Excellence through Culture, Talent & Change...Excellence through Culture, Talent and Change Company...
Transcript of Excellence through Culture, Talent & Change...Excellence through Culture, Talent and Change Company...
Excellence through Culture, Talent, and Change
2020
Jakarta ■ Hong Kong ■ Hangzhou
Excellence through Culture, Talent & Change
Introduction to Our Services
Excellence through Culture, Talent and Change
Company Introduction / 2020 �2
We are a Psychological based Management Consulting
CHANGEisthebusinesssurvival,CULTUREisthemarketdifferen3ator,andTALENTisthecompe33veadvantage
Excellence through Culture, Talent and Change
Company Introduction / 2020 �3
Born and grew up in Indonesia
10 years in China
14 years in Germany
Top 3 university in China
Who pursue his dream to develop a strong Indonesian’ Human Capital
It was started with one person
Then establish the team to build his own consultancy firm…
Which then decided to shift for an academic career as a professor
A Twenty Years Journey of Excellence
Excellence through Culture, Talent and Change
Company Introduction / 2020 �4
International Best Practices, Scientific Approach, & Local Wisdom
Professional Academic
China
Jakarta, Hangzhou, Hong Kong
Germany
Germany
Austria
Indonesia
China
France Vietnam
Liechtenstein
Switzerland
Excellence through Culture, Talent and Change
Company Introduction / 2020 �5
Project References* only selected list and not complete
International Track Record with Leading Enterprises
Delivering diverse projects in 15+ different countries with business leaders from Asia, Europe & US
Excellence through Culture, Talent and Change
Company Introduction / 2020 �6
Our approach in assisting our clients ensuring measurable
resultsOverthelasttwentyyears,Dr.TjitraandhisteamhavecollectedInterna3onalprojectexperiencesattheglobal,regionalandna7onallevelintheUS,EuropeandAsiawithseniorleadersfromoverfortycountries
Excellence through Culture, Talent and Change
Company Introduction / 2020 �7
Tailor-Made Solution with clear objectives and in-depth understanding at the beginning of the cooperation
1
2
3
4
Objective Agreement on Project Objective & Expected Results
Analysis Deep Understanding on Clients’ Current Situation
Design Process and Method Design
Evaluation Evaluation and Follow Up5
Execution Project Implementation
Expected Results
Excellence through Culture, Talent and Change
Company Introduction / 2020 �8
Tjitra & associates Generic Consultancy Process
Preliminary Study
OrgAlign e.g. In-depth interview, focus group discussion, organizational survey, document analysis, on-the-job observation, ability/personality test, etc.
Expected Result
Workshop / Trainshop e.g. Strategic workshop, cross-cultural communication and cooperation trainshop, leadership development and team effectiveness workshop, etc.
Project / Team / Individual Coaching, Adaptation, Follow-Up and Evaluation
Agreed on Objectives Analysis & Agreement Ensuring Sustainable Impact Measurable Result
General Approach for Tailor-Made Solution Exploration and Implementation
Main Intervention
Excellence through Culture, Talent and Change
Company Introduction / 2020 �9
Our Product Mapping : Optimizing Service & Consultation
ANALYSIS CONCEPTION IMPLEMENTATION
Strategic Alignment Analysis
Organizational Diagnostic
Strategic Workshop
OrgAlign(Strategic Management Process
for Organizational Alignment)A
Org. Structure
Job Description Workflow
C&B Career Management
Comm. Platform
Vision Mission Value
Excellence Program Positioning
Strategic Planning
BSC Mapping
Strategic Initiative
Performance Management
Competence Model
Org. Learning
Assignment Process & Policy
Cross-Culture Training
Employee Development
Change Leadership
Culture Program Monitoring & Evaluation
Recruitment &
Learning Development Retention
HR AdminHR Policy
STRATEGIC PLANNINGB
ORGANIZATION DESIGNC
PERFORMANCE D
DIVERSITY & INTERNATIONAL ASSIGNMENT
E
ORGANIZATIONAL TRANSFORMATIONF
TALENT MANAGEMENTG
OPERATIONAL EXCELLENCEH
Culture Talent Change
Skill Matrix
Excellence through Culture, Talent and Change
