Pemanfaatan HAV Matrix dan Asesmen Potential Review untuk Pengelolaan Potensi Karyawan: Studi Kasus Strategi Talent Management di PT. X

Brigitta Prasartika, Endah Mastuti

Abstract


Penelitian ini bertujuan untuk mengevaluasi potensi dan kinerja seorang karyawan di PT. X melalui asesmen potential review yang dipadukan dengan pemetaan Human Asset Value (HAV) Matrix sebagai bagian dari strategi manajemen talenta berbasis data. Dengan pendekatan kualitatif deskriptif, data dikumpulkan menggunakan metode tes (psikologis) dan non-tes (wawancara berbasis peristiwa perilaku). Hasil asesmen menunjukkan bahwa subjek telah memenuhi kriteria minimal kompetensi yang dipersyaratkan, dengan indikasi potensi yang tinggi namun belum sepenuhnya tercermin dalam kinerja aktual. Berdasarkan hasil pemetaan, subjek berada pada kuadran High Potential – Moderate Performance, yang mengisyaratkan perlunya intervensi pengembangan yang terarah untuk mengoptimalkan kontribusi kerja. Temuan ini mendukung pentingnya penggunaan HAV Matrix sebagai alat bantu strategis dalam pengambilan keputusan pengelolaan talenta, sekaligus menegaskan urgensi asesmen individual untuk merancang program pengembangan yang adaptif dan berkelanjutan sesuai kebutuhan organisasi.


Keywords


Asesmen Individu; Potensi Karyawan; Manajemen Talenta; Pengembangan Karyawan; HAV Matrix.

Full Text:

PDF

References


Adhha, A., & Darusmin, D. F. (2021). Asesmen potential review pada karyawan rumah sakit Islam YY Pekanbaru. Psyche 165 Journal, 14(02), 247–254. https://doi.org/10.35134/jpsy165.v14i2.107.

Aguinis, H., & Burgi-Tian, J. (2021). Talent management challenges during COVID-19 and beyond: performance management to the rescue. BRQ: Business Research Quarterly, 24(3), 233–240. https://doi.org/10.1177/23409444211009528

Ahmed, S. K. (2024). The pillars of trustworthiness in qualitative research. Journal of Medicine, Surgery, and Public Health, 2, 100051. https://doi.org/10.1016/j.glmedi.2024.100051

Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2010). Retaining talent: replacing misconceptions with evidence-based strategies. Academy of Management Perspectives, 24(2), 48–64. https://doi.org/10.5465/amp.24.2.48

Ampauleng, A., Abdullah, S. A., & Jumady, E. (2024). Examining human resource management: a qualitative study of psychological elements and strategic approaches with literature review. Golden Ratio of Human Resource Management, 4(2), 99–109. https://doi.org/10.52970/grhrm.v4i2.483

Azzahra, S. A., & Arfian. (2024). The effects of coaching, mentoring, and counseling on employee job satisfaction. Linguanusa Social Humanities Education and Linguistic, 2(3), 79–93. https://doi.org/10.63605/ln.v2i3.72

Bergelson, I., Tracy, C., & Takacs, E. (2022). Best practices for reducing bias in the interview process. Current Urology Reports, 23(11), 319–325. https://doi.org/10.1007/s11934-022-01116-7

Breil, S. M., Lievens, F., Forthmann, B., & Back, M. D. (2023). Interpersonal behavior in assessment center role-play exercises: investigating structure, consistency, and effectiveness. Personnel Psychology, 76(3), 759–795. https://doi.org/10.1111/peps.12507

Cannon-Bowers, J. A., Bowers, C. A., Carlson, C. E., Doherty, S. L., Evans, J., & Hall, J. (2023). Workplace coaching: a meta-analysis and recommendations for advancing the science of coaching. Frontiers in Psychology, 14, Article 1204166. https://doi.org/10.3389/fpsyg.2023.1204166

Caruso, K. N. (2012, April 12). Development at The Top: Use The 9 Box to Develop Talent in Succession Planning. viaPeople. Diakses pada tanggal 18 Mei 2025 dari https://www.viapeople.com/blog/viaPeople-blog/bid/81566/Development-at-the-Top-Use-the-9-Box-to-Develop-Talent-in-Succession-Planning

