PRELIMINARY EVALUATION ON COMPETENCY FACTORS (KNOWLEDGE, SKILLS, MOTIVES) AND EMPLOYEE PERFORMANCE A Case Study at Head Office of PT TSN Jakarta
ITA WIANA ASTUTI, Dr. Budi Santoso, M.Bus
2015 | Tesis | S2 Manajemen-
This study aims to identify how three factors of competency (knowledge, skills and motives) reflect the employee performance in PT TSN. The case in PT TSN is very unique, due to its aging condition of human resources and the lack of complete competency possessed by its employees. With 1901 employees spread all over the country in the head office and 48 branch offices, PT TSN should prepare more high quality of human resource, considering that this company would probably face merger in the year of 2029 because of the stated regulation and Law in social securities. The findings of this study show that the employees of PT TSN, who are represented by the respondents, have low score on competencies, as well as low score on performance. The employees competencies in PT TSN reflect their working performance. The lower their competency score, the lower working performance they have. According to the analysis, there are some matters may cause the low score of competencies and performance of PT TSN employees, such as minimum trainings provided by the company that relevant to their daily works. Trainings are not available for all employees. Some trainings are only provided for the seniors and some trainings are only provided for the juniors, without seriously considering their needs of training. Missplacement of employees also become one major factor leading to low performance. Other thing is the ageing condition of employees in PT TSN. Too many senior employees in PT TSN make the work load are not evenly distributed among the employees. Juniors have more work load than their seniors leading to unhealthy work condition. This thesis proposes some recommendation for the company such as conducting a complete mapping on the employee competency, in PT TSN Head Office Jakarta as well as in all of their branch offices. This can be done by hiring professional independent consultant in HR field and the result can be used as a policy instrument for employee placement; provide more trainings for the employees based on their work field and competencies; and recruit more young people with high qualification of education. The company should give more room for young people with Bachelor degree, not hiring big numbers of highschool graduates. Next step, the management should have a courage to put the right man on the right place, means people who have suitable competency to sit in relevant job title.
Kata Kunci : competency, employee performance, placement, work load, job title, training