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Human Capital Development & Future Learning for BCA
1. Human Capital Development
& Future Learning for BCA
Djadja.Sardjana, S.T., M.M.
Djadja@comlabs.itb.ac.id
http://vizualize.me/ptSH5Fdeoa
11/05/2012 Presentasi e-Learning LCF 2012- 1
Djadja Sardjana
2. Human Capital & Role of HRM
Djadja.Sardjana, S.T., M.M.
Djadja@comlabs.itb.ac.id
http://vizualize.me/ptSH5Fdeoa
11/05/2012 Presentasi e-Learning LCF 2012- 2
Djadja Sardjana
3. BASIC CONCEPT
Education: Human
Knowledge capital
& Skills NEW
CHALLENGES NEW
IMPERATIVES
Human Economic
resource growth
LENGNICK - HALL:
11/05/2012 Presentasi e-Learning LCF 2012- ”HRM IN THE KNOWLEDGE 3
Djadja Sardjana ECONOMY”
4. Human Capital Concept
A unique resource that
distinguishes it from other
Knowledge, skills, abilities, and
organizational resources and
experience unique to an
provides the basis for other
individual employee.
forms of competitive
advantage.
11/05/2012 Presentasi e-Learning LCF 2012- 4
Djadja Sardjana
5. Human capital consists of:
Information Information-
Motor skills
gathering skills processing skills
Communication
Social skills Experiences
skills
Values, beliefs, and
Knowledge
attitudes
11/05/2012 Presentasi e-Learning LCF 2012- 5
Djadja Sardjana
6. New Imperative for HRM
BUILD
STRATEGIC
CAPABILITY
MANAGE EXPAND ITS
NEW ROLES BOUNDARIES
11/05/2012 Presentasi e-Learning LCF 2012- 6
Djadja Sardjana
7. BUILD STRATEGIC CAPABILITY
Strategic capability is the capacity to create value based
on the intangible assets of the firm. It will make the
difference in which firms succeed and which fail.
Structural Capital is Relationship Capital is the
Human Capital is the
organizational interpersonal connections
know-how, skills, and
architecture and across members of the firm
capabilities of
managerial processes and relationships with
individuals in an
that enable HC to create others to provide
organization.
market value. cooperation/collaboration.
Technical
Cellular Trust, consumer loyalty, co-
skills, innovativeness,
structures, information production activities, and
leadership
systems, organizational licensing agrrement.
competencies.
cultural, dec making
processes. e-Learning LCF 2012-
Presentasi
11/05/2012 7
Djadja Sardjana
8. EMPOWERING
LEARNING
HUMAN CAPITAL
ORGANIZATION
LEADING
MANAGING
C IMPROVING
E MOTIVATING
O COUNSELING
E
COACHING • HONESTY M
TRAINING • TRUST P
MENTORING • TRANSPARANCY L
• LOYALITY & INTEGRITY O
• COMMITMENT Y
• CONTINUOUS IMPROVEMENT E
Presentasi e-Learning LCF 2012-
E
11/05/2012 8
Djadja Sardjana
9. EXPAND BOUNDARIES
FROM:
Traditional operational focus within
the context of a single organization.
HRM is thought of as an internal
business function.
Expanding its boundaries beyond the firm to suppliers, distributors&customers.
Play new roles to provide superior value for customers and powerfully leverage
strategic resource.
Use their expertise to help their organization influence the behavior of
customers, employees of supplier firms, and individuals in firms
TO GET: Competitive human resource in
the knowledge economy.
11/05/2012 Presentasi e-Learning LCF 2012- 9
Djadja Sardjana
10. Human Resource Management
New Roles
Rapid Human
deployment capital
specialist steward
Relationship Knowledge
builder facilitator
HRM
HCM
11/05/2012 Presentasi e-Learning LCF 2012- 10
Djadja Sardjana
12. PERUSAHAAN SEBAGAI
ORGANISASI PEMBELAJARAN
Organisasi yang
memberdayakan manusia di Tempat dimana orang secara
dlm maupun di luar organisasi terus menerus menemukan
untuk belajar dan terus bagaimana Ia mengkreasikan
menerus mentransformasikan kenyataan dan bagaimana
dirinya agar lebih baik mengubahnya. (Senge,1990)
(Marquardt, 1996).
