Grooming Leaders Through Effective Talent Management In Garuda Maintenance Facilities A Eroasia (GMF)

About Us

Ipmi Repository is an online archive service which is managed by IPMI Library - Learning Resource Center. Established for collecting, managing, saving, preserving and disseminating digital copies of intellectual output of IPMI International Business School such as academic journal, books, theses, Group Field Project, Community Involvement Project, Case Study, conference paper, and other types of research publication. The main objective of this repository is to provide long-term, public, open access and easily retrieve to the digital collection to support teaching-learning process.

"Knowledge without observation is nil"

Syifa, Achmad and Kurnia, Asep and Tania, Siska and Rumawan, Sugeng (2013) Grooming Leaders Through Effective Talent Management In Garuda Maintenance Facilities A Eroasia (GMF). Project Report. Sekolah Tinggi Manajemen IPMI, Jakarta Selatan. (Unpublished)

[img] Text
443_Grooming Leaders Through Effective Talent Management in Garuda Maintenance Facilities Aeroasia (GMF) (31 DES 2014).pdf
Restricted to Registered users only
Download (3MB)

Abstract

EXECUTIVE SUMMARYThe Indonesian airline industry will increase dramatically in the next five years with the growth of the aircraft 15% -20% and a fleet of new arrivals every year. With this expansion in the airline market, the corresponding market for aircraft maintenance would increase dramatically.However, 70% of MRO business in Indonesia is going to foreign MRO companies, and 30% left is going to domestic MRO players. From this 30% MRO business captured by domestic players, 70% of it is owned by GMF. It means that, there is a wide open space for GMF to expand the market. The question now is about GMF readiness to take it from foreign MRO companies. On the other side, as MRO player, GMF is facing a threat from competitor to retain its talents. Competitors are watching and ready to take out GMF‘s talents, not only local competitor but also the global competitors. GMF also face internal challenges,such as apolicy of zero growth of manpower over the last ten years has left a generational gap as well as blocked the entry of fresh blood into the organization. A large number of leaders would be also retiring from GMF in the coming years, and need a planning for their succession.GMF should prepare itself to face competitive and complex challenges with the right mix of strategyand achieve its growth objectives. However, of the many challenges (both external and internal) it would have to face to achieve its strategic goals, grooming leadersthrough an effective talent managementis one of akeyfor leadership readiness. By having a leadershipreadiness, GMF will have a number of ready-made leadersto meet the challenges to fulfill a generational gapand also meet the needs of leadership succession. Leader readiness can have a dramatic positive impact on GMF culture especially for the leader to support company in achieving target.This study is intended to review the current talent management policies and practices of GMF using qualitative and quantitative methodology, compare them with better practices, conduct a gap analysis, and provide recommendations to GMF in grooming leaders using effective talent management.

Item Type: Monograph (Project Report)
Subjects: H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management
Divisions: Library > GFP (Group Field Project)
Depositing User: Elza Christina Nur Ramadani
Date Deposited: 17 Jan 2020 02:37
Last Modified: 17 Jan 2020 02:37
URI: http://repository.ipmi.ac.id/id/eprint/327

Actions (login required)

View Item View Item