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Ditemukan 4 dokumen yang sesuai dengan query
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Aulia Yusuf
Analisis Strategi Pengembangan Talenta pada Biro SDM Sekretariat Jenderal Kementerian Keuangan = Talent Development Strategy Analysis at the Bureau of Human Resources Management, Secretariat General of the Ministry of Finance
"Skripsi ini bertujuan untuk menganalisis strategi pengembangan talenta pada Biro SDM Sekretariat Jenderal Kementerian Keuangan serta hambatan dan tantangan yang dihadapi dalam implementasi pengembangan talenta tersebut. Teknik pengumpulan data dilakukan dengan wawancara mendalam dan studi kepustakaan. Berdasarkan hasil analisis, pengembangan talenta dilaksanakan dalam tiga tahapan yaitu prapengembangan, pengembangan dan monitoring, dan evaluasi. Strategi pengembangan talenta pada Biro SDM Sekretariat Jenderal Kementerian Keuangan dilakukan dengan menggunakan dua metode yakni metode on-class training dan off-class training yang diharapkan dapat mendukung talenta untuk mencapai kompetensi yang diharapkan secara efektif dan efisien. Adapun hambatan dan tantangan yang dihadapi adalah jumlah calon talenta yang cukup besar sehingga dibutuhkan upaya yang lebih keras untuk melakukan seleksi, terdapat sejumlah inkonsistensi regulasi dengan Kementerian PAN-RB, dan kesulitan dalam mengoptimalkan pemanfaatan potensi SDM talenta yang sudah teridentifikasi.
......This thesis aims to analyze the talent development strategy at the Bureau of Human Resources Management, Secretariat General of the Ministry of Finance as well as the obstacles and challenges faced in implementing the talent development. This study uses the concept of talent management but only focuses on talent development. The data collection was carried out using in-depth interviews and literature study. Based on the results of the analysis, talent development is carried out in three stages, namely pre-development, development and monitoring, and evaluation. The talent development strategy at the Bureau of Human Resources Management, Secretariat General of the Ministry of Finance is carried out using two methods, namely the on-class training and off-class training methods which are expected to support talents to achieve the expected competencies effectively and efficiently. The obstacles and challenges faced are the large number of talent candidates requires extra efforts to conduct the selection process, a number of regulatory inconsistencies between the Ministry of Finance and the Ministry of Administrative Reform, and difficulties in further utilizing the identified talents."
Depok: Fakultas Ilmu Administrasi Universitas Indonesia, 2021
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UI - Skripsi Membership  Universitas Indonesia Library
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Dimas Yusuf Putra R.
Pengaruh talent development terhadap succession planning dengan innovative behavior sebagai variabel mediasi di kantor pusat PT. Bank Rakyat Indonesia (Persero) Tbk = The effect of talent development on succession planning with innovative behavior as a Mediation variable in PT. Bank Rakyat Indonesia (Persero) Tbk head office
"ABSTRAK
Tujuan dari penelitian ini adalah untuk menjelaskan pengaruh talent development terhadap succession planning yang dimediasi oleh innovative work behavior di perusahaan. Penelitian ini mengaplikasikan tiga teori utama, teori talent development oleh Panda & Sahoo, succession planning oleh Friedman, dan teori innovative work behavior oleh Howell. Penelitian ini menggunakan pendekatan kuantitatif dengan pengumpulan data melalui metode survei dengan memakai total sampling pada talent pool perusahaan. Jumlah responden yang ada didalam penelitian ini berjumlah 128 orang. Penelitian ini menggunakan teknik analisis data structural equation modeling dengan pendekatan partial least square. Penelitian ini menggunakan analisis statistik inferensial confirmatory factor analysis two step order melalui algoritma aplikasi SmartPLS. Hasil penelitian menunjukkan bahwa talent development mempengaruhi succession planning secara positif signifikan dan akan lebih kuat dengan adanya intervensi dari innovative work behavior sebagai variabel mediasi yang memberikan pengaruh pada hubungan antara talent development dengan succession planning.
ABSTRACT
The purpose of this research is to explain the effect of talent development on succession planning with innovative work behavior as a mediation variable in a company. This research applied three main theories which are the theory of talent development by Panda & Sahoo, the succession planning by Friedman, and also the theory innovative work behavior by Howell. This research used a quantitative approach to gather the data by utilizes a survey method which then implementing total sampling on the companys talent pool. Total respondents in this research are 128 employees. This research uses structural equation modeling as a data analysis techniques with partial least square approach. This research uses confirmatory factor analysis two step order through the SmartPLS application. The quantitave result showed that talent development positively affect succession planning significantly and would be stronger with the intervention of innovative work behavior as a mediating variable that had an influence on talent development towards succession planning."
2018
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UI - Skripsi Membership  Universitas Indonesia Library
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Ika Mulatsih Fauziah
Pengaruh Talent Development terhadap Job Satisfaction, Job Performance, dan Affective Commitment dengan dimediasi oleh Distributive Justice dan dimoderasi Procedural Justice pada Karyawan Lembaga Regulator Industri Keuangan (LARIK) Indonesia = The Effect of Talent Development on Job Satisfaction, Job Performance, and Affective Commitment mediated by Distributive Justice and moderated by Procedural Justice on Employees of the Indonesian Financial Industry Regulatory Institution (LARIK)
"Tantangan perekonomian Indonesia saat ini semakin kompleks sehingga peran regulator industri keuangan menjadi sangat penting karena kebijakan yang diambil berdampak pada seluruh rakyat dan kredibilitas pemerintah. Dalam melaksanakan peran tersebut diperlukan karyawan yang kompeten sehingga harus dipastikan pengembangan karyawan melalui talent development dilakukan dengan perencanaan dan strategi yang baik. Pelaksanaan talent development dan persepsi keadilan yang dirasakan karyawan dapat mempengaruhi job satisfaction, task performance, dan affective commitment karyawan. Tujuan penelitian untuk mengetahui pengaruh implementasi talent development terhadap job satisfaction, task performance, dan affective commitment dengan distributive justice sebagai mediator dan procedural justice sebagai moderator di Lembaga Regulator Industri Keuangan (LARIK) Indonesia dengan Stuctural Equation Modeling (SEM). Data penelitian didapatkan dari 464 karyawan LARIK dengan kuesioner online. Penelitian menemukan bahwa talent development berpengaruh positif terhadap job satisfaction, task performance, dan affective commitment. Penelitian juga mengungkapkan bahwa distributive justice memediasi parsial pengaruh dimaksud. Hasil lainnya yaitu procedural justice memoderasi hubungan distributive justice terhadap job satisfaction, task performance, dan affective commitment. Selanjutnya, implikasi manajerial dan praktikal dari temuan tersebut didiskusikan.
......The challenges of the Indonesian economy are currently increasingly complex, so the role of the financial industry regulator is very important because the policies taken have an effect on all people and the credibility of the government. In carrying out this role, competent employees are needed so it must be ensured that employee development through talent development is carried out with good planning and strategy. The application of talent development and perceptions of employee fairness can effect job satisfaction, task performance, and affective commitment. This research purposes to determine the impact of talent development implementation on job satisfaction, task performance, and employee affective commitment with distributive justice as a mediator and procedural justice as a moderator in the Indonesian Financial Industry Regulatory Institution (LARIK) with structural equation modeling. The research data were obtained from 464 LARIK employees using an online questionnaire. Research has found that talent development has a positive effect on job satisfaction, task performance, and affective commitment. Research also reveals that distributive justice mediates this partial effect. Another result is procedural justice moderating the relationship of distributive justice to job satisfaction, task performance, and affective commitment. Next, the managerial and practical implications of these findings are discussed."
Depok: Fakultas Ekonomi dan Bisinis Universitas Indonesia, 2021
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UI - Tesis Membership  Universitas Indonesia Library
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Ghazali Akbarnajah Hermastho Wibowo
Analisis Implementasi Talent Management Sebagai Bentuk Intervensi Dalam Pengembangan Organisasi (Studi di Kementerian Perencanaan Pembangunan Nasional/Badan Perencanaan Pembangunan Nasional Republik Indonesia) = Analysis of the Implementation of Talent Management as a Form of Intervention in Organizational Development (Study at the Ministry of National Development Planning/National Development Planning Agency of the Republic of Indonesia)
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Di kondisi saat ini, organisasi atau instansi sektor publik perlu melakukan pengembangan untuk meningkatkan efektivitas dan efisiensi dalam menjalankan pemerintahan. Salah satu bentuk intervensi yang dapat dilakukan adalah intervensi manajemen sumber daya manusia melalui talent management. Salah satu instansi yang penting untuk menerapkan talent management adalah Kementerian Perencanaan Pembangunan Nasional/Badan Perencanaan Pembangunan Nasional (Kementerian PPN/Bappenas) sebagai instansi perencana pembangunan nasional. Tujuan dari penelitian ini adalah untuk menganalisis sejauh mana implementasi talent management, sebagai bentuk intervensi dalam pengembangan organisasi di Kementerian PPN/Bappenas. Penelitian ini merupakan penelitian deskriptif yang menggunakan pendekatan kuantitatif dengan paradigma post-positivist. Dimensi yang digunakan berasal dari teori implementasi talent management sebagai bentuk intervensi manajemen sumber daya manusia menurut Cummings & Worley yang terdiri dari: coaching and mentoring, career planning and development, leadership and management. Data penelitian diperoleh dari wawancara mendalam dan studi pustaka. Hasil dari penelitian ini adalah implementasi talent management sebagai bentuk intervensi dalam rangka pengembangan organisasi masih dalam tahap pembentukan kebijakan berupa Peraturan Menteri (Permen) terkait pedoman talent management beserta infrastruktur pendukungnya. Kendati demikian, terdapat aspek-aspek tertentu dalam implementasi talent management termasuk yang terkait dengan dimensi yang dikemukakan oleh Cummings & Worley. Aspek tersebut menjadi kekuatan atau peluang bagi Kementerian PPN/Bappenas dalam mengimplementasikan talent management disamping adanya beberapa kendala yang dihadapi.

