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Bidakara Auditorium, Jakarta
HR EXPO, December 10, 2009
Talent Management
By Tony H. Silalahi
PRESENTATION OUTLINE
TALENT MANAGEMENT
COMPANY PROFILE
ASTRA International
AI – TSO (Auto 2000)
Background & Challenges
Astra – Auto 2000 Practices
Insights

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AI – TSO (Auto 2000)
.
Background & Challenges
Astra – Auto 2000 Practices
Insights
PRESENTATION OUTLINE
TALENT MANAGEMENT
COMPANY PROFILE
ASTRA International

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ASTRA International
AI – TSO (Auto 2000)
.
Background & Challenges
Astra – Auto 2000 Practices
Insights
PRESENTATION OUTLINE
TALENT MANAGEMENT
COMPANY PROFILE

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Mature organization in saturated
industry, face the challenges with
changed mind set and never-ending
continuous improvement.
at glance
HISTORY
1970 : PT Astra International Inc. (Motor Vehicle Division)
1975 : PT Astra Motor Sales ( AMS )
1989 : PT Astra International Tbk - Toyota Sales Operation
(brand name: Auto2000)
We are in the business of selling cars and
providing after sales service
WBAWI

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To be The BEST Automotive Dealer in Indonesia enabled by World
Class Processes and Customer Service
• To provide best services to Customer
• To maintain # 1 in Market Share for Toyota
• To provide secured and convenient work place for employees
• To create positive economic value added (EVA) for Shareholders
Strategic Themes:
1. Operation Excellence in Productivity , Cost and After Sales
2. High Growth thru Customer Intimacy
1. Focus on Customer
2. Integrity
3. Respect to Others
4. Strive for Excellence
5. Teamwork
MISSION
VISION
STRATEGY
VALUES
BUDAYA 2000
Auto 2000 Core Values
Core Values Interrelation
Business Philosophy
CATUR DHARMA
“Our Principles”
Core Values (Budaya 2000)
F I R S T
“How We Act”
Service Philosophy
Ease, Personal, Reliable
“How We Serve to
Customers”

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AI - SO
Toyota
Group
Auto 2000
Astra International
BMW
Toyota
(Auto 2000)
Peugeot
New
Ratna
Dealer
Haji
Kala
Hasrat
Abadi
TMC
DaihatsuIsuzu
Agung
Auto Mall
Honda
Motor
Toyota GroupAI - SO Group
Main Dealership lineHierarchy line
PrincipalCorporate
Toyota Motor
Corporation
Principal
Established in 1937
#3 of Automotive company in the world
41 Manufacture in 25 countries
Marketing network in 160 countries
PT. Toyota Astra Motor
Agen Tunggal
Pemegang Merek
(ATPM)
Established on 12 April 1971
Assembly, export, import, distributor
Now divided into:
PT. Toyota-Astra Motor (distributor)
PT. Toyota Motor Manufacturing
Indonesia (manufacturing)
PT. Astra International
TSO (Auto 2000)
TAM’s Main Dealer
Sales & Aftersales Services
Established in 1975 under the name
Astra Motor Sales (AMS)
Sales Operation
(SO)
TAM
ATPM
Business Chain
Toyota Network Scheme
AGUNG AUTOMALL
NEW RATNA MOTOR
HADJI KALLA
HASJRAT ABADI
AUTO 2000

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4 Depo
Parts
2074
Parts
Indirect
Representative
AUTO2000
67
Branches
Dealers
70
Branches
AUTO2000
15
Body
Repairs
Dealers
9
Body
Repair
Auto 2000 Line of Business
Vehicle Service & Parts Body Paint Workshop PARTS & ACCESSORIES
VSP + V BP P
Ease Information Gateways
Official Websitewww.auto2000.co.id
www.auto2000.co.id

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Sales
Supported by :
• Leasing companies • Insurance companies • Used Car
Body & Paint
Emergency Road Assistant (ERA)Pusat Layanan Dyna
Toyota Home ServiceGeneral Repair
After Sales Service

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OK atau Gratis Customer Lounge
One Stop Service
Penjualan Spare Part
Our Workshop Program
- Integrated database system
- Real time Information
Balanced
Scorecard
Web Based
Operational
Monitoring system
Customer
Relationship
Marketing
(CRM)
Service reminder,
STNK reminder
INTEGRATED SYSTEM

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Manpower Composition
Vehicles & Parts Logistic
(3%)
HO (5%)
Branches (92%)
30%
10%47%
4% 1% 4% 2% Sales
Admin, Security, etc.
Car Service Technician
Parts
CRC
BM, SDH, ADH
Supervisor
Our revenue generator are our Sales & Service People
Branch Manpower Composition
Auto2000 Manpower Composition

