"we try to make jobs fit around people rather than make people fit around jobs."

1. Sharing Session:
Managing Talent
www.humanikaconsulting.com

2. Seta A. Wicaksana
0811 19 53 43
wicaksana@humanikaconsulting.com
• Managing Director of Humanika Amanah
Indonesia – Humanika Consulting
• Managing Director of Humanika Bisnis
Digital – HABIT apps
• Ahli Senior di Komite Kebijakan Pengelolaan
Kinerja Organisasi dan SDM (KPKOS) Dewan
Pengawas BPJS Ketenagakerjaan
• Wakil Dekan II dan Dosen Tetap Fakultas
Psikologi Universitas Pancasila
• Pembina Yayasan Humanika Edukasi
Indonesia
• Penulis Buku “SOBAT” Elexmedia Gramedia
2016
• Organizational Development Expertise
• Pengembang Alat Tes minat bakat BRIGHT
dan Sistem Tes Psikologi berbasis aplikasi
HITS dan HABIT
• Sedang mengikuti tugas belajar Doktoral (S3)
di Fakultas Ilmu Ekonomi dan Bisnis
Universitas Pancasila Bidang MSDM
• Fakultas Psikologi S1 dan S2 Universitas
Indonesia
• Mathematics: Cryptology sekolah ikatan
dinas Sandi Negara

3. At Facebook, we try to be a strengths-based
organization, which means we try to make
jobs fit around people rather than make
people fit around jobs. We focus on what
people's natural strengths are and spend our
management time trying to find ways for them
to use those strengths every day.
Sheryl Sandberg
Chief Operating Officer

4. Learning Organization Framework
Sustainable
Business
Excellence
Competi
tiveness
Human
Well
Being
LEARNING
INNOVATING
Culture / Values
Communication
People
INNOVATION
Organization
Direction and
Philosophy
Productivity
(wicaksana, 2014)

5. Human Capital Paradigm
• HC Practices: Creating Values … and
Better Legacy
• Business Excellence: Leadership and
System are Success Factors
• Competencies: Developing Gap or
Developing Strength for Business
Excellence
• Competitive advantages: From
Productivity to Innovation through
Learning and Managing Change
• Business Sustainability: Concept 
Practices  Knowledge  Share
Knowledge (Knowledge Management
System)

6. HC Practices: Creating Values … and Better Legacy
In the long run, your human
capital is your main base of
competition. Your leading
indicator of where you're
going to be 20 years from now
is how well you're doing in
your education system.
-Bill Gates

11. Getting Sustainable Engagement:
“My Team are My Customer”

12. Human Capital:
Creating Values Journey
Individual Teamship Organization Societal
Sustainable
Business
Excellence
Competi
tiveness
Human
Well
Being
LEARNING
INNOVATING
OrganizationDirectionand
Philosophy
Key Issues :
Professionalism
Key Issues :
Synergy
Key Issues :
Leadership
Key Issues :
Inspiring
(wicaksana, 2017)

13. Employer Branding

14. Business Excellence:
Leadership and System are
Success Factors

15. What is Sustainable Business Excellence

16. BUSINESS
PROCESS
Organizational
structure
JOB EVALUATION &
GRADING
COMPETENCY
MODEL
PERFORMANCE
MANAGEMENT
JOB
DESCRIPTION
CAREER
MANAGEMENT
MANPOWER
PLANNING
TALENT
MANAGEMENT
COMPENSATION
AND BENEFIT
RECRUITMENT
ASSESSMENT
SUCESSION PLAN
LEARNING AND
DEVELOPMENT
HRM Keterangan:
Short
Mid
Long
16
HRM and Performance Management

17. Leadership

19. Situational Leadership

21. Competencies:
Developing Gap or Developing
Strength for Business Excellence
Teaching is the only major occupation of man for
which we have not yet developed tools that
make an average person capable of competence
and performance. In teaching we rely on the
'naturals', the ones who somehow know how to
teach.
- Peter Drucker

24. Self
Interpersonal (Competency): Attitude,
Emotional, Communication Skill, Self
management, Time management,
Creative Problem Solving
Intrapersonal (Potency)
Interest: Direction (RIASEC)
Talent: Aptitude and Personality
MOTIVATION (DRIVE)
Human Capital
Claudia Goldin, Department of Economics Harvard University and National Bureau of
Economic Research.
“…is the stock of knowledge, habits, social and
personality attributes, including creativity, embodied
in the ability to perform labor so as to produce
economic value.”
World Bank Human Capital Index
In October 2018, the World Bank published the Human
Capital Index (HCI) as a measurement of economic success.
The Index ranks countries according to how much is invested
in education and health care for young people. The World
Bank's 2019 World Development Report on The Changing
Nature of Work showcases the Index and explains its
importance given the impact of technology on labor markets
and the future of work.
Human capital is the backbone of human development and economic development in every nation. Mahroum
(2007) suggested that at the macro-level, human capital management is about three key capacities: the capacity to
developtalent, the capacity to deploy talent, and the capacity to draw talent from elsewhere.

25. “Success is no accident. It is hard work,
perseverance, learning, studying, sacrifice and
most of all, love of what you are doing or
learning to do. “
- Pele
Human Capital
Individual Level
Interpersonal Skill
(Soft Skill) Training
Unit 1 : Prepare for IndependentLiving:
 Personal Growth
 Character Building
 Responsible Citizenship
 Lifespan Development
 Goal Setting
 Motivation
Unit 2: Interpersonal Skills
 Communication Skills
 Teamwork and Leadership Skills
 Peer Pressure and Refusal Skills
 Conflict Resolution Skills
 Creative Problem Solving
 Emotional Intelligence
 Etiquettes
Experiences (Time)

26. Human Capital
Team Level
• Characteristics of Effective
Teams
• Development & Learning
Teamwork Skills
• Building and Maintaining Teams
• Collaborative Communication
• Managing Conflict
• Creative Problem Solving
• Monitoring Team Development
Followership
Leadership

29. Leadership
SOBAT Leadership Program
Self Leadership
Objectives : focus on
increasing self awareness
and using that knowledge
to become more effective
as a leaders
Effective Team
Member
Objectives : Faocus on
contributes individual
capabilities to
achievement of a group
objectives and work
effectively with others in a
group setting.
Team
Leadership
Objectives : focus on
leadership as the art of
influencing and working
effectively through others
Working in
Business
Objectives : focus on
helping leader appreciatte
how all parts of
organization are
systematicaly, connected
and inter-related
Working on
Business
Objectives : focus on being
role model in excellence
around strategy, culture,
and Inspiring others, group
, organization, business
and and environment and
society
(wicaksana, 2010)

30. 0. None - lack of competence in a specific topic
1. Basic – an understanding of concepts and
fundamentals with some initial practical
application
2. Intermediate - a solid conceptual understanding
with some practical application
3. Advanced - significant conceptual knowledge
with practical experience in performing a
defined activity/task at a consistently-high
standard
4. Expert - extensive knowledge, perfected skill
and prolonged experience in performing a
defined activity/task at the highest standard
Competency:
from Knowledge and Skill to Ability

31. Competitive advantages:
From Productivity to
Innovation through Learning
and Managing Change

32. Competitiveness

33. Changing Roadmap
SOBAT LEAD
(Learning & Development)
Start
Order
Breakthrough
Accelerate
Transform

34. Business Sustainability:

37. Change will not come if we wait for some
other person or some other time. We are the
ones we've been waiting for. We are the
change that we seek.
- Barack Obama

38. Learning and Giving for Better Indonesia