E-ISSN: 2809-8544
WORKLOAD ANALYSIS TO DETERMINE THE OPTIMAL
NUMBER OF EMPLOYEES AFTER THE HOLDING-SUBHOLDING
TRANSFORMATION IN THE BUSINESS SUPPORT DIVISION OF
PT PLN NUSANTARA POWER.
BELAWAN GENERATION UNIT
April Yanto Wilsam Pasaribu1*.
Prihatin Lumbanraja2.
Iskandirini3 University of North Sumatra.
Indonesia *Email Correspondence: aprilyantopasaribu@gmail.
Abstract The organizational transformation through the Holding-Subholding program within PT PLN (Perser.
has brought significant changes to the organizational structure and workload distribution, particularly in the Business Support Division of PT PLN Nusantara Power.
Belawan Generation Unit.
These changes are evident from the increased number of overtime hours due to the reassignment of several employees from the Business Support Division and the addition of new tasks.
This study aims to identify the optimal number of employees by analyzing the current workload in the Business Support Division following the implementation of the Holding-Subholding program.
The work time analysis was conducted using the Work Sampling method, and the employee requirements analysis was performed using the Full Time Equivalent (FTE) method, based on the guideline KEP/75/M.
PAN/7/2004.
The results of the study indicate that the effective working days in a year amount to 278 days, with an effective working time of 1,668 hours for a five-day workweek.
Based on work sampling, the percentage of productive activities was 79.
01%, non-productive 51%, and personal activities 17.
47%, with a 20% allowance.
The FTE workload measurement results show that in the Business Support Division, one staff position falls under the inload category, two positions under underload, and five positions under overload.
The calculation also reveals a discrepancy between the actual number of employees and the ideal staffing needs, including shortages of 2 staff members in the HR Officer position, 1 in the Accounting Officer position, and 1 in the Procurement Officer position.
However, there is also an excess of 1 staff member in the Finance Officer position.
Keywords: Workload.
Work Sampling.
Full Time Equivalent (FTE) INTRODUCTION Human resources are a key asset in an organization, demonstrating that they must always be maintained, safeguarded, and developed.
Quality human resources are those capable of demonstrating work behaviors that lead to the achievement of an organization's goals and objectives.
This involves managing human resources to achieve high performance.
Human resources are crucial to running a business and are one of the keys to success.
One way to optimally utilize human resources is by measuring workload.
Workload is the burden of physical, mental, and social activities received by an individual that must be completed within a certain time, according to the physical abilities and limitations of the worker in accepting the workload.
A person's workload is determined in the form of employee work targets according to the type of job.
Employee workload can occur in three First, the workload meets standards.
Second, the workload is consistently high .
ver capacit.
Third, the workload is too low .
nder capacit.
A heavy or light workload will result in work inefficiencies.
A workload that is too light means there is an excess of labor, which causes the organization to pay more employees for the same productivity, resulting in cost inefficiencies.
Conversely, if there is a shortage of labor or a large amount SIBATIK JOURNAL | VOLUME 4 NO.
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NUMBER OF EMPLOYEES AFTER THE HOLDINGSUBHOLDING TRANSFORMATION IN THE BUSINESS A
April Yanto Wilsam Pasaribu et al DOI: https://doi.
org/10.
54443/sibatik.
of work with a small number of employees, it can cause physical and psychological fatigue for employees.
Ultimately, employees become unproductive due to overexertion.
Along with the increasingly dynamic development of the energy industry.
PT PLN (Perser.
has taken various strategic steps to increase efficiency and productivity, one of which is by establishing a holding and subholding organizational structure.
In 2023, through the Ministry of State-Owned Enterprises (BUMN).
PT Perusahaan Listrik Negara (PLN) agreed to form a holding subholding (HSH) for transformation and efficiency at state-owned power plants.
There are 4 PLN subholdings, namely PLN Nusantara Power (PNP).
PLN Indonesia Power (PIP).
PLN Energi Primer Indonesia and Beyond kWh.
This step was taken to create a more focused, agile, and responsive management system to challenges in the electricity sector.
This Holding Subholding Program is expected to strengthen operational management and increase company value amidst increasingly competitive market PT PLN Belawan Power Plant Implementation and Control Unit, which was previously a Power Plant Unit under the auspices of PT PLN (Perser.
North Sumatra Main Power Plant Unit, was then handed over to PLN Nusantara Power (PNP), which was previously a subsidiary of PT PLN (Perser.
named Pembangkitan Jawa Bali (PJB) which underwent this transformation to strengthen the company's position in facing the challenges of the increasingly competitive electricity industry.
As part of the holding.
PT PLN Nusantara Power UP Belawan carries out its role in supporting other power plant units within the subholding to achieve common goals.
However, this change also has implications for the organizational structure and distribution of workloads in various sections, including in the Business Support field.
The Business Support field consists of 3 sections, namely.
HR.
General Affairs & CSR Division Financial department Procurement Department.
These three divisions have a crucial role in ensuring smooth operations through various support services, such as administration, finance, human resources, and technical services.
One of the impacts of the Holding Subholding program on these three divisions is the transfer of several employees from the Business Support sector.
This is due to the presence of employees who are unwilling to undertake the Work Tasks to become Holding Subholding employees, then there are employees who move to other sectors, and there are employees who are transferred to the Central Electricity Service Unit (ULPL).
These changes not only affect the number of available employees but also have an impact on the distribution of the existing workload.
The table shows a comparison of the number of Business Support employees before and after the Holding Subholding Program.
Job Title Business Support Manager Number Before HSH .
Actual Number of Employees .
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WORKLOAD ANALYSIS TO DETERMINE THE OPTIMAL
NUMBER OF EMPLOYEES AFTER THE HOLDINGSUBHOLDING TRANSFORMATION IN THE BUSINESS A
April Yanto Wilsam Pasaribu et al DOI: https://doi.