Company Introduction / 2020 �10
Our Services aim to Support our Client to Achieve Excellence through Culture, Talent and Change
International Process, Policy &
Strategy
Cross - Culture Communication &
Collaboration
Operational Excellence
TalentManagement
Performance Acceleration
Organization Design OrgAlign
Strategic Planning
Culture Talent Change
Excellence through Culture, Talent and Change
Company Introduction / 2020 �11
Talent Management & Leadership Development:
Unleashing Indonesia’s promising future“Globaliza3onhaschangedusintoacompanythatsearchestheworld,notjusttosellortosource,buttofindintellectualcapital-theworld'sbest
talentsandgreatestideas”
Jack Welch, Chairman & CEO of GeneralElectric between 1981 - 2001
Excellence through Culture, Talent and Change
Company Introduction / 2020 �12
The 2 days Workshop to Build Leaders’ Personal Commitment based on Agreed Business Matrix for a Global Fortune 500
Preliminary Study OrgAlign
Expected ResultStrategic Workshop Follow up
Agreed on Objectives Analysis & Agreement Ensure Sustainable Impact Measurable Result
Our Approach for Tailor-Made Solution Exploration and Implementation
Main Intervention
Day 1 Day 2
Optional : Joint Dinner & Informal Discussion
Break
Objective, Expectation and Agenda
Welcome & Introduction Business Focus
Knowing & Understanding Leadership Profile
Presentation on Previous Workshop Review & Employee Survey GroupWork,Presenta3on&PlenaryDiscussion
Situational Analysis Discussion
Lunch
Break
Leaders Presentation: Current Business Focus
Reflection, Feedback & Closing
Personal Development, Agreement, and Action Plan
Leadership Profiling: Big 5 & Holland ShortLecture,Q&A,PeerReflec3on,
PlenaryDiscussion
Transformational Leadership, Belbin Team Roles ShortLecture,PlenaryDiscussion
Discussion on Business Matrix GroupWork&Presenta3on
Action Plan & Wrap Up
Business Matrix
BEST
PRACTICE
Excellence through Culture, Talent and Change
Company Introduction / 2020 �13
Three 1.5-Day Workshops within One Year Aiming at Improving Managerial, Cultural and Team Effectiveness for APAC Top Management Team
• Participants are all top management team members at the region of APAC.
• The serial of workshops aim to improve the effectiveness and efficiency of cooperation between the members of the APAC management team.
Effective Management & Team Building
• Managing, performing, and living (Malik, 2000)
• Current status and issues
• Five core issues were identified
Being Effective& Get Focused
Trust & Awareness
1 2 3
• Habits of highly effective manager (Div. Authors)
• Focus on few • Belbin Team Roles • Personal development plan
• Assessment of strengths and challenges
• Outdoor games • Collegial coaching
Main concepts developed for meeting our client’s expectationsBEST
PRACTICE
EXPECTED RESULTS - Clarifying goals, improving team synergy, and solving current problems
- Discovering potential and leveraging strengths across different countries
- Having open discussion within the team, especially on negative issues
- Learning teamwork skills and tools to improve effectiveness
- Developing action plan for further implementation
Excellence through Culture, Talent and Change
Company Introduction / 2020 �14
Selected Assessment Tools & Instruments
HOGAN Personality Assessment• 15FQ+ questionnaire provides a
comprehensive assessment of personality in a familiar framework.
• It measures the same 16 personality factors discovered by Cattell but has been fully updated and tailored for use in the business world, with higher reliability and validity.
• The 15FQ+ also reports on the Big Five personality factors, and a number of useful additional areas such as Leadership Style, Team Roles, and Career Themes.
• Key features:
- In-depth personality assessment
- Completed on-line in less than 30 minutes
- Range of Chinese and international norms
- Available in Chinese and English
• The Hogan assessments predict job performance by assessing normal personality, derailment characteristics, core values, and cognitive reasoning ability.
