Penelitian ini berfokus pada PT FAP AGRI, Tbk, di mana penurunan motivasi kerja di kalangan Supervisor telah teridentifikasi dan berpotensi mempengaruhi keputusan mereka untuk berhenti bekerja. Tujuan penelitian ini adalah untuk mengidentifikasi faktor intrinsik dan ekstrinsik yang mempengaruhi motivasi kerja dan strategi peningkatan motivasi kerja supervisor (Mandor dan Kerani Tanaman). Penentuan lokasi dilakukan secara purposive. Waktu penelitian mulai pada bulan Oktober tahun 2023 sampai dengan bulan Maret tahun 2024. Data dikumpulkan melalui metode sensus terhadap 109 supervisor lulusan training center (TC) yang masih bekerja. Pengumpulan data pengaruh faktor intrinsik dan ekstrinsik terhadap motivasi kerja dilakukan menggunakan kuesioner dengan Skala Likert dan dianalisis menggunakan Structural Equation Modelling – Partial Least Square (SEM–PLS), serta strategi peningkatan motivasi kerja supervisor menggunakan analisis SWOT dan selanjutnya akan dianalisis dengan Quantitative Strategic Planning Matrix (QSPM) untuk menetapkan strategi yang diprioritaskan. Analisis SEM-PLS menunjukkan bahwa faktor intrinsik yang berpengaruh signifikan terhadap motivasi kerja meliputi persepsi diri, harga diri, harapan pribadi dan kebutuhan pribadi, dengan indikator kebutuhan pribadi yang memiliki loading factor tertinggi sebesar 0,920. Faktor ekstrinsik yang berpengaruh meliputi jenis dan sifat pekerjaan, kelompok kerja, lingkungan kerja serta gaji, dimana kelompok kerja memiliki loading factor paling tinggi dengan nilai 0,915. Faktor ekstrinsik mempunyai pengaruh yang kuat terhadap motivasi kerja dengan nilai signifikan 0,000, sedangkan faktor intrinsik tidak mempunyai pengaruh yang kuat terhadap motivasi kerja karena nilai signifikan 0,014. Hasil matrik IFAS dan EFAS diperoleh strategi yang tepat untuk meningkatkan motivasi kerja Supervisor adalah strategi yang agresif (Strengths and opportunity). Berdasarkan hasil analisis QSPM maka didapat urutan prioritas strategi peningkatan motivasi kerja Supervisor: 1. Pengembangan program penghargaan dan insentif, 2. Peningkatan komunikasi dan manajemen beban kerja, 3. Peningkatan pengawasan dan penilaian, 4. Optimalisasi program pengembangan karir dan pelatihan, 5. Pemanfaatan teknologi, 6. Kolaborasi dengan lembaga pendidikan dan 7. Pemanfaatan dukungan pemerintah.

Kata Kunci: Mandor Tanaman, SEM-PLS, Supervisor, Motivasi Kerja, Strategi Peningkatan, SWOT, QSPM

This research focuses on PT FAP AGRI, Tbk, where a decline in work motivation among supervisors has been identified and has the potential to influence their decision to quit. This study aims to identify intrinsic and extrinsic factors that influence work motivation and strategies to increase supervisor work motivation (Foreman and Plant Clerk). The location selection was carried out purposively. The research period began in October 2023 and ended in March 2024. Data were collected through the census method from 109 supervisors who graduated from the training center (TC) who are still working. Data collection on the influence of intrinsic and extrinsic factors on work motivation was carried out using a questionnaire with a Likert Scale and analyzed using Structural Equation Modeling - Partial Least Square (SEM-PLS), as well as strategies for increasing supervisor work motivation using SWOT analysis were analyzed using Quantitative Strategic Planning Matrix (QSPM) to determine prioritized strategies. SEM-PLS analysis showed that intrinsic factors having a significant effect on work motivation included self-perception, self-esteem, personal expectations and personal needs, with the personal needs indicator having the highest loading factor of 0.920. Influential extrinsic factors included the type and nature of work, work groups, work environment and salary, where working groups had the highest loading factor with a value of 0.915. Extrinsic factors had a strong influence on work motivation with a significant value of 0.000, while intrinsic factors did not have a strong influence on work motivation due to a significant value of 0.014. The IFAS and EFAS matrix results indicated that the appropriate strategy to increase Supervisor work motivation is an aggressive strategy (Strengths and opportunities). Based on the results of the QSPM analysis, it is known that the priority order of strategies to increase work motivation consists of Supervisors: 1. Development of reward and incentive programs, 2. Improved communication and workload management, 3. Improved supervision and assessment, 4. Optimization of career development and training programs, 5. Utilization of technology, 6. Collaboration with educational institutions and 7. Utilization of government support. Keywords: Plant Foreman, SEM-PLS, Supervisor, Work Motivation, Improvement Strategy, SWOT, QSPM