Comparison of Operational Leader Key Behavior Assessment

Between Self Perception and Observation Evidence from Emerging Leader Development Program (ELDP)

Training at PT. Telkom Indonesia

Ida Tejawiani, Ahmad Rifandi and Riko Hendrawan

1st International Seminar & Conference on Learning Organization (ICLO) Bandung, 4-5 December 2013

Background

Emerging Leader Development Program (ELDP) is the most basic Leadership training which is intended to prepare the candidates of the Operational level Leaders at PT TELKOM become Highly Capable Individual which are going to be able to contribute to the productivity of the company.

The aim of this training is to increase the six leadership competencies whereas the performance of achievement are indicated by the tenth key behavior.

To prove that a person has achieved a standard of competence after carrying out the training process, it is necessary to do the assessment

How Accurate the Assessment ??

Self Perception

Observation

The study examines the accuracy of individual assessment (self-

perception) of acquired competence have been done by Hansson (2001:

428). Hansson concluded that the self estimates of the acquired

competence for job specific competencies are well executed.

Operational Leader

Strategic

Leader

Highly Capable Individual Mampu memberikan

kontribusi produktif

Contributing Team Member : Mampu memberikan kontribusi dalam

mendukung tujuan tim

Competent Manager : Mampu

mengatur SDM dan sumber daya lainnya

secara efektif

Effective Leader : mampu memperkuat

komitmen dan vitalitas terhadap upaya

realisasi visi yang jelas dan kuat

Great leader: mampu menentukan arah,

menginsipirasi, mendorong pembentukan kultur dan

pencapaian performansi organisasi

Level 5 Leadership

Lead

ers

hip

Pip

eli

ne

Basic

Intermediate

Advance

Mandatory Competencies

Always The Best *) 3S IFA

Tactical

Leader

Leadership Development The development of leadership in the Telkom Group consists of three levels, namely basic leadership, intermediate and advance level.

Emerging Leadership Developing Program (ELDP)

You are the

Supervisor

Leadership of

Endurance

Highly Capable

Individual: expected to contribute

to company productivity

Leadership of

Endurance

Action

Management

Business

Awareness

Achivement

Orientation

Spirit of Loving

Collaboration

Modul ELDP

Modules development Key Behaviour

Spirit of Loving Capable to show mutual respect and not to blame

Business Awareness Capable to understand the key business units of the company and understand its contribution to the achievement of business objectives

Achivement Orientation Capable to perform a variety of ways to achieve work objectives and improve higher performance continuously

Leadership of Endurance

Action Management

Capable to have the physical and mental strength to be able to survive complete tasks in all situations and have the discipline and focus to complete tasks quickly and accurately even though information is limited

Capable to set goals and work plan or action steps systematically

Collaboration capable to demonstrate openess and exchange ideas to improve performance and able to share information and best practical to improve performance

Delivery Process

10/12/2013

7

1st Week

Class room

6 modul (3

days)

2nd Week:

Sharing Session

And

Management

Speech

(2 days)

- Internal and External Sharing

Session

- Management Speech

- Closing

Action

Learning

(1-2 days)

Learning Approach:

- Theory

- Practice (Exercise, Role

play, Games, Video lesson learn)

Learning Assessment ;

- Observer: HRAS

- Question (Coin oleh fasilitator)

- Self perception

- Individual Action Plan

- Presentation

- Feedback

What is Assessment ?

Assessment processes are used to match the performance of individuals to the standards (competences).

• following procedures (at all times) • dimensional accuracy • accuracy/correctness in respect of laid down

procedures • time taken • quality specifications

Assessment Assessment is the process of collecting evidence and making judgments

whether a person has reached a certain competency or not. This confirms that an individual after learning can reach certain standards (specific competencies) as expected in the workplace, expressed in national competency standards, or the competency standards developed by relevant industry, enterprise groups, community or professional

Principles of assessment

KKNI level

VALID RELIABLE

FLEXIBLE FAIR

o Meet Competence to

be achieved

o Satisfies current

industry practices

o At correct IQF level

o Degree of

consistency

o Accuracy

o The assessment

outcomes

o opportunity for a

candidate to

negotiate

o Certain aspect of

assessment

o does not advantage or

disadvantage

particular learners

o assessment methods

are adjusted

Assessment Methods

ASSESSMENT METHODS EXAMPLE

Observation Real work activities at workplace

Questioning Self-assessment form Interview Written questionnaire

Review of products Work samples/products

Portfolio Testimonials/references Work samples/products Training record Assessment record Journal/work diary/log book Life experience information

Third party feedback Interviews with, or documentation from employer, supervisor, peers

Structured activities Project Presentation Demonstration Progressive tasks Simulation exercise such as role plays

Assessment Methods

methods is, the ways in which the evidence

can be collected to demonstrate satisfactory

performance.

