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Background: Bank Indonesia, as the central bank with a special task of maintaining financial system stability and macroeconomic policy, must be supported by good human resources. In this case, talent management becomes an important part in the recruitment of quality human resources by Bank Indonesia. Purpose: This study examines the relationship between employee characteristics and key talent outcomes, including employee engagement, employee performance, and organizational performance, at Bank Indonesia. Design/methodology/approach: The research employs a quantitative approach, utilizing data collected through questionnaires, semi-structured interviews, and focus group discussions from 30 work units at the head office, 46 domestic representative offices, and five foreign representative offices. Descriptive statistics and Chi-square tests are used to analyze the associations between respondent profiles and the research variables. Findings/Results: The results reveal significant relationships between several employee characteristics (e.g., generation, rank, tenure, age, employment status, sector) and the studied variables. Conclusion: The findings highlight the importance of considering employee demographics in talent management strategies to foster engagement, optimize performance, and enhance organizational effectiveness in central banks. Originality/value (state of the art): This study contributes to the existing literature on talent management in central banks and offers a foundation for further research and evidence-based practices in diverse organizational contexts. [ABSTRACT FROM AUTHOR]

PT XYZ is a telecommunications company that is focusing on massive organizational transformation. The results of the Employee Engagement Survey & Communication Effectiveness Survey in 2023 are lower than in 2020, the presumed impact of organizational transformation. The analysis of integration between employee engagement and change management has not been much studied, as most previous studies have researched independently. The objective of the research is to analyze the factors that influence employee engagement in change and the influence on organizational transformation effectiveness. 401 respondents were obtained with criteria of permanent employee and minimum working time of 2 years. Data were analyzed using descriptive statistics and SEM PLS. The results showed that change-related organizational resources, change-released job resources, change-related job demands, and personal resources have a significant positive impact on employee engagement in change, then employee engagement in change has a significant positive impact on the effectiveness of organizational transformation both directly and as a mediator. [ABSTRACT FROM AUTHOR]

The purpose of this study is to analyze competency development strategies in the banking industry to develop global leadership competencies. The method used in this study is the analytical hierarchy process (AHP) using an expert choice application. The research was conducted at one of the state-owned banks in Indonesia, which has international branch offices in Singapore, Hong Kong, Tokyo, Osaka, Seoul, London, and New York. Based on experts' opinions expressed through the analytical hierarchy process (AHP) method, the most important global leadership competence that needs to be developed according to its priority is building strategic partnership. The focus elements in developing global leadership competencies based on priority weights are the global leadership talent pool. Global assignment is the most important program in developing leadership. The study was conducted only on state-owned banks in Indonesia. Similar studies should be conducted on private/non-government banks for comparison. The results have revealed that global leadership has become a necessity in the business industry, one of which is the banking industry. [ABSTRACT FROM AUTHOR]

Background: Affiliate marketers have grown significantly as they serve as promoters, connecting e-commerce platforms with social media audiences and providing profitable income opportunities. Objective: This study assesses the alignment between affiliate marketing practices in Indonesia and the decent work indicator as defined by the International Labor Organization (ILO). Additionally, the study aims to compare respondents' income before and after engaging in affiliate marketing. Method: This study employed random sampling to select a sample of 25 affiliate marketers from the Jabodetabek region in Indonesia. Participants responded to 23 questions developed based on the 11 Decent Work Indicators established by the ILO, utilizing a 1 to 4 ordinal scale. The research utilized k-nearest neighbors clustering analysis to categorize respondents into groups aligning with the ILO's decent work indicators. To assess changes in respondents' income, paired Wilcoxon tests were employed. Results: Exploratory data analysis indicates that Indicators 1 (Employment opportunities) and 7 (Equal opportunity and treatment in employment) align well with ILO's indicators. Cluster analysis confirms that Indicators 1 and 7 share a high-performance group. In contrast, Indicators 6 (Stability and security of work) and 9 (Social security) exhibit the lowest alignment. There is no statistically significant income difference before and after becoming affiliate marketers. Conclusion: Exploratory data analysis indicates that Indicators 1 (Employment opportunities) and 7 (Equal opportunity and treatment in employment) align well with ILO's indicators. Cluster analysis confirms that Indicators 1 and 7 share a high-performance group. In contrast, Indicators 6 (Stability and security of work) and 9 (Social security) exhibit the lowest alignment. There is no statistically significant income difference before and after becoming affiliate marketers. [ABSTRACT FROM AUTHOR]

This article examines the relationship between work attachment, transformational leadership, and the performance of functional officials during organizational transitions. The study found that work attachment had a significant positive impact on transformational leadership, which in turn had a significant positive effect on performance. However, work attachment itself did not have a direct positive effect on performance. The article suggests that minor work problems and domestic responsibilities may affect work concentration for some employees. Overall, the findings highlight the importance of effective leadership and employee engagement in enhancing performance during organizational transitions. [Extracted from the article]

Copyright of Journal of Application Business & Management / Jurnal Aplikasi Bisnis dan Manajemen is the property of IPB University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Jurnal Manajemen dan Organisasi is the property of IPB University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Application Business & Management / Jurnal Aplikasi Bisnis dan Manajemen is the property of IPB University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Application Business & Management / Jurnal Aplikasi Bisnis dan Manajemen is the property of IPB University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Application Business & Management / Jurnal Aplikasi Bisnis dan Manajemen is the property of IPB University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Application Business & Management / Jurnal Aplikasi Bisnis dan Manajemen is the property of IPB University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Talent management has been widely discussed since the introduction of The War for Talent. This study aims to analyze factors that influence the successful implementation of talent management in the Ministry of Finance and analyze employee perceptions and priorities for talent management development. The population in this study included 80,996 employees of the Ministry of Finance, with a total sample of 408 people. The research employed a descriptive approach and Importance Performance Analysis (IPA). The results indicate that organizations need to motivate and facilitate employees to adapt to organizational developments, provide equal opportunities for growth for all employees, develop the competence of the HR Department to handle talent management challenges and provide a comprehensive repository of talent management information. Meanwhile, the performance indicator that needs to be improved is providing equal opportunities for development for all employees. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Application Business & Management / Jurnal Aplikasi Bisnis dan Manajemen is the property of IPB University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Application Business & Management / Jurnal Aplikasi Bisnis dan Manajemen is the property of IPB University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study examinedempirically ascertain the relationship of the RM placement policy applied to the communication pattern provided to the BPJS Employment public legal entity, as well as to provide solution considerations in implementing the RM placement policy with appropriate communication in order to be ready for digital transformation. This research is correlational with an empirical normative approach, namely examining RM policies and communication at the BPJS Employment public legal entity. This type of research is library research and field research. Data were taken using structured interview techniques and surveys to 4,523 workers at BPJS Ketenagakerjaan. Primary data is only used to complete secondary data. The results show that the RM placement policy is related to existing communication patterns. Thus, it is very important for stakeholders to develop clear and accurate KPIs, then communicate them with employees so that the RM placement policy can be clearly implemented, obtain appropriate talent, and avoid collusion and nepotism. In addition, clear company policies and communications will greatly assist the realization of digital transformation in the BPJS Employment public legal entity. [ABSTRACT FROM AUTHOR]