PROPOSED DESIGN OF TALENT POOL SYSTEM MODEL FOR LEVELS OF ECHELON IV AND ECHELON III SERVICES CIVIL SERVANTS INDONESIA AGENCY FOR CREATIVE ECONOMY

• Main Author: FATHURRAHMAN, DARY
• Format: Final Project
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/43266
• Institution: Institut Teknologi Bandung

The mapping of employees in the talent pool is used to assist The Indonesian Agency of Creative Economy (Bekraf) identify talented employees who are ready to fill high positions in the future. Bekraf is a government agency where most of the employees are Civil Servants (PNS). Bekraf will be directly affected by the talent war phenomenon when the registrants for the Civil Servant Candidates (CPNS) in 2018 only reach 55% of the target set by the National Civil Service Agency (BKN). In dealing with this phenomenon Bekraf does not yet have a mechanism to identify talented employees. For this reason, this study aims to assist Bekraf in ensuring the availability of talented employees to fill high positions in the future. Employee talent pool requirements involve three components, those are competency value, employee performance value, and educational qualifications. The performance value is obtained from the assessment of employee work goals (SKP) and work behavior assessment (PK). The assessment is carried out by the employer's supervisor and coworkers. Performance management mechanisms from the preparation of SKP to employee performance appraisal can be done in the system. Educational qualification is a requirement for an employee to enter the talent pool. The value of competency, performance value, and education classification will be integrated in the system to compile employee mapping. The mechanism is found in the results of this study, namely the proposed talent pool system design. The advantage of this proposed system design is that the talent pool system is delivered in digital form through an integrated information system with employee performance management systems. But there are still shortcomings from the results of this design, that is the talent pool system has not been integrated with the competency measurement system. Assessment of employee competency is still carried out outside the system, then the competency value of the employee still be entered manually into the system.