Downloads: 7 | Views: 255 | Weekly Hits: ⮙2 | Monthly Hits: ⮙2

Research Paper | Management | Indonesia | Volume 12 Issue 12, December 2023 | Popularity: 6 / 10

Rate This Article!      

Strategy for Developing Employee Technical Competence and Managerial Competence

Nahwa Umar

Abstract: This research focuses on strategies for developing technical competencies and managerial competencies with the problem of how to develop strategies for technical competencies and strategies for developing managerial competencies. The research design was designed using a qualitative approach with data collection methods through observation, focus group discussions, interviews and documentation, with data analysis using the Framework Analysis method. The research results found that the strategy for developing technical competence was carried out through two methods, namely through education and training and through work experience. Education and training is carried out in the form of academic education at universities, and formal training in the form of: Tax Inspection Training, Technical Training for Land and Building Tax Management and Fees for Acquisition of Land and Building Rights, Basic Level Urban and Rural Land and Building Tax Appraiser Training, Training Exploring the Potential of Regional Taxes and Regional Levies, Regional Finance Courses, Technical Guidance on PBB Input; and TOT Regional Financial Management. Meanwhile, work experience is carried out in the form of comparative studies and assignments outside the field of work. The managerial competency development strategy is carried out through two methods, namely through education and training and through work experience. Education and training is carried out in the form of formal training consisting of: National Leadership Training (PKN) II, Administrator Leadership Training (PKA), Supervisory Leadership Training (PKP). Meanwhile, through experience, this is carried out in the form of job rotation in the form of job promotions and job transfers. The researcher suggests that future researchers add strategies for developing socio - cultural competence in other agencies or organizations. For Widyaiswara to develop a competency - based training program related to the findings of this research, as well as for the Kendari City government to program priority types of technical competency training for employees who do not yet have technical competency so that the need for technically competent employees can be met. It is also recommended to develop other on - the - job training such as coaching and mentoring, as well as independent training in the form of knowledge sharing in the workplace, as well as other technical training that really supports regional revenue performance such as training for tax bailiffs and billing systems taxes and user charges.

Keywords: Developing Technical Competency, DevelopingManagerial Competency, Education and Training

Edition: Volume 12 Issue 12, December 2023

Pages: 314 - 321

DOI: https://www.doi.org/10.21275/SR231202214133

Make Sure to Disable the Pop-Up Blocker of Web Browser

Click to Cite this Article

Similar Articles