Auditha, Alda and Utama, Denny Setia and Wibiyanti, Lufitasari and Jassin, Sri Maryty Roswitha (2007) Talent Management in PT Asuransi Cigna. Project Report. Sekolah Tinggi Manajemen IPMI, Jakarta Selatan. (Unpublished)

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Abstract

Nowadays people get more aware of the aim of insurance. Unpredictable envronment, bad live style, and deadly disease make people concerned about how they protect and protect their live. Due to this phenomenon, insurance industries become more polemical and normalizing A lot of iew players from other industries locked at these opportunities. Consequently, insurance markets are more competitive. CIGNA Indonesia is one of the biggest insurance cmpanies in Indonesia. CIGNA insurancA phcy holders significantly increased number, 16. from around 25,000 in 2002 to one million in 2005, PT CIGNA Insurance concentrated in the Bancassurance and Afirty. Affinity Marketing is an innovative and cost effective appraisal in the insurance industry. In the Optional to gain the market, insurance company needs to have competitive advantage. People as the main power of the company become crucial, because we are the new comers in insurance industry establish, more people needed. Also the competititon, make some of the good insurances industry became worried, because their peoplebecome taken over by other competitors. as of the difficulties of finding the good people, the company which already has their talented people must to think to retain them. right people in the right roles with the right skills are needed to deliver both business and individual value. Selecting and developing future talent is a crucial task - and a big concern for many companies, particularly for managerial and leadership roles. People who have a quality talent are valuable knowledge and skills applied to the needs of an organization. The more the company can put the right person with the right attitude, experience, and skills in the right place at the right time, the better off the business will be. Managing talent is about providing opportunities for people with the highest potential in an organization to learn, develop, and gain useful experience and progress in their careers. It means stimulating and retaining the people who are meant to play a major role in the future of the organization. In the process of managing talent and developing future leaders, the organization turns to building its bench-strength for key positions in the hierarchy. This process of succession planning is essentially about the identification and development of future leaders. This task is made much easier where talent has been well managed. After all, the right successors are unlikely to be found inside an organization where the talent has not been properly nurtured and developed. Succession planning forces an organization to look closely at its talents, develop reliable assessment procedures, and ensure that they are applied systematically across the board. The Group Field Project (GFP) is an essential part of the IPMI Masters in Management Program It allows IPMI's students to enhance their skills required in the real world in analyzing the present and future business environment. It also serves to strengthen the links between the business community and IPMI. The objective of the project is to shift the students' attention from analyzing static data placed in front of them to the challenging task of dynamic problem solving. PT. CIGNA Insurance needs a comprehensive consulting approach for Talent Management in Human Resource practices. PT. CIGNA Insurance and the IPMI MBA Program are involved in developing a comprehensive consulting approach for Talent Management in Human Resource practices. The scope of study of this project is to create a Talent Management retention strategy for supervisors and managerial levels for 14 divisions in CIGNA Insurance, Methodology used in this project are identifying initial 31 competencies that are needed for insurance industry, Design & Administer Questionnaire, Analyze Questionnaire Results, Reconfirm Results, Reclassify Competencies, Validate Competencies, Formulate Talent Competency Framework. The questionnaire and interview demonstrate the situation of CIGNA Insurance. The working climate in CIGNA is conducive, high level of communication between divisions, and family-like atmosphere. Cigna provide general HR training. HR organized both hard and soft skills training. Most divisions have identified successors. Most of them still need development in different areas. In conclusion this project created talent mapping and level of competencies to facilitate CIGNA Insurance in designing the talent pool. Recommendation of this project consists of 5 aspects, which are challenging work, working place, recognition and reward, opportunity to grow, and developmental support.

Item Type:	Monograph (Project Report)
Subjects:	H Social Sciences > HF Commerce H Social Sciences > HG Finance
Divisions:	Library > GFP (Group Field Project)
Depositing User:	Putri Lumithasari
Date Deposited:	17 Jan 2020 02:11
Last Modified:	17 Jan 2020 02:11
URI:	http://repository.ipmi.ac.id/id/eprint/309

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