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54443/sibatik.
Job Title Assistant Finance Manager Assistant Manager of HR.
General Affairs & CSR Assistant Manager Procurement HR Officer General Officer & CSR Finance Officer Accounting Officer Senior Officer of HR Performance.
General & CSR
Senior Financial Performance Officer
Senior Manager Secretary Procurement Officer
TOTAL
Number Before HSH .
Actual Number of Employees .
The gap In the table above, it can be seen that the number of employees in the Business Support Section before the Holding Subholding was 23 employees led by a Business Support Manager and 3 Assistant Managers (Asma.
The Finance Section was led by an Assistant Finance Manager and had 6 staff.
The HR.
General Affairs & CSR Section was led by an Assistant Manager and had 5 staff.
And the Procurement Section was led by an Assistant Manager and had 4 staff.
The remaining 4 staff were Senior Officers of HR.
General Affairs & CSR Performance and Senior Officer of Financial Performance.
However, after the Holding Subholding program, the number of employees in the Business Support Sector became 18 employees.
This was due to staff transfers from the Business Support sector.
Following the restructuring resulting from the Holding Subholding program, there have also been significant changes in workload, both in volume and complexity.
These changes necessitate a re-evaluation of the optimal workforce to maintain operational effectiveness and efficiency.
The following table shows the number of overtime hours worked by Business Support employees before the Holding Subholding program through SIBATIK JOURNAL | VOLUME 4 NO.
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NUMBER OF EMPLOYEES AFTER THE HOLDINGSUBHOLDING TRANSFORMATION IN THE BUSINESS A
April Yanto Wilsam Pasaribu et al DOI: https://doi.
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No.
Business Support Section 2022 (Hou.
HR.
General & CSR Finance Procurement TOTAL 2023 (Hou.
2024 (Hou.
The table above shows that the number of overtime hours for all Business Support employees increases annually.
Overtime hours in 2022 were 1235 hours, increasing to 1577 hours in 2023, or an increase of 342 hours.
Meanwhile, in 2023, with overtime hours of 1577 hours, it increased to 1662 hours in 2024, or an increase of 85 hours.
Based on the results of interviews that have been conducted, the increase in employee overtime hours from 2022 to 2023 was quite high due to the transition to the Holding Subholding program in that year where employees were still trying to adapt to the system used by PLN Nusantara Power to support their daily work.
In addition, each section in the Business Support section received the addition of several new jobs that were previously not the responsibility of the unit, but now must be added and managed by existing employees as a consequence of this organizational transformation.
Some of the jobs that increased after the holding subholding:
Financial department Making Bill Payments to the Bank Performing invoice bridging for integration between applications Monitoring transactions and gas fuel usage invoices HR.
General Affairs & CSR Division Employee Certification and Training Identification Needs Planning Top Talent and Expert Candidate Development Program Implementation of the Nusantara Volunteer Program Implementation of an individual performance system assessment program based on Performance Goal Management Goals through the PMGM application Conducting Monitoring and Evaluation of PPK (Competency Needs Plannin.
Planning the need for transitional and ideal workforce formation (FTK) for postsubholding holding Outsourcing Manpower Requirements Planning (TAD) Procurement Department Enter bill verification into the Online Verification system Monitoring of Domestic Component Level (TKDN) for each job to be contracted out Processing Outsourcing Contracts (TAD) Based on the above issues, a workload analysis is required to determine the optimal number of employees to meet operational needs after the subholding.
Furthermore.
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NUMBER OF EMPLOYEES AFTER THE HOLDINGSUBHOLDING TRANSFORMATION IN THE BUSINESS A
April Yanto Wilsam Pasaribu et al DOI: https://doi.
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54443/sibatik.
calculating the optimal number of employees based on this workload can be used as a reference in determining employee numbers at PT PLN Nusantara Power UP Belawan, especially in the Business Support area.
Based on the background above, the problem discussed in this study is determining the optimal number of employees by measuring the workload of employees in the Business Support sector after the Holding Subholding Program.
METHOD
The type of research used is descriptive qualitative, which aims to describe the situation being observed.
The research approach used for this study is qualitative, which is an in-depth study using data collection techniques directly from subjects in their natural This study was conducted to examine the activities of each employee and gather information from interviews and observations, but did not conduct hypothesis testing.
The data used in this study consists of primary and secondary data.
Primary data will be obtained through direct observation and interviews at the research location.
Secondary data will be obtained from company data authorized by the company where the research is being conducted to support this research.
RESULTS AND DISCUSSION
Research Overview The general description of the object of observation in this thesis research is PT PLN Nusantara Power Unit Pembangkitan Belawan which is located at Jl.
PLTU Pulau Sicanang.
Medan Belawan.
Medan City.
North Sumatra Province consisting of the vision, mission and organizational structure used.
Organizational structure The organizational structure used by PT PLN Nusantara Power Unit Generating Belawan is according to the data provided by PT PLN Nusantara Power Unit Generating Belawan based on the Board of Directors Regulation Number 0003.
P/DIR/2024 dated February 20, 2024.
The following is the organizational structure at PT PLN Nusantara Power Unit Generating Belawan which is shown in the Figure The organizational structure used by PT PLN Nusantara Power Unit Generating Belawan is according to the data provided by PT PLN Nusantara Power Unit Generating Belawan based on the Board of Directors Regulation Number 0003.
P/DIR/2024 dated February 20, 2024.
The following is the organizational structure at PT PLN Nusantara Power Unit Generating Belawan which is shown in the Figure.
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NUMBER OF EMPLOYEES AFTER THE HOLDINGSUBHOLDING TRANSFORMATION IN THE BUSINESS A
April Yanto Wilsam Pasaribu et al DOI: https://doi.
