ABSTRAKUpaya penerapan seleksi terbuka dalam rangka mengatasi permasalahan dalam pengisian jabatan pada organisasi pemerintahan mengalami beberapa kendala yaitu biaya, waktu dan pembatasan. Oleh karena itu Kementerian Keuangan menerapkan program manajemen talenta pusat dalam pengisian jabatan untuk mengatasi permasalahan tersebut. Penelitian ini bertujuan untuk menggambarkan Penerapan Manajemen Talenta Pusat dalam Pengisian Jabatan di Kementerian Keuangan Republik Indonesia. Penelitian ini menggunakan pendekatan post-positivist, dengan dimensi-dimensi yang berasal dari tahapan manajemen talenta yang dikemukakan olah Rothwell untuk melakukan analisis yaitu get commitment, analyze the work and the people now mdash;and determine what talent means, recruit and select talent, evaluate performance, analyze the work and people needed in the future, evaluate potential, develop people, retain the best people, dan evaluate program results. Data diperoleh dari wawancara, dan studi kepustakaan pada dokumen-dokumen yang diterbitkan oleh Kementerian Keuangan. Hasil penelitian menunjukkan Penerapan Manajemen Talenta Pusat dalam Pengisian Jabatan di Kementerian Keuangan memiliki tahapan yang berbeda dengan tahapan yang dikemukakan oleh Rothwell. Hambatan dalam penerapan Manajemen Talenta di Kementerian Keuangan adalah terbatasnya kemampuan sumber daya manusia, perbedaan pemikiran pimpinan, anggaran pengembangan dan assessment center, dan ketersediaan mentor.
ABSTRACTImplementation of Open Selection in order to overcome the problems in position filling in the public institutions cause problems those are, cost, time and demarcation. Therefore the Ministry of Finance implements a central talent management program in filling the position to encounter the problem. This study aims to describe the Implementation of Central Talent Management in Position Filling in the Ministry of Finance of the Republic of Indonesia. This study uses a post positivist approach by using dimensions from the stages of talent management proposed by Rothwell to do analysis, ie get commitment, analyze the work and the people now and determine what talent means, recruit and select talent, evaluate performance , analyze the work and people needed in the future, evaluate potential, develop people, retain the best people, and evaluate program results. Data obtained through the interviews, and literature studies on documents issued by the Ministry of Finance. The results showed that the Central Talents Management in Position Filling in the Ministry of Finance has different stages with the stages proposed by Rothwell. Obstacles in the application of Talent Management in the Ministry of Finance are the limited ability of human resources, differences in leadership thinking, budget for development and assessment center, and the availability of mentors. |
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