Analysis of Industrial Relations Mediator Functions in Dispute Resolution at the Department of Manpower and Transmigration of Kolaka Regency

Abstract

This study analyzes the role of industrial relations mediators in dispute resolution, as well as the factors facilitating or hindering the mediation process at the Manpower and Transmigration Agency of Kolaka Regency. A descriptive qualitative design was employed, with data collected through in-depth interviews, observation, and document analysis involving informants selected via purposive sampling. Data analysis involved data reduction, data presentation, and conclusion drawing. The results indicate that mediators do not merely facilitate communication but actively guide the mediation process by clarifying labor regulations, maintaining neutrality, managing negotiations, and ensuring procedural fairness until the parties reach a voluntary agreement. The findings reveal that smooth mediation is more readily achieved when mediator competence is supported by effective communication, a command of regulations, and relatively balanced information between the parties. Conversely, the process tends to encounter obstacles when parties display defensiveness, possess limited understanding of their rights and obligations, or when there are time constraints and disparities in human resource competence. These findings demonstrate that mediation is an interaction involving mediator capacity, party readiness, and institutional support; thus, the effectiveness of mediation is determined not only by the mediator's abilities but also by the conditions and level of engagement of the parties involved in the dispute resolution process.