SlideShare a Scribd company logo
+
HR Transformation
By Krisbiyanto
@krisbi27
Senior Partner of PortalHR
+
The Current Major Issues
n  Generation Gap in the Workforce needs to be addressed
differently in the organization
n  Globalization
n  Talent and engagement still the most commonly issues in the
organization
n  Expansive Growth and Cost Pressure
n  Merger and Acquisition
n  IT and Big Data driven
n  Social Media has driven a communication in organization
+
ABOUT INDONESIA
+Indonesian Current Condition -
Internet Users
Total population in Indonesia is around 240 million
Number of Internet Users in 2012 is around 110,722 million
People or 46.15% of total population
+Indonesia’s Outloook
From Total Population of 240 Mio:
•  X gen is 24%,Y gen is 28%, Z gen is
31% and the rest boomers and other is
17%
•  Internet penetration is 21%
•  Indonesians are 3rd in the world for
freedom to speech
•  The 60% facebookers are “Y” gen
•  2nd largest facebook nation
•  3rd largest twitter nation
•  Have the power to influence trending
topic on twitter
•  SME gain more through Social Media
than MNC
•  A fast growing market for tech start up
https://wiki.smu.edu.sg/digitalmediaasia/
Digital_Media_in_Indonesia
+
Impact of Social Media in Organization
#1. Employee Branding
#2. Collaboration & Communication
#3.Talent Recruiting
#4. Assessing Online Record
#5. Professional Development
#6. Employee Engagement
#7. Driving Innovation
#8. Alumni Relations
Source: Manpower Employer
Perspectives on Social
Networking, 2009
Indonesian Organization
Is still very slow responding
with the impact of social
media movement
+
TRASNFORMATION
+
The HR Management
Transformation
HRValueAdded
Time
Personnel
Administration
Human Resources
Management
Human
Capital
HC Performance
Productivity
-Provide Employee Services
-Analyzing HR needs and
developing Plan
-Aligning HR Strategies that
support Business Strategy
-Focusing in Performance
and Productivity
70’s
80’s
90’s
00’s
+
The HR Transformation Objective
•  HC Alignment
•  Business Sustainability
•  Engage Workforce
•  Productive Workforce
•  Effective Organization
+
4 HR Transformations Road Map
HRTransformation
1
2
3
4
Understanding the Business, Solution
Integration and Change Analysis
Strengthening the HR Roles as
Business Partner (BP) and Center of
Expertise (COE)
Benchmarking and Workforce Analysis
Building HR Shared Services
and Outsourcing Opportunities
+
The Latest HR Evolution from Dave
Ulrich
Wave four uses HR practices to derive
and respond to external business
conditions, called "HR from the outside
in". Outside-in HR goes beyond
strategy to align its work with business
contexts and stakeholders.The three
earlier waves represent HR work that
still has to be done well: HR
administration must be flawless; HR
practices must be innovative and
integrated; and HR must turn strategic
aspirations into HR actions. But rather
than rely on these waves, future-facing
HR professionals should look outside
their organisations to customers,
investors, and communities to
define successful HR.
+
Effective Management
Demonstrating in 5 keys Area
+
WELCOME BIG DATA ERA
+
HR Organization are not ready
facing big Data Era
+
An Evolved Organization
+
A CASE STORY
+
A Case Story
n  Private Public Listed Bank
n  Employee around 17,000
n  Outlet Coverage : all over
Indonesia Provinces
n  BTPN heavy Challenge is its
extremely rapid growth
organization, expansive business
growth (pension, syaria and micro
banking).
n  Rapid growth of its employee from
5,500 employee in 2008 to 17,0000
employees which mostly 60% are Y
generation.
+
A Case Story to Share,
Bank Tabungan Pensiunan Nasional (PT Bank BTPN,Tbk)
n  Established in
Bandung,West
Java with the
name Bank
Pegawai
Pensiunan
Militer
(Bapemil).
n  Texas Pacific
Group (TPG)
Nusantara S.a.r.l
acquired 71.6%
of BTPN’s shares
through the
Indonesian
Stock Exchange.
BTPN became a
publicly listed
company with
an asset base of
IDR 13.7 Trillion.
n  Obtained
license to
become a
commercial
bank.
n  Changed its
name into
Bank
Tabungan
Pensiunan
Nasional (PT.
Bank BTPN).
1958 1960 20081986
n  Launched Micro &
Small business line,
with the opening of
539 branch offices
and a credit growth
of IDR 2.3 trillion in
one year. Issued
the first long term
Rupiah-based
bond with a credit
rating of A+
(National Scale
Rating) from Fitch
Ratings.
2009
+
BTPN
2008
• 5,550 emp
• Dec 13.697
T or 1,441
bio US
2009
• 10,350
emp
• Dec 22.27
T or 2.34
bio USD
2010
• 12,550
emp
• Dec 22.27
T or 2.34
bio USD
2011
• 15,500
emp
• Dec 46.6 T
or 4.9 bio
US
2012
• 17,200
emp
• June 52 T
or 5.4 bio
USD
39 branches
In 2008
1,047 branches
In 2010
1,754 branches
In 2012
BTPN is an extremely rapid growth organization which
Historically Background is a family owned private bank in 1958
into professional managed bank owned by overseas investor
Our Journey …
Standard Practice
Aligned Structure and
Reward with the Bank
Strategy
Built dedicated
engines for Micro
Business
Built trust with the
existing people
Improved basic HC
infrastructure
Established BTPN
Learning Institute and
introduce a Common
Leadership Language
Progressive Practice
Enable Business
Performance & Growth
through Organization
Effectiveness
Strengthen Business
Pillars :
• HC Service Delivery
• Center of Expertise
• HC Governance
Live the MVV
On the Horizon
HC anticipates strategic
issues and leads efforts
HC Portal – customized web
based / vision of paperless
administration
Precision workforce
planning / emphasis on
retention and relationship
extension
Talent management links
development, career
planning, talent
assessment & developing
future leaders
Real-time workplace
experiential learning
supported by interactive
technology
Where we were in 2008 Where we are now Where we will be in the future
+Key Focuses
n  Support business to
achieve business
performance as well
as people objectives
•  Develop HR/
people products
based on market
best practices to
fit with company
objectives
•  Provide
operations &
services to
deliver agreed
service level,
efficient
processes and
operation risk
management
Relationship
Mgmt.
Center of
Expertise
Shared
Services
+Key Accountabilities
n  People Performance &
Rewards Management
to support & align with
business performance
n  Talent management
n  Embed employee
engagement
•  Reward &
Performance
•  Organization Design
(incld. MPP)
•  Industrial Relation
•  Employee
Engagement
•  Learning & Talent
Development
•  People Risk
•  Database
Maintenance
•  Payroll & Benefit
Processing
•  Help Desk (Contact
Ctr)
•  Resourcing
Operations
•  Training Services
•  Operation Risk
•  HR System
•  MIS & Dashboard
Relationship
Mgmt.
Center of
Expertise
Shared
Services
+Deliverables
HC PRODUCTS COE RM SS
Rewards Design Rewards Strategy, design
Rewards Programs & Policy,
Manage People Cost at Corporate
Level
Specific Rewards Program to fit
with biz needs, Aligning Rewards
with individual & business
performance, Manage People Cost
at Business Unit level
Deliver compensation & benefit
operation & services, produce
report & MIS on people cost,
Service/Contact Centre
Performance
Management
Design Performance Mgmt
System & Policy, Ensure
alignment to business
performance at company level
Implement PMS (incld managing
poor performance), ensure
alignment to business performance
Performance database &
documentation
Organization Design Design OD policy, Job Evaluation
Methodology (incld. Job analysis,
Job grading), MPP strategy &
policy
Design Organization Structure,
implement Job Desc, Job Eva, Job
Grading, MPP in each business/
function
Employee Database, MIS
Learning & Talent
Development
Develop Training Modules/
Curriculum, Trainer, Talent
Identification Methodology, Talent
Development Guideline, Talent
Pool at Corporate Level
TNA, Talent Classification, Talent
Development Plan & Monitoring
Training Delivery, MIS
Resourcing Design resourcing strategy
methodology, tools
Monitor MPP fulfillment Recruitment process
Employee Engagement Design Engagement Measurement
& Methodology
Monitor implementation & ensure
engagement level
Survey Delivery
Industrial Relation Design Policy, Compliance,
Procedures
Monitoring Database
People Risk Risk Type Owner (RTO) Risk Mitigation at business/
function level
Operation Risk
+
Destination Model
Centre of Expertise
n  Best in class, right solutions
n  Specialist knowledge
n  Policy & process development
Shared Service Centre
n  ESS/MSS Support
n  Centralized administration
processing
n  Monitoring HC Effectiveness (HR
RoI)
n  Relationship Manager
n  Formulating strategy
n  Business partner
n  Facilitate use of right
products & processes for
people solutions
n  Coordinating local business
HC needs
n  Coaching Managers & staff
Driving
Business
Performance
PRODUCTS ADVISORY
Current Structure
HC PRODUCTS COE SS RM
Rewards
Performance
Management
Industrial Relation
Organization Dev.
Resourcing
Learning & Talent
Development
Employee
Engagement
People Risk
HC Ops
(CHC)
HC Heads :
RB
UMK
OPIT
SFs
HC
BTPN Learning Institute
CoE
(CHC)
CHC/Res UMK
na HC Ops (OR)
Proposed Structure
HC PRODUCTS COE SS RM
Rewards
Performance
Management
Industrial Relation
Organization Dev.
Resourcing
Learning & Talent
Development
Employee
Engagement
People Risk
HC Ops &
Services
HC Heads :
• RB
• UMK
• OP/IT
• SFs
• HC
BTPN Learning Institute
Corp. HC
Mass Resourcing
n/a HC Ops & Serv
OD
+
A CONCLUSION
+
A Conclusion to learn
n  Transformation is about the change, and change is equal to
pain
n  Transformation is a journey, you can speed it up but you need
to be well prepared
n  There is no quick jump, you should follow the process in
transformation
n  There is no perfect fit that one succeed story in one company
can be duplicate in another company although we can learn
from it

