4.1 Recitation of Old Organizational Structure
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- Iwan Kusuma
- 7 tahun lalu
- Tontonan:
Transkripsi
1 CHAPTER DATA ANALYSIS 4.1 Recitation of Old Organizational Structure It is important to know that PT. Jasa Marga call seksi as sub-bagian, and sub-division as bagian, while Division also called Biro. In the old organizational structure there are four bureau/division that supervised by the Direktur Sumber Daya Manusia. There are : 1. Divisi Kepegawaian has two on which is Remunerasi and Hubungan Industrial as subordinates. Remunerasi has three section, that are: o Kompensasi o Kesejahteraan o Data & Program Hubungan Industrial has three section, that are: o Hubungan Kerja o Pendayagunaan SDM o Keselamatan & Kesehatan Kerja 2. Divisi Pengembangan SDM that has two on, which is Perencanaan SDM and Diklat & Pengendalian Mutu. Diklat & Pengendalian Mutu has three section, that are: o Perencanaan Pendidikan & Pelatihan o Pelaksanaan Pendidikan & Pelatihan o Pengendalian Mutu 3. Divisi Hukum has three subordinates, which is Pelayanan Hukum & Peraturan and Perjanjian & Korporasi, and Dokumen Hukum. 4. Divisi Umum has and Divisi Perlengkapan as subordinates. has two sections, that are: 21
2 o PenataUsahaan o Fasilitas & Perawatan Sarana Perlengkapan has three sections, that are: o Pengadaan Barang o Barang o Tanah Bangunan Figure can be seen in Appendix A Recitation of New Organizational Structure In the new organizational structure there are some adjustment, where old Human Resources Department hasfour division. While in new organizational structure Human Resources Department has three division that is supervised by the Direktur Sumber Daya Manusia. 1. Divisi Manajemen Sumber Daya Manusia has subordinates of Pengelolaan Data & Remunerasi and Sub- Divisi Hubungan Industrial. Divisi Manajemen Sumber Daya Manusia assisted by a group of senior staff (staf utama) with role to help Hubungan Industrial, and Pengelolaan Data & Remunerasi. Pengelolaan Data & Remunerasi has two section, that are: o Pengolahan Data SDM o Kompensasi & Kesejahteraan Hubungan Industrial has two section, that are : o Hubungan Kerja o Program Pemeliharaan Kesehatan 2. Divisi Hukum has Peraturan & Bantuan Hukum, and Perjanjian & Korporasi as subordinates. Divisi Hukum assisted by a group of senior staff (staf utama) which has role to help Peraturan & Bantuan Hukum, and Perjanjian & Korporasi Peraturan & Bantuan Hukum has two Section, that are: o Pengendalian & Tata Laksana Administratsi Hukum 22
3 o Bantuan Hukum 3. Divisi Umum & Logistik has, Sub- Divisi Logistik, and Pengamanan Aset Perusahaan as subordinates. Divisi Umum & Logistik assisted by a group of senior staff (staf utama) which has role to help, Logistik, and Pengamanan Aset Perusahaan. has two section, that are: o PenataUsahaan o Perawatan Fasilitas Sarana & Lingkungan Logistik has two section, that are: o Pengadaan Barang o Inventarisasi Barang Pengamanan Aset Perusahaan has two section, that are: o Pengamanan Aset o Pengamanan Tanah Kelola 4.3 Comparison of Old & New Organizational Structure By comparing two organizational structure, that is old organizational structure, and new organizational structure, it will become clear what position still remain, removed, new, or even merged, and the comparison will show up the changes of main function of every position from the old to the new organizational structure. (Table 4.1) 23
4 Table 4.1 Comparison of Main Function Between Old & New Organizational Structure Gol II II Organisasi Lama Biro Kepegawaian Divisi Pengembangan SDM Organisasi Baru Biro Manajemen SDM Catatan Perubahan Fungsi Pokok Tidak lagi menjalankan kegiatan administrasi kepegawaian, tetapi menyelenggarakan kegiatan perekrutan, seleksi, penempatan,dan hubungan industrial, pembayaran kompensasi dan kesejahteraan karyawan, pelayanan dan pembayaran hakhak karyawan, penyusunan program kerja dan anggaran kerja karyawan, pengelolaan data karyawan, penegakan hukum dan disiplin karyawan, serta analisa resiko terhadap pengelolaan SDM. Pindah ke Komite II Biro Hukum Biro Hukum Penambahan fungsi pada analisa resiko terhadap dampak penyelesaian masalah hukum bagi perusahaan II Biro Umum Biro Umum & Logistik