Analisis Tingginya Turnover Karyawan sebagai Faktor Penghambat Peningkatan Kinerja SDM pada Sektor Industri Kuliner

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This study aims to analyze the factors that cause high employee turnover rates and their impact on improving human resource (HR) performance in the culinary industry. The research methods used include field observation, documentation analysis, and in-depth interviews with owners and employees of several culinary businesses. The results indicate that high turnover is caused by the absence of standard operating procedures (SOPs), a lack of training and competency development programs, and low work motivation due to a lack of recognition and welfare. High employee turnover has various negative impacts, including reduced team stability, increased recruitment and training costs, decreased customer service quality, and weakened productivity and operational effectiveness. Furthermore, the repeated adaptation process that new employees must undergo hinders the achievement of long-term performance targets. Therefore, a more comprehensive HR management strategy is needed, including the implementation of clear SOPs, improved employee welfare and motivation, and the implementation of ongoing training and retention programs to support the growth and competitiveness of culinary businesses amidst the dynamics of a competitive industry.

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The current research focuses on the effectiveness of the implementation of Standard Operating Procedure (SOP) to improve service quality in Sis Collection, a cosmetics retailer located in the city of JCity Medan Johor, during the year 2025. The study follows a descriptive quantitative design, and data are gathered using a structured questionnaire that was given to five employees in the store. The domain of the study is to determine whether SOPs lead to efficiency, consistency, and customer satisfaction in day-to-day service delivery. The empirical evidence has shown that most of the employees view SOPs as useful in providing faster and more organized services, especially when dealing with customer complaints. Employees reported that SOPs minimize mistakes, provide a more orderly workflow and build confidence in working with customers. Nevertheless, there are still difficulties, since not all staff members said they were properly exposed to SOPs, and procedures were not actively communicated and enforced in a consistent way. Such gaps highlight the significance of ongoing training and regular distribution of SOP guidelines to maintain consistency in their usage throughout the organization. Overall, the findings suggest that SOPs have significant potential to improve the quality of service; however, their performance depends on their regular use and continued organizational investment in employees.

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