DETAIL KOLEKSI

Perancangan jalur karir berdasarkan penilaian jabatan pada Pertamina Geothermal Energy


Oleh : Alteranti Diana Maashanti

Info Katalog

Penerbit : FTI - Usakti

Kota Terbit : Jakarta

Tahun Terbit : 2005

Pembimbing 1 : Didien Suhardini

Subyek : Personnel management;Vocational guidance

Kata Kunci : career path, position appraisal, Pertamina Geothermal Energy


File Repositori
No. Nama File Ukuran (KB) Status
1. 2005_TA_TI_06300267_Halaman-Judul.pdf 5834.37
2. 2005_TA_TI_06300267_Bab-1.pdf 2124.56
3. 2005_TA_TI_06300267_Bab-2.pdf 9046.02
4. 2005_TA_TI_06300267_Bab-3.pdf 2667.19
5. 2005_TA_TI_06300267_Bab-4.pdf 17648.99
6. 2005_TA_TI_06300267_Bab-5.pdf 12017.82
7. 2005_TA_TI_06300267_Bab-6.pdf 1631.68
8. 2005_TA_TI_06300267_Daftar-Pustaka.pdf 732.3
9. 2005_TA_TI_06300267_Lampiran.pdf 128429.42

T Tujuan PERTAMINA GEOTHERMAL ENERGY (PGE) sebagai salah satu unit usaha PT Pertamina (Persero) Direktorat Hulu yang bergerak dalam biclang panas burn.i (geothermal) adalah •Cm.elaksauakan tugas dari pemerintah m1tuk dapat men.iproduksi energi altematif yang terbamlanC. Hal ini menwtjukkan bahwa PGE memegang: penman pentiug dalam membantu mengatasi masalab tenaga li 1rik dan meningkatkan kebichlpau pt,'>fekonomian di fndonesia serta mam:pu memberi1rnn lapangau pekeijaan bag:i bauyak karyawan. Tautaugan )'ang dihadapi manajemen PGE adalah bagaimaua memfonnulasik.an 1rategi pengelolaan sutubet- daJa manusia sebaik. 1mmgkin. Ktjelasan karir kaJ:) awau di pemsalwan pada masa yang akan datang serla penilaiaan pre 1asi kerja dan promosi jabatan akau memb..>rikan motivasi dan meningkatkau loyalitas karyawan 1mtuk bekerja secara optimal juga dapat menjadi sarnna mituk mempersiapkan sumber daya manusia pa

T The objective of PERTAMINA GEOTHERMAL ENERGY (PGE) as on of the business units of PT. Pertamina (Persero) ofHulu Directory which operated in the geothennal is "Implementing the task form the government in order to produce the improved alternative energy". This issue shows that PGE plays a major role in overcoming the electTicity problem and also to increase the economic condition in Indonesia, and also to provide an occupation for employees. The challenge which is faced by the PGE management is how to fonnulate the Human Resources Management Strategy as proper as possible . The transparency of the employee's career in the company in the future as well as the job perfonnance assessment and position promotion will provide a motivation and also to increase the employee 's loyalty to perform their tasks optimally and also could be used as a facility to prepare the Human Resource on the positions in the company.The objective of this research is to choose the position assessment and also to choose the structural position career path based on the position assessment and also to implement the job perfonnance assessment. Position assessment which was implemented in assessing the position assessment are: responsibility , education, conceptual , technical, human relationship , and experience. From those factors, it will divided into sub factors. Those sub factors, for each level is different , but there are several similar sub factors. Those sub factors was obtained from the job description. Factors and sub factors above was then measured by using the double comparison method and the expert choice software. The result of the position assessment is the position relative value and used as the position classification, which is to list the position relative value from the highest position to the lowest position and also based on the level or the position level. The position level itself consists of L2D, L3D and L4D for the managerial, and L2D, L3D, L4D, L5D and L6D for the operational. The relative value of position was also used as the base of the career path planning. Despite to assess the position and design the career path, this research was also assessing the job perfonnance to stated which position that could be promoted. The job performance assessment was also using the similar factors and sub factors for the position assessment.From the position assessment , the relative value of the highest position for the L2D managerial is the Finance Manager which is 9625. And for the L3D managerial is the Controller Manager Assistant, which is 7577. And for the, L4D managerial is the Reservoir and Production Tehcnical is 5560. And for the L2D operational is the Head of Site, which is 9064. And for the L3D operational is the Head of General Service is 7823. And for the L4D operational is the Main Controller Supervisor , which is 5981. And for the L5D operational is the Payroll Assistant, which is 5102. And for the L6D operatlonal is the Assistant of Security and Password Operation, which is 3812.

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