HRD Forum — Executive Development Series
Building an Integrated Talent Strategy, Talent Pipeline & Succession System for Sustainable Business Growth. Membekali praktisi HR & Business Leaders dengan arsitektur pengelolaan talenta yang business-aligned, systematic, evidence-based, dan sustainable.
Mengapa Program Ini Penting?
Di tengah perubahan bisnis yang semakin cepat, memiliki karyawan kompeten saja tidak cukup. Organisasi membutuhkan kemampuan menjawab pertanyaan strategis: Siapa talent yang critical? Capability apa yang dibutuhkan di masa depan? Siapa yang memiliki potential untuk mengisi critical roles? Serta bagaimana membangun talent pipeline yang tangguh?
Banyak organisasi memiliki talent pool tetapi belum memiliki talent strategy. Strategic Talent Management membantu organisasi menghubungkan business strategy, critical roles, talent identification, 9-box assessment, differentiated development, hingga succession planning dalam satu lifecycle yang terintegrasi dan berbasis evidence.
Tujuan & Capaian Program
Outline & Silabus Pelatihan
Klik tab di bawah untuk melihat rincian silabus dari Foundation & Assessment (Day 1) hingga Development & Succession System (Day 2).
Evolution & concepts of Strategic Talent Management · Why talent strategy must follow business strategy · Strategic Flow: Strategy → Organizational Capability → Critical Roles → Talent Strategy.
Practical Exercise — Talent Strategy Alignment MapTalent philosophy, segments, and governance · Segmenting Critical vs Non-critical roles · High Performance vs High Potential · Ready Now vs Ready Later.
Practical Exercise — Critical Role & Talent Segmentation MapDimensions of Talent Identification: Performance results, Potential (Learning agility, adaptability, aspiration), Competency, and Cultural Values alignment · Performance ≠ Potential logic.
Practical Exercise — Talent Identification Criteria FormulationPrinciples of Talent Assessment & calibration · 9-Box Matrix deep-dive: Performance × Potential · Strategic discussion for each box segment (Emerging Talent, Solid Contributor, High Potential, dll).
Simulation — 9-Box Talent Review & Mapping RecommendationTalent Review Governance · Facilitating evidence-based talent discussion · Eliminating subjectivity, recency bias, halo effect, and manager preference in people decisions.
Simulation — Talent Review Board Meeting & Decision SheetDifferentiated development by talent segment · Applying the 70-20-10 development framework (Stretch assignments, job rotation, mentoring, coaching, formal learning).
Practical Exercise — Differentiated Talent Development PlanCareer architecture & mobility (Vertical, Lateral, Cross-functional) · Talent retention logic: Career → Opportunity → Engagement → Retention · Case study: Why good talents leave.
Case Discussion — Talent Retention & EVP StrategySuccession Management vs Replacement Planning · Critical position success profiles · Readiness levels (Ready Now, Ready 1-2 Yrs, Ready 3-5 Yrs) · Mitigating single-point-of-failure risks.
Practical Exercise — Succession Planning MatrixTalent metrics & KPIs (Pool size, succession coverage, readiness index, flight risk) · Identifying talent concentration risk, capability gap, and readiness gap.
Practical Exercise — Talent Risk & Action DashboardIntegrating Talent Management with WFP, Recruitment, Performance, L&D, and Rewards · Establishing Talent Rhythm, Review Cycles, and Governance Frameworks.
Comprehensive capstone exercise applying the 12-step Framework: Strategy → Capabilities → Roles → Criteria → Assessment → Segmentation → Development → Career → Succession → Risk → Governance → Metrics.
Final Workshop — Strategic Talent Management Blueprint PresentationMetode Pembelajaran
Target Peserta
Fasilitas & Program Output
Jadwal Pelatihan 2026
| Bulan | Tanggal Pelaksanaan | Waktu & Lokasi | Status Kelas |
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Daftar Sekarang
Bangun arsitektur pengelolaan talenta yang terintegrasi, obyektif, dan siap menghadapi tantangan masa depan bisnis Anda bersama HRD Forum.
Event@HRD-Forum.com