National Talent Management is needed to develop a world-class bureaucracy in Indonesia by 2024. There will be changes in job skills due to automation and shifting job roles. The government plans to develop SMART civil servants by 2024 with skills in integrity, nationalism, professionalism, global mindsets, IT, foreign languages, networking and entrepreneurship. A six-part strategy is outlined to manage talent through acquisition, development, engagement, deployment, promotion and evaluation based on merit and competencies. Competency standards will be used along with training programs to close competency gaps and develop civil servants through the Civil Service University.

1. NATIONAL TALENT MANAGEMENT (TM)
UNTUK BIROKRASI BERKELAS DUNIA 2024
KEMENTERIAN PENDAYAGUNAAN APARATUR NEGARA DAN REFORMASI BIROKRASI REPUBLIK INDONESIA
Jakarta, 22 April 2019
Dr. Ir. Setiawan Wangsaatmaja, Dipl. SE, M.Eng
Deputi Menteri Bidang SDM Aparatur

2. 1. Grand Design Pembangunan ASN 2024

3. Pekerjaan di Negara-negara OECD:
▪ 14% akan terotomatisasi
▪ 32% akan terjadi pergeseran (shifting)
Pekerjaan yang terancam perubahan:
▪ Pekerjaan rutin dengan keahlian rendah
PERGESERAN KOMPETENSI
ANTISIPASI OTOMATISASI ERA INDUSTRI 4.0
Source: OECD (2018)
Policy brief on the future of work

4. 1 2
4 3
BIROKRASI 4 . 0
PERCEPATAN
PELAYANAN
AKURASI
PELAYANAN
EFISIENSI
PELAYANAN
FLEKSIBILITAS
KERJA
(Prof. Fahmi, BIG, 2018)

5. PETA JALAN PEMBANGUNAN
Aparatur Sipil Negara
GOOD GOVERNANCE
RPJM 1 (2005-2009)
REFORMASI BIROKRASI
RPJM 2 (2010-2014)
SISTEM MERIT
RPJM 3 (2015-2019)
BIROKRASI BERKELAS DUNIA
RPJM 4 (2020-2024)
1
2
3
4
SMART ASN 2024
Profil:
▪ INTEGRITAS
▪ NASIONALISME
▪ PROFESIONALISME
▪ WAWASAN GLOBAL
▪ IT & BAHASA ASING
▪ HOSPITALITY
▪ NETWORKING
▪ ENTREPRENEURSHIP
WORLD CLASS GOVERNMENT 2024

6. 5
6
PROMOSI,
ROTASI, DAN
KARIR
PENINGKATAN
KESEJAHTERAAN
PERENCANAAN
PEREKRUTAN
DAN SELEKSI
PENGEMBANGAN
KOMPETENSI
PENILAIAN
KINERJA &
PENGHARGAAN
2
1
34
HUMAN CAPITAL MANAGEMENT STRATEGY
APARATUR SIPIL NEGARA (ASN)
PERATURAN PEMERINTAH
No. 49 Tahun 2018
Manajemen Pegawai Pemerintah
dengan Perjanjian Kerja (PPPK)
PERATURAN PEMERINTAH
No. 11 Tahun 2017
Manajemen Pegawai Negeri Sipil (PNS)
6P
UNDANG-UNDANG
No. 5 Tahun 2014
Aparatur Sipil Negara (ASN)

7. 2. Strategi Pengelolaan TM ASN

8. ACQUISITION
DEVELOPMENT
ENGAGEMENT
DEPLOYMENT
NATIONAL
TALENT
MANAGEMENT PUBLIC SECTORPRIVATE SECTOR
ORGANIZATIONAL
VISION& MISSION
(STRATEGY & OBJECTIVES –
NOW AND IN THE FUTURE)
CORPORATE PLAN
(BUSINESS STRATEGY & OBJECTIVES-
NOW AND IN THE FUTURE)
PROFESSIONALS ASN
INSTITUTIONAL
TALENT
MANAGEMENT
CORPORATE
TALENT
MANAGEMENT
MANAJEMEN TALENTA NASIONAL

9. National
Development
Talent-Need
Analysis
9-box matrix
Competency
Assessment
Performance
Measurement
TALENT
DEPLOYMENT
TALENT
DEVELOPMENT
TALENT
ENGAGEMENT
TALENT
POOL
7, 8,
9
7, 8, 9
7, 8, 9
INTERNAL
EXTERNAL
Workforce Plan
(Build, Buy, Borrow)
3
PERFORMANCE
COMPETENCY
6 8 9
7
1
5
2 4
1.Talent Mapping
2.Future potential
3.Recommendation
Organizational Vision,
Mission & Strategy
NATIONAL TALENT MANAGEMENT FRAMEWORK
9
(if position
available)
TALENT
ACQUISITION
CPNS
Acceleration
PPPK
7, 8,
9
Talent tracking
& monitoring
Succession
Management
ASN Corporate University
Talent Mapping

10. BERDASARKAN MERIT
▪ KUALIFIKASI
▪ KOMPETENSI
▪ KINERJA
▪ KEBUTUHAN ORGANISASI
DEVELOPMENT1-9
ENGAGEMENT7 8 9
DEPLOYMENT9
TALENT POOL
FUNGSIONAL
KETERAMPILAN
JPT
FUNGSIONAL
KEAHLIAN
UTAMA
MADYA
MUDA
PERTAMA
PENYELIA
MAHIR
TERAMPIL
PEMULA
ADMINISTRATOR
PENGAWAS
PELAKSANA
POLA KARIR
UTAMA
MADYA
PRATAMA
ADMINISTRATIF
KOMPETENSI
HIGH
986
3
21
5 7
4
ACQUISITION & ASSESSMENT
KINERJALOW HIGH
PERMENPANRB NO 40 TAHUN 2018 PEDOMAN SISTEM MERIT
KERANGKA MANAJEMEN TALENTA INSTANSI
ANGKA MANAJEMEN TALENTA INSTANSI

11. STANDAR
KOMPETENSI
JABATAN
KOMPETENSI
INDIVIDU
KESENJANGAN
KOMPETENSI
KEBIJAKAN:
1. PP 11/2017
MANAJEMEN PNS
2. PP 49/2018
MANAJEMEN PPPK
3. PERMENPAN 38/2017
STANDAR KOMPETENSI
JABATAN ASN
PENGEMBANGAN
KOMPETENSI
ASN CORPORATE
UNIVERSITY
MODEL PENGEMBANGAN KOMPETENSI ASN
(PERMENPAN 38/2017)
UJI KOMPETENSI:
▪ Penilaian Atasan
▪ Assesment Center
KOMPETENSI:
▪ Manajerial
▪ Sosio kultural
▪ Teknis
Minimal 20 jam
pelajaran /tahun
Self Learning &
In-Class
10%
Coaching &
Mentoring
20%Pembelajaran di
Unit Kerja
70%

12. MODEL MANAJEMEN KINERJA ASN
PERENCANAAN
PELAKSANAAN,
PEMANTAUAN,
DAN PEMBINAAN
TINDAK LANJUT
SISTEM
INFORMASI
KINERJA
PENILAIAN
KINERJA
360 DERAJAT
RekanRekan
Bawahan
Atasan
PENILAIAN

13. TERIMA KASIH
kempanrb kemenpanrb Kementerian-PANRB