THE RELATIONSHIP BETWEEN DIGITAL LEADERSHIP AND DIGITAL CULTURE TOWARDS HUMAN CAPITAL READINESS IN THE INDUSTRY 4.0 ERA: A CASE STUDY OF TALENT IN FINANCIAL STATE-OWNED ENTERPRISE

• Main Author: Aulia Fathony, Handy
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/77461
• Institution: Institut Teknologi Bandung

In today's digital age, leadership has evolved to become more complex and challenging. Digital leadership refers to the ability of leaders to effectively manage and leverage digital technologies to drive organizational success. Strengthening digital culture is also one of the elements that is considered by this organization in digital transformation agenda. which is now taking place from traditional banking to a champion of financial inclusion. The company's culture has an impact on how well its personnel have readiness in industry 4.0. Human capital readiness in industry 4.0 era can be raised through good implementation of digital leadership and digital culture. Authors use quantitative and qualitative approach for the study. SPSS was used to process the quantitative research approach and enriched by discussion to organization’s counterparts in this study. The findings indicate a strong relationship between human capital readiness in industry 4.0 with digital leadership and digital culture. There are some findings that arise in Top Management Talent 2023. The indicator of Hard Skill & Soft Skill stated in the receptive category with a value gap more than 0.2. It show how strategic management readiness for their capacity to adapt to changes made in their organizational environment. In the analysis, author find that the Readiness of Human Capital on the Hard Skill & Soft Skill can be influenced by other component with the lowest average. There are digital supportive behavior from digital leadership variable, and also digital innovative culture & open culture from digital culture variable. It have been also confirmed by FGD with several BRI divisions that those factors put some influence on human capital readiness in industry 4.0. Some recommendation could be done to improve it through deploy talent mobility & assignment to bring new exposures & experience with digital transformation, aligning talent development for strategic management with relevant digital transformation issues through leadership development programs and ad-hoc digital projects, and strengthening culture movement by change management & PMO involvement through ideation & scaling up projects.