More Related Content

What's hot

Talent management
Talent managementTalent management
Talent management
yamini-reddy
 
Talent Attraction and Retention
Talent Attraction and Retention Talent Attraction and Retention
Talent Attraction and Retention
Trefoil Group
 
HR transformation
HR transformationHR transformation
HR transformation
Laurence Vanhée
 
21st Century Talent Management: The New Ways Companies Hire, Engage, and Lead
21st Century Talent Management:  The New Ways Companies Hire, Engage, and Lead21st Century Talent Management:  The New Ways Companies Hire, Engage, and Lead
21st Century Talent Management: The New Ways Companies Hire, Engage, and Lead
Josh Bersin
 
Connecting HR to the Board with a Strategic People Plan
Connecting HR to the Board with a Strategic People PlanConnecting HR to the Board with a Strategic People Plan
Connecting HR to the Board with a Strategic People Plan
Integrated Healthcare Strategies
 
Adapt HR Practices to the Digital Age
Adapt HR Practices to the Digital AgeAdapt HR Practices to the Digital Age
Adapt HR Practices to the Digital Age
Human Capital Media
 
Align HR Strategy With Business Strategy
Align HR Strategy With  Business StrategyAlign HR Strategy With  Business Strategy
Align HR Strategy With Business Strategy
Sherin El-Rashied
 
Performance Management System
Performance Management SystemPerformance Management System
Performance Management System
Mayank Singh
 
Innovative HR Practices that make a Difference
Innovative HR Practices that make a DifferenceInnovative HR Practices that make a Difference
Innovative HR Practices that make a Difference
National HRD Network
 
Best hr practices
Best hr practicesBest hr practices
Best hr practices
Empxtrack Inc.
 
Talent Management
Talent Management Talent Management
Hr Practices
Hr PracticesHr Practices
Hr Practices
Sanman Kulkarni
 
HOS Talent management presentation
HOS Talent management presentationHOS Talent management presentation
HOS Talent management presentation
Erdo Deshiant Garnaby
 
Hr Analytics
Hr AnalyticsHr Analytics
Hr Analytics
Atif Shaikh
 
Talent management
Talent managementTalent management
Talent management
Ujjwal 'Shanu'
 
Transform the employee experience
Transform the employee experienceTransform the employee experience
Transform the employee experience
Joyce Hostyn
 
Training and development
Training and developmentTraining and development
Training and development
Krishantha Jayasundara
 
Employee Retention: Key Ways to Retain Your Top Talent
Employee Retention: Key Ways to Retain Your Top TalentEmployee Retention: Key Ways to Retain Your Top Talent
Employee Retention: Key Ways to Retain Your Top Talent
Kaufman Global
 
Retension strategies of employee
Retension strategies of employeeRetension strategies of employee
Retension strategies of employee
Sanjay Samuel
 
How Talent Analytics Can Help You Maximize Your HR Strategy
How Talent Analytics Can Help You Maximize Your HR StrategyHow Talent Analytics Can Help You Maximize Your HR Strategy
How Talent Analytics Can Help You Maximize Your HR Strategy
Glassdoor
 

What's hot (20)

Talent management
Talent managementTalent management
Talent management
 
Talent Attraction and Retention
Talent Attraction and Retention Talent Attraction and Retention
Talent Attraction and Retention
 
HR transformation
HR transformationHR transformation
HR transformation
 
21st Century Talent Management: The New Ways Companies Hire, Engage, and Lead
21st Century Talent Management:  The New Ways Companies Hire, Engage, and Lead21st Century Talent Management:  The New Ways Companies Hire, Engage, and Lead
21st Century Talent Management: The New Ways Companies Hire, Engage, and Lead
 
