TALENT

MANAGEMENT

R, Rangga Irawan Prasetyo, MBA.

r.ranggairawan@gmail.com
21-22 Agustus 2023
DAY#1
 Rangga Irawan Prasetyo, MBA.
ABOUT ME CERTIFICATIONS
HR Professional with 15 years' experience design and execute HR Jardines HR Academy (2021 - 2022)
strategy, organization development, transformation, culture, Certified HR Management Manager BNSP – CHRM (2020 - 2023)
built HR management system (HRMS), talent and performance Certified in Using Artificial Intelligence in HR; Talent Acquisition, On
management, and rewards management. Boarding, Internal Talent Mobility, Learning & Development (2019)
Certified Learning Analyst in Using 4-MAT System – CLA (2019)
EDUCATION Certified HR Management Manager BNSP – CHRM (2017 - 2020)
Master of Business Administration Certified in Professional Human Resource Management – CPHRM (2016)
ITB | Bandung | 2018 - 2019 Certified Human Resource Management Professional – HRMP (2016)
IPK 3.86 (Cum Laude) Certified Human Resource Business Professional – HRBP (2016)
Final Project: "Building Talent Mapping & Performance Management Certified Project Management Professional (2013)
System Using Artificial Intelligence on HRMS"
Bachelor of Agriculture MASSIVE OPEN ONLINE COURSE
UNPAD | Bandung | 2004 - 2009
Josh Bersin Academy
IPK 3,28 1. People Analytic (2022)
WORK EXPERIENCE 2. HR in the Age of Artificial Intelligence (2021)
3. Performance Management Reimagined (2021)
Nabati Grop (FMCG, Richeese, PMA) - Head of Corporate OD, TM & PM
4. HR Consultant: A Masterclass with Bill Pelster (2021)
People Partners Group - Founder & CEO
5. Resilient HR (2021)
PT. Pakuan, Tbk. - General Manager People Partners & GA Northwestern University at Coursera
IKEA Indonesia - HR Business Partner 1. High Performance Collaboration: Leadership, Teamwork, and
SAS Hospitality & Autoparts - HR Director & IT Negotiation (2019)
Bank Mega Syariah - Head of HC Dev. & Business Partner 2. Leadership Communication for Maximum Impact: Storytelling (2019)
AIA Financial - HR Project Manager 3. Organizational Leadership: Leadership Through Social Influence (2019)
Bank Syariah Mandiri - HR Project Manager University of Pennsylvania at Coursera
Astra Credit Companies - Organization Dev. Analyst 1. Customer Analytics (2019)
PT. Bank Rakyat Indonesia, Tbk. - Asst. Mngr. HRD 2. People Analytic (2019)
 TABLE OF CONTENT
Day-1
1. Talent Management Framework
2. Identify Critical Position (Practice Example)
3. Identify Potential Talent
4. 9 Box Talent Management
5. Maslow's Hierarchy of Needs
Note: Equip with Excell softcopy file

Day-2
1. Talent Development Plan (Practice)
2. Talent Development Intervention
3. Career Management & Succession Plan (Practice)
4. Retain & Optimize Talent Pool
5. Study Case for Analysis Practice Plan
Note: Equip with Excell softcopy file

Copyright Rangga Irawan 2023 pg.1

 TRANSFORMASI DIGITAL TERJADI MULTI DIMENSI,
TETAPI DIMENSI UTAMA ADALAH

“PEOPLE”

Copyright Rangga Irawan 2023 pg.3

 BUSINESS HUMAN RESOURCE
LANGUAGE LANGUAGE
Organization Development
Revenue Manpower Planning
Financial Report Talent Acquisition
Profit and loss Learning & Development
Cost and Benefit TNA
Sales Projection
Numbers
VS Job Analysis
Job Evaluation
Market Share Workload Analysis
Business Opportunity Comben
CAGR Performance Appraisal
Account Receivable Career Path
Account Payable Human Asset Value
Succession Planning

Copyright Rangga Irawan 2023 pg.4

PROF. DAVE ULRICH
“Human resources is about
BUSINESS, what should we
do is to support business
sustainability GROWTH”

pg.5
 HR MINDSET

1. Start with number or data

2. Create sense of urgency
3. Cost benefit analysis

Copyright Rangga Irawan 2023 pg.6

 REAL CASE SITUATION
PT. Global Maju Jaya, merekrut VP of Sales & Marketing dari external candidate
dikarenakan posisi tersebut ditinggal resign oleh pegawai sebelumnya.
Salary yang disepakati sebesar Rp. 90.000.000 dan signing bonus Rp. 240.000.000
dengan ikatan dinas 1 tahun dan dihitung surut per bulan.
Status kepegawaian adalah pekerja tetap dengan probation 3 bulan.
Pada saat penilaian probation ternyata VP tersebut tidak dapat achieve target dan
dinilai tidak fit dengan budaya perusahaan.
Hasil keputusan Direksi adalah tidak mengangkat VP tersebut sebagai pegawai tetap.
Di sisi lain, ternyata ada AVP Sales & Marketing yang merupakan pegawai eksisting
dengan salary Rp. 50.000.000 tidak diberikan kesempatan untuk dilakukan
assessment secara komprehensif tentang kecocokannya untuk mengisi posisi VP
Sales & Marketing.

