LEADERSHIP DEVELOPMENT<br />presented for<br />HR FORUM PRASETIYA MULYA<br />By CAHYANUL USWAH<br />WäRTSILä Indonesia<br ...
Mission, Vision and Strategic Goal<br />Wärtsilä is a global leader in complete lifecycle power solutions for the marine a...
WäRTSILä  Indonesia<br /><ul><li>2 Divisions	: Services & Power Plant
Engine Installed	: 2373MW, Active 1751 - Not active 270 - Standby 352
Services Offered	:</li></ul>		   - Engine Services (Engine Relocation, Engine Rehabilitation, Engine Fuel Conversion)<br /...
4    © Wärtsilä   06 July 2011   FGH <br />Human Resource Highlights to 2015<br /><ul><li>Build world class employees  & e...
Recruitment & Organization Development: Innovative ways to both source and retain talent. Ensure that the right people are...
Creating High Performance Culture which will increase Employee Engagement
Applies expertise in the full range of HR arena to support company’s vision, mission & business needs. Total business – pe...
Easy to use technology & process simplification is inevitable
Actively contribute & creating new ideas in Corporate Social Responsibility </li></ul>AT WäRTSILä, PEOPLE ARE THE ULTIMATE...
5    © Wärtsilä   3 Nov 09   Cahyanul Uswah <br />Key Challenges(Engineering Development)<br />Competence vs Price<br />Pr...
Non-Brand
2_stroke </li></ul>OIL & GAS<br /><ul><li>Automation</li></ul>+%Price increase<br /> 2008<br />Average Competence<br /><ul...
Commissioning</li></ul>WID<br />High<br />Low<br />June 2007<br />   COMPETITORS<br />Goltens, Bukaka, CBD, BPSA..localsho...
The Competition for Skilled Employees is Intensifying<br />6    © Wärtsilä   06 July 2011 Nancy R. Tobing <br />High compe...
The Level 5 Hierarchy (Good to Great - Jim Collins)<br />Level 5Executive<br />	Builds enduring greatnessthrough a paradox...
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Talent Management Leadership Development - Cahyanul

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Talent Management Leadership Development - Cahyanul

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Talent Management Leadership Development - Cahyanul

