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Advances in Economics, Business and Management Research, volume 192
Proceedings of the Seventh Padang International Conference On Economics Education, Economics,
Business and Management, Accounting and Entrepreneurship (PICEEBA 2021)
The Influence of Organizational Career Management,
Individual Career Management and Competence on
Employee Career Effectiveness
1,* 2
Rini Sarianti Euis Octerindah
1,2 Universitas Negeri Padang, Padang, Indonesia
*Corresponding Author. Email: euisocterindah2710@gmail.com
ABSTRACT
This research aims to find out the influence of organizational career management, individual career management and
competence on the effectiveness of employee careers at PT Bank Tabungan Negara Kc Padang. The primary data used
in this study were organizational career management, individual career management, competency and employee
career effectiveness. The Sample in this study amounted to 90 employees from various functions in PT Bank
Tabungan Negara Kc Padang. The data analysis in this study uses multiple regression analysis using SPSS version
16.0 for windows. Based on data analysis it is known that organizational career management, individual career
management and competence positively and significantly affect the effectiveness of employee careers.
Keywords: Organizational Career Management, Individual Career Management, Competence, Employee
Career Effectiveness.
1. INTRODUCTION The formation of a career in banking is a very
Career is a common program that a person chooses promising thing, because banking is one of the
to pursue during his or her employment [1]. Individuals intuitions that play a role in the economy of a Country
who are unable to adapt to their careers will usually fail [5]. The way to improve the quality of employees in the
in having a great career [2]. Everyone in the banking world is by the career path that has been
organization must have the potential to achieve their provided by the organization for employees who have
achievements and careers, so it must be directed on the competence in their fields, so as to choose their own
right path according to their abilities, talents, and ideals career path and have an impact on career effectiveness
so that employees who have good achievements. Career [4]. One of the banks that plays a role in the banking
management is a process of enabling employees to industry is PT Bank Tabungan Negara Kc Padang
better understand and develop their career skills and (Persero) Tbk. Based on the results of interviews with
interests to use effective skills and interests in the the Head General Affair, indications of a decrease in the
company after they leave the company [3]. number of employees and a grade increase occurred due
to a reduction in the number of employees and the
Career effectiveness is the achievement or success of cessation of employees from work.
a career achieved by an employee in accordance with Research conducted by [6] suggests that career
the path provided by the organization [4]. A career can effectiveness is influenced by organizational career
be said to be effective when referring to objective and management and individual career management.
subjective career success [2]. Objective career success Organizational career management is the direction of
can be observed directly such as raises and job career management provided by the company and career
promotions [2]. While subjective career success is an improvement activities that support individuals within
invdividu feeling about how well a person is at the company to achieve a career on the path provided by
benefiting from pursuing their career [2]. the organization [4]. Individual centered career planning
can be done by the individual himself with the skills he
Copyright © 2021 The Authors. Published by Atlantis Press International B.V.
This is an open access article distributed under the CC BY-NC 4.0 license -http://creativecommons.org/licenses/by-nc/4.0/. 508
Advances in Economics, Business and Management Research, volume 192
or she has [5]. Individual career management is an management is a key factor for achieving individual
important part of employee career success [2]. goals and organizational goals [2]. Career
According to [7] competence is a fundamental management conducted by a company will change
characteristic of each individual in accordance with the the employee's view that the company has a
criteria that refer to effective performance in a job. commitment to the effectiveness of employee careers
Competency-based individual development can be done in the future. Career management is a process by
to provide results in accordance with organizational which an individual's insights develop about
objectives and performance in accordance with themselves and their environment, formulate career
organizational standards [7]. goals and strategies, and gain feedback on career
Based on the problems outlined above, it can be seen progression [8]
that organizational career management, individual 2.3. Career Effectiveness
career management and competence have an influence Career effectiveness is the achievement or success of
on career effectiveness. Therefore, the author is a career achieved by an employee according to the path
interested in conducting research on "The Influence of provided by the organization [4]. The effectiveness of
Organizational Career Management, Individual Career career management requires employees and
Management and Competency on Employee Career organizations that tailor their thinking, attitudes, skills,
Effectiveness at PT Bank Tabungan Negara Kc abilities, and behaviors. Research conducted by [6]
Padang." mention that some of the factors that affect the career
2. LITERATURE STUDIES effectiveness of employees are organizational and
individual career management. Similar research was
2.1. Career also conducted by [9] mention that factors that affect the
Career according to [3] is "A position of work that a effectiveness of an employee's career are organizational
person has had for many years". The career stage career management, individual career management and
according to [3] is divided into five stages namely the competency.
first stage, growth that will help individuals to shape Other research was also conducted by [10] mention
their judgment and contribute to the development of that factors that influence career effectiveness are
their own concepts and identities. The second stage, the organizational career management, individual career
exploration stage where the individual will develop an management and career commitment to employee career
understanding of the abilities and talents they have. The effectiveness. Career effectiveness is the successful
third stage, the harvesting that will determine how implementation of a career plan in an organization [11].
