Certified Career & Talent Management

Value Consult
Talent
Management
www.valueconsulttraining.com
(021 7919 8730)

THE ROAD MAP
1. The Need of Talent Management
2. Talent Management Framework: tools,
matrix, process
3. Four steps of Talent Management
Design
Pungki Purnadi & Associates with ValueConsult on Career & Talent Management,
www.pungkipurnadi.com
www.valueconsulttraining.com (021 7919 8730)

Why talent management?
 Because companies invest a tremendous amount of
money in their employees.
 The expenses associated with soliciting, acquiring,
training, promoting, and retaining staff members can
take up a huge portion of any corporate budget.
 However, as the workforce continues to be viewed as an
increasingly strategic asset, these costs are all
considered to be money well-spent.
 Talent management helps to ensure that companies
achieve maximum return on their employee investment.

Many other challenging
workforce issues confront HR
 Heightened competition for skilled workers.
 Across generations management including the impending
retirement of the baby boomers.
 Low levels of employee engagement.
 Acknowledgement of the high cost of turnover.
 Tough demands of managing global workforces.
 Importance of succession planning.
 Off-shoring and outsourcing trends.

Evolution of HR Function to HC

GENERATION GAP
 Optimistic, confident,
sociable
 Most success driven –
ambitious
 Want to lead than follow
 Extremely confident in
their intellectual ability
 Extremely tech savvy
 Biggest risk takers
 Concern about environment
 Multi-taskers and fast thinkers
 Creative and independent
thinkers
 Financially smart

Talent Management Bridge
segmenting
conditions
Right Talent
Right Time
Right Capabilities
Right Place
High Performance
High Potential
IDP
SpecialPMS
SpecialTrainig
Promotion
SpecialAssignment
KeyPositions
Assessment
Assessment
Assessment

Effective Talent Management

Introduction
• To optimize an organization’s ability to achieve sustained
excellence, it must recognize the need for proactive talent
management and have a systematic way of accomplishing the
activity.
• 6 (six) Human Resources condition had to be met :
• A performance-oriented culture
• Low turn-over (particularly in premium employee groups)
• High levels of employee satisfaction
• A cadre of qualified replacements
• Effective investment in employee compensation & development
• The use of institutional competencies (success factor) in
employee selection and performance evaluation process

• The identification, selection, development and retention of “super-
keepers”.
• The identification and development of high-quality replacement
for a small number of position designated as key to current and
future organization success.
• The classification of an investment in each employee based on
her/his actual/or potential for adding value to the organization
Goals

Goals (cont’)
Super-keepers are a very small group of individuals who have
demonstrated superior accomplishment, have inspired others to
attain superior accomplishment and who embody the core
competencies and values of the organization.
The employee groups are :
• Super-keepers, those employees who greatly exceed
expectations.
• Keepers, those employees who exceed organization expectations.
• Solid Citizens, those employees who meet organization
expectations.
• Misfits, those employees who are below organization expectations

Profil Trainer
Pungki Purnadi, ST., MM., MHRM
Memiliki sertifikasi HR Management dari Filipina dan telah memiliki pengalaman sebagai
profesional HR di beberapa industri selama lebih dari 20 tahun. Selama karirnya di HR
berbagai posisi pernah diembannya seperti Head of Training & Develoment,
Head of Corporate Man Power Planing, Head of Corporate Career Development ,
Head of Corporate Organisation Development and Studies, HRD Manager,
serta Senior Human Capital Manager . Termasuk di dalamnya beberapa penugasan
International dan regional.Pengalaman yang lengkap di dunia praktek HR ini di-'genap'-
kan dengan pengalamannya sebagai trainer dan HR consultant untuk berbagai industri
seperti tobaccos, power plant, telecommunication, pulp & paper dan tourism.
Pungki Purnadi juga adalah salah satu penggagas Sertifikasi Bidang SDM di universitas
Atmajaya Jakarta dengan program Certified Human Resources Professional nya (CHRP).

Terima Kasih

Certified Career & Talent Management

Certified Career & Talent Management

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