Tesis Pemetaan Program Pengembangan Kompetensi Teknis Karyawan Pt. Surya Pratista Hutama Dengan Menggunakan Model 70:20:10

ADLN - Perpustakaan Universitas Airlangga
TESIS
PEMETAAN
PROGRAM PENGEMBANGAN KOMPETENSI TEKNIS
KARYAWAN PT. SURYA PRATISTA HUTAMA
DENGAN MENGGUNAKAN MODEL 70:20:10
WIDHI NOVA PRASETYA
SEKOLAH PASCASARJANA
UNIVERSITAS AIRLANGGA
SURABAYA
2015
TESIS PROGRAM PENGEMBANGAN KOMPETENSI... WIDHI NOVA PRASETYA

TESIS
PEMETAAN
WIDHI NOVA PRASETYA

NIM 091314253011
SURABAYA
2015

PEMETAAN
TESIS
Untuk Memperoleh Gelar Magister
dalam Program Studi Pengembangan Sumber Daya Manusia
pada Sekolah Pascasarjana Universitas Airlangga
Oleh:
WIDHI NOVA PRASETYA

NIM 091314253011
SURABAYA
2015

LEMBAR PENGESAHAN
Tesis ini telah disetujui

pada Tanggal 3 September 2015
Oleh:
Pembimbing Ketua
Dr. Falih Suaedi, Drs., M.Si.

NIP 196302261998101001
Pembimbing Kedua
Badri Munir Sukoco, SE., MBA., Ph.D.

NIP 197809112005011001
Mengetahui
Ketua Program Studi
Magister Pengembangan Sumber Daya Manusia
Dr. Falih Suaedi, Drs., M.Si.

NIP 196302261998101001

PENETAPAN PENGUJI TESIS
Tesis ini telah diuji oleh Panitia Penguji Tesis

Pada Program Studi Pengembangan Sumber Daya Manusia
Sekolah Pascasarjana Universitas Airlangga Surabaya
Pada Tanggal 11 Agustus 2015
PANITIA PENGUJI TESIS
Ketua : Prof. Dr. Jusuf Irianto, Drs., M.Com.
Anggota : 1. Prof. Dr. Budi Prasetyo, Drs., M.Si.
2. Prof. Dr. Suryanto, Drs., M.Si.
3. Dr. Falih Suaedi, Drs., M.Si.
4. Badri Munir Sukoco, SE., MBA., Ph.D.

SURAT PERNYATAAN TIDAK PLAGIAT
Dengan ini saya menyatakan bahwa tesis yang berjudul “Pemetaan
Program Pengembangan Kompetensi Teknis Karyawan PT. Surya Pratista
Hutama dengan Menggunakan Model 70:20:10”, bagian atau keseluruhan tesis
ini tidak pernah diajukan untuk mendapatkan gelar akademis pada bidang studi
dan/atau universitas lain, dan tidak pernah dipublikasi/ditulis oleh individu selain
penyusun, kecuali bila dituliskan dengan format kutipan dalam isi penulisan tesis.
Apabila ditemukan bukti bahwa pernyataan saya tidak benar, maka saya
bersedia menerima sanksi sesuai ketentuan yang berlaku di Universitas Airlangga.
Surabaya, 3 September 2015
Widhi Nova Prasetya, S.Pd.

NIM 091314253011

kupersembahkan karya kecilku ini kepada

Ayahnda tercinta, Alm. Mukmin Sidiq
dan
Ibunda tercinta, Istrimah

KATA PENGANTAR
Puji syukur Alhamdulillah peneliti panjatkan kehadirat Allah Subhanahu
wa Ta’ala yang telah memberikan akal untuk berpikir, kesempatan untuk
berkarya, dan waktu untuk menggapai impian, sehingga tesis yang berjudul
“Pemetaan Program Pengembangan Kompetensi Teknis Karyawan PT. Surya
Pratista Hutama dengan Menggunakan Model 70:20:10” dapat terselesaikan
dengan baik dan lancar. Dalam penulisan tesis ini, hasil akhir bukan merupakan
target utama peneliti. Akan tetapi, peneliti berupaya untuk mengembangkan
potensi diri dan mengaplikasikan seluruh ilmu pengetahuan dan pengalaman yang
telah peneliti terima selama masa perkuliahan dalam sebuah karya tulisan yang
nyata.
Selama peneliti menulis tesis ini, peneliti menyadari begitu banyak
bantuan dari orang-orang yang telah berjasa bagi peneliti, baik secara moril
maupun materiil. Pada kesempatan ini, peneliti ingin menyampaikan terima kasih
serta penghargaan setinggi-tingginya kepada orang-orang berjasa sebagai berikut.
1. Rektor Universitas Airlangga, Prof. Dr. Fasich, Apt., atas pemberian
kesempatan belajar dalam menggali ilmu di universitas guna menjadikan
manusia yang bermanfaat bagi masyarakat, Bangsa, dan Negara,
2. Direktur Pascasarjana, Prof. Dr. Sri Hajati, S.H., M.S., atas atas pemberian
kesempatan belajar dalam menggali ilmu di Sekolah Pascasarjana guna
menjadikan manusia yang profesional dalam bidang Pengembangan
Sumber Daya Manusia,
vii
3. Ketua Program Studi Magister Pengembangan Sumber Daya Manusia,
sekaligus Pembimbing I Tesis, Dr. Falih Suaedi, Drs., M.Si., atas
bimbingan dan nasehatnya,
4. Pembimbing II Tesis, Badri Munir Sukoco, SE., MBA., Ph.D., atas
bimbingan dan nasehatnya,
5. Para guru besar dan dosen Program Magister Pengembangan Sumber
Daya Manusia, atas bekal ilmu sepanjang masa perkuliahan,
6. Rekan-rekan Program Studi Pengembangan Sumber Daya Manusia
Angkatan 2013 Semester Gasal, atas kerjasama yang sangat membangun
dalam proses pembelajaran di dalam maupun di luar kelas,
7. Ibu Toetiek Septriasih, Bapak Suhardono, Bapak Michael Firman, Bapak
Erifin, Bapak Suryanto, Ibu Tulagustin Muninggar, Ibu Tri Agustini, dan
Bapak Didik Eko Cahyono, atas segala bimbingan, pemberian data, dan
informasi yang peneliti butuhkan dalam penyelesaian tesis ini,
8. Keluarga besar Training & Development Department PT. Surya Pratista
Hutama, atas pelajaran kehidupan menjadi seorang yang profesional,
9. Budi Setya “Human Resources Manager RS PHC Surabaya”, atas segala
pelajaran, dukungan, dan motivasi untuk menjadi pribadi yang multi-
talent,
10. Kedua orang tua dan adik tercinta, atas segala doa, dukungan, dan
motivasi yang tiada tara mengalir dari detik ke detik untuk segala aktivitas
positif yang peneliti lakukan, dan
viii
11. Semua pihak yang mungkin tidak tersebutkan satu per satu, atas bantuan
yang telah diberikan hingga terselesaikannya penulisan tesis ini.
Dalam penulisan tesis ini, peneliti menyadari bahwa masih banyak
terdapat kekurangan dan jauh dari kesempurnaan. Oleh karena itu, segala kritik
dan saran yang membangun, senantiasa peneliti harapkan demi kesempurnaan
tesis ini dan yang akan datang. Akhir kata, semoga tesis ini dapat memberikan
manfaat bagi semua pihak. Aamiin.
Surabaya, 3 September 2015
Peneliti
ix
RINGKASAN
PT. Suprama melakukan penggalian level kompetensi pada setiap

