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HR as Talent
Champion for
Organizational
Agility
Jakarta, 20 August 2022
Yacinta E. Damayanti
01
Sharing Agenda
HR as talent champion
Introduction
Change
Eksternal - Internal
Kenapa HR?
tantangan, fungsi, kebutuhan,
langkah yang diambil
Wrap up
pointers’ today
02
Change, WHY ???
Eksternal
This is not an information age. It’s an
age of networked intelligence (Don
Tapscot)
Hyperconnected society (Rhenald
Kasali)
Internal
Kemampuan mengikuti perubahan
yang terjadi secara bisnis, produk,
operasional, finansial & paling utama
adalah ”motor/mesin” di dalam
organisasi yaitu SDM
03
Demografi Indonesia
Semester II – 2021 (31 Des 2021)
Jumlah Penduduk
138,303,472
Laki-laki 50,5%
135,576,278
Perempuan 49,5%
Sumber: perekaman KTP Dukcapil 2021 & BPS
Usia produktif
15 – 64
70,72%
Lansia
> 65
9,78%
21,69%
6,13% 7,39%
1,99%
56,07%
5,55%
1,17%
Perubahan Eksternal
Hyperconnected
194
250
287
300
303
326
330
446
500
531
803
1000
1083
1300
1500
1900
2271
0 500 1000 1500 2000 2500
Line
Pinterest
Snapchat
Skype
Linkedin
Twitter
Reddit
Sina Weibo
Tiktok
Qzone
QQ
IG
Wechat
FB messenger
Whatapp
youtube
facebook
satuan: juta
Sumber: Hootsuite 2019 dan 2022
58%
populasi
dunia
messenger
04
05
Tahukah Anda?
Logo-logo kendaraan ini
Group B
Group A
06
Bahan bakar masuk
valve terbuka & bahan
bakar masuk
Kompresi
piston menekan, suhu &
bahan bakar meningkat
kepadatannya.
Cara kerja Mesin bensin 4 Tak
4 langkah dalam proses pembakaran
Busi bekerja
Tugas busi memantikkan
api, saat piston ke atas,
terjadilah pembakaran
Crankshaft bekerja
pembakaran oleh busi
menggerakkan cranksfat
& meneruskan ke
transmisi
Putaran crankshaft
berputar dalam 1 menit
dalam satuan RPM
(Revolution per menit),
1000x = 1 menit
1 2 3 4.1 4.2
Talent
acquisition
Performance
& reward
Career &
succession
planning
Mobility &
deployment
Leadership
deployment
Learning &
deployment
Talent
Strategy &
Analytics
Competency
system
Sumber: Researchgate, Land Forces Academy Review Vol. XXIII, No 4(92), 2018
Executing business
strategy through
effective talent
management
Market
pertumbuhan pasar
vs talent gap issue
Operational
agility
alignment &
integration
Cost
competitiveness
reducing cost vs
productivity
Stakeholder
confidence
membuat organisasi lebih
simple, fleksible, reliable,
acceptable
Business driver integration
Positive return
atas apa yg telah
diinvestasikan
Increase
Capability
Sumberdaya yang
dimiliki
Effective cost
efisien dari sisi iaya
maupun operasional
Business
sustainability
bisnis dapat bertahan
Results
Risk
Management
kompleksitas
meningkatkan risiko
Budaya kerja
Etos kerja baik dan
produktif
07
OUR GOALS
Engaged & productive employees who drive sustainable businessgrowth& develop new
leaders
#1 For Organization
To support & enable strategy
& Corplan
#2 For Employee
To create meaningful
employee experience
STRATEGY #1
Accelerated capacity fulfilment
& productivity
STRATEGY #2
Accelerated
people capability
STRATEGY #3
Deepening culture &
Excellence Employee Services
#3 For Nation
To contribute in
developing talent for
Indonesia
3 HC MANDATES
3 KEKUATAN
Wholesale, Nasabah Wilayah &
Likuiditas
1 GESTURE
Agresif Tapi Prudent
3 HC STRATEGIES
3 FOKUS:
People, System & Culture
3.3.1 BANKWIDE STRATEGIES
Human Capital menetapkan strategi 3.3.1 mendukung strategi 3.3.1 bankwide
(Corplan 2020 – 2024)
08
PT Bank Mandiri (Persero) Tbk. © 2022
Capability Development Framework
09
PT Bank Mandiri (Persero) Tbk. © 2022
10
Technical Capability Model
To develop the right technical gap
.
.
.
HR Strategic planning
Talent Acquisition
Total reward Management ….dll.
HR Strategic Planning
Kompetensi yang diperlukan untuk mengembangkan,
menerapkan dan mengelola arahan strategis, kebijakan &
prosedur terkait HR…..
