1. The document discusses talent management strategies to develop employees as human capital in order to achieve organizational goals and provide business competitiveness. 2. It emphasizes implementing talent development programs aligned with human capital objectives to place the right resources in positions and accelerate business growth through investment in employee competence. 3. The goal is to manage talent and develop a human capital culture and system that supports sustainable business growth and provides economic value by transforming human resources into capital that generates revenue in accordance with targets.

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TALENT MANAGEMENT TO ACHIEVE HUMAN CAPITAL
AND PROVIDE BUSINESS COMPETITIVE
Introduction
The failure of the organization (company) to create human capital of the employees due process of
identifying competencies needed resources are not aligned with the goals of the organization in achieving
the expected success.
The process of identifying to meet the resource requirements in accordance with the purpose of the
organization is the estimated demand for labor needs and evaluate it so that it meets the size, nature and
amount of resources required to meet the demands of the organization, through human resources planning,
including creating a brand of the company, retention strategies, flexibility, talent management, recruitment
and selection strategy.
The organization's needs for talented employees is done through placement of resources in the right
position, as a first step to achieve the organization's success according to the targets set, by implementing
development programs, so that the development of talent into line with the objectives of Human Capital.
Understanding
Talent Management is the company's strategy to capitalize on the talent pool, train, recruit, develop,
maintain, promote, and pay attention to the movement (growth) of employees through the organization, so
the burden to employees based on the value competency that will be created from the achievement of the
target revenue, based on the function of every position in the organization, so that companies can empower
all employees effectively, efficiently and optimally.
An example of the implementation of target achievement, yearly target when the company's revenue set at
US$. 100 million while the number of employees of 100 (one hundred), then each of employee, will have
an average value of US$. One million a year, then based on the example, the function of Talent
Management is creating employee competence, is to achieve an annually average value of US$. One million.
Overview
Talent Management To Achieve Human Capital and Provide Business Competitive strategy is to manage
and develop talent to achieve a culture and system of Human Capital in support of the business become
competitive and has economic value, so that human resources into capital that can provide results in
accordance with the revenue target defined and sustainable business growth.
Talent management will be focused on the ability to lead, communicate, plan, organize and implement
development programs, including the activities of recruitment, hiring, on-boarding, promotion, career path,
compensation and benefits.
Objective
To create the human resources as the business capital, are:

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1. Can plan, organize and implement the 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
Barriers
Obstacles encountered in managing the talent to achieve success is human capital as follows:
1. Finding resources
2. Best Practices and Benchmarking
3. Networking
4. Support for Work Process Redesign
Solution
Plan, design and implement Talent Management is integrated with the company's strategic objectives, such
as sustainable business growth.
Vision
To get recognition from our clients and recognized as a provider of human resources major, through the
delivery of superior results, exceptional service, creativity and innovation
Mission
Provide excellence in human resources through leadership in supporting the growth of the business, thus
achieving business competitive and sustainable growth carried out by members of the organization, in a
planned and systematic.
Objective
1. To provide human resources with theoretical and intellectual understanding of how to integrate human
capital strategy with the organization, mission, goals, and objectives.
2. To provide the human resources on a comprehensive understanding of how the human capital
framework can connect workers with the organization vertically and horizontally.
3. To provide human resources functions of insight into human capital environment in which it operates.
4. To learn how organizations invest in human capital, ethical manage knowledge, and measure the
development process to the bottom line.
5. To create a realistic understanding of how best strategy in driving organizational conflict toward
achievement of organizational goals, or to reduce the destructive impact of the conflict.
6. To activate the human resources in diagnosing complex strategic challenges facing human capital and
to develop innovative solutions to the challenges faced.

