This document discusses the concept of human capital at the individual, team, organizational, and societal levels. It provides frameworks for understanding human capital, including competencies, skills, motivation, and productivity. It also discusses topics like organizational development, change management, leadership, and performance management in the context of developing an organization's human capital. The goal is to achieve sustainable business excellence, competitiveness, human well-being, and organizational direction and philosophy through investing in learning, innovation, and developing an organization's most important asset - its people.
7. Human Capital
Individual Teamship Organization Societal
Sustainable
Business
Excellence
Competi
tiveness
Human
Well
Being
LEARNING
INNOVATING
OrganizationDirectionand
Philosophy
Key Issues :
Professionalism
Key Issues :
Synergy
Key Issues :
Leadership
Key Issues :
Inspiring
8. Self
Interpersonal (Competency): Attitude,
Emotional, Communication Skill, Self
management, Time management,
Creative Problem Solving
Intrapersonal (Potency)
Interest: Direction (RIASEC)
Talent: Aptitude and Personality
MOTIVATION (DRIVE)
Human Capital
Claudia Goldin, Department of Economics Harvard University and National Bureau of
Economic Research.
“…is the stock of knowledge, habits, social and
personality attributes, including creativity, embodied
in the ability to perform labor so as to produce
economic value.”
World Bank Human Capital Index
In October 2018, the World Bank published the Human
Capital Index (HCI) as a measurement of economic success.
The Index ranks countries according to how much is invested
in education and health care for young people. The World
Bank's 2019 World Development Report on The Changing
Nature of Work showcases the Index and explains its
importance given the impact of technology on labor markets
and the future of work.
Human capital is the backbone of human development and economic development in every nation. Mahroum
(2007) suggested that at the macro-level, human capital management is about three key capacities: the capacity to
develop talent, the capacity to deploy talent, and the capacity to draw talent from elsewhere.
9. “Success is no accident. It is hard work,
perseverance, learning, studying, sacrifice and
most of all, love of what you are doing or
learning to do. “
- Pele
Human Capital
Individual Level
Interpersonal Skill
(Soft Skill) Training
Unit 1 : Prepare for Independent Living:
Personal Growth
Character Building
Responsible Citizenship
Lifespan Development
Goal Setting
Motivation
Unit 2: Interpersonal Skills
Communication Skills
Teamwork and Leadership Skills
Peer Pressure and Refusal Skills
Conflict Resolution Skills
Creative Problem Solving
Emotional Intelligence
Etiquettes
Experiences (Time)
10. 0. None - lack of competence in a specific topic
1. Basic – an understanding of concepts and
fundamentals with some initial practical
application
2. Intermediate - a solid conceptual understanding
with some practical application
3. Advanced - significant conceptual knowledge
with practical experience in performing a
defined activity/task at a consistently-high
standard
4. Expert - extensive knowledge, perfected skill
and prolonged experience in performing a
defined activity/task at the highest standard
Human Capital: Individual Competency
11. Human Capital
Team Level
• Characteristics of Effective
Teams
• Development & Learning
Teamwork Skills
• Building and Maintaining Teams
• Collaborative Communication
• Managing Conflict
• Creative Problem Solving
• Monitoring Team Development
Followership
Leadership
12. Human Capital: Organization Level
Sustainable
Business
Excellence
Competi
tiveness
Human
Well
Being
LEARNING
INNOVATING
Culture / Values
Communication
People
INNOVATION
Organization
Direction and
Philosophy
21. BSC Strategy Map
2
2
Perspektif
Keuangan
Perspektif
Pelanggan
PerspektifProses
Bisnis
Perspektif
Pembelajaran&
Pengembangan
Meningkatkan Pendapatan
Pendapatan (Persero dan
anak perusahaan)
Meningkatkan Keuntungan
Net profit
Meningkatkan Shareholder Value
• Return on Average Equity
(ROAE)
Cost Effectiveness
BOPO
Cost of fund(COF)
Meningkatkan Investasi
Peningkatan Assets Under Management (AUM)
Peningkatan modal
Research
Jumlah riset yang berkualitas
Produk unggulan
Jumlah produk baru
Market share produk unggulan
Memperluas Network
Jumlah jaringan distribusi
Jumlah partisipasi dalam forum bisnis
Meningkatkan
Layanan dan Image
Customer Satisfaction Index
Volume transaksi cross selling
Jumlah penghargaan
Jumlah kegiatan CSR
Membangun dan memelihara
hubungan dengan pelanggan
Customer retention rate
Jumlah pelanggan baru
Jumlah event pemasaran
Perbaikan &
penyesuaian
proses bisnis
Jumlah perbaikan
proses bisnis
Optimalisasi
sistem IT
Jumlah fitur dan layanan baru
Jumlah proses yang
diotomatisasi dengan sistem IT
Meningkatkan efektivitas
& efisiensi operasi
Tingkat SLA (Service level
Agreement)
Meningkatkan Corporate
Governance & Risk Management
Jumlah Teguran (Compliance Level)
GCG Score
Tingkat Pengelolaan Risiko
Meningkatkan motivasi karyawan
Employee Engagement Index
Meningkatkan
Produktivitas
Revenue per head count
Meningkatkan
kompetensi karyawan
Competency Gaps
Peningkatan
Manajemen SDM
31. Leadership
SOBAT Leadership Program
Self Leadership
Objectives : focus on
increasing self awareness
and using that knowledge
to become more effective
as a leaders
Effective Team
Member
Objectives : Faocus on
contributes individual
capabilities to
achievement of a group
objectives and work
effectivelywith others in a
group setting.
Team
Leadership
Objectives : focus on
leadership as the art of
influencing and working
effectivelythrough others
Working in
Business
Objectives : focus on
helping leader appreciatte
how all parts of
organization are
systematicaly, connected
and inter-related
Working on
Business
Objectives : focus on being
role model in excellence
around strategy, culture,
and Inspiring others, group
, organization, business
and and environment and
society
32.
33. Managing Change
“Change is an inevitable and constant feature. It is an
inescapable part of both social and organisational life
and we are all subject to continual change of one
form or another.”
(Mullins and Christy 2016).
39. Change will not come if we wait for some
other person or some other time. We are the
ones we've been waiting for. We are the
change that we seek.
- Barack Obama