Analisis Retensi Karyawan yang Berdampak pada Turnover intention PT Karyabera Perdana Depok, Jawa Barat

Abstract

 Employee retention is a strategic concern for growing firms because persistent employee turnover can disrupt workforce stability, production continuity, and organizational performance. This study aims to analyze the factors affecting employee retention and to formulate strategies for reducing turnover intention at PT Karyabera Perdana, Depok, West Java. A descriptive qualitative approach was employed using in-depth interviews, non-participant observation, and documentation involving five informants representing managerial and operational functions. Data were analyzed using the Miles and Huberman interactive model and SWOT analysis supported by Internal Factor Analysis Summary (IFAS) and External Factor Analysis Summary (EFAS) matrices. The findings identify four major issues: compensation perceived as not fully proportional to workload, limited career paths and systematic development programs, disproportionate workloads due to insufficient staffing relative to production targets, and a family-like work environment that acts as a retention strength but is not yet supported by structured rotation and work scheduling. The IFAS score was 2.10 and the EFAS score was 2.60. The strategic coordinates (S-W = +0.60; O-T = +1.00) place the company in Quadrant I, indicating an SO strategy. The recommended direction is to strengthen positive work relations and existing compensation practices while using business growth and the company's formal corporate status to improve career development, staffing proportionality, compensation evaluation, and work scheduling.