Competency Model and Competency Measurement Position Holder in the Human Resources Department of PT TCO

Abstract

This study develops a competency model for the HR Department of PT TCO and measures the competence of incumbents to determine employee competency profiles to identify competency gaps. The designing process of the competency model used the Behavioral Event Interview (BEI) technique to find out the critical of each job description. Competency measurement is carried out using behavioral indicators that have been compiled in the competency model. The rating scale method using a multi-rater was chosen to measure incumbents' competence. From the formulation of the competency model, four (4) core competencies, fifty-three (53) behavioral competencies, and 130 technical competencies were obtained. The competency level standards can apply to anyone holding the relevant position if the job description does not change. In addition, it is also obtained an overview of the same job cluster; different levels of positions tend to have the same competency model but different levels of competency standards. The results of the preparation of the competency model above; the company is recommended to implement the same process in other departments or divisions so that a comprehensive competency model can be arranged for all positions in PT TCO. The company is also expected to constantly update job descriptions linked to the entire series of competency models and explicitly carry out core competencies, especially by top management, so that they can be seen by all employees, even at the grassroots level.