7/31/2019 Competency Model - Deddy

1/27

Click to edit Master subtitle style

6/13/12

Based on COMPETENCY

7/31/2019 Competency Model - Deddy

2/27

6/13/12

LUASAN AREA INTEGRASI DARIKOMPETENSI

7/31/2019 Competency Model - Deddy

3/27

6/13/12

MODELKOMPETENSI

7/31/2019 Competency Model - Deddy

4/27

6/13/12

DEFINISI KOMPETENSI

Any characteristic of an individual thatpredicts outstanding performance in agiven job, role, organization, or culture

Enable top performers to demonstratecritical behaviors

More Often

In More Situations

With Better Results

7/31/2019 Competency Model - Deddy

5/27

6/13/12

KONSEP KOMPETENSI ICEBERGMODEL

7/31/2019 Competency Model - Deddy

6/27

6/13/12

ObservableBehavior

C o m pe

te

ncie

s

Knowledge

Attitudes / Traits

Aptitudes

Skills

7/31/2019 Competency Model - Deddy

7/27

6/13/12

TIPE KOMPETENSI

Information and understanding needed tofulfill the responsibilities

Acquired ability or experience needed to

fulfill the responsibilities

Way of thinking or behaving needed tofulfill the responsibilities

Natural ability that prepares the personto fulfill the responsibilities

Aptitudes

Attitudes

Skills

Knowledge

7/31/2019 Competency Model - Deddy

8/27

6/13/12

Elemen kompetensi

Technical Competency:

Skills are the things a person knowshow to do well, e.g. reading, a profit-and-loss statement.

Knowledge is what a person knowsabout a particular substantive area,e.g. basic accounting principles.

Behavioral Competency:

Social Role is the image a person

7/31/2019 Competency Model - Deddy

9/27

7/31/2019 Competency Model - Deddy

10/27

6/13/12

Kompetensi - pekerjaan (job)

Natural Tendenciesand TraitsFor example:InitiativeInterpersonalSensitivitySelf Confidence

Task-RelatedKnowledge andSkillsFor example:Companies product,

Labor Relations,Law skill in active listening,negotiating

R

elative

Importance

Job

Complexi

Lo

w

Hig

h

S

ome

c

ompeten

c

ies

b

ecome

m

ore

impo

rtant

a

sjob

c

omp

lexit y

7/31/2019 Competency Model - Deddy

11/27

6/13/12

Core Competency Development

JO

BD

ESC

CORE

COMPE

TENCY

7/31/2019 Competency Model - Deddy

12/27

6/13/12

mANAGERIAL CompetencyDevelopment

JO

BD

ESC

MANAGER

IAL

COMPETENCY

7/31/2019 Competency Model - Deddy

13/27

6/13/12

Job Family Competency Development

A job family competency model is a set of positions thatengages in similar work and require broadly similar skills,knowledge and competencies, albeit at a range of levels

J O B D E S C

LevelsofJob

Fam

ily

7/31/2019 Competency Model - Deddy

14/27

6/13/12

PROSES PEMBENTUKAN MODELKOMPETENSI

7/31/2019 Competency Model - Deddy

15/27

6/13/12

CONTOH KOMPETENSI - AchievementOrientation

LEVEL BEHAVIOR INDICATORS

1

Wants to Do Job Well;Expresses Affect or

Feeling aboutPerformance

Tries to do the job well or right. Expresses a desire to do better May express frustration at waste orinefficiency

2Measures ResultsAgainst Standard of

Excellence

Keeps track of and measures outcomesagainst a standard of excellence not imposedby others

Focus on new or better ways to meet goals orportfolio targets.

3 Improve Performance

4Sets and Works to MeetChallenging Goals

5

Definition: A concern for working well or for surpassing a standard of excellence. The standard may

be ones own past performance (striving for improvement); an objective measure (resultsorientation); outperforming others (competitiveness); challenging goals one has set;or even whatanyone has ever done (innovation).

dst

7/31/2019 Competency Model - Deddy

16/27

6/13/12

TRAINING

NEEDSANALYSIS

7/31/2019 Competency Model - Deddy

17/27

6/13/12

The Bigger Picture

Organisationalperformance

Employeeperformance

Employee Skills, Knowledge andAttitudes

Employee education, experience andtraining

7/31/2019 Competency Model - Deddy

18/27

6/13/12

COMPETENCY

GAP

Existing SkillsKnowledge Attitudes

Required SkillsKnowledge Attitudes

7/31/2019 Competency Model - Deddy

19/27

6/13/12

TRAINING NEEDS ANALYSIS

adalah proses pengumpulan

dan analisa data(GAP/masalah) dalam rangkamengidentifikasi bidang-

bidang, faktor-faktor apasaja yang perlu ditingkatkanatau diperbaiki

7/31/2019 Competency Model - Deddy

20/27

7/31/2019 Competency Model - Deddy

21/27

6/13/12

PROSES TNA

1. Observasi pada setiap level(Organisasi-Operasional-

Individu)2. Interview & diskusi pada setiap

level

3. Menyusun questioner

4. Pengumpulan data dan analisa

(Questioner & data sekunder)

6/13/12

7/31/2019 Competency Model - Deddy

22/27

6/13/12

LEVEL ORGANISASI

Faktor kunci:1. CORPORATE

STRATEGY

2. CORPORATEVALUES

6/13/12

7/31/2019 Competency Model - Deddy

23/27

6/13/12

LEVEL OPERASIONAL

Job requirement yang

dibutuhkanperusahaan

Skills, knowledge,

attitudes yangdibutuhkan

6/13/12

7/31/2019 Competency Model - Deddy

24/27

6/13/12

LEVEL INDIVIDU

Currentcompetenc

y level

Requiredcompetenc

y level

Competenc

y GAP MATRIXHAV

CompetencyAssessment

Performan

ceA raisal

6/13/12

7/31/2019 Competency Model - Deddy

25/27

6/13/12

Contoh matrix hav

KOMPETE

NSI

KINER

Sangat

Rendah

Ren

dah

Rata-

rata

Bag

us

Luar

Biasa

SangatRendah

Ren

dah

Rata-rata

Tinggi

SangatTinggi

Karya

wanTanpaHarap

an

Karyawan

Bermasalah

KaryawanKarir

Karyawan

BerpotensiTinggi

Karyawan

Terbaik

6/13/12

7/31/2019 Competency Model - Deddy

26/27

6/13/12

COMPENSATION

6/13/12

7/31/2019 Competency Model - Deddy

27/27

6/13/12