MATRIKS

KOMPETENSI
BERNADETA KUSDIANTARI
2022
 Sesi 1: Realita Dunia Kerja

Hari
Sesi 2: Definisi & Fungsi Kompetensi
Pertama

AGENDA Sesi 3: Proses Pembentukan Kompetensi

Sesi 4: Pembobotan / Skala Kompetensi

Hari
Kedua
Sesi 5: Pemetaan Kompetensi
PEMBOBOTAN /
SKALA KOMPETENSI

 KEY BEHAVIOUR / KRITERIA UNJUK KERJA

 LEVEL KOMPETENSI
KEY BEHAVIOUR
 Sejumlah aspek atau aktivitas pada kompetensi tertentu
 Unik dan spesifik untuk menunjukkan pengetahuan, perilaku, dan keterampilan yang
dijabarkan dalam definisi kompetensi
 Minimal terdiri dari 2 (dua) aspek
KEY BEHAVIOR
Kompetensi Inti Key Behavior
Understanding the customer’s
present need and ability to
anticipate their future needs
Ability to proactively shape the
customer’s value preposition
Ability to build and maintain high
Customer Orientation
impact relationship with the client
Enjoys high credibility with
customer and internal
management team
Willing to know customer better
and help them
Kompetensi
Key Behavior
Fungsional
Penyusunan prosedur berdasarkan
kebijakan dan aturan tentang
kepersonaliaan
Administrasi Pekerja
(Employee Administration)
Database administrasi
kepersonaliaan yang sistematis dan
termutahirkan

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LEVEL KOMPETENSI
 Menunjukkan indikator perbedaan, atau sesuai ciri kompetensi yaitu mampu membedakan
 Prestasi kerja serta kontribusi pribadi karyawan terhadap organisasinya. (Watson Wyatt, 2003)
 Objektivitas dalam pengukuran
LEVEL KOMPETENSI PADA SKKNI
KOMPETENSI (SKKNI) LEVEL KEMUNGKINAN JABATAN KKNI
Mampu membuat kebijakan / strategi 9 Direktur Doktor/Spesialis

Mampu memecahkan masalah & modifikasi operasional 8 General Manager Profesi/Magister

Mampu menyiapkan SOP untuk melaksanakan kegiatan operasional 7 Senior Manager/ Spesialis Engineer Profesi

Mampu mengelola, mengambil keputusan atas operasional kerja 6 Manager (Kepala Area) D4/S1

Mampu melakukan pengawasan terhadap beberapa kelompok kerja 5 Asisten Manager/Supervisor Senior D3

Mampu melakukan pengawasan pada 1 kelompok kerja 4 Supervisor D2

Mampu memimpin tim kerja tertentu sesuai SOP 3 Foreman D1

Mampu melaksanakan tugas tertentu sesuai SOP 2 Operator SMA

Mampu membantu pelaksanan tugas sederhana 1 Helper SMP

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LEVEL KOMPETENSI DALAM PENGUKURAN
1 2 3 4

Kurang Cukup Baik Sangat Baik

Belum Mampu Mampu Secara Mandiri Supervisi Memimpin

Lingkup Sederhana/ Tugas Kompleksitas Kompleksitas Tinggi /

Belum Mampu
Rutin Sedang/Menengah Problem Solver
LEVEL KOMPETENSI
Kompetensi Level 1 Level 2 Level 3 Level 4

Customer • Reactive response • High Customer • Understands Products, • Defines customer

• Not helpful, showing
Orientation negative reaction to others
request
responsiveness Markets, Customers and segments
• Immediate market Competitors and their needs and takes
orientation • Seeks customer’s action to add value to them
• Complete understanding feedback and acts on it. • Ability to anticipate
of immediate operating • Develops detailed customer needs and how
environment understanding of the organization can address
customer’s needs, issues, them
and priorities • Leverages the customer
• Develops measurable relationship to create
customer-specific key mutual benefits and
performance indicators. change the industry
dynamics
• Has good knowledge of
the industry drivers &
regulatory changes and
uses then to build
sustainable advantage for
the company.
KAMUS KOMPETENSI
Kompetensi Definisi Perilaku Kunci Level Kriteria
 Reactive response
 Willing to know 1
 Not helpful, showing negative reaction to others request
customer better and
 High Customer responsiveness
help them
2  Immediate market orientation
Serving and  Understanding the
 Complete understanding of immediate operating environment
building value- customer’s present
 Understands Products, Markets, Customers and Competitors
added need and ability to
 Seeks customer’s feedback and acts on it.
relationships with anticipate their future
 Develops detailed
a customer or needs 3
 understanding of the customer’s needs, issues, and priorities
client, be they  Ability to proactively
Customer  Develops measurable customer-specific key performance
internal or shape the customer’s
Orientation indicators.
external. This value preposition
 Defines customer segments and their needs and takes
competency can  Ability to build and
action to add value to them
be applied to maintain high impact
 Ability to anticipate customer needs and how organization can
internal or relationship with the
address them
external client
4  Leverages the customer relationship to create mutual benefits
customers.  Enjoys high credibility
and change the industry dynamics
with customer and
 Has good knowledge of the industry drivers & regulatory
internal management
changes and uses then to build sustainable advantage for the
team
company.
KAMUS KOMPETENSI
Kompetensi Definisi Perilaku Kunci Level Kriteria

