Human Resources Management Evolution & Challenge

Presentasi berjudul: "Human Resources Management Evolution & Challenge"— Transcript presentasi:

1 Human Resources Management Evolution & Challenge
Presented by: Yunus Triyonggo Magister Management - UKI 1 March 2018 Jakarta

2 About me.. S-1 Teknologi Industri Pertanian IPB
S-2 Magister Management UNDIP S-3 Manajemen Bisnis IPB HR Trainee – Manager : PT Indofood Sukses Makmur, Tbk. (9 years) Personnel & GA Manager : PT HM Sampoerna, Tbk. (1 year) HRBP : PT Unilever Indonesia, Tbk (8 years) VP HR : PT Nestle Indonesia (2 years) Chief of Human Capital Development : PT Sierad Produce, Tbk (until now) Hobbies : badminton, jogging

3 Flow of presentation Current situation HRM Evolution
ASEAN Economic Community 2015 Way forward

4 HR today Talent readiness Linked performance management with business
Globalization of HR From HR to Human Capital

5 Evolution of Human Resources Management
HISTORICAL PRESENT FUTURE HR Business Parterning Ulrich Model Share Service ERP System Business Focused Solution Customer Segmentation Business Analytics On demand personal HR Generalist HR Line Manager support Industrial Relations Union & Risk Protections Welfare Forms & Employees

6 IMPACT OF THE GLOBAL ECONOMY ERA of the KNOWLEDGE WORKER
New world facing by HR IMPACT OF THE GLOBAL ECONOMY These shifts will drive HR‟s adaptation for survival.. ERA of the KNOWLEDGE WORKER THE IMPACT OF TECHNOLOGICAL INNOVATION This will be the world in which HR must evolve and adapt ... The HR Technologist Increasing Complexities in the LEGAL and REGULATORY Arena STRATEGIES for ATTRACTING and RETAINING Employees of the Future THE CHANGING WORKFORCE Traditionalists, Baby Boomers, Generation X and Generation Y (Source : Raw Henson, 2009)

7 Stakeholder views on HR
? Source : Thought Leadership Whitepaper, IBM Corporation (2014)

8 What CEOs Really Want from HR?
Just a quick REALITY CHECK! Employers want HR to address strategic issues involving the competitiveness and performance of the firm…more than the role of protector and administrator

9 Six Competencies that Matter Most
Source : Dave Ulrich (2012)

10 ASEAN Economic Community Pilar
1 Free flow of goods Free flow of services Free flow of investment Free flow of capital Free flow of skilled labor Single Market and Production Base 2 Competitive Economic Region 3 Free flow of skilled labor Equitable Economic Development 4 Integration into the Global Economy

11 INDONESIA A Glimpse... SINGAPOREAN MALAYSIAN HIRED VIETNAMESE

12 Milestones Signing SK Menakertrans 9 September14 KONVENSI 21 July 14
SK Tim Perumus & Tim Verifikasi 23 Dec 13 Penyerahan Surat PMSM Core Team Pra-Konvensi 29-30 April 14 Pelatihan & Penyusunan SKKNI 28 Feb – 4 March 14

13 Indonesia HR Profession Competency Model
Pengadaan SDM Strategi dan Perencanaan Pengelolaan Sumberdaya Manusia Layanan Administrasi dan Sistem Informasi Pekerja Hubungan Industrial Remunerasi Kinerja & Karir Manajemen Talenta Pembelajaran dan Pengem- bangan SDM Pengembangan Organisasi Integritas Kepemim- pinan Manajemen Relasi Orientasi pelayanan pelanggan Konsultasi Kerjasama Tim Komunikasi Pemahaman Bisnis B A H S I N D O E P R F MSDM Yunus Triyonggo, 2014 (PMSM Indonesia) Indonesia HR Profession Competency Model

14 TIGA PILAR UTAMA PENGEMBANGAN SDM BERBASIS KOMPETENSI
DAN BERBUDAYA INDONESIA STAKEHOLDERS SKKNI/KKNI Budaya Indonesia Indonesia Budaya DIKLAT KOMPETENSI SERTIFIKASI KOMPETENSI LEMDIKLAT KOMPETENSI LEM.SERTIFIKASI PROFESI

15 Institution/ Consultant
Stakeholders Mapping BNSP Government HR Practitioners ASEAN regional alignment Workers’ competitiveness As “Instansi Teknis” of MSDM Competency Standard Opportunity for competency development Go global Competency standard User for licensing LSP and MRA Union/ Society HR Profession Competency Development HR Profession Association Competent HR Professional Strengthen HR capability Integrity of prefession Industry HR Experts Competent HR Professional Development opportunity User feedbacks HR Certification Institution/ Consultant Universities Strengthen HR capability Refresh HR Expertise Synchronize the curriculum Align with the HR development strategy Synchronize the curriculum Align with the HR development strategy

16 Way forward.. Develop & Implement HR Competency Development Framework
Synchronize all stakeholders’ interests HR profession association maintains the profession quality

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