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Organizational Transformation Lead with Culture

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“Perubahan organisasi merupakan suatu proses yang berkelanjutan dan dinamis. Perubahan tidak berhenti ketika sebuah inisiatif perubahan telah sukses diimplementasikan, tapi akan selalu terjadi perubahan karena lingkungan yang terus menerus berubah.” – Seta A. Wicaksana “Perubahan hadir karena adanya ketidaksempurnaan, sedangkan ketidaksempurnaan itu adalah ruang untuk belajar, tumbuh dan berkembang, … itulah yang Sempurna.” – Seta A. Wicaksana

Perspektif Psikologi dalam Perubahan Organisasi

Seta Wicaksana

Every company needs an organizational structure—whether they realize it or not. The organizational structure is how the company delegates roles, responsibilities, job functions, accountability, and decision-making authority. The organizational structure often shows the “chain of command” and how information moves within the company. Have an organizational structure that aligns with your company’s goals and objectives. This article describes the various organizational structures, the benefits of creating one for your business, and specific elements that should be included.

Organizational Structure Running A Successful Business

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Up until about 20 years ago, companies experienced organizational redesign every few years or even decades. Most top executives would have the experience perhaps only a few times in their careers. However, automation and competitive pressures had begun to accelerate the pace of organizational change. In this presentation, we explore traditional organizational models and how they have been used to align structure and operations to business strategies. We will show how those models can still operate as diagnostic tools to understand where various organizational factors can be out of balance. Then, we will show how organizations have shifted from static models for diagnostics and alignment to flexible models that help organizations adapt to continuous, dynamic change.

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Understanding Business Function and Business Process

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Humanika Consulting is an HRD and Management consultant brand under the auspices of PT Humanika Amanah Indonesia. As a brand, Humanika Consulting, which was established in 2004, started its career in developing human resources through training program activities using an outdoor activity (Outbound) approach. The Experiential Learning method is promoted in developing people through continuous change so that the S.O.B.A.T. (Semua Orang Bisa Hebat) becomes a platform in the change process, namely Start, Order, Breakthrough, Accelerate, and Transform. To anticipate high demands regarding Individual Assessment, Humanika Consulting has innovated to create a web-based application and has parameters (Job-Person Profile Matching), by having a subsidiary, PT Humanika Bisnis Digital, which a subsidiary that concentrates on Big Data and research related to HR. in 2019.

HC Company Profile 2024 Excellence Journey

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Business Strategy Creating and Sustaining Competitive Advantages

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To introduce the philosophy, practice and process of Appreciative Inquiry so that you can apply it to your setting objectives in strategic management. Appreciative inquiry (AI) is a positive approach to leadership development and organizational change. The method is used to boost innovation among organizations. A company might apply appreciative inquiry to best practices, strategic planning, and organizational culture, and to increase the momentum of initiatives.

Strategic Management Organization objective with Appreciative Inquiry

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Together, the vision, mission, and values statements provide direction for everything that happens in an organization. They keep everyone focused on where the organization is going and what it is trying to achieve. And they define the core values of the organization and how people are expected to behave. Creating a mission, values and vision makes a statement as to how a company and its personnel will interact with the consumer, its colleagues and even competitors. The value, mission and vision statements of a company are the foundation on which all business is conducted and decisions are made.

Developing Organization's Vision, Mission and Values

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In an ever-evolving global landscape, the realm of business development is undergoing a profound transformation. The convergence of technological advancements, shifting consumer preferences, and dynamic market conditions has created a paradigm shift that promises to reshape the way businesses approach growth and expansion. The future of business development is not only about adapting to change but also about harnessing emerging trends and innovations to thrive in an increasingly competitive environment. To better organize a business in the future, leaders should embrace nine imperatives that collectively explain “who we are” as an organization, “how we operate,” and “how we grow.”

