Employee Competence Research Articles

Dashboard Design for New Employee Candidate Program at XYZ Bank Using Tabelau

Bank XYZ is one of the government-owned companies engaged in banking and is one of the largest banks in Indonesia. Bank XYZ has a division called XYZ Corpu which aims to support the company's business operations by developing employee competencies. One of the training programs conducted at XYZ Corpu is the ODP (Officer Development Program). ODP participants are prospective XYZ Bank employees who enter through several selection stages and then carry out training for 12 months which applies a knockout system if the participants are not competent. ODP participants will undergo 12 months of education and training with several stages of the journey. To make it easier to get important information such as the distribution of participants based on the location of the placement division, placement city, distribution of journey end dates, and journey stages. So this research designs a dashboard to make it easier for management to get important information for decision making. This research uses Pentaho tools to perform ETL processes and Tableau tools to create dashboards. Based on the design made, the dashboard user/manager can anticipate or detect early delays in the process of making rundowns for the next journey stage through this dashboard. Based on the OLAP design of this research, the ODP distribution fact table and dimension table consisting of location, journey, city, start date, end date, batch, gender, university and major are formed. Based on the design made, dashboard users/managers can anticipate or detect early delays in the process of making rundowns for the next journey stage through this dashboard. With this dashboard, it can find out the most universities and study programs for more precise decision making. The dashboard created in this study has a data filtering feature that is useful for searching for certain data more quickly.

Role of Talent Management and Culture in Performance at Perum Perhutani

Enhancing the effectiveness of employees within an organization to achieve both quality and quantity in goal attainment is a primary objective. This pursuit considers a thorough evaluation of assessments and respects the organizational cultural values. This research aims to explore the impact of Talent Management, Organizational Culture, and Competence as moderating factors on employee performance within Perum Perhutani City "PB". A comprehensive sample of 74 respondents was thoughtfully selected for this study. The research employed a quantitative approach, utilizing the SmartPLS 4 tool for data analysis through Partial Least Square (PLS) analysis. The findings from this study underscore a significant correlation between organizational culture and employee performance. However, it's noteworthy that the research did not identify a substantial impact of talent management on employee performance. In terms of employee competence, it's evident that it exerts a considerable influence on employee performance. Nevertheless, it's important to mention that employee competence does not exhibit a moderating effect on the relationship between talent management, organizational culture, and employee performance at Perum Perhutani City "PB". In other words, competence is not a variable that strengthens or weakens the influence of talent management and organizational culture on employee performance

SCIENTIFIC AND METHODOLOGICAL ENSURING THE PROCESS FORMATION OF THE EMPLOYEE COMPETENCE MODEL

The article outlines the expediency of application and the main problematic issues of implementing the principles of the competency approach in personnel management of current enterprises, in particular, related to the process of formation and practical use of its main tool - the model of employee competencies. A scientific survey of the significant assets of scientists and practitioners on this topic was carried out, as a result of which it was established that there is a need to finalize currently unresolved tasks regarding the clarification of the sequence and the development of scientific and methodological support and practical recommendations for the construction of such models, since the given processes are mostly abstract, difficult for practical application due to the lack of clear instructions and tools for the implementation of each stage. The main goal of the article is to improve the process of forming the model of employee competencies by clarifying the sequence of its development, specifying actions at each stage and developing methodological tools for practical application. The process of forming the model of employee competencies was compiled, presented in the form of a logical sequence of specific ac­tions and decisions with the use of a specially developed toolkit, based on the choice of a certain approach and involves the construction of a model of competencies for employees of diffe­rent categories with a different number of constituent elements. For example, for employees in managerial posi­tions there are 4 constituent elements; for specialists and workers in labourer’s positions - 3 constituent elements etc. A scientific-methodical toolkit and relevant recommendations for its implementation were developed, an approbation was carried out on an example (a model of the competences of fitters in mechanical assembly works was developed). Competences of mechanical assembly fitters included in the developed model were assessed using the "360° method"; taking into account the weight factor of each competence, the general level of their competence is determined. The results of scientific research are the basis for making recommendations for improving the level of employees’ competence.