• The assessments are grounded in decades of research and evaluate every major job family from bank teller to CEO.
15 FQ+
Belbin Team Roles Inventory• Belbin Team Roles Inventory measures individual’s preference
for nine team roles: Chairman, Shaper, Generator, Thinker, Company person, Networker, Team worker, Completer.
• It is used for measuring diversity in terms of different team role preference, selecting for new team members, creating of project teams or starting new enterprises, etc.
Career Anchor• Career Anchor represents individual’s unique combination of
perceived career competence, motives, and values.
• 40-item questionnaire could be completed online within 20 minutes.
• Eight career anchors are identifiedService / Dedication to a cause
Excellence through Culture, Talent and Change
Company Introduction / 2020 �15
OrgAlign Method Strategic Management Process
for Organizational AlignmentAllmencanseethesetac7cswherebyiconquer,but what none can see is thestrategyoutofwhichvictoryisevolved- Sun Tzu
Agenda
1
2
3
4
Excellence through Culture, Talent and Change
Company Introduction / 2020 �16
Brief Introduction to OrgAlign TM Method
OrgAlignTM Method Strategy Framework
Core Process of OrgAlign TM Method
Project References Using OrgAlign TM Method
Excellence through Culture, Talent and Change
Company Introduction / 2020 �17
Brief Introduction to OrgAlign TM Method
Excellence through Culture, Talent and Change
Company Introduction / 2020 �18
Optimalize the Benefit through OrgAlign TM Method
OBJECTIVES:
BENEFITS:
• Agreement on organizational purpose and actionable plan to achieve the goals • Solid starting point for organizational transformation through:
➡Better understanding of organizational challenges and strengths, both internal & external through data-based derived discussion
➡Higher sense of belonging from each participants through: ✦ Facilitating equal contributions and mutual understanding in the discussion between different parties ✦ Each participant could see his/her contribution and identify himself/herself with the jointly agreed principle
Gap analysis between current condition and
future vision
Problem mapping & priority in the level of
organization
Examination of organization's
characteristics to understand its role in supporting vision &
Excellence through Culture, Talent and Change
Company Introduction / 2020 �19
OrgAlignTM Method Strategy Framework
Excellence through Culture, Talent and Change
Company Introduction / 2020 �20
From Action Based to Data - Driven Decision Making
Work Best When: The issue is Clear
The data is reliableThe context is structured
Work Best When: Situation is novel and confusing
Work Best When: Many elements
have to be combined into
Creative Solutions
Decision Making Approaches
Deductively
“THINKING FIRST”
Diagnose —> Design —> Decide —> Do Eq: Established
Production Processes
Eq: New Product Development
“DOING FIRST”
Iteratively
“SEEING FIRST”
Inductively
Eq: DisruptiveTechnologies
Insight —> Action
By Henry Mintzberg and Frances Wesley (2001)
Act —> Think
Excellence through Culture, Talent and Change
Company Introduction / 2020 �21
Core Process of OrgAlign TM Method
Excellence through Culture, Talent and Change
Company Introduction / 2020 �22
Core Process Framework of OrgAlign TM
3
1Strategic Alignment Analysis 2 Organizational
Diagnostic
StrategicWorkshop
Current Analysis
Problem Mapping & Priority Action Plan
Discipline Implementation Gaining Result
Excellence through Culture, Talent and Change
Company Introduction / 2020 �23
Strategic Alignment Analysis in OrgAlign TM Method
Interview Summary oleh Tjitra & associates