pemangku jabatan berdasarkan profil kompetensi jabatan yang mengacu pada
kamus kompetensi non teknis dan kompetensi teknis PT. Suprama. Dalam sebuah
pengukuran asesmen kompetensi yang telah dilakukan pada tahun 2014 kepada
188 karyawan di Divisi Manufacturing pada grade 4-7, menunjukkan bahwa 31
karyawan (16,49%) dinyatakan telah memenuhi standar indeks kompetensi yang
ditentukan oleh perusahaan, baik secara kompetensi non teknis, kompetensi
teknis, maupun keduanya. Artinya sejumlah 157 karyawan (83,51%) diantaranya
perlu mendapatkan pelatihan dan pengembangan guna memperkecil kesenjangan
kompetensi yang diharapkan. Sehubungan dengan adanya permasalahan tentang
kesenjangan indeks kompetensi antara target yang diharapkan dengan aktual yang
ada, serta dibutuhkannya sebuah pendekatan yang telah didukung oleh para
profesional SDM yang mengalihkan fokus perhatian pada hasil bisnis, maka
diperlukan rancangan pemetaan program pengembangan kompetensi teknis
dengan menggunakan model 70:20:10 di PT. Suprama, dengan harapan dapat
menjadikan SDM perusahaan tersebut dapat maju dan berkembang seiring
kemajuan perusahaan.
Model 70:20:10 dapat digunakan karyawan dalam bereksperimen antara
teori dan praktek melalui pekerjaan mereka sehari-hari, yang berarti bahwa 70%
pembelajaran berasal dari pengalaman pada pemagangan dalam
mengintegrasikan, mempraktikkan dan menguasai keterampilan baru,
pengetahuan maupun perubahan perilaku. Adapun contohnya adalah pemberian
proyek kerja, pemagangan, penugasan jangka pendek, satuan tugas (satgas), dan
rotasi jabatan. 20% pembelajaran berasal berasal dari paparan manajer, nasehat
senior, pembina, pendidik, maupun komunitas jejaringan sosial, seperti belajar
melalui pengamatan orang lain guna merefleksikan tentang dampak dari perilaku
tersebut pada diri-sendiri. Adapun contohnya adalah pengawasan, pembinaan, dan
konseling. 10% pembelajaran berasal dari program formal yang dirancang untuk
mengakuisisi pengetahuan atau keterampilan melalui instruksi program secara
intensif. Adapun contohnya adalah pendidikan dan pelatihan di kelas maupun
lapangan, pembelajaran dari buku, artikel maupun elektronik, dan program
pendidikan eksternal lain (Kajewski & Madsen, 2012).
Penelitian ini bertujuan untuk: (1) menyusun skala prioritas
pengembangan kompetensi teknis karyawan grade 4-7 Divisi Manufacturing dan
(2) memetakan program pengembangan kompetensi teknis karyawan grade 4-7
Divisi Manufacturing dengan menggunakan model 70:20:10. Penelitian ini
menggunakan pendekatan mixed methods, yaitu penelitian kuantitatif dan
kualitatif, dan menggunakan strategi eksplanatoris sekuensial, yaitu dengan
mengumpulkan dan menganalisis data kuantitatif, kemudian mengumpulkan dan
menganalisis data kualitatif. Populasi pada penelitian ini adalah seluruh karyawan
grade 4-7 Divisi Manufacturing PT. Suprama. Teknik penentuan informan dalam
penelitian ini adalah purposive, dengan menunjuk Training and Development
x
Manager, Manufacturing General Manager, Manufacturing Manager, Production

Assistant Manager, Engineering Assistant Manager, Lab, QC and EHS Manager,
PPIC Manager, dan WHSE and Log. Manager sebagai informan. Data diperoleh
dari hasil analisis gap indeks kompetensi teknis karyawan grade 4-7 Divisi
Manufacturing dan hasil analisis prioritas pengembangan kompetensi, yang
selanjutnya dapat digunakan dalam mengagendakan kebutuhan pengembangan
karyawan di tahun-tahun berikutnya.
Hasil penelitian ini menunjukkan bahwa: (1) hasil penyusunan skala
prioritas pengembangan kompetensi teknis karyawan grade 4-7 Divisi
Manufacturing yang berjumlah 58 jabatan, 5 jabatan diantaranya memiliki
prioritas pengembangan yang sedang, 46 jabatan memiliki prioritas
pengembangan yang tinggi, dan 7 jabatan memiliki prioritas pengembangan yang
sangat tinggi dan (2) hasil pemetaan program pengembangan kompetensi teknis di
Divisi Manufacturing pada grade 4-7 yang berjumlah 173 karyawan, hanya 59
karyawan yang akan dikembangkan dengan menggunakan model 70:20:10.
Secara rinci, sebanyak 7 karyawan akan dikembangkan dengan model 70, 27
karyawan akan dikembangkan dengan model 20, dan 25 karyawan akan
dikembangkan dengan model 10. Secara keseluruhan terdapat 55 kompetensi dari
77 kompetensi teknis yang perlu dikembangkan.
Kesimpulan dari penelitian ini adalah bahwa pemetaan program
pengembangan kompetensi teknis karyawan PT. Suprama dengan menggunakan
model 70:20:10 dirancang guna mendukung ambisi pertumbuhan perusahaan oleh
SDM yang kompeten di setiap posisinya. Bagi karyawan yang mendapatkan
pengembangan dengan model 70, maka karyawan tersebut akan mendapatkan
proyek pekerjaan guna menguasai bidang pekerjaannya secara nyata dengan target
khusus yang telah diberikan, karyawan yang mendapatkan pengembangan dengan
model 20, maka karyawan tersebut akan mendapatkan pengawasan dan
pembinaan secara intensif oleh atasan ataupun rekan seniornya tentang sikap kerja
dan penguasaan kerja dalama ruang lingkup pekerjaannya, sedangkan karyawan
yang mendapatkan pengembangan dengan model 10, maka karyawan tersebut
akan mendapatkan pelatihan formal dalam kelas pengembangan yang mengacu
pada tema-tema tertentu guna meningkatkan kompetensi teknis. Sehubungan
dengan hal tersebut, peneliti menyarankan kepada manajemen PT. Suprama agar
(1) pelaksanaan program pengembangan tersebut disesuaikan dengan kebutuhan
keterampilan di tiap-tiap departemen dengan memperhatikan tingkat urgensitas
yang ada dan (2) pengawasan dan pembinaan secara intensif hendaknya dilakukan
oleh atasannya guna menunjang pengetahuan dan keterampilannya yang telah
diberikan di program pengembangan.
xi
SUMMARY
PT. Suprama excavates competency level on every position based on its

profile which refers to non-technical and technical inventory. Based on the
assessment on 188 employees, Manufacturing Division grade 4-7, conducted in
2014 showed that 31 employees (16.49%) fulfilled the standard of competency
index composed by the company, either non-technical or technical competency,
and both of them. It meant that 157 employees (83.51%) needed training and
development to narrow down the competency gap. Since there was competency
index gap between target and reality, and also a need of an approach supported by
HRD professional focuses on business result, the mapping plan of technical
competency development program by using 70:20:10 Model in PT. Suprama is
needed to make the human resources advanced and developed following the
expansion of the company.
The employees can use 70:20:10 model to do an experiment between
theory and practice through their daily work. It means that 70% learning obtained
from experience in integrating, practicing and mastering a new ability, knowledge
and behavior change. The example is to give work project, internship, a short term
assignment, task force, position rotation. 20% learning obtained from manager
explanation, senior’s advice, coach, educator, social network community, such as
observing other people to reflect the behavior’s effect on ourselves. The example
is watching, coaching and counseling. 10% learning obtained from formal
program to acquire knowledge or skill through intensive program instruction. The
example is education and training indoor and outdoor, learning from textbooks,
articles or electronic and other related formal education (Kajewski & Madsen,
2012).
The objective of this research was to: (1) compose development priority
scale on employees’ technical competency grade 4-7, Manufacturing Division and
(2) map development program on employees’ technical competency by using
70:20:10 Model. This research used mixed method, which is, qualitative and
quantitative research method and explanatory narrative approach. The researcher
collected and analyzed quantitative data, then collected and analyzed qualitative
data. The population of the research was all employees of PT. Suprama, Grade
4-7, Manufacturing Division. The informants were chosen purposively. The
informants were Training and Development Manager, Manufacturing General
Manager, Manufacturing Manager, Production Assistant Manager, Engineering
Assistant Manager, Lab, QC and EHS manager, PPIC manager, and WHSE and
Log. Manager. The data were analyzed from the result of technical competency
gap index on employees grade 4-7, Manufacturing Division and the result of
competency development priority. This result can be put into agenda for
employees development in the following years.
The research showed that (1) the composing of technical competency
development priority scale on employees grade 4-7, Manufacturing Division
consisted of 58 positions, 5 positions had intermediate development priority, 46
xii
positions had upper intermediate development priority, and 7 positions had

advance development priority and (2) the mapping of the technical competency
development program in Manufacturing Division employees grade 4-7 consisted
of 173 employees. 59 employees were going to be developed by using 70:20:10
Model. 7 employees were going to be developed by 70 Model, 27 employees were
going to be developed by using 20 Model, and 25 employees were going to be
developed by using 10 Model. There were 55 out of 77 technical competencies
needed developing.
The conclusion of this research was to map technical competency
development program on PT. Suprama employees by using 70:20:10 Model to
contribute to the growth ambition of the company through competent human
resource in every position. Employees who got 70 Model were given a work
project to master their work field as a given target. Employees who got 20 were
watched and coached intensively by their supervisor or senior colleagues about
work attitude and work mastery of their work field. Employees who got 10 were
given a formal training of development class referring to certain themes in order
to increase their technical competency. The researcher gave PT. Suprama
management some suggestions that (1) the development program should be
matched with the skills needed in each department by looking at the urgency level
and (2) watch and coach should be conducted by the supervisor to support the
knowledge and skill which had been given during development program.
xiii
ABSTRACT
The Mapping of Technical Competency Development Program

on PT. Surya Pratista Hutama Employees
by Using 70:20:10 Model
The objective of this research was to: (1) compose development priority
scale on employees’ technical competency grade 4-7, Manufacturing Division and
(2) map development program on employees’ technical competency by using
70:20:10 Model. This research used mixed method, which is, qualitative and
quantitative research method and explanatory narrative approach. The researcher
collected and analyzed quantitative data, then collected and analyzed qualitative
data. The population of the research was all employees of PT. Suprama, Grade
4-7, Manufacturing Division. The informants were chosen purposively. The data
were analyzed from the result of technical competency gap index on employees
grade 4-7, Manufacturing Division and the result of competency development
priority.
The research showed that (1) the composing of technical competency
development priority scale on employees grade 4-7, Manufacturing Division
consisted of 58 positions, 5 positions had intermediate development priority, 46
positions had upper intermediate development priority, and 7 positions had
advance development priority and (2) the mapping of the technical competency
development program in Manufacturing Division employees grade 4-7 consisted
of 173 employees. 59 employees were going to be developed by using 70:20:10
Model. 7 employees were going to be developed by 70 Model, 27 employees were
going to be developed by using 20 Model, and 25 employees were going to be
developed by using 10 Model. There were 55 out of 77 technical competencies
needed developing.
Keywords: mapping, technical competency development, 70:20:10 Model
xiv
DAFTAR ISI
Halaman
KATA PENGANTAR .................................................................................. vii

