Increasing salaries and benefits

Oct 13, 2025 by magicalceylontours.com 19 views

Strategy for Improving Post-Harvest Employee Performance of a Certain Time Work Agreement (PKWT) in PT. PP. London Sumatra Indonesia Tbk.

Introduction

In the context of PT. PP. London Sumatra Indonesia Tbk., improving post-harvest employee performance is crucial for achieving the company's goals. The Certain Time Work Agreement (PKWT) is a vital component of the company's operations, and enhancing employee performance in this area can lead to increased productivity, efficiency, and overall success. This article presents a strategy for improving post-harvest employee performance of PKWT in PT. PP. London Sumatra Indonesia Tbk., focusing on the strengths, weaknesses, opportunities, and threats (SWOT) analysis.

The Importance of PKWT in PT. PP. London Sumatra Indonesia Tbk.

PKWT is a critical aspect of PT. PP. London Sumatra Indonesia Tbk.'s operations, as it involves the post-harvest process of various products. The company's success depends on the efficient and effective management of this process, which requires skilled and motivated employees. Improving post-harvest employee performance is essential for achieving the company's goals, including increasing productivity, reducing costs, and enhancing customer satisfaction.

Strengths in Improving Employee Performance

The analysis revealed several strengths that can be utilized by the company to improve post-harvest employee performance. These include:

Good leadership: Leaders who are able to provide direction and orders well are essential for motivating and guiding employees.
Strict supervision: Regular Standard Operational Procedures (SOP) application ensures that employees follow established protocols, leading to increased efficiency and productivity.
Strict regulations: Clear rules and sanctions provide certainty for employees, reducing the likelihood of errors and improving overall performance.
Employee welfare: Adequate premiums and benefits serve as good incentives, motivating employees to perform at their best.
Adequate equipment: The availability and maintenance of complete work equipment enable employees to perform their tasks efficiently.
Good infrastructure: Accessibility of roads facilitates the work process, reducing travel time and increasing productivity.
Periodic training: Effective and scheduled training programs regularly enhance employees' skills and knowledge, leading to improved performance.
Providing timely wages: Accuracy in payment of wages increases motivation and reduces employee turnover.

Weaknesses Faced

Despite the strengths, the company also faces several weaknesses that need to be overcome. These include:

Salary problems: Salary amounts that may still be less competitive can lead to decreased motivation and increased turnover.
Transportation tools: Limited vehicles or transportation tools can affect employee mobility, leading to decreased productivity.

Opportunities to Improve Performance

The company also has various opportunities to improve employee performance, including:

Enough level of education: Employees with good educational backgrounds support performance improvement.
Solid cooperation: Good cooperation between employees after the harvest strengthens the team and leads to improved performance.
Expertise in the post-harvest field: Employees who have high expertise in that field can improve performance and efficiency.
Government Policy: Policy from the Ministry of Manpower that has been implemented can support performance improvement.
High motivation: Efforts to maintain employee motivation to remain high can lead to improved performance.

Threats Faced

In an effort to improve performance, companies must be aware of several threats, such as:

Lack of experience: Employees with minimal experience in the post-harvest process can lead to decreased performance and increased errors.

Strategy Recommendations

From the analysis conducted, the company is in quadrant I in the SWOT matrix, which shows that the strategy applied is aggressive or growth-oriented strategy. In this case, companies must maximize existing strengths and take advantage of available opportunities. Some strategy recommendations that can be taken are:

Increasing salaries and benefits: Review the amount of salary and benefits to be more competitive.
Improved employee skills: Hold training to improve post-harvest skills.
Increasing mobility: Investing in adequate transportation to support employee activities.
Enhancing employee welfare: Providing additional benefits and incentives to motivate employees.

Conclusion

By implementing these strategies, PT. PP. London Sumatra Indonesia Tbk. can improve the performance of post-harvest employees of PKWT and achieve the desired goals. These efforts are expected to create a productive and sustainable work environment for all employees in the company. The company must continue to monitor and evaluate the effectiveness of these strategies, making adjustments as needed to ensure continued success.

