<![CDATA[This study examines the human resource (HR) competency structure regarding the use of the Inaportnet system at Tanjung Perak Port, Indonesia a major port currently undergoing an acceleration in the digitalization of vessel and cargo services. Grounded in a capability-based digital governance framework, the study aims to map key HR competency clusters using a multivariate approach. We applied Principal Component Analysis (PCA) and K-Means Clustering to questionnaire data from 100 respondents, utilizing 32 Likert-scale indicators. Notably, four principal components accounted for 86.5% of the total data variance, with the highest loadings observed in system understanding (λ = 22.0), digital responsiveness (λ = 2.7), and performance alignment (λ = 1.8). Clustering results indicate that 62% of respondents fall into the high-competency cluster, while 23% require further training particularly regarding issue resolution and evaluative feedback. These findings highlight a potential gap between digital system adoption and strategic HR development. The study contributes to strengthening competency-based training design and refining the theory of digital port governance in Southeast Asia.]]>
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