Pengaruh Talent Management Terhadap Pengembangan Karir Pegawai Di Universitas Terbuka

Abstract

The higher level of competition in Indonesia resulted in Higher Education faced with the challenge to survive. One way is to improve the quality of its employees. Employees who have the expertise, energy, and creativity, or commonly known as Talent, will be needed by universities to achieve its objectives. Talent is the biggest element that forms the strength of human resources, the other element is knowledge and skills which can be obtained through the process of human resource development. The purpose of this study was to identify the factors that affect the implementation of career development programs through talent management at UT. Methods of data collection in this study is a survey method using a questionnaire distributed to respondents and processed using SEM analysis tools. The results of research data management shows that the Talent Management have significant effect on career development at Universitas Terbuka. This means that the higher the role of talent management, the more influence on career development at UT. The most influential variables on Career Development is the potential variables.
 
 Semakin tinggi tingkat persaingan di Indonesia mengakibatkan Perguruan tinggi dihadapkan pada tantangan untuk dapat bertahan hidup. Salah satu cara adalah dengan meningkatkan kualitas karyawannya. Karyawan yang memiliki keahlian, tenaga, dan kreativitas, atau yang biasa dikenal sebagai Talenta, akan dibutuhkan oleh perguruan tinggi untuk mencapai tujuannya. Talenta adalah unsur terbesar yang membentuk kekuatan sumber daya manusia, unsur lainnya adalah pengetahuan (knowledge) dan keterampilan (skill) yang dapat diperoleh melalui proses pengembangan sumber daya manusia. Tujuan dari penelitian ini adalah untuk mengidentifikasi faktor-faktor yang mempengaruhi pelaksanaan program pengembangan karir melalui talent management di UT. Metode pengumpulan data dalam penelitian ini adalah metode survei dengan menggunakan kuesioner (angket) dibagikan kepada responden dan diolah dengan menggunakan alat analisis SEM. Hasil pengelolaan data menunjukkan bahwa Talent Management berpengaruh secara signifikan terhadap pengembangan karir pegawai di Universitas Terbuka. Hal ini menunjukkan bahwa semakin tinggi peran talent manajemen maka semakin berpengaruh terhadap pengembangan karir pegawai di UT. Variabel yang paling berpengaruh terhadap Pengembangan Karir adalah variabel potensi.

Research Trends in Talent Management and Career Development: Why is Promotion Important? (Bibliometric Analysis)

“…Talent management has a positive effect on employee career development in terms of its function to find potential future leaders. Talent management is a comprehensive and dynamic process for developing a group of people with the highest potential in the organization through unidirectional and integrated development, which is practically carried out by leaders related to the company, associated with the activity of attracting talented employees, selecting them, developing them and maintaining them, so that by talent management so that each employee's career development can be more transparent and more focused, so that job promotions can be given to selected people according to their talents (Irmawaty & Hamdani, 2016). From several previous studies, it was explained that there was a positive influence considering the last explanation regarding talent management and career development that position promotions could be given to selected people according to their talents.…”

Determination of Career Development and Performance: Analysis of Job Promotion and Employee Transfer (Human Resource Management Literature Review)

“…b) Career Planning This is a process that must be passed by individual employee to identify and take steps to achieve goals. This career development has been studied by many previous researchers, including: (Irmawaty & Hamdani, 2016), (Ratulangi, 2017), (Julianita, 2018), and (Negara, 2014).…”

“…Available Online: https://dinastipub.org/DIJMS Page 781 8) Talent Management: (Irmawaty & Hamdani, 2016) 9) Allowance: (Triana, 2017), (Triana, 2017) 10) Knowledge: (Desfiandi et al, 2017), (Prayetno & Ali, 2020a), (Mukhtar et al, 2016), (Brata, Husani, Hapzi, Baruna Hadi Shilvana AliBrata, Husani, Hapzi, 2017), and(Toto Handiman &.…”

The Influence of Talent Management and Organizational Culture on Employee Discipline at PT. X

“…Improving employee performance is also the desire of employees to survive in the company for a long time. Therefore, employees must be cared for and cared for seriously by managers by implementing talent management, otherwise employee morale, loyalty, attitude and discipline levels will decrease [7]. The results that can be obtained by companies by implementing a talent management strategy are being able to fill top management positions with quality people, so companies no longer need to doubt the discipline of employees who will be appointed to be part of the company's top positions [17].…”

“…Talent management implemented by the organization is not limited to look for potential in acquiring talented employees, but rather the goal where the organization must make it comfortable for them to remain in the company. Employees must be cared for and cared for seriously by managers by implementing talent management, otherwise employee morale, loyalty, attitude and discipline will decrease [7].…”