III III III III 24 Bagian Remunerasi Bagian Hubungan Industrial Sub Divisi Perencanaan SDM Sub Divisi Diklat & Pengendalian Mutu Bagian Pengelolaan Data & Remunerasi Bagian Hubungan Industrial Penambahan fungsi pada pengelolaan transportasi dan akomodasi, kerumahtanggan kantor, penyediaan sarana kerja dan fasilitas kantor, pemeliharaan dan penataan lingkungan kantor, penyusunan program kerja, perhitungan dan pengendalian anggaran biaya umum, serta analisa resiko terhadap dampak pengadaan barang dan jasa. Penambahan fungsi pula terhadap penyelenggaraan kegiatan pengadministrasian, penyimpanan, pemeliharaan, dan pengamanan aset perusahaan, pengamanan dokumen bukti kepemilikan asset milik perusahaan termasuk tanah kelola, serta analisa resiko terhadap pengelolaan dan pengamanan aset perusahaan termasuk tanah kelola. Tidak ada perubahan Penambahan fungsi pada penyelesaian kasus-kasus karyawan termasuk melalui pihak ketiga (serikat karyawan, lembaga ketenagakerjaan, dan lembaga peradilan, serta alternatif resiko terhadap pendayagunaan SDM. Pindah ke Komite Pindah ke Komite
5 Table 4.1 Comparison of Main Function Between Old & New Organizational Structure Continued Gol Organisasi Organisasi Catatan Perubahan Fungsi Pokok Lama Baru III Bagian Bagian Peraturan Penambahan fungsi pada Pelayanan & Bantuan pemeliharaan dan pengendalian Hukum & Hukum dokumen hukum, penyusunan Peraturan laporan aktivitas pelayanan hukum, serta alternatif resiko terhadap dampak penyusunan peraturan III III III III Bagian Korporasi & Perjanjian Bagian Bagian Perlengkapan Kompensasi Kesejahteraan Data & Program Hubungan Kerja Pendayagunaan SDM Bagian Perjanjian & Korporasi Bagian Bagian Logistik Bagian Pengamanan Aset Perusahaan Kompensasi & Kesejahteraan Pengolahan Data SDM Hubungan Kerja perusahaan dan pelayanan hukum. Penambahan fungsi pada penyelesaian masalah hokum yang menyangkut perjanjian & korporasi, serta alternatif resiko terhadap dampak aktivitas perusahaan yang terkait dengan bidang perjanjian dan korporasi. Penambahan fungsi pada pelaksanaan kearsipan, transportasi, dan akomodasi perjalanan dinas, kerumahtanggaan kantor pusat, transportasi kendaraan pool, penyusunan program kerja, perhitungan, dan pengendalian anggaran biaya umum Penambahan fungsi, yaitu tidak hanya pada pengadaan barang, tetapi menjadi barang dan jasa, serta alternatif resiko terhadap pengadaan barang dan jasa. Baru Penggabungan dua menjadi Satu Fungsi Pokok. Penambahan pada fungsi penyusunan program kerja, dan perhitungan anggaran belanja karyawan. Penambahan fungsi pada perhitungan kebutuhan jumlah karyawan, monitoring dan evaluasi penegakan hukum dan disiplin karyawan, pemrosesan kasuskasus karyawan, termasuk melalui pihak ketiga (Serikat Karyawan, Lembaga Ketenagakerjaan, Lembaga Peradilan), perencanaan dan pelaksanaan administrasi pemeriksaan terhadap karyawan yang diduga melakukan pelanggaran disiplin, serta usulan alternatif resiko terhadap pendayagunaan SDM. Hilang 25
6 Table 4.1 Comparison of Main Function Between Old & New Organizational Structure Continued Gol Organisasi Lama Organisasi Baru Catatan Perubahan Fungsi Pokok Penambahan fungsi pada Keselamatan & Program perhitungan aggaran biaya Kesehatan Kerja Pemeliharaan pemeliharaan kesehatan; Kesehatan pelaksanaan program promotif, preventif, kuratif, dan rehabilitatif kesehatan direksi, komisaris, karyawan dan pensiunan beserta Perencanaan Pendidikan & Pelatihan Pelaksanaan Pendidikan & Pelatihan Pengendalian Mutu Dokumen Hukum Tata Usaha Fasilitas & Perawatan Sarana Pengadaan Barang Barang Tanah & Bangunan Pengendalian & Tata Laksana Adm. Hukum Bantuan Hukum Penatausahaan Perawatan Fasilitas Sarana & Lingkungan Pengadaan Barang Inventarisasi Barang keluarganya. Pindah ke Komite Pindah ke Komite Pindah ke Komite Penambahan fungsi pada kegiatan penelaahan terhadap rancangan peraturan perusahaan, analisis aspek hukum dalam penyusunan peraturan Perusahaan, serta penyusunan laporan aktivitas pelayanan hukum. Baru Penambahan fungsi pada penyusunan program kerja, perhitungan, dan pengendalian anggaran biaya umum. Tidak ada perubahan. Penambahan fungsi pada penyusunan daftar harga satuan barang, serta usulan alternatif resiko terhadap pengadaan barang dan jasa. Penambahan fungsi pada pendistribusian, pencatatan, penyimpanan, dan inventarisasi barang. Perencanaan, dan pelaksanaan penghapusan barang inventaris kantor, serta usulan alternatif resiko terhadap pendayagunaan barang inventaris kantor. Hilang 26
