Great Leaders Build Great Company

BCA’s Experiences

Jakarta, 20 Juli 2011

BCA Profile – at Glance

*) As of Dec 2010

BCA Profile – at Glance

Employee Profile – at Glance

2009 2010

17.132 16.519

2.985 3.111 56 57

Staffs Managers Executives (including Board of Commissioners & Directors)

Employee Profile by Management Levels

2009 2010

7.190 6.525

12.477 12.637

506 525

Up to High School Diploma and Undergraduate Graduate and Doctorate

Employee Profile by education Levels

Building Organization Capabilities

Success = Strategy X Organization

Employee

Employee MINDSET

Employee COMPETENCIES GOVERNANCE

Organization Capabilities

Building Employee Competencies

BUILD

BUY

BORROW

EMPLOYEE COMPETENCIES

Development Approach

Training Job

Assignment

Leadership Coaching

Knowledge Management

Value Alignment & Enforcement

How we build Leader?

2. Talent Development

1. Regular Development

Training Needs

Design and Dev.

Delivery Evaluation

Identify Succession

Needs

Examine Talent

Capability Gaps

Develop Talent

Capability

Measure and Maintain

LEAD

ER

Regular Development BCA Leadership 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

Leadership Training - type

12%

28%

32%

28%

LeadingOrganiza on

LeadingOthers

LeadingYourself

PengembanganDiri

Leadership Training - sample

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

Talent Development - Framework

SUCCESSION MANAGEMENT

PRE PANEL

EMPLOYEE

PROFILE REPORT

ASSESSMENT

REPORT

TALENTS

MAPPING

TALENTS POOLS

IDPs

IMPLEMENTATION

POST PANEL

TALENTS MONITORING

TALENTS

IDENTIFICATION

INDIVIDUAL DEVELOPMENT

PLAN

PANEL

PROMOTION DECISION

REWARD AND RECOGNITION

Management Trainee Program

BDP

Internal Recruitment

External Recruitment

2 Years Mandatory Assignment

Talent Identification

Talent Pool

14

Pengembangan Soft Skill

What is Talent Pool?

Director

Senior Manager

A

Manager C

Supervisor F Supervisor

G

Manager D

Supervisor H

Senior Manager

B

Manager E

Supervisor I

Talent POOL

Talent Definition

Talent: Karyawan yang diindentifikasi memiliki potensi yang tinggi, dan telah menunjukkan kinerja yang memuaskan

Talent POOL Performance Potential

Deals with current and

past Performance

Predict Future

Performance

- Value alignment - Learning Agility - Desire to Grow - Influence

Talent Pool Process

Fase V - Review Proses Pengembangan dan menyusun rencana pengembangan selanjutnya

Fase IV - Merealisasikan rencana Pengembangan Talent

Fase III - Menyusun solusi pengembangan Talent

Panel Manajemen menentukan tujuan dan target pengembangan talent

Panel Manajemen mendiskusikan rencana pengembangan talent

Fase II - Mendiagnosa kebutuhan pengembangan Talent

Melakukan Asessment Development Needs Memberikan Umpan balik hasil assesment dan

menentukan prioritas pengembangan

Fase I - Menentukan dan mengidentifikasi Talent (karyawan potensial)

Unit kerja menentukan kandidat talent Panel Manajemen melakukan seleksi dan memutuskan

kandidate yang terpilih menjadi talent

Talent Development - Approach

Talent Pool

IDP Implementation

Career Development

Programs

Executive Education Programs

Scholarship Education Programs

Job Rotation/ Enhancement

Coaching + Wisdom sharing

Career Development Program

P2MUtama

P2MMadya

P2MMuda II

P2MMuda I

P2Pratama

Staff Supervisor - How to manage/supervise my department

Supervisor First Line/Middle Manager - Understand other Department roles & how to synergize with them

Middle Manager Manager - External & Internal Environment - Implementation strategy &

Execution

Manager Senior Manager - National & Global environment - Related to Company strategy

Talent Dev. vs Succession Planning

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

Thank You