Jakarta, CNBC Indonesia– PT Bank Rakyat Indonesia Tbk (BBRI) presents the BRI Professional Certification Institute (LSP), as the first banking professional certification agency in Indonesia. The steps taken by BRI are considered to be emulated by other BUMNs in the midst of accelerating development and disruption.
“What is interesting in BUMN is a diverse association of individuals, and this is attractive to Indonesia’s talents in the future. Here it really becomes a big school and BUMN is a talent factory that builds future human resources in various fields of specialization,” said Deputy Minister of BUMN Kartika Wirjoatmodjo. when Launching BRISLP: Superior HR BRI Maju, Wednesday (23/09/2020).
With the current development, specialists who must be deeper in their sub-fields are needed, and there are also those who are managerial, strategic, and more upward. According to him, BUMN will mobilize the best talent development training in Indonesia, so that they have the competence and specialization of each BUMN.
“In BUMN, there must be specialists in each. BRI can be an example, in the future it will develop into a more specialist. Do not have people who are too generalists, they must be able to have talents who enter sub-specialties,” he said. Tiko, his nickname.
So far, the problem of human resources in Indonesia is that the education system does not prepare human resources who are ready to work, because the knowledge gained is more theoretical. Unfortunately this does not provide a basis for thinking for future adaptations.
“In the future, the challenges will be tough because the world is very fast, there are 2-3 behavioral competencies that are sharpened. If in the world starting technology preference, understanding digital platforms and digital business models is crucial because digital banking will need digital products,” he said.
What must be done after education is to improve skills, this is the crucial role of corporate universities and training centers. That way HR can adapt to changing times.
“So the talent development program is not only for training but also for the expected development of each employee. This is related to how to ensure that technical specialization is developed, especially for special competencies in banking,” he said.
President Director of PT Bank Rakyat Indonesia Tbk (BBRI) Sunarso also emphasized that the key to transformation is human resource development, not just technological development. This is what makes BRI then identify that BRI’s business character is different from other banks, because of the focus on MSMEs. The talents that BRI is looking for are not only smart, but must have strong intelligence capital, social capital, and psychological capital.
“Everything, in the end, means that it can provide added value. What we are looking for who has the 3 big capitals, the important thing is to build human capital and build a culture and I want to put in a strong foundation, the system must change,” he explained.
Sunarso hopes that BRI’s talents will unleash their best potential, and working at BRI can be an interesting game to compete by following interesting game rules. That way BRI’s human resources can develop optimally, not because there is support from certain parties.
“Meanwhile, every brilliant person must provide the best potential for BRI. What I place on the HR department is the system development so that each individual can design their own success,” he said.
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