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SENIOR MANAGER
GENERATION UNIT
BELAWAN
Assistant
Manager K3 & SAFETY Manager OPERATION
Assistant
Manager OPERATION
RENTAL
Assistant
Manager PLTU
OPERATION
(A,B,C,D)
Assistant
Manager PLTGU
OPERATION
(A,B,C,D)
MAINTENANC
E MANAGER
Assistant
Manager MAINTENANCE
RENTAL
Assistant
Manager Outage Management Assistant
Manager ELECTRICAL
MAINTENANCE
Assistant
Manager TRADE AND FUEL
Assistant
Manager INSTRUMENT
CONTROL MAINTENANCE
Assistant
Manager CHEMISTR
Y & LAB
Assistant
Manager MACHINE
MAINTENANCE 1
(BOILER
Assistant
Manager MACHINE
MAINTENANCE 2
(AAB CIVIL)
Assistant
Manager INVENTORY CONTROL & WAREHOUSE
Assistant
Manager ENVIRONM
ENT
Manager ENGINEERING
Manager Business Support
Assistant
Manager SYSTEM
OWNER
Assistant Manager FINANCE Assistant Manager ConditionBased Maintenance Assistant Manager HR.
GENERAL, & CSR
Assistant
Manager MMRK
Assistant Manager PROCUREMENT
SERVICE UNIT
MANAGER
Job Description and Work Period for Business Support Field HR Officer The following table explains the job description of the HR Officer and the period during which the tasks are carried out:
Job description Period Implementing the Hard Competency Assessment Program Annual Implementing the Soft Competency Assessment Program Annual Monitoring the Competency Certification Program Monthly Preparation of Certification Needs Identification Semester Preparation of Learning Need Analysis and Individual Training Need Conducting Monitoring and Evaluation of PPK (Competency Needs Plannin.
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NUMBER OF EMPLOYEES AFTER THE HOLDINGSUBHOLDING TRANSFORMATION IN THE BUSINESS A
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Job description Competency Acceleration Planning and Implementation (ACTION) Period Monthly Monitoring the Number of Development Person Days (HOP) Weekly Conduct performance planning input Monthly Conducting a Strategic Awareness Survey Monthly Carrying out Industrial Relations Development (Employee Disciplinary Action.
Implementing Bipartite LKS Planning and Implementation of Knowledge Asset Management (KS/COP/KC) Carrying out Reconciliation of the HR program implementation process Quarterly Monthly Quarterly Monthly Implementation of Succession Cadres and Expert Cadres Monthly Monitoring Top Talent and Expert Candidate Development Programs Monthly Implementing Corporate Culture Programs Monthly Carrying out Personnel Administration / Correspondence Daily Monitoring the implementation of Retirement Training Monthly Implementation of Human Capital Data OCR Monthly Implementing Performance Realization input to all employees in the PMGM application Monthly Monitoring other PDP input .
orm of appreciatio.
Monthly Monitoring employee development program input on SAP
SCDP
Planning the needs of FTK transitional and ideal employees after subholding holding TAD needs planning Monthly Quarterly Annual General Officer & CSR The following table explains the job description of the General & CSR Officer and the period for which the tasks are carried out:
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NUMBER OF EMPLOYEES AFTER THE HOLDINGSUBHOLDING TRANSFORMATION IN THE BUSINESS A
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Job description Period Update employee dependent data on the template provided by the Head Office Weekly Update BPJS Health for Employees/Employee Dependents on the Weekly template provided by the Head Office Update on proposed APLN cards for employees/employee Weekly Send an update on the proposed creation of an APLN card for employees/employees' dependents via email.
Weekly Updating employee/dependents' BPJS health insurance via email Weekly Employee Health Restitution Monitoring Monthly Upload Employee/Dependent's Eyeglass Restitution in Online Verification (VO) Monthly Updating PLN NP's Subscribed Clinics and Hospitals at the Unit Information Center Monthly Updating information for employees who are about to retire to Monthly prepare minimum pension files B-3 before retirement Verifying employee retirement preparation proposal files Monthly Creating an AMS letter for submitting employee pension documents Monthly Uploading PLN Nusantara Power Center Content to Unit Social Media Social Media Content Creation Unit Creating a Communication Monitoring Report Preparation of CSR/TJSL Program Action Plan Implementation of CSR/TJSL Programs Creating a CSR / TJSL Program Monitoring Report Monthly Monitoring & Evaluation of Non-Shift Employee Absences Weekly Monitoring & Evaluation of Shift Employee Attendance Weekly Preparation of the realization of JKP (Number of Employee Attendanc.
for employees Monthly SIBATIK JOURNAL | VOLUME 4 NO.
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Monthly WORKLOAD ANALYSIS TO DETERMINE THE OPTIMAL
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Job description Period Carrying out Reconciliation of the General and CSR program implementation process Monthly Verifying the completeness of employee SPPD proposal files Weekly Upload Employee SPPD Monitoring employee SPPD PLN 1 Information Update on WAG unit Webinar information updates on WAG Units Weekly Weekly Daily Weekly Update on National COC Material Information in WAG unit Weekly Update monitoring Check in COC on the Command Application per section in the WAG Unit Weekly Verifying the application letter for PKL (Field Work Practic.
/ Monthly Industrial Visits for Students and College Students Reply to the letter of request for PKL (Field Work Practic.
/ Monthly Industrial Visit from Students/I and Students/I Making a letter of completion of PKL / Industrial Visit for Students and College Students Making PKL Certification / Industrial Visits for Students and College Students Monthly Monthly Making an activity plan for the Coffee Morning event Monthly Employee handover ceremony Delivering information about major activities to all employees via the unit's WhatsApp group Semester Preparing facilities and infrastructure for activities in the Unit Semester Making and installing banners to commemorate National Holidays Monthly Preparing the facilities, infrastructure and consumption needs for External Meetings Create premium templates for operator, maintenance, on-call and other duties Semester Weekly Monthly Sending Premium template proposal via email Monthly Create a work contract RAB for Power Experts and MOU with external parties specifically for the Business Support section.