Collings, D. G., & Mellahi, K. (2009). Strategic talent management: a review and research agenda. Human Resource Management Review, 19(4), 304–313. https://doi.org/10.1016/j.hrmr.2009.04.001

Collings, D. G., Mellahi, K., & Cascio, W. F. (2019). Global talent management and performance in multinational enterprises: a multilevel perspective. Journal of Management, 45(2), 540–566. https://doi.org/10.1177/0149206318757018

Dharmaraj, A., & Sulaiman, I. M. (2015). Employee’s perception of potential appraisal (a study among managerial cadre employees in public sectors in Kerala). Bonfring International Journal of Industrial Engineering and Management Science, 5(4), 155–161. https://doi.org/10.9756/BIJIEMS.8119

Dias, M. de O., & Aylmer , R. (2019). Behavioral event interview: sound method for indepth interviews. Oman Chapter of Arabian Journal of Business and Management Review, 8(1), 1–6. https://doi.org/10.12816/0052846

Dries, N. (2013). The psychology of talent management: a review and research agenda. Human Resource Management Review, 23(4), 272–285. https://doi.org/10.1016/j.hrmr.2013.05.001

Effendy, N., & Subandriyo, H. (2017). Tingkat flourishing individu dalam organisasi PT X dan PT Y. Experientia: Jurnal Psikologi Indonesia, 5(1), 10–18. https://doi.org/10.33508/exp.v5i1.1548

El Achi, S., & Sleilati, E. (2016). The effect of coaching on employee performance in the human resource management field: the case of the Lebanese banking sector. International Journal of Trade and Global Markets (IJTGM), 9(2), 137–169. https://doi.org/10.1504/IJTGM.2016.076321

Eurocontrol. (2018). Competency Framework for Air Traffic Safety Electronics Personnel (ATSEP). Brussels: European Organisation for the Safety of Air Navigation.

Goller, D., & Späth, M. (2023). ‘Good job!’ The impact of positive and negative feedback on performance (arXiv Preprint No. 2301.11776). arXiv. https://doi.org/10.48550/arXiv.2301.11776

Halim, A., Susianah, S., Gunawan, G., Mansyur, A., & Tirtawana, M. (2024). Human resource management strategy: integrating psychological perspectives through qualitative description and literature review. Golden Ratio of Human Resource Management, 4(2), 110–122. https://doi.org/10.52970/grhrm.v4i2.484

Holsbrink-Engels, G. A. (2000). Designing role-plays for interpersonal skills training. Performance Improvement, 39(9), 32–39. https://doi.org/10.1002/pfi.4140390911

Johnson, D. A., Johnson, C. M., & Dave, P. (2023). Performance feedback in organizations: understanding the functions, forms, and important features. Journal of Organizational Behavior Management, 43(1), 64–89. https://doi.org/10.1080/01608061.2022.2089436

Jooss, S., McDonnell, A., & Burbach, R. (2021). Talent designation in practice: an equation of high potential, performance and mobility. International Journal of Human Resource Management, 32(21), 4551–4577. https://doi.org/10.1080/09585192.2019.1686651

Kaur, D., Negi, G., Jain, A., Meinia, S. K., Sidhu, T. K., & Rathore, B. B. (2022). Structured feedback: A teaching and learning tool for the postgraduate medical students in transfusion medicine. Asian Journal of Transfusion Science, 17(1), 13–20. https://doi.org/10.4103/ajts.ajts_127_21

Khairani, D. A., & Fahmie, A. (2018). Potensial review karyawan Hotel X sebagai dasar pengembangan sumber daya manusia. Dalam Prosiding The National Conferences Management and Business (NCMAB) 2018: Pemberdayaan dan penguatan daya saing bisnis dalam era digital (hlm. 394–404).

Krumm, S., Mussel, P., Lievens, F., König, C. J., Freudenstein, J.-P., & Schäpers, P. (2020). The role of situations in situational judgment tests: Effects on construct saturation, predictive validity, and applicant perceptions. Journal of Applied Psychology, 105(8), 800–818. https://doi.org/10.1037/apl0000457

Linawati, D., Aswad, M., & Azis, Y. (2024). Talent management phenomenon in Indonesia – systematic literature review. Jurnal Borneo Administrator, 20(1), 29–42. https://doi.org/10.24258/jba.v20i1.1375

