<![CDATA[This study analyzes organizational conditions, job requirements, employee competencies, and competency-development support systems at PT Bpfilters Industri Mandiri through Organizational Analysis (OA), Task Analysis (TA), and Person Analysis (PA); identifies competency gaps; and develops a Training Needs Analysis (TNA) model for a growing manufacturing company. A qualitative case-study design was used. Data were collected through interviews, observation, and document analysis involving key organizational and operational informants and analyzed through data condensation, display, verification, and triangulation. The findings indicate that the company has a clear organizational direction and division of work, while competency and training management remain largely informal and are not yet supported by complete job competency standards, competency matrices, systematic competency evaluation, or an integrated training-needs mechanism. Competency Gap Analysis identified position-specific development needs in engineering, production, and administration. The resulting model integrates OA, TA, PA, and Competency Gap Analysis into an operational sequence that connects organizational needs, job standards, actual competencies, competency gaps, and prioritized training recommendations. Expert judgement indicated that the model is appropriate, understandable, realistic, and useful for systematic competency mapping.]]>
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