RINGKASAN ............................................................................................... x
SUMMARY .................................................................................................. xii
ABSTRACT .................................................................................................. xiv
DAFTAR ISI ................................................................................................. xv
DAFTAR TABEL ......................................................................................... xxiii
DAFTAR GAMBAR .................................................................................... xxxiv
DAFTAR LAMPIRAN ................................................................................. xxxv
DAFTAR SINGKATAN .............................................................................. xxxvi
DAFTAR ISTILAH ...................................................................................... xxxvii
BAB I PENDAHULUAN ..................................................................... 1

1.1 Latar Belakang Masalah .................................................... 1
1.2 Rumusan Masalah .............................................................. 12
1.3 Tujuan Penelitian ................................................................ 13
1.4 Manfaat Penelitian .............................................................. 13
1.4.1 Manfaat Teoritis ................................................................. 13
1.4.2 Manfaat Praktis .................................................................. 14
1.4.2.1 Bagi Perusahaan .............................................................. 14
1.4.2.2 Bagi Peneliti .................................................................... 14
1.4.2.3 Bagi Penelitian Selanjutnya ............................................ 14
1.5 Batasan Penelitian ............................................................... 15
1.6 Definisi Konseptual ............................................................. 16
1.6.1 Pemetaan Program Pengembangan .................................... 16
1.6.2 Kompetensi Teknis ............................................................ 16
1.6.3 Model 70:20:10 .................................................................. 16
BAB II TINJAUAN PUSTAKA ............................................................ 17

2.1 Kompetensi .......................................................................... 17
2.1.1 Pengertian Kompetensi ...................................................... 18
2.1.2 Karakteristik Kompetensi .................................................. 20
2.1.3 Pengelolaan Kompetensi .................................................... 21
2.1.4 Pengukuran Kompetensi .................................................... 23
2.1.5 Metode Pengukuran Kompetensi ....................................... 26
2.1.6 Kompetensi yang Dibutuhkan untuk Masa Depan ............ 27
2.1.7 Kekuatan dan Kelemahan Model Kompetensi................... 31
2.1.8 Model Kompetensi di PT. Suprama ................................... 32
2.1.9 Urgensi Pengembangan SDM Berbasis Kompetensi ......... 33
2.2 Pelatihan dan Pengembangan SDM .................................. 34
2.2.1 Pelatihan ............................................................................. 35
2.2.1.1 Pengertian Pelatihan ........................................................ 35
xv
2.2.1.2 Manfaat Pelatihan ........................................................... 36

2.2.2 Pengembangan SDM ......................................................... 37
2.2.2.1 Pengertian Pengembangan SDM .................................... 37
2.2.2.2 Manfaat Pengembangan SDM ........................................ 39
2.2.2.3 Proses Pengembangan SDM ........................................... 43
2.2.3 Persamaan dan Perbedaan Pelatihan dan Pengembangan .. 45
2.2.4 Proses Pelatihan dan Pengembangan ................................. 47
2.2.5 Metode Pelatihan dan Pengembangan ............................... 49
2.2.5.1 On-Job............................................................................. 50
2.2.5.2 Off-Job ............................................................................ 52
2.2.6 Urgensi Pelatihan dan Pengembangan SDM di Industri .... 55
2.2.7 Analisis Kebutuan Pelatihan dan Pengembangan
Berdasarkan Gap Kompetensi dan Program
Pengembangan Berbasis Kompetensi ................................ 57
2.3 Model 70:20:10 .................................................................... 59
2.3.1 Interpretasi 70:20:10 .......................................................... 59
2.3.2 Manfaat dan Tantangan Model 70:20:10 ........................... 62
2.3.3 Penyesuaian Pendekatan Model 70:20:10 ......................... 63
BAB III KERANGKA KONSEPTUAL ................................................ 65
BAB IV METODE PENELITIAN ......................................................... 69

4.1 Pendekatan dan Jenis Penelitian ....................................... 69
4.2 Lokasi Penelitian ................................................................. 73
4.3 Teknik Penentuan Informan .............................................. 74
4.4 Instrumen Penelitian .......................................................... 76
4.5 Prosedur Pengumpulan Data ............................................. 79
4.6 Analisis Data ........................................................................ 80
4.6.1 Analisis Data Kuantitatif .................................................... 80
4.6.2 Analisis Data Kualitatif ...................................................... 93
4.7 Pengecekan Keabsahan Temuan ....................................... 94
BAB V ANALISIS HASIL PENELITIAN .......................................... 96

5.1 Analisis Skala Prioritas Pengembangan Kompetensi
Jabatan ................................................................................. 96
5.1.1 Jabatan “AP Auxiliary Material Group Leader”
(PRD–004) ...................................................................... 96
5.1.2 Jabatan “AP Data Process Group Leader”
(PRD–006) ...................................................................... 97
5.1.3 Jabatan “AP Data Process Staff” (PRD–007) ................ 98
5.1.4 Jabatan “AP Finished Good Group Leader”
(PRD–008) ...................................................................... 99
5.1.5 Jabatan “AP Raw Material Group Leader”
(PRD–010) ...................................................................... 100
5.1.6 Jabatan “Production Group Leader” (PRD–014) .......... 101
5.1.7 Jabatan “Roll Pressing Operator” (PRD–015) .............. 102
xvi
5.1.8 Jabatan “Drying Operator” (PRD–016) ........................ 103

5.1.9 Jabatan “Packing Operator” (PRD–017) ....................... 104
5.1.10 Jabatan “Ink Jet Print Operator” (PRD–018) ................ 105
5.1.11 Jabatan “Seasoning Group Leader” (PRD–022) ........... 106
5.1.12 Jabatan “Seasoning Packing Operator” (PRD–024) ..... 107
5.1.13 Jabatan “Food Additive Group Leader” (PRD–027) ..... 108
5.1.14 Jabatan “Alkali Operator” (PRD–028) .......................... 109
5.1.15 Jabatan “Mixing Group Leader” (PRD–030)................. 110
5.1.16 Jabatan “Mixing Operator” (PRD–031) ........................ 111
5.1.17 Jabatan “Engineering Data Process Administrator”
(ENG–003) ...................................................................... 112
5.1.18 Jabatan “Operational Machine Maintenance Group
Leader” (ENG–006) ....................................................... 113
5.1.19 Jabatan “Operational Machine Maintenance Operator”
(ENG–007) ...................................................................... 115
5.1.20 Jabatan “House Wares Technician Group Leader”
(ENG–010) ...................................................................... 116
5.1.21 Jabatan “House Wares Technician Operator”
(ENG–011) ...................................................................... 117
5.1.22 Jabatan “Electrical Maintenance Group Leader”
(ENG–012) ...................................................................... 118
5.1.23 Jabatan “Electrical Maintenance Operator”
(ENG–013) ...................................................................... 119
5.1.24 Jabatan “Building Maintenance Group Leader”
(ENG–015) ...................................................................... 120
5.1.25 Jabatan “Building Maintenance Operator”
(ENG–016) ...................................................................... 121
5.1.26 Jabatan “Power Plant, Boiler & Water Treatment
Group Leader” (ENG–018) ............................................ 122
Operator” (ENG–019).................................................... 123
5.1.28 Jabatan “Engineering Workshop Group Leader”
(ENG–021) ...................................................................... 125
5.1.29 Jabatan “Engineering Workshop Operator”
(ENG–022) ...................................................................... 126
5.1.30 Jabatan “Laboratory Analyst” (LQC–003) .................... 127
5.1.31 Jabatan “Microbiology Analyst” (LQC–005) ................. 128
5.1.32 Jabatan “Incoming Quality Control Assistant
Supervisor” (LQC–008) ................................................. 129
5.1.33 Jabatan “Incoming Quality Control Staff” (LQC–009).. 130
5.1.34 Jabatan “Production Quality Control Assistant
Supervisor” (LQC–010) ................................................. 131
5.1.35 Jabatan “Production Quality Control Group Leader”
(LQC–011) ...................................................................... 132
5.1.36 Jabatan “Production Quality Control Staff”
(LQC–012) ...................................................................... 133
xvii
5.1.37 Jabatan “Environment, Health & Safety Assistant

