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.

1. Business
Psychology
(Concept and Practices)
Seta A. Wicaksana

2. Sustainable
Business
Excellence
Competitiveness
Human Well
Being
Business
Psychology
Framework
Productivity
Organiz
ational
Capital
Human
Capital
OrganizationDirectionand
Philosophy

3. What is Sustainable Business Excellence

4. Competitiveness

5. Well Being

6. Organization Direction and Philosophy
Why
You
Are
Here?
What
You
Want
to Be
Who You Are

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

13. Diagnosis for Organization
Development

14. Business Process Management

15. Pyramid of Organization Development

16. BUSINESS
PROCESS
Organizational
structure
JOB EVALUATION &
GRADING
COMPETENCY
MODEL
PERFORMANCE
MANAGEMENT
JOB
DESCRIPTION
CAREER
MANAGEMENT
MANPOWER
PLANNING
TALENT
MANAGEMENT
COMPENSATION
AND BENEFIT
RECRUITMENT
ASSESSMENT
SUCESSION PLAN
LEARNING AND
DEVELOPMENT
HRM Keterangan:
Short
Mid
Long
16
Human Resources Management

17. The Strategic Leadership Pyramid

18. Human Capital: Societal

19. Productivity: Factors

20. Performance Management

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

23. Learning and innovation As
Accelerator

25. Leadership

27. Leadership’s Role in Organization

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

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).

34. Changing Roadmap
SOBAT LEAD
(Learning & Development)
Start
Order
Breakthrough
Accelerate
Transform

36. Leaders’ Role in Managing Change

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

40. Learning and Giving for Better Indonesia