Career Management Strategy for Position Succession in PT SMPD Production Unit
DOI:
https://doi.org/10.59188/eduvest.v5i1.50371Keywords:
career management, leadership development, succession planning, competency management, HR strategyAbstract
In the competitive cement industry landscape, PT SMPD faces significant challenges in ensuring competent successors for key positions. This research proposes a comprehensive career management strategy to address this issue, focusing on leadership development and succession planning, competency management, cultural transformation, and strategic alignment. Using a qualitative methodology, data was collected through interviews, observations, and document analyses over three months at PT SMPD. The findings indicated considerable gaps in recruitment, competency development, and leadership training. The proposed strategy includes a 24-month phased implementation plan starting with succession planning and leadership development, followed by competency assessment, performance management, and HR technology integration. The strategy emphasised strong executive support, dedicated cross-functional teams, effective communication, and prioritising data and analysis. The results show that a structured approach to career management can significantly improve leadership pathways, employee engagement, and organisational performance. By implementing this strategy, PT SMPD can develop a future-ready workforce, achieve strategic goals, and emerge as an industry leader in career management practices.
References
Aburumman, O., Salleh, A., Omar, K., & Abadi, M. (2020). The impact of human resource management practices and career satisfaction on employee’s turnover intention. Management Science Letters, 10(3). https://doi.org/10.5267/j.msl.2019.9.015
Al Rinadra, M., Fauzi, A., Galvanis, W. J., Unwalki, J., Awwaby, M., Satria, H., & Darmawan, I. (2023). Analisis Manajemen Talenta, Pengembangan Karir, dan Pengembangan Talenta Terhadap Kinerja Karyawan (Tinjauan Literatur). Jurnal Ilmu Manajemen Terapan, 04(06).
Alfayad Aburumman, Z., Suriani Mohd Arif, L., & Alfayad, Z. (2017). Employee Voice and Job Satisfaction: An Application of Herzberg Two-factor Theory. International Review of Management and Marketing, 7(1).
Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s Two-Factor Theory. Life Science Journal, 14(5).
Bevins, D. T. (2018). Herzberg’s Two Factor Theory of Motivation: A Generational Study. Encompass.
Chartered Management Institute. (2015). Douglas McGregor: Theory X and Theory Y. Thinker 026. McGregor’s Theory X and Theory Y.
Dos Santos, L. M. (2019). Recruitment and retention of international school teachers in remote archipelagic countries: The Fiji experience. Education Sciences, 9(2). https://doi.org/10.3390/educsci9020132
Gibran, N., & Ramadani, D. (2021). The Effect of Training and Career Development on Employee Performance. Almana: Jurnal Manajemen Dan Bisnis, 5(3). https://doi.org/10.36555/almana.v5i3.1680
Gyansah, S. T., & Kiende, H. (2014). Career Development in Organizations: Placing the Organization and the Employee on the Same Pedestal to Enhance Maximum Productivity. European Journal of Business and Management, 10(14).
Hur, Y. (2018). Testing Herzberg’s Two-Factor Theory of Motivation in the Public Sector: Is it Applicable to Public Managers? Public Organization Review, 18(3). https://doi.org/10.1007/s11115-017-0379-1
Ikechukwu, D., Nnaemeka, C., & Ojeka, U. I. (2016). Effects of Employee Career Management on Organizational Performance: A Study of Selected Banks in Umuahia, Abia State. Business Management and Strategy, 7(2). https://doi.org/10.5296/bms.v7i2.10237
Kamna, D. F., & Ilkhanizadeh, S. (2022). Can high-performance work practices influence employee career competencies? There is a need for better employee outcomes in the banking industry. PLoS ONE, 17(3 March). https://doi.org/10.1371/journal.pone.0264764
Kuron, L. K. J., Schweitzer, L., Lyons, S., & Ng, E. S. W. (2016). Career profiles in the “new career”: evidence of their prevalence and correlates. Career Development International, 21(4). https://doi.org/10.1108/CDI-05-2015-0066
Lawter, L., & Kopelman, R. E. (2015). McGregor’s Theory X/Y and Job Performance: A Multilevel, Multi-source Analysis. Journal of Managerial Issues, 14.
Long, C. S., & Perumal, P. (2014). Examining the impact of human resource management practices on employees’ turnover intention. International Journal of Business and Society, 15(1).
Marta Widian Sari, Nila Sari, V., & Moren Yohana. (2022). Employee Performance Model Through Job Satisfaction: Knowledge Management, Career Development and Motivation at PT Home Credit West Sumatera. Journal of Accounting and Finance Management, 3(1). https://doi.org/10.38035/jafm.v3i1.63
Muawanah, Y., Yasin, M., Huda, S., Tsani, I., Syazali, M., Umam, R., & Jermsittiparsert, K. (2020). Career management policy, career development, and career information as antecedents of employee satisfaction and job performance. International Journal of Innovation, Creativity and Change, 6.
Nami Nasution, F., Mariatin, E., & Zahreni, S. (2018). The Influence of Career Development and Organizational Culture on Employee Performance. International Journal of Scientific Research and Management, 6(01). https://doi.org/10.18535/ijsrm/v6i1.el09
Novita Wahyu Setyawati, Dewi Sri Woelandari PG, & Muhammad Richo Rianto. (2022). Career Development, Motivation and Promotion on Employee Performance. East Asian Journal of Multidisciplinary Research, 1(9). https://doi.org/10.55927/eajmr.v1i9.1453
Olanipekun, O. L., & Olanipekun, D. O. (2022). Effect Of Training and Development Programs on Perceived Employees Job Performance in Selected Insurance Companies in Lagos State. Periodica Journal of Modern Philosophy, Social Sciences, and Humanities, 3.
Osemeke, M., & Adegboyega, S. (2017). Critical Review and Comparism between Maslow, Herzberg and McClelland’s Theory of Needs. Funai Journal of Accounting, 1(1).
Safavi, H. P., & Karatepe, O. M. (2018). High-performance work practices and hotel employee outcomes: The mediating role of career adaptability. International Journal of Contemporary Hospitality Management, 30(2). https://doi.org/10.1108/IJCHM-07-2016-0367
Shung-King, M., Gilson, L., Mbachu, C., Molyneux, S., Muraya, K. W., Uguru, N., & Govender, V. (2018). Leadership experiences and practices of South African health managers: what is the influence of gender? -a qualitative, exploratory study. International Journal for Equity in Health, 17(1). https://doi.org/10.1186/s12939-018-0859-0
Stello, C. M. (2014). Herzberg’s Two-Factor Theory of Job Satisfaction: An Integrative Literature Review. Herzberg’s Two-Factor Theory of Job Satisfaction.
Strohmeier, S. (2020). Digital human resource management: A conceptual clarification. German Journal of Human Resource Management, 34(3). https://doi.org/10.1177/2397002220921131
Velmurugan, T. A., & Sankar, J. G. (2017). A Comparative Study on Motivation Theory with Maslow’s Hierarchy theory and Two factor theory in Organization. Indo-Iranian Journal of Scientific Research, 1(1).
Vijayakumar, V. S. R., & Saxena, U. (2015). Herzberg revisited: Dimensionality and structural invariance of Herzberg’s two factor model. Journal of the Indian Academy of Applied Psychology, 41(2).
Waheed, S., & Halim Zaim, A. (2015). A model for talent management and career planning. Kuram ve Uygulamada Egitim Bilimleri, 15(5). https://doi.org/10.12738/estp.2015.5.2357
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Muhammad Thariq, Dedy Sushandoyo
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
