School of Business and Management (SBM) Bandung Institute of Technology (ITB) invited Irwan Dewanto, the Vice President of Human Resource of TACO group, as a guest lecturer on the Human Resource Class of batch 2023, Tuesday (14/9/2021). Titled his presentation with “Talent Management in Multicultural Perspective, A Real-Life Case Study,” Irwan intended to share his experiences in talent management as a human resources manager and director in various multinational companies.
Taking off his career for five years from the eastern company of Astra International and Astra Otoparts, Irwan shifted his career to the western Unilever company for nine years before he finally in the current position in a family company called TACO. Thus, in the lecture, Irwan was eager to share his experience to develop and manage talents cross-culturally through eastern, western, and family companies.
Starting his presentation with the talent management definition, he stated that talent management is the process of ensuring that talented people are attracted, retained, motivated, and developed in line with the needs of the organization (Armstrong, M. 2007). To Irwan, talent management has five steps: role competency identification, potential review, individual career plan discussion, individual development plan discussion, and people development program.
Irwan doesn’t stop there. He also explained the tools needed to achieve the best talent management process throughout the input and output. The first tool is Human Value Asset, the output of the potential review is an HAV (Human Asset Value) Map. It maps individuals based on performance and potential. However, Irwan stated that HAV is for long-term planning, not for the performance appraisal.
Other than the HAV Map, Irwan also explained the Individual Career Plan (ICP) comprising opportunities and plans for one’s career path from time to time, along with indicators of success and the Replacement Table Chart (RTC).
Later, Irwan explained the difference between the eastern and western countries by a diagram of which needs to be adopted and anticipated. For example, how talents are motivated to be acknowledged in Western countries as their culture is to treat the star people differently from others. However, with this culture, too, it is necessary to anticipate the potential and low teamwork from the regular talent.
Ending his presentation, Irwan told us a story about the milestone he experienced during his years as a human resource manager in various companies and how he and his team managed to survive the pandemic situation.