The Future of Business, Organization and HRM

Seta Wicaksana

Pembangunan Sumber Daya Manusia (SDM) unggul adalah bagian dari proses dan tujuan pembangunan nasional Indonesia. Saat ini Indonesia menghadapi tantangan untuk mengejar ketertinggalan dari bangsa-bangsa lain yang telah lebih dahulu maju. Tantangan menjadi lebih berat karena saat ini berada di era VUCA yaitu Volatility, Uncertainty, Complexity, dan Ambiguity. Kita hidup di dunia dengan perubahan yang sangat cepat, tidak terduga, dipengaruhi oleh banyak faktor yang sulit dikontrol, dan kompleks. Mustahil kita mampu mencapai kemajuan dan kemandirian bangsa apabila kita mengabaikan pembangunan yang semestinya bertitik berat pada keunggulan sumber daya manusia. Hanya melalui SDM unggul kita akan mampu menghadapi era VUCA ini dan mampu berkompetisi dengan bangsa–bangsa lain. Era VUCA harus kita hadapi dengan mencetak SDM unggul Indonesia. SDM unggul adalah SDM yang mampu beradaptasi, menerima dan merangkul perubahan sebagai bagian dari lingkungan yang tidak dapat diprediksi. Di samping itu, SDM unggul juga adalah SDM yang mampu memahami sekaligus melaksanakan tugas pekerjaannya secara tuntas dan berkualitas dengan visi kerja yang jelas dalam menghadapi tantangan dan ketidakpastian, yang mampu berkolaborasi dan bersinergi secara efektif dengan kolega, tim kerja, dan menjadi insan penggerak perubahan dan inovasi dalam menghadapi kompleksitas persoalan organisasi. SDM unggul juga diharapkan mampu mengatasi ambiguitas dengan agilitas serta memiliki ketangkasan dan kecerdasan dalam menjalankan tugas pekerjaannya.

Transformasi menuju SDM Unggul dalam Era VUCA

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Mengapa Manpower Planning dibutuhkan: Membantu mengidentifikasi kekurangan atau kelebihan tenaga kerja, sehingga memungkinkan perusahaan mengambil langkah-langkah yang diperlukan untuk mengatasi masalah ini sebelum menjadi masalah. Memastikan bahwa program rekrutmen dan seleksi didasarkan pada perencanaan tenaga kerja untuk mendapatkan hasil terbaik. Membantu mengurangi biaya tenaga kerja dengan mengidentifikasi kelebihan staf atau jadwal shift kelebihan staf. Membantu mengidentifikasi talenta yang tersedia dalam angkatan kerja, seperti pekerja terampil, dan membuat rencana pengembangan untuk mereka. Membantu mengoptimalkan penggunaan sumber daya manusia yang ada, sehingga menghasilkan produktivitas yang lebih tinggi dan biaya yang lebih rendah. Membantu meningkatkan kepuasan karyawan dengan memastikan bahwa tenaga kerja yang ada terlibat dalam pekerjaan yang bermakna.

Using Workload Analysis for Manpower Planning

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Effective Performance Management supports the achievement of both individual and business objectives. Through the Performance Management Process: Employees understand how the work they are doing supports the broader goals of the organization Employees understand what is expected of them, how they’re performing against those expectations, and how they can continue to improve their performance and contributions to advance their own career and business objectives Managers provide feedback and coaching throughout the year to support employees in sustaining and improving their performance and developing their capabilities in alignment with their career goals Employees and managers maintain on-going communications about performance and development progress and use the Company’s approved documents and/or technology to document progress

The Talent Management Navigator Performance Management

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“Most companies still earn profits per employee at close to the same low levels earned in the 20th century because they have not become very adept at mobilizing the mind power of their workforces. As a comparison, the average top-30 company increased profits per employee 70 percent The target should be to improve profits per employee by 30 to 60 percent or more. “ “The opportunities to improve the performance of workers just from increased efficiency alone are huge: Surveys show that a majority of workers in thinking-intensive jobs in large companies feel they waste from half a day to two days out of every workweek... The opportunities to improve the effectiveness of such workers are even larger. The opportunities to mobilize the latent intangible assets (that is, knowledge, skills, relationships and reputations) of a company’s workforce are vast.”

Integrating Talent Management Practices

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Teamwork is important because it promotes a positive work environment where employees can achieve more opportunities and overcome more obstacles. Businesses and organizations need teamwork the most when a project is time-sensitive and requires a diverse set of skills and experiences. Teamwork can improve efficiency and productivity. Efficiency rules when work is appropriately divided within a team, responsibilities are shared, and tasks are more likely to be finished within a set time frame. Good teamwork also enhances group outcomes and the measurable effectiveness of organizations.

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A productive leader can help to improve efficiency by getting the most out of their team. Leaders can help improve efficiency by ensuring everyone is working towards the same goal and doing what they do best. They can provide guidance and direction and delegate tasks to make the most of everyone's strengths. Someone who leads by example can expect to receive trust and respect from their team. Superiors see them as someone who is capable of running a team, and employees see them as trusted mentors. A trusted leader can also inspire teammates to respect and trust each other.

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Mengapa membutuhkan Project Management? Menghemat waktu dengan merencanakan Proyek dengan benar dan mempertimbangkan semua faktor relevan yang dapat mempengaruhi hasilnya PM akan menghemat uang PM akan memberikan hasil yang lebih baik jika disiplin dengan pedoman Pekerjaan akan jauh lebih mudah dengan (1) kejelasan tujuan dan (2) mengelola sumber daya yang dimiliki serta (3) risiko yang teridentifikasi dan dikelola.

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