Agnestasia, Ananda (2021) Perancangan Kamus Hard Competency pada Job Family Manajemen Pengadaan dan Audit PT Petrokimia Gresik. Undergraduate thesis, Institut Teknologi Sepuluh Nopember.
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Abstract
Manajemen Sumber Daya Manusia Berbasis Kompetensi (MSDM-BK) merupakan salah satu program PT Petrokimia Gresik yang bertujuan untuk meningkatkan kualitas SDM dalam menunjang perbaikan berkelanjutan dan proses transformasi bisnis yang dihadapi perusahaan. Melalui program MSDM-BK, perusahaan menerbitkan Kamus Hard Competency dan Kamus Soft Competency pada tahun 2013. Namun, karena seringnya terjadi transformasi dan restrukturasi perusahaan, kamus kompetensi yang sudah ada sebelumnya menjadi tidak lagi relevan sehingga dilakukan pembaharuan Kamus Soft Competency pada tahun 2019. Berbeda dengan Kamus Soft Competency, kajian Kamus Hard Competency masih belum sepenuhnya selesai, tidak terkecuali pada Job Family Manajemen Pengadaan dan Audit. Oleh karena itu, dilakukan pemetaan hard competency, perancangan Kamus Hard Competency, dan perancangan Kebutuhan Kompetensi Jabatan (KKJ) pada kedua Job Family amatan. Proses pemetaan hard competency (ragam dan unit kompetensi) dilakukan dengan menggunakan Competency Menu Method yang bersumber dari Rencana Jangka Panjang (RJPP) perusahaan, job description, Key Performance Indicator (KPI) dan standar lain yang relevan. Ragam dan unit kompetensi yang telah disusun kemudian dikategorikan menjadi kompetensi Core, Mandatory Job Family, Mandatory Sub Job Family dan Opsional. Hasil penyusunan ragam dan unit kompetensi digunakan sebagai input dalam penyusunan Kamus Hard Competency dengan 5 level performance criteria berbasis Bloom’s Taxonomy. Proses validasi Kamus Hard Competency dilakukan oleh star performer setiap departemen dalam Job Family amatan dengan metode Behavioral Event Interview (BEI). Sehingga berdasarkan hasil validasi diperoleh 30 ragam (63 unit kompetensi) yang terhitung unik untuk Job Family Manajemen Pengadaan serta 12 ragam (25 unit kompetensi) yang terhitung unik untuk Job Family Audit dengan 5 level performance criteria untuk setiap unit kompetensi. Selanjutnya, dilakukan proses penyusunan KKJ yang berupa pemetaan kebutuhan level kecakapan untuk setiap jabatan Senior Vice President (SVP) dan Vice President (VP) dengan mengacu pada Kamus Hard Competency, job description dan praktik kerja sebenarnya di perusahaan. Berdasarkan hasil penyusunan KKJ dapat diketahui bahwa total nilai level kompetensi dan jumlah unit kompetensi yang dibutuhkan jabatan SVP pada Job Family Manajemen Pengadaan Audit lebih tinggi dibandingkan jabatan VP di bawahnya karena kebutuhan kompetensi jabatan SVP lebih luas dan tinggi levelnya dibandingkan jabatan VP.
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Manajemen Sumber Daya Manusia Berbasis Kompetensi (MSDM-BK) is one of PT Petrokimia Gresik program which aims to improve human resources quality in order to support continuous improvement and business transformation faced by the company. Through the MSDM-BK program, the company published Hard Competency Dictionary and Soft Competency Dictionary in 2013. However, due to frequent corporate transformations and restructurations, the past established Competency Dictionary became no longer relevant so that the Soft Competency Dictionary was updated in 2019. Unlike the Soft Competency Dictionary, the study of the Hard Competency is still not fully completed, including at the Procurement Management and Audit Job Family. Therefore, hard competency mapping, Hard Competency Dictionary and Kebutuhan Kompetensi Jabatan (KKJ) designing is being carried out for the observed Job Family. The hard competency mapping process (competency varieties and units) is carried out using the Competency Menu Method sourced from the Rencana Jangka Panjang Perusahaan (RJPP), job description, Key Performance Indicator (KPI) and other relevant standards. The competency varieties and units that have been compiled then is categorized into Core, Mandatory Job Family, Mandatory Sub Job Family and Optional. The result of the designed competency varieties and units is being used as an input to create a Hard Competency Dictionary with 5 levels of performance criteria based on Bloom’s Taxonomy. The validation process of Hard Competency Dictionary is carried out by the star performers of each department at the observed Job Family using Behavioral Event Interview (BEI) method. Based on the validation result, there is obtained 30 competency varieties (63 competency units) counted as unique in Procurement Management Job Family and 12 competency varieties (25 competency units) counted as unique in Audit Job Family with 5 levels of performance criteria for each competency unit. Furthermore, the KKJ designing process is being carried out in the form of proficiency level required mapping for each Senior Vice President (SVP) and Vice President (VP) roles by referring to the Hard Competency Dictionary, job description and the actual practices of the company. Based on the results of KKJ design, it can be seen that the total value of the competency level and the number of competency units required for SVP position in the Procurement Management and Audit Job Family is higher than the lower VP position because the competency requirements for the SVP position are wider and higher than VP position.
| Item Type: | Thesis (Undergraduate) |
|---|---|
| Uncontrolled Keywords: | Job Family Manajemen Pengadaan, Job Family Audit, Hard Competency, Kamus Kompetensi, Kebutuhan Kompetensi Jabatan, Procurement Management Job Family, Audit Job Family, Hard Competency, Competency Dictionary, Kebutuhan Kompetensi Jabatan |
| Subjects: | H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management |
| Divisions: | Faculty of Industrial Technology and Systems Engineering (INDSYS) > Industrial Engineering > 26201-(S1) Undergraduate Thesis |
| Depositing User: | Ananda Agnestasia |
| Date Deposited: | 20 Aug 2021 00:23 |
| Last Modified: | 02 May 2024 07:06 |
| URI: | http://repository.its.ac.id/id/eprint/88621 |
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