Annual SIBATIK JOURNAL | VOLUME 4 NO.
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Job description Period Monitoring of Maintenance and Repair of Office Building Facilities Daily Physical and Spiritual Wellbeing Facilitator Weekly Finance Officer The following table describes the job description of the Finance Officer and the period for which the tasks are carried out:
Job description Period Preparing a Petty Cash Limit Request Letter Monthly Prepare a Power of Attorney to withdraw Petty Cash Monthly Withdrawing Petty Cash to the Bank Monthly Preparing billing files Daily Prepare a Payment Request Letter Bill Payment to Bank Weekly Weekly Bridging Bills paid to the system Daily PBPO.
PBLS.
PNPO bill verification Return of Petty Cash to the Center Bridging Petty Cash unit into the system Daily Daily Weekly Preparing PBPO.
PBLS.
PNPO Bill Recapitulation Daily Preparing GTKW Bill Summary Daily Preparing a Health Bill Summary Daily Preparing SPPD & RSPPD Bill Summary Daily Preparing PNPO Bill Status 2 to Status 4 Daily Preparing PBLS Bills from Status 2 to Status 4 Daily Preparing GTKW Bills from Status 2 to Status 4 Daily Preparing Health Bills Status 2 to Status 4 Daily Preparing RSPPD & SPPD Bills from Status 2 to Status 4 Daily Invoicing bills in Ellipse Daily SIBATIK JOURNAL | VOLUME 4 NO.
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Job description 21 Income Tax Recap from Online Tax 22 PPN Recap from Psiap Period Monthly Monthly Reconciliation of Online Tax PPH and Ellipse Monthly VAT Reconciliation on Psiap and Ellipse Monthly Filling out the bupot template Upload the bupot template to PSiap Monthly Monthly Reconciliation of Bupot results and online tax results Monthly Download the approved Bupot Monthly Carrying out Reconciliation of the Unit's Financial Program Implementation Process Monthly Monitoring Budget Realization Daily Accounting Officer The following table describes the job description of the Accounting Officer and the period for which the tasks are carried out:
Job description Period Entering transaction journals used for financial reporting into the Quarterly Conducting an inventory of Fixed Assets and Non-Operating Fixed Assets (ATTB) Annual Create supporting working papers for financial reports Monthly Monitor every transaction entered into the system Daily Implementing ICOFR Reporting Quarterly Perform Service Entry on Service Bills Daily Recording fixed assets Making financial reporting Conducting a Study on the Write-Off of Non-Operating Fixed Assets (ATTB) Quarterly Monthly Carrying out inventory and preparation of non-hazardous waste disposal reports SIBATIK JOURNAL | VOLUME 4 NO.
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WORKLOAD ANALYSIS TO DETERMINE THE OPTIMAL
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Job description Period Carry out the creation of Cost of Account (COA) for each section that Daily requires it Monitor each manual journal which is carried out every month Monthly Carrying out coordination regarding the input of Temporary Billing Amount (JTS) data Monthly Revising the Temporary Billing Amount (JTS) and Entering the Final Billing Amount (JTF) Journal Monthly Attending SCM meetings Monthly Monitoring transactions and gas fuel usage invoices Monthly Monitoring Administrative Costs Monthly Monitoring Maintenance Costs Monthly Monitoring the Similarity of Chart of Accounts with PRK Code Monthly Carrying out evaluation and preparation of reports on the basic cost of electricity supply (BPP) Monthly Submission of HSD Price and Exchange Rate Reports to the relevant sections every month Monthly Monitoring Lubricant Costs and Chemical Costs Monthly Carrying out Reconciliation of the Unit Accounting Recording Implementation Process Monthly Monitoring of Work in Progress (PDP) Monthly Updating Risk Control and Mitigation Progress in the I-care Monthly Monitoring Fixed Asset Balance for each unit Monthly Preparing Supporting Data for Investment Work to be Asseted Quarterly Monitoring Material and Fuel Inventory Balances Monthly SIBATIK JOURNAL | VOLUME 4 NO.
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Procurement Officer The following table explains the job description of the Procurement Officer and the period during which the tasks are carried out:
Job description Period Carry out all activity processes for Direct Procurement Daily Implementing the activity process for Open Auction Daily Enter bill verification into the Online Verification system Daily Monitoring of TKDN for each job to be contracted Monthly Monitoring and implementing archiving of Contracts and supporting Monthly Senior Officer of HR Performance.
General & CSR The following table explains the job description of the Senior Officer of HR.
General & CSR Performance and the period for which the tasks are carried out:
Job description Period Ensure that HR and General administration tasks are in accordance with company policies to support the creation of an orderly and neat Daily administration system.
Validate the RKAP for personnel costs in accordance with the management policy of the Generation Unit Verifying reports and brief analysis of the performance management system so that there is alignment between unit performance and Monthly individual employee performance and creates objectivity.
Review and verify programs related to Stream People & Work Culture Ensure that secretarial and protocol administration activities are Daily carried out according to company needs.
Review and ensure that the development of CSR programs is running well to support the creation of a positive company image and evaluate Monthly public relations activities.
Ensure the implementation of risk identification and mitigation within its authority SIBATIK JOURNAL | VOLUME 4 NO.
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Job description Monitoring of Maintenance and Repair of Office Building Facilities Period Daily Senior Financial Performance Officer The following table describes the job description of the Senior Financial Performance Officer and the period during which the tasks are performed:
Job description Period Verify the preparation of the Unit's annual budget and investment Monthly Verify the financial administration of the Generation Unit so that it 2 runs according to and meets the provisions and principles regarding Daily 3 Verifying financial realization reports Monthly Evaluate physical progress reports and disbursements of Unit Monthly Monitoring operational budget control and compiling Unit Monthly Management Reports Conduct verification of processes related to payments, as well as Monthly monitoring the Unit's cash flow.
