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"Di the information of age saat ini, globalisasi telah berperan dalam pesatnya kemajuan teknologi informasi. Industri media televisi pun berkompetisi satu sama lain untuk berebut pasar karena khalayak aktif dalam menonton program yang dibutuhkannya. Eksistensi televisi pada akhirnya tidak hanya sebagai penyedia informasi dan hiburan, melainkan secara aktif menawarkan informasi dan hiburan yang inovatif, kreatif, dan modern. Hal tersebut dipahami oleh NET., stasiun televisi terbaru di Indonesia, untuk melakukan diferensiasi terhadap stasiun televisi yang telah ada sebelumnya dan memosisikan diri sebagai stasiun televisi masa kini yang modern. Dari hasil pengamatan penulis terhadap NET., ditemukan bahwa NET. telah melakukan rebranding terhadap talent nya, dengan menggunakan strategi manajemen impresi, sebagaimana yang dikemukakan oleh De Vito.

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During the information of age era nowadays, globalization has played an important role of information technology growth. Television media industries started competing to gain public?s attention on the programs they need. The existence of television has been known for not only merely providing information and entertainment but also offering innovative, creative, and modern information and entertainment actively. NET. as the newest television station in Indonesia, has understood the case in order to make a difference from the previous television stations by positioning itself as a new face in modern television era. From the observation toward NET, it was found that NET has rebranded its talent through impression management strategy as it is explained by De Vito."

"Perkembangan teknologi yang semakin pesat membuat intangible assets menjadi komponen penting bagi organisasi. Intangible assets tersebut diciptakan oleh karyawan bertalenta yang perlu dirangkul, dikembangkan dan dipertahankan oleh organisasi (Schoemaker & Jonker, 2005). Sita & Raut (2014) mengatakan bahwa pengelolaan talent adalah implementasi dari strategi yang terintegrasi yaitu akuisisi, pengembangan dan retensi talent. PT. XYZ adalah perusahaan FMCG multinasional di Indonesia yang telah melakukan talent management sejak tahun 2012. Berdasarkan data talent voluntary turnover tahun 2012 ? 2015 ditemukan kecenderungan peningkatan voluntary turnover talent tahun 2012 ? 2015 berturut-turut mulai dari 0%, 7%, 6% hingga 18%; sementara non talent voluntary turnover cenderung turun. Selain itu, opportunity loss karena talent voluntary turnover tahun 2015 diperkirakan sebesar Rp 490,415,062.50. Hal ini menjadi indikasi bahwa proses talent management belum berjalan optimal dan komitmen dalam implementasi talent management masih rendah. Penelitian ini bertujuan untuk mengidentifikasi dan menganalisis permasalahan dalam proses penerapan talent management system di PT. XYZ yang meliputi gambaran analisis akuisisi, pengembangan dan retensi talent; komitmen dan peran dari top management dan human resources business partner serta respon dan reaksi dari talent terkait penerapan talent management system di PT. XYZ. Penelitian ini melibatkan top management, HRBP dan talent sebagai informan. Hasil penelitian menunjukkan bahwa penerapan talent management di PT. XYZ belum terintegrasi antara akuisisi, pengembangan dan retensi karena infrastruktur yang belum lengkap dan komitmen yang rendah dalam pelaksanaannya. Dengan demikian, peneliti merekomendasikan beberapa program nyata seperti competency talent acquisition, program pengembangan, menu retensi, dan lain-lain yang dapat digunakan oleh top management, HRBP dan talent.

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The rapidly technology development make the intangible assets as the important component for the organization. Intangible assets is created by talented employees that need to be acquired, developed and retained in the organization (Schoemaker, Jonker, 2005). Sita & Raut (2014) said that talent management is the implementation of integrated strategy consist of talent acquisition, talent development dan talent retention.