 

In current conditions, public sector organizations or agencies need to carry out developments to increase effectiveness and efficiency in running government. One form of intervention that can be carried out is human resource management intervention through talent management. One of the important agencies for implementing talent management is the Ministry of National Development Planning/National Development Planning Agency (Ministry of National Development Planning/Bappenas) as the national development planning agency. The aim of this research is to analyze the extent to which talent management is implemented as a form of intervention in organizational development at the Ministry of National Development Planning/Bappenas. This research is descriptive research that uses a quantitative approach with a post-positivist paradigm. The dimensions used come from the theory of implementing talent management as a form of human resource management intervention according to Cummings & Worley, which consists of: coaching and mentoring, career planning and development, leadership and management. Research data was obtained from in-depth interviews and literature study. The result of this research is that the implementation of talent management as a form of intervention in the context of organizational development is still in the policy formation stage in the form of a Ministerial Regulation (Permen) regarding talent management guidelines and supporting infrastructure. However, there are certain aspects in implementing talent management, including those related to the dimensions proposed by Cummings & Worley. This aspect is a strength or opportunity for the Ministry of National Development Planning/Bappenas in implementing talent management despite several obstacles faced.

 

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Depok: Fakultas Ilmu Administrasi Universitas Indonesia, 2023
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UI - Skripsi Membership  Universitas Indonesia Library