7 Table 4.1 Comparison of Main Function Between Old & New Organizational Structure Continued Gol Organisasi Organisasi Catatan Perubahan Fungsi Pokok Lama Baru Baru Pengamanan Aset Sub-bagian Baru Pengamanan Tanah Kelola Pekerjaan dengan Nama Tetap Pekerjaan yang Berubah Nama Pekerjaan yang Menjadi Satu Pekerjaan Hilang Pekerjaan Baru 27
8 Divisi Manajemen SDM 1. Recruitment & Selection (5) 2. Remuneration Management (5) 3. Legal (4) 4. Safety of Employee (4) 5. Personnel Administration (5) 6. Industrial Relation (4) 7. Risk Management (5) 8. Human Resources Planning (5) Hubungan Industrial 1. Recruitment & Selection (4) 2. Industrial Relation (4) 3. Legal (3) 4. Risk Management (4) 5. Safety of Employee (4) 6. Human Resources Planning (4) 7. Personnel Administration (4) 1. Remuneration Management (5) Pengelolaan Data & Remunerasi 1. Remuneration Management (4) 2. Personnel Administration (4) 1. Recruitment & Selection (5) 2. Legal (4) 3. Safety of Employee (4) 4. Industrial Relation (4) 5. Risk Management (5) 6. Human Resources Planning (5) Hubungan Kerja 1. Recruitment & Selection (3) 2. Industrial Relation (4) 3. Legal (3) 4. Risk Management (3) 5. Human Resources Planning (3) 6. Personnel Administration (3) Kompensasi & Kesejahteraan 1. Remuneration Management (3) 1. Personnel Administration (4) 1. Safety of Employee (4) Program Pemeliharaan Kesehatan 1. Personnel Administration (3) 2. Performance Management (3) 3. Safety of Employee (3) 4. Planning & Budgeting (3) Pengolahan Data SDM 1. Personnel Administration (3) 2. Remuneration Management (4) - 1. Recruitment & Selection (4) 2. Industrial Relation (4) 3. Legal (3) 4. Risk Management (4) 5. Human Resources Planning (4) Figure 4.1a Gap Competencies toward Direct-Upper Level (Divisi Manajemen Sumber Daya Manusia) Position Title Position Competencies (level) Position Gap toward Direct Upper Position 28
9 Divisi Hukum 1. Law Technical Consultation (5) 2. Legal (5) 3. Contract Execution (5) 4. Risk Management (5) 5. Law Administration (5) Peraturan & Bantuan Hukum Perjanjian & Korporasi 1. Law Technical Consultation (4) 2. Legal (4) 4. Law Administration (4) 1. Contract Execution (5) 1. Legal (4) 2. Contract Execution (3) 1. Law Technical Consultation (5) 2. Law Administration (5) Pengendalian & Tata Laksana Hukum 1. Law Administration (3) 2. Legal (3) 1. Law Technical Consultation (4) 2. Risk Management (4) Bantuan Hukum 1. Law Technical Consultation (3) 2. Legal (3) 3. Risk Management (3) 4. Planning & Budgeting (3) 1. Law Administration (4) Figure 4.2a Gap Competencies toward Direct-Upper Level (Divisi Hukum) Position Title Position Competencies (level) Position Gap toward Direct Upper Position 29
10 Divisi Umum & Logistik 1. Office Administration (6) 2. Support & Facility (5) 3. Logistic & Asset Management (5) 4. Risk Management (5) 5. Planning & Budgeting (5) 1. Support & Facility (4) 2. Office Administration (5) 3. Planning & Budgeting (4) 1. Logistic & Asset Management (5) 2. Risk Management (5) Logistik 1. Logistic & Asset Management (4) 2. Office Administration (4) 1. Support & Facility (5) 2. Planning & Budgeting (5) Pengamanan Aset Perusahaan 1. Security Management (5) 2. Office Administration (4) 1. Support & Facility (5) 2. Logistic & Asset Management (5) 3. Planning & Budgeting (5) PenataUsahaan Pengadaan Barang Pengamanan Aset 1. Office Administration (4) 2. Planning & Budgeting (3) 1. Support & Facility (4) 1. Logistic & Asset Management (3) 2. Risk Management (3) 1. Office Administration (4) 1. Security Management (4) 2. Office Administration (3) 3. Risk Management (3) - Perawatan Fasilitas Sarana & Lingkungan 1. Support & Facility (3) 1. Office Administration (5) 2. Planning & Budgeting (4) Inventarisasi Barang 1. Office Administration (3) 2. Risk Management (3) 3. Stock Taking (3) 1. Logistic & Asset Management (3) Pengamanan Tanah Kelola 1. Security Management (4) 2. Office Administration (3) 3. Risk Management (3) - Figure 4.3a Gap Competencies toward Direct-Upper Level (Divisi Umum & Logistik) Position Title Position Competencies (level) Position Gap toward Direct Upper Position 30