Copyright Rangga Irawan 2023 pg.7

 BERAPA ESTIMASI KERUGIAN AKIBAT HAL TERSEBUT?
JIKA KITA MENJADI BOD LESSON LEARNED APA YANG BISA KITA AMBIL?
Copyright Rangga Irawan 2023 pg.8
 COST AND RISK ANALYSIS

ACTUAL & POTENTIAL LOST

Kerugian atas Salary: 90 Juta x 3 = 270 Juta COMPARISSON
Kerugian atas signing bonus 3/12 x 240 Juta = 60 Juta External hiring cost for 3 month: 270 + 60 = 330 Juta
Resiko signing bonus tidak dikembalikan = 180 juta
Internal promotion cost for 3 month: 70 x 3 = 210 Juta
Opportunity bisnis yang hilang selama 3 bulan = 3 Miliar

Cost saving = 120 Juta

INTERNAL PROMOTION BENEFIT
Promosi AVP Eksisting 50 juta + Acting Allowance 20 juta selama 6 bulan Notes:
review per 3 bulan tambah 5 juta. Total take home pay (THP) = 70 juta Minimize business opportunity loss
Menyediakan kesempatan promosi dari pegawai eksisting Avoid dispute in signing bonus
Employee engagement bisa lebih baik Avoid unfit organization culture
No signing bonus
Reduce business opportunity loss

Copyright Rangga Irawan 2023 pg.9

 TALENT MANAGEMENT DEFINITION

Talent management seeks to

Attract, Identify, Develop, Deploy,
Engage, & Retain individuals who
are considered particularly valuable
to an organisation
- CIPD UK -

Copyright Rangga Irawan 2023 pg.10

 TALENT MANAGEMENT 6

FRAMEWORK 5

4
Total Rewards
3 Kompensasi dan benefit
Succession Insentif
Program rekognisi
2 Planning & Pembayaran
Pelatihan &
Identifikasi berdasarkan kinerja
1 Pengembangan Profile talent
Manajemen Penyelarasan Assessment dan
Kinerja pembelajaran dengan evaluasi kepemimpinan
Akuisisi Talent 360-degree assessment
goal organisasi Manajemen suksesi
Sourcing, iklan loker Membangun budaya Program kepemimpinan
Pengembangan
pembelajar
Strategi & Tentukan Employer kepemimpinan fast-track
Value Proposition Pengukuran efektifitas Top talent VS posisi
Coaching dan
Perencanaan (EVP) mentoring
training kritikal
Data kandidat Tawarkan variasi
Talent Pemetaan karir
pelatihan yang baik
Identifikasi, menarik Pengembangan
Employee engagement,
dan menyeleksi secara profesional
retention dan strategi
efektif Penyelarasan tujuan
reward
Onboarding
Identifikasi matrix dan
pengukuran bisnis
Bentuk HR stratejik
Perencanaan tenaga kerja
pg.11
"Ambillah 10 orang
terbaik Apple, maka
apple bukanlah apa-apa"
 TALENT SOURCING 3B'S

1 BUY 2 BUILD 3 BORROW

Rekrut kandidat eksternal Management Trainee (MT) Internal movement induk

Menggunakan Headhunter Manager Development perusahaan ke anak
Talent acquisition Program perusahaan
professional hiring Executive Development Mutation
Program Job/project assignment

pg.12
 IDENTIFY
CRITICAL
POSITION
because the resource is alwas limited

Copyright Rangga Irawan 2023

 IDENTIFY CRITICAL POSITION
NO INDICATORS DEFINITIONS

1 Magnitude Pengaruh terhadap kondisi keuangan perusahaan

2 Confidentiality Menangani data rahasia perusahaan

3 Risk of Business Loss Kehilangan peluang finansial saat posisinya kosong

4 Rare in Market Susah cari penggantinya di pasaran atau kalaupun ada harganya sangat mahal

5 Special Skills Membutuhkan keterampilan yang sangat spesifik yang hanya bisa dilakukan oleh orang-orang tertentu dengan sangat baik