PT. XYZ is a FMCG multinational company in Indonesia that has been conducted talent management from 2012. Based on talent voluntary turnover data from 2012 to 2015, researcher found the increasing trend of talent voluntary turnover from 2012 ? 2015, it is 0%, 7%, 6% s/d 18% while non talent voluntary turnover declined. Furthermore, the opportunity loss due to talent voluntary turnover on 2015 is predicted as Rp 490,415,062.50. This phenomenon indicated talent management process has not yet running well and commitment in implementation is low.

This research is aimed to identify and analysis the problems in implementing talent management system at PT. XYZ consist of the analysis of talent acquisition, development and retention; commitment and role of top management and human resources business partner; response and reaction of talent regarding talent management system implementation at PT. XYZ. This research involved top management, HRBP and talent as informants.

The research result showed that talent management implementation at PT. XYZ has not yet integrated between talent acquisitions, development and retention due to the infrastructures are not complete and the commitment is low in the implementation. Therefore, researcher recommended some concrete programs such as competency talent acquisition, development program, retention menu, etc. will be used by top management, HRBP and talent."

"A growing concern for businesses today is retaining skilled employees. The best employees often are the ones most at risk to be recruited elsewhere. Yet most companies do not know the true cost of employee turnover. This Infoline provides you with the tools necessary to establish a comprehensive retention strategy to motivate and empower your employees. You will learn how to create a future-oriented work environment develop reliable career development strategies implement effective practices for success."

"Penelitian ini bertujuan untuk menganalisis pengaruh talent management practices, perceived organizational support terhadap talent performance pada program Management Talenta Polri (MTP) dengan menggunakan variabel intervening yaitu talent engagement. Metode penelitian yang digunakan untuk menguji hipotesis adalah explanatory survey method, sedangkan penjelasan hubungan antar variabel diuji dan dianalisis dengan Structural Equation Modeling (SEM). Responden sebanyak 226 merupakan peserta talentpool dalam program MTP Polri mulai dari angkatan MTP 2017 s.d. 2021. Hasil penelitian menjelaskan bahwa variabel Perceived Organizational Support memberikan pengaruh positif terhadap talent performance baik secara langsung maupun dengan mediasi dari variabel talent engagement. Sedangkan variabel talent management practices tidak berpengaruh terhadap talent performance, akan tetapi variabel talent management practices dapat berpengaruh terhadap talent performance ketika dimediasi oleh variabel talent engagement. Berdasarkan hasil penelitian ini, ditetapkan bahwa praktek manajemen talenta Polri belum dapat mendorong peningkatan kinerja para talenta, untuk dapat menigkatkan kinerja talenta, membutuhkan proses lebih lanjut yaitu peran mediasi keterikatan talenta yang terbentuk. Selanjutnya, bahwa kontribusi dan kepedulian organisasi terhadap para talenta apabila menghasilkan persepsi positif atau dinilai baik oleh para talenta akan dapat meningkatka kinerja talenta, tapi jika para talenta menganggap sebaliknya atau merasa kontribusi dan kepedulian organisasi terhadap mereka tidak memenuhi ekpektasi para talenta maka kinerja yang dihasilkan tidak optimal, semakin tinggi tingkat dukungan dan kontribusi organisasi akan meningkatkan kinerja para talenta.

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This study aims to analyze the effect of talent management practice, Perceived Organizational Support on talent performance in the program Management Talenta Polri (MTP) by the intervening variable talent engagement. The research method used to test the hypothesis is the explanatory survey method, while the explanation of the relationship between the variables tested and analyzed by Structural Equation Modeling (SEM). A total of 226 respondents were talent pool participants in the MTP program starting from MTP batches 2017 s.d. 2021. The results of the study explain variable Perceived Organizational Support has a positive influence on talent performance both directly and through the mediation of the talent engagement variable. While the variable of talent management practice has no effect on talent performance, but the variable of talent management practice has an effect on talent performance when mediated by the talent engagement variable. Based on the results of this study, it was determined that talent management practice had not been able to encourage the improvement of talent performance, to be able to increase talent performance, it required a further process, namely the mediating role of the formed talent engagement. Furthermore, that the organization's contribution and concern for the talents if it generates a positive perception or is judged favorably by the talents will be able to improve talent performance, but if the talents think otherwise or think that the organization's contribution and care for them does not meet the expectations of the talents, the resulting performance will not optimally, the higher the support and contribution of the organization will improve the performance of the talents.