Connecting HR to the Board with a Strategic People Plan
Connecting HR to the Board with a Strategic People PlanConnecting HR to the Board with a Strategic People Plan
Connecting HR to the Board with a Strategic People Plan
 
Adapt HR Practices to the Digital Age
Adapt HR Practices to the Digital AgeAdapt HR Practices to the Digital Age
Adapt HR Practices to the Digital Age
 
Align HR Strategy With Business Strategy
Align HR Strategy With  Business StrategyAlign HR Strategy With  Business Strategy
Align HR Strategy With Business Strategy
 
Performance Management System
Performance Management SystemPerformance Management System
Performance Management System
 
Innovative HR Practices that make a Difference
Innovative HR Practices that make a DifferenceInnovative HR Practices that make a Difference
Innovative HR Practices that make a Difference
 
Best hr practices
Best hr practicesBest hr practices
Best hr practices
 
Talent Management
Talent Management Talent Management
Talent Management
 
Hr Practices
Hr PracticesHr Practices
Hr Practices
 
HOS Talent management presentation
HOS Talent management presentationHOS Talent management presentation
HOS Talent management presentation
 
Hr Analytics
Hr AnalyticsHr Analytics
Hr Analytics
 
Talent management
Talent managementTalent management
Talent management
 
Transform the employee experience
Transform the employee experienceTransform the employee experience
Transform the employee experience
 
Training and development
Training and developmentTraining and development
Training and development
 
Employee Retention: Key Ways to Retain Your Top Talent
Employee Retention: Key Ways to Retain Your Top TalentEmployee Retention: Key Ways to Retain Your Top Talent
Employee Retention: Key Ways to Retain Your Top Talent
 
Retension strategies of employee
Retension strategies of employeeRetension strategies of employee
Retension strategies of employee
 
How Talent Analytics Can Help You Maximize Your HR Strategy
How Talent Analytics Can Help You Maximize Your HR StrategyHow Talent Analytics Can Help You Maximize Your HR Strategy
How Talent Analytics Can Help You Maximize Your HR Strategy
 

Viewers also liked

Strategic HR transformation
Strategic HR transformationStrategic HR transformation
Strategic HR transformation
Bing Wu Berberich
 
Unleashing Digital in HR
Unleashing Digital in HRUnleashing Digital in HR
Unleashing Digital in HR
Capgemini
 
HR Transformation 2015
HR Transformation 2015HR Transformation 2015
HR Transformation 2015
Callum Anthony Hogg
 
Creating Value with Digital HR
Creating Value with Digital HRCreating Value with Digital HR
Creating Value with Digital HR
Capgemini
 
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...
HR Strategy - How to develop and deploy your hrm strategy  - a manual for HR ...HR Strategy - How to develop and deploy your hrm strategy  - a manual for HR ...
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...
Anne Van de Catsye
 
Your hr transformation Journey
Your hr transformation Journey Your hr transformation Journey
Your hr transformation Journey
Neil Wilson
 
ADP - Global HR transformation 2009
ADP - Global HR transformation 2009ADP - Global HR transformation 2009
ADP - Global HR transformation 2009
ADP Streamline
 
HR Transformation Through Technology
HR Transformation Through Technology HR Transformation Through Technology
HR Transformation Through Technology
G&A Partners
 
Debunking the Change Management Buzz: ACMP 2016
Debunking the Change Management Buzz: ACMP 2016Debunking the Change Management Buzz: ACMP 2016
Debunking the Change Management Buzz: ACMP 2016
Tim Creasey
 
First Data HR Transformation story
First Data HR Transformation storyFirst Data HR Transformation story
First Data HR Transformation story
Cedar Consulting
 
LinkedIn_DBS Case Study_Nov2015
LinkedIn_DBS Case Study_Nov2015LinkedIn_DBS Case Study_Nov2015
LinkedIn_DBS Case Study_Nov2015
Wilson Chen
 
Why the HR Service Center is Critical to Digital Transformation
Why the HR Service Center is Critical to Digital TransformationWhy the HR Service Center is Critical to Digital Transformation
Why the HR Service Center is Critical to Digital Transformation
CAROL MALIA
 
HR Transformation
HR TransformationHR Transformation
Tice - HR & Sales Partnership: Developin High-Performance Sales People
Tice - HR & Sales Partnership:  Developin High-Performance Sales PeopleTice - HR & Sales Partnership:  Developin High-Performance Sales People
Tice - HR & Sales Partnership: Developin High-Performance Sales People
HR Florida State Council, Inc.
 
The Rise of HR
The Rise of HRThe Rise of HR
The Rise of HR
Sage HR
 
Building a Business Case for a Talent Management Suite
Building a Business Case for a Talent Management SuiteBuilding a Business Case for a Talent Management Suite
Building a Business Case for a Talent Management Suite
Saba Software
 
Your HR Transformation Journey - Equiniti
Your HR Transformation Journey - EquinitiYour HR Transformation Journey - Equiniti
Your HR Transformation Journey - Equiniti
Tahir Ditta
 
Hr Transformation Roadmap- Aligning with the Business Commercial Agenda
Hr Transformation Roadmap- Aligning with the Business Commercial AgendaHr Transformation Roadmap- Aligning with the Business Commercial Agenda
Hr Transformation Roadmap- Aligning with the Business Commercial Agenda
Chazey Partners
 
Driving Hr Transformation With Metrics V7
Driving Hr Transformation With Metrics V7Driving Hr Transformation With Metrics V7
Driving Hr Transformation With Metrics V7
Russell Klosk (智能虎)
 
HR & Digital Transformation
HR & Digital TransformationHR & Digital Transformation
HR & Digital Transformation
Matt Alder
 

Viewers also liked (20)

Strategic HR transformation
Strategic HR transformationStrategic HR transformation
Strategic HR transformation
 
Unleashing Digital in HR
Unleashing Digital in HRUnleashing Digital in HR
Unleashing Digital in HR
 
HR Transformation 2015
HR Transformation 2015HR Transformation 2015
HR Transformation 2015
 
Creating Value with Digital HR
Creating Value with Digital HRCreating Value with Digital HR
Creating Value with Digital HR
 
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...
HR Strategy - How to develop and deploy your hrm strategy  - a manual for HR ...HR Strategy - How to develop and deploy your hrm strategy  - a manual for HR ...
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...
 
