Sejak 2005 Sejak 2009

Mengukur &

Menilai Kinerja

KM & HC

ApresiasiBenchmarking

Survei Net Promotor Score

(NPS)

Mereka adalah karyawan yang:• Memiliki Komitmen tinggi kepada organisasi dan bekerja

dengan sepenuh hati. • Mampu menyelaraskan antara kepentingan individu dan

kepentingan organisasi• Memberikan kontribusi penuh untuk keberhasilan organisasi

dengan segenap pengetahuan dan pemahaman mereka. • Memiliki kepuasan dalam menjalankan pekerjaan mereka. • Ketika recruiter menawarkan pekerjaan mereka akan dengan

halus menolak. • Organisasi perlu menjaga mereka untuk tetap berada pada level

ini.

Mereka adalah karyawan yang:• Memberikan kontribusi yang baik kepada organisasi• Cukup puas dengan pekerjaan mereka. • Kurang mendapatkan apa yang mereka inginkan ditempat kerja

walaupun mereka memahami apa yang menyebabkan kondisiitu terjadi.

• Mereka adalah kontributor yang baik dan memiliki peluanguntuk meninggalkan perusahaan

• Organisasi sebaiknya berinvestasi kepada mereka karenamereka sangat dekat kepada Komitmen sepenuh hati, sehinggamereka dapat memberikan kontribusi lebih baik lagi.

Mereka adalah karyawan yang: • Senang berada diorganisasi, namun mereka belum benar-benar

memberikan kontribusi terbaiknya bagi organisasi. • Saat ini mereka sebatas menjalankan tanggung jawab yang

diberikan kepadanya. • Mereka adalah orang – orang yang perlu diprioritaskan untuk

dikelola agar dapat memberikan kontribusi terbaiknya kepadaorganisasi

Mereka adalah karyawan yang:• Kecewa atau merasa kelelahan. • Merasa senior leader mengambil keputusan yang buruk dan

rekan kerja mereka tidak saling mendukung sehingga bebanterbesar ada dimereka.

• Mungkin pergi, namun jika mereka tinggal mereka kurangmemberikan kontribusi kepada organisasi

Mereka adalah karyawan yang:• Tidak patuh dan cenderung radikal. • Tidak mendapatkan apa yang mereka butuhkan dari

pekerjaannya. • Bersikap skeptis dan jika mereka dibiarkan akan memberikan

pengaruh yang negatif bagi organisasi. • Sulit untuk dilatih agar dapat terikat pada organisasi. • Jika mereka keluar akan menyenangkan semua orang termasuk

dirinya.

32.4%

39.8%

24.7%

2.8%

0.3%

1

3

2Working Challenge

Working Environment

Career Opportunity

25.8% karyawan merekomendasikan perusahaan mereka sebagai tempat

bekerja yang hebat “great work place” dan merekomendasikan perusahaannyakepada orang lain.

Responden yang memberikan NPS negatif, utamanya disebabkan oleh faktor

reward dan learning (sama dengan hasil IHCS 2016).

BUDAYA PERUSAHAAN

PELATIHAN & PENGEMBANGAN

PENGHARGAAN DAN MANFAAT

MANAJEMEN KINERJA

HUMAN CAPITAL INFORMATION

SYSTEM

MANAJEMEN KARIR

MANAJEMEN TALENTA

MANAJEMEN KOMPETENSI

MAN POWER PLANNING

PEREKRUTAN & PENEMPATAN

76.1 75.5 74.4 74.2 74.1

72.4 72.4 72.2 71.3 70.6

75,8

74,8

75,6

75,475,3

76,6 76,2

75,3

•

•

•

•

•

•

•

•

•

•

•

•

This presentation has been prepared specifically for BNI. The content of this presentation may not be

used,duplicated or transmitted in any form without the written consent from BNI. All rights reserved.

Organization of the

Future

Human Capital Insight

Dr. Alex Denni

Chief Human Capital Officer

The Future is Now!

the world's most popular media

owner creates no content

One of the world's most valuable

retailer, has no inventory

The largest transportation

company, owns no vehicles

The world's largest

accommodation provider,

owns no real estate

What does

The future of Banking look like?

How would the new business model will

disrupt our business?

