Human Capital Management Guidelines to Create Employee Motivation, Case Study: Boly Pipe Company Limited

Abstract

This research article aims to study (1) the general condition of motivational factors in employee work and (2) the human capital management strategies regarding motivational factors in the work of employees at Boly Pipe Company Limited. This research is qualitative in nature. The tool used for data collection is a semi-structured interview. Key informants include 18 individuals from various levels: management personnel, managerial staff, team leaders, and employees who are involved, selected purposefully. Data analysis was conducted through content analysis. The study's findings reveal that (1) the general condition of motivational factors in employee work includes job characteristics that affect satisfaction and effort in performance, such as achievement, recognition, responsibility, and opportunities for advancement. These factors promote good mental health and a positive attitude toward work, leading employees to be committed, dedicated, and enthusiastic about their work, as well as willing to effectively develop themselves. Additionally, factors related to hygiene, such as the work environment, company policies, compensation, interpersonal relationships, and job security, are also important components that enhance job satisfaction and reduce dissatisfaction, which in turn affects overall performance effectiveness. (2) The human capital management strategies regarding motivational factors in employee work include addressing basic needs and higher-level needs. The company should consider overall compensation, plan and organize employee skill development activities, encourage employee participation in the company, and develop technology-related skills to effectively enhance employee motivation, leading to the success of the private company.