Factors for the Implementation of Talent Management in the Ministry of Marine Affairs and Fisheries of the Republic of Indonesia

Muammar Yuliana; Edy Sutrisno; Asropi

doi:10.31851/jmksp.v8i1.12077

Authors

Muammar Yuliana Politeknik STIA LAN Jakarta
Edy Sutrisno Politeknik STIA LAN Jakarta
Asropi Politeknik STIA LAN Jakarta

DOI:

https://doi.org/10.31851/jmksp.v8i1.12077

Keywords:

Human Resource Management, Internal Factors and External Factors, Talent Management

Abstract

Implementation of effective talent management at the Ministry of Marine Affairs and Fisheries (MMAF) has an important role in optimizing talent potential and improving organizational performance. This study aims to identify and analyze the factors that influence the implementation of talent management in MMAF focusing on the marine and fisheries sector in Indonesia. The research method used is a qualitative approach by conducting in-depth interviews with high-ranking officials, administrators, and functional officials who are directly involved in managing talent management at the Ministry. The results of the study found that the factors that influence the implementation of talent management in MMAF are (1) top management's commitment to talent management plays an important role in creating an environment that supports effective talent management, (2) clear policies and procedures in talent management facilitate the implementation and monitoring of these programs, (3) structured career development and learning opportunities help motivate employees to work better and stay in the organization and (4) proper rewards and recognition for employee achievements and contributions can increase job satisfaction and talent retention. This research provides recommendations to the Ministry to develop competitive strategies to attract, develop and retain quality talent.

References

Armstrong, M., & Baron, A. (2004). Managing Performance: Performance Management in Action. CIPD Publishing.

Arthur, J. B., Hall, D. T., & Lawrence, B. S. (1989). Generating new directions in career theory: The case for a transdisciplinary approach. In M. B. Arthur, D. T. Hall, & B. S. Lawrence (Eds.), Handbook of career theory (pp. 7-25). Cambridge University Press.

Barney, J. B. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120.

Barreto, I., & Cabral-Cardoso, C. (2018). The impact of talent management on organizational performance: a literature review. Journal of Innovation & Knowledge, 3(3), 123-127.

Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Psychology Press.

Becker, G. S. (1964). Human capital: A theoretical and empirical analysis, with special reference to education. Chicago: University of Chicago Press.

Becker, G. S., & Tomes, N. (1979). An equilibrium theory of the distribution of income and intergenerational mobility. Journal of Political Economy, 87(6), 1153-1189.

Boudreau, J.W. and Ramstad, P.M. (2007). Beyond HR: The New Science of Human Capital. Boston. MA. Harvard Business School Press.

Cappelli, P. (2008). Talent management for the twenty-first century. Harvard Business Review, 86(3), 74-81.

Hanushek, E. A., & Woessmann, L. (2008). The role of cognitive skills in economic development. Journal of Economic Literature, 46(3), 607-668.

Harcourt, T. B., & Lucas Jr., R. E. (Eds.). (1997). Human capital: Theory and evidence (Vol. 4). University of Chicago Press.

Heckman, J. J. (1976). The common structure of statistical models of truncation, sample selection and limited dependent variables and a simple estimator for such models. Annals of Economic and Social Measurement, 5(4), 475-492.

Kavanagh, M. J., Gueutal, H. G., & Tannenbaum, S. I. (2008). Human resource information systems: Basics, applications, and future directions. Thousand Oaks, CA: Sage.

Lawler, E. E. (2003). Treat people right! How organizations and employees can create a win/win relationship to achieve high performance at all levels. Jossey-Bass.

Lepak, D. P., & Snell, S. A. (1998). Virtual HR: Strategic human resource management in the 21st century. Human Resource Management Review, 8(3), 215-234.

Lucas, R. E. Jr. (1988). On the mechanics of economic development. Journal of Monetary Economics, 22(1), 3-42.

Mellahi, K., & Wood, G. (2019). Talent management: A systems perspective. Routledge.

Michaels, Ed, Handfield-Jones, Helen, & Axelrod, Beth. (2011). The War for Talent. Boston: Harvard Business School Press

Mincer, J. (1974). Schooling, experience, and earnings. New York: Columbia University Press.

Ng, T. W., & Feldman, D. C. (2010). Human resources practices and organizational commitment: A deeper examination. The International Journal of Human Resource Management, 21(8), 1187-1207.

Pella, Darmin A & Inayati, Afifah. (2011). Talent Management (Mengembangkan SDM untuk Mencapai Pertumbuhan dan Kinerja Prima). Jakarta: PT. Gramedia Pustaka Utama.

Porter, M. E., & Kramer, M. R. (2011). Creating shared value. Harvard Business Review, 89(1/2), 62-77.

Presidential Instruction of the Republic of Indonesia Number 3 of 2015 concerning the acceleration of filling high leadership positions in ministries/institutions.

Regulation of the Minister of Administrative and Bureaucratic Reform of the Republic of Indonesia Number 13 of 2014 concerning Procedures for Openly Filling High Leadership Positions in Government Agencies as amended Regulation of the Minister of Administrative and Bureaucratic Reform of the Republic of Indonesia Number 15 of 2019 concerning Open Filling of High Leadership Positions and Competitiveness in the Government Environment.

Regulation of the Minister of Administrative and Bureaucratic Reform of the Republic of Indonesia Number 3 of 2020 Concerning Talent Management for State Civil Servants.

Regulation of the Minister of Marine Affairs and Fisheries of the Republic of Indonesia Number 16/PERMEN-KP/2015 concerning Appointment of High Leadership Positions and/or Administrative Positions Through Open Selection within the Ministry of Marine Affairs and Fisheries as amended by Regulation of the Minister of Marine Affairs and Fisheries of the Republic of Indonesia Number 23/PERMEN-KP/ 2019 concerning Appointment of High Leadership Positions and/or Administrative Positions through Open Selection within the Ministry of Marine Affairs and Fisheries.

Regulation of the Minister of Marine Affairs and Fisheries of the Republic of Indonesia Number 21 of 2022 concerning Talent Management for State Civil Servants within the Ministry of Marine Affairs and Fisheries.

Regulation of the Minister of Marine Affairs and Fisheries of the Republic of Indonesia Number 44 of 2022 concerning Competency Development for State Civil Servants within the Ministry of Marine Affairs and Fisheries.

Rynes, S. L., & Cable, D. M. (2003). Recruitment research in the twenty-first century. Annual Review of Psychology, 54, 93-117.

Schultz, T. W. (1961). Investment in human capital. The American Economic Review, 51(1), 1-17.

Scullion, H., & Collings, D. G. (2011). Global talent management. Routledge.

Smart, B. D. (1999). Topgrading: How leading companies win by hiring, coaching, and keeping the best people. Paramus, NJ: Prentice Hall Press.

Stahl, G. K., Björkman, I., Farndale, E., Morris, S. S., Paauwe, J., Stiles, P., & Wright, P. M. (2012). Six principles of effective global talent management. MIT Sloan Management Review, 53(2), 25-32.

Tarique, I., & Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of World Business, 45(2), 122-133.

Ulrich, D., & Brockbank, W. (2005). The HR value proposition. Harvard Business Review, 83(3), 1-11.

Wright, P. M., & Nishii, L. H. (2006). Strategic HRM and organizational behavior: Integrating multiple levels of analysis. Journal of Management, 32(1), 1-6.