important work and career in their lives. The fourth 2.4. Organizational Career Management
stage, the maintenance stage that the individual
undertakes to create his place in the world of work and Career according According to [2] Organizational
the efforts to maintain the position. The last stage, career management refers to programs or activities
which is the stage of decline that will faced by provided by an organization to support the career
individuals with decreased levels of influence and success of their employees. Organizational career
responsibility and learning to accept and develop roles management is a practice in employee career
as mentors or trusted persons by young people development such as training and educational
2.2. Career Management opportunities, performance assessments for career
planning, and mentoring that companies can do to assist
Career management according to [3] is as a employees in managing their careers. Organizational
process to enable employees to better understand and career management practices include career planning,
develop their career skills and interests and to use career path, training and development, development and
these skills as the most effective interests within the target programs, promotions, formal staffing policies,
company and after they leave the company. Career standard promotion criteria, assessment centers, job
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Advances in Economics, Business and Management Research, volume 192
postings, job matching, carrer counseling, counceling e. Career transfer planning
aoutplacement, and mentor protégé relationships. 2.6. Competence
Benefits of oragnisaisonal career management Competence refers to the fundamental characteristics
according to [12] is minimizing the turnover of key of behavior that describe motives, characteristics, self-
workers, encouraging turnover for unproductive concepts, values, knowledge, skills possessed by
workers, evaluating and developing skills to play a role someone who has superior performance in the
in the future, developing corporate value orientation, workplace. Competence is a fundamental characteristic
maintaining continuity, reducing unhealthy competition, of any individual who is bound by the criteria referred
creating a positive organizational image, maintaining to effective performance in a job or situation [7].
managerial policies.
2.5. Individual Career Management Competence refers to the fundamental characteristics
of behavior that describe motives, characteristics, self-
Career Individual career management is an concepts, values, knowledge, skills possessed by
important part of employee career success [2]. someone who has superior performance in the
Individual career management is the process of a person workplace. Competence is a fundamental characteristic
doing control and planning on his career with a career of of any individual who is bound by the criteria referred
strengths, weaknesses and taking useful steps for the to effective performance in a job or situation. Indicators
expected career goals [4]. An individual must be able to of competence are knowledge, expertise or ability and
develop his or her career in order to survive to be attitude [15]. Competence refers to the underlying
employed and promoted in an organization, and to characteristics of behaviors that describe the motives,
develop skills that can be channeled for life to the characteristics, concepts and values or knowledge
organization [2]. possessed by a person who has superior or effective
Individual career management success management performance [16]
strategies according to [2] is a career management Competency benefits [17] :
training program should be designed to help employees a. Clarify the working standards and expectations that
play a more effective role in their careers and a person wants to achieve
professional human resources can lead the individual
careers of their employees. Therefore HR must be able b. Is a tool for selecting employees
to act effectively. Individual career management model c. Maximize productivity
includes what a person who works needs such as career
decisions or market navigation such as Workplace d. The basis for developing a reward system
Adjustment, Career Decision Making, Self-Knowladge e. Make it easier to adapt to the situation
[13]. f. Aligning work behavior with values in the
According to [14] individual career management organization
planning consists of:
a. Self-assessment to determine the strengths, 3. HYPOTHESIS DEVELOPMENT
weaknesses, goals, aspirations, preferences, needs Hypothesis is a temporary answer to the formulation
and anchors of his career of research problems where the formulation of the
b. Assessment of the labor market to determine the problem is stated in the sentence Tanya [18]
existing kesempatam both from within the 3.1. Organizational Career Management
organization and from outside the organization Relationship to Career Effectiveness
c. Preparation of career goals based on evaluation An organization that conducts career management
d. Matching opportunities to strategic needs, objectives will be more aware and able to assist employees in
and career development achieving and setting strategies undertaken by the
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Advances in Economics, Business and Management Research, volume 192
organization[4].Research conducted by [5] on the Research on competence was also
analysis of the influence of organizational career conducted by [4] which stated that there is a positive
management, individual careers and competencies on and significant gap between communiqué and
the effectiveness of employee akrir resulted in that careereffectiveness.
organizational career management positively and From the description above can be obtained
significantly influenced the effectiveness of employee hypotheses as follows :
careers. Similar research was also conducted by [4] on
the influence of organisaisonal career management and H3 : Competency positively and significantly affects
individual career management on career effectiveness career effectiveness
resulting in organizational akrir management
simultaneously affecting career effectiveness. 4. METHOD
From the description above can be obtained The object of the research researched by researchers
hypotheses as follows : is PT Bank Tabungan Negara Kc Padang. This research
H1 : Organizational career management positively uses descriptive method with quantitative approach. The
and significantly affects the effectiveness of population was 116 people and the number of samples
employee careers studied was 90. The sampling technique that the
researchers took was purposive sampling. The data type
used is primary datausing a likert scale. The tool used is
3.2. Relationship of Individual Career SPSS version 16.0 for windows.
Management to Career Effectiveness 4.1. Validity Test
Individual career management is used to improve Validity tests are used to determine the accuracy of
skills and open career opportunities in achieving career each question item that supports research variables.
goals, so that employees can target themselves and Validity tests can be used with content validity which
strive to achieve the targets that have been given by the ensures that measurements include an adequate and
company. Research conducted by [19] on the influence representative set of items on each item in the research
of organizational career management, individual career concept [20]. A statement is said to be valid if r counts
management and employee commitment to positively the size of the r table in the validity test result.
and significantly affect the effectiveness of an
employee's career. Similar research was also conducted 4.2. Reliability Test
by [5] and resulted in individual career management A reliability test is a reliability test used to determine
positively and significantly affecting the career how far a measuring instrument is consistent when
effectiveness of employees measurements are performed repeatedly on different
From the description above can be obtained samples. A data is said to be reliable when the r alpha is
hypotheses as follows : large from 0.6.
H2 : Individual career management positively and 4.3. Multiple Regression Analysis
significantly affects the effectiveness of Multiple linear regression analysis is a research
karaywan career technique that tests more than one independent variable
3.3. Competency Relationship to to explain variances in dependent variables [20]
Career Effectiveness 4.4. F test
Competence is a basic characteristic of a person who Test F is used to simultaneously test whether an
gives superior performance in a particular job, role or independent variable is able to describe dependent
situation [17]. Research conducted by [7] showed that variables properly. Hypotheses are acceptable if the
the effectiveness of employee akrir is influenced by
variables of knowledge, skills and attitudes.
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