Pengembangan Sumber Daya Manusia dalam Meningkatkan Kinerja Tenaga Penilai Klaim Asuransi Harta Benda di Perusahaan Asuransi PT. XYZ

T Indra Hermansyah; Lukman Hakim; Swastanto Sukmajaya

Authors

T Indra Hermansyah STMA Trisakti, Indonesia
Lukman Hakim STMA Trisakti, Indonesia
Swastanto Sukmajaya STMA Trisakti, Indonesia

Keywords:

Sumber Daya Manusia

Abstract

Abstrak PT. XYZ, sebuah perusahaan Asuransi Umum, memiliki tujuan untuk meningkatkan pelayanan klaim asuransi dengan memprioritaskan pengembangan sumber daya manusia dan manajemen kinerja yang efektif. Analisis SWOT menunjukkan kelebihan perusahaan seperti pengalaman dalam menangani klaim besar, kompetensi tenaga penilai, dan proses penyelesaian klaim yang sudah berjalan. Namun, perusahaan juga memiliki kelemahan seperti ketergantungan pada Independent Loss Adjusters (Tenaga Ahli Penilai Kerugian Mandiri yang bekerja untuk PT XYZ) dan penurunan persentase penyelesaian klaim untuk nilai di atas Rp. 1 Milyar. Berdasarkan analisis ini, perusahaan direkomendasikan untuk berinvestasi dalam program pelatihan dan pengembangan reguler untuk Tenaga Penilai Klaim Asuransi Kerugian, serta memperkuat program pelatihan internal dan kerjasama dengan organisasi luar untuk meningkatkan kompetensi dan keahlian mereka. Dengan demikian, PT. XYZ dapat meningkatkan kinerja pelayanan klaim asuransi yang akurat, adil dan cepat dengan lebih memprioritaskan penggunaan Tenaga Penilai Klaim Kerugian Perusahaan sehingga pelaku ekonomi dapat segera bangkit untuk melakukan kegiatan ekonomi selanjutnya serta memastikan reputasi perusahaan sebagai perusahaan asuransi umum terbaik di Indonesia. Kata Kunci: Sumber Daya Manusia Abstract: PT. XYZ, a general insurance company, aims to enhance its claim service by prioritizing human resource development and effective performance management. The SWOT analysis highlights the company's strengths, including its experience in handling large claims, the competence of its adjusters, and the existing claim settlement process. However, the company also faces weaknesses such as its reliance on Independent Loss Adjusters and a decline in the settlement rate for claims above IDR 1 billion. Based on this analysis, the company is recommended to invest in regular training and development programs for its claim adjusters, as well as strengthen internal training programs and collaborations with external organizations to enhance their competence and expertise. This will enable PT. XYZ to improve the accuracy, fairness, and speed of its claim service, ensuring that economic actors can quickly recover and resume economic activities, thereby solidifying the company's reputation as the best general insurance company in Indonesia.

Key Word: Human Resources Management

References

Dong, X. (2012, April 2). Integrated Safety and Technical Competency Training for New Oil Spill Responders. https://doi.org/10.2118/152756-ms

Downe, A G., Loke, S., Ho, J S Y., & Taiwo, A A. (2012, January 17). Corporate Talent Needs and Availability in Malaysian Service Industry. https://doi.org/10.5539/ijbm.v7n2p224

Elgargouh, Y., Demraoui, L., Chbihi, R., Behja, H., & Zemmouri, E M. (2020, June 5). Motor Claims Processing: Digital Solutions Review and Assessment. https://doi.org/10.1109/cist49399.2021.9357231

Fardani, I., Agustina, I H., & Jauzi, F A. (2020, April 1). Implementing SWOT analysis in engineering education. IOP conference series. Materials science and engineering, 830(3), 032066-032066. https://doi.org/10.1088/1757-899x/830/3/032066

FUEDI. (2019, March 1). https://fuedi.eu/

Hasanah, N. (2023, February 16). Pengaruh Strategi Manajemen Sumber Daya Manusia terhadap Kinerja Karyawan pada PT. Asuransi Syariah Al-Amin Medan. , 7(1), 55-63. https://doi.org/10.30743/mkd.v7i1.6569

Kwon, W J. (2014, January 1). Human Capital Risk and Talent Management Issues in the Insurance Market: Public Policy, Industry and Collegiate Education Perspectives. https://doi.org/10.1057/gpp.2013.11

Li, Y., Zhang, Y., Gan, L., Hong, G., Zhou, Z., & Li, Q. (2021, May 18). RevMan: Revenue-aware Multi-task Online Insurance Recommendation. https://ojs.aaai.org/index.php/AAAI/article/view/16105

Piaralal, N K., Mat, N., Piaralal, S K., & Bhatti, M A. (2014, July 1). Human resource management factors and service recovery performance in Malaysian life insurance industry. European journal of training and development, 38(6), 524-552. https://doi.org/10.1108/ejtd-07-2013-0078

Puspita, S., & Nurhalim, A. (2021, October 27). IMPORTANCE OF TRAINING NEEDS ANALYSIS FOR HUMAN RESOURCES DEVELOPMENT IN ORGANIZATIONS. https://journal.unimal.ac.id/emabis/article/viewFile/702/397

Shmelev, G D., Drapalyuk, N A., Burak, E E., & Fonova, S I. (2021, March 1). Methodology for Calculating, Forecasting and Substantiating the Residual Period of Service of Building Structures. https://doi.org/10.1088/1757-899x/1079/3/032069

Sugiarto, S., & Suroso, S. (2020, April 7). Innovation of impairment loss allowance model of Indonesian financial accounting standards 71. Journal of Asian business and economic studies, 27(3), 267-283. https://doi.org/10.1108/jabes-11-2019-0114

Taherdoost, H., & Madanchian, M. (2021, April 9). Determination of Business Strategies Using SWOT Analysis; Planning and Managing the Organizational Resources to Enhance Growth and Profitability. https://doi.org/10.30564/mmpp.v3i1.2748

Yuniawati, I P., Daryanto, H K., & Djohar, S. (2019, November 14). Penyusunan Balanced Scorecard pada PT Cipta Paramula Sejati. , 9(3), 150-163. https://doi.org/10.29244/jmo.v9i3.28226

Zagoto, K. (2020, March 17). The Influences of Career Development, Job Satisfaction, And Organizational Commitment on Employee Turnover Intention. http://publikasi.mercubuana.ac.id/index.php/ihasj/article/download/7356/3300

Zuraida, A H M B., Suprayekti., & Widyaningrum, R. (2020, November 1). DESAIN PROGRAM PELATIHAN “PENGENALAN DASAR-DASAR ASURANSI” UNTUK KARYAWAN BARU PADA PT ASABRI (PERSERO). Jakarta State University, 3(2), 104-112. https://doi.org/10.21009/jpi.032.04