Basic (B) : memahami konsep dasar/pengetahuan
umum
Intermediate (I): memiliki kemampuan utk
melakukan eksekusi fungsi pekerjaan secara efektif &
mampu melakukan transfer knowledge
Advance (A): memiliki kemampuan dalam
memberikan nilai tambah pada fungsi pekerjaan/bernilai
strategis bagi perusahaan
Competency Level Modul
HR Stra.Planning B HR Role
HR Stra.Planning I HR Strategy,
policy, procedure
HR Stra.Planning A Develop vision &
strategy
Technical
capability
Definisi
Kompetensi
Level Kompetensi
+ definisi
Modul Pelatihan
Job Profile
PT Bank Mandiri (Persero) Tbk. © 2022
Manage & Leading
People
Develop
Guide
High Demanding on Result &
Tight Control,
STRATEGIC BUSINESS LEADER
to Grow Business
by Exploring & Exploiting
Manage & Leading
Strategy
Transformer
(Exploring)
Operator
(Exploiting)
Nagih
Nuntun
3N
Nata
Low High
Low
High
STRATEGIC PEOPLE LEADER
To Grow People
by Guiding & Developing
Low High
Low
High
Peran Leader: Leader yang seimbang dalam meNata, meNuntun & meNagih
menjadi kunci sukses dalam development dialogue
11
PT Bank Mandiri (Persero) Tbk. © 2022
Program akselerasi peningkatan kompetensi “Pembelajar Tangguh”
12
PT Bank Mandiri (Persero) Tbk. © 2022
strategic
partner
Sumber: Dave Ulrich’s HR Model
Change
agent
Admin
expert
Employee
champion
Future/strategic focus
People
Processes
Day-to-day/
operational focus
HRBP
Akselerator: stakeholder,
leader and employee
Change Agent
Inisiator change
management
Employee champion
Core HR role
Employee experience
Admin.expert
HRIS, policy
13
14
The illiterate of the
21st century will not
be those who cannot
read & write but
those who cannot
Learn, Unlearn and
Relearn
- Alfin Toffler -
15
Terbatas, tidak bisa berkembang
Fixed & Growth
realita fixed & growth mindset
FIXED mindset GROWTH mindset
skill + intelligence
main concern
effort
challenges
feedback
mistakes
Bagaimana hasil kerja mereka dilihat
Hanya dilakukan oleh org tanpa bakat
Menyerah / kabur
Defensif, menerima secara personal
Tidak menyukai, menghindarinya
Tak terbatas, bisa berkembang
Jadi lebih baik dari sebelumnya
Bagian paling penting dari proses belajar
Menghadapi dengan gigih
Menggunakan sebagai sumber belajar
Memperlakukan sebagai kesempatan
belajar
Sumber: webinar series, 2022
HR as A Talent Champion for Organizational Agility

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HR as A Talent Champion for Organizational Agility

  • 1. HR as Talent Champion for Organizational Agility Jakarta, 20 August 2022 Yacinta E. Damayanti
  • 2. 01 Sharing Agenda HR as talent champion Introduction Change Eksternal - Internal Kenapa HR? tantangan, fungsi, kebutuhan, langkah yang diambil Wrap up pointers’ today
  • 3. 02 Change, WHY ??? Eksternal This is not an information age. It’s an age of networked intelligence (Don Tapscot) Hyperconnected society (Rhenald Kasali) Internal Kemampuan mengikuti perubahan yang terjadi secara bisnis, produk, operasional, finansial & paling utama adalah ”motor/mesin” di dalam organisasi yaitu SDM
  • 4. 03 Demografi Indonesia Semester II – 2021 (31 Des 2021) Jumlah Penduduk 138,303,472 Laki-laki 50,5% 135,576,278 Perempuan 49,5% Sumber: perekaman KTP Dukcapil 2021 & BPS Usia produktif 15 – 64 70,72% Lansia > 65 9,78% 21,69% 6,13% 7,39% 1,99% 56,07% 5,55% 1,17%
  • 5. Perubahan Eksternal Hyperconnected 194 250 287 300 303 326 330 446 500 531 803 1000 1083 1300 1500 1900 2271 0 500 1000 1500 2000 2500 Line Pinterest Snapchat Skype Linkedin Twitter Reddit Sina Weibo Tiktok Qzone QQ IG Wechat FB messenger Whatapp youtube facebook satuan: juta Sumber: Hootsuite 2019 dan 2022 58% populasi dunia messenger 04
  • 7. 06 Bahan bakar masuk valve terbuka & bahan bakar masuk Kompresi piston menekan, suhu & bahan bakar meningkat kepadatannya. Cara kerja Mesin bensin 4 Tak 4 langkah dalam proses pembakaran Busi bekerja Tugas busi memantikkan api, saat piston ke atas, terjadilah pembakaran Crankshaft bekerja pembakaran oleh busi menggerakkan cranksfat & meneruskan ke transmisi Putaran crankshaft berputar dalam 1 menit dalam satuan RPM (Revolution per menit), 1000x = 1 menit 1 2 3 4.1 4.2
