Talent Management in

Disruptive Era

HCD
Jakarta, July 2019
Telkom Group’s to be The King of Digital
Telkom Group’s ambition to be the King of Digital requires a new set of capabilities in order to meet the new corporate strategy
CORPORATE DIRECTIONS PORTFOLIOS STRATEGY PARENTING STRATEGY 10 CORP. INITIATIVES

Vision Be the King of Digital

in the Region

Mission Lead Indonesian Digital Innovation and

Globalization

Strategic
Top 10 Market Capitalization Telco in Asia-
Objectives Pacific by 2020

CEO STATEMENT HCM FRAMEWORK 5 YEARS HCM MILESTONE

FU HCM STRATEGY FRAMEWORK

▪ INCREASE
EMPLOYEE
PRODUCTIVITY
▪ 100% FUTURE
READY TALENT
▪ MEASURABLE
BUSINESS IMPACT
▪ DIGITAL CULTURE
ADOPTION

3
 Telkom Employee Journey
Journey Employee in Telkom Group

Company Develop Retain and Career

Episode Recruitment On-Boarding Off-Boarding Retirement
Branding People Motivate Management

Retain &
Recruit best Welcoming new Train & develop Prepare fit
motivate Make happy &
Attract to find talent for employees to employee to Clear & ensure retirement
Objective employee to positive retired
best talents current and engage with meet company employee career program for
give best employee
future demand organization business employee
achievement

Enterprise Value GPMP, GPDP, Nurturing Promotion and

Program GPIP, GPTP KDMP GPRP Graduation
Proposition GPSP Employee Mutation

Ingenium
Event
Website Diarium Esperantum Ingenium Ingenium
Program Socmed Ingenium Pension App
Recruitment E-learning Cognitium Diarium SKI / NKI
Advertising
Diarium
 6 Practices of Talent
Management From Telkom
#1 New way of recruit
To WIN High Performing Talents

REDEFINING RECRUITMENT CHANNEL INNOVATING OUR WAY TO ATTRACT BEST TALENT

Optimizing Recruitment website

to strengthen Employer Brand
and to attract New Generation
of Talent

Taking Recruitment dan

Retention Strategy to the next
level (less cost, best quality)
using Employee Referral
Scheme
Basic Rule:
a. Fresh Grad (Web/Reguler)
b. “New” (No-previous contact to
We “act differently” to successfully attract Digital tools and new technologies have Company)
and finding industry’s top talent for current given us a number of new ways to finding the
& future business right one

Welcoming New Type

of Workforce

M O R E C R E AT I V E , A C T I V E , A N D M A C H I N E B A S E D
#2 Succession Management
Proses Succession Mgt
❖ Succession Management bertujuan untuk memastikan
ketersediaan kandidat yang siap mengisi Key Strategic Position Identifikasi
Sourcing
(KSP) di perusahaan demi menjaga pencapaian strategi bisnis Posisi KSP dan
Successor
perusahaan sekaligus memberikan kejelasan dan kesempatan CP
pengembangan karir bagi karyawan Telkom Group;
❖ KSP hanya diperbolehkan diduduki oleh Top Talent baik Very High-
Potential atau High-Potential;
❖ Perusahaan sedapat mungkin mempersiapkan successor untuk Pengembangan Pemilihan
KSP lebih dari satu yang siap untuk menduduki posisi KSP dan Successor Successor

❖ Status kesiapan masing-masing successor direview secara berkala

dan direncanakan pengembangannya oleh pengelola talent agar
siap menjadi successor di waktu yang telah direncanakan.
Successor
Evaluasi
Deployment
 SUCCESSION PROCESS

Successor Successor Successor Successor Successor

Sourcing Selection Development Deployment Review

Sourcing Successor dari Program pengembangan tingkat keberhasilan dalam

Talent Pool disesuaikan disesuaikan dengan hasil pengisian Key Position dari
dengan JF dari masing2 profile match-up & successor yang sudah
posisi masukan komite karir direncanakan

Kriteria Successors, Pemilihan Successor

Tingkat kesiapan diutamakan yang statusnya
Successor, dan Jumlah Ready Now, ditetapkan
Successor untuk tiap Key oleh komite karir
Position
TALENT CLASSIFICATION
Program Pengembangan
Khusus Top Talent
diantaranya : GPDP, Talent
Mobility, GTP, Coaching, etc.
 #3: Clear & transparent CAREER system
Encouraging mobility, working in network of teams, and with flexible organization/ workforce
1. Managerial & Individual Contributor
BACKGROUND
1. Fast response for the impact of
disruption on business (flexible,
HCM INITIATE
open project, matrix, etc)
2. Mobility ease to all of TELKOM
Group
3. Develop Career by Passion and
Capability

