_.gif)
_.gif)
The Placement of Talent Management: Study on Manajemen Talenta Polri (MTP)
Abstract
Research on the concept of talent management in the public sector is still rarely done compared to similar research in business organizations. The National Police as part of a public organization that has the National Police Talent Management (MTP) program have also never conducted research related to the application of the talent management, even though MTP has been running for 6 years and problems are still found in its implementation. The application of MTP can be interpreted as a management process system for the regeneration of Polri officers as talent officers through the identification stage of Polri's talents to be determined as talents, then talent grouping, coaching and talent development is carried out and then talent placement. This article will discuss the concept of talent management, especially in the aspect of identifying key positions in the MTP placement pattern, the placement of Polri talent officers in the MTP program as well as the obstacles that occur in the implementation of MTP, especially the talent pool 2018 generation the HR function of the National Police Headquarters and the talents of the 2018 Police Force. The results of the study found 15 talents who had not been assigned to key organizational positions out of 38 existing talents, this will affect the motivation of the talents, as a result there will be a decrease in individual performance and not in accordance with the development plan Police talent. Then, the obstacles in the implementation of the MTP: first, the whereabouts of the talents of the National Police are still not fully known by the direct superiors or indirect superiors in the regional unit. Second, mentoring in the context of supervising and fostering Polri talents has not been optimal. Third, the evaluation process carried out is only administrative in nature, not a comprehensive MTP evaluation has been carried out.
Keywords
Full Text:
PDFReferences
Ashton, C. & Morton, L. (2005). Managing talent for competitive advantage: Taking a systemic approach to talent management. Strategic HR Review, 4(5), 28-31.
Bani-Hani, JS (2021). The moderating influence of managers strategic thinking on the effect of Talent Management on organization core competency. Management Science Letters, 11(1), 213-222.
Bloomberg, LD, & Volpe, M. (2008). Completing your qualitative dissertation: A roadmap from beginning to end. Los Angeles, CA: Sage.
Cappelli, P. (2009). Talent on Demand, Metode Baru Mendapatkan SDM Bertalenta Tepat Jumlah, Tepat Kualifikasi, dan Tepat Waktu (versi bahasa Indonesia). Jakarta: Penerbit PPM
Collings, DG, & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313.
Creswell, Jhon W., (2016). Research Design Pendekatan Kualitatif, Kuantitatif, dan Mixed. Edisi Keempat (Cetakan Kesatu). Pustaka Pelajar. Yogyakarta.
Danandito, Boro Windu. (2018). Program Pengembangan Perwira Talenta Polri (Kajian Post Assessment Development Program). Bagkompeten Robinkar SSDM Polri. SDM Mabes Polri. Jakarta.
Dang, NTT, Nguyen, QT, & Ha, VD (2020). The relationship between Talent Management and talented employees' performance: Empirical investigation in the Vietnamese banking sector. Management Science Letters, 10(10), 2183-2192.
Del Barrios-Hernández, KC, Olivero-Vega, E., & Figueroa-Saumet, B. (2020). Conditions of human Talent Management that favor the development of dynamic capabilities. Informacion Tecnologica, 31(2), 55-62.
Djamin, Awaloedin. (2011). Sistem Administrasi Kepolisian. Jakarta: YPKIK.
Gadzhiev, N., Konovalenko, S., Trofimov, M., Leontieva, J., & Akhmedova, K. (2020). Management mechanism of human capital formation under a postindustrial economy. Paper presented at the E3S Web of Conferences.
Gaol, Jimmy L. (2014). Human Capital Manajemen Sumber Daya Manusia. Jakarta: PT. Grasindo.
Hamad, ZMM (2019). Talent Management as a facilitator of organizational intelligence. Management Science Letters, 9(6), 809-822.
Indonesia (2002). Undang-Undang Republik Indonesia Nomor 2 Tahun 2002 tentang Kepolisian Negara Republik Indonesia. Lembaran Negara RI Nomor 4168. Sekretariat Negara. Jakarta
Kepolisian Negara Republik Indonesia (2019). Peraturan Kepala Kepolisian Negara Republik Indonesia Nomor 3 Tahun 2019 tentang Manajemen Talenta Kepolisian Negara Republik Indonesia. Mabes Polri. Jakarta.
Khatri, P., Gupta, S., Gulati, K., & Chauhan, S. (2010). Talent Management in HR. Journal of Management and Strategy, 1(1), 39–46.
Maślanka-Wieczorek, B. (2014). Talent Management and high-performance work system. Journal of International Studies, 7(1), 102-108.
Mensah. (2015). “A Coalesced Framework” of Talent Management and Employee Performance For Further Research And Practice. PracticeInternational Journal of Productivity and Performance Management, 64, 544–566.
Mullen, EJ (1994). Framing the mentoring relationship as an information exchange. Human Resource Management Review, 4(3), 257–281.
Niati, D. R., Siregar, Z. M. E., & Prayoga, Y. (2021). The Effect of Training on Work Performance and Career Development: The Role of Motivation as Intervening Variable. Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences, 4(2), 2385–2393. https://doi.org/10.33258/birci.v4i2.1940
Pella, A. Darmin dan Inayanti, Afifah. (2011). Talent Management, Mengembangkan SDM Untuk Mencapai Pertumbuhan dan Kinerja Prima. Jakarta: PT. Gramedia.
Ready, DA and Conger, JA (2007) Make your company a talent factory, Harvard Business Review, June, 69-77.
Renosori, P., Wijaya, B., & Rukmana, O. (2020). Designing talent pool information systems at managerial level at PT. Pindad Enjiniring Indonesia. Paper presented at the IOP Conference Series: Materials Science and Engineering.
Smilansky, J. (2006) Developing Executive Talent: Best practices from global leaders, Chichester, John Wiley.
Sparrow, P. (2007) Globalization of HR at function level: four UK-based case studies of the international recruitment and selection process, International Journal of Human Resource Management, 18, 845 – 67.
Stahl, GK, Bjorkman, I., Farndale, E., Morris, SS, Stiles, P., Trevor, J. & Wright, PM (2007) Global Talent Management: How Leading Multinationals Build and Sustain Their Talent Pipeline, Faculty & Research Working Paper. Fontainebleau, France, INSEAD.
Suparman, Rahmat dan Naibaho, Veronika Hanna. (2021). Manajemen Talenta di Pemerintah Daerah: Studi Eksploratori Penerapan Kebijakan Manajemen Talenta di Provinsi Kalimantan Timur dan Kalimantan Utara. Jurnal Borneo Administrator, 17 (1), 111-130. https://doi.org/10.24258/jba.v17i1.718
Terry, George R., (1968) Principles of Management, Richards D. Irwin, Illinois.
Venkateswaran, N. (2012). Strategies for Adopting Talent Management Issues in Software Companies. International Journal of Management, Economics, and Social Sciences, Vol. 1 (2), pp. 33-41.
Vetráková, M., Šimočková, I., Kubaľa, J., & Malachovský, A. (2020). How to establish talented employees in Slovak companies. Periodica Polytechnica Social and Management Sciences, 28(1), 29-37.
Yin, RK (2003). Case study research design and methods (3rd ed.). Thousand Oaks, CA: Sage.
Younas, M., & Bari, MW (2020). The relationship between Talent Management practices and retention of generation 'Y' employees: mediating role of competency development. Economic Research-Ekonomska Istrazivanja, 33(1), 1330-1353.
DOI: https://doi.org/10.33258/birci.v5i1.4502
Article Metrics
Abstract view : 100 timesPDF - 35 times
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.