Perencanaan Kebutuhan Tenaga Kerja Menggunakan Metode FTE Pada Departemen CSR Pada PT XYZ

Abstract

Background – Planning workforce need is a crucial factor in maintaining company effectiveness. However,
the Coorporate Social Responsibility (CSR) Department faces an imbalance between workload and
workforce size, necessitating an objective analysis and calculation of workforce needs to determine the ideal
workforce.
Objective – This study aims to determine the ideal workforce size using the Full Time Equivalent (FTE)
method and the strategies implemented to provide labor in the Corporate Social Responsibility (CSR)
Department.
Design / Methodology / Approach – This study used a mixed methods with a sequential explanatory
strategy. Data were collected through interviews and documentation involving five informants. A
workforce need analysis was conducted using the full Time Equivalent (FTE) method, while qualitative
data were analyzed to identify the company’s workforce planning strategy.
Findings – The research results show that the social and environmental Responsibility Departement is
experiencing a shortage of 4 employees based on the Full Time Equivalent (FTE) analysis, so a total of 15
employees are needed to optimally meet the workload. The strategy to meet workforce needs is carried out
through internal optimization, increasing work efficiency, and utilizing outsourced labor, Pro Hire, and
internship programs as long-term solutions.
Research Implication – The results of this study provide practical implications that the Full Time
Equivalent (FTE) method can be used as a basis for determining workforce needs more objectively and
systematically, thereby helping companies optimize human resource planning. The results also demonstrate
the importance of implementing an integrated workforce supply strategy in the short, medium, and long
term to address workforce shortages and improve operational effectiveness.
Limitations – This study is limited to workforce planning using the Full Time Equivalent (FTE) method
in the Corporate Social Responsibility (CSR) Department of a single company. Future research is
recommended to examine different departments or industries, incorporate additional workforce planning
methods, and compare the effectiveness of various approaches in determining optimal staffing requirements.