A Case Study in PT. XYZ: Aligning Capacity of Information Technology Human Resources in the Headquarter and Subsidiary Office using IT Governance Framework

In this paper will be explained about a Multi-National Company which have many branch offices around the world and the company has developed and implemented a new approach to strategic planning that better aligns all activities and competency with the corporate business goals. Information Technology employee has to improve their knowledge and competency regarding to technology innovation (C. Casado-Lumbreras, 2013). Hopefully this paper could be the initial framework to realize Capacity Building for Information Technology Resources in companies or any other agencies.


Introduction
The fast growth of the propensity of globalization, developing an international human resource corporation to help a multinational company to expands their global business. The challange in human resources is to reduce the gap of knowledge and competency among the emmployees. A Multinational companies ussualy have different types of selection of employees depending on whether candidates are from the home country, the host country, or a third county. (Y. Lee, 2011) Since we know that the economy in Asia Pacific is quite dynamic in recent years occurred where high economic growth and our largest customer in the world located in Indonesia as well then there is a good reason to put Indonesia as one as Development Centre in this regional. The benefits of using local employees to staff international subsidiaries are local employees have familiarity with the socioeconomic, political and legal local country and with business habit in the host nation.
Our new approach strategic planning to perform capacity building is to use COBIT framework. COBIT framework is used to monitor the existing or future maturity level for identified the current capabilities, to identification the gap of knowledge and personel capabilities as well and to develop the transformation plans as agreed by the global road map Information Technology Company (A, Rafeq, 2010).

Capacity Building base on COBIT Framework
Capacity building is a conceptual way to deal with development that spotlights on comprehension the snags that hinder individuals, governments, worldwide associations and non-administrative associations from understanding their advancement objectives while upgrading the capacities that will permit them to accomplish quantifiable and economical results (D, Eade, 1997).

Capacity building the branch resources
To perform capacity building there are several ascpect should be considerd to, which are as follow: a. Planning phase; in this phase is to collect all the competency and skill set of human resources , they are interest and expectation in the future. b. Collect all resources competency, we can identified the knowledge gap with HQ resources So for the improvement or reduce the gap we can perform transfer knowledge by HQ personel or conducting training in Indonesia. c. Conducting knowledge transfer or training, the next step is to monitor the competency the resources whether already enough to involved in the developmen tor project.
To monitor all of those activities, a framework is needed so that the whole activity will runs as good as it can be. COBIT 5 is one of the frameworks that can be used to monitor this activity.  The governance objective for any enterprise is to create value on the customer's perceptions, preferences, and desired business outcomes. Enterprise have many stakeholer, every stakeholder have different needed and objective so Governance should manage the interest of each stakeholder. The governance objective having three element which are ads follow : a. Governance enablers b. Governance scope c. Roles, activities and relationships Since IT have many standard and framework that can be implement in One enterprise, COBIT have capability to align with others framework for governance and management of IT.

Enabling a Holistic Approach
As enabler, COBIT should have manage effective governance and management system in IT enterprises environment. Enabler mean anything that can help to achieve the governance objective of company, which are includes many resources such as such as funding, applications, infrastructure, information, and people. COBIT have seven categories of enabler, which are as follow : ✓ Principles, policies, and frameworks ✓ Processes ✓ Organizational structures ✓ Culture, ethics, and behavior ✓ Information ✓ Services, infrastructure and applications ✓ People, skills, and competencies 5. Separating Governance from Management COBIT 5 makes a clear discrepancy between governance and management. Below the explaination about the basic discrepancy from the view of framework governance and Management. ✓ Governance, It's related to the method and technique that possible for several stakeholder in one enterprise to have systematic arrenged say in evaluation condition and options, monitoring performance and compliance, etc. ✓ Management, It's regarding to requirement to use of all the properties (resources, people, processes, etc.) to reach the desired one.

COBIT 5 Process
The COBIT 5 framework devided the governance and management process to be two main area which are governance and management domains (C ISACA, 2012). To determine the COBIT process used for capacity building, it is important to highlight the most important process that involved in that kind of process. The detail process based upon COBIT 5 Enabling Documentation are as followed: EDM04 Ensure Resource Optimisation • To make sure all the required resources ( such as human, devices, software, etc ) needed by company can fulfill with the best way, with optimum cost as well and there is benefit thatcompany can get and change in the future.
• • User and management will satisfaction with the staff inovation

Perform Human Resources Capacity Building
After all process interview, and formulation is done, the next step is to perform capacity building for the human resources. Based on the personal asessment result and interview with the Accountable and Responsible person in BAI08 process. The example result is as followed. After conducting training or course and certification, the expected result as follow : Table 5. Examples list of After capacity building competency and skill employee.

Methodology
There are two methods that human resources capacity bulding can help company goals. The methods are as follow (Yamoah, 2014): a. Training The effective training could improve job performance of employee. Training could be given through different methods such as on the coaching and mentoring, peers cooperation and attending formal course (Elnaga and Imran, 2013) b. Empowerment Give a discreation or freedom in a certain related task or activities (Ongori and Shunda, 2008), so employee able to that task or job given.
With the methods above will increase the capacity and expertise of Information Technology resources in branch office to the same level with Head Office resources and the company can reduce the fee of man days as well since Indonesian man days is cheaper than Headquarter.

Benefits and concerns
There are some factors that are considered as Benefits and Concerns when a company is implement capacity building

Benefits
• The increased of capacity and expertise employee will increased the company's productivity • Re-location research and development to Indonesia from Europe will reduce the budgeting cost

Concern
• To reduce the gap of knowledge will takes time since every individual have different capability to get the knowledge

Conclusion and future works
By implement capacity building, The company will be ready to re-located some of research development from Headquarter in Europe to subsidiary in Indonesia, which is mean will reduce the cost budgeting for the employee and make the product and services more better as well since the main of customer located in Indonesia.