1. Yusuf Sutanto Age : 30 LOS 2. Hendra Gunawan Age : 28 LOS 3. Dian Setyawati Age : 27 LOS 4. Fajar Saputra Age : 25 LOS 5. Ade Surya Age : 24 LOS 6. Asep Sukma Age : 23 LOS 7. Lutfi Maulana Age : 22 LOS 8. Dwi Kurniawan Age : 21 LOS 9. Rizky Fauzi Age : 20 LOS 10. Arya Nugra

1. Development Management

2. WHAT IS PEOPLE DEVELOPMENT
MANAGEMENT
Proses penumbuh kembangan
KARAKTER, KOMPETENSI, dan
KARIR karyawan untuk
mendorong pertumbuhan
perusahaan dan dilakukan secara
terstruktur dan sistematis
Output :
• Karyawan yang memiliki KARAKTER dan
KOMPETENSI sesuai dengan persyaratan
pekerjaan
• KESIAPAN KADER untuk
memenuhi kebutuhan bisnis kedepan

3. Competency
Kemampuan (pengetahuan / keterampilan / sikap / perilaku / kualitas
pribadi) yang diperlukan oleh setiap karyawan agar dapat
menyelesaikan suatu pekerjaan tertentu secara efektif.
Jenis Kompetensi :
1. Technical
2. Behavioral

4. Technical Competency
JOB DESC KRITERIA SUKSES
TECHNICAL
COMPETENCY
MATRIX
COMPETENCY
COMPETENCY
ASSESSMENT
KriteriaSukses TechnicalCompetency
Perbaikanproses,mincycletime
Cycletime...menit
Laporananalisamasalah
Laporandefect/unit
ProductionSystem
ReportingManagement
Kompetensi spesifik yang dibutuhkan atau berhubungan langsung dalam
penyelesaian suatu pekerjaan.

5. matrix competency
JOB DESC KRITERIA SUKSES TECHNICAL COMPETENCY MATRIX COMPETENCY
COMPETENCY
ASSESSMENT
SM
No. Dokumen TC/kodedept/kodediv/no Dibuat Diperiksa Disetujui
Tanggal Efektif .....................
Revisi 0
Halaman 1 dari 2 HRD Dept Head Dept/Div Head/DIC DIC
Memahami 1
Melakukan 2
Menganalisa & Mengevaluasi 3
Membuat Improvement 4
Direktorat Technical & Production
Divisi Plant
Department General Assembly Operation
Posisi Technical Competency Level
Production System 2
Reporting Management 2
Production System 3
Reporting Management 3
Production System 4
Reporting Management 4
Competency Proficiency Level
Senior Production Supervisor
Production Supervisor
Junior Production Supervisor
Technical Competency

6. Assessment Competency

7. Behavioral Competency
Kemampuan untuk mengelola diri, tugas dan orang lain
Metode pengukuran :
• People review (atasan, rekan kerja, customer)
• Assessment Centre : multi assessors & multi methods

8. PEOPLE REVIEW
Melibatkan beberapa pihak sebagai narasumber, antara lain atasan,
division head, dan HC sebagai fasilitator
Proses untuk memetakan profil karyawan melalui pengukuran
kompetensi dengan kinerja karyawan
1. Dilakukan periodik, 1 tahun sekali
2. Untuk Gol 4 (Supervisor) - up
3. Sudah mengikuti 3x performance appraisal
4. Hanya digunakan secara internal (HC & Management)
5. Tidak dikomunikasikan kepada karyawan
HAV MAPPING

9. HAV MAPPING
MAXIMAL
CONTRIBUTOR
(13)
FUTURE STAR
(3)
STAR (1)
STRONG
PERFORMANCE
(8)
CONTRIBUTOR
(14)
FUTURE STAR
(2)
TOP
PERFORMER
(7)
POTENTIAL
CANDIDATE (4)
MINIMAL
CONTRIBUTOR
(15)
CAREER
PERSON (9)
CANDIDATE (6)
RAW
DIAMOND (5)
MOST UNFIT
EMPLOYEE (10)
UNFIT
EMPLOYEE (11)
PROBLEM
EMPLOYEE
(12)
DEAD WOOD
(16)
Far above
Target
Above
Target
Meet
Target
Below &
Far from
Target
P
E
R
F
O
R
M
A
N
C
E
KOMPETENSI
< 50% 51% - 60% 61% - 70% > = 71%