 Belum mampu membuat prosedur

 Penyusunan 1
 Belum mampu membuat database secara lengkap
prosedur  Mampu membuat beberapa prosedur, tapi masih membutuhkan supervise
berdasarkan  Database tersedia, namun informasi masih belum konsisten
2
kebijakan dan  Masih mengalami kesalahan pemberian data kepersonaliaan
Kemampuan
aturan
membuat
tentang  Mampu membuat prosedur personalia
Administrasi
prosedur serta
kepersonaliaa  Database tersedia dengan data termutahur
melaksanakan 3  Masih menggunakan sistem yang sudah ada, belum aktif dalam mengupayakan
Pekerja n
administrasi pengembangan sistem administrasi kepersonaliaan
 Database
kepersonaliaa
administrasi  Aktif melakukan pengkinian prosedur yang disesuaikan dengan UU atau
n
kepersonaliaa kegijakan terbaru
n yang  Memastikan database lengkap dan termutahir
4
sistematis dan  Aktif mengembangkan efektivitas dan efisiensi dalam proses administrasi
termutahirkan
STANDAR KUALIFIKASI LAINNYA
Level Pendidikan Pengalaman

Tidak memenuhi standar minimal syarat

1 Belum memiliki pengalaman kerja
pendidikan

Pengalaman kerja belum sesuai fungsi kerja, namun

Memenuhi standar minimal jenjang pendidikan,
2 cukup mendukung ; Pengalaman kerja kurang dari 3
namun bukan dari jurusan yang dipersyaratkan
tahun

3 Memenuhi jenjang pendidikan dan jurusan Pengalaman kerja sesuai bidang kerja

Pengalaman sesuai bidang kerja saat ini, bahkan

4 Melebihi kualifikasi minimal jenjang pendidikan
melebihi persyaratan
 STANDAR KOMPETENSI
DEPARTMENT HUMAN RESOURCES
Competency Indicators
Level Education Experience Competency
1 Does not meet minimum educational requirements No experience for the job Refer to Competence Dictionary
Meets min. education requirement but not in the same
2 Experience not directly applicable, but helpful Refer to Competence Dictionary
discipline
3 Meets education requirements in right discipline Good background, experience fair Refer to Competence Dictionary
Meets education requirements and has additional
4 Experience fit job, above average qualification Refer to Competence Dictionary
qualifications
Education Competency
No Job Function Experience Training Needs Certified
Degree Major Core Level Functional Level
Analythical Thinking 2 Employee Administration 2 BNSP-Human Resource Staff v
Customer Service 3 Selection Process 2 Code of Conduct -
Psychology Interpersonal Skills 3 Recruitment Arrangement 2 Customer Service Excellence -
Fresh
1 HR Staff S1 Law Team Work 3 Payroll 2 Microsoft Excel -
Graduate
Management Leadership 2 Administration Skill 3 English Conversation -
Integrity 3 English Conversation 2 Product Knowledge -
Quality Management Systems -
Analythical Thinking 3 Employee Administration 3 BNSP-Human Resource Spv. v
Customer Service 3 Selection Process 3 Code of Conduct -
Psychology Interpersonal Skills 3 Recruitment Arrangement 3 Customer Service Excellence -
2 HR Supervisor S1 Law 5 years Team Work 3 Payroll 3 Microsoft Excel -
Management Leadership 3 Administration Skill 3 English Conversation -
Integrity 3 English Conversation 3 Product Knowledge -
Quality Management Systems -
PEMETAAN
KOMPETENSI
 Metode Pengukuran Kompetensi
 Proses Pengukuran
TUJUAN PEMETAAN KOMPETENSI
 Mengetahui kondisi aktual saat ini
 Melihat adanya competency gap
 Merancang program pengembangan karyawan, atau melihat efektivitas proses perkembangan
karyawan
 Persiapan program kaderisasi (succession program)
 Promosi karyawan

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ASPEK PENILAIAN
SKKNI KKNI

 Rumusan kemampuan kerja terdiri dari : KKNI di jalur pendidikan diatur melalui Peraturan
Menteri Pendidikan dan Kebudayaan Nomor 73
1. Unit Kompetensi Tahun 2013 tentang Penerapan KKNI Bidang
Pendidikan Tinggi. Batasannya pada jenjang
2. Batasan pendidikan 1 sd.9.

