Great Leaders Build Great Company BCA s Experiences Jakarta, 20 Juli 2011
*) As of Dec 2010 BCA Profile at Glance
BCA Profile at Glance
Employee Profile by Management Levels 17.132 16.519 2.985 3.111 56 57 2009 2010 Staffs Managers Executives (including Board of Commissioners & Directors) Employee Profile by education Levels 12.477 12.637 7.190 6.525 506 525 2009 2010 Up to High School Diploma and Undergraduate Graduate and Doctorate Employee Profile at Glance
Success = Strategy X Organization Employee MINDSET Organization Capabilities Employee COMPETENCIES Employee GOVERNANCE Building Organization Capabilities
BUILD EMPLOYEE COMPETENCIES BUY BORROW Building Employee Competencies
Value Alignment & Enforcement Training Job Assignment Leadership Coaching Knowledge Management Development Approach
LEADER 1. Regular Development Training Needs Design and Dev. Delivery Evaluation 2. Talent Development Identify Succession Needs Examine Talent Capability Gaps Develop Talent Capability Measure and Maintain How we build Leader?
S1, S2: KanWil, KaDiv, Ka Satuan, Pim Cabang S3 & S4: Kabiro, Pim cabang, Pim Capem, KOC, KPC S5 & S6: Kabid, Ka Bag, Head Teller Senior Management: - Lead Organization/Performance - Lead Others/team - Lead Yourself Middle Management: - Lead Organization - Lead Others - Lead Yourself Supervisory: - Lead Others/team - Lead Yourself Regular Development BCA Leadership Development
28% 12% 32% 28% Leading Organiza on Leading Others Leading Yourself Pengembangan Diri Leadership Training - type
Leading Organization Leadership Greatness Leading Others Leading Yourself Self Development Enhancing Leadership Role Perilaku Asertif Teknik Presentasi Leading at Speed Of Trust On Becoming Good Leader 7 Kebiasaan Manusia Yang Efektif Integrated Marketing Communication Strategic Execution Leader as Coach Managing Self & Service Manajemen Proyek Manager as Coach Mastering Self VBT Start From I First Line as Coach VBT FaC Manager as Counsellor Perencanaan Keuangan Pribadi S4 S5 Perencanaan Keuangan Pribadi S6 S7 Personal Wealth Management Personal Health Management S1 S3 VBT Me n My Role Miniworkshop Series Menjadi Pribadi Yang Efektif Personal Health Management S4 S5 Leadership Training - sample
EMPLOYEE PROFILE REPORT ASSESSMENT REPORT TALENTS MAPPING TALENTS IDENTIFICATION INDIVIDUAL DEVELOPMENT PLAN TALENTS POOLS IDPs IMPLEMENTATION TALENTS MONITORING PRE PANEL PANEL POST PANEL SUCCESSION MANAGEMENT PROMOTION DECISION REWARD AND RECOGNITION Talent Development - Framework
Internal Recruitment BDP 2 Years Mandatory Assignment Talent Identification Talent Pool External Recruitment Management Trainee Program
Pengembangan Soft Skill 14
Director Talent POOL Senior Manager A Senior Manager B Manager C Manager D Manager E Supervisor F Supervisor G Supervisor H Supervisor I What is Talent Pool?
Talent: Karyawan yang diindentifikasi memiliki potensi yang tinggi, dan telah menunjukkan kinerja yang memuaskan Talent POOL Potential Performance Predict Future Performance - Value alignment - Learning Agility - Desire to Grow - Influence Deals with current and past Performance Talent Definition
Fase I - Menentukan dan mengidentifikasi Talent (karyawan potensial) Unit kerja menentukan kandidat talent Panel Manajemen melakukan seleksi dan memutuskan kandidate yang terpilih menjadi talent Fase II - Mendiagnosa kebutuhan pengembangan Talent Melakukan Asessment Development Needs Memberikan Umpan balik hasil assesment dan menentukan prioritas pengembangan Fase III - Menyusun solusi pengembangan Talent Panel Manajemen menentukan tujuan dan target pengembangan talent Panel Manajemen mendiskusikan rencana pengembangan talent Fase IV - Merealisasikan rencana Pengembangan Talent Fase V - Review Proses Pengembangan dan menyusun rencana pengembangan selanjutnya Talent Pool Process
Talent Pool Career Development Programs Executive Education Programs Scholarship Education Programs IDP Implementation Job Rotation/ Enhancement Coaching + Wisdom sharing Talent Development - Approach
P2MUtama Manager Senior Manager - National & Global environment - Related to Company strategy P2MMadya P2MMuda II Middle Manager Manager - External & Internal Environment - Implementation strategy & Execution P2MMuda I P2Pratama Supervisor First Line/Middle Manager - Understand other Department roles & how to synergize with them Staff Supervisor - How to manage/supervise my department Career Development Program
Talent Development Tujuan: Memaksimalkan potensi Yang dicari: Karyawan yang memiliki potensi Strategi: Mengisi potensi dengan pengembangan yang efektif Succession Planning Tujuan: Memenuhi spesifikasi jabatan yang dibutuhkan Yang dicari : Karyawan dengan kualifikasi yang sesuai Strategi: Menyiapkan kandidat agar lebih siap mengisi jabatan Talent Dev. vs Succession Planning
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