p-ISSN 2980-4868 | e-ISSN 2980-4841
https://ajesh.ph/index.php/gp
Study
on Mapping of Qualification, Occupation, and Competence in Human Resources
Management to Improve Link and Match Between Industry and Education Program
Surono
Surono1*, Dendi Pratama2, Aris Budiono3
University of Asa Indonesia, East Jakarta, DKI Jakarta,
Indonesia1,3
Politeknik Bina Madani, Bekasi, West
Java, indonesia2
Email: surono.ckp@gmail.com1*, riset.dendi@gmail.com2, arisbudiono@asaindo.ac.id3
ABSTRACT
This study aims to map qualifications, jobs, and
competencies in the field of Human Resource Management (HRM) to improve
compatibility between industry and educational programs. Using the Rapid
Assessment Process method, this study identifies job structures that can be
described in accordance with regional competency standards and national
qualification frameworks. The results showed that there is a match between
industry needs and educational outcomes in the field of HRM. The research
successfully formulated an interface model between the structure of the job
map, skill sets in the educational operational curriculum and certification
schemes, allowing the identification of links and fits between industry needs
and educational outcomes. Recommendations for advanced research include
increased collaboration between educational institutions and industry in
curriculum development, using competency-based approaches, and implementing
standardization and accreditation for qualifications and competencies in
various industries. This research presents important contributions in mapping
qualifications, occupations, and competencies in HR relevant to current and
future industry needs.
Keywords:
Mapping Of Qualification, Occupation, Competence, Human Resources Management,
Link and Match Between Industry and Education Program.
INTRODUCTION
Strong linkages between
industry and educational programs are essential to ensure that curriculum and
learning are tailored to current and future job market needs, thereby
increasing graduate employability and meeting industry workforce needs more
effectively. A study from the OECD highlights the significance of aligning
educational systems with labor market demands to enhance graduate
employability, reduce skill imbalances, and prepare students for future job
market changes
The strategic development
of human resource management in an educational context is vital to prepare
teaching personnel who are competent and responsive to changing industry
dynamics, ensuring that they can transmit relevant knowledge and skills to
students. Marcin Gąsior et al
Qualification, occupation
and competency mapping is a fundamental step towards identifying gaps between
educational outcomes and industry needs, enabling the establishment of more
targeted and relevant educational programs that meet the specific requirements
of the job market. Russo
Despite ongoing efforts,
several challenges persist in the development of effective links between
industry and educational programs in human resource management
The purpose of this study
is to map the qualifications, occupations, and competencies required in the
human resources management (HRM) field to improve the link and match between
industry and education programs. This study aims to identify the skills and
knowledge required by HRM professionals in various industries and to compare
them with the competencies taught in HRM education programs. By conducting this
mapping exercise, the study aims to provide insights into the current state of
the HRM profession and to inform the development of more effective HRM
education programs that better prepare students for their future careers. The
ultimate goal of this study is to enhance the competitiveness of the HRM
profession and to ensure that HRM graduates are well-equipped to meet the
demands of the industry.
RESEARCH METHODS
The Rapid Assessment
Process (RAP) method developed by Beebe
1.
The
Need for an Insider Perspective: The RAP provides in-depth insight into the
qualifications, occupations, and competencies required in human resource
management from the perspective of those directly involved in industry and
educational programs. This is important to identify gaps and create better
links and matches between industry and education.
2.
Intensive
Team Approach: Using multidisciplinary teams, the RAP enables the gathering of
diverse views and knowledge, which enriches the mapping of qualifications and
competencies as well as understanding of various jobs in the context of human
resource management.
3.
Triangulation
and Iteration: Through the use of multiple data sources and methods (e.g.,
semi-structured interviews, observations, and discussion groups), as well as
iterative cycles of data collection and analysis, RAP guarantees the accuracy
and depth of analysis.
4.
Rapid
Development: Because research aims to improve links and matches between
industry and educational programs quickly, a short RAP (usually between 1 to 6
weeks) allows researchers to identify and respond to problems immediately.
5.
Participatory
Engagement: By engaging stakeholders from both sectors (industry and
education), the RAP not only increases the relevance and applicability of
findings but also supports shared decision-making and enhanced partnerships.
RESULTS
AND DISCUSSION
The identification of the
need for the perspective of the people involved is done by HR professionals.
The RAP method provides an in-depth discussion of the qualifications,
occupations, and competencies required in human resource management from the
perspective of those directly involved in industry and educational programs.
From this identification can be identified the occupational structure of the
field of human resource management where each occupational title has the
following description: Definition, Area/Workplace, Profile/Employability
Skills/Soft Skills, Initial Requirements, Scope of Work/Main Tasks, and
selected tasks.
The Intensive Team
Approach is carried out using a multidisciplinary team of industry
practitioners, academics and industry associations so that the RAP allows the
collection of diverse views and knowledge, which enriches the mapping of
qualifications and competencies as well as understanding of various jobs in the
context of human resource management. In this approach, an outcome profile was
identified that became the instructional objectives of the education system at
the operational curriculum level which included: The title of the skill set and
learning outcomes, Definition/Scope of learning, Workplace context, Managerial
and cultural competence, Work role responsibilities, Entry behavior line,
Level/degree achievement criteria, Basic competencies and expertise, Class hours, and Credit units.