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"Fitspiration menjadi konten yang terus berkembang pada media sosial dan Influencer fitspiration merupakan bagian besar dalam perkembangan konten tersebut. Pada konten fitspiration , para influencer melakukan manajemen impresi mengenai diri mereka agar konten mengenai gaya hidup sehat yang diproduksi mereka dapat diterima secara efektif. Makalah ini menganalisis konten dan interaksi antara seorang influencer fitspiration: @yuliabaltschun dengan pengikutnya untuk melihat bagaimana manajemen impresi untuk terlihat autentik dan relatable dilakukan dan bagaimana hal tersebut membantu mereka dalam penyampaian konten fitspiration.

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Fitspiration content has continuously grown on social media, and fitspiration influencers have been a big part of that content's growth and development. In looking at fitspiration content, influencers manage impressions about themselves so that the content that they craft about the healthy lifestyle can be accepted effectively. This paper analyzes the content and interactions between a fitspiration influencer: @yuliabaltschun and her followers, to see how impression management efforts that aim for authenticity and relatability helps them deliver fitspiration content."

"Tujuan dari penelitian ini adalah menentukan penyebab utama masalah meningkatnya voluntary turnoverpada Talent Engineerdi PT. XXX dan merancang sebuah program intervensi untuk mengatasi permasalahan tersebut. Penelitian ini menggunakan tipe penelitian kuantitatif dan kualitatif. Tipe penelitian kuantitatif digunakan untuk pengukuran penyebab utama. Tipe penelitian kualitatif melalui metode wawancara dan analisis data sekunder digunakan untuk mengenali masalah dan mencari faktor-faktor penyebab mengapa masalah tersebut terjadi. Hasil penelitian menunjukkan bahwa kepemimpinan merupakan penyebab utama meningkatnya voluntary turnover intentionpada Talent Engineerdi PT. XXX. Berdasarkan kajian terhadap hasil pengukuran menggunakan alat ukur Withdrawal Cognition, Work Design Questionnaire, dan Leadership Behaviour Analysis, hasilnya menunjukkan bahwa penilaian Engineermengenai gaya kepemimpinan atasannya tidak sesuai dengan gaya kepemimpinan yang dimiliki oleh atasannya tersebut, baik untuk directive behaviour maupun supportive behaviour. Oleh karena itu, intervensi yang diberikan fokus untuk meningkatkan kompetensi para Engineering Managersebagai mentormelalui pelatihan agar dapat menurunkan voluntary turnover intentionpada Talent Engineerdi PT. XXX.

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The purpose of this study is to determine the cause of Talent Engineer?s voluntary turnover problem at PT. XXX and design an intervention program to overcome it. This study used quantitative and qualitative research type. Quantitative research type were used to measure major cause. Qualitative research type were used to determine the problem and the factor that cause the problem. The results show that leadership is the cause of voluntary turnover problem. Based on measurement with Withdrawal Cognition, Work Design Questionnaire, dan Leadership Behaviour Analysis tools, the results show that Engineer judgement about leadership style did not match with their superordinate?s leadership style for directive and supportive behaviour. Therefore, the intervention is focused on improving Engineering Manager competency as a mentor through training in order to reduce Talent Engineer?s voluntary turnover problem at PT. XXX."

"The Executive Guide to Talent Management will present strategic and tactical guidelines for training and development professionals seeking to play key roles in the process of building organizational capability and engagement by integrating talent acquisition, development, and deployment across traditional HR silos."

