#TITLE_ALTERNATIVE#

• Main Author: Merancia (NIM 190 04 031) , Alfin
• Format: Final Project
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/5698
• Institution: Institut Teknologi Bandung

ABSTRACT: <br /> <br /> <br /> <br /> <br /> Along with the development of an enterprise, many things could change anytime, including vision-mission, and organizational structure of the enterprise. As the impact from the development, PT Jasa Marga changes the organizational structure. While with the change of organizational structure itself, many things also got the impact, on of them is career path system. Career path system itself is one part in the career management system. <br /> <br /> <br /> <br /> <br /> The importance to redefine career path is to motivate employee, so they are eager, and zest to achieve higher level of career. Beside that, very strong relation between career management system with two other human resources system, that are performance system, and reward system as one series of all human resources system that can not be separated one to another. <br /> <br /> <br /> <br /> <br /> Employee will show their best performance, because of their motivation to achieve higher level of career. Motivation to achieve higher level of career itself is caused also by motivation to get bigger reward. When the performance of employee is maximum, then bigger reward must be given. Example above is proven that the three human resources system is one series of system that can not be separated <br /> <br /> <br /> <br /> <br /> In defining career path needed data in form of job description to determine technical competencies. After technical competencies determined, so the career path also can be formed by comparing the technical competencies mentioned in a position to another position that has higher level. After the comparison mentioned, so it will produce competencies gap, which determine if a position could achieve higher position directly, or needed a rotation. <br />