Visi LO adalah sebagai unit
.. Is an organization that
yang paling efisien dalam
facilitates of all its
melakukan proses adaptasi..
members, continuously and
“Always in the right place at
consciously transforms itself
the right time to take
and its context (Pedler et.al.
advantage of enviromental
1997)
change.”
11/05/2012 Presentasi e-Learning LCF 2012- 12
Djadja Sardjana
13. TUJUAN ORGANISASI
PEMBELAJARAN
Memberikan kesempatan
terus memperluas dimana pola berfikir baru
kapasitasnya untuk maupun perluasan pola
menciptakan hasil yang berfikir dipelihara
diinginkan;
Membuat orang secara
Disertai aspirasi kolektif
berkelanjutan bagaimana
yang disusun bebas;
belajar bersama- sama.
11/05/2012 Presentasi e-Learning LCF 2012- 13
Djadja Sardjana
14. KARAKTER SDM YANG KOMPETEN DLM
ORGANISASI PEMBELAJARAN
“ Continuous learning can be enhanced when
people are proactive, reflective and creative in their
learning.. Through action and reflection , people
process what they perceive when they learn”~
Watkins & Marsick, 1993
Rasa ingin
Dapat
tahu yang Pemaaf Kebersamaan
dipercaya
besar (forgiveness) (togetherness)
(trusted)
(curiosity)
11/05/2012 Presentasi e-Learning LCF 2012- 14
Djadja Sardjana
15. MODEL DASAR
ORGANISASI PEMBELAJARAN
ORANG ORGANISASI
PEMBELAJARAN
PENGETAHUAN TEKNOLOGI
11/05/2012 Presentasi e-Learning LCF 2012- 15
Djadja Sardjana
16. MODEL DASAR PEMBELAJARAN
Individual Learning
Menggambarkan perubahan keahlian, knowledge, perilaku dan Sistem nilai yang diperoleh
pegawai melalui belajar mandiri, instruksi via teknologi, pencerahan dan observasi.
Team Learning
Menggambarkan peningkatan keahlian, pengetahuan dan kompetensi yg dapat di dalam
kelompok melalui proses pengambilan keputusan, refleksi, umpan balik dan membuat
perubahan untuk mengadaptasi perubahan.
Organization Learning
Menghasilkan peningkatan kemampuan intelektual dan produksi melalui komitmen terus
menerus yang terjadi via pencerahan yang dibagi , pengetahuan dan model mental.
11/05/2012 Presentasi e-Learning LCF 2012-Djadja 16
Sardjana
17. TUJUAN PEMBELAJARAN
TUJUAN
KEPERCAYAAN
KETERAMPILAN
Komunikasi
KELOMPOK Rencana / Org INDIVIDU
TANGGUNG Sinergi MAWAS
KARAKTER
JAWAB Integritas DIRI
Kedewasaan
Kepedulian sosial
STRUKTUR
DAN SISTEM
11/05/2012 Presentasi e-Learning LCF 2012- 17
Djadja Sardjana
18. HUBUNGAN KEPRIBADIAN,
TINGKAH LAKU & HASIL KERJA
KEPRIBADIAN KEPRIBADIAN
BAKAT TERAMPIL
PERILAKU HASIL KERJA
GIAT PRESTASI
KEBERHASILAN
KEPRIBADIAN
MINAT, SIFAT
GAIRAH, NILAI
11/05/2012 Presentasi e-Learning LCF 2012- 18
Djadja Sardjana
19. KOMUNIKASI UNTUK KEBERHASILAN
VISI&MISI
NILAI-NILAI
TUJUAN
STRATEGI
MOTIVASI TENTUKAN KEJELASAN HUBUNGAN
& YANG
DORONGAN MANAJER JELAS
TERBUKA HUBUNGAN
KONSISTEN KERJA
SDM SDM
YAKIN AKAN
11/05/2012 KEMAMPUAN
Presentasi e-Learning LCF 2012-
Djadja Sardjana 19
SKRG / YAD
20. TUJUAN
Pemenuhan
Lingkungan yang kondusif
Prestasi
Kondisi kerja (sarana dan
Pengakuan prasrana)
Pekerjaan M Kebijaksanaan (gaya
Kemajuan O kepemimpinan / Toleransi)
Tanggungjawab T Birokrasi (organisasi / sistem
Aktualisasi kerja / pendelegasian / umpan
I balik)
