The need for organizations to talented employees to be placed in the right position, the first step to achieving organizational success according to the targets set, but in determining talented employees, the organization made a mistake at the beginning of the assessment because it is not done objectively. The next mistake is made when implementing development programs, inclusion is not planning to return on investment from the resulting performance, after following the program, so that the development of talent becomes aligned with the goal of Human Capital.

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DEUTSCHLAND
Bockenheimer Landstrasse 17/19
60325 Frankfurt
Phone +49 (0) 69 710 455 566
PORTUGAL
Espaço Amoreiras - Centro
Empresarial, Rua D. João V , Nº 24,
1250-191 Lisboa
Phone +351 210 415 943
Consultant
Setiono Winardi, SH.MBA
E. setiono.winardi@cbtalents.com
Mobile +62-813-1542-1509
TALENT DEVELOPING STRATEGY FOR HUMAN CAPITAL
TO ACHIEVE ROI
Background
The need for organizations to talented employees to be placed in the right position, the first step to
achieving organizational success according to the targets set, but in determining talented employees, the
organization made a mistake at the beginning of the assessment because it is not done objectively.
The next mistake is made when implementing development programs, inclusion is not planning to return
on investment from the resulting performance, after following the program, so that the development of
talent becomes aligned with the goal of Human Capital.
Overview
Human Capital Strategy for the company aimed to provide the burden to employees based on competency
value that will be created from the achievement of revenue targets, of all employees based on the function
of each position in the organization, so that companies can empower all employees effectively, efficiently
and optimally.
As a simple analogy, if the monthly revenue targets set by the company is US$. 100,000,000 (one hundred
millions US Dollars) that employs 100 (one hundred) people, so an average of one employee, will accept
the burden of achieving the revenue of US$. 1,000,000 (one million US Dollars).
Achievement of the target of US$. 1,000,000 (one million US Dollars), it is of value resulting from human
capital strategy, where production costs to reach a value of US$. 1,000,000 (one million US Dollars), is
0.1% or US$ .10,000 (ten thousand US Dollars).
The achievement of performance as its capital, skills needed for supervisors, managers and / or leaders who
can manage human resources, so that employees can work and achieve the targets set.
Skills to manage human capital resources, may be obtained from training the method of transformation of
knowledge, skills and experience, so that they can be implemented managing skills in the workplace.

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Understanding Program
Talent Strategy for Developing Human Capital to Achieve ROI is a transformation program to have skills
in managing and developing talent in human resources, into capital that can provide results in accordance
with the specified revenue targets.
Program development of talent there, more aimed at establishing the ability to implement the tasks and
responsibilities so as to achieve the expected performance, such as the ability to lead and communicate as
human capital, the ability to plan, organize and implement development programs, so that both programs
are running individually , while both programs are on the firm side, requiring investment in development
programs.
The purpose of the business owners to invest in programs Talent Strategy for Developing Human Capital
to Achieve ROI, accelerating the return on investment is a business that has been done, through investment
in talent development programs in the concept of Human Capital, where the employee is considered as
capital.
Objective
To create the human resources as capital, are:
1. Can plan, organize and implementing talent development program aimed according to the concept of
human capital.
2. Can have a strategy to implement the concept of human capital that can achieve ROI
3. Can plan, selecting and measuring the ability of employees who have the talent to be developed, to
support the success of the ROI
4. Aiming to accelerate the growth and restore business investment through the implementation of talent
development program on human capital
5. Aiming to know the behavior of employees to be able to adapt and absorb the culture of human
capital, so that the plan can be achieved ROI
Content Program
To form human resources into capital in the business, then the program must have a scope which was held
as follows:
1. Understanding the Human Capital Talent
2. Human Capital Management as a business growth strategy
3. Align the competency of the competence required
4. To plan, develop and implement talent development program that can achieve ROI
5. Plan, organize and implement programs, recruitment, onboarding, compensation and benefits,
development, careers and retain employees
6. Corporate culture on human capital
7. Re-engineering the organization structure, compensation and benefit structure, balance score cards and
performance indicators,
8. Re-engineering vision and mission
9. Methodology ROI measurement of success
10. Strategy ROI on people development programs that are aligned with the achievement of performance

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11. Plan, develop and implement programs to achieve human capital and ROI success
Method Program
1. Tutor and discussion
2. Cases study and feedback
3. Simulation
Run Down
1. Definition and discussion topic
2. Deepening and sharpening the subject
3. Feedback with case studies
4. Building strategy
5. Simulation
6. Evaluation and measurement of success
Reference (Theory/Books)
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Research for the Sociology of Education, pp. 241–258.
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Gartner
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18. Brookings Institution, Investing in the Human Capital of Immigrants, Strengthening Regional
Economies, September 2012
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