Selecting the appropriate assessment methods

will involve consideration of the candidate’s

needs, the nature of the work activity being

assessed, the location of the assessment (to

ensure a safe and accessible environment),

and Training Module requirements

Assessment Assessment is the process of collecting evidence and making judgments whether a person has reached a certain competency or not.

What is competent

Competence is being able to perform ‘whole’ work

roles (perform—not just know about—whole work roles,

rather than just specific skills and tasks); to the

standards expected in employment (not just ‘training’

standards or standards divorced from industrial reality);

in real working environments (i.e. with all the

associated pressures and variations of real work)

People are considered to be competent when they are

able to consistently apply their knowledge and skills to

the standard of performance required in the workplace

Competencies

- expressed as behaviours that an individual needs to demonstrate'', or

- expressed as minimum standards of ... performance'' (Strebler et al.,

1997).

Competency has been used to refer to the meaning expressed as

behaviours, while competences has been used to refer to the meaning

expressed as standards.

Competency and Competences

Standards are the means by which the model of competence is specified in

the current occupational context

Standards reveal that standards are generally conceived as being to do with:

• following procedures (at all times)

• dimensional accuracy

• accuracy/correctness in respect of laid down procedures

• time taken

• quality specifications

Assessment

Assessment is the process of collecting evidence and making judgments whether a person has reached a certain competency or not.

Evidence is the information gathered which, when matched against the

requirements of the unit of competence, provides proof of competence.

Evidence can take many forms and be gathered from a number of sources

Understanding the Role of Evidence

What sort of evidence is collected?

Evidence is used by an assessor to make a

judgement about whether the candidate is

competent.

It is the responsibility of the assessor to determine

what and how much evidence is required to make

the assessment judgement

ASSESSMENT TOOL

ELDP

Competence

Achievement

Orientation

Action

Management

Business

Awareness

Collaboration Leadership

Endurance

Spirit of Loving

F- calculated 1.911 1.386 1.293 0.745 3.233 2.068

F- tabel, α = 0.05 2.120 2.120 2.120 2.120 2.120 2.120

Conclusion F-calc < F-tabel

Both Varians are

homogeneous

F-calc < F-tabel

Both Varians are

homogeneous

F-calc < F-tabel

Both Varians are

homogeneous

F-calc < F-tabel

Both Varians are

homogeneous

F-calc < F-tabel

Both Varians are

homogeneous

F-calc < F-tabel

Both Varians are

homogeneous

t- hitung 0.523 0.721 0.773 1.341 0.309 1.000

t- tabel, α =

0.025 2.021 2.021 2.021 2.021 2.021 2.021

Analisys t-calc < t-tabel

Ho accepted

t-calc < t-tabel

Ho accepted

t-calc < t-tabel

Ho accepted

t-calc < t-tabel

Ho accepted

t-calc < t-tabel

Ho accepted

t-calc < t-tabel

Ho accepted

Conclusion There is no

significant

differernces

There is no

significant

differernces

There is no

significant

differernces

There is no

significant

differernces

There is no

significant

differernces

There is no

significant

differernces

Mean scores of assessment for batch 4 of ELDP Training

program

0,000

0,500

1,000

1,500

2,000

2,500

3,000

3,500

4,000

AO

AM

BA

CO

LED

SLSelf Perception

Observation

0,000

0,500

1,000

1,500

2,000

2,500

3,000

3,500

4,000

AO

AM

BA

CO

LED

SL

Self Perception

Observation

Mean scores of assessment for batch 5 of ELDP Training

program

Conclusion and recommendation

The results of the research indicates that there is no significant difference between assessment methods conducted through self-perception and observation.

The Assessor could use both methods (observation and self perception) to enhance the accuracy of the evaluation for assessment of the acquired competence achieved after completion of the training program.