JUSTIFICATION OF EMPLOYEE COMPETENCES’ COMPONENT ELEMENTS

The article is devoted to the study of current issues related to the implementation of a modern competence approach in personnel management of enterprises and organizations in various industries. A scientific survey of the latest achievements of leading scientists and practitioners on the issue of building a model of employee competencies was carried out, as a result of which the need was established to refine the issue of ordering and applying separate approaches to the formation of such models, as well as establishing their constituent elements. In the course of the analysis and generalization of the latest academic achievements, published in a number of modern sources, the main existing approaches to building a model of employee competencies are highlighted, among which the most appropriate, according to the authors, is the creation of a completely new model. At the same time, a critical review of meaningful developments and acquisitions of specialists in this field was carried out to highlight the components of the competency model that form its structure. It was found that they are quite different, include a various number of structural elements of different content, which causes the need for their argumentation and systematization. The main goal of the article is to analyze and organize the used approaches to the formation of the employee competencies model, as well as to substantiate the total number of its constituent elements. After their comprehensive analysis, comparison and synthesis, as well as based on previous studies, the principles of building a model of employee competencies were formulated. It is substantiated that when choosing a rational approach to the development of an employee competencies model, it is advisable to choose the creation of a completely new model, in which the factors that have the greatest influence on its content will be fully taken into account. Based on a critical analysis of existing achievements, separate models of competences have been developed for employees of different categories (positions), which, unlike the existing ones, fully cover the entire set of necessary competencies and characterize them in various ways. The outlined studies serve as a basis for the development of methodological recommendations and the corresponding tools for their practical application in the development of the employee competencies model.

Sustainable Human Resources in the Tourism Industry in Indonesia: Employee Competence and Government Regulation

The present study investigates the dynamics of sustainable human resources (HR) practices in the Indonesian tourist sector, with a particular emphasis on staff skills and adherence to government rules. The study utilized a quantitative methodology, specifically utilizing Structural Equation Modeling with Partial Least Squares (SEM-PLS), to examine data gathered from 235 individuals who represented a varied range of industries. The findings showed strong positive correlations: employee capabilities and compliance with legal requirements are both positively impacted by sustainable HR practices. Furthermore, compliance with government rules is positively impacted by staff competencies. With a Root Mean Square Error of Approximation of 0.06 and a Goodness-of-Fit Index of 0.92, the model demonstrated a decent fit. These results provide important new understandings of the complex interactions that exist in the Indonesian tourism industry between employee capabilities, sustainable HR practices, and regulatory compliance.

РАЗВИТИЕ ЦИФРОВИЗАЦИИ В СЕЛЬСКИХ ТЕРРИТОРИЯХ В ПОСТКОВИДНЫЙ ПЕРИОД И ЕГО ВЛИЯНИЕ НА ЭКОНОМИКУ СЕЛЬСКОГО ХОЗЯЙСТВА

The coronavirus pandemic continues to pose serious challenges to agricultural production since 2020. Restrictions on trade in agricultural products affect marketing opportunities and the availability of operational resources. Seasonal labor is becoming scarce, and new consumption patterns and hygiene requirements pose new challenges for the industry. Restrictions imposed due to the coronavirus pandemic have led to an unprecedented market situation. In this work, to study the digital divide between rural and urban areas, the profile indicators of rural residents of the Russian Federation who did not have access to the Internet in 2019-2021 were analyzed. The research substantiated the service components of the digital potential of rural areas, which together will allow the development of information and communication technologies in rural areas and agricultural organizations, the skills of people who are participants in the digital transformation of processes in all spheres of rural life. Such service components include: 1) information and communication technologies and infrastructure; 2) digital management of business processes in an agricultural organization; 3) electronic digital business; 4) digital competence and literacy of rural residents and employees of agricultural organizations to assess the possibility of digital interaction with each other. A detailed analysis of trends in the digital gap in the use of the Internet through the construction of logit models made it possible to confirm the results obtained that in the absence of completed secondary education and work, the risk of a rural resident becoming one of those who do not use the Internet, that is, being in “digital isolation”, increases, and more significantly compared to other characteristics considered.

