Analisis Beban Kerja untuk Penentuan Kebutuhan Tenaga Mekanik (Full-Time Equivalent) pada Proyek Pertambangan: Studi Kasus PT TMP

Pratama, Tunggul Mirza (2026) Analisis Beban Kerja untuk Penentuan Kebutuhan Tenaga Mekanik (Full-Time Equivalent) pada Proyek Pertambangan: Studi Kasus PT TMP. Masters thesis, Institut Teknologi Sepuluh Nopember.

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Abstract

Penelitian ini bertujuan menganalisis kebutuhan tenaga kerja mekanik pada Departemen Asset Management Group (AMG) PT TMP menggunakan metode Full-Time Equivalent (FTE) yang diintegrasikan dengan Key Performance Indicators (KPI), Balanced Scorecard (BSC), Strategic Workforce Planning (SWP), dan Expert Judgment. Penelitian dilatarbelakangi oleh tingginya dinamika beban kerja pemeliharaan alat berat pada proyek pertambangan sehingga penentuan jumlah tenaga kerja memerlukan pendekatan yang objektif, berbasis data, dan mempertimbangkan kondisi operasional di lapangan. Penelitian menggunakan pendekatan deskriptif kuantitatif dengan memanfaatkan data historis aktivitas maintenance periode April–Desember 2025 yang diperoleh dari sistem manajemen perawatan perusahaan. Data diklasifikasikan menjadi planned maintenance dan unplanned repair, kemudian divalidasi melalui Expert Judgment untuk memperoleh waktu baku yang lebih representatif terhadap kondisi operasional. Selanjutnya dilakukan perhitungan FTE, analisis keterkaitannya dengan KPI dan Balanced Scorecard, serta penyusunan rekomendasi Strategic Workforce Planning. Hasil penelitian menunjukkan bahwa kebutuhan tenaga kerja mekanik berfluktuasi mengikuti dinamika aktivitas pemeliharaan alat berat. Perhitungan FTE menghasilkan rata-rata kebutuhan sebesar 21,8 mekanik, dengan kebutuhan tertinggi mencapai 39 mekanik pada periode beban kerja puncak. Namun, hasil validasi Expert Judgment menunjukkan bahwa kebutuhan tersebut belum sepenuhnya mampu mengakomodasi risiko operasional pada fase transisi proyek, sehingga direkomendasikan jumlah tenaga kerja yang lebih realistis sebesar 45–48 mekanik sebagai strategic manpower buffer. Integrasi hasil FTE dengan KPI dan Balanced Scorecard menunjukkan bahwa pengelolaan tenaga kerja berkontribusi terhadap peningkatan Physical Availability (PA), penurunan Mean Time to Repair (MTTR), efisiensi biaya tenaga kerja, dan efektivitas maintenance alat berat. Berdasarkan pendekatan Strategic Workforce Planning, penelitian merekomendasikan penerapan strategic manpower buffer, pengembangan kompetensi melalui upskilling, cross-skilling, dan multi-skilling, serta pemanfaatan tenaga kerja yang fleksibel sesuai fluktuasi beban kerja. Pendekatan terintegrasi ini diharapkan mendukung pengambilan keputusan tenaga kerja yang lebih adaptif, strategis, dan berkelanjutan pada industri pertambangan.
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This study aims to analyze the workforce requirements of mechanics in the Asset Management Group (AMG) Department of PT TMP by integrating the Full-Time Equivalent (FTE) method with Key Performance Indicators (KPI), the Balanced Scorecard (BSC), Strategic Workforce Planning (SWP), and Expert Judgment. The study was motivated by the dynamic workload of heavy equipment maintenance activities in mining projects, where workforce planning requires an objective, data-driven approach that also considers actual operational conditions. A quantitative descriptive approach was employed using historical maintenance activity data from April to December 2025 obtained from the company's maintenance management system. The data were classified into planned maintenance and unplanned repair activities and subsequently validated through Expert Judgment to establish more representative standard working times. The validated data were then used to calculate Full-Time Equivalent values, examine their relationship with Key Performance Indicators and the Balanced Scorecard, and formulate Strategic Workforce Planning recommendations. The results indicate that the workforce requirements for mechanics fluctuate in accordance with the dynamics of heavy equipment maintenance activities. The FTE analysis identified an average workforce requirement of 21.8 mechanics, with a peak requirement of 39 mechanics during the highest workload period. However, the Expert Judgment validation revealed that this calculated workforce level does not fully accommodate operational risks during the project transition phase. Therefore, a more realistic workforce requirement of 45-48 mechanics is recommended as a strategic manpower buffer. The integration of FTE with KPI and the Balanced Scorecard demonstrates that effective workforce management contributes to improved Physical Availability (PA), reduced Mean Time to Repair (MTTR), enhanced labor cost efficiency, and greater maintenance effectiveness. Based on the Strategic Workforce Planning framework, this study recommends implementing a strategic manpower buffer, strengthening workforce competencies through upskilling, cross-skilling, and multi killing programs, and utilizing a flexible workforce to accommodate workload fluctuations. This integrated approach is expected to support more adaptive, strategic, and sustainable workforce decision-making in the mining industry.

Item Type:	Thesis (Masters)
Uncontrolled Keywords:	Full-Time Equivalent, Analisis Beban Kerja, Balanced Scorecard, Strategic Workforce Planning, Expert Judgment, Workload Analysis
Subjects:	H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management H Social Sciences > HD Industries. Land use. Labor > HD30.28 Planning. Business planning. Strategic planning. H Social Sciences > HD Industries. Land use. Labor > HD58.93 Balanced scorecard H Social Sciences > HD Industries. Land use. Labor > HD9680 Mechanical industries
Divisions:	Interdisciplinary School of Management and Technology (SIMT) > 61101-Master of Technology Management (MMT)
Depositing User:	Tunggul Mirza Pratama
Date Deposited:	29 Jul 2026 04:00
Last Modified:	29 Jul 2026 04:00
URI:	http://repository.its.ac.id/id/eprint/139519

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