Your hr transformation Journey
Your hr transformation Journey Your hr transformation Journey
Your hr transformation Journey
 
ADP - Global HR transformation 2009
ADP - Global HR transformation 2009ADP - Global HR transformation 2009
ADP - Global HR transformation 2009
 
HR Transformation Through Technology
HR Transformation Through Technology HR Transformation Through Technology
HR Transformation Through Technology
 
Debunking the Change Management Buzz: ACMP 2016
Debunking the Change Management Buzz: ACMP 2016Debunking the Change Management Buzz: ACMP 2016
Debunking the Change Management Buzz: ACMP 2016
 
First Data HR Transformation story
First Data HR Transformation storyFirst Data HR Transformation story
First Data HR Transformation story
 
LinkedIn_DBS Case Study_Nov2015
LinkedIn_DBS Case Study_Nov2015LinkedIn_DBS Case Study_Nov2015
LinkedIn_DBS Case Study_Nov2015
 
Why the HR Service Center is Critical to Digital Transformation
Why the HR Service Center is Critical to Digital TransformationWhy the HR Service Center is Critical to Digital Transformation
Why the HR Service Center is Critical to Digital Transformation
 
HR Transformation
HR TransformationHR Transformation
HR Transformation
 
Tice - HR & Sales Partnership: Developin High-Performance Sales People
Tice - HR & Sales Partnership:  Developin High-Performance Sales PeopleTice - HR & Sales Partnership:  Developin High-Performance Sales People
Tice - HR & Sales Partnership: Developin High-Performance Sales People
 
The Rise of HR
The Rise of HRThe Rise of HR
The Rise of HR
 
Building a Business Case for a Talent Management Suite
Building a Business Case for a Talent Management SuiteBuilding a Business Case for a Talent Management Suite
Building a Business Case for a Talent Management Suite
 
Your HR Transformation Journey - Equiniti
Your HR Transformation Journey - EquinitiYour HR Transformation Journey - Equiniti
Your HR Transformation Journey - Equiniti
 
Hr Transformation Roadmap- Aligning with the Business Commercial Agenda
Hr Transformation Roadmap- Aligning with the Business Commercial AgendaHr Transformation Roadmap- Aligning with the Business Commercial Agenda
Hr Transformation Roadmap- Aligning with the Business Commercial Agenda
 
Driving Hr Transformation With Metrics V7
Driving Hr Transformation With Metrics V7Driving Hr Transformation With Metrics V7
Driving Hr Transformation With Metrics V7
 
HR & Digital Transformation
HR & Digital TransformationHR & Digital Transformation
HR & Digital Transformation
 

Similar to HR Transformation By Mr Krisbiyanto, Senior Partner of PortalHR

most influential hr leaders.pdf
most influential hr leaders.pdfmost influential hr leaders.pdf
most influential hr leaders.pdf
insightssuccess2
 
Most Influential HR Leaders of - 2022.pdf
Most Influential HR Leaders of - 2022.pdfMost Influential HR Leaders of - 2022.pdf
Most Influential HR Leaders of - 2022.pdf
insightssuccess2
 
2012 financial services jul16th
2012 financial services jul16th2012 financial services jul16th
2012 financial services jul16th
WillQuintero
 
Jvms corporate presentation2.0
Jvms corporate presentation2.0Jvms corporate presentation2.0
Jvms corporate presentation2.0
Apeksha Shah
 
Chro eventv4
Chro eventv4Chro eventv4
Chro eventv4
Djalma Britto
 
Social Recruiting Asia 24 Feb new
Social Recruiting Asia 24 Feb newSocial Recruiting Asia 24 Feb new
Social Recruiting Asia 24 Feb new
Simply Safety Pte Ltd
 
Next
NextNext
TalentGen-V1 1
TalentGen-V1 1TalentGen-V1 1
TalentGen-V1 1
Tarun Bhargava
 
KL-GM169 Digital Integration - Shirlyn
KL-GM169 Digital Integration - Shirlyn KL-GM169 Digital Integration - Shirlyn
KL-GM169 Digital Integration - Shirlyn
Shirlyn Baraquel
 
Employee Engagement Today: The Simply Irresistible Organization
Employee Engagement Today: The Simply Irresistible OrganizationEmployee Engagement Today: The Simply Irresistible Organization
Employee Engagement Today: The Simply Irresistible Organization
Qualtrics
 
Benefits Of An Effective Leadership Program Essay
Benefits Of An Effective Leadership Program EssayBenefits Of An Effective Leadership Program Essay
Benefits Of An Effective Leadership Program Essay
Jessica Lopez
 
How Gainsight doubled their follower base and halved their dependence on staf...
How Gainsight doubled their follower base and halved their dependence on staf...How Gainsight doubled their follower base and halved their dependence on staf...
How Gainsight doubled their follower base and halved their dependence on staf...
LinkedIn Talent Solutions
 
Transformation in the Finance Industry
Transformation in the Finance IndustryTransformation in the Finance Industry
Transformation in the Finance Industry
DDI México
 
HWZ-Darden Konferenz: Leadership in the new
HWZ-Darden Konferenz: Leadership in the newHWZ-Darden Konferenz: Leadership in the new
HWZ-Darden Konferenz: Leadership in the new
HWZ Hochschule für Wirtschaft
 
MS&L Five Trends in Employee Engagement
MS&L Five Trends in Employee EngagementMS&L Five Trends in Employee Engagement
MS&L Five Trends in Employee Engagement
MS&L
 
Aronagh consulting portfolio 2015 final
Aronagh   consulting portfolio 2015 finalAronagh   consulting portfolio 2015 final
Aronagh consulting portfolio 2015 final
Bettina Pickering
 
Wipro HR PPT
Wipro HR PPTWipro HR PPT
Wipro HR PPT
Techy Singh
 
Social Recruiting Asia 2015_email
Social Recruiting Asia 2015_emailSocial Recruiting Asia 2015_email
Social Recruiting Asia 2015_email
Rishita Desai
 
Economic Development Survival Metrics
Economic Development Survival MetricsEconomic Development Survival Metrics
Economic Development Survival Metrics
Atlas Integrated
 
Benefits Management: it works, so why isn’t everybody doing it? Webinar, 10th...
Benefits Management: it works, so why isn’t everybody doing it? Webinar, 10th...Benefits Management: it works, so why isn’t everybody doing it? Webinar, 10th...
Benefits Management: it works, so why isn’t everybody doing it? Webinar, 10th...
Association for Project Management
 

Similar to HR Transformation By Mr Krisbiyanto, Senior Partner of PortalHR (20)

most influential hr leaders.pdf
most influential hr leaders.pdfmost influential hr leaders.pdf
most influential hr leaders.pdf
 
Most Influential HR Leaders of - 2022.pdf
Most Influential HR Leaders of - 2022.pdfMost Influential HR Leaders of - 2022.pdf
Most Influential HR Leaders of - 2022.pdf
 
2012 financial services jul16th
2012 financial services jul16th2012 financial services jul16th
2012 financial services jul16th
 
Jvms corporate presentation2.0
Jvms corporate presentation2.0Jvms corporate presentation2.0
Jvms corporate presentation2.0
 
Chro eventv4
Chro eventv4Chro eventv4
Chro eventv4
 
Social Recruiting Asia 24 Feb new
Social Recruiting Asia 24 Feb newSocial Recruiting Asia 24 Feb new
Social Recruiting Asia 24 Feb new
 