REFERENCES & BP
2. Position Class TLKM CLUSTER PC General Principles:
BENCHMARK GROUP 1.Mutasi:
1. Josh Bersin: a.Within same Band Position; and
• 83% Company expect to have an 1 67 – 69 b.Within same Cluster or Higher;
Designing of multiple 2.Promosi:
“OPEN” or “HIGHLY” Flexible I 2 65 – 66
Career Path; career path available for a.1 Level higher from Current Band Position
Cluster; and
• 67% Company promote employee, factoring job 3 62 - 64
b.Movement to maximum at the same Cluster
specifications and Possibility
horizontal or project based career 1 61 from current Cluster
Movement
progression, compare to 33% employee’s preferences 3.Differentiation of Remuneration/ Role Category at
II 2 60 the same Cluster
promote vertical career 4.For Deputy position of GM/ SGM/ EGM/ EVP, It’s
movement 3 58 - 59 PC is 1 level below of GM/ SGM/ EGM/ EVP PC.
2. Deloitte:
• Proposed 4 primary approaches
in career management: 3. Job Function Example:
Digital Prod. & Strat. Planning
Structured, Flexible, Open, & Service
Bus. Dev
Transitory
Strat. Planning
Bus. Effective.
General
From To
Cor. Comm Affairs
Risk Mgt.

Risk Mgt. Supply chain Mgt

10
Source: Job Success Formula,
Finance (HATS) Education
Enhanced Carer Path – Dual Ladder
DEFINISI Jalur karir yang terdiri dari jalur karir Managerial Track dan jalur karir Individual Contributor

BP Managerial Track Individual Contributor Track Group of Staff

SENIOR SENIOR SENIOR
EVP, SVP SENIOR EXE SENIOR SENIOR SENIOR SENIOR PRINCIPAL SENIOR
SENIOR EXE FACULTY AUDITOR PRINCIPAL PRINCIPAL PRINCIPAL SENIOR SENIOR
I EGM, SGM, VP, OVP
AM
LEARNING
AM
MEMBER I UTAMA
PRINCIPAL
INNOVATOR
PRINCIPAL
DESIGNER
PRINCIPAL
DEVELOPER
TECHNICAL
INFRASTRUCTURE
ENGINEER
DATA DIGITAL
PRINCIPAL
EXPERT
ADVISOR 1 STAFF 1
ADMIN SCIENTIST PILLAR
EXECUTIVE PRINCIPAL PRINCIPAL PRINCIPAL PRINCIPAL
EXECUTIVE FACULTY AUDITOR PRINCIPAL PRINCIPAL PRINCIPAL PRINCIPAL SENIOR SENIOR
II GM, SM, OSM, AVP
AM
LEARNING
AM
MEMBER II MADYA INNOVATOR DESIGNER DEVELOPER
TECHNICAL INFRASTRUCTURE
ADMIN ENGINEER
DATA
SCIENTIST
DIGITAL
PILLAR
EXPERT ADVISOR 2 STAFF 2
Functional Technical
MGR Support SENIOR SENIOR SENIOR SENIOR
Support FACULTY AUDITOR SENIOR SENIOR SENIOR SENIOR DATA SENIOR SENIOR SENIOR
III OM
SO SO SENIOR AM LEARNING
AM
MEMBER III MUDA INNOVATOR DESIGNER DEVELOPER
TECHNICAL
ADMIN
INFRASTRUCTURE
ENGINEER
SCIENTIST
DIGITAL
PILLAR
EXPERT ADVISOR 3 STAFF 3

LEARNING FACULTY AUDITOR TECHNICAL INFRASTRUCTURE DATA DIGITAL

IV ASMAN OFF 1 OFF 1 AM
AM MEMBER IV PRATAMA I
INNOVATOR DESIGNER DEVELOPER
ADMIN ENGINEER SCIENTIST PILLAR
EXPERT

JUNIOR
AUDITOR JUNIOR JUNIOR JUNIOR
V SPV OFF 2 OFF 2 JAM 1
PRATAMA II INNOVATOR DEVELOPER
TECHNICAL
ADMIN
EXPERT

AUDITOR
VI OFF 3 JAM 2 PRATAMA New Digital Job Prefix
III

CAREER MOVEMENT
P Managerial Track
Promotion (P)
Rotation (R)
R R P
Group of Staff Individual Contributor
Career Path – Job Function
DEFINISI Jalur karir yang memperhatikan Job Function Karyawan dan Job Function posisi tujuan

