Based on soft competency assessment using questioner, BEI and Expert Panel method we get the gap between the job requirements and eight (8) competencies of employees at PTBK work unit. Soft competency dictionary that used is Spencer Dictionary (1993). For resolve the gap, alternative solutions are needed to be planned by mapping gap soft competency employees through quadrant analysis (Big Dog, 2000)
Based on results, we find that operator of Mosher group D (Employee 6) having the highest ability and willingness that has value of will = 1% and ability = 4%. But we find quite difference in terms of Effectiveness and of Impact & Influence. Operator of Storage group C (Employees 7) having the lowest willingness that has value of will -12%. The best alternative is every employee making self development plan (either motivation or ability) by supervising from their supervisor/manager.
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