Authors :
Michelle Nathania
Volume/Issue :
Volume 9 - 2024, Issue 4 - April
Google Scholar :
https://tinyurl.com/4t5thj9t
Scribd :
https://tinyurl.com/2ayt3dy4
DOI :
https://doi.org/10.38124/ijisrt/IJISRT24APR1655
Note : A published paper may take 4-5 working days from the publication date to appear in PlumX Metrics, Semantic Scholar, and ResearchGate.
Abstract :
This research examined scenario planning for
development of employee engagement in PT XYZ.
Employees who, did not see any career path opportunities
in the company, and dissatisfied with working
environment regarding rewards and recognition for work
performance tended to experience low engagement. The
purpose of this research was divided into 4 (three): 1) to
identify and analyze the existing employee engagement
quality and factors 2) to understand employee needs and
expectations in developing employee engagement, and 3)
to create scenarios planning for employee engagement
development in the company. The research used a
qualitative-quantitative method, aligned with interview
and survey results, focused on the method of scenario
planning stage consisting of Tracking, Analyzing,
Imaging, Deciding, and Acting (TAIDA). There were 4
(four) scenario planning that could develop employee
engagement and effect organizational performance
outcomes. Based on those four-scenario planning matrix,
employees in the company fell into the “We Can”
scenario. In this scenario, employees were at the level of
moderate engagement and the company was currently
facing challenges. The “We Can” scenario planning can
be implemented by focusing on the performance
appraisal and feedback from leaders to gain recognition,
appreciation, and employee and career development to
enhance the level of engagement. The acting step will help
to create the short-term planning (in a year) according to
the trends that need improvement that can be
implemented by the company. If this “We Can” scenario
planning can be implemented, employees can be more
productive and committed to achieving organizational
goals.
Keywords :
Scenario Planning, Employee Engagement, Organizational Performance.
This research examined scenario planning for
development of employee engagement in PT XYZ.
Employees who, did not see any career path opportunities
in the company, and dissatisfied with working
environment regarding rewards and recognition for work
performance tended to experience low engagement. The
purpose of this research was divided into 4 (three): 1) to
identify and analyze the existing employee engagement
quality and factors 2) to understand employee needs and
expectations in developing employee engagement, and 3)
to create scenarios planning for employee engagement
development in the company. The research used a
qualitative-quantitative method, aligned with interview
and survey results, focused on the method of scenario
planning stage consisting of Tracking, Analyzing,
Imaging, Deciding, and Acting (TAIDA). There were 4
(four) scenario planning that could develop employee
engagement and effect organizational performance
outcomes. Based on those four-scenario planning matrix,
employees in the company fell into the “We Can”
scenario. In this scenario, employees were at the level of
moderate engagement and the company was currently
facing challenges. The “We Can” scenario planning can
be implemented by focusing on the performance
appraisal and feedback from leaders to gain recognition,
appreciation, and employee and career development to
enhance the level of engagement. The acting step will help
to create the short-term planning (in a year) according to
the trends that need improvement that can be
implemented by the company. If this “We Can” scenario
planning can be implemented, employees can be more
productive and committed to achieving organizational
goals.
Keywords :
Scenario Planning, Employee Engagement, Organizational Performance.
