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Model Aplikasi Pemetaan Kompetensi Pegawai PT PLN Wilayah Kalimantan Selatan Dan Tengah

Doddy Perdana Putera(1*),Taufiq Taufiq(2)
(1) STMIK Banjarbaru
(2) STMIK Banjarbaru
(*) Corresponding Author
DOI : 10.35889/progresif.v11i2.199

Abstract

ABSTRAK

Berdasarkan pendalaman Focus Group Discussion (FGD) ditemukan bahwa pegawai tidak memahami peta kompetensi, manajemen memilih pegawai untuk menduduki jabatan struktural lebih karena berdasarkan usulan unit dan kesesuaian grade, dan regenerasi jabatan struktural tidak ada karena belum ada program pengembangan pegawai secara terstruktur. Ini tentunya menjadi tantangan tersendiri bagi pengelola SDM di PLN Kalselteng untuk menanggulangi permasalahan dalam rangka promosi menduduki jabatan structural di lingkungan PLN Kalselteng. Berdasarkan analisa akar masalah menggunakan metode Root Cause Problem Solving (RCPS), penulis mengusulkan beberapa alternatif solusi dan yang utama adalah melalui program Talent Pool Management. Program ini memfokuskan pada pemetaan kompetensi pegawai, dimana outputnya adalah metriks peta kompetensi pegawai, dan melakukan program pengembangan sesuai peta kompetensi pegawai. Melalui program ini, diharapkan system promosi di PLN Kalselteng akan berjalan jauh lebih efektif.

Kata Kunci : Sistem Informasi,  Pengolahan Data, Kompetensi Pegawai

 

ABSTRACT

Based on the Focus Group Disscussio  (FGD) is found that the employyes do not understand  the competence map., management chose employees for structural position based on the units' suggestion, suitability grade And regeneration structural position does not exist because there is no employee development program. It would be a challange for human resource managers in PT PLN South Kalimantan and Centeal Kalimantan to solve the problems in order to promote structural position in PT PLN South Kalimantan and Centeal Kalimantan. Based on root analysis problem using root cause problem solving (rcps), the author suggests several alternative solutions which one is throughthe talent pool management program. This program focuses on employee competency mapping where the output is employee competence metric map, and comduct the program in accordance to employee competence development map. Through this program, author hopes the promotion system in PT PLN South Kalimantan and Centeal Kalimantan will run more effectively.

Keywords: Information System, Data Processing, Competency employee

References


Joko, NH (2005), “Urgensi pengembangan SDM berbasis kompetensi,” Jurnal Administrasi Bisnis, Vol. 1, No. 2, pp. 51-58.

Kamidin, M (2010), “Pengaruh kompetensi terhadap prestasi kerja pegawai sekretariat daerah Kabupaten Bantaeng,” Jurnal Economic Resources, Vol. 11, No. 30, pp. 79-91.

Kaplan, RS dan D Norton (2006), The Balance Scorecard: Translating Into Action, Harvard Business School Pres: Boston.

Capelli, Peter (2010) , Talent on Demand, Penerbit PPM, Jakarta.


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