Kelangsungan hidup
V Hubungan kerja
A Rekruitmen / penempatan /
diklat
S Nilai-nilai / norma kelompok
I Gaji / insentif
SUMBER DAYA MANUSIA
11/05/2012 Presentasi e-Learning LCF 2012- 20
Djadja Sardjana
21. Bagaimana TI Membantu Belajar ?
(Horton, Designing Web-Based Training, Wiley, 2000)
Modus Belajar Dukungan TI
Mendengarkan Web cast, video/audio
conference, sekuen presentasi
Mencari saran Mailing list, e-mail, chatting,
e-
video/audio conference, on-line
on-
mentoring
Membaca Browsing Internet, buku on- on-
line, perpustakaan digital
Memperhatikan Sekuen presentasi, movie,
presentasi,
papan tulis on-line
on-
11/05/2012 Presentasi e-Learning LCF 2012- 21
Djadja Sardjana
22. Bagaimana TI Membantu Belajar ?
Modus Belajar Dukungan TI
Menyimak Tour virtual, diskusi on-line
on-
Menerima kritik Diskusi on-line, video/audio
on-
conference, mailing list, on-line
on-
mentoring
Memodelkan Simulasi, game on-line,
on-
kegiatan role-playing on-line
role- on-
Eksplorasi Eksperimen virtual, simulasi
11/05/2012 Presentasi e-Learning LCF 2012- 22
Djadja Sardjana
23. Bagaimana TI Membantu Belajar ?
Modus Belajar Dukungan TI
Mendiskusikan ide Mailing list, video/audio
conference, chatting, diskusi
on-line, forum kolaborasi
on-
Mempraktekkan Eksperimen virtual, test on-
on-
line, game pembelajaran
Meneliti Tutorial on-line, perpustakaan
on-
digital, WWW
11/05/2012 Presentasi e-Learning LCF 2012- 23
Djadja Sardjana
24. Bagaimana TI Membantu Belajar ?
• Penggunaan perangkat keras
komputer
• Pemanfaatan jaringan komputer
(termasuk Internet)
– Sumber informasi
E-Learning
– Sarana komunikasi
• Penggunaan perangkat lunak
untuk beragam keperluan
11/05/2012 Presentasi e-Learning LCF 2012- 24
Djadja Sardjana
25. The Success of e-Learning
Djadja.Sardjana, S.T., M.M.
Djadja@comlabs.itb.ac.id
http://vizualize.me/ptSH5Fdeoa
11/05/2012 Presentasi e-Learning LCF 2012- 25
Djadja Sardjana
26. 5 C of Successful E-Learning
Implementation
1. Context
– experiences, motivation, att
itude and expectations
regarding eLearning of the
main stakeholders (e.g.
faculty, students, deans, bo
ards)
2. Contiguity
– Logical flow of content.