Supervisor” (LQC–014) ................................................. 134
5.1.38 Jabatan “Production Utility Assistant Supervisor”
(LQC–016) ...................................................................... 135
5.1.39 Jabatan “Production Utility Group Leader”
(LQC–017) ...................................................................... 136
5.1.40 Jabatan “Production Plan Staff” (PIC–002) .................. 137
5.1.41 Jabatan “Material Plan & Inventory Control Staff”
(PIC–003) ........................................................................ 138
5.1.42 Jabatan “Auxiliary & Spare Part Warehouse
Administrator” (WHSE–003) ......................................... 139
5.1.43 Jabatan “Auxiliary & Spare Part Warehouse Group
Leader” (WHSE–004) .................................................... 141
5.1.44 Jabatan “Auxiliary Warehouse Operator”
(WHSE–005)................................................................... 142
5.1.45 Jabatan “Used Part Stock Keeper” (WHSE–006).......... 143
5.1.46 Jabatan “New Parts Stock Keeper” (WHSE–007) ......... 144
5.1.47 Jabatan “Finished Product Warehouse Assistant
Supervisor” (WHSE–010) .............................................. 145
5.1.48 Jabatan “Finished Product Warehouse Administrator”
(WHSE–011)................................................................... 146
5.1.49 Jabatan “Stocker Group Leader” (WHSE–012) ............ 147
5.1.50 Jabatan “Transfer & Porter” (WHSE–013) ................... 148
5.1.51 Jabatan “Checker Group Leader” (WHSE–015) ........... 149
5.1.52 Jabatan “Forklift Operator” (WHSE–017) .................... 150
5.1.53 Jabatan “Logistic Administrator” (WHSE–019) ............ 151
5.1.54 Jabatan “Logistic Driver” (WHSE–020)........................ 152
5.1.55 Jabatan “Waste & Raw Material Warehouse Assistant
Supervisor” (WHSE–022) .............................................. 153
5.1.56 Jabatan “Waste & Raw Material Warehouse
5.1.57 Jabatan “Seasoning Material Warehouse Group
Leader” (WHSE–024) .................................................... 156
5.1.58 Jabatan “Raw Material Warehouse Operator”
(WHSE–026) .................................................................. 157
5.2 Analisis Pemetaan Program Pengembangan
Kompetensi Teknis dengan Menggunakan Model
70:20:10 ................................................................................ 158
BAB VI PEMBAHASAN ........................................................................ 163

6.1 Prioritas Pengembangan Kompetensi Jabatan ................ 163
6.1.1 Jabatan “AP Auxiliary Material Group Leader”
(PRD–004) ...................................................................... 164
6.1.2 Jabatan “AP Data Process Group Leader”
(PRD–006) ...................................................................... 166
6.1.3 Jabatan “AP Data Process Staff” (PRD–007) ................ 167
xviii
6.1.4 Jabatan “AP Finished Good Group Leader”

(PRD–008) ...................................................................... 169
6.1.5 Jabatan “AP Raw Material Group Leader”
(PRD–010) ...................................................................... 170
6.1.6 Jabatan “Production Group Leader” (PRD–014) .......... 172
6.1.7 Jabatan “Roll Pressing Operator” (PRD–015) .............. 180
6.1.8 Jabatan “Drying Operator” (PRD–016) ........................ 183
6.1.9 Jabatan “Packing Operator” (PRD–017) ....................... 186
6.1.10 Jabatan “Ink Jet Print Operator” (PRD–018) ................ 189
6.1.11 Jabatan “Seasoning Group Leader” (PRD–022) ........... 191
6.1.12 Jabatan “Seasoning Packing Operator” (PRD–024) ..... 193
6.1.13 Jabatan “Food Additive Group Leader” (PRD–027) ..... 194
6.1.14 Jabatan “Alkali Operator” (PRD–028) .......................... 197
6.1.15 Jabatan “Mixing Group Leader” (PRD–030)................. 199
6.1.16 Jabatan “Mixing Operator” (PRD–031) ........................ 202
6.1.17 Jabatan “Engineering Data Process Administrator”
(ENG–003) ...................................................................... 205
6.1.18 Jabatan “Operational Machine Maintenance Group
Leader” (ENG–006) ....................................................... 208
6.1.19 Jabatan “Operational Machine Maintenance
Operator” (ENG–007).................................................. 211
6.1.20 Jabatan “House Wares Technician Group Leader”
(ENG–010) ...................................................................... 217
6.1.21 Jabatan “House Wares Technician Operator”
(ENG–011) ...................................................................... 218
6.1.22 Jabatan “Electrical Maintenance Group Leader”
(ENG–012) ...................................................................... 220
6.1.23 Jabatan “Electrical Maintenance Operator”
(ENG–013) ...................................................................... 221
6.1.24 Jabatan “Building Maintenance Group Leader”
(ENG–015) ...................................................................... 223
6.1.25 Jabatan “Building Maintenance Operator”
(ENG–016) ...................................................................... 224
Group Leader” (ENG–018) ............................................ 226
Operator” (ENG–019).................................................... 228
6.1.28 Jabatan “Engineering Workshop Group Leader”
(ENG–021) ...................................................................... 230
6.1.29 Jabatan “Engineering Workshop Operator”
(ENG–022) ...................................................................... 231
6.1.30 Jabatan “Laboratory Analyst” (LQC–003) .................... 233
6.1.31 Jabatan “Microbiology Analyst” (LQC–005) ................. 235
6.1.32 Jabatan “Incoming Quality Control Assistant
Supervisor” (LQC–008) ................................................. 237
6.1.33 Jabatan “Incoming Quality Control Staff” (LQC–009).. 238
xix
6.1.34 Jabatan “Production Quality Control Assistant

Supervisor” (LQC–010) ................................................. 240
6.1.35 Jabatan “Production Quality Control Group Leader”
(LQC–011) ...................................................................... 242
6.1.36 Jabatan “Production Quality Control Staff”
(LQC–012) ...................................................................... 244
6.1.37 Jabatan “Environment, Health & Safety Assistant
Supervisor” (LQC–014) ................................................. 248
6.1.38 Jabatan “Production Utility Assistant Supervisor”
(LQC–016) ...................................................................... 249
6.1.39 Jabatan “Production Utility Group Leader”
(LQC–017) ...................................................................... 251
6.1.40 Jabatan “Production Plan Staff” (PIC–002) .................. 253
6.1.41 Jabatan “Material Plan & Inventory Control Staff”
(PIC–003) ........................................................................ 254
6.1.42 Jabatan “Auxiliary & Spare Part Warehouse
6.1.43 Jabatan “Auxiliary & Spare Part Warehouse Group
Leader” (WHSE–004) .................................................... 258
6.1.44 Jabatan “Auxiliary Warehouse Operator”
(WHSE–005)................................................................... 259
6.1.45 Jabatan “Used Part Stock Keeper” (WHSE–006).......... 260
6.1.46 Jabatan “New Parts Stock Keeper” (WHSE–007) ......... 261
6.1.47 Jabatan “Finished Product Warehouse Assistant
Supervisor” (WHSE–010) .............................................. 263
6.1.48 Jabatan “Finished Product Warehouse Administrator”
(WHSE–011)................................................................... 264
6.1.49 Jabatan “Stocker Group Leader” (WHSE–012) ............ 266
6.1.50 Jabatan “Transfer & Porter” (WHSE–013) ................... 268
6.1.51 Jabatan “Checker Group Leader” (WHSE–015) ........... 269
6.1.52 Jabatan “Forklift Operator” (WHSE–017) .................... 271
6.1.53 Jabatan “Logistic Administrator” (WHSE–019) ............ 273
6.1.54 Jabatan “Logistic Driver” (WHSE–020)........................ 274
6.1.55 Jabatan “Waste & Raw Material Warehouse Assistant
Supervisor” (WHSE–022) .............................................. 276
6.1.56 Jabatan “Waste & Raw Material Warehouse
6.1.57 Jabatan “Seasoning Material Warehouse Group
Leader” (WHSE–024) .................................................... 279
6.1.58 Jabatan “Raw Material Warehouse Operator”
(WHSE–026) .................................................................. 280
6.2 Pemetaan Program Pengembangan Kompetensi Teknis
dengan Menggunakan Model 70:20:10 ............................. 281
6.2.1 Administrasi Perkantoran (TC–008) ............................... 284
6.2.2 Pengendalian Dokumen (TC–009 ................................... 286
6.2.3 Sistem Pengarsipan (TC–010) ........................................ 287
xx
6.2.4 Sistem Pelaporan (TC–011) ............................................ 288