The Triangulation and
Iteration approach is carried out through the use of occupational structures
within the framework of qualifying the results of the above identification,
various data sources and methods (e.g., semi-structured interviews, observations,
and discussion groups), and repeated cycles of data collection and analysis are
carried out, so that the accuracy and depth of analysis can be accounted for.
From this approach, the above structure has carried out occupational mapping
from various national and international sources, semi-structured interviews,
observations, and discussion groups. National and international sources are
obtained from ISCO, KBJI, ONET, NOC, Training Package, and others
Table 1. Occupation map and its
competence in the field of human resource management at IQF level 9
|
IQF LEVEL |
OCCUPATION/ JOB
TITLE |
DESCRIPTION |
TASK/ COMPETENCE |
|
9 |
Global
Senior HR Consultant |
A Global Senior HR Consultant is a high-level
HR professional who provides strategic guidance, solutions, and advice to
global organizations in various aspects of human resource management
including cross-border recruitment, development, retention, and regulation. |
· Provide strategic
consulting on global HR initiatives including recruitment, learning and
development, performance management, and retention. · Develop and
implement HR strategies that align with multinational global business and
compliance objectives. · Analyze labor
market data and trends to provide strategic insights to clients or
organizations. · Lead HR audits and
assessments to ensure compliance and effectiveness of global HR strategies. |
|
Chief
Human Resources Officer (CHRO) Global |
The Global Chief Human Resources Officer (CHRO)
is a high-level executive position responsible for the strategy and
implementation of human resource management across global organizations.
CHROs lead efforts to develop and maintain corporate culture, workforce
strategies, regulatory compliance in multiple countries, and initiatives to
increase employee engagement and productivity. |
· Develop and
implement a global HR strategy that aligns with the company's business
objectives. · Lead and manage
global HR teams to achieve strategic goals. · Monitor and ensure
HR compliance with all labor regulations and ethics in various jurisdictions. · Manage employee
relations, development programs, and retention initiatives on a global scale. |
Table 2. Occupation map and its
competence in the field of human resource management at IQF level 8
|
IQF LEVEL |
OCCUPATION/ JOB
TITLE |
DESCRIPTION |
TASK/ COMPETENCE |
|
8 |
Corporate
HR Director |
Corporate HR Director is a strategic
position at the corporate level that is responsible for planning, developing,
and implementing human resource (HR) strategies that are in line with
organizational goals and needs. They ensure that HR practices support the
company's growth and sustainability through talent development, performance
management, and organizational development initiatives. |
Scope of work/main tasks: · Develop and
implement HR strategies that are in line with corporate objectives. · Manage and
develop talent practices, including recruitment, retention and career
development. · Improve
organizational effectiveness through the development and implementation of
training and development programs. · Provide
strategic guidance to top management on HR issues and organizational change. · Monitor and
analyze HR trends to ensure best practices are implemented. |
|
HR
Strategic Advisor |
HR Strategic Advisor is a senior human
resource management professional who is responsible for providing strategic
advice, direction, and support to executives and senior management in terms
of HR policies, programs, and practices to advance organizational goals. |
· Develop and
implement an HR strategy that aligns with the organization's overall vision
and goals. · Provide advice and
guidance to executives and senior management on complex HR issues. · Oversee the
effective implementation of HR policies and procedures. · Analyze industry
trends and internal data to provide strategic recommendations. |
|
|
Organizational
Development Consultant |
An Organizational Development Consultant is
a professional who is responsible for guiding an organization in the process
of change and development. They analyze business processes, organizational
structure, and work culture to identify areas that require improvement or
development and design and implement strategic solutions to improve
organizational effectiveness and efficiency. |
· Perform
organizational diagnostics to identify challenges and opportunities for
improvement. · Develop and
implement organizational development strategies to improve employee
performance, efficiency, and satisfaction. · Provide training
and support for change management to employees and management. · Manage
organizational development projects and initiatives from conception to
implementation and evaluation. · Provide strategic
advice to management on best practices of organizational development and
change management. |
Table 3. Occupation map and its
competence in the field of human resource management at IQF level 7
|
IQF LEVEL |
OCCUPATION/ JOB
TITLE |
DESCRIPTION |
TASK/ COMPETENCE |
|
7 |
HR
Director |
Human Resources Director/HR General
Manager/HR Vice President is
an executive position responsible for the strategic and operational
management of human resources and general administrative functions within an
organization. They ensure that the HR strategy is in line with the company's
goals and mission, including employee recruitment, development, retention,
and well-being, as well as complying with labor regulations and internal
policies. |
•
Develop and implement HR strategies and
policies that are in line with business objectives. •
Lead the employee recruitment, development,
and retention process. •
Manage employee welfare programs and
industrial relations. •
Ensure compliance with labor regulations
and internal policies. •
Provide advice and support to senior
management in terms of HR and strategic decisions. |
|
Head
of the Organization and Officer |
Head of the Organization and Officer, in
the context of human resource management, usually refers to a senior position
responsible for the strategic direction and policy of human resources within
the organization. This can include the development, implementation, and
evaluation of HR initiatives that support organizational goals. |
•
Design and implement HR policies and
programs to support organizational strategy. •
Lead and manage the HR team to provide
effective and efficient services. •
Develop strategies for hiring, retention,
development, and firing. •
Align HR strategy with business goals and
organizational needs. |
|
|
Human
Resources General Manager |
Human Resources General Manager is a high
leadership position in the organization that is responsible for the
management of all aspects of the human resource function. They develop HR
strategies that align with the organization's business objectives, provide
direction for all HR initiatives, and ensure compliance with labor laws and
