Strategi Pengembangan Karir dalam Implementasi Talent Management Sales Kartu Kredit Bank X Kanwil Jakarta

Abstract

Salah satu produk perbankan yang semakin bertumbuh dan bersaing di tengah persaingan bank serta perubahan gaya hidup adalah kartu kredit. Sebagai salah satu bank penerbit kartu kredit, Bank X berharap dapat meningkatkan transaksi kartu kredit perusahaan sebesar 9-11% di tahun 2020. Untuk mewujudkan hal tersebut dan mengungguli persaingan dengan kompetitor, salah satu indikator penting yang memengaruhi adalah kemampuan sales kartu kredit. Penelitian ini bertujuan untuk melakukan pemosisian talenta yang memudahkan perusahaan untuk memberi strategi pengembangan karir yang tepat. Penelitian terbatas pada sales kartu kredit tiga area di Bank X wilayah Jakarta yaitu area Bogor, Tebet, dan Sudirman. Analisis data menggunakan analisis korelasi kanonik, statistika deskriptif dan pemosisian talenta menggunakan matriks Human Asset Value (HAV). Hasil penelitian menjelaskan bahwa berdasarkan analisis korelasi kanonik, terlihat hubungan yang kuat antara kompetensi dengan kinerja. Berdasarkan matriks HAV, sales kartu kredit tersebar di 3 posisi yaitu 5 orang di posisi Future Star, 19 orang di posisi Exceptional Professional, dan 13 orang di posisi Incosistent Performer. Strategi pengembangan karir yang dapat diterapkan yaitu program retensi SKK, training, coaching, mentoring, goal setting, job enlargement, serta pemberian motivasi dan apresiasi.

One of the banking product that is grow and compete in the midst of bank competition and lifestyle change is credit card. As one among many bank that publishs credit cards, Bank X hopes to increase it’s credit card company’s transaction by 9-11% in 2020. To actualize and surpass competitors in credit card product, important indicator that influences is the capability of credit card sales. This study aims to mapping talent that makes company easy to provide appropiate career development programs. This research is limited to the sales credit card in three areas which are Bogor, Tebet, and Sudirman area. The analysis method used canonic correlation, descriptive statistics and Human Asset Value (HAV) matrix. The research result showed that according to canonical correlation analysis there is a strong correlations between competencies and performances. And in the HAV Matrix of credit card sales have spread in 3 positions, which are 5 people in Future Star, 19 in Exceptional Professional, and 13 people in Incosistent Performer. Career developpment strategies that can be applied are SKK retensions, training, coaching, mentoring, goal setting, job enlargement, motivations, and appreciations.