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"Tujuan daripada penelitian ini adalah untuk lebih memahami komponen paket tunjangan karyawan dan pengaruhnya terhadap tingkat kepuasan karyawan. Isu pokok pembahasan dalam tesis ini adalah pengaruh komponen paket tunjangan karyawan, komunikasi yang diterima oleh karyawan mengenai paket tunjangan dan profil demografi terhadap tingkat kepuasan karyawan. Hasil dari penelitian ini menunjukkan bahwa diantara tunjangan kesehatan, cuti, dana pensiun, tunjangan pendidikan dan paket tunjangan lainnya yang terdiri dari program kesehatan dan dana pinjaman karyawan, faktor yang secara signifikan mempengaruhi tingkat kepuasan hanya paket tunjangan lainnya. Tetapi model regresi dengan hanya satu komponen menunjukkan bahwa semua faktor secara signifikan mempengaruhi tingkat kepuasan. Selain daripada itu, kepuasan akan komunikasi yang diberikan kepada karyawan dan beberapa faktor demografi (status, umur, lama bekerja dan tingkat pendidikian) juga berpengaruh secara signifikan terhadap tingkat kepuasan karyawan.

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The purpose of this study was to examine the components of employee benefit package and its influence towards employee benefit satisfaction. The key issues being explored in this study is the influence of employee benefit package components, employee benefit communication and demographic profile towards employee benefit satisfaction. The result showed that among health care, paid time off, retirement benefit, education benefit and other benefit (wellness and employee loan), only other benefit significantly influence employee benefit satisfaction, but regression model with only one component showed that all components significantly influence employee benefit. On top of that, satisfaction with employee communication and few demographic profile (marital status, age, job tenure and education level) were found to be significantly related to the employee benefit satisfaction."

"The cornerstone of the organization is, therefore, the set of jobs performed by employees. These jobs, in turn, provide the mechanism for coordinating and linking the various activities of the organization that are necessary for success. Studying and understanding jobs through the process known as job analysis. Job analysis is a vital part of Human Resources Management (HRM) program and in many respects in the foundation upon which all others HRM activities must be constructed. Job analysis is a purposeful, systematic process for collecting information on the important work related aspects of a job, so the employees can be work effectively. With job analysis, management will have guidance in next human resources program. The research questions is how the perception of Employee Benefit Department employees towards the job analysis at PT Asuransi Allianz Life Indonesia Head Office Jakarta - To answer of that research questions, researcher used quantitative approach and using research method by using the survey approach, which implies the use of questioners and interviews as the two major tools used to collect data and information, beside the others secondary and literature sources. The criteria for selecting a sample in survey research are statistical onces. This sampling process have minimum percentage from total population (minor one) of 52 employees, the sampling process result 45 employees as samples. To oversee whether the implementation of job analysis has been attempted in a good procedure, researcher used the range criteria method which will stretch from the lowest range to the highest range. This research found that the perception of Employee Benefit Department employees for the job analysis has been attempted in a good procedure, which resulted good points average value. The data show that job analysis implementation PT Asuransi Allianz Life Indonesia Head Office Jakarta already effective because the good value and synchronize with the function, but description about task giving to the employees are not overlapping with the employees in another department still have special attention to management PT Asuransi Allianz Life Indonesia Head Office Jakarta. Determining affectivity of the job analysis implementation can be seen by measuring the human recourses productivity in doing their tasks and duties. To pursue and reach the '2010 One' company's goal, company should be aware about negative response that came from the employees. The success of this process will lead to a more prospectus future of the organizations existence in the global market as well as reaching its goals and targets. "

"ABSTRAKPerancangan Ulang Employee Assistance Programs di PT XYZ(56 halaman + viii halaman, 1 tabel, 1 gambar, 4 lampiran)Sejak tahun 2004 PT XYZ menyediakan layanan Employee AssisruncePrograms (EAP) untuk membantu para karyawannya mcngatasipermasalahan pribadi maupun permasalahan yang berhubungan denganpekerjaannya. Model layanan yang dipergunakan adalah model layananinternal, yang ditangani oleh satu orang konsclor yang juga menjabat salahsatu _iabatan struktural di PT XYZ serta merupakan pimpinan koperasikaryawan. Layanan terscbut terhenti pada bulan Mare! 2006, karenakonselor tersebut dialihtugaskan. Pimpinan Human Capital DevelopmentP'l` XYZ berkeinginan untuk mengevaluasi layanan EAP tersebut sebelummcngaktifkannya kembali.Berdasarkan kajian yang dilakukan terhadap pelaksanaan EAP di PT XYZselama ini dan juga terhadap sejumlah Iiteratur terkait, direkomendasikan:l. Layauan EAP tetap perlu dilaksanakan di PT XYZ.2. Pcnggunaan model layanan kombinasi internal-elcstcrnal.3. Pengemban gan program-program yang berorientasi preventif.4. Pengembangan variasi metodc layanan, termasuk pemanfaatunfasilitas teknologi informasi di PT XYZ, khususnya HCIS dan portalE-IIR, Serta mengintcgrasikannya dengan knowledge managementyang dilerapkan di PT XYZ.5. Penggunaan konsultan yang memiliki keahlian dan pengalamzm dibidang layanan EAP, sebagai pendamping qlalam mengembangkanIayanan EAP di PT XYZ.Dengan mengimplementasikan rekomendasi tersebut di alas, layanan EAPdi PT XYZ diharapkan dapat mcnuniang slrategi PT XYZ yangmemetingkan kunlitas teknis clan layanan pelanggan berkelas dunia.

