IN INDONESIA LEADING HEAVY EQUIPMENT DISTRIBUTOR
By Ahmad Anwari
21952045
MASTER’S DEGREE in
MECHANICAL ENGINEERING – ENGINEERING MANAGEMENT FACULTY OF ENGINEERING AND INFORMATION TECHNOLOGY
SWISS GERMAN UNIVERSITY The Prominence Tower
Jalan Jalur Sutera Barat No. 15, Alam Sutera Tangerang, Banten 15143 - Indonesia
February, 2021
Revision after thesis defense on 3 February 2021
Ahmad Anwari STATEMENT BY THE AUTHOR
I hereby declare that this submission is my own work and to the best of my knowledge, it contains no material previously published or written by another person, nor material which to a substantial extent has been accepted for the award of any other degree or diploma at any educational institution, except where due acknowledgement is made in the thesis.
Ahmad Anwari
_____________________________________________
Student Date
Approved by:
Edi Sofyan, B.Eng., M.Eng., Ph.D
_____________________________________________
Thesis Advisor Date
Dr. Eng. Sumarsono Sudarto
_____________________________________________
Thesis Co-Advisor Date
Dr. Maulahikmah Galinium, S.Kom., M.Sc
_____________________________________________
Dean Date
Ahmad Anwari ABSTRACT
IMPROVING TALENT PERFORMANCES BY USING INTEGRATED LEARNING DEVELOPMENT PROGRAM
IN INDONESIA LEADING HEAVY EQUIPMENT DISTRIBUTOR
By Ahmad Anwari
Edi Sofyan, B.Eng., M.Eng., Ph.D, Advisor Dr. Eng. Sumarsono Sudarto, Co-Advisor
SWISS GERMAN UNIVERSITY
People play a very strategic role in business. The quality of people in formulating strategies and executing will greatly determine how competitive an organization is.
Talent is special people who have abilities above average, even in a survey conducted by McKinsey, a talent can be 4 to 8 times more productive than his ordinary peers.
Therefore, talent management will be one of the focuses of top leaders in managing their business. The purpose of this research is to increase talent performance through an integrated development program to nurture and increase company competitiveness.
Research is carried out by identifying problems and analyzing the factors that affect talent performance and then designing a system to fix the existing problems. From the analysis of existing data, we find that improving talent performance requires a comprehensive approach. From this research we can also conclude that an integrated learning system is very effective in increasing competence and talent performance. The combination of formal and informal learning, theory and practice provides an effective learning system.
Keywords: Talent, Integrated Development, Performance Management, Competency Development, Talent Map
Ahmad Anwari
© Copyright 2021 by Ahmad Anwari All rights reserved
Ahmad Anwari DEDICATION
I dedicated this work for my beloved wife & children who supporting me to finish this study and also to management of PT United Tractors Tbk who gave me this opportunity
Ahmad Anwari ACKNOWLEDGEMENTS
I Would like to thank to Mr. Edhie Sarwono and all management of PT United Tractors, Tbk who gave me the opportunity and support to take a master's degree. I also would like to thank Mr. Dr. Gembong Baskoro, M.Sc, Mr. Edi Sofyan, B.Eng, M.Eng, Ph.D and Mr. Dena Hendriana B.Sc, S.M., Sc.D and all Lecturers who have very helpful in teaching and guiding me while studying in Swiss German University.
