Abstract
Vocational High School has an essential role in preparing the competent workers for the industry. To encounter the 4.0 industrial revolution era, Vocational High Schools must be able to keep up with developments by revitalizing a roadmap so the graduates have in line competencies with the industry’s needs. The revitalization of the Vocational High School roadmaps is inseparable from the principles of 2013 curriculum, the improvement of teacher’s quality competencies through training in the industry, and the application of student-centred learning models, such as; Project Based Learning (PrBL), Problem Based Learning (PBL) that emphasizes on ability for innovation and creativity, the improvement of education personnel’s competence, and the collaboration with business and industrial world. The fulfilment of eight Indonesia National Education Standards (NES) has become absolute. The finding of this study are four main aspects as the basic of vocational road maps revitalization, namely; (1) synchronizing the curriculum with industry, (2) revitalizing the quality of teaching staff and education personnel, (3) revitalizing facilities and infrastructure, (4) optimizing cooperation with industry, and (5) strengthening soft skills competence.
Highlights
Talent management involves set of processes like workforce planning, recruitment, selection, onboarding, performance management, training and development, compensation management, succession planning functions with a purpose to make sure that there is enough supply of talented employees are available to support the needs of the organizational goal achievement (James, 2012)
A growing interest is being shown by researchers to understand the changing dynamics of the talent management process in the GCC region
On the importance of talent management, the findings identify that it plays a relevant role in the ensuring of effective use of the firm’s available resources and serves as an important component of the effective training a skill development of the employees
Summary
Talent management involves set of processes like workforce planning, recruitment, selection, onboarding, performance management, training and development, compensation management, succession planning functions with a purpose to make sure that there is enough supply of talented employees are available to support the needs of the organizational goal achievement (James, 2012). Talent management research and practice have significant implications for organizations in the global business environment. This has led to the adoption of new approaches towards understanding and evaluating talent management in organizations (Al Ariss and Crowley-Henry, 2013). The economy is characterized by the predominance of oil and gas sector and the high proportion of the expatriate population in its active workforce. This extreme heterogeneity of the workforce gives rise to the need to study talent management practices in a specific context of countries (Sidani and Al Ariss, 2014). In the changing world economic, political and social scenario, it is necessary to understand the dynamics of talent management, acquisition and retention of globally competitive and highly skilled talent which the proposed research area for this research paper
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