Staff Level Medium - Senior

Career Path – Position Class
DEFINISI Jalur karir yang memperhatikan Position Class (PC) posisi tujuan dan dilakukan melalui pendekatan pengelompokkan PC yaitu
melalui Clustering pada setiap level Band Posisi
#4: Talent Mobility
Talent mobility is designed as part of talent development journey by optimizing wide organization &
various portfolio of Group’s business
GROUP INTERNAL MOBILITY
HiPo Talents Strategic MOBILITY
Business
Developmental Value

Leader INDIVIDUAL CONTRIBUTOR TRACK GROUP OF STAFF

Short Term Long Term or Stay BAND MANAGEMENT TRACK
PROFESIONAL EXPERTISE
SENIOR SENIOR
I EGM, SVP, SGM, VP
SENIOR
EXECUTIVE AM
SENIOR
PRINCIPAL EXPERT ADVISOR 1 STAFF 1

TELKOM GROUP SUBSIDIARY

PRINCIPAL SENIOR SENIOR
II GM, SM, OSM, AVP EXECUTIVE AM
Technical Experts/ EXPERT ADVISOR 2 STAFF 2

Supports

EXIT SYSTEM
SENIOR SENIOR SENIOR SENIOR
III MGR, OM OFFICER
SENIOR AM
EXPERT ADVISOR 3 STAFF 3

Short Term
IV ASMAN OFF 1 AM EXPERT

Business Value I N T E R N AT I O N A L Senior Advisor (Band I, II, III) :

Untuk karyawan dalam posisi trasisi /
V JUNIOR AM JUNIOR EXPERT
MOBILITY SPV OFF 2
transit

Senior Staff (Band I, II, III) :

Untuk karyawan yang tidak menduduki
posisi managerial maupun expert
VI - VII OFFICER 3 - Staff
Grading
Alignment

Remuneration
Alignment 14
#5 ESPERANTUM – Telkom people network
 A platform for new way of working
Esperantum merupakan sistem yang dibangun
agar karyawan dapat mengoptimalisasi
kemampuan expertisenya dalam berbagai
project temporer di unit yang membutuhkan
tenaga ahli.
Unit bisnis akan melakukan posting project
dengan kriteria expertise yang dibutuhkan
dimana karyawan dapat mendaftar dan
HOW TO ACCESS
bergabung dengan project tersebut.

Akses di http://esperantum.telkom.co.id
Who is Esperantum’s user?
Melalui intranet atau internet dengan
Semua karyawan yang memiliki NIK
menggunakan F5 atau Global Protect.
TelkomGroup. Untuk menjadi User, wajib login
dan melakukan input Field of Expertise
HOW DOES
ESPERANTUM WORK?

Ubis membutuhkan Expert

Project pekerjaan diposting
untuk menyelesaikan
di platform
pekerjaan

Unit Bisnis Expert

Expert mendaftar
Expert mengerjakan
Keahlian Expert sesuai project pekerjaan
project dan mendapatkan
dengan project pekerjaan.
reward ketika selesai
mengerjakannya
Implement Flexible Organization

Reform the organizational structure into centralized function, digitization, and flexible organization

STRUCTURED
O R G A N I Z AT I O N
F L E X I B L E O R G A N I Z AT I O N
Our Enabler for Talent Management
➢ Run in the Structured Organization
➢ Talent Option: Full Time Employee, Contract
➢ Policy: Recruitment, Career Management,
Succession Management, Internal Mobility
➢ Process: Planning, Sourcing, Selection,
Onboarding, Evaluation
➢ Run in the Flexible Organization
➢ Talent Option: Freelance, Gigs Worker,
Crowdsoucing
➢ Policy: Talent Demand, People Network
➢ Process: Market Place of Expert and Idea
 #6 How We Develop Great People
Leadership Development Program
Great People Development Program (GPDP)

GPDP I GPMP I Mission Statement

Preparing Great Leader who have strong character, strong leadership, have
vison on Digital Business, National and Global

