Protection of Labor in Realizing Labor Welfare in Construction Projects (JIIPE Manyar Gresik Construction Project Study)

certificate held, in addition, labor distribution and protection of workers are also not optimal, for the welfare of workers in construction projects. In this study using descriptive qualitative research . Data were obtained through interview, documentation, observation and questionnaire techniques, sampling using purposive sampling technique.


Introduction
In the current era of 4.0, the job market opportunities for construction services continue to increase and experience development. This is based on data from the Central Bureau of Statistics (BPS) which recorded a growth rate in the construction sector which reached 10.39% in the third quarter of 2021 [1]. The role of the construction world is closely related to the absorption of labor, a new construction project will require new workers as well. There are alot of factors influence this productivity on the construction project, labour resourceshave a high role in a productivity measurement [2]. Infrastructure and building projects are used as a means of investment in reciprocal relationships with supporting sectors, to become facilitators in the movement and growth of goods and services. According to data from the Committee for the 109 Protection of Labor in Realizing Labor Welfare in Construction Projects (Jiipe Manyar Gresik Construction Project Study) the opportunity to develop their skills and competencies so that they obtain a Certificate of Work Competence [19]. With improvement of project performance so that the company can complete the project according to the work contract that has been agreed with the project owner [20].
The competency certification of construction workers is expected to increase the human resources of construction workers. The competencies discussed include hard skills, soft skills, and attitude, personality, and behaviors [21]. In addition, relevant competencies ensure the suitability of manpower needs with the implementation of duties and job requirements determined in accordance with the SKKNI [22]. SKKNI is used to design and implement job training, conduct an assessment of training outputs, as well as assess a person's current level of skills and expertise. Certificates of competence or certificates of expertise also affect the welfare of construction workers because the amount of wages received refers to the billing rate or wage standards that have been set based on the certificates they have [23]. The results of this study show that the most influential independent variable on work motivation is compensation [24]. Factors that influence the two payment systems are: First, based on Work Volume, are (1) Additional working hours, (2) Special jobs (Specialists), (3) Remote work locations, (4) High worker productivity, (5) Employee Competence Fulfilled, (6) Experienced more than 2 years, (7) Low risk of material damage [25].

Research Method
This research is a qualitative descriptive research , because in this study it tries to describe a social phenomenon, population characteristics and facts factually, systematically, and accurately [26] . The method used in this research is a survey method. In qualitative research, the survey method is carried out by giving questions that are added with statements containing open answers to respondents regarding existing phenomena. The phenomenon in this article is the workforce in the JIIPE construction project.
Data sources are data sources that directly provide data to researchers, namely parties involved in the JIIPE construction project. The sampling technique used purposive sampling , which means the sampling technique was intentional, including: HRD and project managers, Supervisors at JIIPE as shown in Table 1. The sampling technique used in this research is purposive sampling, [28] because it was chosen based on considerations. Secondary sources are indirect sources, in the form of available document records related to the problems studied, such as: profiles of graduates of workers, what training has been obtained by workers, certificates of labor expertise (SKA). Data collection techniques to explore data to answer the problem formulation used in this study were observation, interviews and documentation.

Results and Discussions
Based on the results of the study, among the cases collected, there are several important roles of the workforce to achieve goals in a company. Werther and Davis in Sutrisno [29] state that: "Human resources are employees who are ready, capable, and alert in achieving organizational goals". Through this empowerment and utilization, it is expected to obtain human resources as Indonesian workers who can participate optimally in national development, while still upholding their human values. Meanwhile, after the SEZ (Special Economic Zone) was formed in the JIIPE area, 400,000 workers were ready to be absorbed.
The high number of workers in the JIIPE area is accompanied by various labor risks that occur, including the presence of the Covid-19 virus, intensive prevention efforts are carried out such as spraying disinfectants in all areas of the JIIPE area, checking body temperature with a thermo gun and spraying disinfectant on the body. work and guests who enter the JIIPE area. In addition, JIIPE also sprayed disinfectants on residential areas around the JIIPE area.
In addition, the impact given by the pandemic is a crisis situation, thus making the choice of layoffs in the business sector. To overcome this, JIIPE takes anticipatory measures such as (1) conducting a two-way or bipartite dialogue. Employers and workers together with trade unions in industrial areas need to have a transparent dialogue early on in anticipating labor conditions due to the pandemic. Companies in the Jiipe industrial area, which because of the nature of the industry require the presence of workers, must regulate the work system by prioritizing occupational safety and health in the industrial area. In addition, the bipartite dialogue also needs to discuss the anticipation of the worst conditions in the working relationship between them, such as efficiency, regulation of working hours, and division of labor in industrial areas [30]; (2) Develop employment policies in the Jiipe industrial area in a pandemic situation. This policy must respond to any changes that occur due to the COVID-19 pandemic on the work system of industrial area employees. These changes include the implementation of a work from home system, social distancing, restrictions on public transportation facilities, and limited lockdowns that are currently being carried out by several regional governments [31]. Currently, there are many areas that have received approval to implement Large-Scale Social Restrictions (PSBB). The government, in this case the Ministry of Manpower, must be active in providing policy information for work and conducting periodic policy reviews. Policies that can be applied in industrial estates include policies on reducing working days and hours, furnishing/laying off workers, and so on. This is done as an effort to protect the workforce, which is intended to guarantee the basic rights of workers and guarantee equal opportunities and treatment without discrimination on any basis to realize the welfare of workers and their families while still fighting for the development of the progress of the business world (Latupono, 2011).
Following the progress of the business world, a mapping of the specific skills required by companies in the JIIPE area was carried out. The mapping is then used to determine the next step by involving workers from various levels of education, such as SMK, Diploma 1 (D1), Diploma 3 (D3), and Bachelor (S1) in East Java. This is done so that the absorption of local workers in the JIIPE East Java Industrial Estate can be carried out more optimally and efficiently. The workforce needs are adjusted to the required competencies.
In order to provide soft skills to its workforce, JIIPE holds various trainings to equip competencies and provide opportunities for self-development for the workforce [32]. Some of the trainings that have been carried out by HRD and addressed to project managers and supervisors at JIIPE are as follows:

Conclusion and Suggestion
Manpower is an important asset in a company to achieve the goals of the company. Therefore, the protection and development of human resources for the workforce needs to be carried out in order to realize the company's goals. The competence of the workforce is expected to be in accordance with the field of work, and given the opportunity for career development or soft skills. This is because these competencies will provide welfare for workers and their familie.