Tanggal: 2Januari2014
Responden: XXX
Pewawancara: Tjitra&associates
Dikirim ke: XXX
Copy: Dr.HoraTjitra
Topik 1: Lingkungan Kerja & Pengalaman Kerja Internasional
• Lulusan dari Teknik Mesin UI • 2004 : Mulai bekerja di XXX sebagai Production Supervisor • Pernah melaksanakan kunjungan kerja ke Thailand dan Jepang untuk membeli mesin
• Pernah mengikuti training ke Thailand atas penugasan perusahaan
Topik 2: Tujuan Organisasi dan Bisnis - Jangka Pendek dan Jangka Panjang
Jangka pendek: • Pencapaian target (angka) yang telah ditetapkan
‣2017 : 500 juta USD (revisi dari target sebelumnya karena adanya deep dive)
‣2015 : 250 juta USD
‣2013 : Targetnya 138 juta USD, tercapai 106 juta USD - bisa jadi karena turunnya rupiah terhadap dolar, serta adanya internal issue
• Ekspansi area dan sarana pendukung / mesin
“Target angka tersebut tidak mungkin tercapai jika tidak ada ekspansi area” “XXX - dengan negara sebesar ini - dibandingkan dengan Thailand, alat - alatnya jauh tertinggal”
• Kestabilan manpower
“Keseimbangan belum terjaga. Tahun lalu - yang masuk banyak, yang keluar juga banyak”
Jangka panjang: • Utilisasi pangsa pasar Indonesia
“Bertumbuh bersama dengan pertumbuhan (ekonomi) Indonesia, mengingat pangsa pasar Indonesia yang masih besar”
Harapan pribadi: • Employer branding
“Ingin XXX dikenal, seperti Honda. Sekarang jika ditanya orang bekerja di mana, jarang ada yang tahu XXX”
Interview Guideline
A. Perkenalan
Saya ________ dari Tjitra & associates, sebuah konsultan manajemen dengan fokus tema di bidang Culture, Talent & Change. Terima kasih banyak untuk kesediaan dan waktu berpartisipasi dalam wawancara yang akan dilaksanakan kurang lebih selama 60 menit ke depan. Tujuan dari wawancara ini adalah untuk mendapatkan pemahaman yang lebih baik akan situasi organisasi terkini dari PT Indah Jaya / Spinmill. Kesimpulan wawancara akan kami kirimkan kepada Anda dalam waktu 2 hari kerja, dan akan sangat membantu bila Anda bisa melakukan konfirmasi terhadap isi wawancara tersebut dalam waktu 2 hari. Respon Anda akan dijaga anonimitas dan kerahasiaannya, hasil akan diberikan kepada manajemen dalam bentuk kesimpulan umum.
Namainterviewee :_________________________ Departemen :_________________________Jabatan :_________________________ Email :_________________________
B. PertanyaanWawancara1. Latar belakang dan pengalaman kerja
• Bisakah Anda menceritakan sekilas informasi mengenai diri Anda ?
(Pendidikan, area kerja, latar belakang/pengalaman kerja sebelumnya, pengalaman dalam bergabung di Indah Jaya / Spinmill - berapa tahun)
• Apa yang membuat Anda bergabung dengan Indah Jaya / Spinmill ?
• Mohon ceritakan sekilas mengenai pekerjaan Anda saat ini, serta tugas & tanggung jawab Anda
2. Tujuan Organisasi & Kontribusi • Ceritakan pemahaman Anda mengenai tujuan jangka pendek dan tujuan bisnis perusahaan
• Bagaimana dengan tujuan jangka panjang perusahaan
• Di mana Anda ingin melihat Indah Jaya / Spinmill dalam waktu dekat ?
• Apa yang dapat menjadi kontribusi Anda secara pribadi ?
3. Hal - hal apa yang membuat nyaman / betah di Indah Jaya / Spinmill ?
4. Hal - hal apa yang masih perlu diperbaiki / apa harapan terhadap perusahaan ? • Apa kesulitan yang timbul dalam melaksanakan pekerjaan ?
• Apa yang Anda lakukan untuk menghadapi kesulitan tersebut ?
• (seandainya) ada penawaran dari tempat lain, apa yang menjadi faktor bagi Anda untuk mempertimbangkan pindah ?
5. Critical challenge dan faktor kesuksesan • Sejauh Anda memahami Indah Jaya / Spinmill, apa yang dapat menjadi critical challenge agar bisa
meraih kesuksesan (atau bisa lebih sukses) ?