GPMP II National Awareness EQ & SQ

Leadership EQ
GPMP III Character IQ & EQ
Business Insight IQ & EQ
Global Mindset IQ* EQ
GPMP IV
Individual Project
LCL (Leader Create Leader)*
GPMP V

Leader Create Leader (LCL) Societhal Need

enterprise Value Creation (EVP)
To boost sense of business
innovation from participants
Orientation (SNO)
Individual tribute to create the
Individual Value Creation to get
successor for the position insight from societhal environment
(continously)
Integrated Talent Management System Architecture

Integrated Talent Management System

Career Management
Talent Management

Talent Source Talent Profile Talent Cluster Key Strategic Position (KSP) Successor Candidate

Leadership Rank

Competencies
Talent Cluster

Fit n Proper
Sociometric
Eligibility

Experience

Aspiration

Shortlist

Sijab
Talent
Pool

Talent Top Talent

Talent Development Top Talent Development

Ingenium Data

Employee Succession Management Success

Reward Education Certification Assessment Discipline Sociometric
Career Plan Plan Career Plan Story
Talent Management Application
Ingenium: A Journey To Be A Great Leader
A clear & transparent people development and career system by matching employee needs, employee profile, and company requirements

Employee Involvement
KEY POINTS TO
ADDRESSED:
Talent Talent Talent KSP Successor Candidates
1. Maintain Employee Expectation And Source Profile Cluster

Management Proses
hopes 1. ‘Fulfillment’ Employee

Socio Contributor
Leadership Rank
2. As a talent sourcing (great leader) to Expectation

Process Result
Competencies
Talent Cluster

Experiences
2. Management Commit to

Talent

Aspiration
KBUMN.

Pool
Talent Top Talent

Eligibility
Top 3 horizontal and top 2
vertical movement
3. Simple Processes For
1. To increase the accuracy of Ingenium Management
Result: Two Ways Career Path, etc. Talent Top Talent
4. Get Great Leaders
2. To Integrate Telkom Ingenium to Development Development
ITMS BUMN.
Disclaimer:
Talent Management Career Management
“Karir di Telkom JELAS dan
Benefit for Employee: PASTI”
Better Insight of
Better insight of Career Plan Better Insight of Career Opportunity
Successor Position

Vacant Position
Managerial Career Plan (MCP)

Bidding Position
Employee Career Plan (ECP)

Succession Plan (SUC)

List of Successor
Candidates

Jelas/ Clear is enabled by providing career opportunity,

1.Employee has planned their Career through Ingenium (ECP) vacant positions & job bidding,
2.Employee can make their Career Plan to All Telkom Group 1. Managers have planned their Successor. Pasti/ Precise is enabled by having employee &
3.Managers have planned next career for their Subordinates 2. Easier for Manager to find successor from all of managers
(MCP) Employee. to plan career and successiors of targeted positions, 23
final decision is subject to be decided by Committee.
Talent Sourcing

Jumlah Karyawan di seluruh unit yang

menyelenggarakan KTU

Jumlah Unit yang menyelenggarakan Komite Talent

Jumlah Kandidat yang terpilih
Unit (KTU)
Talent Sourcing
Talent Profiling
Talent Classification
Career Management Formula

Formula Profile Match-Up

1
Eligibility

• Harus di ECPkan/
harus di MCPkan/
harus di SUCkan A
B C D E F
• Job Function Mobility
Map Talent Leadership Experience Competencies Aspiration Socio
Cluster Rank Contributor
• Berdasarkan Position
Class

• Career Road Map

• Length in BP (Vertical
Mobility)

• Length in Position
(Horizontal Mobility)

• Tidak dalam kasus atau

pembinaan (hanya untuk
promosi)
Individual Development Plan

Karyawan dapat melihat perencanaan pengembangan diri sesuai dengan

Cek Modul Development Plan untuk
kebutuhan kompetensi pada posisi yang ditarget. melihat secara lebih lengkap di sini.

Kompetensi yang ditampilkan pada fitur ini

merupakan kompetensi yang tidak memenuhi
syarat nilai atau yang belum dimiliki oleh
karyawan

Kompetensi yang sudah memenuhi syarat nilai

tidak akan di tampilkan

Nilai pada kotak hijau

menunjukkan nilai karyawan

Nilai pada kotak biru

menunjukkan nilai syarat pada
Setelah karyawan meng-klik salah satu kompetensi posisi tersebut.
akan muncul saran pelatihan yang harus diambil
Career Management - Selection