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Abstract: The rapid development of artificial intelligence in the world makes companies look for competent human resources for the development of
technology, qualified skills and good attitude. Specifically, employees are considered as talents who work for the company. It is important for
organizations to make talent management for employees with the aim of pushing the organization to the optimal point of achieving company
performance amid high company competition. This paper takes further concept studies and focuses more sharply on the practice of managing effective
talent management in the face of the industrial revolution 4.0. The paper is qualitative research based on literature reviews of various scientific articles
taken from special journals that have helped build characterization of the most prominent elements that illustrate talent management that influences the
performance, based on several important points explained by different authors. The findings show that talent management influ ences organizational
performance. As a result, an optimal process of talent management is needed in order to improve organizational performance in Indonesia to face the
industrial revolution 4.0. The results contribute to the literature by providing a description of talent management in accomm odating and improving
organizational performance in Indonesia.
Index Terms :Talent, Talent Management, Performance, Industrial Revolution 4.0, Qualitative Research, Indonesia, Organization.
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performance and reduce employee turnover and absenteeism employee is an investment form of an organization that
[13]. requires development and learning [5]. A recent study showed
that 85% of HR executives stated that the biggest challenge in
2.6 Talent as Potential Employee Indonesia was competing to create and retain talented
Talented employees are people who show their abilities and employees [14]. The Indonesian government is currently only
achievements and have the potential for promotion to higher realizing how important talent management is. Under the
career paths to become potential leaders in the company [5]. Jokowi government, talent management institutions will be
Talented employees have added value for stakeholders. They built and encouraged to become world-class players through
are trained and knowledgeable not only about their work, but efforts including developing quality and competitive human
they are able to solve every possible situation that can occur resources that can provide good performance at the global
in business [21]. level [7]. However, many organizations in Indonesia have not
seen talent management as a mechanism to solve current
2.7 Talent as Performance problems. If this is ignored, it will further alienate qualified
A company-run business will continue to run if the entire employees from talented young people who have knowledge,
process and system are in line with company goals. These the continuity of knowledge is not guaranteed and can
functions are carried out by talented human capital in them, so endanger the organization [8]. On the contrary, well-managed
it is very important that there is an integration of talent talent management will create new sources of income and
management with the business strategy that the company new direction in business globally. The active motivation of the
operates to gain a competitive advantage compared to its part of talented employees is then reflected in their behavior
competitors [13]. The company uses this talent to solve towards end users, increasing end user satisfaction and
problems and identify weaknesses in the company to be building and supporting the direction and goals of the
repaired and become an advantage for the company. It can be organization [8]. Several previous studies have stated that
said that if the company wants to be successful, then the companies that follow certain talent management policies
company must invest in the talent management of the increase their profits by 26% more than their competitors [5].
employees themselves [13]. The collection of talents Indonesia can compare talent management from several
possessed by employees is called the company's collective countries. One of them is, talent management techniques used
skills. From the company side, it is this employee talent that in the US, one can conclude that the American talent
will inject the ability to the company so that, it is very difficult to management business model is characterized by individualism
compete with and provide potential long-term benefits [13]. and contractual business relationships [5]. The European
From the employee side, employees will be motivated if their model is characterized by creativity, tolerance and teamwork in
talents can be accommodated, enhanced through the learning a multicultural environment. The European model is an
process, and have the potential for strategic positions thanks intermediate position between the two management cultures
to their abilities and performance [5]. This will make them loyal (Japanese and American) which features quality management
to the company [22]. Basically, performance is the result of a and reputation management. [5]. In dealing with problems
series of behaviors that are actually carried out by employees faced by Indonesia, the handling of talent management can be
in work situations [9] and determine the survival and taken as an initial step i.e. the organizational strategy must be
profitability of the organization [11]. Performance is an clear even before the main objectives are outlined [5] and the
important mechanism for management to explain the goals importance of defining talent concretely because it will be
and standards of performance, to motivate the performance of different for each organization in the government and in the
individuals in the future for the sustainability of the private sector [8]. Second, in the form of identification of talent
organization. Employee performance is to evaluate whether at the time of recruitment, because if the organization is wrong
employees do their jobs well within the organization [23]. This in choosing its employees will harm the organization later [5].
