Employee Profile – at Glance
2009 2010
17.132 16.519
2.985 3.111 56 57
Staffs Managers Executives (including Board of Commissioners & Directors)
Employee Profile by Management Levels
2009 2010
7.190 6.525
12.477 12.637
506 525
Up to High School Diploma and Undergraduate Graduate and Doctorate
Employee Profile by education Levels
Building Organization Capabilities
Success = Strategy X Organization
Employee
Employee MINDSET
Employee COMPETENCIES GOVERNANCE
Organization Capabilities
Development Approach
Training Job
Assignment
Leadership Coaching
Knowledge Management
Value Alignment & Enforcement
How we build Leader?
2. Talent Development
1. Regular Development
Training Needs
Design and Dev.
Delivery Evaluation
Identify Succession
Needs
Examine Talent
Capability Gaps
Develop Talent
Capability
Measure and Maintain
LEAD
ER
Regular Development BCA Leadership Development
S1, S2:
KanWil, KaDiv, Ka Satuan,
Pim Cabang
Senior Management:
- Lead Organization/Performance
- Lead Others/team
- Lead Yourself
S3 & S4:
Kabiro, Pim cabang, Pim Capem,
KOC, KPC
Middle Management:
- Lead Organization
- Lead Others
- Lead Yourself
S5 & S6:
Kabid, Ka Bag, Head Teller
Supervisory:
- Lead Others/team
- Lead Yourself
Leadership Training - type
12%
28%
32%
28%
LeadingOrganiza on
LeadingOthers
LeadingYourself
PengembanganDiri
Leadership Training - sample
Leading
Organization
Leading Others Leading Yourself Self Development
Leadership Greatness Enhancing Leadership
Role
Perilaku Asertif Teknik Presentasi
Leading at Speed Of Trust On Becoming Good Leader 7 Kebiasaan Manusia Yang
Efektif
Integrated Marketing
Communication
Strategic Execution Leader as Coach Managing Self & Service Manajemen Proyek
Manager as Coach Mastering Self VBT “Start From I”
First Line as Coach Perencanaan Keuangan
Pribadi S4 – S5
VBT “ Me n My Role”
VBT “FaC” Perencanaan Keuangan
Pribadi S6 – S7
Miniworkshop Series
Manager as Counsellor Personal Wealth
Management
Menjadi Pribadi Yang
Efektif
Personal Health
Management S1 – S3
Personal Health
Management S4 – S5
Talent Development - Framework
SUCCESSION MANAGEMENT
PRE PANEL
EMPLOYEE
PROFILE REPORT
ASSESSMENT
REPORT
TALENTS
MAPPING
TALENTS POOLS
IDPs
IMPLEMENTATION
POST PANEL
TALENTS MONITORING
TALENTS
IDENTIFICATION
INDIVIDUAL DEVELOPMENT
PLAN
PANEL
PROMOTION DECISION
REWARD AND RECOGNITION
Management Trainee Program
BDP
Internal Recruitment
External Recruitment
2 Years Mandatory Assignment
Talent Identification
Talent Pool
What is Talent Pool?
Director
Senior Manager
A
Manager C
Supervisor F Supervisor
G
Manager D
Supervisor H
Senior Manager
B
Manager E
Supervisor I
Talent POOL
Talent Definition
Talent: Karyawan yang diindentifikasi memiliki potensi yang tinggi, dan telah menunjukkan kinerja yang memuaskan
Talent POOL Performance Potential
Deals with current and
past Performance
Predict Future
Performance
- Value alignment - Learning Agility - Desire to Grow - Influence
Talent Pool Process
Fase V - Review Proses Pengembangan dan menyusun rencana pengembangan selanjutnya
Fase IV - Merealisasikan rencana Pengembangan Talent
Fase III - Menyusun solusi pengembangan Talent
Panel Manajemen menentukan tujuan dan target pengembangan talent
Panel Manajemen mendiskusikan rencana pengembangan talent
Fase II - Mendiagnosa kebutuhan pengembangan Talent
Melakukan Asessment Development Needs Memberikan Umpan balik hasil assesment dan
menentukan prioritas pengembangan
Fase I - Menentukan dan mengidentifikasi Talent (karyawan potensial)
Unit kerja menentukan kandidat talent Panel Manajemen melakukan seleksi dan memutuskan
kandidate yang terpilih menjadi talent
Talent Development - Approach
Talent Pool
IDP Implementation
Career Development
Programs
Executive Education Programs
Scholarship Education Programs
Job Rotation/ Enhancement
Coaching + Wisdom sharing
Career Development Program
P2MUtama
P2MMadya
P2MMuda II
P2MMuda I
P2Pratama
Staff Supervisor - How to manage/supervise my department
Supervisor First Line/Middle Manager - Understand other Department roles & how to synergize with them
Middle Manager Manager - External & Internal Environment - Implementation strategy &
Execution
Manager Senior Manager - National & Global environment - Related to Company strategy
Talent Dev. vs Succession Planning
Talent Development
Tujuan:
Memaksimalkan potensi
Yang dicari:
Karyawan yang memiliki potensi
Strategi:
Mengisi potensi dengan pengembangan yang efektif
Succession Planning
Tujuan:
Memenuhi spesifikasi jabatan yang dibutuhkan
Yang dicari :
Karyawan dengan kualifikasi yang sesuai
Strategi:
Menyiapkan kandidat agar lebih siap mengisi jabatan