Ahmad Anwari TABLE OF CONTENTS
Page
STATEMENT BY THE AUTHOR ... 2
ABSTRACT ... 3
DEDICATION ... 5
ACKNOWLEDGEMENTS ... 6
TABLE OF CONTENTS ... 7
LIST OF FIGURES ... 9
LIST OF TABLES ... 11
CHAPTER 1 - INTRODUCTION ... 12
1.1 Background ... 12
1.2 Research Problems ... 29
1.3 Research Objectives ... 29
1.4 Significance of Study ... 29
1.5 Research Questions ... 29
1.6 Hypothesis ... 29
CHAPTER 2 - LITERATURE REVIEW ... 31
2.1 Definition of Talent ... 31
2.2 Talent as characteristics of people (Object approach) ... 31
2.3 Talent as People (Subject approach) ... 32
2.4 Why is talent important? ... 34
2.5 Talent Management ... 35
2.6 Talent Management Model ... 36
2.7 Talent Management Stages ... 38
CHAPTER 3 – RESEARCH METHODS ... 41
3.1 Research Framework ... 41
3.2 Scope of Study ... 42
3.3 Individual Performance Plan ... 43
3.4 Competency Directory ... 44
3.5 Individual Development Plan ... 45
3.6 Talent Mapping ... 47
3.7 Development Approach ... 51
Ahmad Anwari
CHAPTER 4 – RESULTS AND DISCUSSIONS ... 54
4.1 Competency Directory ... 54
4.2 Integrated Development Program (10-20-70 Method) ... 62
4.3 Talent Map ... 67
CHAPTER 5 – CONCLUSIONS AND RECCOMENDATIONS ... 76
5.1 Conclusions ... 76
5.2 Recommendations ... 77
GLOSSARY ... 78
REFERENCES ... 78
CURRICULUM VITAE ... 80
Ahmad Anwari LIST OF FIGURES
Figures Page
Human Capital Index 2020 ... 12
Global Talent Competitiveness Index 2020 Model ... 15
GTCI rankings in 2015–2017 and 2018–2020 ... 19
Talent growth-performance matrix ... 20
Indonesian Dream 2015 – 2085 ... 24
Triple-P Roadmap Strategy ... 27
Three Pillars of CoY’s People Management Strategy ... 27
CoX Group of Competencies ... 29
Framework for the conceptualization of talent ... 33
Relationship between quality of talent and business performance ... 34
BCG Talent Management Model ... 37
General Electric Talent Management Model ... 38
Research Method Flowchart ... 42
KPI as Individual Performance Plan ... 43
Detail KPI Item ... 44
Group of Competencies ... 45
Individual Development Plan Interface ... 46
Human Asset Value as a talent mapping ... 47
Bahavior Competencies Weight & Scale ... 49
Normal Distribution Curve ... 50
LinkedIn Workplace Learning Report ... 51
Evolution of Training & Development ... 52
70:20:10 Learning Model ... 54
Mentoring Program ... 64
Mentoring Participants Group by Behavior Competency Name ... 64
Total Innovation Project Group by Innovation Category and Participant Roles ... 65
Total Innovation Project Facilitator Group by Innovation Category ... 66
Ahmad Anwari
Talent Mapping ... 67
Relation between Employees Competency Increase and Talent Increase ... 68
Change in the number of talents in Q2 ... 70
Change in the number of talents in Q4 ... 71
Number of Talent 2019 vs 2020 Per Level ... 72
Top Talent percentage 2013 – 2020 ... 73
Talent Performance 2019 vs 2020 All Level ... 73
Talent Performance 2019 vs 2020 Per Level ... 74
Top Talent Composition by Age and by Position Level ... 75
Ahmad Anwari LIST OF TABLES
Table Page
Human Capital Index 2020 by Region ... 13
Global Talent Competitiveness Index 2020 Rankings ... 17
Best performers by income group: Lower-middle-income countries ... 22
Top 10 best performers by regional group (Eastern, Southeastern Asia and Oceania)23 Top 22 Best Practices to Improve Talent Process ... 41
Sample of Behavior Competency ... 56
Sample of Business Management Competency ... 58
Sample of Technical Operation Competency ... 59
Sample of English Literacy Competency... 60
Sample of Competency Matrix ... 61
Sample of Summary Online Formal Learning Report ... 62
Sample of Detail Online Formal Learning Report ... 63
Talent comparison 2019 vs 2020 ... 68
Competency name and increasing number of employees ... 69
