TALENT MANAGEMENT HUMAN RESOURCES
MANAGEMENT
Dr. Amelia Naim, ST., MBA.
Dr. Dr. Dipl.-Ing. Rachman Sjarief, MM., SH., MH.
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INTRODUCTION
NAME :
UNIVERSITY :
HOBBY :
Copyright © 2011 Pearson Education
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Dr. Dr. Dipl.-Ing. Rachman Sjarief, MM., SH. MH.
•Dipl-.Ing .Maschinenbau
• As Senior Regional
Manager
• 19 Years Mercedes Benz
• 7 Years Schneider
Electric Asia Pacific
• 12 years SGU Lecturer
• Industrie Kaufmann
• MM - HRM
• SH Law
• MH - Law
• Dr. Education Management
• Dr. in HRM.
Experiences
Education
Skill
Hobbies
•Candidate Doctor in
Business Law
•Merpati Putih National
Trainer
• - Singing
Other
Activities
•
•
•
•
•
•
DIKSARMIL Rindam Jaya
Menembak Brimob Cikole
HUET – Lakespra Diving Club
Indonesian Navy Diving Club
LEAN SIX SIGMA Expert
ISO 9000, 14000, 18000
Auditor
• Lecturer in UPJ, IPMIMBA, PRASMUL.
• Coach – Facilitator in
China, Vietnam,
Singapore, Thailand,
Malaysia and Indonesia
HP : 0895 161 30477
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Class Agreement
1. On time please
2. One discussion
3. Two ways Communication
4. Camera On
5. Fun but focused
6. ??
Copyright © 2011 Pearson Education
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STUDENT ASSIGNMENT:
PLEASE BUILD 4 WORKING GROUPS
CONSIST OF 2-3 PERSON
Group Talent Management
Regular MBA
Group 1 :
Case: 1 and 5 ( Session 2 and 4)
Final assignment :Recruitment and Interview
Group 2 :
Case: 2 and 6 ( Session 2 and 4)
Final assignment : Training and Development
Group 3 :
Case : 3 and 7 ( Session 3 and 6)
Final assignment : Performance appraisal
Group 4 :
Case : 4 and 8 ( Session 3 and 6)
Final assignment : Industrial Relation – Labor Union
Group Talent Management
Excecutive MBA
Group 1 :
Case: 1 and 5 ( Session 2 and 4)
Final assignment :Recruitment and Interview
Group 2 :
Case: 2 and 6 ( Session 2 and 4)
Final assignment : Training and Development
Group 3 :
Case : 3 and 7 ( Session 3 and 6)
Final assignment : Performance appraisal
Group 4 :
Case : 4 and 8 ( Session 3 and 6)
Final assignment : Industrial Relation – Labor Union
Case Study
• Case1: Transforming Verizon 2015 : Going
above the Network
• Case 2: Rolls-Royce in Singapore: harnessing
the power of the ecosystem to drive growth
• Case 3: Citibank - Performance Evaluation
• Case 4: Gap Inc.: Refashioning Performance
Management
• Case 5: Leadership Development at Goldman
Sachs
• Case 6 : Indian Metal Company’s Talent
Management Dilemma
• Case 7: Megalith Inc. – Hay Associates (A&B)
Reward System and the Role of Compensation
Reward Performance
• Case 8: Human Resources at Hewlett Packard B
Final Assignment
Webinar about Your
Project
1.
2.
3.
4.
Will be held at the end of Session (8)
Coordinated and managed by students
Present Your Project
Presentative – Change agent from the related company will
be invited.
5. Project about Improvement proposal from your chosen
companies, related to Personal Planning, Recruitment,
Training and development, Performance appraisal,
Remuneration, Culture and others.
Evolusion of Human Resources
Management
Human
Capital
Human Resources
Management
Labor Manager
1914-1944
Welfare Officer
1945-1979
Personal
Deparment
1990 - 2000
Talent
Management
HR Business
Partner
2000-now
1978-1990
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Talent
Danie Joubert
Talent is a person’s power ability to repeatedly
inspire and arouse emotion in other people.
The arousal is not a once off thing.
The inspiration and arousal of emotion e.g.
• happiness,
• joy,
• wonderment,
• excitement,
could be through all kinds of sources and channels
for example through the leader’s speech and tenor
voice, the lyrics to a song, a beautiful architectural
design or well produced motion picture or an
excellent sport or business.
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Talent
Mark Wilcox
Talent consist of individuals who can
make a difference to organizational
performance either through their
immediate contribution or, in the longerterm by demonstrating the highest levels
of potential.
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Management
Dessler
The Management process consists of
five steps:
1. planning,
2. organizing,
3. staffing,
4. leading,
5. and controlling.
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Talent Management
Dessler
There are some activities that should be performed by the managers in
relation to human resources management and talent management:
1. Conducting job analysis,
2. planning labor needs,
3. recruiting job candidates,
4. selecting job candidates,
5. orienting new employees,
6. training employees,
7. managing wages and salaries,
8. providing incentives and benefit,
9. appraising performance,
10.communicating (interviewing, counselling and disciplining),
11.developing managers, and
12.building employees relation/engagement
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