COMPETENCY MODELLING ON MARKETING DEPARTMENT IN GENERAL CIVIL DIVISION PT HUTAMA KARYA (PERSERO)

• Main Author: Achmadi, Mali
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/65044
• Institution: Institut Teknologi Bandung

In a construction company, most of the company's revenue comes from the construction projects carried out. In order to get a construction project contract, one way is through a tender process held by the project owner. The tender process is followed by construction service companies through the marketing department. Thus, it can guarantee that the marketing department is at the forefront of the financial performance of construction service companies. If the marketing department does not get a project contract, then there is no potential for the company to benefit from project implementation. The role of the marketing department in the contract includes making a list of targeted project candidates, estimating the bid value and participating in tenders to a contract. The importance of the role of the marketing department, must be followed by individual competencies and personality characteristics of existing human resources (HR). This study aims to assist the marketing department of the General Civil Division of PT Hutama Karya (Persero), in modeling the competencies and personality traits of HR required by the marketing department in accordance with their business processes. The results of competency and character modeling are expected to be able to be applied by placing appropriate human resources so that they can support the company's target company. Competency and character modeling in the marketing department is carried out by analyzing the existing business processes in the marketing department, analyzing previous related research, and being validated by Experts in the Marketing, Human Capital and Psychology Division. For character modeling, it is done using the DISC (Dominant, Influencing, Compliant, Stable) interpretation approach. Furthermore, the results of competency and character modeling are compared with the profile and character of existing HR, so that a gap is obtained from the comparison. From the gap between needs and existing conditions, researchers will develop several alternative strategies for HR transformation solutions, for further prioritization and preparation of implementation plans.