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7. To develop talent strategy leadership in ethical decision-making results-oriented.
8. To develop superior communication skills with the philosophy and culture of diverse individuals,
internally and externally in the implementation of human capital function.
Benefits
1. Management of talent to achieve system Human Capital as a business growth strategy;
2. Alignment of competence required;
3. ROI on investment in the development of human resources; plan, organize and implement programs,
recruitment, onboarding, compensation and benefits, development, careers and retain employees;
4. The creation of a culture of human capital;
5. Re-engineering the organization structure, compensation and benefit structure, balance score cards and
performance indicators;
6. Re-engineering vision and mission
7. Methodology for measuring the success of human capital
8. ROI strategy on people development programs that are aligned with the achievement of performance
9. To plan, develop and implement programs to achieve human capital and ROI success
Goals
Improvement of human resource capacity that is competitive in the conduct and management of talent as a
human creation in support of continuous improvement, lasting and measurable in business operations, and
to build the company committed to attracting, selecting and retaining human resources.
Role
1. Find, hire, develop and retain the best talent
2. Create and support a collaborative, productive working environment
3. Provide workforce insight to every department
4. Human capital applications accessible and easy to use, by everyone in the organization
5. Fully equipped to Operate globally
6. Ensure efficient management pay
7. Solution to support your Efforts to optimize workforce management
8. Retain top talent by analyzing and differentiating compensation
9. Have the capabilities in place to help Ensure workforce diversity
Measurements
1. Target action from all levels of the organization
2. Optimizing the contribution to achieve decent profitability
3. The ratio between compensation and benefits in the organization
4. Costs for the organization's compensation and benefits compared to revenue generated
5. The cost of recruiting employees to replace employees who left the organization
6. Metrics changes in employment and income generated
7. Training costs are compared with the success of the performance created
8. Time frame recruitment of man power until on boarding

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Reference (Theory/Books)
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3. Spence, Michael (2002). "Signaling in Retrospect and the Informational Structure of Markets".
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4. The Forms of Capital: English version published 1986 in J.G. Richardson's Handbook for Theory and
Research for the Sociology of Education, pp. 241–258.
5. "Who Makes It? Clark's Sector Model for US Economy 1850–2009". Retrieved 29 December 2011.
6. Paolo Magrassi (2002) "A Taxonomy of Intellectual Capital", Research Note COM-17-1985,
Gartner
7. Sveiby, Karl Erik (1997). "The Intangible Asset Monitor". Journal of Human Resource Casting and
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Jersey 07458: Pearson Prentice Hall. p. 5. ISBN 0-13-063085-3.
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retrieved June 18, 2012
10. Abel, Jaison R.; Deitz, Richard (2012). "Do Colleges and Universities Increase Their Region's Human
Capital?". Journal of Economic Geography 12 (3): 667. doi:10.1093/jeg/lbr020.
11. Smith, Adam: An Inquiry into the Nature And Causes of the Wealth of Nations Book 2 – Of the Nature,
Accumulation, and Employment of Stock; Published 1776.
12. Pigou, Arthur Cecil (1928). A Study in Public Finance. London: Macmillan. p. 29.
13. Hanushek, Eric; Woessmann, Ludger (2008). "The Role of Cognitive Skills in Economic
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15. Marx, Karl. Capital, volume III, ch. 29 pp. 465–6 of the International Publishers edition
16. The Emancipation Question in New-York Daily Tribune, January 17 and 22, 1859
17. Haq, Mahbub ul (1996). Reflection on Human Development. Delhi: Oxford University Press.
18. Brookings Institution, Investing in the Human Capital of Immigrants, Strengthening Regional Economies, September
2012
19. Becker, Gary (1994). Human Capital: A theoretical and empirical analysis with special reference to Education. The
University of Chicago Press.
20. Hansen, W. Lee (1970). Education, Income and Human Capital.
21. Bagde, Surendrakumar. "Human Capital and Economic Development in India"
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23. Gary S. Becker (1964, 1993, 3rd ed.). Human Capital: A Theoretical and Empirical Analysis, with Special
Reference to Education. Chicago, University of Chicago Press. ISBN 978-0-226-04120-9.
24. Ceridian UK Ltd (2007). "Human Capital White Paper" . Retrieved 2007-02-27.
25. Samuel Bowles & Herbert Gintis (1975). "The Problem with Human Capital Theory – A Marxian
Critique," American Economic Review, 65(2), pp. 74–82.

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Strategy
If your organization requires a manual guide for Talent Management To Achieve Human Capital and
Provide Business Competitive, please send an email to winardi@updi-int.com, or winardi67@gmail.com,
mobile + 62-813-1542-1509.
You will get a guide for implementing the Talent Management System in the organization, so that the
creation of human capital for business success, and support businesses become competitive including
sustainable growth in the future.
Author/Consultant
Setiono Winardi, SH.,MBA