ISCRBM 3rd International Seminar 2019, Master of Management FEB UI Discussed Change in Talent Management in the Digital Age
Nino Eka Putra ~ Humas FEB UI
JAKARTA – The Master of Management of FEB UI together with the MM Indonesia Program Alliance (APMMI) once again held its major activity, the Seminar of Contemporary Research on Business and Management (ISCRBM) which took place in the MM Auditorium, on (27-29 / 11/2019).
The 3rd ISCRBM International Seminar was held with the theme “Building Indonesia Talent Management” and was opened by Arief Wibisono Lubis as the Acting Chairperson of the Department of Management and Chairman of the Bachelor of Management Study Program. This seminar presented speakers from practitioners who were experts in their fields such as President ABEST21 and leaders of Maybank & Telkom. This event was also a form of understanding of MM leaders in Indonesia towards changes in HR management in the digital era. A form of study of understanding of MM alumni users.
President of ABEST21, Fumio Itoh gave a keynote speech that there were predictions for 2020 regarding prospective workers not being able to meet company expectations of professional management requirements. Improving the quality of educational and research activities is carried out through business schools that aim to develop management professionals.
The development of professional management competencies in business schools in Asia is an important thing to do. “The company needs for education / MBA graduates are needed by companies today, especially for manager functions related to professional management requirements and the gap between company expectations and the actual conditions of the company,” said Fumio Itoh.
Director of Human Resources of PT. Bank Maybank Indonesia, Tbk, Irvandi Ferizal in a panel discussion session said Indonesia was already facing a shortage of middle managers, but by 2020, the gap between supply and demand would reach 56 percent. By 2020, Indonesia’s top companies will only be able to fill around half of their entry-level jobs with qualified candidates.
“Building management talent and business transformation for the future that is ready for global developments in terms of labor supply & demand, workforce flexibility, capability management, implementation in business practices using the Omni channel, impact-based (more than event-based) in talent management, make sure execution is consistent & appropriate for talent,” he added.
Vice President Human Capital Development Telkom Group, Nizar Hamid in a panel discussion session conveyed that the digital workforce plan carried out by Telkom Indonesia was divided into three parts, firstly building which means meeting the digital capability needs that must be owned by the company in the long run and becoming the core digital business. Second, buying, which means to meet the needs of digital capabilities for companies where these capabilities have not been able to be met from within the Company and needed in the near future. Third, borrowing which means the principle is the same as the buying strategy, with different borrow sources originating from Business to Business (B2B) cooperation or through freelance.
“The behavioral guidance tool for digital talent that is based on Telkom Indonesia’s corporate culture, including collaboration conducted with internal and external parties that focus on shared goals, openness of tolerant behavior and open to criticism / suggestions, desire to purpose behavior to understand the purpose and objectives of the task / tasks performed include behavior considering all the challenges that will be faced, experimentation of experimental behavior that is shown in the form of thought, and self organized behavior that shows confidence in carrying out the task independently and is responsible for everything that will be carried out,” he concluded. (Des)