• Apa yang menjadi faktor kesuksesan agar bisa meraih kesuksesan (atau bisa lebih sukses) ?
6. Masa depan Indah Jaya / Spinmill • Bagaimana Anda membayangkan masa depan Indah Jaya / Spinmill ?
7. Adakah yang ingin Anda tambahkan untuk topik yang baru kita diskusikan ?
Terima kasih banyak untuk waktu dan partisipasi Anda dalam wawancara ini.
�
InterviewGuideline
Interview Summary Organization Flash Analysis - Indah Jaya / Spinmill
by Tjitra & associates
Tanggal:
Interviewee: IndahJaya/Spinmill:
Interviewer: Tjitra&associates:
Dikirim kepada:
Topik 1: Latar Belakang Interviewee & Pekerjaan saat ini
�
InterviewSummary
1
• In - depth Interview &
Focus Group Discussion
• Ethnographic
Observation
A n a l y s i s f r o m b o t h management & employee’s understanding on current s t a t e & o r g a n i z a t i o n a l purpose, from the viewpoints of:
• Leadership• Corporate Culture
METHOD OBJECTIVE
Excellence through Culture, Talent and Change
Company Introduction / 2020 �24
Culture Diagnostic : Organizational Diagnostic Type C2
• In - depth Interview & Focus Group Discussion
• Ethnographic Observation• Questionnaire
METHOD OBJECTIVE
• Analysis on current practice and envisioned corporate culture
• Knowing the values embraced by employees using qualitative and quantitative method
ConceptualizationStrategic WorkshopCulture Survey Dissemination Implementation
Interview Summary oleh Tjitra & associates
Tanggal: 2Januari2014
Responden: XXX
Pewawancara: Tjitra&associates
Dikirim ke: XXX
Copy: Dr.HoraTjitra
Topik 1: Lingkungan Kerja & Pengalaman Kerja Internasional
• Lulusan dari Teknik Mesin UI • 2004 : Mulai bekerja di XXX sebagai Production Supervisor • Pernah melaksanakan kunjungan kerja ke Thailand dan Jepang untuk membeli mesin
• Pernah mengikuti training ke Thailand atas penugasan perusahaan
Topik 2: Tujuan Organisasi dan Bisnis - Jangka Pendek dan Jangka Panjang
Jangka pendek: • Pencapaian target (angka) yang telah ditetapkan
‣2017 : 500 juta USD (revisi dari target sebelumnya karena adanya deep dive)
‣2015 : 250 juta USD
‣2013 : Targetnya 138 juta USD, tercapai 106 juta USD - bisa jadi karena turunnya rupiah terhadap dolar, serta adanya internal issue
• Ekspansi area dan sarana pendukung / mesin
“Target angka tersebut tidak mungkin tercapai jika tidak ada ekspansi area” “XXX - dengan negara sebesar ini - dibandingkan dengan Thailand, alat - alatnya jauh tertinggal”
• Kestabilan manpower
“Keseimbangan belum terjaga. Tahun lalu - yang masuk banyak, yang keluar juga banyak”
Jangka panjang: • Utilisasi pangsa pasar Indonesia
“Bertumbuh bersama dengan pertumbuhan (ekonomi) Indonesia, mengingat pangsa pasar Indonesia yang masih besar”
Harapan pribadi: • Employer branding
“Ingin XXX dikenal, seperti Honda. Sekarang jika ditanya orang bekerja di mana, jarang ada yang tahu XXX”
Interview Guideline
A. Perkenalan
Saya ________ dari Tjitra & associates, sebuah konsultan manajemen dengan fokus tema di bidang Culture, Talent & Change. Terima kasih banyak untuk kesediaan dan waktu berpartisipasi dalam wawancara yang akan dilaksanakan kurang lebih selama 60 menit ke depan. Tujuan dari wawancara ini adalah untuk mendapatkan pemahaman yang lebih baik akan situasi organisasi terkini dari PT Indah Jaya / Spinmill. Kesimpulan wawancara akan kami kirimkan kepada Anda dalam waktu 2 hari kerja, dan akan sangat membantu bila Anda bisa melakukan konfirmasi terhadap isi wawancara tersebut dalam waktu 2 hari. Respon Anda akan dijaga anonimitas dan kerahasiaannya, hasil akan diberikan kepada manajemen dalam bentuk kesimpulan umum.
