Optimalisasi Manajemen Keberagaman Tenaga Kerja sebagai Upaya Peningkatan Kinerja SDM di CV Az-Zahra Fresh Fruit

Abstract

Workforce diversity management is a crucial strategy for maintaining operational stability and increasing human resource productivity, especially in Micro, Small, and Medium Enterprises (MSMEs) with high workload densities. This community service activity focused on CV Az-Zahra Fresh Fruit Samarinda, a fresh fruit retail business that has been operating for over 10 years. The company employs more than 35 workers with highly diverse demographic backgrounds, encompassing cross-generational age gaps, variations in ethnicity and regional culture, and uneven levels of initial work experience. This dynamic raises real issues on the ground, such as potential miscommunication during busy operational hours due to different regional languages or communication styles, and a competency gap between new and senior employees. The implementation method utilized a participatory observation approach to capture daily communication constraints, followed by the design of an educational program and interactive dialogue sessions with the owner and the entire workforce. The mentoring results indicate that potential conflicts and gaps can be bridged through three implementation strategies: standardizing operational communication with the Indonesian language, strengthening a work culture based on moral and religious ethics (such as the obligation to pray and honesty) as a unifying identity, and establishing an internal mentoring system from senior employees to new staff. These steps have tangibly impacted the creation of a harmonious cross-generational synergy, where the agility of young employees blends with the precision of senior employees. Through this activity, CV Az-Zahra Fresh Fruit has successfully built a more inclusive and collaborative work environment, leading to increased work efficiency and customer service quality.