10. Behavioral Competency - Astra Leadership Competencies
Kompetensi Kriteria
Vision & Business Sense Paham akan bisnis perusahaan, cross functional awareness
Continues improvement
Customer Focus Paham akan kebutuhan customer
Antisipatif terhadap kebutuhan customer
Interpersonal Skill Mampu mempengaruhi orang lain
Analysis and Judgment Mengambil keputusan berdasarkan data
Berani mengambil keputusan dalam ketidakjelasan,
jika diperlukan
Planning & Driving Action Merencanakan, Merealisasikan dan Monitoring (PDCA)
Leading & motivating Respect to others
Role model (panutan)
Direction to subordinate
Teamwork Mampu memimpin team baik bawahan, maupun peers
Drive, courage and integrity Punya nyali, berani dan jujur

11. Competency (X Axis)
8 Astra Leadership Competence
1. Vision & Business Sense 15%
2. Customer Focus 10%
3. Interpersonal Skill 10%
4. Analysis & Judgment 10%
5. Planning & Driving Action 15%
6. Leading & Motivating 15%
7. Teamwork 10%
8. Drive, Courage & Integrity 15%
2
1 3 4 5
Rating scale :
Need improvement Effective Highly Effective

13. Meet
Target
Below
&
Far
Below
Target
PERFORMANCE
ASTRA LEADERSHIP COMPETENCES
Far
Above
Target
Above
Target
R3
R2
R1
R0
(8) STRONG PERFORMER
1. Mujiman
2. Ramadansyah Siregar
3. Subekhan
(9) CAREER PERSON
1. Suroso 6. Risya Danastri
2. Winarto AP 7. M Yusuf G
3. Saefullah S 8. Aringga
4. Hayun P
5. Marsius Silaen
(16) DEAD WOOD (11) UNFIT EMPLOYEE
(13) MAXIMUM CONTRIBUTOR (7) TOP PERFORMER
(14) CONTRIBUTOR
(15) MINIMUM CONTRIBUTOR
1. Nanang Sukarna
(5) RAW DIAMOND
(12) PROBLEM EMPLOYEE
1. Andy Swanardhie
2. Pantas Napitupulu
(10) MOST UNFIT EMPLOYEE
C0 C1 C2 C3
< 50% 51% - 60% 61% - 70% >= 71%
1.Nurul Wibawa
2.Dwi Hariyadi
(3) FUTURE STAR (1) STAR
(4) POTENTIAL CANDIDATE
1. Donny Christiawan
2. Gin Sarsan
3. Abbas Sanusi
4. Istadi
5. Arvin Sumbung
(2) FUTURE STAR
1.Nana Mulyana
2.Dovi Pandji L
3.Joko Bagiyo
4.Eko Cahyo
5.Reiner Tandiono
6.Adimas Hartanto
7.Iboy Ferdian
8.Rahisa Desrihadi
9.Sendi Darma
10.Dony Irawan
11.Ariadita Ambara
(6) CANDIDATE
1. Andrian R
2. Djoni T
3. Yudianingsih
4. Muhda M
5. Hendry
6. Andri P
7. Dandi S
8. Satya P
9. Hendro S
10.Selly D
11.Kung Adi
12.Winer T
13.AM Ari S
14.Ayuningtyas RP
15.M Arya
16.Supriyatno
17.Nurcholis
18.Stephanus A
19.Sayuri
20.Juan K
21.Stanley S
22.Agil G
23.Syafi M
24.Sulistiawan
25.Alain I
26.Ahmad Saroni
27.Khollis F
28.Winandya
29.Erlangga
30.Aditya K
1. M Fanani
2. M Eryani
3. Hendro I
4. Danu K
5. M Erwin
6. Puti Annisa
7. Imam Santoso
8. Darmawan A
9. Rudi H
10. Digna H
11. Novian K

