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
2009 Staffs
3.111
56
57
2010
Managers
Executives (including Board of Commissioners & Directors)
Employee Profile by education Levels 12.477
12.637
7.190
6.525 525
506
2009 Up to High School
2010 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
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?
LEADER
1. Regular Development
S1, S2: KanWil, KaDiv, Ka Satuan, Pim Cabang
Senior Management: - Lead Organization/Performance - Lead Others/team - Lead Yourself
S3 & S4: Kabiro, Pim cabang, Pim Capem, KOC, KPC
Middle Management: - Lead Organization - Lead Others - Lead Yourself
S5 & S6: Kabid, Ka Bag, Head Teller
Supervisory: - Lead Others/team - Lead Yourself
Regular Development
BCA Leadership Development
12%
28%
28%
Leading Organiza on Leading Others
32%
Leading Yourself Pengembangan Diri
Leadership Training - type
Leading Organization
Leading Others
Leading Yourself
Self Development
Leadership Greatness
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
Perencanaan Keuangan Pribadi S4 – S5
VBT “ Me n My Role”
VBT “FaC”
Perencanaan Keuangan Pribadi S6 – S7
Miniworkshop Series
Manager as Counsellor
Personal Wealth Management
Menjadi Pribadi Yang Efektif
Personal Health Management S1 – S3 Personal Health Management S4 – S5
Leadership Training - sample
EMPLOYEE PROFILE REPORT
TALENTS POOLS TALENTS IDENTIFICATION
ASSESSMENT REPORT
TALENTS MAPPING
PRE PANEL SUCCESSION MANAGEMENT
INDIVIDUAL DEVELOPMENT PLAN
PANEL PROMOTION DECISION
IDPs IMPLEMENTATION
TALENTS MONITORING
POST PANEL 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
Senior Manager A
Senior Manager B
Talent POOL Manager C
Supervisor F
Supervisor G
What is Talent Pool?
Manager D
Manager E
Supervisor H
Supervisor I
Talent: Karyawan yang diindentifikasi memiliki potensi yang tinggi, dan telah menunjukkan kinerja yang memuaskan
Potential
Talent POOL
Predict Future Performance -
Value alignment Learning Agility Desire to Grow Influence
Talent Definition
Performance
Deals with current and past Performance
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
Career Development Programs
Executive Education Programs
Talent Pool
Scholarship Education Programs
IDP Implementation
Job Rotation/ Enhancement
Coaching + Wisdom sharing
Talent Development - Approach
P2MUtama P2MMadya
P2MMuda II P2MMuda I
Manager Senior Manager - National & Global environment - Related to Company strategy
Middle Manager Manager - External & Internal Environment - Implementation strategy & Execution
Supervisor First Line/Middle Manager - Understand other Department roles & how to synergize with them
P2Pratama Staff Supervisor - How to manage/supervise my department
Career Development Program
Talent Development
Succession Planning
Tujuan: Memaksimalkan potensi
Tujuan: Memenuhi spesifikasi jabatan yang dibutuhkan
Yang dicari: Karyawan yang memiliki potensi
Yang dicari : Karyawan dengan kualifikasi yang sesuai
Strategi: Mengisi potensi dengan pengembangan yang efektif
Strategi: Menyiapkan kandidat agar lebih siap mengisi jabatan
Talent Dev. vs Succession Planning
Thank You