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Branch Head
SERVICE/ WORKSHOP Head PARTS Head (Indirect)
Customer Relation Coordinator
Service Instructor
Service Advisor
Foreman/PTM
Mechanic
PDI
Parts man
Parts Advisor
Salesman
SALES Supervisor
ADMINISTRATION Head
PGA
Cashier
Adm. Service
Adm. Unit
Adm. Gudang
Security
Adm. Parts
Parts Sales
Parts Sales
Parts Sales
Parts Sales
Salesman
Salesman
Salesman
Salesman
Salesman
SalesmanV S P A
Branch Structure
MARKET LEADER

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ASTRA International
AI – TSO (Auto 2000)
Astra – Auto 2000 Practices
Insights
PRESENTATION OUTLINE
TALENT MANAGEMENT
COMPANY PROFILE
Background & Challenges
Challenges
Scarcity of Talent
- Difficult to find the right
people
Surplus of Applicants
- Mostly not meet the req.vs
vs
HCD focus on Quality &
Cost of Hire
- Sometime sacrifice the
speed of fulfillment
Business Needs:
- First move to market
- Avoid loss opportunity
vs
In time of crisis:
- We have a lot of time but
very limited fund for talent
development
In time of growth:
- We have a lot of fund but very
limited time for talent
development
Business have to grow and win the competition, therefore HC manager
have to be creative and cooperative on identifying, developing, & retain
talent.

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The New Way of Managing Talent
The Old Way The New Way
• HR is Responsible for People
Management
• All Managers, starting with The CEO,
are Accountable for Strengthening
Their Talent Pool
•We Provide Good Pay & Benefits •We Shape Our Company, Our Jobs,
even Our Strategy to Appeal The
Talented People.
•Recruiting is like Purchasing
•We Think Development Happens in
Training Programs
•Recruiting is like Marketing
•We Fuel Development Primarily
Through Stretch Jobs, Coaching &
Mentoring
•We Treat Everyone The Same and
like to Think that Everyone is equally
Capable
•We Affirm all Our Employee, but
Invest Differentially in Our A, B, C
and D Players
Source : The War for Talent, McKinsey, 1997.
ASTRA International
AI – TSO (Auto 2000)
Background & Challenges
Astra – Auto 2000 Practices
Insights
PRESENTATION OUTLINE
TALENT MANAGEMENT
COMPANY PROFILE

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Talent Management in Astra
(at a glance)
Role on Managing Talent
7
6
5
4
2-3
Director
Senior GM
GM
Senior Manager
Manager
Supervisor/
Analyst
Technician,
Admin., Sales
force, CRC
Managed by Astra Head Office
Managed by Astra Head Office &
Affiliated Company/ Business Unit
Managed by Affiliated Company/
Business Unit (HO)
Managed by Branch & Functional Dept.
Level (not position)

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Why Talent Management
Winning
Concept
Winning
Concept
Winning
Team
Winning
System
Organization
Effectiveness
3 W Concept
The Purpose of Talent Management
Needs
Talent
Management

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Criteria of “Talent” in Astra
• Have a set of competencies (Based on Astra
Competency Model)
• Performs well (Based on performance evaluation result)
• Shares Astra Values (Based on Catur Dharma)
Astra Talent Management Strategy

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1. People Management
2. Business Horizon
3. Process Excellence
Astra Basic Management Program
Development Areas:
Astra Development Center
Astra Middle Management Program
Astra First-line Management Program
Astra General Management Program
1 week in-class
3 months self-improvement review
1 week in-class
4 months project
2 weeks in-class
4 months project
2 weeks in-class
6 months project
3 days in-class
Follow-up Program
Structured Leadership Development Programs
Astra Values
+
People’s job enhancement, enrichment and
enlargement to create leadership readiness
Assignments
Training
Rotation
Across more
than 132
companies
Leadership and
functional
competence
trainings
Improvement
projects and
assignments
Rotation as Part of Development

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Performance Cycle
Jun
Dec
Jan
Individual
Performance Plan
Performance
Appraisal
• Final Review
• Feedback / Result Communication
(Reward and Punishment)
Coaching
& Counseling
Performance Review
• Achievement / Progress Review
(January – June)
Talent Management in AUTO2000

