Articles

Designing Career Management System Improvement for A Joint Venture Company

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In a Joint Venture company with total manpower planning 34 people, career path becomes an issue which impacts the internal condition in the company involving employee satisfaction index and organization need fulfillment. This research observes how employees perceive career management system in the company. The research is done through company document analysis and semi structured interview to the selected samples as the representative of employee. Refer to the result of observation, it is suggested to improve career management system in the joint venture company through implementation of integrated talent management in area development and retention by connecting all talent assessment results to open career opportunity for company self-recruited employee in the level Head of Bureau by unlocking new positions of Head of Bureau to be occupied by company self-recruited employee. Fulfillment of position from assignment from parent company can be made only if there is no candidate for the joint venture internal talent to meet required criteria for that position. This way will contribute to increasing employee retention in the company.

Talent Management Strategies in Indonesia’s Digital Media and Entertainment Industry for Gen Z: The Role of Leadership Style and Organizational Culture

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This study found that leadership style has a significant effect on talent management, with transformational leadership being more effective in retaining talent in the digital media and entertainment industry. However, the use of organizational culture as an intervening variable showed no significant effect on talent management. The study also highlights the challenges and opportunities in retaining Generation Z talent in the media and entertainment sector, emphasizing the importance of factors such as diversity, inclusion, technology, sustainability, and legal considerations in attracting and retaining top talent.The survey results show that different industries have different preferences regarding leadership styles, talent management strategies, and organizational culture. The music industry values community, the gaming industry prefers transformational leadership styles, the film industry emphasizes individual recognition, and the digital marketing industry prioritizes financial rewards. The analysis suggests that leadership style has a positive effect on organizational culture and talent management, and organizational culture also affects talent management. Validity and reliability tests confirmed the accuracy of the survey data.

 

The Effect of Talent Management and Knowledge Management on Employee Performance with Employee Engagement as Mediation Variable in BPJS Yogyakarta Indonesia

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This study aims to determine the effect of talent management and knowledge management mediated by employee engagement on employee performance at BPJS Ketenagakerjaan KACAB Yogyakarta. This study used a descriptive quantitative approach, the population in this study were BPJS Ketenagakerjaan KACAB Yogyakarta employees, totaling 42 permanent employees. Researchers determine the number of research samples using non-probability sampling technique. The non-probability sampling technique that the researchers used in this study was saturated or census sampling. The sample used was all employees of the Yogyakarta KACAB Employment BPJS, namely 42 employees. The data used are primary data obtained through questionnaires and interviews. The analytical method used in this study is the Structural Equation Model (SEM) with Partial Least Square (PLS) 4.0. The results of this study indicate that talent management has a positive and significant effect on employee performance, knowledge management has a positive and significant effect on employee performance, talent management has a positive and significant effect on employee performance with employee engagement as the mediating variable, knowledge management has a positive and significant effect on employee performance with employee engagement as a mediating variable.