regulations. |
•
Develop and implement an HR strategy that
aligns with the organization's vision and business goals. •
Manage the day-to-day operations of the HR
department, including recruitment, employee development, employee relations,
and administration. •
Provide consultation and support to senior
management in all HR-related matters. •
Oversee regulatory compliance and HR
policies. |
|
|
Human
Resources Vice President |
The Human Resources Vice President (HR VP)
is a high-level executive position responsible for overseeing all operational
and strategic aspects of the human resources department. The HR VP ensures
that HR initiatives and programs support the overall goals of the
organization, while maintaining compliance with labor laws and ethics. |
•
Develop and implement an HR strategy that
aligns with the organization's business strategy. •
Provide direction and leadership to the HR
team and senior management regarding human resource issues. •
Oversee the development and implementation
of talent management systems, recruitment policies, and retention programs. •
Ensure compliance with all labor laws and
regulations. |
Table 4. Occupation map and its
competence in the field of human resource management at IQF level 6
|
IQF LEVEL |
OCCUPATION/ JOB
TITLE |
DESCRIPTION |
TASK/ COMPETENCE |
|
6 |
Head
of Corporate Leaming Institution |
Head of Corporate Learning Institution is a
leadership position responsible for the strategic development and
implementation of employee learning and development programs at the corporate
level. Individuals in these roles lead learning initiatives to improve the
skills, knowledge, and performance of employees across the organization. |
· Develop corporate
learning strategies that align with the company's business objectives. · Manage and lead
learning and development teams. · Develop and
implement effective training and development programs. · Measure and
evaluate the effectiveness of learning programs. · Manage budgets for
learning and development initiatives. |
|
Head
of Human Resources |
Head of Human Resources (HR) is an
executive position responsible for the direction and management of all human
resource functions in an organization. These include human resource strategy,
recruitment and selection, training and development, performance management,
employee relations, and legal compliance. |
· Develop and
implement a human resource strategy that supports the organization's business
objectives. · Provide leadership
and direction to the human resources team. · Manage recruitment,
selection, training, and development. · Oversee performance
management and appraisal processes. · Maintain healthy
working relationships and manage employee relations issues. |
|
|
HR
Business Partner-Senior Managerial Level |
HR Business Partner-Senior Managerial Level
is a position responsible for providing strategic consulting on human
resource issues to specific business units or divisions. They work closely
with senior management to develop and implement HR strategies that support
business objectives, as well as improve employee performance and
satisfaction. |
· Become a strategic
partner to senior management and executive teams. · Develop HR
strategies and solutions tailored to the specific needs of the business. · Facilitate and
mediate discussions between management and employees. · Encourage and
support employee and leadership development initiatives. · Identify and
address workforce issues that may affect organizational performance. |
|
|
Human
Resource-Senior Manager |
Human Resource-Senior Manager is a key
position in the human resources department responsible for planning,
directing, and coordinating various human resource functions within the
organization. This position involves developing HR policies, programs, and
strategies that align with the company's business objectives and ensuring
compliance with labor regulations. |
· Develop and
implement a human resource strategy that supports business objectives. · Manage and direct
the HR team in performing HR functions such as recruitment, training,
development, and performance appraisal. · Provide
consultation and support to management on human resource issues. · Monitor and ensure
compliance with labor regulations and laws. |
Table 5. Occupation map and its
competence in the field of human resource management at IQF level 5
|
IQF LEVEL |
OCCUPATION/ JOB
TITLE |
DESCRIPTION |
TASK/ COMPETENCE |
|
5 |
Compensation
&; Benefits Manager |
A Compensation & Benefits Manager is an
HR professional responsible for the design, implementation, and management of
compensation and benefits packages for employees. They ensure that
compensation and benefits strategies support organizational goals, are
competitive, and comply with all laws and regulations. |
· Develop and
implement compensation and benefit policies and programs. · Conduct
benchmarking and market research to ensure competitive compensation and
benefits packages. · Manage compensation
and benefits budgets and ensure compliance with laws and regulations. · Working with
external service providers such as insurance companies and pension fund
providers. |
|
Employee
Relations Manager |
An Employee Relations Manager is an HR
professional who is responsible for developing, maintaining, and improving
the relationship between an organization and its employees. They handle
employee issues, develop labor relations policies, and ensure a harmonious
and productive work environment. |
· Develop and
implement employee relations policies and procedures. · Provide
consultation and guidance to management and employees on employee relations
issues. · Investigate
employee complaints and disciplinary issues, and provide resolution. · Monitor employee
satisfaction and labor relationship trends, and develop strategies to improve
morale and retention. |
|
|
HR
Business Partner-Managerial Level |
HR Business Partner at the managerial level
is an HR professional who serves as a liaison between the human resources
department and other divisions or departments in the organization. They
provide strategic advice and operational support to ensure that HR strategies
are aligned with business objectives and business unit-specific needs. |
· Work as a strategic
partner with managers and business leaders to develop HR solutions that match
the needs and goals of the organization. · Provide
consultation and support to management on HR issues such as leadership
development, succession planning, and change management. · Identify and
analyze HR trends and issues within the organization and develop responsive
strategies. · Ensure HR policies
and procedures are aligned with labor laws and best practices. |
|
|
HRIS
Manager |
HRIS Manager is a professional responsible
for the development, implementation, and maintenance of Human Resource
Information Systems (HRIS) in an organization. They ensure that HRIS systems effectively
support HR needs and business objectives, facilitate employee data
management, and improve HR operational processes. |
· Manage and
supervise the operation of HRIS systems to ensure data accuracy and security. · Assess HR needs and
