The Influence of Lack of Human Resources on The Performance of PDKB Employees

Sulaiman Helmi (), Yayan Sofyan, Ratna Sesotya Wedadjati, Salsa Melania Aquina and Pebriandi Pebriandi
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Sulaiman Helmi: Universitas Bina Darma
Yayan Sofyan: Universitas Bina Darma
Ratna Sesotya Wedadjati: Sekolah Tinggi Pembangunan Masyarakat Desa “APMD”
Salsa Melania Aquina: Universitas Bina Darma
Pebriandi Pebriandi: Universitas Bina Darma

A chapter in Proceedings of the 3rd International Conference on Management and Business (ICOMB 2024), 2025, pp 308-313 from Springer

Abstract: Abstract Performance results from a person’s professional organizational function through various factors to achieve organizational goals within a certain period. Objective: This study aims to determine how the lack of Human Resources (HR) affects the performance of PDKB employees of PT PLN Palembang. The type of research used in the study uses a qualitative method with descriptive data collection. In this study, the population was PT PLN (Persero) UPT Palembang PDKB Section employees, totaling approximately 17 people. Data was obtained directly from respondents using questionnaires distributed to PDKB employees. The study’s results indicate that the lack of HR negatively affects the performance of PDKB employees. The obstacles, such as the lack of employees, hinder the optimal achievement of organizational goals. Therefore, increasing HR is needed to improve the performance of PDKB employees. In addition, this article aims to build a hypothesis of the influence between variables to be used in further research. The lack of human resources at PT PLN UPT Palembang significantly affects the performance of employees in the PDKB unit. This condition can be seen in the decline in work quality, quantity, and operational effectiveness. To overcome the negative impact of the lack of HR, the company needs to implement an effective recruitment strategy, increase training to optimize employee performance and improve operational management processes to be more efficient. The findings of this study are presented under three key performance indicators: Work Quality, Timeliness, and Independence. This structure aims to facilitate the reader’s understanding of the main points and highlights areas where improvements can be made. Work quality, including accuracy in task completion according to standards, is crucial in enhancing team efficiency. Timeliness is also identified as a critical element, especially in managing task schedules and responding to disruptions. Meanwhile, although efforts are being made to improve independence, more attention is needed to ensure employees can work more autonomously in dynamic situations.

Keywords: Human Resources; Employee Performance; PDKB PT PLN (search for similar items in EconPapers)
Date: 2025
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DOI: 10.2991/978-94-6463-698-7_32

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