SkillsPhysical, clerical, knowledge based

Follow the rules/leaderCreativity discouraged

IndividualPersonal work

ProprietaryClosed Systems and no external input

CognitiveRequires critical thinking, ability to learn

CreativeRequires innovative ides, originality

CollaborativeRequires good communication skills

CrowdsourcedRequires teamwork and external input

Blurring of Employee/Work Boundaries

Free Agents

Consultants

Employees

Work, Leisure, HomeEnterprise, Partners,

Supplies, Customers

The Industrial

Corporation< 1950s

Hierarchical

Leadership1960-1980

Collaborative

Management1990

Network of

TeamsToday

Future2020

Operational

Efficiency

Purpose,

Meaning &

Empowerment?

Profit, Growth,

FinancialsCustomer Service,

Employees as Leaders

Mission, Purpose,

Sustainability

Industrial Age People

as WorkersManagement by

Objective

Servant Leadership

Work TogetherEmpower the Team

Andrew Carnegie,

Henry Ford

The Corporation is

King

Jack Welch, Peter

Drucker

The Executive is

King

Howard Schultz,

Steve Jobs

The People are King

Netflix, Google,

Facebook

The Teams & Team

Leaders are Kings

Trends on HC Functions

PERFORMANCE MANAGEMENT

LEARNING & DEVELOPMENT

SCENARIO PLANNING

PREDICTIVE ANALYTICS

PM LD

SP PA

PERFORMANCE MANAGEMENT

LEARNING & DEVELOPMENT

SCENARIO PLANNING

PREDICTIVE ANALYTICS

PM LD

SP PA

Shift away from “fixing”

performance to enabling

employees to be at their best

Closer link to corporate

culture and values

If ratings aren’t eliminated

altogether then simplify them into

broader categories

Abandon the

performance rating

Use mobile technology to

allow for more immediate and

personalized feedback

Technology to enable,

rather than record

Performance Management will

Evolve, not disappear

One size doesn’t fit all

Different approaches for

different job

Do not use formulas based on

performance ratings to reward

Separate performance

from reward

Develop managers to become better coaches

& mentors. Focus conversations with

employees on capabilities & performance

rather than what went wrong

Enable managers to

become leaders

Becoming a continuous dialogue on

performance, development and coaching

Use metrics &

measureClear philosophy

Goal setting agile,

local and meaningful

Check-ins instead

of annual review

Reduce or eliminate

ratingsSimplifyTrain & develop

managers

Focus on coaching &

development

Redesign

compensation

process

PERFORMANCE MANAGEMENT

LEARNING & DEVELOPMENT

SCENARIO PLANNING

PREDICTIVE ANALYTICS

PM LD

SP PA

Focus on filing gaps in employee’s current job roles

or on specific projects

Tactical Learning

Focus on developing employees’ skills and

capabilities against a best-in-class model through

formal and informal training

Integrated Learning

Focus on integrating all components that affect

human performance

Strategic Learning

01

02

03

Taking the gaming concepts

of new challenges, the

opportunity to fail and a

sense of accomplishment,

GamificationIndividualized learning,

based on each employee

requirement

Personal

Provide learning

opportunities anywhere,

anytime

MobileContextualize element from popular

social media channels to allow team

members to share & collaborate

Social Learning Tools

Delivering short, fast

learning modules (less

than five min)

Bite Size Module

PERFORMANCE MANAGEMENT

LEARNING & DEVELOPMENT

SCENARIO PLANNING

PREDICTIVE ANALYTICS

PM LD

SP PA

It makes sense to look for ways to understand

the future to deal with uncertainty.

Decisions we make today will

have effects years into the

future.

Because the world is increasingly

complex there are few certain

answers or methods.

Full information about the

future is never available.

“Might” happen

(future knowledge)“Could” happen

(current knowledge)

“Likely to” happen

(current trends)

“Want to” happen

(value judgements)

PERFORMANCE MANAGEMENT

LEARNING & DEVELOPMENT

SCENARIO PLANNING

PREDICTIVE ANALYTICS

PM LD

SP PA

Analytics means getting useful information from varied

data; finding, patterns, establishing probabilities in order

to drive better decisions

Advanced Reporting

Operational Reporting

Predictive Analytics

Advanced Analytics

• Reactive reporting of

operational &

compliance measures

• Focus on data

accuracy, consistency

& timeliness

Level

1

Level

2

Level

3

Level

4

• Proactive reporting for

decision making

• Analysis of trends &

benchmarks

• Customizable self

service dashboards

• Statistical analysis to

solve business

problems

• Identification of issues

& actionable solutions

• Centralized staffing &

integrated data

• Development of

predictive models

• Scenario planning

• Integration with

business & workforce

planning

• Data governance

model

Can we really predict the future?

The best way to predict the future is….

Create it!