Mahdzir, M. N., Abd Rahim, A. S. A., Mohd Seni, M. K., & Othman, A. K. (2021). Integrating competency based-management into individual development plan for university staff. Advances in Business Research International Journal, 7(1), 117–128. https://doi.org/10.24191/abrij.v7i1.13178

Malmqvist, J., Atterström, A., & Swärd, A.-K. (2024). But was it trustworthy? Methodological experiences from a study of a hard-to-reach group. Qualitative Research. https://doi.org/10.1177/16094069241234805

McCauley, C. D., Ruderman, M. N., Ohlott, P. J., & Morrow, J. E. (1994). Assessing the developmental components of managerial jobs. Journal of Applied Psychology, 79(4), 544–560. https://doi.org/10.1037/0021-9010.79.4.544

Morgan, H. (2024). Using triangulation and crystallization to make qualitative studies trustworthy and rigorous. The Qualitative Report, 29 (7), 1844–1856. https://doi.org/10.46743/2160-3715/2024.6071

Olaru, G., Burrus, J., MacCann, C., Zaromb, F. M., Wilhelm, O., & Roberts, R. D. (2019). Situational judgment tests as a method for measuring personality: development and validity evidence for a test of dependability. PLoS ONE, 14(2), e0211884. https://doi.org/10.1371/journal.pone.0211884

Pambudi, A. I., Pepe, C. K., & Saragih, E. H. (2024).

Talent management strategy for succession planning at PT K Indonesia. International Journal of Professional Business Review, 9(11), 1–21. https://doi.org/10.26668/businessreview/2024.v9i11.5099

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

Rahmatillah, D. D., & Desiana, P. M. (2019). Developing employee’s competency through the implementation of an Individual Development Plan (IDP) for Isra Presisi. 1st Asia Pacific Business and Economics Conference (APBEC 2018). Atlantis Press. https://doi.org/10.2991/apbec-18.2019.38

Silzer, R. F., & Church, A. H. (2009). The pearls and perils of identifying potential. Industrial and Organizational Psychology: Perspectives on Science and Practice, 2(4), 377–412. https://doi.org/10.1111/j.1754-9434.2009.01172.x

Silzer, R. F., & Church, A. H. (2009). The potential for potential. Industrial and Organizational Psychology: Perspectives on Science and Practice, 2(4), 446–452. https://doi.org/10.1111/j.1754-9434.2009.01172.x

Spencer, L. M., & Spencer, S. M. (1993). Competence at Work: Models for Superior Performance. John Wiley & Sons.

Stone, K., Nimon, K., & Ellinger, A. D. (2024). Examining the predictive validity of a managerial coaching scale: a longitudinal study. Frontiers in Psychology, 15, Article 1277422. https://doi.org/10.3389/fpsyg.2024.1277422

Syailendra, S., Setiawan, M., Sopian, Kusuma Atmaja, E. K. A., & Rati Sari. (2023). Effectiveness of coaching and mentoring for employee career development within the organization. Jurnal Ecoment Global, 8(3), 100–120. https://doi.org/10.36982/jeg.v8i3.3483

Talent Management Institute. (2023, November 21). Talent Management and The 9 Box Grid – What You Must Know. TMI Blog. Diakses pada tanggal 10 Mei 2025 dari https://www.tmi.org/blogs/talent-management-and-the-9-box-grid-what-you-must-know

Tufa, G., Kant, S., & Dinber, G. N. (2023). Meta-analysis: qualitative review of human resource management studies. Advanced Qualitative Research, 1(1), 42–62. https://doi.org/10.31098/aqr.v1i1.1365

Vaiman, V., Collings, D. G., & Scullion, H. (2017). Contextualising talent management. Journal of Organizational Effectiveness: People and Performance, 4(4), 294-297. https://doi.org/10.1108/JOEPP-12-2017-070

Webster, E. S., Paton, L. W., Crampton, P. E. S., & Tiffin, P. A. (2020). Situational judgement test validity for selection: a systematic review and meta-analysis. Medical Education, 54(10), 888–902. https://doi.org/10.1111/medu.14201

Wright, P. M., McMahan, G. C., & McWilliams, A. (1994). Human resources and sustained competitive advantage: A resource-based perspective. International Journal of Human Resource Management, 5(2), 301–326. https://doi.org/10.1080/09585199400000020




DOI: https://doi.org/10.51849/j-p3k.v6i3.800

Refbacks

  • There are currently no refbacks.


slot dana

slot