ANALYSIS OF THE EFFECTIVENESS OF EMPLOYEE PERFORMANCE APPRAISAL THROUGH EMPLOYEE PERFORMANCE TARGETS (SKP)


 
 
 
 Employee performance appraisal in the public sector is an important element of human resource management. The aim is to measure the achievement of work targets and provide constructive feedback to improve individual and organizational performance. Employee Performance Target (SKP) is an evaluation tool used in employee performance management in the public sector. SKP is used to measure the achievement of work targets and provide constructive feedback to improve individual and organizational performance. However, the implementation of SKP does not always run well and optimally. Some factors that can hinder the effectiveness of SKP include the lack of understanding and competence of employees in preparing SKP, lack of support and supervision from superiors, and lack of employee involvement and participation in the performance appraisal process. The research method we used involved a qualitative approach focused on literature study. The qualitative approach was chosen because it can provide an in-depth and contextual understanding of the phenomenon of employee performance appraisal through Employee Performance Targets (SKP). The results of this study show that there are several weaknesses found in the application of SKP, namely less objective, less competent, less active, less productive, and less responsible. In addition, there are several challenges in the application of SKP, namely less effective, less productive, less competent, less responsible, and less efficient. In assessing employee performance, SKP has the advantage of increasing employee motivation, productivity, efficiency, and effectiveness. However, its application still faces challenges in the aspects of effectiveness, productivity, competence, responsibility, and efficiency.
 Keywords: Effectiveness, Employee Performance Appraisal, Employee Performance Targets (SKP)
 
 
 

Addie Model-Based Training Management As An Effort To Improve Employee Competence (Case Study At Ramayana Department Store Salatiga)

The purpose of this study is to investigate how Ramayana Department Store Salatiga has implemented training management using the five stages of the ADDIE model: analysis, design, development, implementation, and evaluation. An exploratory qualitative method was employed in this investigation. Interviews with many Ramayana Department Store resource people were done. Five individuals served as the study's resources: the head office, the store manager, the HR supervisor, the consignment team, and the employees. Based on the study's findings, Ramayana has implemented training management using ADDIE in line with many stages, including analysis, planning, development, implementation, and assessment. In order to ensure that this training supports Ramayana's vision and goal, it is necessary to design a few stages, namely the implementation and assessment stages. Ramayana has performed training to the fullest extent possible at each level.

Strategi Pengembangan Sumber Daya Manusia Untuk Meningkatkan Kinerja Aparatur Di Sekretariat DPRD Kota Pekanbaru

The research results found that the DPRD Secretariat's strength factors include the availability of skilled personnel resources, the existence of measurable work programs and work mechanisms, and the existence of operational standards for providing services. Weaknesses include a lack of understanding of the implementation of the laws and regulations used, a lack of adequate facilities and infrastructure to support the implementation of duties and functions, the availability of skilled human resources in accordance with their field of work, limited budget for improving services to the DPRD. The opportunity for the Pekanbaru City DPRD Secretariat is a commitment to increasing the capacity of regional people's representative institutions to carry out their duties and functions, providing adequate facilities and infrastructure to support the implementation of their duties, providing skilled human resources in accordance with their field of duties. The threats that arise are the fulfillment of the DPRD members' obligations which is not yet optimal, the interaction between the DPRD and the Pekanbaru City DPRD Secretariat which can affect professionalism as an apparatus, mobility and workload which is quite high, the limited number of qualified and competent employees, the availability of facilities and infrastructure which is still lacking.

