ABSTRAKTugas akhir ini bertujuan untuk rnengoptimalkan program talent management di dalam
suatu sistem pengembangan SDM. Program talent management berdasarkan hasil
pcnilaian kinerja tahunan dan asesmen kompetensi mengumpulkan karyawan potensial
dan kompeten kedalam kelompok talent pool.
Model nperasionl pemecahan masalah pengoperasiaon talent management menggunakan
infotrnasi yang diperoleh dari hasil observasi dan wrwancara dengan karyawan yang
terlibat dalam talent pool maupun yang bukan, para atasan dan para pengelola program
pengembangan SDM , serta berdasarkan pada beberapa refcrensi yang berhubungan
dengan Human Resource Management. kompetensi, talent management, teori motivasi
expectancy dari Vroom (1964) dan expectancy - value dari Atkinson(l978).
Dari analisis metode SWOT terhadap hasil wawancara dan observsi disimpulkan bahwa
keluhan karyawan dari kelompok talent pool, non talent pool, pcngclola talent
management dan para atasan terdapat kendala pada faktor komunikasi, komitmen para
pimpinan dan sistem pengolah data. Dua rekomendasi solusi yang ditawarkan adalah 1)
melakukan pcrbaikan sektoral dad setiap program kegiatan pengembangan SDM 2)
membangun terlebih dahulu sistem yang tcrintegrasi sehingga pelaksanaan sektoral
kegiatan pengembangan SDM tidak menghadapi kendala operasional. Pcmilihan solusi
sangat terganttmg pada sudut kepentingan perusahaan saat ini dalam menetapkan
prioritas perbaikan.
ABSTRACTThe goal of final assignment/paper is to optimize the talent management program in a
system of human resource development program. The talent management program is
based on a yearly perfonnancc appraisal. Competency assessment is also done oi' which
result classifies potential and competent employees into a talent pool.
Operational model to solve the implementation of talent management problem is done by
using the infomation which is collected through an interview and observation. Its result
is involved in a talent pool and non talent pool, the superior and the Talent Management
Department Staffs. Theoretical approaches usecl human resource management,
competency, talent management, motivation of expectancy (Vroom, 1964) and
expectancy - value (Atkinson,l978).
Based on SWOT analysis, the result of interview and observation concluded that there
were grievances of the people from talent pool, non talent pool, the superior and the staffs
of Talent Management Department which encountered any obstacle factors in
communication, superior commitment and data infomation system. Two alternative
recommendations are proposed : 1) To improve parallel the each step from the
development activities, 2) To develop integrated system first to make easy the
implementation of operational system. The choice of the altemative depends on the
company policy.
T34112-Tachrul Tjondro.pdf :: Unduh