THE FACTORS ANALYSIS OF SUCCESSORS- COMPETENCY ON FAMILY COMPANY: A CASE STUDY IN THE MANDIRI SUKSES UTAMA CORPORATION
Wanda Gema Prasadio Akbar Hidayat (a*), Cholichul Hadi (b), Subagyo Adam (c), Dimas Agung Trisliatanto (d)

a) Doctor Program Study of Human Resource Development, Postgraduate School of Universitas Airlangga, Jl. Airlangga No. 4-6, Surabaya, Indonesia
*wanda.gema.prasidio-2018[at]pasca.unair.ac.id
b) Professor of Psychology and Industrial Organization. Faculty of Psychology, Universitas Airlangga, Jl. Airlangga, Surabaya, Indonesia
c) Professor of Sociology and Human Reasource Development. Faculty of Social Science and Political Science, Universitas Airlangga, Jl. Dharmawangsa Dalam, Surabaya, Indonesia
d) Doctor Program Study of Human Resource Development, Postgraduate School of Universitas Airlangga, Jl. Airlangga No. 4-6, Surabaya, Indonesia

Abstract

The main problem of family companies were their ability to prepare and ensure competency, and succession leadership in family companies across generations. As the case with the Mandiri Sukses Utama Corporation, which developed successfully because of the education and guidance of the company owner that was given to his successors. These successors had been gotten higher education and performance developers are so significant and each successor has different competencies from each other. This was one of the factors of the companys succession for finding and digging the successors- competency. This study aimed to identifying and analyzing successors- competency factors so that they could be applied to the Mandiri Sukses Utama Corporation. This type of research was qualitative approached with design of case study. Conclusions from the results of this study indicated that successors competency had influenced by several factors in each phase of succession, including: 1.) Phase succession antecedents (organizational culture, ownership type, size); 2.) Fase candidate issue (characteristic issue, competency issue, and gender issue); 3.) Succession process (management, rules, and procedures of succession); 4.) Succession activities (family communication, meetings, discussions, sssessed activities and participant successors); 5.) outcomes desired (evaluation process and development program, employee turnover, and problem solving).

Keywords: Competency, Succession, Successor, Successor-s Competency, Family Company

Topic: Human Resource Development

Link: https://ifory.id/abstract-plain/kPTzE8pW2QMd

Web Format | Corresponding Author (Wanda Gema Prasadio Akbar Hidayat)