Pengaruh Kompetensi dan Beban Kerja Terhadap Motivasi Kerja yang Berimplikasi Terhadap Kinerja Pegawai pada Badan Penelitian dan Pengembangan Daerah Kabupaten Tanjung Jabung Timur

This research aims to understand the correlation between three main factors, namely workload, skill level, and worker motivation in carrying out their duties at the Regional Research and Development Agency of East Tanjung Jabung Regency. The focus of this research is to evaluate the impact of competency and workload on work motivation through analysis of employee performance in the institution. The research method used was a combination of quantitative and descriptive verification approaches, using path analysis techniques and involving 65 respondents as samples. The results of the research show that the competency and motivation of employees in the Balitbangda of East Tanjung Jabung Regency have a very high level, while the workload is considered very appropriate, and employee performance is considered high. These findings support the research premise. The analysis states that the combination of skills and workload has a significant influence on employee motivation. Motivation is also slightly influenced by competence and workload. Employee performance is identified as a variable that is significantly influenced by competency and workload. In addition, it was found that there was a partial and statistically significant relationship between competency and workload and employee performance. Motivation was also proven to have a significant influence on employee performance. Overall, the analysis shows that the performance of employees at Balitbangda East Tanjung Jabung Regency is influenced by a combination of competency, workload and motivation. The direct influence reached 35.6%, while the indirect and total influence were 11.8% and 47.4% respectively.

LATIHAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA

Training and development of human resources is needed to improve performance is an important need for agencies and companies, so that every organization will strive to support these efforts for its employees. This study aims to present a literature review on the role of training and human resource development in improving performance. The research method used is the Systematic Literature Review (SLR) method. The results of this study show that the important role of training and human resource development in improving employee performance is that training aims to improve current capabilities, while development is aimed at preparing for higher roles in the future. The definition of training includes increased individual productivity, while development emphasizes preparation for higher responsibilities. Regular implementation of training and development can improve employee performance and provide a competitive advantage for the company. This effort is also more efficient than hiring new employees, as it builds internal skills and increases employee confidence. Based on the research that has been done, it can be concluded that training and development aims to improve employee competence and performance

Development of digital competencies towards improving performance of ministry of agrarian and spatial planning: insight from Indonesia

Digital competency is considered a new organizational priority in managing people in public institution. The purpose of this research was to examine the role of digital competence with support of digital leadership, transformation and digital culture can contribute for increasing ministry of agrarian and spatial performance. This research applied a quantitative approach by collecting data from 317 lecturers who worked at ministry of agrarian and spatial in Jakarta area. Purposive sampling was employed to gather data using online questionnaires. Next, partial least square structural equation modeling (PLS-SEM) was used to examine this data. The results showed that systematically developing each employee's digital competency creates a new organizational culture known as "digital culture," which in turn leads to the organization's digital transformation. To emphasize the significance of digital competence, digital culture, digital transformation, and digital culture in changing the nature and caliber of Indonesia's Ministry of Agriculture and Spatial Planning.

How to maximize the impact of workplace training: a mixed-method analysis of social support, training transfer and knowledge sharing

ABSTRACT Training is crucial for developing employee competences and improving organizational performance. However, to ensure the effectiveness of training, it is essential that the newly acquired knowledge is applied (training transfer) and shared within the organization (knowledge sharing). To explore this further, the first study involved a survey of 541 employees who had undergone workplace training within the past two years. By using a joint model for training transfer and knowledge sharing, it was discovered that both factors had a significant impact on individual organizational results and identified motivation and volition as mediators. Furthermore, we found that both peer and supervisor support functioned as antecedents for training transfer and knowledge sharing. In the second study, the role of social support was further investigated by exploring how knowledge networks change through training and how knowledge is shared and acquired through social connections after training. Qualitative interviews were conducted with 51 participants and recorded their knowledge networks before and after training. Our findings indicate that participants primarily gain new contacts within their own organization, and that transfer of training predicts the change in the number of contacts in the network.