11 Divisi Manajemen SDM 1. Recruitment & Selection (5) 2. Remuneration Management (5) 3. Legal (4) 4. Safety of Employee (4) 5. Personnel Administration (5) 6. Industrial Relation (4) 7. Risk Management (5) 8. Human Resources Planning (5) Pengelolaan Data & Remunerasi 1. Remuneration Management (4) 2. Personnel Administration (4) 1. Recruitment & Selection (5) 2. Legal (4) 3. Safety of Employee (4) 4. Industrial Relation (4) 5. Risk Management (5) 6. Human Resources Planning (5) Hubungan Industrial 1. Recruitment & Selection (4) 2. Industrial Relation (4) 3. Legal (3) 4. Risk Management (4) 5. Safety of Employee (4) 6. Human Resources Planning (4) 7. Personnel Administration (4) 1. Remuneration Management (5) Kompensasi & Kesejahteraan 1. Remuneration Management (3) 1. Recruitment & Selection (4) 2. Industrial Relation (4) 3. Legal (3) 4. Risk Management (4) 5. Safety of Employee (4) 6. Human Resources Planning (4) 7. Personnel Administration (4) Pengolahan Data SDM 1. Personnel Administration (3) 2. Remuneration Management (4) 1. Recruitment & Selection (4) 2. Industrial Relation (4) 3. Legal (3) 4. Risk Management (4) 5. Safety of Employee (4) 6. Human Resources Planning (4) Figure 4.1b Gap Competencies toward Cross-Upper Level (Divisi Manajemen Sumber Daya Manusia) Hubungan Kerja 1. Recruitment & Selection (3) 2. Industrial Relation (4) 3. Legal (3) 4. Risk Management (3) 5. Human Resources Planning (3) 6. Personnel Administration (3) 1. Remuneration Management (4) Program Pemeliharaan Kesehatan 1. Personnel Administration (3) 2. Performance Management (3) 3. Safety of Employee (3) 4. Planning & Budheting (3) 1. Remuneration Management (4) Position Title Position Competencies (level) Position Gap toward Cross Upper Position 31
12 Divisi Hukum 1. Law Technical Consultation (5) 2. Legal (5) 3. Contract Execution (5) 4. Risk Management (5) 5. Law Administration (5) Peraturan & Bantuan Hukum Perjanjian & Korporasi 1. Law Technical Consultation (4) 2. Legal (4) 4. Law Administration (4) 1. Contract Execution (5) 1. Legal (4) 2. Contract Execution (3) 1. Law Technical Consultation (5) 2. Law Administration (5) Pengendalian & Tata Laksana Hukum 1. Law Administration (3) 2. Legal (3) 1. Contract Execution (3) 2. Risk Management (4) Bantuan Hukum 1. Law Technical Consultation (3) 2. Legal (3) 3. Risk Management (3) 4. Planning & Budgeting (3) 1. Contract Execution (3) Figure 4.2b Gap Competencies toward Cross-Upper Level (Divisi Hukum) Position Title Position Competencies (level) Position Gap toward Cross Upper Position 32
13 Divisi Umum & Logistik 1. Office Administration (6) 2. Support & Facility (5) 3. Logistic & Asset Management (5) 4. Risk Management (5) 5. Planning & Budgeting (5) 1. Support & Facility (4) 2. Office Administration (5) 3. Planning & Budgeting (4) 1. Logistic & Asset Management (5) 2. Risk Management (5) Logistik 1. Logistic & Asset Management (4) 2. Office Administration (4) 1. Support & Facility (5) 2. Planning & Budgeting (5) Pengamanan Aset Perusahaan 1. Security Management (5) 2. Office Administration (4) 1. Support & Facility (5) 2. Logistic & Asset Management (5) 3. Planning & Budgeting (5) PenataUsahaan Pengadaan Barang Pengamanan Aset 1. Office Administration (4) 2. Planning & Budgeting (3) Gap Toward Logistik: 1. Logistic & Asset Management (4) 2. Risk Management (4) Gap Toward Pengamanan Aset Perusahaan: 1. Security Management (5) 2. Risk Management (4) 1. Logistic & Asset Management (3) 2. Risk Management (3) Gap toward : 1. Support & Facility (4) 2. Office Administration (5) 3. Planning & Budgeting (4) Gap Toward Pengamanan Aset Perusahaan: 1. Security Management (5) 2. Office Administration (4) 1. Security Management (4) 2. Office Administration (3) 3. Risk Management (3) Gap toward : 1. Support & Facility (4) 2. Planning & Budgeting (4) Gap Toward Logistik: 1. Logistic & Asset Management (4) Figure 4.3b Gap Competencies toward Cross-Upper Level (Divisi Umum & Logistik) Position Title Position Competencies (level) Position Gap toward Cross Upper Position 33