  1. 1. LEADERSHIP DEVELOPMENT<br />presented for<br />HR FORUM PRASETIYA MULYA<br />By CAHYANUL USWAH<br />WäRTSILä Indonesia<br />AT WäRTSILä, PEOPLE ARE THE ULTIMATEPOWER SOURCE<br />
  2. 2. Mission, Vision and Strategic Goal<br />Wärtsilä is a global leader in complete lifecycle power solutions for the marine and energy markets. By emphasising technological innovation and total efficiency, Wärtsilä maximises the environmental and economic performance of the vessels and power plants of its customers.<br />In 2010, Wärtsilä's net sales totalled EUR 4.6 billion with 17,500 employees. The company has operations in 160 locations in 70 countries around the world. Wärtsilä is listed on the NASDAQ OMX Helsinki, Finland.<br />Goal<br />Competence, Trustable<br />Easy to deal with<br />Mission<br />Provide Lice cycle Solution<br />Whenever Wherever<br />Vision<br />Most Valued Business Partner<br />
  3. 3. WäRTSILä Indonesia<br /><ul><li>2 Divisions : Services & Power Plant
  4. 4. Engine Installed : 2373MW, Active 1751 - Not active 270 - Standby 352
  5. 5. Services Offered :</li></ul> - Engine Services (Engine Relocation, Engine Rehabilitation, Engine Fuel Conversion)<br /> - Reconditioning Services - Operations & Management - Automation Services -Training Services <br /><ul><li>Manpower Mapping: Total 177 (Grand total 383); 71% Bill 29% Non Bill; 19 Female 158 Male; </li></ul> OS 25% SV 47% EX 17% MM 8% TM 2%<br />AT WäRTSILä, PEOPLE ARE THE ULTIMATEPOWER SOURCE<br />
  6. 6. 4 © Wärtsilä 06 July 2011 FGH <br />Human Resource Highlights to 2015<br /><ul><li>Build world class employees & engineers by developing competencies to meet the business needs which translating the business strategies to the people development actions. Creating Learning Organization Concept & Service Mindset concept (Fast, Responsive, Caring)
  7. 7. Recruitment & Organization Development: Innovative ways to both source and retain talent. Ensure that the right people are in the right places. Creating Talent
  8. 8. Creating High Performance Culture which will increase Employee Engagement
  9. 9. Applies expertise in the full range of HR arena to support company’s vision, mission & business needs. Total business – people integration
  10. 10. Easy to use technology & process simplification is inevitable
  11. 11. Actively contribute & creating new ideas in Corporate Social Responsibility </li></ul>AT WäRTSILä, PEOPLE ARE THE ULTIMATEPOWER SOURCE<br />
  12. 12. 5 © Wärtsilä 3 Nov 09 Cahyanul Uswah <br />Key Challenges(Engineering Development)<br />Competence vs Price<br />Price <br />High<br />++% High margin jobs<br />2015<br />MARINE <br /><ul><li>Propulsion Services
  13. 13. Non-Brand
  14. 14. 2_stroke </li></ul>OIL & GAS<br /><ul><li>Automation</li></ul>+%Price increase<br /> 2008<br />Average Competence<br /><ul><li>Engine Services
  15. 15. Commissioning</li></ul>WID<br />High<br />Low<br />June 2007<br /> COMPETITORS<br />Goltens, Bukaka, CBD, BPSA..localshops<br />AT WäRTSILä, PEOPLE ARE THE ULTIMATEPOWER SOURCE<br />
  16. 16. The Competition for Skilled Employees is Intensifying<br />6 © Wärtsilä 06 July 2011 Nancy R. Tobing <br />High competencies to meet and support business needs & operation<br />AT WäRTSILä, PEOPLE ARE THE ULTIMATEPOWER SOURCE<br />
  17. 17. The Level 5 Hierarchy (Good to Great - Jim Collins)<br />Level 5Executive<br /> Builds enduring greatnessthrough a paradoxical combinationof personal humility plus professional will.<br />Level 4Effective Leader<br /> Catalyzes commitment to and vigorous pursuitof a clear and compelling vision; stimulatesthe group to high performance standards.<br />Level 3Competent Manager<br /> Organizes people and resources toward the effectiveand efficient pursuit of predetermined objectives.<br />Level 2Contributing Team Member<br /> Contributes to the achievement of groupobjectives; works effectively with others in a group setting.<br />Level 1Highly Capable Individual<br /> Makes productive contributions through talent, knowledge,skills, and good work habits.<br />AT WäRTSILä, PEOPLE ARE THE ULTIMATEPOWER SOURCE<br />
  18. 18. WhyShould I work for You? Whyshould I stay?<br /><ul><li>Culture and Values
  19. 19. Company Reputation and Brand
  20. 20. Teams, relationships, connectivity
  21. 21. Communication</li></ul>Great <br />Company<br /><ul><li>Work Content
  22. 22. Opportunity to Personal Growth
  23. 23. Responsibility & Autonomy
  24. 24. Life balance, flexible working hours</li></ul>Employee Value <br />Proposition<br />Great <br />Job<br /><ul><li>Vision
  25. 25. Sense of future
  26. 26. Career development
  27. 27. Engaging hearts and minds</li></ul>Great <br />Leaders<br /><ul><li>Base pay
  28. 28. Fringe benefits
  29. 29. Incentives</li></ul>Attractive<br />Compensation<br />
  30. 30. WID Employee EVP<br />Summary<br />Both results talk the same data, employee needs:<br />Development, Career & Job Challenge<br />… accelerate leadership development <br />
  31. 31. Talent Management<br />RETAINING HIGH PERFORMERS<br />PROGRAMS :<br />
  32. 32. 11 © Wärtsilä06 July 2011 Presentation name / Author <br />Learning & Developmentframework<br />Management & Leadership path<br />Wärtsilä<br />Leadership Programs<br />WID Local Leadership Program<br />LEADING <br />BUSINESS<br />Strategic Planning &<br />Target Setting<br />Leading Change (ABW)<br />LLP<br />Leading People<br />Leading Business<br />Delivering Results<br />Business Challenger<br />Leading Sales <br />Leading Projects<br />LEADING<br />PEOPLE<br />Top Management<br />Middle Management<br />DELIVERING RESULTS<br />Project Management <br />Finance & Accounting<br />Management Skill<br />Negotiation Skills<br />Contract Management <br />Customer Service<br />Business Languages <br />WID Local LEAD<br />Supervisory Leadership<br />Professional Presentation<br />Problem Solving <br />FINON<br />Project<br />LEAD <br />programs<br />Executive & <br />Experienced Experts <br />GETTING PROFESSIONAL<br />Business specific -<br />way of working<br />Process training<br />Product training Technical training<br />IM tools<br />Essentials of <br />Leadership<br />Supervisory<br />Developing Experts<br /> WESPA<br />WID Fundamental <br />Leadership<br />GETTING STARTED<br />Health, Safety & Environment<br />Opex & Quality<br />Wärtsilä Introduction<br />Operational Staff / <br />Newcomers<br />Experts & Professionals path<br />AT WäRTSILä, PEOPLE ARE THE ULTIMATEPOWER SOURCE<br />
  33. 33. Result Talk… <br />
  34. 34. ”Successfulorganisations of the futurewillnotonlybethoseable to attract the brightesttalent, but to nurture, develop and retainitbyofferingcompellingworkenvironments and sophisticatedtalent management solutions”<br />THANK YOU !<br />OurChallenge….<br />
  35. 35.
  36. 36. AT WäRTSILä, PEOPLE ARE THE ULTIMATEPOWER SOURCE<br />15 © Wärtsilä 12th August 2010 WAU-S Strategic Planning 2015 (Author: John Sydney)<br />
  37. 37. WID My Voice 2010 Result<br />16 © Wärtsilä 06 July 2011 Presentation name / Author <br />
  38. 38. Strengthening Program<br />17 © Wärtsilä 06 July 2011 Nancy R. Tobing <br />AT WäRTSILä, PEOPLE ARE THE ULTIMATEPOWER SOURCE<br />
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