14. Educational Background
Grade Institution, Major
Year
Others (during past 5 years)
Working Experience
PA History
Strength
Areas for Development
Individual Development Plan
2015 2016 2017
BS BS+ BS+
PT Astra International
Astra Individual Profile
2.7
Training
Astra Lead’ship Dev Program ICT/Proj/Tot
Year
2011 S2 Harvard University, Business Adm
Name : Brad Pitt
Date of Birth / Age : 31 August 1983/33
Job Title : 5 Agustus 1982 / 34 th
Company / Dept : PT XX/ Sales Support
Grade / HAV : 4E / PC
Promotion Date : 1 July 2013
01/04/2008 Warranty Claim Staff Service
............. Training Center Head Service
ABMP 2009
AFMP 2013
Analysis & Judgment :
Ybs. Memiliki kemampuan analisa yang baik, dengan berupaya
mengumpulkan data & informasi dari berbagai pihak. Hal ini membuat
analisanya menjadi cukup tajam dan membantunya dalam membuat
keputusan yang logic dan obyektif
Leadership :
Ybs. Perlu lebih konsisten dalam menjalankan peran model dan memberikan
contoh kepada bawahannya.
Assignment :
• Analisa data national sales & masing-masing wilayah sales
• Menyiapkan data untuk menchallenge masing-masing area
manager secara bulanan
• Di challenge untuk menjadi best area manager di ASMO
Rotasi : Area Manager (Early/Mid 2017)
Asignment :
• Menyelesaikan problem terkait hasil analisa data national sales
JRP - Assertive Communication 2012
Markfirst – Heart Service Workshop 2013
PPM – Managing People 2014

15. Human Asset
Value
Mapping
Career
Management
Development
Management
Succession
Planning
Flow Process

16. Career Planning
Career planning is made to ensure employees
development according to business needs in the future
Individual Career Plan (ICP) contain :
1. HAV Map
2. Career projection
3. Career Aspiration
4. Promotion, rotation, and mutation
probability
ICP should be periodically review

17. ICP FORM
Career Projection &
Aspiration
Employee data
Proyeksike depan : Minat & Aspirasi Karyawan :
Penilaian Atasan *sesuai kebutuhan perusahaan dan potensi karyawan
Karir jangka pendek (1-3 Tahun) Pilihan 1
Karir jangka pendek (4-6 Tahun) Pilihan 2

18. Kemungkinan Promosi / rotasi / mutasi :
a. Penilaian mengenai Kompetensi Individu
b. Kesiapan untuk promosi / mutasi /rotasi
Potensi untuk promosi hanya satu golongan di atasnya
Sudah cukup untuk golongan pekerjaan sekrang / posisi lain yang se golongan
Tidak Dapat diukur potensinya saat ini
Posisi saat ini masih terlalu sulit untuk karyawan ybs
Memiliki Potensi Untuk diproyeksikan dua golongan di atasnya
Perkiraan Waktu
(bulan)
Jenis Pekerjaan – Posisi – Gol/Sub. Gol Area Pengembangan yang
dibutuhkan
0 – 6
6 – 12
12 – 24
24 – 36
> 36
Promotion,
rotation, and
mutation
probability

19. ATASAN LANGSUNG ATASAN
DUA TINGKAT DIATAS
HRD
( ) ( ) ( )
Date: Date: Date:
ICP FORM
Note :
13 7 3 1
14 8 4 2
15 9 6 5
10
11
12
16
Max.
Contributor
Top
Performer
Future
Star
Contributor
Star
Strong
Performance
Potential
candidate
Career person
Min Contributor
Future
Star
Candidate
Raw Diamond
Unfit employee
Problem
Employee
Dead Wood Most unfit
Employee
Superior
Signature
HAV Map

20. DEVELOPMENT MANAGEMENT
Proses untuk menyusun,
merencanakan, implementasi dan
monitoring perkembangan
individu dalam suatu organisasi
berdasarkan profil kompetensi
Output :
Framework pengembangan
&
Individual Development Plan (IDP)

21. Development plan is needed to help employee achieve desire career path
IDP align with Individual Career Plan (ICP)
Individual Development Plan (IDP) contain :
1. Area of Development
2. Development activity
3. Development target
4. Timeframe
5. Result Progress
IDP Should be communicated to employee
DEVELOPMENT
Implementation, monitoring, evaluation periodically  between superior &
subordinate
IDP Review inconjuction with IPP Review

