Cetak Biru Pengembangan Sumber Daya Manusia Sektor Jasa Keuangan 2021-2025

Summary

This video discusses the ongoing digital transformation and its impact on the financial services sector in Indonesia. It highlights the importance of improving human resources (HR) to adapt to the digital era and global competition. The Financial Services Authority (OJK) has introduced a blueprint for developing HR in the sector to create professional, competent, and globally competitive talent. The blueprint focuses on standardizing competencies, improving HR methods, enhancing infrastructure, and developing digital skills. Collaboration between regulators, industries, and stakeholders is essential to achieve these goals and contribute to Indonesia's economic growth.

Takeaways

• 😀 Digital transformation is reshaping industries, requiring human resources to adapt to meet new challenges.
• 😀 The financial services sector is a key part of national economic growth, and its human resources development is a shared responsibility among all stakeholders.
• 😀 The OJK (Financial Services Authority) has introduced a blueprint to accelerate digital transformation in Indonesia's financial services sector through the enhancement of human resources (HR) capacities.
• 😀 The goal of the blueprint is to create a professional, integrated, and globally competitive workforce in the financial services sector.
• 😀 The blueprint includes four key pillars: developing HR competency standards, enhancing HR competency development methods, improving infrastructure for HR development, and fostering HR with digital skills.
• 😀 The blueprint will be implemented over five years, with involvement from industry players, academia, OJK, and other institutions.
• 😀 Competency mapping and HR certification standards will serve as guidelines for HR development in the financial services sector.
• 😀 Continuous improvement of HR competency development methods and learning infrastructure is vital for achieving a qualified workforce.
• 😀 The blueprint places a strong emphasis on the development of digital competencies, including identifying digital talent needs and integrating digital education and training.
• 😀 The financial industry, including Islamic finance, is included in the HR development plan, with a focus on ensuring synergy between regulators and industry stakeholders for a global competitive workforce.

Q & A

What is the main objective of the digital transformation in the financial services sector in Indonesia?

The main objective is to improve the human resources (SDM) in the sector to ensure they are highly professional, integrated, and globally competitive in the face of rapid technological advancements and globalization.

What are the key elements outlined in the OJK's blueprint for developing human resources in the financial services sector?

The blueprint focuses on four main pillars: 1) Developing competency standards for SDM, 2) Creating methods for improving SDM competency, 3) Developing infrastructure to support SDM development, and 4) Fostering SDM with digital competencies.

How long is the implementation period for the OJK blueprint for SDM development?

The implementation period for the blueprint spans five years, with contributions from the industry, academics, OJK, and other stakeholders.

What is the role of 'learning infrastructure' in the blueprint for SDM development?

Learning infrastructure is critical for the successful implementation of SDM development, including the facilitation of professional certification bodies, the development of learning systems, and the optimization of learning functions in the financial services sector.

Why is the development of digital competencies emphasized in the blueprint?

The development of digital competencies is essential to ensure that SDM can keep up with digital advancements, meet industry needs for digital talent, and stay competitive globally in an increasingly digital world.

Who are the key stakeholders involved in the development and implementation of the blueprint?

The key stakeholders include the OJK (Financial Services Authority), industry players, academic institutions, and other relevant bodies responsible for supporting the transformation of SDM in the financial sector.

What is the expected outcome of implementing the SDM development blueprint in the financial services sector?

The expected outcome is to have a highly professional, credible, and globally competitive workforce in Indonesia's financial services sector, which will contribute to the sector's overall growth and national economic development.

How does the blueprint address the need for global competitiveness of Indonesian SDM?

The blueprint focuses on improving the quality and competitiveness of SDM by establishing clear competency standards, enhancing methods of learning and development, and fostering digital competencies to make Indonesian SDM competitive on a global scale.

What role does the collaboration between regulators and industry stakeholders play in the SDM development process?

Collaboration between regulators (like OJK) and industry stakeholders is essential for aligning the goals of SDM development, ensuring that strategies and programs are effective, and creating synergies for the successful execution of the blueprint.

What specific aspect of the blueprint was praised by Kartiko Wirjoatmodjo, the chairman of Perbanas?

Kartiko Wirjoatmodjo praised the inclusion of the Islamic finance industry in the blueprint, acknowledging the positive impact it will have on the development of SDM in the Islamic financial services sector and supporting its growth.