NAVIGATING CHANGE:

DEAL WITH MILLENIALS IN

DISRUPTIVE BUSINESS WORLD

SURABAYA, 26 NOVEMBER 2017

GAGUK YUDIARINTO
CURRICULUM VITAE

Nama : Drs. Gaguk Yudiarinto, Psi., MM.

Tempat/Tgl Lahir : Kediri, 14 April 1964
Pendidikan : Fak. Psikologi – Universitas Airlangga 1984
Magister Manajemen Univ. Airlangga 2006
Status Keluarga : Menikah / 2 orang anak
Alamat Rumah : Emerald Town house AH-27
Bintaro Jaya Sektor IX, Tangerang Selatan
Gaguk Yudiarinto
STRATEGIC PERFORMANCE MANAGEMENT OF SEMEN INDONESIA

Instructor of Semen Indonesia Innovation Management

Certified Instructor of Achievement Motivation
Instructor of Integrated Management System
 Certified (Lead) Examiner of Malcolm Baldrige Criteria for PE
 Certified (Lead) Assessor of SOE Performance Excellence
 Certified Jury of National (PMMI-IQMA Licence)

0812 3041 112

Gaguk.Yudiarinto@semenindonesia.com
g.yudiarinto@gmail.com
TRIMURTI CONCEPT

BRAHMA WISHNU

CIWA
THREE-BOXES OF TIME

THE THE THE HRO

UGH
T
AK
PAST PRESEN BR
E SET
FUTU N D
MI
W
NE
T IM EN

RE
R
X PE T
E
NO W
DISRUPTIVE
2016 “It’s hardly to informed that PT Mabua Harley-Davidson and PT Mabua Motor
Indonesia did not extend the Harley-Davidson agency in Indonesia, starting from
December 31, 2015," President Director of Harley Davidson, Djonnie Rahmat said in
his press conference in Jakarta, Friday (5/2).

25 January 2016
Dear valued customer, we would like to inform you directly that we have announced difficult
business decisions to withdraw from all of our operations in Indonesia in the second half of this
year. This includes closing Ford dealerships and stopping the official sales and imports of all Ford
vehicles
DISRUPTIVE INNOVATION

source: http://agilebacon.com/tag/innovation-life-cycle/
GENERATION ERA: MILLENNIAL
Evolution of Generation
 Retaining the Generations
Boomer Generation X Generation Y
Preferred • Personal interaction, • Voice mail, e-mail • Instant communications
Communication meetings, phone calls

Leader Motivation • Leaders who get them • Allow them to get the job • Connect their actions to
involved and show them done on their own schedule personal and career goals
how they make a (even if unorthodox)
difference

Rewards • Seek personal appreciation • Free time, upgraded • Awards, certificates, tangible
and recognition resources, bottom line evidence of credibility
results, development
opportunities

Retention ideas • Offer flexible work • Allow them to work • Provide flexibility to allow
arrangement (such as autonomously them to pursue outside
telecommuting, adjustable • Show them options for interests
scheduling, personal time schedules • Get them involved in
for family) • Flexible work schedules – meaningful volunteer efforts
• Offer phased retirement assign a task and they will • Pair with older mentors
and health/wellness get it done (preferably Boomers)
programs • Frequent, accurate, specific, • Leverage their capability to
and timely feedback to access and share information
build skills and improve quickly
their resume

© The Employee Engagement Group 2011 All Rights Reserved

BONUS DEMOGRAFI DAN GEN MILENIAL
PROFIL DAN LOKASI KERJA RESPONDEN
 KARAKTERISTIK MILENIAL
Memiliki kepercayaan diri Memiliki kebutuhan
dan keyakinan akan untuk membina
kemampuannya, hubungan, terkoneksi
memandang diri sendiri dengan media sosial
dengan penilaian positif

Positive
Purpose of Self- Technology
Savvy
Relationship open
Life Efficacy
mindset