formulate technology solutions to improve HR operational efficiency and
effectiveness. · Coordinate with IT
to ensure integration, maintenance, and renewal of HRIS systems. · Develop and
implement system training for HRIS users in the organization. |
|
|
Human
Resources Manager |
Human Resources Manager is a professional
who is responsible for the management of all aspects of human resources in an
organization. This includes recruitment, training, employee development,
salary administration, benefits, employee relations, and compliance with
labor laws and regulations. |
· Develop and
implement HR strategies that support organizational goals. · Organizing the
process of recruitment, selection, and onboarding of employees. · Manage training and
development programs to improve employee skills. · Oversee the
administration of employee salaries and benefits. |
|
|
Industrial
Relations Manager |
An Industrial Relations Manager is a
professional in charge of managing the relationship between management and
employees, as well as between companies and unions. They are responsible for
developing, implementing, and monitoring policies and programs aimed at
ensuring harmonious and productive working relationships. |
· Develop and
implement industrial relations policies and procedures. · Negotiate
collective labor agreements with trade union representatives. · Investigate and
resolve employee complaints and employment relations issues. · Manage industrial
relations cases, including mediation and arbitration. |
|
|
Organization
Development Manager |
Organization Development Managers are
professionals responsible for designing and implementing programs that
improve organizational effectiveness and employee performance. They work to
ensure that organizations continue to evolve and adapt to changes in the
external and internal environment through strategic interventions and human
resource development. |
· Develop and
implement organizational development programs that support business strategy. · Identify employee
training and development needs and design modules accordingly. · Lead change
initiatives to improve employee performance and satisfaction. · Assess and analyze
organizational performance to identify areas of improvement. |
|
|
Organizational
Development Manager |
Organizational Development Manager is a
professional responsible for planning, developing, implementing, and
evaluating programs and initiatives aimed at improving organizational
effectiveness. They work to improve organizational performance through behavior
and culture change, employee development, and work process improvement. |
· Develop and
implement programs and initiatives to improve organizational culture,
efficiency, and employee engagement. · Assess
organizational needs and design appropriate development programs. · Facilitate
workshops and training sessions to enhance leadership and teamwork skills. · Monitor and
evaluate the effectiveness of organizational development programs. |
|
|
Personnel
Administration Manager |
A Personnel Administration Manager is a
professional responsible for managing all administrative aspects of human
resources. They ensure that all HR administration processes run smoothly and
efficiently, including employee data management, payroll, benefits, and
compliance with labor regulations. |
· Manage payroll
processing, benefits, and other employee administration. · Ensuring compliance
with all labor laws and regulations. · Maintain and manage
human resource information systems. · Develop and implement
effective HR policies and procedures. |
|
|
Recruitment
&; Selection Manager |
A Recruitment & Selection Manager is an
HR professional who is responsible for leading and organizing all aspects of
the recruitment and selection process within an organization. They ensure
that the organization attracts, recruits, and selects the most qualified
employees who fit the needs of the organization and the corporate culture. |
· Develop and
implement recruitment strategies to meet the organization's recruitment
needs. · Lead and manage the
recruitment team to achieve recruitment targets. · Design and
implement a fair and efficient selection process. · Establish and
maintain relationships with recruitment agencies, schools, and other
recruitment platforms. |
|
|
Remuneration
Manager |
A remuneration manager is a professional
responsible for planning, developing, and implementing payroll strategies to
ensure that a company's payroll structure is competitive, fair, and compliant
with regulations and organizational objectives. They manage all aspects of
payroll including base salary, bonuses, benefits, and incentives. |
· Develop and manage
the company's payroll strategy. · Review and update
payroll structures to ensure fairness and competetivity. · Manage budgets for
salaries, bonuses, and benefits. · Communicate with
management and employees about payroll issues. |
|
|
Talent
Manager |
A talent manager is an HR professional who
is responsible for identifying, attracting, and developing talented employees
within the organization. They aim to create development programs that meet
the needs of employees and support the company's strategic goals. |
· Develop a talent
management strategy that is in line with the company's business objectives. · Identify employee
development needs and design training programs. · Coordinate the
succession process and career planning for key positions in the organization. · Conduct talent
assessments and provide feedback to employees and management. |
|
|
Training
& Development Manager |
Training & Development Manager is a
professional responsible for planning, implementing, and supervising training
and development programs to improve employee skills, productivity, and
performance. They also focus on identifying training and development needs
and measuring the impact of the program on organizational goals. |
· Develop training
and development strategies that align with organizational goals. · Identify training needs
through performance analysis, surveys, and consultations with managers. · Design and
implement innovative and effective training programs. · Measure and
evaluate the impact of training on employee performance and organizational
goals. |
Table 6. Occupation map and its
competence in the field of human resource management at IQF level 4
|
IQF LEVEL |
OCCUPATION/
JOB TITLE |
DESCRIPTION |
TASK/
COMPETENCE |
|
4 |
Benefits
Analyst |
A Benefits Analyst is a professional
responsible for the analysis, design, and administration of employee benefit
programs. They evaluate the effectiveness of current benefit programs,
suggest changes or improvements, and ensure compliance with government and
industry regulations. |
· Assess and compare
the effectiveness of current benefit programs with industry or competitor
standards. · Assist in the
design and implementation of new or revised benefit programs. · Maintain
relationships with benefit providers and manage the vendor selection process. · Provide support and
training to employees on their benefits. |
|
Compensation
&; Benefits Supervisor |
A Compensation & Benefits Supervisor is
