Increase employee relations activities

Oct 13, 2025 by recoveryshake.com 117 views

The Influence of Employee Relations Activities on the Work Motivation of PT PLN (Persero) Employee Tuntung Medan

Introduction

In today's fast-paced and competitive business environment, employee motivation and engagement have become crucial factors in determining the success of an organization. PT PLN (Persero) Udiklat Tuntung Medan, a leading state-owned electricity company in Indonesia, is no exception. The company's ability to motivate and engage its employees is essential in achieving its goals and objectives. This study aims to investigate the influence of employee relations activities on the work motivation of PT PLN (Persero) Udiklat Tuntung Medan employees.

Theoretical Background

Employee relations activities refer to the various initiatives and programs implemented by an organization to foster positive relationships between employees, management, and the organization as a whole. These activities can include communication, training, recognition, and rewards, among others. Theoretical frameworks such as communication theory, organizational communication, public relations, internal public relations, and motivation provide a solid foundation for understanding the impact of employee relations activities on work motivation.

Good employee relations activities are expected to create a positive work atmosphere, boost employee morale, and ultimately lead to increased work motivation. This is because employees who feel valued, respected, and supported by their organization are more likely to be motivated and engaged in their work. Conversely, poor employee relations can lead to low morale, high turnover rates, and decreased productivity.

Research Methodology

This study employed a correlational research design with a quantitative approach to investigate the relationship between employee relations activities and work motivation. The population consisted of all employees of PT PLN (Persero) Udiklat Tuntung, totaling 73 people. The total sampling method was used, where all members of the population were involved in the study.

A survey method was applied through the distribution of questionnaires to 73 respondents, consisting of 26 questions. The questionnaire was designed to measure the level of employee relations activities and work motivation. Data analysis was carried out using the Rank Spearman correlation method and the coefficient of determination. The results of this analysis were then used to test the proposed hypothesis.

Research Results

The analysis using SPSS software revealed a correlation of 0.725 between employee relations activities and work motivation. According to the Guilford scale, this number indicates a strong relationship between the two variables. Furthermore, the correlation significance was confirmed to be smaller than 0.005 (0.000 < 0.005), which suggests that the two variables are significantly correlated.

Conclusion

The findings of this study suggest that there is a significant relationship between employee relations activities and work motivation. This implies that the activities carried out within the framework of employee relations have the potential to increase employee motivation at PT PLN (Persero) Udiklat Tuntung Medan. Increasing employee motivation, in turn, can contribute to increased employee productivity and job satisfaction.

Therefore, it is essential for management to continue to develop and increase employee relations activities so that employees feel more involved and motivated at work. The implementation of good activities can create a positive work environment and support employees in achieving company goals.

Recommendations

Based on the findings of this study, the following recommendations are made:

Increase employee relations activities: Management should continue to develop and increase employee relations activities to foster positive relationships between employees, management, and the organization.
Improve communication: Effective communication is essential in creating a positive work atmosphere and boosting employee morale. Management should ensure that communication channels are open and transparent.
Recognize and reward employees: Recognizing and rewarding employees for their contributions and achievements can boost employee morale and motivation.
Provide training and development opportunities: Providing training and development opportunities can help employees develop new skills and knowledge, leading to increased motivation and productivity.
Monitor and evaluate employee relations activities: Management should regularly monitor and evaluate employee relations activities to ensure that they are effective in achieving their goals.

By implementing these recommendations, PT PLN (Persero) Udiklat Tuntung Medan can create a positive work environment that fosters employee motivation, engagement, and productivity.
Frequently Asked Questions (FAQs) about the Influence of Employee Relations Activities on the Work Motivation of PT PLN (Persero) Employee Tuntung Medan

Q: What is the main purpose of this study?

A: The main purpose of this study is to investigate the influence of employee relations activities on the work motivation of PT PLN (Persero) Udiklat Tuntung Medan employees.

Q: What are employee relations activities?

A: Employee relations activities refer to the various initiatives and programs implemented by an organization to foster positive relationships between employees, management, and the organization as a whole. These activities can include communication, training, recognition, and rewards, among others.

Q: What is the theoretical framework of this study?

A: The theoretical framework of this study includes communication theory, organizational communication, public relations, internal public relations, and motivation. These theories provide a solid foundation for understanding the impact of employee relations activities on work motivation.

Q: What is the research methodology used in this study?

A: This study employed a correlational research design with a quantitative approach. The population consisted of all employees of PT PLN (Persero) Udiklat Tuntung, totaling 73 people. The total sampling method was used, where all members of the population were involved in the study.

Q: What is the significance of the correlation coefficient (0.725) obtained in this study?

A: The correlation coefficient of 0.725 indicates a strong relationship between employee relations activities and work motivation. According to the Guilford scale, this number suggests that the two variables are significantly correlated.

Q: What are the implications of this study for PT PLN (Persero) Udiklat Tuntung Medan?

A: The findings of this study suggest that employee relations activities have a significant impact on work motivation. Therefore, PT PLN (Persero) Udiklat Tuntung Medan should continue to develop and increase employee relations activities to foster positive relationships between employees, management, and the organization.

Q: What are the recommendations of this study for PT PLN (Persero) Udiklat Tuntung Medan?

A: Based on the findings of this study, the following recommendations are made:

Increase employee relations activities: Management should continue to develop and increase employee relations activities to foster positive relationships between employees, management, and the organization.
Improve communication: Effective communication is essential in creating a positive work atmosphere and boosting employee morale. Management should ensure that communication channels are open and transparent.
Recognize and reward employees: Recognizing and rewarding employees for their contributions and achievements can boost employee morale and motivation.
Provide training and development opportunities: Providing training and development opportunities can help employees develop new skills and knowledge, leading to increased motivation and productivity.
Monitor and evaluate employee relations activities: Management should regularly monitor and evaluate employee relations activities to ensure that they are effective in achieving their goals.

Q: What are the limitations of this study?

A: The limitations of this study include:

Small sample size: The study was conducted with a small sample size of 73 employees, which may not be representative of the entire organization.
Cross-sectional design: The study used a cross-sectional design, which may not capture the dynamic nature of employee relations activities and work motivation.
Self-reported data: The study relied on self-reported data from employees, which may be subject to biases and limitations.

Q: What are the future research directions for this study?

A: Future research directions for this study include:

Longitudinal design: Conducting a longitudinal study to capture the dynamic nature of employee relations activities and work motivation over time.
Large sample size: Conducting a study with a larger sample size to increase the generalizability of the findings.
Mixed-methods approach: Using a mixed-methods approach to combine quantitative and qualitative data to provide a more comprehensive understanding of the relationship between employee relations activities and work motivation.