EFFECT OF INTERNAL

COMMUNICATION TO
EMPLOYEE
PRODUCTIVITY OF
FOOD AND BEVERAGE
DEPARTMENT IN HOTEL
PITAGIRI JAKARTA
(INTAN LISTIANA M.)

Presented by:
AGASTIO 201016707
GLADY LORETTA 201016721
SAK 4

Reason of choosing Topic

1. Provide knowledge about human
resources and internal communications in
employee productivity
2. Related to communicating system and
productivity of labour
3. Want to know more about internal
communication

Background of research

Food and baverage department responsible for the sale of

food and drink are dealing directly with the guests so that
implementation is achieved by either in need of qualified
human resources.
To produce qualified human resources requires a good
management in regulating the duties and responsibilities.
Understanding human resource management in
organizational behavior according to Robbins (2003:9) is "the
process of conflict management discipline to motivate and
train staff charging". One way to improve the effectiveness of
the organization is maintaining employee productivity is
critical in achieving the success of an organization.
Problems in internal communication is caused by a
misunderstanding, a lack of openness, the pressures felt by
the members of the organization which led to a miss
communication It also led to a poor working relationship also
brought negative impact on labor productivity.
Aspects of the measure employee productivity in the Hotel
Pitagiri is the rate of absenteeism.

Grand Teories of
Communication

H. Syaiful Rochim in his book Theory of Communication:

Perspectives, Variety and Applications (2009:108)
"communication is the process whereby an idea is
transferred from the source to a receiver or more, with a
view to changing their behavior.

Other definitions of communication proposed by Oemi

Abdurrachman, MA in his book "Public Relations"
(2002:208), namely: "the communication within an
organization, especially companies and other
organizations generally, usually occurs in two contexts,
namely komukasi occurring within the company (internal
communication) and the communication that occurs
outside the company (external communication).

Grand Theory of
Productivity

According Abdurrachman Fathoni in the

book Human Resource Management
(2006:105) defines "Productivity is a
measure of productive efficiency, a
comparison between the output and
input, the input is often limited by the
labor union, while the output is measured
in physical, shape and value".

Problem Identification

Of identification presented it appears that

internal communication affects employee
productivity as for the formulation of
research problems can be identified as
follows
1. how internal communications to
employees in the department of Food and
baverage Pitagiri hotel jakarta?
2. How does employee productivity?
3. How the influence of internal
communication on employee productivity?

Data (fact finding)

The author has spread to 26 employees

questioner f & b dept. pitagiri jakarta hotel
to find out their responses about internal
communication. In the questionnaire, the
authors make the indicators as the basis
of the matrix variable operational internal
communication as a basic question.
Here are the responses of employees
regarding internal communications staff F
& B dept.

Review of internal
communications

Administered questionnaire consisting of:

1. Explanation from the head of a task
that must be implemented
2. Submission of information regarding
the applicable regulations
3. Submission of a task that has been
undertaken
4. Problem-solving effort

Review of productivity
Administered questionnaire consisting of:
1. motivation
2. self-development
3. quality
4. efficiency

Analysis
The analysis was done by comparing the
real with the ideal conditions Events that
are expected of the variables studied
Assessment questionnaire in the analysis
of this problem using a Likert Scale, a
questionnaire has been spread to 26
people

Data obtained with the descriptive statistics

of variables internal communication:
N

Minimu
m

Maximu
m

Mea
n

Std.
Deviatio
n

Penjelasan dari pimpinan

mengenai tugas yang harus

2
6

3.08

.744

Penyampaian informasi
mengenai peraturan yang
berlaku

2
6

3.23

.652

Penyampaian Informasi tentang

tugas yang sudah dilaksanakan

2
6

2.88

.653

Penyampaian saran saran

perbaikan dari bawahan

2
6

3.08

.688

Penyampaian keluhan dari

karyawan

2
6

2.88

.653

Komunukasi horizontal

2
6

3.23

.587

Upaya pemecahan masalah

2
6

3.04

.824

Assessment of internal
communication
N
Komunikas 8
i

Minimum

Maximum Mean

Std.
Devation

2.88

3.35

16792

3.0963

Valid N
8
(listwise)
Based on the above table express the descriptive value of the
percentage of employees who earned 64.67% in the category of
enough.

