Personnel Potential Development of Government Housing Bank's Employees in the Transition to the Digital Age

Abstract

The purposes of this research were to study the problems and obstacles of Government Housing Bank’s employees about using digital technology and the digital technology potential of employees by using integrated research methods from a sample group of 200 employees through a questionnaire and in-depth interviews from 7 employees. The results revealed that the problem was generation gap, basic knowledge and attitude towards the usage of technology. GHB’s technology system and human development pattern were not consistent with the needs, including operational policy limitations. For the potential of employees on digital technology, employees were equipped with knowledge, skills and expertise; however, it was necessary to be continuously developed. The employees were being aware and paying attention to the technology systems of the organization. However, the analysis tools were the cause and effect map, SWOT analysis and Tows Matrix to determine the problem solution options. The best solution for this study was proactive strategies. SO (Strengths-Opportunities) upgraded the digital personnel development pattern and the bank's learning system to be more efficient through a variety of courses and methods. Since it was a strategy that would be able to yield the most results for the organization. It also promoted and developed the potential of personnel and organizations to compete in the digital age more efficiently.