Memiliki tujuan hidup Mudah beradaptasi dengan Memiliki pemikiran

yang jelas, keinginan teknologi dan perangkat yang terbuka dan
mencapai banyak hal digital, sangat positif, menuntut
dan bermanfaat bagi membutuhkan teknologi fleksibilaitas dan
dunia dan perangkat digital kemudahan
dalam kehidupannya
sehari-hari
PREFERENSI MILENIAL
5 Aspek Tertinggi
MILENIAL GEN: JOB HOPPER?
MILENIAL GEN: LOYALITAS?
MILENIAL GEN: WHY?
INDONESIAN MILENIAL GEN: THEIR HOPE
SIX TRAPS IN DISRUPTIVE ERA
ASPIRE FRAMEWORK

AS PI R E
 What should Company do?

Re-define your EVP Benchmarking / Best

Research/ Profiling
(Employee Value Practice of millennial
Millennial
Proposition) generation mgt
• Karakteristik • Unleash the your • Best Player in the
• Preferensi Potential within Industry
• Employee Engagement • The Right Place to • Learn from Market
Index make your Dream leader
• Employee Satisfaction Comes True • The Fastest Growth
Index • Build a mutual and • Global Player listed in
prosperous business the Fortune 500
 Collaboration through HC policy

Set Up Dynamic Working Environment: Flexi- Coaching, Mentoring &

Time, Cozy Workplace, Corporate Culture Shifting

Clear & Open Career path Benefit Program for innovators

Global Talent Program, and

Pelibatan Gen Y dalam Social Responsibility
Build a Strong Alliances

Paternity policy - 6 months (mom) and 2 weeks

Inter-GEN Engagement
(dad) maternity leave
33
Tata Nilai Inti dan Konsep Baldrige
Excellence Framework
Perspektif
Perspektif kesisteman
kesisteman
1 (Systems Perspective)
(Systems Perspective)
Kepemimpinan
Kepemimpinan yang yang visioner
visioner
2 (Visionary Leadership)
(Visionary Leadership)
Keunggulan
Keunggulan yang
yang fokus
fokus kepada
kepada pelanggan
pelanggan
3 (Customer-focused
(Customer-focused Excellence)
Excellence)
TATA NILAI Pengharkatan
Pengharkatan orang
orang
4 (Valuing People)
INTI & (Valuing People)
Pembelajaran dan
Pembelajaran dan kelincahan
kelincahan organisasi
organisasi
KONSEP 5 (Organizational
(Organizational Learning
Learning and
and Agility)
Agility)
Fokus
Fokus pada
pada kesuksesan
kesuksesan
6 (Focus on Sucess)
(Focus on Sucess)
Pengelolaan
Pengelolaan inovasi
inovasi
7 (innovation
(innovation Management)
Management)
Manajemen
Manajemen berdasarkan
berdasarkan fakta
fakta (Management
(Management by
by
8 Fact)
Fact)
Tanggung
Tanggung jawab
jawab Sosial
Sosial
9 (Societal Responsibility)
(Societal Responsibility)
Etika
Etika dan
dan transparansi
transparansi
10 (Ethics
(Ethics and
and Transparancy)
Transparancy)
Penyampaian
Penyampaian nilai
nilai dan
dan Hasil
Hasil
11 (Delivering Value and Result)
(Delivering Value and Result)
 CORE VALUES INTER RELATIONSHIP

1. Visionary
7. Managing for
Leadership
Innovation
2. Customer Driven
8. Managing by Fact
3. Organizational and
Personal
9. Public
Learning
Responsibility and
Citizenship
4. Valuing Employees
and
10.Focus on Result
Partners
and Creating
Value
5. Agility
11.System Perspective
6. Focus on the
Future
 MILLENNIAL PREFERENCES

Total rewards

Work Climate

Leadership

Company’s Brand
Dimensi preferensi milenial
Job dalam memilih dan bertahan di
sebuah organisasi
Performance Feedback

Learning & Development