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Talent
Acquisition
Talent
Development
Talent
Retention
Talent Review
• Manpower Planning
 Fit to biz. need
 Effective & Efficient org.
• Recruitment
 Lecture, Workshop
 Campus Hiring, Internship
• Assessment
 Identify potential employees
• Learning & Dev.
 IDP
 Self Dev: Book review, etc.
• Career Dev:
 Rotation & Assignment
 Fast track: MT & MDP
• Leadership Dev:
 Structured Trng. program
 C & C, Mentoring
• Employee Relation:
 Birthday Card, Dinner w/ CEO
• Industrial Relation
• Performance Mgt:
 IPP
 Challenging & measurable target
• Reward Management
 Attractive, competitive, motivated
 Appreciation & Recognition
• People & Performance Review
• Talent Pool
Human Asset Value Mapping
as a Tool for Internal Identification
Minor
Improvement
Effective Highly
Effective
COMPETENCY
PERFORMANCE
Meet
target
FarAbove
Target
Above
Target
1
2
3
4
59 6
7
8
STAR
ACTIVE
LEARNER /
RAW
DIAMOND
POTENTIAL
CANDIDATE
FUTURE
STAR
TOP
PERFORMER
FUTURE
STAR
STRONG
PERFORMER
CAREER
PERSON
CADET
Talent Management Framework
HRGA & ESRS
Division
20 days
Finance & Adm
Division
12 days
After Sales
Division
17 days
Marketing
Division
27 days
- Project
Development
- Building
Maintenance
- ESR : Safety,
House Keeping,
Penanganan
Limbah, Social
Responsibilty
GA & ESRHRD
- Interviewing Skill
- MPP, Career &
Performance Mgt
- Remuneration Mgt
- COMBEN Regulation
- Kary KKWT/ outsorcing
- Case Handling
- Coaching & Counseling
- Training Matrix, KM
 Facility
 Program & Layanan
Express Maintenance ; THS ;
Body Repair ( TPS line);
Dyna Centre
 System & Method (TSM
Kodawari, Visual Control,
Kaizen, Prosedur Claim)
SERVICE PARTS
• System & Method (Parts &
Accessories Management)
• Facility ( EPC, T-POS)
• Program & Layanan
(Kanban system)
- Laporan Rugi Laba
- Neraca
- Leasing Process
- Cash Flow
- Ratio Analysis
- Proses Budgeting &
Master Budget
BUDGETFA
•SOP Keuangan &
SOP Legal
• Proses Tender
• KUP (Ketentuan
Umum Perpajakan)
• PPN & PPN BM
• PPh
- RSSP ; Distribution
- Activity (prospecting, dll)
- Support operation
- Market & market share
- Forecast
- Market Intelligence
VEHICLE MKT PLAN CS LOGISTIK
- Operational
Improvement
- Manpower
Development ( functional
based)
- Complaint
Handling
- CS Survey
- CRM
- Operational
Improvement
- Distribusi scr
sistem & fisik
- DIO
- Visit PDC
Talent Development
Structured Training Program - MDP - KACAB
G E N B A
G E N B A
SECURITY
Tugas & Fungsi Security,
Diskusi Kasus
G E N B A
G E N B A

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Talent Development
Structured Training Program – Leadership & Functional
ASTRA VISION
Level
VII
VI
V
IV
Entry
LevelTeam Contributor
Manager
Business Leader
Biz Transformation
Leader
Team Leader
Leadership Competence
Development & Culture
Astra Executive Programs / ADC
Astra General Mgt. Program
Astra Middle Mgt. Program
Astra First Line Mgt. Program
Astra Basic Mgt. Program
System & Biz
Development
AMS OTHERS
Managerial Business & System
Development Programs
Process / Operational
Development Programs:
AMS, PIC PDCA
Functional Competence
Development
Sales
& Mkt
Parts &
Service Fin. HR
Functional Manager
Development Programs:
BMDP, SHDP, PHDP, AHDP, HRMDP
DOM I – III
SAM I - III
SEMINARS:
• Industry & Business up date
• Strategic Functional & System Management
•Etc
Core Program
ADC Follow up Programs
Logi
stic.
New Apprentice Orientation
Talent Development
Structured Training Program – C & C
Handling Difficult
Person Type SENIOR
Handling Difficult Person :
Type BOSSY

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Talent Development
Structured Training Program – Mentoring through Annual Plan Presentation
Talent Retention
Building Employee Relation – Dinner with CEO
Congratulation !
You’re invited to have DINNER with our Chief
Executive Officer, Mr. Prodjo Sunaryanto
Monday, 16 November 2009
07.00 – 09.00 pm
Ming Restaurant, Kelapa Gading
It’s precious time to discuss & share anything
with CEO (your life, your aspiration, etc)
Enjoy it …

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Talent Retention
Appreciation & Recognition – Celebrate the success
Talent Retention
Appreciation & Recognition – Overseas Trip

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ASTRA International
AI – TSO (Auto 2000)
Background & Challenges
Astra – Auto 2000 Practices
PRESENTATION OUTLINE
TALENT MANAGEMENT
COMPANY PROFILE
Insights
• I believe that a company’s competitive advantage is its ability to raise
the Intellectual Capital of the organization every single day.
[Jack Welch]
• Talent Management must be comprehensive, continuous
process, and involve all stakeholders: Top Management, Line
Managers, HC managers, as well as Talent himself.
• Develop talent is like growing ‘tree’, sometimes ‘the tree’
faces a good climate, sometimes not. That is why it’s needed
a farmer to nurture and ensure the tree growing fruitfully.

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Thank You