6 Risk to Move Risiko dibajak oleh perusahaan lain karena tingginya permintaan di pasar

7 Urgency Posisi ini diproyeksikan akan segera kosong karena pensiun pegawai atau pegawai terkait akan resign

8 Internal Talent Tidak ada kandidat dari internal perusahaan yang siap untuk mengisi posisi tersebut

Copyright Rangga Irawan 2023 pg.14

 IDENTIFY CRITICAL POSITION WORKSHEET

Notes:
1. Critical position akan berbeda-beda di setiap perusahaan tergantung dari bisnisnya.
2. Anda akan menemukan juga istilah Critical Person atau Key Person, ini berbeda dengan critical position.
3. Critical person merujuk kepada orang/pegawai, critical position merujuk kepada posisi.
4. Critical position harus diisi dengan talenta terbaik yang bisa perusahaan pilih, kembangkan atau dapatkan dari sumber eksternal.
5. Budget selalu terbatas, maka ketepatan investasi terhadap ta;lent akan menjadi langkah stratejik.

Copyright Rangga Irawan 2023 pg.15

 pg.15

Copyright Rangga Irawan 2023 pg.16

 PROF. DAVE ULRICH

4A'S TALENT

AMBITION ABILITY AGILITY ACHIEVEMENT

Copyright Rangga Irawan 2023 pg.17

HI! NAMAKU RUTH - MARKETING MANAGER

EDUCATION INFORMAL INFORMATION

S1 - Agriculture Nice person & humble
S2 - Business Helpful
Good listener

CAREER
PERFORMANCE
PROGRESSION
2023 Marketing Mgr. 2022: Average
2021 Marketing Spv. 2021: Average
2019 Marketing Staff. 2020: Above Average

pg.18
 APAKAH RUTH
TALENT?

Copyright Rangga Irawan 2023 pg.19

TALENT PROFILLING
EDUCATION CERTIFICATIONS
Google Analytics
S1 - Agriculture
Digital Marketing
S2 - Business
Marketing Strategic

CAREER PROGRESSION PERFORMANCE

2023 Marketing Mgr. 2022: Above Average
2021 Marketing Spv. 2021: Average
2019 Marketing Staff. 2020: Above Average

POTENTIAL INTELECTUALITY WORK PERSONALITY ANALYTIC

IQ 112 (Above Average) Dominance - Compliance
GTQ 120 (Above Average)

BEHAVIOUR COMPETENCY TECHNICAL COMPETENCY

Standard Actual Standard Actual
Analytical Thinking
3 4 Office 365 3 3
Critical Thinking
3 4 Power BI 2 2
Complex Problem
3 5 Marketing Strategy 4 4
Solving
3 5 Omnichannel Marketing 3 3
Achievement Driven
3 2 Goggle Analytics 3 3
Data Driven
3 3 Digital Marketing 4 4
Influencing Others
3 3 Website Analytic 2 1
Collaboration
3 2 Consumer Behavior 3 2
Stress-tolerance
3 2 Project Management 3 3
Persistence
pg.20
 IDENTIFY POTENTIAL TALENT

1 - Personal Info 2 - Intelectuality 3 - Competency 4 - Analytic 5 - Performance

Education IQ Behavior Work Personality Performance rating
Tenure of work GTQ or Technical Work Behavior Talent committee
Job movement Learning Agility Career progression
Job grade Index

Copyright Rangga Irawan 2023 pg.21

 HUMAN ASSET VALUE (HAV)/TALENT GRID

Potential Performance
High
Potential

IQ
Moderate GTQ Talent Performance appraisal
Competencies Project assignment
WPA Talent Committee
WBA

Low

Low Moderate High

Performance
Copyright Rangga Irawan 2023 pg.22
 MCKINSEY 9 BOX TALENT GRID

Copyright Rangga Irawan 2023 pg.23

 9 BOX TALENT MANAGEMENT

High Potential High Potential High Potential

Low Performance Moderate Performance High Performance
High
DEVELOP/
DEVELOP STRETCH
STRETCH
Potential

Moderate Potential Moderate Potential Moderate Potential

Low Performance Moderate Performance High Performance
Moderate
STRETCH/
OBSERVE DEVELOP
DEVELOP

Low Potential Low Potential Low Potential

Low Performance Moderate Performance High Performance
Low
OBSERVE/
OBSERVE DEVELOP
TERMINATE

Low Moderate High

Performance
Copyright Rangga Irawan 2023 pg.24
 MASLOW'S HIERARCHY MODEL

Self-Actualization

Esteem

Love and Belongingness

Safety

Physiological Needs

Copyright Rangga Irawan 2023 pg.25

Copyright Rangga Irawan 2023 pg.26
Copyright Rangga Irawan 2023 pg.27