KUSUMAYADI, DENY (2007) ANALISA KOMPETENSI SUMBER DAYA MANUSIA BAGIAN PABRIKASI PG. KEBON AGUNG MALANG. Other thesis, University of Muhammadiyah Malang.
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In doing his job as human resources must have the ability and optimize all their potential for making excellent and qualified individuals that can provide meaningful contributions to the organization. The basic characteristic of a person who influences the way of thinking and acting to make generalizations to any situation they faced, and survived long enough in human beings is competence. Components of competence Motif (Motives) is something that is consistently a person thinks or desired, which in turn will lead, guide, and choose a specific behavior of a number of actions or goals. Personal character (traits) are the physical characteristics and reactions or responses are carried out consistently against a situation or information. The concept of self (self concept) is the attitude or value system of one's own self-image. How does one look at him this is also related to personal experiences in the life of each individual as an employee. Knowledge (knowledge) is the information held by a person against a certain specific areas. In the implementation of knowledge becomes the main capital before the employee acting in the exercise activities. Skills (skills) is the ability to do a series of specific physical or mental tasks. The study was a descriptive qualitative research in the form of interviews (interview) with early identification, based on the company's problems on PG. Kebon Agung Malang. This study aims to determine how the competence of employees PG. Kebon Agung Malang in parts manufacturing. Subjects were employees who had been in the lift to become permanent employees who worked on the manufacturing production process in the office of overseer. Based on research results that have been implemented, it can be concluded that (1) Competence in employee PG. Kebon Agung Malang parts manufacturing foreman-level positions are dominated by aspects of the motives and skills. (2) Competence is not made by the company's basic guidelines in determining the company's policies, especially on employee recruitment and selection process. (3) Competence is not used as the basis of employee performance appraisal and is unable to measure the actual quality of employment. (4) Competence of employees increased through training (coaching) carried out each milling season arrives in order to improve the quality of the employee.
|Item Type:||Thesis (Other)|
|Subjects:||B Philosophy. Psychology. Religion > BF Psychology|
|Divisions:||Faculty of Psychology > Department of Psychology|
|Depositing User:||Zainul Afandi|
|Date Deposited:||16 Jun 2012 03:39|
|Last Modified:||16 Jun 2012 03:39|
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