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"Administrasi klaim merupakan proses penting yang dilakukan sebelum klaim dibayarkan oleh tertanggung. Komplain klien juga dapat mengganggu hubungan yang telah terjalin dengan pihak klien dan pihak perusahaan asuransi. PT Mitra Iswara & Rorimpandey (PT MIR) merupakan perusahaan pialang asuransi tertua di Indonesia yang bertindak atas nama tertanggung untuk memberikan nasihat dan kebijakan asuransi yang disesuaikan untuk mengelola risiko. Penelitian in membahas faktor-faktor yang memicu komplain klien dalam administrasi klaim pada produk asuransi emplovee benefit di PTMIR. Penelitian in menggunakan pendekatan kualitatif dengan desain studi kasus. Informan berjumlah 10 orang, yaitu Asisten Manajer Klaim dan Staf Analis Klaim PT MIR, serta Klien PT MIR. Hasil penelitian menunjukkan bahwa komunikasi, koordinasi, sumber daya manusia, kelengkapan dokumen klaim, serta pemahaman pemegang polis berperan dalam timbulnya komplain dalam proses administrasi klaim produk asuransi employee benefit di PT Mitra Iswara & Rorimpandey (PT MIR).

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Claim administration is an essential step that must be completed before the insured pays the claim. Client complaints can also disrupt the relationship between the client and the insurance company. PT Mitra Iswara & Rorimpandey (PT MIR) is the oldest insurance brokerage company in Indonesia that acts on behalf of the insured to provide customized insurance advice and policies tomanage risk. This study discusses the factors that trigger client complaints in administering claims on employee benefit insurance products at PT MIR. This study uses a qualitative approach with a case study design. There were ten informants: Claim Manager Assistant, PT MIR Claim Analyst Staff, and PT MIR Clients. The results showed that communication, coordination, human resources, claim documents' completeness, and policyholders' understanding played a role in the emergence of complaints in the claims administration process for employee benefits insurance products at PT Mitra Iswara & Rorimpandey (PT MIR)."

"Penyelenggaraan program Administration Service Only (ASO) terus mengalami perkembangan. Selain disebabkan oleh meningkatnya kekecewaan terhadap sistem dan pelayanan perusahaan asuransi kesehatan komersial, perkembangan ini juga dikarenakan adanya kebutuhan dalam rangka pengelolaan benefit kesehatan karyawan secara tepat guna. Penelitian ini bertujuan untuk mengetahui gambaran keikutsertaan program ASO pada perusahaan oil & gas dan mengetahui apakah terdapat hubungan antara faktor-faktor yang terkait dengan program ASO, faktor individu dan faktor organisasi dengan keikutsertaan program ASO. Pendekatan yang dilakukan adalah dengan pendekatan kuantitatif dengan desain penelitian cross sectional. Analisis dilakukan adalah analisis univariat dan bivariat. Dari hasil penelitian dapat disimpulkan bahwa faktor-faktor yang berkaitan dengan keikutsertaan program ASO antara lain : cakupan benefit, harga kepesertaan, provider network, fasilitas pelayanan, image perusahaan, tingkat pengetahuan, Kebutuhan (need), dan jumlah karyawan. Saran dalam penelitian ini adalah pada penelitian selanjutnya digunakan juga studi kualitatif guna menggali informasi lebih baik lagi, gunakan sampel lebih besar dan diharapkan menggunakan variabel-variabel lain yang belum digunakan dalam penelitian ini.

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The Implementation of Administration Service Only (ASO) program continues to increase. Beside was caused by the disillusionment with the system and commercial health care insurance companies, ASO program is needed in order to manage the employee health benefits as well. This research aims to know the distribution of ASO program participation in oil & gas companies and to determine the correlation between the ASO product, individual factors and organizational factors with the participation of ASO program. Research is a quantitative approach with a cross sectional study design. Analysis is were performed through univariate and bivariate analysis. The final conclusion is that there are factors related to the participation of ASO program: coverage benefit, the price of membership, providers network, facilities service, corporate image, the level of knowledge, needs, and number of employees. Suggestions for further research is using qualitative study to explore better information, large number of sample and using other variables that have not been used in this study."