Author(s):
Mochamad Nasiruddin

Doi: 10.7508/aiem.01.2021.22.29

This is an open access article distributed under the Creative Commons Attribution License CC BY 4.0, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited

Background: Talent management has been considered as traditional breakthrough toward a good company succession planning system in ensuring insignificant effect if the employee (s) is no longer working at the company. COVID-19 with its various impact has made various companies to adapt their policies including how this talent management system is implemented based on affirmative policy. Purpose: The purpose of the research, is to identify how the talent management system can keep running and cascade it with those various constraints from government policies therefore it will not affect the succession plan within many branches of the company. Design/methodology/approach: This study is a phenomenology study where researcher conducts interviews with related parties in the company. Phenomenology interviews were conducted to HR Manager and employees who were included in company’s talent pool system. The result of the interviews was deepened with various relevant documents. Findings: Result revealed that talent management system can run properly with numerous adjustments according to applicable standard named affirmative policy. The training and development program is carried out in stages with an online system by prioritizing talent who is included in pool one of the nine grade system. Research limitations: This study limited to identify talent management based on employee work competency which can be more elaborated on personality’s view next up. Originality/value: This study valued comprehensive talent management system by implementing affirmative policy during restriction period enacted by government.

KEYWORDS:
Talent Management, Affirmative Policy, Company.