Analisis Strategi Penerapan Manajemen Talenta Pada Badan Usaha Milik Desa “Sanolo” di Desa Ononamolo I Lot

Jhon Ervin Waruwu, Otanius Laia, Syah Abadi Mendrofa, Idarni Harefa

Sari


Manajemen Talenta merupakan salah satu metode yang cukup efesien digunakan dalam mendapatkan pengurus yang memiliki kompetensi. Manajemen talenta berorientasi pada proses seleksi, penempatan, dan pengembangan karyawan. Penelitian ini menggunkan metode kualitatif, dimana peneliti melakukan wawancara kepada informan dalam mendapatkan data yang dibutuhkan. Adapun yang menjadi rumusan permasalahan dalam penelitian ini adalah tentang bagaimana penerapan strategi manajemen talenta pada proses seleksi pengurus BUMDesa SANOLO serta apa yang menjadi solusi atas hambatan dalam pengembangan BUMDesa SANOLO. Berdasarkan hasil penelitian yang dilakukan peneliti dilapangan, penerapan Manjemen Talenta di BUMDes SANOLO belum bisa dilaksanakan secara maksimal. Pada proses penetapan posisi/jabatan Pelaksana Operasional sebenarnya sudah menerapkan Manajemen Talenta diawal perencanaan, namun penerapannya tidak bisa dilaksanakan secara maksimal dikarenakan terbatasnya Sumber Daya Manusia yang akan diseleksi. Faktor lain penyebab tidak dapat diterapkannya Manajemen Talenta adalah adanya regulasi dalam Permendesa No. 04 Tahun 2015 tentang pendirian Badan Usaha Milik Desa. Sehingga dampak penerapan Manajemen Talenta yang tidak maksimal, pengurus yang ditetapkan tidak dapat mengelola Badan Usaha Milik Desa SANOLO dengan baik. Keterbatasan kompetensi yang dimiliki pengurus menjadi salah satu faktor penghambat pengembangan di Badan Usaha Milik Desa SANOLO, sehingga sampai saat ini manfaat dari adanya Badan Usaha ini belum bisa dirasakan masyarakat setempat.

 

Kata Kunci: Manajemen talenta, Strategi, dan BUMDes


Teks Lengkap:

PDF

Referensi


Abbas, Z., Sarwar, S., Rehman, M. A., Zámečník, R., & Shoaib, M. (2022). Green HRM promotes higher education sustainability: a mediated-moderated analysis. International Journal of Manpower, 43(3), 827–843. https://doi.org/10.1108/IJM-04-2020-0171

Akkaya, B., & Mert, G. (2022). Organizational Agility, Competitive Capabilities, and the Performance of Health Care Organizations during the Covid-19 Pandemic. Central European Management Journal, 30(1), 2–25. https://doi.org/10.7206/cemj.2658-0845.73

AlSuwaidi, M., Eid, R., & Agag, G. (2021). Understanding the link between CSR and employee green behaviour. Journal of Hospitality and Tourism Management, 46(October 2020), 50–61. https://doi.org/10.1016/j.jhtm.2020.11.008

Bhavin, M., Tanwar, S., Sharma, N., Tyagi, S., & Kumar, N. (2021). Blockchain and quantum blind signature-based hybrid scheme for healthcare 5.0 applications. Journal of Information Security and Applications, 56(December 2020), 102673. https://doi.org/10.1016/j.jisa.2020.102673

Chatterjee, S., Chaudhuri, R., Vrontis, D., Thrassou, A., & Ghosh, S. K. (2021). Adoption of artificial intelligence-integrated CRM systems in agile organizations in India. Technological Forecasting and Social Change, 168(November 2020), 120783. https://doi.org/10.1016/j.techfore.2021.120783

Frare, A. B., Barbieri Colombo, V. L., & Beuren, I. M. (2022). Performance measurement systems, environmental satisfaction, and green work engagement. Revista Contabilidade e Financas, 33(90), 1–17. https://doi.org/10.1590/1808-057X20211503.EN

Heller, B., Amir, A., Waxman, R., & Maaravi, Y. (2023). Hack your organizational innovation: literature review and integrative model for running hackathons. Journal of Innovation and Entrepreneurship, 12(1). https://doi.org/10.1186/s13731-023-00269-0

Holbeche, L. (2019). Designing sustainably agile and resilient organizations. Systems Research and Behavioral Science, 36(5), 668–677. https://doi.org/10.1002/sres.2624

Patil, M., & Suresh, M. (2019). Modelling the Enablers of Workforce Agility in IoT Projects: A TISM Approach. Global Journal of Flexible Systems Management, 20(2), 157–175. https://doi.org/10.1007/s40171-019-00208-7

Rabal-Conesa, J., Jiménez-Jiménez, D., & Martínez-Costa, M. (2022). Organisational agility, environmental knowledge and green product success. Journal of Knowledge Management, 26(9), 2440–2462. https://doi.org/10.1108/JKM-06-2021-0486

Rashid, W., Ghani, U., Khan, K., & Usman, M. (2023). If you care I care: role of Green Human Resource Management in employees green behaviors. Cogent Business and Management, 10(1). https://doi.org/10.1080/23311975.2023.2189768

Ren, S., Tang, G., & Zhang, S. (2023). Small Actions Can Make a Big Difference: Voluntary Employee Green Behaviour at Work and Affective Commitment to the Organization. British Journal of Management, 34(1), 72–90. https://doi.org/10.1111/1467-8551.12597

Sheng, H., Feng, T., Chen, L., & Chu, D. (2022). Operational coordination and mass customization capability: the double-edged sword effect of customer need diversity. International Journal of Logistics Management, 33(1), 289–310. https://doi.org/10.1108/IJLM-11-2020-0417

The Government of Japan. (2016). The 5th Science and Technology Basic Plan. Council for Science, Technology and Innovation Cabinet Office, 1–23. https://www8.cao.go.jp/cstp/kihonkeikaku/5basicplan_en.pdf

Theodore, W., Kasali, R., Balqiah, T. E., & Sudhartio, L. (2022). The effects of task environment and organizational agility on perceived managerial discretion and strategy implementation in a pharmaceutical company. International Journal of Pharmaceutical and Healthcare Marketing, 16(2), 204–221. https://doi.org/10.1108/IJPHM-11-2021-0116

Wood, B. P., Eid, R., & Agag, G. (2021). A multilevel investigation of the link between ethical leadership behaviour and employees green behaviour in the hospitality industry. International Journal of Hospitality Management, 97(October 2020), 102993. https://doi.org/10.1016/j.ijhm.2021.102993




DOI: https://doi.org/10.37531/yum.v7i3.7340

Refbacks

  • Saat ini tidak ada refbacks.


Lisensi Creative Commons
Ciptaan disebarluaskan di bawah Lisensi Creative Commons Atribusi-BerbagiSerupa 4.0 Internasional
Web
Analytics Made Easy - StatCounter