"Attracting, managing and retaining talented employees is an important area of human resource management. Managing talent across an organization's global network presents many challenges including expatriation and repatriation issues, cross-cultural adjustment of employees, and operating in different regulatory and economic environments. This volume provides insights into multinational enterprises' (MNEs) global staffing and global talent management (GTM), and covers issues of global mobility from organizational, individual and contextual perspectives. The chapters in this edited volume cover historical development of expatriation, use of self-initiated and company-assigned expatriates, talent management in entrepreneurial firms, and talent retention through effective expatriation and repatriation programs in transitioning and emerging economies. "

"Penelitian ini menguji pengaruh tata kelola perusahaan terhadap rasio net interest margin (NIM) perbankan di Indonesia dengan menggunakan data perbankan Indonesia pada tahun 2010 – 2014. Penelitian ini menguji pengaruh langsung maupun pengaruh tidak langsung tata kelola perusahaan melalui efisiensi terhadap NIM. Berbeda dengan penelitian sebelumnya, penerapan tata kelola perusahaan diukur dengan menggunakan hasil evaluasi diri yang dilakukan oleh masing- masing bank sesuai dengan Peraturan Bank Indonesia. Efisiensi diukur dengan menggunakan rasio CIR dan OVERHEAD, dimana CIR adalah cost to income ratio dan OVERHEAD adalah cost to total assets ratio. Hasil penelitian ini menunjukkan bahwa penerapan tata kelola perusahaan memiliki dampak positif terhadap efisiensi, dan efisiensi berpengaruh terhadap rasio NIM. Penelitian ini juga menemukan bahwa penerapan tata kelola perusahaan berdampak negatif terhadap NIM. Penelitian selanjutnya disarankan untuk lebih hati-hati dalam memakai rasio NIM sebagai proksi dari kinerja. Hasil penelitian ini juga dapat diterapkan dalam penyusunan kebijakan/peraturan yang berdampak terhadap NIM, dan diharapkan dapat meningkatkan kesadaran perbankan terhadap dampak tata kelola perusahaan terhadap efisiensi dan NIM.

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This study investigates the effect of corporate governance on net interest margin using Indonesian banks’ data from 2010 – 2014. This study examines the effect both directly and indirectly through the effect of efficiency on NIM. In contrast to previous studies, implementation of corporate governance is measured by using the results of the self-assessment performed by each bank in accordance with Bank Indonesia Regulation. Efficiency is measured using the ratio of CIR and OVERHEAD, where CIR is cost to income ratio and OVERHEAD is cost to total assets ratio.

The results of this study show that the implementation of corporate governance has a positive impact on efficiency, and eventually affect the NIM ratio through efficiency. The study also finds that the implementation of corporate governance has a negative impact on NIM. Future studies are advised to be cautious in using NIM as a proxy of performance. The results of this study can also be applied in the policy-making related to net interest margin and also be able to increase awareness of the impact of corporate governance on efficiency and NIM in the banking industry."

"Penelitian ini memiliki tujuan untuk memberikan bukti empiris mengenai pengaruh adopsi IFRS terhadap rasio Net Interest margin (NIM). Penelitian ini menggunakan sampel negara-negara yang berada di kawasan ASEAN-5 sebagai sampel penelitian. Negara yang dianggap sudah melakukan adopsi IFRS adalah negara yang sudah melakukan konvergensi sebagian besar standar akuntansi lokal dengan IFRS terutama pada standar yang mengatur mengenai perbankan dan instrumen keuangan. Penelitian ini menemukan bahwa adopsi IFRS dapat menurunkan rasio NIM dikarenakan IFRS dapat memberikan informasi akuntansi yang lebih berkualitas dibandingkan dengan standar akuntansi lokal di kawasan ASEAN-5. Kualitas informasi akuntansi yang baik akan meningkatkan efisiensi dari manajemen perbankan, sehingga cenderung menurunkan rasio NIM.

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This research aims to give empirical evidence to prove the impact of IFRS adoption on net interest margin in banking sector. The research uses data sample on banking industry in ASEAN-5 countries. Countries who are categorized using IFRS as accounting standards are countries who converged most of IFRS into their local accounting standards, specifically for banking standard and financial instrument standards. The result shows that The Adoption of IFRS have significant negative impact to net interest margin because IFRS offers high quality in accounting information then local accounting standards in ASEAN-5 countries. High quality accounting information makes better efficiency in banking management, and then it decreases net interest margin ratio."