Validate bank cash payment and receipt processes.
Monthly Monitoring of notes, invoices and other financial documents Verify monthly and annual closings for financial reporting Monthly Optimizing the management of tax debts, both VAT and Income Tax Monthly Ensure the implementation of risk identification and mitigation within its authority Monthly Monitoring fuel usage for Unit vehicles Daily Monthly Senior Manager Secretary The following table describes the job description of the Senior Financial Performance Officer and the period during which the tasks are performed:
Job description Period Creating and Uploading Unit Petty Cash Invoices in Online Monthly Verification Monitoring Unit Incoming and Outgoing Mail SIBATIK JOURNAL | VOLUME 4 NO.
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Job description Period Monitoring of the SK of the proposed team in each field Monthly Numbering and Monitoring of Work Minutes (BA) Daily Numbering and Monitoring of Employee Travel Assignment Letters Daily Numbering and Monitoring of Service Notes Facilitator of equipment for activities and events Senior Manager in Unit Daily Daily Workload Analysis Load analysis involves measuring and calculating a company's workload.
Effective working hours at PT PLN Nusantara Power Unit Generating Belawan in the Business Support division are set at a five-day week.
These workdays run from Monday to Friday, with a total of 40 effective working hours.
The following are the company's effective working days and hours.
Monday Ae Thursday 08:00 - 16:30 (Working hour.
12:00 - 13:00 (Brea.
Friday 08:00 - 17:00 (Working hour.
12:00 - 13:30 (Brea.
Effective working hours were calculated over a one-year period.
The observed activities consisted of three categories: productive, unproductive, and personal activities.
Observations were conducted during working hours, with observations taken every two The employee's effective working hours can be seen in the following table:
Sunday National Number Of Annual Leave Month Holiday Holidays Days (Day.
(Day.
(Da.
(Day.
1 JANUARY 2 FEBRUARY 3 MARCH
4 APRIL
5 MAY
6 JUNE
7 JULY
8 AUGUST
9 SEPTEMBER
10 OCTOBER
11 NOVEMBER
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Number Of Days (Day.
Month Sunday Holiday (Da.
National Holidays (Day.
Annual Leave (Day.
DECEMBER
TOTAL
TOTAL
EFFECTIVE
WORKING DAYS
From the workday calculation in the table above, we can see that there are 366 days in a year in 2024.
Of these 366 days, 52 are Sundays, 24 are national holidays, and 12 are annual leave.
Therefore, the employee's effective workday is 278 days.
Data processing Calculation of Working Hours for Business Support Employees Observations of working time using the work sampling method are analyzed in the following table:
Business Support Field Total Observations Amount Percentage Total Percentage .
MINUTES) (TIME) (%) (%) PRO
TPR
PRI
TOTAL
PRO
TPR
PRI
OFK
OFA
OFU
OFS
OFP
SOF SDM
SOF KEU
SSM
TOTAL
AVERAGE
Information :
OFK
: Finance Officer
OFA
: Accounting Officer
OFU
: General Officer & CSR
OFS
: HR Officer
OFP
: Procurement Officer
SOF SDM
: Senior Officer of HR Performance.
General & CSR
SOF KEU
: Senior Officer of Financial Performance SSM : Senior Manager Secretary SIBATIK JOURNAL | VOLUME 4 NO.
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The number of employee observations in Table 4.
10 can be seen in the Business Support Sector for productive activities ranging from 390 to 416 times.
For unproductive activities ranging from 10 to 30 times and for personal activities ranging from 72 to 112 The average number of observations of employees in the Business Support sector for productive activities was 404.
75 times or 79.
01% and for unproductive activities was 18 times or 3.
Meanwhile, for personal activities it was 89.
5 times or 17.
The use of personal and non-productive activities is still in accordance with the standards of Law No.
13 of 2003 where the use of allowance activities is 30% and for effective work activities is Based on the results of observations, it can be seen that employees carry out personal activities, usually in the form of praying, eating lunch or going to the toilet.
Meanwhile, unproductive activities include talking with friends, some employees are late to the office or receiving phone calls.
Data Adequacy Test Data sufficiency is used to test how many observations were made on work sampling.
The following is a calculation of data sufficiency based on the number of observations of 8 Business Support employees: Confidence level = 95%, then k = 2 Accuracy level .
= 5% A ycA = ycAA = ycAA = ya 2 yc ( ) .
Oeyc.
i ) .
Oe0,7.
0,05 0,7901 402 .
,2.
0,7901 ycA A = 425,06 rounded up to 425 observations Based on the results of the data sufficiency calculation, it can be concluded that the number of observations that have been carried out is sufficient compared to the theoretical number of observations, namely 512 observations for each employee where N>N' .
times > 425 time.
Data Uniformity Test Data uniformity testing is conducted to check whether the data obtained is uniform and does not exceed the specified Upper Control Limit (UCL) and Lower Control Limit (LCL).
Data uniformity testing is conducted using the proportion of Business Support employee activities.
The Upper Control Limit (UCL) and Lower Control Limit (LCL) are calculated as follows:
Oe.
BKA = i 3Oo 0,7901 .
Oe0,7.
BKA = 0.
7901 3 Oo BKA = 0.
7901 3 ( 0.
BKA = 0.
BKA = 86.
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April Yanto Wilsam Pasaribu et al DOI: https://doi.
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54443/sibatik.
Oe.
BKB = i - 3Oo 0,7901 .
Oe0,7.
BKB = 0.
7901 - 3 Oo BKB = 0.
7901 - 3 ( 0.
BKB = 0.
