Post on 25-Sep-2019
transcript
The art of
pierce the
industrial
revolution
“The Future Competitive Great Talent in The Fourth Industrial Revolution”
SOFYAN ROHIDI
Executive Director of FHCI
EDUCATION
1978 – 1980Universitas Padjajaran (SM)
1993Universitas Gadjah Mada (S1)
1997City University of London (MBA)
EXPERIENCES
Joined PT. Telkom in 1982
1998 – 2004Secretary General of CBHRM
2002 – 2010AVP HC System
2010 – 2015 VP HC Policy of Telkom
2015 – present Executive Director of FHCI BUMN
LEADERSHIP TRAININGS
Leadership British Internship, UK
Australian Institute Management,
Australia
Glomac International Course, USA
Suspim I Telkom
Singtel Comp Based
Toyota Japan
Assessment International
Conference, Spain
Website:http://fhcibumn.com
+62-811-218-880
FHCI as a “Solution Provider” for BUMN HCM
FHCI as a “Aspiration Forum” for HCM Society
FHCI as a “Think Tank” for KBUMN
FHCI or Indonesia Human Capital Forum is media for
Human Capital Management of Indonesia State-
Owned Enterprises to Interacting, do learning and
synergy with their members to develop Human
Capital Management in Indonesia.
Legally, FHCI established in 2007
initiated by State-Owned
Enterprises Ministry to becoming
government strategic partner to
give an input to strengthen human
capital management in Indonesia
State-Owned Enterprises.
105MEMBER OF FHCI
Vision
“Menjadi forum pembelajaran untuk menghasilkanHuman Capital Indonesia, khususnya BUMN yang berdaya saing global.”
Mission
• Menciptakan HC BUMN yang kompeten secaraspesifik di industrinya dan memiliki daya saing dalammerealisasikan BUMN sebagai global company.
• Menjadi faslitator dalam memecahkan masalahmanajemen HC di BUMN.
• Menjadi pelopor dalam penelitian pengembangandan pembelajaran HCM BUMN.
• Menjadi fasilitator, media komunikasi informasi dan pengetahuan serta best practice.
• Menggalang kemitraan dengan pihak internal BUMN dan stakeholdernya.
• Menjadi lembaga sertifikasi khususnya di bidangHCM.
Vision & Mission
Program Unggulan FHCI
4. Talent Internship & Advancement
1. Lembaga Sertifikasi Profesional
Berbagi pengetahuan dan best practices (sinergi) antar perusahaan baik domestik
maupun global untuk meningkatkan daya saing dalam industri.
Meningkatkan kesiapan skill & knowledge tenaga kerja menuju Globalisasi dan
Standarisasi kompetensi di lingkungan BUMN
5. Sharing Best Practice BUMN
Sarana berbagi pengetahuan, berinteraksi, bersinergi dan saling belajar best practice
di lingkungan BUMN serta membangun budaya sharing dan learning agility
Memberikan kesempatan kepada mahasiswa untuk menyalurkan potensi dan
menggali pengalaman di BUMN (link and match universitas dengan industri)
2. Magang Mahasiswa Bersertifikat
3. BUMN People Analytics
Membantu BUMN dalam mengambil keputusan dalam perencanaan, pengelolaan dan
pengembangan karyawan
116 (dari 47 BUMN dan KBUMN)
Anggota FHCI Millennials
FHCI story 2017-2018
The rise of new digital
industrial technology,
known as Industry 4.0, is a
transformation that makes
it possible to gather and
analyze data across
machines, enabling
faster, more flexible, and
more efficient processes
to produce higher-quality
goods at reduced costs.
-Boston Consulting Group
“ O n e o f t h e f e a t u r e s o f t h i s F o u r t h I n d u s t r i a l R e v o l u t i o n i s t h a t i s d o e s n o t c h a n g e w h a t w e a r e d o i n g , b u t i t c h a n g e s u s . ”
““
- Klaus Schwab, Founder of World Economic Forum
Welcome to the industrial revolution 4.0!
Another Dare from industry 4.0The fourth industrial revolution changing us now and in the future
“We are preparing students for jobs do not
exist, technologies that haven’t been
invented yet, for solving problems we don’t
know are problems yet”(WEF)
#1 45%of the current job will be lost due to
automation.
An example : Check in Desk Airport, Teller Agents, Call Center Replaced by Machines
#265%
of the jobs we will hire the next generation for in
the future do not even exist today
- World Economic Forum (WEF), 2016
Human-Machine
Teaming Manager
Augmented Reality Journey
Builder
Garbage DesignerDrone Manager
A kind of fascinating Jobs that Don’t Exist –yet :
- McKinsey, 2017
THE CHANGING LEADERSHIP LANDSCAPEMillennials Phenomenon
Meanwhile....
“ Organizational and people team leaders have not
taken Millennial workforce development seriously...”
Deloitte, 2018
Another issues
PEOPLE CULTURE ORGANIZATION
Start from recruitment process,
develop, retain and motivate, work life
integration, until smooth retirement
• Embrace and strengthen
corporate culture
• Sharpen culture activation
Increase Employer Branding and
promote flexible organization
Digitizing processDigital Practices to improve efficiency and boost up employee work performance
Start from the frameworkThe concern to face the challenges, Toward World Class People and Culture
New way of recruitAcquiring the Best Talent in a Different Ways
M O R E C R E A T I V E , A C T I V E , A N D M A C H I N E B A S E D
We “act
differently” to
successfully attract
and finding
industry’s top
talent for current & future business
Digital tools
and new
technologies
have given us a
number of new
ways to finding
the right one
INNOVATIVE
COMPETITION
BASED
DIGITAL
TALENT
Recruitment to find
Digital Talent