an HR professional who oversees and manages payroll operations and employee
benefits programs. Their duties include designing, implementing, and maintaining
compensation and benefits packages that are competitive and in accordance
with organizational policies and legal regulations. |
· Oversee the
development and implementation of compensation and benefits strategies. · Ensure compliance
with all applicable laws and regulations. · Manage benefit
service providers and contract negotiations. · Provide advice and
support to employees on compensation and benefits issues. |
|
|
Compensation
Analyst |
Compensation analysts are professionals
responsible for supporting the development, implementation, and maintenance
of employee compensation programs. They conduct an analysis of the salary
structure, assess the fairness and competitiveness of salaries, and ensure
compliance with the regulations and policies of the organization as well as
the job market. |
· Conduct market
salary analysis and benchmarking to determine the organization's competitive
position. · Support the
development and implementation of salary structures and pay scales. · Prepare analysis
and recommendations for salary changes, promotions, and other adjustments. · Assist in the
annual salary review process and bonus process. |
|
|
Employee
Communications Supervisor |
An Employee Communications Supervisor is a
professional responsible for the development, implementation, and oversight
of a company's internal communications strategy to ensure effective and
consistent information is conveyed to all employees. They play an important
role in nurturing employee engagement and promoting a positive company
culture. |
· Develop and
implement employee communication strategies to increase employee engagement
and satisfaction. · Oversee the
creation and distribution of communication materials, such as newsletters,
emails, and internal announcements. · Manage corporate
intranet portals and other communication channels. · Coordinate with HR
departments and others to ensure messages are consistent and accurate. |
|
|
HR
Admin Specialist |
An HR Admin Specialist is a professional
responsible for performing various administrative tasks and supporting the
operational functions of the human resources department. They ensure that all
administrative processes run smoothly, support HR initiatives, and comply
with relevant regulations. |
· Manage employee
data and maintain accurate and up-to-date employee records. · Prepare HR
documents such as employment contracts, letters, and other HR forms. · Handle HR inquiries
from employees and provide administrative assistance. · Support the process
of recruitment, training, and performance evaluation. |
|
|
HR
Business Partner-Supervisory Level |
HR Business Partner-Supervisory Level is an
HR professional who works as a bridge between management and employees,
providing strategic and operational support to ensure that HR practices align
with the organization's business goals. They play an important role in the
development and implementation of effective HR strategies, and assist in
improving employee performance and organizational effectiveness. |
· Provide strategic
consulting to management on a range of HR issues including employee
development, performance management, and employee relations. · Develop and
implement HR initiatives that support business objectives. · Oversee the
implementation of HR policies and procedures. · Lead and develop HR
teams to provide effective support to the business. |
|
|
HR
Supervisor |
An HR Supervisor is a mid-level
professional in the field of human resource management who is responsible for
overseeing and managing various HR functions including recruitment, training,
performance evaluation, and employee relations. They act as a liaison between
management and employees and ensure HR policies and procedures are
implemented effectively. |
· Oversees the
day-to-day operations of the human resources department. · Develop, implement,
and supervise HR policies and procedures. · Manage the
recruitment and selection process, including candidate interviews and
assessments. · Coordinate employee
training and development programs. |
|
|
Industrial
Relations Specialist |
An Industrial Relations Specialist is a
professional who manages and maintains the relationship between a company's
management and its employees or trade union representatives. They are tasked
with ensuring that all work activities comply with labor law, company
policies, and collective labor agreements. |
· Facilitate
communication between employees, management, and unions. · Develop and
evaluate industrial relations policies to ensure regulatory compliance. · Handling
complaints, disputes, and negotiating collective labor agreements. · Provide legal and
practical advice to management on industrial relations issues. |
|
|
International
Mobility Supervisor |
International Mobility Supervisors are HR
professionals who are responsible for managing and coordinating all aspects
related to the assignment of international employees. This includes planning,
implementing, and managing the process of relocating, assimilation, and
repatriation of employees moving between countries for business tasks. |
· Manage the
international assignment process from start to finish, including relocation,
immigration, and accommodation planning. · Provide support and
advice to employees and their families during the relocation and assignment process. · Monitor policies
and regulations that impact international mobility and ensure company
compliance. · Prepare and manage
budgets for international assignments. |
|
|
Organizational
Development Supervisor |
Organizational Development Supervisor is an
HR professional responsible for the development and implementation of
strategies to improve organizational performance, engagement, and
capabilities. They work to design, direct, and oversee programs that enhance
organizational effectiveness and promote a culture of learning and
adaptation. |
· Design and
implement organizational development programs to improve employee efficiency
and performance. · Conduct a needs
assessment to identify areas of development of the organization. · Develop training
materials and workshops for employees and management. · Monitor and
evaluate the effectiveness of organizational development programs and
initiatives. |
|
|
Payroll
Analyst |
Payroll Analyst is a professional
responsible for the processing, analysis, and management of a company's
salary payment system. They ensure that all employee salaries, deductions,
and taxes are calculated and processed correctly and in accordance with legal
regulations and company policies. |
· Calculate salaries,
bonuses, deductions, and taxes in accordance with company regulations and
applicable laws. · Check and approve
payroll data before processing and payment. · Resolve payroll
issues and answer questions from employees. · Prepare payroll
reports for management and external auditors. |
|
|
Payroll
Supervisor |
Payroll Supervisors are professionals who
are responsible for overseeing and managing all aspects of employee payroll
