1) The document discusses talent management at Garuda Indonesia airline and how it supports business growth. It outlines Garuda Indonesia's journey of growth and evolution of its HR role to a more strategic talent management approach. 2) Talent management is described as integrated processes to attract, develop, motivate and retain productive employees. It drives higher business performance through more productive and engaged employees. 3) Garuda Indonesia's talent management model includes processes for selection, development, performance management, and succession planning. It aims to classify, develop, evaluate and prepare talent to meet future challenges.

1. Talent Management to
Support Business
Growth
Jatinangor, 28 Mei 2015

2. Garuda Indonesia
in a Glance
63 |
| 17
Domestic Destination
International Destination
Total Pax (persons)29.139.277 |
88,8% | On Time Performance (OTP)
| 169Total Fleets
Frekuensi Penerbangan/
tahun
228.329 |
Garuda Indonesia
in A Glance
Source : Forbes
Source : Forbes
Source : Forbes

3. 2010
2009
2008
2007
2006
IPO
Competitiveness
& Expansion
Excellent
Product &
Service
Rehabilitation
Consolidation
2011 -­ 2015
Quantum
Leap
High
Performance
Organization &
Global Player
GA Journey & Growth
Every company
will be growing in
business, and so
does Garuda
Indonesia.

4. Business
Growth &
HR
Evolution
In the complexity of business, Talent
Management is needed to provide direct
integration into line of business management.
As business
grows more
complex, HR
role needs to
become more
strategic and
integrated with
business
management
process.
Administrative
COE
Integrated COE,
Business Partner,
and Operational &
Services
Source : Bersin & Associates

5. What is Talent
Management
?
A set of
integrated
organizational
HR processes
designed to
attract, develop,
motivate, and
retain
productive,
engaged
employees.

6. Why Talent
Management?
Top talent drives
Business Performance
à higher productivity
& more engaged.
26%
Companies with Strategic Talent Management
programs generate 26% greater revenue per
employee than their peers.
40%
Companies with Strategic Talent Management
programs have 40% lower voluntary turnover
among high-­performers.
28%
Companies with Strategic Talent Management
programs were 28% less likely to downsize.
Source : Forbes

7. Talent Management Model
Source : DDI

8. Selection
Selection
MPP &
Organization
Review
Staffing &
Placement
People
Development
Rewards &
Punishment
Talent
Management in
Garuda Indonesia
Talent Classification:
• Performance
• Potential
• Business Portfolio
• Critical Key/Position
• Assignment
• Mentoring
• Leadership
Development
Talent
Management

9. Development
Talent
Management in
Garuda Indonesia
Experimental
Learning
Learning
Through
Others
70%
20%
10%Classroom
Training
Leader &
Future Leader
Development

10. PMS
Talent
Management in
Garuda Indonesia
PMS
STRATEGY
PERFORMANCE
STANDARDS
REPORTING ON
PROGRESS
PERFORMANCE
MEASUREMENT
QUALITY
IMPROVEMENT
• Identify Standards
• Define Indicators
• Determine Goals & Targets
• Set Expectations
• Refine Indicators
• Develop Measures
• Data Collection System
• Collect Information
• Analyze Data
• Regular Feedback
• Share Report with People
Managers
• Data Driven Decision
• Refine Policies
• Manage Change
• Create Learning Environment

11. Succession
Talent
Management in
Garuda Indonesia
DEVELOPMENT
BoD
T 1
T 2
T 3
T 4
Training Center
EVALUATION

12. Future Trend?
Shifting from
Talent
Management
to People
Management
Source : Bersin by Deloitte

13. Challenges
to Face?
CULTURE
How can we drive and instill culture?
1
PERFORMANCE
How can we continually drive performance?
2
ENGAGEMENT
How can we evaluate and boost employee
engagement?
3
EMPOWER & LEADERSHIP
How can we encourage people manager to
encourage their people and improve
leadership?4

14. How Garuda
Indonesia
prepares for
these
challenges?
Monitor & ensure implementation of
Company Culture
KNOWLEDGE MANAGEMENT
COMPETITION

15. How Garuda
Indonesia
prepares for
these
challenges?
Track & refine Performance
Management System
PILO
T
CABI
N
CRE
W
FRO
NT
LINE
R
GRO
UND
STA
FF
SAL
ES
PER
SON
BACK
OFFICE
(OPERAT
IONAL/C
LERICAL
)
BACK
OFFICE
(STRATE
GY &
POLICY)

16. How Garuda
Indonesia
prepares for
these
challenges?
Execute Employee Survey and Fuel
Employee Engagement Drivers
ENGAGEMENT
DRIVERS
• Stress, Balance & Workload
• Leadership
• Goals & Objectives
• Benefits
• Career Development
TOTAL
REWARDS

17. How Garuda
Indonesia
prepares for
these
challenges?
Execute Employee Survey and Fuel
Employee Engagement Drivers
TOTAL REWARDS
Total Reward
Strategy
Attract, Motivate &
Retain
Fixed Pay: Salary, THR,
TTT, BIT
Short Term Incentive:
Insentif Kinerja, Insentif
Sales, Flight Allowance, etc
Long Term Incentive
Attract, Retain & Security
Healthcare, Pension Plan,
Car Ownership Program,
Insurance, Mobility Benefit,
Discount Ticket
Glue & Retention
Culture & Climate
Work Design & Flexibility
Quality of Working Life
Develop & Retention
Performance
Management System
Career Advancement
Training & Development

18. How Garuda
Indonesia
prepares for
these
challenges?
Encourage People Manager to mentor &
coach and to empower subordinates
Talent
People
Manager
Culture
(FLYHI)
Future
Leader
Mentor &
Coach
Culture
Environment
LEARNING &
DEVELOPMENT