Namainterviewee :_________________________ Departemen :_________________________Jabatan :_________________________ Email :_________________________
B. PertanyaanWawancara1. Latar belakang dan pengalaman kerja
• Bisakah Anda menceritakan sekilas informasi mengenai diri Anda ?
(Pendidikan, area kerja, latar belakang/pengalaman kerja sebelumnya, pengalaman dalam bergabung di Indah Jaya / Spinmill - berapa tahun)
• Apa yang membuat Anda bergabung dengan Indah Jaya / Spinmill ?
• Mohon ceritakan sekilas mengenai pekerjaan Anda saat ini, serta tugas & tanggung jawab Anda
2. Tujuan Organisasi & Kontribusi • Ceritakan pemahaman Anda mengenai tujuan jangka pendek dan tujuan bisnis perusahaan
• Bagaimana dengan tujuan jangka panjang perusahaan
• Di mana Anda ingin melihat Indah Jaya / Spinmill dalam waktu dekat ?
• Apa yang dapat menjadi kontribusi Anda secara pribadi ?
3. Hal - hal apa yang membuat nyaman / betah di Indah Jaya / Spinmill ?
4. Hal - hal apa yang masih perlu diperbaiki / apa harapan terhadap perusahaan ? • Apa kesulitan yang timbul dalam melaksanakan pekerjaan ?
• Apa yang Anda lakukan untuk menghadapi kesulitan tersebut ?
• (seandainya) ada penawaran dari tempat lain, apa yang menjadi faktor bagi Anda untuk mempertimbangkan pindah ?
5. Critical challenge dan faktor kesuksesan • Sejauh Anda memahami Indah Jaya / Spinmill, apa yang dapat menjadi critical challenge agar bisa
meraih kesuksesan (atau bisa lebih sukses) ?
• Apa yang menjadi faktor kesuksesan agar bisa meraih kesuksesan (atau bisa lebih sukses) ?
6. Masa depan Indah Jaya / Spinmill • Bagaimana Anda membayangkan masa depan Indah Jaya / Spinmill ?
7. Adakah yang ingin Anda tambahkan untuk topik yang baru kita diskusikan ?
Terima kasih banyak untuk waktu dan partisipasi Anda dalam wawancara ini.
�
InterviewGuideline
Excellence through Culture, Talent and Change
Company Introduction / 2020 �25
Management Diagnostic : Organizational Diagnostic Type M
• Review on 6 basic management function:➡Strategic Planning➡Sales & Marketing
➡Production➡SCM➡HR➡Finance &
Accounting
Analysis on function’s current level & organizational needs:
• Administrative, or
• Consultative, or
• Strategic
� �
Management Diagnostic Checklist HR Department
Guideline on Using the Checklist: 1. Start with understanding the organisation structure on each function 2. Process with the basic workflow on each main process 3. Understand more on each incumbent’s work area (eq. on HR function: Recruitment, Training,
Personnel, CnB) 4. Understand more on KPI for each work area
LEVEL
Administrative Consultative Strategic
Keyword: Reactive, Efficient Keyword: Active, Professionalism Keyword: Proactive, Entrepreneurship
• Operational • Expertise in function • Impact orientation, business excellence
• Respond to request, administrative efficiency
• Proactivity, monitoring & measurement • Synergistic, improving performance
• Taking responsibility because of JD • Included in giving opinion for management
• Influencing management decision
NOTES & CONCLUSION
ORGANIZATION DEVELOPMENT
Level: Administrative / Consultative / Strategic
Exist ? Documented ? Who is the PIC ? Notes
Yes No Yes No
Organization Structure
Organizational Levelling & Grade
How many ?