The graph shows that there is an aspect that is

still within the scope of control charts, which
means, every aspect of being in good condition.

Assessment of labor
productivity
N

PRODUKTI 6
VITAS
Valid N
(listwise)

Minimum Maximu
m

Mean

Std.
Deviatio
n

2.81

3.02

.13282

3.15

From the above table it can be seen that the average value of the
productivity of employees f & b dept. Hotel in Jakarta Pitagiri
obtained minimum value and maximum value 2.81 3:12, while the
average value obtained is 3:02 or less can be categorized. And
after conversion it will display the percentage of 65.77%

The graph above shows that there is an aspect that is still

within the scope of control charts, which means, every
aspect of being in good conditions.

The following is a table of labor

productivity:
N

MInimu
m

Maximu
m

Mea
n

Std.
Deviation

Kemampuan

26 2

3.15

.834

Meningkatkan hasil
yang dicapai

26 2

2.96

.662

Semangat kerja

26 2

2.81

.694

Pengembangan diri

26 2

3.12

.588

Mutu

26 2

3.12

.816

Efisiensi

26 2

2.96

.662

Valid N (listwise)

26

Conclusion
1.) In F & B Department the percentage of
internal communication only 64 .67%, the
reason are:
1. Explanation from the manager of a task that
must be implemented
2. Submission of information about the tasks
that have been implemented
3. The submission of suggestions for
improvement of the subordinate
4. Complaints from employees about himself
or his work.
5. Sharing of information

2.) The productivity of labor can not be

categorized, the percentage of 65.77%
because of shortcomings:
Poor of Motivation
Efficiency which has not met
expectations
3.) The influence of internal communication
on employee productivity 63.36%, while
36.64 is influenced by internal factors
other than personal communication, such
as training, work environment and others.

References

Teguh , Ambar dan Rosidah.2009, Manajemen Sumber Daya Manusia Konsep Teori dan
Pengembangan dalam Konteks Organisasi Politik. Yogyakarta, Graha Ilmu
Stiawan, Edy.2009, Manajemen Sumber Daya Manusia. Jakarta, Kencana
Robert L and Jackson, John H. 2006, Human Resource Management. Jakarta, Salemba
Empat
Sondang. 2009, Manajemen Sumber Daya Manusia. Jakarta, Bumi Aksara
Sugiyono. 2007, Metode Penelitian Administrasi. Bandung, Alfabeta
Prabu Mangkunegara, Anwar. 2008, Manajemen Sumber Daya Manusia Perusahaan.
Bandung, Ronda
Panggabean, Mutiara. 2004, Manajemen Sumber Daya Manusia. Bogor, Ghalia
Indonesia
Tus Efendi Hariandja, Marihot. 2009. Manajemen Sumber Daya Manusia. Jakarta,
Grasindo
Dessler, Garry. 2006, Manajemen Sumber Daya Manusia jilid satu. Klaten, Indeks
Dessler, Garry. 2006, Manajemen Sumber Daya Manusia jilid dua. Klaten, Indeks
H. Syaiful Rohim. 2009, Teori Komunikasi Perspektif, Ragam dan Aplikasi. Jakarta, Rineka
Cipta
Davis, Keith. 1989, Perilaku Organisasi jilid 1. Terjemahan Agus Dharma. Jakarta,
Erlangga

Oppinions

We think that the research is good but

not clear enough to understand.
It should be have another feedback, not
only from quesioner, we need to read
company data too.

Reccomendation

Internal communications should be

interactive and clearly to reduce miss
communication.
Not only internal communication, to
provide work productivity the employee
must have self motivation too

Thankyou