READY FOR FACING

4.0 ERA

Irvandi Ferizal
 Dave Ulrich Award for HR Leadership, 2016
PMSM – Chairman (2013-2016)
Top 100 Most Talented HR Leaders in Asia, 2015
Best Inspiring HC Director-IHCA 2016 AIESEC – Board of Advisor
Best of the Best HC Director – IHCA2017 FHCPI
CHRO of the year 2017 & 2018 HR Director Forum
Best HC Director for Employee Engagement-IHCA 2018

Maybank Indonesia
Human Capital Director

7 Factories (Cikarang, Karawang, Bandung, Shah

Alam, Penang, Johor Baru & Sukat Manila)

15 Logistics Warehouses
• Top 10 Bank in Indonesia; 2400 branches
around the world, 44,000 employees

• Biggest Unit Usaha Syariah

• One of top 4 biggest Group bank in SEA

• 3rd largest Islamic Banking in the World

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4
Tahun Sumber
Daya Manusia
6
The World is Changing // Digital Disruption is Inevitable

Disruption era brings new opportunities but creates only few winners

52% company concerned Only 28% company able to 90% CEOs believe their company is
about becoming obsolete 1) innovate company-wide 1) facing disruptive change and 70% say
their company lack the skills to adapt 2)

Today, a new set of business and working skills is needed. While bigger and more mature company working on to
define new leadership, structures, diversity, technology needed to deal with the era of disruption, the smaller
company even unaware that the disruption is already here.

1) Embracing Digital Future – Vanson Bourne 2016 Research Report Commissioned by Dell Technologies
2) Rewriting The Rules of Digital Age – 2017 Deloitte Global Human Capital Trends

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 30 % pekerjaan di Bank akan hilang
dalam lima tahun mendatang

Vikram Pandit –
ex CEO Citibank

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REPLACE BY ROBOT ?

THE JOB WHO NEED

CREATIVITY,
IMAGINATION,
LEADERSHIP, ANALYSIS,
TELLING A JOKE, DOING
SCIENCE
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Disruptive era  Abundance Era

Co-founder Singularity University -Peter

Diamandis "6D of Exponential Growth",

1. Digitalization , transformation : analog 

digital
2. Deception
3. Disruption
4. Dematerialization : "Cloud“ , New Model of
Business without inventory
5. Demonetization : Free economy era
6. Democratization
Digitalization # Digital Business Transformation
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20
Only 8 years ……………

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Diagram Maslow

Battery / Charger

WIFI

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 ACCEPT THE REALITY AND BE RELEVANT

-65% STUDENTS
-2020 : ONE THIRD CORE
COMPETENCIES
 Capability
Role of HR
Capacity

Culture
Is it ?
Smile and File ??
Doable or deliverable ??
HEYDI and MAFIA ??
Good bye HR Zaman Old

Hotel Concierge : based on A cop : focus on disciplinarian

order

Penthouse Highrise building :

Fast food restaurant : Not down to earth
Menu oriented

Fire brigade : needed only Event organizer : Event

while a problem based vs impact
It’s not enough!! Need New Normal of HR++ Role

As Avenger

As Navigator (a
pilot not
passenger;as
Producer
future creator)

As Business Player (not

just business partner) :
Value creator, Cost
solution; Marketer,PR
 Facing 4.0

-Starting with Fundamental Competency

(Certification SKKNI); and then added
with Future Skill.
-Ask yourself :
* are you competence certified ?
* are your team certified?
Started by yourself and your
organizations.
 In Maybank : 20 HC member Certified
Teller & CS started to be Certified
SKKNI General Banking
Small wave to be big wave for nations.
-Help Young Future Leader to be
prepared, through “Permagangan”
Must win 1 :Challenge status quo
4 KATA PALING MAHAL SEDUNIA?

LOTUS

wordstar

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Innovasi # High Cost
Innovasi : Mindset, from small things
 Ask yourselves if this is the BEST & FASTEST that I should do, is this the RIGHT
thing to do and is there ANYTHING ELSE I should do?