in an organization. They ensure that all payment processes are carried out
accurately and on time, while complying with applicable tax and labor
regulations. |
· Oversee and manage
daily payroll operations, including payroll, deductions, and tax
calculations. · Ensure the accuracy
of all payroll transactions and comply with tax and labor regulations. · Manage payroll
teams, including staff training and development. · Prepare payroll
reports for external management and audit. |
|
|
Personnel
Administration Supervisor |
Personnel Administration Supervisor is an
HR professional who is responsible for the administrative management of all
aspects related to employees in the organization. They ensure that all
employee data is organized, accurate, and up to date, as well as comply with
labor laws and internal policies. |
· Supervise and
manage employee administrative processes, including personal data, documents,
and contracts. · Ensure all employee
data is updated and accurate in the HRIS system. · Handle
administrative issues such as leave, insurance, and employee benefits. · Coordinate employee
onboarding and offboarding processes. |
|
|
Project
Personnel Supervisor/ Coordinator |
Project Personnel Supervisor/Coordinator is
the HR professional responsible for supervising and coordinating staff and
human resources in special projects. They ensure that all personnel have the
necessary guidance, resources, and support to complete their tasks
efficiently and effectively within the scope of the project. |
· Coordinate and
supervise activities and human resources in the project. · Drawing up and
maintaining personnel schedules, adjusting to changes in project scope. · Ensure effective
communication between team members and project management. · Oversee the
development and implementation of training plans for project personnel. |
|
|
Recruitment
&; Selection Supervisor |
Recruitment & Selection Supervisor is
an HR professional who is responsible for supervising the recruitment and
selection process in an organization. They ensure that this process is
efficient, effective, and in line with organizational policies and objectives,
with the goal of identifying and attracting the best candidates for available
positions. |
· Supervise and
coordinate recruitment and selection activities including job advertisements,
CV screening, interviews, and assessments. · Develop and update
recruitment policies and procedures to ensure an efficient and fair selection
process. · Provide training
and guidance to members of the recruitment team. · Work closely with
hiring managers to identify recruitment needs and formulate recruitment
strategies. |
|
|
Remuneration
Supervisor |
Remuneration Supervisor is an HR
professional who is responsible for the management and supervision of the
compensation and remuneration system in an organization. They ensure that all
aspects of remuneration, including salaries, bonuses, and benefits, are
managed fairly, competitively, and in accordance with company policies and
applicable regulations. |
· Develop and
implement a fair and competitive remuneration policy. · Conduct a
comparative analysis of the market to ensure the remuneration policy is in
line with the market and industry. · Manage and oversee
the annual review process of salaries and bonuses. · Provide reports and
remuneration analysis to management for strategic decision making. |
|
|
Training
&; Development Supervisor |
Training & Development Supervisor is an
HR professional who is responsible for the development, implementation, and
supervision of employee training and development programs in an organization.
They ensure that training programs are in line with the organization's
strategic objectives and assist employees in career development and
upskilling. |
· Develop and
implement training and development programs that meet the needs of the
organization and employees. · Assess the
effectiveness of training and make continuous improvements to the program. · Manage and oversee
training and logistics budgets. · Provide support and
resources for employees in career development and succession plans. |
Table 7. Occupation map and its
competence in the field of human resource management at IQF level 3
|
IQF LEVEL |
OCCUPATION/
JOB TITLE |
DESCRIPTION |
TASK/
COMPETENCE |
|
3 |
Compensation
& Bene.fits Staff |
Compensation & Benefits Staff are
members of the human resources team who focus on administering and managing
compensation and benefits packages for employees. They are responsible for
ensuring that all compensation and benefits are aligned with company
policies, applicable regulations, and competitive market practices. |
· Manage data related
to employee salaries and benefits, including data input into the HR system. · Assist in the
development, implementation, and administration of compensation and benefits
packages. · Respond to employee
inquiries regarding compensation and benefits. · Ensure compliance
with company regulations and policies. |
|
e-Leaming
Staff |
e-Learning Staff are professionals
responsible for developing, implementing, and managing online learning
programs within an organization. They work to ensure that e-learning
materials are effective, engaging, and appropriate to employees' learning and
development needs. |
· Develop and
implement engaging and effective e-learning materials. · Manage a learning
management platform (LMS) and ensure material accessibility for all
employees. · Work with material
experts to transform traditional content into interactive e-learning modules. · Monitor and report
on the effectiveness of e-learning programs. |
|
|
Employee
Relations Staff |
Employee Relations Staff are HR
professionals who are responsible for nurturing positive relationships
between employees and management. They address issues and questions related
to working conditions, conflicts in the workplace, company policies, and
employee rights and responsibilities. |
· Handle employee
questions and concerns related to policies, procedures, and conflicts. · Develop and
implement programs and policies to promote employee satisfaction. · Organize mediation
and counseling sessions to resolve conflicts in the workplace. · Conduct surveys and
research to understand employee sentiment and needs. |
|
|
HRIS
Staff |
HRIS Staff (Human Resource Information
System Staff) is a professional in charge of managing and maintaining human
resource information systems in organizations. They ensure data integrity,
optimize HR processes through technology, and provide technical support
related to HRIS systems to users |
· Manage and maintain
HRIS systems, including user settings, configurations, and system updates. · Provide technical
support and training to HRIS users. · Develop and
implement procedures to ensure data security and integrity in HRIS systems. · Generate reports
and analyze data to support HR and management decisions. |
|
|
Human
Resource Administration Staff |
Human Resource Administration Staff are
professionals who are responsible for carrying out and supporting various
administrative activities related to human resources in the organization.