Analysis of Empowerment, Organizational Commitment and Competence in Improving Employee Performance: Study on the Regional Revenue Agency of Southeast Sulawesi Province

This research is aimed at investigating the influence of employee empowerment, organizational commitment, and competence on enhancing employee performance at the Regional Revenue Authority of Southeast Sulawesi Province. Utilizing a qualitative approach and the Interactive Analysis Model from Miles and Huberman, this study analyzes data from six informants to explore how these three factors individually and collectively contribute to employee performance. The findings indicate that employee empowerment through authority delegation and capability development significantly contributes to performance enhancement. Organizational commitment, influenced by organizational justice and recognition of performance, is also proven to enhance employee performance. Meanwhile, employee competence, encompassing knowledge, skills, and attitudes, is found as a critical factor supporting work effectiveness and efficiency. These findings offer valuable insights for the development of human resource management strategies in the public sector, particularly in efforts to enhance organizational performance. This study contributes to the literature by identifying and analyzing key factors influencing employee performance in the local government sector and suggesting practical applications of the research findings for policy development and human resource management practices at the Regional Revenue Authority.

The Role of the Work Environment and Teamwork on Employee Competence by A Patient Attitude in the Cilegon City Education and Culture Department

<p>Kompetensi pegawai sebagai fundamental dasar dalam menjalankan tugas dan fungsinya. Tujuan peneltian adalah untuk mengoptimalkan mediasi sikap sabar terhadap kompetensi pegawai. Desain penelitian adalah penelitian kuantitatif menggunakan pendekatan observasi lapangan. Metode penelitian ini adalah metode survey dengan menyebarkan instrument pertanyaan. Populasi penelitian adalah para pegawai ASN dan nonASN di Dinas Pendidikan dan Kebudayaan kota Cilegon, dan peneliti menggunakan random sampling sebanyak 195 responden diolah dengan alat statistic equation model (SEM/PLS). Hasil temuan penelitian antara lain: (1) Sikap sabar dan lingkungan kerja berpengaruh positif terhadap kompetensi pegawai, dan (2) Lingkungan kerja dan kerjasama tim berpengaruh positif signifikan terhadap perilaku sabar saat bekerja. Simpulan penelitian ini yaitu sikap sabar individu atau kelompok kerja tidak dapat terpisahkan dari kompetensi pegawai, kerjasama tim, dan lingkungan kerja</p>

Employees of the Future: Expected Competences at the Higher Education Level

Abstract Given the changing nature of the modern economy, technological advances and increasing globalization, labor markets are presenting university graduates with new challenges in terms of the competences expected of them. The aim of this article is to evaluate and forecast the future of labor market demands in relation to the competences of future employees. A comprehensive analysis of these expectations is presented, drawing on findings from the desk research method, further supplemented with a qualitative study. The discussion focuses on identifying key competences that employers are looking for in today’s business environment and the competences that will be necessary in the long term. The paper contributes to the ongoing debate on the transformation of curricula in higher education, especially in relation to business schools, emphasizing the need to continually monitor market expectations and make necessary adjustments to curricula. The conclusions from this study are intended to serve as a source of inspiration for decision-makers responsible for educational programs at universities, especially those with a business profile, and other stakeholders aiming to bridge the gap between the academic world and the dynamically changing labor market.

Evaluating the current state of Digital Era Governance application in local government units in the Małopolska region

Abstract The study aims to determine the implementation degree of Digital Era Governance (DEG) in selected local government units (LGU) of Małopolskie Voivodeship and to show differences in the effectiveness of digitalisation in LGUs depending on the level of local government, i.e., the county and the municipality. The study employs a model of digital maturity intended specifically for public administration. This model assesses six dimensions of digital maturity, namely, digitalisation-focused management, openness to stakeholders’ (partners’) needs, digital competencies of employees, digitalisation of processes, digital technologies, and e-innovativeness. The study results indicate that the examined local government units in the Małopolska region suffer from a low level of digital maturity. In particular, the results show that the implementation of digital technologies and the digital competencies of staff are the most developed dimensions of digitalisation in the examined local government units. In turn, e-innovation and process digitalisation are the least developed areas and require further improvement. Additionally, digital maturity is lower at the municipal than county level. These findings confirm the thesis that New Public Management affects the development of local government and highlights the increasing role played by Digital Era Governance. In contrast to most studies on public administrations, this study focuses on the local government level. It employs the original model of digital maturity in the field of public administration. This study intends to contribute to the concept of Digital Era Governance by focusing on the digitalisation of LGUs.