6.2.5 Bekerja dengan Target (TC–015) ................................... 290
6.2.6 Aplikasi Program Komputer Perkantoran (TC–037) ...... 294
6.2.7 Aplikasi Program Komputer Teknik (TC–038) .............. 296
6.2.8 Stock Opname (TC–053)................................................. 297
6.2.9 Prosedur Pengadaan Barang (TC–069) ........................... 298
6.2.10 Penggunaan Peralatan Kebersihan (TC–081) ................. 299
6.2.11 Penggunaan Bahan–bahan (TC–082).............................. 300
6.2.12 Mengemudikan Kendaraan (TC–083) ............................ 301
6.2.13 Perbaikan Peralatan (TC–084) ........................................ 302
6.2.14 Standar Keamanan Pangan (TC–111) ............................. 303
6.2.15 Proses Manufaktur Mi (TC–112) .................................... 308
6.2.16 Pengetahuan Barang Jadi (TC–114) ............................... 311
6.2.17 Pengetahuan Produk Afalan (TC–115) ........................... 312
6.2.18 Standar Bahan Baku (TC–116) ....................................... 313
6.2.19 Standar Kemasan (TC–117) ............................................ 314
6.2.20 Proses Produksi Mi (TC–118) ........................................ 316
6.2.21 Proses Tarik Tepung (TC–119)....................................... 319
6.2.22 Proses Pengayakan (TC–120) ......................................... 320
6.2.23 Food Additive Process (TC–121) ................................... 322
6.2.24 Pengetahuan Alkali (TC–122) ........................................ 323
6.2.25 Proses Pencampuran (TC–123)....................................... 324
6.2.26 Roll Pressing Process (TC–124) .................................... 325
6.2.27 Proses Pengeringan Mi (TC–125) ................................... 327
6.2.28 Proses Bungkus (TC–126) .............................................. 329
6.2.29 Ink Jet Printing Process (TC–127) ................................. 330
6.2.30 Proses Produksi Bumbu (TC–129) ................................. 331
6.2.31 Pengetahuan Produk dan Kemasan Bumbu (TC–130) ... 332
6.2.32 Proses Timbang Bumbu (TC–131) ................................. 333
6.2.33 Proses Campur Bumbu (TC–132) ................................... 334
6.2.34 Proses Pengemasan Bumbu (TC–133)............................ 335
6.2.35 Proses QC (TC–135) ....................................................... 336
6.2.36 Proses QC Bahan Baku (TC–136) .................................. 337
6.2.37 Proses QC Barang Jadi (TC–137) ................................... 338
6.2.38 Pengetahuan Proses EHS (TC–141) ............................... 340
6.2.39 Pengetahuan Kebersihan Area Produksi (TC–142) ........ 341
6.2.40 Pengetahuan Pengolahan Limbah (TC–143) .................. 345
6.2.41 Penerapan Keselamatan dan Kesehatan Kerja (K3)
(TC–147) ........................................................................ 346
6.2.42 Statistika (TC–149) ......................................................... 347
6.2.43 Permesinan Manufaktur Mi (TC–150)............................ 348
6.2.44 Prosedur Perbaikan dan Perawatan Mesin Industri
(TC–151) ........................................................................ 350
6.2.45 Pemeliharaan dan Perbaikan Alat Produksi Bumbu
(TC–152) ........................................................................ 351
6.2.46 Pemeliharaan dan Perbaikan Mesin Mixing (TC–153) ... 353
xxi
6.2.47 Kelistrikan (TC–154) ...................................................... 355

6.2.48 Kelistrikan Arus Kuat (TC–155) .................................... 356
6.2.49 Pemeliharaan Bangunan (TC–158) ................................. 358
6.2.50 Penguasaan Mesin, Konstruksi dan Pengelasan
(TC–159) ......................................................................... 359
6.2.51 Pemeliharaan dan Perbaikan Lift, Hand Pallet dan
Forklift (TC–160)............................................................ 360
6.2.52 Pemeliharaan dan Perbaikan Palet (TC–161) ................. 361
6.2.53 Boiler and Water Treatment System (TC–162)............... 362
6.2.54 Distribusi Barang Jadi (TC–166) .................................... 363
6.2.55 Prosedur Penerimaan dan Pengeluaran Barang
(TC–168) ......................................................................... 364
BAB VII PENUTUP .................................................................................. 366

7.1 Kesimpulan .......................................................................... 366
7.2 Saran .................................................................................... 370
DAFTAR PUSTAKA ................................................................................... 373

LAMPIRAN .................................................................................................. 377
TENTANG PENELITI ................................................................................. 507
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DAFTAR TABEL
Tabel Halaman
1.1 Produktivitas Kerja Negara ASEAN................................................. 2

1.2 Tolok Ukur Aspek Kompetensi PT. Suprama .................................. 6
1.3 Level Kompetensi ............................................................................. 6
1.4 Hasil Persentase Ketercapaian Uji Kompetensi ................................ 7
1.5 Interpretasi 70:20:10 di Berbagai Perusahaan .................................. 10
2.1 Klasifikasi Metode Pelatihan dan Pengembangan ............................ 49
2.2 Kategori Metode Pelatihan dan Pengembangan ............................... 55
4.1 Distribusi Skala Prioritas Pengembangan Kompetensi Jabatan
“AP Auxiliary Material Group Leader” (PRD–004) ....................... 81
4.2 Distribusi Skala Prioritas Pengembangan Jabatan “AP Data
Process Group Leader” (PRD–006) ................................................ 81
4.3 Distribusi Skala Prioritas Pengembangan Jabatan “AP Data
Process Staff” (PRD–007) ................................................................ 81
4.4 Distribusi Skala Prioritas Pengembangan Jabatan “AP Finished
Good Group Leader” (PRD–008) .................................................... 82
4.5 Distribusi Skala Prioritas Pengembangan Jabatan “AP Raw
Material Group Leader” (PRD–010) ............................................... 82
4.6 Distribusi Skala Prioritas Pengembangan Jabatan “Production
Group Leader” (PRD–014) .............................................................. 82
4.7 Distribusi Skala Prioritas Pengembangan Jabatan “Roll Pressing
Operator” (PRD–015) ...................................................................... 82
4.8 Distribusi Skala Prioritas Pengembangan Jabatan “Drying
Operator” (PRD–016) ...................................................................... 82
4.9 Distribusi Skala Prioritas Pengembangan Jabatan “Packing
Operator” (PRD–017) ...................................................................... 83
4.10 Distribusi Skala Prioritas Pengembangan Jabatan “Ink Jet Print
Operator” (PRD–018) ...................................................................... 83
4.11 Distribusi Skala Prioritas Pengembangan Jabatan “Seasoning
Group Leader” (PRD–022) .............................................................. 83
Packing Operator” (PRD–024) ........................................................ 83
4.13 Distribusi Skala Prioritas Pengembangan Jabatan “Food Additive
Group Leader” (PRD–027) .............................................................. 83
4.14 Distribusi Skala Prioritas Pengembangan Jabatan “Alkali
Operator” (PRD–028) ...................................................................... 84
4.15 Distribusi Skala Prioritas Pengembangan Jabatan “Mixing Group
Leader” (PRD–030).......................................................................... 84
4.16 Distribusi Skala Prioritas Pengembangan Jabatan “Mixing
Operator” (PRD–031) ...................................................................... 84
4.17 Distribusi Skala Prioritas Pengembangan Jabatan “Engineering
Data Process Administrator” (ENG–003) ....................................... 84
xxiii
4.18 Distribusi Skala Prioritas Pengembangan Jabatan “Operational

Machine Maintenance Group Leader” (ENG–006) ......................... 84
4.19 Distribusi Skala Prioritas Pengembangan Jabatan “Operational
Machine Maintenance Operator” (ENG–007) ................................. 85
4.20 Distribusi Skala Prioritas Pengembangan Jabatan “House Wares
Technician Group Leader” (ENG–010) ........................................... 85
4.21 Distribusi Skala Prioritas Pengembangan Jabatan “House Wares
Technician Operator” (ENG–011) ................................................... 85
4.22 Distribusi Skala Prioritas Pengembangan Jabatan “Electrical
Maintenance Group Leader” (ENG–012) ........................................ 85
4.23 Distribusi Skala Prioritas Pengembangan Jabatan “Electrical
Maintenance Operator” (ENG–013) ................................................ 85
4.24 Distribusi Skala Prioritas Pengembangan Jabatan “Building
4.25 Distribusi Skala Prioritas Pengembangan Jabatan “Building
4.26 Distribusi Skala Prioritas Pengembangan Jabatan “Power Plant,
Boiler & Water Treatment Group Leader” (ENG–018) .................. 86
4.27 Distribusi Skala Prioritas Pengembangan Jabatan “Power Plant,
Boiler & Water Treatment Operator” (ENG–019) .......................... 86
Workshop Group Leader” (ENG–021) ............................................ 86
Workshop Operator” (ENG–022) .................................................... 87
4.30 Distribusi Skala Prioritas Pengembangan Jabatan “Laboratory
Analyst” (LQC–003) ......................................................................... 87
4.31 Distribusi Skala Prioritas Pengembangan Jabatan “Microbiology
Analyst” (LQC–005) ......................................................................... 87
4.32 Distribusi Skala Prioritas Pengembangan Jabatan “Incoming
Quality Control Assistant Supervisor” (LQC–008) ......................... 87
4.33 Distribusi Skala Prioritas Pengembangan Jabatan “Incoming
Quality Control Staff” (LQC–009) ................................................... 87
Quality Control Assistant Supervisor” (LQC–010) ......................... 88
Quality Control Group Leader” (LQC–011) ................................... 88
Quality Control Staff” (LQC–012) ................................................... 88
4.37 Distribusi Skala Prioritas Pengembangan Jabatan “Environment,
Health & Safety Assistant Supervisor” (LQC–014) ......................... 88
Utility Assistant Supervisor” (LQC–016) ......................................... 88
Utility Group Leader” (LQC–017) ................................................... 89
Plan Staff” (PIC–002)....................................................................... 89
xxiv
4.41 Distribusi Skala Prioritas Pengembangan Jabatan “Material Plan

