GLOBAL TALENT MANAGEMENT FRAMEWORK: A CASE STUDY ON A NEWLY MERGED SHARIA BANK
In creating a dominant business force in the banking industry, the merger process of sharia banking in Indonesia has become necessary. The government has taken this corporate action to boost sharia banking, which stagnated market share over the last two decades. The merger of Bank Syariah Indones...
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| Format: | Theses |
| Language: | Indonesia |
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| Online Access: | https://digilib.itb.ac.id/gdl/view/69536 |
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| Institution: | Institut Teknologi Bandung |
| Language: | Indonesia |
| Summary: | In creating a dominant business force in the banking industry, the merger process of
sharia banking in Indonesia has become necessary. The government has taken this
corporate action to boost sharia banking, which stagnated market share over the last
two decades. The merger of Bank Syariah Indonesia has become a milestone in
strengthening the role of sharia banking in the development of the nationwide
economy. The merger gave rise to the vision of becoming a competitor to sharia banks
globally. The vision to become a global sharia bank requires the best talent
management capability of supporting the achievement of the bank's business and
leading the way in superior and sustainable management of human resources.
The transformation of Bank Syariah Indonesia from a domestic bank to an international
and global-oriented bank emphasises the importance of developing the best bank talent
on a global scale. Although the bank has a talent pipeline with a domestic talent
development framework capable of competing nationally, it needs to determine the
differentiation of local talent from global talent. It also needs to pay attention to talented
employed overseas as expatriates working in other countries.
This study tries to find the bank's needs in developing local and global talent with
international standards. This study also looks at the framework needed in the global
talent development process while still paying attention to local resources as a source of fulfilling global talent. A qualitative methodology was conducted with data collection
through an in-depth interview and analysis with the Quirkos application.
As the research found, the GTM framework becomes the field of interaction between
actors and conceptual models. The interaction of multi-actors produces the GTM
climate. The research also adds a success profile, global mindset, and leadership
competencies to enhance the possibilities for increasing talent outcomes.
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