DESIGN OF COMPETENCE-BASED COMPETENCE-BASED DUAL LADDER CAREER PATH IN FINANCE & DIRECTOR AT PT PINDAD (PERSERO)

• Main Author: YESIKA SIMAK (NIM : 13414013 ), RUT
• Format: Final Project
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/30735
• Institution: Institut Teknologi Bandung

<p align="justify">PT PINDAD is a state-owned company. Currently, PT PINDAD has difficulty in managing career system especially career path in company. Existing career path is not considered effective in planning and career development in the company. <br /> <br /> <br /> <br /> The existing career path is still influenced by the subjectivity of the top management, only based on organizational structure, length of work, and position level. The existing career path also does not accommodate employees who want to focus on functional area. Employees also do not know the career path of the held position. <br /> <br /> <br /> <br /> To solve the problem, this research focuses on designing competency-based career path that is suitable with PT PINDAD condition. The career path model used is the dual ladder career path according to the condition of PT PINDAD. The design of competency-based career path begins with the design of a competency dictionary. The competency dictionary consists of soft competence and hard competencies. Dictionary of competence is used as a reference for the next stage of mapping the needs of competence of office (KKJ). Mapping of KKJ matrix is done by descriptive research method with content analysis technique on job description data and verified by interview method. KKJ mapped consists of structural and functional KKJ positions. KKJ is validated by using graph analysis and cluster analysis. After a mapped KKJ is valid, grouping of positions is done by cluster analysis. The structural group consisted of 199 positions, and the functional group consisted of 181 positions based on 82 grouping variables, namely 82 dimensions of competence. Cluster analysis yielded 15 structural positions and 7 functional group positions. The results are used as a reference in the design of career paths. <br /> <br /> <br /> <br /> The result of career path design is expected to increase employee motivation and productivity by providing wider movement opportunities either across department or division. In addition, the results of this career path design is expected to help PT PINDAD in building competency-based career planning and development and development of competency-based human resource management system in an integrated manner. <br /> <br /> <br /> <br /> The design of the career path should be supplemented with the value of each position, so that movements of inappropriate position can be minimized. Career path design should be accompanied by training systems, performance management systems, and compensation systems based on competency. So it becomes an integrated Competency Based Human Resource Management System.<p align="justify">