This includes handling employee documents, maintaining records, as well as
administrative support for other HR functions such as hiring, training, and
benefits. |
· Maintain employee
records and ensure all data is accurate and current. · Support the hiring
process, including crafting job ads, screening applications, and arranging
interviews. · Prepare and
distribute HR documents such as employment contracts, employee handbooks, and
company policies. · Assist in the
administration of employee benefits such as health insurance, retirement
plans, and leave. |
|
|
Human
Resources (HR) Staff |
Human Resources (HR) Staff are
professionals tasked with providing administrative and operational support in
all functions of the human resources department. This includes recruitment,
training, performance management, and maintenance of employee records. |
· Support the
recruitment and selection process, including drafting job advertisements,
screening CVs, and scheduling interviews. · Assist in managing
onboarding and training programs for new employees. · Record and maintain
employee databases, including personal data, work history, and performance
records. · Assist in the
management of benefits and compensation, including salary processing and
leave arrangements. |
|
|
Human
Resources Planning Staff |
Human Resources Planning Staff are
professionals responsible for planning, organizing, and coordinating human
resources in organizations. They ensure that HR planning is aligned with the
company's strategic objectives, through employee needs identification,
workforce forecasting, and employee development planning. |
· Formulate and
implement human resource planning strategies. · Analyze HR data to
make predictions and workforce development plans. · Coordinate with
other departments to ensure HR needs are met. · Develop employee
succession and development plans to ensure business continuity. |
|
|
Industrial
Relations Staff |
Industrial Relations Staff are members of
the HR team who are responsible for building and maintaining positive
relationships between management and employees. They address labor issues,
enforce company policies, and ensure compliance with labor regulations. |
· Provide advice and
support to management and employees on industrial relations issues. · Assist in the
development, implementation, and enforcement of labor policies and
procedures. · Supervise the
process of negotiating employment agreements and mediation in labor disputes. · Ensuring the
organization's compliance with all applicable labor regulations. |
|
|
International
Mobility Staff |
The International Mobility Staff is
responsible for managing and supporting aspects of international employee
transfer, including relocation, immigration, expatriate policies, and
reintegration. They ensure that the employee transition process runs smoothly,
effectively, and in accordance with company policies and international legal
regulations. |
· Coordinate the
international employee relocation process, including visa arrangements,
accommodation, and transportation. · Provide advice and
support to employees and their families throughout the mobility process. · Develop and
implement international mobility policies and programs. · Ensuring compliance
with immigration and employment regulations in different countries. |
|
|
Organizational
Development Staff |
Organizational Development Staff are
professionals responsible for improving organizational effectiveness through
the development and implementation of best practices, processes, and
strategies. They work to improve organizational performance through the
analysis, design, and implementation of programs that support organizational
change, learning, and development. |
· Conduct a needs
analysis to determine areas for improvement and development. · Design and implement
training and development programs to improve employee performance and
organizational efficiency. · Develop and monitor
performance indicators to assess the effectiveness of organizational
programs. · Work closely with
management to implement organizational change strategies. |
|
|
Payroll
Staff |
Payroll Staff are responsible for managing
and processing employee salaries. This includes calculating wages, taxes, and
other deductions, as well as ensuring all payments are in compliance with
applicable company regulations and labor laws. |
· Calculate employee
salaries, taxes, and deductions. · Process salary
payments and provide payslips. · Handle employee
inquiries related to salary and deductions. · Ensuring compliance
with payroll laws and regulations. |
|
|
Recruitment
&; Selection Staff |
Recruitment & Selection Staff is
responsible for carrying out all processes related to recruitment and
selection in an organization. Their duties include advertising job openings,
screening applications, conducting interviews, and supporting the process of
selecting the most suitable candidates to meet the needs of the organization. |
· Advertise job
openings and manage candidate applications. · Conduct initial
screening of CV and cover letter. · Organize and
conduct interviews and selection tests. · Support the
decision-making process and offer jobs to shortlisted candidates. |
|
|
Remuneration
Staff |
Remuneration Staff are responsible for
supporting the process of developing, implementing, and maintaining payroll
and compensation policies, procedures, and systems within the organization.
