InfoSAWIT, JAKARTA – The first three months of employment are emerging as a critical period for plantation companies seeking to recruit, develop and retain palm oil harvesters, as workers adjust to demanding field conditions and build their relationship with their employers.
The issue was highlighted by Ainol Haqi, Head of Learning & People Development Section, People & Organization Development at PT Teladan Prima Agro Tbk., during IPS Planter Talks 2026 Series 1, themed “Palm Oil Human Resources Emergency,” attended by InfoSAWIT on Saturday, September 19, 2026.
Ainol said companies need to pay attention to workers from their first day on the job. Early engagement, he explained, can help establish trust while giving new workers a clearer understanding of their workplace and the expectations attached to their roles.
One of the approaches is an orientation program designed not only to introduce workers to the plantation environment but also to support their adaptation during the early stages of employment.
According to data presented by Ainol, as of August 2026, 19 orientation programs had been conducted involving a total of 842 participants. Of these, 91 workers had been declared competent, while 37 were still undergoing the process. Another 14 participants had resigned.
First 90 Days Require Close Attention
Ainol described the first 90 days as a critical period in which companies need to ensure new workers do not lose direction before reaching the expected level of productivity.
Continuous mentoring and evaluation are therefore needed during the early employment period. Workers who still lack certain skills can receive additional guidance to help them adapt and improve their performance.
The approach is also linked to productivity. Data presented during the discussion showed that the average productivity observed among workers during their first three months reached around 1,200 kilograms, with a tendency to increase over time.
Ainol stressed that productivity is influenced by various factors. However, attention from the company during the early employment period can contribute to workers’ motivation and adjustment.
Income Remains a Retention Factor
Apart from orientation and mentoring, income remains an important consideration for retaining plantation workers.
Ainol noted that harvesters with one to three years of service may consider other employment opportunities when they encounter a significant income difference elsewhere.
This means plantation companies need to combine early-stage training and mentoring with appropriate recognition and reward mechanisms.
For the palm oil industry, where harvesters play a direct role in maintaining production, retaining productive workers has become an increasingly important human resources challenge.
Providing support from the first day, monitoring progress during the first 90 days and maintaining competitive income arrangements can form part of a broader strategy to build a more stable plantation workforce. (T2)