BKB = 71.
In the control test for the uniformity of data, the percentage of productive employees in the Business Support sector can be seen in the following figure:
Uji Keseragaman Data Persentase Produktif Karyawan Bidang Bussiness Support Batas Kontrol Atas (BKA) % Produktif Batas Kontrol Bawah (BKB) Based on the calculation of the Upper Control Limit (BKA) and Lower Control Limit (BKB) obtained, it can be seen that the level of data test control required is between the Upper Control Limit (BKA) and Lower Control Limit (BKB) so that the data is uniform.
Analysis of Number of Employee Needs The analysis of staffing needs is conducted by calculating staffing needs based on workload using a task-by-job approach.
Each work unit produces different results.
The calculation steps are as follows:
Setting Working Hours Determine effective working hours by calculating the number of days in a year, the number of Saturdays and Sundays in a year, the number of national holidays, and the number of employee days off in a year.
Next, add the number of holidays and the number of employee days off to the number of Sundays to get the total number of days off or Subtract the number of holidays from the number of days in a year.
The formula for calculating effective working hours is as follows:
Number of days according to the calendar in a year 366 days Number of Sundays 52 days SIBATIK JOURNAL | VOLUME 4 NO.
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54443/sibatik.
Number of national holidays 24 days Number of employee leave days 12 days Number of effective working days in one year 278 days According to Law Number 13 of 2003, effective working hours are defined as official working hours minus lost working hours due to non-work .
such as toilet breaks, rest breaks, meal breaks, etc.
The average allowance is around 20% of formal working hours.
One working day = 8.
5 working hours Ae 1 hour .
reak tim.
= 7.
5 hours Effective time in one day = 80% x 7.
5 hours = 6 hours Productive time in one year = 278 days x 6 hours = 1,668 hours Arrange task completion time To determine the total workload or output (BT) of all work units, a sample of the workload calculated over a year is used and the average task completion capability standard (SKR) for completing work in time units.
Task completion time (WPT) is measured in years.
The calculation of task completion time can be seen in the following table:
Employee Job description Implementing the Hard Competency Assessment Program Implementing the Soft Competency Assessment Program Monitoring the Competency Certification Program Preparation of Certification Needs Identification Preparation of Learning Need Analysis and Individual Training Need Conducting Monitoring and Evaluation of PPK (Competency Needs Plannin.
Competency Acceleration Planning and Implementation (ACTION) Monitoring the Number of Development Person Days (HOP) Conduct performance planning BT .
imes/yea.
SKR (Hou.
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54443/sibatik.
Employee Officer Job description Conducting a Strategic Awareness Survey Carrying out Industrial Relations Development (Employee Disciplinary Action.
Carrying out Reconciliation of the HR program implementation Implementing Bipartite LKS Planning and Implementation of Knowledge Asset Management (KS/COP/KC) Implementation of Succession Cadres and Expert Cadres Monitoring Top Talent and Expert Candidate Development Programs Implementing Corporate Culture Programs Carrying out Personnel Administration / Correspondence Monitoring the implementation of Retirement Training Implementation of Human Capital Data OCR Implementing Performance Realization input to all employees in the PMGM Monitoring other PDP input orm of appreciatio.
Monitoring employee development program input on SAP SCDP Planning the needs of FTK transitional and ideal employees after subholding holding TAD needs planning BT .
imes/yea.
SKR (Hou.
WPT
TOTAL ASSIGNMENT LOAD
Employee 4,480 Job description BT .
imes/yea.
SKR (Hou.
WPT Update employee dependent data on the template provided by the Head Office SIBATIK JOURNAL | VOLUME 4 NO.
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Employee Job description Update BPJS Health for Employees/Employee Dependents on the template provided by the Head Office Update on proposed APLN cards for employees/employee Send an update on the proposed creation of an APLN card for employees/employees' dependents via email.
Updating employee/dependents' BPJS health insurance via email Employee Health Restitution Monitoring Upload Employee/Dependent's Eyeglass Restitution in Online Verification (VO) Updating PLN NP's Subscribed Clinics and Hospitals at the Unit Information Center Updating information for employees who are about to retire to prepare minimum pension files B-3 before Verifying employee retirement preparation proposal files Creating an AMS letter for submitting employee pension Uploading PLN Nusantara Power Center Content to Unit Social Media Social Media Content Creation Unit Creating a Communication Monitoring Report Preparation of CSR/TJSL Program Action Plan Implementation of CSR/TJSL Programs Creating a CSR / TJSL Program Monitoring Report Monitoring & Evaluation of Non-Shift Employee Absences BT .
imes/yea.
SKR (Hou.
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Employee General Officer & CSR Job description Monitoring & Evaluation of Shift Employee Attendance Preparation of the realization of JKP (Number of Employee Attendanc.
for employees Carrying out Reconciliation of the General and CSR program implementation process Verifying the completeness of employee SPPD proposal files Upload Employee SPPD Monitoring employee SPPD PLN 1 Information Update on WAG unit Webinar information updates on WAG Units Update on National COC Material Information in WAG Update monitoring Check in COC on the Command Application per section in the WAG Unit Verifying the application letter for PKL (Field Work Practic.
/ Industrial Visits for Students and College Students Reply to the letter of request for PKL (Field Work Practic.
/ Industrial Visit from Students/I and Students/I Making a letter of completion of PKL / Industrial Visit for Students and College Students Making PKL Certification / Industrial Visits for Students and College Students Making an activity plan for the Coffee Morning event Employee handover ceremony Delivering information about major activities to all employees via the unit's WhatsApp group Preparing facilities and infrastructure for activities in the Unit BT .
imes/yea.
SKR (Hou.
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Employee Job description BT .
imes/yea.
SKR (Hou.