& Inventory Control Staff” (PIC–003) ............................................. 89
4.42 Distribusi Skala Prioritas Pengembangan Jabatan “Auxiliary &
Spare Part Warehouse Administrator” (WHSE–003)...................... 89
4.43 Distribusi Skala Prioritas Pengembangan Jabatan “Auxiliary &
Spare Part Warehouse Group Leader” (WHSE–004) ..................... 89
4.44 Distribusi Skala Prioritas Pengembangan Jabatan “Auxiliary
Warehouse Operator” (WHSE–005) ............................................... 90
4.45 Distribusi Skala Prioritas Pengembangan Jabatan “Used Part
Stock Keeper” (WHSE–006) ............................................................ 90
4.46 Distribusi Skala Prioritas Pengembangan Jabatan “New Parts
Stock Keeper” (WHSE–007) ............................................................ 90
4.47 Distribusi Skala Prioritas Pengembangan Jabatan “Finished
Product Warehouse Assistant Supervisor” (WHSE–010) ................ 90
4.48 Distribusi Skala Prioritas Pengembangan Jabatan “Finished
Product Warehouse Administrator” (WHSE–011) .......................... 90
4.49 Distribusi Skala Prioritas Pengembangan Jabatan “Stocker Group
Leader” (WHSE–012) ...................................................................... 91
4.50 Distribusi Skala Prioritas Pengembangan Jabatan “Transfer &
Porter” (WHSE–013) ....................................................................... 91
4.51 Distribusi Skala Prioritas Pengembangan Jabatan “Checker Group
Leader” (WHSE–015) ...................................................................... 91
4.52 Distribusi Skala Prioritas Pengembangan Jabatan “Forklift
Operator” (WHSE–017) .................................................................. 91
4.53 Distribusi Skala Prioritas Pengembangan Jabatan “Logistic
Administrator” (WHSE–019) ........................................................... 91
4.54 Distribusi Skala Prioritas Pengembangan Jabatan “Logistic
Driver” (WHSE–020) ....................................................................... 92
4.55 Distribusi Skala Prioritas Pengembangan Jabatan “Waste & Raw
Material Warehouse Assistant Supervisor” (WHSE–022)............... 92
4.56 Distribusi Skala Prioritas Pengembangan Jabatan “Waste & Raw
Material Warehouse Administrator” (WHSE–023) ......................... 92
Material Warehouse Group Leader” (WHSE–024)......................... 92
4.58 Distribusi Skala Prioritas Pengembangan Jabatan “Raw Material
Warehouse Operator” (WHSE–026) ............................................... 92
4.59 Pemetaan Model Program Pengembangan Kompetensi Teknis ....... 94
5.1 Distribusi Frekuensi Prioritas Pengembangan Kompetensi Jabatan
“AP Auxiliary Material Group Leader” (PRD–004) ....................... 97
5.2 Distribusi Frekuensi Jabatan “AP Data Process Group Leader”
(PRD–006) ........................................................................................ 98
5.3 Distribusi Frekuensi Jabatan “AP Data Process Staff”
(PRD–007) ........................................................................................ 99
5.4 Distribusi Frekuensi Jabatan “AP Finished Good Group Leader”
(PRD–008) ........................................................................................ 100
xxv
5.5 Distribusi Frekuensi Jabatan “AP Raw Material Group Leader”

(PRD–010) ........................................................................................ 101
5.6 Distribusi Frekuensi Jabatan “Production Group Leader”
(PRD–014) ........................................................................................ 102
5.7 Distribusi Frekuensi Jabatan “Roll Pressing Operator”
(PRD–015) ........................................................................................ 103
5.8 Distribusi Frekuensi Jabatan “Drying Operator” (PRD–016) ......... 104
5.9 Distribusi Frekuensi Jabatan “Packing Operator” (PRD–017) ....... 105
5.10 Distribusi Frekuensi Jabatan “Ink Jet Print Operator”
(PRD–018) ........................................................................................ 106
5.11 Distribusi Frekuensi Jabatan “Seasoning Group Leader”
(PRD–022) ........................................................................................ 107
5.12 Distribusi Frekuensi Jabatan “Seasoning Packing Operator”
(PRD–024) ........................................................................................ 108
5.13 Distribusi Frekuensi Jabatan “Food Additive Group Leader”
(PRD–027) ........................................................................................ 109
5.14 Distribusi Frekuensi Jabatan “Alkali Operator” (PRD–028) ........... 110
5.15 Distribusi Frekuensi Jabatan “Mixing Group Leader” (PRD–030) . 111
5.16 Distribusi Frekuensi Jabatan “Mixing Operator” (PRD–031) ......... 112
5.17 Distribusi Frekuensi Jabatan “Engineering Data Process
Administrator” (ENG–003) .............................................................. 113
5.18 Distribusi Frekuensi Jabatan “Operational Machine Maintenance
Group Leader” (ENG–006) .............................................................. 114
5.19 Distribusi Frekuensi Jabatan “Operational Machine Maintenance
Operator” (ENG–007)...................................................................... 115
5.20 Distribusi Frekuensi Jabatan “House Wares Technician Group
Leader” (ENG–010) ......................................................................... 116
5.21 Distribusi Frekuensi Jabatan “House Wares Technician Operator”
(ENG–011) ........................................................................................ 117
5.22 Distribusi Frekuensi Jabatan “Electrical Maintenance Group
Leader” (ENG–012) ......................................................................... 118
5.23 Distribusi Frekuensi Jabatan “Electrical Maintenance Operator”
(ENG–013) ........................................................................................ 119
5.24 Distribusi Frekuensi Jabatan “Building Maintenance Group
Leader” (ENG–015) ......................................................................... 121
5.25 Distribusi Frekuensi Jabatan “Building Maintenance Operator”
(ENG–016) ........................................................................................ 122
5.26 Distribusi Frekuensi Jabatan “Power Plant, Boiler & Water
Treatment Group Leader” (ENG–018) ............................................ 123
5.27 Distribusi Frekuensi Jabatan “Power Plant, Boiler & Water
Treatment Operator” (ENG–019) .................................................... 124
5.28 Distribusi Frekuensi Jabatan “Engineering Workshop Group
Leader” (ENG–021) ......................................................................... 125
5.29 Distribusi Frekuensi Jabatan “Engineering Workshop Operator”
(ENG–022) ........................................................................................ 126
5.30 Distribusi Frekuensi Jabatan “Laboratory Analyst” (LQC–003) ..... 127
xxvi
5.31 Distribusi Frekuensi Jabatan “Microbiology Analyst” (LQC–005) . 128

5.32 Distribusi Frekuensi Jabatan “Incoming Quality Control Assistant
Supervisor” (LQC–008) ................................................................... 129
5.33 Distribusi Frekuensi Jabatan “Incoming Quality Control Staff”
(LQC–009) ........................................................................................ 130
5.34 Distribusi Frekuensi Jabatan “Production Quality Control
Assistant Supervisor” (LQC–010) .................................................... 131
5.35 Distribusi Frekuensi Jabatan “Production Quality Control Group
Leader” (LQC–011) ......................................................................... 132
5.36 Distribusi Frekuensi Jabatan “Production Quality Control Staff”
(LQC–012) ........................................................................................ 134
5.37 Distribusi Frekuensi Jabatan “Environment, Health & Safety
5.38 Distribusi Frekuensi Jabatan “Production Utility Assistant
Supervisor” (LQC–016) ................................................................... 136
5.39 Distribusi Frekuensi Jabatan “Production Utility Group Leader”
(LQC–017) ........................................................................................ 137
5.40 Distribusi Frekuensi Jabatan “Production Plan Staff” (PIC–002) ... 138
5.41 Distribusi Frekuensi Jabatan “Material Plan & Inventory Control
Staff” (PIC–003) ............................................................................... 139
5.42 Distribusi Frekuensi Jabatan “Auxiliary & Spare Part Warehouse
5.43 Distribusi Frekuensi Jabatan “Auxiliary & Spare Part Warehouse
Group Leader” (WHSE–004)........................................................... 141
5.44 Distribusi Frekuensi Jabatan “Auxiliary Warehouse Operator”
(WHSE–005)..................................................................................... 142
5.45 Distribusi Frekuensi Jabatan “Used Part Stock Keeper”
(WHSE–006)..................................................................................... 143
5.46 Distribusi Frekuensi Jabatan “New Parts Stock Keeper”
(WHSE–007)..................................................................................... 144
5.47 Distribusi Frekuensi Jabatan “Finished Product Warehouse
Assistant Supervisor” (WHSE–010)................................................. 146
5.48 Distribusi Frekuensi Jabatan “Finished Product Warehouse
5.49 Distribusi Frekuensi Jabatan “Stocker Group Leader”
(WHSE–012)..................................................................................... 148
5.50 Distribusi Frekuensi Jabatan “Transfer & Porter” (WHSE–013) ... 149
5.51 Distribusi Frekuensi Jabatan “Checker Group Leader”
(WHSE–015)..................................................................................... 150
5.52 Distribusi Frekuensi Jabatan “Forklift Operator” (WHSE–017) .... 151
5.53 Distribusi Frekuensi Jabatan “Logistic Administrator”
(WHSE–019)..................................................................................... 152
5.54 Distribusi Frekuensi Jabatan “Logistic Driver” (WHSE–020) ........ 153
5.55 Distribusi Frekuensi Jabatan “Waste & Raw Material Warehouse
Assistant Supervisor” (WHSE–022)................................................. 154
xxvii
5.56 Distribusi Frekuensi Jabatan “Waste & Raw Material Warehouse