Job Description
Management Process / Workflow
!Nama File
Strategic Planning
Sales & Marketing
Production
Supply Chain Management
Human Resources & General AffairsFinance & Accounting
METHOD OBJECTIVE22
Administrative Level
Consultative Level
Strategic LevelCurrent Condition
Organizational Needs
Excellence through Culture, Talent and Change
Company Introduction / 2020 �26
Synergizing Functions in Achieving Organizational Purpose
Effectiveness
Efficiency
Added Value
Administration
Consultative
Strategy
• Reactive
• Efficient
• Active
• Professionalism
• Proactive• Entrepreneurshi
p
Sales & Marketing
Production
Supply Chain Management
Strategic Planning
Human Resources & General Affairs
Finance & Accounting
Line Business
Support
Dave Ulrich, 1997
Transformation on structure, processes & technology
2
Excellence through Culture, Talent and Change
Company Introduction / 2020 �27
Strategic Workshop in OrgAlign TM Method3
• Theoretical framework
• Analysis & Problem solving
• Tools & Instruments
• Analysis & Problem solving
Input
Output
Facilitated Process
• Gap analysis between current situation & future vision
• Problem mapping & priority in the level of organization
• Guided plenary discussion & group work to increase intra team understanding & team synergy
METHOD OBJECTIVE
Excellence through Culture, Talent and Change
Company Introduction / 2020 �28
Project References Using OrgAlign TM Method
Excellence through Culture, Talent and Change
Company Introduction / 2020 �29
Notable OrgAlign TM Method Implementation for Our Clients
‣ One Team, One Voice, One World
Understanding current strength & challenges on organization, building cohesive
management team to accelerate cross functional collaboration
‣ Building Foundation for Accelerating Growth
Understanding current strength & challenges on organization, building cohesive
management team
‣ Learning Culture Rejuvenation to Facilitate Strategic Growth
Define organizational learning culture in order to facilitate strategic business
transformation
Excellence through Culture, Talent and Change
Company Introduction / 2020 �30
Talent Management: Unleashing Indonesia’s promising future
“Globaliza3onhaschangedusintoacompanythatsearchestheworld,notjusttosellortosource,buttofindintellectualcapital-theworld'sbest
talentsandgreatestideas”
Jack Welch, Chairman & CEO of GeneralElectric between 1981 - 2001
Excellence through Culture, Talent and Change
Company Introduction / 2020 �31
Learning & Development built the base of our Talent Management Approach
Corporate Strategy Aligning business strategy and
organizational development & culture
Competence Model Hard- and soft-skills required by
different roles and responsibilities
Based on
Assessment
Training & Development
Learning Transfer
Evaluation
Learning, Training and Development
Performance Management
360 Feedback, Value System,
Balance Scorecard
Relevant to Impacts on
Measurable Results
Career & Promotion
Excellence through Culture, Talent and Change
Company Introduction / 2020 �32
Tjitra & associates supports individual talent at the senior executives and middle management levels:
• Diverse training workshop for the senior executives at the global and national level on leadership, teamwork, personal effectiveness, communication, emotion management, key account management etc.
• Training workshop for people developer on international assignment, corporate T&D, and management development program.
• Assessment and coaching for senior leaders in Asia Pacific with diverse psychological tools.
Our solution put the talent in the center of the process and our expertise covers the whole talent value chain
RELATIONSHIP: Building trust and clarifying expectations and goals
Reviewing existing data and identifying
key strengths and challenges
ASSESSMENT & REFLECTION
LEARNING ROADMAP
Identifying the channels,
resources, and methods
DEVELOPMENT PLAN
Feedback discussion and
development of coaching plan
ACTION & ADAPTATION
Implementation on the agreed plan and continuous
reviewing
EVALUATION
Evaluation of the coaching process and exit (second
phase) plan
Experiences in real working situation
CONCRETE EXPERIENCE
Coaching approach on learning and self-growth
Excellence through Culture, Talent and Change
Company Introduction / 2020 �33
Assessment Center for Talent Selection and Development
1
Organization and job position analysis • Understanding corporate culture • Analyzing job’s roles and responsibilities • Identifying the right competence model • Exploring job success profile
2
Assessment center preparation • Specifying assessment tools (develop eligible
tools and materials if necessary) • Identifying assessors (1 chairman + 1
psychologist + 1 administrator + * assessors) • Training for the assessors, role players (and
observers)
3
Assessment center implementation • Conducting assessment center • Assessor (+ observer) conference
4
Result report & Feedback • The assessment center for selection
- Deliver selection report
• The assessment center for development: - Deliver development report and feedback - Facilitate development action planning
Our solution starts ...
