Leading Talents - Bank Indonesia...Title PowerPoint Presentation Author...
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Leading Talents:
Growing New Millenial Leadership
Capability
Oleh:
Dr. Arlyana Abubakar
Direktur Bank Indonesia Institute
Jakarta, 21 Agustus 2019
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FAKTA, POTENSI RISIKO, DAN STRATEGI
FACTS
Sumber :
1. Gallup, www.portalhr, com, 2016
2. Deloitte Global Human Capital Trends 2017
Era Digital
Revolution of how we live,
work, & communicate
RISKS
Policy tidak align
dengan Business
Practice
COMPETENCYUnmatch dengan
kebutuhan terkini &
future organisasiI
PERFORMANCE
EMPLOYEE
ENGAGEMENT
STRATEGY
Peningkatan kapabilitas
Leadership
Employee
Engagement
BUSINESS
PERFORMANCE
BUSINESS
PERFORMANCE
12% perusahaan the
Fortune 500 sejak
1955 masih bertahan
di bisnisnya
Jumlah millennial mendekati
60% Tenaga Kerja
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Pembagian Cohort
X Y Z
Generasi Z Generasi Y Generasi X
(Born 1969 – 1979)(Born After 1994) (Born 1980 – 1994)
Sum ber : Sim on , Elaine Yet zer , 2018 -
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More Flexibility and
Fewer Rules
More Fluid Adoption of New
Technology
More and Better Feedback
Higher Demands for Brand
Values and Company Culture
How Millennials Are Changing Things
Sumber: Forbes, 2018
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PROFIL MILENIAL
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Sumber: World Economi Forum, 20166
PROFIL MILENIAL
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What Appears to be Happening ?
Sumber : Deloitte Global Human Capital Trend, 2017
BUSINESS PERFORMANCE OPPORTUNITY
BP opportunity
Linear Vs Exponential
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Peran Bank Indonesia Institute Dalam
Meningkatkan Performance melalui Peningkatan
Kompetensi termasuk Leadership Capability
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VISIONBecoming a prominent world class learning, study and
research institution
MISSIONPresenting a conducive learning, study and research
atmosphere
LEARNING – ACCELERATING – ADVANCING
LEARNING• Curriculum continusly
adapted to latestdevelopment
• Academic workbook• Faculty Members
expert in their field• Integrated learning
program
RESEARCH• Frontier & academic
Research• Research scholar &
collaboration program
• Strategic sesearch Grant
• International peer research publication
PARTNERSHIP
• Prominent international and national institution partnership
• International Flagship Program
PUBLICEXPOSURE• Reputable public
exposure• Cyber library• Highly rated-access
& informative website
Knowledge Management System & Leading Infrastructure Integrated with HRIS
Strengthening Human Capital and Organization
BANK INDONESIA INSTITUTE
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FRAMEWORK PENGEMBANGAN KOMPETENSI
ORGANISASI
PEGAWAI
DEVELOPMENT
MATRIX
PROFIL INDIVIDUAL PEGAWAI (Rencana Pengembangan Kompetensi)
KPP & General Talent
SEGMEN JABATAN
Tahapan Pengembangan
Kompetensi
Kompetensi
Teknis
Kompetensi
Perilaku(inc. Manajerial dan
Leadership)
PROFIL KARIER
METODE
OFF THE JOB
METODE
ON THE JOB
PROGRAM
ON
THE JOB
PROGRAM
OFF
THE JOB
PROGRAM
ON & OFF
THE JOB
Program Penugasan Internal
Program Bimbingan Karier
• Mentoring
• Coaching
• Counselling
On Boarding
Pengembangan Khusus bagi Pegawai KPP
Program Peningkatan Karier
Program Pemberdayaan Khusus
Program Transisi karier
Program Meningkatkan Kompetensi
Program Tugas Belajar
Self Learning
Penugasan ke lembaga eksternal
Magang ke lembaga eksternal
Program Pengembangan Kompetensi dilaksanakan
melalui koordinasi BINS/DSDM/satker.
Pemetaan Gap Kompetensi
Pegawai
• Asesmen pegawai terhadap
persyaratan jabatan
• Performance Dialog
ARAH & PRIORITAS
PENGEMBANGAN
Oleh Forum SDM JF/Komite SDM
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Modul Leadership
5. Transformational Leadership I
6. Transformational Leadership II
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“Membangun Kepemimpinan
Transformatif di Era Ekonomi Digital”
Tujuan: Menyiapkan pimpinan BI yang kompeten, profesional, memiliki kepemimpinan yang kuat dan berakhlak mulia untuk
meningkatkan kontribusi nyata BI dalam perekonomian nasional dan menjadi yang terbaik di emerging market.
Goal Kompetensi: Modul program SESPI didesain untuk mencapai sasarankompetensi yang diharapkan.
Nation (Building Nation), Stakeholder (Active Collaboration, Influencing Stakeholder, Leading Team), Organisation (Decisiveness, Strategic Perspective), dan Self (Driving Result, Resilient, Change Agility)
SESPIBI
- Building Nation -
SESTABI
- Leading
Organization -
SESMABI
- Leading Unit -
SESMUBI
- Leading Self -
SESMUBI
(Sekolah Setingkat
Pimpinan Muda BI)
Untuk pegawai yang
akan promosi ke
pangkat Manajer
SESMABI
(Sekolah Setingkat
Pimpinan Madya BI)
Untuk pegawai yang
akan promosi ke
pangkat Asisten Direktur
SESTABI
(Sekolah Setingkat
Pimpinan Utama BI)
Untuk Pegawai yang
akan promosi ke
pangkat Deputi Direktur
SESPIBI
(Sekolah Setingkat
Pimpinan tinggi BI)
Untuk Pegawai yang akan
promosi ke pangkat
Direktur
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INTERKONEKSI PENGEMBANGAN KOMPETENSI DALAM SISTEM MSDM
PERENCANAAN• Pemetaan
• Workforce Planning
PEMENUHAN• Internal (Career Management)
• KPP (Talent Pool)
• Eksternal (Recruitment)
PEMELIHARAAN
• On Boarding
• Pengembangan Kompetensi
• Pengembangan Karier
• PTB
• Penugasan Eksternal
MSDM
BI
• Manajemen Kinerja
• Remunerasi
• Employee Value Proposition (EVP)
• Pemberhentian
PENGEMBANGAN
1
3 4
2
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16
THANK YOU.
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Key Skills
Required As
a Millenial
Leaders
Bersedia mengambil resiko
Berkomunikasi secara efektif
Agile
Membangun nilai saling pengertian
Melihat kompetisi kedepan
Merangkul Teknologi
Memberikan Contoh
Source: MTD Training & Openmind
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