MCDM-based instrument for fresh graduate’s competencies conformity in banking service field

Competency mismatch is a mismatch between the qualifications expected by the company and the competencies possessed by individuals. This mismatch arises because the individual does not know the competencies needed to be able to work in the position which is being applied for. In addition, the compan...

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Bibliographic Details
Main Authors: Setiawan, Chrsitopher Hendra, Herowati, Evy, Wahyudi, Rahman Dwi, Ronyastra, I. Made
Format: Conference Proceeding
Language:English
Subjects:
Analytic hierarchy process
Communication skills
Conformity
Criteria
Education
Industrial engineering
Mathematical analysis
Recruitment
Software
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Summary:Competency mismatch is a mismatch between the qualifications expected by the company and the competencies possessed by individuals. This mismatch arises because the individual does not know the competencies needed to be able to work in the position which is being applied for. In addition, the company as a recruiter has high expectations of individual competencies. There are several consequences that arise due to the competency mismatch. From individual’s perspective, one will have difficulty developing and will have an impact on salary dissatisfaction. From the company’s point of view, the company will not get the expected output from the workers. As for the state, this mismatch causes an increase in the number of unemployment which has an impact on investors’ interest. The absence of certain measurement causes difficulties for both individuals and companies in measuring the degree of competency conformity. This research was conducted to minimize the possibility of a competency mismatch by creating conformity assessment model to measure the competency conformity from the job seeker’s point of view and job qualifications from the company’s point of view by assigning 3 positions namely, Management Development Program (MDP), Relationship Officer (RO), and IT Trainee in BCA Bank as a recruiting company and the view of prospective graduates of Industrial Engineering from the University of Surabaya as the prospective workers. The Pareto diagram method was used to determine the criteria that were considered the most important in recruiting employees in the bank and resulting 7 subjective criteria, namely, communication skills, target-oriented, honest, tenacious, have good analytical skills, able to work in any condition, active and disciplined, attractive, and willingness to be placed anywhere, as well as 5 objective criteria namely, age, education level, GPA, software mastery, and height. One of the MCDM methods, namely the Analytical Hierarchy Process (AHP) was used to create a suitability assessment model for 3 positions at BCA bank. The MDP’s most important criteria were analytical skills with a weight of 0.27 and education level, GPA, and mastery of software with a weight of 0.27. In the RO position, the most important criteria were attractive appearance with a weight of 0.32 and mastery of software with a weight of 0.34. In the IT Trainee position, the most important criteria were analytical skills with a weight of 0.22 and education level with a weight of
ISSN:0094-243X
1551-7616
DOI:10.1063/5.0145971