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Abstract

The studies of Flexible Working Arrangement (FWA) have increased significantly in 2020. However, most studies are focused on the benefits and risks of FWA in general or particular jobs. The model of FWA implementation in different characteristics of jobs to improve performances are still insufficiently researched. Using a case study with qualitative and quasi-statistic data, this study investigates the Indonesian public sector in implementing FWA policy. Investigating Indonesia allows the researchers to describe how FWA in a mandated leading training institute promotes performances in different types of jobs. This study finds that each department endured unique circumstances. The Research Department could apply for full FWA due to employees’ high work autonomy, sufficient work equipment, adequate individual competency, compatibility for virtual communication, and high satisfaction while working at home. The Training Department had a similar level of readiness even though many of its staff preferred work at the office. Meanwhile, the Competency Assessment Department was bound to categorize tasks based on their possibility to be accomplished at home or office before applying FWA, due to its transition toward the e-assessment system. Finally, the Administration Department needed extra effort before applying FWA, which included out-of-office work-objects accessibility for its employees, paid special attention to competency gap among employees particularly IT skills, and overcame limited work equipment at home. Above all, organizations are required to focus on performance management notably in tasks distribution, work supervision, feedback, and maintenance of trust between employees and the management team.

Bahasa Abstract

Studi tentang Flexible Working Arrangement (FWA) meningkat secara signifikan pada tahun 2020. Namun, sebagian besar studi difokuskan pada manfaat dan risiko FWA secara umum atau pekerjaan tertentu. Model implementasi FWA dalam karakteristik pekerjaan yang berbeda untuk meningkatkan kinerja masih belum banyak diteliti. Dengan menggunakan studi kasus dengan data kualitatif dan statistik kuasi, penelitian ini bertujuan untuk menginvestigasi bagaimana penerapan kebijakan FWA pada sektor publik Indonesia. Harapannya hasil penelitian ini dapat memberikan gambaran mengenai bagaimana penerapan FWA di sebuah organisasi sektor publik dapat mendorong peningkatan kinerja pada berbagai jenis pekerjaan. Studi ini menemukan bahwa karakteristik pekerjaan setiap bidang itu unik. Bidang Kajian paling siap melakukan FWA karena memiliki kemandirian dalam bekerja, sarana prasarana kerja di rumah yang memadai, SDM berkompetensi tinggi, tidak adanya hambatan koordinasi kerja secara virtual, dan kepuasan pegawai saat bekerja dari rumah. Bidang Pelatihan memiliki kesiapan serupa, tetapi sebagian pegawainya memiliki preferensi bekerja di kantor. Sementara itu, Bidang Pemetaan Kompetensi karena masih belum sepenuhnya fokus pada penyelenggaraan pemetaan kompetensi berbasis daring, maka untuk dapat menerapkan kebijakan FWA perlu mengkategorikan antara pekerjaan yang dapat diselesaikan di rumah dan kantor. Sementara itu, kecenderungan pegawainya untuk bekerja di kantor perlu mendapat perhatian. Terakhir, Bagian Administrasi memerlukan lebih banyak penyesuaian untuk bisa melakukan FWA mencakup pengelolaan bahan kerja yang bisa diakses dari manapun, peningkatan kompetensi SDM khususnya penguasaan TI, dan penyediaan sarana prasarana kerja di rumah yang memadai. Di atas itu semua, manajemen kinerja perlu diperhatikan dalam kaitannya dengan pendistribusian kerja, pengawasan dan pemberian umpan balik, serta pembangunan hubungan kepercayaan antara atasan dan bawahan.

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