– Iterative flow of content
11/05/2012 Presentasi e-Learning LCF 2012-Djadja Sardjana 26
27. 5 C of Successful E-Learning
Implementation
3. Champions
– Establish central support
structures to reduce technical
aversions and challenges for the
individual
– Cooperation within/among
departments
– Resource support
11/05/2012 Presentasi e-Learning LCF 2012-Djadja Sardjana 27
28. 5 C of Successful E-Learning
Implementation
4. Capacity Building
– Educators need to upgrade skills (ICT
literacy)
– Institution provide training to equip educators
with new pedagogical styles
5. Change
– Technological change
– Create innovation in pedagogical style &
instructional design
11/05/2012 Presentasi e-Learning LCF 2012- 28
Djadja Sardjana
29. Communities of Practice
Connected Communities of Practice needed for Spec Adoption
Research Communities Domain Applied Research
Supporting: and/or of Practice
Development Use of LT for
Learning
-Learning Providers
Learning Learning Formative
-Learning Designers Research Providers Evaluation
- System Developers Development
of ‘Content’
Feedback to Hypermedia & Learning Formative
Collaboration Designers Evaluation
- Spec Developers
Development
of Systems
ICT System Formative
Development Developers Evaluation
Enhancement
of Standards
Specification Standards Formative
R&D Developers Evaluation
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30. Learning Trend in The Future
Djadja.Sardjana, S.T., M.M.
Djadja@comlabs.itb.ac.id
http://vizualize.me/ptSH5Fdeoa
11/05/2012 Presentasi e-Learning LCF 2012- 30
Djadja Sardjana
34. The 70:20:10 phenomenon
Challenges in Life and Work
70%
Feedback, mentors Coursework
and coaching and Training
20% 10%
11/05/2012 Presentasi e-Learning LCF 2012- 34
McCall, Eichinger, and Lombardo CCL
Djadja Sardjana
35. Trends Stimulating
Innovation in the
“Classroom”
a forecast for the executive on Human Capital
11/05/2012 Presentasi e-Learning LCF 2012- 35
Djadja Sardjana
36. Leadership development is the biggest
expenditure in training budget
% of Budget for Leadership
In 2010, Development
leadership 33%
35
development 30
accounted for 25 21% 24%
22%
22% of the 20 17%
15
organization’s 10
total training 5
budget. 0
2006 2007
2008 2009
2010
11/05/2012 Presentasi e-Learning LCF 2012- 36
Source: Bersin & Associates,
Djadja Sardjana
Corporate Learning Factbook, 2011
37. Trends
a forecast for the training market
11/05/2012 Presentasi e-Learning LCF 2012-
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37
38. HR must be driven by
organizational challenges & needs
Organizational
Needs-
Driven HR
Integrated
Talent
Management
Strategic HR
Personnel
Department
• Differentiate & Segment Talent
• Plan for the Future
• Globalize the Workforce & HR
• Integrate with the Work of the
11/05/2012 Organization
Presentasi e-Learning LCF 2012- 38
Djadja Sardjana
Source: Bersin & Associates – Enterprise Learning and Talent Management 2011
39. Good talent is hard
to find…and retain.
Today’s
workforce has
“fewer
technical and
professional
skills than in
previous
Source: Bersin & Associates – Enterprise Learning and
Talent Management 2011 decades”
11/05/2012 Presentasi e-Learning LCF 2012- 39
Djadja Sardjana
40. Diversity is redefined.
Diversity is about
age, culture, personality,
skills, training, educatio
nal background and life
experiences.
……………………
Diversity among
viewpoints leads to
innovative thinking.
11/05/2012 Presentasi e-Learning LCF 2012- 40
Djadja Sardjana
41. Leadership development
is a top priority.
Top
Priority: “Leadership
development—is
vital to
succession”
Leadership
Development
Leadership
at all Levels
11/05/2012 Presentasi e-Learning LCF 2012- 41
Djadja Sardjana
42. NEED:
11/05/2012
Leadership at all levels
Presentasi e-Learning LCF 2012- 42
Djadja Sardjana
45. Face-to-face training
reigns….
58%
of training is
face-to-face.
11/05/2012 Presentasi e-Learning LCF 2012- 45
Djadja Sardjana
46. …Yet E-learning
EXPLODES
E-learning will see
the strongest
growth
(15%), especially
for lower leader
levels in the
organization.