3. Penilaian: Kompetensi, Pengetahuan & Diploma 2 ada di jenjang kualifikasi 4 (skala 1-9)
Keterampilan, Sikap Kerja, Aspek Kritis
Penilaian: Internalisasi Pengetahuan, Sikap,
Keterampilan, Kompetensi, dan Akumulasi
pengalaman kerja

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PENGUKURAN KOMPETENSI

 Alat ukur yang valid dan reliabel

 Untuk mendukung objektivitas, lakukan dengan metode multi tools & multi raters
 Ada data intergrasi
 Pengukuran dilakukan minimal 2 tahun setelah pengukuran terakhir
 STANDAR KOMPETENSI
DEPARTMENT HUMAN RESOURCES
Competency Indicators
Level Education Experience Competency
1 Does not meet minimum educational requirements No experience for the job Refer to Competence Dictionary
Meets min. education requirement but not in the same
2 Experience not directly applicable, but helpful Refer to Competence Dictionary
discipline
3 Meets education requirements in right discipline Good background, experience fair Refer to Competence Dictionary
Meets education requirements and has additional
4 Experience fit job, above average qualification Refer to Competence Dictionary
qualifications
Education Competency
No Job Function Experience Training Needs Certified
Degree Major Core Level Functional Level
Analythical Thinking 2 Employee Administration 2 BNSP-Human Resource Staff v
Customer Service 3 Selection Process 2 Code of Conduct -
Psychology Interpersonal Skills 3 Recruitment Arrangement 2 Customer Service Excellence -
Fresh
1 HR Staff S1 Law Team Work 3 Payroll 2 Microsoft Excel -
Graduate
Management Leadership 2 Administration Skill 3 English Conversation -
Integrity 3 English Conversation 2 Product Knowledge -
Quality Management Systems -
Analythical Thinking 3 Employee Administration 3 BNSP-Human Resource Spv. v
Customer Service 3 Selection Process 3 Code of Conduct -
Psychology Interpersonal Skills 3 Recruitment Arrangement 3 Customer Service Excellence -
2 HR Supervisor S1 Law 5 years Team Work 3 Payroll 3 Microsoft Excel -
Management Leadership 3 Administration Skill 3 English Conversation -
Integrity 3 English Conversation 3 Product Knowledge -
Quality Management Systems -
 MATRIKS KOMPETENSI - TABEL
Name of Department Human Resources Job Function HR Staff
Assessment Date 2nd September 2020
Ayu Rudi Lina Andre Dodi
Competencies
Std Act Gap Std Act Gap Std Act Gap Std Act Gap Std Act Gap
Education 3 2 -1 3 3 3 3 3 3 3 3
Experience 1 1 1 2 +1 1 1 1 2 +1 1 1
Analythical Thinking 2 2 2 3 +1 2 2 2 2 2 2
Customer Service 3 2 -1 3 3 3 2 -1 3 3 3 2 -1
Core Interpersonal Skills 3 2 -1 3 3 3 3 3 3 3 2 -1
Competencies Team Work 3 2 -1 3 3 3 2 -1 3 3 3 2 -1
Leadership 2 2 2 2 2 2 2 2 2 1 -1
Integrity 3 3 3 3 3 3 3 3 3 3
Employee Administration 2 3 +1 2 3 +1 2 2 2 2 2 2
Selection Process 2 2 2 3 +1 2 3 2 3 2 2
Functional Recruitment Arrangement 2 2 2 3 +1 2 3 2 3 2 2
Competencies Payroll 2 2 2 2 2 2 2 2 2 2
Administration Skill 3 3 3 3 3 2 -1 3 2 -1 3 3
English Conversation 2 2 2 2 2 2 2 2 2 2
MATRIKS KOMPETENSI - DIAGRAM
Wrap Up
THANK
YOU
BERNADETA KUSDIANTARI
BOGOR
+62 858-8075-4545

bernadeta.kusdiantari@gmail.com