PENYUSUNAN INSTRUMEN PENGUKURAN KOMPETENSI NON-TEKNIS BERBASIS WAWANCARA BBI Making of Instrument Non-Technical Competency Assesment Based on Behavior Interview (Behavior Based Interview) in PT. “X”
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Keywords:
human resource management, competency, behavior based interview
Abstract
The phenomenon of competition among industry companies is not something new. PT. “X” is one of the food industry are trying to apply human resource management for the company to remain competitive with other similar industries. PT. “X” hope to have competent workers in the field that the worker will be able to contribute in improving operational performance of the company's. In creating a competent worker takes the right steps to develop existing their competencies. Measurement with behavior-based interview (BBI) is one way that can be recommended to the company in order to identify the competencies of workers. Method of data collection in this research using interviews, observations, and discussions with management. The results is an overview of the process to making of guidelines for interview BBI especially non-technical competencies. In general, the things that need to be prepared is to understand the competency dictionary, how to reduce the question of the competence of the company's competency dictionary, and the need for skills such as probing interviews, parafrashing, and others.
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References
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Dessler, G (2006). Manajemen sumber daya manusia (10ed). Jakarta: PT. Indeks.
Hermawan, dkk. (2011). Faktor-faktor yang mempengaruhi kompetensi kerja karyawan. Manajemen IKM, 6(2), 81-87. Bogor.
Hoge, M.A., Tondora,J., & Marrelli, A.F. (2005). The fundamentals of workforce competency: Implications for behavioral health. Administration and Policy in Mental Health, 5 (32), 509-531. Springer Science Business Media, Inc.
Hoge, M.A., Tondora,J., & Marrelli, A.F. (2005). Strategies for developing competency models. Administration and Policy in Mental Health, 5 (32), 533-561. Springer Science Business Media, Inc .
Inneke, Q. (2011). Pengaruh perencanaan dan kompetensi karyawan terhadap kinerja karyawan pada PT. Indonesia Asahan Alumunium Kuala Tanjung, Jurnal Ekonomi, 2 (14), 63-73. Fakultas Ekonomi, USU.
Jackson, O.B. (2001). Developing and Administering Structured Interviews. Oklahoma: Office of Personnel Management.
Kalb, K.B., dkk. (2006). A competency-based approach to public health nursing performance appraisal, Journal of Public Health Nursing, 2 (23), 155-138. Blackwell Publishing, Inc.
Kumar. (2004). Behavioral Event Interview: Overview and Technique.
Manninen, R.L., & Viitala, R. (2007). Competence management and human resource development. United States: Haaga Helia.
Marwai, S.A., & Subramaniam, I.D. (2009). A review of the need for writing & updating job description for 21st century organizations. European Journal of Social Sciences, 2 (12). Malaysia: Faculty of Management, Multimedia University.
Mentzas, G., & Dragnidis, F. (2006). Competency based management: a review of systems and approaches. Journal of Information management, 14 (1), 51-64. Emerald Group Publishing Limited.
Moekijat. (2008). Analisis jabatan. Bandung: Mandar Maju. Mondy, W. (2008). Human resource management (10ed). New Jersey: Pearson Education, Inc.
Mukhopadhyay, K., dkk. (2011). A competency based management systems for sustainable development by innovative organizations: a proposal of method and tool, Journal of Business Perspetive, 15 (2), 153-162. Sage Publications.
Ozcelik, G., & Ferman, M. (2006). Competency approach to human resources management: outcomes and contributions in a Turkish cultural context. Human Resource Development Review, 5 (1), 72-91. Sage Publications.
Palan, R. (2007). Competency management. Jakarta: PPM.
Paul, A.K., & Anantharaman, R.N. (2003). Impact of people management pratices on organizational performance: analysis of a causal model. Journal of Human Resources Management, 1246-1266. Taylor & Francis Ltd.
Pujangkoro, S.A. (2004). Analisis jabatan (job analysis). Universitas Sumatera Utara: Teknik Industri.
Pulakos, E.D. (2005). Selection assessment method. United stated of America: Society for Human Resource Management (SHRM) Foundation.
Robertson, I.T., & Smith, M. (2001). Personel selection. Journal of Occupational and Organizational Psychology, 74, 441-472. The British Psychological Society.
Sampson, D., & Fytros, D. (2011). Competence models in technology-ehanced: competence-based learning. Greece: Departemen of Technology Education and Digital System, Univesity Piraeus.
Safdar, R. (2010). Impact of job analysis on performance: Analysis of a hypothesized model. Journal of Diversity Management, 2 (5), 17-36. Pakistan: PEMRA.
Spencer, L., & Spencer, S. (1993). Competence at work. New York: John Wiley & Sons
. Vathanophas. (2007). Competency Requirements for Effective Job Performance in The Thai Public Sector. Contemporary Management Research, 3 (1), 45-70. Mahidol University.
Wickramasinghe, V. (2007). A comparative analysis of managerial competency needs across areas of functional specialization. Journal of Management Development, 4 (28), 344-360. Emerald Group Publishing Limited.
Widiyanto. (2011). Pernanan kompetensi pekerja terhadap kebutuhan industri untuk meningkatkan daya saing perusahaan. Eksplanasi, 6(1), 94-108. Fakultas Ekonomi UNNES.
Yuwanto, L. (2010). Panduan Wawancara Kerja. Surabaya: Putra Media Nusantara.
Published
2013-09-20
Section
Bidang Magister Psikologi (MPSI)
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