skip to main content

PROGRAM INDUKSI DAN ORIENTASI KARYAWAN BARU SECARA VIRTUAL DI MASA PANDEMI COVID-19 PT TELKOM INDONESIA (PERSERO) TBK

*Taufiq Dwi Apriyanto  -  Pascasarjana Fakultas Ilmu Administrasi, Indonesia

Citation Format:
Abstract

COVID-19 has potential to change the culture. The COVID-19 crisis has forced virtual working to become the main method of doing business in the modern due to social restrictions such as PT Telkom Indonesia. Management in PT Telkom Indonesia is faced with the problem of how to keep the orientation program during the COVID-19 pandemic because the company really needs these new employees so that business processes can continue to run smoothly. This virtual orientation program does not reduce orientation values, participants can still survive, thus adding many new experiences because all assignments are made online. The point is that participants can still carry out their normal activities because technology is getting more sophisticated. This paper uses a qualitative research approach. Data collection techniques are made in two ways, field studies and literature studies. Field studies were made by interview. Orientation program are not easy because participants and companies only meet virtually. Companies should overprepare. Companies can make detailed guidelines for the implementation of the Orientation Program, make a priority scale, and always provide feedback as soon as possible on the final result. The advantages of this virtual induction program are (1) the company can save costs; (2) shorter event time; (3) safe from COVID-19 (4) the application of New Technology based on Virtual Meeting. The weakness of this virtual orientation program is (1) lack of control from mentors; (2) minimal experience for employees because material that should require meeting physically is not well conveyed, one of which is increasing collaboration between teams.

Fulltext View|Download
Keywords: COVID-19; Orientation Program; Telkom; Virtual

Article Metrics:

Article Info
Section: Articles
Language : ID
Statistics:
Share:
  1. Abramo, F., Caye, J., Haen, P., Strack, R. & Von Der Linden, C. (2013). Creating People Advantage 2013: Lifting HR Practices to the Next Level. The Boston Consulting Group. Retrieved from https://imagesrc.bcg.com/Images/Creating_People_Advantage_Oct_2013_tcm9-91995.pdf
  2. Ahuja, M. K., & Carley, K. M. (1999). Network structure in virtual organizations. Organization Science, 10(6), 741–757
  3. Anderson, B. (2020). 7 Steps to Creating a Virtual Employee Onboarding Program. Linkedin. Retrieved from https://business.linkedin.com/talentsolutions/blog/onboarding/2020/steps-to-creating-virtual-onboarding-program
  4. Aperian Global. (2020). 10 Ways to Instantly Improve Virtual Onboarding. Retrieved from https://www.aperianglobal.com/10-ways-to-instantly-improve-virtual-onboarding/
  5. Bauer, T. N. (2013). Onboarding New Employees: Maximizing Success. SHRM. Retrieved from https://www.shrm.org/hr-today/trends-and-forecasting/specialreports-and-expert-views/Documents/Onboarding-New-Employees.pdf
  6. Bogdan, Robert C. & Taylor, S.J. (1973). Introduction to Qualitative Research Methods A Phenomenological Approach to the Social Sciences. New York : John Wiley & Sons
  7. Brynjolfsson, E., Horton, J. J., Ozimek, A., Rock, D., Sharma, G., & TuYe, H. Y. (2020). Covid-19 and remote work: An early look at us data (No. w27344). National Bureau of Economic Research. Retrieved from https://john-josephhorton.com/papers/remote_work.pdf
  8. Cascio, W. F. (2000). Managing a virtual workplace. Academy of Management Perspectives, 14(3), 81-90
  9. Elset, J. I. (2018). Organizational socialization in remote-working companies: enhancing company onboarding through gamification (Doctoral dissertation). Retrieved from https://repositorio.iscteiul.pt/bitstream/10071/18803/1/master_john_iver_elset.pdf
  10. Flanagin, A. J., & Waldeck, J. H. (2004). Technology use and organizational newcomer socialization. The Journal of Business Communication, 41(2), 137-165
  11. Fulk, J., & DeSanctis, G. (1995). Electronic communication and changing organizational forms. Organization Science, 6(4), 337–349
  12. Gralinski, Lisa E.; Menachery, Vineet D. (2020). Return of the Coronavirus: 2019-nCoV. Viruses 12(2): 135. https://doi.org/10.3390/v12020135
  13. Gruman, J. A., & Saks, A. M. (2018). E-socialization: The problems and the promise of socializing newcomers in the digital age. In J. H. Dulebohn & D. L. Stone, The brave new world of eHRM 2.0 (p. 111–139). IAP Information Age Publishing
  14. Nugraha, Safri et.al (2005). Hukum Administrasi Negara. (Cet.1). Jakarta: Badan Penerbitan Fakultas Hukum Universitas Indonesia
  15. Pavlina, Kaitlyn. (2020). Assessing best practices for the virtual onboarding of new hires in the technology industry. Theses and Dissertations. 1168. https://digitalcommons.pepperdine.edu/etd/1168
  16. PT Telkom Indonesia. (2020). HCM Policy Compilation 2020. Hal 23

Last update:

No citation recorded.

Last update:

No citation recorded.