Action Checklist What it will deliver

1. ELIMINATE tasks that are not required*, Released capacity, allowing higher
duplications and overlaps in current workflows value tasks to be assigned

2. COMBINE jobs that previously add to Immediate significantly improved

unnecessary handoffs and bureaucracy job-holder satisfaction

3. SIMPLIFY current processes and procedures Immediate significantly improved

that have too many steps/reloops or require customer experience
multiple checking of similar aspects

4. RE-ALLOCATE current resources to perform Opportunity for staff to develop new

tasks that are necessary but not done/not done skills and experience
fully now

5. IDENTIFY resources who are able to take on Opportunities for career growth for
new and/or bigger roles staff and even higher Employee
engagement levels .

*one way you will know the task is not required is when nobody notices when it is not done!
 ZERO
ZERO DEFECTS ZERO
INCIDENTS LOSSES

Safety – Quality – Delivery – Cost – Sustainability – Morale

MUST WIN 2 : Prepare Future ready Leaders

Leadership for cross generation

Leadership in Transformation
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 Omni channel for learning

20% 30% 50%

Life Experience Education On-the-Job Experiences

Learning Learning New Full

Wisdom Skill Seeking
job
from from assignments
insight building feedback
others hardship (e.g. projects) change
•Business or • Workshops/ • Shadowing • Manager/ peer • Stretch • Lead a task • Lateral move
industrial Courses/ feedback assignments force
• Direct • Cross-
leadership Seminars
observation • 360 feedback • Unplanned • Teach a class functional
position • Reading events move
•Community • Exposure to • Mentoring • Participate in
Involvement different teams • Difficult task a council • Hierarchical
• Coaching
•External move
• Exposure to • Cross-train
mentors different • Move to a
•Personal environments related
Growth business

Toward : Indonesia Kompeten

MUST WIN 3 : DIGITAL READY; BE
COMPETENT

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Toward “Indonesia-Kompeten” in Disruptive Era
MUST WIN 4 : ENHANCE EMPLOYEE
ENGAGEMENT
 43
Learn from Crisis -20 Companies
(Rene T.Domingo & Kristanto santosa)

Developing more affordable products and services

Developing Innovative “Crisis” products and services
Expansion during crisis –”Buy in bad times”
Management employee partnership
Transparency with creditors
Financial prudence and business focus
Robust products
Robust product mix
Currency match and mix
Robust Client and client mix
Up to date product/client profitability analysis
Hands on leadership
Strong professional, corporate values
Good corporate governance
Crisis readiness checklist and prescriptions
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Must win 5 :LEAN HR

- Process : ETDBWP (Easy to do Business With – Process)

- Cost structure
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1. NEW HR OPERATING
MODEL
2. BIG DATA & PREDICTIVE
ANALYTICS
3. HR PROCESS
INNOVATION
4. HR CAPABILITY
5. AGILTY IN HR
SKKNI

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...And this one?
HUMANIZING TECHNOLOGY
MEMBANGUN SOLUSI INOVATIF,
MENUJU INDONESIA KOMPETEN
Biaya tenaga kerja
meningkat
DO MORE, WITH LESS
(Kerja lebih banyak, dengan
lebih sedikit biaya/sumber
daya)

Kebutuhan Karyawan :
makin beragam;
Boston consulting Group :
2020, INDONESIA AKAN MENGALAMI
KEKURANGAN MIDDLE MANAGER, GAP
ANTARA SUPPLY & DEMAND : 56%
Leadership skill 50
Kegilaan adalah : mengharapkan hasil
yang BERBEDA dengan cara yang
SAMA Albert Einstein

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 Solusi Inovatif : ONE STOP PACKAGE
Training Leadership + Soft
skill + Digital awareness ASURANSI: PERSONAL Bantuan
FREE ACCIDENT renovasi
mushola

TABUNGAN
Kredit Kepemilikan Rumah : HAJI & UMROH
Bunga lebih rendah

Kartu
Kredit Kepemilikan Kredit
Mobil/Motor Retention Cash back
up to
Provisi lebih rendah Tool 500 ribu

Kredit Multiguna (Tanpa

Agunan) :
Bunga lebih rendah
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 In summary....
• Challenge the status quo
• Prepare future ready leaders
• Digital ready, be competent
• Enhance Employee Engagement
• Lean HR
...... Be relevant
...... Collaboration
Thank You-Danke-
Merci- -Matur nuwun-
Tarimo kasih-Bujur- Xie-xie-
Arigato-Gracias-Dank je-
Grazie-Gamsa-Hamnida-
Sukron-Obrigado -Terimong
geunaseh- Teşekkür ederim -
Спасибо ("spasiba")

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