Global “War for Talent”. Journal of International Management, Vol. 15, 273-285.
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Bougie, R., & Sekaran, U. (2016). Research Methods For Business: A Skill Building Approach, 7th Edition. West Sussex: Wiley & Sons.
Braun, V., & Clarke, V. (2006). Using Thematic Analysis in Psychology. Qualitative Research in Psychology, 77-101.
Chambers, E. G., Handfield-Jones, H., Hankin, S. M., & III, E. G. (1998). Win the War for Top Talent. Workforce Vol. 77, 50-56.
Chariri, A. (2009). Landasan Filsafat dan Metode Penelitian Kualitatif. Workshop Metodologi Penelitian Kuantitatif dan Kualitatif, 1-27.
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Company Profile PTMI. (2023).
Creswell, J. W., & Poth, C. N. (2018). Qualitative Inquiry and Research Design: Choosing Among Five Approaches. California: SAGE Publications, Inc.
Creswell, J. W., Hanson, W. E., Clark, V. L., & Morales, A. (2007). Qualitative Research Designs: Selection and Implementation. The Counseling Psychologist, 236-264.
de Waal, A. (2022). Measuring Organizational Attractiveness. International Journal of Management and Applied Research, 1-20.
Denzin, N., & Lincoln, Y. (2018). The SAGE Handbook of Qualitative Research, Fifth Edition. California: SAGE Publications, Inc.
Dessler, G. (2017). Human Resource Management 15th Edition. London: Pearson Education, Inc.
Elliot, J. (2013). Talkin' 'Bout My Generation: Perceptions of Generational Belonging Among the 1958 Cohort. Sociological Research Online, 1-14.
Gallardo-Gallardo, E., Thunnissen, M., & Scullion, H. (2020). Talent Management: Context Matters. The International Journal of Human Resource Management Vo. 31, 457-473.
Gomes, D., & Neves, J. (2011). Organizational Attractiveness and Prospective Applicants' Intentions to Apply. Personnel Review, 684-699.
Gomez, K., Mawhinney, T., & Betts, K. (2020). Welcome to Generation Z. Deloitte.
Greening, N. (2019). Phenomenological Research Methodology. Scientific Research Journal , 88-92.
Guba, E. G., & Lincoln, Y. S. (1994). Competing Paradigms in Qualitative Research. California: SAGE.
Highhouse, S., Lievens, F., & Sinar, E. F. (2003). Measuring Attraction to Organizations. Educational and Psychological Measurement, 986-1001.
Hochreiter, I. (2022). Attracting and Recruiting Generation Z on Social Networking Sites. Johannes Kepler University Linz, 14-18.
Jackson, A. T., & Frame, M. C. (2018). Stress, Health, and Job Performance: What Do We Know? Tennessee: Journal of Applied Biobehavioral Research.
Kalinska-Kula, M., & Staniec, I. (2021). Employer Branding and Organizational Attractiveness: Current Employees’ Perspective. European Research Studies Journal, 583-603.
Kirchmayer, Z. (2018). Barriers to Work Motivation of Generation Z. Journal of Human Resource Management, 28-39.
Kreitner, R., & Kinicki, A. (2010). Organizational Behavior, 10th Edition. McGraw-Hill Irwin.
Lester, S. (1999). An Introduction to Phenomenological Research. Stan Lester Development , 1-4.
Luce, R., Barber, A., & Hillman, A. (2001). Good Deeds and Misdeeds: A Mediated Model of The Effect of Corporate Social Performance on Organizational Attractiveness. Business and Society, 397-415.
Lukic, J., & Lazarevic, S. (2023). Employer Branding and Employee Value Proposition for Generation Z in Digital Economy. Marketing, 203-214.
Mihas, P. (2023). Qualitative Research Methods: Approaches to Qualitative Data Analysis. International Encyclopedia of Education, 302-313.
Minchington, B. (2006). Your Employer Brand - Attract, Engage, and Retain. Collective Learning Australia.
Minchington, B. (2010). Employer Brand Leadership - A Global Perspective. Collective Learning Australia.
Mngomezulu, N., Challenor, M., Munapo, E., Mashau, P., & Chikandiwa, C. T. (2015). The Impact of Recognition on Retention of Good Talent in the Workforce. Journal of Governance and Regulation, Vol. 4, 372-379.
Mosley, R. (2014). Employer Brand Management: Practical Lessons from the World's Leading Employers. United Kingdom: Wiley.
Muslim. (2016). Varian-Varian Paradigma, Pendekatan, Metode, dan Jenis Penelitian dalam Ilmu Komunikasi. Wahana, 77-85.
Ngoc, T. N., Dung, M. V., Rowley, C., & Bach, M. P. (2022). Generation Z Job Seekers’ Expectations and Their Job Pursuit Intention: Evidence from Transition and Emerging Economy . International Journal of Engineering Business Management, Vol. 14, 1-13.
OC&C Strategy. (2019). A Generation without Borders. OCC Strategy.
Okros, A. (2020). Generational Theory and Cohort Analysis. In: Harnessing the Potential of Digital Post-Millennials in the Future Workplace. Toronto: Springer, Cham.
Pawar, A., & Charak, K. (2014). A Study and Review of Employee Value Proposition: A Tool of Human Resource Management. Review of Research, 1-10.
Pawar, A., Nuradhawati, R., Rochaeni, A., & Kristian, I. (2023). Business Significance of Employee Value Proposition towards Effective Workforce Management . Jurnal Academia Praja, Vol. 6, 1-20.
Phillips, J. M., & Gully, S. M. (2015). Strategic Staffing. Hoboken: Pearson Education.
Phungula, N., Dhanpat, N., & de Braine, R. (2022). The Effect of Employee Value Proposition on Normative Commitment. EUREKA: Social and Humanities, 45-57.
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PTMI. (2023). PTMI Engagement Survey 2023 Summary Result. Jakarta: PTMI.
PTMI. (2024). Quarterly Report FYE 24/03 Mitsui Indonesia. Jakarta: PTMI.
Robbins, S., & Judge, T. (2015). Organizational Behavior, 16th Edition. Pearson Education, Inc.
Strauss, W., & Howe, N. (1997). The Fourth Turning: An American Prophecy—What the Cycles of History Tell Us About America’s Next Rendezvous with Destiny. New York: Broadway Books.
Trank, C. Q., Rynes, S. L., & Jr., R. D. (2002). Attracting Applicants in the War for Talent: Differences in Work Preferences among High Achievers. Journal of Business and Psychology, Vol. 16, 331-345.
Vieira, J., Da Costa, C. G., & Santos, V. (2024). Talent Management and Generation Z: A Systematic Literature. Administrative Sciencies, 1-24.
Wahyuni, S. (2019). Qualitative Research Method: Theory and Practice, 3th Edition. Jakarta: Salemba Empat.
Xueyun, Z., Al Mamun, A., Masukujjaman, M., K, R. M., Gao, J., & Yang, Q. (2023). Modelling the Significance of Organizational Conditions on Quiet Quitting Intention Among Gen Z Workforce in An Emerging Economy. Scientific Reports, 1-18.
Published
2024-11-01
Section
Articles
Copyright (c) 2024 Muhammad Luqman Fauzan
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
