Piye carane netepake strategi talenta lan organisasi?

Question

Accepted Answer

A **strategi talenta lan organisasi** minangka rencana sing disengaja kanggo wong lan struktur sing dibutuhake kanggo nglaksanakake strategi teknologi. Nglungake apa sing sampeyan coba bangun kalayan sapa sing sampeyan nyerap, carane sampeyan ngorganisasikake, lan carane sampeyan tuwuh lan nahan.

## Struktur ngapakaken strategi lan pakaryan

```text
ELEMENTS OF THE STRATEGY
- Capability planning: what skills the strategy demands, and the gaps
- Build vs buy talent: grow internally vs hire externally
- Org design: structure teams around the work (Conway's Law)
- Growth: career paths (IC & management), so people can advance
- Retention: keep the people you can't easily replace
- Diversity: broaden the talent pool and perspectives
```

Organisasikake **struktur watara strategi lan pakaryan**, ora watara kepribadian sing ana.

## Conto konkret

A CTO sing nglakokake strategi ML nduweni peta kesenjangan katrampilan, nyerap sawetara senior ML leaders saka luar nalika nambah katrampilan insinyur internal, nbangun tangga karir dual IC/manajemen supaya insinyur top bisa tuwuh tanpa dadi manajer, lan ngubah struktur tim watara platform ML sing anyar.

## Trade-off lan jebakan

- **Jebakan:** ngorganisasikake watara wong tinimbang pakaryan, nggawe struktur sing ringkih.
- **Jebakan:** kabeh patokan external (ora ana dalan tuwuh) utawa kabeh internal (kesenjangan katrampilan tetep).
- Reorg mahal lan ngrusak; nindakake kanthi disengaja, ora mung instip.

## Dene iku penting

Strategi dilaksanakake dening wong, mula talenta lan struktur kanggo nglakokake kasebut penting minangka rencana.

Strategi talenta lan organisasi sing disengaja mesthine sampeyan duwe wong sing tepat, tuwuh lan tetep, diorganisasikake kanggo menang.

Nglantarake iku tegese strategi apik tanpa sopo-sopo bisa nglaksanakake.

Iki minangka pakaryan pimpinan senior inti.