Their duties include payroll processing, benefits management, and assurance
of compliance with labor regulations. |
· Manage monthly
payroll processing, including payroll, deductions, and tax calculations. · Support the
development and implementation of remuneration and benefits policies. · Handle employee
inquiries related to payroll and benefits. · Assist in the
review and renewal of salary and benefits structures. |
|
|
Talent
Management Staff |
Talent Management Staff are responsible for
identifying, developing, and retaining talent within the organization. They
work to ensure that employees have abilities and competencies that match the
needs of the company, as well as plan career development and employee
succession. |
· Implement talent
development initiatives such as training and mentoring programs. · Assist in the
process of identification and assessment of talent throughout the
organization. · Support the
implementation of succession plans and career development of employees. · Collaborate with
managers to assess training and development needs. |
|
|
Training
& Development Staff |
Training & Development Staff are
responsible for the development, coordination, and delivery of training and
development programs for employees. They work to improve the skills,
knowledge, and performance of employees within an organization. |
· Develop and
implement training and development programs that are appropriate to the needs
of the organization and employees. · Assess training
needs through surveys, interviews with employees, or consultations with
managers. · Plan, organize, and
manage training activities, including locations, materials, and schedules. · Evaluate the
effectiveness of training programs and make changes as needed. |
Table 8. Occupation map and its
competence in the field of human resource management at IQF level 2
|
IQF LEVEL |
OCCUPATION/ JOB
TITLE |
DESCRIPTION |
TASK/ COMPETENCE |
|
2 |
HR
Data Entry Operator |
HR Data Entry Operator is a professional responsible
for entering, updating, and maintaining employee data accurately and timely
in a human resource information system (HRIS). They ensure that all employee
information such as personal details, employment history, and performance
records are well maintained and updated. |
· Enter and update
employee information in the HRIS system quickly and accurately. · Maintain the
confidentiality and security of employee data. · Work closely with
the HR Manager and other team members to ensure data accuracy. · Generate reports
from the HRIS system as needed. |
Discussion
As the purpose of this
study is to map the qualifications, occupations, and competencies required in
the HRM field to improve the link and match between industry and education
programs, the results show that most of qualification levels can be identified
occupations in the field of Human Resource Management. Jumadi et al.
Based on the data from the
study above, for each occupation a description has been identified which
includes: occupation title, definition, scope of workplace, employability
skills, basic requirements, tasks / competencies both core and elective. The
description of each occupation has been identified based on the Rapid
Assessment process method integrated with the Regional Model Competency
Standard (RMCS) 2016, the Indonesian National Qualifications Framework (IQF),
and the ASEAN Qualifications Reference Framework (AQRF), as well as the
principles of standardization, namely: Relevant, Valid, Acceptable, Flexible,
stakeholder needs, and Traceability
By conducting the mapping
exercise, the results show that the structure of occupation (consists of
Occupational title, definition, Scope of work, Employability skills/ soft
skills, Responsibility, Pre-requisite, and Tasks/ competencies) has an
interface with skill set on the education operational Curriculum containing:
The title of the skill set and learning outcomes, Definition/Scope of learning,
Workplace context, Managerial and cultural competence, Workrole
responsibilities, Entry behavior line, and Core competencies and elective
competencies. Furthermore, the
occupation structure also has an interface with the certification scheme that
has the following structure: Occupation scheme title, Description, Scope of
work, Employability skills/ soft skills, Responsibility, Pre-requisite, Core
competencies and elective competencies, and Certification process. Then this
interface can be illustrated in Table 9. below.
Table
9. Interface between Map of Occupational, skill sets in the operational
curriculum and Certification Scheme.
|
MAP OF OCCUPATION |
"SKILL SETS" OPERATIONAL CURRICULUM |
COMPETENCY CERTIFICATION SCHEME |
|
•
Occupational title |
•
The title of the skill set and learning outcomes. |
•
Occupation scheme title |
|
•
Definision |
•
Definition/Scope of learning |
•
Description |
|
•
Scope of work |
•
Workplace context |
•
Scope of work |
|
•
Employability skills/ soft skills |
•
Managerial and cultural competence |
•
Employability skills/ soft skills |
|
•
Responsibility |
•
Work role responsibilities |
•
Responsibility |
|
•
Pre-requisite |
•
Entry behavior line |
•
Pre-requisite |
|
•
Tasks/competencies |
•
Core competencies and elective competencies |
• Core
competencies and elective competencies |
|
- |
- |
•
Certification process |
|
- |
• Class hours |
- |
|
- |
• Credit units |
- |
With the interface
depicted in Table 9, we can identify a link and match between occupational
maps, operational curriculum skill sets, and certification schemes. With the
description of the link and match between the three, each party that plays a
role in industry, education and training, and professional certification bodies
can facilitate and promote the application of this occupational map according
to its role to increase productivity and quality of human resource development,
both in industry, education and training institutions and professional
certification bodies.
CONCLUSION
This research effectively delineates
the qualifications, occupations, and competencies crucial in human resource
management, aiming to enhance alignment between industry demands and
educational programs. Utilizing the Rapid Assessment Process, the study illustrates
how identified occupational structures correspond with regional competency
standards and national qualification frameworks, thus showcasing harmony
between industry requisites and educational outcomes within the human resource
management domain. Moreover, the research devises an interface model bridging
occupational map structures, encompassing skill sets, curriculum, operations,
education, and training, with certification schemes. Despite encountering
limitations such as the swift industry evolution challenging curriculum
relevancy, insufficient collaboration between industry and curriculum
development, and difficulty in pinpointing specific competencies due to
sectoral variations, this study offers valuable insights. Recommendations
entail fostering increased collaboration between educational institutions and
industry for curriculum development, adopting competency-based approaches in
education and training to address gaps, and advocating for standardization and
accreditation across various industries. Regular competency needs mapping is
also advised to adapt to evolving industry dynamics effectively.
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Copyright holder: Surono
Surono, Dendi Pratama, Aris Budiono (2024) |
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First publication right: Asian
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