14 Divisi Umum & Logistik 1. Office Administration (6) 2. Support & Facility (5) 3. Logistic & Asset Management (5) 4. Risk Management (5) 5. Planning & Budgeting (5) 1. Support & Facility (4) 2. Office Administration (5) 3. Planning & Budgeting (4) 1. Logistic & Asset Management (5) 2. Risk Management (5) Logistik 1. Logistic & Asset Management (4) 2. Office Administration (4) 1. Support & Facility (5) 2. Planning & Budgeting (5) Pengamanan Aset Perusahaan 1. Security Management (5) 2. Office Administration (4) 1. Support & Facility (5) 2. Logistic & Asset Management (5) 3. Planning & Budgeting (5) Perawatan Fasilitas Sarana & Lingkungan 1. Support & Facility (3) Gap Toward Logistik: 1. Logistic & Asset Management (4) 2. Office Administration (5) Gap Toward Pengamanan Aset Perusahaan: 1. Security Management (5) 2. Office Administration (4) Inventarisasi Barang 1. Office Administration (3) 2. Risk Management (3) 3. Stock Taking (3) Gap toward : 1. Support & Facility (4) 2. Planning & Budgeting (4) Gap Toward Pengamanan Aset Perusahaan: 1. Security Management (5) 2. Office Administration (4) Pengamanan Tanah Kelola 1. Security Management (4) 2. Office Administration (3) 3. Risk Management (3) Gap toward : 1. Support & Facility (4) 2. Planning & Budgeting (4) Gap Toward Logistik: 1. Logistic & Asset Management (4) Figure 4.3b Gap Competencies toward Cross-Upper Level (Divisi Umum & Logistik) Continued Position Title Position Competencies (level) Position Gap toward Cross Upper Position 34
15 Divisi Manajemen SDM Hubungan Industrial Pengelolaan Data & Remunerasi Hubungan Kerja Pendayagunaan SDM (Refer Figure 4.7) Program Pemeliharaan Kesehatan Pengolahan Data SDM Kompensasi & Kesejahteraan Figure 4.4 Career path of Divisi Manajemen Sumber Daya Manusia Career path Deleted Position 35
16 Divisi Hukum Peraturan & Bantuan Hukum Perjanjian & Korporasi Pengendalian & Tata Laksana Admin. Hukum Bantuan Hukun Figure 4.5 Career path of Divisi Hukum Career path 36
17 Divisi Umum & Logistik Logistik Pengamanan Aset Perusahaan PenataUsahaan Pengadaan Barang Pengamanan Aset Perawatan Fasilitas Sarana & Lingkungan Inventarisasi Barang Pengamanan Tanah Kelola Figure 4.6 Career Path of Divisi Umum & Logistik Tanah & Bangunan (Refer figure 4.8) Career path Deleted Position 37
18 4.4 New Career Path Based on Technical Competencies Gap Analysis Based on competencies gap, the new career path of new organizational structure could be defined. From the three division in new organizational structure, there were only one division which were do not need adjustment in the career path, that was Divisi Hukum. The criteria used in deciding whether a position holder can move upward or not is determined by Criteria 1 : Gap on competencies element whether lower position have Same competency element or not. Criteria 2 : Skill of competencies gap in similar competencies element When the gap of competencies element between two different level position more than two elements, and considered need special training or education to obtain those elements, it is proposed to rotate to same level position which has those element gaps to acquire the competencies needed. The other consideration is the difference between competency level between the two position could be acquired through experiences, therefore it is no need to be rotated to move to upward position. It will become room for learn which will challenge the job holder in new position. In Divisi Manajemen Sumber Daya Manusia there is one position that must rotate to another position before they move upward. Pengelolaan Data & Remunerasi has to be rotated to Hubungan Industrial before it promoted to upper level position. This rotation needed because there are too wide competencies gap between Pengelolaan Data & Remunerasi with the upper level position, which is Divisi Manajemen Sumber Daya Manusia. There are 6 competencies gap between Pengelolaan Data & Remunerasi with Divisi Manajemen Sumber Daya Manusia. Before Pengelolaan Data & Remunerasi rotated to Hubungan Industrial, there will be needed some training in order to reduce gap between Pengelolaan Data & Remunerasi and Sub- Divisi Hubungan Industrial (Figure 4.1a, 4.1b, and 4.4) 38
