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Ade Mayasari Nasution, Head of Talent Acquisition and Experience, PT. Amerta Indah OtsukaAde Mayasari Nasution is a seasoned professional with over 13 years of experience in human resources. She is a certified DISC practitioner and a talent planning expert with a proven track record of enhancing functional performance, employee engagement, and retention through robust and integrated people management tools. Nasution has successfully managed and supervised large and diverse teams, handled complex projects, and established good rapport and communication with internal and external stakeholders.
In an exclusive interview with HR Tech Outlook APAC, she shared her invaluable thoughts concerning the changes within the talent management sector, the prevailing challenges and the possible solutions.
Could you talk about your professional background and current organizational role?
I have 14 years of experience in human resources, spanning the broadcasting, retail, and current Fast Moving Consumer Goods (FMCG) sectors. My expertise lies in talent acquisition, employer branding, and employee experience assessment, complemented by my role as an HR VP leader. I am deeply data-driven, relying on thorough analysis for every decision I make.
I currently serve as the Head of Talent Acquisition and Experience and have recently taken on a new role as the Human Capital Strategic Partner at PT. Amerta Indah Otsuka and reports to the Human Capital Development Director. I oversee multiple talent acquisition teams to achieve company objectives and review and optimize selection and recruitment processes within my department. In addition, I develop and implement features for our new applicant tracking system (ATS).
As Head of Talent Acquisition and Experience, I manage departmental budgeting and conduct comprehensive financial forecasting to support our talent acquisition strategies for the next five years. I oversee all facets of department operations, including hiring, employee management, program implementations, and company turnover. Working closely with department managers, I assess and fulfill our manpower needs. I handle managerial-level hiring processes, while my team manages assistant manager-level requisitions. I am dedicated to maintaining a seamless talent pipeline and ensuring our talent acquisition plan's effective development and implementation.
As Head of Talent Experience, I develop talent strategies through strategic sourcing and diversity-focused recruitment. Collaborating with corporate communications, I oversee employer branding initiatives targeting schools and universities and devise innovative brand strategies. I lead Otsuka's People and Culture strategy, conducting engagement and satisfaction surveys, managing feedback systems, and overseeing the full employee lifecycle from attraction to retention, including induction and onboarding processes.
“It's crucial to remain open-minded about leveraging new technologies and continuously develop our skills. Instead of sticking to traditional methods, we should explore innovative tools to improve our responsiveness and effectiveness.”
I collaborate across departments at PT. Amerta Indah Otsuka to enrich the employee experience and coordinate engaging events. Alongside managing cultural and management initiatives, I engage with the branding team to address employee feedback. For instance, initiatives like the Otsuka Run have fostered company-wide engagement.
As a Human Capital Strategic Partner, I support the sales department. This involves partnering closely with sales teams to enhance organizational effectiveness, leadership skills, strategic staffing, talent mapping, and succession planning. I also design assessment frameworks to strengthen sales capabilities and provide tailored HR guidance and coaching as needed.
What, according to you, are some of the prevailing challenges within the talent management sector?
One of our current challenges at PT Amerta Indah Otsuka revolves around integrating AI systems into our operations. While AI offers significant benefits, such as increased efficiency, our existing manual processes pose difficulties.
One of the challenges in our HR department is the lack of system integration. Each function, including HR operations and talent rewards, operates on separate systems, creating significant operational inefficiencies. As we look towards integrating AI, our immediate focus is on enhancing our HR data infrastructure.
Our second significant challenge pertains to talent management and retention. Despite our extensive retention programs and non-salary benefits, many employees are drawn to external opportunities, particularly in startups offering higher salaries. This competitive landscape poses a persistent challenge in retaining our talent.
Our third major challenge is managing data and succession planning. Due to our manual and fragmented data systems, we cannot keep pace with AI integration in 2024. This limitation impacts our ability to use data effectively for decision-making. Simultaneously, while we have a talent succession plan in place, high employee turnover necessitates frequent revisions. This ongoing turnover forces us to update our talent maps and constantly reconsider our strategy.
Lastly, we face the challenge of implementing Diversity, Equity, and Inclusion (DE&I) initiatives. While the 2024 trend emphasizes AI integration, fostering meaningful diversity within our organization remains a major concern.
Could you talk about your company's initiatives to address these issues?
We have instituted retention programs centered on employee satisfaction and well-being to mitigate the talent crisis. To enhance work-life balance, we have introduced flexible working hours, including one day of remote work per week. In addition, we further prioritize mental health through our employee assistance program, which offers online and offline professional counseling services.
Our five pillars for employee well-being, launched in 2024, foster a supportive work environment. Initiatives like Otsuka Club Hobbies encourage recreational activities and funding for clubs like tennis and badminton. Monthly wellness classes like meditation and Yoga Nidra promote diverse health practices.
We cultivate a vibrant office environment with carefully curated aesthetics and amenities. Collaborating with our talent rewards team, we regularly enhance employee benefits. Furthermore, embracing the Japanese philosophy of Kaizen, we solicit and implement process improvement ideas from employees, facilitated through our Recruitment Information System (RISE), which includes advanced applicant tracking features for data collection and AI integration.
We partner with Microsoft to build AI capabilities and prepare our workforce through training and knowledge sharing. Talent management includes maintaining a talent pool and mapping talent with HR business partners to address turnover in critical roles, supported by OS development programs for interns and graduates.
Which technological development are you looking forward to in the talent management sector?
Recently, I have been attending seminars focused on AI systems that have piqued my interest. Chatbots are particularly promising for enhancing employee experience through casual interactions. These chatbots serve as virtual companions, accessible through our chat platform, offering valuable support to employees.
At the same time, dispersed systems are highly effective. While numerous AI solutions are available for potential implementation, I am currently focused on developing our own solution tailored to our specific needs.
What advice would you like to give to peers and budding professionals in the industry?
It's crucial to remain open-minded about leveraging new technologies and continuously develop our skills. Instead of sticking to traditional methods, we should explore innovative tools to improve our responsiveness and effectiveness.
Building strong, cross-departmental relationships is vital for HR. Effective strategy implementation relies on mutual understanding and collaboration with organizational stakeholders. By fostering these connections, we can ensure our goals and strategies are communicated and supported throughout the company.
Staying current with industry trends is essential. We must keep informed about technological advancements, sustainability practices, and evolving industry standards. This openness to new ideas and trends will help us remain competitive and agile in our strategic decisions.
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