WPT Making and installing banners to commemorate National Holidays Preparing the facilities, infrastructure and consumption needs for External Meetings Create premium templates for operator, maintenance, on-call and other duties Send Premium template proposal via email Create a work contract RAB for Power Experts and MOU with external parties specifically for the Business Support section.
Monitoring of Maintenance and Repair of Office Building Facilities Physical and Spiritual Wellbeing Facilitator 2,962 TOTAL ASSIGNMENT LOAD Employee Preparing a Petty Cash Limit Request Letter Prepare a Power of Attorney to withdraw Petty Cash Withdrawing Petty Cash to the Bank Preparing billing files Prepare a Payment Request Letter Bill Payment to Bank Bridging Bills paid to the system Job description PBPO.
PBLS.
PNPO bill Return of Petty Cash to the Center Bridging Petty Cash unit into the Preparing PBPO.
PBLS.
PNPO Bill Recapitulation Preparing GTKW Bill Summary BT .
imes/yea.
SKR (Hou.
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Employee Finance Officer Job description BT .
imes/yea.
SKR (Hou.
WPT Preparing a Health Bill Summary Preparing SPPD & RSPPD Bill Summary Preparing PNPO Bill Status 2 to Status 4 Preparing PBLS Bills from Status 2 to Status 4 Preparing GTKW Bills from Status 2 to Status 4 Preparing Health Bills Status 2 to Status 4 Preparing RSPPD & SPPD Bills from Status 2 to Status 4 Invoicing bills in Ellipse Income Tax Recap from Online Tax PPN Recap from Psiap Reconciliation of Online Tax PPH and Ellipse VAT Reconciliation on Psiap and Ellipse Filling out the bupot template Upload the bupot template to PSiap Reconciliation of Bupot results and online tax results Download the approved Bupot Carrying out Reconciliation of the Unit's Financial Program Implementation Process Monitoring Budget Realization TOTAL ASSIGNMENT LOAD Employee Job description Entering transaction journals used for financial reporting into the system Conducting an inventory of Fixed Assets and Non-Operating Fixed Assets (ATTB) Create supporting working papers for financial reports 3,841 BT .
imes/yea.
SKR (Hou.
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Employee Job description Monitor every transaction entered into the system Accounting Officer Making financial reporting Conducting a Study on the Write-Off of Non-Operating Fixed Assets (ATTB) Carrying out inventory and preparation of non-hazardous waste disposal reports Carry out the creation of Cost of Account (COA) for each section that requires it SKR (Hou.
WPT Monitor each manual journal which is carried out every month Carrying out coordination regarding the input of Temporary Billing Amount (JTS) data Revising the Temporary Billing Amount (JTS) and Entering the Final Billing Amount (JTF) Journal Attending SCM meetings Monitoring transactions and gas fuel usage invoices Monitoring Administrative Costs Monitoring Maintenance Costs Implementing ICOFR Reporting Perform Service Entry on Service Bills Recording fixed assets BT .
imes/yea.
Monitoring the Similarity of Chart of Accounts with PRK Code Carrying out evaluation and preparation of reports on the basic cost of electricity supply (BPP) Submission of HSD Price and Exchange Rate Reports to the relevant sections every month Monitoring Lubricant Costs and Chemical Costs SIBATIK JOURNAL | VOLUME 4 NO.
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Employee Job description Carrying out Reconciliation of the Unit Accounting Recording Implementation Process
Monitoring of Work in Progress
(PDP)
Updating Risk Control and Mitigation Progress in the I-care
Monitoring Fixed Asset Balance for each unit
WPT
Monitoring Material and Fuel Inventory Balances TOTAL ASSIGNMENT LOAD Senior Officer of Performance.
General & CSR SKR (Hou.
Preparing Supporting Data for Investment Work to be Asseted Employee BT .
imes/yea.
Job description Ensure that HR and General administration tasks are in accordance with company policies to support the creation of an orderly and neat administration system.
Validate the RKAP for personnel costs according to Unit management policies Verifying reports and brief analysis of the performance management system so that there is alignment between unit performance and individual employee performance and creates 2,722 BT .
imes/yea.
SKR
(HOUR)
WPT
Review and verify programs related to Stream People & Work Culture Ensure that secretarial and protocol administration activities are carried out according to company needs.
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Employee Employee Senior Financial Performance Officer Review and ensure that the development of CSR programs is running well to support the creation of a positive company image and evaluate public relations Ensure the implementation of risk identification and mitigation within its authority Monitoring of Maintenance and Repair of Office Building Facilities TOTAL ASSIGNMENT LOAD Job description Verify the preparation of the Unit's annual budget and investment budget Verify the financial administration of the Generation Unit so that it runs according to and meets the provisions and principles regarding finance.
Verifying financial realization Evaluate physical progress
reports and disbursements of Unit investments SKR
(HOUR)
WPT
BT .
imes/yea.
1,220 BT .
imes/yea.
SKR (Hou.
WPT Monitoring operational budget control and compiling Unit Management Reports Conduct verification of processes related to payments, as well as monitoring the Unit's cash flow.
Job description Validate bank cash payment and receipt processes.
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Employee Job description BT .
imes/yea.
SKR
(HOUR)
WPT
Optimizing the management of tax debts, both VAT and Income Tax Ensure the implementation of risk identification and mitigation within its authority Monitoring fuel usage for Unit vehicles TOTAL ASSIGNMENT LOAD Employee Senior Manager Secretary SKR (Hou.
WPT
Numbering and Monitoring of Work Minutes (BA) Numbering and Monitoring of Employee Travel Assignment Letters Numbering and Monitoring of Service Notes Facilitator of equipment for activities and events Senior Manager in Unit Total Workload Procurement Officer BT .
imes/yea.