19 Program Pemeliharaan Kesehatan has two choice in the career path since it can not go straight move to Hubungan Industrial. The first one is move to another on, and move to upper level that is Pengelolaan Data & Remunerasi, because it just has one gap competencies, or do rotation to Pengolahan Data SDM or Kompensasi & Kesejahteraan if the cycle time is not enough to fill upper level position. Cycle time is a period needed by position holder to get more experiences to acquire more competencies needed in performing their job. The rest of positions in Human Resources management do not have to do rotation, because there are not too many gap of competencies, and they just need some training or courses to be given to reduce the gap, and increase the level of competencies to move to upper level of position. (Figure 4.1a, 4.1b, and 4.4) Divisi Hukum does not have any problem in the competencies gap, because the average of competencies gap in both on ( Peraturan & Bantuan Hukum, and Perjanjian & Korporasi) was less than two. The position in Divisi Hukum just need some time and experience to increase their level of competencies to move to upper level position. (Figure 4.2a, 4.2b & 4.5) In Divisi Umum & Logistik There is one position that must rotate to another position before they move upward. The competencies gap analysis implied that Pengamanan Aset Perusahaan position has two option to be rotated to Logistik or. This rotation needed in order to move to upper position, and there are too many competencies gap between Pengamanan Aset Perusahaan and Divisi Umum & Logistik (3 competencies gap). On the other side, Pengamanan Aset and Pengamanan Tanah Kelola do not have any gap competencies to move to their direct upper level, Pengamanan Aset Perusahaan. The two position only need some work experience to increase their level of competencies to move to upper level position. (Figure 4.3a, 4.3b, & 4.6) 39
20 4.5 Cases in PT. Jasa Marga There are three cases in PT. Jasa Marga due to the organizational position, that are deleted position case, new position case, and merged position case Deleted Position Case The first case is the deleted position. There are two deleted position, that are Pendayagunaan SDM from Divisi Manajemen Sumber Daya Manusia, and Tanah & Bangunan from Divisi Umum & Logistik. The underlying consideration of solving deleted position case is : when a position removed from the structure, then the lower level of this position will lose its path/route. The scope of job of deleted position assumed still in same division in other position. Therefore to reroute the position below the deleted position could be to other position at the same level with deleted position. The next analysis is to find out competencies gap between position below the deleted position and with upper level positions in the same division. This competencies gap become the basis for defining new route. Commence by reviewing Pendayagunaan SDM (Figure 4.7). Pendayagunaan SDM is in Divisi Manajemen Sumber Daya Manusia, it is seen that there are two position with same level to Pendayagunaan SDM in a same on, that are Hubungan Kerja and Program Pemeliharaan Kesehatan. The problem is by the deletion of Pendayagunaan SDM, the subordinates of Pendayagunaan SDM lose their career path. In this case because there are no data about the subordinate of Pendayagunaan SDM, then it is assumed that the competencies of all subordinates level of Pendayagunaan SDM is the same, and more likely to the competencies of Pendayagunaan SDM. The solution after analyzing the competencies gap between Pendayagunaan SDM with other two positions at the same level is the career path of subordinates from Pendayagunaan SDM can be promoted to another position that has the same competencies with Pendayagunaan SDM. In this case There are no similiar competencies between Pendayagunaan SDM with the other position in the same on, there are too many gap between them. The best solution for this case is to promote the subordinates of 40
