DEVELOPING COMPETENCY DICTIONARY FOR PROJECT FIELD TEAM IN CONSTRUCTION ENGINEERING CONSULTANCY COMPANY (CASE STUDY : PT PETRA PENIDA ENERGI INDONESIA)

• Main Author: Reza Meziardi, Aulia
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/63881
• Institution: Institut Teknologi Bandung

PT Petra Penida Energi Indonesia is an engineering consultancy company that provides service in the construction business. A successful project management in construction services depends on its people and process. Human resources with its specific expert certification are required in construction services projects. However the expert certification only reflected on its technical capabilities had by each consultant person. Moreover a successful project implementation is not only based on technical competency but also soft competency on each job level/position. A successful project related to its deliverables that on budget, on time and meet the quality standard then give a value added to the company in an expected profit. Yet in companys current condition PPE Indonesia is unable to achieve the targeted profit because of organizational issues about the absence of soft competency characteristics and its indicator for the project field team as their guidelines to deliver the best performance and generate project profitablity. The research objective is to redefine the project field team core of competencies and its characteristics; then composing its competencies dictionary and developing implementation recommendation plan. The framework used in the research is internal and external analysis in order to identify competencies characteristics that should be had by an engineering consultant company. The research is conducted by combinations of qualitative and quantitative. Several knowledge theories used in this research related to competency causal relationship, competency model, competency mapping and competency criterion. The result of the research has identified three core of competencies clusters such as service related, interpersonal and leadership. Each cluster consists of several competencies characteristics which has its own behavioral indicators for each job level/position that's expected to have by each project field team members. The author proposes the recommendations related to the new competencies characteristics implementation plan to increase each project field team capabilities in supporting the company to achieve target profit and improving business performance.