DEVELOPING THE COMPETENCIES OF EMPLOYEES PROVINCIAL ELECTRICITY AUTHORITY THROUGH THE PEA X-RANGER PROJECT: OPEN, CHANGE, GROWTH

Abstract

This article aims to present the development of employee competencies of a Provincial Electricity Authority through the PEA X-Ranger: Open, Change, Growth project to develop necessary and appropriate competencies. Keep up with the changes In terms of Attitude, Intelligence, Knowledge, and Skills, behavior can be changed to have higher potential. Until being a role model for others There are 3 main steps as follows: 1. Open (step of dissolving behavior: Unfreezing) 2. Change (step of change: Changing) 3. Growth (step of molding new behavior: Refreezing) using training methods that are consistent with society. and era such as teaching with role playing (Role Playing), deep listening exercises (Deep Listening), brainstorming using design thinking (Design Thinking), simulation and problem solving from games. (Gamification) etc. The results of the evaluation of employees who participated in the project found that they were able to improve their competency in attitude by 21 percent, increase their awareness of knowledge management and innovation by 30.50 percent, and have a higher level of positive behavior by 23.20 percent from these results. This will result in the organization being ready to receive change. A better working ecosystem will emerge. A prototype and network of organizational development has been created. In addition, various activities of the project can be used as guidelines or prototypes for developing the competency of employees in various departments efficiently and effectively. And ultimately, this project will become the starting point of a turning point that will lead the Provincial Electricity Authority (PEA) or PEA to overcome the crisis and seize the opportunity for sustainable success.