14 Chapter II Literature Review II.1 Theoretical Foundation The basis for this study is the obstacles and difficulties that have been identified in the business case of MS's data center project in West Java, Indonesia. In the field of data center projects, the researcher will be examining theories, concepts, and previous studies related to the skills and abilities of staff members, their level of involvement, project management practices, communication methods, and coordination efforts. Our research questions, objectives, and scope are guided by this theoretical foundation. II.1.1 Employee Competency Competence is a requirement for the ability to perform tasks properly. Someone who has sufficient competence will have a sense of confidence and is usually able to motivate him to carry out and complete the tasks that he or she is carrying out well. According to Lyle M. Spencer and Signe M. Spencer (1993), "Competencies are skills and abilities—things you can do—acquired through work experience, life experience, study, or training. "Understanding competency", according to Sedarmayanti (2009), is a fundamental characteristic possessed by someone who has a direct influence on or can predict excellent performance. As Johnson states in Usman (1997), "Competence is a rational performance that satisfactorily satisfies certain objectives according to the expected conditions." The Oxford County employee handbook competency framework (2017) explains that competencies are the knowledge, skills, judgement, and behaviours needed to effectively perform a role or job. Furthermore, Sedarmayanti (2009) divided competencies into the following three types: a. Technical competence, i.e., the knowledge and expertise to achieve agreed outcomes, the ability to think about problems, and find new alternatives. b. Conceptual competence, namely the ability to see the big picture (imaginative), to test various presuppositions and perspectives. c. Competence to live in dependence, namely the ability needed to interact effectively with others, including the ability to hear, communicate, obtain other 15 alternatives, create win-win agreements, and operate effectively in the system. The term competency has been defined from a variety of perspectives in academic literature. The objective of defining competent performance, according to Hoffman (1999), is to increase human performance at work. Klemp (1980) defines competency as the underlying trait of an individual that results in greater job performance. Competencies were described by Lyle M.