Next
NextNext
Next
 
TalentGen-V1 1
TalentGen-V1 1TalentGen-V1 1
TalentGen-V1 1
 
KL-GM169 Digital Integration - Shirlyn
KL-GM169 Digital Integration - Shirlyn KL-GM169 Digital Integration - Shirlyn
KL-GM169 Digital Integration - Shirlyn
 
Employee Engagement Today: The Simply Irresistible Organization
Employee Engagement Today: The Simply Irresistible OrganizationEmployee Engagement Today: The Simply Irresistible Organization
Employee Engagement Today: The Simply Irresistible Organization
 
Benefits Of An Effective Leadership Program Essay
Benefits Of An Effective Leadership Program EssayBenefits Of An Effective Leadership Program Essay
Benefits Of An Effective Leadership Program Essay
 
How Gainsight doubled their follower base and halved their dependence on staf...
How Gainsight doubled their follower base and halved their dependence on staf...How Gainsight doubled their follower base and halved their dependence on staf...
How Gainsight doubled their follower base and halved their dependence on staf...
 
Transformation in the Finance Industry
Transformation in the Finance IndustryTransformation in the Finance Industry
Transformation in the Finance Industry
 
HWZ-Darden Konferenz: Leadership in the new
HWZ-Darden Konferenz: Leadership in the newHWZ-Darden Konferenz: Leadership in the new
HWZ-Darden Konferenz: Leadership in the new
 
MS&L Five Trends in Employee Engagement
MS&L Five Trends in Employee EngagementMS&L Five Trends in Employee Engagement
MS&L Five Trends in Employee Engagement
 
Aronagh consulting portfolio 2015 final
Aronagh   consulting portfolio 2015 finalAronagh   consulting portfolio 2015 final
Aronagh consulting portfolio 2015 final
 
Wipro HR PPT
Wipro HR PPTWipro HR PPT
Wipro HR PPT
 
Social Recruiting Asia 2015_email
Social Recruiting Asia 2015_emailSocial Recruiting Asia 2015_email
Social Recruiting Asia 2015_email
 
Economic Development Survival Metrics
Economic Development Survival MetricsEconomic Development Survival Metrics
Economic Development Survival Metrics
 
Benefits Management: it works, so why isn’t everybody doing it? Webinar, 10th...
Benefits Management: it works, so why isn’t everybody doing it? Webinar, 10th...Benefits Management: it works, so why isn’t everybody doing it? Webinar, 10th...
Benefits Management: it works, so why isn’t everybody doing it? Webinar, 10th...
 

More from HRBoss

Talent Pipeline: Ensuring the Right Flow of Talent for Your Organization | Da...
Talent Pipeline: Ensuring the Right Flow of Talent for Your Organization | Da...Talent Pipeline: Ensuring the Right Flow of Talent for Your Organization | Da...
Talent Pipeline: Ensuring the Right Flow of Talent for Your Organization | Da...
HRBoss
 
Retention: Stop Talent From Taking Flight
Retention: Stop Talent From Taking FlightRetention: Stop Talent From Taking Flight
Retention: Stop Talent From Taking Flight
HRBoss
 
Inside the mind of an HR Manager
Inside the mind of an HR ManagerInside the mind of an HR Manager
Inside the mind of an HR Manager
HRBoss
 
Welcome to the new workstyle
Welcome to the new workstyleWelcome to the new workstyle
Welcome to the new workstyle
HRBoss
 
【Hr boss】 ビッグ・データとは?
【Hr boss】 ビッグ・データとは?【Hr boss】 ビッグ・データとは?
【Hr boss】 ビッグ・データとは?
HRBoss
 
A to Z Guide To Recruiting Smart
A to Z Guide To Recruiting SmartA to Z Guide To Recruiting Smart
A to Z Guide To Recruiting Smart
HRBoss
 
Moneyball & Data Analytics
Moneyball & Data AnalyticsMoneyball & Data Analytics
Moneyball & Data Analytics
HRBoss
 
HR Trends 2014 in Asia
HR Trends 2014 in AsiaHR Trends 2014 in Asia
HR Trends 2014 in Asia
HRBoss
 
HR Big Data
HR Big DataHR Big Data
HR Big Data
HRBoss
 
Tips Sukses Rekrutment Di era Sosial and Digital
Tips Sukses Rekrutment Di era Sosial and DigitalTips Sukses Rekrutment Di era Sosial and Digital
Tips Sukses Rekrutment Di era Sosial and Digital
HRBoss
 
Employer Branding by Rachele Focardi, Universum Asia
Employer Branding by Rachele Focardi, Universum AsiaEmployer Branding by Rachele Focardi, Universum Asia
Employer Branding by Rachele Focardi, Universum Asia
HRBoss
 
Employer Branding by HRBoss
Employer Branding by HRBossEmployer Branding by HRBoss
Employer Branding by HRBoss
HRBoss
 
Recruitment in a growing economy. Empowering your Recruiting process for success
Recruitment in a growing economy. Empowering your Recruiting process for successRecruitment in a growing economy. Empowering your Recruiting process for success
Recruitment in a growing economy. Empowering your Recruiting process for success
HRBoss
 
Are we ready for the HR and Social Revolution?
Are we ready for the HR and Social Revolution?Are we ready for the HR and Social Revolution?
Are we ready for the HR and Social Revolution?
HRBoss
 
Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013
Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013
Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013
HRBoss
 

More from HRBoss (15)

Talent Pipeline: Ensuring the Right Flow of Talent for Your Organization | Da...
Talent Pipeline: Ensuring the Right Flow of Talent for Your Organization | Da...Talent Pipeline: Ensuring the Right Flow of Talent for Your Organization | Da...
Talent Pipeline: Ensuring the Right Flow of Talent for Your Organization | Da...
 
Retention: Stop Talent From Taking Flight
Retention: Stop Talent From Taking FlightRetention: Stop Talent From Taking Flight
Retention: Stop Talent From Taking Flight
 
Inside the mind of an HR Manager
Inside the mind of an HR ManagerInside the mind of an HR Manager
Inside the mind of an HR Manager
 
Welcome to the new workstyle
Welcome to the new workstyleWelcome to the new workstyle
Welcome to the new workstyle
 
【Hr boss】 ビッグ・データとは?
【Hr boss】 ビッグ・データとは?【Hr boss】 ビッグ・データとは?
【Hr boss】 ビッグ・データとは?
 
