PROPOSED COMPETENCY-BASED STRUCTURAL CAREER PATH DESIGN FOR ITB EDUCATION PERSONNEL

• Main Author: Latfenia, Diana
• Format: Final Project
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/74551
• Institution: Institut Teknologi Bandung

Bandung Institute of Technology (ITB) is one of the state universities in Indonesia. ITB currently does not have a career path for its employees. Movements are still based on resource requirements in a unit and the availability of resources transferred by other units. The subjectivity of the managers also plays a role because they tend to worry about the operations of their unit in the event of an employee mutation. Several positions must also be occupied by lecturers. This causes employees to experience demotivation towards their job. This research is an attempt to solve this problem by designing a competency-based structural career path for ITB employees. A total of 265 structural positions and 94 competencies were involved. The design begins with adjusting the grouping and competency codes between the competency dictionary and job profile. After that, validation is carried out on the job profile with cluster analysis. Positions that are not yet valid will have their profile revised using content analysis techniques and re-validated. This stage is carried out until the competency proximity between positions listed on the dendrogram and cluster membership is valid. The job profile was then verified by interviewing representatives of the ITB HCM team. After it has been approved, the grouping of positions is carried out and 16 groups are determined as the best number. Career path design maps the direction of rotation and promotion based on position groups. Some positions do not have a direction of rotation and/or promotion due to the limitations of other positions that are close in competence. Movement outside the career path design will be governed by the career policy. It is hoped that the results of the career path design will increase the motivation and productivity of the employees due to the wide opportunities for movement. With this design, ITB is expected to start competencybased career planning and development. For further development, the design can involve competency weights so that differences in the level of importance between competencies in a position can be involved. The career path design can also be integrated with other subsystems as an effort to realize an integrated CB-HRM system.