Track 14 talent management in auto2000 3 (revised)
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Transcript of Track 14 talent management in auto2000 3 (revised)
1
Bidakara Auditorium, JakartaHR EXPO, December 10, 2009
Talent ManagementBy Tony H. Silalahi
PRESENTATION OUTLINE
TALENT MANAGEMENT
COMPANY PROFILE
ASTRA International
AI – TSO (Auto 2000)
Background & Challenges
Astra – Auto 2000 Practices
Insights
2
AI – TSO (Auto 2000)
.
Background & Challenges
Astra – Auto 2000 Practices
Insights
PRESENTATION OUTLINE
TALENT MANAGEMENT
COMPANY PROFILE
ASTRA International
4
ASTRA International
AI – TSO (Auto 2000)
.
Background & Challenges
Astra – Auto 2000 Practices
Insights
PRESENTATION OUTLINE
TALENT MANAGEMENT
COMPANY PROFILE
5
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
6
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 ValuesCore 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”
7
AI - SOToyotaGroup
Auto 2000
Astra International
BMWToyota
(Auto 2000)Peugeot
New
Ratna
Dealer
Haji
Kala
Hasrat
Abadi
TMC
DaihatsuIsuzuAgung
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)
TAMATPM
Business Chain
Toyota Network Scheme
AGUNG AUTOMALL
NEW RATNA MOTORHADJI KALLA
HASJRAT ABADI
AUTO 2000
8
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
9
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
10
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
11
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
12
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 SupervisorADMINISTRATION 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
13
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.
14
The New Way of Managing TalentThe Old Way The New Way
• HR is Responsible for PeopleManagement
• All Managers, starting with The CEO,are Accountable for StrengtheningTheir Talent Pool
•We Provide Good Pay & Benefits •We Shape Our Company, Our Jobs,even Our Strategy to Appeal TheTalented People.
•Recruiting is like Purchasing
•We Think Development Happens inTraining Programs
•Recruiting is like Marketing
•We Fuel Development PrimarilyThrough Stretch Jobs, Coaching &Mentoring
•We Treat Everyone The Same andlike to Think that Everyone is equallyCapable
•We Affirm all Our Employee, butInvest Differentially in Our A, B, Cand 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
15
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)
16
Why Talent Management
WinningConceptWinning
Concept
Winning
Team
Winning
System
Organization Effectiveness
3 W Concept
The Purpose of Talent Management
NeedsTalent
Management
17
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
18
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-class3 months self-improvement review
1 week in-class4 months project
2 weeks in-class4 months project
2 weeks in-class6 months project
3 days in-classFollow-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
19
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
20
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 Mappingas a Tool for Internal Identification
Minor
ImprovementEffective Highly
Effective
COMPETENCY
PE
RF
OR
MA
NC
E
Me
et
tar
ge
t
Fa
r A
bo
ve
Ta
rg
et
Ab
ov
e
Ta
rg
et
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 & ESR HRD
- 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
BUDGET FA
•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 DevelopmentStructured Training Program - MDP - KACAB
G E N B A
G E N B A
SECURITY
Tugas & Fungsi Security, Diskusi Kasus
G E N B AG E N B A
21
Talent DevelopmentStructured 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 CompetenceDevelopment
Sales
& MktParts &
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 DevelopmentStructured Training Program – C & C
Handling Difficult Person Type SENIOR
Handling Difficult Person : Type BOSSY
22
Talent DevelopmentStructured Training Program – Mentoring through Annual Plan Presentation
Talent RetentionBuilding Employee Relation – Dinner with CEO
Congratulation ! You’re invited to have DINNER with our Chief Executive Officer, Mr. Prodjo Sunaryanto
Monday, 16 November 200907.00 – 09.00 pm
Ming Restaurant, Kelapa Gading
It’s precious time to discuss & share anything with CEO (your life, your aspiration, etc)
Enjoy it …
23
Talent RetentionAppreciation & Recognition – Celebrate the success
Talent RetentionAppreciation & Recognition – Overseas Trip
24
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.