22. DEVELOPMENT METHOD
Maximal Contributor (13) Top Performer (7) Futurestar (3) Star (1)
- Job Assignment - Special Assignment - Special Assignment - Promotion Plan
Far Above - Training - Job Enrichment - Job Enrichment - Job Enlargement
Target - Competency Coaching - Training - Training - Coaching
- Study Literature - Rotation - Aggresive Reward
- Competencies Coaching - Cross Training
Contributor (14) Strong Performer ( 8) Potential Candidate (4) Future Star (2)
Above - Mentoring - Performance Mentoring - Training - Performance Coaching
Target - Training - Competencies Coaching - Mentoring - Special Assignment
- On The Job Dev - Training - Performance Coaching - Mentoring
- Project Assignment
Minimal Contributor (15) Career Person (9) Candidate (6) Raw Diamond (5)
- Coaching & Counselling - Mentoring - Training - Coaching & Counselling
Meet - Mentoring - Mutation/Rotation - Coaching & Counselling - On the Job Dev
Target - On the Job Dev - Rotation - Mentoring
Deadwood (16) Problem Employee (12) Unfit Employee (11) Most Unfit Employee (10)
- Counselling - Counselling - Counselling - Counselling
Below Far - Manage out (PHK) - On the Job Dev - Rotation / Mutation - Rotation
Target - Rotation / Mutation - Mentoring - Reposition
- On the Job Dev
<50% 51% - 60% 61% - 70% >=71%
PERFORMANCE
KOMPETENSI

23. Individual Development Plan (IDP) Form
STRICTLY CONFIDENTIAL
INDIVIDUAL DEVELOPMENT PLAN (IDP)
NPK : :
NAMA : :
GOL : :
POSISI : :
DIR/DIV/DEPT : :
1 2 3 4 5 6 7 8 9 10 11 12
NOTES :
Area of Development
(Behavioral & Technical
Competency)
DEVELOPMENT ACTIVITY
TIME FRAME
TGL LAHIR
TGL MASUK ASTRA
TGL PROMOSI TERAKHIR
PERIODE
TGL EVALUASI
Nama :
Tgl :
TARGET RESULT
(dari - sampai bulan ke -)
HRD EMPLOYEE
DEPT HEAD /
DIV HEAD
Area yg harus
dikembangkan dalam
periode tahun berjalan ,
meliputi :
a. Behavioral
competency :
*diisi dari hasil people
review
* max 2 competency (yg
nilainya paling rendah)
b. Technical competency
:
* diisi dari pre assess
technical competency
* 1 competency prioritas
yg harus di improve
Aktivitas
pengembangan yg
dipilih , disesuaikan
dengan fokus area
pengembangan.
Dapat berupa :
assigment, book
reading,benchmark,
mentoring, training,
dll
Periode waktu rencana
pengembangandalam tahun
berjalan
Detil target
yang
menentang
untuk
pengembangan
competencyyg
dapat diukur,
Pencapaian
dari
development
activity yg
dilakukan s/d
akhir periode
tahun berjalan

24. Succession Planning
Proses mempersiapkan calon pengganti pejabat yang dilakukan
secara sistematis oleh organisasi
REPLACEMENT TABLE CHART

25. Nama Jabatan :
Nama :
Gol :
Umur :
Career Plan :
REPLACEMENT TABLE CHART
Kader
Readiness Nama Umur Gol. Pot. HAV PA1
1.
2.
Readines Level
Short Term : 0-1
tahun
Medium : 2-3 tahun
Long Term (LT) : 4-5
tahun