A to Z Guide To Recruiting Smart
A to Z Guide To Recruiting SmartA to Z Guide To Recruiting Smart
A to Z Guide To Recruiting Smart
 
Moneyball & Data Analytics
Moneyball & Data AnalyticsMoneyball & Data Analytics
Moneyball & Data Analytics
 
HR Trends 2014 in Asia
HR Trends 2014 in AsiaHR Trends 2014 in Asia
HR Trends 2014 in Asia
 
HR Big Data
HR Big DataHR Big Data
HR Big Data
 
Tips Sukses Rekrutment Di era Sosial and Digital
Tips Sukses Rekrutment Di era Sosial and DigitalTips Sukses Rekrutment Di era Sosial and Digital
Tips Sukses Rekrutment Di era Sosial and Digital
 
Employer Branding by Rachele Focardi, Universum Asia
Employer Branding by Rachele Focardi, Universum AsiaEmployer Branding by Rachele Focardi, Universum Asia
Employer Branding by Rachele Focardi, Universum Asia
 
Employer Branding by HRBoss
Employer Branding by HRBossEmployer Branding by HRBoss
Employer Branding by HRBoss
 
Recruitment in a growing economy. Empowering your Recruiting process for success
Recruitment in a growing economy. Empowering your Recruiting process for successRecruitment in a growing economy. Empowering your Recruiting process for success
Recruitment in a growing economy. Empowering your Recruiting process for success
 
Are we ready for the HR and Social Revolution?
Are we ready for the HR and Social Revolution?Are we ready for the HR and Social Revolution?
Are we ready for the HR and Social Revolution?
 
Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013
Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013
Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013
 

Recently uploaded

Mobile Application pentesting blog.docx.pdf
Mobile Application pentesting blog.docx.pdfMobile Application pentesting blog.docx.pdf
Mobile Application pentesting blog.docx.pdf
fortbridge4
 
Standard Operating Procedure for Digital Marketing
Standard Operating Procedure for Digital MarketingStandard Operating Procedure for Digital Marketing
Standard Operating Procedure for Digital Marketing
Dipendra Prasad Poudel
 
ShotOniPhone campaign by Vancy macwan.pptx
ShotOniPhone campaign by Vancy macwan.pptxShotOniPhone campaign by Vancy macwan.pptx
ShotOniPhone campaign by Vancy macwan.pptx
macwanvancy
 
Solution manual for canadian income taxation 20222023 25th edition by william...
Solution manual for canadian income taxation 20222023 25th edition by william...Solution manual for canadian income taxation 20222023 25th edition by william...
Solution manual for canadian income taxation 20222023 25th edition by william...
stanslausnzuki569
 
Restaurant Chiraz Sindbad Hotel Hammamet
Restaurant Chiraz Sindbad Hotel HammametRestaurant Chiraz Sindbad Hotel Hammamet
Restaurant Chiraz Sindbad Hotel Hammamet
rihabkorbi24
 
Chief Compliance Officer Leadership Vision 2024 Report
Chief Compliance Officer Leadership Vision 2024 ReportChief Compliance Officer Leadership Vision 2024 Report
Chief Compliance Officer Leadership Vision 2024 Report
Compliance Vision
 
AI and Best Use Cases for Your Personal Life.pptx
AI and Best Use Cases for Your Personal Life.pptxAI and Best Use Cases for Your Personal Life.pptx
AI and Best Use Cases for Your Personal Life.pptx
Brian Frerichs
 
How to use lace front wig importance and
How to use lace front wig importance andHow to use lace front wig importance and
How to use lace front wig importance and
kaporej505
 
A Playbook for Solo & Siloed Data Science Practitioners
A Playbook for Solo & Siloed Data Science PractitionersA Playbook for Solo & Siloed Data Science Practitioners
A Playbook for Solo & Siloed Data Science Practitioners
Tim Wilson
 
upGrad_Case_Study_by_Himanshu_Singh.pptx
upGrad_Case_Study_by_Himanshu_Singh.pptxupGrad_Case_Study_by_Himanshu_Singh.pptx
upGrad_Case_Study_by_Himanshu_Singh.pptx
himanshubclubofgsv
 
YouTube Automation Step-by-step Guide.pdf
YouTube Automation Step-by-step Guide.pdfYouTube Automation Step-by-step Guide.pdf
YouTube Automation Step-by-step Guide.pdf
grizzyhuncho
 
Floating Pontoon | Premier marine solution
Floating Pontoon | Premier marine solutionFloating Pontoon | Premier marine solution
Floating Pontoon | Premier marine solution
PMSME
 
84th Marketing Club (OTC Marketing) Dr.Mahmoud Hamed 23rd Cairo.pdf
84th Marketing Club (OTC Marketing) Dr.Mahmoud Hamed 23rd Cairo.pdf84th Marketing Club (OTC Marketing) Dr.Mahmoud Hamed 23rd Cairo.pdf
84th Marketing Club (OTC Marketing) Dr.Mahmoud Hamed 23rd Cairo.pdf
ahmed614380
 
What's your strategy? Getting tactical about being strategic.
What's your strategy? Getting tactical about being strategic.What's your strategy? Getting tactical about being strategic.
What's your strategy? Getting tactical about being strategic.
Doug Hall
 
High Girls Call Nashik 000XX00000 Provide Best And Top Girl Service And No1 i...
High Girls Call Nashik 000XX00000 Provide Best And Top Girl Service And No1 i...High Girls Call Nashik 000XX00000 Provide Best And Top Girl Service And No1 i...
High Girls Call Nashik 000XX00000 Provide Best And Top Girl Service And No1 i...
susmagarg02
 
The-Three-Pillars-of-Doctoral-Research-What-Why-and-How (1).pptx
The-Three-Pillars-of-Doctoral-Research-What-Why-and-How (1).pptxThe-Three-Pillars-of-Doctoral-Research-What-Why-and-How (1).pptx
The-Three-Pillars-of-Doctoral-Research-What-Why-and-How (1).pptx
Jindal Global University, Sonipat Haryana 131001
 
Benefits of Hiring Gen X Compared to Gen Z and Millennials.pptx
Benefits of Hiring Gen X Compared to Gen Z and Millennials.pptxBenefits of Hiring Gen X Compared to Gen Z and Millennials.pptx
Benefits of Hiring Gen X Compared to Gen Z and Millennials.pptx
Brian Frerichs
 
Business Lessons From Emmanuel Katto Uganda
Business Lessons From Emmanuel Katto UgandaBusiness Lessons From Emmanuel Katto Uganda
Business Lessons From Emmanuel Katto Uganda
OliviaCox14
 
Network Observability – 5 Best Platforms for Observability
Network Observability – 5 Best Platforms for ObservabilityNetwork Observability – 5 Best Platforms for Observability
Network Observability – 5 Best Platforms for Observability
GauriKale30
 

Recently uploaded (20)

Mobile Application pentesting blog.docx.pdf
Mobile Application pentesting blog.docx.pdfMobile Application pentesting blog.docx.pdf
Mobile Application pentesting blog.docx.pdf
 
Standard Operating Procedure for Digital Marketing
Standard Operating Procedure for Digital MarketingStandard Operating Procedure for Digital Marketing
Standard Operating Procedure for Digital Marketing
 
ShotOniPhone campaign by Vancy macwan.pptx
ShotOniPhone campaign by Vancy macwan.pptxShotOniPhone campaign by Vancy macwan.pptx
ShotOniPhone campaign by Vancy macwan.pptx
 
Solution manual for canadian income taxation 20222023 25th edition by william...
Solution manual for canadian income taxation 20222023 25th edition by william...Solution manual for canadian income taxation 20222023 25th edition by william...
Solution manual for canadian income taxation 20222023 25th edition by william...
 
