Manajemen Talenta

Talent Management in BPKP is regulated by:

• Perban 5/ 2020

• Perban 1/ 2021

• Persesma 1/ 2022

• Persesma 1/ 2020

Talent pool is mapped by:

• Education Degree and Working Time

• Performance level and Talent Potential

• Assessment Score and Performance Level

• Potential mapping and Assessment Score

Follow up recommendation for Talents in box 9-8-7 are:

• Competency development and Rotation for job fit.

• Counselling and Competency Development

• Promotion, included in succession plan, rotation for job exposure.

• Rotation for job fit or rotation for job exposure.

Merit system vs spoil system:

• Spoil system is better for career empowerment.

• Merit system is fairer, for sure.

• Spoil system is easier to implement.

• Merit system is easier to implement

An example of workplace harrassment:

• Texting a coworker at 8 pm to ask for help to complete an urgent task.

• Telling a coworker he looks good in a suit.

• Emailing a subordinate conveying your concern about her lacks of commitment to finish her job.

• Keep asking a coworker to go to a movie even when she already said "no" several times.

Which statement is true

• High performing, high potential talent can be promoted to the next level.

• High performing, low potential talent can be counseled to improve performance

• Low performing, low potential talent should get training to improve their competency

• Mediocre performers with high potential can be trained to improve competency.

Talent potential is measured by the following components:

• Competency level, Performance level, assessment results, Recommendation.

• Track Records, Competency Level, Potential Assessment result, Recommendation from supervisor.

• Track Records, Competency Level, Performance level, Recommendation from supervisor.

• Track Records, Competency Level, Potential Assessment result, Performance Level.

What is the implication of successful implementation of Talent Management?

• Ready made succession plan for future needs.

• Decreased engagement level

• Increased turnover level

• Cheaper human capital management processes