Monitoring of the SK of the proposed team in each field
Employee Job description Creating and Uploading Unit Petty Cash
Invoices Online
Verification Monitoring Unit Incoming and Outgoing Mail
Job description Carry out all activity processes for Direct Procurement Implementing process for Open Tender
Procurement Enter bill verification into the Online Verification system
Monitoring of TKDN for each job to be contracted Monitoring and implementing archiving of Contracts and supporting documents Total Workload
1,718
BT .
imes/yea.
SKR (Hou.
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25,546
WPT Amount Calculation of the number of employees needed The number of employees required can be calculated based on the data obtained from the previous stage, namely in table 4.
After the effective working time available (WKE) and task completion time (WPT) data are obtained, the calculation of the number of employees required in the Business Support sector uses the Human Resources requirements formula as follows:
Oc ycOycEycN yaycE = Oc ycOyayax 1 person The following table is the result of calculating employee needs in the Business Support field:
WKE
EMPLOYEE
REQUIREMENTS
(WPT / WKE)
ROUNDING
FIELD
POSITION
DESIGNATION
Business Support
HR Officer
4,480
1,668
General Officer & CSR
2,962
1,668
Finance Officer
3,841
1,668
Accounting Officer
2,722
1,668
1,220
1,668
1,668
1,718
1,668
7,796
1,668
Business Support Business Support Business Support Business Support Business Support Business Support Business Support Senior Officer of HR.
General Affairs & CSR
Senior Finance Officer
Senior Manager Secretary Procurement Officer
WPT
Workload Based on Full Time Equivalent Calculations based on the Full Time Equivalent (FTE) method show that the workload of employees in the Business Support sector can be seen in the following table:
Field
Business Support
Business Support
Business Support
Workload
Effective Working Time
Fte
Information HR Officer
Overload
General Officer
& CSR
Overload Finance Officer Overload Position Designation SIBATIK JOURNAL | VOLUME 4 NO.
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Business Support Business Support Accounting Officer Senior Officer of HR.
General Affairs & CSR Senior Finance Officer Senior Manager Secretary Procurement Officer Business Support Business Support Business Support Overload Underload Underload Inload Overload Calculation of employee workload using FTE in the table above, it can be seen that there are 5 sections with overload workload and 2 sections with underload workload and 1 section that falls into the Inload/Normal workload category.
Comparison of Employee Needs to Actual Conditions Based on the calculations in the previous table, a conclusion can be drawn regarding the number of employees required based on the actual number of employees based on the The following information is provided in the following table:
Position Designation Actual Number Of Employees Employee Needs Gap Information HR Officer Not enough General Officer & CSR In accordance Finance Officer More Accounting Officer Not enough In accordance In accordance In accordance Not enough Not enough Field Business Support Business Support Business Support Business Support Business Support Business Support Business Support Business Support Senior Officer of HR.
General Affairs & CSR
Senior Finance Officer
Senior Manager Secretary Procurement Officer
TOTAL
The table above shows that the Business Support sector is short of 3 employees, with 2 HR Officers, 1 Accounting Officer, and 1 Procurement Officer.
However, there is also a surplus of employees in the Finance Officer position.
Managerial Implications Calculating employee needs based on workload measurements is the basis for human resource planning so that the Company's life cycle can grow and develop sustainably.
In the SIBATIK JOURNAL | VOLUME 4 NO.
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54443/sibatik.
Business Support sector, with a total Task Completion Time (WPT) per year of 25,546 hours and Effective Working Time of 1,668 days, the number of employees needed for the Business Support sector is 17 people.
More information based on the workload calculation using the FTE method can be seen in the previous table.
Regarding the existence of an overloaded employee workload, it does not mean that the Company takes the alternative of adding employees.
The Company needs to review the job analysis for each position.
Things that need to be reviewed include the description of the main tasks given to employees.
For positions that experience a reduction in the number of employees due to the Holding Subholding program and experience an overloaded workload, the employee's workload can be given to other employees with the same competency whose workload is still underloaded or positions that need excess employees.
For example, for the position of HR Officer which is calculated to be short of 2 employees, the workload of that position can be helped by employees with the positions of Senior Officer HR.
General Affairs and CSR whose workload is underloaded, or Accounting Officer whose workload is categorized as overloaded and requires the addition of 1 employee.
Part of the workload can be helped by the financial officer employee who is calculated to have an excess of 1
CLOSING
Conclusion Based on the research results, the following conclusions can be drawn:
Calculating employee working hours begins with calculating effective working days and employee working hours.
The calculation results in 278 effective working days and 1,668 effective working hours.
The use of time calculated using the work sampling method can be seen that the percentage for productive activities of employees in the Business Support field is 79.
for unproductive activities 3.
51%, and personal activities is 17.
The productive activities of employees in the Business Support field of 79.
01% are still above the Allowance limit according to the standard Decree of the Minister of Administrative Reform Number: KEP/75/M.
PAN/7/2004 concerning Guidelines for Calculating Employee Needs Based on Workload in the Framework of Compiling Civil Servant Formations where the use of allowance activities is 30% and for productive activities is After calculations, the actual number of employees in several positions does not match the ideal number of employees needed.
This is indicated by the difference between the actual number of employees and the ideal number of employees needed of 3 people.
This difference occurs because there are several positions that have a shortage of employees, including the HR Officer .
, the Accounting Officer .
, and the Procurement Officer .
However, there is also a surplus of employees, namely in the Finance Officer.
Meanwhile, for several other staff positions, the calculations have been made in accordance with the needs and actual.
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Suggestion To optimize employee performance, the company needs to propose additional staff according to the calculation of the number of employees needed or the company can optimize existing employees by giving additional tasks to positions with underloaded workloads or positions with excess workloads, by helping or transferring some work from employees whose work is overloaded to employees whose work is underloaded with the same scope of work.
Further researchers are advised to conduct research using the NASA Task Load Index (NASA TLX) method or other calculations for comparison.
REFERENCES