Comprehensive Integrated Case Study on Talent Development and Leardership Program

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R e v I e w o n C o m p r e h e n s I v e I n
t e g r a t e d C a s e S t u d I e s ( C I C
S ) f o r O r g a n I z a t I o n D e v e l o
p m e n t
The 13th International Symposium on Management
University of Social Sciences and Humanities,
Vietnam National University HoChiminh City (USSH,
VNU-HCM), Vietnam March 18th 20th, 2016 FBE,
University of Surabaya
T. Soemarman Faculty of Business and
Economics University of Surabaya
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Case Studies in HRM Comprehensive and Integrated
Focus?

• This Review evaluate how the feasibilites of
  Comprehensive Integrated Case Study (CICS)
  provide Sustainability of Business Process and
  Good Governance in the context of Organization
  Development with two assurances
• Application of Psychometric Measurement for
  Selecting Best Profiles of Employess within Job
  Matching Program (Talent Development and
  Leadership Program).
• Facilitation for Best Practices of Employees
  Performances with support from integrated
  programs Job Redesign-Job Placement, Review on
  The System-Design of Performance Appraisal, and
  Revision on The System-Design of Total Rewards
  and Remuneration.

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Case Studies in HRM Comprehensive and Integrated
Focus?

• This Review will observe carefully those two
  important assurances within the needs for
  specific-customized design of Comprehensive
  Integrated Case Studies (CICS) which might
  support the establishment of a model of
  Strategic Human Resource Management (SHRM).
• The review will argue that CICS will be able to
  establish a model of SHRM based on two integrated
  approaches Vertical-Horizontal Fit of
  Organization Culture for Employees as
  Professional Workers.

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Case Studies in HRM Comprehensive and Integrated?

• It is feasible to develop a Solution toward
  Establishing A Model of Strategic Human Resource
  Management based on
• Vertical Fit of Organization Culture for
  Employees as Professional Workers, applying
  Measurement of Employees Best Profiles and
  Performance Predictors (E3P) to support job
  matching program
• Horizontal Fit of Organization, applying the
  methods of verification on employees soft-skill
  which support major competences within the
  context of job redesign

The Needs
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N E E D S A N A L Y S I S
How do we provide assurances for Sustainability
of Business Process and Good Governance within
the context of Organization Development when
considering FEASIBILITIES from Previous Studies?
It is to make old saying work well
Right persons in the right places with right
mission and capable of doing things right within
the context of the right things.
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AVAILABLE FEASIBILITIES

• Two Feasibilities from previous studies
• Application of Psychometric Measurement for
  Selecting Best Profiles of Employess within Job
  Matching Program (Talent Development and
  Leadership Program) has been available.

• Facilitation for Best Practices of Employees
  Performances with support from integrated
  programs Job Redesign-Job Placement, Review on
  The System-Design of Performance Appraisal, and
  Revision on The System-Design of Total Rewards
  and Remuneration?

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FOUR FACTORS TO CONSIDER IN THE DESIGN OF CICS

• Job Design
• Employee Profiles within Life Style Inventory
• Employee Competence and Skills
• Job-Performances Context

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Case Studies Comprehensive and Integrated
Factors?
Job Design For Professional Workers
CICS
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Understanding the Strategic Human Resources
Management
Our CICS Design considers that the development of
employee professionalism will give great impacts
on sustainability of business process and
organization governance, especially as it is
reflected by development of employees
professional skills in business discretion

• Therefore
• CICS supports the elaboration of exchange
  perspectives between Company/Organization/Institut
  ion and Employees.
• The exchanges shall promote mutually shared
  responsibility
• Main Issues CICS provides employees with
  opportunities to involve in participatory
  action/policy research within the framework of
  Strategic HRM

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Understanding the Strategic Human Resources
Management
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Understanding the Strategic Human Resources
Management

• POSSIBLE OPTION 1

• CICS may elaborate Vertical Fit of Organization
  Culture for Employees as Professional Workers,
  using application of measurement instrument on
  Employees Best Profiles and Performance
  Predictors (E3P) within A Framework of Career
  Management Contributor Model.

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Understanding the Strategic Human Resources
Management

• POSSIBLE OPTION 2

• Application of measurement instrument will be
  undertaken within the context of organization
  development as reflected by integrated programs
• Job Redesign-Job Placement
• Review on The System-Design of Performance
  Appraisal
• Revision on The System-Design of Total Rewards
  and Remuneration.

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Requirements for Good Design of CICS

• Application of the measurement instrument should
  focus on the evaluation of its reliability and
  validity
• Comprehensiveness and integration of Case Studies
  rely on the capability of CICS design in
  maintaining previous studies in relation with
  (its context) the needs for improvement of
  quality management system

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Requirements for Good Design of CICS QMS
Framework
Good Design of CICS should be workable for
Establishing Strategic HRM With QMS Context
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RESEARCH PROBLEMS
Reliability of Profiles Active Constructive
Strategic HRM will provide assurances to
successful performance of business process and
governances as well as the success of employees
future careers?
How to transform conflicting situations and
disharmony between managerial positions and
functional positions among employees?
How are the establishment of three important
factors capable to provide "Job Matching Program
and Employees Placement ?
The findings of previous studies shall also
apply to both employees in managerial positions
and functional positions as well?
The renewal of Employees Contract
(Tenures) effectively support the update of
QMS In Strategic HRM ?
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Phases of CICS Implementantion
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Tools of Research Implementation
Self-Assessment of Life Style Inventory
Focus Group Discussion Level of Agreement
Scales of Attitudes
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The use of Research Tools and Analysis
The results of Job Redesign will be observed by
FGD to verify the level of Agreements related to
QMS updates as well as the achievement of
performances
The measures of employees competences and skills
should result in verification of performance
appraisal design as well as the design of job
evaluation system
Job matching program and renewal of
tenures-contract should be undertaken
with comprehensive observation on the needs for
renewal of job family and QMS Procedures
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Moments of Continuous Improvements in QMS

• QMS Improvements based on Strategic HRM
• QMS and Strategic HRM support the sustainability
  of business process and governance with vertical
  fit of organization cultures
• The future careers of employees will get strong
  assurances when total directions toward
  contributor model of career management system
  supported

How do we consider the best moments for best
practices in developing the best contributions of
professional employees?
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Moments to Consider
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Moment at employees placement
Moment by which employees get promoted
Moment in QMS continuous improvements
Moment at setting new agenda for further case
studies
Moment outside the organization to continue
benchmarking
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Thank You!