Selected talent
BEST
PRACTICE
• Assessment Center process starts by having the right understanding of the critical success and fit factors
Excellence through Culture, Talent and Change
Company Introduction / 2020 �34
Assessment Center Sample Process
• Identify corporate value and competence
• Identify critical success factors and job competence
• Invite candidate(s) • Train assessors
• In-depth interview
• Strategic presentation
• Evaluation system
• GRT: Cognitive ability test
• 15FQ+ Personality test
Objective & Analysis Design & Implementation FeedbackBEST
PRACTICE
Excellence through Culture, Talent and Change
Company Introduction / 2020 �35
Selected Assessment Tools & Instruments
HOGAN Personality Assessment• 15FQ+ questionnaire provides a
comprehensive assessment of personality in a familiar framework.
• It measures the same 16 personality factors discovered by Cattell but has been fully updated and tailored for use in the business world, with higher reliability and validity.
• The 15FQ+ also reports on the Big Five personality factors, and a number of useful additional areas such as Leadership Style, Team Roles, and Career Themes.
• Key features:
- In-depth personality assessment
- Completed on-line in less than 30 minutes
- Range of Chinese and international norms
- Available in Chinese and English
• The Hogan assessments predict job performance by assessing normal personality, derailment characteristics, core values, and cognitive reasoning ability.
• The assessments are grounded in decades of research and evaluate every major job family from bank teller to CEO.
15 FQ+
Belbin Team Roles Inventory• Belbin Team Roles Inventory measures individual’s preference
for nine team roles: Chairman, Shaper, Generator, Thinker, Company person, Networker, Team worker, Completer.
• It is used for measuring diversity in terms of different team role preference, selecting for new team members, creating of project teams or starting new enterprises, etc.
Career Anchor• Career Anchor represents individual’s unique combination of
perceived career competence, motives, and values.
• 40-item questionnaire could be completed online within 20 minutes.
• Eight career anchors are identifiedService / Dedication to a cause
name of product / year
Our Latest Books ! Research based books on Leadership & Global Talent
…Basedon18yearsintensiveresearchofGlobalIndonesian
20182013
2020Indonesianmodelofchangeleadership, Derived from interview with Indonesian well - known business leader who successfullyleadinglargescalechange
7Indonesianculturestandard:an indigenousresearch on the cultureand
behaviours of Indonesian workers and leaders,
and how thesecharacteris3csinterplay when Indonesians work in cross-cultural teams
Success stories as well as lesson learned from Indonesian business leaders
building their cross-cultural career. “BeGlobal”goestotheindividuallevel,
itsabouthavingaglobalmindsetandcompetencies2014
HOST&FOUNDER
CO-FOUNDER&SPONSOR
Offices Location and Contact
Contact Person: Nur Fitri MairaEmail : [email protected]
Hong Kong:31/F, Tower One, Times Square 1 Matheson Street, Causeway Bay, HONG KONGPhone +852 2824 8521
Hangzhou:Suite 810, Guangyin Plaza, 42 East Fengqi Rd.,Hangzhou 310010 P.R. CHINAPhone + 86 571 8763 1203
JAKARTA:
SOHO @ Podomoro City 39/F Unit 29 Jl. Letjen. S. Parman Kav. 28Jakarta 11470 INDONESIAPhone + 62 21 5016 5050
www.tjitra.com tjitra_associatesTjitra & associates
Excellence through Culture, Talent and Change
Company Introduction / 2020 �37