Implement a comprehensive WFH policy

Oct 13, 2025 by orovajewels.com 65 views

The Impact of Work from Home and HR Competencies on Employee Performance at PT. Satria Abadi Sejahtera (SAS) Sibolga

Introduction

The COVID-19 pandemic has brought about significant changes in the way we work, with many companies adopting the work-from-home (WFH) model as a new norm. PT. Satria Abadi Sejahtera (SAS) in Sibolga is one such company that has implemented WFH as a way to ensure business continuity and employee safety. However, the impact of WFH on employee performance is a topic of much debate. This study aims to analyze the effect of WFH and Human Resources (HR) competencies on employee performance in the administration division of PT. SAS Sibolga.

Background

The COVID-19 pandemic has forced companies to rethink their traditional work arrangements and adopt new strategies to ensure business continuity. WFH has become a popular choice for many companies, including PT. SAS Sibolga, as a way to reduce the risk of transmission and maintain productivity. However, the success of WFH depends on various factors, including employee motivation, job satisfaction, and the availability of necessary resources.

Methodology

This study used a saturated sample method to collect data from all 41 employees in the administration division of PT. SAS Sibolga. The data was analyzed using descriptive analysis and multiple linear regression to examine the relationship between WFH, HR competencies, and employee performance.

Results

The results of this study showed that WFH and HR competencies have a significant influence on employee performance at PT. SAS Sibolga. Separately, the application of WFH has a positive and significant impact on employee performance, as well as competencies that also show positive and significant effects. The coefficient of determination (R2) value of 0.908 indicates that 90.8 percent of variations in employee performance can be explained by WFH variables and competencies, while the rest is influenced by other variables that are not examined in this study.

Analysis of the Impact of Work from Home

The application of WFH provides opportunities for employees to work more flexibly. By eliminating travel time, employees can use this time to increase their work productivity. In addition, a comfortable home environment can affect employee mood and morale, which contributes positively to their performance. However, there are challenges faced by employees, such as distraction from the home environment and the difficulty of setting limits between work and personal life.

Human Resource Competence

HR competence is the main key in improving employee performance. Employees who have adequate abilities and knowledge in their work tend to be more efficient and productive. At PT. SAS Sibolga, the development of competencies through training and continuous education is expected to improve performance. When employees have high competencies, they are more able to adapt to new situations, including when they have to work from home.

The Role of HR Competencies in WFH

HR competencies play a crucial role in the success of WFH. Employees who have the necessary skills and knowledge to perform their jobs effectively are more likely to be productive and motivated, even when working from home. HR competencies include skills such as communication, problem-solving, and time management, which are essential for employees to work effectively in a remote setting.

Conclusion

The combination of WFH and HR competencies is an effective strategy for improving employee performance at PT. Satria Abadi Sejahtera. Companies need to continue to monitor and evaluate these two aspects to ensure that employees are permanent and are able to contribute optimally in changing conditions. With the right strategy, companies can not only maintain productivity but also build a more competent and responsive team in the future.

Recommendations

Based on the findings of this study, the following recommendations are made:

Implement a comprehensive WFH policy: Companies should develop a clear WFH policy that outlines the expectations and guidelines for employees working from home.
Provide training and development opportunities: Companies should provide regular training and development opportunities to employees to enhance their skills and knowledge.
Monitor and evaluate employee performance: Companies should regularly monitor and evaluate employee performance to ensure that they are meeting the expected standards.
Foster a positive work culture: Companies should foster a positive work culture that encourages collaboration, communication, and teamwork among employees.

Limitations of the Study

This study has several limitations, including:

Small sample size: The study only included 41 employees in the administration division of PT. SAS Sibolga, which may not be representative of the entire company.
Limited data collection: The study only collected data from a single company, which may not be generalizable to other companies.
Self-reported data: The study relied on self-reported data from employees, which may be subject to biases and errors.

Future Research Directions

Future research should aim to:

Examine the impact of WFH on employee well-being: Research should investigate the impact of WFH on employee well-being, including mental health, physical health, and work-life balance.
Develop a comprehensive WFH policy: Research should aim to develop a comprehensive WFH policy that outlines the expectations and guidelines for employees working from home.
Investigate the role of HR competencies in WFH: Research should investigate the role of HR competencies in the success of WFH, including the development of competencies and the impact of competencies on employee performance.
Frequently Asked Questions (FAQs) about the Impact of Work from Home and HR Competencies on Employee Performance

Q: What is the main finding of this study?

A: The main finding of this study is that the combination of work from home (WFH) and human resources (HR) competencies has a significant influence on employee performance at PT. Satria Abadi Sejahtera (SAS) Sibolga.

Q: What are the benefits of WFH?

A: The benefits of WFH include increased flexibility, reduced travel time, and a comfortable home environment, which can contribute positively to employee mood and morale.

Q: What are the challenges of WFH?

A: The challenges of WFH include distraction from the home environment, difficulty in setting limits between work and personal life, and the need for employees to be self-motivated and disciplined.

Q: What is the role of HR competencies in WFH?

A: HR competencies play a crucial role in the success of WFH. Employees who have the necessary skills and knowledge to perform their jobs effectively are more likely to be productive and motivated, even when working from home.

Q: What are the key HR competencies for WFH?

A: The key HR competencies for WFH include skills such as communication, problem-solving, and time management, which are essential for employees to work effectively in a remote setting.

Q: How can companies implement a successful WFH policy?

A: Companies can implement a successful WFH policy by developing a clear policy that outlines the expectations and guidelines for employees working from home, providing regular training and development opportunities, and monitoring and evaluating employee performance.

Q: What are the limitations of this study?

A: The limitations of this study include a small sample size, limited data collection, and self-reported data.

Q: What are the future research directions?

A: Future research directions include examining the impact of WFH on employee well-being, developing a comprehensive WFH policy, and investigating the role of HR competencies in WFH.

Q: What are the implications of this study for HR practitioners?

A: The implications of this study for HR practitioners are that they should prioritize the development of HR competencies, provide regular training and development opportunities, and monitor and evaluate employee performance to ensure that employees are meeting the expected standards.

Q: What are the implications of this study for organizations?

A: The implications of this study for organizations are that they should adopt a comprehensive WFH policy, provide regular training and development opportunities, and monitor and evaluate employee performance to ensure that employees are meeting the expected standards.

Q: What are the implications of this study for employees?

A: The implications of this study for employees are that they should prioritize the development of HR competencies, be self-motivated and disciplined, and communicate effectively with their managers and colleagues to ensure that they are meeting the expected standards.

Q: What are the implications of this study for the future of work?

A: The implications of this study for the future of work are that WFH is likely to become a permanent feature of the modern workplace, and that organizations will need to adapt to this new reality by developing comprehensive WFH policies and prioritizing the development of HR competencies.