Analysis of Human Resources Development Strategy in Increasing Employee Productivity at PMKS PT. Pandawa's Ray

Achievement of Crude Palm Oil (CPO) production at POM PT. Sinar Pandawa which exceeded the target was not in line with the absenteeism rate for the last three years, so it can be assumed that it was not from employee productivity. Therefore, employee work productivity still needs to be improved. This study aims to determine the human resource development strategy carried out by POM PT. Sinar Pandawa in increasing the work productivity of its employees. The research method used is a qualitative approach with descriptive analysis, by collecting data through interviews, observation, and documentation. The results showed the implementation of the human resource development strategy carried out by POM PT. Sinar Pandawa to increase employee productivity is to implement management functions, namely planning, organizing, supervising, and controlling all activities carried out by all departments in which there is a strategy for recruiting human resources, selecting, placing, and grouping employees, training, performance appraisal, as well as supervising and controlling company activities and employee attendance, various forms of appreciation for employees, as well as creating a safe and comfortable ecosystem as well as providing appreciation and relevant facilities. POM PT. Sinar Pandawa uses training as a way to increase the productivity of its employees.


INTRODUCTION
In the face of increasingly fierce competition, quality human resources are certainly a strength for a company to continue to live and be able to compete. So, companies need to carry out sustainable human resource development. Management makes systematic and sustainable efforts to improve employee competency and organizational performance through human resource development. Human resource development can be understood as an activity that needs to be carried out by a company to ensure that the knowledge, skills, and talents of employees are in line with the requirements of the work being done or it can also be said as an effort that is being made to change the organization in a better direction than before (Aisyah, & Nurliawati, 2020).
According to Gilley and Steven (2008), human resource development aims to strengthen the skills, knowledge, and capabilities of individuals in the context of their work, so that it has a positive impact on individual performance and overall organizational success.
Effective human resource development can result in increased employee morale, productivity, and institutional potential (Hasbi, 2023). This program does not only focus on positions or jobs, but also develops individual perspectives, ways of thinking, collaborative abilities, and attitudes toward environmental changes. Indicators of development success are employee performance, employee discipline, employee absences, production and machine breakdown rates, employee accident rates, raw material wastage rates, employee initiatives, employee incentive use behavior, and leadership and manager decisions (Mamik, 2016).
Before carrying out development, it is very important to carry out an analysis in determining the approaches and strategies needed by employees. Strategy can be defined as a complete and integrated company plan that is used to achieve company targets (Harahap, 2016). Factors that have an important influence on strategy are the external environment, internal resources and capabilities, and targets to be achieved. The development strategy that focuses on improving the quality of superior employees is part of an initiative to increase employee productivity (Ayas & Sinaga, 2019).
Productivity is one of the key factors every company should consider. Work productivity is the ability to produce products in the form of goods or services by using a variety of resources or production factors that are utilized to increase the quality and quantity of work obtained in the industry to achieve the highest potential output of goods and services by using resources as effectively as possible (Mulyapradana, et.al., 2020). Productivity is a form of critical performance measurement and can be a factor that is taken into account in making decisions (Hseu et.al., 2018). Labor productivity is a concept that describes the relationship between the amount of labor used and the production results produced in a certain time unit. This concept shows that the product produced is higher than the standard that has been set (Baiti et.al., 2020).
When an employee can make a product in the form of goods or services needed in a short time and is also precise, then the employee can be said to be productive (Sinaga, 2020). Low levels of work productivity will have an impact on organizational quality because work productivity is used to measure how well organizational resources perform certain tasks and how well they are aligned with the needs of its human resources (Sobandi, 2019). According to Simanjuntak (2020), the factors that affect the work productivity of company employees can be classified into two groups, namely factors related to the quality and physical abilities of employees and factors that are supporting facilities. Factors related to quality and physical abilities include the level of education, training, work motivation, work ethic, and mental and physical abilities of employees. Then the factors that are supporting facilities, which include the work environment and employee welfare.
PT. Sinar Pandawa is one of the industries engaged in oil palm plantations. This company has a palm oil mill, namely PMKS PT.
Pandawa rays, which are located in Labuhanbatu Regency, North Sumatra Province. This factory produces several products, the main product of which is Crude Palm Oil (CPO). Other products produced are palm kernel, shell, solid and long ash. At PMKS PT. Sinar Pandawa has various fields of work so every employee must be able to understand the duties and roles of his field of work properly so that the operational activities carried out can run smoothly. However, some employees are less than optimal in doing their jobs due to lack of knowledge and understanding or lack of skills regarding the work and can spend longer time and need the help of other employees in completing the work, so that it can have an impact on the results obtained by the company, which can affect productivity. Even though it has adequate facilities and infrastructure as well as financial support, the company's operations will not be successful without reliable human resources.
Therefore, to obtain maximum results and increase productivity, a company needs to carry out development activities for existing human resources in a planned and sustainable manner.

RESEARCH METHOD
The method applied in this study is a qualitative approach with descriptive data analysis, which analyzes the human resource development strategy undertaken to increase employee work productivity at PMKS PT.
Pandavas light. According to Bogdan and Taylor (2020), qualitative methodology is a research procedure that produces descriptive data in the form of written or spoken words from people and observed behavior. According to Abdullah,  (Sembiring, 2023).

Pandavas light
The form of supervision and control implemented by PMKS PT. Sinar Pandawa, namely the head of the department (leader) evaluates each of its members and provides direction to each member regarding the work to be carried out so that members better understand and understand their roles and responsibilities in the company, and also conducts work assessments every 6 (six) months ( Hart, 2023). The job evaluation is generally based on three main aspects, namely technical aspects of work, non-technical aspects, and personality aspects (leader up). Employees ensure that the projects or tasks handled are completed on time by involving the foreman in the project completion process. The foreman is responsible for carrying out a checklist of work that has been completed and work that has not been completed. This action helps in identifying project progress and determining whether all required tasks have been completed promptly (Sembiring, 2023).
In addition, the company also supervises and controls employee attendance by checking employee attendance every day. Employee attendance is monitored by holding attendance by using fingerprint attendance. By holding attendance by using a fingerprint, the employee's time of attendance can be identified, so that employees who are late for attendance can also be identified. Employees who are late to attend will usually be given sanctions as a deterrent effect so that employees do not do this again, and if this happens again, the employee will be given a warning letter (Nadeak, 2023). 3) Provide housing facilities.

4) Providing transportation facilities for
school children (school buses).

5) Provide places of worship (mosques).
In terms of incentives in the form of an annual bonus provided by the company for employees, sometimes employees feel that what is expected does not match the reality that is happening. Employees feel that they have worked optimally but do not get results that are in line with expectations, such as better incentives or bonuses. This is because employees do not understand the procedures for giving incentives implemented by the company (Sembiring, 2023).

Discussion
From the problems that occur it is known that the achievement of production at Research conducted by Putri, et al (2022) provides information that in a Unilever Indonesia corporate environment, the application of the human resource management function aims to increase employee work productivity.
In human resource planning, PMKS PT. Then, pay more attention to employee attendance to avoid delays and high absenteeism which can interfere with productivity, and give appreciation for good attendance so that good work discipline can also be created.
Furthermore, employees also need to be more aware of their obligations to carry out their duties and responsibilities as well as possible within the company by understanding and obeying the rules set by the company. Due to the limitations of this study, the researcher suggests that further researchers consider using additional data collection approaches or methods, such as questionnaires and literature studies to further explore the topic being studied.