21 Pendayagunaan SDM to upper-cross position. In this case Pengolahan Data SDM is the most similiar position with similiar competencies, there is only one competency gap between them, on the other hand it can be promoted also to Kompensasi & Kesejahteraan with one competency gap. So the subordinates of Pendayagunaan SDM can be promoted to Pengolahan Data SDM or Kompensasi & Kesejahteraan. While for the second job in this case is the removing of Tanah Bangunan in Divisi Umum & Logistik (Figure 4.8). There are two positions at the same level with Tanah Bangunan in Sub- Divisi Perlengkapan, that are Pengadaan Barang, and Inventarisasi Barang. The subordinates of Tanah Bangunan who lose the career path could be promoted both to Pengadaan Barang, and Inventarisasi Barang with two gap competencies of each position New Position Case Second case is the emergent of new position. There are four new positions that are Bantuan Hukum, Pengamanan Aset Perusahaan, Pengamanan Tanah Kelola, and Pengamanan Aset. This analysis will be focused on the career path of the new position moving upward their career ladder. Commence by Bantuan Hukum (Figure 4.9), drive the problem in determining the career path of Bantuan Hukum. By analyzing the competencies gap, it was clear that Bantuan Hukum can move upward without any obstacles from competencies gap. There are two options : the first one Bantuan Hukum can be promoted to Peraturan & Bantuan Hukum with one competency gap of Law Administration, and the second Bantuan Hukum can move to Perjanjian & Korporasi with just also one gap of Contract Execution. The new positions in Divisi Umum & Logistik are Pengamanan Aset Perusahaan, Pengamanan Tanah Kelola, and Pengamanan Aset. Start with Pengamanan Aset Perusahaan (Figure 4.10), 41
22 where the position can not move straight to upper level (Divisi Umum & Logistik) because of the three competencies gap of Support & Facility, Logistic & Asset Management, and Planning & Budgeting. Pengamanan Aset & Perusahaan need a rotation. There are two options, first rotate to Logistik with only one competency gap of Logistic & Asset Management, or rotate to with two competencies gap of Support & Facility and Planning & Budgeting. For Pengamanan Tanah Kelola and Pengamanan Aset (Figure ), both of them are new position in the same on. There is no career path problem for Pengamanan Tanah Kelola and Pengamanan Aset, because both of them do not have any competencies gap to move upward to Pengamanan Aset Perusahaan. Pengamanan Tanah Kelola and Pengamanan Aset can be promoted also to their cross-upper position with two competencies gap or Logistik with one competency gap. As the obstacle, both of them only need to increase their level of competencies to move upward. If both of them are compared, the two positions do not have any competencies gap Merged Position Case This third case of PT. Jasa Marga is Kompensasi & Kesejahteraan (Figure 4.13). It used to be two Sections that are Kompensasi & Kesejahteraan. Similar with new position case, it is important to find the career path of Kompensasi & Kesejahteraan. After analyzing competencies gap, there is just one competency gap (Personnel Administration) for Kompensasi & Kesejahteraan to be promoted higher level ( Pengelolaan Data & Remunerasi), while to move upward to Hubungan Industrial, the competencies gap is too wide (more than two elements of competencies gap). There is just only one competencies gap for Kompensasi & Kesejahteraan compared to Pengolahan Data SDM. Obviously there are no obstacles for Kompensasi & Kesejahteraan with the career path in moving to go to upper level position. 42
23 4.5.1 Deleted Position Hubungan Kerja Pendayagunaan SDM Program Pemeliharaan Kesehatan 1. Recruitment & Selection (3) 2. Industrial Relation (4) 3. Legal (3) 4. Risk Management (3) 5. Human Resources Planning (4) 6. Personnel Administration (3) Pengolahan Data SDM 1. Personnel Administration (3) 2. Remuneration Management (3) Kompensasi & Kesejahteraan 1. Remuneration Management (3) 1. Recruitment & Selection (3) 2. Industrial Relation (4) 3. Legal (3) 4. Risk Management (3) 5. Human Resources Planning (4) 6. Personnel Administration (3) 1. Remuneration Management (3) 1. Remuneration Management (3) 1. Personnel Administration (3) Position X - 1. Performance Management (3) 2. Safety of Employee (3) 3. Planning & Budgeting (3) 1. Personnel Administration (3) 2. Performance Management (3) 3. Safety of Employee (3) 4. Planning & Budgeting (3) Deleted Position: Pendayagunaan SDM Position X : Position in old organizational structure can fill the Pendayagunaan SDM, but lose the career path in the new organizational structure New career path Figure 4.7 Gap Analysis of Deleted Position ( Pendayagunaan SDM) 43
