Human Resource Management Planning on The Supply Corps Officers of The Navy

The Indonesian Navy is one of the main components of national defense following Republic of Indonesia Law number 34 of 2004 concerning the Navy. The supply corps is part of the Indonesian Navy organization which is tasked with supporting the organization in the fields of finance, supplies, and general administration. The shortage of personnel in the Indonesian Navy, especially the supply corps at the officer level, is an implication of the imbalance between the positions that must be manned and the actual personnel currently available. Human resources (HR) are a very important asset in an organization, including military organizations. Every military organization, including the Indonesian Navy, is a career organization that has strict rules regarding HR recruitment so the recruitment and promotion system is the key to successful HR planning in the organization. HR planning is oriented towards the availability and balance of the number of personnel for each rank in the future. Therefore, an analysis is needed that can see and plan the condition of Indonesian Navy personnel in the future, one of which is Markov chain analysis. There are several stages in the Markov chain process, namely determining states, calculating opportunities between states, forming a transition probability matrix, creating a stochastic process model, initial vector values, and projections of the number of personnel. Based on the analysis of the four scenarios tried in this research, it appears that scenario 2 is a combination of treatments that has the smallest impact on the organization, in terms of the ratio of the number of personnel formed to the available position space. So, the treatment combination of scenario 2 was chosen with the number of recruits in 2021-2030 following the Indonesian Navy personnel strength development program regarding the basic policy of developing the Indonesian Navy towards minimum essential force until 2030, then in 2031-2045 the number of recruits becomes fixed every year, namely 108 personnel, taking into account the balance between the number of personnel in the organization and the available position space.