is also a scoring system used in most companies to determine Analytic abilities, emotional intelligence, the ability to
and evaluate the ability of an employee [15]. Performance as a collaborate and the ability to communicate between
study center for management strategies as organizational employees are important for organizations in seeing the
guidelines in employee control functions [24],[12]. competencies of their employees [8]. It would be better for the
organization if they started looking for talented people while
3. METHODOLOGY they were still in school [8]. During the recruitment and
The paper is qualitative research based on literature review of selection process, organizations can determine potential
various scientific articles taken from special journals that have talents by analyzing the qualifications, experience, skills
helped build characterization of the most prominent elements needed and comparing them with applicant profiles. The
that illustrate talent management that influences the process can be effective in attracting potential talent if the
performance, based on several important points explained by hiring manager has a clear perception of the skills needed and
different authors [18]. A qualitative approach is used to frame, the strategic objectives of the organization [20]. But it should
analyze and solution in the form of a strategic model for the be noted, if the company focuses on recruiting talented
organization in improving the performance based on talent employees it will lead to frustration and lack of motivation on
management to fight Industrial Revolution 4.0 [4]. After an in- existing employees. This must be monitored and minimized
depth review of the literature for analysis, several articles were through communication and professional development
selected as the main corpus. opportunities [17]. Third, training and empowerment. This
practice is very important because it provides a way of
4. DISCUSSION learning and developing programs for various levels of the
Currently, one of the most popular topics is how an organization. Most importantly, talents are managed in
organization fights for the talents of its employees. An accordance with the strategic objectives of the organization
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[21]. The current empowerment of the organization only Of the seven factors above, companies in Indonesia must
focuses on individuals called "talents"; while others are realize the importance of investment in talent management, so
ignored. These people will lose motivation and their they can improve the quality of their organizations and achieve
performance will decrease. Organizations must also focus on the organization's long-term plans. Some foreign companies
these employees to enter the organization's talent operating in Indonesia, bring a positive spirit of investment in
management system [8]. The form can be done training and talent in their organizations through compensation provided,
development programs [13] which can improve employee investment in further training of talented employees, providing
performance and meet the specific needs of personnel [20]. career opportunities, the involvement of talented employees in
Fourth, appreciation. Where in this function the organization organizational decision making. Maybe this is a good example
tries to match the compensation plan with performance. So for entrepreneurs in Indonesia to ensure their long-term
that the benefits, incentives, and rewards related to business success in the market.
goals can be received by talented employees [21]. Fifth, their
involvement in the organization. Where the involvement in the 5. CONCLUSION
company, will make employees more productive and there is a This study reveals that talent management is very important
sense of love for the company [21]. With involvement, for survivors of profit organizations in today's modern and
opportunities to learn and make contributions in decision highly competitive global business environment. Labor mobility
making will be even greater [3]. Sixth, Retention and Career is very high, not only across national borders, but even
Path. It is important for an organization to retain talented internationally, making talent management issues very
employees. Because, employees also know their worthiness important because many organizations and countries are
and can move to other organizations when their abilities are competing to get talented employees. Talent management
not valued [8]. Retention is the most difficult process. The
strategies focus on developing potential employees. A talent
company's main problem is the lack of specificity of the management system can be a tool to optimize the
subdivisions responsible for maintaining a friendly performance of each employee and the entire company. The
environment. This is mostly done by managers of various main source of profit for any company is its talented
levels [5]. Organizations that recognize and exploit the
employees because there is a visionary idea, ambitious goals,
potential of employees enable it to improve organizational and innovative production. Talent management is now a very
performance. On the other hand, the organization must also
important business constituent that determines and becomes a
support the career growth of employees [5] and make the new approach in personnel management. The theoretical
organization more attractive to prospective employees. These contribution of this research is to present a key approach to
needs can be met when the information offered to employees talent management, because in the practice and learning
is considered as a reward, something that is valued, useful process of talent management some organizations still do not
and desirable [20]. It is important for organizations to identify understand. It is important to recognize the limitations of this
candidates for certain positions in the future. Sustainable study. These findings provide the basis for hypotheses and
planning must also be in accordance with the business plan to future research in this field. Second, methodological problems
understand and meet the requirements for important positions need to be addressed. As this study takes a qualitative
(3-5 years) [21]. Seventh, Total Quality Management in Talent perspective with a research journal analysis, additional
Management. TQM makes it possible to improve the area of empirical research is needed such as adding quantitative data
problematic talent management [8]. Eighth, Technology. to identify more comprehensively about the indicators that best
Organizations can create and adopt technology systems to reflect the talent management variable.
support talent management. In Russia, using Oracle or SAP
that automates the performance management of personnel,
education, staffing, in monitoring the performance of its REFERENCES
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