24 Pengadaan Barang Tanah & Bangunan Inventarisasi Barang 1. Logistic & Asset Management (3) 2. Risk Management (3) 1. Logistic & Asset Management (3) 2. Risk Management (3) 1. Office Administration (3) 1. Risk Management (3) 2. Stock Taking (3) 1. Office Administration (3) 2. Risk Management (3) 3. Stock Taking (3) Figure 4.8 Gap Analysis of Deleted Position ( Tanah Bangunan) 44 Position X Deleted Position: Tanah & Bangunan Position X : Position in old organizational structure can fill the Tanah & Bangunan, but lose the career path in the new organizational structure New career path
25 4.5.2 New Position Peraturan & Bantuan Hukum 1. Law Technical Consultation (4) 2. Legal (4) 4. Law Administration (4) Perjanjian & Korporasi 1. Legal (3) 2. Contract Execution (3) New Position: Bantuan Hukum New career path 1. Law Administration (4) 1. Contract Execution (3) Bantuan Hukum Pengendalian & Tata Laksana Admin. Hukum Figure 4.9 Gap Analysis of New Position ( Bantuan Hukum) 1. Law Technical Consultation (3) 2. Legal (3) 3. Risk Management (3) 4. Planning & Budgeting (3) 1. Law Administration (3) 1. LawAdministration (3) 2. Legal (3) 45
26 Divisi Umum & Logistik 1. Office Administration (6) 2. Support & Facility (5) 3. Logistic & Asset Management (5) 4. Risk Management (5) 5. Planning & Budgeting (5) New Position: Pengamanan Aset Perusahaan New Career path 1. Support & Facility (5) 2. Logistic & Asset Management (5) 3. Planning & Budgeting (5) Pengamanan Aset Perusahaan Logistik 1. Support & Facility (4) 2. Office Administration (5) 3. Planning & Budgeting (4) 1. Support & Facility (4) 2. Planning & Budgeting (4) 1. Security Management (5) 2. Office Administration (4) 1. Logistic & Asset Management (4) 1. Logistic & Asset Management (4) 2. Office Administration (4) Figure 4.10 Gap Analysis of New Position ( Pengamanan Aset Perusahaan) 46
27 Pengamanan Aset Perusahaan Logistik New Position: Pengamanan Tanah Kelola New career path 1. Support & Facility (4) 2. Office Administration (5) 3. Planning & Budgeting (4) 1. Security Management (5) 2. Office Administration (4) 1. Logistic & Asset Management (5) 2. Office Administration (4) - 1. Support & Facility (4) 2. Planning & Budgeting (4) - 1. Logistic & Asset Management (5) Pengamanan Tanah Kelola - Pengamanan Aset 1. Security Management (4) 2. Office Administration (3) 3. Risk Management (3) 1. Security Management (4) 2. Office Administration (3) 3. Risk Management (3) Figure 4.11 Gap Analysis of New Position ( Pengamanan Tanah Kelola) 47
28 1. Support & Facility (4) 2. Office Administration (5) 3. Planning & Budgeting (4) Pengamanan Aset Perusahaan 1. Security Management (5) 2. Office Administration (4) Logistik 1. Logistic & Asset Management (5) 2. Office Administration (4) New Position: Pengamanan Aset New career path - 1. Support & Facility (4) 2. Planning & Budgeting (4) - 1. Logistic & Asset Management (5) Pengamanan Aset - PengamananTanah Kelola 1. Security Management (4) 2. Office Administration (3) 3. Risk Management (3) 1. Security Management (4) 2. Office Administration (3) 3. Risk Management (3) Figure 4.12 Gap Analysis of New Position ( Pengamanan Aset) 48
29 4.5.3 New Merged Position Hubungan Industrial 1. Recruitment & Selection (4) 2. Industrial Relation (4) 3. Legal (3) 4. Risk Management (4) 5. Safety of Employee (4) 6. Human Resources Planning (4) 7. Personnel Administration (4) Pengelolaan Data & Remunerasi 1. Remuneration Management (4) 2. Personnel Administration (4) Merged Position: Kompensasi & Kesejahteraan New career path 1. Recruitment & Selection (4) 2. Industrial Relation (4) 3. Legal (3) 4. Risk Management (4) 5. Safety of Employee (4) 6. Human Resources Planning (4) 7. Personnel Administration (4) Kompensasi & Kesejahteraan 1. Personnel Administration (3) Pengolahan Data SDM 1. Remuneration Management (3) 1. Personnel Administration (3) 1. Personnel Administration (3) 2. Remuneration Management (3) Figure 4.13 Gap Analysis of New Merged Position ( Kompensasi & Kesejahteraan) 49
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