5.57 Distribusi Frekuensi Jabatan “Seasoning Material Warehouse
Group Leader” (WHSE–024)........................................................... 156
5.58 Distribusi Frekuensi Jabatan “Raw Material Warehouse
Operator” (WHSE–026) .................................................................. 157
5.59 Pemetaan Program Pengembangan Kompetensi Teknis ................... 159
6.1 Prioritas Pengembangan Kompetensi Jabatan “AP Auxiliary
Material Group Leader” (PRD–004) ............................................... 165
6.2 Pengembangan Kompetensi Jabatan “AP Data Process Group
Leader” (PRD–006).......................................................................... 166
6.3 Pengembangan Kompetensi Jabatan “AP Data Process Staff”
(PRD–007) ........................................................................................ 168
6.4 Pengembangan Kompetensi Jabatan “AP Finished Good Group
Leader” (PRD–008).......................................................................... 169
6.5 Pengembangan Kompetensi Jabatan “AP Raw Material Group
Leader” (PRD–010).......................................................................... 171
6.6 Pengembangan Kompetensi Jabatan “Production Group Leader”
(PRD–014) ........................................................................................ 173
6.7 Pengembangan Kompetensi Jabatan “Roll Pressing Operator”
(PRD–015) ........................................................................................ 181
6.8 Pengembangan Kompetensi Jabatan “Drying Operator”
(PRD–016) ........................................................................................ 184
6.9 Pengembangan Kompetensi Jabatan “Packing Operator”
(PRD–017) ........................................................................................ 187
6.10 Pengembangan Kompetensi Jabatan “Ink Jet Print Operator”
(PRD–018) ........................................................................................ 190
6.11 Pengembangan Kompetensi Jabatan “Seasoning Group Leader”
(PRD–022) ........................................................................................ 192
6.12 Pengembangan Kompetensi Jabatan “Seasoning Packing
Operator” (PRD–024) ...................................................................... 193
6.13 Pengembangan Kompetensi Jabatan “Food Additive Group
Leader” (PRD–027).......................................................................... 195
6.14 Pengembangan Kompetensi Jabatan “Alkali Operator”
(PRD–028) ........................................................................................ 198
6.15 Pengembangan Kompetensi Jabatan “Mixing Group Leader”
(PRD–030) ........................................................................................ 200
6.16 Pengembangan Kompetensi Jabatan “Mixing Operator”
(PRD–031) ........................................................................................ 202
6.17 Pengembangan Kompetensi Jabatan “Engineering Data Process
Administrator” (ENG–003) .............................................................. 206
6.18 Pengembangan Kompetensi Jabatan “Operational Machine
6.19 Pengembangan Kompetensi Jabatan “Operational Machine
xxviii
6.20 Pengembangan Kompetensi Jabatan “House Wares Technician

Group Leader” (ENG–010) .............................................................. 218
6.21 Pengembangan Kompetensi Jabatan “House Wares Technician
Operator” (ENG–011)...................................................................... 219
6.22 Pengembangan Kompetensi Jabatan “Electrical Maintenance
Group Leader” (ENG–012) .............................................................. 221
6.23 Pengembangan Kompetensi Jabatan “Electrical Maintenance
Operator” (ENG–013)...................................................................... 222
6.24 Pengembangan Kompetensi Jabatan “Building Maintenance
Group Leader” (ENG–015) .............................................................. 224
6.25 Pengembangan Kompetensi Jabatan “Building Maintenance
Operator” (ENG–016)...................................................................... 225
6.26 Pengembangan Kompetensi Jabatan “Power Plant, Boiler &
Water Treatment Group Leader” (ENG–018) ................................. 227
6.27 Pengembangan Kompetensi Jabatan “Power Plant, Boiler &
Water Treatment Operator” (ENG–019) ......................................... 229
6.28 Pengembangan Kompetensi Jabatan “Engineering Workshop
Group Leader” (ENG–021) .............................................................. 231
6.29 Pengembangan Kompetensi Jabatan “Engineering Workshop
Operator” (ENG–022)...................................................................... 232
6.30 Pengembangan Kompetensi Jabatan “Laboratory Analyst”
(LQC–003) ........................................................................................ 234
6.31 Pengembangan Kompetensi Jabatan “Microbiology Analyst”
(LQC–005) ........................................................................................ 236
6.32 Pengembangan Kompetensi Jabatan “Incoming Quality Control
6.33 Pengembangan Kompetensi Jabatan “Incoming Quality Control
Staff” (LQC–009) ............................................................................. 239
6.34 Pengembangan Kompetensi Jabatan “Production Quality Control
Group Leader” (LQC–011) .............................................................. 243
Staff” (LQC–012) ............................................................................. 245
6.37 Pengembangan Kompetensi Jabatan “Environment, Health &
Safety Assistant Supervisor” (LQC–014) ......................................... 249
6.38 Pengembangan Kompetensi Jabatan “Production Utility Assistant
Supervisor” (LQC–016) ................................................................... 250
6.39 Pengembangan Kompetensi Jabatan “Production Utility Group
Leader” (LQC–017) ......................................................................... 252
6.40 Pengembangan Kompetensi Jabatan “Production Plan Staff”
(PIC–002) .......................................................................................... 254
6.41 Pengembangan Kompetensi Jabatan “Material Plan & Inventory
Control Staff” (PIC–003) .................................................................. 255
6.42 Pengembangan Kompetensi Jabatan “Auxiliary & Spare Part
Warehouse Administrator” (WHSE–003) ........................................ 257
xxix
6.43 Pengembangan Kompetensi Jabatan “Auxiliary & Spare Part

Warehouse Group Leader” (WHSE–004)........................................ 259
6.44 Pengembangan Kompetensi Jabatan “Auxiliary Warehouse
Operator” (WHSE–005) .................................................................. 260
6.45 Pengembangan Kompetensi Jabatan “Used Part Stock Keeper”
(WHSE–006)..................................................................................... 261
6.46 Pengembangan Kompetensi Jabatan “New Parts Stock Keeper”
(WHSE–007)..................................................................................... 262
6.47 Pengembangan Kompetensi Jabatan “Finished Product
Warehouse Assistant Supervisor” (WHSE–010).............................. 264
6.48 Pengembangan Kompetensi Jabatan “Finished Product
Warehouse Administrator” (WHSE–011) ....................................... 265
6.49 Pengembangan Kompetensi Jabatan “Stocker Group Leader”
(WHSE–012)..................................................................................... 267
6.50 Pengembangan Kompetensi Jabatan “Transfer & Porter”
(WHSE–013)..................................................................................... 268
6.51 Pengembangan Kompetensi Jabatan “Checker Group Leader”
(WHSE–015)..................................................................................... 270
6.52 Pengembangan Kompetensi Jabatan “Forklift Operator”
(WHSE–017)..................................................................................... 272
6.53 Pengembangan Kompetensi Jabatan “Logistic Administrator”
(WHSE–019)..................................................................................... 274
6.54 Pengembangan Kompetensi Jabatan “Logistic Driver”
(WHSE–020)..................................................................................... 275
6.55 Pengembangan Kompetensi Jabatan “Waste & Raw Material
Warehouse Assistant Supervisor” (WHSE–022).............................. 277
6.56 Pengembangan Kompetensi Jabatan “Waste & Raw Material
Warehouse Administrator” (WHSE–023) ........................................ 278
6.57 Pengembangan Kompetensi Jabatan “Seasoning Material
Warehouse Group Leader” (WHSE–024)........................................ 280
6.58 Pengembangan Kompetensi Jabatan “Raw Material Warehouse
Operator” (WHSE–026) .................................................................. 281
6.59 Daftar Karyawan Peserta Pengembangan Kompetensi Teknis
“Administrasi Perkantoran” (TC–008) ............................................. 285
“Pengendalian Dokumen” (TC–009) ................................................ 286
“Sistem Pengarsipan” (TC–010) ....................................................... 287
“Sistem Pelaporan” (TC–011) .......................................................... 289
“Bekerja dengan Target” (TC–015) .................................................. 291
“Aplikasi Program Komputer Perkantoran” (TC–037) .................... 295
“Aplikasi Program Komputer Teknik” (TC–038) ............................ 296
xxx

“Stock Opname” (TC–053) .............................................................. 297
“Prosedur Pengadaan Barang” (TC–069) ......................................... 299
“Penggunaan Peralatan Kebersihan” (TC–081) ................................ 300
“Penggunaan Bahan–bahan” (TC–082) ............................................ 301
“Mengemudikan Kendaraan” (TC–083) ........................................... 302
“Perbaikan Peralatan” (TC–084) ...................................................... 303
“Standar Keamanan Pangan” (TC–111) ........................................... 304
“Proses Manufaktur Mi” (TC–112) .................................................. 308
“Pengetahuan Barang Jadi” (TC–114) .............................................. 311
“Pengetahuan Produk Afalan” (TC–115) ......................................... 313
“Standar Bahan Baku” (TC–116) ..................................................... 314
“Standar Kemasan” (TC–117) .......................................................... 315
“Proses Produksi Mi” (TC–118) ....................................................... 316
“Proses Tarik Tepung” (TC–119) ..................................................... 320
“Proses Pengayakan” (TC–120) ....................................................... 321
“Food Additive Process” (TC–121) ................................................. 322
“Pengetahuan Alkali” (TC–122) ....................................................... 323
“Proses Pencampuran” (TC–123) ..................................................... 325
“Roll Pressing Process” (TC–124) .................................................. 326
“Proses Pengeringan Mi” (TC–125) ................................................. 328
“Proses Bungkus” (TC–126)............................................................. 329
“Ink Jet Printing Process” (TC–127)............................................... 330
“Proses Produksi Bumbu” (TC–129) ................................................ 332
xxxi