Restaurant Chiraz Sindbad Hotel Hammamet
Restaurant Chiraz Sindbad Hotel HammametRestaurant Chiraz Sindbad Hotel Hammamet
Restaurant Chiraz Sindbad Hotel Hammamet
 
Chief Compliance Officer Leadership Vision 2024 Report
Chief Compliance Officer Leadership Vision 2024 ReportChief Compliance Officer Leadership Vision 2024 Report
Chief Compliance Officer Leadership Vision 2024 Report
 
AI and Best Use Cases for Your Personal Life.pptx
AI and Best Use Cases for Your Personal Life.pptxAI and Best Use Cases for Your Personal Life.pptx
AI and Best Use Cases for Your Personal Life.pptx
 
How to use lace front wig importance and
How to use lace front wig importance andHow to use lace front wig importance and
How to use lace front wig importance and
 
A Playbook for Solo & Siloed Data Science Practitioners
A Playbook for Solo & Siloed Data Science PractitionersA Playbook for Solo & Siloed Data Science Practitioners
A Playbook for Solo & Siloed Data Science Practitioners
 
upGrad_Case_Study_by_Himanshu_Singh.pptx
upGrad_Case_Study_by_Himanshu_Singh.pptxupGrad_Case_Study_by_Himanshu_Singh.pptx
upGrad_Case_Study_by_Himanshu_Singh.pptx
 
YouTube Automation Step-by-step Guide.pdf
YouTube Automation Step-by-step Guide.pdfYouTube Automation Step-by-step Guide.pdf
YouTube Automation Step-by-step Guide.pdf
 
Floating Pontoon | Premier marine solution
Floating Pontoon | Premier marine solutionFloating Pontoon | Premier marine solution
Floating Pontoon | Premier marine solution
 
84th Marketing Club (OTC Marketing) Dr.Mahmoud Hamed 23rd Cairo.pdf
84th Marketing Club (OTC Marketing) Dr.Mahmoud Hamed 23rd Cairo.pdf84th Marketing Club (OTC Marketing) Dr.Mahmoud Hamed 23rd Cairo.pdf
84th Marketing Club (OTC Marketing) Dr.Mahmoud Hamed 23rd Cairo.pdf
 
What's your strategy? Getting tactical about being strategic.
What's your strategy? Getting tactical about being strategic.What's your strategy? Getting tactical about being strategic.
What's your strategy? Getting tactical about being strategic.
 
High Girls Call Nashik 000XX00000 Provide Best And Top Girl Service And No1 i...
High Girls Call Nashik 000XX00000 Provide Best And Top Girl Service And No1 i...High Girls Call Nashik 000XX00000 Provide Best And Top Girl Service And No1 i...
High Girls Call Nashik 000XX00000 Provide Best And Top Girl Service And No1 i...
 
The-Three-Pillars-of-Doctoral-Research-What-Why-and-How (1).pptx
The-Three-Pillars-of-Doctoral-Research-What-Why-and-How (1).pptxThe-Three-Pillars-of-Doctoral-Research-What-Why-and-How (1).pptx
The-Three-Pillars-of-Doctoral-Research-What-Why-and-How (1).pptx
 
Benefits of Hiring Gen X Compared to Gen Z and Millennials.pptx
Benefits of Hiring Gen X Compared to Gen Z and Millennials.pptxBenefits of Hiring Gen X Compared to Gen Z and Millennials.pptx
Benefits of Hiring Gen X Compared to Gen Z and Millennials.pptx
 
Business Lessons From Emmanuel Katto Uganda
Business Lessons From Emmanuel Katto UgandaBusiness Lessons From Emmanuel Katto Uganda
Business Lessons From Emmanuel Katto Uganda
 
DEMO_Aboveground Storage Tank Inspection.pdf
DEMO_Aboveground Storage Tank Inspection.pdfDEMO_Aboveground Storage Tank Inspection.pdf
DEMO_Aboveground Storage Tank Inspection.pdf
 
Network Observability – 5 Best Platforms for Observability
Network Observability – 5 Best Platforms for ObservabilityNetwork Observability – 5 Best Platforms for Observability
Network Observability – 5 Best Platforms for Observability
 