26. ST : 1-2 tahun
MT : 2-3 tahun
LT : >3 tahun
REPLACEMENT TABLE CHART
SALES/MARKETING/SERVICE-CV
TAKUJI KANI
Sales Operation
DKI Jakarta
Remon Juhendrik
Age : 35 LOS : 11
Ytr : 20
S/T :
M/T :
L/T :
Age : LOS
Ytr :
S/T :
M/T :
L/T :
SERVICE
RODKO PURBA
Age : 45 LOS : 20
Ytr : 10
S/T :
M/T :
L/T : Benny Dwyanto
DIVISI SALES – MARKETING – SERVICE - CV
SPARE PARTS
BUDHI PRASETYO
Age : 46 LOS : 19
Ytr : 9
S/T :
M/T :
L/T :
MARKETING CV
ATTIAS ASRIL
YASUHITO KONDO
Age : 47 LOS : 22
Ytr : 8
S/T :
M/T :
L/T :
SALES CV
YOHANES PRATAMA
YASUHITO TAHARA
Age : 33 LOS : 11
Ytr : 22
S/T :
M/T :
L/T :
Sales Operation
Jawa Barat
Guntur Nugraha B.
Age : 31 LOS : 3
Ytr : 24
S/T :
M/T :
L/T :
Sales Operation
Jawa Tengah
Lisa Tjandra
Age : 43 LOS : 3
Ytr : 12
S/T :
M/T :
L/T :
Sales Operation
Jatim, Bali,
NTT, NTB
Danu Kusuma
Age : 34 LOS : 7
Ytr : 21
S/T :
M/T :
L/T :
Sales Operation
Sumatera
Suwito
Age : 50 LOS : 19
Ytr : 5
S/T :
M/T :
L/T :
Sales Operation
IBT (Kalimantan,
Sulawesi, Papua)
Istadi
Age : 47 LOS : 22
Ytr : 8
S/T :
M/T :
L/T :
Fleet & GSO
Rian Erlangga
Age : 32 LOS : 8
Ytr : 23
S/T :
M/T :
L/T :
Sales Support
( Mimamori &
Sales Engineer)
Reiner Tandiono
Age : 33 LOS : 8
Ytr : 22
S/T :
M/T :
L/T :Arvin (4C,28,PC)
Marketing &
Sales Planning
Yoshiyuki Takubo
Age : 34 LOS : 4
Ytr : 21
S/T : Attias Asril *
M/T: Moses (4D,26 )
L/T :
Product
Marketing
Tonton Eko B.
Age : 39 LOS : 14
Ytr : 16
S/T : Reiner T.
(4E,33,PC)
M/T :
L/T :
Dealer
Development
Rahisa Desrihadi
Age : 38 LOS : 15
Ytr : 17
S/T :
M/T :
L/T :
Logistic
Gin Sarsan
Age : 48 LOS : 18
Ytr : 7
S/T :
M/T :
L/T :
Marketing
Communication
M.Fathurrohman
Age : 48 LOS : 17
Ytr : 7
S/T :
M/T :
L/T :
Customer
Relation Mgt
Puti Annisa M.
Age : 37 LOS : 14
Ytr : 18
S/T :
M/T :
L/T :
Government
Relation
Mohammad Erwin
Age : 54 LOS : 23
Ytr : 1
S/T : Ketut
M/T :
L/T :
Marketing,
Sales & Support
Budhi Prasetyo
Age : 46 LOS : 19
Ytr : 9
S/T : Sendi (4E,31,PC)
M/T :
L/T :
Warehouse
Budhi Prasetyo
Age : 46 LOS : 19
Ytr : 9
S/T : Hendro I (4E,48,C)
M/T :
L/T :
Inventory
Sendi Darma S.
Age : 31 LOS : 7
Ytr : 24
S/T :
M/T :
L/T: Ign Grasonta
(4B,27,PC)
Technical,
Warranty &
Field Engineer
Beny Dwyanto
Age : 37 LOS : 14
Ytr : 18
S/T :
M/T :
L/T :
Service
Marketing
Fuad Hasyim
Age : 47 LOS : 26
Ytr : 8
S/T :
M/T :
L/T :
Training Center
Eko Cahyo K.
Age : 39 LOS : 13
Ytr : 16
S/T :
M/T :
L/T :

27. SUCCESSION PROFILE

28. Evaluation Succession Planning
What is Bench Strength ?
Rasio perbandingan antara jumlah posisi
dengan jumlah karyawan yang diproyeksikan
akan menggantikan posisi tersebut
Jumlah Posisi VS Jumlah Karyawan
Evaluation Bench Strength
1 : 0,5

29. 2016 - BENCH STRENGTH RATIO
POSITION NAME
# OF DIRECTORATE
/DIVISION /
DEPARTMENT
# OF
CANDIDATE
RATIO
Division 13 8 1 : 0,62
Department 51 14 1 : 0,27
Total Dept Up 64 22 1 : 0.34

30. Thank You