“Pengetahuan Produk dan Kemasan Bumbu” (TC–130) .................. 333
“Proses Timbang Bumbu” (TC–131)................................................ 334
“Proses Campur Bumbu” (TC–132) ................................................. 335
“Proses Pengemasan Bumbu” (TC–133) .......................................... 336
“Proses QC” (TC–135) ..................................................................... 337
“Proses QC Bahan Baku” (TC–136)................................................. 338
“Proses QC Barang Jadi” (TC–137) ................................................. 339
“Pengetahuan Proses EHS” (TC–141) .............................................. 341
“Pengetahuan Kebersihan Area Produksi” (TC–142)....................... 342
“Pengetahuan Pengolahan Limbah” (TC–143) ................................. 345
“Penerapan Keselamatan dan Kesehatan Kerja (K3)” (TC–147) ..... 346
“Statistika” (TC–149) ....................................................................... 348
“Permesinan Manufaktur Mi” (TC–150) .......................................... 349
“Prosedur Perbaikan dan Perawatan Mesin Industri” (TC–151) ...... 350
“Pemeliharaan dan Perbaikan Alat Produksi Bumbu” (TC–152) ..... 352
“Pemeliharaan dan Perbaikan Mesin Mixing” (TC–153) ................. 354
“Kelistrikan” (TC–154) .................................................................... 355
“Kelistrikan Arus Kuat” (TC–155) ................................................... 357
“Pemeliharaan Bangunan” (TC–158) ............................................... 358
“Penguasaan Mesin, Konstruksi dan Pengelasan” (TC–159) ........... 359
“Pemeliharaan dan Perbaikan Lift, Hand Pallet dan Forklift”
(TC–160) ........................................................................................... 361
“Pemeliharaan dan Perbaikan Palet” (TC–161) ................................ 362
xxxii

“Boiler and Water Treatment System” (TC–162) ............................ 363
“Distribusi Barang Jadi” (TC–166)................................................... 364
“Prosedur Penerimaan dan Pengeluaran Barang” (TC–168) ............ 365
xxxiii
DAFTAR GAMBAR
Gambar Halaman
2.1 Proses Pengembangan SDM ............................................................. 45

2.2 Proses Pelatihan dan Pengembangan ................................................ 48
3.1 Kerangka Konseptual ........................................................................ 68
xxxiv
DAFTAR LAMPIRAN
Lampiran Halaman
1 Matriks Kompetensi 2014 PT. Suprama ........................................... 378

2 Daftar Nama Karyawan yang Dieliminasi ........................................ 385
3 Angket Prioritas Pengembangan Kompetensi Jabatan...................... 387
4 Skala Prioritas Pengembangan Kompetensi Jabatan ........................ 448
5 Pemetaan Program Pengembangan Kompetensi Teknis ................... 464
xxxv
DAFTAR SINGKATAN
ASEAN = Association of Southeast Asian Nations

BBI = Behavior Event Interview
CBHRM = Competency-based Human Resource Management
CBI = Competency Based Interview
CBPD = Competency-based Development Purposed
CBTNA = Competency-based Training Need Analysis
EHS = Environment, Health & Safety
HRD = Human Resource Development
ILO = International Labour Organization
IQ = Intellegence Qoutient
Lab. = Laboratory
Log. = Logistic
MMPI = Minnesota Multiphasic Personality Inventory
N/A = Not Available
PPIC = Production Plan & Inventory Control
PT = Perseroan Terbatas
QC = Quality Control
SDM = Sumber Daya Manusa
SOP = Standard Operating Procedure
Suprama = Surya Pratista Hutama
TNA = Training Need Analysis
WHSE = Warehouse
xxxvi
DAFTAR ISTILAH
Kompetensi Non Teknis = Soft Competency

Kompetensi Teknis = Hard Competency
xxxvii

Tesis Pemetaan Program Pengembangan Kompetensi Teknis Karyawan Pt. Surya Pratista Hutama Dengan Menggunakan Model 70:20:10

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Tesis Pemetaan Program Pengembangan Kompetensi Teknis Karyawan Pt. Surya Pratista Hutama Dengan Menggunakan Model 70:20:10

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ADLN - Perpustakaan Universitas Airlangga

WIDHI NOVA PRASETYA

TESIS PROGRAM PENGEMBANGAN KOMPETENSI... WIDHI NOVA PRASETYA

WIDHI NOVA PRASETYA

TESIS PROGRAM PENGEMBANGAN KOMPETENSI... WIDHI NOVA PRASETYA

WIDHI NOVA PRASETYA

TESIS PROGRAM PENGEMBANGAN KOMPETENSI... WIDHI NOVA PRASETYA

Tesis ini telah disetujui

Dr. Falih Suaedi, Drs., M.Si.

Badri Munir Sukoco, SE., MBA., Ph.D.

Dr. Falih Suaedi, Drs., M.Si.

TESIS PROGRAM PENGEMBANGAN KOMPETENSI... WIDHI NOVA PRASETYA

PENETAPAN PENGUJI TESIS

Tesis ini telah diuji oleh Panitia Penguji Tesis

PANITIA PENGUJI TESIS

Ketua : Prof. Dr. Jusuf Irianto, Drs., M.Com.

Anggota : 1. Prof. Dr. Budi Prasetyo, Drs., M.Si.

2. Prof. Dr. Suryanto, Drs., M.Si.

3. Dr. Falih Suaedi, Drs., M.Si.

4. Badri Munir Sukoco, SE., MBA., Ph.D.

TESIS PROGRAM PENGEMBANGAN KOMPETENSI... WIDHI NOVA PRASETYA

SURAT PERNYATAAN TIDAK PLAGIAT

Dengan ini saya menyatakan bahwa tesis yang berjudul “Pemetaan

Program Pengembangan Kompetensi Teknis Karyawan PT. Surya Pratista

Hutama dengan Menggunakan Model 70:20:10”, bagian atau keseluruhan tesis

bersedia menerima sanksi sesuai ketentuan yang berlaku di Universitas Airlangga.

Surabaya, 3 September 2015

Widhi Nova Prasetya, S.Pd.

TESIS PROGRAM PENGEMBANGAN KOMPETENSI... WIDHI NOVA PRASETYA

kupersembahkan karya kecilku ini kepada

TESIS PROGRAM PENGEMBANGAN KOMPETENSI... WIDHI NOVA PRASETYA

Puji syukur Alhamdulillah peneliti panjatkan kehadirat Allah Subhanahu

wa Ta’ala yang telah memberikan akal untuk berpikir, kesempatan untuk

“Pemetaan Program Pengembangan Kompetensi Teknis Karyawan PT. Surya

Pratista Hutama dengan Menggunakan Model 70:20:10” dapat terselesaikan

target utama peneliti. Akan tetapi, peneliti berupaya untuk mengembangkan

Selama peneliti menulis tesis ini, peneliti menyadari begitu banyak

serta penghargaan setinggi-tingginya kepada orang-orang berjasa sebagai berikut.

1. Rektor Universitas Airlangga, Prof. Dr. Fasich, Apt., atas pemberian

kesempatan belajar dalam menggali ilmu di universitas guna menjadikan

manusia yang bermanfaat bagi masyarakat, Bangsa, dan Negara,

kesempatan belajar dalam menggali ilmu di Sekolah Pascasarjana guna

menjadikan manusia yang profesional dalam bidang Pengembangan

Sumber Daya Manusia,

3. Ketua Program Studi Magister Pengembangan Sumber Daya Manusia,

sekaligus Pembimbing I Tesis, Dr. Falih Suaedi, Drs., M.Si., atas

bimbingan dan nasehatnya,

4. Pembimbing II Tesis, Badri Munir Sukoco, SE., MBA., Ph.D., atas

bimbingan dan nasehatnya,

5. Para guru besar dan dosen Program Magister Pengembangan Sumber

Daya Manusia, atas bekal ilmu sepanjang masa perkuliahan,

6. Rekan-rekan Program Studi Pengembangan Sumber Daya Manusia

Angkatan 2013 Semester Gasal, atas kerjasama yang sangat membangun

dalam proses pembelajaran di dalam maupun di luar kelas,

7. Ibu Toetiek Septriasih, Bapak Suhardono, Bapak Michael Firman, Bapak

informasi yang peneliti butuhkan dalam penyelesaian tesis ini,

8. Keluarga besar Training & Development Department PT. Surya Pratista

Hutama, atas pelajaran kehidupan menjadi seorang yang profesional,

9. Budi Setya “Human Resources Manager RS PHC Surabaya”, atas segala

pelajaran, dukungan, dan motivasi untuk menjadi pribadi yang multi-

positif yang peneliti lakukan, dan

yang telah diberikan hingga terselesaikannya penulisan tesis ini.

Dalam penulisan tesis ini, peneliti menyadari bahwa masih banyak