Authors :
Anita Setyastuti; Lenny Christina Nawangsari
Volume/Issue :
Volume 8 - 2023, Issue 1 - January
Google Scholar :
https://bit.ly/3IIfn9N
Scribd :
https://bit.ly/3DW00uX
DOI :
https://doi.org/10.5281/zenodo.7597158
Abstract :
Human Resources (HR) is the main capital for
companies to build business competition. In order to win
the business competition, surely, the company needs to
excel in the quality of human resources. One of the
company's efforts to build HR qualifications is by reducing
the gap in competency that exists in employees. However,
sometimes the methods and the way that have been used
by the company are not optimal yet. This can be seen in
example by the implementation of career development in
the company. There’s no optimalization of career
development process, indicated from promotional
activities those are not running well. This condition is due
to the employee are still considered not meet their
competency standards yet, indicated by the results of
employee performance appraisal whereas still indicated
the presence gap of competency. This research is studying
how company can make improvements in reducing the gap
of competency, through optimization of coaching and
counseling. Using qualitative methods and data analysis is
by Nvivo, the final result of this research is to find a model
concept of coaching and counseling in reducing gap of
competency of employee to support the optimization on
career development in the company PT. MAHLE
Indonesia.
Keywords :
Coaching & Conseling, Gap Competency, Career Development
Human Resources (HR) is the main capital for
companies to build business competition. In order to win
the business competition, surely, the company needs to
excel in the quality of human resources. One of the
company's efforts to build HR qualifications is by reducing
the gap in competency that exists in employees. However,
sometimes the methods and the way that have been used
by the company are not optimal yet. This can be seen in
example by the implementation of career development in
the company. There’s no optimalization of career
development process, indicated from promotional
activities those are not running well. This condition is due
to the employee are still considered not meet their
competency standards yet, indicated by the results of
employee performance appraisal whereas still indicated
the presence gap of competency. This research is studying
how company can make improvements in reducing the gap
of competency, through optimization of coaching and
counseling. Using qualitative methods and data analysis is
by Nvivo, the final result of this research is to find a model
concept of coaching and counseling in reducing gap of
competency of employee to support the optimization on
career development in the company PT. MAHLE
Indonesia.
Keywords :
Coaching & Conseling, Gap Competency, Career Development