Research Article
Talent Retention Model for Millennials Based on Engagement Drivers Case study: LQ45 Company
@INPROCEEDINGS{10.4108/eai.6-12-2018.2286335, author={Lindawati Kartika and Muh Panji Sukarno and Fransiskus Suryopranoto and Hendry Hendry and Fany Rachmaditya}, title={Talent Retention Model for Millennials Based on Engagement Drivers Case study: LQ45 Company}, proceedings={Proceedings of the 1st Sampoerna University-AFBE International Conference, SU-AFBE 2018, 6-7 December 2018, Jakarta Indonesia}, publisher={EAI}, proceedings_a={SU-AFBE}, year={2019}, month={8}, keywords={engagement driver lq 45 milenial strategy tree diagram model}, doi={10.4108/eai.6-12-2018.2286335} }- Lindawati Kartika
Muh Panji Sukarno
Fransiskus Suryopranoto
Hendry Hendry
Fany Rachmaditya
Year: 2019
Talent Retention Model for Millennials Based on Engagement Drivers Case study: LQ45 Company
SU-AFBE
EAI
DOI: 10.4108/eai.6-12-2018.2286335
Abstract
Millennial employees have psychic characteristics that are different from other generations. Millennial employees have the lowest engagement rates compared to Generation X and Baby Boomers (Hewitt 2016). The purpose of this study is to analyze the main engagement generation of Millennial employees in LQ 45 companies, analyze the factors of engagement of Millennial employees who work for LQ 45 companies and formulate engagement enhancement strategies that are in line with the characteristics of Millennial employees. The data used in this study are primary data obtained through questionnaires and secondary data from LQ 45 Company Samples, namely PT Astra International, Unilever, Elnusa. PT and PT Wijaya Karya. The method used in this study is descriptive analysis, factor analysis and Tree Diagram. The results showed that work life balance is the main engagement driver according to the perception of Millennial, autonomous Generation employees and career opportunity is the main engagement driver according to expert perceptions. Factor analysis forms six factors of engagement, namely organization, compensation and benefits, the work, team work, pride, and performance. The model for increasing the engagement of Millennial employees is presented in a Tree Diagram with the Co-Auto Balance Gamification formula.