11/05/2012 Presentasi e-Learning LCF 2012- 46
Djadja Sardjana
49. Clients and Competitors
Leverage Social Networking
In addition to the popular social networking
sites such as Facebook and
LinkedIn, organizations are beginning to
implement enterprise social
networks
11/05/2012 Presentasi e-Learning LCF 2012-
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50. Mobile Learning is
on the Move
C C L D A S H B O A R D
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51. From Formal to Extended
ACCESSIBILITY Learning {unique pedagogy}+
All are measured and
driven by standards
-In classroom & blended classrooms
-LMS/VLE, moderated environments
Extended
Learning
{multiple access points}
= Adaptive MobilityTM
-Web portals and Web 2.0 tools that
are a part of measured success Environments
ACCESSIBILITY
CONTENT PEDAGOGY Multiple devices and environments
-Formal curriculum -Mobile devices
-Textbooks and educational content -PC & Online in distracted learning
-Online courseware environments (all times except when in
- Assessments class or in formal systems)
- Mandated content -Social networks
LEARNER CONTEXT CONTENT PEDAGOGY
-Formal learning Environment / Content Aware
-Prepared for the environment -Review, Reinforce & Self-assess
-Minimal distraction -Learning accompaniment, not replication of
formal content
-Smaller nuggets of learning consumption
-Utilize device and environmental features
LEARNER CONTEXT
Formal -Inherently distracted environments
-“Learning Moments” are small and
Learning grabbed as possible
-Use as needed to learn better
Environments
11/05/2012
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Presentasi e-Learning LCF 2012-
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53. Case Study: IBM
Djadja.Sardjana, S.T., M.M.
Djadja@comlabs.itb.ac.id
http://vizualize.me/ptSH5Fdeoa
11/05/2012 Presentasi e-Learning LCF 2012- 53
Djadja Sardjana
54. Case: IBM Basic Blue
• Challenge:
– Train managers scattered around the
world
– (IBM has more than 30,000 managers in
more than 50 countries).
11/05/2012 Presentasi e-Learning LCF 2012- 54
Djadja Sardjana (Lewis & Orton, 2000)
55. IBM Basic Blue for Managers
• Survey:
– Preference for classroom based learning over
online learning
• Interview:
– Online: Cognitive based development
– Classroom: Behavioral skills
• Decision:
– Hybrid model
11/05/2012 Presentasi e-Learning LCF 2012- 55
Djadja Sardjana
57. Case: IBM Basic Blue
• Advantage:
– Concise and practical content
– Easy and Instant access
– Allow more higher order classroom
discussion (experiential learning, case
studies)
• Compatibility
– Standard interface (Just content change)
– Apply same language (Terminology) and
practices
11/05/2012 Presentasi e-Learning LCF 2012- 57
Djadja Sardjana
58. Case: IBM Basic Blue
• Simplicity
– Formative evaluation on usability and
navigations
– No plug-ins
– Modular content chunking
• Trialability
– Allow free access with no personal tracking
(Safe and comfortable)
11/05/2012 Presentasi e-Learning LCF 2012- 58
Djadja Sardjana
59. Case: IBM Basic Blue
• Observability
– Initial focus on everyday practical skills
– Reflection on learner their own learning
(increase awareness)
11/05/2012 Presentasi e-Learning LCF 2012- 59
Djadja Sardjana
60. Case: IBM Basic Blue
• Strategies used:
– Community of practice (workshops)
– Online communication & collaboration
– Simple web design with allowing self-pacing
– Interactivity (simulations & learning-by-doing)
– eMentoring
– Online self-assessments and feedback
11/05/2012 Presentasi e-Learning LCF 2012- 60
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61. Case: IBM Basic Blue
• Results:
– More than 4,000 managers have completed
the training
– Basic Blue won a 2005 American Society for
Training & Development "Citation" Award
– The program is expected to save IBM more
than $150 million in 2015
11/05/2012 Presentasi e-Learning LCF 2012- 61
Djadja Sardjana