Recommendations for Future Research

Future research should focus on:

Conducting a comprehensive SWOT analysis: To identify additional strengths, weaknesses, opportunities, and threats that may impact post-harvest employee performance.
Developing a more detailed strategy: To address specific weaknesses and opportunities identified in the analysis.
Evaluating the effectiveness of the strategy: To assess the impact of the implemented strategies on post-harvest employee performance.

By following these recommendations, PT. PP. London Sumatra Indonesia Tbk. can continue to improve post-harvest employee performance and achieve its goals.
Q&A: Improving Post-Harvest Employee Performance of a Certain Time Work Agreement (PKWT) in PT. PP. London Sumatra Indonesia Tbk.

Introduction

In our previous article, we discussed the strategy for improving post-harvest employee performance of a Certain Time Work Agreement (PKWT) in PT. PP. London Sumatra Indonesia Tbk. This article provides a Q&A section to address common questions and concerns related to the topic.

Q: What is the main goal of improving post-harvest employee performance in PT. PP. London Sumatra Indonesia Tbk.?

A: The main goal is to increase productivity, efficiency, and overall success of the company by enhancing employee performance in the post-harvest process.

Q: What are the strengths that can be utilized by the company to improve post-harvest employee performance?

A: The strengths include good leadership, strict supervision, strict regulations, employee welfare, adequate equipment, good infrastructure, periodic training, and providing timely wages.

Q: What are the weaknesses that need to be overcome to improve post-harvest employee performance?

A: The weaknesses include salary problems and limited transportation tools.

Q: What opportunities can be taken to improve post-harvest employee performance?

A: The opportunities include enough level of education, solid cooperation, expertise in the post-harvest field, government policy, and high motivation.

Q: What threats should the company be aware of in an effort to improve performance?

A: The threats include lack of experience, which can lead to decreased performance and increased errors.

Q: What strategy recommendations can be taken to improve post-harvest employee performance?

A: The strategy recommendations include increasing salaries and benefits, improved employee skills, increasing mobility, and enhancing employee welfare.

Q: How can the company ensure that the implemented strategies are effective?

A: The company should continue to monitor and evaluate the effectiveness of the strategies, making adjustments as needed to ensure continued success.

Q: What are the benefits of improving post-harvest employee performance in PT. PP. London Sumatra Indonesia Tbk.?

A: The benefits include increased productivity, efficiency, and overall success of the company, as well as improved employee motivation and reduced turnover.

Q: How can the company address the lack of experience among employees?

A: The company can address the lack of experience by providing training and development opportunities, such as on-the-job training, mentorship programs, and workshops.

Q: What role does government policy play in improving post-harvest employee performance?

A: Government policy can support performance improvement by providing incentives, such as tax breaks or subsidies, and by implementing regulations that promote employee welfare.

Q: How can the company maintain high motivation among employees?

A: The company can maintain high motivation by providing a positive work environment, recognizing and rewarding employee achievements, and offering opportunities for growth and development.

Conclusion

Improving post-harvest employee performance in PT. PP. London Sumatra Indonesia Tbk. requires a comprehensive approach that addresses the strengths, weaknesses, opportunities, and threats (SWOT) analysis. By implementing the recommended strategies and addressing common questions and concerns, the company can achieve its goals and create a productive and sustainable work environment for all employees.

Recommendations for Future Research

Future research should focus on:

Conducting a comprehensive SWOT analysis: To identify additional strengths, weaknesses, opportunities, and threats that may impact post-harvest employee performance.
Developing a more detailed strategy: To address specific weaknesses and opportunities identified in the analysis.
Evaluating the effectiveness of the strategy: To assess the impact of the implemented strategies on post-harvest employee performance.

By following these recommendations, PT. PP. London Sumatra Indonesia Tbk. can continue to improve post-harvest employee performance and achieve its goals.