PENGEMBANGAN JALUR KARIR BERBASIS KOMPETENSI UNTUK JABATAN TEKNIS DI LAPANGAN PT XYZ ASET 3
ABSTRACT <br /> <br /> <br /> PT XYZ is an upstream sector subsidiary company in oil, gas and geothermal business PT ABC. It was established on 13 September 2005 and engaged in managing the upstream oil and gas production through manageable exploration and exploitation activities...
Saved in:
| Main Author: | |
|---|---|
| Format: | Theses |
| Language: | Indonesia |
| Online Access: | https://digilib.itb.ac.id/gdl/view/18014 |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Institution: | Institut Teknologi Bandung |
| Language: | Indonesia |
| Summary: | ABSTRACT <br />
<br />
<br />
PT XYZ is an upstream sector subsidiary company in oil, gas and geothermal business PT ABC. It was established on 13 September 2005 and engaged in managing the upstream oil and gas production through manageable exploration and exploitation activities. In managing and operating its working areas, PT XYZ divided exploration area asset and production area asset into 5 areas that covers from Sumatra to East Indonesia area namely Asset 1, Asset 2, Asset 3, Asset 4 and Asset 5. Asset 3 and 4 which covers Java region is the mainstay of PT XYZ due to high oil and gas production and stated as the backbone of PT XYZ. Based on company annual report 2012, PT XYZ succeeded to increase oil production for 2.8% compared to the previous year. However, it had not reach the target yet of 135,500 barrels per day. Moreover, Asset 3 as backbone of PT XYZ had decreased oil & gas production compare from previous year. The production decline is caused by technical and non-technical factors. Human resources problem such as employee de-motivation and human error are examples of non-technical factors that caused production decline. Career path development based on competency as part of career management system is one way to overcome the problems. Career path development designed based on competency model that defined from company‟s vision, mission, values and business objectives and based on Job Family according to technical competencies and job evaluation. Career path development in this research is involve of 42 technical job title in field of Asset 3 which later be group into several Job Family based on 66 technical competencies using Hierarchical Cluster Analysis. Career path development in this research is single progression career path that developed not only vertically, but also horizontally. Based on the analysis, this research result Job Competency for 42 job titles and grouped into five Job Family, each consists of job title with different job class. Career path implemented as part of career management system of human resources management practices. Keyword: Competency, Career Path, Career Management System |
|---|