ANALYSIS OF RECRUITMENT AND CAREER DEVELOPMENT OF THE INDONESIAN NAVY CORPS TO IMPROVE ORGANIZATIONAL EFFICIENCY
DOI:
https://doi.org/10.30996/die.v16i02.132562Keywords:
Personnel Planning, Cross Sectional,, Goal Programming, SWOT, Navy Corps, Organizational EfficiencyAbstract
This study aims to analyze the recruitment and career development system for officers in the Indonesian Navy in order to improve organizational efficiency. The main problem faced is an imbalance in the composition of officers across rank strata, which has an impact on career stagnation, suboptimal filling of positions, and reduced organizational effectiveness. The research uses a descriptive-qualitative approach supported by quantitative analysis, through the Cross Sectional method to map personnel flow (inflow, throughflow, outflow), calculating Length of Service in Rank (MDDP) and Length of Service as an Officer (MDP), and optimizing Goal Programming to determine the ideal intake of new officers according to the organizational structure requirements in the Personnel Structure List (DSP).
The results of the study show a surplus of officers at the Second Lieutenant and Colonel levels, as well as a significant shortage at the middle levels (First Lieutenant to Lieutenant Colonel). The optimization model using Goal Programming recommends the recruitment of 106 Second Lieutenants each year to achieve a balanced DSP structure by 2050. In addition, SWOT analysis resulted in priority strategies in the form of improving the DSP-based planning system and merit system, redistributing positions, and strengthening education and international cooperation.
This study provides theoretical contributions to the development of data-based human resource management concepts, as well as practical contributions to policy makers in formulating adaptive, efficient, and sustainable career development strategies for the Indonesian Navy Corps.
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