competency model - deddy
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Based on COMPETENCY
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LUASAN AREA INTEGRASI DARIKOMPETENSI
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MODELKOMPETENSI
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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
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KONSEP KOMPETENSI ICEBERGMODEL
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ObservableBehavior
C o m pe
te
ncie
s
Knowledge
Attitudes / Traits
Aptitudes
Skills
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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
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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
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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
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Core Competency Development
JO
BD
ESC
CORE
COMPE
TENCY
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mANAGERIAL CompetencyDevelopment
JO
BD
ESC
MANAGER
IAL
COMPETENCY
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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
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PROSES PEMBENTUKAN MODELKOMPETENSI
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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
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TRAINING
NEEDSANALYSIS
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The Bigger Picture
Organisationalperformance
Employeeperformance
Employee Skills, Knowledge andAttitudes
Employee education, experience andtraining
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COMPETENCY
GAP
Existing SkillsKnowledge Attitudes
Required SkillsKnowledge Attitudes
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TRAINING NEEDS ANALYSIS
adalah proses pengumpulan
dan analisa data(GAP/masalah) dalam rangkamengidentifikasi bidang-
bidang, faktor-faktor apasaja yang perlu ditingkatkanatau diperbaiki
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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)
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LEVEL ORGANISASI
Faktor kunci:1. CORPORATE
STRATEGY
2. CORPORATEVALUES
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LEVEL OPERASIONAL
Job requirement yang
dibutuhkanperusahaan
Skills, knowledge,
attitudes yangdibutuhkan
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LEVEL INDIVIDU
Currentcompetenc
y level
Requiredcompetenc
y level
Competenc
y GAP MATRIXHAV
CompetencyAssessment
Performan
ceA raisal
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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
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COMPENSATION
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