  • 8. Talent acquisition Performance & reward Career & succession planning Mobility & deployment Leadership deployment Learning & deployment Talent Strategy & Analytics Competency system Sumber: Researchgate, Land Forces Academy Review Vol. XXIII, No 4(92), 2018 Executing business strategy through effective talent management Market pertumbuhan pasar vs talent gap issue Operational agility alignment & integration Cost competitiveness reducing cost vs productivity Stakeholder confidence membuat organisasi lebih simple, fleksible, reliable, acceptable Business driver integration Positive return atas apa yg telah diinvestasikan Increase Capability Sumberdaya yang dimiliki Effective cost efisien dari sisi iaya maupun operasional Business sustainability bisnis dapat bertahan Results Risk Management kompleksitas meningkatkan risiko Budaya kerja Etos kerja baik dan produktif 07
  • 9. OUR GOALS Engaged & productive employees who drive sustainable businessgrowth& develop new leaders #1 For Organization To support & enable strategy & Corplan #2 For Employee To create meaningful employee experience STRATEGY #1 Accelerated capacity fulfilment & productivity STRATEGY #2 Accelerated people capability STRATEGY #3 Deepening culture & Excellence Employee Services #3 For Nation To contribute in developing talent for Indonesia 3 HC MANDATES 3 KEKUATAN Wholesale, Nasabah Wilayah & Likuiditas 1 GESTURE Agresif Tapi Prudent 3 HC STRATEGIES 3 FOKUS: People, System & Culture 3.3.1 BANKWIDE STRATEGIES Human Capital menetapkan strategi 3.3.1 mendukung strategi 3.3.1 bankwide (Corplan 2020 – 2024) 08 PT Bank Mandiri (Persero) Tbk. © 2022
  • 10. Capability Development Framework 09 PT Bank Mandiri (Persero) Tbk. © 2022
  • 11. 10 Technical Capability Model To develop the right technical gap . . . HR Strategic planning Talent Acquisition Total reward Management ….dll. HR Strategic Planning Kompetensi yang diperlukan untuk mengembangkan, menerapkan dan mengelola arahan strategis, kebijakan & prosedur terkait HR….. Basic (B) : memahami konsep dasar/pengetahuan umum Intermediate (I): memiliki kemampuan utk melakukan eksekusi fungsi pekerjaan secara efektif & mampu melakukan transfer knowledge Advance (A): memiliki kemampuan dalam memberikan nilai tambah pada fungsi pekerjaan/bernilai strategis bagi perusahaan Competency Level Modul HR Stra.Planning B HR Role HR Stra.Planning I HR Strategy, policy, procedure HR Stra.Planning A Develop vision & strategy Technical capability Definisi Kompetensi Level Kompetensi + definisi Modul Pelatihan Job Profile PT Bank Mandiri (Persero) Tbk. © 2022
  • 12. Manage & Leading People Develop Guide High Demanding on Result & Tight Control, STRATEGIC BUSINESS LEADER to Grow Business by Exploring & Exploiting Manage & Leading Strategy Transformer (Exploring) Operator (Exploiting) Nagih Nuntun 3N Nata Low High Low High STRATEGIC PEOPLE LEADER To Grow People by Guiding & Developing Low High Low High Peran Leader: Leader yang seimbang dalam meNata, meNuntun & meNagih menjadi kunci sukses dalam development dialogue 11 PT Bank Mandiri (Persero) Tbk. © 2022
  • 13. Program akselerasi peningkatan kompetensi “Pembelajar Tangguh” 12 PT Bank Mandiri (Persero) Tbk. © 2022
  • 14. strategic partner Sumber: Dave Ulrich’s HR Model Change agent Admin expert Employee champion Future/strategic focus People Processes Day-to-day/ operational focus HRBP Akselerator: stakeholder, leader and employee Change Agent Inisiator change management Employee champion Core HR role Employee experience Admin.expert HRIS, policy 13
  • 15. 14 The illiterate of the 21st century will not be those who cannot read & write but those who cannot Learn, Unlearn and Relearn - Alfin Toffler -
  • 16. 15 Terbatas, tidak bisa berkembang Fixed & Growth realita fixed & growth mindset FIXED mindset GROWTH mindset skill + intelligence main concern effort challenges feedback mistakes Bagaimana hasil kerja mereka dilihat Hanya dilakukan oleh org tanpa bakat Menyerah / kabur Defensif, menerima secara personal Tidak menyukai, menghindarinya Tak terbatas, bisa berkembang Jadi lebih baik dari sebelumnya Bagian paling penting dari proses belajar Menghadapi dengan gigih Menggunakan sebagai sumber belajar Memperlakukan sebagai kesempatan belajar Sumber: webinar series, 2022