Nowadays people get more aware about the aim of insurance. Unpredictable environment, bad live style, and deadly disease make people concern about how they protect and assure their live. Due to this phenomenon, insurance industries become more potential and promising. A lot of new players from other industry looked at these opportunity. Consequently, insurance market became more

competitive.

CIGNA Indonesia is one of the biggest insurance companies in Indonesia. CIGNA insurance policy holders increased significantly in number, i.e. from around 25,000 in 2002 to one million in 2005. PT. Asuransi CIGNA concentrated in Bancassurance and Affinity. Affinity Marketing is an innovative and cost efficient approach in Insurance industry.

In the objective to gain the market, insurance company needs to have competitive advantage. People as the main power of the company become crucial, because as more the new comers in insurance industry establish, more people needed. Also the competition, make some of the good insurance industry become worried, because their good people became taken over by other competitors. As of the difficulties of finding the good people, the company which already has their talented people must to think to retain them. Right people in the right roles with the right skills are needed to deliver both business and individual value.

Selecting and developing future talent is a crucial task -and a big concerrl for many companies, particularly for managerial and leadership roles. People who have a quality talent are valuable knowledge and skills applied to the needs of an organization. The more company can put the right person with the right attitude, experience, and skills in the right place at the right time, the better off the business will be.

Managing talent is about providing opportunities for people with the highest potential in an organization to learn, develop, and gain useful experience and progress in their careers. It means stimulating and retaining the people who are intended to playa major role in the future of the organization.

In the process of managing talent and developing future leaders, the organization turns to building its bench-strength for key positions in the hierarchy. This process of succession planning is essentially about the identification and development of future leaders. This task is made much easier where talent has been well managed. After all, the right successors are unlikely be found inside an organization where the talent has not been properly nurtured and developed. Succession planning forces an organization to look closely at its talent, develop reliable assessment procedures, and ensure that they are applied systematically across the board.

The Group Field Project (GFP) is an essential part of the IPMI Magister Manajemen Program It allows IPMI's students to enhance their skills required in the real world in analyzing the present and future business environment. It also serves to strengthen the links between the business community and IPMI. The objective of the project is to shift the students' attention from analyzing static data placed in front of them to the challenging task of dynamic problem solving.

PT. Asuransi CIGNA (CIGNA Insurance) needs a comprehensive consulting approach for Talent Management in Human Resource practices. PT. Asuransi CIGNA (CIGNA Insurance) and IPMI MBA Program engage in developing a comprehensive consulting approach for Talent Management in Human Resource practices. The scope of study of this project is to create Talent Management retention strategy for supervisor and managerial level for 14 divisions in CIGNA Insurance.

Methodology used in this project are identify initial 31 competencies that needed for insurance industry, Design & Administer Questionnaire, Analyze Questionnaire Results, Reconfirm Results, Reclassify Competencies, Validate Competencies, Formulate Talent Competency Framework.

The questionnaire and interview demonstrate the situation of CIGNA Insurance. The working climate in CIGNA is conducive, high level of communication between divisions, and family-like atmosphere. CIGNA provide general HR training. HR organized both hard and soft skills training. Most divisions have identified successors. Most of them still need development in different areas.

In conclusion this project created talent mapping and level of competencies to facilitate CIGNA Insurance in designing the talent pool. Recommendation of this project consists of 5 aspects, which are challenging work, working place, recognition and reward, opportunity to grow, and developmental support.



Research Location : PT Asuransi CIGNA

Supervisor : Khrisnan Rajendran

Date Accepted : January 3, 2008





Confidential until January 3, 2012