HR Transformation By Mr Krisbiyanto, Senior Partner of PortalHR

  • 2. + The Current Major Issues n  Generation Gap in the Workforce needs to be addressed differently in the organization n  Globalization n  Talent and engagement still the most commonly issues in the organization n  Expansive Growth and Cost Pressure n  Merger and Acquisition n  IT and Big Data driven n  Social Media has driven a communication in organization
  • 4. +Indonesian Current Condition - Internet Users Total population in Indonesia is around 240 million Number of Internet Users in 2012 is around 110,722 million People or 46.15% of total population
  • 5. +Indonesia’s Outloook From Total Population of 240 Mio: •  X gen is 24%,Y gen is 28%, Z gen is 31% and the rest boomers and other is 17% •  Internet penetration is 21% •  Indonesians are 3rd in the world for freedom to speech •  The 60% facebookers are “Y” gen •  2nd largest facebook nation •  3rd largest twitter nation •  Have the power to influence trending topic on twitter •  SME gain more through Social Media than MNC •  A fast growing market for tech start up https://wiki.smu.edu.sg/digitalmediaasia/ Digital_Media_in_Indonesia
  • 6. + Impact of Social Media in Organization #1. Employee Branding #2. Collaboration & Communication #3.Talent Recruiting #4. Assessing Online Record #5. Professional Development #6. Employee Engagement #7. Driving Innovation #8. Alumni Relations Source: Manpower Employer Perspectives on Social Networking, 2009 Indonesian Organization Is still very slow responding with the impact of social media movement
  • 8. + The HR Management Transformation HRValueAdded Time Personnel Administration Human Resources Management Human Capital HC Performance Productivity -Provide Employee Services -Analyzing HR needs and developing Plan -Aligning HR Strategies that support Business Strategy -Focusing in Performance and Productivity 70’s 80’s 90’s 00’s
  • 9. + The HR Transformation Objective •  HC Alignment •  Business Sustainability •  Engage Workforce •  Productive Workforce •  Effective Organization
  • 10. + 4 HR Transformations Road Map HRTransformation 1 2 3 4 Understanding the Business, Solution Integration and Change Analysis Strengthening the HR Roles as Business Partner (BP) and Center of Expertise (COE) Benchmarking and Workforce Analysis Building HR Shared Services and Outsourcing Opportunities
  • 11. + The Latest HR Evolution from Dave Ulrich Wave four uses HR practices to derive and respond to external business conditions, called "HR from the outside in". Outside-in HR goes beyond strategy to align its work with business contexts and stakeholders.The three earlier waves represent HR work that still has to be done well: HR administration must be flawless; HR practices must be innovative and integrated; and HR must turn strategic aspirations into HR actions. But rather than rely on these waves, future-facing HR professionals should look outside their organisations to customers, investors, and communities to define successful HR.
  • 14. + HR Organization are not ready facing big Data Era
  • 17. + A Case Story n  Private Public Listed Bank n  Employee around 17,000 n  Outlet Coverage : all over Indonesia Provinces n  BTPN heavy Challenge is its extremely rapid growth organization, expansive business growth (pension, syaria and micro banking). n  Rapid growth of its employee from 5,500 employee in 2008 to 17,0000 employees which mostly 60% are Y generation.
  • 18. + A Case Story to Share, Bank Tabungan Pensiunan Nasional (PT Bank BTPN,Tbk) n  Established in Bandung,West Java with the name Bank Pegawai Pensiunan Militer (Bapemil). n  Texas Pacific Group (TPG) Nusantara S.a.r.l acquired 71.6% of BTPN’s shares through the Indonesian Stock Exchange. BTPN became a publicly listed company with an asset base of IDR 13.7 Trillion. n  Obtained license to become a commercial bank. n  Changed its name into Bank Tabungan Pensiunan Nasional (PT. Bank BTPN). 1958 1960 20081986 n  Launched Micro & Small business line, with the opening of 539 branch offices and a credit growth of IDR 2.3 trillion in one year. Issued the first long term Rupiah-based bond with a credit rating of A+ (National Scale Rating) from Fitch Ratings. 2009
  • 19. + BTPN 2008 • 5,550 emp • Dec 13.697 T or 1,441 bio US 2009 • 10,350 emp • Dec 22.27 T or 2.34 bio USD 2010 • 12,550 emp • Dec 22.27 T or 2.34 bio USD 2011 • 15,500 emp • Dec 46.6 T or 4.9 bio US 2012 • 17,200 emp • June 52 T or 5.4 bio USD 39 branches In 2008 1,047 branches In 2010 1,754 branches In 2012 BTPN is an extremely rapid growth organization which Historically Background is a family owned private bank in 1958 into professional managed bank owned by overseas investor
  • 20. Our Journey … Standard Practice Aligned Structure and Reward with the Bank Strategy Built dedicated engines for Micro Business Built trust with the existing people Improved basic HC infrastructure Established BTPN Learning Institute and introduce a Common Leadership Language Progressive Practice Enable Business Performance & Growth through Organization Effectiveness Strengthen Business Pillars : • HC Service Delivery • Center of Expertise • HC Governance Live the MVV On the Horizon HC anticipates strategic issues and leads efforts HC Portal – customized web based / vision of paperless administration Precision workforce planning / emphasis on retention and relationship extension Talent management links development, career planning, talent assessment & developing future leaders Real-time workplace experiential learning supported by interactive technology Where we were in 2008 Where we are now Where we will be in the future
  • 21. +Key Focuses n  Support business to achieve business performance as well as people objectives •  Develop HR/ people products based on market best practices to fit with company objectives •  Provide operations & services to deliver agreed service level, efficient processes and operation risk management Relationship Mgmt. Center of Expertise Shared Services
  • 22. +Key Accountabilities n  People Performance & Rewards Management to support & align with business performance n  Talent management n  Embed employee engagement •  Reward & Performance •  Organization Design (incld. MPP) •  Industrial Relation •  Employee Engagement •  Learning & Talent Development •  People Risk •  Database Maintenance •  Payroll & Benefit Processing •  Help Desk (Contact Ctr) •  Resourcing Operations •  Training Services •  Operation Risk •  HR System •  MIS & Dashboard Relationship Mgmt. Center of Expertise Shared Services
  • 23. +Deliverables HC PRODUCTS COE RM SS Rewards Design Rewards Strategy, design Rewards Programs & Policy, Manage People Cost at Corporate Level Specific Rewards Program to fit with biz needs, Aligning Rewards with individual & business performance, Manage People Cost at Business Unit level Deliver compensation & benefit operation & services, produce report & MIS on people cost, Service/Contact Centre Performance Management Design Performance Mgmt System & Policy, Ensure alignment to business performance at company level Implement PMS (incld managing poor performance), ensure alignment to business performance Performance database & documentation Organization Design Design OD policy, Job Evaluation Methodology (incld. Job analysis, Job grading), MPP strategy & policy Design Organization Structure, implement Job Desc, Job Eva, Job Grading, MPP in each business/ function Employee Database, MIS Learning & Talent Development Develop Training Modules/ Curriculum, Trainer, Talent Identification Methodology, Talent Development Guideline, Talent Pool at Corporate Level TNA, Talent Classification, Talent Development Plan & Monitoring Training Delivery, MIS Resourcing Design resourcing strategy methodology, tools Monitor MPP fulfillment Recruitment process Employee Engagement Design Engagement Measurement & Methodology Monitor implementation & ensure engagement level Survey Delivery Industrial Relation Design Policy, Compliance, Procedures Monitoring Database People Risk Risk Type Owner (RTO) Risk Mitigation at business/ function level Operation Risk
  • 24. + Destination Model Centre of Expertise n  Best in class, right solutions n  Specialist knowledge n  Policy & process development Shared Service Centre n  ESS/MSS Support n  Centralized administration processing n  Monitoring HC Effectiveness (HR RoI) n  Relationship Manager n  Formulating strategy n  Business partner n  Facilitate use of right products & processes for people solutions n  Coordinating local business HC needs n  Coaching Managers & staff Driving Business Performance PRODUCTS ADVISORY
  • 25. Current Structure HC PRODUCTS COE SS RM Rewards Performance Management Industrial Relation Organization Dev. Resourcing Learning & Talent Development Employee Engagement People Risk HC Ops (CHC) HC Heads : RB UMK OPIT SFs HC BTPN Learning Institute CoE (CHC) CHC/Res UMK na HC Ops (OR)
  • 26. Proposed Structure HC PRODUCTS COE SS RM Rewards Performance Management Industrial Relation Organization Dev. Resourcing Learning & Talent Development Employee Engagement People Risk HC Ops & Services HC Heads : • RB • UMK • OP/IT • SFs • HC BTPN Learning Institute Corp. HC Mass Resourcing n/a HC Ops & Serv OD
  • 28. + A Conclusion to learn n  Transformation is about the change, and change is equal to pain n  Transformation is a journey, you can speed it up but you need to be well prepared n  There is no quick jump, you should follow the process in transformation n  There is no perfect fit that one succeed story in one company can be duplicate in another company although we can learn from it