Addictive behavior of the younger generation: problems, solutions

The article deals with the problem of the lack of a system of preparing subjects for the organization of psychological and pedagogical prevention of the younger generation in a general education institution, which will ensure the formation and development of a professionally competent personality of an employee of the modern field of education. The concept of addictive behavior of adolescents and the prevention of dependent behavior as a complex system and process, a unified concept and integration of efforts of the psychological and pedagogical community of educational institutions in modern socio-cultural conditions is considered. The problem of education and upbringing of the younger generation is very relevant today. This is due to the physical and psychological insecurity of a person due to the political, economic, and cultural realities of modern society. From these positions, it is the sphere of education, from our point of view, that should become a kind of foundation that guarantees respect for the rights of an individual in the field of his physical and psychological health. The authors studied the attitude of participants in the educational process of the Nizhny Novgorod region (Volga Federal District, Russia): teachers, administrative workers in the field of education, students and their legal representatives to the organization of psychological and pedagogical prevention of dependent behavior of adolescents in a general education institution, and the system of work of specialists in the prevention of dependent behavior of adolescents in a general education institution has been tested. The analysis showed that the key problem areas are: the creation of a system of value orientations of adolescents, the inculcation of generally accepted social norms; the creation of conditions for the prevention of coping strategies of adolescents, the formation of skills of responsible behavior, self-control and problem-solving planning skills; as well as the promotion of a healthy lifestyle among adolescents, which indicated the general need to increase the competence of employees in the indicated aspect. Based on the results of research and analysis of the experience of educational institutions, a system of prevention of dependent behavior of adolescents in a general education institution has been developed and described.

The Influence Of Training And Work Environment On Employee Performance (Case Study: Tax Inspector at the Directorate General of Taxes)

There are many factors that can influence employees in an organization. The aim of this research is to find out how training and the work environment influence employee performance with competency as an intervening variable. The research method uses a quantitative approach with a questionnaire instrument, purposive sampling data collection techniques with 60 respondents, and Structural Equation Modeling (SEM) analysis methods. Based on the results of this research, it confirms: First, based on the results of this research, it confirms that training has a positive effect on employee performance. Statistical test results show that 65% of employee performance is influenced by training. Of the several indicator variables studied, it shows that the instructor's ability to provide training is the most important factor, followed by the training material factor. From the performance variables, it can be noted that achievement indicators are the strongest factor in employee performance, followed by employee behavior and characteristics. Second, the results of this research show that the work environment has a positive effect on employee performance. Statistical test results show that 46% of employee performance is influenced by the work environment. Of the several indicators studied, the influence of organizational support is the most important factor in the organizational environment, then peer relationships or support and the influence of superiors. Third, the results of this research note that employee competency has a positive influence on employee performance. Statistical test results show that 48% of employee performance is influenced by employee competency. Of the several indicators studied, employee skills/expertise are the most important factors in the competency variable, as are employee self-concept and attitudes. These three factors will have an important influence on employee performance. Keywords: Training, Work Environment, Employee Performance

The Effect of Training toward PT Employee Performance. EKK

This research aims to determine the effect of training on employee performance at PT. EKK in Bekasi city. The method used is a quantitative descriptive method using SPSS techniques. The sample taken in this research was a saturated sampling technique, where the entire population was sampled, namely 110 people. The data collection technique used in this research is the questionnaire method. The data analysis used is validity test, reliability test, simple linear regression, correlation coefficient, coefficient of determination, and hypothesis testing. This research shows the strong influence of training (X) on employee performance (Y) with a regression of Y = 7.352 + 0.815X, the regression coefficient number is 0.815, which means that training has a positive effect of 0.815. The coefficient of determination value is 41.5% while the remaining 58.5% is influenced by other factors. Hypothesis testing obtained t-count > t-table or (8.746 > 1.980), this is reinforced by the probability significance of 0.000 < 0.05. Thus, H0 is rejected and Ha is accepted, meaning that there is a significant influence between training and employee performance at PT. EKK. Companies should always pay attention and provide opportunities for employees to take part in training, so that employee competency can be maintained or improved and will support employee performance.