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"Finding and retaining the right talent is an important issue for organizations worldwide. The definition of what is the right talent for the organization should be created first to make sure we recruit the right people and then the next question is what should be done after the right talent has been recruited? Skills Management Systems try to answer these questions by providing skills library and skills inventory for the organizations, thus the gap analysis between the available skills and ‘missing’ skills for the organization can be produced. This analysis accompanied with the prediction of skills demands in the future is a good base to develop a hiring policy and also development plans for the current employees. This paper describes the implementation of Skills Management System in a world-class research and development organization."

"ABSTRAK Penelitian ini bertujuan untuk mengidentifikasi pengaruh advancement dan employee ability terhadap intensi turnover karyawan di PT. CA dan dapat membantu manajemen untuk mengetahui faktor yang paling berpengaruh terhadap intensi turnover karyawan, serta memberikan masukan rancangan intervensi untuk mencegahnya. Penelitian ini dilakukan menggunakan pendekatan kuantitatif, dengan teknik pengambilan data menggunakan kuesioner dan terisi oleh 180 karyawan. Kuesioner dikembangkan berdasarkan Advancement (Nugent, 2009), Employee Ability (Robbins, 2008), dan Intensi Turnover (Mobley, 2008). Kuesioner yang telah dimodifikasi, lalu peneliti uji coba dan selanjutnya dianalisis itemnya dan didapatkan 87 item valid. Hasil penelitian menunjukkan bahwa variabel employee ability adalah yang variabel bebas yang paling mempengaruhi intensi turnover karena memiliki nilai Beta yang paling besar yaitu 0,637 dan paling signifikan karena memiliki nilai signifikansi yang jauh lebih kecil dari 0,05 yaitu sebesar 0,000. Berbeda dengan nilai Beta dan Sig. Pada variabel advancement yang hanya bernilai 0,095 dengan nilai sig. 0,103. Nilai signifikansi yang sebesar 0,103 memperlihatkan bahwa variabel advancement tidak mempengaruhi intensi turnover. Untuk menciptakan employee ability yang baik sehingga karyawan CA tidak melakukan turnover dari perusahaan. Dimensi employee ability yang memiliki nilai rata-rata yang terendah dimensi kemampuan ketrampilan. Hal tersebut mengarah mayoritas responden cenderung rendah kesediaan karyawan dalam menjalankan tugas-tugasnya sebagai karyawan di perusahaan. Berdasarkan fakta tersebut, maka dirancang program intervensi untuk meningkatkan kemampuan ketrampilan karyawan. Desain intervensi yang direkomendasikan yaitu pelatihan pengembangan soft skills yang difokuskan pada sosialisasi tentang perubahan.

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ABSTRACTThis study aimed to identify the influence of employee advancement and the ability to turnover intention of employees at PT . CA and can help management to determine the factors that most influence on turnover intention of employees , as well as providing input the design of interventions to prevent it . This research was conducted using a quantitative approach , with data retrieval technique using a questionnaire and filled by 180 employees . The questionnaire was developed based on the Advancement ( Nugent , 2009) , Employee Ability ( Robbins , 2008) , and Turnover Intention ( Mobley , 2008) . The questionnaire has been modified , then the trial and subsequent researchers analyzed item and obtained 87 valid items . The results showed that the ability of employee variable is the independent variable that most affect turnover intention because it has the greatest Beta value is 0.637 , and the most significant because it has a significant value which is much smaller than 0.05 is equal to 0.000 . Unlike the Beta value and Sig. At the advancement variables only worth 0.095 with sig . 0,103. Significance value of 0.103 shows that the advancement variable does not affect turnover intention. Employee abilities dimensions which have an average value of the lowest dimension is skill ability . This leads to the majority of respondents tend to lower the willingness of employees in carrying out his duties as an employee in the company . Based on these facts , the intervention program designed to improve employee skills ability . Design interventions that recommended is development of soft skills training that is focused on socialization of change."

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